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<![CDATA[The Effect of Self-Efficacy, Interpersonal Communication and Work Ethics on Sustainable Work Commitment ]]>
<![CDATA[Kis Indriyaningrum]]>;
<![CDATA[Mohammad Fauzan]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29738
<![CDATA[The objectives of the study were to test and analyze (1) the effect of self-efficacy on sustainable work commitments, (2) the influence of interpersonal communication on sustainable work commitments, (3) the influence of work ethics on sustainable work commitments. This type of research is explanatory research. The research population was all employees of Honda Surya Utama Perkasa Semarang Dealership as many as 123 employees. Instruments used in data collection using questionnaires with Likert scale Analysis techniques using regression models. Research findings that Self-Efficacy positively affects sustainable work commitments. Interpersonal Communication has no effect on continuous work commitment. Work Ethic positively affects the commitment to sustainable work. The implications of the findings of this study show that employees' sustainable work commitment is determined by employee self-efficacy and work ethic. Therefore, leaders in recruiting employees need to assess the ownership aspects of self-efficacy and work ethics.]]>
<![CDATA[Workability Mediates Job Training on Employee Performance (Empiric Study of PT. RKN Forge Indonesia, Karawang District) ]]>
<![CDATA[Naning Yuliati]]>;
<![CDATA[Enjang Suherman]]>;
<![CDATA[Flora Patricia Anggela]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29232
<![CDATA[Employee performance is influenced by several things, including the incompetence of employees, which certainly hurts the company. Company efforts in improving performance can be made with job training. This research was conducted to see and determine the effect of job training on work performance which is mediated by the workability of employees. Data analysis used path analysis for verification tests and scale-range analysis to test descriptively, describe all exogenous and endogenous variables and verify hypotheses and the extent of their effects. The sample of respondents in this study is saturated, taking all 77 employees as respondents. This study uses Statistical Product and Service Solutions using path analysis. The test results that have been carried out prove that employee performance and abilities are in the excellent category and job training is in the category according to needs. Meanwhile, employee performance is influenced by training either directly or indirectly by mediating workability. Thus, proper job training will improve workability so that it has a good effect on employee performance. ]]>
<![CDATA[The Effect of Discipline and Career Development on Organizational Citizenship Behavior (OCB) and Its Implications on Performance ]]>
<![CDATA[Tara Amalia Andrasita]]>;
<![CDATA[Saur Panjaitan]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29776
<![CDATA[This study aims to analyze and test whether there is influence of work discipline and career development on the performance of employees of PT. NOK Indonesia. Work discipline is an attitude of willingness and willingness of a person to obey and comply with the regulations that apply around him (Singodimedjo, 2002). Career development affects employee performance, where career development is a formal approach taken by the organization to ensure that employees with the right qualifications and experience are available when needed. This type of research is to use a quantitative research type, the population of NOK Indonesia employees and a sample of 83 employees. This study uses the Structural Equation Modeling (SEM) analysis model to determine how much independent influence the dependent variable has through the intervening variables, carried out using the Lisrel 8.8 program. The research results show that Discipline has no significant effect on Organizational Citizenship Behavior (OCB). Career development has a significant effect on Organizational Citizenship Behavior (OCB). Discipline has no significant effect on performance. Discipline has a significant effect on performance. Organizational Citizenship Behavior (OCB) has a significant effect on performance. Discipline and career development have a significant effect on Organizational Citizenship Behavior (OCB). Discipline and career development, and Organizational Citizenship Behavior (OCB) have a significant effect on performance. Discipline can improve performance both directly and indirectly. And career development can improve performance directly and indirectly through Organizational Citizenship Behavior (OCB).]]>
<![CDATA[The Effect of Transformational Leadership and Organizational Commitment on Employee Performance through Organizational Behavior as Intervening Variables ]]>
<![CDATA[Eva Edina Limanta]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29913
<![CDATA[Digital transformation in the 4.0 revolution era requires companies to develop rapidly. The quality of Human Resources (HR) is one of the main things that need attention to support the development of a company (Widayanto et al., 2021)argues that employee performance needs to be fostered and maintained properly because it has a major impact on the quality of a company. Several variables from previous research that show a relationship with employee performance will be used in this study. These variables include transformational leadership, organizational commitment and organizational behavior as intervening variables. This study took employees of PT IQ Education as research objects with a total sample of 100 employees. The analysis will be carried out using the SEM PLS method to see whether there is an effect of transformational leadership and organizational commitment on employee performance directly or through organizational behavior intervening variables.]]>
<![CDATA[Work Family Conflict, Individual Characteristic, and Teamwork on Employee Performance in Transportation Sector ]]>
<![CDATA[Retno Dwi Fajar Andriani]]>;
<![CDATA[Sumartik Sumartik]]>;
<![CDATA[Vera Firdaus]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29567
<![CDATA[This research aims to identify and anlyze Work Family Conflict, Individual Characteristic, and Teamwork on Work Performance in the transportation sector. This research using a quantitative approach. The sampling using the total sample technique with the number of respondents as many as 60 respondents from Dinas Perhubungan Surabaya City Bidang Angkutan. The Data collection techniques using questionnaires distributed through questionnaires. The data analysis technique in this study used multiple linear regression analysis. Data processing in this study used the SPSS 25 software program (statistical program for the social sciences). The results of this study show that the work family conflict has a negative and significant effect on employee performance, individual characteristics has a positive and significant effect on employee performance, team work has a positive and significant effect on employee performance work family conflict, individual characteristic, teamwork simultaneously have a positive and significant effect on employee performance.]]>
<![CDATA[Analysis of the Use of HR Recruitment Systems on Employee Performance at Perumda Tirta Mangkaluku City of Palopo ]]>
<![CDATA[Reski Wardani]]>;
<![CDATA[Samsul Bachri]]>;
<![CDATA[Suhandra Makkasau]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29877
<![CDATA[This study aims to test how the HR recruitment system is carried out by Perumda Tirta Mangkaluku Palopo City in an effort to improve employee performance and also to find out what obstacles are faced by Perumda Mangkaluku City of Palopo in recruiting employees in an effort to improve the performance of its employees. The data analysis used in this study is using a quantitative method using simple linear regression analysis, conducting field studies such as (observations, interviews and documentation) which are carried out at the location of the research object The results of this research show that this recruitment system is very influential in improving employee performance at Perumda Tirta Mangkaluku City of Palopo because there is a science or a way of how to regulate the relationship between the roles of resources owned by individuals effectively and efficiently and can be used optimally so as to achieve the common goals of the company. So the process of hiring employees at Perumda Tirta Mangkaluku, Palopo City really fits the company's needs.]]>
<![CDATA[The Influence of Compensation and Work Environment on Employee Job Satisfaction at PDAM Luwu Regency ]]>
<![CDATA[Nurul Asma]]>;
<![CDATA[Haedar Haedar]]>;
<![CDATA[Sari Ratna Dewi]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29876
<![CDATA[This study aims to determine the effect of compensation and work environment on employee job satisfaction in PDAM Luwu Regency. The population of this study were all employees of the Regional Drinking Water Company (PDAM) in Luwu Regency. The sampling technique used is the questionnaire method. Namely all employees of the Luwu District Drinking Water Company (PDAM) office, totaling 40 respondents. This research lasted for 3 days, starting on Monday, December 26, 2022 by filling in a sample questionnaire until Wednesday, December 29, 2022 at the Luwu District Drinking Water Company (PDAM) office. The results of this study indicate that compensation and work environment simultaneously have a significant effect on employee job satisfaction variables in PDAM Luwu Regency. Based on the calculation results of multiple linear regression analysis, it can be seen that the amount of contribution made by compensation and work environment variables to employee job satisfaction at PDAM Luwu Regency simultaneously (R2) is 0.558 or 55.8%, this means that employee performance is 55.8% influenced by compensation and work environment and the remaining 44.2% is influenced by other factors not examined or outside the research model. Partial compensation has no effect on job satisfaction of PDAM Luwu Regency employees, while the work environment partially has a significant effect on job satisfaction of PDAM Luwu Regency employees.]]>
<![CDATA[The Correlation of Conflict and Work Environment on Productivity Which Influence Employee Performance (Study Case on PT. Syntronic Indonesia Employee) ]]>
<![CDATA[Devi Wibowo]]>;
<![CDATA[Rahmat Hidayat]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29777
<![CDATA[This study aims to determine the effect of conflict and work environment on the productivity of PT. Syntronic Indonesia's employee performance. The total population in this study was 89 people with the determination of the number of samples using the Slovin formula which resulted in 80 respondents. This study uses an analysis of the Structural Equation Modeling (SEM) model to determine how much influence the independent variable has on the dependent variable through the intervening variable, carried out using the Lisrel 8.8 program. The test of this research succeeded in concluding that the negative and significant effect of conflict on the performance of the employees of PT. Syntronic Indonesia. This means that the higher the conflict, the lower the employee's performance. There is a positive and significant effect of the work environment on the productivity of employee performance, meaning that the better the work environment, the higher the productivity of employee performance. For the Productivity variable, it becomes a mediator between the work environment variable and the employee performance variable. While the productivity variable is not a mediator between the conflict variable and the employee performance variable.]]>
<![CDATA[Effectiveness Work from Home to Completing the Work During Covid-19 for Millennial Workers ]]>
<![CDATA[Komang Dian Trisna Setyani]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29874
<![CDATA[When Pandemic Covid 19 entered Indonesia, the Indonesian government gave rules to always wash their hands, wear masks, to keep distance from each other or reduce physical contact with people in the outside environment. With the regulations issued by the government as a step to reduce the transmission of covid 19, the office and industry also take measures to assign workers to work from home (WFH). WFH is a new thing for workers in Indonesia. This research specializes in Millennial generation because they are known as the generation that is active in the organization or work. This research was conducted with the aim to determine the effectiveness of millennial workers in completing work tasks during the work from home. The research used a qualitative method with in-depth interview techniques. Characteristics of respondents taken were millennial workers in surabaya with an age range of 24-30 years who had been work from home for 3 months. The results of this study indicate that millennial workers are effective in completing work assignments while work form home. WFH also provides an advantage for them to be more flexible in their work without any limitation of time even though they are also capable of performing other activities (such as webinars) while working.]]>
<![CDATA[Conflict Management Style and Employee Performance: Leadership and Emotional Intelligence as Moderation ]]>
<![CDATA[I Made Aditya Wardana]]>;
<![CDATA[Anak Agung Ketut Sri Asih]]>;
<![CDATA[Wayan Ardani]]>;
<![CDATA[I Nengah Aristana]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v6i3.29740
<![CDATA[Increasing competition forces all businesses to develop. These demands often lead to a conflict which will later have an impact on the performance of employees, especially SMEs. Therefore, conflict management is needed so that the stability of the situation can be maintained. The purpose of this study was to analyze and explain the effect of conflict management style on employee performance, and to determine the role of leadership and emotional intelligence as moderating variables. This research involved UKM employees in regencies/cities in Bali. Data collection uses a questionnaire with the snowball method, the questionnaire is distributed electronically using the Google form. The data used were 174 respondents and then analyzed using the Smart PLS application. The findings of this study indicate that the style of conflict management has a significant effect on the performance of SMEs. Leadership shows a moderating role with a tendency to reduce the interaction of conflict management styles on performance. Meanwhile, emotional intelligence acts as a full moderator of the influence of conflict management styles on the performance of SME employees.]]>
