EkoBis ( Ekonomi & Bisnis )
Jurnal Ekonomi dan Bisnis (EKOBIS) is published by the Department of Management, Faculty of Economics, Sultan Agung Islamic University (Unissula) on a regular basis (every six months). The purpose of this journal is to publish the results of research in the field of management which includes: - Human Resource Management - Financial Management - Marketing Management - Operational Management - Strategic Management
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<![CDATA[ANALISIS IMPLEMENTASI GOOD CORPORATE GOVERNANCE TERHADAP KINERJA SDM MELALUI ORGANIZATIONAL COMMITMENT ]]>
<![CDATA[Mutamimah .]]>;
<![CDATA[Phradiansah .]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.55-70
<![CDATA[Good corporate governance is one of concepts which becomes solution for the deterioration of employee performance in Indonesia. The contributions such as participation, transparency, responsbility, and fairness are essential factors which affect employee performance. The good organizational commitment could be used as the measurement for the implementation of proper good corporate governance. The objective of this study is to know the impact of good coporate governance and employee performance which is moderated by organizational commitment in State Hospital of Konawe Regency. The population was 214 civil servants who work inState Hospital of Konawe Regency. The sample was 68 respondents which used Proporsioal Sampling technique. The analysis used structural equation modeling with Partial Least Square (PLS) alternative method. The result shows that: (1) Participation gives positive and significant impact on improving employee performance. It means that if participation improves so that employee performance also improves. (2) Transparency gives positive and unsignificant impact on employee performance. It means that it has correlation, but low transparency doesn’t improve employee performance. (3) Accountability gives positive and unsignificant impact onemployee performance. It means that it has correlation but low accountability doesn’t improve employee performance. (4) Fairness gives postive impact in improving employee performance. (5) Organizational commitment gives positive result, but it doesn’t give impact on moderating the participation influence toward employee performance in improving employee performance. It means that the correlation of organizational commitment moderation doesn’t strengthen the correlation of participation toward employee performance. (6) Transparency gives negative andsignificant impact in improving employee performance which is moderated by organaizational commitment. It means that the decreasing of transparency affects the improvement of employee performance. Accordingly, it gives implication in decreasing employee performance which has been moderated by high organizational commitment. (7) Accountability gives positive and significant impact in improving employee performance which is moderated by organaizational commitment. It means that the improvement of accountability affects the improvement of employee performance after it is moderated by high organizational commitment. (8) Fairnessgives positive and significant impact in improving employee performance which is moderated by organizational commitment. It means that high fairness affects in improving employee performance and it is strengthened by high organizational commitment.Key words: Good Corporate Governance, employee performance, and organizationalcommitment.]]>
<![CDATA[MODEL PENINGKATAN KINERJA KARYAWAN MELALUI PERAN KOMUNIKASI DAN MOTIVASI SERTA PENGARUHNYA TERHADAP KEPUASAN KERJA ]]>
<![CDATA[Abdul Hakim]]>;
<![CDATA[Wuryanto .]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.1-18
<![CDATA[The aim of this research was to analyse and receive proof emperis the influence of communication and the work motivation on job satisfaction and the achievement of the employee of the Alam Baru Furniture Company. The problem that was promoted in this research was 1) Whether having the influence of communication on the employee’s job satisfaction of the Alam Baru Furniture Company? 2) Whether having the influence of the motivation on the employee’s job satisfaction of the Alam Baru Furniture Company? 3) Whether having the influence of communication on the achievement of the employee of the Alam Baru Furniture Company?4) Whether having the influence of the motivation on the achievement of the employee of the Alam Baru Furniture Company? 5) Whether having the influence of job satisfaction on the achievement of the employee of the Alam Baru Furniture Company?This research was carried out against the employee in the Nature company of Baru Furniture Jepara. The data collection was carried out with the questionnaire and the study of the book with the number of samples totalling 175 respondents that 112 female respondents and 63 male respondents. Technically the analysis of the data that was used was with Structural Equation Model (SEM) by using theAMOS program 16,0 because of enabling the combination between the analysis of the factor and the analysis of multiplied regression.Results of the research showed that the communication variable and the influential motivation in a signifkan manner towards job satisfaction. Moreover, communication and the motivation were influential towards the achievement of the employee in the Baru Furniture Jepara. Nature company, this could be proven by seeing the value probability the significance was smaller than standart 0.05.Key word : communication, motivation, job satisfaction, and achievement of the employee]]>
<![CDATA[ANALISIS IMPLEMENTASI GOOD CORPORATE GOVERNANCE TERHADAP KINERJA SDM MELALUI ORGANIZATIONAL COMMITMENT ]]>
<![CDATA[Mutamimah .]]>;
<![CDATA[Phradiansah .]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.55-70
<![CDATA[Good corporate governance is one of concepts which becomes solution for the deterioration of employee performance in Indonesia. The contributions such as participation, transparency, responsbility, and fairness are essential factors which affect employee performance. The good organizational commitment could be used as the measurement for the implementation of proper good corporate governance. The objective of this study is to know the impact of good coporate governance and employee performance which is moderated by organizational commitment in State Hospital of Konawe Regency. The population was 214 civil servants who work inState Hospital of Konawe Regency. The sample was 68 respondents which used Proporsioal Sampling technique. The analysis used structural equation modeling with Partial Least Square (PLS) alternative method. The result shows that: (1) Participation gives positive and significant impact on improving employee performance. It means that if participation improves so that employee performance also improves. (2) Transparency gives positive and unsignificant impact on employee performance. It means that it has correlation, but low transparency doesn’t improve employee performance. (3) Accountability gives positive and unsignificant impact onemployee performance. It means that it has correlation but low accountability doesn’t improve employee performance. (4) Fairness gives postive impact in improving employee performance. (5) Organizational commitment gives positive result, but it doesn’t give impact on moderating the participation influence toward employee performance in improving employee performance. It means that the correlation of organizational commitment moderation doesn’t strengthen the correlation of participation toward employee performance. (6) Transparency gives negative andsignificant impact in improving employee performance which is moderated by organaizational commitment. It means that the decreasing of transparency affects the improvement of employee performance. Accordingly, it gives implication in decreasing employee performance which has been moderated by high organizational commitment. (7) Accountability gives positive and significant impact in improving employee performance which is moderated by organaizational commitment. It means that the improvement of accountability affects the improvement of employee performance after it is moderated by high organizational commitment. (8) Fairnessgives positive and significant impact in improving employee performance which is moderated by organizational commitment. It means that high fairness affects in improving employee performance and it is strengthened by high organizational commitment.Key words: Good Corporate Governance, employee performance, and organizationalcommitment.]]>
<![CDATA[PENINGKATAN PERILAKU INOVATIF MELALUI BUDAYA ORGANISASI ]]>
<![CDATA[Bondan Ndaru Prayudhayanti]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.19-32
<![CDATA[Human resources is a very important factor as a driver in the face of global current era. The competitiveness of an organization depends on human resources owned. Particularly associated with either organizational commitment and innovative behavior. This study aims to analyze the innovative behavior of the teachers SMK Negeri I Bawen Semarang District. Variables used in this study is to use a variable of organizational culture and job satisfaction. Organizational culture and job satisfaction serves as an independent variable in analyzing the behavior of innovative teachers of SMK Negeri I Bawen Semarang District. Besides other variables used in this penelian organizational commitment is a variable that serves as an intervening variable. Sampling technique used in this study is to use the census method with a number of respondents as much as 78 teachers at SMK Negeri I Bawen Semarang District. Teknik of analysis data used in this study using analysis techniques Smart PLS (Partial Least Squere). The results of this study indicate that the variable organizational culture and job satisfaction has a positive and significant impact on organizational commitment. variables of organizational culture, job satisfaction and organizational commitment also showed a positive and significant impact on the performance of teachers.Key words: organizational culture, job satisfaction, organizational commitment andinnovative behavior.]]>
<![CDATA[PENGARUH MODAL INTELEKTUAL TERHADAP ROE dan EPS SEBAGAI PROKSI KINERJA KEUANGAN (Studi Empiris Pada Perusahaan Manufaktur yang Terdaftar di Bursa Efek Indonesia Tahun 2011 - 2013) ]]>
<![CDATA[Osmad Muthaher]]>;
<![CDATA[Iwan Nur Prasetyo]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.71-85
<![CDATA[The purpose of this study is to provide empirical evidence about the influence of intellectual capital on the financial performance of the company. This study uses a model Pulic (Value Added Intellectual Coefficient - VAICTM) were identified into three components, namely, capital employed efficiency (CEE), human capital efficiency (HCE) and structural capital efficiency (SCE). This study examines the effect of the three components of the Return On Equity (ROE) and Earnings Per Share (EPS) as the company’s financial performance. The data used in this study is a secondary data from company financial reports in 2011-2013 were obtained from theIndonesia Stock Exchange (IDX). The sample was 53 companies in 3 years, bringing the total sample 159. Samples were taken using purposive sampling method and which meet the criteria of sample selection. The results of this study indicate that: (1) Capital Employed Efficiency (CEE) significant positive effect on return on equity (ROE) and Earnings Per Share (EPS). (2) Human Capital Efficiency (HCE) significant positive effect on EPS and no effect on ROE. (3) Structural Capital Efficiency (SCE) significant positive effect on ROE and no effect on EPS.Keywords: capital employed efficiency, Earning Per Share (EPS), efficiency of human capital, return on equity (ROE) structural capital efficiency.]]>
<![CDATA[PERAN KEPEMIMPINAN ETIS DAN PEMBERDAYAAN PSIKOLOGI TERHADAP KEPUASAN UNTUK MENIINGKATKAN KINERJA ATLET PPLP SULAWESI TENGGARA ]]>
<![CDATA[Harmoko .]]>;
<![CDATA[Heru Sulistyo]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.45-54
<![CDATA[The purpose of this study is to examine and obtain empirical evidence of a significant effect of ethical leadership and psychological empowerment on satisfaction PPLP athletes Southeast Sulawesi , to examine and obtain empirical evidence of the significance of the influence of ethical leadership and psychological empowerment on the performance of athletes PPLP Southeast Sulawesi and to find the significance of the effect of satisfaction work on the performance of athletes PPLP Southeast Sulawesi . Problems in the lift in this study were 1 ) How does the performance athlete Ethical Leadership Southeast Sulawesi PPLP 2 ) How PsychologicalEmpowerment influence on performance ( achievement ) Athletes PPLP Southeast Sulawesi 3 ) How does Ethical Leadership on Job Satisfaction Athletes PPLP Southeast Sulawesi 4 ) how to influence Psychology Empowerment on Job Satisfaction Athletes PPLP Southeast Sulawesi 5 ) how does Job Satisfaction to Performance ( achievement ) Athletes PPLP Southeast Sulawesi.The research was conducted on athletes PPLP Southeast Sulawesi . Data was collected by questionnaire and literature with a number sampel to many 90 respondents consisting of 11 female respondents and 79 male respondents . The data analysis technique used is the Patrial Least Square (PLS) analysis is a powerful metoode therefore does not assume the data to be certain scale data, not need many assumptions and sample size should not be large . The results showed that ethical leadership variable had no significant effect on performance , psychologicalempowerment have a significant effect on performance , ethical leadership significant effect on satisfaction, psychological empowerment significant effect on satisfaction, and satisfaction have a significant effect on performance.Keywords : Ethical Leadership, Phsycological Empowertment, Satisfaction and Performance.]]>
<![CDATA[UPAYA PENINGKATAN KINEJA INDUSTRI KREATIF KERAJINAN MELALUI PEOPLE EQUITY DAN STRATEGI INOVASI DI KABUPATEN KONAWE ]]>
<![CDATA[Welis Raldianingrat]]>;
<![CDATA[Wuryanti .]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.102-112
<![CDATA[Research thesis with the title of improving performance craft creative industries through people equity and innovation strategies in Konawe. This study attempts to examine the inter-relationship people equity, innovation strategy and performance craft creative industries. This type of research is survey. The population in this study is the creative craft industry as a whole is in Konawe, Southeast Sulawesi. Sampling technique in this study is nonprobabilitas with saturated sampling method and number of respondents was 96 respondents. A statistical technique used was PartialLeast Square . In this study , construct validity and reliability were tested with quantitative phases. The results showed that: ( 1 ) people equity significant positive effect on innovation strategy, ( 2 ) people equity significant positive effect on the performance of the creative craft industry and ( 3 ) innovation strategies significant positive effect on the performance of creative handicraft industry.Keywords : people equity , innovation strategy , creative craft industry performance]]>
<![CDATA[PENINGKATAN KINERJA GURU TIDAK TETAP (GTT) DI SMP NEGERI LAMBANDIA SULAWESI TENGGARA MEALUI MASA KERJA, KOMPENSASI, KOMPETENSI DAN KEPUASAN KERJA ]]>
<![CDATA[Hendra Haris]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.33-44
<![CDATA[This study was conducted to test the hypothesis, with the intention of confirming or strengthening the hypothesis that in turn can reinforce theories that became the foundation. In this regard, researchers tried to examine the effect of tenure, compensation and competencies to job satisfaction and the unconstant teachers performance in Junior High Schools Lambandia. Population and sample in this study is the overall unconstant teachers in Junior High Schools Lambandia totaling 75 people. The study was conducted by survey method by distributing koesioner to the respondents. Statistical tool used is multiple regression, the data were analyzed further using smartPLS application. Analysis of the results showed that: (1) Tenurehas a negative and no significant effect on job satisfaction, (2) Compensation has a positive and significant effect on job satisfaction, (3) Competence has a positive and significant effect on job satisfaction, (4) affect job satisfaction positive and significant impact on performance (5) Tenure has a positive and no significant effect on performance, (6) Compensation has a negative and no significant effect on performance, (7) Competence has a positive and significant effect on performance.Keywords : Tenure, Compensation, Competence, Job Satisfaction and Unconstant Teacher Performance]]>
<![CDATA[PENGEMBANGAN INOVASI ORGANISASI BERBASIS HUMAN CAPITAL, SHARING KNOWLEDGE DAN PEMBELAJARAN ORGANISASIONAL ]]>
<![CDATA[Kesi Widjajanti]]>;
<![CDATA[Widodo .]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis 2014: EKOBIS (Vol.15 No.2 2014) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Islam Sutan Agung, Semarang ]]>
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DOI: 10.30659/ekobis.15.2.86-101
<![CDATA[This study aims to analyze the relationship of organizational learning, knowledgesharing, knowledge sharing and its effect on human capital and organizationalinnovation. Then create a model for organizational innovation-based development ofhuman capital, knowledge sharing and organizational learning SMEs in SemarangRespondents stui entrepreneurs are leaders trained partners with a numberof 150 sampling purposive sampling method. Then to analyze the data inthis study used the Structural Equation Modeling (SEM) with AMOS softwareThe results of this study suggest that innovation-based organizations to develop human capital, knowledge sharing and organizational learning, organizational innovation first built with human capital that is influenced by increasing organizational learning. The second innovation is built with a knowledge sharing organization. The third innovation is built with human capital organization.]]>
