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All Journal Management Studies and Entrepreneurship Journal (MSEJ) Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Sari Marliani
Universitas Buana Perjuangan Karawang
Agriculture, Biological Sciences & Forestry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Social Sciences

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Pengaruh Budaya Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai Di Dinas Kependudukan Dan Pencatatan Sipil Kabupaten Karawang Aulia Febriyanti; Sari Marliani; July Yuliawati
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v6i4.7893

Abstract

Penelitian ini bertujuan menganalisis pengaruh Budaya organisasi dan disiplin kerja terhadap kinerja pegawai di Dinas kependudukan dan pencatatan sipil Kabupaten karawang. Metode yang digunakan adalah kuantitatif deskriptif dan verifikatif. Populasi dan sampel sebanyak 89 karyawan. Data dikumpulkan melalui kuesioner berbasis skala likert, dengan analisis menggunakan metode path analysis penelitian ini menggunakan bantuan SPSS v.26. Hasil penelitian menunjukan bahwa budaya organisasi berada pada kriteria Cukup Setuju dengan total skor 2.323 dan rata-rata 290,4 berada di rentang skala 232-305. Disiplin kerja berada pada kriteria cukup setuju dengan total skor 2.329 dan rata-rata 291,1, berada di rentang skala 232-305, sedangkan kinerja pegawai juga berada pada kriteria cukup setuju dengan total skor 2.389 dan rata-rata 265,4 berada di rentang skala 232-305. hubungan antara budaya organisasi dan disiplin kerja tergolong lemah dengan koefisien korelasi sebesar 0.377. secara parsial, budaya organisasi tidak berpengaruh dan negatif terhadap kinerja pegawai, sedangkan disiplin kerja berpengaruh signifikan dan positif terhadap kinerja pegawai. Secara simultan, budaya organisasi dan disiplin kerja memiliki pengaruh signifikan dan positif terhadap kinerja pegawai. Koefisien Determinasi Sebesar 0.138 atau sebesar 13.8%. menunjukan bahwa variabel Kinerja Pegawai dapat dijelaskan oleh variabel Budaya Organisasi dan Disiplin Kerja sebesar 13.8%. Selanjutnya, nilai sebesar 86.2% yaitu menjelaskan variabel lain yang tidak diteliti dalam penelitian ini seperti motivasi, beban kerja, kompensasi lingkungan kerja, dll.
Pengaruh Stres Kerja Dan Motivasi Kerja Terhadap Kepuasan Kerja Karyawan Departemen Produksi Di Perusahaan XYZ Muhammad Wahid Hidayat; Sari Marliani; July Yuliawati
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v6i4.7905

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh stres kerja dan motivasi kerja terhadap kepuasan kerja karyawan Departemen Produksi di Perusahaan XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode deskriptif verifikatif. Sampel terdiri dari 80 karyawan yang dipilih melalui teknik total sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan regresi linier berganda menggunakan SPSS 25. Hasil penelitian menunjukkan bahwa tingkat stres kerja berada pada kategori tinggi, motivasi kerja berada pada kategori baik, dan kepuasan kerja berada pada kategori puas. Secara parsial, stres kerja berpengaruh signifikan terhadap kepuasan kerja, dengan nilai signifikansi 0,000 < 0,05 dan t hitung sebesar 4,809 > t tabel 1,991. Motivasi kerja juga berpengaruh signifikan terhadap kepuasan kerja, dengan nilai signifikansi 0,000 < 0,05 dan t hitung sebesar 5,992 > t tabel 1,991. Secara simultan, stres kerja dan motivasi kerja berpengaruh sangat signifikan terhadap kepuasan kerja, dengan nilai signifikansi 0,000 < 0,05 dan F hitung sebesar 387,182 > F tabel 3,115. Hasil ini menegaskan pentingnya pengelolaan stres kerja yang efektif dan peningkatan motivasi untuk menciptakan lingkungan kerja yang harmonis dan produktif.
Pengaruh Beban Kerja Dan Kompensasi Terhadap Kinerja Karyawan PT PNM Mekaar Syariah Karawang Imas Wulansari; Sari Marliani; July Yuliawati
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v6i4.8042

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh beban kerja dan kompensasi terhadap kinerja karyawan di PT PNM Mekaar Syariah Karawang beralamat di karawang jawa barat. Metode yang digunakan dalam penelitian ini adalah deskriptif kuantitatif dan verifikatif Sampel 86 karyawan dengan menggunakan regresi linier berganda, purposive sampling data yang digunakan terdiri dari data primer yang diperoleh melalui kuesioner dan data Sekunder dengan mengunakan SPSS 26. Hasil dari penelitian ini adalah beban kerja memperoleh nilai 3.860 dengan nilai rata-rata 386 di rentang skala 461,2 – 430 kategori “Sangat Tinggi”, kompensasi memperoleh nilai 3.980 dengan nilai rata-rata 398 di rentang skala 361,2 –430 kategori “Sangat Baik”. kinerja memperoleh nilai 3.595 dengan nilai rata-rata 359,5 di rentang skala 361,2 – 430 kategori “Sangat Baik”, Beban kerja secara parsial berpengaruh terhadap kinerja dengan nilai signifikan 0,001 < 0,05. t hitung didapatkan sebesar 3.335 > 1,988. Kompensasi secara parsial tidak berpengaruh terhadap kinerja dengan nilai signifikan 0,117 > 0,05. t hitung sebesar 1.584 < 1,988, Sedangkan Beban kerja dan kompensasi berpengaruh secara signifikan terhadap kinerja dengan nilai signifikan 0,001 <0,005 f hitung sebesar 29,269 > 3,110. Dari hasil data determinasi beban kerja dan kompensasi secara simultan berpengaruh signifikan terhadap kinerja karyawan, dengan Nilai sebesar 41,4%. Sedangkan 58,6% dipengaruhi oleh faktor-faktor lain yang tidak diteliti.
Pengaruh Komunikasi Terhadap Kepuasan Kerja dengan Lingkungan Kerja Sebagai Moderasi pada PT Puspita Agro Tirta Intan Fadillah; Sari Marliani; July Yuliawati
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 7 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i7.7814

Abstract

More than 40% of households in Indonesia rely on bottled drinking water (AMDK). The research aims to analyze the effect of communication and work environment on job satisfaction at PT Puspita Agro Tirta. The validity of the research data with quantitative methods. Data were obtained through a questionnaire involving 72 PT Puspita Agro Tirta employees, using Hair's formula, where the number of indicators × 5, which means the sample = 14 × 5 = 70 respondents for sampling. The analysis model uses SmartPLS-3.0 SEM based on PLS. The results showed that Communication has a significant effect on Job Satisfaction by 66.3%, where the delivery of tasks with the indicator “use of the right words” is the largest indicator based on the outer loading value, and the Work Environment is proven to moderate the relationship. The results of this study indicate that a comfortable work environment can improve employee performance despite the many pressures at work, and high employee satisfaction reflects the success and stability of the company. Therefore, Leaders need to improve responsiveness to feedback and concern for employees, as both are still low. Open and empathetic responses will improve communication and increase job satisfaction.
Pengaruh Komunikasi dan Lingkungan Kerja Terhadap Kinerja Karyawan pada PT Nipsea Paint And Chemicals Amelia Ramadanti; Sari Marliani; July Yuliawati
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 8 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i8.7882

Abstract

In the global business world, companies are required to always improve their competitiveness, innovation, and “In the global business world, companies are required to always improve their competitiveness, innovation, and productivity. In this era of globalization, companies must be able to adapt to changes that occur rapidly in the global market. The purpose of this study is to determine the effect of communication and work environment on employee performance at PT Nipsea Paint and Chemicals. The study was conducted using quantitative research with descriptive and verification approaches. The population and sample of the study involved 80 respondents from PT Nipsea Paint and Chemicals, with a saturated sample method for sampling. Using a multiple linear regression analysis model to analyze data at a significance level of 5%. The results showed that the communication score of PT Nipsea Paint and Chemicals was 299.6 in the range of 261-342 with fairly good criteria. In the Work Environment it was 311.1 in the range of 261-342 with fairly good criteria. And the total Employee Performance score was 327.4 in the range of 261-342 with fairly good criteria. Partially, the Communication variable got a sig value. 0.043 < 0.05 and t count = 2.063 > t table = 1.990. The work environment variable partially gets a sig. value of 0.000 < 0.05, and t count = 4.438 > t table = 1.990. Communication and work environment have a simultaneous effect on employee performance, a sig. value of 0.000 < 0.05 and f count = 22.297 > f table = 3.12. The results of the determination coefficient test obtained an adjusted R-square value of 0.367 (36.7%). Showing that employee performance variables can be explained by communication and work environment variables by 36.7%, then the remaining value is 63.3% (100% - 36.7%) which explains other variables not examined in this study such as motivation, work discipline, compensation, work culture, commitment, and others "
Pengaruh Pelatihan dan Pengembangan Karir Terhadap Kinerja Pegawai pada Dinas Pengendalian Penduduk dan Keluarga Berencana (DPPKB) Karawang Abizachryan Akbar; Sari Marliani; July Yuliawati
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 8 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i8.8061

Abstract

This research was conducted at the Population and Family Planning Control Service of Karawang, The purpose of the research is to analyze training and career development on employee performance and to test the influence between variables. The method used is quantitative descriptive and verification with a census approach (total sampling), involving all employees as a sample of 37 respondents. Data were obtained through observation, interviews, and questionnaires with a Likert scale. The analysis used Multiple Linear Regression and used SPSS version 26, The results showed that training with an average value of 125.4 which is in the range of 96.3-126 scale with a fairly good category, career development with an average value of 127.1 which is in the range of 126-156.6 scale with a good category and employee performance with an average value of 126.2 which is in the range of 126-156.6 scale with a good category. Partially, training has a positive and significant effect on employee performance with a Sig value of 0.000 <0.05 and a calculated t of 5.090> t table 2.206, Career development partially has a positive and significant effect on employee performance with a Sig value of 0.001 <0.05 and a calculated t of 3.736> t table 2.206, Simultaneously, both variables have a positive and significant effect on the dependent variable of employee performance with a Sig value of 0.001<0.05 and a calculated f of 269.391> from f table 3.28, The coefficient of determination obtained an R Square value of 94.1% in employee performance can be explained by variations in training and career development, while the value of 6.9% is influenced by other factors not examined in this study.
Co-Authors Abizachryan Akbar Aghina Luthfiyah Putri Sinulingga Ahmad Malik Fajar Akmal Baihaqi Amelia Ramadanti Aniqa Asriah Anjani Ayu Pratiwi Aulia Febriyanti Dela Dwi Susilowati Dela Syafitri Destriani Nanda Amelia Imas Wulansari Intan Fadillah July Yuliawati Muhammad Wahid Hidayat Rizieq Nur Ilham Yuni Putri Amelia