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All Journal Journal of Information System, Applied, Management, Accounting and Research Jurnal Ilmiah Manajemen Kesatuan Ilomata International Journal of Management Jurnal Ekonomi dan Manajemen (JEKMA)
Giharjo Giharjo
Sekolah Tinggi Ilmu Manajemen Budi Bakti
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Factors That Influence Teacher Job Satisfaction At The Nurrahman Hakim Araha Foundation Indri Guslina; Alvi Nurlaili Rahmah; Giharjo Giharjo
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 1 (2025): JIMKES Edisi Januari 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i1.2928

Abstract

This study intends to analyze the following: 1) The Nurrahman Hakim araha Foundation's Work Environment Effect on Teacher Job Satisfaction; 2) The Nurrahman Hakim araha Foundation's Motivation Effect on Teacher Job Satisfaction; 3) The Nurrahman Hakim araha Foundation's Organizational Culture Effect on Teacher Job Satisfaction; and 4) The Nurrahman Hakim araha Foundation's Work Environment, Motivation, and Organizational Culture Together Effect on Teacher Job Satisfaction. Research of this kind is quantitative in nature. Forty teachers from the Nurrahman Hakim Araha Foundation made up the study's sample. In this study, a questionnaire was employed as the data gathering method. methods for analyzing data that make use of multiple and simple linear regression. There is a known 83.6% influence from the Work Environment Research results on Job Satisfaction. According to research findings, motivation has an 82% influence on job satisfaction. According to research findings, organizational culture has an 85% influence on job satisfaction. Meanwhile, the Nurrahman Hakim Araha Foundation's research on the effects of work environment, motivation, and organizational culture on teacher job satisfaction has found that these factors have an 88.3% influence. This study demonstrates how the Nurrahman Hakim Araha Foundation's teacher job satisfaction is impacted by the work environment, motivation, and organizational culture.
PENGARUH HARGA DAN DESAIN KEMASAN TERHADAP KEPUTUSAN PEMBELIAN KONSUMEN PRODUK SOSIS MABELL SINGLE Reni Lestari; Giharjo Giharjo; Rita Mardiana
Journal of Information System, Applied, Management, Accounting and Research Vol 10 No 2 (2026): JISAMAR (May 2026)
Publisher : Sekolah Tinggi Manajemen Informatika dan Komputer Jayakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52362/jisamar.v10i2.2379

Abstract

Harga dan desain kemasan menjadi fokus studi ini karena potensi dampaknya terhadap keputusan pembelian akhir konsumen. Kontribusi baru dari pembahasan ini terletak pada pengembangan tentang “titik temu” antara keterjangkauan harga dan daya tarik visual kemasan yang paling optimal untuk mendorong keputusan pembelian pada produk daging olahan kelas menengah (Sosis Mabell Single). Metode ini bersifat deskriptif kuantitatif. Kami menggunakan metode pengambilan sampel insidental non-probabilitas untuk mendistribusikan kuesioner kepada 115 partisipan dan mengumpulkan data mereka. Analisis regresi linier digunakan untuk mengukur data. Margin kesalahan 10% ditentukan oleh pengamatan dan analisis. Menurut hasil penelitian, baik harga maupun desain kemasan memiliki dampak yang menguntungkan dan substansial terhadap keputusan konsumen untuk membeli. Dengan nilai R2 sebesar 0,657 mempunyai hubungan kuat, kita dapat melihat bahwa harga (X1) dan desain kemasan (X2) menyumbang 65,7% dari varians dalam pilihan pembelian. Selain itu, berbagai elemen eksternal memengaruhi keseluruhan.
PENGARUH PERAN HRD DAN TALENT ACQUISITION TERHADAP KUALITAS REKRUTMEN DAN SELEKSI PADA LKC DOMPET DHUAFA Sella Susilawati; Giharjo Giharjo; Indri Guslina
Jurnal Ekonomi dan Manajemen Vol. 5 No. 2 (2026): Juni: Jurnal ekonomi dan Manajemen
Publisher : Asosiasi Dosen Muda Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56127/jekma.v5i2.2834

Abstract

This study aims to analyze the influence of Human Resource Development (HRD) Role and Talent Acquisition on Recruitment and Selection Quality at LKC Dompet Dhuafa. In an increasingly competitive environment, organizations are required to acquire qualified human resources through effective recruitment and selection processes. The role of HRD and the implementation of talent acquisition strategies are important factors in supporting the success of these processes. This study employed a quantitative approach using a survey method. The population consisted of all 67 employees of LKC Dompet Dhuafa, and therefore a saturated sampling technique was applied. Data were collected through questionnaires and analyzed using simple and multiple linear regression with IBM SPSS Statistics. The results indicate that the HRD Role has a positive and significant effect on Recruitment and Selection Quality, with a significance value of 0.000 and a coefficient of determination of 62.8%. Talent Acquisition also has a positive and significant effect on Recruitment and Selection Quality, with a significance value of 0.000 and a coefficient of determination of 78.4%. Simultaneously, HRD Role and Talent Acquisition have a positive and significant effect on Recruitment and Selection Quality, with an F-value of 130.057 and a significance level of 0.000. The Adjusted R Square value of 0.796 indicates that both variables explain 79.6% of the variance in Recruitment and Selection Quality. These findings suggest that optimizing the role of HRD and implementing effective talent acquisition strategies can improve the quality of recruitment and selection processes within organizations.
Testing the Mediating Role of Work Engagement between Work Environment and Organizational Citizenship Behavior among Generation Z Employees Indri Guslina; Mohammad Fayruz; Adrian Adha; Giharjo Giharjo
Ilomata International Journal of Management Vol. 7 No. 3 (2026): July 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i3.2460

Abstract

This study examines the relationship between work environment, work engagement, and Organizational Citizenship Behavior (OCB) among Generation Z employees in Bekasi, Indonesia. Previous studies generally report that work engagement mediates the relationship between supportive workplace conditions and positive organizational behavior. However, limited evidence explains whether this mechanism operates similarly among Generation Z employees in urban workplaces characterized by digital communication, workplace flexibility, and rapidly changing work expectations. This context provides a meaningful boundary condition for Social Exchange Theory (SET) and Job Demands–Resources (JD-R) Theory into positive workplace behavior. Using a quantitative cross-sectional survey, data were collected from 202 Generation Z employees working in various organizations in Bekasi, Indonesia. The proposed relationships were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings show that a supportive work environment positively and significantly influences both work engagement and OCB. However, work engagement does not significantly affect OCB and fails to mediate the relationship between work environment and OCB (β = −0.017, p > 0.05). These findings suggest that supportive workplace conditions directly encourage discretionary organizational behavior without requiring strong psychological attachment to work. Practically, organizations should prioritize supportive work environments, effective communication, teamwork, and collaborative organizational climates to strengthen OCB among Generation Z employees. Because this study focuses on Generation Z employees in Bekasi, the findings should be interpreted within this context. The study contributes to SET and JD-R Theory by demonstrating that work engagement may not always function as a mediating mechanism in explaining OCB among younger digital-oriented employees.
Co-Authors Adrian Adha Alvi Nurlaili Rahmah Indri Guslina Mohammad Fayruz Reni Lestari Rita Mardiana Sella Susilawati