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Sugiono, Edi

Universitas Nasional

Author-ID : 871575

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Pengaruh kompensasi, motivasi dan lingkungan kerja, terhadap kinerja karyawan melalui kepuasan kerja karyawan sebagai variabel intervening di PLTGU Proyek Muara Tawar Marcelia, Elizabeth; Efendi, Suryono; Sugiono, Edi
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 2 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

The business world is now required to create high employee performance for company development. Companies must be able to build and improve performance in their environment. The success of the company is influenced by several factors, one of the important factors is human resources, because human resources are actors from all levels of planning to evaluation who are able to utilize other resources owned by the organization or company. The purpose of this study was to determine the effect of knowledge of compensation, motivation and work environment on employee performance and job satisfaction at the Muara Tawar PLTGU Project. This study uses quantitative analysis methods. Data were collected as many as 174 respondents using probability sampling method and processed with IBM AMOS v24 and SPSS software. The results of this study indicate that the effect of compensation, motivation and work environment has a significant effect on job satisfaction and employee performance

Pengaruh motivasi ekstrinsik, disiplin kerja, dan lingkungan kerja terhadap kinerja pegawai melalui kepuasan kerja pada pegawai direktorat jenderal pajak kanwil DJP Jakarta khusus KPP Badan dan Orang Asing Efendi, Suryono; Sugiono, Edi; Masdaryanto, Masdaryanto
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 2 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

The purpose of this study is to analyze and prove the effect of extrinsic motivation, work discipline, work environment, job satisfaction on employee performance, and the effect of extrinsic motivation, work discipline, work environment on job satisfaction, as well as the indirect effect of extrinsic motivation, work discipline, environment. Job satisfaction on employee performance is mediated by job satisfaction. In this study, it is proven that extrinsic motivation, work discipline, work environment, job satisfaction have a positive and significant effect on employee performance, while extrinsic motivation, work discipline, and work environment have a positive and significant effect on job satisfaction. For extrinsic motivation, and work discipline indirectly have a positive and significant effect on employee performance mediated by job satisfaction. While the indirect effect of the work environment on employee performance is mediated by job satisfaction, the results are not significant. The highest job satisfaction mediates work discipline on employee performance, which means that if job satisfaction is increased, work discipline will increase and have an impact on increasing employee performance.

Pengaruh budaya organisasi, motivasi, dan kompensasi, terhadap kinerja karyawan melalui kepuasan kerja sebagai variabel intervening Syahputra, Yoggie Ragis; Sugiono, Edi
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 3 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32670/fairvalue.v5i3.2530

In this modern era, the number of employees (manpower) is abundant, requiring an organization/company to think about how to utilize and optimize employee performance. This study aims to analyze the influence of organizational culture, motivation, and compensation on employee performance through job satisfaction as an intervening variable . This research is a type of quantitative research with the analytical method used is descriptive and inferential analysis with Structural Equational Model (SEM).The data used are primary and secondary data with data collection techniques using a questionnaire technique or questionnaire technique.The results of the study are organizational culture, motivation and compensation have a positive and significant effect on job satisfaction and employee performance, job satisfaction has an effect negative and insignificant effect on employee performance Organizational culture on employee performance has a positive and significant effect on job satisfaction Motivation on employee performance has a positive and significant effect on job satisfaction Compensation for performance Employee work has a positive and significant effect on employee performance through job satisfaction.

Pengaruh kompensasi, pelatihan kerja dan jenjang karir terhadap prestasi kerja melalui kepuasan kerja di RSUD Koja Jakarta Utara Sugiono, Edi; Aini, Aini
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 3 (2022): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32670/fairvalue.v5i3.2625

The purpose of this thesis is to analyze the effect of compensation, job training, and career path on job performance through job satisfaction at Koja General Hospital, North Jakarta. This research method includes quantitative descriptive research. The model was analyzed using the Structural Equation Model (SEM) using statistical software AMOS 22, SPSS AND EXCEL 2016. Data collection was carried out at Koja Hospital, North Jakarta, using a questionnaire, the data obtained were 170 respondents. The results obtained from this study are compensation, training, career paths have a direct effect on job satisfaction and job performance and compensation, training, and career paths affect job performance and their impact on job satisfaction.

Pengaruh kompetensi, lingkungan non fisik dan budaya organisasi terhadap kinerja apparat melalui motivasi kerja apparat territorial pada X di Maluku Utara Sugiono, Edi; Iskandarmanto, Moch
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 6 (2023): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32670/fairvalue.v5i6.2947

Competent human resources with good performance can support organizational success. In this case, this research uses two methods of data analysis, namely descriptive analysis and inferential analysis. In this study, researchers used data collection techniques using questionnaires. The results of this study indicate that competency directly has a positive and significant effect on the work motivation of the Territorial Apparatus. The non-physical work environment directly has a positive and significant effect on the work motivation of the territorial apparatus. Organizational culture directly has a positive and significant effect on the work motivation of the Territorial Apparatus. Competence directly has a positive and significant effect on the performance of the territorial apparatus. The non-physical work environment directly has a positive and significant effect on the performance of the territorial apparatus. Organizational culture directly has a positive and significant effect on the performance of the territorial apparatus. Competence indirectly has a positive and significant effect on the performance of apparatus through work motivation. The non-physical work environment indirectly has a positive and significant effect on the performance of the apparatus through work motivation. Organizational culture indirectly has a positive and significant effect on employee performance through work motivation. Work motivation has a direct and significant positive effect on apparatus performance.

The Influence of Competence, Discipline, and Transformational Leadership on Performance with Job Satisfaction as an Intervening Karmilah, Siti; Sugiono, Edi
JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Vol. 9 No. 2 (2024): JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan)
Publisher : Graduate Program Magister Manajemen Pendidikan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31851/jmksp.v9i2.16546

In the era of globalization, employee performance is one of the important factors that determine the success of an organization, including the National Food Agency. Optimal employee performance is needed to face challenges and meet increasingly complex demands in the food sector. The purpose of this study was to analyze the Influence of Competence, Work Discipline, and Transformational Leadership Style on Employee Performance at the National Food Agency with Job Satisfaction as an Intervening Variable. The research method used is quantitative descriptive with SmartPLS statistical analysis of 150 respondents. The results of the study indicate that 1) Competence, Work Discipline and Transformational Leadership Style directly affect job satisfaction; 2) Work Discipline and Job Satisfaction directly affect ASN Employee Performance; 3) Competence does not directly affect ASN employee performance; 4) Transformational Leadership Style directly affects ASN Employee Performance; 5) Competence, Work Discipline and Transformational Leadership Style directly affect ASN employee performance through job satisfaction.

The Influence of Organizational Culture, Work Environment and Job Stress on Job Satisfaction Through Organizational Commitment as an Intervening Variable on Employees Wahyudi, Eko; Sugiono, Edi
JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan) Vol. 9 No. 2 (2024): JMKSP (Jurnal Manajemen, Kepemimpinan, dan Supervisi Pendidikan)
Publisher : Graduate Program Magister Manajemen Pendidikan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31851/jmksp.v9i2.16680

This study aims to analyze the influence of Organizational Culture, Work Environment, and Job Stress on Job Satisfaction through Organizational Commitment as an intervening variable. The data analysis method in this study uses quantitative analysis, specifically descriptive statistical analysis and inferential statistical analysis. The inferential analysis in this study employs PLS-SEM (Partial Least Square – Structural Equation Modeling) with the software SmartPLS 3. The results of the study indicate that Organizational Culture and Work Environment have a positive and significant influence on Job Satisfaction and Organizational Commitment. Meanwhile, Job Stress significantly has a negative impact on Job Satisfaction and Organizational Commitment. Organizational Commitment significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, Organizational Culture significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, the Work Environment positively and significantly affects Job Satisfaction. Through Organizational Commitment, Job Stress is not significant and has a negative influence on Job Satisfaction.

MAPPING THE TERRAIN OF TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL COMMITMENT, AND EMPLOYEE ENGAGEMENT: A CONCEPTUAL FRAMEWORK Sariono, Endro; Sugiono, Edi; Hasanudin, Hasanudin
International Journal of Social Service and Research Vol. 4 No. 8 (2024): International Journal of Social Service and Research
Publisher : Ridwan Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/ijssr.v4i8.873

Organizational commitment and transformational leadership play an important role in organizational success. This study explores the interrelationships between organizational commitment and employee engagement, highlighting their interconnected nature and implications for organizational effectiveness. A conceptual framework approach is used to map the interdependencies between transformational leaders, organizational commitment, and employees. Key findings and models from the selected studies are extracted to identify common themes and gaps. The conceptual framework aims to provide a foundational reference for future empirical studies and will assist practitioners in devising leadership strategies that effectively harness the potential of their workforce. The framework provides a comprehensive understanding of how leadership behaviors influence employees' emotional attachment to the organization and their subsequent engagement in their work roles.

Skill Upgrading, Self Leadership as Building Employee Performances Nova Anggraini; Edi Sugiono; Andini Nurwulandari
International Journal of Economics and Management Sciences Vol. 1 No. 3 (2024): August : International Journal of Economics and Management Sciences
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijems.v1i3.189

Employees who have high skill-upgrading and self-leadership will have self-confidence in their abilities. Skill-upgrading and self-leadership make employees able to organize themselves, focus on the goals they want to achieve, and have the nature of never giving up in solving problems so that it will have an impact on the resulting employee performance. The aim of writing this article is to review and synthesize existing literature related to employee performance so that it can contribute to the understanding of skill-upgrading and self-leadership which have an impact on employee performance. The data analysis technique uses qualitative analysis methods using inductive thinking patterns. Employee performance is developed properly and correctly if supported by strong skill-upgrading and self-leadership. Skill-upgrading is a way for employees to improve their quality with qualified skills, while self-leadership motivates employees to be able to lead themselves and use their creativity in carrying out a task. Skill upgrading can be done through training specifically to improve technical skills, specific expertise and knowledge that employees need in their work. Self-leadership abilities can be developed by yourself by managing time, setting goals, improving your abilities, being consistent in your activities, and doing self-reflection.

The Effect of Transformational Leadership Style on Employee Performance Through Employee Engagement as An Intervening Variable in The Indonesian Quarantine Agency Sugiono, Edi; Widodo, Suwarno Tri
International Journal of Management Science and Information Technology Vol. 5 No. 1 (2025): January - June 2025
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i1.3764

Human resources are a crucial asset for any organization, with employee performance playing a key role in achieving organizational objectives. Leadership, particularly transformational leadership, is one of the significant factors influencing employee performance as it enhances work motivation. Additionally, organizational commitment and employee engagement are essential elements that contribute to improving employee performance. Employee engagement serves as an intervening variable that mediates the relationship between transformational leadership and employee performance. The study employs a quantitative method with an associative approach to determine the relationship between these variables. Data collection was conducted using questionnaires, and the analysis was performed with SmartPLS software. The variables in this study include transformational leadership as the independent variable, employee engagement as the intervening variable, and employee performance as the dependent variable. The validity test results indicate that all items meet the required validity standards, while the reliability test results show that all variables have Cronbach's Alpha values above 0.6, indicating reliable measurements. Furthermore, transformational leadership also significantly enhances employee engagement, which, in turn, positively affects employee performance. Employee engagement is confirmed to be a mediating variable that strengthens the link between transformational leadership and employee performance. These findings align with the theory that transformational leaders can boost employee engagement by fostering an inspiring work environment, building trust, and promoting innovation.

Co-Authors Abdul Hakim Acang Nurachman Achmadi Achmadi Afrianus, Erya Aghnia Wulandari Agustina, Lutvi Sri Aini, Aini Akhmad Alfaraby Al-Afgani, Jamaluddin Alamsah Alfaraby, Akhmad Alwan, Bahtiar Andi Wijanarko Andini Nurwulandari ANDINI NURWULANDARI Andini Nurwulandari Andini Wulandari Anggit Purwanto Ardhiansyah, Rizki Perdana Arpan Dadi Aspita, Merlina Bahtiar Alwan Beniawan, Apris Christiani Junita Darmadi Darmadi Dermanti, Estorina Lambok Dina Oktofarita Hidayat Dining, Yuniarta Dita Nurul Aini Mustika Dewi Efendi, Sugito Efendi, Suryono Effendi, Suryono Eko Budianto EKO WAHYUDI Estorina Lambok Dermanti Farial Balqis Flavianus Ridwan Jojong Jojong Gloria Ida Lumban Tobing Gustiawan, Deni Hamid, Aditia Putra Haris Dharma Persada Hasanudin Hasanudin Hasanudin Hasanudin Hasanudin Hendryadi Hendryadi Hibatullah, Muhammad Rafif Hidayat, Dina Oktofarita Iskandarmanto, Moch Jamaluddin Al-Afgani Jojong, Flavianus Ridwan Jojong Joko Suhariyanto Joko Susilo Joko Susilo Karmilah, Siti Kustian, Hendri Kusumaningrum, Anisa Putri Lijan Poltak Sinambela Mandacan, Obelani Marcelia, Elizabeth Masdaryanto, Masdaryanto Meilad Fitriana Muchlison, Sonny Muhamad Febriyadi Muhammad Alwi Nandang Supriantna Nova Anggraini Nurhasan, Acang Pallawagau, Andi Paremono Priatsaleh, Disti Pradini, Gagih Pratista, Rangga Mangara Putri Kusumaningrum, Anisa R.A. Loretta Kartikasari Rachmawati, Widia Rahayu Lestari Resti Hardini Rimi Gusliana Mais Rio Mattajang Samsuhardo, Romi Santi Retno Sari Santi Retno Sari, Santi Sariono, Endro SATRIYAS ILYAS Sigit, Suprianto Siti Nurhasanah Sugito Efendi Sugito Efendi Sugito Efendi Sumardi, Rebin Suryono Effendi Sutikman, Sutikman Syahputra, Yoggie Ragis Taryono Tia Siti Aisyah Widodo, Suwarno Tri Wijanarko, Andi Yani Afrina Yonghwa Han

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