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The Influence of Interpersonal Communication, Work Environment, and Self-Efficacy on Employee Performance at Best Western Premier La Grande Hotel Adilah Luthfi Sukmaputri; Deden Sutisna
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8303

This study aims to obtain empirical evidence on "The Influence of Interpersonal Communication, Work Environment, and Self-Efficacy on Employee Performance at the Best Western Premier La Grande Hotel". The results of this study can be used as a contribution of thought for companies in an effort to improve employee performance through improving interpersonal communication, work environment, and self-efficacy. The research method used is descriptive and verification analysis. Data collection used is interviews using questionnaires accompanied by observation techniques, sampling techniques using saturated samples or censuses totaling 200 people. Data analysis techniques use multiple linear regression, multiple correlation, and the coefficient of determination partially or simultaneously. The results of the study show that simultaneously interpersonal communication, work environment, and self-efficacy have an influence of 55.1% on employee performance at the Best Western Premier La Grande Hotel. Partially, interpersonal communication has an influence of 23.5% on performance, and the work environment has an influence of 22.5% on employee performance. The more comfortable the work environment will improve employee performance at the Best Western Premier La Grande Hotel. Partially self self-efficacy has an influence of 8.8% on employee performance.

The Influence of Persistence on Job-Change Intentions among Industrial Millennial Workers Deden Sutisna; Rima Rahmayanti
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8400

It is challenging to envision a situation where the level of grit among industrial company workers remains unidentified and unmeasured especially considering that these individuals belong to the millennial generation, which is widely regarded as difficult to manage. Moreover, it remains unclear whether grit influences job-hopping behavior or vice versa. In this sector, job-hopping appears to be both a reflection and a determinant of worker grit. A strong association exists between employee grit and job-hopping, which in turn is linked to improvements in management outcomes. This study employed a quantitative method, distributing 100 questionnaires among a population of 328,673 workers in the industrial sector located in Purwakarta Regency, West Java, Indonesia. The findings suggest that higher grit levels among workers contribute to increased job-hopping behavior, and there is a significant correlation between grit and positive developments in job-hopping patterns. It is recommended that company management adopt a persuasive policy approach to strategically manage worker grit, ensuring that job-hopping remains under control. One of the biggest challenges for management is to handle the constantly shifting work behavior of millennial employees an inconsistency that is likely to persist due to the unique characteristics of this generation in the workplace.

Peran Kepemimpinan Transformasional dan Motivasi Pada Kinerja yang dipengaruhi Kesiapan Berubah Herni Nurtini; Deden Sutisna
Studi Ilmu Manajemen dan Organisasi Vol 6 No 3 (2025): Oktober
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/simo.v6i3.4070

Purpose: To determine the role of Transformational Leadership, Motivation to organizational performance mediated by Readiness to Change Methodology/approach: This research uses quantitative research methods The number of samples based on the Yount table for a population of 101 -1000 the number of samples is 10% in this study a sample of 60 respondents from 141 employees. In this study, random sampling technique was used. This research uses the Smart PLS program 4.0 program and uses analytical methods in the form of validity tests, reliability tests, R-square tests, and hypothesis testing. Results/findings: readiness to change does not mediate transformational leadership and motivation to performance; transformational leadership has a significant effect on readiness to change, motivation has a significant effect on readiness to change and performance. Conclusions: This study found that transformational leadership only influences readiness to change, while motivation affects both employee performance and readiness to change. Readiness to change has no effect on performance nor serves as a mediating variable. Limitations: this research is only limited to the Department of Communication and Informatics so that the results cannot be generalized. Contribution: This study proves that transformational leadership greatly affects the readiness of employees to face change, the need to increase transformational leadership training to increase the expertise of leaders in directing employees to achieve organizational goals.

Analysis of The Impact of Environment, Discipline, and Work Motivation on The Performance of Employees of Employees in The Education Office of West Java Province Budi Susilo; Deden Sutisna
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 7 No. 6 (2026): Jurnal Ekonomi Manajemen Sistem Informasi (Juli - Agustus 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v7i6.8943

This study aims to analyze the effects of the work environment, work discipline, and work motivation on employee performance at the West Java Provincial Education Office. The study was motivated by the declining organizational performance achievement, which decreased from 82.17% in 2020 to 78.92% in 2024, accompanied by increasing employee tardiness and several work environment and motivation issues identified through a preliminary survey. These conditions indicate the need to examine factors influencing employee performance in the public sector. This research employed a quantitative approach with descriptive and verification methods. Data were collected through questionnaires distributed to 166 employees and analyzed using multiple linear regression. The results show that the work environment, work discipline, and work motivation each have a positive and significant effect on employee performance, both partially and simultaneously. Work motivation emerged as the most dominant variable influencing employee performance (β = 0.292). Furthermore, the coefficient of determination (R²) value of 0.164 indicates that 16.4% of the variation in employee performance can be explained by the three independent variables, while the remaining 83.6% is influenced by other factors outside the model. These findings imply that improving employee motivation, strengthening disciplinary practices, and creating a supportive work environment are essential strategies for enhancing employee performance and achieving organizational objectives more effectively.

Pengaruh Keadilan Organisasi dan Stres Kerja Terhadap Counterproductive Work Behavior Dengan Leader Member Exchange Sebagai Variabel Moderasi (Studi Pada ID Express Area Cirebon-Indramayu) Ratih Sri Rahayu; Deden Sutisna
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 4 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Maret - April 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i4.4562

Penelitian ini bertujuan untuk menguji pengaruh keadilan organisasi dan stres kerja terhadap counterproductive work behavior dengan leader member exchange sebagai variabel moderasi. Sampel penelitian adalah 118 karyawan ID Express area Cirebon-Indramayu. Metode penelitian menggunakan pendekatan kuantitatif melalui penyebaran kuesioner. Teknik analisis data menggunakan SPSS versi 26 untuk menguji hipotesis. Hasil penelitian menunjukkan bahwa keadilan organisasi berpengaruh negatif signifikan terhadap CWB dengan kontribusi 18.8%. Stres kerja berpengaruh positif signifikan terhadap CWB dengan kontribusi 39.1%. Setelah dimoderasi LMX, keadilan organisasi meningkat menjadi 43.8%, sedangkan stres kerja justru menurun menjadi 14,2%. LMX terbukti memiliki efek strengthening moderation pada keadilan organisasi dan buffering moderation pada stres kerja, menunjukkan peran penting kualitas hubungan pemimpin-karyawan dalam menekan perilaku kontraproduktif.

Pengaruh Beban Kerja Dan Stres Kerja terhadap Complain Handling Dengan Kepuasan Kerja Sebagai Variabel Mediasi Pada Frontliner Bank (Studi di Bank X Bandung) Merin Christania Sudiono; Deden Sutisna
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 7 No. 1 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (September-Oktober 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v7i1.6757

Penelitian ini bertujuan untuk menganalisis pengaruh beban kerja dan stres kerja terhadap complain handling dengan kepuasan kerja sebagai variabel mediasi pada frontliner bank (Studi pada frontliner Bank X Bandung). Populasi adalah karyawan Frontliner di Bank X Bandung sebanyak 270 karyawan. Jumlah sampel sebanyak 161 karyawan. Metode penelitian menggunakan pendekatan kuantitatif. Teknik analisis menggunakan uji instrument data, uji asumsi klasik dan analisis jalur (Path Analysis). Hasil penelitian menunjukkan bahwa beban kerja berpengaruh negatif dan signifikan terhadap kepuasan kerja pada frontliner Bank X Bandung. Hasil penelitian menunjukkan bahwa stres kerja berpengaruh negatif dan signifikan terhadap kepuasan kerja pada frontliner Bank X Bandung. Beban kerja berpengaruh negatif terhadap complain pada frontliner. Stres kerja tidak berpengaruh terhadap complain handling pada frontliner. Kepuasan kerja tidak berpengaruh terhadap complain handling pada frontliner. Beban kerja tidak berpengaruh terhadap kinerja pada frontliner Bank X Bandung X melalui kepuasan kerja. Stres kerja tidak berpengaruh terhadap complain handling pada frontliner melalui kepuasan kerja.

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