ProBank: Jurnal Ekonomi dan Perbankan
We invite unpublished research, empirical study, book review, short communication and high quality research work pertaining to the recent developments and practices in the areas of Economics, Corporate Governance, Industrial Relations, And emerging paradigms in allied subjects like Accounting, Accounting Information Systems, Accounting Theory and Practice, Auditing, Behavioral Accounting, Behavioral Economics, Corporate Finance, Cost Accounting, Economic Development, Economic History, Financial Institutions and Markets, Financial Services, Fiscal Policy, Government and Non Profit Accounting, International Economics and Trade, International Finance, Macro Economics, Micro Economics, Rural Economics, Finance, Banking, Co-operation, Demography, Development Planning, Development Studies, Econometrics, Applied Economics, Development Economics, Business Economics, Monetary Policy, Public Policy Economics, Regional Economics, Tax Accounting as well as emerging paradigms in allied subjects.
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189 Documents
<![CDATA[Pengaruh Job Stress dan Lingkungan Kerja Terhadap Kinerja Pegawai Melalui Emotional Exhaustion pada Kantor Wilayah Direktorat Jenderal Pajak Jawa Tengah II ]]>
<![CDATA[Latifah, Ifah]]>;
<![CDATA[Krisnata, Teguh]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1887
<![CDATA[This research was conducted with the aim of determining, examining, and This study was conducted with the aim of knowing, testing and analyzing the influence of Job Stress and Work Environment on the performance of employees of the Central Java II Directorate General of Taxes Regional Office with job rotation and Emotional Exhaustion as intervening variables. In this study, 109 respondents were involved as selected samples, representing part of the total population of 151 people. The data analysis methods used in this study include validity, reliability, linearity and hypothesis testing. This study found that job stress significantly affects performance and emotional exhaustion of job rotation, while the work environment has a significant effect on performance but has no significant effect on emotional exhaustion. The performance of employees of the Central Java II Directorate General of Taxes Regional Office is simultaneously influenced by job stress, work environment and emotional exhaustion. The variables of job stress, work environment and emotional exhaustion. together have a contribution of 44.3% of performance variability. Through path analysis, it can be seen that the most dominant path in influencing performance is the direct influence of the work environment variable compared to other paths.]]>
<![CDATA[Peran Environmental, Social, Governance dalam Menilai Kinerja Keuangan (Studi Kasus pada Perusahaan Pertambangan Indonesia) ]]>
<![CDATA[Mulyadi, Mulyadi]]>;
<![CDATA[Nawangsasi, Endah]]>;
<![CDATA[Saryanti, Endang]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1934
<![CDATA[This study aims to determine the role of Environmental, Social, and Governance in assessing the financial performance of mining companies. From a population of 55 mining companies with a purposive sampling method. The data analysis technique uses the first classical assumption, the second multiple linear regression then the t-test and the Adjusted R Squared test. The indicator used as the dependent variable is Financial Performance which is proxied by Net Profit Margin. This study uses secondary data and the type of research is quantitative. The results of the study obtained indicate that environmental has a positive but insignificant effect, social has a positive but insignificant effect, while governance has a negative and insignificant effect. The results of the Adjusted R Squared test show the contribution of the independent variable (ESG) to the dependent (Financial Performance) of 0.010 or 1%. This means that the role of Environmental, Social, and Governance in assessing financial performance is very small. This indicates that businesses that focus on environmental, social, and governance aspects do not directly impact the company's profitability in the short term. This can happen because it uses a net profit margin measure which requires a large initial investment, such as spending on environmentally friendly technology, employee welfare programs, or increasing transparency of governance. Such costs can depress short-term net income. Then the long-term benefits of ESG can be a reason that its effects can only be felt in the long term around 10-30 years. Thus, ESG efforts to improve operational cost efficiency in the short term will depress net income, so that NPM tends not to increase. However, in the long term ESG can increase efficiency, customer loyalty, reduce regulatory and litigation risks, which ultimately contribute to increasing the company's profitability.]]>
<![CDATA[Pengaruh Work-life balance dan Produktivitas Kerja Terhadap Kinerja Karyawan Generasi Z PT Rumah Atsiri Indonesia Dengan Kepuasan Kerja Sebagai Variabel Intervening ]]>
<![CDATA[Gombo, Kadek Grecius Calvin]]>;
<![CDATA[Djong, Alexander Mario Retto]]>;
<![CDATA[Faskahariyanto, Kristian]]>;
<![CDATA[Nugroho, Truli]]>
<![CDATA[ ProBank Vol 2, No 1 (2017) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1933
<![CDATA[This study analyzes the influence of work-life balance and productivity on the performance of Generation Z employees at PT Rumah Atsiri Indonesia, with job satisfaction as a mediating variable. Data were collected using a Likert-scale questionnaire and analyzed through PLS-SEM. Results show that work-life balance significantly affects job satisfaction (t = 4.786; p = 0.000) but not performance directly (t = 0.833; p = 0.406). Productivity also significantly influences job satisfaction (t = 3.884; p = 0.000), but not performance directly (t = 1.441; p = 0.150). Job satisfaction significantly impacts performance (t = 8.886; p = 0.000) and mediates the relationship between both work-life balance and productivity with performance. These findings highlight the crucial role of job satisfaction in enhancing employee performance.]]>
<![CDATA[Peran Organizational Citizenship Behavior (OCB), Disiplin Kerja dan Quality of Work Life (QWL) dalam Meningkatkan Kinerja Pegawai melalui Motivasi Kerja pada Inspektorat Kabupaten Sukoharjo ]]>
<![CDATA[Sulistyani, Lilis]]>;
<![CDATA[Ningrum, Oviandreva]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1923
<![CDATA[The purpose of this study was to determine, test and empirically analyze the significance of organizational citizenship behavior, work discipline and quality of work life on work motivation and employee performance at the Sukoharjo Regency Inspectorate. The population in this study were 40 employees at the Sukoharjo Regency Inspectorate. The data collection technique was a questionnaire. The sample with the census technique was 40 respondents. Data analysis was carried out using instrument tests, linearity tests, hypothesis tests, and path analysis. The results is OCB and QWL have a positive and significant effect on employee work motivation, but work discipline has a positive and insignificant effect on employee work motivation; OCB, work discipline and work motivation have a positive and significant effect on employee performance, but QWL has a positive and insignificant effect on employee performance. The results of the F test prove that OCB, work discipline, QWL and work motivation have a significant effect on employee performance at the Sukoharjo Regency Inspectorate. The total R2 value of 0.976 means that employee performance is explained by OCB, work discipline, QWL and work motivation by 97.6% and the remaining 2.4% is explained by other variables outside the research model. The results of the path analysis show that the direct path or direct influence of work discipline on employee performance is the dominant path in improving employee performance. The use of intervening variables of work motivation is effective as a mediator of the influence of the QWL variable on employee performance, but is not effective as a mediator of the influence of the OCB and work discipline variables on employee performance.]]>
<![CDATA[Pengaruh Aktivitas Live Streaming dan Ulasan Cutomer Terhadap Keputusan Pembelian dengan Variabel Moderasi Minat Beli pada E-Marketplace Shopee (Studi pada UMKM Nusantara Jaya Fashion) ]]>
<![CDATA[Manurung, Mordek Hay]]>;
<![CDATA[Retto Djong, Alexander Mario]]>;
<![CDATA[Nugroho, Truli]]>;
<![CDATA[Faskahariyanto, Kristian]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1920
<![CDATA[This research aims to analyze the influence of live streaming and customer reviews on purchasing decisions with purchase interest as a moderating variable. The population in this study is Nusantara Jaya Fashion UMKM consumers during January 2025 until March 2025 totaling 12,362 consumers. This research uses an associative quantitative with primary data as a data source. The sampling technique used is probability sampling method with a random sampling approach, by calculating slovin, so the sample 99 samples were obtained. The data analysis methods in this research are, data quality test, Classical Assumption Test, Moderated Regression Analysis (MRA). The research results show that live streaming and customer reviews have a significant influence on purchasing decisions. However, buying interest did not show any significant impact on purchasing decisions. Meanwhile, buying interest as a moderation variable, unable to moderate live streaming and customer reviews on purchasing decisions.]]>
<![CDATA[Membangun Loyalitas dan Kinerja Karyawan Melalui Kompensasi, Lingkungan Kerja dan Budaya Organisasi (Studi pada Karyawan UNDHA AUB Surakarta) ]]>
<![CDATA[Triono, BRM Suryo]]>;
<![CDATA[Santosa, Jarot]]>;
<![CDATA[Suparni, Suparni]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1957
<![CDATA[The purpose of this study was to examine the development of employee loyalty and performance through compensation, work environment, and organizational culture. The t-test results showed that organizational culture had a positive and significant effect on employee loyalty, compensation had a positive but insignificant effect on employee loyalty, and work environment had a negative but insignificant effect on employee loyalty. Organizational culture had a positive and significant effect on performance, while compensation and work environment had a positive but insignificant effect on performance, and employee loyalty had a negative and insignificant effect on performance. The total R2-square value was 0.5141, indicating that employee performance variables were explained by compensation, work environment, and organizational culture, with work loyalty as the intervening variable at 51.41% and the remaining 48.59% explained by other factors outside the research model. The most effective and dominant variable in improving employee performance at UNDHA AUB Surakarta was organizational culture.]]>
<![CDATA[Peran Kepuasan dalam Mengoptimalisasi Kinerja dari Aspek Kompensasi dan Motivasi Pegawai di Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Teluk Bintuni ]]>
<![CDATA[Latif, Nurheni]]>;
<![CDATA[Fatonah, Siti]]>;
<![CDATA[Nugroho, Anggoro Panji]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.1984
<![CDATA[This study examines the influence of compensation and motivation on employee performance at the Investment and Integrated One-Stop Service Agency of Teluk Bintuni Regency, considering job satisfaction as an intervening variable. Using a descriptive quantitative method and multiple linear regression analysis, this study involved 30 employees as samples. The results show a significant influence of compensation and motivation on employee job satisfaction at the Investment and Integrated One-Stop Service Agency of Teluk Bintuni Regency, with compensation contributing more significantly (79% of job satisfaction variation). Although compensation and motivation simultaneously have a significant influence on employee performance, the direct influence of compensation is not significant, while job satisfaction has a significantly larger positive influence. Motivation also has a positive and significant influence on performance, both directly and indirectly through increased job satisfaction. The low Adjusted R Square in the employee performance model (0.278) and R Square in the linearity test (0.002) indicate that other factors outside the model, such as work environment and leadership, play a significant role in explaining employee performance. Therefore, improving employee performance requires a comprehensive strategy that includes improving compensation and motivation to enhance job satisfaction, as well as paying attention to other contextual factors that influence performance. The recommendations include evaluating compensation policies, competency development programs, and a fair and transparent reward system. This study provides valuable insights for management to formulate effective strategies for improving performance and job satisfaction, as well as enhancing public service effectiveness.]]>
<![CDATA[Pengaruh Kinerja Keuangan terhadap Nilai Perusahaan dengan Good Corporate Governance sebagai Variabel Moderasi (Bukti Empiris pada Perusahaan BUMN yang Terdaftar di BEI Periode Tahun 2021-2024) ]]>
<![CDATA[Marisa, Khariesma Putri]]>;
<![CDATA[Kurniawanto, Hudi]]>
<![CDATA[ ProBank Vol 10, No 1 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i1.2005
<![CDATA[This study aims to examine and analyze the effect of financial performance on company value and to examine the role of Good Corporate Governance (GCG) as a moderating variable in this relationship. The objects of this study are state-owned enterprises (SOEs) listed on the Indonesia Stock Exchange (IDX) in the period 2021–2024, with a population of 27 companies. The sampling technique used is purposive sampling. Based on these criteria, a sample of 19 companies was obtained. This study uses quantitative data, with the data source being secondary data. The data analysis in this study uses simple linear regression analysis to test the first hypothesis and multiple linear regression analysis using moderation regression analysis (MRA) to test the second hypothesis. The results of the study on the first hypothesis using simple linear regression analysis indicate that financial performance projected by Return on Assets (ROA) has a significant influence on company value, while Good Corporate Governance (Independent Commissioners) does not moderate the relationship between Financial Performance Return on Assets and Company Value.]]>
<![CDATA[Pengaruh Kompetensi, Organizational Citizenship Behavior Dan Budaya Organisasi Terhadap Kepuasan Kerja Dan Kinerja Tenaga Perawat Pada Rumah Sakit Islam Boyolali ]]>
<![CDATA[Lathifah, Ifah]]>;
<![CDATA[Sunardi, Sunardi]]>
<![CDATA[ ProBank Vol 10, No 2 (2025) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v10i2.2078
<![CDATA[The purpose of this study was to determine, test and analyze the significance of the influence of competence, organizational citizenship behavior and organizational culture on job satisfaction and performance of nurses at the Boyolali Islamic Hospital. Data collection technique with questionnaires. The sample took 100% of the population with a census technique, namely 87 respondents. Data analysis with instrument testing, linearity testing, hypothesis testing, and path analysis. The results of the t-test equation 1 and equation 2 prove that: OCB and organizational culture have a significant effect on job satisfaction but competence has no significant effect on job satisfaction; Competence, OCB and job satisfaction have a significant effect on performance but organizational culture has no significant effect on performance. The results of the calculated F value prove that together competence, OCB, organizational culture and job satisfaction have a significant effect on performance. The results of the total determination value (R2) of 0.956 mean that performance is explained by competence, OCB, organizational culture and job satisfaction by 95.6% and the remaining 4.4% is explained by other factors. The results of the path analysis obtained that to improve performance with a direct path of competence to performance which is the most dominant and most effective path. The intervening variable of job satisfaction effectively mediates the influence of organizational culture on performance but is not effective in mediating the influence of competence on performance and OCB on performance]]>
