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All Journal Jurnal Akuntansi : Kajian Ilmiah Akuntansi (JAK) Sains Manajemen:Jurnal Manajemen UNSERA JRMSI - Jurnal Riset Manajemen Sains Indonesia Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Almana : Jurnal Manajemen dan Bisnis Jurnal Manajemen KAIBON ABHINAYA : JURNAL PENGABDIAN MASYARAKAT Jurnal Riset Bisnis dan Manajemen Manajemen dan Kewirausahaan Studi Akuntansi, Keuangan, dan Manajemen JUPEMA
Andari Andari, Andari
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Meningkatkan Tertib Administrasi Keuangan UMKM melalui Literasi Simple Accounting pada WPMI Banten Mahardini, Nikke Yusnita; Denny Putri Hapsari; Andari, Andari; Kodriyah, Kodriyah; Santi Octaviani; Nana Umdiana
KAIBON ABHINAYA : JURNAL PENGABDIAN MASYARAKAT Vol. 7 No. 2 (2025)
Publisher : Universitas Serang Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30656/2ek3t715

Abstract

Program pengabdian kepada masyarakat ini bertujuan untuk meningkatkan ketertiban administrasi keuangan pada anggota komunitas Wanita Pengusaha Muslimah Indonesia (WPMI) Provinsi Banten melalui penerapan metode Simple Accounting dan pemanfaatan aplikasi pencatatan keuangan berbasis digital, SIAPIK. Permasalahan yang dihadapi para pelaku UMKM dalam komunitas ini adalah rendahnya literasi keuangan dan keterampilan dasar akuntansi, yang menyebabkan pencatatan keuangan yang tidak terstruktur serta pencampuran antara keuangan pribadi dan usaha. Kegiatan dilaksanakan dengan pendekatan experiential learning, yang melibatkan pelatihan, pendampingan, dan praktik langsung pencatatan keuangan secara manual maupun digital. Sebanyak 36 peserta mengikuti kegiatan secara luring dan menunjukkan peningkatan pemahaman yang signifikan, kemampuan menggunakan aplikasi SIAPIK secara mandiri, serta mampu menyusun laporan keuangan sederhana seperti laporan laba rugi dan arus kas. Lebih dari 80% peserta berhasil mempraktikkan pencatatan digital secara mandiri. Program ini juga menumbuhkan kesadaran kolektif akan pentingnya pencatatan keuangan serta potensi peserta menjadi agen literasi keuangan di lingkungan komunitasnya. Hasil ini menunjukkan bahwa kombinasi pelatihan berbasis pengalaman dan teknologi digital dapat mendorong perubahan perilaku keuangan yang berkelanjutan bagi UMKM perempuan.  
STUDY OF WORKLOAD AND EMPLOYEE COMPETENCE TOWARDS EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE Nafiudin; Nurjanah, Siti; Tjalla, Awaluddin; Suparno, Suparno; Febriantina, Susan; Andari, Andari; Fujianti, Aini; Fauzan, Alfa; Sanjaya, Brata; Suprayogi, Wahyu
JRMSI - Jurnal Riset Manajemen Sains Indonesia Vol. 14 No. 02 (2023): Jurnal Riset Manajemen Sains Indonesia
Publisher : Fakultas Ekonomi, Universitas Negeri Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/JRMSI.014.2.01

Abstract

Employee performance that is not as expected has an impact on the overall performance of the organization, so the focus of this study is to examine the influence of workload, competence on employee performance through organizational commitment studies on employees of PT Hitachi Metals Indonesia Cilegon with a total sample of 100 employees in the Quality Control Division, the data collection technique used is the distribution of questionnaires with a Likert scale as a rating scale, In this study, the hypothesis is tested using path analysis with SPSS and the Sobel Test, and the results show that workload has a positive effect on commitment and performance, and competence has a positive effect on employee commitment and performance. While organizational commitment can mediate between workload and performance, as well as competence and performance.
Efforts to Increase Organizational Commitment Through Visionary Leadership, Learning Organizations, and Competencies Andari, Andari; Setiawan, Heru; Affandi, Azhar
Almana : Jurnal Manajemen dan Bisnis Vol 8 No 2 (2024): August
Publisher : Bandung: Prodi Manajemen FE Universitas Langlangbuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36555/almana.v8i2.2410

Abstract

With quality education, the quality of a nation will be reflected. To produce superior human resources, lecturers as educators have a responsibility to improve human resources by providing quality education. In achieving the vision and mission of higher education, it is necessary to support the organizational commitment of lecturers. The purpose of the study analyze efforts to increase organizational commitment through visionary leadership, learning organizations, and competencies. The method used in this study is quantitative, using the Structural Equation Model (SEM) analysis tool. The population of permanent lecturers of the Foundation amounted to 3322 people, and the sample amounted to 357 respondents. Sample determination using stratified cluster random sampling. The results of this study explain that visionary leadership, learning organizations, and competencies partially affect organizational commitment. In addition, the results of the hypothesis test simultaneously show visionary leadership, learning organizations and competencies together affect organizational commitment. To increase organizational commitment, Private Universities in the Banten Province area need continuous improvement, including increasing the effectiveness of Visionary leadership, the existence of institutions to continue to learn and adapt as ideal Learning Organizations, and increasing their Competencies its lecturers, as an effort to build and increase the organizational commitment of the Dosen.
Apakah Organizational Justice dan Teamwork Berpengaruh Terhadap Kinerja Melalui Kepuasan Kerja Pada Perusahaan Di Banten? Dewi, Santi Riana; Andari, Andari; Deviyantoro, Deviyantoro; Sukemi, Sukemi
Manajemen dan Kewirausahaan Vol. 5 No. 2 (2024): Manajemen & Kewirausahaan
Publisher : Manajemen FEB Unima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/mk.v5i2.10447

Abstract

Penelitian ini dilatarbelakangi adanya gap antara kinerja yang diharapkan dengan kinerja yang ada pada saat ini. Tujuannya untuk mengetahui ada tidaknya pengaruh antara variabel organizational justice dan teamwork terhadap kinerja dengan kepuasan kerja sebagai variabel intervening. Metode yang digunakan adalah metode kuantitatif dengan pendekatan survey, sampel 52 karyawan diambil dengan teknik sampel jenuh, data diolah menggunakan SPSS 22. Adapun analisis yang digunakan adalah analisis regresi linier berganda, uji determinasi, uji F, uji T, uji validitas, uji reliabilitas, uji normalitas. Hipotesis terdiri dari terdapat pengaruh organizational justice terhadap kepuasan kerja, teamwork terhadap kepuasan kerja, organizational justice terhadap kinerja, teamwork terhadap kinerja, kepuasan kerja terhadap kinerja, pengaruh tidak langsung organizational justice terhadap kinerja, dan pengaruh tidak langsung teamwork terhadap kinerja. Hasil dari penelitian adalah organizational justice berpengaruh langsung terhadap kepuasan kerja, dan teamwork berpengaruh langsung terhadap kepuasan kerja, kepuasan kerja berpengaruh langsung terhadap kinerja, tidak terdapat pengaruh langsung organizational justice terhadap kinerja, teamwork berpengaruh langsung terhadap kinerja, organizational justice berpengaruh secara tidak langsung terhadap kinerja melalui kepuasan kerja, teamwork berpengaruh secara tidak langsung terhadap kinerja melalui kepuasan kerja. Impak penelitian adalah memberikan kontribusi terhadap pengambilan kebijakan dan keputusan manajemen untuk meningkatkan kepuasan kerja dan kinerja karyawan di perusahaan. This research is motivated by the gap between expected performance and current performance. The aim is to determine whether there is an influence between organizational justice and teamwork variables on performance with job satisfaction as an intervening variable. The method used is quantitative with a survey approach, a sample of 52 employees taken using the total sampling technique, and data processed using SPSS 22. The analysis used is multiple linear regression analysis, determination test, F-test, T-test, validity test, reliability test, and normality test. The hypothesis consists of the influence of organizational justice on job satisfaction, teamwork on job satisfaction, organizational justice on performance, teamwork on performance, job satisfaction on performance, indirect influence of organizational justice on performance, and indirect influence of teamwork on performance. The results of the study are that organizational justice has a direct effect on job satisfaction, and teamwork has a direct effect on job satisfaction, job satisfaction has a direct effect on performance, there is no direct influence of organizational justice on performance, teamwork has a direct effect on performance, organizational justice has an indirect effect on performance through job satisfaction, teamwork has an indirect effect on performance through job satisfaction. The impact of the research is that it can contribute to policy-making, and management decisions to improve employee job satisfaction and performance in the company.
Apakah Organizational Justice dan Teamwork Berpengaruh Terhadap Kinerja Melalui Kepuasan Kerja Pada Perusahaan Di Banten? Dewi, Santi Riana; Andari, Andari; Deviyantoro, Deviyantoro; Sukemi, Sukemi
Manajemen dan Kewirausahaan Vol. 5 No. 2 (2024): Manajemen Kewirausahaan
Publisher : Manajemen FEB Unima

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53682/mk.v5i2.10447

Abstract

Penelitian ini dilatarbelakangi adanya gap< em> antara kinerja yang diharapkan dengan kinerja yang ada pada saat ini Tujuannya untuk mengetahui ada tidaknya pengaruh antara variabel organizational justice< em> dan teamwork< em> terhadap kinerja dengan kepuasan kerja sebagai variabel intervening Metode yang digunakan adalah metode kuantitatif dengan pendekatan survey sampel 52 karyawan diambil dengan teknik sampel jenuh data diolah menggunakan SPSS 22 Adapun analisis yang digunakan adalah analisis regresi linier berganda uji determinasi uji F uji T uji validitas uji reliabilitas uji normalitas Hipotesis terdiri dari terdapat pengaruh organizational justice< em> terhadap kepuasan kerja teamwork< em> terhadap kepuasan kerja organizational justice< em> terhadap kinerja teamwork< em> terhadap kinerja kepuasan kerja terhadap kinerja pengaruh tidak langsung organizational justice< em> terhadap kinerja dan pengaruh tidak langsung teamwork< em> terhadap kinerja Hasil dari penelitian adalah organizational justice< em> berpengaruh langsung terhadap kepuasan kerja dan teamwork< em> berpengaruh langsung terhadap kepuasan kerja kepuasan kerja berpengaruh langsung terhadap kinerja tidak terdapat pengaruh langsung organizational justice< em> terhadap kinerja teamwork< em> berpengaruh langsung terhadap kinerja organizational justice< em> berpengaruh secara tidak langsung terhadap kinerja melalui kepuasan kerja teamwork< em> berpengaruh secara tidak langsung terhadap kinerja melalui kepuasan kerja Impak penelitian adalah memberikan kontribusi terhadap pengambilan kebijakan dan keputusan manajemen untuk meningkatkan kepuasan kerja dan kinerja karyawan di perusahaan < p> This research is motivated by the gap between expected performance and current performance The aim is to determine whether there is an influence between organizational justice and teamwork variables on performance with job satisfaction as an intervening variable The method used is quantitative with a survey approach a sample of 52 employees taken using the total sampling technique and data processed using SPSS 22 The analysis used is multiple linear regression analysis determination test F test T test validity test reliability test and normality test The hypothesis consists of the influence of organizational justice on job satisfaction teamwork on job satisfaction organizational justice on performance teamwork on < em>performance job satisfaction on performance indirect influence of organizational justice on performance and indirect influence of teamwork on performance The results of the study are that organizational justice has a direct effect on job satisfaction and teamwork has a direct effect on job satisfaction job satisfaction has a direct effect on performance there is no direct influence of organizational justice on performance teamwork has a direct effect on performance organizational justice has an indirect effect on performance through job satisfaction teamwork has an indirect effect on performance through job satisfaction The impact of the research is that it can contribute to policy making and management decisions to improve employee job satisfaction and performance in the company < em>< p>
Determinan Employee Engagement: Pengembangan Karir, Kompensasi, dan Lingkungan Kerja Nafiudin, Nafiudin; Chairani, Ayu; Andari, Andari; Huddin, M. Nurhaula
Studi Akuntansi, Keuangan, dan Manajemen Vol 5 No 1 (2025): Juli
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/sakman.v5i1.3723

Abstract

Purpose: This study examines the impact of career development, compensation, and work environment on honorary employees’ engagement at the Civil Service Police Unit (Satpol PP) of Banten Province. Methodology/approach: Using a quantitative method, 58 respondents were selected from a population of 140 honorary employees through Slovin's formula with a 10% margin of error. Data were collected via an online survey and analyzed using PLS-SEM with SmartPLS 4. The analysis included both reflective (validity and reliability tests) and formative model assessments (multicollinearity and weight significance tests), followed by hypothesis testing using inner model evaluation. Results/findings: The bootstrapping results show that career development, compensation, and work environment each have a significant and positive effect on employee engagement. Conclusion: Structured career development fosters emotional commitment, fair compensation builds loyalty, and a supportive work environment enhances employee engagement. Institutions are encouraged to improve these aspects, along with promoting inclusive culture and effective communication. Limitations: Future studies should consider additional or mediating variables and involve larger samples for broader insights. Contribution: This study contributes to public sector HRM by identifying key drivers of engagement among honorary employees.
MOTIVASI EKSTRINSIK, BERBAGI PENGETAHUAN, DAN PERILAKU INOVATIF: SEBUAH MODEL UNTUK MENINGKATKAN KINERJA KARYAWAN Andari, Andari; Nafiudin, Nafiudin; Pratami, Eggi
Jurnal Riset Bisnis dan Manajemen Vol. 19 No. 1 (2026): February Edition
Publisher : Faculty of Economic and Business, University of Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23969/jrbm.v19i1.34926

Abstract

This study aims to examine the influence of extrinsic motivation and knowledge sharing on employee performance, with innovative behavior as a mediating variable. The approach used is quantitative, with an explanatory research design. Data were collected from 65 employees of a construction company via questionnaires and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The study shows that extrinsic motivation and knowledge sharing positively contribute to innovative behavior and that innovative behavior significantly influences employee performance. Recognizing these findings can inspire researchers and practitioners to foster motivation and knowledge sharing for better performance. However, knowledge sharing does not directly affect performance, and innovative behavior does not mediate the relationship between extrinsic motivation and performance. Conversely, innovative behavior has been shown to act as a significant mediating variable in influencing knowledge sharing and employee performance.
Performance Model: Influence of Motivation and Organizational Culture Behavior for the Environment (OCBE) Dewi, Santi Riana; Andari, Andari; Safaria, Siti
Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Vol. 20, No. 2 : Al Qalam (In Progress March 2026)
Publisher : Sekolah Tinggi Ilmu Al-Qur'an (STIQ) Amuntai Kalimantan Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35931/aq.v20i2.5632

Abstract

The research was conducted at a manufacturing company in Banten. The research was based on the results of employee perceptions in order to find the dominant factors that influence performance. The novelty of this research is the formation of a new model from the research, as well as the existence of new variables that are suspected of influencing performance. The discovery of a new model to determine variables that influence performance directly or indirectly. The subjects of the research were Motivation, Organizational Citizenship Behavior for the Environment (OCBE), and Performance. The results of employee perceptions have been filled in the distributed questionnaire, and the results will be processed using SmartPLS 4. The number of samples was 98 respondents, calculated using the Slovin formula. The purpose of the study was to determine whether there is a direct or indirect influence of each indicator of the independent variable on the dependent variable. To find out whether there is an influence of motivation on performance, OCBE on performance directly. Is there a direct influence of motivation on OCBE, is there an indirect influence of motivation on performance through OCBE. The results of the study showed the insignificant influence of motivation on performance (M=0.195; P=0.053), significant influence of motivation on OCBE (M=0.340; P=0.001), significant influence of OCBE on performance (M=0.325; P=0.000) and there is an indirect influence of motivation on performance through OCBE (M=0.111; P=0.031). Ultimately, the results of this research can be a barometer for determining organizational policies and decisions in the human resource development department.
Co-Authors Ade Nahdiatul Hasanah, Ade Nahdiatul Awaluddin Tjalla Azhar Affandi Chairani, Ayu Denny Putri Hapsari Denny Putri Hapsari, Denny Putri Deviyantoro, Deviyantoro Dian Maulita, Dian Fauzan, Alfa Fujianti, Aini Heru Setiawan Huddin, M. Nurhaula Kodriyah Komala Sari, Ayu M. Yogi Riyantama Isjoni Mahardini, Nikke Yusnita Masitoh, Martina Rahmawati Nafiudin Nafiudin Nafiudin Pratami, Eggi Rahmawati Masitoh, Martina Sanjaya, Brata Santi Octaviani Santi Riana Dewi, Santi Riana Siti Nurjanah Siti Safaria Sukemi Sukemi Suparno Suparno Suprayogi, Wahyu SUSAN FEBRIANTINA, SUSAN Umdiana, Nana