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All Journal IJEBD (International Journal Of Entrepreneurship And Business Development) IJIEEB : International Journal of Integrated Education, Engineering and Business Proceeding of World Conference JURNAL EKONOMI (JE) INNOVATION RESEARCH JOURNAL Quantitative Economics and Management Studies International Journal of Education and Social Science (IJESS) FINANCE : International Journal Of Management Finance Jurnal Riset Multidisiplin Edukasi

Tridayanti, Hermien

Departement Or Management, Faculty Economics And Business, Narotama University,

Author-ID : 970112

Religion Humanities Automotive Engineering Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Medicine & Pharmacology Social Sciences Other

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Articles

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Effect of Direct and Indirect Compensation on Performance of Employees PT. Terminal Petikemas Surabaya Bagus Angan Brasilio; Hermien Tridayanti
Journal of World Conference (JWC) Vol. 2 No. 2 (2020): March 2020
Publisher : NAROTAMA UNIVERSITY, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29138/prd.v2i2.234

The purpose of this study is to analyze the effect of direct and indirect compensation on employee performance simultaneously and partially. The population in this study was 92 employees. This study uses a quantitative approach. The object of this research is direct compensation and indirect compensation at PT. Surabaya Container Terminal. The data collection methods used were questionnaires and interviews. The data analysis technique used is multiple linear regression. The results of the study are that direct compensation has a positive and significant effect on employee performance, and indirect compensation has a positive and significant effect on employee performance. To improve employee performance, companies can maintain and improve indirect compensation services, because indirect compensation has a dominant influence in influencing employee performance, such as improving employee welfare, paying attention to what employees need now, then the company can provide indirect compensation in return for employee services that have been provided to the company.

Influence of Employee Discipline, Compensation and Employee Load on Employee Performance in PT. Tozy Sentosa in Surabaya Indah Kusasih; Hermien Tridayanti
Journal of World Conference (JWC) Vol. 2 No. 3 (2020): May 2020
Publisher : NAROTAMA UNIVERSITY, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29138/prd.v2i3.236

This study aims to determine the effect of simultaneous and partial compensation and workload discipline on the performance of employees of PT. Tozy Santosa Surabaya. This research is a quantitative study. Population and sample based on the distribution of questionnaires to the performance of the employees of PT. Tozy Santosa Surabaya was taken as many as 40 respondents. Data collection techniques used interviews, observations and questionnaires. Data analysis used was reliability test, validity test, classic assumption test and multiple linear analysis test. The results of the study were simultaneous and partial discipline, compensation and workload significant effect on the performance of employees of PT. Tozy SantosaSurabaya because of the significance of <0.005.

Effect of Work Discipline and Job Satisfaction on Employee Performance at the Pratama Gotong Royong Clinic Surabaya Luckna Maudy Syafira; Bayu Arlangga Putra; Hermien Tridayanti; Elok Damayanti
Journal of World Conference (JWC) Vol. 3 No. 6 (2021): November 2021
Publisher : NAROTAMA UNIVERSITY, Indonesia

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

This study aims to determine the effect of work discipline and job satisfaction on employee performance at the Pratama Gotong Royong Clinic in Surabaya. The approach used in this research is quantitative. Respondents in this study were all employees of the Pratama Gotong Royong Clinic in Surabaya with a total of 40 respondents. The source of this research data was obtained by distributing questionnaires to respondents to obtain primary data. The analysis technique used is a multiple linear analysis technique which aims to determine how much influence the variables of Work Discipline and Job Satisfaction (t-test) have on employee performance. Meanwhile (f-test) is used to test whether this research is feasible or not to be used for this research. The results of the study stated that the variables of Work Discipline and Job Satisfaction had a significant effect on employee performance.

The Effect of Work Motivation and Work Facilities on Employee Performance at Magic Star Printing in Surabaya Monica Diah Abilia; Bayu Airlangga Putra; Hermien Tridayanti; Elok Damayanti
Journal of World Conference (JWC) Vol. 3 No. 6 (2021): November 2021
Publisher : NAROTAMA UNIVERSITY, Indonesia

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

The purpose of this research to analyze the effect of motivation and work facilities on employee performance at Magic Star Printing in Surabaya. This study uses a quantitative descriptive method. The population of this study was 48 respondents. The results of the study using the t test showed a positive effect of 0.002 < 0.05. So that the hypothesis of work motivation has a significant partial effect on employee performance at the Surabaya Magic Star Printing. The results of the study using the t test showed a positive effect of 0.002 < 0.05. So that work facilities have a significant partial effect on work facilities on employee performance at Magic Star Printing in Surabaya. The results of the F test showed a positive effect of 0.000 <0.05. It can be said that work motivation and work facilities have a significant effect on the performance of Magic Star Printing employees in Surabaya.

Influence of Leadership Style, Career Development, and Work Satisfaction on Employee Performance In Tropical Disease Institutions of Airlangga University Surabaya Mahendra Fredyantono Rahadytya; Hermien Tridayanti
Quantitative Economics and Management Studies Vol. 1 No. 1 (2020)
Publisher : Yayasan Ahmar Cendekia Indonesia

This study aims to determine and analyze the Leadership Style, Career Development, and Job Satisfaction simultaneously and significantly to Employee Performance. This research is qualitative research. The population and sample based on the distribution of questionnaires to employees of the Surabaya Tropical Disease Institute were taken as many as 59 respondents. Data collection techniques using interviews, observation, and questionnaires. Analysis of the data used is the reliability test, validity test, classic assumption test, and multiple linear analysis test. The results of the study simultaneously and partially Leadership Style, Career Development, and Job Satisfaction have a positive and significant effect on employee performance. The F test result is 16.703 greater than the 2.00 table simultaneously. Partially the Leadership Style obtained a significant value of 0,000 (less than 0.05) significant effect on employee performance, Career Development obtained a significant value of 0.025 (less than 0.05) significant effect on employee performance, and Job Satisfaction obtained significant value of 0.049 (less than 0.05) has a significant effect on employee performance.

Analysis of Influence of Compensation and Leadership Style To Employee Performance PT. Feva Indonesia Bulawambona Endah Purnamasari; Rr. Hermien Tridayanti
Quantitative Economics and Management Studies Vol. 1 No. 1 (2020)
Publisher : Yayasan Ahmar Cendekia Indonesia

The purpose of this study is to study leadership style and comparison of employee performance. This research was conducted at the company PT. Feva Indonesia. The population used was 60 people. Data collection is done through interviews. The analytical tool used is multiple linear regression techniques. The results of the analysis show a positive leadership style but not significant on employee performance. This shows how leadership style is not related or not significant to employee performance, related to employee performance that requires authoritarian support and cannot be involved in the decision making process. Positive and significant compensation variables on employee performance. This shows that fair and proper assistance is needed to be given to employees, the employee's needs will increase significantly.

The Influence of Direct Compensation and Indirect Compensation through Work Standard Variables as Intervening Variables on Employee Performance at Warung Ayam Goreng Nelongso Klampis, Surabaya Reny Meliyana Sari; Hermien Tridayanti
IJESEMS : International Journal of Engineering Science Educatioon and Management System Vol 1 No 2 (2018): September 2018
Publisher : LPPM NAROTAMA UNIVERSITY, Indonesia

The objectives of this study are: 1. To analyze whether direct compensation and indirect compensation have a significant effect on employee performance at Warung Ayam Goreng Nelongso Klampis, Surabaya. 2. To analyze whether direct compensation and indirect compensation have a significant effect on employee performance through work standard variables as an intervening variable at Warung Ayam Goreng Nelongso Klampis, Surabaya. 3. To analyze whether work standards have a significant effect on employee performance at Warung Ayam Goreng Nelongso Klampis, Surabaya. This research is using quantitative research methods in the form of associative. The population and samples in this study were 32 employees of Warung Ayam Goreng Nelongso Klampis, Surabaya. The sample technique in this study used a sampling census. The analysis technique chosen is The Structural Equation Model (SEM) using Partial Least Square (PLS). The results showed that there was a direct effect between Direct Compensation (X1) on Employee Performance (Y2) but was not significant with a p-value of 0.000 and a t value of 0.261, there is a direct influence between Direct Compensation (X1) on Employee Performance (Y2) through Work Standards (Y1) but less significant with a p-value of 0.000 and a t value of 0.218, there is a direct effect between Indirect Compensation (X2) on Employee Performance (Y2) through Work Standards (Y1) has a significant effect with a p-value of 0,000 and a t value of 0.000, there is a direct influence between Indirect Compensation (X2) on Employee Performance (Y2) which is significantly influential with a p-value of 0,000 and a t value of 0.000, there is a direct effect between Work Standards (Y1) on Employee Performance (Y2) a significant effect with a p-value of 0,000 and a t value of 0.000. The results of this study indicate that the variable Indirect Compensation has the strongest influence on Employee Performance compared to other variables.

The Effect Of Human Resources Development And Work Environment Towards Employee Performance Improvement PDAM Surya Sembada City Of Surabaya Witta Anggraeni; Hermien Tridayanti; Mohammed Mustafa Hussein Al-Amrani
IJESEMS : International Journal of Engineering Science Educatioon and Management System Vol 1 No 1 (2018): March 2018
Publisher : LPPM NAROTAMA UNIVERSITY, Indonesia

This study aims to analyze the effect of Human Resource Development and Work Environment towards Employee Performance Improvement PDAM Surya Sembada City Of Surabaya (Study of the Corporate Secretary Sub-Directorate) partially and simultaneously. The authors used a saturated sampling technique or also called a census, where all members of the population are sampled, as many as 55 employees in all Sub-Directorate of Corporate Secretary PDAM Surya Sembada City Of Surabaya. Data collection techniques using questionnaires and interview. In calculating scoring, researchers used a Likert scale. Method data analysis used is multiple linear regression analysis. The results of this study show that the variable Human Resource Development (X1) and Work Environment (X2) have a significant effect on Employee Performance Improvement (Y) partially. Human Resource Development (X1) and Environment Variables Work (X2) also have a significant effect on Employee Performance Improvement (Y) simultaneously.

Analysis of the Discipline Factors of Employees at the Sony Sugema College Surabaya Tutoring Institute Tria Afsyari; Hermien Tridayanti
IJESEMS : International Journal of Engineering Science Educatioon and Management System Vol 1 No 1 (2018): March 2018
Publisher : LPPM NAROTAMA UNIVERSITY, Indonesia

Human resources are the most important resource for each company because every individual person as human resources have talent or ability, energy and creativity that is needed by the company to achieve every goals that planned by the company. To achieve these goals, theres a lot of factors that relate to improve the performances, one of them is discipline. This study analyzes the factors that influence employee discipline at the Sony Sugema College Surabaya Tutoring Institute with a population of 106 respondents and the sample known by the Slovin formula is 84 respondents. The results of factor analysis using SPSS 20 form 9 disciplinary factors of 28 indicators consisting of punishment sanction factor, exemplary leadership factor, remuneration factor, human relations factor, fairness factor, firmness factor, objectives and ability factor, work moral factor and waskat factor (supervision attached).

The Effect of Financial Compensation & Non-financial Compensation on Employee Performance at PT Pelabuhan Indonesia III (Persero) East Java Region Eva Maya Sabatini; Bayu Airlangga Putra; Hermien Tridayanti; Elok Damayanti
IJESEMS : International Journal of Engineering Science Educatioon and Management System Vol 4 No 2 (2021): September 2021
Publisher : LPPM NAROTAMA UNIVERSITY, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29138/ijieeb.v4i2.1610

The purpose of this study was to analyze the partial effect of financial compensation and non-financial compensation on employee performance at PT Pelabuhan Indonesia III (Persero) Regional East Java. This study explains the effect of financial and non-financial compensation on employee performance at PT Pelabuhan Indonesia II (Persero) Regional East Java using data from questionnaire results. In this study, the population used was the employees of the PT Pelabuhan Indonesia III company, with the research sample set as many as 67 respondents, namely employees of PT Pelabuhan Indonesia III. The analysis employed was the multiple linear regression analysis. Multiple linear regression analysis can be used to analyze the effect of independent variables (financial and non-financial compensation) on employee performance as the dependent variable. Based on the analysis of the research results, it can be concluded as follows: Financial Compensation has a positive and partially significant effect on the Employee Performance of PT Pelabuhan Indonesia III (Persero) Regional East Java; Non-financial compensation has a positive and significant effect partially on the performance of employees of PT Pelabuhan Indonesia III (Persero) East Java Region; Financial Compensation and Non-financial Compensation have a positive and significant simultaneously on the Performance of Employees of PT Pelabuhan Indonesia III (Persero) East Java Region.

Co-Authors Agus May Suryanto Agus Sukoco Ani Wulandari Ardiansyah, Herwin Audina Anggraini Ayu Devy Rustianingtyas Bagus Angan Brasilio Bayu Airlangga Putra Bayu Airlangga Putra Bayu Airlangga Putra Bayu Airlangga Putra Bayu Airlangga Putra Bayu Airlangga Putra Bayu Airlangga Putra Bayu Arlangga Putra Bulawambona Endah Purnamasari Bunga Erika Putri Bunga Erika Putri Damarsari Ratnasahara Elisabeth Damayanti, Elok Dian Arisanti Dina Ramawati Dircia dos Santos Ricardo Dircia dos Santos Ricardo Edi Santoso Eva Maya Sabatini Febri Yuriperka Helen Pramudita Indah Kusasih Joko Suyono Joko Suyono Joko Suyono Karunia Abdi Islamy Kurnia, Ratna Diah Luckna Maudy Syafira Luvy Dian Mayasari Mahendra Fredyantono Rahadytya Maria Mendonca Nunes Mochammad Arif Mochammad Arif Mochammad Arif Mohammed Mustafa Hussein Al-Amrani Monica Diah Abilia Muchammad Arif Muhammad Bahrurrozi Romadhoni Pratama, R. Dandy Jurindra Purnamasari, Bulawambona Endah Putri Ayu Kartini Rahadytya, Mahendra Fredyantono Ranu Tri Johan Efendi Reny Meliyana Sari Salamin, Akhmad Lutfis Sem Guani Setyowati, Denny Siti Lomyati Sumarno . Suyono, Aldrin Arizona Suyono, Joko Tara Riski Amalia Tria Afsyari Triana Mahdani Sidiq Victoria Araujo de Almeida Vira Mutiarani Witta Anggraeni Zufri, Moh. Saifudin

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