Jurnal Ilmu Manajemen

Pengaruh human resource information system terhadap employee performance dengan employee engagement sebagai variabel moderasi

Ayu Putri Trisnawati — Mon, 01 Apr 2024 00:00:00 +0700

This study aims to determine and analyze the effect of implementing a human resource information system on employee performance with employee engagement as a moderating variable at an outsourcing company. This research is an explanatory type of research that uses a quantitative approach with a population of 54 internal employees. The sampling technique used is a saturated sample with a sample size of 54 internal employees. The statistical analysis method in this study is Partial Least Square, which is supported by SmartPLS 4.1.0.0 computer software. The result of this study indicates that performance expectancy has a significant effect on employee performance, effort expectancy has a significant effect on employee performance, social influence has no significant effect on employee performance, and facilitating conditions have a substantial impact on employee performance. Employee engagement can’t moderate the relationship between performance expectancy and employee performance; employee engagement can’t moderate the relationship between effort expectancy and employee performance; employee engagement can’t moderate the relationship between social influence and employee performance; employee engagement can’t moderate the relationship between facilitating condition on employee performance. Companies that implement human resource information systems in their work are expected to pay attention to performance expectancy, effort expectancy, and facilitating conditions from human resource information systems because applying them can improve employee performance.

Pengaruh employee engagement terhadap kinerja karyawan melalui kepuasan kerja sebagai variabel mediasi

Ahmad Fairuz Abadi — Sun, 31 Mar 2024 00:00:00 +0700

PT Angkasa Pura I Juanda International Airport Surabaya Branch is a company that deals with airport management. This company carries out business in airport management, in this case, financing airline rentals, cargo, retail, hotels, and other non-aeronautical revenues. This research aims to test and analyze the influence of employee engagement on employee performance with job satisfaction as a mediating variable for PT Angkasa Pura I Juanda International Airport Branch Office, Surabaya employees. This research is causality research with a quantitative approach. The sampling technique uses non-probability sampling with purposive sampling type. Researchers determined the sample with specific considerations with 87 respondents at PT Angkasa Pura I Juanda International Airport Branch Office, Surabaya. The statistical analysis used in this research is Partial Least Square (PLS) with the help of smart pls 3.2.9 software. The results of this research explain that employee engagement has a positive and significant effect on employee performance, employee engagement has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant impact on employee performance, job satisfaction can mediate the relationship between employee engagement and employee performance. Thus, the managerial implication of this research is that organizations must create a more productive work environment, motivate employees to provide maximum contribution, and improve overall organizational performance.

Pengaruh organizational culture terhadap job performance melalui knowledge sharing

Lintang Ayu Ariyani, Agus Frianto — Fri, 29 Mar 2024 00:00:00 +0700

This research aims to analyze and determine the influence of organizational culture on work performance through sharing knowledge at PT Swabina Gatra Gresik. This research is causality research with a quantitative approach. The sampling technique used saturation techniques, namely 126 employees of PT Swabina Gatra Gresik. The statistical analysis used in this research is structural equation modelling (SEM) with the help of AMOS 24 software. The results of this study explain that organizational culture has a significant positive effect on work performance, organizational culture has quite a large positive effect on knowledge sharing, knowledge sharing has no significant impact on work performance, and knowledge sharing cannot mediate the relationship between organizational culture and performance. Job performance. Companies must always strive to improve the job performance of company employees by continuing to implement an excellent organizational culture. These changes can increase employee productivity so employees can complete work optimally per predetermined standards. Companies can pay more attention to the details of employees' work, always guide and develop employees to have high initiative and create an open and supportive work environment where employees feel comfortable voicing new ideas and completing work quickly to improve performance and minimize errors. Companies must also strive to increase knowledge sharing by implementing a good organizational culture, so these changes are expected to maximize employee interest in knowledge sharing.

Pengaruh kepribadian proaktif terhadap perilaku inovatif, komitmen afektif, dan kesejahteraan kerja

Ega Rahmawati — Sun, 31 Mar 2024 00:00:00 +0700

The era of globalization has brought major changes in organizations. Organizations need human resources with a very proactive personality to make changes that benefit the organization. Therefore, having a proactive personality is very important for a teacher. Teachers with a very proactive personality will act actively to improve teaching conditions and overcome any challenges of change that impact the quality of their work. Proactive personality itself has an impact on innovative behavior, affective commitment, and work well-being. This research aims to analyze proactive personality having a positive and significant influence on innovative behavior, proactive personality having a positive and significant influence on affective commitment, and proactive personality having a positive and significant influence on work well-being. For this reason, this research topic is SMAN 1 Babat, and the subject is the teacher. The number of respondents in this study was 93, distributing questionnaires directly. Quantitative methods with primary data sources will be used in this research. The sampling technique uses random sampling. Statistical analysis of the research used Structural Equation Modeling on SmartPLS software version 3. The research results explained that proactive personality had a positive and significant effect on innovative behavior, proactive personality had a positive and significant effect on affective commitment, and proactive personality had a positive and significant effect on work well-being. This research can be a reference for the principle of SMAN 1 Babat in increasing innovative behavior, affective commitment, and work well-being.

Pengaruh whistleblowing system terhadap kinerja dengan kesejahteraan psikologis dan keterikatan kerja sebagai variabel mediasi

Ludvia Valentina Nor Febrianti — Sun, 31 Mar 2024 00:00:00 +0700

This research discusses the performance of medical personnel at Ngimbang Regional Hospital. This research analyzes the influence of the Whistleblowing system on Performance with Psychological Well-Being and Work Engagement as Mediating Variables. The object of this research is the medical staff at Ngimbang Regional Hospital, and the data collection technique uses simple random sampling techniques. The number of respondents to this study was 66 medical personnel who distributed questionnaires directly. This quantitative research uses data analysis techniques like Structural Equation Modeling on SmartPLS version 3 software. The research results show that the Whistleblowing system positively and significantly affects Performance, Psychological Well-being and Work Engagement. Psychological well-being and work engagement have a positive and significant effect on performance. Psychological well-being and work engagement have a positive and significant influence, so they act as mediating variables between the whistleblowing system and performance. This research can be a reference for the leadership of Ngimbang Regional Hospital in improving the performance of medical personnel. Organizations can expect increased productivity and overall performance by increasing psychological well-being and work engagement through an effective whistleblowing system. Employees who feel emotionally connected to their work and feel psychologically supported tend to be more enthusiastic and dedicated to making their best contribution.