Articles
<![CDATA[The Effect of Work Motivation and Work Discipline on Employee Performance Through Job Satisfaction Mediation ]]>
<![CDATA[Budiarkah, Budiarkah]]>;
<![CDATA[Sunaryo, Widodo]]>;
<![CDATA[Yusnita, Nancy]]>
<![CDATA[ Journal of Social Studies Arts and Humanities (JSSAH) Vol 3, No 1 (2023): JOURNAL OF SOCIAL STUDIES, ARTS AND HUMANITIES ]]>
Publisher : <![CDATA[Universitas Pakuan ]]>
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DOI: 10.33751/jssah.v3i1.7412
<![CDATA[The Influence of Work Motivation and Work Discipline on Employee Performance Through Mediation of Job Satisfaction (Empirical Study of Regional Water Supply Companies (Perumdam) Tjm, Bogor Regency). The purpose of this study was to determine the effect of work motivation and work discipline on employee performance through the mediation of job satisfaction. The study population was 161 employees of the executive division at the Regional Public Water Company (Perumdam) TJM Sukabumi Regency and a sample of 115 employees. Data collection for each variable studied using a questionnaire with a rating scale. Data analysis techniques using descriptive statistical analysis techniques and path analysis techniques (path analysis). The results showed: (a) There is a direct influence between work motivation on job satisfaction with a regression coefficient value of βy.1 = 0.986, work motivation contributes 97.21% to job satisfaction, (b) There is a direct effect between work discipline on job satisfaction with a regression coefficient value of βy.1 = 0.335. Work discipline contributes 11.22% to job satisfaction, (c). There is a direct influence between work motivation on employee performance with a regression coefficient value of βz.1 = 0.329. Work motivation contributes 10.82% to employee performance, (d). There is a direct effect between work discipline on employee performance with a regression coefficient value of βz.2 = 0.804. Work discipline contributes 64.64% to employee performance, (e). There is a direct effect of job satisfaction on employee performance with a regression coefficient of βz.y = 0.303. Job satisfaction contributes 9.18% to employee performance, (f). There is an indirect effect between work motivation on employee performance through job satisfaction with a zcount value greater than ztable or 38.42 > 1.96. So it can be concluded that job satisfaction mediates the influence of work motivation on employee performance, and (g). There is an indirect effect between work discipline on employee performance through job satisfaction with a zcount value greater than ztable or 15.02 > 1.96. So it can be concluded that job satisfaction mediates the effect of work discipline on employee performance.]]>
<![CDATA[ANALYSIS OF THE ROLE OF TRANSFORMATIONAL LEADERSHIP, KNOWLEDGE MANAGEMENT AND QUALITY OF WORK LIFE ON SHOE INDUSTRY EMPLOYEES PERFORMANCE ]]>
<![CDATA[Setiawan , Temmy]]>;
<![CDATA[Moeins, Anoesyirwan]]>;
<![CDATA[Yusnita, Nancy]]>
<![CDATA[ Journal of Industrial Engineering & Management Research Vol. 5 No. 3 (2024): June 2024 ]]>
Publisher : <![CDATA[AGUSPATI Research Institute ]]>
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DOI: 10.7777/jiemar.v5i3.527
<![CDATA[The aim of this research is to determine and analyze the influence of To analyze the magnitude of the direct influence of transformational leadership on performance employees, knowledge management on employee performance, quality of work life on employee performance, transformational leadership on the quality of work life, knowledge management on the quality of work life and to analyze its magnitude the indirect influence of transformational leadership on employee performance through quality of work life and knowledge management on employee performance through quality of work life.. The population in this study was 111,283 people, with sample determination based on the maximum likelihood method (Maximum Likelihood Estimate) with a sample size of 200 respondents. The research method used in this research uses research methods quantitative. The research design uses explanatory research and descriptive research through an approach surveys and questionnaires. The analysis used in this research is factor analysis confirmatory (Confirmatory Factor Analysis/ CFA). The statistical analysis tool used is LISREL 8.70.Based on the research results, the following research findings on leadership were obtained transformational has a positive and significant effect on employee performance. knowledge management has a positive and insignificant effect on employee performance and quality of life work has a positive and significant effect on employee performance. leadership transformational has a positive and significant effect on the quality of work life. Knowledge management has a positive effect on the quality of work life and leadership transformational has a positive and significant effect on employee performance through quality work life and knowledge management have a positive effect on employee performance through quality of work life.Based on the results of calculating direct and indirect effects shows that the influence of the mediator variable in this research is fully mediating. This means that the quality of work life variable can be said to be a mediating variable for all exogenous variables in this study are due to the quality of work life entirely acts as a mediating variable that determines the increase in employee performance.]]>
<![CDATA[INFLUENCE OF TRANSFORMATIONAL LEADERSHIP, KNOWLEDGE MANAGEMENT AND QUALITY OF WORK LIFE ON PERFORMANCE EMPLOYEE: (Empirical Study Using Survey Methods and Path Analysis on Employees Shoe Pad Industry in Greater Tangerang) ]]>
<![CDATA[Setiawan, Temmy]]>;
<![CDATA[Moeins, Anoesyirwan]]>;
<![CDATA[Yusnita, Nancy]]>
<![CDATA[ Journal of Industrial Engineering & Management Research Vol. 5 No. 4 (2024): August 2024 ]]>
Publisher : <![CDATA[AGUSPATI Research Institute ]]>
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DOI: 10.7777/jiemar.v5i4.535
<![CDATA[The aim of this research is to determine and analyze the influence of To analyze the magnitude of the direct influence of transformational leadership on performance employees, knowledge management on employee performance, quality of work life on employee performance, transformational leadership on the quality of work life knowledge management on the quality of work life and to analyze its magnitude the indirect influence of transformational leadership on employee performance through quality of work life and knowledge management on employee performance through quality of work life.. The population in this study was 111,283 people, with sample determination based on the maximum likelihood method (Maximum Likelihood Estimate) with a sample size of 200 respondents. The research method used in this research uses research methods quantitative. The research design uses explanatory research and descriptive research through an approach surveys and questionnaires. The analysis used in this research is factor analysis confirmatory (Confirmatory Factor Analysis/ CFA). The statistical analysis tool used is LISREL 8.70.Based on the research results, the following research findings on leadership were obtained transformational has a positive and significant effect on employee performance. Knowledge management has a positive and insignificant effect on employee performance and quality of life work has a positive and significant effect on employee performance. leadership transformational has a positive and significant effect on the quality of work life. Knowledge management has a positive effect on the quality of work life and leadership transformational has a positive and significant effect on employee performance through quality work life and knowledge management have a positive effect on employee performance through quality of work life. Based on the results of calculating direct and indirect effects shows that the influence of the mediator variable in this research is fully mediating. This means that the quality of work life variable can be said to be a mediating variable for all exogenous variables in this study are due to the quality of work life entirely acts as a mediating variable that determines the increase in employee performance.]]>
<![CDATA[Optimalisasi Penggunaan Teknologi Pendidikan dan Kemampuan Literasi Media pada Masa Pandemi Covid-19 ]]>
<![CDATA[Herlina, Erna]]>;
<![CDATA[Yusnita, Nancy]]>;
<![CDATA[Sutrisno, Slamet]]>;
<![CDATA[Junengsih, Junengsih]]>;
<![CDATA[Rosyadi, Imam]]>
<![CDATA[ Scaffolding: Jurnal Pendidikan Islam dan Multikulturalisme Vol 4 No 2 (2022): Pendidikan Islam dan Multikulturalisme ]]>
Publisher : <![CDATA[Institut Agama Islam Sunan Giri (INSURI) Ponorogo ]]>
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DOI: 10.37680/scaffolding.v4i2.1651
<![CDATA[The COVID-19 pandemic has brought changes in the world of education that impact dependence on the use of technology in the learning process and increase independent learning that requires learning media literacy skills. The purpose of this study was to review the optimization of the use of technology in education and media literacy skills during the COVID-19 pandemic. This research is a literature review using primary sources from 8 journals published in 2021-2022. The results of the study show that optimizing the use of technology in education during the COVID-19 pandemic can be done by focusing on increasing the utilization, service, and acceptance of this media as a learning tool through increasing perceptions of usability, perceived ease of use, attitudes towards online learning, motivation, mindset and collaboration. ; and aspects of educators such as the attitude of the instructor, competence and interaction of students. The family's socioeconomic status and parents' education level influence are increasing the media literacy skills of students who can support distance learning during the COVID-19 pandemic.]]>
<![CDATA[PENGARUH KECERDASAN EMOSIONAL TERHADAP KINERJA KARYAWAN MELALUI ORGANIZATIONAL CITIZENSHIP BEHAVIOR ]]>
<![CDATA[Agustine AS, Fitri Handayani]]>;
<![CDATA[Yusnita, Nancy]]>;
<![CDATA[Irawan, Towaf Totok]]>
<![CDATA[ JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Vol 9, No 2 (2023): Vol 9, No. 2 (2023) ]]>
Publisher : <![CDATA[Universitas Pakuan ]]>
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DOI: 10.34203/jimfe.v9i2.9035
<![CDATA[ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh kecerdasan emosional terhadap kinerja karyawan melalui organizational citizenship behavior (OCB). Penelitian ini dilakukan pada salah satu Lembaga Swadaya Masyarakat penyalur zakat di Kota Bogor. Jenis penelitian ini adalah deskriptif dan kuantitatif dengan metode explanatory survey dan metode penarikan sampel non probability sampling dengan metode sampling jenuh. Pengumpulan data diperoleh dari hasil kuesioner dengan jumlah responden sebanyak 32 orang karyawan. Kemudian diuji dengan pengujian Structural Equation Model (SEM). Hasil penelitian menunjukkan kecerdasan emosional dan Organizational Citizenship Behavior (OCB) berpengaruh langsung positif terhadap kinerja karyawan. Kecerdasan emosional berpengaruh positif terhadap organizational citizenship behavior (OCB), serta kecerdasan emosional berpengaruh tidak langsung terhadap kinerja karyawan melalui organizational citizenship behavior (OCB). Dengan demikian, perusahaan sebaiknya mampu meyakinkan karyawan bahwa karyawan dihargai, dipenuhi hak-haknya, dan diberikan kepercayaan penuh, sebagai bentuk motivasi dan dukungan kepada karyawan.ABSTRACTThis research examines emotional intelligence's influence on employee performance through Organizational Citizenship Behavior (OCB). This research was conducted at one of the zakat-distributing Non-Governmental Organizations in Bogor City. This type of research is descriptive and quantitative with an explanatory survey method and a non-probability sampling method with a saturated sampling method. Data collection was obtained from questionnaires with 32 employees as respondents. Then, it was tested using Structural Equation Model (SEM) testing. The research results show that emotional intelligence and Organizational Citizenship Behavior (OCB) directly affect employee performance. Emotional intelligence positively affects Organizational Citizenship Behavior (OCB), and emotional intelligence indirectly affects employee performance through Organizational Citizenship Behavior (OCB). Thus, companies should be able to convince their employees that their employees are valued, have their rights fulfilled, and are given full trust, as a form of motivation and support for employees.]]>
<![CDATA[The role of Interpersonal Communication and Trust as antecedents of Organizational Citizenship Behavior (OCB) ]]>
<![CDATA[Yusnita, Nancy]]>
<![CDATA[ Jurnal Maksipreneur Vol 13 No 2 (2024) ]]>
Publisher : <![CDATA[Universitas Proklamasi 45 ]]>
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DOI: 10.30588/jmp.v13i2.1679
<![CDATA[Since Organizational Citizenship Behavior (OCB) has been found to be a factor that plays an important role in achieving organizational goals and employee work productivity, a lot of research has been conducted by scholars to show this. Social exchange theory shows that the level of employee contribution is determined, in part, by the degree of trust between organizational members. The aim of this research is to find factors that play an important role in the emergence of OCB among employees. This study involves OCB, trust, and interpersonal communication. This study was conducted on production employees at a manufacturing company engaged in the production of medical equipment, totalling 114 employees using a survey method and quantitative approach, using a questionnaire as the main instrument. In this research, it was found that interpersonal communication and trust are factors that significantly influence employee OCB. Strengthening interpersonal communication and trust will increase OCB. In this research, it was also found that trust plays a role in mediating interpersonal communication and OCB. To increase OCB, organizations should first strengthen trust among employees.]]>
<![CDATA[The Effect of Non-Physical Work Environment and Organizational Culture on Employee Performance and Commitment to the Organization as Intervening Variables ]]>
<![CDATA[Satria, Yudi Wahyu]]>;
<![CDATA[Muharam, Hari]]>;
<![CDATA[Yusnita, Nancy]]>
<![CDATA[ International Journal of Education, Information Technology, and Others Vol 7 No 3 (2024): International Journal of Education, information technology and others (On Proce ]]>
Publisher : <![CDATA[Peneliti.net ]]>
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DOI: 10.5281/zenodo.13681533
<![CDATA[The phenomenon that occurs at PT Eka BogaInti in the Bogor area shows a significant decrease in employee performance. Based on data on the average achievement of employee Key Performance Indicator (KPI) in 2022 and 2023, there is a shortfall of 21.31% of the expected target. This problem is thought to be caused by a non-physical work environment that is not yet optimal, an organizational culture that has not gone well, and commitment to the organization that is still low. This study aims to analyze the effect of non-physical work environment and organizational culture on employee performance with commitment to the organization as an intervening variable. The research method used is quantitative with a survey approach. Data were collected through questionnaires distributed to employees of PT Eka BogaInti in the Bogor area. Data analysis was performed using multiple linear regression techniques. The results showed that the non-physical work environment and organizational culture have a positive and significant influence on employee performance. In addition, commitment to the organization is also proven to mediate the relationship between the non-physical work environment and organizational culture with employee performance. Thus, improving the non-physical work environment and strengthening organizational culture can increase commitment to the organization, which in turn will have a positive impact on employee performance.]]>
<![CDATA[Work Stress, Job Burnout, and Turnover Intention among Micro, Small, and Medium Finance Company’s Employee ]]>
<![CDATA[Yusnita, Nancy]]>;
<![CDATA[Gursida, Hari]]>
<![CDATA[ Jurnal Nusantara Aplikasi Manajemen Bisnis Vol 9 No 1 (2024): Jurnal Nusantara Aplikasi Manajemen Bisnis ]]>
Publisher : <![CDATA[UNIVERSITAS NUSANTARA PGRI KEDIRI ]]>
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DOI: 10.29407/nusamba.v9i1.20008
<![CDATA[Research aim: The purpose of this study is to find efforts to reduce the turnover intention of an employee by examining the factors that become antecedents of the turnover intention of an employee, namely work stress and job burnout. Design/Methode/Approach: Quantitative approach with survey method, using regression analysis (path analysis) and quantitative data (from questionnaires). Finding: This study reveals that work stress and job burnout positively influence turnover intention, with job burnout mediating the relationship between work stress and turnover intention, while life stressors, feeling ineffective in dealing with others at work, and actively seeking a new job are identified as the most influential factors. Theoretical contribution/Originality: The theoretical contribution of this research lies in its special emphasis on the influence of perceived outcomes of stress and the importance of harmonious relationships between coworkers in reducing the impact. Practitioner/Policy implication: Concerning the turnover intention of their employee to decrease the turnover of employees by reducing stress levels and reducing job burnout in employees. Research limitation: This study only used samples from branch offices in Java Island, as well as its examination of only three variables (Work Stress, Job Burnout, and Turnover Intention). We recommend further research to use a wider sample.]]>
<![CDATA[IMPROVEMENT OF ENTREPRENEURSHIP THROUGH STRENGTHENING TRANSFORMATIONAL LEADERSHIP AND KNOWLEDGE MANAGEMENT ]]>
<![CDATA[Yusnita, Nancy]]>;
<![CDATA[Virlania, Yusi]]>
<![CDATA[ Utsaha: Journal of Entrepreneurship Vol. 3 Issue. 1 (2024) ]]>
Publisher : <![CDATA[jfpublshier ]]>
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DOI: 10.56943/joe.v3i1.390
<![CDATA[The increasing number of unemployed in Indonesia, which is caused by an imbalance between the number of the workforce and employment opportunities, is one of the reasons why entrepreneurs are needed. The aim of this research is to find efforts to increase entrepreneurship in teachers of Private Vocational High Schools in North Bogor, Bogor through strengthening transformational leadership and knowledge management, by identify and analyze the influence between these variables. This research was conducted on 121 teachers in North Bogor, Bogor to ensure improved Entrepreneurship by concerning at the strengthening transformational leadership, knowledge management. It uses a quantitative survey-by-survey approach using path analysis. Regression analysis with a significance level = 0.05 was used to test the hypothesis. Based on the research results it can be assumed that entrepreneurship can be further developed by strengthening transformational leadership and knowledge management, both exclusively and as a whole.]]>
