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All Journal JAM : Jurnal Aplikasi Manajemen EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis International Journal of Artificial Intelligence Research Journal of Economic, Bussines and Accounting (COSTING) JURNAL MANAJEMEN INDUSTRI DAN LOGISTIK The Management Journal of Binaniaga International Journal of Social Science and Business EQIEN - JURNAL EKONOMI DAN BISNIS Jurnal Administrasi dan Manajemen KREATIF : Jurnal Ilmiah Prodi Manajemen Universitas Pamulang Dinasti International Journal of Education Management and Social Science Management Studies and Entrepreneurship Journal (MSEJ) Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Pengabdian kepada Masyarakat Oikonomia: Jurnal Manajemen Joong-Ki : Jurnal Pengabdian Masyarakat Jurnal Pengabdian Pelitabangsa Jurnal Ilmiah Multidisiplin KENDALI: Economics and Social Humanities Manageable e-Jurnal Apresiasi Ekonomi Jurnal Lentera Pengabdian IIJSE Jurnal Pelita Pengabdian JPM MOCCI : Jurnal Pengabdian Masyarakat Ekonomi, Sosial Sains dan Sosial Humaniora, Koperasi, dan Kewirausahaan Jurnal Pengabdian Masyarakat (Jupemas) Joong-Ki JPMAS : Jurnal Pengabdian Masyarakat Jurnal Penelitian Pendidikan Indonesia Glow: Jurnal Pengabdian Kepada Masyarakat Asian Journal of Management, Entrepreneurship and Social Science Pemberdayaan Masyarakat: Jurnal Aksi Sosial Jurnal Ekonomi, Manajemen, Akuntansi Joong-Ki Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi SEMANIS
Fitri Rezeki
Universitas Pelita Bangsa
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Pemanfatan Google Maps pada Sistem Penjualan dan Pembelian UMKM Buah Sabar Bekasi Anshor, Abdulhalim; Rezeki, Fitri; Sunge, Aswan Supriyadi
Lentera Pengabdian Vol. 2 No. 02 (2024): April 2024
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/lp.v2i02.300

Abstract

This service aims to improve the delivery performance of Buah Sabar MSME products by utilizing Google Maps technology. This activity was motivated by a problem encountered by partners, namely the large number of reseller shops in different areas, making it difficult for employees to detect delivery locations for Buah Sabar MSME products, especially for new workers. Another problem is the partners' low knowledge in the field of information technology, especially Google Maps technology. With assistance and socialization using Google Maps technology, MSME workers can easily find out the location of product delivery from Buah Sabar MSME. This service is carried out by socializing and assisting the use of Google Maps technology by MSME Buah Sabar which is located in Serang Baru District, Bekasi Regency. Delivery of products using Google Maps API technology produces outcomes in the form of improvements in the process of sending MSME Buah Sabar products to reseller shops, Apart from that, this activity can increase the knowledge and quality of workers in the field of information technology, with the implementation of this activity it can encourage and increase sales of Buah Sabar MSME products
From Vision to Action: Unraveling Work Engagement’s Role in Linking Leadership to Performance Rezeki, Fitri; Badrianto, Yuan; Wijayanto, Tri Ngudi; Wulandari, Anna; Ramadhani, Yunita
Oikonomia: Jurnal Manajemen Vol. 20 No. 1 (2024): Oikonomia: Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47313/oikonomia.v20i1.3651

Abstract

Objectives- This study aims to analyze the effect of transformational leadership style on employee performance by involving work engagement as a mediating variable at CV Mustika Jaya Furniture. Methodology- The study used a quantitative approach with a survey method of 74 employees of CV Mustika Jaya Furniture selected by purposive sampling. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the help of SmartPLS V3.0 software to test the mediating role of work engagement and the validity and reliability of the model. Findings- The results of the study indicate that: (1) transformational leadership style has a positive and significant effect on employee performance, (2) transformational leadership style has a positive and significant effect on work engagement, and (3) work engagement acts as a partial mediator in the relationship between transformational leadership and employee performance. Suggestion- Theoretically, this study strengthens the empirical evidence on the mediation mechanism in the leadership-performance relationship in the context of Indonesian furniture SMEs
Work Engagement as a Mediator of Transformational Leadership on Employee Performance Rezeki, Fitri; Badrianto, Yuan; Ngudi Wijayanto, Tri; Ramadhani RDS, Yunita
Manageable Vol 4 No 1 (2025): Manageable
Publisher : PT Kimshafi Alung Cipta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59000/jm.v4i1.267

Abstract

This study explores the relationship between transformational leadership style and employee performance, incorporating the mediating variable of work engagement. The intense competition in the industry requires companies to have solid business strategies and quality human resources (HR) to enhance employee performance. HR, being the core of company operations, requires continuous development through training to achieve the desired performance. Previous research indicates that employee performance can be influenced by various factors, including leadership style, compensation, motivation, and job satisfaction. Specifically, the transformational leadership style is considered to enhance performance by inspiring employees through a clear vision and proactive support. However, previous research has shown mixed results, with some studies finding significant positive effects, while others find no significant impact. Additionally, this study integrates work engagement as a mediating variable, which is a positive state of employees who are fully engaged and enthusiastic about their work. Past research shows that work engagement has a significant influence on performance improvement. In an effort to fill the gaps from previous research, this study aims to delve deeper into how transformational leadership style affects employee performance, considering the role of work engagement. It is crucial to verify whether integrating these factors can effectively enhance performance in a competitive context, as well as provide insights for future HR development strategy improvements.
INFLUENCE JOB TRAINING AND TRANSFORMATIONAL LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE MEDIATED BY WORK ENGAGEMENT UD. Ony Rezeki, Fitri; Putra, Hamzah M Mardi; Supriyanto, Supriyanto; Kurniasih, Dewi; Wiyatno, Tri Ngudi
Jurnal Apresiasi Ekonomi Vol 13, No 3 (2025)
Publisher : Institut Teknologi dan Ilmu Sosial Khatulistiwa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31846/jae.v13i3.995

Abstract

This study aims to examine the influence of Training and Transformational Leadership on Employee Performance through the mediating role of Work Engagement. The research employs an explanatory quantitative approach with a causal design, using a structural model to test the relationships among variables. Data were collected from 68 employee respondents selected through purposive sampling and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The findings show that all constructs—Training, Transformational Leadership, Work Engagement, and Employee Performance—meet the criteria for reliability and validity. The values of Cronbach’s Alpha, rho_A, Composite Reliability, and AVE are above the established thresholds, confirming that the measurement instruments are both consistent and valid. Furthermore, the R Square results indicate that Work Engagement (R² = 0.820) and Employee Performance (R² = 0.722) are strongly explained by the predictor variables, emphasizing the significant role of the independent variables in influencing the outcomes. Model fit indices, including SRMR, d_ULS, d_G, Chi-square, and NFI, demonstrate that the Estimated Model is consistent with the Saturated Model, thereby confirming the adequacy of the proposed structural model. Overall, the study concludes that the developed model is valid, reliable, and demonstrates a good level of fit, providing strong empirical evidence for the relationships among Training, Transformational Leadership, Work Engagement, and Employee Performance.
PENGARUH KEADILAN ORGANISASI, BUDAYA ORGANISASI, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PERUSAHAAN PADA BIDANG ELEKTRONIK DI KAWASAN EJIP Puspita, Rike Dian; Darmawan, Ayuni Rachmawati; Dilla, Shavira Nafa; Aji, Rafli Satria; Rezeki, Fitri
Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Vol. 3 No. 4 (2025): Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi
Publisher : Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Tujuan dari penelitian ini adalah untuk menggambarkan bagaimana lingkungan kerja, budaya perusahaan, dan sistem hukum bisnis elektronik di Area Ejip memengaruhi produktivitas karyawan. Keadilan di tempat kerja Mengacu pada perspektif pekerja tentang perlakuan yang adil dalam alokasi sumber daya dan prosedur pengambilan keputusan. Cita-cita dan konvensi yang berlaku dalam suatu organisasi dicirikan oleh budayanya. Segala sesuatu mulai dari tata letak fisik kantor hingga kesehatan mental karyawan dianggap sebagai bagian dari lingkungan kerja. Seratus pekerja dari berbagai perusahaan elektronik di Area Ejip mengisi kuesioner yang berfungsi sebagai instrumen penelitian. Untuk menentukan dampak setiap variabel independen terhadap variabel dependen, yaitu kinerja karyawan, analisis regresi berganda digunakan untuk memeriksa data yang dikumpulkan. Hubungan positif dan signifikan secara statistik ditemukan antara keadilan organisasi, budaya organisasi, dan lingkungan kerja dengan kinerja karyawan. Manajemen dapat menggunakan temuan penelitian untuk menumbuhkan budaya dan lingkungan kerja yang lebih adil dan mendukung, yang pada gilirannya akan meningkatkan kinerja karyawan.
The Effect of Physical Work Environment and Compensation on Turnover Intention With Job Satisfaction Mediation at PT Pakubumi Inti Mineral Central Sulawesi Nurhayati; Rachman, Taufiq; Rezeki, Fitri
Dinasti International Journal of Economics, Finance & Accounting Vol. 5 No. 3 (2024): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v5i3.2882

Abstract

The human resources (HR) element plays a crucial role for employees to act as planners, implementers, and controllers, continuously playing an active role in achieving the company's goals. Productive human resources will be able to adopt designs that are set as organizational goals or targets. This phenomenon often occurs in companies where employees have the desire to leave the company. The focus of this research is on PT Pakubumi Inti Mineral in Central Sulawesi, examining the Influence of Physical Work Environment and Compensation on Turnover Intention with the Mediation of Job Satisfaction. The research method used is quantitative, distributing questionnaires that were then processed using the SmartPLS 3.0 application. The results of the study show that both the physical work environment and compensation have a positive and significant impact on employee turnover intention, with compensation showing a stronger and more significant influence. Job satisfaction also plays a significant mediating role between compensation and turnover intention, but not in the case of the physical work environment.
The Effect of Burnout and Employee Engagement on Turnover Intention with Work-Life Balance as a Mediating Variable in Millennial Employees of PT. ABC and PT. XYZ in Bekasi Regency Ambarwati, Ayu; Setyaningrum, Retno Purwani; Rezeki, Fitri
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 2 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i2.5165

Abstract

After Covid-19 that occurred in early 2020, the world of work has undergone dramatic changes over the past few decades. The technological revolution, especially the development of the internet and digital communication has made it possible for many employees to work from anywhere. Work that can be accessed anytime and anywhere results in many people having difficulty separating work from their personal lives. This can lead to an imbalance between work and life, where work becomes more dominating of an individual's time and attention. The purpose of this study is to create and develop an empirical conceptual model of how burnout and employee engagement can affect turnover intention with work-life balance being a mediating variable. The research method is a quantitative method with the distribution of questionnaires which are then processed using SmartPLS 3.0. The result of the study was Burnout has a positive and significant effect on turnover intention. Employee involvement has a positive but not significant influence on turnover intentions. Burnout has a negative but not significant effect on work-life balance. Employee engagement has a positive and significant effect on work-life balance. Work-life balance has a negative but not significant effect on turnover intentions. Work-life balance cannot mediate burnout and employee engagement against turnover intentions.
The Influence of Compensation and Career Development on Employee Retention with Job Satisfaction as Mediation at CV Znepa Karya Mandiri Bekasi Nursifa, Dea; Rezeki, Fitri; Wulandari, Anna
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 2 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i2.5260

Abstract

Retaining competent employees is crucial for a company's success, defined as efforts to prevent the departure of talented and potential employees. Employee retention serves as a vital indicator of organizational effectiveness, alongside key factors such as compensation, career development, and job satisfaction. This quantitative study involved a saturated sample of 48 respondents from the total population at CV. Znepa Karya Mandiri. A quantitative approach was used in this research by collecting data through surveys and statistical analysis by, Partial Least Squares analysis was employed using SmartPLS software version 3.2.9. and the results There is a significant positive influence of compensation on employee retention. There is a significant positive influence of career development on employee retention, there is a significant positive influence of job satisfaction on employee retention, there is a significant positive influence of compensation on job satisfaction, there is a significant positive influence of career development on job satisfaction, there is a significant indirect positive influence of compensation on employee retention mediated by job satisfaction, there is a significant indirect positive influence of career development on employee retention mediated by job satisfaction.
The Effect of Work Demands, Workload and Transformational Leadership Style on Intention to Stay Mediated by Job Satisfaction in HR Managers of Automotive Companies in Bekasi Regency Kusuma Praja, Adi Winata; Setyaningrum, Retno Purwani; Rezeki, Fitri
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 2 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i2.5261

Abstract

Based on the results of the study, Job Demand and Workload have a significant influence on Intention to Stay and Job Satisfaction, while Transformational Leadership does not show a significant influence. Job Satisfaction was also proven to mediate the relationship between Job Demand and Workload and Intention to Stay, but did not mediate the relationship between Transformational Leadership and Intention to Stay. These results show that job load and demands, as well as job satisfaction, play an important role in retaining employees, whereas transformational leadership does not exert a significant direct influence. This indicates the need to focus on workload management and job demands as well as increasing job satisfaction to retain employees.
Pendampingan Literasi Digital Berkelanjutan untuk Guru dan Siswa Melalui Perpustakaan Digital di SDIT ANNIDA Anshor, Abdul Halim; Rezeki, Fitri; Rismawati; Erdi; Fauzi, Ahmad
Jurnal Pelita Pengabdian Vol. 3 No. 2 (2025): Juli 2025
Publisher : DPPM Universitas Pelita Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Improving digital literacy skills plays a crucial role in equipping educators and students to adapt to the rapidly advancing developments in information technology. However, many educational institutions still face obstacles such as limited resources, inability to use digital technology, and lack of guidance. The purpose of this community service program is to introduce and implement a digital library as a means to improve sustainable digital literacy for teachers and students at SDIT ANNIDA. This will involve initial observation, technical training, mentoring in the use of a web-based digital library system, and a participant evaluation of the program's benefits. The results of the program indicate that teachers and students have improved skills in accessing and utilizing digital information. Furthermore, the digital library system has stimulated student interest in e-reading and improved use of digital collections. This program can be implemented in other schools with similar conditions. However, several challenges must be overcome, such as adapting to technology and limited training time. To support digital transformation in elementary schools, a contextual and ongoing mentoring approach has proven useful.
Co-Authors Abdul Halim Anshor Ade Rizky Oktavian Aji, Rafli Satria Andini Dwi Pratiwi Andini Putri Riandani Andri Setiawan Ani Dahlia Anshor, Abdulhalim Aswan Supriyadi Sunge AYU AMBARWATI Ayu Nengsih Clara Natalia Darmawan, Ayuni Rachmawati Della Safitri Deviana Nurul Sholekha Dewi Kurniasih Dhonny Suwazan Dhora Jati, Erwika Dilla, Shavira Nafa Dirhamsyah Dirhamsyah, Dirhamsyah Dyta Suci Aulia Eko Wahyudi Elondri Elondri Erdi Erina Rulianti Fachrurazi Fadila, Radiatul Fahamsyah, Mohammad Hatta Fanny Rahma Auliya Fauzi Ahmad Muda Galih Tresnaning, Damar Halomoan, Nico Hamzah Muhammad Mardi Putra Haribowo, Rio Ismi Trialfhianty, Tyas Jasman Jati, Erwika Dhora Jayawarsa, A.A. Ketut Juhanah Juniar Rivaldi Subagja Kartika, Rahmawati Dwi Karyono Karyono Kosasih Krismonia Kusuma Praja, Adi Winata Lisa Andriani Miftakul Huda Muhammad Ramdani Nahayatul Novus Nany Librianty Nasrun Baldah Ngudi Wijayanto, Tri Ni Desak Made Santi Diwyarthi Ni Desak Made Santi Diwyarthi Made Santi Diwyarthi Nugroho, Arief Teguh Nurhayati Nurhidayanti, Nisa Nurjannah, Rina Nursifa, Dea Nurul Rabbani Permana , Indra Preatmi Nurastuti Puspita, Rike Dian Putra, Hamzah M Mardi Putri*, Indri Youlanda Raharjo, sugeng budi Rahmat Hidayat Ramadhani RDS, Yunita Ramadhani, Yunita Restu Wulandari, Septiayu Retno Fitri Astuti Retno Purwani Setyaningrum Retno Purwani Setyaningrum Rina Elviana Rismawati Rizqon Jamil Farhas Rustianah Rustianah Rustianah, Rustianah Sadi Irawan Satriadi Satriadi Setyawan, Wisnu Sintia Arsita Siska Wulandari, Siska Siswadhi, Ferry Sri Wahyuningsih Sulaeman, Asep Arwan Sunaryati , Titin Supiah Ratnasari Supriyanto Supriyanto Surya Bintarti Susan Kustiwan Sutarto Sutarto Syahrun Andini Utami Santi Maesyaroh Taufiq Rachman Taufiq Rachman, Taufiq TITIN SUNARYATI Tri Ngudi Wiyatno Turmudhi, Anis Wahyu Hadikristanto Wahyu Wirjawan, Tri Wangsadanureja, Miftah Wijayanto, Tri Ngudi Winda Pebrianti Wulandari, Anna Yantony, Didit Yuan Badrianto Yunita Ramadhani RDS