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All Journal Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo Agregat: Jurnal Ekonomi dan Bisnis IJEBD (International Journal Of Entrepreneurship And Business Development) International Journal of Economics, Business and Accounting Research (IJEBAR) International Journal of Business, Economics, and Social Development Interdisciplinary Social Studies International Journal of Humanities Education and Social Sciences Journal of Management and Digital Business Journal Research of Social Science, Economics, and Management Eduvest - Journal of Universal Studies Indonesian Journal Economic Review (IJER) IIJSE Asian Journal of Management, Entrepreneurship and Social Science
Sunimah
Universitas Swadaya Gunung Jati
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Neuroscience Public Health Social Sciences Other

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THE EFFECT OF OCCUPATIONAL HEALTH COMPETENCE AND SAFETY (K3) ON EMPLOYEE PERFORMANCE Saffitri Indriani; Agi Syarif Hidayat; Sunimah Sunimah
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 6, No 4 (2022): IJEBAR, Vol. 6 Issue 4, December 2022
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v6i4.7263

Abstract

This research is to determine the influence of competence and application of occupational health safety (K3) performance of production employees at PT Findora Internusa Cirebon. The research method used is a quantitative research method. The population in this study is the workforce of PT Findora Internusa Cirebon. The technique used in sampling is saturated sample, where the total population used as a sample is 76 respondents. The data collection method uses questionnaires, while the method in this study uses multiple linear regression analysis. Based on the results of the study, it can be concluded that: 1) Competence has a significant effect on performance with a significance value of 0.005, 2) K3 has a significant effect on performance with a significance value of 0.000, and 3) Competence and K3 can be used as predictors of growth or decrease in performance because they have a significance value of 0.000.
Mediation Job Satisfaction : Leadership And Organizational Culture On Organizational Commitment Ari Syamsul Bahri; Haekal Munawar; Windi Widayati; Sunimah Sunimah
Asian Journal of Management, Entrepreneurship and Social Science Vol. 4 No. 02 (2024): May, Asian Journal of Management Entrepreneurship and Social Science ( AJMESC
Publisher : Cita Konsultindo Research Center

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

Abstract

This research aims to determine the influence of leadership and organizational culture on organizational commitment and the influence of leadership and organizational culture on job satisfaction and whether job satisfaction can mediate leadership and organizational culture with organizational commitment. The method used in this research is to use quantitative descriptive methods. PLS-SEM model analysis for data processing. The sample used is Cluster Area Sampling, which is a profitability sampling method where the researcher divides a large population into small groups known as clusters and then randomly selects among the clusters to become the sample. So permanent employees were taken from the production department of PT. Arteria Daya Mulia, questionnaires were distributed to 319 employees and only 187 respondents returned the questionnaire or the survey response rate was 59.6%. It can be concluded several things as follows: (1) Leadership has a positive effect on job satisfaction; (2) Leadership has a positive effect on organizational commitment; (3) Organizational culture has a significant positive effect on job satisfaction; (4) Organizational culture has a significant positive effect on organizational commitment; (5) Job satisfaction has a significant positive effect on organizational commitment; (6) Job satisfaction mediates the influence of leadership on organizational commitment; (7) Job satisfaction mediates the influence of organizational culture on organizational commitment.
The Influence of Career Development, Compensation, and Work Environment on Employee Performance at PT. Bumi Menara Internusa Cirebon Gina Lovita Sari; Nabilla Rachma; Dharliana Hardjowikarto; Sunimah Sunimah
Journal Research of Social Science, Economics, and Management Vol. 4 No. 10 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i10.825

Abstract

Employee performance is a critical determinant of organizational success, particularly in competitive industries such as marine product processing. However, many companies face challenges related to low employee productivity due to insufficient career development, ineffective compensation, and unsupportive work environments. This study aims to analyze the influence of career development, compensation, and work environment on employee performance at PT. Bumi Menara Internusa Cirebon. Using a quantitative approach, data were collected via questionnaires from 142 employees and analyzed through multiple linear regression to evaluate the effects of independent variables on employee performance. The findings indicate that career development and work environment have significant positive effects on employee performance, while compensation shows a positive but not statistically significant influence. These results suggest that opportunities for growth and a supportive workplace play vital roles in enhancing employee productivity, whereas compensation alone may not be sufficient to drive performance improvements. The study implies that organizations should prioritize career development initiatives and foster conducive work environments to sustain employee engagement and effectiveness. Additionally, policymakers and HR practitioners should consider holistic strategies addressing multiple motivational factors to improve labor productivity. Future research should explore additional variables such as leadership style, motivation, and organizational culture to deepen understanding of employee performance drivers across different sectors.
Enhancing Employee Performance Through Organization Culture, Workload, and Job Engagement Inggit Fachtianna Putri; Rizka Ayu Fitriani; Dharliana Hardjowikarto; Sunimah
Journal Research of Social Science, Economics, and Management Vol. 4 No. 10 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i10.826

Abstract

Employee performance in public sector agencies managing natural resources is critical for effective service delivery and societal well-being. However, the influence of workload, organizational culture, and job engagement on employee performance remains unclear, with mixed findings reported in previous studies. This study aims to analyze the individual and combined effects of these factors on employee performance at the Cimanuk-Cisanggarung Cirebon River Area Center. Employing a quantitative associative method, data were collected from 131 employees using census sampling and analyzed with multiple regression via SPSS 22. Results reveal that workload and organizational culture do not significantly affect employee performance individually, whereas job engagement significantly enhances performance. Nevertheless, collectively, workload, organizational culture, and job engagement have a significant positive effect, explaining 47.4% of the variance in employee performance. These findings suggest that while managing workload and fostering a supportive culture are important, enhancing employee engagement is pivotal for performance improvements. The study highlights the necessity of balanced workload distribution, cultivation of an aligned organizational culture, and fostering job engagement to optimize employee productivity. For practice, agencies should design integrated human resource strategies focusing on these areas to enhance organizational outcomes. Future research is recommended to explore additional variables such as leadership style and motivation using longitudinal designs to deepen understanding of employee performance dynamics.
The Influence of Work-Life Balance, Workload and Burnout on Employee Performance in PT. Siraj Badawi Cukup Rupiah Panji Agustian; Hilmi Miftah Fadli; Muhamad Farhan Faturahman; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i1.5498

Abstract

This study aims to determine the influence of work-life balance, workload, and burnout on employee performance. The research employs a descriptive quantitative method, utilizing multiple regression analysis with SPSS 26 for data processing. The sample was selected using simple random sampling, where employees from PT. Siraj Badawi Cukup Rupiah was randomly chosen to participate in the survey. A total of 369 questionnaires were distributed, with 110 respondents returning them, yielding a response rate of 29.81%. The findings can be summarized as follows: (1) Work-life balance has a positive but not significant effect on employee performance; (2) Workload has a positive and significant effect on employee performance; (3) Burnout has a significant negative effect on employee performance; (4) Work-life balance, workload, and burnout collectively have a significant impact on employee performance.
The Effect of Burnout Management and Work-Life Balance on Quiet Quitting in Hospitals XYZ Dea Rizka Fathulaela; Alda Firda Nuraulia; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6891

Abstract

This study aims to investigate the impact of burnout and work-life balance on quiet quitting within hospital settings. This research utilizes a correlational analytical framework. The independent factors include burnout (X1) and work-life balance (X2), whereas the dependent variable is quiet quitting (Y). The research sample comprised 191 participants, and the data were analyzed via multiple linear regression. The research revealed that burnout and work-life balance collectively influence quiet quitting among hospital personnel. Burnout exhibits a significant amount of 0.001, while work-life balance demonstrates a substantial value of zero. This research model accounts for 57.6% of the diversity in quiet quitting, leaving 42.4% attributable to factors outside the study's scope. Work-life balance exerts a more significant impact on quiet resignation than tiredness. This indicates that the equilibrium between professional and personal life is more critical in mitigating the probability of health workers departing discreetly than the degree of burnout encountered. To prevent quiet termination, hospitals must enhance the well-being of healthcare staff through effective management and promotion of work-life balance.
The The Influence of Leadership, Organizational Culture, and Compensation on Employee Performance at PT. Siraj Badawi Cukup Rupiah (SBCR) Bagus Hardiansyah; Tedy Maulana; Ade Solahudin; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.6954

Abstract

Employee performance is an important factor in the success of the company. Leadership, organizational culture, and compensation are variables that are expected to be explained in this study related to employee performance. Data processing in this study was carried out using SPSS 25, using quantitative methods. Employees of PT Siraj Badawi Cucup Rupiah were selected as the sample through the use of simple random sampling. Participants in this survey were randomly selected from a population of 151 employees; 110 respondents were randomly selected to fill out the questionnaire using the Slovin formula. The results of the study can be concluded if leadership, organizational culture, and compensation have a positive and significant effect on employee performance, and leadership, organizational culture, and compensation together affect employee performance.
The Influence of Work-Life Balance, Workload, and Work Stress on Turnover Intention of Generation Z Employees PT. Ruifeng Hande Indonesia Rita Susilawati; Indriani Indriani; Dharliana Ayu Hardjowikarto; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7083

Abstract

The purpose of this study is to examine how work-life balance, workload, and job stress affect turnover intention among Generation Z employees at PT Ruifeng Hande Indonesia. Generation Z is known to have high expectations of work-life balance, but is also more vulnerable to work stress and pressure, which can increase their intention to change jobs. The research method used is quantitative with a multiple linear regression approach. The results showed that work stress has a significant effect on turnover intention, while work-life balance and workload do not have a significant effect. This finding indicates that job stress is the main factor that drives Generation Z to leave the company, while work-life balance and workload may be influenced by other factors such as job satisfaction or compensation. The results of this study have an important impact on company management in designing policies that can improve employee welfare and reduce turnover. One way to do this is by creating a more flexible work environment and managing workload more effectively.
Uncovering Factors Affecting Employee Performance in the Poultry Processing Industry in Kuningan Regency: Competency, Training, and Compensation Syahdu Fatham Mubina; Anggara Anggara; Lisa Harry Sulistiyowati; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7117

Abstract

Enhancing employee performance is influenced by competence, training, and pay. The study’s goal was to examine how these three elements affected worker performance in Kuningan’s poultry processing sector. The study employed a quantitative, associative research design. Out of 242 employees, 151 respondents were chosen for the study using a purposive sampling technique. Using SmartPLS software, questionnaires with a five-level Likert scale were distributed in order to collect data, which was then analyzed using the Structural Equation Modeling (SEM) method based on Partial Least Square (PLS). The findings indicated that while compensation did not significantly affect employee performance on its own, competency and training did. On the other hand, with a 54.1% contribution, competence, training, and pay all significantly affect employee performance. Competency is the variable that influences other variables the most strongly.
The Influence of Career Development, Work-Life Balance, and Compensation on Employee Job Satisfaction Rifaldi Rifaldi; Zam Zam Zainal Mutaqin; Ade Solahudin; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7281

Abstract

This research seeks to examine how career progression, work-life harmony, and remuneration affect job satisfaction among employees at PT Wijaya Gyokai Indonesia. In the context of increasingly fierce business competition, effective human resource management is the key to the company's success. The chosen research design is quantitative with primary data collection through observation, interviews, and questionnaires, involving 150 employees as samples. Findings from the analysis indicate that both career advancement and financial rewards exert a positive and statistically significant impact on employee satisfaction. In contrast, work-life balance appears to have no meaningful effect. Simultaneously, the three factors contribute 41.1% to the variation in job satisfaction. The findings emphasize the importance of companies in improving career development programs and fair compensation systems to increase employee job satisfaction, while the work-life balance aspect needs a more contextual approach to have a more significant impact.
Co-Authors Ade Solahudin Agi Syarif Hidayat Alda Firda Nuraulia Alpan Bismarullah Anggara Anggara Arayhan Arayhan Ari Syamsul Bahri Bagus Hardiansyah Bestari Ayuningtyas Dea Rizka Fathulaela Dharliana Ayu Hardjowikarto Dharliana Hardjowikarto Dharliana Hardjowikarto Fadillah Syawaliyah Fanendra Priutama Affandi Gina Lovita Sari Haekal Munawar Hilmi Miftah Fadli Indriani Indriani Inggit Fachtianna Putri Jihan Dwinda Rostianti Kartono Koko kunaedi Lisa Harry Sulistiyowati Muhamad Farhan Faturahman Muhamad Rafli Febrian Nabilla Rachma Ni’matun Hasana Noveria Susijawati Panji Agustian Putri Ayu Widiasari Rafi Ilham Azhary Ramanda Ibnu Nugraha Rifaldi Rifaldi Rifqy Munif Riska Febriyanti Rita Susilawati Rizka Ayu Fitriani Saffitri Indriani Safrudin Safrudin Saskiya Andini Sidiq Abdullah Siti Faizah Syahdu Fatham Mubina Tedy Maulana Tian Galuh Intan Uwis Sriwulandari Windi Widayati Zam Zam Zainal Mutaqin