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PENGARUH PERCEIVED BENEFITS, PERCEIVED VALUE, ATTRACTIVENESS OF ALTERNATIVES TERHADAP REPURCHASE INTENTION PADA JASA TRAVEL PT. CENDANA MITRA PERKASA CABANG SANGATTA Ausy Riana; Ahmad Naharuddin
Tinta Nusantara 2018 Vol.1 Vol 9 No 1 (2023): JURNAL TINTA NUSANTARA
Publisher : Sekolah Tinggi Ilmu Ekonomi Nusantara Sangatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55770/tn.v9i1.124

The purpose of this study was to determinate the effect of perceived benefits, perceived vlue, and attractiveness of alternatives to PT. Cendana Mitra Perkasa, Sangatta. This research method uses primary data taken by distributing questionnaires to all respondents of Sandalwood Mitra Perkasa Sangatta and the factors used are quantitative methods. The population in this study was carried out directly in the Travel General Section of Trans Sandalwood Mitra Perkasa Sangatta. This study uses a questionnaire using an unknown formula, namely the Lemeshow formula. This study uses the SPSS version 25 application. To find out the research, the results are then entered into the classical assumption test, hypothesis testing, and instrument testing.

PENGARUH PENGETAHUAN INVESTASI DAN PERILAKU INVESTOR TERHADAP MINAT INVESTASI DENGAN KUALITAS LAYANAN SEBAGAI VARIABEL MODERASI PADA DINAS PENENAMAN MODAL DAN PELAYANAN TERPADU SATU PINTU KABUPATEN KUTAI TIMUR Murtiningsih; Ausy Riana; Juwita Aprillia; Rizkiawan
Journal Competency of Business Vol. 10 No. 1 (2026): Journal Competency of Business
Publisher : Program Studi Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47200/jcob.v10i1.3821

This study aims to analyze and explain the effect of Investment Knowledge and Investor Behavior on Investment Intention, with Service Quality as a Moderating Variable at the East Kutai Regency Investment and One-Stop Integrated Service Office. A sample size of 159 respondents was used. The sampling technique used was non-probability sampling. The data analysis used was quantitative using structural equation modeling (SEM). The results of the t-test study show that Investment Knowledge and Investor Behavior have an effect on Service Quality, therefore Ha is accepted and H0 is rejected, Investment Knowledge, Investor Behavior and Service Quality have an effect on Investment Interest, therefore Ha is accepted and H0 is rejected, Service Quality cannot moderate Investment Knowledge and Investor Behavior on Investment Interest, therefore H0 is accepted and H1 is rejected. The first Determination Coefficient obtained from the independent variables (X1 and X2 against Z) in this study is 70.5 percent and the second Determination Coefficient obtained from the independent variables (X1, X2, and Z against Y) in this study is 90.5 percent.

PENGARUH KUALITAS SUMBER DAYA MANUSIA DAN LINGKUNGAN KERJA TERHADAP KINERJA DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI DI BADAN PENANGGULANGAN BENCANA DAERAH KABUPATEN KUTAI TIMUR Kusnandi; Ausy Riana; Juwita Aprillia; Jumri
Journal Competency of Business Vol. 9 No. 2 (2025): Vol. 9 No. 2 (2025): Journal Competency of Business
Publisher : Program Studi Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47200/jcob.v9i2.3836

This research to analyze the effect of human resource quality and work environment on employee performance, with job satisfaction serving as a mediating variable at the Regional Disaster Management Agency of East Kutai Regency. The research employed a quantitative explanatory approach, and data were collected through questionnaires distributed to employees. Data analysis was conducted using SmartPLS to evaluate validity, reliability, direct relationships, and indirect effects among variables. The findings indicate that human resource quality has a positive and significant effect on employee performance, while the work environment does not have a significant direct effect on performance. Human resource quality does not significantly affect job satisfaction, whereas the work environment has a positive and significant effect on job satisfaction. Job satisfaction also has a positive and significant effect on employee performance. Furthermore, the mediation analysis reveals that job satisfaction does not mediate the relationship between human resource quality and employee performance but successfully mediates the relationship between the work environment and employee performance. The study concludes that improving employee performance requires strengthening employee competencies, creating a supportive work environment, and enhancing job satisfaction to achieve organizational objectives effectively.

PENGARUH GAYA KEPEMIMPINAN, SELF EFFICACY DAN KOMITMEN ORGANISASI TERHADAP KINERJA PEGAWAI DI DINAS TANAMAN PANGAN, HOLTIKULTURA DAN PETERNAKAN KABUPATEN KUTAI TIMUR Salmah Lafina; Ausy Riana; Juwita Aprillia; Jainuddin
Journal Competency of Business Vol. 9 No. 2 (2025): Vol. 9 No. 2 (2025): Journal Competency of Business
Publisher : Program Studi Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47200/jcob.v9i2.3838

The Influence of Leadership Style, Self-Efficacy and Employee Commitment on Employee Performance at the Food Crops, Horticulture, and Animal Husbandry Service of East Kutai Regency. This study uses an explanatory survey method. The population is 164 ASN, using a sample of 103 respondents. The analysis tool uses SPSS. The results of the study 1. Leadership style does not significantly influence employee performance at the Food Crops, Horticulture, and Animal Husbandry Service of East Kutai Regency. This means that leadership style has a strong or real influence between the way a person leads and the level of employee performance, 2. Self-Efficacy has a significant effect on employee performance at the Food Crops, Horticulture, and Animal Husbandry Service of East Kutai Regency. This means that the greater the self-efficacy, the greater the employee performance, 3. Organizational commitment has a significant effect on employee performance at the Food Crops, Horticulture, and Animal Husbandry Service of East Kutai Regency. This means that the greater the organizational commitment, the greater the employee performance, 4. Leadership, self-efficacy and organizational commitment simultaneously have a significant effect on employee performance. This means that the greater the leadership, self-efficacy, and organizational commitment, the greater the employee performance.

Pengaruh Pelatihan dan Lingkungan Kerja terhadap Kinerja Karyawan dengan Stres Kerja sebagai Variabel Mediasi pada PT Serba Mulia Auto Cabang Sangatta Kabupaten Kutai Timur Sitti Hajar; Ausy Riana; Juwita Aprilia; Hasmah Hasmah
Jurnal Ekonomi Kreatif Indonesia Vol. 4 No. 3 (2026): August
Publisher : PT. Tangrasula Tekno Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61896/jeki.v4i3.234

ABSTRAK Produktivitas karyawan di sektor otomotif sering kali dipengaruhi oleh kualitas pelatihan dan kondisi lingkungan kerja. Namun, kedua faktor tersebut juga dapat menimbulkan tekanan psikologis berupa stres kerja yang berpotensi memengaruhi kinerja. Permasalahan ini menimbulkan pertanyaan mengenai bagaimana pelatihan dan lingkungan kerja berinteraksi dengan stres kerja dalam membentuk kinerja karyawan. Penelitian ini bertujuan menganalisis pengaruh pelatihan dan lingkungan kerja terhadap kinerja karyawan dengan stres kerja sebagai variabel mediasi pada PT Serba Mulia Auto Cabang Sangatta, Kabupaten Kutai Timur. Metode kuantitatif dengan survei digunakan terhadap 98 karyawan, dan analisis data dilakukan menggunakan Structural Equation Modeling-Partial Least Squares (SEM-PLS) melalui SmartPLS.Hasil penelitian menunjukkan bahwa pelatihan dan lingkungan kerja tidak secara langsung meningkatkan kinerja karyawan, tetapi lingkungan kerja berperan penting dalam membentuk kondisi psikologis melalui mekanisme stres kerja. Stres kerja terbukti menjadi jalur mediasi parsial yang menjelaskan hubungan antara lingkungan kerja dan kinerja. Kontribusi penelitian ini terletak pada pemahaman bahwa peningkatan kinerja tidak hanya bergantung pada aspek teknis pelatihan, tetapi juga pada penciptaan lingkungan kerja yang sehat dan minim stres. Temuan ini memberikan implikasi praktis bagi manajemen perusahaan untuk lebih menekankan strategi pengelolaan lingkungan kerja sebagai upaya meningkatkan produktivitas karyawan. ABSTRACT Employee productivity in the automotive sector is often influenced by training quality and work environment conditions. However, these factors may also generate psychological pressure in the form of work stress, which can affect performance. This raises the question of how training and work environment interact with work stress in shaping employee performance. This study aims to analyze the effect of training and work environment on employee performance with work stress as a mediating variable at PT Serba Mulia Auto, Sangatta Branch, Kutai Timur Regency. A quantitative survey method was applied to 98 employees, and data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) through SmartPLS.The findings reveal that training and work environment do not directly improve employee performance, but the work environment plays a crucial role in shaping psychological conditions through work stress. Work stress partially mediates the relationship between work environment and performance. The contribution of this study lies in highlighting that performance improvement is not solely dependent on technical training but also on creating a healthy, low-stress work environment. These insights provide practical implications for company management to prioritize workplace environment strategies as a means of enhancing employee productivity.

Pengaruh Motivasi, Lingkungan Kerja dan Disiplin Kerja terhadap Retensi Pegawai Negeri Sipil melalui Kepuasan Kerja di Badan Pendapatan Daerah Kabupaten Kutai Timur Winny Susanti Alwie; Ausy Riana; Efendi Rahmanto; Irma Irma
Jurnal Ekonomi Kreatif Indonesia Vol. 4 No. 3 (2026): August
Publisher : PT. Tangrasula Tekno Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61896/jeki.v4i3.236

ABSTRAK Permasalahan utama dalam organisasi publik adalah bagaimana mempertahankan pegawai berpengalaman agar tetap loyal, khususnya ketika motivasi kerja, lingkungan kerja, dan disiplin kerja menghadapi tantangan dalam mendukung kepuasan kerja. Penelitian ini bertujuan untuk menganalisis pengaruh motivasi, lingkungan kerja, dan disiplin kerja terhadap retensi pegawai melalui kepuasan kerja pada Badan Pendapatan Daerah Kabupaten Kutai Timur. Metode penelitian menggunakan pendekatan kuantitatif dengan teknik purposive sampling, melibatkan 61 responden yang memiliki masa kerja minimal 15 tahun. Data dikumpulkan melalui kuesioner dan observasi, kemudian dianalisis dengan Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa lingkungan kerja dan disiplin kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, sedangkan motivasi tidak berpengaruh signifikan. Selanjutnya, kepuasan kerja berpengaruh positif dan signifikan terhadap retensi pegawai, serta terbukti memediasi pengaruh lingkungan kerja dan disiplin kerja terhadap retensi pegawai. Implikasi penelitian ini menegaskan bahwa kepuasan kerja merupakan faktor kunci dalam memperkuat loyalitas pegawai, sehingga organisasi perlu berkontribusi pada penciptaan lingkungan kerja yang kondusif dan peningkatan disiplin kerja sebagai strategi retensi jangka panjang. ABSTRACT The main issue in public organizations is how to retain experienced employees to remain loyal, particularly when work motivation, work environment, and work discipline face challenges in supporting job satisfaction. This study aims to analyze the effect of motivation, work environment, and work discipline on employee retention through job satisfaction at the Regional Revenue Agency of Kutai Timur Regency. The research method applied a quantitative approach with purposive sampling, involving 61 respondents who had a minimum of 15 years of service. Data were collected through questionnaires and observations, then analyzed using Partial Least Square (PLS). The results indicate that work environment and work discipline have a positive and significant effect on job satisfaction, while motivation has no significant effect. Furthermore, job satisfaction has a positive and significant effect on employee retention and is proven to mediate the influence of work environment and work discipline on retention. The implication of this study emphasizes that job satisfaction is a key factor in strengthening employee loyalty, so organizations need to contribute to creating a conducive work environment and improving work discipline as a long-term retention strategy.

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