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Analisis Pengaruh Ketidakamanan Kerja Terhadap Kinerja Karyawan Dengan Komitmen Organisasional Sebagai Variabel Moderating (Studi Pada Karyawan Kontrak Bagian Produksi PT. Inti Sukses Garmindo Semarang) Hutagaol, Anton Christian; Ratnawati, Intan
Optimum: Jurnal Ekonomi dan Pembangunan Vol 1, No 1 (2011)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Ahmad Dahlan

The research was cunducted at PT. Inti Success Garmindo. The number of respondents researched many as 121 employees. i used proportionare sampling or by proportion sampling technique. Collecting data using a quistionare study. Techniques of data analysis in this study are SEM (Structural Equation Model) Based on the results computed by Amos 16 version found the result that the entire hypothesis can be accepted. Job insecurity negatively affect organizational commitment on to the coefficients (H1), the positive effect of organizational commitment on employee performance (H2) and job insecurity negativley affect employee performance (H3). This Study has show that organizational commitment in the first biggest factor affecting the performance of the employee while the second factor is job insecurity. Furthemore the indirect effect of mediation between insecurity on employee performance through the mediation of organizational commitment which means the position of organizational commitment as a mediating variable between job insecurity and employee performance has more influence. based on the above the model purpose in this study can be accepted.

Analisis Pengaruh Ketidakamanan Kerja Terhadap Kinerja Karyawan Dengan Komitmen Organisasional Sebagai Variabel Moderating (Studi Pada Karyawan Kontrak Bagian Produksi PT. Inti Sukses Garmindo Semarang) Anton Christian Hutagaol; Intan Ratnawati
Optimum: Jurnal Ekonomi dan Pembangunan Vol 2, No 1 (2012)
Publisher : Universitas Ahmad Dahlan

The research was cunducted at PT. Inti Success Garmindo. The number of respondents researched many as 121 employees. i used proportionare sampling or by proportion sampling technique. Collecting data using a quistionare study. Techniques of data analysis in this study are SEM (Structural Equation Model) Based on the results computed by Amos 16 version found the result that the entire hypothesis can be accepted. Job insecurity negatively affect organizational commitment on to the coefficients (H1), the positive effect of organizational commitment on employee performance (H2) and job insecurity negativley affect employee performance (H3). This Study has show that organizational commitment in the first biggest factor affecting the performance of the employee while the second factor is job insecurity. Furthemore the indirect effect of mediation between insecurity on employee performance through the mediation of organizational commitment which means the position of organizational commitment as a mediating variable between job insecurity and employee performance has more influence. based on the above the model purpose in this study can be accepted.

PENGARUH SIFAT KEPRIBADIAN TERHADAP INTENSI MENJADI WIRAUSAHA DENGAN EFIKASI DIRI SEBAGAI VARIABEL INTERVENING (STUDI PADA MAHASISWA FAKULTAS EKONOMIKA DAN BISNIS UNIVERSITAS DIPONEGORO SEMARANG) Mesach Hendri Dwi Larviatmo; Intan Ratnawati
JURNAL STUDI MANAJEMEN ORGANISASI Vol 15, No 2 (2018)
Publisher : Faculty of Economics and Business Diponegoro University

This study aims to analyze the effect of personality traits on entrepreneurial intention with self efficacy as mediators. This study uses Big Five Personality Traits as independent variables, entrepreneurial intention as the dependent variable, and self efficacy as intervening variables.This study took a study on students of the Faculty of Economics and Business, Diponegoro University, Semarang. The sample in this study amounted to 150 respondents who were all students of the 2014 Faculty of Economics and Business Faculty of Diponegoro University and had taken the eighth semester.In this study using a Structural Equation Modeling (SEM) analysis tool by developing a theoretical model using three hypotheses that operate using the AMOS 20.0 computing program. Based on the results of data processing using SEM, the theoretical model established has met the criteria for goodness of fit is accepted. Based on the results obtained, the model is declared feasible to use. The results of testing hypotheses show that all hypotheses have a positive effect. The results of mediation testing also showed a significant influence that self-efficacy had a positive effect as a mediator for personality traits and entrepreneurial intention.

The importance of having self-efficacy, self-esteem, job satisfaction on employee performance during the pandemic in state-owned companies Ilham Wicaksono; Intan Ratnawati
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 8, No 1 (2022): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020221305

Employee performance is a study that has received wide attention. Performance-forming factors are found with various variations that continue to grow. In the setting of the Covid-19 pandemic, employee performance is examined as part of how workers deal with different work conditions. This paper aimed to investigate the effect of self-efficacy and self-esteem on employee performance by using job satisfaction as an intervening variable. This study uses a quantitative approach with Structural Equation Model (SEM) analysis techniques to test the model and provide an evaluation of prior related research. AMOS is used as data processing software. Data were collected from 160 Generation X employees of PT. PLN Persero DIY and Central Java Distribution Area. The results were then analyzed using the SEM technique. As hypothesized, self-esteem and self-efficacy proved to, directly and indirectly, affect the employees' job satisfaction and work performance. This study provides scientific facts that employee performance models can be built on a cause-and-effect relationship with the variables of self-efficacy, self-esteem, and job satisfaction. The findings of this study also have a managerial impact on the management of employees within the State-Owned Enterprises. Originality – The COVID-19 outbreak has changed for generation X. However, how the internal factors affect the work performance in Generation X has not been well understood. Thus, the research aimed to explore those interactions.

How Islamic work-life balance mediates work-family conflict and enhances employee performance in religious-based workplaces Wati, Intan Ratna; Fatimah, Anna; Almadana, Aulia Vidya; Winata, Lanita
JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen Vol. 22 No. 1 (2025): JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen
Publisher : University of Islam Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31106/jema.v22i1.23753

Work-family conflict often makes employees feel stressed and tired, which can reduce their performance at work. However, there is still a lack of studies on how Islamic work-life balance can help employees handle this problem, especially in hospitals where religious values are very important. In fact, most existing research focuses on general work-life balance, with very few studies exploring it from an Islamic perspective. This study aims to examine whether Islamic work-life balance (IWB) can mediate the negative effect of work-family conflict (WFC) on employee performance (EP). Data were collected from Islamic hospital staff and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that WFC has a strong negative effect on EP, while IWB has a positive effect on EP and can also weaken the negative effect of WFC on EP. This means that when employees have better Islamic work-life balance, they can manage work and family demands more calmly and still perform well. The more employees feel supported by Islamic work-life balance, the more they can focus on their work and achieve higher performance, even when facing strong work-family conflicts. These findings show that IWB is not only important for personal well-being but also helps improve overall organizational outcomes in religious-based workplaces.

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