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All Journal Jurnal Kompetitif EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis
Yun Suprani
Universitas Tridinanti Palembang
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Energy Other

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KEARIFAN LOKAL PALEMBANG SEBAGAI DAYA TARIK WISATA Yusro Hakimah; Yun Suprani
JURNAL KOMPETITIF Vol 10, No 1: Edisi Januari-Juni 2021
Publisher : Fakultas Ekonomi Universitas Tridinanti Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52333/kompetitif.v10i1.748

Abstract

Palembang is famous for pempek. In addition, the city of Palembang has a unique characteristic, during the celebration of Independence Day, namely telok abang and telok ukan. However, lately, the commemoration of Independence Day in Palembang has not been as festive. telok abang and telok ukan increasingly difficult to find. The research conducted is descriptive qualitative research, namely research that describes the phenomenon of almost extinction of telok abang and telok ukan. Which is local wisdom as a tourist attraction in Palembang. Cultural tourism attraction is one of the superior values that can be developed by the Regional Government. Local wisdom can be included in the attraction of cultural tourism. local wisdom should be preserved and maintained. In local wisdom there is a historical value of the nation's personality. Maintained local wisdom will provide economic value for the community 
Intensi Turnover Sebagai Mediasi Yang Mempengaruhi Komitmen Organisasi Terhadap Kepuasan Kerja Karyawan BBC Yun Suprani; Yusro Hakimah; Muhammad Said
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 10 No 2 (2022)
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v10i2.2166

Abstract

The results of this study can be concluded as follows: 1. Organizational Commitment and Job Satisfaction have an effect on Employee Turnover. 2. Organizational Commitment is influenced by Job Satisfaction. Employees who feel a high level of job satisfaction will remain committed to the company. 3. Job satisfaction has a negative effect on employee turnover. Employees who are not dissatisfied with their work will do employee turnover. 4. Based on the results of the hypothesis test (t test), partially the Job Satisfaction variable and the Organizational Commitment variable have a significant effect on Employee Turnover. In addition, the negative direction of the variable Job Satisfaction and Organizational Commitment to Employee Turnover indicates that the higher Job Satisfaction and Organizational Commitment will affect the decrease in employee turnover, which means it has a good impact on the company. Vice versa if job satisfaction and organizational commitment are getting lower, it will have a negative impact on the company, which will affect the increase in employee turnover.
Budaya Organisasi, Disiplin Kerja Terhadap Produktivitas Kerja Dimediasi Motivasi Pegawai PDAM Unit Kertapati Palembang Yusro Hakimah; Yun Suprani; Muhammad Said
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 11 No 1 (2023)
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v11i1.3107

Abstract

The results of this study can be concluded as follows: 1. Organizational Culture has an effect on employee motivation, 2. Discipline has an effect on motivation, 3. Organizational culture has an effect on Work Productivity, 4. Discipline has an effect on Work Productivity. 5. Motivation has an effect on Work Productivity. 6. Organizational Culture has an indirect effect on Motivation as a mediating variable with a P-Value value of 0.003 0.05, 7. Discipline has an indirect effect on Motivation as a mediating variable with a P-Value value of 0.013 0.05 . the value of R2 for the latent variable of motivation as a mediating variable is 0.894, which means that this value identifies that variations in employee discipline at PDAM Palembang can be explained by exogenous latent variables (organizational culture and discipline) of 89.4% while the remaining 10.6% is explained by other variables. and the R2 value for the latent variable of Work Productivity is 0.937, meaning that this value identifies that variations in Work Productivity can be explained by exogenous variables of 93.7% while the remaining 6.3% is explained by variables not included in the study.
Co-Authors Muhammad Said Muhammad Said Yusro Hakimah