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INDONESIA
JMAEKA: Jurnal Manajemen Ekonomi Akuntansi
Published by CV Warnak Johanna Nusantara
ISSN : -     EISSN : 30898196     DOI : 10.63921
Core Subject : Economy, Humanities,
Humanities Economics, Econometrics & Finance
Jurnal MAEKA (Manajemen, Ekonomi, dan Akuntansi) cakrawarti didedikasikan untuk mempublikasikan penelitian di bidang Manajemen, Ekonomi, dan Akuntansi. Jurnal ini memiliki cakupan yang luas dengan topik-topik yang relevan di bidang Manajemen, Ekonomi, dan Akuntansi diantaranya; Manajemen Sumber Daya Manusia, Manajemen Pemasaran, Manajemen Keuangan, Manajemen Strategik, Manajemen Risiko, Manajemen Pajak, Administrasi Bisnis, Kewirausahaan, Ekonomi Pembangunan, Ekonomi Keuangan Internasional, Akuntansi, dan cakupan relevan lainnya.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 183 Documents
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Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Turnover Intention Karyawan pada PT Gemilang Tunas Otomotif Mustopa, Hagna
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 1 (2024): Desember 2024 - Februari 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i1.5

Abstract

Job satisfaction is basically a person who carries out his work wants to feel secure and have great loyalty to the industry. Not only job satisfaction, there are other matters that are the attitude of employees who want to have a positive impact on the company is a commitment. Explaining that employees who have a large level of commitment tend to be more attached to the organization and less likely to move. This study aims to analyze the influence of job satisfaction and organizational commitment on employee Turnover Intention at PT Gemilang Tunas Otomotif. The research procedure used is quantitative with a method of collecting information through a questionnaire distributed to 50 employees of PT Gemilang Tunas Otomotif. The results of this research prove that job satisfaction partially does not affect employee Turnover Intention as seen from the value of t-calculating( 2. 047) t- table ( 2. 011) with a Sig value of 0. 046< 0. 05. If the organization's commitment is partial, the organization's commitment has a positive and significant effect on employee Turnover Intention by displaying that the value of t- calculate( 3. 225) t- table ( 2. 011) with a value of Sig. 0. 002< 0. 05. There is a significant and negative influence between job satisfaction and organizational commitment to employee Turnover Intention. That is, continuing to have a high level of job satisfaction and organizational commitment of employees, continuing to have a low level of employee Turnover Intention. This shows that job satisfaction and organizational commitment are significant aspects that can affect employee Turnover Intention.Job Satisfaction, Commitment, Turnover Intention
Analisis Motivasi Karyawan PT. Kimia Farma Tbk Plant Watudakon Jombang Amrullah, Ahmad Musyrifin; Syahrir; Rani, Rani
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 1 (2024): Desember 2024 - Februari 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i1.7

Abstract

ABSTRACT Abstracts - Employees are an important asset of a company to achieve the goals of the company's vision and mission. To retain employees, leaders are needed who are able to motivate their employees. Motivation is a good desire in a person to do something both consciously and unconsciously, done with enthusiasm so that the goal can be achieved. With strong motivation, a company can develop rapidly and vice versa, if there is no motivation for its employees, the company will not develop or advance. The success of a company really depends on how the activity and creativity of the human resources in the company. Therefore, researchers conducted research at the company PT Kimia Farma Tbk Plant Watudakon in Jombang with data collection methodology, namely observation, documentation and questionnaires and discussed what factors affect employee motivation with data qualitative data analysis methods with the data used is quantitative data. This study uses a closed interview technique by circulating several statements that are typed online via google form. From the research results, the results for physiological needs are 78.6% and 65.7%, the need for security is 81.5% and 70%, social needs are 91.4% and 64.3%, self-esteem or ego needs are 70% and 77.1%, and self-actualization needs are 81.5% and 32.8%. From the existing conclusions, it is found that the need for self-actualization is the lowest dimension of motivation. This indicates that many employees can do work outside of their job desk, so the author suggests that companies further explore employee abilities through job enlargemenet, job enrichment, job rotation and job empowerment programs.
Sistem Pengupahan dan Program Insentif Terhadap Produktivitas Karyawan Pada PT Wijaya Bangun Pertiwi Pratiwi, Niken
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 1 (2024): Desember 2024 - Februari 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i1.8

Abstract

PT Wijaya Bangun Pertiwi is a company engaged in subcontracting painting work. The wage system and incentive programs are factors that strengthen each other for the company's progress, because if the wage system and incentive programs in the company cannot meet the needs of employees, it will certainly affect employee productivity. The purpose of this study is to find out the Influence of the Wage System and Incentive Program on Employee Productivity at PT Wijaya Bangun Pertiwi. The type of data used is quantitative research using the multiple linear regression data analysis method processed using the SPSS version 20 program. The sampling technique used is Non-Probability Sampling using a purposive sampling sample of 30 respondents. The data sources used are primary data such as observation and distributing questionnaires. While the secondary data is a documentation study. The results of this study prove that the Wage System has a calculated value of 2.353 > a table of 1.701 with a significance value of 0.026 < 0.05, partially the wage system has a significant and positive effect on employee productivity, the Incentive Program has a calculated value of -2.630 > a table of 1.701 with a significance value of 0.014 < 0.05 partially, the incentive program has a significant and negative effect on employee productivity and the Wage System and Incentive Program Fcalung 3,469 > Ftable 3,350 with a significance value of 0.046 < 0.05 simultaneously have a significant and positive effect on employee productivity.
Pengaruh Lingkungan Kerja dan Kepuasan Kerja Terhadap Kinerja Karyawan PT Mustika Karya Sejati Asih, Putri
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 1 (2024): Desember 2024 - Februari 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i1.9

Abstract

PT Mustika Karya Sejati is a company engaged in the property and properti reale sector. The work environment and job satisfaction play a crucial role in enhancing employee performance. This study aims to analyze the influence of the work environment and job satisfaction, both individually and collectively, on employee performance. The research employs a quantitative approach, utilizing multiple linear regression for informasi analysis. The sampling method applied is Non-probabilitas Sampling with a saturated sample of 35 respondents. The study relies on primary informasi collected through observations and questionnaire distribution. The findings indicate that, individually, the work environment does not positively affect employee performance, as shown by a tcount value of -0.357 lebih kecil dari ttable 2.037 and a significance level of 0.724 > 0.05. Conversely, job satisfaction has a significant and positive effect on employee performance, evidenced by a tcount value of 4.254 > ttable 2.037 and a significance level of 0.000 lebih kecil dari 0.05. Serempakeously, the work environment and job satisfaction together have a positive and significant impact on employee performance, reflected by a tcount value of 4.254 > ttable 2.037 and a significance level of 0.000 lebih kecil dari 0.05.
Pengaruh Motivasi Kerja dan Lingkungan Kerja Terhadap Kinerja Karyawan PT Telkom Wilayah Meruya Jakarta Barat Ifaristi
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 1 (2024): Desember 2024 - Februari 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i1.10

Abstract

- Performance refers to employee work performance measured against standards or criteria that have been set by the organization, set by the organization. The purpose of this study was to determine the effect of motivation and work environment on the performance of employees of PT Telkom Meruya Region, West Jakarta. The data used is quantitative using primary data through distributing questionnaires to employees of PT Telkom Meruya Region, West Jakarta. The population of this study amounted to 50 respondents using non-probability sampling method using saturated samples. The data that has been collected is then analyzed using SPSS 15.0. The results showed the influence of Motivation and Work Environment on Employee Performance seen from the F value of 20,423 which means F count> F table (20,423> 3.19) and significant at 0.000 <0.05, it can be said that the Motivation and Work Environment variables simultaneously have a positive and significant effect on the Performance of Employees of PT Telkom Indonesia Meruya Region, West Jakarta.
Pengaruh Beban Kerja dan Kompensasi Terhadap Turnover Intention Karyawan PT Mukti Indo Utama Lestari, Sri; Lestari, Tri
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 2 (2025): Maret 2025 - Mei 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i2.11

Abstract

This research was conducted at PT Mukti Indo Utama with the aim of analyzing the influence of workload (X1) and compensation (X2) on employee turnover intention (Y) at PT Mukti Indo Utama. Data was collected through a survey of 40 employees using a questionnaire. This sampling technique uses non-probability sampling using saturated sampling. The sample in this research was 40 employees of PT Mukti Indo Utama. The data analysis method used was the multiple linear regression method using IBM SPSS Statistics V.29 software. This research concludes that: 1) Workload (X1) has no partial effect on turnover intention (Y). 2) Compensation (X2) partially influences turnover intention (Y). 3) Workload (X1) and compensation (X2) simultaneously influence turnover intention (Y) of PT Mukti Indo Utama employees
Pengaruh Pelatihan Kerja dan Motivasi Kerja Terhadap Kinerja Karyawan PT Karisma Bahana Gemilang Jakarta Syahputra Pasaribu, Andy; Lestari, Tri
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 2 (2025): Maret 2025 - Mei 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i2.13

Abstract

PT Karisma Bahana Gemilang, a retail company located in West Jakarta, is the subject of this study. This study aims to learn how work motivation and job training partially and simultaneously impact on the performance of PT Karisma Bahana Gemilang workers. This study looked at 58 employees of PT Karisma Bahana Gemilang. The saturated sample method, which involves all members of the population, was used to select the nonprobability sample, which resulted in 58 samples. Quantitative statistical methods were used to analyze the data, and the IBM SPSS Statistics V.20 program was used. The results showed that job training (X1) partially affects employee performance (Y). The work motivation variable (X2) also significantly affects. With a coefficient of determination of 0.475, job training (X1) and work motivation (X2) have a positive and significant effect on employee performance (Y). Overall, job training (X1) and work motivation (X2) have a positive and significant influence on employee performance by 47.5%. Other variables not examined in this study have an influence of 52.5%.
Pengaruh Gaya Kepemimpinan Dan Kompensasi Terhadap Kinerja Karyawan Pada PT Khadimu Agmindori Unggul Muhamad Irfani Aulia Irsyad; Lestari, Tri
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 2 (2025): Maret 2025 - Mei 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i2.15

Abstract

This study explains leadership style and compensation with the aim of knowing the influence of leadership style and compensation on employee performance. By utilizing census techniques, the research sample used was 70 people. This study utilized the multiple regression analysis method and was processed using SPSS version 25. The test results proved that: (1) leadership style does not have a positive and significant partial effect on employee performance, but compensation has a positive and significant partial effect on employee performance; (2) Simultaneously, the results obtained regarding leadership and compensation have a positive and significant effect on employee performance
Pengaruh Pelatihan Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada PT Sigma Harapan Mandiri Wida, Zuhvatul; Suryani, Desy
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 2 (2025): Maret 2025 - Mei 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i2.16

Abstract

Performance is the most important thing when running a company, therefore companies can do several things, such as providing training and motivation to employees. Research was studied in order to understand the impact of training and work motivation on employee performance at PT Sigma Harapan Mandiri both partially and simultaneously. The method used is causal associative with a quantitative approach and uses primary data by distributing questionnaires to employees of PT Sigma Harapan Mandiri. The population and sample for this study consisted of 50 people using saturated sampling techniques. The data obtained were analyzed using the SPSS 27.0 program using multiple linear regression techniques. The research results show that there is no positive and insignificant impact of training on employee performance as described by the calculated t score of 1.178 with a significance level of 0.245. There is a positive and significant impact of work motivation on employee performance as described by the calculated t score, namely 3,926, which has a significance level of 0.000. There is a positive and significant impact between training and work motivation on employee performance, this is indicated by a calculated F score of 16,291 with a significance score of 0.000. The R-squared score was 40.9% while the other score was 59.1% which was the result of variables that were not in this study.
Pengaruh Pelatihan dan Kompetensi Terhadap Kinerja Karyawan di Divisi Software Laboratory Center (SLC) Universitas Bina Nusantara Kampus Anggrek Jakarta Indriyani; Rani
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 2 (2025): Maret 2025 - Mei 2025
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v1i2.17

Abstract

 To determine the success and success of the company is the performance of employees, one that affects employee performance is training and competence. This study aims to analyze the impact of training and competence on employee performance in the Software Laboratory Center (SLC) division of Bina Nusantara University, Anggrek Campus Jakarta. The data used in the study used quantitative methods with data collection through questionnaires and distributed to employees of the Software Laboratory Center (SLC) division of Bina Nusantara University, Anggrek Campus Jakarta. The population of this study amounted to 65 respondents with non-probability respondents using saturated sample technique. This study presents the results of Training (X1) has no partial influence and significance on employee performance (Y) obtaining a t-count value of 1.756 < t-table 1.999 with a significant level of 0.084 > 0.05. Conversely, Competence (X2) has a positive and significant effect partially on employee performance (Y), with a t_count value of 5.945> t_table 1.999 with a significant level of <0.001 <0.05. For simultaneous F test results state that training (X1) and competence (X2) have a positive and significant impact simultaneously on employee performance (Y), with a value of F_hitung 54.848 l> F_tabel 3.14 and a significant level of <0.001 <0.05.

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