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Journal of Business Management and Economic Development
Published by Riset Press International
ISSN : -     EISSN : 29869072     DOI : https://doi.org/10.59653/jbmed
Core Subject : Economy, Science, Education, Social, Engineering,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Social Sciences Other
Journal of Business Management and Economic Development (JBMED) is an international academic open-access journal that has gained a foothold in Indonesia, Asia and is open to the world. It aims to promote the integration of trade, economics, and finance. The focus is to publish papers on state-of-the-art economics, business and management. Submitted papers will be reviewed by technical committees of the journal and association. The audience includes researchers, managers, and operators for economics, business, and management as well as designers and developers. All submitted articles should report original, previously unpublished research results, experimental or theoretical, and will be peer-reviewed. Articles submitted to the journal should meet these criteria and must not be under consideration for publication elsewhere. Manuscripts should follow the style of the journal and are subject to both review and editing.
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 255 Documents
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The effect of training and work motivation on employee performance at the Regional Inspectorate of Southeast Sulawesi Province Permatasari, Intan; Abbas, Bakhtiar; Putera, Asrip
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.862

Abstract

Human resources (HR) is a crucial factor in determining the success of the organization. The Regional Inspectorate of Southeast Sulawesi Province has an important role in ensuring the implementation of government policies and programs goes according to plan, but faces challenges in improving employee performance. There is a knowledge gap regarding the simultaneous influence of training and work motivation on employee performance in the context of local government. This study used multiple linear regression method to analyze data collected through questionnaires from 45 employees. The results show that job training has a positive and significant effect on employee performance with a regression coefficient of 0.840, while job motivation has a regression coefficient of 0.956, also a positive and significant effect. In addition, the interaction between training and work motivation showed a greater effect, indicating that the combination of these two factors is very effective in improving performance. The study also found that although overall these two factors had a positive influence, there were some employees who did not show an improvement in performance, indicating that there are other factors that may affect employee performance. The implication of this study is the importance of integrating comprehensive training programs and work motivation enhancement strategies to improve overall employee performance.
The Influence of Organizational Culture on the Performance of Non-Permanent Employees in the Department of Public Works and Spatial Planning of Paser District Istiqomah, Istiqomah; Farisanu, Ibnu Khayath; Alhusna, Isnaini Nisa
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.865

Abstract

The aim of this research is to determine the influence of Organizational Culture (X) on the Performance of Non-Permanent Employees (Y). The total number of respondents was 52 respondents. The analysis used in this research is simple regression analysis. The results of the validity coefficient for the 14 statement items are 14 valid items and 0 are invalid so it can be concluded that the 14 statement items are valid as a measuring tool because they have rcount > rtable, namely 0.2732. The results of the researcher's reliability variable calculations can be concluded that all statement items are reliable as measuring tools because the Cronbach's alpha value is 0.900 > 0.60. This simple linear regression can be explained as follows: A constant of 2.231 means that the performance of non-permanent employees at the Paser Regency Public Works and Spatial Planning Service will remain at 2.279 if (X) the cultural factor remains constant or there is no change. Based on the research results, it is known that the R value is 0.717 or 71.7%, this means that there is a strong relationship between the Organizational Culture variable (X) and the employee performance variable (Y), while the coefficient of determination is 0.514 or 51.4%, meaning the performance variable employees (Y) are explained by the organizational culture variable (X), amounting to 51.4% while the remaining 48.6% is explained by other variables not included in this research. From the t test results of the organizational culture factor (x), the calculated t value is 7.278 > t table of 2.00856, which means that the organizational culture factor (x) influences employee performance at the Paser Regency Public Works and Spatial Planning Service with a significant level of 0.000 < 0 .05. So it can be concluded that the hypothesis can be accepted or H0 is rejected and Ha is accepted, because the organizational culture factor (x) has a strong influence on employee performance at the Paser Regency Public Works and Spatial Planning Service.
The Influence of Brand Image, Price and Product Quality on Decisions to Purchase Bread at Ropi Bread Shops Wahyudi, Wahyudi; Syahruddin, Achmad
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.866

Abstract

The aim of this research is to determine the influence of Organizational Culture (X) on the Performance of Non-Permanent Employees (Y). The total number of respondents was 52 respondents. The analysis used in this research is simple regression analysis. The results of the validity coefficient for the 14 statement items are 14 valid items and 0 are invalid so it can be concluded that the 14 statement items are valid as a measuring tool because they have rcount > rtable, namely 0.2732. The results of the researcher's reliability variable calculations can be concluded that all statement items are reliable as measuring tools because the Cronbach's alpha value is 0.900 > 0.60. This simple linear regression can be explained as follows: A constant of 2.231 means that the performance of non-permanent employees at the Paser Regency Public Works and Spatial Planning Service will remain at 2.279 if (X) the cultural factor remains constant or there is no change. Based on the research results, it is known that the R value is 0.717 or 71.7%, this means that there is a strong relationship between the Organizational Culture variable (X) and the employee performance variable (Y), while the coefficient of determination is 0.514 or 51.4%, meaning the performance variable employees (Y) are explained by the organizational culture variable (X), amounting to 51.4% while the remaining 48.6% is explained by other variables not included in this research. From the t test results of the organizational culture factor (x), the calculated t value is 7.278 > t table of 2.00856, which means that the organizational culture factor (x) influences employee performance at the Paser Regency Public Works and Spatial Planning Service with a significant level of 0.000 < 0 .05. So it can be concluded that the hypothesis can be accepted or H0 is rejected and Ha is accepted, because the organizational culture factor (x) has a strong influence on employee performance at the Paser Regency Public Works and Spatial Planning Service.
Influence of Training and Honorarium on the Work Effectiveness of Employees at the Regional Secretariat Procurement of Goods and Services Division, North Konawe Regency Government Hasid, Alkadri; Muthalib, Abd Azis; Lisapaly, David C.E.
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.873

Abstract

This study aims to analyze the influence of training and honorarium on the work effectiveness of employees at the Regional Secretariat Procurement of Goods and Services Division, North Konawe Regency Government. There are still deficiencies in the external equity of honorarium, creating uncertainty and disappointment among employees. This study seeks to answer whether training and honorarium affect employee work effectiveness. The research methodology used is descriptive methods and multiple linear regression analysis with a sample size of 31 employees. The main results of the study indicate that training and honorarium have a positive and significant effect on employee work effectiveness. Employees perceive the provided training and honorarium as highly satisfactory, which implicates an improvement in work effectiveness. Good training enhances employees' knowledge and skills, while fair honorarium motivates employees to work more effectively. The implications of this study suggest that improvements in the training and honorarium system can enhance employee work effectiveness in the institution.
Analysis of Consultant Building Project Management Using the CPM (Critical Path Method) Kadang, Tandi; Hidayah, Puji Wahyu; Simarmata, Kamelia; Putri, Nathasya A.; Krisvinus, Krisvinus
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.891

Abstract

Critical Path Method (CPM) is a technique used to plan and organize project schedules by identifying the critical path which is one of the most contributing aspects to project success. This research aims to formulate the completion time of the consultant office building construction project using the CPM method. Data collection techniques in this study were carried out through various activities, including field observations, interviews, and literature studies. The results showed that the application of CPM in project planning and scheduling can determine the critical path and identify the shortest duration for project completion. CPM enabled the acceleration of project completion from 592 days to 469 days, saving 123 days. This study confirms that the quality of project planning and control significantly affects the successful completion of the project. The findings support the use of CPM for time efficiency improvement on similar construction projects and recommend further research on the application of CPM on various other types of projects.
Career Development in Military Court Ginting, Sri Ulina; Rahmadani, Vivi Gusrini; Zulkarnain, Zulkarnain
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.896

Abstract

Career development is an employee's point of view that provides an overview of future career paths in the organization and signifies the long-term interests of the organization to employees. In developing employee careers, organizations need to provide good support regarding information, training, and opportunities that will have a positive impact on the organization. This study aims to determine the level of employee career development at the Military Court in Medan Indonesia. The sampling technique was total sampling with a sample size of 76 people. Data collection was done through questionnaires. This study used One-Way ANOVA and cross tabulation. The results of this study concluded that career development in the Military Court is in the high category. Career development of military employees is high and career development in government employees is low. This study can be a guideline for organizations to see the level of employee career development and invest in improving career development.
Analysis of Factors Affecting the Performance of Midwives on Family Planning Services in Paser Regency Nurjannah, Nurjannah; Meutia, Meutia; Noviyanti, Mery
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.897

Abstract

Family planning programs have an important role in reducing maternal and child mortality, through preventing pregnancy, delaying gestational age and spacing pregnancies with the main target being couples of reproductive age. The health workers who are in charge of running the family planning program are midwives, the success of the family planning program is supported by the performance of midwives. Factors that affect the performance of midwives are workload, training, incentives, infrastructure and work motivation. Objective: To analyze the factors that influence the performance of midwives in Pasar District. Methods: Analytic survey research with a cross sectional study design. A sample of 88 people using Cluster proportional random sampling. The research instrument used a questionnaire. Data analysis was descriptive and statistical, namely multiple linear regression. Results: there is an effect of workload on the performance of midwives (p=0.025), there is an effect of training on the performance of midwives (p=0.000). there is an influence of incentives on the performance of midwives (p = 0.000), there is no effect of infrastructure on the performance of midwives (p = 0.217), there is an effect of work motivation on the performance of midwives (p = 0.000). Conclusion: There is an influence of workload, training, incentives, infrastructure and work motivation on the performance of midwives.
Effective Strategies for Human Resource Development in the Digital Era Sanjayyana, Adzka Rosa; Sutarsa, Monika; Romdoni, Nijar Kurnia; Fitriani, Rani Ligar
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.898

Abstract

The rapid development of digital technology has brought significant changes in various aspects of life, including the field of human resource management (HR). This article aims to identify and analyze effective strategies that can be applied in human resource development in the digital era. In this context, HR development strategies do not only focus on improving technical skills, but also on developing soft skills which are essential for adaptation in a dynamic work environment. This research uses a qualitative approach with a comprehensive literature study method, reviewing various academic and practical sources. relevant to the topic. The main findings of this study show that the integration of technology in the training and development process, the formation of a work culture that supports innovation, and the implementation of a digital-based performance management system are some of the key effective strategies. Apart from that, the importance of visionary and adaptive leadership has also been identified as a determining factor for success in HR development in the digital era. This article provides insight for HR practitioners and managers to formulate HR development policies and programs that are relevant to the demands of the times. In addition, this research also makes a theoretical contribution by offering a conceptual framework for holistic and sustainable human resource development in the digital era.
Hedging Strategy to Mitigate Exchange Rate Risk in Cross-Border Transactions: Literature Review Zai, Faniswan Seprilian; Mansur, Ahmad
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.908

Abstract

This literature review examines hedging strategies employed by companies to mitigate foreign exchange risk in cross-border transactions. The aim is to synthesize findings from existing studies to provide a comprehensive understanding of the effectiveness, determinants, and challenges of currency hedging practices. The review follows a systematic approach, including searching, selecting, and analyzing relevant literature from 2018 to 2024. The findings reveal that companies actively use various derivative instruments and operational hedging techniques to manage exchange rate exposure. While many studies demonstrate the effectiveness of hedging strategies in reducing risk and enhancing firm performance, some report inconsistent results, suggesting that hedging effectiveness can vary depending on various factors. Firm size, financial leverage, growth opportunities, and the level of exchange rate exposure consistently influence firms' decisions to hedge. However, implementing hedging strategies also faces challenges related to instrument selection, transaction costs, margin requirements, and accounting treatment. The review identifies research gaps, including the need for studies in emerging markets, exploration of innovative hedging techniques, integrated research approaches, and investigation of the non-financial impacts of hedging. The findings contribute to our understanding of currency hedging strategies and provide valuable insights for companies in managing exchange rate risk in an increasingly dynamic global business environment.
Impact of Economic Growth, Minimum Wage, Labor Force Participation Rate, and Population Size on the Open Unemployment Rusydan, Raden Muhammad; Wijaya, Riko Setya
Journal of Business Management and Economic Development Том 2 № 03 (2024): Journal of Business Management and Economic Development
Publisher : PT. Riset Press International

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59653/jbmed.v2i03.911

Abstract

Unemployment is a complex economic issue where individuals capable and willing to work cannot find suitable employment. This study examines the impact of economic growth, minimum wage, labor force participation rate (LFPR), and population size on the open unemployment rate (OUR) in Sidoarjo Regency. Using secondary time series data from 2009 to 2023, a descriptive quantitative approach with multiple linear regression analysis was employed, processed with SPSS 25 software. The findings indicate that, simultaneously, all variables significantly influence the open unemployment rate (OUR). Specifically, economic growth shows a negative but insignificant effect, minimum wage has a positive significant effect, labor force participation rate (LFPR) exhibits a negative but insignificant effect, and population size demonstrates a negative significant effect. This study provides insights into the dynamics influencing unemployment in Sidoarjo Regency, highlighting the critical roles of minimum wage and population size in shaping the employment landscape. Understanding these factors can help policymakers develop strategies to reduce unemployment and promote economic stability.

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