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JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia)
Published by Universitas Pamulang
ISSN : 25812769     EISSN : 25989502     DOI : -
Core Subject : Economy,
Economics, Econometrics & Finance
Jurnal JENIUS adalah Jurnal Ilmiah Manajemen Sumber Daya Manusia yang dikhususkan bagi dosen - dosen yang membutuhkan jurnal dibidang Ekonomi yang mencakup tentang Manajemen Sumber Daya Manusia.
Arjuna Subject : -
Articles 391 Documents
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The Effect of Work Spirit and Work Discipline on Employee Performance Inregional Water Drinking Company (PDAM) Luwu District Alpiana Gaffar; Indra Kusdarianto; Samsinar Samsinar
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29908

Abstract

This study aims to determinethe influence of morale and work discipline on employee performance 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 thatWork enthusiasm and work discipline simultaneously have a significant effect on employee performance variables in PDAM Luwu Regency.Based on the results of the calculation of multiple linear regression analysis, it can be seen that the amount of contribution given by the variable morale and work discipline to employee performance at PDAM Luwu Regency simultaneously (R2) is 0.566 or 56.6%, this means employee performance is 56.6% influenced by morale and work discipline and the remaining 49.0% is influenced by other factors not examined or outside the research model.Partially, work enthusiasm has no effect on the performance of PDAM Luwu Regency employees, while dWork discipline partially has a significant effect on the performance of PDAM Luwu Regency employees.
Self-Efficacy, Work-Family Conflict, Work-Life Balance, and Workload on the Performance of KPP Pratama Karanganyar Employees in the Pandemic of Covid 19 Taryono Taryono; Bambang Mursito; Ida Aryati
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29778

Abstract

This study aimed to determine the effect of self-efficacy, work-family conflict, work-life balance, and workload on the performance of KPP Pratama Karanganyar employees. This study uses quantitative methods with survey research. The population in this study were all KPP Pratama Karanganyar employees, namely 122 people. The research sample was the entire population of 122 people or all KPP Pratama Karanganyar employees. The data analysis technique used is multiple linear regression. Based on the research and discussion results, the F test shows that self-efficacy, work-family conflict, work-life balance, and workload simultaneously influence employee performance at KPP Pratama Karanganyar. The Adjusted R Square (R2) value is 0.564 or 56.4%. This means that 56.4% of the variables selected/entered into the model are correct, namely the variance of self-efficacy, work-family conflict, work-life balance, and workload can explain the employee performance variable of 56.4%, while the remaining 43.6% influenced by other variables such as work culture, work discipline, remuneration, and leadership style.
Analysis of Factors Affecting Job Satisfaction and Impact to Burnout on Hopsitalization Nurses in General Hospital Trisha Alya Rahmi; Yohana Cahya Palupi Meilani
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29511

Abstract

Burnout is a pathological syndrome in which a maladaptive emotion develops in response to prolonged work stress. One of the causes of burnout is low job satisfaction, so it can affect various aspects of work. Job related factors are usually considered acceptable for interventions or strategies to increase satisfaction. Factors from job related itself are working conditions, work autonomy, and work family conflict. Purpose: to determine the factors that influence job satisfaction on nurses at a government hospital in Pemalang Regency. Design: From the total of 160 respondents, there were 30 male respondents and 130 female respondents. The majority group of respondents was in the range of 31 - 40 years old. In terms of education, 48.8% with D3 Nursing education. 94.4% of respondents are married. On average, respondents have worked for > 5 years (85%) and 91.9% of respondents have working hours of 41 – 59 hours/week. The results show that job satisfaction is proven to have negative effects on burnout. Result: The result model (empirical model) of this study is known to have substantial small predictive accuracy (R2) and medium predictive relevance (Q2) on burnout as the predicted dependent variable. Conclusion: Therefore, it can be concluded that the antecedents of job satisfaction in this research model can adequately predict job satisfaction variables. Thus, this research model can be suggested to be replicated and tested further in other nurse populations at other hospitals that are potential for future research.
The Effect of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention at Bank XYZ Alvian Guntur Perdana Kusuma; Rima Febrina
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29774

Abstract

This study aims to determine and examine the effect of Compensation, Organizational Commitment, and Job Satisfaction on Turnover Intention at BANK XYZ. Sampling in this study was carried out by census or saturated samples. The number of samples taken in this study were 67 employees of BANK XYZ. The data were obtained from the results of distributing questionnaires and the analytical method used was multiple regression with the help of the SPSS version 23 program. The results showed that the variable job satisfaction partially did not affect employee job satisfaction, but organizational commitment and compensation had an effect on employee turnover intention. However, overall the independent variables together have a significant influence on turnover intention at BANK XYZ.
The Influence of Job Satisfaction on Employee Engagement with Trust as a Moderation Variable in Employees in Private Education X Surabaya Annisa Mustika Rachmawati; Pinky Saptandari; Erna Setijaningrum
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29911

Abstract

Human Resources is one of the important keys for the organization to be able to achieve goals and develop. For this reason, it requires effective management of human resources to improve the competence and performance of these human resources by making sure that these human resources can feel engaged and have trust in their organization. This study aims to examine and analyze the effect of job satisfaction on employee engagement in non-lecturer employees of Private Higher Education Surabaya with trust as the moderator variable. This study used a quantitative approach with the dependent variable is employee engagement, independent variable is job satisfaction and the moderating variable is trust. Primary data were obtained from initial interviews and filing out closed questionnaires using a purposive sampling technique involving 156 respondents in non-faculty Administration work units/directorates. Data analysis technique are multiple linear analysis. The results of this study show that job satisfaction has a positive an significant impact on employee engagement, and there is an influence between job satisfaction on employee engagement administration employees at Private Higher Education X Surabaya with trust as a moderator variable. 
The Influence of Organizational Culture and Work Discipline on Employee Performance at PT. PLN (Persero) Masamba Customer Service Unit Nanna Nanna; Saharuddin Saharuddin; Muammar Khaddapi
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29779

Abstract

The results of this study aim to determine and explain the influence of Organizational Culture and Work Discipline on Employee Performance at PT. PLN (Persero) Masamba Customer Service Unit, this type of research uses a quantitative approach. The sample of this study is 40 employees, the simultaneous results of Organizational Culture and Work Discipline have a significant influence on Employee Performance with the value of the t test results of Organizational Culture obtained t value greater than t table (0.317> α 0.05) and Motivation in get a t count value of 0.000 < α 0.05.
Compensation And Job Characteristics Affect Organizational Commitment With Work Environment Moderation Zidni Nabila Fahmy; Bambang Suko Priyono
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29875

Abstract

One of the problems that often arise in internal organizations is employee work productivity, one of which is influenced by worker commitment in the organization. This study will discuss the effect of compensation, job characteristics on organizational commitment and the role of the work environment as a moderating variable. The data collection technique used by researchers is distributing questionnaires conducted online via Google form. Questionnaires filled out by respondents were subjected to instrument testing which included validity and reliability tests using the SPSS version 22.0 program, then multiple linear regression tests were performed, hypothesis testing both partially and simultaneously and Moderated Regression Analysis (MRA) tests. In accordance with the results of the discussion, there are several things that can be concluded according to the objectives of this study, namely that there is a positive influence of compensation variables, job characteristics and work environment on organizational commitment. The work environment moderates (strengthens) the effect of compensation on organizational commitment. This means that the more supportive the work environment, the stronger the relationship between compensation and organizational commitment. The work environment moderates (strengthens) the effect of job characteristics on organizational commitment.
Change Management Model in Start-Up at Incubator Business Technology UNAIR During a Pandemic Bagus Dwi Prasetiyo; Suryanto Suryanto
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29775

Abstract

The Covid-19 pandemic which has spread almost all over the world has paralyzed various sectors. This also has an impact on existing business developments, according to Mulya (2020) there was a significant decrease in the company's income during the Covid-19 pandemic. Same situation also hits most start-up of Business Incubator the Universitas Airlangga Surabaya . For this reason, new strategy is required to survive; so that start-ups in Universitas Airlangga Business Incubator is stable and keep being productive during the Covid-19 pandemic. The purpose of this study is to find out the strategies carried out by start-ups which are placed  at the Universitas Airlangga Business incubator  for survival during the crisis times and how they respond to Change Management. This study uses qualitative methods for descriptive purposes. The implementation of this method is conducted by using online observation. In this Covid-19 Pandemic, it requires them, to apply change management. The change management they create goes through four important phases, namely Rejection, Resistance, Exploration and Commit. The Exploration phase is the most important phase in realizing change management so that the company does not go downhill. Also by the observations, researcher find out that in this phase, start-up trigerred to  find new solution and innovation in maintaining business stability in the midst of the Covid-19 Pandemic. Because this research uses qualitative methods, the research results cannot be used as a guide in other companies. For this reason, further research is expected to use quantitative methods to determine the relationship of change management to other factors along with applicable approaches. The novelty in this research is to examine the most important phase in change management at start-ups of Universitas Airlangga Business Incubator when experiencing an uncertain situation (covid-19 pandemic).
Employee Workload Analysis at The Financial Services Authority Human Resources Management Directorate with Full Time Equivalent (FTE) Gedeon Budi Prasetyo; Nugroho BS. Sukamdani; Tatan Sukwika
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29912

Abstract

The Financial Services Authority (OJK) is a public institution that has a statutory mandate to regulate and oversee the financial services sector and protect consumers. At the present time, the financial services sector is experiencing positive developments so that the OJK is also supporting this function by providing human resources. So that there is an increase in staff at OJK resulting in an increase in workload at the Directorate of Human Resources Management (DLSM) which has the function of managing human resources. On the other hand, OJK has not yet calculated employee workload and does not yet have a standardized method for calculating employee workload and employee needs. This study aims to analyze the current workload of employees with Full Time Equivalent (FTE) and the ideal employee needs as well as provide strategies to deal with underload, normal, and overloaded workload scale conditions in the Directorate of Human Resource Management at the Financial Services Authority. The results of the research that has been done are 12 employees in the Overload workload category, 13 employees in the Normal workload category, and 1 employee in the Underload workload category. Based on this FTE calculation, it is known that there is a shortage of 23 people. So several steps are proposed to meet the needs of employees and to equalize the workload of employees in the DLSM. The results of the research that has been done are 12 employees in the Overload workload category, 13 employees in the Normal workload category, and 1 employee in the Underload workload category. Based on this FTE calculation, it is known that there is a shortage of 23 people. So several steps are proposed to meet the needs of employees and to equalize the workload of employees in the DLSM.
Work Motivation Antecedents: the Effect of Human Resources Development in Improving Employee Performance Wahid Sumarjo; Ani Setyowati; Haerofiatna Haerofiatna; Didit Haryadi; Achmad Rozi
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.23745

Abstract

Employee performance can be used as a benchmark for an agency in managing its human resources. This study, among others, examines and analyzes the factors in improving employee performance by developing human resources through work motivation. This research was conducted at the public works and spatial planning services with a population of 198 using a sample of 150 respondents. The questionnaire method was distributed using an interval scale of 1 strongly disagree to 10 strongly agree—data analysis technique using SEM PLS 4. The results of this study indicate that there is an influence of human resource development on employee performance, there is an influence of human resource development on work motivation, there is an influence of work motivation on employee performance, and work motivation can be a mediation in improving employee performance.

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