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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 316 Documents
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Pengaruh Work Life Balance dan Stres Kerja Terhadap Turnover Intention PT. Multi Alfa Mandiri Kota Tangerang Putri, Dian Triana; Nurhadi; Hadi, Seno Sudarmono
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 2 (2026): Maret 2026 - Mei 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i2.178

Abstract

This study aims to examine the simultaneous influence of Work-Life Balance and Job Stress on Employee Turnover Intention at PT. Multi Alfa Mandiri, Tangerang City. The population consists of employees at PT. Multi Alfa Mandiri, Tangerang City, with a sample size of 50 respondents using saturated sampling technique. This research employs a quantitative approach, collecting data through questionnaires supported by secondary data. Data analysis was conducted using multiple linear regression. The results indicate that partially, Work-Life Balance (X1) has a significant effect on Turnover Intention with a t-value of 4.640 > t-table 2.012 and sig. 0.000 < 0.05. Job Stress (X2) also has a significant effect with a t-value of 4.161 > t-table 2.012 and sig. 0.000 < 0.05. Simultaneously, Work-Life Balance and Job Stress significantly influence Turnover Intention with an F-value of 117.181 > F-table 3.20. The R Square value of 83.3% shows that both variables collectively affect Turnover Intention, while the remaining 16.7% is influenced by other factors not examined in this study
Pengaruh Kinerja dan Kualitas Pelayanan Helpdesk Terhadap Kepuasan Karyawan Pada Universitas Prasetiya Mulya Tangerang Umunaela, Umunaela; Nurhadi, Nurhadi; Sudarmono Hadi, Seno
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.289

Abstract

this research was conducted at Prasetiya Mulya University with the objective of examining the influence of performance (X1) and Helpdesk service quality (X2) on employee satisfaction (Y). The population of this research consisted of employees at Prasetiya Mulya University, Tangerang. The sampling technique employed was non-probability sampling with a purposive sampling approach. A total of employees were selected as the research sample. Data were analyzed using a quantitative method with the assistance of IBM SPSS Statistics Version 21. The finding of this study indicate that: 1) Performance (X1) has a positive and significant effect on employee satisfaction (Y), with a coefficient value of 3,671. 2) Helpdesk service quality (X2) has a positive and significant effect on employee satisfaction (Y), with a coefficient value of 5,361. 3) Performance (X1) and Helpdesk service quality (X2) simultaneously have a significant effect on employee satisfaction (Y), with a combined value of 90,793. 4) The regression equation obtained in this study is: Y = 2,631 + 0,937 X1 + 1,312 X2. Keywords: Performance1, Helpdesk Service Quality2, Employee Satisfaction
Pengaruh Budaya Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan PT Surya Terang Teknik Abadi Kota Tangerang Annisa, Gustin Nur; Nurhadi; Hadi , Seno Sudarmono
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.295

Abstract

Abstracts - This study aims to explain the influence of work culture and work discipline on employee performance at PT Surya Terang Teknik Abadi, Tangerang City. The population in this study were employees of PT Surya Terang Teknik Abadi, Tangerang City. Using a quantitative method with a saturated sample of 35 employees, data were collected through questionnaires and analyzed using IBM SPSS version 25. The results of the study showed that partially, work culture (X1) and work discipline (X2) both had a positive and significant effect on employee performance. This is evidenced by the t- value of work culture (2.698) and work discipline (4.559) which are greater than t- table (2.046), and the sig. value (0.000) which is less than 0.05. Simultaneously, work culture and work discipline have also been shown to have a positive and significant effect on employee performance (Y). This is indicated by the F-value of 109.725 which exceeds F-table 3.29. The R Square value of 87.3% indicates that these two variables together make a major contribution to employee performance. Meanwhile, the remaining 12.7% was influenced by other factors not examined in this study.
Pengaruh Retensi dan Konflik Kerja Terhadap Kinerja Karyawan di PT Lintang Mega Pertama Aulia, Nayla Fariza; Armaniah, Henny
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 2 (2026): Maret 2026 - Mei 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i2.357

Abstract

PT Lintang Mega Pertama is a company engaged in construction services and relies heavily on employee performance in completing various projects. However, the company faces problems related to employee retention and work conflicts that can affect performance. This study aims to determine the effect of retention and work conflicts on employee performance. The study uses a quantitative approach with analytical methods that include validity tests, reliability tests, normality tests, heteroscedasticity tests, multicollinearity tests, multiple linear regression analysis, t-tests, F-tests, and coefficients of determination. Data were collected through interviews, distributing questionnaires to 47 respondents, and supplemented by documentation and literature studies. The results of the study indicate that retention has a positive and significant effect on employee performance of 2,322> t table of 1,680, so Ho is rejected and Ha is accepted. Work conflicts also have a significant effect on employee performance from the calculated t value of 2,622> t table of 1,680, so Ho is rejected and Ha is accepted. Simultaneously, retention and work conflict have a significant effect on employee performance at PT Lintang Mega Pertama, so Ho is rejected and Ha is accepted. The value of 12.123 > F table is 3.209. This study provides practical contributions for companies in formulating better retention and conflict management strategies to improve employee performance
Analisis Tingkat Kepuasan Kerja Karyawan di PT PEI Menggunakan Metode Skala Likert Shafira, Mellan Assyahra; Aprilia, Frida; Siboro, Sonny Fransisco
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 2 (2026): Maret 2026 - Mei 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i2.368

Abstract

This research investigates the level of employee job satisfaction at PT Pendanaan Efek Indonesia, recognizing its crucial importance in the middle of 4.0 era as a fundamental aspect of company operations. Job satisfaction, defined as employees' positive emotional attitudes towards their work, significantly impacts performance and retention. This study aims to (1) analyze the level of employee job satisfaction based on Likert Scale measurements, and (2) identify the factors influencing this satisfaction. Employing a non-statistical quantitative method with a 5-score Likert Scale questionnaire, data was directly collected from 50 respondents. The results indicate that, overall, employees at PT Pendanaan Efek Indonesia demonstrate a good level of job satisfaction, with an average percentage of 86.16% for intrinsic factors and 95.96% for extrinsic factors. Nevertheless, several indicators still require attention, such as career development opportunities (lack of training programs), interpersonal relationships (insufficient effective communication across departments), working conditions (high workload), and salary and compensation (below industry standards and a less transparent reward system). These findings suggest the need for regular evaluation and policies that can strengthen employees' intrinsic motivation.
Pengaruh Kompensasi Dan Motivasi Kerja Terhadap Kinerja Pegawai Kementerian Kesehatan Harom, Putri Maulidia; Aprillia, Frida; Siboro, Sonny Fransisco
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.370

Abstract

Employee performance is a crucial aspect in determining the success of a government agency, including the Ministry of Health. However, challenges such as employees feeling that compensation is not commensurate with their workload and lack of appreciation for employees are still frequently encountered. This study aims to analyze the effect of compensation and work motivation on employee performance at the Secretariat of the Directorate General of Primary and Community Health. The approach used is quantitative statistics with observation and survey methods through the distribution of questionnaires to the entire population of 40 respondents, using a saturated sampling technique. Data were analyzed with the help of IBM SPSS version 23. The results showed that compensation has a positive and significant effect on employee performance, with a calculated t value of 6.008 > 2.026 and a significance of 0.000 < 0.05. Work motivation has a positive and significant effect on employee performance, with a calculated t value of 11.625 > 2.026 and a significance of 0.000 < 0.05. Simultaneously, both variables showed a significant positive influence on employee performance with a calculated F value of 66.796 > 3.25 and a significance of 0.000 < 0.05.
Pengaruh Budaya Organisasi Dan Motivasi Kerja Terhadap Produktivitas Karyawan PT Bisma Aero Sejahtera Kota Tangerang Saputra, ZIidan Ramadani; Hastasari, Ratih; Saputra, Wawan
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.374

Abstract

A strong organizational culture is believed to create a conducive work environment, while high work motivation can encourage employees to work more optimally, thereby increasing employee productivity in the workplace. This research aims to investigate the role of Organizational Culture and Work Motivation in enhancing employee productivity at PT Bisma Aero Sejahtera.Using a sample of 70, the study employed analysis techniques such as validity tests, reliability tests, classical assumption tests, regression analysis, and hypothesis testing through T-tests and F-tests.Based on the research findings, partially, the x1 organizational culture variable did not significantly affect employee productivity. However, the x2 work motivation variable partially and significantly influenced employee productivity. Simultaneously, both variables (organizational culture and work motivation) had a significant impact on the productivity of PT BAS employees. Keywords: Organizational Culture, Work Motivation, Employee Productivity
Pengaruh Gaya Kepemimpinan dan Lingkungan Kerja terhadap Kinerja Pegawai Badan Penghubung Provinsi Maluku Jihan; Murniyati
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.381

Abstract

Leadership style and work environment are two important factors that influence employee performance, especially in government agencies such as the Maluku Provincial Liaison Agency. This study aims to determine the effect of leadership style and work environment on employee performance. The method used is a quantitative approach by distributing questionnaires to 45 respondents who are all employees of the Maluku Provincial Liaison Agency. Data collection techniques were carried out through observation, interviews, questionnaires, and literature studies. Data analysis was carried out using SPSS version 27 software, with validity, reliability, classical assumptions, multiple linear regression, and determination coefficient tests. The results of the T test showed that leadership style did not have a significant effect partially (sig. 0.078 > 0.05), while the work environment had a significant effect (sig. 0.001 < 0.05). The F test showed that simultaneously both variables had a significant effect on employee performance (sig. 0.001 < 0.05). These findings imply that improving employee performance can be achieved through the creation of a more conducive work environment, as well as a communicative and supportive leadership style.
Pengaruh Tekanan Kerja Dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada PT Bank Syariah Indonesia KP Jakarta Rafaza, Ahmad; Rosmita, Rosmita
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.384

Abstract

Abstracts - This study aims to analyze the influence of work pressure and work environment on employee performance at PT Bank Syariah Indonesia Head Office in Jakarta. The research is based on the importance of creating optimal working conditions to sustainably improve employee productivity and performance, especially amid the post-pandemic work dynamics and increasing service targets in the banking sector. This study uses an associative quantitative method, with data collected through questionnaires distributed to 106 respondents. The data were analyzed using multiple linear regression with SPSS version 27. The results show that work pressure has a significant negative effect on employee performance, while the work environment has a significant positive effect. Simultaneously, work pressure and work environment significantly influence employee performance, contributing 85.2% to performance variation. These findings indicate that to enhance employee performance effectively, companies must manage work pressure wisely and create a supportive and comfortable work environment. Keywords: Work Pressure, Work Environment, Employee Performance
Pengaruh Beban Kerja dan Stres Kerja Terhadap Kinerja Pegawai pada Biro Pembangunan dan Lingkungan Hidup Pemprov DKI Jakarta Dina, Nur Rahma; Joesah , Nurzalinar; Supriatin
Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 3 (2026): Juni 2026 - Agustus 2026
Publisher : CV Warnak Johanna Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63921/jmaeka.v2i3.386

Abstract

The research was conducted at the DKI Jakarta Provincial Government's Development and Environment Bureau with the aim of assessing the relationship between workload and job stress on employee performance. The approach applied was a quantitative method using statistical tools. The research data came from primary data, while the sample determination used a saturation technique. The analysis stages involved descriptive, data quality assessment, classical assumption testing, hypothesis testing, and calculating the coefficient of determination. The results of the analysis indicated that both workload and job stress partially contributed a significant impact on employee performance, as evidenced by the value (Sig.) of 0.002 for workload and 0.032 for job stress, both of which were smaller than 0.05. Furthermore, the results of the simultaneous analysis also confirmed a significant effect, indicated by the F value of 0.002. Based on this, it was concluded that the workload (X1) and job stress (X2) variables had a significant positive impact on employee performance (Y), both individually and combined, because the value (Sig.) of both met the criteria ≤ 0.05.

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