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The Effect Of Compensation And Job Insecurity On Employee Loyalty Through Working Relationship As An Intervening Variable (Case Study Of Manufacturing Employees In Jababeka Bekasi ) Hikmah, Mia Aulia; Bimanti Esthi, Raniasari
JURNAL MANAJEMEN DAN BISNIS Vol 4 No 1 (2025): Edisi Mei 2025 - Agustus 2025
Publisher : Fakultas Ekonomi Universitas Tjut Nyak Dhien Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36490/jmdb.v4i1.1696

Purpose - The purpose of this study was to examine the effect of compensation and job insecurity on employee loyalty with work relationships as intervening variables in the Jababeka Bekasi manufacturing company. Novelty - This study presents a new approach by placing work relationship variables as mediating variables in explaining the impact of compensation and job insecurity on employee loyalty, especially in the manufacturing industry environment in the Jababeka Bekasi area, which has not been widely revealed in previous studies. Method - This study uses a quantitative approach with 171 respondents as a sample. Data were collected through observation, literature studies and questionnaires that have been tested through validity and reliability tests. The analysis was carried out using the PLS-SEM version 3.0 analysis method. Findings -.The results show that compensation has a significant effect on the employment relationship, while job insecurity does not show a significant effect on the employment relationship. In addition, compensation does not have a significant direct effect on employee loyalty, while job insecurity has a significant effect on loyalty. Job relations proved to act as a significant mediating variable in strengthening the effect of compensation on employee loyalty. However, the employment relationship is not able to mediate the relationship between job insecurity and employee loyalty. Limitations and Implications The limitations of this study lie in the use of survey methods that rely on subjective perceptions of respondents, so they have the potential to cause bias. Therefore, the variable of work relationship as an intervening variable has only been tested in a limited context, so its consistency in other sectors cannot be ascertained. Companies must prioritize the quality of work relationships as an essential element in strengthening and reducing the impact of job insecurity on employee loyalty. HR managers must create a supportive, communicative, and collaborative work environment to increase employee retention in the long term.

Pengaruh Pengetahuan Pendidikan Terhadap Aspirasi Karir Generasi Z Melalui Dukungan Sosial Elvyana Putri; Bimanti Esthi, Raniasari
Paradoks : Jurnal Ilmu Ekonomi Vol. 8 No. 2 (2025): Februari - April
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v8i2.1288

Penelitian ini bertujuan untuk menganalisis pengaruh pengetahuan pendidikan terhadap aspirasi karir Generasi Z dengan mempertimbangkan peran dukungan sosial sebagai variabel mediasi. Generasi Z dikenal sebagai generasi yang tumbuh di era digital dengan akses informasi yang luas, termasuk mengenai pendidikan dan pilihan karir. Pengetahuan pendidikan dianggap sebagai faktor penting dalam membentuk pemahaman individu tentang berbagai jalur karir yang tersedia. Namun, dalam proses pembentukan aspirasi karir, dukungan sosial dari keluarga, teman, dan orang yang ada di lingkungan sekitar juga memiliki peran yang signifikan. Penelitian ini menggunakan pendekatan kuantitatif, memanfaatkan metode berbasis data survei untuk mengumpulkan dan menganalisis informasi, melibatkan responden dari kalangan Generasi Z yang sedang menempuh pendidikan menengah dan tinggi. Data tersebut dianalisis menggunakan teknik Structural Equation Modeling (SEM) untuk menguji hubungan langsung dan tidak langsung antara variabel. Hasil penelitian menunjukkan bahwa pengetahuan pendidikan berpengaruh positif dan signifikan terhadap aspirasi karir, baik secara langsung maupun melalui dukungan sosial sebagai variabel mediasi. Temuan ini menggarisbawahi pentingnya penyediaan informasi pendidikan yang memadai serta penguatan peran sosial dalam mendukung perencanaan karir Generasi Z.

The Influence of Incentive Program on Employee Job Satisfaction: The Role of Organizational Commitment as a Mediation Variable in PT. Starion Wooin Saginata Adirama, Dyo; Bimanti Esthi, Raniasari
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 2 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar

This study aims to evaluate the impact of incentive programs on employee job satisfaction, with organizational commitment as a mediating variable at PT. Starion Wooin, a manufacturing company producing electronic and automotive components. A quantitative approach was used through a survey method. Data were collected via questionnaires from 122 respondents in the Quality Control department and analyzed using PLS-SEM with SmartPLS 4.0. The results show that incentive programs significantly affect job satisfaction (β = 0.375; t = 3.664; p < 0.001). Organizational commitment mediates this relationship (β = 0.294; t = 4.123; p < 0.001). R² for job satisfaction is 0.584, indicating moderate explanatory power. These findings suggest that companies should not only focus on financial incentives but also consider non-financial aspects such as recognition, career development opportunities, and overall employee well-being. Building a strong organizational culture is also essential to strengthen commitment and maximize the effectiveness of incentive programs. Thus, PT. Starion Wooin and other companies in the manufacturing sector are encouraged to design more comprehensive incentive policies to improve employee satisfaction and loyalty, ultimately supporting business sustainability and competitiveness.

The Influence of Incentive Program on Employee Job Satisfaction: The Role of Organizational Commitment as a Mediation Variable in PT. Starion Wooin Saginata Adirama, Dyo; Bimanti Esthi, Raniasari
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 2 (2025): Islamic Finance and Management
Publisher : Department of Sharia Economics Institut Pesantren KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar

This study aims to evaluate the impact of incentive programs on employee job satisfaction, with organizational commitment as a mediating variable at PT. Starion Wooin, a manufacturing company producing electronic and automotive components. A quantitative approach was used through a survey method. Data were collected via questionnaires from 122 respondents in the Quality Control department and analyzed using PLS-SEM with SmartPLS 4.0. The results show that incentive programs significantly affect job satisfaction (β = 0.375; t = 3.664; p < 0.001). Organizational commitment mediates this relationship (β = 0.294; t = 4.123; p < 0.001). R² for job satisfaction is 0.584, indicating moderate explanatory power. These findings suggest that companies should not only focus on financial incentives but also consider non-financial aspects such as recognition, career development opportunities, and overall employee well-being. Building a strong organizational culture is also essential to strengthen commitment and maximize the effectiveness of incentive programs. Thus, PT. Starion Wooin and other companies in the manufacturing sector are encouraged to design more comprehensive incentive policies to improve employee satisfaction and loyalty, ultimately supporting business sustainability and competitiveness.

The Role of Green Capital Women (GCW) in Green Business Digitalization (GBD) Through New Product Creation (NPC) in Ecoprint Business Kartini, Tri Mulyani; Heriyanti, Sinta Sundari; Bimanti Esthi, Raniasari; Septiani, Rinda
INOVASI: Jurnal Ekonomi, Keuangan, dan Manajemen Vol. 20 No. 3 (2024): Agustus
Publisher : Fakultas Ekonomi dan Bisnis Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/jinv.v20i3.1820

Women entrepreneurs in Yogyakarta and Solo in the ecoprint sector demonstrate a commitment to sustainability and play a significant role in the creative industry. They have great potential as agents of change for sustainable MSEs. The use of Green Knowledge (WGK) and Green Skills (WGS) is expected to accelerate Green Business Digitalization (GBD) through New Product Creation (NPC). This study aims to analyze the role of WGK and WGS on GBD through NPC. With a quantitative approach, this study involved women owners of ecoprint MSEs in Yogyakarta and Surakarta Residency, using a purposive sampling technique. The analysis used Structural Equation Modeling (SEM) and the Partial Least Square (PLS) approach. The results showed that WGK and WGS were significant to NPC but did not affect GBD through NPC; they directly affected GBD

Green Employee Performance in Fish Canning Industry: the Relationship of Green Knowledge Sharing, Green Career Development, and Green Work Balance Heriyanti, Sinta Sundari; Ismamudi; Bimanti Esthi, Raniasari; Ferawati, Neli
INOVASI: Jurnal Ekonomi, Keuangan, dan Manajemen Vol. 20 No. 4 (2024): November
Publisher : Fakultas Ekonomi dan Bisnis Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/jinv.v20i4.2245

The fish canning industry increasingly emphasizes sustainable business practices due to its significant environmental impact, especially through waste. Green business practices are key to maintaining the sustainability of marine resources. Employee involvement in green knowledge sharing (GKS) and green career development (GCD) is essential, as their contributions positively impact the company's green performance. Investment in employee development benefits both individuals and the company's sustainability. In addition, green work-life balance (GWB) also plays an important role in improving employee green performance (GEP). This study examines the effect of GKS and GCD on GEP with GWB as a mediator. A quantitative approach was used, with the study population covering employees in the fish canning industry. The purposive sampling method was applied to Karawang Regency, Demak Regency, and Sidoarjo Regency locations. Each regency had 100 respondents, and data analysis was conducted using smartPLS. The study's results confirmed that GKS and GCD positively and significantly affect GWB and GEP directly and through GWB. The findings highlight the importance of Green Knowledge Sharing (GKS) and Green Career Development (GCD) practices in enhancing employee green performance

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