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Mudji Kuswinarno, Mudji
Jurusan Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Trunojoyo
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Pengaruh Disiplin Dan Motivasi Kerja Terhadap Kinerja Pegawai Di Puskesmas Burneh Kabupaten Bangkalan Septri, Muhti Septriannas; Kuswinarno, mudji
Jurnal Kajian Ilmu Manajemen (JKIM) Vol 3, No 3 (2023): September
Publisher : Management Department of Economics and Business Of Trunojoyo Madura University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/jkim.v3i3.21394

Abstract

This research was conducted at the Burneh Health Center Service Employees of Bangkalan Regency. Burneh Health Center is an element of government implementation in the health sector. The human resources contained in it must have good performance to achieve organizational goals. The existing problems are in the performance of employees who have decreased. Some employees also often violate the provisions of working hours that have been determined so that employee discipline and work motivation are getting lower. The low level of employee motivation can be indicated from the lack of leadership both to nurses and doctors as well as to patient families. This study aims to determine the effect of work discipline on employee performance at the Burneh Health Center, Bangkalan Regency, to determine the effect of work motivation on employee performance at the Burneh Health Center, Bagkalan Regency, and to determine the effect of work discipline and motivation on employee performance at the Burneh Health Center, Bangkalan Regency. The method used in this research is quantitative research. The population in this study was 55 employees, so this research is population research. The data collection methods used are through interviews, questionnaires and literature studies. The data analysis techniques used are Validity Test, Reliability Test, Normality Test, Multicollinearity Test, Heteroscedasticity Test, Multiple Linear Regression Analysis and Hypothesis Test. The results of this study indicate that, 1) Work Discipline has a positive and significant effect on Employee Performance with a tcount value of 5.771 ttable 1.67591 with a significant level of 0.000 0.05 with a β value of 1.576. 2) Work Motivation has a positive and significant effect on Employee Performance with a tcount value of 2.900 t table 1.67591 with a significant level of 0.006 0.05 with a β value of 0.863. 3) Discipline and Work Motivation have a positive and significant effect on Employee Performance with an Fcount value of 65,173 t table 3.13 with a significant level of 0.000 0.05.
Kinerja Karyawan melalui Loyalitas, Komunikasi, Dan Kompensasi Kerja pada CV. Batik Sumber Arafat Tanjung Bumi, Bangkalan Mun'im, Abd.; Kuswinarno, Mudji
Jurnal Kajian Ilmu Manajemen (JKIM) Vol 4, No 1 (2024): Maret
Publisher : Management Department of Economics and Business Of Trunojoyo Madura University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/jkim.v4i1.24925

Abstract

CV. Batik Sumber Arafat Tanjung Bumi, Bangkalan is one of the batik business places in Tanjung Bumi District, Bangkalan that is the largest batik area in Bangkalan. This business has been since 2004 and provides all types of Madurese batik such as gentongan (*Madurese), writing cotton, silk, stamping and printing. As the one of the batik businesses in Tanjung Bumi, CV. Batik Sumber Arafat must have good employees performance, starting from employees work loyalty, communication, and compensation. The aims of this study are to determine and analyze the effect of loyalty, communication and compensation on employees performance, partially and simultaneously. It uses the quantitative methods with surveys the employees as much as 43 respondents. Using the multiple regression analysis, the results showed that (1) loyalty has a positive and significant effect on employees performance as 0.346; (2) communication has no effect on employees performance as 0.025; (3) compensation has a positive and significant effect on employees performance as 0.353; (4) loyalty, communication and compensation effect on employees performance simultaneously as 54%.
KAJIAN LITERATUR: HUBUNGAN ANTARA KESEIMBANGAN HIDUP-KERJA DAN PRODUKTIVITAS KARYAWAN Wulandari, Suci; Kuswinarno, Mudji
Musytari : Jurnal Manajemen, Akuntansi, dan Ekonomi Vol. 12 No. 3 (2024): Musytari : Neraca Manajemen, Akuntansi, dan Ekonomi
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8734/musytari.v12i3.8787

Abstract

This study aims to examine the relationship between work-life balance and employee productivity, as well as the role of company policies in supporting this balance. Work-life balance has become a significant focus in the business world due to its substantial impact on employee well-being and organizational productivity. This qualitative research analyzes various relevant literature to understand the factors influencing this relationship. The findings indicate that company policies supporting work-life balance, such as flexible working hours and employee well-being support facilities, can improve employee productivity by reducing stress levels and enhancing job satisfaction. However, challenges in implementing these policies remain, including resistance to changes in work culture and limited resources. This study suggests that companies continue to develop policies that balance organizational needs with employee well-being to enhance productivity and retain quality employees. Penelitian ini bertujuan untuk mengkaji hubungan antara keseimbangan kerja-hidup dan produktivitas karyawan, serta peran kebijakan perusahaan dalam mendukung keseimbangan tersebut. Keseimbangan kerja-hidup telah menjadi perhatian penting dalam dunia bisnis karena dampaknya yang signifikan terhadap kesejahteraan karyawan dan produktivitas organisasi. Penelitian ini menggunakan pendekatan kualitatif dengan menganalisis berbagai literatur yang relevan untuk memahami faktor-faktor yang mempengaruhi hubungan tersebut. Hasil kajian menunjukkan bahwa kebijakan perusahaan yang mendukung keseimbangan kerja-hidup, seperti fleksibilitas waktu kerja dan fasilitas pendukung kesejahteraan, dapat meningkatkan produktivitas karyawan dengan mengurangi tingkat stres dan meningkatkan kepuasan kerja. Meskipun demikian, tantangan dalam implementasi kebijakan tersebut masih ada, termasuk resistensi terhadap perubahan budaya kerja dan keterbatasan sumber daya. Penelitian ini menyarankan agar perusahaan terus mengembangkan kebijakan yang dapat menyeimbangkan kebutuhan organisasi dengan kesejahteraan karyawan, guna meningkatkan produktivitas dan mempertahankan karyawan yang berkualitas.
Tekad: Sebuah Gambaran Motivasi Kerja Pengusaha Toko Kelontong Madura Kuswinarno, Mudji; Nindhita, Vidya; Afifah, Zainiyatul
Psikobuletin:Buletin Ilmiah Psikologi Vol 5, No 3 (2024): Psikobuletin: Buletin Ilmiah Psikologi
Publisher : Universitas Islam Negeri Sultan Syarif Kasim Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24014/pib.v5i3.27311

Abstract

Kampung tajir adalah sebutan untuk sebuah kampung yang terletak di desa Cabbiya, Talango, Sumenep. Hal ini disebabkan oleh banyaknya rumah dan mobil mewah dalam sebuah kampung kecil yang jauh dari perkotaan. Dibalik pekerjaan penduduk lokal pada umumnya sebagai nelayan, sebagian besar penduduknya juga memilih merantau dan bekerja sebagai pengusaha toko kelontong yang menghasilkan upah enam hingga delapan kali lipat lebih tinggi dibanding Upah Minimum Regional setempat. Mencapai kondisi ekonomi yang relative mapan, didapatkan setelah jatuh bangun membangun usaha di tanah Rantau dan jauh dari keluarga. Penelitian ini ingin mengetahui mengenai gambaran motivasi kerja pada pengusaha toko kelontong di kampung Tajir Sumenep, Madura. Metode yang digunakan adalah metode penelitian kualitatif dengan pendekatan fenomenologi. Analisis yang digunakan adalah IPA (Interpretative Phenomenological Analysis). Teknik pengambilan sampel menggunakan purposive sampling dengan 3 orang informan berdasar kriteria tertentu. Hasil penelitian menyebutkan bahwa motivasi kerja pada pengusaha toko kelontong di kampung Tajir Madura terbentuk melalui proses pengalaman baik dalam hal kinerja, penghargaan, tantangan, tanggung jawab, pengembangan, keterlibatan, dan kesempatan. Tekad merupakan hal terbesar dalam mengambil keputusan berkaitan dengan pekerjaan dan cara mempertahankan motivasi kerja.
Analysis of Human Resources Quality in Seaweed Production Development in Sumenep Saidati Nor Wildana; Afifah, Zainiyatul; Kuswinarno, Mudji
Jurnal Ilmiah Manajemen Kesatuan Vol. 12 No. 6 (2024): JIMKES Edisi November 2024
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v12i6.2897

Abstract

This research highlights the need for an integrated approach to enhance human resource quality for the sustainable development of seaweed production in Sumenep Regency. By focusing on Pagar Batu Village, Saronggi District, a significant seaweed-producing area, this study aims to support community welfare, particularly for coastal communities. Using a descriptive qualitative method with a case study approach, the research explores the dynamics of local seaweed cultivation, focusing on conditions as they naturally occur. Data collection involved observations, interviews, and documentation to capture a comprehensive view of seaweed production. Findings reveal both supporting factors, such as cooperative teamwork and adequate equipment, and obstacles like unpredictable weather, poor water quality, and fluctuating prices. Training programs organized by local authorities show potential in increasing technical knowledge, though outreach is still limited. This research underscores the importance of capacity building and technical training to address these challenges, fostering sustainable productivity and economic growth in Sumenep's seaweed sector.
Analysis of Human Resource Planning and Work Motivation in Maintaining Seaweed Productivity YusufYusuf, Nasya Soraya; Afifah, Zainiyatul; Kuswinarno, Mudji
Jurnal Ilmiah Manajemen Kesatuan Vol. 12 No. 6 (2024): JIMKES Edisi November 2024
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study examines the role of Human Resources (HR) planning and work motivation in increasing seaweed farming productivity in Sumenep, Madura. The research method uses a qualitative approach with data collection through in-depth interviews, participant observation, and documentation. The main informant is the head of the seaweed farming group in Pagarbatu Village, Saronggi District, Sumenep. The data collected were analyzed using thematic analysis techniques. The results of the study indicate that good HR planning, including skills training and maintaining the welfare of group members, contributes significantly to increasing productivity. In addition, high work motivation, influenced by the fulfillment of physiological needs, security, and social appreciation, also plays an important role in increasing the work spirit of seaweed farmers. Although the farmer group does not have a formal HR plan, they apply effective principles in developing the capacity of its members. This study is expected to provide insight into the development of HR planning and work motivation in the seaweed farming sector, as well as encourage increased productivity and welfare of coastal communities.
Peranan Kualitas Lingkungan Kerja Dalam Meningkatkan Kinerja Karyawan dan Kepuasan Kerja Sahara, Laila Alvi; Kuswinarno, Mudji
Socius: Jurnal Penelitian Ilmu-Ilmu Sosial Vol 2, No 4 (2024): November
Publisher : Penerbit Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.14186825

Abstract

This article sets out to examine the quality of the work environment as it plays a crucial role in improving employee performance and satisfaction. This research examines the various aspects that can influence the work environment, both physical and non-physical, and the impact on employee productivity. By creating an inclusive work environment that supports work-life balance, companies can not only improve employee performance, but also reputation in the eyes of customers and business partners. This article is based on a literature review study. This technique is used for the purpose of revealing various theories related to the problem under study as reference material for research results. According to Robbins, 2012 says “employees who have a high level of job satisfaction will tend to be more committed and contribute and have high dedication to the company and ultimately have the willingness to work harder and more productively. Likewise, employees with low levels of job satisfaction tend to turnover, as well as decreased discipline and work productivity”. In conclusion, it shows that investment in the quality of the work environment is an investment in human resources that will have a positive impact on the company in the long run.
PENGARUH PROGRAM PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KESEJAHTERAAN KARYAWAN DAN PRODUKTIVITAS PERUSAHAAN Nurisa, Nurisa; Kuswinarno, Mudji
Triwikrama: Jurnal Ilmu Sosial Vol. 5 No. 9 (2024): Triwikrama: Jurnal Ilmu Sosial
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.6578/triwikrama.v5i9.7672

Abstract

Human Resource Development (PSDM) plays a very important role in improving organizational performance, not only in terms of company productivity, but also in terms of employee welfare. Various studies show that well-designed development programs can have a positive impact on both individual well-being and overall organizational performance. This research uses the literature review method to analyze the influence of HR development programs on employee welfare and company productivity based on the results of previous studies. Based on a literature review involving more than 5 articles and related journals, it was found that training, education and career development programs are directly related to increasing employee job satisfaction, motivation and work-life balance. Increased employee well-being leads to reduced levels of stress and burnout, as well as increased organizational commitment. In addition, better employee welfare also contributes to increasing company productivity, which is reflected in improving work quality, efficiency and achieving organizational targets. However, several studies also reveal that the success of HR development programs is highly dependent on factors such as company culture, managerial support, and the suitability of the program to individual needs. The findings from this literature review provide important recommendations for companies to integrate holistic HR development programs that focus on employee welfare in order to achieve more productive and sustainable organizational goals Pengembangan Sumber Daya Manusia (PSDM) memainkan peran yang sangat penting dalam meningkatkan kinerja organisasi, tidak hanya dari sisi produktivitas perusahaan, tetapi juga dalam hal kesejahteraan karyawan. Berbagai penelitian menunjukkan bahwa program pengembangan yang dirancang dengan baik dapat memberikan dampak positif baik terhadap kesejahteraan individu maupun kinerja organisasi secara keseluruhan. Penelitian ini menggunakan metode literature review untuk menganalisis pengaruh program pengembangan SDM terhadap kesejahteraan karyawan dan produktivitas perusahaan berdasarkan hasil studi terdahulu. Berdasarkan tinjauan literatur yang melibatkan lebih dari 5 artikel dan jurnal terkait, ditemukan bahwa program pelatihan, pendidikan, dan pengembangan karier secara langsung berhubungan dengan peningkatan kepuasan kerja, motivasi, dan keseimbangan kehidupan kerja karyawan. Kesejahteraan karyawan yang meningkat berujung pada penurunan tingkat stres dan burnout, serta peningkatan komitmen organisasi. Selain itu, kesejahteraan karyawan yang lebih baik juga berkontribusi pada peningkatan produktivitas perusahaan, yang tercermin dalam peningkatan kualitas kerja, efisiensi, dan pencapaian target organisasi. Meskipun demikian, beberapa studi juga mengungkapkan bahwa keberhasilan program pengembangan SDM sangat bergantung pada faktor-faktor seperti budaya perusahaan, dukungan manajerial, dan kesesuaian program dengan kebutuhan individu. Temuan dari literature review ini memberikan rekomendasi penting bagi perusahaan untuk mengintegrasikan program pengembangan SDM yang holistik dan berfokus pada kesejahteraan karyawan guna mencapai tujuan organisasi yang lebih produktif dan berkelanjutan.
MEMBANGUN LINGKUNGAN KERJA YANG AMAN DAN SEHAT UNTUK MENINGKATKAN PRODUKTIVITAS KERJA KARYAWAN: IMPLEMENTASI K3 DI PERUSAHAAN MODERN Noeria R, Firnanda; Kuswinarno, Mudji
Triwikrama: Jurnal Ilmu Sosial Vol. 6 No. 2 (2024): Triwikrama: Jurnal Ilmu Sosial
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The implementation of Occupational Health and Safety (OHS) in modern companies is a vital component in creating a safe and healthy work environment for employees. This Arcticle focuses on the importance of implementing OHS in companies. The methodology used in this research is qualitative research with literature study. The data obtained from this literature study will be used as a basis for building a theoretical framework and conducting in-depth analysis of the impact of the environment on health and the role of sustainability. The literature study is based on a literature study of Indonesian literature. The results show that the implementation of OHS not only enhances employee safety and health but also improves overall company productivity and performance. Companies that implement OHS effectively can prevent work accidents, reduce sick absences, and increase employee morale and job satisfaction. In conclusion, prioritizing OHS benefits both employees and the company itself, contributing to a safer, healthier, and more productive work environment. Implementasi Kesehatan dan Keselamatan Kerja (K3) di perusahaan-perusahaan modern adalah komponen vital dalam menciptakan lingkungan kerja yang aman dan sehat bagi para karyawan. Artikel ini berfokus pada pentingnya menerapkan K3 di perusahaan-perusahaan. Metodologi yang digunakan dalam penelitian ini adalah penelitian kualitatif dengan studi literatur. Data yang diperoleh dari studi literatur ini akan digunakan sebagai dasar untuk membangun kerangka teoritis dan melakukan analisis mendalam tentang dampak lingkungan terhadap kesehatan dan peran keberlanjutan. Studi literatur ini didasarkan pada kajian literatur Indonesia. Hasilnya menunjukkan bahwa implementasi K3 tidak hanya meningkatkan keselamatan dan kesehatan karyawan tetapi juga meningkatkan produktivitas dan kinerja perusahaan secara keseluruhan. Perusahaan yang menerapkan K3 secara efektif dapat mencegah kecelakaan kerja, mengurangi absensi karena sakit, dan meningkatkan moral serta kepuasan kerja karyawan. Sebagai kesimpulan, memberi prioritas pada K3 bermanfaat bagi karyawan dan perusahaan itu sendiri, berkontribusi pada lingkungan kerja yang lebih aman, sehat, dan produktif.
DIGITAL-NATIVE WORKFORCE: STRATEGI PENGEMBANGAN SDM UNTUK GENERASI Z Ekasani, Deva; Kuswinarno, Mudji
Kohesi: Jurnal Sains dan Teknologi Vol. 5 No. 5 (2024): Kohesi: Jurnal Sains dan Teknologi
Publisher : CV SWA Anugerah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.3785/kohesi.v5i5.7598

Abstract

Generation Z, who grew up in the digital era, must be able to adapt to the rapid development of technology and even bring unique characteristics to the world of work as a digital native workforce. As a generation that is technologically savvy and has different work preferences, an adaptive and innovative strategy is needed in managing human resources (HR) for Generation Z. This article "Digital-Native Workforce: HR development strategies for Generation Z" discusses the importance of understanding the characteristics of Generation Z, such as their needs, mindsets, and expectations of the work environment. In addition, Generation Z needs an effective HR development strategy, including technology-based training, collaborative approaches, strengthening soft skills, and using digital platforms in talent management. By implementing this strategy, organizations can create an inclusive and productive work environment, and maximize the potential of Generation Z as an important part of the modern workforce. This article aims to provide practical insights for HR managers and leaders in managing and developing a dynamic generation of workers in the era of digital transformation. Generasi Z yang tumbuh di era digital, harus mampu beradaptasi terhadap pesatnya perkembangan teknologi bahkan membawa karakteristik unik ke dunia kerja sebagai digital native workforce. Sebagai generasi yang mahir teknologi dan memiliki preferensi kerja yang berbeda, dibutuhkan strategi yang adaptif dan inovatif dalam pengelolaan sumber daya manusia (SDM) untuk Generasi Z. Dalam artikel “Digital-Native Workforce: Strategi pengembangan SDM untuk Generasi Z” ini membahas terkait pentingnya memahami karakteristik Generasi Z, seperti kebutuhan, pola pikir, serta ekspektasi mereka terhadap lingkungan kerja. Selain itu, Generasi Z membutuhkan strategi pengembangan SDM yang efektif, termasuk pelatihan berbasis teknologi, pendekatan kolaboratif, penguatan soft skills, dan penggunaan platform digital dalam manajemen talenta. Dengan menerapkan strategi ini, organisasi dapat menciptakan lingkungan kerja yang inklusif dan produktif, serta memaksimalkan potensi Generasi Z sebagai bagian penting dari tenaga kerja modern. Artikel ini bertujuan memberikan wawasan praktis bagi manajer dan pemimpin HR dalam mengelola dan mengembangkan generasi pekerja yang dinamis di era transformasi digital.
Co-Authors Afifah, Zainiyatul Agustin, Cindy Silvia Ekasani, Deva jendro, abimono aji Listiana, Yufita Mukarromah, Rohmatul Mun'im, Abd. Nindhita, Vidya Noeria R, Firnanda Nurisa, Nurisa Rumzah, Rumzah Rusiana, Fransiska Lia Sahara, Laila Alvi Saidati Nor Wildana Septri, Muhti Septriannas Serang, Abdurahman Suci Wulandari Yusrianto, Muhammad Rafli YusufYusuf, Nasya Soraya