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All Journal Gemilang: Jurnal Manajemen dan Akuntansi Jurnal Manuhara: Pusat Penelitian Ilmu Manajemen Dan Bisnis Jurnal Ekonomi, Manajemen Pariwisata dan Perhotelan
Yuvi Safitri
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Optimalisasi Biaya Distribusi dari Pabrik Bluder Koe ke Berbagai Cabang Bluder Koe dengan Metode Transportasi Intan Lailatul Mahmudah; Selvi Rahmadany; Gracia Putri Maharani; Yuvi Safitri; Titis Purwaningrum
Jurnal Manuhara : Pusat Penelitian Ilmu Manajemen dan Bisnis Vol. 3 No. 2 (2025): Jurnal Manuhara : Pusat Penelitian Ilmu Manajemen dan Bisnis
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/manuhara.v3i2.1578

Abstract

The optimization of distribution costs from the Koe Bluder factory to various branches is the problem in this study, which aims to minimize total delivery costs and maintain service quality and time efficiency. In the context of the food industry, especially the increasingly popular bluder cake, effective distribution management is crucial to meet customer demand without increasing operational costs. This study uses transportation methods to analyze and optimize the distribution process, which includes determining the initial allocation and identifying factors that affect transportation costs. The approaches used include the North West Corner (NWC) and Modified Distribution Method (MODI) methods to allocate and minimize shipping costs. The analysis results show that a total transportation cost of Rp 124.825,000 can be achieved using both methods. This research highlights the importance of efficient distribution planning in improving operational efficiency and customer satisfaction, with an emphasis on reducing costs without sacrificing service quality
Analisis Berbagai Faktor yang Berkontribusi terhadap Niat Berpindah Kerja Karyawan di PT Daya Surya Sejahtera Ponorogo Yuvi Safitri; Umi Farida; Fery Setiawan
Jurnal Ekonomi, Manajemen Pariwisata dan Perhotelan Vol. 4 No. 3 (2025): Jurnal Ekonomi, Manajemen Pariwisata Dan Perhotelan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jempper.v4i3.5119

Abstract

This study aims to identify the influence of job satisfaction, occupational health and safety (OHS), and work stress on turnover intention among employees of PT. Daya Surya Sejahtera Ponorogo. The high turnover rate is a phenomenon that has the potential to hamper the smooth operation of the company and increase the costs of recruiting and training new employees. Therefore, understanding the factors that influence the intention to leave the company is important in order to maintain workforce stability and productivity. This study uses a quantitative approach with a survey method through distributing questionnaires to respondents. The sampling technique used is simple random sampling, with the Slovin formula, resulting in 72 respondents from a total population of 250 employees. The data obtained were then analyzed using multiple linear regression methods with the help of SPSS version 25 software. The results of the analysis show that the three independent variables, namely job satisfaction, OHS, and work stress, simultaneously have a significant effect on turnover intention. Partially, job satisfaction and OHS have a negative effect on turnover intention, meaning that the higher the job satisfaction and good OHS implementation, the lower the employee's intention to leave the company. Conversely, job stress showed a positive effect, meaning that the higher the level of job stress, the greater the employee's intention to resign. This finding indicates the importance of management attention to working conditions, employee well-being, and stress management in the workplace. Companies are advised to consider providing competitive compensation, creating a healthy and safe work environment, and providing career development paths as strategies to sustainably reduce employee turnover intentions.
Faktor-Faktor yang Mempengaruhi Turnover Intention di PT. Daya Surya Sejahtera Ponorogo Yuvi Safitri; Umi Farida; Fery Setiawan
GEMILANG: Jurnal Manajemen dan Akuntansi Vol. 5 No. 4 (2025): Oktober :Jurnal Manajemen dan Akuntansi
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/gemilang.v5i4.2998

Abstract

This study aims to identify the influence of job satisfaction, occupational health and safety (OHS), and work stress on turnover intention among employees of PT. Daya Surya Sejahtera Ponorogo. The phenomenon of high employee turnover rates is a significant issue that has the potential to hamper the smooth operation and stability of company productivity. Employees who intend to leave the company may indicate dissatisfaction with the work environment, workload, or lack of adequate job safety guarantees. Therefore, an in-depth study is needed to understand the factors that influence this intention. This study uses a quantitative approach with a survey method through the distribution of questionnaires to respondents. The sampling technique used a simple random sampling method with calculations using the Slovin formula, resulting in a sample size of 72 respondents from a total population of 250 employees. The collected data were analyzed using multiple linear regression methods with the help of SPSS version 25 software to test the influence of each independent variable on the dependent variable of turnover intention. The results of the analysis show that the three variables, namely job satisfaction, OHS, and work stress, simultaneously and partially have a significant influence on turnover intention. Low job satisfaction, perceptions of an unsafe work environment, and high levels of stress are the main triggers for employees' desire to leave the company. Therefore, companies are advised to improve job satisfaction through salary adjustments, career development opportunities, and comprehensive improvements to their OHS programs. Furthermore, employee stress management requires a systematic and sustainable approach to reduce employee turnover intentions.
Co-Authors Fery Setiawan Gracia Putri Maharani Intan Lailatul Mahmudah Selvi Rahmadany Titis Purwaningrum Umi Farida