Ethics is an important issue in business activities at the moment. This study is to find out how the application of Business Ethics in Sea Products Processing SMEs in Sukolilo Baru Village, Bulak District, Surabaya, especially in UKM Toko Risma. The type of research used is qualitative research. The focus of this research is the application of the principles of business ethics carried out by SMEs in Seafood Processing in Sukolilo Baru Village, Bulak District, Surabaya. The results of the Toko Risma research have considered and applied several business ethics principles. Starting from the principle of autonomy, honesty, justice, mutual benefit, and moral integrity. Toko Risma does not use preservatives, the product only lasts about one month and for coloring it usually uses cake coloring that is safe for consumption. Keywords: Business Ethics, UKM, Toko Risma
Dinamika bisnis dalam konteks global menarik sebagai pembahasan praktek pengelolaan organisasi dalam studi sumber daya manusia internasional. Tujuan penelitian ini adalah untuk menguji efek mediasi kepuasan kerja pada hubungan antara motivasi kerja dan organizational citizenship behavior (OCB). Metode yang dilakukan dalam penelitian menggunakan 106 karyawan sebagai responden dan menggunakan model path analysis. Hasil penelitian menunjukkan bahwa motivasi kerja memiliki hubungan positif dan signifikan dengan kepuasan kerja dan OCB, dan juga menemukan adanya hubungan positif dan signifikan antara kepuasan kerja dengan OCB. Secara umum kepuasan kerja terbukti memediasikan hubungan tersebut, tetapi spesifiknya berbeda-beda yang disebabkan oleh adanya karakteristik yang berbeda-beda diantara karyawan. Efek mediasi itu terbukti pada karyawan laki-laki, karyawan yang berusia tua (>40 tahun), dan karyawan dengan masa kerja yang tinggi (>5 tahun), sementara pada karyawan perempuan, karyawan yang berusia muda (<40 tahun), dan karyawan dengan masa kerja yang rendah (<5 tahun), efek mediasi itu tidak terbukti. Adapun pada karakteristik pendidikan, tidak dapat disimpulkan secara pasti, karena variansi penjelasannya yang sangat rendah.
In industrial relations, the role of workers is represented by the union as a forum to voice and accommodate aspirations in the rights and obligations of workers. Meanwhile, the owners of capital are represented by human resource management (HRM), which acts as the manager of the company's assets in order to achieve ideal industrial relations. The purpose of this study is to explore the role of human resource management in fostering industrial relations. This is motivated by a violation of high work discipline, which has an impact on industrial relations involving management and trade unions. This study used a qualitative method. The data of this study consists of primary data and secondary data. The primary data are obtained from the direct interviews with related parties at PT PAL Indonesia (Persero) and the secondary data are obtained from various written sources. The results of this study showed that the management is already at the stage of cooperation, where trade unions and management work together in fostering industrial relations. This is done through the handling and resolution of employee complaints.
This study aims to determine the effect of motivation on the performance of simultaneous installation of Surgical nurse at Catholic Hospital St. Vincentius A Paulo Surabaya. Population in this study is the installation of Surgical nurse Catholic Hospital St. Vincentius A Paulo Surabaya to 70 nurses, and technical pens gamhilan purposive sample sample (sample intended). While the technique of multiple linear regression analysis using the F test and t test, and the coefficient determenasi accompanied by classical assumption that is multikolinieritas and heterokedastisitas. Used to test the validity of Pearson product moment correlation technique, while primarily known for reliability alpha coefficient Cronbanch.From the results of research known independent variable physiological needs (XI), needs a sense of security (X2), social needs (X3), the needs appreciation (X4), and the need for self-actualization (X5) together - while providing a significant influence on employee performance (Y) as a bound variable. This can be found by comparing the Phming (59,688) with the level of offense (0,000), which is under the allowed error rate (0,05). Based on the calculation of the t test was performed to note that the independent variables partially significant effect on the dependent variable. It is known from the tfumng independent variable has a value greater than Z^/. Each regression coefficient independent variable is 0, 173 XI • 0.192 X2 i 0.193 X3 i 0.164 X4 V 0.186 X5 with the constant of 0.352 so that the resulting regression equation as follows :Y= 0,352+ 0,173 XI+ 0,192X2 +0,193 X* +0,164 X4+0,186 X5 Variable needs a sense of security (X2) is the dominant influential variables on the performance of employees with a beta value of 0.281 size. Meanwhile, the value of R2 as large as 0.786, which means that the influential independent variables together - be as big as 78.6% on the dependent variable while the remaining 21.4% is influenced by other variables beyond the variables of the study.
Focus of this study is the effect of quality of work life factor (compensation, participation, supervision, career development, physical environment, workplace integration) in commitment organization. This research is a quantitative study using regretion and sample in this research is using cluster sampling.This research is using SPSS 16.0 for windows showed that the factor of quality of work life (compensation, participation, supervision, career development, physical environment, workplace integration) have positive effort with employee organizational commitment. The result data SPSS showed that the compensation has dominant factor coefficients t 3,691 and physical environment doesn 't have effect to employee organizational commitment with coefficients t 1.9'6. Based on the results research, company should give training appropriate to the competence and give opportunity employee to socialize in their physical environment.
This research aims to find out and analyze the influence of motivation work towards organizational citizenship behavior (OCB) employees at pt. pelindo iii (persero) cabang Tanjung Perak Surabaya. this research is quantitative research. the subject of this research is the employees of PT. PELINDO III (persero) cabang Tanjung Perak Surabaya. The collection of data using questionnaires and interviews, sampling technique was simple random sampling (simple random sample), while data analysis is done using a simple linear regression analysis. based on the results of the study found that motivational variables work a positive and significant effect against the organizational citizenship behavior (OCB) employees PT. PELINDO III (persero) cabang tanjung perak surabaya. the regression equation obtained was y = 1.883 + x 1.328. the magnitude of the influence the motivation of working against the organizational citizenship behavior (OCB) employees at PT. PELINDO III (persero) cabang tanjung perak surabaya i.e. of 73.3% 23.7% while the rest is affected by other variables that are not incorporated into the model y = a + bx.
The study aims to investigate the variables related to the research title, analysis, and the conclusion to be relevant with the research title. For the research method, the writer uses literature study. Thus, the findings are obtained through the analysis of previous research. Furthermore, the results indicate a positive effect between self esteem toward the employee performance (service company); and self efficacy toward the employee performance (service company). As the result, there is a significant positive effect between job satisfaction on the employee performance (service company).
Customer loyalty is the key objective of a company since it is long-term and significantly influences the company’s existence. Shipping businesses, as service providers, are expected to pay attention to the requirements and wishes of clients who have established expectations. On the other hand, customer loyalty is difficult to achieve; therefore, businesses must employ a variety of strategies to achieve it. Service quality is one of the strategies employed in service organizations, and customer loyalty is believed to be established by offering excellent service quality. This study aimed to determine the effect of service quality on customer loyalty in J&T Express, Branch of Kalianyar-Surabaya. The hypothesis was that service quality has a significant impact on customer loyalty. The type of study was explanatory research, and the research method was quantitative with an associative approach. Questionnaires were used to gather data, and test data analysis was assisted by the SPSS application Customers who utilized J&T Express more than once and made deliveries between Surabaya’s cities were included in this study as samples. Hypothesis testing revealed that service quality, including tangible evidence, reliability, responsiveness, assurance, and empathy, has both a partial and simultaneous effect. Adjusted R Square value showed the service quality has an effect of 81.7% on customer loyalty. Multiple linear regression analysis results in physical evidence, reliability, and responsiveness variables have a strong relationship, while assurance and empathy have a weak relationship with customer loyalty.
Penelitian ini dilakukan untuk mengetahui pengaruh Work family conflict dan Stres Kerja Terhadap Kinerja Karyawan wanita pada PT. Araya Bangun Sarana. Dapat disimpulkan bahwa karyawan wanita yang ada di PT. Araya Bangun Sarana terdapat indikasi mengalami Work family conflict dan stres kerja yang terlihat pada indikator strain-based conflict dan umpan balik yang memiliki skor terendah pada kuesioner. Adapun metode pengambilan sampel dengan menggunakan teknik sensus (jumlah sampel diambil secara keseluruhan jumlah populasi). Metode analisis data yang digunakan adalah analisis kuantitatif dengan menggunakan uji validitas dan uji reliabilitas, serta uji asumsi klasik, uji F, koefisien determinasi, uji t dan analisis regresi linier berganda. Dengan menggunakan metode regresi linier berganda dapat disimpulkan bahwa variabel Work family conflict tidak berpengaruh secara signifikan terhadap kinerja karyawan dengan nilai signifikansi sebesar (P Value) 0,076 > 0,05. Selanjutnya variabel stres kerja tidak berpengaruh secara signifikan terhadap kinerja karyawan dengan nilai signifikansi sebesar (P Value) 0,425 > 0,05. Secara simultan variabel Work family conflict dan stres kerja tidak berpengaruh signifikan terhadap kinerja karyawan yakni dengan nilai signifikansi sebesar (P Value) sebesar 0,187 > 0,05. Koefisien Determinasi (R2) yang dihasilkan sebesar 0,117 atau 11,7%. Koefisien Korelasi Berganda (R) yang dihasilkan sebesar 0,342. Hasil ini menunjukkan koefisien korelasi antara variabel independen dengan variabel dependen memiliki hubungan korelasi yang rendah dengan nilai 0,342.
Thei purpose ofi this studyi was toi analyze thei influence of Humani Resource Informationi System oni employee performancei through jobi satisfactioni as an interveningi variable ini the HRD & GA division of iPT. Sumi Rubber Indonesia. iThis aims ofi this studyi include: 1) To knowi the influencei of Humani Resource iInformation Systemi on employeei performance; 2) To knowi the influencei of Humani Resource Informationi System on jobi satisfaction; 3) To knowingi the influencei of jobi satisfaction on employeei performance; and 4) To knowi the influencei of Humani Resource Informationi System on employeei performancei through jobi satisfaction. Thisi study wasi conductedi by explanatoryi quantitative methodi with researchi samplei ofi 60 respondents. Thei samplingi techniquei was carriedi out using simplei randomi sampling technique, andi datai analysisi usingi pathi analysis, partiali test, simultaneousi test, iand coefficienti of determinationi test withi the helpi of SPSS (Statisticali Programi for iSocial Science) versioni 25.0 iprogram. Thei resultsi ofi thisi studyi cani bei concluded, ithat: 1) Humani Resourcei Informationi Systemi has noi significanti effecti oni employee performance; 2) Humani Resourcei Informationi Systemi has a positivei and isignificant effecti oni jobi satisfaction; 3) Jobi satisfaction has a positivei and isignificant effecti on employeei performance; and 4) Humani Resourcei Informationi Systemi effects employee performancei through jobi satisfaction.