JMAEKA: Jurnal Manajemen Ekonomi Akuntansi
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.
Articles
316 Documents
<![CDATA[Analisis Pengendalian Internal Sistem Informasi Akuntansi terhadap Penerimaan dan Pengeluaran Kas pada Zibaa Kafe ]]>
<![CDATA[Tanika, Gita Tri]]>;
<![CDATA[Riftiasari, Dinar]]>;
<![CDATA[Ridwan , Achmad]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 4 (2025): September 2025 - November 2025 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v1i4.225
<![CDATA[Accounting information systems play an important role in managing cash receipts and disbursements to ensure the security and reliability of financial reports. This study aims to analyze the implementation of the accounting information system at PT. Boga Cipta Jasa (Zibaa Kafe) with a focus on internal control and the use of electronic payments. The research method employed is a descriptive qualitative approach through observation, interviews with finance staff and cashiers, and analysis of financial reports for the period January–March 2025. The results show that internal control has not been fully effective due to overlapping functions, lack of verification, and the need for system updates. Although electronic payments have improved accuracy and transparency, further improvements such as clear segregation of duties and regular reconciliations are still required to strengthen the effectiveness and security of the accounting information system]]>
<![CDATA[Pengaruh Efikasi Diri Dan Kompetensi Terhadap Kinerja PNS Pada Inspektorat Jenderal Kementerian Desa, Pembangunan Daerah Tertinggal ]]>
<![CDATA[Larasati, Rahmatia]]>;
<![CDATA[Murniyati]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 4 (2025): September 2025 - November 2025 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v1i4.227
<![CDATA[Human resource development is a major factor in improving organizational performance, especially in the Inspectorate General of the Ministry of Villages, Development of Disadvantaged Regions, showing that employees who have high competence and good self-efficacy tend to be more able to face work challenges, and overall productivity. This study aims to analyze the effect of self-efficacy and competence on employee performance in the Inspectorate General of the Ministry of Villages, Development of Disadvantaged Regions. This study uses data collection methods, one of which is distributing questionnaires to 50 respondents using saturated sampling techniques. Analyzed using the SPSS version 23 program. The results of the t-test show that self-efficacy has a value of 5.580 with a significance of 0.000, and competence has a t-value of 2.718 with a significance of 0.009, both of which are smaller than 0.05, which means that both have a positive and significant effect on employee performance partially. In addition, the results of the regression analysis show that self-efficacy and competence have a positive and significant effect simultaneously on employee performance with an F value of 21.146 and a significance of 0.000.]]>
<![CDATA[Pengaruh Motivasi Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan Dinas Pendidikan DKI Jakarta ]]>
<![CDATA[Yosivina]]>;
<![CDATA[Marwansyah, Sofyan]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 4 (2025): September 2025 - November 2025 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v1i4.228
<![CDATA[This study aims to determine the effect of work motivation and work discipline on employee performance at the DKI Jakarta Education Office. This research is quantitative research. The data used in the study are primary data collected through questionnaires using probability sampling techniques with the type of sample, namely simple random sampling. The population in this study were 30 employees of the DKI Jakarta Education Office. The sample in this study were 30 employees who were sampled. Data analysis was performed using multiple linear regression analysis using statistical product and services solutions (SPSS) software version 26: (1) Partially, motivation has no significant effect on employee performance, while work discipline affects employee performance; (2) Simultaneously, the results show that motivation and work discipline have a positive and significant effect on employee performance.]]>
<![CDATA[Pengaruh Budaya Organisasi Dan Pengembangan Sumber Daya Manusia Terhadap Kinerja Pegawai Pada Lembaga Penyiaran Publik TVRI ]]>
<![CDATA[Imania, Syella]]>;
<![CDATA[Lestari, Tri]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 4 (2025): September 2025 - November 2025 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v1i4.229
<![CDATA[This research aims to determine the effect of Organizational Culture (X1) and Human Resource Development (X2) on Employee Performance (Y) at the Public Broadcasting Institution of the Republic of Indonesia in Central Jakarta, specifically in the Human Resources department. The method used is a quantitative approach with a saturated sampling technique, involving 40 respondents. Data collection was conducted through the distribution of questionnaires, and data analysis was performed using multiple linear regression with the aid of IBM SPSS Statistics 29 software. The results of the study indicate that organizational culture has a positive but not significant effect on employee performance, as shown by a coefficient value of 0.223 and a significance value of 0.058 > 0.05. Conversely, human resource development has a positive and significant effect on employee performance with a coefficient value of 0.807 and a significance of 0.001 (< 0.05). Simultaneously, organizational culture and human resource development have a positive and significant effect on employee performance, indicated by an F-value of 14.603 and a significance of 0.001 < 0.05. The conclusion of this study is that human resource development plays an important role in improving employee performance, although organizational culture has not shown a significant individual effect.]]>
<![CDATA[Pengaruh Lingkungan Kerja Dan Motivasi Kerja Terhadap Disiplin Kerja Pegawai Badan Pengembangan Sumber Daya Manusia Industri ]]>
<![CDATA[Solihat, Sarah Annisa]]>;
<![CDATA[Lestari, Tri]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 1 No 4 (2025): September 2025 - November 2025 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v1i4.230
<![CDATA[This study aims to analyze the effect of work environment (X1) and work motivation (X2) on employee work discipline (Y) in the General Division of the Industrial Human Resource Development Agency. The research used a quantitative approach with a survey method involving 42 respondents. Data were processed using SPSS version 26. The results of the partial test (t-test) show that the work environment (X1) has a positive and significant effect on work discipline, with a t-value of 2.449 greater than the t-table value of 2.023, and a significance level of 0.019 < 0.05. Meanwhile, work motivation (X2) does not have a significant effect on work discipline, as indicated by a t-value of -0.432 which is less than the t-table value of 2.023, and a significance level of 0.668 > 0.05. Simultaneously, the F-test results show that the work environment and work motivation together have a significant effect on work discipline, with an F-value of 3.348 greater than the F-table value of 3.24, and a significance level of 0.001 < 0.05. This study concludes that improvement in employee work discipline is more influenced by a conducive work environment than by work motivation. Keywords: work environment, work motivation, employee work discipline]]>
<![CDATA[Pengaruh Gaya Kepemimpinan Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada Bank BPR Supradanamas Cabang Jakarta Barat ]]>
<![CDATA[Prasetiyo, Dodi]]>;
<![CDATA[Nurhadi]]>;
<![CDATA[Hadi , Seno Sudarmono]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 1 (2025): Desember 2025 - Februari 2026 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v2i1.232
<![CDATA[Branch, West Jakarta. Human resources are an important factor in an organization to achieve goals through increased work productivity. The purpose of this study was to determine the influence of leadership style and work motivation on employee performance at Bank BPR Supradanamas, Jelambar Branch, West Jakarta. This study uses a quantitative descriptive method with data collection techniques in the form of questionnaires distributed to 40 respondents. The results showed that leadership style had a positive and significant effect on employee performance, with a significance value of 0.000 <0.05 and a t-count value of 3.463> t table 2.024. Work motivation also had a positive and significant effect on employee performance, indicated by a significance value of 0.000 <0.05 and a t-count value of 3.647> t table 2.024. Simultaneously, leadership style and work motivation have a significant effect on employee performance, as evidenced by the calculated F value of 40.804> F table 3.24 and a significance of 0.000 <0.05. The coefficient of determination (Adjusted R²) value of 0.671 indicates that 67.1% of the variation in employee performance can be explained by the two independent variables, and the remaining 32.9% is explained by other variables outside the model]]>
<![CDATA[Pengaruh Mutasi Kerja dan Lingkungan Kerja terhadap Kinerja Pegawai Kementerian Kependudukan Dan Pembangunan Keluarga ]]>
<![CDATA[Wulansari, Desika Putri]]>;
<![CDATA[Murniyati]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 1 (2025): Desember 2025 - Februari 2026 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v2i1.234
<![CDATA[Human resources are an important asset in government agencies. Having quality human resources is the desire of every agency because it can easily help achieve agency goals. The purpose of this study is to see the influence of job transfers and the work environment on employee performance. The study used a quantitative approach by distributing questionnaires to employees of the Human Resources Bureau of the Ministry of Population and Family Development with a population and sample of 50 people and using a saturated sampling technique. Analyzed using the SPSS program version 27. The results of this study are the t-test shows a value of 0.150 greater than 0.05, which means that job transfers partially have no significant effect on employee performance. The t-test also shows a value of 0.022 smaller than 0.05, which means that the work environment partially has a significant effect on employee performance. The results of the f-test show a significance value of 0.036 smaller than 0.05, which means that job transfers and the work environment simultaneously have a significant effect on employee performance.]]>
<![CDATA[Pengaruh Work Life Balance Dan Stress Kerja Terhadap Kepuasan Kerja Pegawai Di BPPLOP Kota Semarang ]]>
<![CDATA[Daeni, Haerlis Mawar]]>;
<![CDATA[Oemar, Moehammad Shadiq Helmy]]>;
<![CDATA[Sofyanty, Devy]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 1 (2025): Desember 2025 - Februari 2026 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v2i1.235
<![CDATA[Abstracts - This study aims to analyze the effect of Work Life Balance and Job Stress on employee Job Satisfaction at the Center for Student Sports Education and Training, both partially and simultaneously. The research employs a quantitative approach with statistical analysis. The data collected include both primary and secondary sources, using a questionnaire as the main instrument. The sampling technique used is non-probability sampling with a saturated sample approach, in which all 56 employees in the population were selected as respondents. Data analysis techniques include instrument testing, classical assumption testing, and hypothesis testing consisting of multiple linear regression analysis, F-test, t-test, and coefficient of determination. The data were processed using SPSS version 25. The results show that partially, Work Life Balance has a positive and significant effect on employee job satisfaction, while Job Stress has no significant effect. Simultaneously, both Work Life Balance and Job Stress have a positive and significant effect on employee Job Satisfaction at the Center for Student Sports Education and Training.]]>
<![CDATA[Pengaruh Pelatihan Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada Hotel Xyz ]]>
<![CDATA[Kasih, Cika Sentosa]]>;
<![CDATA[Lestari, Tri]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 1 (2025): Desember 2025 - Februari 2026 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v2i1.236
<![CDATA[- Employee performance is one of the key factors determining organizational success, especially in the hospitality industry where service quality is crucial. The phenomenon at Hotel XYZ indicates performance issues such as task delays, lack of initiative, and varying work enthusiasm. This study aims to analyze the effect of training and work motivation on employee performance at Hotel XYZ. The research employed a quantitative approach with a descriptive-verificative method. A sample of 120 respondents was obtained using simple random sampling from a population of 172 employees. Data were collected through Likert-scale questionnaires and processed using SPSS version 27. Validity and reliability tests confirmed that the research instruments were appropriate. Multiple linear regression analysis produced the equation Y = 12.314 + 0.421X1 + 0.538X2. The t-test results indicated that both training and work motivation have a positive and significant effect on employee performance individually. The F-test result confirmed a simultaneous significant effect. The coefficient of determination (R²) of 0.389 indicated that 38.9% of employee performance variation was explained by training and motivation, while 61.1% was influenced by other factors outside this research.]]>
<![CDATA[Pengaruh Beban Kerja Dan Stres Kerja Terhadap Kinerja Karyawan Pada CV Nusantara Cipta Pratama ]]>
<![CDATA[Firman, Muhammad Alifiandra Arrauf]]>;
<![CDATA[Lahat, Mohammad Amas]]>;
<![CDATA[Utama, Dani Chandra]]>
<![CDATA[ Jurnal Mnajemen | Ekonomi | Akuntansi Vol 2 No 1 (2025): Desember 2025 - Februari 2026 ]]>
Publisher : <![CDATA[CV Warnak Johanna Nusantara ]]>
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DOI: 10.63921/jmaeka.v2i1.238
<![CDATA[This study aims to analyze the Effect of Workload (X1) and Work Stress (X2) on Employee Performance (Y) at CV Nusantara Cipta Pratama, Tangerang City. Data were collected using a questionnaire involving 30 employees at the head office of CV Nusantara Cipta Pratama. The results of the analysis using IBM SPSS V.26 software showed that Workload (X1) had a positive and significant effect on Employee Performance (Y) with a t-count of 10.428> t-table 2.052 and a significance level of 0.000 <0.05. On the other hand, Work Stress (X2) did not have a positive and significant effect on Employee Performance (Y) where the t-count value was -1.295> 2.052 and a significance level of 0.206> 0.05. Simultaneously, the results of the F Test show that Workload (X1) and Job Stress (X2) have a positive and significant effect on Employee Performance (Y) where the f-value is 55.862> f-table 3.354 and the significance level is 0.000 <0.05. This study concludes that Workload and Job Stress have a positive and significant effect simultaneously on Employee Performance at CV Nusantara Cipta Pratama, Tangerang City.]]>
