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Ludi Wishnu Wardana
Universitas Negeri Malang, Malang, Indonesia
Economics, Econometrics & Finance

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Strategy to Maintain Automotive Battery Retail Business Performance at PT Rezeki Berkah Bahagia: A Review of Entrepreneurial Orientation Dimensions Muhammad Rifqi Mafatikhul Huda; Agung Winarno; Ludi Wishnu Wardana
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.v8i3.8372

Abstract

Micro, small, and medium enterprises (MSMEs) are businesses owned by an individual, household or business entity as determined by Law no 8. 2008.MSMEs have an important role in advancing economic growth in Indonesia. The purpose of this study is to determine the strategy to maintain the performance of the Automotive Battery retail business at PT Rezeki Berkah Bahagia: A Review of the Dimensions of Entrepreneurial Orientation. This study uses a qualitative type, data sources in the form of interviews. Data analysis was carried out based on the Miles and Huberman model, which includes the stages of data collection, reduction, presentation, and drawing conclusions. To ensure the validity of the data. The results show that the strategy to maintain the performance of the automotive battery retail business at PT. Rezeki Berkah Bahagia is strongly influenced by the application of entrepreneurial orientation dimensions that include innovation, risk taking and proactivity. These three dimensions have been proven to contribute significantly to the company's resilience and competitiveness amidst intense competition and changing market needs. Innovation is implemented in the form of service development, utilization of digital technology, and improving the quality of products and services to customers.
Analysis of the Influence of Job Satisfaction Mediation on the Relationship Between Knowledge Sharing and Organizational Culture on Employee Performance Stanley Prabowo; Budi Eko Soetjipto; Ludi Wishnu Wardana
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.v8i3.8609

Abstract

Improving how well employees perform is a key goal for companies in many different areas. This research looks into how the culture of an organization and the way knowledge is shared help achieve this goal, with a special focus on how job satisfaction plays a role in connecting these factors. The study used a quantitative approach, mainly through surveys and statistical analysis called SEM, to examine the links between these variables. The results show that having a strong organizational culture and good knowledge-sharing practices not only directly help improve performance but also do so indirectly by increasing job satisfaction. This means that job satisfaction acts as a partial bridge between these factors. Employees who are happy with their jobs tend to be more motivated to do their best, especially when they are in a supportive and collaborative environment and when the company has clear values. From a theoretical standpoint, this study provides deeper insights into the mental and social processes that affect how well employees perform. In practice, businesses can use these findings to create better policies. For instance, they can develop structured programs for managing knowledge, reinforce the company's core values, and improve aspects that affect job satisfaction like career growth and work-life balance. This research highlights the importance of taking a comprehensive approach to managing people, one that combines thinking, feeling, and social aspects. By improving these three areas—organizational culture, knowledge sharing, and job satisfaction—companies can build a work environment that is both productive and helps achieve long-term success for both employees and the organization.
The Effect of Compensation and Work Environment on Employee Performance with Employee Engagement as a Mediating Variable Ira Setyawati; Budi Eko Soetjipto; Ludi Wishnu Wardana
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.8790

Abstract

This study aims to analyze the effect of compensation and work environment on employee performance with employee engagement as a mediating variable at PT. Profilindah Kharisma. The compensation variable is measured through the level of pay, benefits, raises, and pay structure; the work environment through job complexity, autonomy, workload, supervisor support, and coworker relationships; employee engagement through emotional involvement, responsibility, concern, and task completion; while employee performance is measured through task completion, work standards, efficiency, result orientation, and creativity. The study used a quantitative approach with the Partial Least Square–Structural Equation Modeling (PLS-SEM) method. Data were obtained from 155 employee respondents through questionnaires and analyzed using SmartPLS 3.0. The results showed that compensation and work environment had a positive and significant effect on employee performance. In addition, employee engagement also has a significant effect on performance and mediates the relationship between compensation and work environment with performance. The implication of this study is the need for management to integrate a fair compensation system, a conducive work environment, and engagement enhancement programs to support sustainable performance. Further research is recommended to add variables of leadership or organizational culture to provide more comprehensive results
Co-Authors Agung Winarno Budi Eko Soetjipto Ira Setyawati Muhammad Rifqi Mafatikhul Huda Stanley Prabowo