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Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Published by Universitas Timor
ISSN : -     EISSN : 25033123     DOI : 10.32938
Core Subject : Economy,
Economics, Econometrics & Finance
Bidang ilmu yang diterbitkan dalam jurnal ini adalah Manajemen Sumber Daya Manusia, Manajemen Keuangan, Manajemen Operasional dan Manajemen Pemasaran
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 180 Documents
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PENGARUH BEBAN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA ANGGOTA PRAMUGARI DIREKTORAT KEPOLISIAN UDARA Dewi, Dewa Ayu Mirah Kusuma
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

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Abstract

Dengan teknik simple random sampling, diambil sampel sebanyak 40 Anggota Pramugari Ditpoludara sebagai responden dalam penelitian ini. Dalam penelitian ini teknik pengumpulan data yang digunakan adalah teknik penelitian lapangan, dilakukan dengan turun langsung ke lapangan menggunakan alat pengumpulan data kuesioner yang disebarkan kepada responden. Nilai thitung untuk variabel X1 (Beban Kerja) sebesar 6.248 sedangkan nilai ttabel untuk n = 40 sebesar 2.021. Jadi thitung > ttabel atau 6.248 > 2.021, dapat disimpulkan bahwa secara parsial variabel Beban Kerja berpengaruh terhadap Kinerja Anggota Pramugari Direktorat Kepolisian Udara. Nilai thitung untuk variabel X2 (Motivasi) sebesar 2.761, sedangkan nilai ttabel untuk n = 40 sebesar 2.021. Jadi thitung > ttabel atau 2.761 > 2.021, dapat disimpulkan bahwa secara parsial variabel Motivasi pegawai berpengaruh terhadap Kinerja Anggota Pramugari Direktorat Kepolisian Udara. Uji ANOVA atau Ftest atau Fhitung di dapat nilai sebesar 39.392 dimana lebih besar dari Ftabel sebesar 2.84 dengan tingkat signifikan sebesar 0,000 karena 0,000 < 0,05, maka dapat dikatakan variabel Beban Kerja (X1) dan variabel Motivasi (X2) secara bersama-sama berpengaruh terhadap variabel Kinerja Anggota Pramugari Ditpoludara (Y).
THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND CAREER DEVELOPMENT AND EMPLOYEE JOB SATISFACTION AT THE JAKARTA KEBAYORAN BARU ONE PRIMARY TAX OFFICE Brachma, Wahyu; Rangkuti, Zulkifli; Ratnawita, Ratnawita
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9757

Abstract

Using a simple random sampling technique, a sample of 93 employees at the Pratama Jakarta Kebayoran Baru Satu Tax Service Office was taken. Based on the coefficients table above, Organizational Commitment (X1) is significantly related to Employee Job Satisfaction (Y), because the t value obtained for Organizational Commitment (X1) is 5,371, while the t table value for n = 93 is 2,009. So 5.371 > 2.009, then H0 is rejected and Ha is accepted. Career Development (X2) is significantly related to Employee Job Satisfaction (Y), because the t value obtained for the Career Development (X2) variable is 5,445, while the t table value for n = 93 is 2,009. So 5,445 > 2,009, then H0 is rejected and Ha is accepted. Organizational Commitment (X1), Career Development (X2) and together have a positive relationship to Employee Job Satisfaction (Y), because the Fcount value obtained is 320.209, while the Ftable ( 0.05) for n = 93 is 2.70. So Fcount > from Ftable or 320,209 > 2.70 with a significance level of 0.000 (0.000 < 0.05). The combined relationship value can also be seen from the Model Summary table 4.17, that the resulting Adjusted R Square value is 0.772. This shows that 77.2% of Organizational Commitment (X1), Career Development (X2) are simultaneously related to Employee Job Satisfaction (Y), while the remaining 22.8% is related to other factors not examined in this research
THE INFLUENCE OF COMPETENCE AND WORK ETHIC ON EMPLOYEE PERFORMANCE AT PT. PERMODALAN NASIONAL MADANI MEKAR BRANCH PADANG Dewi, Mirna; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9758

Abstract

Population in this study is PNM Mekar Pekanbaru Branch employees totaling 100 people, The number of samples taken is 71 employees of PT. Madani Mekaar National Capital, Padang Branch as a respondent in this study. the calculated t value for Competence (X1) is 4.858 while the t table value for n = 71 is 1.950. So 4.858 > 1.950, then H0 is rejected and Ha is accepted, it can be stated that Competence (X1) has a significant effect on Employee Performance (Y), the calculated t value for Work Spirit (X2) is 9.758 while the t table value for n = 71 is 1.950. So 9.758 > 1.950, then H0 is rejected and Ha is accepted, it can be stated that Work Spirit (X2) has a significant effect on Employee Performance (Y), From the results of the analysis in the table above, namely the ANOVA test, the F calculated value is 97.976, while F table ( 0.05) for n = 71 is 3.312. So Fcount > from Ftable ( 0.05) or 97.976 > 3.312 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Competence (X1) and Work Spirit (X2) together have a positive effect on Employee Performance (Y). The R Square (R2) value is 0.742. This shows that 74.2% of Competence (X1) and Work Spirit simultaneously affect Employee Performance (Y) while the remaining 25.8% is influenced by other factors not examined in the study.
THE EFFECT OF LIFESTYLE POCKET MONEY AND ONLINE SHOPPING ON STUDENTS' CONSUMER BEHAVIOR Diana Pangastuti, Margareta; Lika, Ernestina; Faisal Aksa, Adi
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

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Abstract

This study aims to determine the effect of pocket money, lifestyle and online shop on the consumer behavior of FEB students at Timor University. The results of the simple linear regression analysis state that, partially the pocket money variable has a significant effect on the student's consumer behavior variable as indicated by a significant level of 0.000 <0.05. Partially the Lifestyle variable has a significant effect on student consumer behavior as indicated by a significant level of 0.000 <0.05. Partially the online shop variable has a significant effect on student consumer behavior as indicated by a significant level of 0.000 <0.05. Simultaneously the pocket money, lifestyle and online shop variables have a significant effect on student consumer behavior as indicated by a significant level of 0.000 <0.05.
VALUATION STUDY OF BBCA, BMRI, AND BBNI SHARES BASED ON PRICE TO EARNINGS RATIO (PER) AND PRICE TO BOOK VALUE (PBV) APPROACHES FOR THE 2020-2024 PERIOD Muniroh, Muniroh; Zuchroh, Imama
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

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Abstract

This study aims to analyze the stock valuation of PT Bank Central Asia Tbk (BBCA), PT Bank Mandiri Tbk (BMRI), and PT Bank Negara Indonesia Tbk (BBNI) based on the Price to Earnings Ratio (PER) and Price to Book Value (PBV) methods in the 2020-2024 period. This study uses a quantitative descriptive method, which aims to provide an overview of stock valuation by comparing the PER and PBV of each company against the average banking sector. The analysis results show that BBCA shares tend to be overvalued based on PER in 2020, 2022, and 2023, while in 2021 and 2024 they are undervalued. BMRI shares show a more volatile pattern with a tendency to be undervalued in 2021, 2023, and 2024, and overvalued in 2020 and 2022. BBNI shares are more often in an overvalued condition, especially in 2020, 2022, 2023, and 2024, with the exception of 2021 which is classified as undervalued. Based on PBV, BBCA shares were consistently overvalued throughout the study period, reflecting investors' high expectations of the company's performance and prospects. In contrast, BMRI and BBNI stocks are more often undervalued, which indicates investment potential for investors with a value investing strategy. This research provides implications for investors in making investment decisions in the banking sector by considering stock valuation analysis. In addition, this research can be a reference for the development of stock valuation studies with broader methods, such as Discounted Cash Flow (DCF) or EV/EBITDA, to obtain more comprehensive results.
COAL STOCKS: UNDERVALUED OR OVERHYPED VALUATION STUDY WITH EV/EBITDA: (Study On Coal Commodity Stock Group For The Period 2020-2024) Sudiarto, Edi; Pudjiastuti, Widanarni
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9844

Abstract

This study evaluates the stock valuation of ITMG, BYAN, and PTBA using the EV/EBITDA method during the period 2020–2024 to determine whether the stocks are undervalued or overvalued . The data used comes from the company's financial statements and related publications. The analysis was carried out by comparing the EV/EBITDA value of each company to the industry average each year. The results of the study show that ITMG is consistently undervalued , with a lower EV/EBITDA ratio than the industry average. BYAN , on the other hand, tends to be overvalued , especially in the last three years with a ratio that is much higher than the industry average. PTBA experienced a change in trend, from being overvalued in 2020–2021 to being undervalued from 2022 to 2024. These results indicate that undervalued stocks such as ITMG and PTBA can be an investment opportunity for investors seeking attractive valuations, while BYAN's overvalued shares require further analysis related to market expectations and company growth. This study provides insight for investors in optimizing investment decisions in the coal sector.
PENGARUH GOOD CORPORATE GOVERNANCE (GCG) TERHADAP NILAI PERUSAHAAN DENGAN RETURN ON ASSET (ROA) SEBAGAI VARIABEL MEDIASI: Studi Kasus pada Bank BUMN yang terdaftar di Bursa Efek Indonesia 2016-2020 Erlie, Fransiskus Viktor; Manane, Desmon Redikson; Taolin, Maximus Leonardo
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

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Abstract

Salah satu tujuan perusahaan adalah untuk meningkatkan kesejahteraan melalui laba atau memaksimalkan kekayaan pemegang saham (stockholders) dengan meningkatkan nilai perusahaan. Nilai perusahaan dapat dipengaruhi oleh beberapa faktor, diantaranya ialah jumlah aset perusahaan dan seberapa lama perusahaan berdiri dan juga melalui tata kelola perusahaan yang baik atau Good Corporate Governance (GCG). Nilai suatu perusahaan dikatakan baik apabila tata kelola perusahan dilaksanakan dengan baik. Penerapan GCG yang baik akan meningkatkan keuntungan dan mengurangi risiko kerugian di masa yang akan datang sehingga dapat mengangkat nilai perusahaan. Tujuan penelitian ini untuk mengetahui apakah Return On Asset (ROA) dapat memediasi pengaruh Good Corporate Governance (GCG) terhadap nilai perusahaan. Penelitian ini dilakukan pada perusahaan Bank BUMN yang terdaftar di Bursa Efek Indonesia (BEI) pada tahun 2016-2020. Pemilihan sampel dalam penelitian ini berdasarkan metode purposive sampling dan menggunakan teknik analisis data WarpPLS 5.0. Hasil penelitian menunjukkan bahwa Good Corporate Governance (GCG) berpengaruh signifikan terhadap nilai perusahaan dengan nilai koefisien sebesar 0.384 dan signifikan p < 0.001. Good Corporate Governance (GCG) berpengaruh negatif dan signifikan terhadap proksi Return On Asset (ROA) nilai koefisien sebesar -0.952 dan signifikan p < 0.001. Return On Asset (ROA) berpengaruh signifikan terhadap nilai perusahaan dengan proksi Price Book Value nilai koefisien sebesar 0.334 dan signifikan p < 0.001. Return On Asset (ROA) mampu memediasi pengaruh Good Corporate Governance (GCG) terhadap nilai perusahaan yang diukur dengan Price Book Value dengan nilai koefisien sebesar 0.334 dan signifikan p < 0.001.
STRENGTHENING THE CORE VALUES OF BERAKHLAK IN IMPROVING THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF STATE CIVIL APPARATUS Fahrizal; Juhari; Wargianto; Aklil, Maulan; Tuha, Panca Tuah
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9925

Abstract

Employees of the State Civil Apparatus (ASN) must have an extra role in carrying out their functions in serving the community. The relationship between leaders and subordinates in the ASN organization must be able to create a Leader-Member Exchange (LMX) relationship to build a special relationship with enthusiastic employee engagement to achieve the organization's vision and mission based on the Core Values of ASN BerAKHLAK. The research was used a quantitative method to identify the level and nature of the cause-and-effect relationship of the independent Leader-Member Exchange (LMX) and Employee Engagement variables with the dependent variable Organizational Citizenship Behaviour (OCB) and the connecting variable being the core value of AKHLAK. The research population of ASN employees working in the Pangkalpinang City Government is 3505 people, probability sampling while the sampling technique uses simple random sampling, 359 respondents were obtained. Data processing with SmartPLS software version 4.  The Core Values of Morality and employee engagement are key to improving prosocial behaviour (OCB). The important role of Core Value BerAKHLAK as a mediator in the relationship between employee involvement and OCB. Emphasizing the importance of the organization's core values in creating positive performance and behaviour in the workplace. However, the effectiveness of this mediation depends on the extent to which core values are embodied in the organization's culture and supported by an inclusive leadership style. LMX can reinforce an organization's core values. Still, the mediating effect on OCB Insignificance points to the need for a more holistic approach to understanding how leader-subordinate relationships and core values together influence extra-role behaviour.
THE EFFECT OF INCENTIVES AND INFRASTRUCTURE GIVING ON EMPLOYEE JOB SATISFACTION AT PT. PERMODALAN NASIONAL MADANI MEKAAR JAMBI BRANCH Fathir, Iqbal; Pratikno, Yuni; Ratnawita, Ratnawita
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9940

Abstract

Using the simple random sampling technique, a sample of 43 employees was taken at PT. Permodalan Nasional Madani Mekaar Jambi Branch as respondents in this study. There is an influence of incentives on employee job satisfaction, as evidenced by the t-value for the Incentive variable (X1) of 7.504, while the t-table value for N = 43 is 2.016. So 7.504> 2.016, then H0 is rejected and Ha is accepted, it can be stated that Incentives (X1) have a significant effect on Employee Job Satisfaction (Y). There is an influence of Facilities and Infrastructure on employee job satisfaction, as evidenced by the t-value for the Facilities and Infrastructure variable (X2) of 6.184, while the t-table value for N = 43 is 2.016. So 6.184> 2.016, then H0 is rejected and Ha is accepted, it can be concluded that partially the Facilities and Infrastructure variable (X2) has an effect on Employee Job Satisfaction (Y). There is an influence of incentives and Facilities and Infrastructure together on employee job satisfaction. proven from the ANOVA test obtained the Fcount value of 237.192, while Ftable ( 0.05) for n = 43 is 2.82. So Fcount> from Ftable ( 0.05) or 237.192> 2.82 with a significant level of 0.000 because 0.000 <0.05, then it can be said that the Provision of Incentives (X1) and Facilities and Infrastructure (X2) together or simultaneously have a positive effect on Employee Job Satisfaction (Y). While the Adjusted R Square (R2) value is 0.918. This shows that 91.8% of Incentives (X1) and Facilities and Infrastructure (X2) together have an effect on Employee Job Satisfaction (Y), while the remaining 8.2% is influenced by other factors not examined in this study.
THE INFLUENCE OF COMPENSATION AND SOCIAL SECURITY ON EMPLOYEE WORK MOTIVATION AT PT. PERMODALAN NASIONAL MADANI LAMPUNG BRANCH Qasas, Arman Al; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9948

Abstract

Using a simple random sampling technique, a sample of 40 PT employees was taken. Lampung Branch Civil National Capital The tcount value of the compensation variable (X1) is 4,067 while the ttable value for n = 40 is 2,021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has an effect on work motivation (Y). Compensation has a significant influence on employee work motivation. The tcount value for the Social Security variable (X2) is 4.067, while the ttable value for n = 40 is 2.021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has a positive effect on work motivation (Y). From the results of the analysis in the table above, namely the ANOVA test, the Fcount value was 42,098, while the Ftable ( 0.05) for n = 40 was 2.84. So Fcount > from Ftable ( 0.05) or 42,098 > 2.84 with a significance level of 0.000 or 0.000 < 0.05, then it can be said that compensation (X1) and social security (X2) are jointly related to work motivation (Y). Based on the table above, a relationship test was carried out for the three variables, and based on the Model Summary table, an R value of 0.695 was produced. This shows that 69.5% of compensation (X1) and social security (X2) are simultaneously related to work motivation (Y) while the remaining 30.5% is related to other factors not examined in this research. Taken together, compensation and social security have a significant influence on work motivation. The combination of the two creates a work environment that supports the basic needs and appreciation of employees.

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