Article Per Year (5 Year)
p-Index From 2020 - 2025
0.444
P-Index
This Author published in this journals
All Journal Jurnal Bisnis dan Kewirausahaan Journal of Multidisciplinary Academic and Practice Studies
Lie, Lie
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Social Sciences Other

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
Efektivitas Manajemen Talenta, WLB, dan kepuasan kerja sebagai variabel Mediasi terhadap Kinerja Karyawan Lie, Lie; Yakin, Ikram; Mufrihah, Mazayatul; Shalahuddin, Ahmad; Mayasari, Endah
Jurnal Bisnis dan Kewirausahaan Vol. 14 No. 1 (2025): Jurnal Bisnis dan Kewirausahaan
Publisher : Lembaga Penelitian, Publikasi dan Pengabdian pada Masyarakat (LP3M) Nobel Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37476/jbk.v14i1.4941

Abstract

Dalam era globalisasi yang kompetitif ini, setiap perusahaan harus memiliki rencana yang efektif untuk berhasil dan bersaing. Penelitian ini adalah untuk menguji dampak manajemen talenta dan manajemen jam kerja pada kinerja karyawan, dengan tujuan meningkatkan kepuasan kerja dan komitmen dalam operasi coffee shop. Penulisan ini menggunakan metodologi kuantitatif, mengumpulkan data melalui kuesioner dari 153 peserta yang adalah karyawan coffee shop. Analisis data dilakukan melalui SmartPLS untuk menilai dampak faktor independen pada variabel dependen, termasuk kepuasan kerja sebagai variabel mediasi. Berdasarkan hasil pengolahan data memperlihatkan jika manajemen talenta tidak secara signifikan mempengaruhi kinerja karyawan, namun keseimbangan kehidupan kerja secara positif dan signifikan mempengaruhi kinerja karyawan. Manajemen Talenta telah memperlihatkan korelasi dengan peningkatan kepuasan kerja, oleh karena itu mempengaruhi kinerja. Selain itu, keseimbangan kehidupan kerja, yang dimediasi oleh kepuasan kerja, memiliki dampak positif yang signifikan pada kinerja karyawan. Penulisan ini menawarkan wawasan yang signifikan ke dalam interaksi rumit antara berbagai faktor dan kinerja karyawan.
The influence of leadership, remuneration, competency on employee turnover intention with organizational culture as an intervening variable at Bank Ekonomi Rakyat Sejahtera Batam Ngaliman, Ngaliman; Catrayasa, I Wayan; Lie, Lie
Journal of Multidisciplinary Academic and Practice Studies Vol. 1 No. 3 (2023): August
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v1i3.2376

Abstract

Purpose: This study analyzes the influence of leadership, remuneration, and competence on employee turnover intention in BPR Sejahtera Batam, with organizational culture as an intervening variable. In the last five years, turnover intention in BPR Sejahtera Batam has increased significantly, reaching 21.05% in 2023. Research Methodology: This study employed a quantitative approach using census sampling of 111 employees. Primary data were collected through questionnaires with a Likert scale and analyzed using Partial Least Squares structural equation modeling (PLS-SEM) through SmartPLS 4. Results: Using primary data from 111 employees, this study found that leadership and competence did not significantly affect turnover intention, either directly or through organizational culture. In contrast, remuneration was shown to have a significant effect, highlighting the importance of compensation in employees' decisions to stay or leave the company. Organizational culture was not a significant mediator between remuneration and turnover intentions. Conclusions: Employees’ decisions to stay or leave are primarily determined by remuneration factors rather than leadership, competence, or organizational culture. Compensation aspects, such as salary, benefits, and bonuses, play a stronger role than other organizational factors in shaping turnover intentions. Limitations: This study focused on one organization with a relatively small sample size, which may limit the generalizability of the findings. Broader studies across multiple banks and regions are recommended. Contribution: This study provides practical insights for bank management to prioritize improvements in remuneration systems and employee welfare programs as effective strategies to reduce turnover intention.
Co-Authors Ahmad Shalahuddin, Ahmad Catrayasa, I Wayan Endah Mayasari Ikram Yakin Mazayatul Mufrihah B11212091 Ngaliman, Ngaliman