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All Journal QOSIM: Jurnal Pendidikan, Sosial & Humaniora El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Ekonomics, Finance, and Management Studies
Rengga Madya Pranata
Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Buana Perjuangan Karawang
Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Social Sciences

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Pengaruh Gaya Kepemimpinan dan Komunikasi Interpersonal Terhadap Kepuasan Kerja di PT URC Indonesia Salsabila Ratu Alta; Nandang Nandang; Rengga Madya Pranata
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 7 No. 4 (2026): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v7i4.11697

Abstract

This study aims to examine how leadership approaches and patterns of interpersonal communication influence employee job satisfaction at PT URC Indonesia, both separately and jointly. Primary data were gathered from 222 employees through structured questionnaires utilizing a seven-point Semantic Differential Scale (1 = Strongly Disagree to 7 = Strongly Agree). The data were analyzed using multiple linear regression. The measurement instruments met validity and reliability standards, indicated by item correlation values exceeding the critical r value and Cronbach’s Alpha coefficients above 0.80 for all variables. Partial testing (t-test) indicates that leadership style and interpersonal communication each have a positive and statistically significant effect on job satisfaction. Simultaneous testing (F-test) further confirms that both variables collectively exert a significant impact, as shown by an F-value of 122.488, exceeding the F-table value of 3.04, with a significance level of 0.000. The coefficient of determination (R²) of 0.528 indicates that 52.8% of the variance in employee job satisfaction can be attributed to leadership style and interpersonal communication. These findings substantiate the argument that effective leadership conduct and constructive interpersonal communication constitute critical determinants of employee satisfaction within PT URC Indonesia. Accordingly, reinforcing leadership effectiveness and communication quality may serve as a strategic foundation for human resource management policies aimed at sustaining and enhancing employee job satisfaction, particularly within multinational corporate environments.
Pengaruh Gaya Kepemimpinan dan Komunikasi Interpersonal Terhadap Kepuasan Kerja di PT URC Indonesia Salsabila Ratu Alta; Nandang Nandang; Rengga Madya Pranata
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 7 No. 4 (2026): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v7i4.11697

Abstract

This study aims to examine how leadership approaches and patterns of interpersonal communication influence employee job satisfaction at PT URC Indonesia, both separately and jointly. Primary data were gathered from 222 employees through structured questionnaires utilizing a seven-point Semantic Differential Scale (1 = Strongly Disagree to 7 = Strongly Agree). The data were analyzed using multiple linear regression. The measurement instruments met validity and reliability standards, indicated by item correlation values exceeding the critical r value and Cronbach’s Alpha coefficients above 0.80 for all variables. Partial testing (t-test) indicates that leadership style and interpersonal communication each have a positive and statistically significant effect on job satisfaction. Simultaneous testing (F-test) further confirms that both variables collectively exert a significant impact, as shown by an F-value of 122.488, exceeding the F-table value of 3.04, with a significance level of 0.000. The coefficient of determination (R²) of 0.528 indicates that 52.8% of the variance in employee job satisfaction can be attributed to leadership style and interpersonal communication. These findings substantiate the argument that effective leadership conduct and constructive interpersonal communication constitute critical determinants of employee satisfaction within PT URC Indonesia. Accordingly, reinforcing leadership effectiveness and communication quality may serve as a strategic foundation for human resource management policies aimed at sustaining and enhancing employee job satisfaction, particularly within multinational corporate environments.
Pengaruh Disiplin Kerja Dan Pengawasan Terhadap Kinerja Pegawai Dinas Perhubungan Kabupaten Karawang Bintang Try Anastasya Manalu; Nandang; Rengga Madya Pranata
Jurnal QOSIM : Jurnal Pendidikan, Sosial & Humaniora Vol 4 No 3 (2026): 2026
Publisher : Yayasan pendidikan dzurriyatul Quran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61104/jq.v4i3.5564

Abstract

Penelitian kuantitatif ini, yang menggunakan desain survei, secara khusus menyelidiki hubungan sebab-akibat antara disiplin kerja dan pengawasan manajerial terhadap tingkat kinerja karyawan di Dinas Perhubungan Kabupaten Karawang, di mana populasi penelitian terdiri dari 128 pegawai tetap dengan sampel representatif sebanyak 97 responden yang dihitung menggunakan rumus Slovin untuk memastikan generalisasi yang akurat; pengumpulan data primer dilakukan melalui penyebaran kuesioner terstruktur, pengamatan langsung terhadap dinamika kerja sehari-hari, dan pengumpulan informasi dari arsip dokumen internal, sedangkan pengolahan data mencakup serangkaian uji pendahuluan seperti validitas dan reliabilitas instrumen pengukuran, verifikasi asumsi regresi klasik (normalitas distribusi residu, tidak adanya multikolinearitas, dan homogenitas varians), diikuti oleh analisis inti yang terdiri dari model regresi linier berganda yang dilengkapi dengan uji parsial menggunakan uji t dan uji simultan menggunakan uji F—menghasilkan temuan bahwa disiplin kerja secara individual memberikan kontribusi positif dan signifikan secara statistik (nilai t yang dihitung sebesar 3,791 lebih besar dari nilai t kritis sebesar 1,985 dengan tingkat signifikansi 0,000), demikian pula pengawasan (nilai t yang dihitung sebesar 3,348, lebih besar dari nilai t kritis sebesar 1,985 dengan tingkat signifikansi 0,001), dan secara kolektif, keduanya memiliki efek yang kuat (nilai F yang dihitung sebesar 26,703 dengan tingkat signifikansi 0,000, menjelaskan 36,2 persen variasi melalui nilai R-kuadrat sebesar 0,362) —dengan demikian, implikasi praktisnya menekankan perlunya strategi terpadu berupa penguatan budaya disiplin yang konsisten yang bersinergi dengan mekanisme pengawasan yang efektif untuk mendorong peningkatan kinerja pegawai yang berkelanjutan di sektor publik
Co-Authors Bintang Try Anastasya Manalu Nandang Nandang Nandang Salsabila Ratu Alta