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Yuyun Isbanah
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Jurnal Ilmu Manajemen (JIM)
Published by Universitas Negeri Surabaya
ISSN : -     EISSN : 2549192X     DOI : DOI: http://dx.doi.org/10.26740/jim
Core Subject : Economy, Science,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
Jurnal Ilmu Manajemen (JIM) bertujuan menyebarluaskan hasil penelitian dari pemikiran bidang Manajemen (Sumber Daya Manusia, Keuangan, dan Pemasaran) kepada para akademisi, praktisi, dan mahasiswa. Jurnal Ilmu Manajemen (JIM) mencakup studi ilmu manajemen yang terdiri dari: 1. Manajemen Pemasaran; 2. Manajemen Sumber Daya Manusia; 3. Manajemen keuangan; 4. Manajemen Strategis; dan 5. Kewirausahaan.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 20 Documents
 1   2 
Search results for , issue "Vol. 13 No. 1 (2025)" : 20 Documents clear
Pengaruh Work-life balance Terhadap Retensi Karyawan Dengan Moderasi Kompensasi Di PT Sucofindo Cabang Utama Surabaya Putri, Savega Novialdi Pratama; Rozaq, Khoirur
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p94-105

Abstract

This study aims to analyse the effect of work–life balance on employee retention with the moderation of compensation. This study applied a quantitative approach. The data collection technique used was the saturated sample technique. The total number of respondents was 99, obtained by distributing questionnaires directly. This study uses a Partial Least Square–Structural Equation Model (PLS–SEM) analysis technique. The results found that work–life balance has no significant effect on employee retention. Compensation has a significant positive effect on employee retention. Meanwhile, the moderation test could not be carried out further because the influence of work–life balance on employee retention was proven to have no effect This study suggests that while work–life balance policies are often considered important in employee retention, they may not be the primary determinant. Instead, companies should prioritise other factors, such as compensation, to enhance workforce loyalty effectively. The findings indicate that a well–structured compensation package, such as one encompassing salary, incentives, and benefits, plays a crucial role in reducing turnover. As a result, organissations aiming to improve employee commitment should focus on competitive compensation strategies as a central component of their retention efforts.
Pengaruh Kinerja Keuangan terhadap Nilai Perusahaan dengan Ukuran Perusahaan sebagai Variabel Moderasi pada Perusahaan Sub Sektor Media dan Hiburan Periode 2019-2022 Falabiba, Arina; Paramita, R.A. Sista
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p131-145

Abstract

This research aims to examine the effect of financial performance consisting of liquidity proxied by the Current Ratio (CR), profitability proxied by Return on Equity (ROE), and leverage proxied by the Debt to Equity Ratio (DER) on company value in the sub-sector media and entertainment with company size as the moderating variable. Based on the type of research by the scientific discovery method, this research includes quantitative research with a population of media and entertainment sub-sector companies listed on the IDX for the 2019-2022 period. The sampling method uses a purposive sampling method with a sample size of 40 samples from 10 companies. The data analysis technique uses the Moderated Regression Analysis (MRA) test with the help of the SPSS version 18 application. The research results show that the variables profitability and leverage partially positively and significantly influence company value. In contrast, liquidity and company size do not affect company value. In addition, based on the results of the MRA test, the company size variable can strengthen the effect of profitability on company value. However, company size cannot moderate the effect of liquidity and leverage on company value. Media and entertainment sub-sector companies need to pay attention to the company's ability to generate profits and use debt as capital because these two things can influence the high or low level of investors' assessment of the company.
Peran kepuasan kerja memediasi pengaruh kepemimpinan transformasional terhadap kinerja karyawan Adipra, I Made Yoga; Surya, Ida Bagus Ketut
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p255-266

Abstract

The role of job satisfaction as a mediator in the relationship between transformational leadership and employee performance is essential, especially given the intensifying competition in today's business environment. In this era of globalization, companies are not only expected to operate efficiently but also to identify and enhance factors that boost productivity and competitiveness. This research was conducted at PT. X, involving a sample of 88 employees selected through purposive sampling. Data were gathered via questionnaires and analyzed using path analysis techniques with SPSS. The study aims to examine the mediating role of job satisfaction in the impact of transformational leadership on employee performance. The findings reveal that both transformational leadership and job satisfaction significantly influence employee performance in a positive direction, with transformational leadership also positively affecting job satisfaction. However, job satisfaction does not mediate the relationship between transformational leadership and employee performance. The implications of this study are primarily theoretical, as the results challenge the conventional perspective of Herzberg's theory, which posits that job satisfaction is the primary mediator between motivational factors and performance, by demonstrating that transformational leadership can directly influence employee performance through a more complex mechanism.
Knowledge sharing memediasi pengaruh organisational justice terhadap employee innovative work behaviour Berliana, Maghfirotus; Nugrohoseno, Dwiarko
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p146-158

Abstract

This study aims to analyse the effect of organisational justice on employee innovative work behaviour with knowledge sharing as a mediating variable. Data were collected through questionnaires distributed to employees and analysed using the Partial Least Square (PLS) method. The results showed that organisational justice has a significant positive effect on employee innovative work behaviour. In addition, organisational justice also has a significant positive effect on knowledge sharing, and knowledge sharing has a significant positive effect on employee innovative work behaviour. Knowledge sharing can mediate the effect of organisational justice on employee innovative work behaviour. These findings highlight the importance of organisational justice in fostering a culture of innovation, suggesting that fair treatment within the workplace can enhance employees' willingness to engage in knowledge sharing and innovative work behaviour. Additionally, organisations should prioritize strategies that encourage knowledge sharing, as it serves as a crucial mediating factor in strengthening the link between organisational justice and employee innovation.
Pengaruh Lingkungan Kerja Fisik, Lingkungan Kerja Non-Fisik, dan Konflik Peran Terhadap Niatan Keluar (Studi Pada Karyawan PT X) Pramesti, Fadiyah Indah; Yuniawan, Ahyar
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p199-207

Abstract

This study examines the impact of the work environment and role conflict on employees' intention to quit, employing a quantitative approach with data processed using the Smart PLS application. The research involved 100 respondents to explore how various aspects of the work environment, both physical and non-physical, along with role conflict, shape employees' decisions regarding whether to remain in or leave their organization. The findings indicate that the physical and non-physical work environments do not have a significant effect on employees' intention to quit, suggesting that environmental factors alone may not be the primary drivers of turnover decisions. However, role conflict was found to have a positive effect, highlighting the importance of clarity in job responsibilities and expectations. When employees face overlapping or unclear roles, dissatisfaction can increase, leading to a higher likelihood of departure. These results emphasize the need for organizations to address role ambiguity and implement clear job structures to enhance employee satisfaction, retention, and overall workplace stability.
Pengaruh social system dan technical system terhadap purchase intention: peran engagement, desire to postpone closure dan product relevance pada short format video di TikTok Carolin, Fela; Kurniawati, Masmira
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p208-227

Abstract

This study analyses the influence of social and technical systems on purchase intention by examining the role of engagement, desire to postpone closure, and product relevance on purchase intention on the TikTok social commerce platform. TikTok is one of the leading platforms with more than 1 billion users. It combines social media and e-commerce, allowing users to search for and buy products through short video formats. The research method used is a quantitative approach with an explanatory research design involving 167 respondents selected using purposive sampling. The results of this study indicate that entertainment and social interaction have a positive and significant effect on engagement, product visibility and recommendation have a positive and significant effect on desire to postpone closure, and recommendation also has a positive and significant effect on product relevance. While entertainment and social interaction do not significantly affect desire to postpone closure. however, engagement and desire to postpone closure as mediating variables significantly affect purchase intention. While product relevance as a mediating variable does not significantly affect purchase intention, product relevance can mediate the influence of the recommendation algorithm on desire to postpone closure. This study provides valuable insights for marketers and advertisers in designing effective marketing strategies on the TikTok platform.
The Role of Individuals in Organisations: A Systematic Literature Review on Workplace Behaviour and Performance Setyawati, Ira; Wardani, Yusnita; Sopiah
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p52-63

Abstract

Individuals play a crucial role in shaping organisational dynamics, influencing workplace behaviour, job performance, and overall organisational success. This study conducts a Systematic Literature Review (SLR) to examine recent research on the impact of individual factors, such as motivation, job satisfaction, leadership perception, and organisational commitment, on workplace outcomes. Using the PRISMA framework, relevant studies published between 2015 and 2024 were identified from databases such as Scopus. The findings indicate that individual behaviours significantly affect team collaboration, innovation, and organisational effectiveness. Additionally, leadership styles, organisational culture, and employee well-being play a mediating role in enhancing job performance and engagement. The review also highlights emerging trends such as remote work, digital transformation, and employee adaptability in the modern workplace. Future research should explore the long-term impact of evolving work environments on individual contributions. This study provides valuable insights for organisations seeking to optimise employee performance and foster a productive work culture.
Pengaruh job satisfaction terhadap employee performance melalui work engagement pada karyawan PT.XYZ Nabila, Vera; Budiono
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p242-254

Abstract

PT. XYZ is a company engaged in the field of construction, which also provide services such as spool fabrication, valve overhaul, valve actuator, heat exchange and cooling unit as well as the manufacture of electrical panels and preparation of Mesoscale Convective Complex (MCC) for nitrogen factory. PT. XYZ also serves various international oil companies. This study aims to analyze the influence of job satisfaction on employee performance through work engagement at PT. XYZ. This research uses quantitative methods. Non-probability sampling with a saturated sample technique was employed, where the entire population is sampled with 67 respondents. The statistical analysis used in this research is the Structural Equation Model - Partial Least Square (SEM-PLS) with SmartPLS 3.0 software. The results of this research explain that job satisfaction has a positive and significant effect on employee performance. Job satisfaction has a positive and significant effect on work engagement. Work engagement has a positive and significant impact on employee performance. The analysis of the indirect influence of work engagement is able to mediate the effect of job satisfaction on employee performance. This study emphasizes the practical implications of ensuring employee job satisfaction that companies should be able to fulfill, as it can increase employee enthusiasm, feelings of happiness when carrying out work, and work engagement, so that employee performance will also always increase.
Examining the Relationship Between Incentives, Workload, and Employee Performance: A Systematic Literature Review Haribowo, Siget Fitrianto; Soetjipto, Budi Eko; Wardana, Ludi Wishnu
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p106-117

Abstract

Employee performance is crucial to organizational success and is influenced by various determinants, including incentives and workload. This study presents a Systematic Literature Review (SLR) to examine the relationship between incentives, workload, and employee performance. The review synthesizes findings from previous studies to identify key trends, theoretical frameworks, and empirical evidence regarding how incentives motivate employees and how workload affects their productivity and well-being. Additionally, this study explores whether incentives can mitigate the negative impact of workload on performance. Using the PRISMA framework, research published between 2020 and 2025 was identified from databases such as Scopus. The findings highlight the dual role of incentives in enhancing motivation and job satisfaction while addressing the challenges posed by excessive workload. Therefore, Indonesian enterprises must build the appropriate incentive plan and manage workload optimally to establish a productive and healthy work environment. Long-term improvements in worker welfare and more optimal employee performance will come from the combination of well-balanced incentives and effective workload management. This study also identifies gaps in the existing literature and recommends future research directions to develop a more comprehensive understanding of these relationships.
THE EFFECT OF WORKLOAD, RELATIONSHIPS WITH SUPERIORS AND MOTIVATION ON JOB SATISFACTION Devi, Shinta Prasetia; Haribowo, Siget Fitrianto; Sopiah
Jurnal Ilmu Manajemen Vol. 13 No. 1 (2025)
Publisher : Universitas Negeri Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v13n1.p13-22

Abstract

This study investigates the influence of workload, supervisor relationships, and work motivation on employee job satisfaction in the subcontracting sector. Utilising a quantitative research design with multiple linear regression analysis, the study aims to understand how these three variables interact and impact overall job satisfaction. The results indicate that workload negatively affects job satisfaction, suggesting that excessive work demands may reduce employee morale and contentment. Conversely, positive relationships with supervisors and strong work motivation are found to significantly enhance job satisfaction. Among the three variables, motivation stands out as the most influential factor, highlighting its central role in shaping employee attitudes and performance. The findings suggest that organisations should strive to balance workload effectively, cultivate supportive and respectful supervisory relationships, and implement strategies that strengthen intrinsic motivation. These may include recognition programs, career development opportunities, and meaningful work assignments. By addressing these key areas, companies can foster a more positive work environment that not only supports employee well—being but also enhances organisational productivity and retention. The study provides valuable insights for human resource management, particularly in subcontracting settings where job satisfaction can be a critical factor in maintaining performance and reducing turnover. This research contributes to the broader understanding of employee satisfaction drivers in dynamic and competitive industries.

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