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Sugiono, Edi

Universitas Nasional

Author-ID : 871575

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Kopi Boy Employee Service Strategy Kusumaningrum, Anisa Putri; Sugiono, Edi; Pradini, Gagih; Hibatullah, Muhammad Rafif
International Journal of Education, Information Technology, and Others Vol 8 No 1 (2025): International Journal of Education, information technology and others
Publisher : Peneliti.net

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This research explores the impact of Kopi Boy's service approach, which emphasizes speed, informality, and friendliness, on customer satisfaction. The study highlights the importance of personal interaction between baristas and customers, which fosters a closer relationship and enhances the overall customer experience. Key elements of Kopi Boy's service include fast service, customer engagement in the coffee-making process, and a relaxed atmosphere that promotes comfort and satisfaction. Additionally, Kopi Boy maintains consistency in product quality and incorporates creativity through unique menu offerings and latte art. The study also examines Kopi Boy's strategies for improving customer service, such as employee training, service personalization, menu innovation, and technology implementation. These strategies are designed to enhance the customer experience, build loyalty, and strengthen the brand's competitive edge. The research concludes that by focusing on personal connections, service efficiency, innovation, and community involvement, Kopi Boy can continue to deliver superior service and foster strong relationships with customers, ultimately expanding its customer base and creating a vibrant community around the brand.

THE VARIOUS FACTORS THROUGH EMPLOYEE JOB SATISFACTION AND EMPLOYEE PERFORMANCE AT THE INDONESIA’S NATIONAL ZAKAT AGENCY (BAZNAS), BOGOR CITY Samsuhardo, Romi; Sugiono, Edi
Jurnal Apresiasi Ekonomi Vol 13, No 1 (2025)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v13i1.844

The Indonesia's National Zakat Agency (BAZNAS) is the only agency to collect or distribute zakat, alms and donations at the national level that is recognized by the State. Due to the heavy task of BAZNAS to achieve a goal in the Zakat Infaq and Shodaqoh Collection institution. Employee performance plays a very important role because employee performance also affects the success or failure of a Zakat collection process in Indonesia. This study aims to analyze the respective influences of various factors, as Compensation, Organizational Culture, and Organizational Motivation on Employees Job Satisfaction of the Indonesia's National Zakat Agency (BAZNAS), Bogor City. Then, analyze the respective influences of Compensation, Organizational Culture, Organizational Motivation, and Employees Job Satisfaction on Employees Performance of the Indonesia's National Zakat Agency (BAZNAS), Bogor City and also analyze the influence each of Compensation, Organizational Culture, and Organizational Motivation on Employee Performance through Employee Job Satisfaction of the Indonesia's National Zakat Agency (BAZNAS), Bogor City. This research is a kind of causality, also prominent as an explanatory study conducted to identify the extent and nature of causal relationships with quantitative analysis approach. The sample consists of 100 respondents selected using a questionnaire. Data analysis was conducted using Smart PLS 3.0. The results indicate that Compensation and Motivation have an insignificant effect on Job Satisfaction. However, Organizational Culture has a significant effect on Job Satisfaction. Additionally, stakeholder satisfaction significantly affects loyalty. Organizational Culture, Motivation, and Job Satisfaction have a significant impact on Performance, whereas Compensation does not have a significant impact. Compensation, Organizational Culture, and Motivation do not have a significant impact on Performance through Job Satisfaction. These conclusions can serve as a basis for improving the quality of human resource development at BAZNAS Bogor City. Keywords: Compensation, Organizational Culture, Employee Job Satisfaction, Employee Performance

Analisis Pengaruh Kompensasi, Pelatihan Kerja Dan Lingkungan Kerja Terhadap Kinerja Pegawai Dengan Motivasi Pegawai Sebagai Variabel Intervening Pada Kementerian Investasi/Bkpm Tahun 2023 Alamsah; Edi Sugiono
JURNAL ILMIAH EDUNOMIKA Vol. 9 No. 1 (2025): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

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Abstract This research is a quantitative study with a descriptive approach, namely an approach that makes a number of previous studies the main topic to build and prove the hypothesis in this article. The data used in this article is primary data that researchers obtained from various credible sources, namely 150 Indonesian students and 150 Malaysian students who use credit cards and m-banking. The existing data was collected and then analyzed using the smart PLS 4.0 analysis tool. The result in this article show that the hypothesis used in this article can be accepted and proven. The hypothesis in question is all hypotheses where the first hypothesis is that the Islamic Financial Literacy Of Indonesian Students variable can have a positive relationship direction and a significant influence on Customer Decisions. This is because the P-Values value is positive and is below the significance level of 0.05, namely 0.001. This is because good Islamic Financial Literacy can make researchers access how to register and use Islamic Bank m-banking, think about doing something easier, and enjoy things that work effectively. In line with the reasons in the first hypothesis, the second hypothesis shows similar and more significant results than the first hypothesis, namely the P-Values value is at 0.000. Through these two results, it can be concluded that Islamic Financial Literacy in Indonesia is better than Islamic Financial Literacy in Malaysia. Keywords: Islamic Financial Literacy, Indonesian, Malaysian, Student

Utilization Of Blockchain Technology In Human Resource Management Joko Suhariyanto; Edi Sugiono; Andini Nurwulandari
Jurnal Ekonomi Vol. 13 No. 03 (2024): Jurnal Ekonomi, Edition July -September 2024
Publisher : SEAN Institute

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Blockchain, as a decentralized and secure technology, has the potential to address some of the key challenges faced by organizations in managing HR, such as transparency, data security, and process automation. This research aims to explore and analyze the potential use of blockchain technology in the context of human resource management (HR). This research uses a qualitative approach with descriptive methods The research results show that the use of Blockchain technology in human resource management (HR) has a significant positive impact. This technology successfully synchronizes and decentralizes financial records and employee personal data, increasing security, transparency and efficiency in various aspects of HR. Blockchain implementation reduces the risk of fraud, non-transparency and cyber threats in the recruitment process, credential verification, attendance management and financial management. The high security provided by Blockchain, supported by cryptography, makes transactions and payments safer, while the use of this technology provides a solid foundation for efficient and trusted HR management in the digital era. The results of this research highlight Blockchain's strategic role in shaping an innovative and sustainable future for the HR function.

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.

Study Of Financial Ratios and Market Performance in Idx High Dividend 20 Companies: Dividend Payout Ratio as An Intervening Variable Sugiono, Edi; Paremono Priatsaleh, Disti
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.v5i1.3765

This study aims to examine the impact of profitability, liquidity, and leverage on firm value, using the dividend payout ratio as an intervening variable in companies listed in the IDX High Dividend 20 index for the 2021-2023 period. Evaluating a company's performance is crucial for investors when assessing stock growth and overall company value. Profitability, liquidity, and leverage serve as the primary indicators in this research to determine firm value. The study employs a quantitative approach with secondary data obtained from the financial statements of companies listed on the Indonesia Stock Exchange (IDX). The research sample consists of companies included in the IDX High Dividend 20 index for the 2021-2023 period, with complete data on profitability ratio (ROA), liquidity (CR), leverage (DER), dividend payout ratio (DPR), and firm value (PBV). The findings indicate that high profitability enhances firm value by signaling positive prospects to investors, although its effect in this study is not significant. Liquidity has a positive and significant impact on firm value, reflecting that companies with higher liquidity are more trusted by investors due to their ability to meet short-term obligations. Leverage also influences firm value, particularly when companies use debt for profitable expansion. However, excessive debt usage increases the risk of financial distress. Moreover, dividend policy does not affect firm value, suggesting that investors prioritize capital gains over dividends. Profitability does not influence dividend policy, while liquidity shows a negative but insignificant relationship with it. Conversely, leverage affects dividend policy, indicating that higher debt levels have a significant impact on dividend distribution decisions.

The Impact of Work-Life Balance on Turnover Intention with Burnout as An Intervening Variable in The Indonesian Quarantine Agency Sugiono, Edi; Beniawan, Apris
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.v5i1.3768

Human resources are a crucial element in a company's success in achieving its goals and objectives. Employees, as the company’s assets, play an important role in realizing the company's vision, mission, and strategies. Therefore, employee welfare needs to be addressed to ensure optimal performance quality and reduce high turnover rates. Turnover, or employee attrition, is a serious challenge for companies, especially when the employees leaving are those with expertise, experience, and strategic positions. High turnover intention can lead to significant recruitment costs and hinder the effectiveness of the company. The main factors influencing turnover intention are work-life balance and burnout. Poor work-life balance can lead to stress, fatigue, and an imbalance between personal life and work, which contributes to burnout. Burnout itself is a form of work-related stress that causes employees to experience intense physical, emotional, and mental exhaustion, thus increasing the likelihood of them leaving the company. This study integrates work-life balance, burnout, and turnover intention into a more comprehensive analysis framework, which has not been widely explored in previous research. This research focuses on middle-level employees in Indonesia who are vulnerable to turnover due to high job demands, work stress, and lack of legal certainty regarding job identity. The research method used is quantitative with a descriptive and associative approach to analyze the relationships between these variables. The results of the study show that work-life balance does not have a significant impact on turnover intention, but plays a role in reducing burnout. Meanwhile, burnout has a direct impact on turnover intention, indicating that high levels of work fatigue contribute to employees’ decisions to leave the company.

The Effect of Employee Empowerment and Policy Implementation on The Quality of Public Services with Job Satisfaction as An Intervening Variable at The Indonesian Quarantine Agency Sugiono, Edi; Alfaraby, Akhmad
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.v5i1.3770

The success of an organization in achieving its objectives and addressing both external and internal challenges largely depends on the quality of its human resources (HR). Employee development through empowerment is key to improving organizational performance. HR empowerment involves granting authority, developing competencies, and assigning responsibilities, while also creating an organizational culture that fosters employee self-confidence. However, the implementation of empowerment policies often faces challenges, particularly in the context of complex bureaucratic structures. This study aims to analyze the relationship between HR empowerment, policy implementation, and the quality of public service at the Indonesian Quarantine Agency (Barantin). The research method used is a survey with an explanatory approach, and data analysis is conducted using SmartPLS software. The results show that employee empowerment does not significantly affect the quality of public service, likely due to suboptimal implementation and a rigid bureaucratic structure. In contrast, policy implementation has a positive impact on the quality of public service, as clear and effective policies can enhance service efficiency and accountability. Furthermore, employee empowerment has a positive effect on job satisfaction, which in turn contributes to improving the quality of public service. The study also finds that job satisfaction acts as a mediator between employee empowerment and the quality of public service, as well as between policy implementation and the quality of public service. Therefore, strategies to improve public service quality at Barantin need to integrate efforts to empower employees and implement effective policies, focusing on enhancing employee job satisfaction. Thus, this study contributes to the development of a more adaptive and responsive policy implementation model to meet community needs, thereby improving the overall quality of public service.

The Influence of Organizational Culture on Organizational Citizenship Behavior (OCB) With Job Satisfaction as An Intervening Variable at The Indonesian Quarantine Agency Sugiono, Edi; Nurhasan, Acang
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.v5i1.3771

This study aims to analyze the influence of Organizational Culture on Organizational Citizenship Behavior (OCB) with Job Satisfaction as an intervening variable at the Indonesian Quarantine Agency. Human Resource Management plays a crucial role in organizational effectiveness, one of which is through the application of OCB that can improve overall organizational productivity. OCB is a voluntary behavior exhibited by employees to assist in organizational productivity without any formal obligation. This research uses an explanatory research method with a quantitative approach. Data were collected through questionnaires distributed to 108 employees of the Indonesian Quarantine Agency and analyzed using SmartPLS 3 software. The findings show that Organizational Culture has a positive and significant effect on OCB. A strong organizational culture encourages employees to collaborate, create a stable work environment, and develop skills and experiences that contribute to OCB behavior. Furthermore, Organizational Culture also significantly affects Job Satisfaction. An innovative, stable, and collaborative work environment motivates employees to feel more satisfied with their work, which in turn enhances their work motivation. Another finding in this study is that Job Satisfaction acts as an intervening variable that strengthens the relationship between Organizational Culture and OCB. With these findings, it is expected that the Indonesian Quarantine Agency will pay more attention to the implementation of Organizational Culture that supports employee job satisfaction. The organization can strengthen its work culture by increasing employee involvement in decision-making processes, providing career development opportunities, and creating a work environment that supports collaboration and innovation. Thus, it is hoped that a positive organizational culture will continue to be maintained to enhance team effectiveness and overall organizational productivity.

Analysis of the Influence of Corporate Image and Quality Perception on Customer Trust in Telecommunication Infrastructure Projects (Case Study at PT QDC Technologies) Kustian, Hendri; Sugiono, Edi
Mandalika Journal of Business and Management Studies Vol 3 No 2 (2025): Mandalika Journal of Business and Management Studies (In-Press)
Publisher : Mandalika Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59613/mjbms.v3i2.210

In business-to-business companies like PT. Qdc Technologies, customer satisfaction and trust are essential. This study aims to analyze perceptions of technical quality, functional quality, corporate image, customer satisfaction, and trust in facing competition in telecommunications infrastructure projects. The respondents are employees of companies that are clients of PT. Qdc Technologies. A total of 60 respondents directly involved in the collaboration were selected as the sample. Data was collected using questionnaires and analyzed descriptively, as well as through hypothesis testing based on Gronroos' theory, which evaluates the influence of perceptions of technical quality, functional quality, and corporate image on customer trust. The results show a positive assessment by respondents of the variables studied. However, hypothesis analysis indicates that corporate image significantly influences customer satisfaction. Similarly, perceptions of technical quality in telecommunications infrastructure projects are the dominant factor in customer trust. This study provides descriptive insights to improve PT. Qdc Technologies' weaknesses in project execution and evaluate the relevance of the applied theory to the type of business being conducted.

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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