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Talent: Journal of Economics and Business
Published by PT Lentera Ilmu Nusantara
ISSN : -     EISSN : 30316383     DOI : https://doi.org/10.59422/jeb.v1i01
Core Subject : Economy, Science,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
Talent: Journal of Economics and Business, published by Lentera Ilmu Nusantara. Talent: Journal of Economics and Business accommodates the publication of research results in the field of Business and Economics conducted by lecturers as a manifestation of the Tri Darma of Higher Education. Talent: Journal of Economics and Business is an electronic journal that is professionally managed using the Open Journal System, published 4 times a year, namely in March, June, September and December.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 5 Documents
 1 
Search results for , issue "Vol. 2 No. 04 (2024): December 2024" : 5 Documents clear
Enhancing Employee Performance through Conflict Management, Work Environment, and Leadership Style Sapruwan, Muhammad
Talent: Journal of Economics and Business Vol. 2 No. 04 (2024): December 2024
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/jeb.v2i04.599

Abstract

This research investigates the effects of workload and work-related stress on employee performance. Utilizing a quantitative methodology, the study applied a probability sampling technique, specifically simple random sampling, to collect data from employees via a digital questionnaire. The analysis was conducted using advanced statistical tools supported by SmartPLS 3.0 software. The results demonstrate that both workload and work stress significantly influence employee performance. While these factors contribute positively to productivity, the study emphasizes the necessity of maintaining balanced workload and manageable stress levels to ensure sustained optimal performance. Furthermore, the research recognizes the potential impact of other external variables that may also affect employee performance, which were not included within the study's scope.
Improving Employee Performance: The Roles Of Work Environment, Work Motivation And Work Discipline Rulianti, Erina; Nurpribadi, Giri
Talent: Journal of Economics and Business Vol. 2 No. 04 (2024): December 2024
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/jeb.v2i04.728

Abstract

The issue of employee performance remains highly relevant in supporting a company's operational activities. Therefore, many companies strive to enhance their employees' performance to achieve organizational success. This research aims to examine the influence of the work environment, work motivation, and work discipline on the performance of PT Katolec Indonesia employees. The sampling method used was a saturated non-probability sampling technique, ensuring that the entire population of 70 employees, including 63 production staff, 4 leaders, and 3 quality control personnel, was included in the sample. This study employs a quantitative approach, with data collected through questionnaires filled out by PT Katolec Indonesia employees. The analysis methods used include the Validity Test, Reliability Test, Classical Assumption Test, Regression Test, and Hypothesis Testing, conducted using the IBM SPSS 23 for Windows program. The research findings indicate that the work environment, work motivation, and work discipline significantly influence employee performance. The practical implications of this study suggest that companies should focus on improving workplace conditions, fostering employee motivation, and enforcing work discipline to enhance overall employee performance and achieve organizational goals effectively.
The Influence of Employee Engagement and Employee Well Being on Company Reputation in Cleaning Service Companies Mitrano, Agus; Febriyati, Dhama Tri
Talent: Journal of Economics and Business Vol. 2 No. 04 (2024): December 2024
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/jeb.v2i04.747

Abstract

Employee welfare and employee engagement are one of the assessments or factors that can indicate that a company has engaged employees and the welfare provided by the company by providing health insurance, incentives, career ladders and others provides confidence to all employees that they are happy and proud to be in a large company and guarantees all the interests of its employees so that the company's reputation becomes the most important part for employees and the development of the company in the future. The research sample in the study amounted to 100 employees with stratified random sampling. The variables used to indicate employee engagement factors are Leadership, compensation, organizational culture. Other latent variables are employee engagement and employee performance. The variables were analyzed using Structural Equational Modeling-Partial Least Square (SEM-PLS). From the results of the study, it was found that Employee Well Being has positive and significant results on both employee engagement and Company reputation. Practically, the results of this study provide recommendations for service companies to prioritize policies that support employee Employee Well Being, such as health insurance, rewarding, incentives, career ladders and work-life balance programs. This is expected to increase the agility of the workforce in responding to changing customer needs. Theoretically, this study contributes to the literature on factors that influence Company Reputation, especially in the service sector, by emphasizing the significant role of Employee Well Being compared to Employee Engagement. Further research is recommended to explore other aspects that can influence Company Reputation, such as Leadership Model and Operational Excellence.
The Influence of Work Culture and Work-Life Balance on Workforce Agility in Cleaning Service Companies Purwanto, Hendi; Damanik, Tigor Reinhard
Talent: Journal of Economics and Business Vol. 2 No. 04 (2024): December 2024
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/jeb.v2i04.748

Abstract

This study aims to analyze the influence of work culture and work-life balance on workforce agility in cleaning service companies in Jakarta. In an industry context that often faces high pressure, a positive work culture plays an important role in improving employee performance. This study uses a quantitative method with the population of cleaning service employees who have worked for at least one year, involving 97 respondents. The results of the analysis show that work culture does not have a significant influence on labor agility, while work-life balance is proven to have a positive and significant effect. These findings indicate that work-life balance contributes more to the workforce's ability to adapt to change, especially in a dynamic work environment. Practical recommendations from the study include the importance of companies prioritizing policies that support work-life balance, such as flexible working hours and wellbeing programs, to improve workforce responsiveness to changing customer needs. This research is expected to provide insight for company management in creating effective strategies to improve organizational performance and employee welfare.
The Effect of Career Development and Wellbeing Programs on Employee Retention in Manufacturing Companies Khoirunnisa, Zalpa; Aisyah, Aprilia Dwi
Talent: Journal of Economics and Business Vol. 2 No. 04 (2024): December 2024
Publisher : Lentera Ilmu Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59422/jeb.v2i04.749

Abstract

Employee retention is an important issue for manufacturing companies, especially in the face of a shortage of qualified workers. The company's ability to retain potential employees is crucial, because retaining competent employees is more effective than looking for new employees. Career development and employee well-being programs are considered important factors in increasing loyalty and job satisfaction, which in turn can reduce employee turnover rates. This study aims to examine the influence of career development and welfare programs on employee retention in manufacturing companies. The research method used was qualitative with a purposive sampling approach, involving 60 respondents who worked for more than two years. The variables studied included career development (dedication, commitment, passion, and learning) as well as welfare programs (salary, supervision, co-workers, and communication), which were associated with employee retention (working conditions, vision and mission, work attitudes, and work assessments). The results of the study show that clear career development and supportive wellbeing programs significantly increase employee commitment, loyalty, and retention. The practical implications of these findings are the importance of companies offering appropriate career development opportunities and adequate wellbeing programs to create a productive work environment and high employee loyalty.

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