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INDONESIA
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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Improving Employee Work Motivation: Investigating The Mediating Role of Job Satisfaction Yakup, Yakup; Podungge, Robiyati
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 1 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i1.44001

Abstract

The role of job satisfaction in mediating leadership, organizational support and compensation on employee work motivation. The data used in this research is primary data sourced from filling out questionnaires. The research population was 609 employees of the Regional Public Drinking Water Company in Gorontalo Province. Sampling used the Slovin method to obtain a sample of 145 respondents. The analytical technique used to answer research problems and test hypotheses is path analysis (Path Analisyss) with the help of Statistical Product Service Solution (SPSS) and Lisrel software to analyze the data. The findings of this research are (1) leadership, organizational support, compensation and gender directly have a positive and significant effect on job satisfaction, (2) job satisfaction have a direct positive and significant effect on work motivation, (3) leadership, organizational support, compensation, gender and job satisfaction have a positive and significant direct effect on work motivation, (4) motivation can be increased significantly through the role of job satisfaction on the variables of leadership, organizational support, compensation and gender. Satisfaction is a variable that can change the psychological condition and behavior of individuals regarding the problem of lack of motivation in employees. Job satisfaction can be a lever to increase the drive or enthusiasm of employees to achieve company goals.
The Effect of Career Development, Organizational Commitment and Work Discipline on the Performance of Administrative Officials Equalized into Functional Positions in the Payakumbuh City Government Vianora, Ade; Syafrizal, Syafrizal; Fatimah, Fatia
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 1 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i1.44096

Abstract

The performance and management of apparatus resources continues to receive comprehensive and gradual improvements by prioritizing or being based on competency. One of the efforts made by the Payakumbuh City Government, West Sumatra Province, is implementing a policy of equalizing administrative positions into functional positions at the end of December 2021. Therefore, researchers are interested in analyzing the influence of career development, organizational commitment and work discipline on the performance of administrative officials which is equated to a functional position in the Payakumbuh City Government. This research is quantitative descriptive and uses Structural Model Assessment (SMA) hypothesis testing. Data collection was carried out by distributing questionnaires to 100 respondents. Sampling used the purposive sampling method. Hypothesis testing using SmartPLS. The research results show that: (1) career development partially has a positive and significant effect on performance; (2) organizational commitment partially has a positive and significant effect on performance; and (3) work discipline partially has a positive and significant effect on performance. Based on the results of this research, leaders need to adopt policies regarding increasing career development, work discipline and organizational commitment to optimize performance.
The Role of the Indonesian Navy in Responding to Changes in the Maritime Boundary between Timor Leste and Australia in 2018 to the status of Indonesia's Maritime Territory in order to Maintain Defense and Security Country Harumbintoro, Nioko Budi Legowo; DAW, Martinus
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 1 (2024): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i1.44119

Abstract

After the ratification of the Treaty Between Australia and the Democratic Republic of Timor Leste Establishing Their Maritime Bunderies in the Timor Sea on 31 May 2018, it marked the settlement of the maritime boundary dispute between the Democratic Republic of Timor Leste (RDTL) and Australia through the mechanism of the International Court of Arbitration in The Hague. The settlement of this maritime boundary dispute does not include Indonesia as a country that directly borders RDTL and Australia. The settlement of this maritime boundary dispute ignores the maritime boundary agreement between Indonesia and Australia in 1971 and 1972. RDTL and Australia ignore the agreement, resulting in duplication and contradiction. This study uses a qualitative method with a defense science and legal approach. The results of this study indicate that the maritime boundary agreement between RDTL and Australia is not in accordance with the provisions of international maritime law UNCLOS 1982. The drawing of maritime boundaries using meridian lines causes the sea boundaries to widen to the east and west. The Greater Sunrise area is mostly included in the RDTL sea area. This agreement is very detrimental to Indonesia in the fields of politics, economy, security and defense. In order to maintain the security and integrity of the national jurisdictional sea area, the Indonesian Navy continues to increase its Diplomatic, Police and Defense roles based on the 1971 and 1972 maritime boundary agreements and using the maritime map issued by Indonesia in 2017. The Indonesian government must be proactive in renegotiating with RDTL and Australia in accordance with the provisions of UNCLOS 1982, the 1933 Montevideo Convention and the 1961 Vienna Convention.
Analysis of Occupational Safety, Health, and Work (K3) on Improving Employee Performance Productivity at PT. Indomarco Prismatama in Campang Raya Bandar Lampung Nanda, Okky Riyan; Muhammad, Mahathir; Anggarini, Defia Riski
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44444

Abstract

This study aims to determine the Influence of Occupational Safety, Health, and Occupational Health (K3) on Increasing Employee Performance Productivity. Every company wants to increase the productivity of its employees' performance. Employee performance productivity is influenced by occupational safety, health, and K3. A study was conducted by PT to analyze occupational safety, health, and K3 on employee performance productivity. Indomarco Prismatama in Campang Raya Bandar Lampung. This study uses a quantitative method. The population is employees of PT. Indomarco Prismatama. The population consists of 56 employees. The sampling technique uses a census. The sample of this study was 56 employees. The data collection technique is a questionnaire. Data were analyzed by multiple linear regression. The results of this study indicate that occupational safety, health, and K3 have a significant effect on employee performance and productivity. However, these variables affect work productivity. So that PT. Indomarco Prismatama in Campang Raya Bandar Lampung can improve occupational safety, health, and K3 because these variables have a significant effect on employee performance and productivity.
The Influence of Career Development and Compensation on Employee Performance at Bank BRI Bandar Lampung Regional Office Dwiyanti, Septi; Puji, Kemala
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44566

Abstract

The purpose of this study is to determine compensation and career development on the performance of Bank employees.BRI Regional Office of Bandar Lampung. The population in this study were employees at Bank BRI Kanwil Bandar Lampung. The sampling technique usedpurposivesamplingand obtained a sample of 50 respondents. The variables of this study use two variables, namely dependent and independent variables. For the dependent variable (y) this study is employee performance. For the independent variables (x) include Compensation (x1), and career development (x2). Quantitative data analysis methods, using several linear regression analysis models by processing data using the SPSS 21 program.Career Development partially has a positive and insignificant effect on the Performance of BRI Kanwil Bandar Lampung Employees with a t-test value of 0.371 with a significance level of 0.712. Compensation partially has a positive and significant effect on the Performance of BRI Kanwil Bandar Lampung Employees with a t-test result of 3.365 with a significance level of 0.002.As well asCareer Development and Compensation simultaneously have a positive and significant effect on the Performance of BRI Kanwil Bandar Lampung Employees with the results of the F test with ni obtained of 11,704 with a significance level of 0.000.
The Effect Of Work Facilities, Work Motivation and Leadership Style on The Performance of Employees at The Tanjung Karang Religious Court Office Praptiwi, Silvia; Amalya, Wulan Rezky
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44567

Abstract

This study aims to analyze the influence of work facilities, work motivation and leadership style partially and simultaneously on employee performance and analyze the most dominant variables that influence employee performance at the Tanjung Karang Religious Court. The research method is a survey. Data collection techniques by collecting data from questionnaires and documentation. Researchers distributed questionnaires within the Tanjung Karang Religious Court with a total of 50 respondents. The type of data used is primary data. Hypothesis testing in this study includes reliability testing, validity testing, multiple regression analysis testing, t-test (partial), and F-test (Simultaneous) with the help of SPSS version 26. Research Results from the calculation of the t-test(partial) it can be concluded that the Work Facilities variable (X1) has no positive effect, Work Motivation (X2) has a positive effect, and Leadership Style (X3) has no positive effect. While the F Test (Simultaneous) Partially Work Facilities, Work Motivation and Leadership Style together have a positive effect on the performance of Tanjung Karang Religious Court employees.
The Role of Leadership and Talent Development in Enhancing Employee Performance Irwanta, Tommy; Aribowo, Agus
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44627

Abstract

This study is motivated by the importance of talent development and leadership in enhancing employee performance in e-commerce companies in Indonesia. Employee performance is a key factor in achieving organizational goals, and talent development as well as leadership are considered crucial in this regard. The purpose of this study is to analyze the impact of talent development and leadership on employee performance and to examine whether leadership moderates the relationship between talent development and performance. The study employs multiple linear regression methods to analyze data collected from 131 respondents. The results indicate that both talent development and leadership significantly influence employee performance. Hypothesis testing reveals that talent development and leadership have a significant positive relationship with employee performance, with leadership having a more dominant influence. However, moderation analysis shows that leadership does not significantly moderate the relationship between talent development and employee performance. The conclusion of this study is that talent development and leadership are important factors in improving employee performance, but leadership does not significantly moderate the relationship between talent development and performance. Therefore, e-commerce companies in Indonesia are advised to focus more on talent development and leadership to achieve optimal employee performance.
Effect of Interpersonal Relationships, Work Stress, and Work Environment on Employee Performance: The Mediating Role of Job Satisfaction Rachmawati, Dewi Lailatul; Vivin Maharani Ekowati
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44761

Abstract

In the era of globalization and increasingly fierce business competition, organizations face pressure to maximize employee performance as a critical asset in achieving their business objectives. This research examines how interpersonal relationships, work stress also the work environment influence employee performance, with job satisfaction as a mediating aspect. The study employs a quantitative approach, using employees of Pertamina gas stations in Malang as the population and sample. A saturated sampling technique was used for sample selection, resulting in 33 respondents, with primary data collected for the research. SmartPLS 4 was utilized as the data analysis tool. The outcome reveal that interpersonal relationships have a significant positive impact on employee performance, whereas work stress and the work environment do not show a significant impact. Furthermore, the mediation of job satisfaction in the relationship between interpersonal connections and work stress on employee performance is insignificant. In contrast, the work environment does demonstrate a substantial positive influence. These results emphasize the necessity of fostering strong interpersonal relationships, managing stress effectively, and enhancing the work environment to boost employee performance.
Identification of Factors Causing Quiet Quitting in Organizations Based on the Perspective of Literature Studies Safariyani, Eva; Fadillah, Alan Fajar
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44814

Abstract

The advancement of technology, the era of Industry 4.0, and the COVID-19 pandemic have introduced significant changes in the business world, affecting both organizations and employees. These shifts have contributed to the phenomenon of quiet quitting, where employees reduce their commitment to work without formally resigning. This phenomenon often emerges as a response to burnout, work-life imbalance, and high expectations from employers. This study compiles various research to analyze the contributing factors and negative impacts of quiet quitting on organizations. Findings indicate that quiet quitting is driven by job dissatisfaction, poor communication, lack of career development opportunities, and unsupportive organizational culture. The results highlight the importance of creating a positive work environment, fostering effective communication, and providing career development opportunities to mitigate the adverse effects of quiet quitting. Further research is needed to explore in depth the factors contributing to quiet quitting and to design more effective strategies for its prevention.
Evaluasi Program Work From Home: Studi tentang Produktivitas dan Kesejahteraan Karyawan Sidharta L, Anggara Ibnu
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 2 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i2.44949

Abstract

Pandemi COVID-19 telah mendorong peningkatan signifikan dalam penerapan kebijakan Work From Home (WFH) di berbagai industri. Penelitian ini mengevaluasi dampak program WFH terhadap produktivitas dan kesejahteraan karyawan, serta mengidentifikasi tantangan yang terkait. Dengan menggunakan metode survei kuantitatif, data dikumpulkan dari 150 karyawan di sektor seperti teknologi informasi, keuangan, dan pendidikan. Analisis difokuskan pada dua dimensi utama: produktivitas dan kesejahteraan. Hasil penelitian menunjukkan bahwa 60% responden mengalami peningkatan produktivitas akibat fleksibilitas waktu dan berkurangnya gangguan di tempat kerja, sementara 25% melaporkan penurunan yang disebabkan oleh kebimbangan antara pekerjaan dan kehidupan pribadi. Pada aspek kesejahteraan, 40% responden merasa lebih baik karena jadwal kerja yang fleksibel, namun 35% mengalami penurunan kesehatan mental akibat beban kerja dan berkurangnya interaksi sosial. Masalah fisik seperti nyeri punggung dan kelelahan mata juga ditemukan, memengaruhi 45% partisipan. Analisis korelasi dan regresi menunjukkan hubungan positif antara fleksibilitas WFH dengan produktivitas (r=0,62, β=0,45, p<0,01), tetapi berdampak negatif pada kesejahteraan (r=-0,45, β=-0,38, p<0,01). Kendala teknis dan kurangnya pengaturan ergonomis diidentifikasi sebagai hambatan efektivitas. Studi ini menyimpulkan bahwa WFH meningkatkan produktivitas di bawah kondisi yang mendukung, tetapi berisiko bagi kesejahteraan karyawan. Rekomendasi mencakup penerapan batasan kerja yang jelas, peningkatan dukungan teknologi, dan inisiatif untuk kesehatan mental karyawan guna mengoptimalkan manfaat kebijakan WFH.

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