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Factors That Influence Teacher Job Satisfaction At The Nurrahman Hakim Araha Foundation Indri Guslina; Alvi Nurlaili Rahmah; Giharjo Giharjo
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 1 (2025): JIMKES Edisi Januari 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i1.2928

This study intends to analyze the following: 1) The Nurrahman Hakim araha Foundation's Work Environment Effect on Teacher Job Satisfaction; 2) The Nurrahman Hakim araha Foundation's Motivation Effect on Teacher Job Satisfaction; 3) The Nurrahman Hakim araha Foundation's Organizational Culture Effect on Teacher Job Satisfaction; and 4) The Nurrahman Hakim araha Foundation's Work Environment, Motivation, and Organizational Culture Together Effect on Teacher Job Satisfaction. Research of this kind is quantitative in nature. Forty teachers from the Nurrahman Hakim Araha Foundation made up the study's sample. In this study, a questionnaire was employed as the data gathering method. methods for analyzing data that make use of multiple and simple linear regression. There is a known 83.6% influence from the Work Environment Research results on Job Satisfaction. According to research findings, motivation has an 82% influence on job satisfaction. According to research findings, organizational culture has an 85% influence on job satisfaction. Meanwhile, the Nurrahman Hakim Araha Foundation's research on the effects of work environment, motivation, and organizational culture on teacher job satisfaction has found that these factors have an 88.3% influence. This study demonstrates how the Nurrahman Hakim Araha Foundation's teacher job satisfaction is impacted by the work environment, motivation, and organizational culture.

The Influence of Work Environment and Compensation on Employee Job Satisfaction at Al Syukro Universal Ciputat Indri Guslina; Syamsudin Syamsudin; Kushardanta Susilabudi
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 2 (2025): JIMKES Edisi Maret 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i2.2930

This study aims to determine how much influence the work environment and compensation have on employee job satisfaction at Al Syukro Universal Islamic College Ciputat. This study was conducted at Al Syukro Universal Ciputat. This study uses a quantitative approach. The sampling technique, namely the random sampling method in this study is a technique for determining samples from the population carried out randomly without considering the strata in the population. The data collection technique uses observation in the form of a questionnaire. The data processing techniques used in this study are validity tests, reliability tests, multiple linear regression tests, determination coefficients, and simultaneous tests. The variables of the work environment (X1), compensation (X2), job satisfaction (Y), the results of the validity test have a CITC value greater than 0.30. The results of the study are a significant level of P-value (0.000) <0.05, which means that there is an influence between the work environment and job satisfaction, which is 61.2%. Meanwhile, compensation for job satisfaction also has an influence of 46.5%, which means that there is an influence between the work environment and compensation, namely 66.8%, while the remaining 33.2% is influenced by other variables that were not examined in this study.

PENGARUH KNOWLEDGE MANAGEMENT TERHADAP LOCUS OF CONTROL KARYAWAN MELALUI SELF-EFFICACY PADA PT BHINNEKA TEKNO SEJATI Jejen Jaelani Suryana; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2693

Penelitian ini dilakukan untuk menguji hubungan antara knowledge management dan locus of control dengan menempatkan self-efficacy sebagai variabel mediasi. Studi ini menggunakan pendekatan kuantitatif, dengan pengumpulan data melalui penyebaran kuesioner kepada para karyawan. Data kemudian dianalisis menggunakan metode Partial Least Square (PLS-SEM). Temuan penelitian memperlihatkan bahwa knowledge management tidak memberikan pengaruh langsung yang signifikan terhadap locus of control, tetapi terbukti berpengaruh positif dan signifikan terhadap self-efficacy. Selanjutnya, self-efficacy juga terbukti memiliki pengaruh positif dan signifikan terhadap locus of control. Hasil lainnya menunjukkan bahwa self-efficacy mampu menjadi mediator penuh dalam hubungan antara knowledge management dan locus of control. Temuan ini menegaskan bahwa faktor psikologis, khususnya self-efficacy, memiliki kontribusi penting dalam memperkuat locus of control karyawan. Oleh sebab itu, organisasi perlu mengembangkan praktik knowledge management yang tidak hanya berfokus pada pengelolaan pengetahuan, tetapi juga pada peningkatan keyakinan diri karyawan.

PENGARUH EFIKASI DIRI DAN LOCUS OF CONTROL TERHADAP EMPLOYEE ENGAGEMENT DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING PADA KARYAWAN LOTTE GROSIR CIPUTAT Arum Nisa Prameswari; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2704

Penelitian ini bertujuan untuk menganalisis pengaruh efikasi diri dan locus of control terhadap employee engagement dengan komitmen organisasi sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data melalui kuesioner. Analisis data dilakukan menggunakan Structural Equation Modeling berbasis Partial Least Squares dengan bantuan SmartPLS. Hasil penelitian menunjukkan bahwa efikasi diri berpengaruh positif dan signifikan terhadap employee engagement, serta locus of control berpengaruh positif dan signifikan terhadap komitmen organisasi. Namun, efikasi diri tidak berpengaruh signifikan terhadap komitmen organisasi, komitmen organisasi tidak berpengaruh signifikan terhadap employee engagement, dan locus of control tidak berpengaruh signifikan terhadap employee engagement. Selain itu, hasil uji mediasi menunjukkan bahwa komitmen organisasi tidak mampu memediasi hubungan antara efikasi diri dan locus of control terhadap employee engagement. Penelitian ini menyimpulkan bahwa employee engagement lebih dipengaruhi secara langsung oleh efikasi diri dibandingkan melalui variabel mediasi.

PENGARUH BEBAN KERJA DAN KOMITMEN ORGANISASI TERHADAP BURNOUT KARYAWAN (STUDI KASUS PADA PT LASTANA EKSPRESS INDONESIA) Khalid Khaliza Sufi Prananda; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2742

Penelitian ini dilaksanakan untuk mengetahui pengaruh beban kerja dan komitmen organisasi terhadap burnout karyawan pada PT Lastana Ekspress Indonesia Hub Tajurhalang. Permasalahan dalam penelitian ini berfokus pada tingginya tuntutan pekerjaan serta kondisi organisasi yang dapat memengaruhi tingkat kelelahan kerja karyawan. Penelitian menggunakan pendekatan kuantitatif dengan metode asosiatif. Pengumpulan data dilakukan melalui penyebaran kuesioner kepada 66 karyawan sebagai responden penelitian. Data yang diperoleh dianalisis menggunakan metode regresi linear berganda dengan bantuan aplikasi IBM SPSS Statistics. Hasil penelitian menunjukkan bahwa secara parsial beban kerja tidak memiliki pengaruh signifikan terhadap burnout dengan nilai signifikansi sebesar 0,093 lebih besar dari 0,05. Komitmen organisasi juga tidak menunjukkan pengaruh signifikan terhadap burnout dengan nilai signifikansi sebesar 0,419 lebih besar dari 0,05. Namun demikian, secara simultan beban kerja dan komitmen organisasi terbukti berpengaruh signifikan terhadap burnout dengan nilai signifikansi sebesar 0,027 lebih kecil dari 0,05. Hasil koefisien determinasi menunjukkan bahwa variabel beban kerja dan komitmen organisasi mampu menjelaskan burnout sebesar 10,9%, sedangkan sisanya dipengaruhi oleh faktor lain di luar penelitian. Berdasarkan hasil penelitian dapat disimpulkan bahwa burnout karyawan dipengaruhi oleh kombinasi berbagai faktor organisasi dan tidak hanya disebabkan oleh satu variabel tertentu. Oleh karena itu, perusahaan perlu memperhatikan pengelolaan lingkungan kerja dan kondisi psikologis karyawan untuk mengurangi potensi burnout di lingkungan kerja.

HRM Strategies for Managing Generation Z Talent: Understanding Workplace Needs and Motivations Indri Guslina; Rita Mardiana; Adrian Adha; Ahmad Juhari; Giharjo
Journal of Business and Management Inaba Vol. 4 No. 1 (2025): Volume 4 Number 1, June 2025
Publisher : Universitas Indonesia Membangun (Inaba)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56956/jbmi.v4i1.414

The purpose of this study is to examine the challenges and talent management strategies in managing Generation Z in the workplace. Generation Z, as digital natives, brings significant changes that demand the adaptation of an integrated Human Resource (HR) strategy. The method used is qualitative with a literature review approach, which collects data from various scientific journals, books, and research reports. The results of the study show that companies face challenges in three main aspects: attracting, employing, and retaining Generation Z. In terms of attracting, the challenges are building a strong company image and positive reputation, as well as creating an efficient and digital recruitment process. In terms of employing, the challenges are conducting holistic skill assessments (covering both soft skills and hard skills), implementing an effective and engaging onboarding process, and managing Generation Z's expectations realistically. Meanwhile, to retain Generation Z, companies must address the high turnover rate by providing a positive work environment, clear career development opportunities, and competitive compensation and benefit packages. By implementing these strategies, companies can not only maximize the potential of Generation Z but also be better prepared to face the challenges and opportunities of an increasingly digital future of work.

Hybrid work as a determinant of employee job satisfaction through work-life balance in Dompet Dhuafa Iqbal; Indri Guslina; Asep Hendriana
Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) Vol.7, No.1 (2026): June 2026
Publisher : Universitas Widya Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37631/ebisma.v7i1.2313

Hybrid work has become a widely adopted flexible work arrangement; however, its impact on job satisfaction through work life balance remains inconsistent, particularly in non profit organizations. This study aims to examine the effect of hybrid work on job satisfaction and the mediating role of work life balance at Dompet Dhuafa.This study employs a quantitative approach using Partial Least Squares Structural Equation Modeling. Data were collected from 110 employees through purposive sampling. The results show that hybrid work has a positive and significant effect on job satisfaction and work life balance. However, work life balance does not significantly affect job satisfaction and does not mediate the relationship. These findings highlight the context dependent role of work life balance and provide practical insights for designing effective hybrid work systems.

Financial empowerment, digital financial literacy, and family support in transforming migrant remittances into productive business capital Asep Hendriana; Indri Guslina; Iqbal
Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) Vol.7, No.1 (2026): June 2026
Publisher : Universitas Widya Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37631/ebisma.v7i1.2334

Financial empowerment, digital financial literacy, and family support in transforming migrant remittances into productive business capital Previous studies have rarely integrated financial empowerment, digital financial literacy, and family support in explaining productive remittance transformation among migrant households. This study aims to analyze the influence of financial empowerment, migrant digital financial literacy, and family support on the transformation of remittances into productive business capital among Indonesian migrant worker households. The study also examines the mediating role of family support in encouraging business-oriented remittance allocation and sustainable economic activities. A quantitative approach was employed using Partial Least Square–Structural Equation Modeling (PLS-SEM) through SmartPLS software. Data were collected from 111 Indonesian migrant worker households using purposive sampling techniques. The findings reveal that financial empowerment significantly affects both family support and productive remittance transformation. Family support also demonstrates a positive influence on entrepreneurial investment and productive economic activities. Meanwhile, migrant digital financial literacy shows weak and insignificant effects on both family support and productive remittance transformation. The study confirms that financial empowerment and family support are the dominant factors encouraging productive financial behavior among migrant households. Furthermore, family support partially mediates the relationship between financial empowerment and productive remittance transformation. These findings imply that financial empowerment programs and family-based financial education should be strengthened to support sustainable entrepreneurship and household economic resilience.

PENGARUH PERAN HRD DAN TALENT ACQUISITION TERHADAP KUALITAS REKRUTMEN DAN SELEKSI PADA LKC DOMPET DHUAFA Sella Susilawati; Giharjo Giharjo; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2834

This study aims to analyze the influence of Human Resource Development (HRD) Role and Talent Acquisition on Recruitment and Selection Quality at LKC Dompet Dhuafa. In an increasingly competitive environment, organizations are required to acquire qualified human resources through effective recruitment and selection processes. The role of HRD and the implementation of talent acquisition strategies are important factors in supporting the success of these processes. This study employed a quantitative approach using a survey method. The population consisted of all 67 employees of LKC Dompet Dhuafa, and therefore a saturated sampling technique was applied. Data were collected through questionnaires and analyzed using simple and multiple linear regression with IBM SPSS Statistics. The results indicate that the HRD Role has a positive and significant effect on Recruitment and Selection Quality, with a significance value of 0.000 and a coefficient of determination of 62.8%. Talent Acquisition also has a positive and significant effect on Recruitment and Selection Quality, with a significance value of 0.000 and a coefficient of determination of 78.4%. Simultaneously, HRD Role and Talent Acquisition have a positive and significant effect on Recruitment and Selection Quality, with an F-value of 130.057 and a significance level of 0.000. The Adjusted R Square value of 0.796 indicates that both variables explain 79.6% of the variance in Recruitment and Selection Quality. These findings suggest that optimizing the role of HRD and implementing effective talent acquisition strategies can improve the quality of recruitment and selection processes within organizations.

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