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JIM (Jurnal Ilmu Manajemen)
Published by UNIVERSITAS WIDYAGAMA MALANG
ISSN : 26157284     EISSN : 24601012     DOI : https://doi.org/10.31328/jim.v6i1
Core Subject : Economy, Science, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
JIM (Jurnal Ilmu Manajemen), published by the Postgraduate Program, Masters of Management, Universitas Widyagama Malang, as a forum to improve the quality of science and the dissemination of knowledge for academics, students, practitioners, and observers of science in the field of management. The Scope of the articles published in this journal deal with a broad range of topics, including: 1. Management science, 2. Marketing management, 3. Financial management, 4. Human resource management, 5. Operations and production management, 6. Strategy management, 7. Entrepreneurial management
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 98 Documents
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KOMPENSASI BERBASIS KINERJA DAN BUDAYA ORGANISASI TERHADAP KEPUASAN KERJA SERTA IMPLIKASINYA PADA KINERJA PEGAWAI Diyah Wahyuni; ARIEF PURWANTO
JIM (Jurnal Ilmu Manajemen) Vol 8, No 1 (2022): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v8i1.4002

Abstract

ABSTRACT This study explains how an organization improves employee performance through job satisfaction, performance compensation and organizational culture. The research object chosen was the employees of the Regional Secretariat of the Batu City Government. This type of research includes the type of causality research, the sampling method uses Proportionate Stratified Random Sampling, hypothesis examiners and to produce a fit model, the sample size is 100 State Civil Servants (ASN) who work at the Regional Secretariat of the City Government of Batu, this research using the Structural Equation Model (SEM), with the Partial Least Square (PLS) approach, the results of the study were obtained from a report where performance compensation, organizational culture, and job satisfaction for employees had a strong influence on employee performance.Keywords: compensation, organizational culture, job satisfaction, performance. ABSTRAK Penelitian ini menjelaskan bagaimana sebuah organisasi dalam meningkatkan kinerja pegawainya melalui kepuasan kerja, kompensasi berbasis kinerja dan budaya organisasi. Objek penelitian yang dipilih adalah pegawai Kantor Sekretariat Daerah Pemerintah Kota Batu. Jenis penelitian ini termasuk jenis penelitian kausalitas, metode pengambilan sampel mengunakan Proportionate Stratified Random Sampling, penguji hipotesis dan untuk menghasilkan suatu model yang layak (fit),jumlah sampel 100 orang Aparatur Sipil Negara (ASN) yang bekerja di Sekretariat Daerah Pemerintah Kota Batu, penelitian ini mengunakan Structural Equation Model (SEM), dengan pendekatan Partial Least Square (PLS) hasil penelitian ini didapatkan sebuah kesimpulan dimana kompensasi berbasis kinerja, budaya organisasi, dan kepuasan kerja terhadap kinerja pegawai memiliki pengaruh yang kuat terhadap kinerja pegawaiKata Kunci: kompensasi,budaya organisasi, kepuasan kerja, kinerja
EFEK LEADER MEMBER EXCHANGE DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR YANG DIMEDIASI OLEH KOMITMEN ORGANISASI ERI SURYANTO; SODIK SODIK
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4927

Abstract

ABSTRACT  The purpose of the study was to find out empirical evidence of the effect of training and organizational commitment on performance through the job satisfaction of the personnel of the Engineering Squadron (Skatek) 042 Iswahjudi Madiun Air Base. The population in this study were all personnel, amounting to 75 personnel, with a total sampling technique of sampling. Thus the number of samples in this study were 75 respondents. Based on the raw data or primary data collected from the respondents, then the data is processed or processed through software SPSS & Smart-PLSThe results of the study show higher training is not able to increase job satisfaction; The stronger organizational commitment can increase job satisfaction;  Higher training can improve performance; The stronger organizational commitment is not able to improve performance; Higher job satisfaction can improve performance; Higher training is not able to improve performance mediated by job satisfaction, and; The stronger organizational commitment can improve performance mediated by job satisfaction. Keywords: Training, organizational commitment, job satisfaction, performance ABSTRAK  Tujuan Penelitian adalah untuk mengetahui bukti empiris pengaruh pelatihan dan komitmen organisasi terhadap kinerja melalui kepuasan kerja personel Skadron Teknik (Skatek) 042 Lanud Iswahjudi Madiun. Populasi dalam penelitian ini adalah seluruh personel yang berjumlah 75 personel, dengan teknik pengambilan sampel total sampling. Dengan demikan jumlah sampel dalam penelitian ini adalah sebanyak 75 responden. Berdasarkan data mentah atau data primer yang terkumpul dari responden, selanjutnya diolah atau dilakukan pemrosesan data melalui software SPSS for windows & Smart-PLS.Hasil penelitian menunjukkan Pelatihan yang semakin tinggi tidak mampu meningkatkan kepuasan kerja; Komitmen organisasi yang semakin kuat mampu meningkatkan kepuasan kerja; Pelatihan yang semakin tinggi mampu meningkatkan kinerja; Komitmen organisasi yang semakin kuat tidak mampu meningkatkan kinerja; Kepuasan kerja yang semakin tinggi mampu meningkatkan kinerja; Pelatihan yang semakin tinggi tidak mampu meningkatkan kinerja yang dimediasi kepuasan kerja, dan; Komitmen organisasi yang semakin kuat mampu meningkatkan kinerja yang dimediasi kepuasan kerja. Kata Kunci: Pelatihan, komitmen organisasi, kepuasan kerja, kinerja.  
DAMPAK KONFLIK KERJA DAN KOMPENSASI TERHADAP KINERJA KARYAWAN MELALUI KOMITMEN ORGANISASI PADA PT JAWA AGRO SUKSES Arief purwanto; M. Hafitz Friadi
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4926

Abstract

ABSTRAK Tujuan dari penelitian ini adalah untuk memeriksa dan menganalisis dampak konflik kerja dan kompensasi terhadap kinerja karyawan melalui komitmen organisasi pada pt jawa agro sukses. Populasi dalam penelitian ini adalah semua karyawan Bagian Produksi dari PT. Jawa Agro Sukses, yang berjumlah 34 orang. Metode analisis data yang digunakan adalah Structural Equation Model (SEM) dengan pendekatan Varian Based SEM atau Partial Least Square (PLS).Hasil penelitian menemukan bahwa: Konflik kerja menurunkan kinerja karyawan, kompensasi belum mampu meningkatkan kinerja karyawan, konflik kerja menurunkan komitmen organisasi. kompensasi mampu meningkatkan komitmen kerja. semakin tinggi kompensasi, maka semakin tinggi pula komitmen organisasi yang terdapat di pt jawa agro sukses. komitmen organisasi mampu meningkatkan kinerja karyawan. komitmen organisasi mampu memediasi secara parsial pengaruh konflik kerja terhadap kinerja karyawan, komitmen organisasi mampu memediasi secara penuh pengaruh kompensasi terhadap kinerja karyawan. Kata kunci: konflik kerja, kompensasi, kinerja karyawan, komitmen organisasi. ABSTRACT               The purpose of this study was to examine and analyze the impact of work conflict and compensation on employee performance through organizational commitment at PT Jawa Agro Sukses. The population in this study were all employees of the Production Section of PT. Jawa Agro Sukses, totaling 34 people. The data analysis method used is the Structural Equation Model (SEM) with the Variant Based SEM or Partial Least Square (PLS) approach.The results of the study found that: work conflict decreases employee performance, compensation has not been able to increase employee performance, work conflict reduces organizational commitment. Compensation can increase work commitment. the higher the compensation, the higher the organizational commitment contained in PT Jawa Agro Sukses. Organizational commitment can improve employee performance. organizational commitment is able to partially mediate the effect of work conflict on employee performance, organizational commitment is able to fully mediate the effect of compensation on employee performance. Keywords: work conflict, compensation, employee performance, organizational commitment  
EFEK LEADER MEMBER EXCHANGE DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR YANG DIMEDIASI OLEH KOMITMEN ORGANISASI
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4925

Abstract

ABSTRACT  The purpose of the study is to obtain empirical evidence of the ability of leader member exchange and job satisfaction to organizational commitment and organizational citizenship behavior, either directly or through the mediation of organizational commitment. The Partial Least Square (PLS) quantitative approach was used to analyze the data of 78 employees of the Public Works and Spatial Planning Office of Batu City, which were taken by census. The empirical findings obtained are that LMX (leader member exchange) and increased job satisfaction are able to encourage increased organizational commitment and OCB (organizational citizenship behavior). Organizational commitment managed to significantly mediate LMX and job satisfaction on OCB. These results are supported by descriptive statistics of LMX, job satisfaction, organizational commitment, and OCB, all four of which have high average values. Keywords: LMX, Job Satisfaction, Organizational Commitment, OCB ABSTRAK  Tujuan penelitian adalah untuk mendapatkan bukti empiris kemampuan leader member exchange dan kepuasan kerja terhadap komitmen organisasi maupun terhadap organizational citizenship behavior, baik secara langsung maupun melalui mediasi komitmen organisasi.Pendekatan kuantitatif Partial Least Square (PLS) digunakan untuk menganalisis data 78 Pegawai Dinas Pekerjaan Umum dan Penataan Ruang Kota Batu, yang diambil secara sensus.Temuan empiris yang diperoleh adalah LMX (leader member exchange) dan kepuasan kerja yang semakin meningkat mampu mendorong peningkatan komitmen organisasi maupun OCB (organizational citizenship behavior). Komitmen organisasi berhasil memediasi secara bermakna LMX dan kepuasan kerja terhadap OCB. Hasil ini didukung oleh statistik deskriptif LMX, kepuasan kerja, komitmen organisasi, serta OCB,  yang keempatnya memiliki nilai rata-rata tinggi. Kata Kunci: LMX, Kepuasan Kerja, Komitmen Organisasi, OCB.     
PENGARUH EMOTIONAL INTELLIGENCE DAN MOTIVASI TERHADAP KINERJA PEGAWAI YANG DIMEDIASI BUDAYA ORGANISASI DINAS KESEHATAN KOTA PASURUAN SUGIANTO SUGIANTO; MUCHLIS MAS'UD
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4924

Abstract

ABSTRACT  The purpose of this study was to determine the effect of emotional intelligence and motivation on employee performance mediated by organizational culture. This study uses a quantitative research design with an explanatory type of research. The population in this study were all ASN employees of the Pasuruan City Health Office, totaling 291 employees. Determination of the number of samples based on the slovin formula found to be 74 employees. Inferential statistical methods used with SmartPLS. The results concluded that emotional intelligence is not able to significantly improve employee performance. Motivation is not able to significantly improve employee performance. Emotional intelligence is able to significantly improve organizational culture. Motivation is able to significantly improve organizational culture. Organizational culture is able to significantly improve employee performance. Emotional intelligence is able to significantly improve employee performance which is fully mediated by organizational culture. Means motivation is able to significantly improve employee performance which is fully mediated by organizational culture.Keywords: Emotional Intelligence, Motivation, Organizational Culture, Employee Performance. ABSTRAK  Tujuan penelitian ini adalah untuk mengetahui pengaruh emotional intelligence dan motivasi terhadap kinerja pegawai yang dimediasi budaya organisasi. Penelitian ini menggunakan rancangan penelitian kuantitatif dengan jenis penelitian ekplanatory. Populasi pada penelitian ini adalah seluruh pegawai ASN Dinas Kesehatan Kota Pasuruan yang berjumlah 291 pegawai. Penentuan jumlah sampel berdasarkan rumus slovin yang ditemukan sebesar 74 pegawai. Metode statistik inferensial yang digunakan dengan SmartPLS.Hasil penelitian menyimpulkan emotional intelligence tidak mampu secara signifikan meningkatkan kinerja pegawai. Motivasi tidak mampu secara signifikan meningkatkan kinerja pegawai. Emotional intelligence mampu secara signifikan meningkatkan budaya organisasi. Motivasi mampu secara signifikan meningkatkan budaya organisasi. Budaya organisasi mampu secara signifikan meningkatkan kinerja pegawai. Emotional intelligence mampu secara signifikan meningkatkan kinerja pegawai yang dimediasi penuh oleh budaya organisasi. Berarti motivasi mampu secara signifikan meningkatkan kinerja pegawai yang dimediasi penuh oleh budaya organisasi. Kata Kunci: Emotional Intelligence, Motivasi, Budaya Organisasi, Kinerja Pegawai.   
EFEK LEADER MEMBER EXCHANGE DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR YANG DIMEDIASI OLEH KOMITMEN ORGANISASI samsul huda; T. KUNCORO T.KUNCORO
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4923

Abstract

ABSTRACT  This study aims to investigate the relationship between Leader-Member Exchange (LMX) and Job Satisfaction on Organizational Citizenship Behavior (OCB), as well as the mediating effect of Organizational Commitment in the relationship. This study was conducted using a quantitative approach through a survey of employees from various industrial sectors. Data were collected using a questionnaire that has been tested for validity and reliability. The results of statistical analysis show that there is a positive and significant relationship between Leader-Member Exchange and Job Satisfaction on Organizational Citizenship Behavior. In addition, Organizational Commitment is proven to mediate the relationship between Leader-Member Exchange and Job Satisfaction on Organizational Citizenship Behavior. This finding indicates that employees who have a good relationship with their superiors (good LMX) and feel satisfied with their jobs tend to show higher levels of Organizational Citizenship Behavior. In addition, high commitment to the organization also plays a role in strengthening the relationship between LMX and Job Satisfaction with Organizational Citizenship Behavior.Keywords: Leader-Member Exchange, Job Satisfaction, Organizational Citizenship Behavior, Organizational Commitment.ABSTRAK  Penelitian ini bertujuan untuk menginvestigasi hubungan antara Leader-Member Exchange (LMX) dan Kepuasan Kerja terhadap Organizational Citizenship Behavior (OCB), serta pengaruh mediasi Komitmen Organisasi dalam hubungan tersebut. Penelitian ini dilakukan dengan pendekatan kuantitatif melalui survei kepada karyawan dari berbagai sektor industri. Data dikumpulkan menggunakan kuesioner yang telah teruji validitas dan reliabilitasnya. Hasil analisis statistik menunjukkan bahwa terdapat hubungan positif dan signifikan antara Leader-Member Exchange dan Kepuasan Kerja terhadap Organizational Citizenship Behavior. Selain itu, Komitmen Organisasi terbukti memediasi hubungan antara Leader-Member Exchange dan Kepuasan Kerja terhadap Organizational Citizenship Behavior. Temuan ini mengindikasikan bahwa karyawan yang memiliki hubungan yang baik dengan atasan (LMX yang baik) dan merasa puas dengan pekerjaan mereka cenderung menunjukkan tingkat Organizational Citizenship Behavior yang lebih tinggi. Selain itu, komitmen yang tinggi terhadap organisasi juga berperan dalam memperkuat hubungan antara LMX dan Kepuasan Kerja dengan Organizational Citizenship Behavior. Kata Kunci: Leader-Member Exchange, Kepuasan Kerja, Organizational Citizenship Behavior, Komitmen
ANALISISIS EFEK DIKLAT DAN QUALITY OF WORK LIFE TERHADAP KINERJA PEGAWAI MELALUI ORGANIZATIONAL CITIZENSHIP BEHAVIOR Masduki masduki; survival survival
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4922

Abstract

 ABSTRACT  The purpose of this study was to prove the effect of training and quality of work life on employee performance through organizational citizenship behavior. The population in this study were all employees in Gadingrejo Subdistrict, Pasuruan City who were civil servants, namely 1 sub-district office totaling 18 employees, 8 village offices totaling 66 employees, so that in total there were 84 employees. The data analysis technique used smartPLS software version 4.0.The conclusion of the study is that training is able to improve employee performance. Training is not able to improve organizational citizenship behavior. Quality of work life is not able to improve employee performance. Quality of work life is able to improve employee organizational citizenship behavior. Organizational citizenship behavior is able to improve employee performance. Training is not able to improve employee performance mediated by organizational citizenship behavior. Quality of work life is able to improve employee performance mediated by organizational citizenship behavior. Keywords: Training, Quality of Work Life, Organizational Citizenship Behavior, Employee Performance.ABSTRAK  Tujuan penelitian ini adalah untuk membuktikan efek diklat dan quality of work life terhadap kinerja pegawai melalui organizational citizenship behavior. Penelitian ini menggunakan pendekatan penelitian kuantitatif. populasi dalam penelitian ini adalah seluruh pegawai di lingkungan Kecamatan Gadingrejo Kota Pasuruan yang berstatus PNS yaitu 84 pegawai. Teknik analisis data yang digunakan software smartPLS versi 4.0.Kesimpulan penelitian adalah Diklat mampu meningkatkan kinerja pegawai. Diklat tidak mampu meningkatkan organizational citizenship behavior. Quality of work life tidak mampu meningkatkan kinerja pegawai. Quality of work life mampu meningkatkan organizational citizenship behavior pegawai. Organizational citizenship behavior mampu meningkatkan kinerja pegawai. Diklat tidak mampu meningkatkan kinerja pegawai yang dimediasi organizational citizenship behavior. Quality of work life mampu meningkatkan kinerja pegawai yang dimediasi organizational citizenship behavior. Kata Kunci: Diklat, Quality of Work Life, Organizational Citizenship Behavior, Kinerja Pegawai.  
ANALISIS EFEK PENDIDIKAN PELATIHAN DAN KOMPETENSI DIMODERASI OLEH TEKNOLOGI INFORMASI TERHADAP KINERJA PEGAWAI Aria Prakasa; Adya Hermawati
JIM (Jurnal Ilmu Manajemen) Vol 9, No 2 (2023): JURNAL ILMU MANAJEMEN
Publisher : BADAN PENERBITAN UNIVERSITAS WIDYAGAMA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31328/jim.v9i2.4921

Abstract

 ABSTRACT  This study tries to determine the analysis of the effects of training education and competence moderated by information technology on employee performance. The population and sample used were 59 employees at the Population and Civil Registration Office of Pasuruan City and Regency using the Total Sampling method. To test the hypothesis, the researcher describes the calculation using the SEM-PLS model with SmartPLS version 4 software.The research test results show that education and training have not been able to improve employee performance. Competence is able to improve employee performance. Information Technology has not been able to improve employee performance. Information Technology has not been able to moderate the effect of education and training on employee performance. Information Technology is able to moderate the pseudo influence of competence on employee performance.. Keywords: Training Education, Competence, Information Technology, Employee Performance. ABSTRAK  Penelitian ini mencoba untuk mengetahui analisis efek pendidikan pelatihan dan kompetensi dimoderasi oleh teknologi informasi terhadap kinerja pegawai. Populasi dan sampel yang digunakan sebanyak 59 pegawai pada Dinas Kependudukan dan Pencatatan Sipil Kota dan Kabupaten Pasuruan dengan menggunakan metode Total Sampling. Untuk menguji hipotesis maka peneliti menguraikan perhitungannya menggunakan model SEM-PLS dengan software SmartPLS versi 4.Hasil uji penelitian menunjukkan bahwa Pendidikan dan pelatihan belum mampu meningkatkan kinerja pegawai. Kompetensi mampu meningkatkan kinerja pegawai. Teknologi Informasi belum mampu meningkatkan kinerja pegawai. Teknologi Informasi belum mampu memoderasi pengaruh pendidikan dan pelatihan terhadap kinerja pegawai. Teknologi Informasi mampu memoderasi semu pengaruh kompetensi terhadap kinerja pegawai. Kata Kunci: Pendidikan Pelatihan, Kompetensi, Teknologi Informasi, Kineja Pegawai.   

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