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All Journal Dinamika Jurnal Riset Multidisiplin Edukasi
Hafidz Aima
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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PENGARUH KONFLIK, STRESS DAN PERUBAHAN ORGANISASI TERHADAP PRODUKTIVITAS KARYAWAN Rafnelly Rafki; Hafidz Aima; Lusiana Lusiana; Silvia Sari; Yolanda Oktarina; Nofriadi Nofriadi
Dinamika: Jurnal Manajemen Sosial Ekonomi Vol 3 No 2 (2023): DINAMIKA : Jurnal Manajemen Sosial Ekonomi
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi - Studi Ekonomi Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/dinamika.v3i2.400

Abstract

Employee well-being is an important factor in the productivity and success of an organization. Conflict can cause stress, and job dissatisfaction and affect employee welfare. Protracted conflicts or damaging relationships between employees can hinder operational efficiency. There has been much study of the effects of conflict and stress, but not much has been studied about the effect of conflict and stress and organizational change on employee productivity. The purpose of this study is to study the effect of conflict, stress, and organizational change on employee productivity. This research is a survey research with data collection of 300 respondents through questionnaires and interviews. Questions in the survey include the level of conflict experienced, its impact on productivity, and the factors that influence it. There are 3 independent variables, namely conflict, stress, and organizational change. Its dependent variable is productivity. Linear regression or multiple regression is used to identify the extent to which conflict, stress, and organizational change predict productivity. Also used analysis with SEM. The results showed that the level of conflict in the workplace had a significant negative impact on employee productivity. The level of stress experienced by employees is also related to productivity. High stress leads to a decrease in productivity. Organizational change contributes to higher levels of conflict and stress among employees. However, managing change with good communication and management support can reduce the negative impact of change on productivity. This study concludes that good conflict management, stress management, and effective change management can help increase employee productivity in the work environment. The conclusion of this study provides a foundation for actions and policies that support increased employee productivity in the work environment.
PENGARUH DELEGASI, OTORITAS, TANGGUNG JAWAB TERHADAP KINERJA PEGAWAI Yolanda Oktarina; Hafidz Aima; Lusiana Lusiana; Silvia Sari; Rafnelly Rafk; Nofriadi Nofriadi
Dinamika: Jurnal Manajemen Sosial Ekonomi Vol 4 No 1 (2024): DINAMIKA : Jurnal Manajemen Sosial Ekonomi
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi - Studi Ekonomi Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/dinamika.v4i1.418

Abstract

Employee performance plays an important role in the success and sustainability of the company. Effective management of employees is the key to achieving organizational goals, and factors affecting employee performance have become a major concern in human resource management. Although many studies have been conducted with respect to these factors, there are variations in results and findings. And those who study the factors of delegation, authority and responsibility for employee performance have not been many. So the title of this study is to study the Influence of Delegation, Authority, Responsibility on Employee Performance. This study uses a survey method of a sample of employees from various levels of hierarchy in Agency "X". The data collected is then analyzed using statistics i.e. by multiple regression analysis. The results showed that a higher level of delegation from superiors had a positive impact on employee performance. It was also found that clear authority and well-defined responsibilities contributed positively to employee performance. It can be concluded that the independent variables tested, namely delegation, authority, and responsibility, have a significant influence on the performance of employees in organization "X". Furthermore, policies and practices that support more effective and efficient management of human resources, including management training that understands the importance of delegation and the granting of appropriate authority, can be applied to the organization of "X" and other organizations.
PENERAPAN STRATEGI TALENT MANAGEMENT TERHADAP RETENSI KARYAWAN: STUDI PADA TOKO KOSMETIK JUN KOTA SOLOK Ade Rahmat Ihsan; Fahrel Alfais. A; Hafidz Aima
Jurnal Riset Multidisiplin Edukasi Vol. 2 No. 7 (2025): Jurnal Riset Multidisiplin Edukasi (Edisi Juli 2025)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v2i7.733

Abstract

Employee retention is a major challenge in retail businesses like cosmetic stores facing intense competition. This study aims to analyze the influence of implementing Talent Management strategies on employee retention at Toko Kosmetik Jun in Solok City. Using a quantitative approach and survey method involving store employees, the research examines the dimensions of succession planning, career development, and performance management in relation to employee retention intentions. The findings indicate that Talent Management strategies significantly contribute to improving employee retention rates, particularly through competency development and clear career pathways. This study offers strategic implications for HR practices in retail management to design sustainable talent policies.
Co-Authors Ade Rahmat Ihsan Fahrel Alfais. A Lusiana Lusiana Nofriadi Nofriadi Rafnelly Rafk Rafnelly Rafki Silvia Sari Yolanda Oktarina