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We invite unpublished research, empirical study, book review, short communication and high quality research work pertaining to the recent developments and practices in the areas of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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200 Documents
<![CDATA[Pengaruh Disiplin Kerja dan Keselamatan Kerja terhadap Kinerja Karyawan pada PT Pratama Abadi Industri Divisi Stockfit Tangerang Selatan ]]>
<![CDATA[Fathan Arif]]>;
<![CDATA[Umar Hanis]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2129
<![CDATA[This study aims to determine the effect of work discipline and work safety on employee performance at PT Pratama Abadi Industri, Stockfit Division, South Tangerang. This research uses a quantitative approach with data collected through questionnaires. The sample consisted of 84 respondents selected using the Slovin formula. Data analysis techniques included validity test, reliability test, classical assumption test, regression analysis, correlation coefficient, coefficient of determination, and hypothesis testing. The results show that work safety has a positive and significant effect on employee performance, as indicated by the t-test result where tcount is greater than ttable. Work discipline also has a positive and significant effect on employee performance. Simultaneously, work discipline and work safety significantly affect employee performance. These findings indicate that improving employee discipline and strengthening workplace safety practices are important factors in supporting better employee performance. The results of this study are expected to provide practical input for company management in improving employee productivity through better safety systems, discipline implementation, supervision, and employee appreciation.]]>
<![CDATA[Perumusan Strategi Digital UMKM Indonesia Berbasis Rasionalitas Ekonomi Adaptif: Literature Review ]]>
<![CDATA[Hartawan Hartawan]]>;
<![CDATA[Didiek Harry Setyawan]]>;
<![CDATA[Adi Penawan]]>;
<![CDATA[Sutariyani Sutariyani]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2205
<![CDATA[This research aims to formulate a digital strategy for Indonesian MSMEs based on adaptive economic rationality through a synthesis of literature on digitalization and economic decision-making. This study uses a non-systematic literature review approach to 21 Scopus-indexed journal articles that discuss the adoption of TAM, TOE, and TRA-based technologies, Resource-Based View perspectives and dynamic capabilities, as well as issues of digital financial inclusion, AI and big data, gender, and sustainability. The data is analyzed through conceptual extraction and thematic synthesis to identify patterns of change in economic rationality in the context of digital transformation. The results of the study show a shift from instrumental rationality based on financial calculation to rationality influenced by technological perception, social norms, organizational readiness, adaptive capabilities, institutional legitimacy, and dependence on digital platforms. The literature also shows the emergence of a hybrid economic rationality that combines financial considerations, social value, sustainability, and data utilization. The conclusion of this study confirms that digitalization not only has an impact on the performance of MSMEs, but also reshapes the logic of economic decision-making. This research contributes by integrating various theoretical perspectives in one framework of adaptive economic rationality as the basis for the formulation of the digital strategy of Indonesian MSMEs.]]>
<![CDATA[Strategi Mengoptimalkan Kinerja Guru Dengan Evaluasi Motivasi Dari Aspek Kompetensi Profesional,Kedesiplinan Dan Kecerdasan Emosi Pada Sekolah Menengah Pertama Negeri 2 Ampel Kabupaten Boyolali ]]>
<![CDATA[Antik Suluh Sasanti]]>;
<![CDATA[Siti Fatonah]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2187
<![CDATA[This research aims to analyze and determine strategies for optimizing teacher performance by evaluating motivation from the aspects of professional competence, discipline and emotional intelligence at State Junior High School 2 Ampel, Boyolali Regency. Data collected in this research was carried out by distributing questionnaires. This research uses reliability test analysis methods and validity tests, path analysis, t test, F test, and coefficient of determination test (R2). The sample in this research was 40 teachers at State Junior High School 2 Ampel, Boyolali Regency using census techniques. The research results show that teacher professional competence has a significant effect on teacher motivation. Teacher discipline has no significant effect on teacher motivation. Teacher emotional intelligence has no significant effect on teacher motivation. Teacher professional competence has a significant effect on teacher performance. Teacher discipline has no significant effect on teacher performance. Teacher emotional intelligence has a significant effect on teacher performance. Teacher motivation has a significant effect on teacher performance. The total R2 value is 0.503, meaning that the performance of teachers at 2 Ampel State Junior High School, Boyolali Regency is explained by professional competence, discipline, emotional intelligence and teacher motivation as intervining variables of 50.3% and the remaining 49.7% is explained by other variables outside the variables mentioned. examined in this research. The results of the simultaneous test (F test) on the first equation show that the value of F = 4.114, significance 0.013 < 0.05. The results of the simultaneous test (F test) on the second equation show that the value of F = 17.639, significance 0.000 < 0.05. The results of the path analysis by paying attention to the direct and indirect influences from the explanation above can be concluded that the direct influence of professional competence on teacher performance is the most dominant pathway.]]>
<![CDATA[Pengaruh Strategi Relationship Marketing Terhadap Brand Iphone Dengan Electronic Word Of Mouth Sebagai Variabel Mediasi Pada Generasi Z ]]>
<![CDATA[Kamila Asadiyah Azahro]]>;
<![CDATA[Erwinda Sam Anafih]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2206
<![CDATA[This study aims to analyze the effect of relationship marketing on brand resonance for the iPhone brand, with electronic word of mouth serving as the mediating variable Generation Z consumers in Indonesia. In this era of rapid digital transformation, technology companies face the need to forge strong emotional bonds with the digital consumer generation. This study employed a quantitative method involving 195 respondents from the Greater Solo area, who were selected using purposive sampling. Data analysis was conducted using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The findings show that relationship marketing significantly influences the creation of brand resonance and serves as a driver of electronic word of mouth. However, an interesting result shows that electronic word of mouth does not significantly influence brand resonance for high-equity brands such as the iPhone among Generation Z, nor does it prove to be a mediator. This fact underscores that for global premium brands, users’ direct experiences and personal relationships with the company play a far more dominant role in building brand attachment than digital opinions from fellow consumers on social media platforms.]]>
<![CDATA[Efektivitas Komitmen Organisasi Dalam Peningkatkan Kinerja Pegawai Dari Aspek Kepuasan Kerja, Budaya Organisasi, Disiplin Kerja Pada Badan Keuangan Kabupaten Ngawi ]]>
<![CDATA[Nanik Lis Iswahyuti]]>;
<![CDATA[Ifah Lathifah]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2188
<![CDATA[The purpose of this study is to determine, test and analyze the effectiveness of organizational commitment in improving employee performance at the Ngawi Regency Financial Agency. Respondents in this study were 80 employees at the Ngawi Regency Financial Agency. The analysis technique in this study is multiple linear regression path analysis. The results of the study show that job satisfaction has a significant effect on organizational commitment. Organizational culture has a significant effect on organizational commitment. Work discipline has no significant effect on employee organizational commitment. Job satisfaction has no significant effect on employee performance. Organizational culture has a significant effect on employee performance. Work discipline has a significant effect on employee performance. Organizational commitment has a significant effect on employee performance. The results of the F test show that the value of F = 153.205 is significant with a significance of 0.000 <0.05. So it can be concluded that together the variables of job satisfaction, organizational culture, work discipline and organizational commitment have a significant effect on employee performance at the Ngawi Regency Financial Agency. The total R2 value of 0.959 means that employee performance at the Ngawi Regency Finance Agency is explained by the variables of job satisfaction, organizational culture, work discipline, and organizational commitment by 95.9%, and the remaining 4.1% is explained by other variables outside the research model, for example, competence and work stress. By looking at the results of the analysis, both direct and indirect influences, the direct influence of organizational culture on performance is the most effective or dominant influence on performance when compared to other paths.]]>
<![CDATA[Model Peningkatkan Kepuasan Dan Loyalitas Nasabah Yang Berbasis Sistem Aplikasi Dan Kualitas Pelayanan Pada Bri Wilayah Kabupaten Ngawi ]]>
<![CDATA[Siti Fatonah]]>;
<![CDATA[Lukman Ahmad Imron Pahlawi]]>;
<![CDATA[Intan Arlita]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2207
<![CDATA[This study aims to determine, test, and analyze strategies for increasing customer satisfaction and loyalty through application system and service quality aspects at BRI Ngawi Branch Office. The researcher took a sample of 100 respondents. The sampling technique used Convenience Sampling. The results of the study indicate that the application system has a significant effect on customer decisions. Service quality has a significant effect on customer decisions. The application system has an insignificant effect on customer loyalty. Service quality has a significant effect on customer loyalty. Customer decisions have a significant effect on customer loyalty. The results of the F test can be concluded that together the application system, service quality, and customer decisions have a significant effect on customer loyalty at BRI Ngawi Branch Office. The total R2 value of 0.775 can be interpreted that the variation in customer loyalty at BRI Ngawi Branch Office is explained by the application system, service quality, and customer decisions variables, amounting to 77.5% and the remaining 22.5% is explained by other variables outside the research model, for example, service procedures and product quality. Conclusion of the path analysis: The application system is more effective through the indirect path, because the results of the indirect effect are greater than the direct effect. Service quality is more effective through the direct path, because the results of the direct effect are greater than the indirect effect.]]>
<![CDATA[Peran Budaya Islami, Kedisiplinan Dan Kepemimpinan Terhadap Peningkatan Kinerja Pegawai Yayasan Lembaga Bakti Muslim Al-Falah Sragen Dengan Motivasi Sebagai Variabel Intervening ]]>
<![CDATA[Ngadino Ngadino]]>;
<![CDATA[Septiana Novita Dewi]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2189
<![CDATA[This study aims to determine, analyze and provide significant empirical evidence directly and indirectly, the direct and indirect influence of the role of Islamic Culture, Discipline, and Leadership as well as motivation as intervening variables on employee performance at the Al-Falah Muslim Bakti Foundation, Sragen Regency. Data collection in this study using a questionnaire. The analysis method used is an instrument test which includes validity and reliability tests, linearity tests, path analysis t-tests, F-tests and coefficient of determination tests. The sample in this study was 50 employees of the Al-Falah Muslim Bakti Foundation, Sragen Regency, with the total sample method. The questionnaire test results were valid and reliable. Hypothesis testing results indicated that Islamic Culture had a positive and significant effect on employee performance. Discipline and Leadership had a positive but insignificant effect on employee performance at the Al-Falah Muslim Service Foundation in Sragen Regency. Path analysis results indicated that the direct influence of discipline and motivation was more effective than the indirect influence. The indirect influence of Islamic Culture on performance was the most effective pathway. A total R2 value of 0.459 indicates that 45.9% of the Islamic Culture variable at the Al-Falah Muslim Service Foundation in Sragen Regency can be explained by the Islamic Culture variable, with the remaining 54.1% explained by other variables outside the model. Meanwhile, a total R2 value of 0.64 indicates that the performance variable can be explained by 64% of the Islamic Culture, Discipline, and Leadership variables, with the remaining 36% explained by other variables in the model.]]>
<![CDATA[Retribusi Pelayanan Publik dan Kinerja Pendapatan Asli Daerah: Bukti Empiris di Kabupaten Sukoharjo ]]>
<![CDATA[Destantya Mayang Karisma]]>;
<![CDATA[Yenni Khristiana]]>;
<![CDATA[Anton Respati Pamungkas]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2208
<![CDATA[This study aims to examine the effect of market service retribution, waste/cleanliness service retribution, and special parking service retribution on the Regional Original Revenue (PAD) of Sukoharjo Regency during the 2021–2024 period. This research employs a quantitative approach using secondary data obtained from the Regional Financial Management Agency of Sukoharjo Regency. The data were analyzed using multiple linear regression analysis. The results show that market service retribution and waste/cleanliness service retribution have a positive and significant effect on PAD, while special parking service retribution does not have a significant effect. Simultaneously, all retribution variables significantly influence PAD. These findings imply that improving the effectiveness of regional retribution management can enhance local revenue performance.]]>
<![CDATA[Dampak Pengembangan Sumber Daya Manusia, Budaya Organisasi Dan Perilaku Kerja Inovatif Terhadap Kinerja Pegawai Badan Perencanaan Pembangunan, Riset Dan Inovasi Daerah (Bapperida) Kabupaten Klaten ]]>
<![CDATA[Anggorowati Dwi Saputro]]>;
<![CDATA[Etty Indriani]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2190
<![CDATA[This study aims to examine the influence of human resource development and organizational culture on innovative work behavior and employee performance at the Regional Development Planning, Research, and Innovation Agency (Bapperida) of Klaten Regency. The study used primary data with a sample of 40 employees. Data analysis methods included validity, reliability, linearity, partial t-tests, simultaneous t-tests (F-tests), coefficient of determination (R²), and path analysis.The results showed that human resource development had a positive and significant effect on employee performance, while organizational culture had a negative but insignificant effect. Innovative work behavior had a positive and significant effect on employee performance. Furthermore, human resource development had a positive but insignificant effect on innovative work behavior, while organizational culture had a positive and significant effect on innovative work behavior.The determination test results showed a total R² value of 0.9225, indicating that employee performance can be explained by human resource development and organizational culture, with innovative work behavior as an intervening variable, at 92.25%. Path analysis shows that innovative work behavior does not act as an effective intervening variable in the relationship between HR development and employee performance, but acts as an effective intervening variable in the relationship between organizational culture and employee performance at the Regional Development Planning, Research, and Innovation Agency (Bapperida) of Klaten Regency.]]>
<![CDATA[Pengembangan Organizational Citizenship Behavior Dan Budaya Organisasi Terhadap Kinerja Pegawai Melalui Motivasi Pada Badan Keuangan Kabupaten Ngawi ]]>
<![CDATA[Ifah Lathifah]]>;
<![CDATA[Hadi Prayitno]]>
<![CDATA[ ProBank Vol 11, No 1 (2026) ]]>
Publisher : <![CDATA[STIE AUB Surakarta ]]>
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DOI: 10.36587/probank.v11i1.2186
<![CDATA[The purpose of this study is to empirically analyze the role of organizational citizenship behavior development and organizational culture on motivation that impacts employee performance at the Ngawi Regency Financial Agency. The analysis technique used is by using instrument tests that include validity and reliability tests, linearity tests, regression analysis, path analysis, t-test, F-test, coefficient of determination test and correlation analysis. The results of the study are Organizational Citizenship Behavior has a positive and insignificant effect on motivation. Organizational culture has a positive and significant effect on motivation. Organizational Citizenship Behavior has a positive and insignificant effect on employee performance. Organizational culture has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. The results of the calculation of the total R2 value of 0.882 can be interpreted that variations in employee performance at the Ngawi Regency Financial Agency are explained by the variables of Organizational Citizenship Behavior, organizational culture and motivation by 88.2% and the remaining 11.8% is explained by other variables outside the research model such as training and work climate. The conclusion of the path analysis is that the direct influence of Organizational Citizenship Behavior and organizational culture on performance produces a greater value than the indirect path. So it is more effective with a direct path in improving performance.]]>
