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Jurnal Ilmiah Edunomika (JIE)
Published by STIE AAS Surakarta
ISSN : -     EISSN : 25981153     DOI : https://dx.doi.org/10.29040/jie
Core Subject : Economy, Science, Education,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education
Jurnal Ilmiah EDUNOMIKA dengan ISSN 2598-1153, diterbitkan 2 (dua) kali setahun (Pebruari dan Agustus) oleh LPPM STIE AAS Surakarta bekerjasama dengan Pusat Kajian Pendidikan dan Ekonomi (PUSKAPE), Yayasan Keluarga Muslim Al Azarul Ulum Sukoharjo. Terbit pertama pada bulan Pebruari 2017. Redaksi mengundang para guru, akademisi (dosen atau peneliti) dan praktisi terkait (Sekolah, Perguruan Tinggi, Pemerintahan, LSM, dan lain-lain) untuk dapat mengirimkan artikel dengan kajian ekonomi dan pendidikan ke Jurnal Ilmiah Edunomika (JIE).
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 3,201 Documents
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ANALISIS PENGARUH EKUITAS MEREK TERHADAP KEPUTUSAN PEMBELIAN MOBIL MEREK SUZUKI DI KOTA SEMARANG Bambang Heriawan; Nanang Ari Utomo
JURNAL ILMIAH EDUNOMIKA Vol. 10 No. 1 (2026): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v10i1.20395

Abstract

The intense competition between car brands encourages companies to implement brand management strategies to create value and equity that can bind consumers. This study aims to determine the influence of brand equity elements consisting of brand awareness, brand association, perceived quality, and brand loyalty on consumer decisions to purchase Suzuki brand cars in the city of Semarang. This study used a quantitative descriptive method to describe the phenomenon that is the object of research on what it is and use statistical analysis to test the hypothesis. The population in this study are all consumers Suzuki car buyers in the city of Semarang. Samples taken as many as 100 people were taken to the consumers convenience sampling technique. Techniques of data collection using questionnaires. Analysis using multiple regression analysis, t test, F test, and test the coefficient of determination. Previous test the classical assumption of normality test, multicollinearity, and heteroscedasticity test. The results showed that: (1) brand awareness significantly influence the purchase decisions of Suzuki brand cars; (2) brand association significantly influence the purchase decision of the Suzuki brand cars. (3) perceived quality significantly influence the purchase decision of the Suzuki brand cars. (4) brand loyalty significantly influence the purchase decisions of Suzuki brand cars. This means that consumers who have a high loyalty to the Suzuki brand, it is certain that the consumers most likely to buy a Suzuki
TATA KELOLA PERUSAHAAN YANG BAIK DAN KINERJA KEUANGAN : BUKTI EMPIRIS DARI BANK SYARIAH INDONESIA (BSI) PASCA MERGER Kuni Naila'L Muna; Ratri Paramitalaksmi
JURNAL ILMIAH EDUNOMIKA Vol. 10 No. 2 (2026): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v10i2.20441

Abstract

This study examines the differences in Good Corporate Governance (GCG) implementation and financial performance at Bank Syariah Indonesia (BSI) before and after the 2021 merger of Mandiri Syariah, BNI Syariah, and BRI Syariah. Employing a comparative and causal-associative quantitative approach, the study analyzes quarterly financial statements and GCG reports from 2019 to 2024, sourced from OJK and IDX publications. Data analysis utilized descriptive statistics, paired-sample t-tests, and multiple linear regression. GCG variables included the Board of Directors, Board of Commissioners, Sharia Supervisory Board, and Audit Committee, while financial performance was measured by Return on Assets (ROA) and Return on Equity (ROE). The findings reveal significant differences across all GCG components and financial performance indicators pre- and post-merger. Average ROA increased from 1.05% to 1.78%, while average ROE rose from 8.62% to 15.35%. Regression results indicate that the Board of Directors, Board of Commissioners, Audit Committee, and the merger variable had a positive and significant impact on ROA and ROE, whereas the Sharia Supervisory Board had a limited impact. Overall, the merger—supported by stronger corporate governance practices—has enhanced supervisory effectiveness, asset management efficiency, and profitability at BSI. These results demonstrate that the implementation of integrated GCG following the merger has positively contributed to the bank's financial performance.
SOCIAL SUPPORT AS A MODERATOR IN THE RELATIONSHIP BETWEEN WORKLOAD AND INTENTION TO QUIT AMONG CONTRACT EMPLOYEES: A MODERATED REGRESSION ANALYSIS Fatwa Zuhaena
JURNAL ILMIAH EDUNOMIKA Vol. 4 No. 02 (2020): EDUNOMIKA : Vol. 04, No. 02 Agustus 2020
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v4i02.20451

Abstract

This study investigates the moderating role of social support in the relationship between workload and intention to quit among contract employees of manufacturing companies in Cilacap Regency, Central Java, Indonesia. Grounded in the Job Demands-Resources (JD-R) Model (Demerouti et al., 2001) and Social Support Theory (House, 1981), this research employs a quantitative approach using moderated regression analysis. Data were collected from 132 contract employees across six manufacturing firms using purposive sampling. Structured questionnaires with a five-point Likert scale were employed for data collection. The results reveal that workload significantly and positively predicts intention to quit (β = 0.408, p < 0.001), while social support significantly and negatively predicts intention to quit (β = −0.369, p < 0.001). Critically, social support significantly moderated the relationship between workload and intention to quit (β = −0.234, p < 0.01), such that the positive effect of workload on intention to quit was substantially weaker when social support was high. These findings advance the understanding of buffer mechanisms in the relationship between workload and quit intention and offer actionable implications for contract employee management in Indonesian manufacturing settings. Keywords: workload, intention to quit, social support, moderation, contract employees, JD-R model, manufacturing
Transformational vs. Transactional Leadership Style and Their Differential Impact on Employee Performance in SMEs: A Comparative Study in Banyumas Regency Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 6 No. 2 (2022): EDUNOMIKA : Vol. 06, No. 02, 2022
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v6i2.20452

Abstract

This study investigates the differential impact of transformational and transactional leadership styles on employee performance in Small and Medium Enterprises (SMEs) in Banyumas Regency, Central Java, Indonesia. Despite the growing body of leadership research, comparative empirical evidence from SME contexts in developing economies remains limited, particularly regarding which leadership style yields superior performance outcomes. Anchored in the Full Range Leadership Model (FRLM), this research hypothesizes that both transformational and transactional leadership positively influence employee performance, with transformational leadership exerting a stronger effect. A quantitative survey design was employed with a sample of 145 employees from 28 SMEs across the trade, food production, and craft sectors. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results revealed that transformational leadership (β = 0.421, p < 0.001) and transactional leadership (β = 0.287, p < 0.01) both significantly and positively affect employee performance, with transformational leadership demonstrating a substantially stronger effect. The model explained 61.3% of the variance in employee performance (R² = 0.613). These findings provide actionable insights for SME owners and HR practitioners in developing context-sensitive leadership training programs.
SELF-EFFICACY, SOCIAL CAPITAL, AND ENTREPRENEURIAL INTENTION AMONG RETURNEE MIGRANT WORKERS: A PATH ANALYSIS APPROACH Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 6 No. 1 (2022): EDUNOMIKA : Vol. 06, No. 01, 2022
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v6i1.20453

Abstract

The reintegration of returnee migrant workers into domestic labor markets poses significant socioeconomic challenges for labor-sending countries including Indonesia. Entrepreneurship represents a pivotal reintegration pathway, yet the psychological and social antecedents of entrepreneurial intention in this population remain underexplored. This study investigates the influence of self-efficacy and social capital on entrepreneurial intention among returnee migrant workers (Tenaga Kerja Indonesia Purna/TKI Purna) in Cilacap Regency, Central Java, using a path analysis approach. Grounded in Social Cognitive Theory (Bandura, 1986) and Bourdieu's (1986) Social Capital Theory, this study collected data from 145 returnee migrant workers through stratified random sampling. Path analysis using AMOS 24.0 revealed that self-efficacy significantly and positively influenced entrepreneurial intention (β = 0.412, p < 0.001), social capital significantly influenced entrepreneurial intention (β = 0.338, p < 0.001), and self-efficacy significantly influenced social capital (β = 0.521, p < 0.001). Social capital partially mediated the relationship between self-efficacy and entrepreneurial intention (indirect effect β = 0.176, p = 0.003). The R² for entrepreneurial intention was 0.587. These findings have significant implications for reintegration policy design and post-migration entrepreneurship support programs. Keywords: self-efficacy, social capital, entrepreneurial intention, returnee migrant workers, TKI Purna, path analysis
UNRAVELING MILLENNIAL EMPLOYEE LOYALTY IN THE FOOD AND BEVERAGE INDUSTRY: THE ROLE OF COMPENSATION, CAREER PATH, AND ORGANIZATIONAL CULTURE IN CENTRAL JAVA Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 5 No. 1 (2021): EDUNOMIKA : Vol. 05, No. 01, 2021
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v5i1.20455

Abstract

Millennial employee loyalty has emerged as a critical yet elusive organizational challenge, particularly in the food and beverage (F&B) industry where high turnover and generational workforce shifts are endemic. This study examines the influence of compensation, career path, and organizational culture on millennial employee loyalty in food and beverage companies operating in Purbalingga Regency and surrounding areas of Central Java, Indonesia. Anchored in Social Exchange Theory (Blau, 1964), Career Development Theory (Super, 1957; Greenhaus et al., 2010), and Person-Organization Fit Theory (Kristof, 1996), the research employs a quantitative design using Partial Least Squares Structural Equation Modeling (PLS-SEM). A total of 154 millennial employees (born 1981–1996) from 10 F&B companies were surveyed through purposive sampling. Results reveal that compensation (β = 0.318, p < 0.001), career path (β = 0.301, p < 0.001), and organizational culture (β = 0.362, p < 0.001) each significantly and positively influence employee loyalty, jointly explaining 63.1% of variance in loyalty (R² = 0.631). Organizational culture emerged as the strongest predictor, followed by compensation and career path. These findings offer nuanced theoretical and practical contributions to generational HRM in the F&B industry within a developing-country context. Keywords: Millennial Loyalty, Compensation, Career Path, Organizational Culture, Social Exchange Theory
WORK-LIFE BALANCE, WORKLOAD, AND SUPERVISORY SUPPORT AS DETERMINANTS OF FEMALE EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE MANUFACTURING SECTOR IN CENTRAL JAVA Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 4 No. 01 (2020): EDUNOMIKA, VOL. 04, NO. 01, Februari 2020
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v4i01.20457

Abstract

This study examines the influence of work-life balance, workload, and supervisory support on job satisfaction among female employees in the manufacturing sector in Central Java, Indonesia. The growing participation of women in manufacturing industries raises critical concerns about their well-being and job satisfaction, which directly affects organizational productivity. Drawing on the Conservation of Resources (COR) Theory, this research proposes that work-life balance and supervisory support positively affect job satisfaction, while workload negatively affects it. A quantitative approach was employed using purposive sampling of 138 female employees from five garment and textile companies in Banyumas and Cilacap Regencies. Data were collected using a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that work-life balance (β = 0.312, p < 0.001) and supervisory support (β = 0.289, p < 0.01) significantly and positively affect job satisfaction, while workload (β = −0.241, p < 0.05) has a significant negative effect. The model explains 54.7% of the variance in job satisfaction (R² = 0.547). These findings provide managerial implications for HR practitioners in manufacturing firms to develop flexible work policies and supervisory training programs tailored to the needs of female employees. Keywords: work-life balance; supervisory support; job satisfaction; female employees; manufacturing sector
WORK STRESS, ROLE CONFLICT, AND COMPENSATION INEQUITY AS ANTECEDENTS OF TURNOVER INTENTION: EVIDENCE FROM PRIVATE HOSPITAL EMPLOYEES IN CENTRAL JAVA Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 5 No. 1 (2021): EDUNOMIKA : Vol. 05, No. 01, 2021
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v5i1.20460

Abstract

The global healthcare industry continues to face a pressing human resource challenge: high employee turnover. This study examines the influence of work stress, role conflict, and compensation inequity on turnover intention among employees of private hospitals in Banyumas Regency and adjacent districts, Central Java. Grounded in Conservation of Resources (COR) Theory (Hobfoll, 1989) and Equity Theory (Adams, 1963), three hypotheses were tested using PLS-SEM with a sample of 145 respondents from five accredited private hospitals. Results demonstrate that work stress (β = 0.312, p < 0.001), role conflict (β = 0.341, p < 0.001), and compensation inequity (β = 0.358, p < 0.001) each significantly and positively affect turnover intention, with compensation inequity exerting the strongest effect. The three predictors jointly explain 61.4% of turnover intention variance (R² = 0.614; Q² = 0.388). These findings provide theoretically grounded, empirically supported recommendations for hospital administrators seeking effective retention strategies in Central Java's private healthcare sector. Keywords: work stress; role conflict; compensation inequity; turnover intention; private hospital; COR theory; equity theory; PLS-SEM
Organizational Commitment as a Mediating Variable Between Organizational Culture and Civil Servant Performance in Regional Government Institutions Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 5 No. 1 (2021): EDUNOMIKA : Vol. 05, No. 01, 2021
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v5i1.20461

Abstract

Civil servant performance in Indonesian regional government remains a persistent policy concern, with organizational culture and commitment identified as critical but understudied determinants. This study investigates the mediating role of organizational commitment between organizational culture and civil servant performance in five Organisasi Perangkat Daerah (OPD) offices in Purbalingga Regency, Central Java. Grounded in Organizational Culture Theory (Schein, 1985) and the Three-Component Commitment Model (Meyer & Allen, 1991), four hypotheses were tested using PLS-SEM with bootstrapping mediation analysis on 152 civil servant respondents. Results confirm that organizational culture significantly affects commitment (β = 0.447, p < 0.001), directly affects performance (β = 0.298, p < 0.001), and that commitment significantly affects performance (β = 0.341, p < 0.001). Organizational commitment partially mediates the culture-performance relationship (indirect β = 0.152, p = 0.001, 95% CI [0.063, 0.248]). The model explains 58.4% of performance variance (R² = 0.584; Q² = 0.312). Total culture-performance effect = 0.450. Findings advance the culture-performance literature and provide evidence-based recommendations for Indonesian regional government HR reform. Keywords: organizational culture; organizational commitment; civil servant performance; regional government; mediation; PLS-SEM; Purbalingga; OPD
Work Stress, Role Conflict, and Compensation Inequity as Antecedents of Turnover Intention: Evidence from Private Hospital Employees in Central Java Fatwa Zuhaena
JURNAL ILMIAH EDUNOMIKA Vol. 4 No. 02 (2020): EDUNOMIKA : Vol. 04, No. 02 Agustus 2020
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v4i02.20489

Abstract

The global healthcare industry continues to face a pressing human resource challenge: high employee turnover. This study examines the influence of work stress, role conflict, and compensation inequity on turnover intention among employees of private hospitals in Banyumas Regency and adjacent districts, Central Java. Grounded in Conservation of Resources (COR) Theory (Hobfoll, 1989) and Equity Theory (Adams, 1963), three hypotheses were tested using PLS-SEM with a sample of 145 respondents from five accredited private hospitals. Results demonstrate that work stress (β = 0.312, p < 0.001), role conflict (β = 0.341, p < 0.001), and compensation inequity (β = 0.358, p < 0.001) each significantly and positively affect turnover intention, with compensation inequity exerting the strongest effect. The three predictors jointly explain 61.4% of turnover intention variance (R² = 0.614; Q² = 0.388). These findings provide theoretically grounded, empirically supported recommendations for hospital administrators seeking effective retention strategies in Central Java's private healthcare sector. Keywords: work stress; role conflict; compensation inequity; turnover intention; private hospital; COR theory; equity theory; PLS-SEM

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