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All Journal Journal of Management and Social Sciences Maslahah: Jurnal Manajemen dan Ekonomi Syariah Epaper Bisnis: International Journal Entrepreneurship and Management
Yusuf Ronny Edward
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Religion Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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The Influence of Organizational Commitment and Work Climate on the Performance of Higher Education Lecturers in Asahan District Normansyah Normansyah; Yusniar Lubis; Yusuf Ronny Edward
Maslahah : Jurnal Manajemen dan Ekonomi Syariah Vol. 1 No. 3 (2023): Juli : Jurnal Manajemen dan Ekonomi Syariah
Publisher : STAI YPIQ BAUBAU, SULAWESI TENGGARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59059/maslahah.v1i3.271

Abstract

Many factors are considered capable of determining the quality of lecturer performance in tertiary institutions. Therefore, this study will test whether there is an effect of organizational commitment and work climate on the performance of university lecturers in Asahan district. Data collection In this study, economics was used with a focus on education management to test the factors of improving the quality of education with the intervening variable of teacher performance at tertiary institutions in Asahan District. This research was conducted in Asahan District which of the 14 tertiary institutions, one of which is Asahan University. The population in this study are university lecturers. This study uses a non-probability sampling method. The sample criteria in this study were that there were 115 permanent lecturers in tertiary institutions in the Asahan Regency. The results of the study show that organizational commitment has an influence on the quality of lecturer performance. Because with an organization that has a commitment to advancing the university, lecturers will be encouraged to participate. Likewise with the work climate which also has a very large influence on lecturer performance. This is due to a positive work climate and high morale. Then the lecturers will also have the enthusiasm to improve the reputation of the campus. So it was concluded that organizational commitment greatly influences the performance of lecturers in Asahan district.
Key Success Factors for Co-Working Space Business Model Kuras Purba; Yusuf Ronny Edward
ePaper Bisnis : International Journal of Entrepreneurship and Management Vol. 1 No. 2 (2024): June : ePaper Bisnis : International Journal of Entrepreneurship and Management
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/epaperbisnis.v1i2.62

Abstract

Co-working spaces have gained popularity in recent years as a flexible and cost-effective solution for freelancers, startups, and small businesses looking for a collaborative work environment. This article examines the key success factors for a co-working space business model, drawing on insights from industry experts and research studies. By identifying these critical factors, co-working space operators can optimize their business model and enhance their chances of success in a competitive market. The development of the use of co-working space is now increasingly promising. Many of the startup companies and freelancers who use co-working space as a place for daily activities to work. Co-working space also helps to differentiate work and daily activities from these workers. However, the business model of co-working space is relatively vulnerable. This study aims to evaluate the factors that can increase the success of the co-working space business model, considering the importance of co-working space as the development of creativity. This study involved 116 users from two businesses that achieved success in managing the co-working space. Data was collected using a questionnaire survey and structurally analyzed using SmartPLS. The results of the study identified that shared workspace management and supporting co-working space operations played an important role in determining the success of this business model. Membership management has no significant effect. Therefore, the management of co-working space can be focused on these two elements
The Influence Of Human Resource Information Systems, Training, And Motivation On Employee Performance Through Work Discipline As An Intervening Variable At Pt. Socfin Indonesia (Socfindo) Medan Indha Aprida Sutari; Yusuf Ronny Edward; Cut Fitri Rostina; syaifuddin syaifuddin
Jurnal of Management and Social Sciences Vol. 3 No. 1 (2025): Journal of Management and Social Sciences
Publisher : CV. Aksara Global Akademia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59031/jmsc.v1i2.219

Abstract

This study aims to test and analyze the effect of human resource information systems, training, and motivation on employee performance through work discipline as an intervening variable. Employee performance in a company is influenced by several aspects, one of which is the human resource information system, training, motivation and work discipline. Human resource information systems are technological systems that produce information outputs that support reliable decisions and are able to make it easier for workers to complete their responsibilities. Then training is carried out according to the needs of employees balanced by motivation. The discipline aspect also provides important things for success in improving employee performance. The research location is at PT.Socfin Indonesia (Socfindo) Medan located at JL.KL. Yos Sudarso No.106. Medan. Where the linear regression analysis method and sample testing researchers in this study used the slovin formula. As a sample of 150 permanent employees and 30 respondents as validity and reliability tests. The classic assumption test and hypothesis testing (path analysis technique). Based on the results of hypothesis testing in this study, it shows that human resource information systems, training, motivation simultaneously have a positive and significant effect on work discipline. And simultaneously the variables of human resource information systems, training, and motivation have a positive and insignificant effect on employee performance. While work discipline has a positive and significant effect on employee performance. Furthermore, the variables of human resource information systems, training, motivation have a positive and significant effect on employee performance through work discipline as an intervening variable on employees of PT Socfin Indonesia (SOCFINDO) Medan.
Talent Management Ability and Motivation on Employee Performance and Job Satisfaction as Intervening Variables of Bank Aceh Syariah Province of Aceh A Hadi Arifin; Syaifuddin Syaifuddin; Yusuf Ronny Edward
Jurnal of Management and Social Sciences Vol. 1 No. 3 (2023): Juli : Journal of Management and Social Sciences
Publisher : CV. Aksara Global Akademia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59031/jmsc.v1i3.189

Abstract

Many institutions need to pay more attention to the fact that employee abilities and motivation significantly influence the company's progress. Because of that, it is necessary to conduct research trials on whether abilities in their fields and motivation affect employee performance. Collecting data in this study used a quantitative method with a sample of 150 employees at Bank Aceh Syariah. The results of the study state that talent management is essential for companies because they work according to the desired field. Likewise, motivation also has a significant contribution to employee morale. It can be concluded that talent management and inspiration have a considerable influence on improving employee performance.
The Effect of Mutation and Promotion on Employee Performance With Job Satisfaction as An Intervening Variable at PT. Wahana Ottomitra Multiartha Tbk Trisna Magdalena; Sofiyan Sofiyan; Cut Fitri Rostina; Yusuf Ronny Edward
Jurnal of Management and Social Sciences Vol. 2 No. 1 (2024): Januari : Journal of Management and Social Sciences
Publisher : CV. Aksara Global Akademia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59031/jmsc.v2i1.338

Abstract

This study aims to see how employee performance in encouraging companies to set targets and see what things affect the level of employee performance. The data collection method is done through a questionnaire using a Likert scale. The sample taken was 112 people. Data processed using SmartPLS 3.0, analyzed by multiple regression. The results of this study state that Mutation has a positive and significant effect on Job Satisfaction at PT Wahana Ottomitra Multiartha Tbk 0.000 (<0.5) with a T-statistic of 3.624 (>1.96). The Original Sample value is positive, which is 0.362. Job promotion has a positive and significant effect on Job Satisfaction at PT Wahana Ottomitra Multiartha Tbk 0.000 (<0.5) with a T-statistic of 4.613 (>1.96). The Original Sample value is positive, which is 0.467. Mutation has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.009 (<0.5) with a T-statistic of 2.640 (>1.96). The Original Sample value is positive, which is 0.262. Job promotion has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.001 (<0.5) with a T-statistic of 3.426 (>1.96). The Original Sample value is positive, which is 0.358. Job satisfaction has a positive and significant effect on employee performance at PT Wahana Ottomitra Multiartha Tbk 0.010 (<0.5) with a T-statistic of 2.586 (>1.96). The Original Sample value is positive, which is 0.269. Job Satisfaction can mediate the effect of mutation on employee performance at PT Wahana Ottomitra Multiartha Tbk with a significant 0.044 (<0.5) with a T-statistic of 2.018 (>1.96). The Original Sample value is positive, which is 0.098. Job Satisfaction can mediate the effect of job promotion on employee performance at PT Wahana Ottomitra Multiartha Tbk with a significant 0.025 (<0.5) with a T-statistic of 2.252 (>1.96). The Original Sample value is positive, which is 0.126. It is known that the R Square value for each construct, namely Job Satisfaction, is 0.614 with an Adjusted R Square of 0.607, which means 60.7%. So mutations and promotions have a contribution in explaining the job satisfaction variable. Based on the results on employee performance, there is an R Square of 0.664 with an Adjusted R Square of 0.654, which means 65.4%. So mutations and promotions have a contribution in explaining the employee performance variable.
Co-Authors A Hadi Arifin Cut Fitri Rostina Indha Aprida Sutari Kuras Purba Normansyah Normansyah Sofiyan Syaifuddin Syaifuddin Trisna Magdalena Yusniar Lubis