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<![CDATA[Analysis of Ethical Leadership In Forming Employee Work Behavior at PT. BDE ]]>
<![CDATA[Hikmat, Hikmat]]>;
<![CDATA[Salam, Rahmat]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37642
<![CDATA[The study seeks to ascertain and evaluate Ethical Leadership in Shaping Employee Work Behavior at PT. BDE. The study's research approach is a descriptive qualitative method, through interviews and observations with the research object, namely the employees of PT. BDE . The findings from the study and debate are 1. Ethical leadership applied by PT BDE in its employees is a) creating the right values and morals in the workplace, b) shaping the way an employee carries out their work duties with high moral standards , c) fostering loyalty, discipline, order, neatness and creating employees who have attitude. 2. Employee Work Behavior at PT. BDE is already quite good, namely working well and being responsible, outgoing and hardworking. However, it has both positive and negative types of behavior.]]>
<![CDATA[The Impact of Work Family Conflict, Workload and Transformational Leadership 0n Job Satisfaction and Employee Labour Loyalty of Nurses at Hospital XYZ Lampung ]]>
<![CDATA[Nabila, Alma Rizkita]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37643
<![CDATA[This study was conducted to examine and analyse the effect of Work Family Conflict, Workload and Transformational leadership on Job Satisfaction and Loyalty in nurses of XYZ Lampung Hospital. The method in this research is quantitative research with Hypothesis test. Respondent data was taken by purposive sampling with a questionnaire using a Likert scale (1-5). The object of research is all nurses of XYZ Lampung Hospital. The total sample was 160 people with the criteria of nurses with active status and at least 1 year of work. Data were analysed with the Partial Least Square Structural Equation Model (PLS-SEM) approach. The results showed that Work Family Conflict was proven to have a negative and significant effect on Job Satisfaction. Workload is proven to have a negative and significant effect on Job Satisfaction. Transformational leadership is proven an effect positive and significant to Job Satisfaction. Job Satisfaction has a positive and significant effect on Employee Loyalty. Management needs to overcome Work Family Conflict, workload, and encourage transformational leadership to increase Job Satisfaction and Employee Loyalty. Flexibility, resource planning, and leadership training need to be the main focus. These conclusions support productivity and organisational sustainability. There are a number of limitations followed by suggestions for future research.]]>
<![CDATA[Implementation of The Role of Organizational Culture in Strengthening The Social Responsibility Attitudes of HIMA PPKn Managers, Pamulang University ]]>
<![CDATA[Utaminingsih, Sri]]>;
<![CDATA[Rachmawaty, Shella]]>;
<![CDATA[Lestari, Yulita Puji]]>;
<![CDATA[Hendri, Hendri]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37690
<![CDATA[This research aims to investigate the implementation of the role of organizational culture in strengthening the social responsibility attitudes of the management of the Political Science and Government Study Program Student Association (HIMA PPKn). Higher education has an important role in forming a young generation who has social awareness and responsibility towards society. In this context, student organizations such as HIMA PPKn can be an effective forum for training students in understanding and practicing their social responsibilities. This research uses qualitative methods with data collection techniques through in-depth interviews, observation and document analysis. The main respondents in this research were HIMA PPKn administrators who were active in organizational activities. The research results show that organizational culture plays a significant role in influencing the social responsibility attitudes of HIMA PPKn administrators. A strong organizational culture, which prioritizes values such as participation, cooperation, leadership and openness, encourages HIMA PPKn administrators to care more about social issues and be more actively involved in social activities outside the campus environment. The results of this research provide an important contribution to understanding the importance of organizational culture in the context of student organizations and how organizational culture can influence social responsibility attitudes. These findings can be the basis for developing more effective education and training programs to produce a younger generation who are more socially responsible and care about society. In addition, the results of this research can provide guidance for administrators of other student organizations in optimizing the role of organizational culture in strengthening their social responsibility attitudes.]]>
<![CDATA[This is Interesting! High-Performance Work Systems, Empowering Leadership and Burnout for Employee Job Satisfaction ]]>
<![CDATA[Sofyan, Joel Faruk]]>;
<![CDATA[Aulia, Shifa]]>;
<![CDATA[Fajarwati, Diana]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37691
<![CDATA[Currently, industrial competition has found many problems that cause business failure. This business failure can be overcome by preparing superior and good employees or human resources. Lack of job satisfaction certainly has a big impact on the development of the company. This study examines the influence of HPWS, Burnout and Empowering Leadership on Job satisfaction in automotive companies in Indonesia. This research is quantitative research. Data collection was conducted online starting in 2023, using google form which resulted in 295 selected respondents. The survey data were then analysed using the Partial Least Square - Structural Equation Model (PLS-SEM) method. The findings of this study indicate that, HPWS has a positive effect on Burnout, HPWS has a positive effect on Job satisfaction, Empowering leadership has no significant effect on Burnout, Empowering leadership has a positive effect on Job satisfaction, Burnout has no significant effect on Job satisfaction and Burnout does not significantly moderate the relationship of HPWS on Job satisfaction. This study provides managerial implications for moving companies, to be able to increase motivation and direction so that employees feel they belong to the company and generate personal commitment to achieving goals with management. A comfortable work environment will also make employees feel comfortable at work and can continue to improve employee performance in the company.]]>
<![CDATA[The Influence of Compensation and Motivation on Employee Performance at PT Indotama Perkasa in Bekasi District ]]>
<![CDATA[Putra, Yustiana Effendi]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37692
<![CDATA[This research aims to determine the effect of compensation and motivation on employee performance at PT Indotama Perkasa in Bekasi Regency. The method used is explanatory research with analytical techniques using statistical analysis with regression testing, correlation, determination and hypothesis testing. The results of this research are that compensation has a significant effect on employee performance by 46.1%. Hypothesis testing shows that t count > t table or (6.921 > 2.003). Motivation has a significant effect on employee performance by 36.6%, hypothesis testing obtained t count > t table or (5.647 > 2.003). Compensation and motivation simultaneously have a significant effect on employee performance with the regression equation Y = 9.751 + 0.426X1 + 0.344X2 and an influence contribution of 56.3%, the hypothesis test obtained calculated F > F table or (35.413 > 2.770).]]>
<![CDATA[The Influence of Self-Efficacy, Supervision and Organizational Commitment on the Performance of Satpol PP Employees in Bengkulu Province ]]>
<![CDATA[Afifah, Luthfiyah]]>;
<![CDATA[Widodo, Slamet]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37693
<![CDATA[In maintaining public security and order, the Pamong Praja Police Unit is indispensable. The purpose of this study is to examine the elements that affect the performance of Satpol PP. This study focuses on self-efficacy, supervision, and organizational commitment as variables that are considered to play a role. This type of research is quantitative research and the data analysis method uses SPSS 25 software for windows. The population used includes all Satpol PP employees in Bengkulu Province. The sampling technique in this study used saturated sampling / census sampling technique with a total sample size of 223 respondents using quantitative methods. The results of the research analysis show that the self-efficacy variable (X1) has a positive and significant effect on performance (Y), the supervision variable (X2) has no positive and significant effect on performance (Y), the organizational commitment variable (X3) has a positive and significant effect on performance (Y), and the variables of self-efficacy, supervision and organizational commitment together have a positive and significant effect on performance (Y).]]>
<![CDATA[The Influence of Competency and Delegation on Work Ethic and Its Impact on Dreamland Group Company Employee Performance ]]>
<![CDATA[Wyrmand, Dustin]]>;
<![CDATA[Setiawan, Heru]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37695
<![CDATA[In this study, the researcher embarked on addressing a critical issue perceived to be affecting a company, namely the subpar performance of employees. The objective of this research is to examine the influence of competence and delegation on work ethics and its impact on employee performance at PT. Dreamland Group. The study was conducted using a questionnaire as the data collection instrument. Data analysis was performed using the multiple linear regression analysis technique. A census sampling method, involving all employees/population, was employed. The study encompassed 60 employees from various departments at PT. Dreamland Group, a property and construction company in the Bangka Belitung Province. The research findings indicate that competence and delegation have a positive and significant impact on employees' work ethic. Furthermore, work ethics also exhibits a positive and significant influence on employee performance. The results of this study conclude that there exists a significant positive influence of competence and delegation on work ethics, as well as a significant positive influence of work ethics on employee performance at PT. Dreamland Group.]]>
<![CDATA[The Influence of Transformational Leadership on Employee Job Satisfaction at PT. Prima Raya Dinamika ]]>
<![CDATA[Geraldi, Zefanya]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37697
<![CDATA[Employee loyalty is something that is difficult for companies to have. Feelings of dissatisfaction with their work make an employee disloyal towards their work. Transformational leadership is one factor that can increase employee job satisfaction. PT. Prima Raya Dinamika is a company that operates in the field of production machine spare parts and steel structures. Leader of PT. Prima Raya Dinamika increases employee job satisfaction by implementing transformational leadership. This research aims to analyze the influence of transformational leadership on employee job satisfaction at PT. Prima Raya Dynamics. The method used in this research is quantitative with a descriptive approach. This research applies a simple linear regression analysis test and coefficient of determination. The population in this research is all employees of PT. Prima Raya Dinamika has 11 employees, so sampling is not necessary. The results of this research show that transformational leadership has a positive effect on employee job satisfaction, based on the results of the coefficient of determination showing that job satisfaction is influenced by transformational leadership by 69.5%. So, the better the transformational leadership applied by PT leaders. Prima Raya Dinamika will increase employee job satisfaction. Suggestions submitted by the author to PT. Prima Raya Dinamika is by creating a forum that can accommodate employee aspirations regarding business development ideas and implementing reward and punishment methods to motivate employees to comply with company regulations.]]>
<![CDATA[The Influence of The Meaning of Work on Affective Organizational Commitment With Work Engagement as A Mediator for Employees of PT X Makassar Region ]]>
<![CDATA[Mutmainnah, Mutmainnah]]>;
<![CDATA[Tamar, Muhammad]]>;
<![CDATA[Wirawan, Hillman]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37698
<![CDATA[This research aims to examine the influence of the meaning of work on affective organizational commitment with work engagement acting as a mediating variable for employees of PT X Makassar Region. The number of samples in this study was 247 people. This research examines the indirect effect of work meaning on affective organizational commitment through the mediating role of work engagement. The analysis technique used is multiple regression test with bootstrapping technique and Sobel test. The results of this research show that the meaning of work influences work engagement and influences affective organizational commitment directly. Thus, it can be concluded that work engagement partially mediates.]]>
<![CDATA[Analysis of the Critical Role Of Organizational Culture in Improving Employee Performance ]]>
<![CDATA[Wahyudi, Yuli]]>;
<![CDATA[Pratama, Guruh Dwi]]>;
<![CDATA[Mulyani, Sri]]>;
<![CDATA[Seta, Anggada Bayu]]>;
<![CDATA[Maswatu, Aruji]]>
<![CDATA[ Jurnal Ilmiah Sumber Daya Manusia Vol 7 No 2 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Universitas Pamulang ]]>
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DOI: 10.32493/JJSDM.v7i2.37699
<![CDATA[This research aims to investigate the implementation of the role of organizational culture in strengthening the social responsibility attitudes of the management of the Political Science and Government Study Program Student Association (HIMA PPKn). Higher education has an important role in forming a young generation who has social awareness and responsibility towards society. In this context, student organizations such as HIMA PPKn can be an effective forum for training students in understanding and practicing their social responsibilities. This research uses qualitative methods with data collection techniques through in-depth interviews, observation and document analysis. The main respondents in this research were HIMA PPKn administrators who were active in organizational activities. The research results show that organizational culture plays a significant role in influencing the social responsibility attitudes of HIMA PPKn administrators. A strong organizational culture, which prioritizes values such as participation, cooperation, leadership and openness, encourages HIMA PPKn administrators to care more about social issues and be more actively involved in social activities outside the campus environment. The results of this research provide an important contribution to understanding the importance of organizational culture in the context of student organizations and how organizational culture can influence social responsibility attitudes. These findings can be the basis for developing more effective education and training programs to produce a younger generation who are more socially responsible and care about society. In addition, the results of this research can provide guidance for administrators of other student organizations in optimizing the role of organizational culture in strengthening their social responsibility attitudes.]]>
