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<![CDATA[Pengaruh Langsung dan Tidak Langsung Person Job Fit terhadap Kinerja Pegawai dengan Komitmen Afektif sebagai Mediating pada Dinas Komunikasi dan Informatika Kota Madiun ]]>
<![CDATA[Sunardi, Sunardi]]>;
<![CDATA[Srimulyani, Veronika Agustini]]>
<![CDATA[ JRMA | Jurnal Riset Manajemen dan Akuntansi Vol 8, No 2 (2020) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis ]]>
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<![CDATA[This study aims to prove empirically that person job fit has direct and indirect effects on employee performance with affective commitment as an intervening to the employees of the Communication and Information Office of Madiun City. The samples in this study was 44 employees of the Communication and Information Office of Madiun City. The sampling technique in this study uses the saturated sample method. Hypothesis testing uses multiple linear regression analyses with the help of the SPSS 22 program and path analysis. The results showed that person job fit directly had a significant positive effect on employee performance, person job fit had a significant positive effect on affective commitment, affective commitment had a significant positive effect on employee performance, and person job fit indirectly affected employee performance through affective commitment as partial mediating.]]>
<![CDATA[Increasing Work Engagement Through Servant Leadership and Organizational Justice ]]>
<![CDATA[Veronika Agustini Srimulyani]]>
<![CDATA[ Jurnal Manajemen Pendidikan : Jurnal Ilmiah Administrasi, Manajemen dan Kepemimpinan Pendidikan Vol 3, No 2 (2021): October 2021 ]]>
Publisher : <![CDATA[Universitas Negeri Yogyakarta ]]>
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DOI: 10.21831/jump.v3i2.40122
<![CDATA[Work engagement is important for teachers. Some factors that need to be considered by school management to improve work engagement are leadership practices and a climate of fairness in schools. This study aims to analyze how servant leadership and organizational justice practices affect the work engagement of permanent teachers at SMAK and SMKK in Cepu, Blora, and Rembang. Central Java. The research sample was 65 permanent teachers at SMAK and SMKK Cepu, Blora, and Rembang. The data analysis techniques used are simple linear regression and multiple linear regression, and the results showed that (1) servant leadership positively and significantly influenced organizational justice with a coefficient value of 0.655; (2) organizational justice positively and significantly affects work engagement with a coefficient value of 0.608; (3) Servant leadership does not significantly affect work engagement with a coefficient value of 0.009. The findings suggest that principals can select servant leadership practices to increase work engagement and build organizational justice, which includes distributive justice, procedural justice, and interactional justice.]]>
<![CDATA[Dampak Kompensasi terhadap Retensi Karyawan dengan Kepuasan Kerja sebagai Pemediasi ]]>
<![CDATA[Bunga Dinda Hernawan]]>;
<![CDATA[Veronika Agustini Srimulyani]]>
<![CDATA[ Reviu Akuntansi, Manajemen, dan Bisnis Vol. 1 No. 2 (2021): Desember ]]>
Publisher : <![CDATA[Penerbit Goodwood ]]>
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DOI: 10.35912/rambis.v1i2.888
<![CDATA[Purpose: The study aims to analyze the direct and indirect impact of compensation on employee retention with job satisfaction as a mediation. Research methodology: The study sample was 50 permanent employees of PT Daya Surya Sejahtera Ponorogo Regency. Data analysis includes data quality testing, classical assumptions, hypotheses. Hypothesis testing uses path analysis from hierarchical regression analysis. Results: Hypothesis testing results show that: 1) compensation has a positive significant effect on job satisfaction; 2) job satisfaction has a positive significant effect on employee retention; 3) compensation has a positive significant effect on employee retention; 4) job satisfaction acts as a full mediation indirect effect of compensation on employee retention. Limitations: The study focused on the direct and indirect impact of compensation on employee retention with job satisfaction as a mediation, and only on 50 permanent employees at one of the retail companies in Ponorogo district. Contribution: This finding proves that compensation for the form of appreciation given by the company to employees for employee contributions plays an important role in improving job satisfaction and employee retention in the company. This finding can be used as a development material for further research, especially the review of employee retention in retail businesses that are currently growing rapidly in Indonesia.]]>
<![CDATA[DAMPAK PENGEMBANGAN KARIR DAN LINGKUNGAN KERJA TERHADAP PENINGKATAN RETENSI KARYAWAN ]]>
<![CDATA[Veronika Agustini Srimulyani]]>;
<![CDATA[Steffany Puspa Puspa Jelita]]>
<![CDATA[ JRMA (Jurnal Riset Manajemen dan Akuntansi) Vol 10, No 2 (2022): Periode Agustus - November ]]>
Publisher : <![CDATA[Fakultas Bisnis ]]>
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DOI: 10.33508/jrma.v10i2.1120
<![CDATA[Saat ini merupakan era para milenial untuk berkarya dan mengembangkan diri, sehingga retensi karyawan adalah salah satu masalah penting utama yang sering dihadapi organisasi dalam mengelola para pekerja milenial. Banyak faktor yang dapat meretensi para karyawan, seperti pengembangan karir dan penciptaan lingkungan kerja yang kondusif. Penelitian ini bertujuan untuk mengetahui pengaruh pengembangan karir dan lingkungan kerja terhadap retensi karyawan, dengan mengambil obyek penelitian adalah karyawan tetap PT Subur Wangi Sentosa, Kabupaten Magetan, Jawa Timur. Sampel dalam penelitian ini adalah pegawai tetap sebanyak 66 orang dengan teknik purposive sampling. Teknik analisis yang digunakan adalah regresi linier berganda dengan bantuan program SPSS Versi 20. Hasil pengujian menunjukkan bahwa pengembangan karir dan lingkungan kerja memengaruhi positif dan signifikan pada variabel retensi karyawan.Today is the era of millennials to work and develop themselves, so employee retention is one of the main important problems that organizations often face in managing millennial workers. Many factors can be stressful for employees, such as career development and the creation of a conducive work environment. This research aims to determine the influence of career development and work environment on employee retention, by taking the object of research is a permanent employee of PT Subur Wangi Sentosa, Magetan Regency, East Java. The sample in this study was a permanent employee of 66 people with purposive sampling techniques. The analysis technique used is multiple linear regression with the help of the SPSS Version 20 program. Test results showed that career development and work environment had a positive and significant impact on employee retention variables.]]>
<![CDATA[PERAN MEDIASI MEANING IN WORK DAN PERSONAL RESOURCES PADA PENGARUH TRANSFORMATIONAL LEADERSHIP TERHADAP WORK ENGAGEMENT ]]>
<![CDATA[Putri Hardanti Gita Larasati]]>;
<![CDATA[Veronika Agustini Srimulyani]]>;
<![CDATA[Florentina Anif Farida]]>
<![CDATA[ Among Makarti Vol 15, No 2 (2022): AMONG MAKARTI (EDISI KHUSUS DIES NATALIS KE 38) ]]>
Publisher : <![CDATA[STIE AMA Salatiga ]]>
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DOI: 10.52353/ama.v15i2.302
<![CDATA[Salah satu dampak pandemi Covid-19 adalah perubahan pada waktu kerja dan perubahan pola kerja yang harus disikapi secara positif oleh manajer dan karyawan agar tetap bekerja secara professional dan berpikiran inovatif dalam bekerja. Pemimpin harus berperan aktif menyiapkan karyawan menghadapi perubahan tersebut, sehingga tetap terlibat aktif, bersemangat, dan produktif meskipun banyak kendala selama masa pandemi ini. Pandemi tersebut menjadi momentum penting bahwa work engagement sangat berharga bagi perusahaan. Penelitian ini bertujuan menganalisis pengaruh transformational leadership terhadap work engagement melalui meaning in work dan personal resources sebagai mediasi. Sampel penelitian ini berjumlah 134 karyawan tetap CV Industri Kreatif Madiun. Teknik analisis data menggunakan analisis statistik deskriptif dan path analysis. Hasil penelitian menunjukkan bahwa: 1)transformational leadership berpengaruh signifikan positif terhadap work engagement; 2) transformational leadership berpengaruh sigifikan positif terhadap meaning in work; 3) meaning in work berpengaruh signifikan positif terhadap work engagement; 4)meaning in work sebagai partial mediating pengaruh transformational leadership terhadap work engagement; 5) transformational leadership berpengaruh signifikan positif terhadap personal resources; 6) personal resources berpengaruh signifikan positif terhadap work engagement; 7) personal resources sebagai partial mediating pengaruh transformational leadership terhadap work engagement.]]>
<![CDATA[Quality of Work Life as a Mediator on the Impact of Work-Life Balance on Job Satisfaction ]]>
<![CDATA[Vano Halal Marga Pratama]]>;
<![CDATA[Veronika Agustini Srimulyani]]>
<![CDATA[ JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Vol. 9 No. 1 (2022): JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) NOVEMBER ]]>
Publisher : <![CDATA[Universitas Medan Area ]]>
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DOI: 10.31289/jkbm.v9i1.7915
<![CDATA[Work-life Balance (WLB) can affect employee attitudes in the company, such as job satisfaction (JS) and also have an effect on the quality of work-life (QWL). This study aims to test and analyze the significance of the direct and indirect influence of WLB on JS through QWL as a mediator, by taking the object of PT KAI (Persero) Daop 7 Madiun employees. The research approach is quantitative. The primary data used in the study were obtained from a questionnaire on research variables distributed to 115 employees of PT KAI (Persero) Daop 7 Madiun as a research sample. The sampling technique used is proportionate stratified random sampling. Data analysis using path analysis, processed with SPSS and Sobel Test software. The results of empirical studies show that: 1) WLB can significantly increase JS; 2) WLB can significantly improve the QWL; 3) QWL can significantly increase JS; 4) QWL partially mediates the effect of WLB on JS.]]>
<![CDATA[Building public satisfaction with marketing communication strategy and service quality ]]>
<![CDATA[Christina Esti Susanti]]>;
<![CDATA[Veronika Agustini Srimulyani]]>;
<![CDATA[Yustinus Budi Hermanto]]>;
<![CDATA[Laurensius Anang Setiyo Waloyo]]>
<![CDATA[ Manajemen Komunikasi Vol 7, No 2 (2023): Accredited by Republic Indonesia Ministry of Research, Technology, and Higher Ed ]]>
Publisher : <![CDATA[Fakultas Ilmu Komunikasi Universitas Padjadjaran ]]>
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DOI: 10.24198/jmk.v7i2.40431
<![CDATA[Marketing starts from communicating information related to products and services to the right consumers. Marketing communication is a combination of two studies, namely communication, and marketing. Excellent service quality (ESQ) is an important relationship marketing activity influencing customer satisfaction. In the public sector, there are increasing public demands on the quality of services provided, especially in urban areas that are very easily accessible with the development of information technology and the increasing level of public education. This study aims to provide insight into the importance of marketing communication strategies and ESQ in the public sector to public satisfaction by taking the object of research of the Department of Communication and Information Technology (IT) of Madiun City. The study used a quantitative approach and questionnaires as a data collection tool. The research sample of 304 people represented three sub-districts included in the Madiun City area. The data analysis techniques used are simple linear regression & multiple linear regression analysis. The test results of this study show that the dimensions of ESQ consisting of tangible, reliability, responsiveness, assurance, & empathy, both simultaneously and partially have a positive and significant impact on the satisfaction of the community who use the services of the Department of Communication & IT in Madiun City. The results of this study show the importance of marketing communication strategies and assessment of excellent service quality as an effort by the public sector to increase public satisfaction. Marketing communication strategies can also support government efforts in building regional branding.]]>
<![CDATA[PENINGKATAN KINERJA KARYAWAN MELALUI MOTIVASI KERJA DAN KOMPENSASI ]]>
<![CDATA[Lasa Lasa]]>;
<![CDATA[Veronika Agustini Srimulyani]]>
<![CDATA[ JRMA (Jurnal Riset Manajemen dan Akuntansi) Vol 11, No 1 (2023): Periode April - Juli ]]>
Publisher : <![CDATA[Fakultas Bisnis ]]>
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DOI: 10.33508/jrma.v11i1.1150
<![CDATA[Kinerja merupakan aset berharga yang dihasilkan oleh karyawan yang termotivasi untuk memberikan nilai besar bagi perusahaan. Demikian juga kompensasi yang menarik dapat meningkatkan usaha karyawan untuk menghasilkan kinerja terbaik dalam peran tugas di perusahaan.Penelitian ini dilakukan dengan menguji secara simultan dan secara parsial pengaruh motivasi kerja dan kompensasi terhadap kinerja karyawan pada PT Ichtiar Gusti Pudi (IGP) Pabrik Kelapa Sawit (PKS) Ngabang, Kabupaten Landak, Provinsi Kalimantan Barat. Pengumpulan data dilakukan dengan cara menyebar kuesioner. Sampel dalam penelitian ini adalah karyawan PT Ichtiar Gusti Pudi (IGP) Pabrik Kelapa Sawit (PKS) Ngabang yang berjumlah 80 orang. Teknik pengambilan sampel yang digunakan adalah teknik sampling jenuh, yang menjadikan semua anggota populasi menjadi sampel penelitian. Pengujian hipotesis menggunakan analisis regresi linear berganda dengan uji F, uji t dan R2 (R-Square) menggunakan aplikasi SPSS versi 22. Hasil pengujian menunjukkan secara simultan dan secara parsial motivasi kerja dan kompensasi dapat meningkatkan kinerja karyawan secara signifikan.Performance is a valuable asset generated by employees who are motivated to provide great value to the company. Likewise, attractive compensation can increase the employee's efforts to produce the best performance in the role of duties in the company. This study was conducted by simultaneously and partially testing the effect of work motivation and compensation on employee performance at PT Ichtiar Gusti Pudi (IGP) Palm Oil Mill, Ngabang, Landak Regency, West Kalimantan Province. The data was collected by distributing questionnaires. The sample in this study was 80 employees of PT Ichtiar Gusti Pudi (IGP) Palm Oil Mill, Ngabang. The sampling technique used is the saturated sampling technique, which makes all members of the population the research sample. The hypothesis testing uses multiple linear regression analysis with F-test, t-test and R2 (R-Square) and uses the SPSS version 22 application The test results show simultaneously and partially work motivation and compensation can significantly improve employee performance.]]>
<![CDATA[Job Involvement and Innovative Work Behaviour: The Role of Learning Agility as Mediation ]]>
<![CDATA[Veronika Agustini Srimulyani]]>
<![CDATA[ Jurnal Manajemen Universitas Bung Hatta Vol. 18 No. 2 (2023): Jurnal Manajemen Universitas Bung Hatta ]]>
Publisher : <![CDATA[Management Department, Faculty of Economics and Business, Universitas Bung Hatta ]]>
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DOI: 10.37301/jmubh.v18i2.23157
<![CDATA[The main factor in achieving organizational success in a competitive environment is innovation, and the idea of innovation in the organization is largely generated by human resources behaving innovatively. The purpose of this study is to explore the effect of job involvement (JI) on innovative work behaviour (IWB) by highlighting learning agility (LA) as mediation. The research hypothesis was tested using a sample of 109 permanent employees of PT KAI Operating Area 7 Madiun. The test results reveal that JI can significantly increase LA, and LA can significantly increase IWB. In addition, the test results also show that JI can increase IWB through learning agility which acts as full mediating. The findings of this study provide an additional literature review of the role of individuals in organizations in improving innovation in organizations through employee job involvement and employee agility in learning about job demands due to the dynamics of a highly dynamic organizational environment. These findings are consistent with the individual adaptability theory (I-ADAPT) which describes that an individual's innovative behaviour is the result of individuals in organizations having agility in learning. Learning agility can be significantly improved when the individual has a high job involvement.]]>
<![CDATA[Transformational Leadership Practices and Employee Engagement: Meaningfulness of Work and Personal Resources as Mediators ]]>
<![CDATA[Putri Hardanti Gita Larasati]]>;
<![CDATA[Veronika Agustini Srimulyani]]>;
<![CDATA[F. Anif Farida]]>
<![CDATA[ JURNAL AKUNTANSI, EKONOMI dan MANAJEMEN BISNIS Vol 11 No 1 (2023): Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis - Juli 2023 ]]>
Publisher : <![CDATA[Politeknik Negeri Batam ]]>
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DOI: 10.30871/jaemb.v11i1.4015
<![CDATA[Changes in work life such as changes in working hours and changes in work patterns are the effect of the Covid-19 pandemic, which must be addressed positively by company leaders with employees so that they continue to work professionally. The purpose of empirical studies is to analyze the direct and indirect influence of transformational leadership (T.L.) on E.E. through meaningfulness of work (M.W.) and personal resources (P.R.). The respondents of the study were 134 employees at CV X Madiun City. The test was carried out by path analysis and Sobel test. The results of hypothesis testing show that: 1) T.L. significantly increases E.E., M.W., and P.R.; 2) M.W. increases P.R. significantly, and mediates the effect of T.L. on E.E. significantly; 3) P.R. significantly increase E.E. and mediate the effect of T.L on E.E significantly.]]>
