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JBTI : Jurnal Bisnis : Teori dan Implementasi
Published by Universitas Muhammadiyah Yogyakarta
ISSN : 20857721     EISSN : 26220733     DOI : -
Core Subject : Economy,
Economics, Econometrics & Finance
Jurnal Bisnis: Teori dan Implikasi (JBTI) merupakan jurnal ilmiah berkala (setahun dua kali). Tujuan utama jurnal ini adalah untuk mendiseminasi artikel ilmiah dalam bidang bisnis, yang memiliki fondasi teori dan implemetatif. Berkaitan dengan hal tersebut, artikel yang dipublikasikan harus berkaitan dengan ilmu manajemen bisnis dan akuntansi keuangan terutama yang terkait dengan praktek bisnis.
Arjuna Subject : -
Articles 406 Documents
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Family Interfere With Work Conflict: Dampaknya Pada Kepuasan Dalam Bekerja, Kinerja, Dan Niat Untuk Keluar Dari Pekerjaan Wisnu Prajogo
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 5, No 1 (2014): Februari 2014
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v5i1.2447

Abstract

This research examined the influence of family interfere with work conflict to job satisfaction, performance and intention to leave, and also the influence of job satisfaction to performance and intention to leave. Survey conducted on 128 bank employees found several findings. First, family interfere with work conflict has negative influence to job satisfaction. Second, job satisfaction has positive influence to performance. Third, job satisfaction has negative influence to intention to leave. Fourth, family interfere with work conflict has negative influence to job performance. Fifth, family interfere with work conflict has positive influence to intention to leave.
PENGARUH HEDONIC SHOPPING VALUE DAN SHOPPING LIFESTYLE TERHADAP IMPULSE BUYING DENGAN POSITIVE EMOTION SEBAGAI VARIABEL INTERVENING Latiffah Ulul Fauzi; Henny Welsa; Susanto Susanto
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 10, No 2 (2019): Oktober 2019
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/bti.102124

Abstract

This study aims to determine the effect of hedonic shopping value, shopping life style on impulse buying with positive emotion as an intervening variable. , the influence of hedonic shopping value, at Matahari Departement Store Yogyakarta. This research was conducted in Yogyakrta, samples taken as many as 115 respondents with a sampling technique using accidental sampling. Data collection by distributing questionnaires using a 5-point Likert scale, to measure 19 indicators. The data collection method uses a questionnaire. For testing the instrument using the validity test and reliability test. Instrument test results, indicate that the entire instrument is valid and reliable. Data analysis using Sobel Test. The results of this study indicate that (1) Hedonic value, shopping life style has a positive and significant effect on positive emotion, (2) Hedonic value, shopping lifestyle, positive emotion has a positive and significant effect on impulse buying, (3) Positive emotion has a positive and significant effect in mediating hedonic shopping value and shopping lifestyle towards impulse buying. This shows that the variable hedonic value, shopping life style, and positive emotion affect impulse buying.
COMPETITION AND PROFITABILITY: IMPACT ON STABILITY IN INDONESIAN BANKING Ivo Nila Krisna; Rida Rahim; Mohamad Fany Alfarisi
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 13, No 1 (2022): April 2022
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v13i1.14309

Abstract

Currently the banking industry has undergone major changes in recent years due to regulatory deregulation. Seeing this, in implementing it, banks must be managed more carefully, one of which is by maintaining it. Banking instability occurs because banks face too many risks. The purpose of this study is to examine how the influence of competition and profitability on banks in the Indonesian banking industry. The population used is commercial banks listed on the Indonesia Stock Exchange in 2015-2019. A series of indicators from internal and external banks are also used in this study to support the research results, which consist of bank size, concentration, inflation, and GDP. That is, banking is measured using three risks, credit risk with NPL proxy, liquidity risk with LDR proxy, and insolvency risk with Z-score proxy. Using panel data analysis, the following results were found in the 2015-2019 research period, competition had a positive and insignificant effect on credit risk, competition had a negative and insignificant effect on liquidity risk and insolvency risk. Profitability has a negative and significant effect on credit risk and insolvency risk, and profitability has a positive and insignificant effect on liquidity risk.
ANALISIS PENGARUH MAKNA KERJA DAN RESILIENSI TERHADAP INTENTION TO LEAVE YANG DIMEDIASI OLEH KEPUASAN KERJA Melati Ayu Widati; Muafi Muafi
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 11, No 2 (2020): Agustus 2020
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v11i2.9593

Abstract

Menjalankan peran sebagai guru Sekolah Luar Biasa (SLB) untuk mendidik Anak Berkebutuhan Khusus (ABK) dengan keterbatasan fisik, perilaku, dan emosi di SLB menjadi tantangan tersendiri karena diperlukan penanganan yang berbeda-beda disesuaikan dengan keterbatasan dari masing-masing anak didik. Tuntutan kerja dan tanggung jawab guru pada Anak Berkebutuhan Khusus (ABK) memiliki potensi guru melakukan turnover. Turnover merupakan keputusan akhir seseorang untuk meninggalkan pekerjaannya yang didahului oleh intention to leave. Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh makna kerja dan resiliensi terhadap intention to leave dengan kepuasan kerja sebagai variabel mediasi. Penelitian ini dilakukan dengan menggunakan objek penelitian Sekolah Luar Biasa Negeri yang ada di Yogyakarta. Metode penelitian ini menggunakan teknik kuantitatif dengan cara membagikan kuesioner kepada 49 guru berstatus kepegawaian honorer di 4 SLB Negeri di Yogyakarta. Analisis data PLS_SEM dilakukan dengan software SmartPLS 3.0 dan diperoleh hasil sebagai berikut: (1) Makna Kerja berpengaruh positif dan signifikan terhadap Kepuasan Kerja. (2) Resiliensi berpengaruh positif dan signifikan terhadap Kepuasan Kerja. (3) Kepuasan Kerja berpengaruh negatif dan signifikan terhadap Intention to leave. (4) Makna Kerja berpengaruh negatif dan signifikan terhadap Intention to leave. (5) Resiliensi berpengaruh negatif dan signifikan terhadap Intention to leave. (6) Kepuasan Kerja terbukti memediasi hubungan Makna Kerja terhadap Intention to leave. (7) Kepuasan Kerja terbukti memediasi hubungan Resiliensi terhadap Intention to leave.
Pengaruh Insentif Finansial Dan Non Finansial Terhadap Kepuasan Kerja Dan Kinerja Karyawan (Riset Empiris Pada Karyawan BRI Wilayah Kantor Cabang Sleman Yogyakarta) Joko Wibowo
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 6, No 2 (2015): Oktober 2015
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v6i2.2522

Abstract

A company's organization relies heavily on the management of human resources (HR), the employees who work for the company. The company always expects its employees can work well for the sake of the progress of the company, but only employees who have a high satisfaction will do its performance well with high loyalty. This research was conducted to determine the influence of financial and non financial incentives towards job satisfaction and employee performance on a BRI Branch Office of Sleman, Yogyakarta. The sample used as many as 200 employees BRI Branch Office of Sleman, Yogyakarta. The Data collected by the method of spreading the questionnaire directly to the respondents. Technique of data analysis in this study uses the SEM analysis (Structural Equation Modelling) that operated through AMOS. The results of this research are: financial incentives positive and significant effect on job satisfaction of employees; non financial incentives positive and significant effect on job satisfaction of employees; financial incentives positive and significant effect on performance of employees; non financial incentives positive and significant effect on performance of employees; and job satisfaction the positive and significant effect on the performance of employees.
Knowledge Management: Alternatif Strategi Meningkatkan Kinerja Perusahaan Siti Dyah Handayani
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 1, No 2 (2010): Oktober 2010
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v1i2.2420

Abstract

The more widespread application of knowledge management embodies the recognition of the importance of intangible assets in the form knowledge. Knowledge which is managed and developed will achieve competence and expertise, which ultimately could improve the competitiveness and performance. Several empirical studies support the opinion of experts, who had certainly found out that knowledge management could improve corporate innovation. Although it does not become the only factor, empirically, knowledge management could improve corporate performances. The implementation of knowledge management is not only suitable for commercial companies and large companies; knowledge management can also be applied to non-profit organizations (NPOs) and for small and medium enterprises (SMEs).
Analisis Pengaruh Keadilan Distributif Kompensasi Dan Keadilan Prosedural Kompensasi Terhadap Kinerja Yang Dimediasi Oleh Kepuasan Kerja Pada Karyawan Di Rsud Kraton Kabupaten Pekalongan Intan Retno Edy
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 4, No 1 (2013): Februari 2013
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v4i1.2439

Abstract

   This study discusses the organizational justice include distributive justice compensation and procedural justice compensation to employees performance both directly and indirectly influenced by employees satisfaction. The populations in this study were all non medic employees in RSUD Kraton Kabupaten Pekalongan are not served as a Civil Servant totaling 111 people. Data were collected by survey method is to provide a list of questions or questionnaires directly to the respondent. Data analysis techniques in this study using analysis of SEM (Structural Equation Modeling) program operated through AMOS 21. The results showed that distributive justice compensation significant positive effect on employees satisfaction, procedural justice compensation significant positive effect on employees satisfaction, distributive justice compensation are not significantly to employees performance, procedural justice compensation are not significantly to employees performance, employees satisfaction significant positive effect on employees performance. Employees’ satisfactions as a mediating influence of distributive justice compensation and procedural justice compensation to employees performance.
Pengaruh Keadilan Distributif Kompensasi Dan Gaya Kepemimpinan Transformasional Terhadap Komitmen Afektif Karyawan Jne Banten Dengan Kepuasan Kerja Sebagai Variabel Intervening Kurniatul Adawiyah; Heru Kurnianto Tjahjono; Fauziyah Fauziyah
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 7, No 2 (2016): Oktober 2016
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/jbti.v7i2.2552

Abstract

Each of the organizations concerned towards the best performance that produced by a series of systems that apply in these organizations. Human resource management is one of the key factors to get the best performance, because in addition to addressing the issue of expertise, skills and human resource management are also obliged to establish employee behavior conducive to getting the best performance. This research was conducted in Banten JNE to test four variables i.e. Justice distributif compensation, transformational leadership style as exogenous, job satisfaction as an intervening variable and affective commitment as an endogenous variable. Technique of data analysis in this study uses the SEM (Structural Equation Modeling). The respondents in this study as many as 130 employees comprising the whole permanent employees, contract and freelance. The results showed a positive effect compensation distributif justice significantly to job satisfaction, affective commitment and leadership style of influential positive significantly to job satisfaction however does not affect the commitment of the affective. Job satisfaction does not  influential significantly to affective commitment.
Pengaruh Iklim Organisasi, Motivasi Dan Kedisiplinan Yang Diperkuat Oleh Skills Terhadap Kinerja Karyawan Lppks Indonesia Farika Chandrasari
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 8, No 2 (2017): Oktober 2017
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/bti.82089

Abstract

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh pengaruh iklim organisasi, motivasi dan kedisiplinan yang diperkuat oleh skills terhadap kinerja karyawan LPPKS Indonesia. Data penelitian adalah 40 orang dengan jumlah sampel 36 orang, dan objek penelitian penulis adalah iklim organisasi dan motivasi, kedisiplinan, skills, dan kinerja karyawan. Metode yang digunakan dalam penarikan sampel ini adalah simple random sampling (Sugiyono, 2002). Dari hasil penelitian yang dilakukan didapatkan bahwa semakin  baik iklim organisasi dan motivasi maka kedisiplinan dan kinerja karyawan akan semakin tinggi, semakin baik iklim organisasi dan kedisiplinan maka kinerja karyawan akan semakin tinggi. Berbeda dengan motivasi yang mempunyai pengaruh kecil dalam meningkatkan kinerja,  motivasipun tidak terlalu berpengaruh secara simultan dengan iklim organisasi terhadap kinerja karyawan dimana iklim organisasi, motivasi, dan kedisiplinan secara simultan berpengaruh terhadap kinerja karyawan, dan motivasi juga tidak terlalu berpengaruh secara simultan dengan iklim organisasi terhadap kinerja karyawan. Adanya variabel skills yang semakin baik maka kinerja karyawan akan semakin tinggi.
Pengaruh Kecerdasan Emosional dan Pemberdayaan Karyawan Terhadap Komitmen Organisasional Melalui Kepuasan Kerja di Dinas Sosial Daerah Istimewa Yogyakarta Nur Arifan; Fereshti Nurdiana Dihan
JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 9, No 2 (2018): Oktober 2018
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/bti.92105

Abstract

The research was purposed to find out whether there was any significant of emotional intelligence and employee empowerment to organizational commitment through job satisfaction on Social Service in Special Region of Yogyakarta. The participants of this research are the employees of Social Service in Special Region of Yogyakarta. Quantitative approach was used during data collection which 107 employees had been participated. This study was using SmartPLS 3.0 version to test the hypothesis.The results of this study found that there are significant positive effect of emotional intelligence on organizational commitment, significant positive effect of employee’s empowerment on organizational commitment, significant positive effect of emotional intelligence on job satisfaction, and significant positive effect of organizational commitment on job satisfaction, also there is significant positive effect of job satisfaction on organizational commitment. In addition, this study found the direct influence of emotional intelligence on organizational commitment is greater than indirect influence of emotional intelligence on organizational commitment through job satisfaction, and the direct influence of employee empowerment on organizational commitment is greater than indirect influence of employee empowerment on organizational commitment through job satisfaction. 

Page 30 of 41 | Total Record : 406

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