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<![CDATA[PERAN KOMITMEN AFEKTIF DALAM MEMEDIASI GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KARAKTERISTIK PEKERJAAN TERHADAP KINERJA KARYAWAN IKM KONVEKSI ]]>
<![CDATA[Rifdah Abadiyah]]>;
<![CDATA[Ilviyah, Lailatul]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol 1 No 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Pusat Riset dan Inovasi Nasional ]]>
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DOI: 10.55606/jimak.v1i2.484
<![CDATA[This study aims to determine the effect of transformational leadership style on employee performance, to determine the effect of job characteristics on employee performance, to determine the effect of affective commitment on employee performance, to determine the effect of transformational leadership style on affective commitment, to determine the effect of job characteristics on affective commitment, to determine the effect of transformational leadership style on employee performance through affective commitment as an intervening variable, to determine the effect of job characteristics on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama. This research is a quantitative type of research. The source of data in this study is primary data obtained through questionnaires. The research subjects used were all production employees of IKM Ridzil Jaya Utama, totaling 60 employees. Test the validity of the data in this study using Path Analysis, Hypothesis Testing. The results of the study concluded that transformational leadership style affects employee performance. Job characteristics affect employee performance. Affective commitment does not affect employee performance. Transformational leadership style affects affective commitment. Job characteristics do not affect affective commitment. Transformational leadership style has no effect on employee performance through affective commitment as an intervening variable. Job characteristics have no effect on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama.]]>
<![CDATA[PERAN STRES KERJA DALAM MEMEDIASI PENGARUH IKLIM ORGANISASI, BEBAN KERJA TERHADAP KEPUASAN KERJA PERAWAT PADA RSU JASEM SIDOARJO ]]>
<![CDATA[Kusmarini, Sonia Dwi]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol 1 No 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Pusat Riset dan Inovasi Nasional ]]>
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DOI: 10.55606/jimak.v1i3.485
<![CDATA[This study aims to determine the role of work stress in mediating the influence of organizational climate, workload on job satisfaction of nurses at Jasem Sidoarjo General Hospital. This research was conducted on nurses at the Jasem Sidoarjo General Hospital. totaling 53 nurses using a census sampling technique and was classified as a quantitative research type. The data analysis techniques in this research are data quality test, descriptive statistical analysis, classical assumption test, and hypothesis testing (F test, T test, coefficient of multiple determination (R2) and path analysis) with the help of statistical software IBM SPSS 22. The results of this study prove that organizational climate and workload have a positive and significant effect on job satisfaction, organizational climate and workload have a positive and significant effect on work stress, work stress has a positive and significant effect on job satisfaction. So that the intervening variable, namely work stress, does not mediate organizational climate and workload on job satisfaction.]]>
<![CDATA[IKLIM ORGANISASI DAN SPIRITUALITAS KERJA DALAM MENINGKATKAN KINERJA KARYAWAN MELALUI KOMITMEN AFEKTIF PADA BMT AT-TAUBAH BANGIL ]]>
<![CDATA[Riski Indryani, Meylinia]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol 1 No 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Pusat Riset dan Inovasi Nasional ]]>
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DOI: 10.55606/jimak.v1i3.523
<![CDATA[This study aims to determine the effect of Organizational Climate and Work Spirituality on Employee Performance with Affective Commitment as an intervening variable at BMT At-Taubah Bangil. This study uses a quantitative research type conducted at BMT At-Taubah Bangil. Data was collected by distributing questionnaires/questionnaires, with samples using saturated samples, where there were 60 respondents at BMT At-Taubah Bangil. The data analysis using the Outer model test includes the convergent validity test, discriminant validity and reliability and the Inner Model includes the R-square test. Hypothesis testing using Path Coefficient Test and Indirect Effect. The data management uses PLS software version 3.0. In this primary data collection is done by distributing questionnaires which are measured using an interval scale and secondary data collection through documents including company profiles, employee attendance, organizational structure, financial reports etc.]]>
<![CDATA[Peran kesiapan untuk berubah dalam memediasi transformational leadership dalam meningkatkan kinerja karyawan dimasa new normal pada PT. Tunas Baru Lampung. Tbk ]]>
<![CDATA[Muhammad Rizal Efendi]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ Jurnal Ekonomi, Bisnis dan Pendidikan (JEBP) Vol. 2 No. 8 (2022) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um066v2i82022p779-792
<![CDATA[Abstract This study aims to determine the effect of Transformational Leadership on Employee Performance, to determine the effect of Transformational Leadership on Readiness to Change, to determine the effect of Readiness to Change on Employee Performance, to determine the impact of Transformational Leadership in Improving Employee Performance Through Readiness to Change as a Mediator at PT Tunas Baru Lampung Tbk. This research is quantitative research. The source of data in this study is primary data obtained through questionnaires. The research subjects used samples from PT Tunas Baru Lampung Tbk. totaling 105 employees. Test the validity of the data in this study using Path Analysis, Hypothesis Testing. The results of the study conclude that Transformational Leadership influences employee performance. Transformational Leadership affects Readiness to Change. Readiness to Change affects Employee Performance. Transformational Leadership Affects Employee Performance Through Readiness to Change as Mediator at PT Tunas Baru Lampung Tbk. Abstrak Penelitian ini bertujuan Untuk mengetahui pengaruh Transformational Leadership terhadap Kinerja Karyawan, Untuk mengetahui pengaruh Transformational Leadership terhadap Kesiapan Untuk Berubah, Untuk mengetahui pengaruh Kesiapan Untuk Berubah terhadap Kinerja Karyawan, Untuk mengetahui pengaruh Transformational Leadership Dalam Meningkatkan Kinerja Karyawan Melalui Kesiapan Untuk Berubah Sebagai Mediator pada PT Tunas Baru Lampung Tbk. Penelitian ini merupakan penelitian kuantitatif. Sumber data pada penelitian ini adalah data primer yang diperoleh melalui cara penyebaran kuesioner. Subjek penelitian menggunakan sampel dari PT Tunas Baru Lampung Tbk. yang berjumlah 105 karyawan. Uji keabsahan data dalam penelitian ini menggunakan Analisis jalur (Path Analysis), Uji Hipotesis. Hasil penelitian menyimpulkan bahwa Transformational Leadership berpengaruh terhadap Kinerja karyawan. Transformational Leadership berpengaruh terhadap Kesiapan Untuk Berubah. Kesiapan Untuk Berubah berpengaruh terhadap Kinerja Karyawan. Transformasioanl Leadership berpengaruh terhadap Kinerja Karyawan Melalui Kesiapan Untuk Berubah Sebagai Mediator pada PT Tunas Baru Lampung Tbk.]]>
<![CDATA[Peran stress kerja, job insecurity dalam menurunkan kinerja karyawan dengan komitmen sebagai variabel mediasi ]]>
<![CDATA[Nurul Majidah]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ Jurnal Ekonomi, Bisnis dan Pendidikan (JEBP) Vol. 2 No. 10 (2022) ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um066v2i102022p854-865
<![CDATA[Abstract A company's success can be determined by its ability to innovate, and of course, if you want to innovate then a company needs competent human resources (HR). A company’s success in running its business certainly cannot be separated from the human resources (HR) factor. The purpose of this study was to determine the effect of work stress and job insecurity on employee performance through commitment as an intervening variable at PT. Tunas Baru Lampung Tbk. Sidoarjo. This research is a type of quantitative research that uses data processing in the form of numbers. Using samples taken from the number of employees of 92 employees at PT. Tunas Baru Lampung Tbk. Sidoarjo, With the distribution of questionnaires which were then tested through various measuring instruments using the help of the IBM SPSS version 16 program. The results of the F-test and T-test showed that there was an effect of work stress and job insecurity on employee performance through commitment as an intervening variable. Abstrak Kesuksesan suatu perusahaan dapat ditentukan dari kemampuannya dalam melakukan inovasi, dan tentunya jika ingin melakukan inovasi maka suatu perusahaan perlu memiliki sumber daya manusia (SDM) yang kompeten. Keberhasilan suatu perusahaan dalam menjalankan bisnisnya tentu tidak dapat terlepas dari adanya factor sumber daya manusia (SDM). Tujuan dalam penelitian ini adalah untuk mengetahui pengaruh stress kerja, Job Insecurity terhadap kinerja karyawan melalui komitmen sebagai variabel intervening pada PT.Tunas Baru Lampung Tbk. Sidoarjo. Penelitian ini merupakan jenis penelitian kuantitatif yang menggunakan pengolahan data dalam bentuk angka. Menggunakan sampel yang diambil dari jumlah karyawan sebesar 92 karyawan di PT.Tunas Baru Lampung Tbk. Sidoarjo, Dengan penyebaran kuisioner yang selanjutnya diuji melalui berbagai instrumen ukur dengan menggunakan bantuan program IBM SPSS versi 16. Hasil penelitian uji F dan uji T menunjukan bahwa terdapat pengaruh stress kerja, Job Insecurity terhadap kinerja karyawan melalui komitmen sebagai variabel Mediasi.]]>
<![CDATA[PERAN KOMITMEN AFEKTIF DALAM MEMEDIASI GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KARAKTERISTIK PEKERJAAN TERHADAP KINERJA KARYAWAN IKM KONVEKSI ]]>
<![CDATA[Rifdah Abadiyah]]>;
<![CDATA[Ilviyah, Lailatul]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol. 1 No. 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Pusat Riset dan Inovasi Nasional ]]>
Show Abstract
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Check in Google Scholar
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DOI: 10.55606/jimak.v1i2.484
<![CDATA[This study aims to determine the effect of transformational leadership style on employee performance, to determine the effect of job characteristics on employee performance, to determine the effect of affective commitment on employee performance, to determine the effect of transformational leadership style on affective commitment, to determine the effect of job characteristics on affective commitment, to determine the effect of transformational leadership style on employee performance through affective commitment as an intervening variable, to determine the effect of job characteristics on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama. This research is a quantitative type of research. The source of data in this study is primary data obtained through questionnaires. The research subjects used were all production employees of IKM Ridzil Jaya Utama, totaling 60 employees. Test the validity of the data in this study using Path Analysis, Hypothesis Testing. The results of the study concluded that transformational leadership style affects employee performance. Job characteristics affect employee performance. Affective commitment does not affect employee performance. Transformational leadership style affects affective commitment. Job characteristics do not affect affective commitment. Transformational leadership style has no effect on employee performance through affective commitment as an intervening variable. Job characteristics have no effect on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama.]]>
<![CDATA[PERAN STRES KERJA DALAM MEMEDIASI PENGARUH IKLIM ORGANISASI, BEBAN KERJA TERHADAP KEPUASAN KERJA PERAWAT PADA RSU JASEM SIDOARJO ]]>
<![CDATA[Kusmarini, Sonia Dwi]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol. 1 No. 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Pusat Riset dan Inovasi Nasional ]]>
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DOI: 10.55606/jimak.v1i3.485
<![CDATA[This study aims to determine the role of work stress in mediating the influence of organizational climate, workload on job satisfaction of nurses at Jasem Sidoarjo General Hospital. This research was conducted on nurses at the Jasem Sidoarjo General Hospital. totaling 53 nurses using a census sampling technique and was classified as a quantitative research type. The data analysis techniques in this research are data quality test, descriptive statistical analysis, classical assumption test, and hypothesis testing (F test, T test, coefficient of multiple determination (R2) and path analysis) with the help of statistical software IBM SPSS 22. The results of this study prove that organizational climate and workload have a positive and significant effect on job satisfaction, organizational climate and workload have a positive and significant effect on work stress, work stress has a positive and significant effect on job satisfaction. So that the intervening variable, namely work stress, does not mediate organizational climate and workload on job satisfaction.]]>
<![CDATA[IKLIM ORGANISASI DAN SPIRITUALITAS KERJA DALAM MENINGKATKAN KINERJA KARYAWAN MELALUI KOMITMEN AFEKTIF PADA BMT AT-TAUBAH BANGIL ]]>
<![CDATA[Riski Indryani, Meylinia]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol. 1 No. 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Pusat Riset dan Inovasi Nasional ]]>
Show Abstract
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DOI: 10.55606/jimak.v1i3.523
<![CDATA[This study aims to determine the effect of Organizational Climate and Work Spirituality on Employee Performance with Affective Commitment as an intervening variable at BMT At-Taubah Bangil. This study uses a quantitative research type conducted at BMT At-Taubah Bangil. Data was collected by distributing questionnaires/questionnaires, with samples using saturated samples, where there were 60 respondents at BMT At-Taubah Bangil. The data analysis using the Outer model test includes the convergent validity test, discriminant validity and reliability and the Inner Model includes the R-square test. Hypothesis testing using Path Coefficient Test and Indirect Effect. The data management uses PLS software version 3.0. In this primary data collection is done by distributing questionnaires which are measured using an interval scale and secondary data collection through documents including company profiles, employee attendance, organizational structure, financial reports etc.]]>
<![CDATA[PERAN SERVANT LEADERSHIP DAN PERSON ORGANIZATION FIT DALAM MENURUNKAN TURNOVER INTENTION MELALUI ORGANIZATIONAL COMMITMENT ]]>
<![CDATA[Titiep Pramuda Wardani]]>;
<![CDATA[Rifdah Abadiyah]]>
<![CDATA[ International Journal on Orange Technologies Vol. 3 No. 4 (2021): IJOT ]]>
Publisher : <![CDATA[Research Parks Publishing LLC ]]>
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DOI: 10.31149/ijot.v3i4.1674
<![CDATA[Human resources are valuable assets in an organization which can bring significant effect in achieving its objectives organization and is in the determination of the capital stock of the company. The influence of servant leadership and person organization fit against turnover intention with organizational commitment as variable no intervening. The research used a quantitative study. The research was taken at PT. XYZ. The research population was a production line whole workers in PT. XYZ 336 employees. The research sample was 128 people with purposive sampling. The data collection used questioners. The data analysis used path analysis with SPSS data software. The research results show that servant leadership and person organization fit had an influence on comittment organizational and turnover intention then servant leadership and person organization fit had an influence on turnover intention through comittment organizational as no intervening variable production line PT. XYZ.]]>
<![CDATA[PERAN KOMITMEN AFEKTIF DALAM MEMEDIASI GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KARAKTERISTIK PEKERJAAN TERHADAP KINERJA KARYAWAN IKM KONVEKSI ]]>
<![CDATA[Rifdah Abadiyah]]>;
<![CDATA[Ilviyah, Lailatul]]>
<![CDATA[ Jurnal Ilmiah Manajemen dan Kewirausahaan Vol. 1 No. 3 (2022): September : Jurnal Ilmiah Manajemen dan Kewirausahaan ]]>
Publisher : <![CDATA[Lembaga Pengembangan Kinerja Dosen ]]>
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DOI: 10.55606/jimak.v1i2.484
<![CDATA[This study aims to determine the effect of transformational leadership style on employee performance, to determine the effect of job characteristics on employee performance, to determine the effect of affective commitment on employee performance, to determine the effect of transformational leadership style on affective commitment, to determine the effect of job characteristics on affective commitment, to determine the effect of transformational leadership style on employee performance through affective commitment as an intervening variable, to determine the effect of job characteristics on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama. This research is a quantitative type of research. The source of data in this study is primary data obtained through questionnaires. The research subjects used were all production employees of IKM Ridzil Jaya Utama, totaling 60 employees. Test the validity of the data in this study using Path Analysis, Hypothesis Testing. The results of the study concluded that transformational leadership style affects employee performance. Job characteristics affect employee performance. Affective commitment does not affect employee performance. Transformational leadership style affects affective commitment. Job characteristics do not affect affective commitment. Transformational leadership style has no effect on employee performance through affective commitment as an intervening variable. Job characteristics have no effect on employee performance through affective commitment as an intervening variable at IKM Ridzil Jaya Utama.]]>
