Article Per Year (5 Year)
p-Index From 2021 - 2026
0.659
P-Index
This Author published in this journals
All Journal J-MAS (Jurnal Manajemen dan Sains) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Indonesia Sosial Teknologi
Pahlawansjah Harahap
Universitas Semarang
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
Komitmen Normatif Memediasi Akibat Kemampuan Kerja Serta Ciri Aktiviitas kerja terhadap Prestasi Kerja Daru Setyo Wahyono; Pahlawansjah Harahap; Indarto Indarto
J-MAS (Jurnal Manajemen dan Sains) Vol 8, No 2 (2023): Oktober
Publisher : Universitas Batanghari

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/jmas.v8i2.1466

Abstract

It was conducted to analyze the impact of work skills and job characteristics on the work performance of Bidlabfor Polda Jateng employees with normative commitment as an intermediary variable. The survey method is a quantitative method using data sources. The population of this survey was 53 personnel of the Central Java Regional Police Forensic Laboratory Division, and the sample was taken using the census technique, namely taking the entire population as respondents to be studied. Data analysis was carried out using descriptive and multiple regression through the SPSS program. Based on data analysis regarding the impact of work skills and work characteristics on work performance of Bidlabfor Polda Jateng employees with normative commitment as an intermediary variable, it can be concluded that normative commitment has the most significant influence in shaping optimal employee work performance. Therefore, the higher the work skills and work characteristics, the better the level of employee performance will be in the presence of strong normative commitment.
The Influence Of Work Stress, Work Environment And Social Support On Employee Performance With Job Satisfaction As An Intervening Variable Louwi Mussa; Pahlawansjah Harahap; Hardhani Widhistuti
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 2 (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.v6i2.7313

Abstract

Every employee in the organization is required to make a positive contribution through good performance, remembering that organizational performance depends on the performance of its employees. This research aims to identify the relationship between the influence of work stress, work environment and social support on the performance of employees at RSD K.R.M.T Wongsonego Semarang City through job satisfaction. The data analysis method used is descriptive analysis with a quantitative research type. The sampling technique uses stratified random sampling. This research involved 75 respondents. Data source from questionnaires or questionnaires collected via Google Form. The research results prove that the work environment has a positive effect on job satisfaction, social support has an effect on employee performance and job satisfaction acts as a mediator in the relationship between the work environment and employee performance, so this hypothesis is declared accepted. However, the job stress and social support variables partially do not affect job satisfaction. Work stress and work environment also partially have no effect on employee performance. Likewise, job satisfaction is unable to play a mediating role in the relationship between work stress and social support on employee performance. Improving the work environment through improving facilities by investing in improving work facilities such as comfortable break rooms, modern medical equipment, and a clean and safe work environment can increase job satisfaction. Creating a supportive work atmosphere can improve employee welfare. Hospitals should provide stress management training for employees to help them manage work stress better. Even though research shows work stress has no direct effect on performance, good stress management can improve general well-being.
The Effect of Compensation, Career Development, and Work-Life Balance on Employee Loyalty With Job Satisfaction As An Intervening Variable Reners Reners; Pahlawansjah Harahap; Rini Sugiarti
Jurnal Indonesia Sosial Teknologi Vol. 5 No. 3 (2024): Jurnal Indonesia Sosial Teknologi
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jist.v5i3.954

Abstract

This study aims to examine and analyze whether compensation, career development, and work-life balance variables influence employee loyalty at Intan Husada Hospital in Garut through the variable of job satisfaction. Data collection in this research used a questionnaire with a total sample of 118 healthcare professionals at Intan Husada Hospital in Garut. This research employs a quantitative approach with the Partial Least Squares Structural Equation Modeling (SEM) analysis method. Exogenous variables in this study are compensation, career development, and work-life balance, the mediating variable used is job satisfaction, while the endogenous variable used is employee loyalty. The direct effect testing results of this study indicate that the compensation and career development variables have a positive but not significant impact on the job satisfaction variable, while the work-life balance variable has a significant positive impact on the job satisfaction variable. Furthermore, the compensation, career development, and work-life balance variables have a positive but not significant impact on the employee loyalty variable, while the job satisfaction variable has a significant positive impact on the employee loyalty variable. The testing of the indirect effect in this study shows that job satisfaction does not play a mediating role in influencing compensation, career development, and work-life balance on employee loyalty
Co-Authors Daru Setyo Wahyono Hardhani Widhistuti Indarto Indarto Louwi Mussa Reners Reners Rini Sugiarti