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All Journal International Journal of Economics, Business and Accounting Research (IJEBAR) Mejuajua Indonesian Journal of Business Analytics (IJBA) Annals of Human Resource Management Research Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Ekonomics, Finance, and Management Studies Prosiding Seminar Nasional Ilmu Manajemen Kewirausahaan dan Bisnis Journal of Islamic Entrepreneurship and Management
Sutianingsih
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Studi Empiris Pengaruh Manajemen Kinerja terhadap Produktivitas melalui Kepuasan Karyawan Ridwan Kurniawan; Sutianingsih
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 8 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i8.4384

Abstract

The competition between MSMEs that is created will encourage many MSME players to start looking for ways to increase the number of sales to continue to make the maximum profit possible. Several steps will be taken, one of which is starting to pay attention to performance management and creating a more efficient and effective path. This research aims to find out whether performance management and can influence the company's productivity level. The research was conducted using a survey method with a total sample of 25 employees who were registered as workers at the Nasi Kepal Jaya Wijaya MSME, which is a fairly successful producer of packaged rice balls and side dishes in the city of Surakarta. Data were collected using a questionnaire and then scoring and interpretation were carried out using a Likert Scale. The research results show that performance management and have a big influence on the company's productivity level. The indirect influence between performance management (X) and productivity (Y) through the employee satisfaction variable (M) has a path coefficient value of: 0.673 x 0.568 = 0.328 with a significant value for the influence of X on Y through M being 0.020<0.05 and calculated t value 2.325> t table 2.048 which means there is a partial influence between the performance management variable (X) on the productivity variable (Y) through (M). This indicates that although performance management does not have a significant influence on productivity directly, the two will influence each other through employee satisfaction as mediation.
Workload, incentives, and job satisfaction: Their influence on employee retention Prihantoro, Aris; Sutianingsih
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2930

Abstract

Purpose: This study aims to analyze the effect of workload, incentives, and job satisfaction on employee retention. Methodology: The data collection method used a questionnaire conducted on respondents, namely employees of UD. Agung Rejeki with a saturated sampling technique. The data analysis technique in testing the research hypothesis used linear and multiple regression analysis techniques and the Sobel Test. Results: 1) there is a positive and significant effect between workload variables on employee retention; 2) there is a positive and significant effect between incentives on employee retention; 3) there is a negative effect between workload on job satisfaction; 4) there is a positive and significant effect between incentives on job satisfaction; 5) there is a positive and significant effect between workload, incentives, and job satisfaction on employee retention; 6) job satisfaction is able to mediate the relationship between workload and employee retention; 7) job satisfaction is able to mediate the relationship between incentives and employee retention. Conclusions: This study found that workload and incentives have a positive and significant influence on employee retention. However, workload has a negative impact on job satisfaction, while incentives actually increase job satisfaction. In addition, job satisfaction itself has been proven to have a positive and significant effect on employee retention. Job satisfaction also acts as a mediator in the relationship between workload and employee retention, as well as between employee incentives and retention. This shows that to increase employee retention, companies need to pay attention to workload and provide adequate incentives to maintain job satisfaction levels. Limitations: The study was limited to companies in Lampung, the potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contribution: This research reinforces the importance of implementing GHRM in improving employee performance and organizational sustainability, as well as encouraging follow-up research with qualitative approaches and external factors.
Pengaruh Penilaian Kinerja, Keterampilan Kerja, dan Kualitas Kehidupan Kerja Terhadap Kinerja Karyawan Woro Sulistyorini; Sutianingsih
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 7 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i7.7685

Abstract

This research explores the effects of performance appraisals, job competencies, and work-life quality on employee output. The author adopts an associative research methodology, drawing upon primary data. Questionnaires were distributed to 203 staff members at Pandan Arang Hospital in Boyolali to collect data. This study utilizes saturated sampling; consequently, the entire population was included. Data analysis proceeded in three key stages: outer model assessment, inner model evaluation, and hypothesis testing performed with PLS version 3 software. This study indicates: 1) a strong link between performance evaluation and employee performance. 2) a strong link between job skills and employee performance, 3) a strong link between performance quality of work life and employee performance.
The Role of Organizational Commitment in Moderating the Influence of Organizational Culture on Employee Performance Dafiana, Erla; Sutianingsih
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 8 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i8.8320

Abstract

Human resources are one of the most important assets that have a direct impact on an organization. There are several things that can affect an organization in achieving high-quality employee performance. Both the company's culture and its employees' dedication to the company fall under this category. Through the moderating effect of organisational commitment, this study seeks to elucidate how organisational culture affects employee performance. The 837 people who work at Pandang Arang Hospital in Boyolali Regency were the subjects of this study. In order to ensure conformity, the computation results could be rounded using the Slovin algorithm, and a relaxation percentage of 5% was employed to select the sample. It has been determined that 275 employees will make up the sample set. The study's findings indicate that 1) organisational culture positively impacts employee performance and 2) organisational commitment enhances the correlation between OCP and performance.
Synergy of Competence, Placement, and Job Satisfaction in Encouraging the Performance of District Apparatus Sutianingsih; Edi, Lega Hidayating
Journal of Islamic Enterpreneurship and Management Vol. 5 No. 1 (2025): Journal of Islamic Entrepreneurship and Management
Publisher : Universitas Islam Negeri (UIN) Salatiga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18326/jiem.v5i1.4368

Abstract

Employee performance is a crucial factor for the success of an organization. To achieve optimal performance, several factors need to be considered, including employee competence, job placement, and job happiness. This study focuses on analyzing the relationship between these variables and employee performance in the Mondokan District area, Sragen Regency. The main objective of this study is to identify and analyze the relationship between employee competence, job placement, and job happiness with employee performance in Mondokan District, Sragen Regency. This study uses a quantitative approach with a cross-sectional study design. The population of this study consisted of 45 workers in Mondokan District, Sragen Regency. The sampling technique used is saturated sampling, where the entire population is sampled. Therefore, the sample of this study amounted to 45 employees. Primary data were collected directly using questionnaires as research instruments. Data analysis was carried out using multiple regression analysis through SPSS software. The results of the study showed a positive and statistically significant relationship. It was found that employee competencies have a positive and significant relationship to their performance. In addition, job placement also has a positive and significant effect, and job happiness has been shown to be positively correlated with increased employee productivity.
Co-Authors Abdul Rochman Agustin Diah Nurbaiti Bekti Ismiah Dafiana, Erla Edi, Lega Hidayating Fera Valentina Giri Pamungkas Moh Faizin Prihantoro, Aris Prisella Putri Octaviyani Ridwan Kurniawan Rini Handayani Siti Almaidah Woro Sulistyorini