cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Andri Putra Kesmawan
Contact Email
journal@idpublishing.org
Phone
+628111304014
Journal Mail Official
journal@idpublishing.org
Editorial Address
Jl. Sidorejo, Gg. Nakula No. C12, Ngestiharjo, Kasihan, Bantul, D.I Yogyakarta 55182
Location
Kab. bantul,
Daerah istimewa yogyakarta
INDONESIA
Journal of Indonesian Management
Published by Indonesian Journal Publisher
ISSN : -     EISSN : 2807212X     DOI : https://doi.org/10.53697/jim.v6i1
Core Subject : Humanities, Science, Social,
Humanities Decision Sciences, Operations Research & Management Social Sciences
The Journal of Indonesian Management focuses on various themes, topics and aspects of management, strategic management and entrepreneurship, including (but not limited to) the following topics: Human Resource Management, Financial Management, Marketing Management, Strategic Management, Organizational Behavior, Operation Management, Change Management, Sharia Management, Knowledge Management, Entrepreneurship, Electronic Business, Capital market.
Arjuna Subject : Ilmu Pengambilan Keputusan (semua kategori) - Sistem Informasi dan Manajemen
Articles 365 Documents
 33   34   35   36   37 
Analisis Kinerja Reksa Dana Pendapatan Tetap dengan Metode Sharpe Ratio dan Treynor Ratio sebagai Pertimbangan dalam Pengambilan Keputusan Investasi Periode 2022–2025 Melsha Ayu Citra; Purwati Purwati; Keti Purnamasari
Journal of Indonesian Management Vol. 6 No. 3 (2026): September
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v6i3.4247

Abstract

Reksa dana pendapatan tetap merupakan instrumen investasi yang diminati karena menawarkan tingkat risiko yang relatif lebih rendah dibandingkan instrumen investasi lainnya. Namun, perubahan kondisi ekonomi dan suku bunga dapat memengaruhi kinerjanya sehingga diperlukan evaluasi berbasis risiko sebagai dasar pengambilan keputusan investasi. Penelitian ini bertujuan menganalisis kinerja reksa dana pendapatan tetap menggunakan metode Sharpe Ratio dan Treynor Ratio selama periode 2022–2025. Penelitian menggunakan pendekatan deskriptif kuantitatif dengan data sekunder dari Otoritas Jasa Keuangan (OJK), Bursa Efek Indonesia (BEI), Bank Indonesia, dan sumber resmi lainnya. Populasi penelitian berjumlah 344 reksa dana pendapatan tetap, dengan sampel 23 reksa dana yang dipilih menggunakan purposive sampling. Hasil penelitian menunjukkan seluruh sampel memiliki nilai Sharpe Ratio negatif, yang mengindikasikan bahwa tingkat pengembalian belum mampu melampaui tingkat pengembalian bebas risiko. Berdasarkan Sharpe Ratio, Manulife Dana Tetap Utama memperoleh kinerja terbaik dengan rata-rata nilai -0,28. Sementara itu, berdasarkan Treynor Ratio, Sucorinvest Stable Fund menunjukkan kinerja terbaik dengan rata-rata nilai 0,48. Penggunaan kedua metode memberikan penilaian kinerja yang lebih komprehensif dengan mempertimbangkan risiko total dan risiko sistematis.
Pengaruh Kepuasan Kerja, Kompensasi, dan Promosi Jabatan terhadap Organizational Citizenship Behaviour: Literature Review Mohamad Abiyyu Putra; Ifah Rofiqoh
Journal of Indonesian Management Vol. 6 No. 3 (2026): September
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v6i2.4244

Abstract

Persaingan bisnis yang kian ketat menuntut organisasi mengelola sumber daya manusia secara optimal, salah satunya melalui penumbuhan perilaku extra-role karyawan yang dikenal sebagai Organizational Citizenship Behaviour (OCB). Artikel ini bertujuan menelaah secara mendalam bagaimana kepuasan kerja, kompensasi, dan promosi jabatan berkontribusi terhadap terbentuknya OCB melalui pendekatan literature review. Kajian ini menggunakan metode Systematic Literature Review (SLR) dengan mengikuti protokol PRISMA, dimulai dari penelusuran basis data akademik seperti Google Scholar, Garuda, dan Scopus pada rentang tahun 2017–2025, hingga diperoleh 25 artikel yang lolos tahap kelayakan untuk dianalisis secara deskriptif-kualitatif. Hasil sintesis menunjukkan bahwa kepuasan kerja umumnya berperan positif terhadap OCB, meskipun sejumlah studi memperlihatkan arah pengaruh yang berbeda akibat konteks organisasi dan budaya kerja yang beragam. Kompensasi juga terbukti berpengaruh, namun efektivitasnya sangat bergantung pada persepsi keadilan yang dirasakan karyawan, bukan semata besaran nominal yang diterima. Sementara itu, promosi jabatan secara konsisten menunjukkan pengaruh positif terhadap OCB meskipun jumlah kajian yang membahasnya masih terbatas. Secara keseluruhan, ketiga variabel tersebut layak dijadikan landasan penyusunan hipotesis bagi riset empiris lanjutan, dengan mempertimbangkan variabel mediasi seperti motivasi kerja, komitmen organisasi, dan work engagement untuk memperoleh pemahaman yang lebih utuh mengenai mekanisme terbentuknya OCB di berbagai jenis organisasi.
Short Video Marketing and Consumer Engagement toward Brand Loyalty among Generation Z Nurul Haeriyah Ridwan
Journal of Indonesian Management Vol. 6 No. 3 (2026): September
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v6i3.4245

Abstract

This research investigates how Short Video Marketing (SVM) influences Brand Loyalty (BL) among Indonesian Generation Z consumers, with Consumer Engagement (CE) tested as a mediating factor. Using an explanatory quantitative approach, data were gathered from 250 Generation Z participants chosen through purposive sampling. A five-point Likert questionnaire was administered, and the resulting data were processed with Partial Least Squares–Structural Equation Modeling (PLS-SEM) via SmartPLS 4. Findings indicate that Short Video Marketing positively and significantly predicts Consumer Engagement (β = 0.685; p < 0.001), and Consumer Engagement in turn significantly shapes Brand Loyalty (β = 0.548; p < 0.001). A direct, positive, and significant link between Short Video Marketing and Brand Loyalty was also confirmed (β = 0.236; p < 0.001), and Consumer Engagement was found to significantly mediate the SVM–Brand Loyalty relationship (β = 0.375; p < 0.001). Overall, the model accounts for 58.4% of the variance in Brand Loyalty (R² = 0.584). Collectively, these results indicate that Consumer Engagement functions as a central pathway through which short-form video content builds brand loyalty, underscoring the value of authentic, creative, and interactive content for reaching Generation Z audiences.
The Effect of Sales and Marketing Performance on Wedding Package Sales at Resort X Kadek Mia Savitri; I Nengah Wirata; Nyoman Reni Ariasri
Journal of Indonesian Management Vol. 6 No. 3 (2026): September
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v6i3.4250

Abstract

Wedding package sales are an important source of revenue in the hospitality industry, particularly for hotels targeting the destination wedding market. Their success depends not only on the quality of products and services but also on the effectiveness of the Sales and Marketing Department. This study aims to analyze the influence of Sales and Marketing performance on wedding package sales at Resort X based on employee perceptions. A quantitative approach was employed using saturated sampling, involving all 15 employees of the Sales and Marketing Department. Data were collected through questionnaires and documentation and analyzed using validity and reliability tests, classical assumption tests, multiple linear regression, t-test, F-test, and the coefficient of determination (R²). The findings indicate that Sales and Marketing performance did not have a significant effect on the sales volume dimension, with an R² of 38.4%. However, it showed a significant relationship with the profit-generation dimension, with an R² of 92.8%, and with supporting company growth, with an R² of 63.6%. These results reflect employee perceptions rather than direct measurements of actual sales or profit. Given the small sample size of 15 respondents and the high R² value, particularly for profit generation, the findings should be interpreted cautiously. The study suggests that improving Sales and Marketing performance may contribute to perceived profitability and company growth, while sales volume may also be influenced by factors such as pricing, facility quality, and wedding venue attractiveness.
The Effect of Compensation and Job Satisfaction on Employee Performance through Work Motivation as an Intervening Variable at CV. Pendawa Kencana Multifarm in Yogyakarta Radityo Kenny Wardhana; Andriyastuti Suratman
Journal of Indonesian Management Vol. 6 No. 3 (2026): September
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v6i3.4257

Abstract

This study aims to examine the effect of compensation policy and job satisfaction on employee performance, with work motivation as a mediating variable, at CV. Pendawa Kencana Multifarm in Yogyakarta. Compensation and job satisfaction that are not managed fairly and transparently risk lowering motivation and performance among employees in the agricultural sector, which demands high productivity. This study employed a quantitative approach using a survey method, distributing questionnaires to 156 employees selected through purposive sampling. Data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with the assistance of SmartPLS software, covering the evaluation of the outer model (validity and reliability) and the inner model (coefficient of determination and hypothesis testing). The results show that compensation policy and job satisfaction each have a positive and significant effect on both work motivation and employee performance, and that work motivation has a positive and significant effect on employee performance. Work motivation was also found to mediate the effect of compensation policy and job satisfaction on employee performance. These findings indicate that improving employee performance depends not only on compensation and job satisfaction directly, but also on strengthening work motivation as a mediating mechanism. The implication is that CV. Pendawa Kencana Multifarm needs to develop a fair and transparent compensation system, improve job satisfaction through a supportive work environment, and strengthen work motivation to drive sustainable employee performance. Specifically, compensation policy and job satisfaction jointly explained 45.2% of the variance in work motivation (R² = 0.452) and, together with work motivation, explained 61.8% of the variance in employee performance (R² = 0.618). All seven hypothesized paths were statistically significant (T-statistics 2.390-6.117; p ≤ 0.017), including the indirect (mediating) effects of compensation policy (β = 0.146; p = 0.004) and job satisfaction (β = 0.210; p < 0.001) on employee performance through work motivation.

Page 37 of 37 | Total Record : 365

 33   34   35   36   37 

Filter by Year

2021 2026


Reset
Filter By Issues
All Issue Vol. 6 No. 3 (2026): September Vol. 6 No. 2 (2026): June Vol. 6 No. 1 (2026): March Vol. 5 No. 4 (2025): December Vol. 5 No. 3 (2025): September Vol. 5 No. 2 (2025): June Vol. 5 No. 1 (2025): March Vol. 4 No. 4 (2024): December Vol. 4 No. 3 (2024): September Vol. 4 No. 2 (2024): June Vol. 4 No. 1 (2024): March Vol. 3 No. 4 (2023): Desember Vol. 3 No. 3 (2023): September Vol. 3 No. 2 (2023): June Vol. 3 No. 1 (2023): March Vol. 2 No. 4 (2022): December Vol. 2 No. 3 (2022): September Vol. 2 No. 2 (2022): June Vol. 2 No. 1 (2022): March Vol. 1 No. 4 (2021): December Vol. 1 No. 3 (2021): SEPTEMBER Vol. 1 No. 2 (2021): June Vol. 1 No. 1 (2021): March More Issue