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All Journal bit-Tech EMBISS: Jurnal Ekonomi, Manajemen, Bisnis, Sosial Jurnal Bisnis dan Ekonomi RISK : Jurnal Riset Bisnis dan Ekonomi Jurnal Manajemen, Bisnis dan Kewirausahaan
Junengsih
Universitas Pertiwi
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Pengaruh Target Kerja dan Stres Kerja terhadap Kepuasan Kerja Karyawan PT. BTPN Syariah Kantor Cabang Cikampek Silvia Audina; Junengsih; Partimah
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): April: Jurnal Manajemen, Bisnis dan Kewirausahaan (JUMBIKU)
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v6i1.6392

Abstract

This study aims to analyze the influence of work targets and work stress on employee job satisfaction at BTPN Syariah, Cikampek Branch Office. The research is driven by increasing performance pressure, rising workload, and growing stress levels that potentially reduce job satisfaction and increase turnover intention. The theoretical review highlights the interrelationship among work targets, work stress, and job satisfaction through psychological mechanisms, task demands, and perceptions of fairness. A quantitative approach was employed using structured questionnaires distributed to all 30 employees through a saturated sampling technique. The research instruments were tested using validity, reliability, and classical assumption tests. Data were analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination. The findings reveal that both work targets and work stress have significant effects on job satisfaction, either partially or simultaneously. Work targets contribute to employees’ sense of achievement and psychological well-being, while high work stress significantly decreases job satisfaction. Simultaneously, both variables explain a meaningful proportion of the variation in job satisfaction. These results offer practical implications for BTPN Syariah’s management, particularly in designing realistic performance targets and implementing effective stress management strategies to improve employee well-being and organizational performance.
Artificial Intelligence in Performance Evaluation (Case Study of PT. Pos Indonesia Employees) Agung Dwianto; Sitta Kusuma; Junengsih
bit-Tech Vol. 7 No. 2 (2024): bit-Tech
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/bt.v7i2.1817

Abstract

The development of artificial intelligence (AI) has revolutionized various aspects of human resource management, including employee performance evaluation. While existing studies have extensively explored the potential of AI in improving efficiency and objectivity, they often overlook the nuanced employee experiences and organizational dynamics that influence its successful implementation. This research bridges this gap by examining the perceptions and experiences of PT Pos Indonesia employees regarding the use of an AI-based performance evaluation system. Using a qualitative approach with a phenomenological design, data was collected through in-depth interviews with employees who have used the system for at least six months. The findings reveal that AI contributes significantly to enhancing efficiency and reducing subjectivity in evaluations. However, challenges such as algorithm bias, the relevance of performance metrics, and system transparency remain prevalent. Importantly, this study identifies critical factors influencing acceptance, including employee understanding, trust, and perceptions of fairness in the evaluation process. Unlike previous research, this study emphasizes the interplay between technological and human factors, highlighting the irreplaceable role of human interaction in providing qualitative context. This research extends the existing literature by offering a deeper understanding of employee-centered factors and organizational practices that facilitate the integration of AI in performance evaluation. Practically, it provides actionable insights for organizations aiming to implement AI-based systems effectively, ethically, and equitably.
Sinergi HR dan Teknologi dalam Membangun Organisasi Pembelajar: Jalan Menuju Pendidikan dan Bisnis Berkelanjutan Ardhit Wiro Hartono; Viko Rachmatullah Putra; Mohammad Makhrisyafrisal; Junengsih
JURNAL EKONOMI, MANAJEMEN, BISNIS, DAN SOSIAL (EMBISS) Vol. 6 No. 1 (2025): November 2025
Publisher : CV ODIS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59889/embiss.v6i1.417

Abstract

The rapid wave of digital transformation over the past two decades has compelled organizations across sectors—particularly in education and business—to adapt swiftly and strategically. In this context, Human Resource (HR) management can no longer function solely as an administrative support system; it must evolve into a strategic partner that fosters a culture of continuous learning while driving comprehensive technological integration. This study explores the synergy between HR and technology in building a learning organization as a foundation for sustainable education and business in the digital era. Employing a qualitative descriptive approach, this research investigates best practices from five institutions—three higher education institutions and two national technology-based companies—that have adopted digital HR systems and adaptive learning cultures. Data were collected through in-depth interviews, field observations, and document analysis. The findings reveal that the integration of digital HR systems significantly enhances employees’ digital literacy, accelerates organizational learning processes, and creates participatory environments that uphold humanistic values such as empathy, collaboration, and innovation. This research aligns with the broader dissemination theme and shows that HR-tech synergy is not only a key internal transformation strategy but also a bridge between knowledge, humanity, and social responsibility in the 21st century.
The Impact Of Job Stress, Work Discipline, And Job Satisfaction On Employee Performance At PT. Az.Ko: Dampak Stres Kerja, Disiplin Kerja, dan Kepuasan Kerja terhadap Kinerja Karyawan di PT. Az.Ko Firman Setiabudi; Danang Aziz Akbarona; Junengsih
Jurnal Bisnis dan Ekonomi Vol 4 No 2 (2026): Jurnal Bisnis dan Ekonomi
Publisher : OGZ Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61597/jbe-ogzrp.v4i2.198

Abstract

Objective : This study aims to analyze the influence of Job Stress, Work Discipline, and Job Satisfaction on Employee Performance at the Inbound Department of PT. AZ.KO in Cikarang. The research is driven by a consistent decline in container receiving target achievement from 2021 to 2024, indicating human resource performance issues amidst an operational target increase from 6,000 to 8,000 units. Methodology : Using a quantitative approach with descriptive and causal designs, the study surveyed all 60 employees of the Inbound Department using saturated sampling. Data were analyzed through multiple linear regression via SPSS. Research results : The results show that Job Stress, Work Discipline, and Job Satisfaction simultaneously have a significant effect on Employee Performance (R^2 = 68.2%). Partially, Job Stress has a significant negative effect, while Work Discipline and Job Satisfaction have significant positive effects. Management is advised to review workload distribution to mitigate stress while maintaining consistency in discipline and job satisfaction to achieve sustainable operational targets.
Analysis of the Influence of Transformational Leadership Style and Employee Competence on Work Productivity: A Random Forest Machine Learning Approach: Analisis Pengaruh Gaya Kepemimpinan Transformasional dan Kompetensi Karyawan terhadap Produktivitas Kerja: Pendekatan Pembelajaran Mesin Random Forest Supatrem; Danang Aziz Akbarona; Junengsih
Jurnal Bisnis dan Ekonomi Vol 4 No 2 (2026): Jurnal Bisnis dan Ekonomi
Publisher : OGZ Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61597/jbe-ogzrp.v4i2.200

Abstract

Objective : This study investigates the influence of organizational culture and leadership style on employee performance, with work motivation as a mediating variable at PT Indonesia Chemi-Con. A quantitative survey was conducted using structured questionnaires distributed to employees Methodology : Data were analyzed through path analysis to examine direct and indirect relationships among variables. Research results : The results show that organizational culture and leadership style have a significant positive effect on employee performance, both directly and indirectly through work motivation. A strong organizational culture enhances motivation and aligns employee behavior with company objectives, while participative leadership strengthens commitment and role clarity. Work motivation significantly mediates the relationship between culture, leadership, and performance. The study highlights the strategic importance of motivation in improving organizational effectiveness within the manufacturing sector. Future research should broaden variables and sample coverage to increase generalizability.
The Influence of Work Environment and Ambidextrous Leadership on Employee Performance through Career Development Ardhit Hartono; Junengsih; Nur Dina
RISK : Jurnal Riset Bisnis dan Ekonomi Vol. 7 No. 1 (2026): Mei 2026
Publisher : Universitas Kadiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30737/risk.v7i1.7400

Abstract

Human resources play a strategic role in service-oriented organizations, particularly outsourcing companies whose service sustainability largely depends on employee performance. This study aims to examine the effect of the work environment and ambidextrous leadership on employee performance, with career development positioned as a mediating variable. A supportive work environment, encompassing both physical and psychosocial aspects, contributes to employee comfort, work engagement, and productivity enhancement. Meanwhile, ambidextrous leadership emphasizes a leader’s capability to balance efficiency-driven practices with innovation-oriented behaviors in addressing dynamic organizational challenges. Career development is regarded as a strategic mechanism that aligns individual potential with organizational goals, thereby strengthening employee motivation and performance. This study adopts a conceptual approach through a literature review to construct a framework explaining the relationships among the work environment, ambidextrous leadership, career development, and employee performance. The proposed model highlights the importance of integrating human resource management practices to achieve sustainable employee performance in service-based organizations.
Co-Authors Agung Dwianto Ardhit Hartono Ardhit Wiro Hartono Danang Aziz Akbarona Firman Setiabudi Kusuma, Sitta Mohammad Makhrisyafrisal Nur Dina Partimah Silvia Audina Supatrem Viko Rachmatullah Putra