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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.

PENGARUH PROGRAM PELATIHAN TERHADAP KOMITMEN AFEKTIF DENGAN KETERIKATAN KARYAWAN SEBAGAI VARIABEL INTERVENING (Studi Pada Karyawan PT Garment XYZ Indonesia Factory 3) Insyira Risma Medya; Intan Ratnawati
Diponegoro Journal of Management Volume 12, Nomor 2, Tahun 2023
Publisher : Faculty of Economics and Business Diponegoro University

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Employees with high affective commitment perceive themselves as aligned with company values and are willing to actively participate and contribute to company goals. Human resources in need of consistent quality in winning the competition to face the global market competition. This research aims to analyze the effect of training programs on affective commitment with employee engagement as an intervening variable at PT Garment XYZ Indonesia 3rd Factory. This study uses primary data through quantitative methods, namely data collection by distributing questionnaires involving 84 permanent employees of PT Garment XYZ Indonesia 3rd Factory as respondents and secondary data through books, journals and other sources obtained from the companies concerned. This research was a questionnaire using a saturation sampling method. The results of this study indicate that training programs have a positive effect on affective warning, training programs have a positive effect on employee engagement, employee engagement has a positive effect on affective warning, and employee engagement has a positive effect on mediating training programs and affective.

The moderating role of readiness for change on the effect of transformational leadership and compensation satisfaction on employee performance: Evidence from post-acquisition companies Intan Ratnawati; Rr. Retno Sugiharti
Diponegoro International Journal of Business Vol 6, No 1 (2023)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/dijb.6.1.2023.9-23

This paper aims to analyze how transformational leadership and compensation satisfaction determine employee performance in post-acquisition companies by proposing readiness for change as a mediating variable. Our samples are 400 employees from four post-acquisition companies which underwent acquisition in 2014. The findings of this study show that the direct effect between transformational leadership and employee performance has a higher value than the indirect effect through the variable readiness for change. Likewise, the direct effect between compensation satisfaction and employee performance has a higher value than the indirect effect through readiness to change. The statement before shows that the existence of readiness to change is essential. Still, the dynamic changes require employees to adapt quickly to new circumstances, ready or not.

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.

PENGARUH DUKUNGAN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING (Studi pada Koperasi Mitra Dhuafa Regional K Jawa Timur) Apriliani, Shita Devi; Wati, Intan Ratna
Diponegoro Journal of Management Volume 12, Nomor 4, Tahun 2023
Publisher : Faculty of Economics and Business Diponegoro University

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ABSTRACT This study aims to analyze how much influence organizational support has on organizational citizenship behavior (OCB) with organizational commitment as an intervening variable in employees of Mitra Dhuafa Regional Cooperative K East Java. This study uses primary data through sending a research questionnaire link to permanent employees of Mitra Dhuafa Regional K Cooperative in East Java as a research sample, and secondary data through journals, books, and relevant data obtained from the company concerned. The data analysis technique uses Partial Least Square (PLS) with the help of the SmartPLS 3.0 application to test the hypothesis and the influence of the relationship between variables. This study involved 100 respondents who were taken with accidental sampling technique. The results of this study indicate that organizational support has a significant positive effect on organizational citizenship behavior (OCB), organizational support has a significant positive effect on organizational commitment, and organizational commitment also has a significant positive effect on organizational citizenship behavior (OCB). This study also shows the effect of organizational commitment as an intervening variable between organizational support and organizational citizenship behavior (OCB).

PENGARUH KEPUASAN KOMPENSASI TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN AFEKTIF SEBAGAI VARIABEL INTERVENING (Studi Pada Karyawan PTSuara Merdeka Semarang) Fajar, Akhmad; Ratnawat, Intan
Diponegoro Journal of Management Volume 13, Nomor 1, Tahun 2024
Publisher : Faculty of Economics and Business Diponegoro University

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ABSTRACT Compensation satisfaction plays an important role in employees' motivation and affective commitment to the company they work for. The emergence of commitment to employees reflects the employee's attitude towards their work, where a high level of satisfaction indicates a positive attitude towards work. Employees who have a high level of affective commitment tend to feel emotionally attached to the organization and are more likely to remain employed in the long term and also perform well. This research aims to analyze the influence of compensation satisfaction on employee performance through affective commitment at PT Suara Merdeka. This research uses a questionnaire using a non-probability sampling method using sensus sampling. The research results show that compensation satisfaction has a positive effect on employee performance and that affective commitment plays a mediating role in this relationship. The implication of this research is the importance of companies paying attention to fair compensation policies and fostering employee affective commitment to improve employee performance and retention.

Empowering Women through Entrepreneurship Education: A Pathway to Economic Prosperity in Indonesia Djati, Astrid Laksmita; Putri, Meylisa Eka; Andriyani; Ratnawati, Intan
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.423

Gender equality is an important focus to discuss as the basis of the global movement for women's empowerment. To achieve economic prosperity in Indonesia, one of the women empowerment programs that can be implemented is the provision of entrepreneurship education. With an emphasis on innovation and skill development, this study highlights how entrepreneurship education not only creates better job opportunities, but also significantly improves women's competitiveness in the workforce. It is therefore necessary to explore the relationship between entrepreneurship education and women's empowerment in the context of sustainable economic prosperity in Indonesia. This study uses the Systematic Literature Review (SLR) method through the Watase Uake website. Data was obtained through analysis of relevant articles from reputable journals. The analysis shows that entrepreneurship education helps women develop the skills needed to manage businesses, understand finances and respond to market changes, contributing to financial independence and family well-being. The findings of this study are that entrepreneurship education has a significant role in increasing women's participation in sustainable economic sectors and positively impacting national economic growth through greater empowerment of women in sustainable and environmentally friendly economic activities. Through women's economic empowerment, it is hoped that community welfare can be achieved more equitably, fairly and sustainably in the long term.

Human Resource Competency Development in Facing the Challenges and Opportunities of the Industry 4.0 Era Aji, Bagas Ananta; Ikhlas, Disa Insanul; Wati, Intan Ratna
Research Horizon Vol. 4 No. 6 (2024): Research Horizon - December 2024 (Thematic Issue)
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.4.6.2024.425

In an era of technological advancements such as automation, artificial intelligence (AI), and the Fourth Industrial Revolution, the global labor market faces significant challenges, requiring the workforce to continuously adapt to new skills. Increasing global competition has heightened the demand for relevant hard and soft skills, enabling workers to contribute effectively within organizations. This study aims to analyze the role of education and training in supporting high-performing employees in the era of globalization and digitalization. Education and training are viewed as key instruments in fostering a competitive workforce, aligned with the ever-evolving demands of industry. The study employs a literature review method, referencing various studies. The findings indicate that structured, adaptive education and training are essential in shaping a superior and competitive workforce, capable of swiftly adapting to technological changes and market demands. This research enriches the literature on the importance of education and training in addressing skill gaps and supporting superior workforce performance in the era of globalization and technology. It also encourages companies to strategically and sustainably adopt technology-based training to enhance workforce skills.

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