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All Journal Society Cakrawala Management Business Journal Literatus International Journal of Tourism and Hospitality in Asia Pasific

Nurlaila Nurlaila

Universitas Khairun

Author-ID : 2528505

Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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Articles

Implementasi Manajemen Konflik Pekerjaan-Keluarga, Konflik Keluarga-Pekerjaan, dan Stres Kerja yang Berpengaruh terhadap Kepuasan Karyawan PT Langgang Buana Perkasa Nurlaila Nurlaila
Society Vol 8 No 2 (2020): Society
Publisher : Laboratorium Rekayasa Sosial FISIP Universitas Bangka Belitung

This research aims to analyze the management of work-family conflict, family-work conflict, job stress, and its implementation that affect employee satisfaction of PT Langgang Buana Perkasa. Work and family are two important spheres in an adult’s social life. The need will not be met if unemployed. Today, a profession is also a mirror of self-actualization. Without family, individuals will feel alone and there is no place to give love. PT Langgang Buana Perkasa is a company engaged in ground handling services and transportation services on several airlines, which is located at Sultan Babullah airport, Ternate, North Maluku Province, Indonesia. This research used a qualitative descriptive method. Data were obtained through in-depth interviews and questionnaires. Literature and documentation studies are carried out to collect secondary data related to the object of research, including employees of PT Langgang Buana Perkasa, flight schedules, and PT Langgang Buana Perkasa. The data sources were selected using a purposive sampling technique. The results showed that (1) There are three characteristics of work-family conflict. Based on these three characteristics, it indicates that most employees experience conflict in work-family, but it does not affect job satisfaction; (2) There are five characteristics of family-work conflicts but employees still apply professionalism. This indicates that there is no direct conflict but it can trigger stress due to family demands on religious holidays and public holidays; (3) Physical exhaustion can lead to conflict when faced with family demands regarding that role.

PENGARUH ATRIBUT PERGURUAN TINGGI TERHADAP KEPUASAN MEMILIH PERGURUAN TINGGI Irfandi Buamonabot; Nurlaila Nurlaila; Nurdin Nurdin
Cakrawala Management Business Journal Vol 2 No 1 (2019)
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Papua.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30862/cm-bj.v2i1.19

Education plays an important role in the development of a nation. In addition, education is also an important instrument in ensuring the sustainability of individuals and society. Thus, it can be ascertained that education has an advanced control whether or not a nation. The purpose of this study was to examine the effect of college attributes on the satisfaction of choosing a college. The sampling technique that is Purposive sampling was chosen based on the consideration that students who were sampled were students who had registered, so that the sample size used in this study were 85 respondents. The respondents in this study were students of the Faculty of Economics and Business, Khairun University. 85 respondents were collected from the survey. Data analysis uses simple regression. The results of the study showed that the college attributes had an effect on the satisfaction of choosing a college. The results of this study are also consistent with the opinion of Oliver (1997) that satisfaction is the customer's response to the fulfillment of their needs. That means assessing that a form of privilege of an item or service or goods / service itself, provides a level of comfort associated with fulfilling a need including meeting needs under expectations or meeting needs exceeding expectations.

Pengaruh Motivasi Kerja, Kepuasan Kerja dan Komitmen Organisasional terhadap Organizational Citizenship Behavior pada Karyawan PT PLN (Persero) UP3 Ternate Nurul Husna R Ismail; Nurlaila Nurlaila; Ikrima M. Mustafa
LITERATUS Vol 4 No 1 (2022): Jurnal Ilmiah Internasional Sosial dan Budaya
Publisher : Neolectura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37010/lit.v4i1.740

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh Motivasi Kerja, Kepuasan Kerja dan Komitmen Organisasional secara parsial maupun secara simultan terhadap Organizational Citizenship Behavior (OCB) karyawan PT. PLN (Persero) UP3 Ternate. Penelitian ini menggunakan pendekatan kuantitatif. Populasi yang digunakan dalam penelitian ini meliputi seluruh karyawan PT. PLN (Persero) UP3 Ternate sebanyak 50 orang. Teknik pengumpulan data dilakukan melalui observasi, wawancara serta pembagian kuesioner dimana pada pembagian kuesioner menggunakan teknik probability sampling dengan jenis simple random sampling. Adapun analisis data penelitian ini menggunakan bantuan SPSS versi 26 sebagai alat uji statistic. Hasil penelitian menunjukan bahwa (1) Hasil Uji Parsial memperlihatkan nilai signifikansi Motivasi Kerja terhadap Organizational Citizenship Behavior (OCB) menunjukan bahwa tidak terdapat pengaruh Motivasi Kerja terhadap Organizational Citizenship Behavior (OCB) karyawan di PT PLN (Persero) UP3 Ternate. Pada Standardized Coefficients beta (?) memperlihatkan pengaruh negatif. (2) Nilai signifikansi pengaruh Kepuasan Kerja terhadap Organizational Citizenship Behavior (OCB) memperlihatkan terdapat pengaruh Kepuasan Kerja terhadap Organizational Citizenship Behavior (OCB) karyawan di PT PLN (Persero) UP3 Ternate. Sedangkan pada Standardized Coefficients beta (?) memperlihatkan pengaruh positif. (3) Nilai signifikansi pengaruh Komitmen Organisasional terhadap Organizational Citizenship Behavior (OCB) menunjukan bahwa terdapat pengaruh Komitmen Organisasional terhadap Organizational Citizenship Behavior (OCB) karyawan di PT PLN (Persero) UP3 Ternate. Sedangkan pada Standardized Coefficients beta (?) memperlihatkan pengaruh positif. (4) Berdasarkan hasil Uji Regresi Linear Berganda diketahui nilai signifikansi pengaruh variabel Motivasi Kerja, Kepuasan Kerja, dan Komitmen Organisasional secara simultan berpengaruh terhadap Organizational Citizenship Behavior (OCB) karyawan di PT PLN (Persero) UP3 Ternate dengan persentase pengaruh secara simultan sebesar 76,7%.

Pengaruh Budaya Kerja, Lingkungan Kerja dan Keselamatan Kerja terhadap Kinerja pada Karyawan PT PLN (Persero) UP3 Ternate Farlila A. Abjan; Nurlaila Nurlaila; Ruslan A. Kamis
LITERATUS Vol 4 No 1 (2022): Jurnal Ilmiah Internasional Sosial dan Budaya
Publisher : Neolectura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37010/lit.v4i1.741

Tujuan dari penelirtian ini adalah apakah budaya kerja, lingkungan kerja dan keselamatan kerja secara simultan berpengaruh terhadap kinerja karyawan di PT. PLN (Persero) UP3 Ternate, untuk mengetahui pengaruh budaya kerja, lingkungan kerja, dan keselamatan kerja terhadap kinerja karyawan di PT. PLN (Persero) UP3 Ternate.Jenis penelitian ini peneliti menggunakan metode penelitian kuantitatif. Penelitian kuantitatif didapatkan dengan cara menyebarkan kuesioner pada karyawan PT. PLN (Persero) UP3 Ternate. Sumber data yang digunakan adalah data primer dan sekunder. Model analisis data yang digunakan dalam penelitian ini adalah regresi linear berganda. Data yang dikumpulkan merupakan data primer yang dapat digolongkan sebagai variabel bebas dan variabel terikat. Hasil analisis pengaruh budaya kerja terhadap kinerja karyawan menunjukkan bahwa budaya kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Hasil analisis pengaruh lingkungan kerja terhadap kinerja karyawan menunjukkan bahwa lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan dan hasil analisis pengaruh keselamatan kerja terhadap kinerja karyawan menunjukkan bahwa keselamatan kerja berpengaruh negatif namun signifikan terhadap kinerja karyawan. Dari hasil analisis dapat disimpulkan bahwa budaya kerja, lingkungan kerja dan keselamatan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan pada PT. PLN (Pesero) UP3 Ternate.

Management of Social Culture Development of Community Village Bobanehena Tourism, North Halmahera District Nurlaila Nurlaila
International Journal of Tourism and Hospitality in Asia Pasific (IJTHAP) Vol 3, No 3 (2020): International Journal of Tourism and Hospitality in Asia Pasific (IJTHAP)
Publisher : AIBPM Publisher

Tourism Village is a place that has certain characteristics and values that can be a special attraction for tourists with an interest in rural life. This shows that the main attraction of a tourist village is the unique life of the villagers and cannot be found in urban areas, for example showing the unique socio-cultural characteristics of the community. The purpose of this research is to find out that there is a socio-cultural development of the Bobanehena village community in advancing the tourism village. By using descriptive qualitative analysis methods can provide an objective picture of the actual state of the object being investigated. The results obtained are that the community's isorganization and perception of tourists are still weak, so that it affects the support and participation of the community in promoting tourism villages. The community does not yet understand the support that must be given in the progress and development of the Bobanehena tourism village.

Pengembangan Sumber Daya Manusia dalam Pengelolaan Ekonomi Kreatif di Masa Pandemi COVID-19 di Masyarakat Desa Tafure dan Sulamadaha Kota Ternate Nurlaila Nurlaila
Society Vol 10 No 1 (2022): Society
Publisher : Laboratorium Rekayasa Sosial FISIP Universitas Bangka Belitung

This study aims to provide an in-depth overview of the application of the creative economy during the COVID-19 pandemic to increase economic income. Human Management Resources in an organization are not just administrative but lead to developing the potential of human resources to be creative and innovative. A creative economy is an economic concept combining something with an element of creativity by combining ideas, ideas, and knowledge from human resources as a production factor. The condition of the COVID-19 pandemic is very unsettling for the community. Therefore it requires skills and the desire of business actors to develop a creative economy. The research uses a descriptive qualitative approach with respondents, samples from the Tafure community and the Sulamadaha community, respectively, as many as four people who have a business with key informants from the local community who have had a business for 8 and 10 years. Retrieval data in the form of observations and interviews with eight people consisting of 6 field informants and two key informants. The data collection technique uses triangulation in which researchers compare information from the field with information and data from informants, both field informants and key informants, with conditions in the local area. Research data analysis is inductive; some data and information are obtained and then developed into a hypothesis. The COVID-19 pandemic has made the economic life of a business very impactful on people’s financial income. Tafure community business actors have implemented creative economy human resource development through participation in education and training activities.

Co-Authors Buamonabot, Irfandi Farlila A. Abjan Ikrima M. Mustafa Nurdin Nurdin Nurul Husna R Ismail Ruslan A. Kamis

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