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Jurnal Menara : Manajemen Sumber Daya Manusia
Published by Yayasan Al Barokah Hasanah
ISSN : -     EISSN : 3109161x     DOI : https://doi.org/10.65978/jm.v2i2
Core Subject : Economy, Humanities, Social,
Humanities Economics, Econometrics & Finance Environmental Science Social Sciences
Journal MENARA : Manajemen Sumber Daya Manusia (ISSN: 3109-161X) published by Yayasan Al Barokah Hasanah. This journal is an open access peer-reviewed journal based in Indonesia that has been published since 2024 officially twice a year (March and September), JM is now published in Indonesian (preferably English). This journal contains ideas or research results and scientific works originating from research for the development of economics in the study of human resource management. In addition, this journal is also expected to be able to support the improvement of the competence of lecturers and students who are an alternative in publishing the results of their research or work.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 81 Documents
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PENGARUH BUDAYA KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN PADA PT BESAR INTAN GEMILANG TANGERANG SELATAN Anisa Wardania; Suwanto
Jurnal Menara Vol. 3 No. 1 (2026): Maret 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i1.107

Abstract

The purpose of this study is to determine the effect of Work Culture and Career Development on Employee Performance at PT Besar Intan Gemilang. This research employs a quantitative method with an associative descriptive approach. Data were collected through questionnaires and analyzed using descriptive test, classical assumption test, simple and multiple linear regression analyses, and hypothesis testing assisted by SPSS version 27. The results show that the Work Culture variable (X1) has a positive and significant effect on Employee Performance (Y), indicated by t-value asmuch 6.156 > 1.670 and a significance value of 0.000 < 0.05, means that H₀₁ is rejected and Ha₁ accepted. The Career Development variable (X2) does not have a significant partial effect on Employee Performance (Y), with a t-value of 1.122 < 1.670 and significance value of 0.266 > 0.05, meaning H₀₂ is accepted and Ha₂ rejected. Simultaneously, Work Culture (X1) and Career Development (X2) have a positive and significant effect on Employee Performance (Y), shown by an F-value of 19.145 > 3.15 and significance value of 0.000 < 0.05, these means that of H₀₃ and are acceptance of Ha₃. The coefficient of determination (R²) is 0.382 or 38%, indicating Work Culture and Career Development collectively contribute 38% to Employee Performance, while remaining 62% is influenced by other factors wich is not assessed on this research. Therefore, the regression models appered are valid have contributionts variables to Employee Performance at PT Besar Intan Gemilang, Tangerang Selatan.
ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI KEPATUHAN WAJIB PAJAK KENDARAAN BERMOTOR DI KOTA CILEGON Alief Nazwa Alam; Ahmad Sururi
Jurnal Menara Vol. 3 No. 1 (2026): Maret 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i1.111

Abstract

Taxes are crucial as a primary source of state and regional revenue, particularly in supporting national development and regional fiscal independence. However, the low level of motor vehicle taxpayer compliance in Cilegon City is a strategic issue that requires further study. This study aims to analyze the influence of tax socialization, tax sanctions, taxpayer awareness, and service quality on the level of motor vehicle taxpayer compliance in Cilegon City, Banten Province. This study uses a quantitative approach with the path analysis method. Samples were taken from motor vehicle taxpayers in Cilegon City, and data were collected through questionnaires. The results show that the variables of tax socialization, tax sanctions, and service quality do not significantly influence taxpayer compliance, as indicated by the T-statistic values ​​of 0.612; 1.347; and 0.530, respectively (smaller than the T-table of 1.653). Conversely, taxpayer awareness has a positive and significant influence on compliance, with a T-statistic value of 2.376 (greater than the T-table). These findings indicate that increased compliance among motor vehicle taxpayers in Cilegon City is more influenced by individual awareness than by socialization, sanctions, or service quality. Therefore, compliance improvement strategies should focus on building tax awareness through ongoing education and a participatory approach.
PENGARUH LINGKUNGAN KERJA NON FISIK DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PADA PT MANUNGGAL JAYA MAKMUR DI CIPUTAT TIMUR Windy Agustina; Nurdinni Tilova
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.89

Abstract

This study aims to determine the effect of the non-physical work environment and work discipline on employee performance, both partially and simultaneously, at PT Manunggal Jaya Makmur in Ciputat Timur. The method used in this research is associative descriptive quantitative method. The sampling technique used is saturated sampling, using a sample of 65 respondents. The results show that, partially, the non-physical work environment has a positive and significant effect on employee performance, with a regression coefficient of 0.579 and a t-value of 6.622, which is greater than the t-table value of 1.669. Work discipline also has a positive and significant effect on employee performance, with a regression coefficient of 0.746 and a t-value of 7.394, which is greater than the t-table value of 1.669. Simultaneously, both independent variables have a significant influence on employee performance, as indicated by the multiple regression equation Y = 7.856 + 0.310X1 + 0.503X2 and an F-value of 35.392, which is greater than the F-table value of 3.144, with a significance level of 0.000 < 0.05. Therefore, it can be concluded that the non-physical work environment and work discipline jointly have a positive and significant effect on employee performance.
PENGARUH GAYA KEPEMIMPINAN DAN KOMUNIKASI ORGANISASI TERHADAP KINERJA KARYAWAN PADA CV SUMBER MAKMUR INDONESIA JAKARTA BARAT Muhammad Haidar Febrian; Yeni Septiani
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.90

Abstract

This study aims to analyze the effect of leadership style on employee performance, the effect of organizational communication on employee performance, as well as the simultaneous influence of both variables at CV Sumber Makmur Indonesia. The research employed a saturated sampling method with 60 employees as respondents, and the data were collected through observation and questionnaires. The results of the multiple linear regression analysis produced the equation Y = 4.972 + 0.440X1 + 0.457X2, indicating that both leadership style (0.440) and organizational communication (0.457) positively affect employee performance. The coefficient of determination (R-Square = 0.697 or 69.7%) shows that these two variables together explain 69.7% of the variation in employee performance, while the remaining percentage is influenced by other factors. The partial test (t-test) demonstrated that leadership style significantly affects employee performance, with t-count 10.158 > t-table 2.002 and a significance value of 0.000 < 0.05. Similarly, organizational communication has a significant effect, with t-count 10.036 > t-table 2.002 and significance value 0.000 < 0.05. Meanwhile, the simultaneous test (F-test) revealed that F-count 65.543 > F-table 3.16 with a significance value of 0.000 < 0.05, indicating that both leadership style and organizational communication simultaneously have a significant effect on employee performance at CV Sumber Makmur Indonesia.
PENGARUH PENERAPAN FWA (FLEXIBLE WORKING ARRANGEMENT) DAN BUDAYA ORGANISASI TERHADAP PRODUKTIVITAS KERJA DIVISI HCM PADA KANTOR REGIONAL PT. TELKOMSEL BSD Shofi Laura; Anisa Nurdina
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.91

Abstract

The purpose of this study is to determine the FWA (Flexible Working Arrangement) and Organizational Culture on Work Productivity. The method used in this study is the causal associative method. The sample in this study was 50 employees of PT. Telkomsel. The data analysis technique used was the validity test and reliability test using the theory of Sugiyono and Ghozali. The results of the simultaneous regression test showed that Work Productivity (Y) 14.288 + 0.468 FWA (Flexible Working Arrangement) (X1) + 0.127 Organizational Culture (X2) had a positive and significant effect simultaneously. Correlation analysis shows a correlation coefficient of 0.609, indicating that the FWA (Flexible Working Arrangement) (X1) and Organizational Culture (X2) variables have a strong relationship with work productivity (Y). Partial Hypothesis Testing (T-Test) also shows that the FWA (Flexible Working Arrangement) (X1) variable has a positive and significant effect on work productivity (Y) with a calculated t value > t value, or 3.357 > 2.010. Organizational Culture (X2) has a positive and significant effect on work productivity (Y). Simultaneous Hypothesis Testing (F-Test) shows that the F-count is 13.856 > F-table 3.19. Therefore, H0 is rejected and Ha is accepted, indicating that the FWA (Flexible Working Arrangement) (X1) and Organizational Culture (X2) variables have a strong relationship with work productivity (Y).
STUDI KUALITATIF TENTANG MOTIVASI KERJA KARYAWAN PADA UMKM WARUNG MAK OGY TANGERANG SELATAN Intan Putri Hapsari; Galuh Saputra Setiawan; Riska Ameliani; Tasya Rani Aprilia
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.92

Abstract

Micro, Small, and Medium Enterprises (MSMEs) play a vital role in the Indonesian economy, particularly in creating jobs and improving community welfare. One form of MSME that is developing in educational settings is canteens or food stalls that provide affordable food for students, such as Warung Mak Ogy, established in 2018 in South Tangerang. Warung Mak Ogy is known for its strong family-like concept between the owner and employees. Although the stall is currently experiencing a decline in customer numbers, the owner continues to strive to maintain employee motivation by creating a warm and supportive work environment. This concern is reflected in the owner's practice of not differentiating himself from his employees, providing food before work, giving free extra rice to customers, and offering opportunities for employees to express their needs or difficulties, including financial assistance when needed. The employees, such as Astri, Aini, Sadah, Adit, and Dora, mostly have undergraduate degrees, showing that they work not only for economic reasons but also for the sense of community and comfort in the workplace. This makes it interesting to explore the forms of work motivation that emerge among employees at Warung Mak Ogy in South Tangerang and the factors influencing them through qualitative research focusing on interpersonal relationships, the work environment, and the leadership style of the business owner, which play a crucial role in creating a harmonious and productive work atmosphere.
PENGARUH KOMUNIKASI DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN PADA PT EKA BOGA INTI (HOKBEN CABANG BINTARO JAYA EMERALD TANGERANG SELATAN) Dinda Ulan Indah; Muhamad Guruh
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.103

Abstract

This research aims to determine the effect of leadership and compensation on employee performance at the the influence of Communication and Organizational Culture on employee performance at PT. Eka Boga Inti (Hokben Branch Of Bintaro Jaya Emerald, South Tangerang). The approach used is quantitative with associative methods. Data was collected through questionnaires from the entire population consisting of 56 employees, using saturated sampling techniques. Data analysis was carried out using simple and multiple linear regression tests, correlation coefficient, coefficient of determination, as well as partial t test and simultaneous f test. The research results show that communication has a significant influence on employee performance with a regrease equation Y of 5.687 + 0.463 X1, a correlation coefficient of 0.758 indicating a strong relationship between the two variables. The determination value is 0.664 or 66.4%. Hypothesis testing shows the tcount value of ttable (7.372 1.999). Organizational culture also has a significant effect on employee performance with the regression equation Y 5.687 + 0.432 X2. The correlation coefficient of 0.758 indicates a strong relationship between these variables. ttable value (3.170 - 2.500), communication and organizational culture have a significant influence on employee performance with the regression equation Y 5.678+ 0.463 X1 + 0.432 X2. The determination value is 0.664 or 66.4.
UPAYA PENINGKATAN KINERJA GURU MELALUI KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI, DAN KOMPENSASI DI SMA SWASTA SE-KECAMATAN PINANG KOTA TANGERANG Nanang; Sri Utaminingsih; Nuryati Djihadah
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.129

Abstract

This study examines the relationships between transformational leadership, organizational culture, compensation, and teacher performance in private senior high schools. A quantitative survey design is employed, involving teachers from private senior high schools in Pinang District, Tangerang City. A total of 119 respondents are selected through proportionate stratified random sampling. Data are gathered using a structured questionnaire with a five-point Likert scale and analyzed using multiple linear regression, supported by assumption testing, partial effect testing, and simultaneous effect testing. The results indicate that transformational leadership and organizational culture are significantly associated with teacher performance, whereas compensation does not demonstrate a significant independent relationship. These findings indicate that leadership practices and organizational values are more closely related to teacher performance than direct financial incentives. Nevertheless, the simultaneous analysis shows that transformational leadership, organizational culture, and compensation collectively influence teacher performance, suggesting that compensation contributes within an integrated organizational framework. This study extends empirical evidence on organizational factors influencing teacher performance in private secondary education.
PENGARUH LINGKUNGAN KERJA FISIK DAN BUDAYAORGANISASI TERHADAP KINERJA PEGAWAI BADAN PENGEMBANGAN SUMBER DAYA MANUSIA HUKUM DAN HAK ASASI MANUSIA KOTA DEPOK Arina Sabililah; Sigit Purnomo
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.134

Abstract

This study aims to determine the influence of the Physical Work Environment and Organizational Culture on Employee Performance at the Depok City Legal and Human Rights Human Resources Development Agency. The research method used is a quantitative method with a 136 respondents using a simple random sampling technique. The results showed that the Physical Work Environment (X₁) had a positive and significant effect on Employee Performance (Y), as shown by the t-value calculated 9.203 > t table 1.978 and the significance of 0.000 < 0.05. Organizational Culture (X₂) also had a positive and significant effect on Employee Performance (Y) as shown by the t-value of 8.950 > t table 1.978 and significance of 0.000 < 0.05. In multiple linear regression (Y = 10.598 + 0.379X₁ + 0.364X₂), the Physical Work Environment and Organizational Culture simultaneously had a positive and significant effect on Employee Performance, with a value of F calculated as 54.808 > F table 3.06. The simultaneous correlation coefficient was obtained of 0.672, and the determination coefficient (R²) was 0.452, so that the two variables contributed an influence of 45.2%. Based on the results of this study, it can be concluded that the better the physical working environment conditions and the stronger the organizational culture applied, the higher the performance of employees at the Depok City Legal and Human Rights Human Resources Development Agency.
PENGARUH KEPUASAN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA PUSAT PENGEMBANGAN INFRASTRUKTUR WILAYAH NASIONAL KEMENTERIAN PEKERJAAN UMUM DI JAKARTA SELATAN Sidik Jaelani; Ahmad Nazir
Jurnal Menara Vol. 3 No. 2 (2026): September 2026
Publisher : Al Hasanah Barokah Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65978/jm.v3i2.136

Abstract

This study aims to examine the effect of job satisfaction and work motivation on employee performance at the National Regional Infrastructure Development Center, South Jakarta. The research employed a quantitative associative method with a population consisting of all employees, and a total sample of 55 respondents. Data analysis was conducted using simple and multiple linear regression, correlation coefficient, coefficient of determination, partial t-tests, and the F-test. The results indicate that job satisfaction has a positive and statistically significant effect on employee performance with a correlation coefficient of 0.790, and a t-value of 7.952 > 2.005 with a significance level of 0.001 < 0.05. Work motivation also shows a positive and statistically significant effect on employee performance, with a correlation coefficient of 0.773, a coefficient of determination of 77.3%, and a t-value of 8.800 > 2.005 with a significance value of 0.001 < 0.05. Simultaneously, job satisfaction and work motivation significantly influence employee performance, as indicated by an F-value of 43.278 > 3.18 with a significance level of 0.001 < 0.05. The coefficient of determination demonstrates that 79% of the variation in employee performance is explained by job satisfaction and work motivation, while the remaining 21% is influenced by other factors not examined in this study.

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