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JOB SATISFACTION SEBAGAI VARIABEL MEDIASI PENGARUH EMOTIONAL INTELLIGENCE TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR Zalita Allena Putri; Sugeng Susetyo
Management Insight: Jurnal Ilmiah Manajemen Vol 16, No 1 (2021): Managament Insight: Jurnal Ilmiah Manajemen
Publisher : Unib Press Universitas Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/insight.16.1.153-164

This research aims to determine and test Job Satisfaction to mediate the influence of Emotional Intelligence on Organizational Citizenship Behavior among employees at PT Bank Bengkulu. This type of research is a quantitative study using primary data through a questionnaire. The sample in this study was 142 employees of PT Bank Bengkulu who were collected using the census method. The results of this study explain that Emotional Intelligence has a significant positive effect on organizational citizenship behavior among employees of PT Bank Bengkulu. Emotional Intelligence has a significant positive effect on job satisfaction on employees of PT Bank Bengkulu. Job satisfaction has a positive and significant effect on organizational citizenship behavior among employees of PT Bank Bengkulu. Job satisfaction mediates Emotional Intelligence on organizational citizenship behavior.

PENGARUH RETURN ON ASSET, DEBT TO EQUITY RATIO, NET PROFIT MARGIN TERHADAP INCOME SMOOTHING DENGAN VARIABEL MODERASI PROPORSI WANITA DI DALAM DEWAN DIREKSI (STUDI KASUS PADA PERUSAHAAN MANUFAKTUR YANG TERDAFTAR DI BURSA EFEK INDONESIA PADA TAHUN 2013-2015) Yolita Kurniawati; Paulus Sulluk Kananlua; Sugeng Susetyo
Management Insight: Jurnal Ilmiah Manajemen Vol 12, No 2 (2017): Managament Insight: Jurnal Ilmiah Manajemen
Publisher : Unib Press Universitas Bengkulu

This study aims to investigate the effect of: (1) Return on Asset (ROA), Debt to Equity Ratio (DER), Net Profit Margin (NPM), and the proportion of women in board of directors on income smoothing. (2) Further, this study also investigates the moderating effect of proportion of women in board of directors on effect of ROA, DER, and NPM to income smoothing. Data were collected from anufacture companies listed on the Indonesia Stock Exchange (IDX) in the year of 2013 -2015. Multiple regression analysis and moderated regression analysis were used to test the hypotesis in this study. The results of multiple regression analysis show that Return on Asset (ROA) and Debt to Equity Ratio (DER) influence the income smoothing. Meanwhile, Net Profit Margin (NPM) does not influence the income smoothing. The result of moderated regression analysis shows that the proportion of women does not moderate the effect of Return on Asset (ROA), Debt to Equity Ratio (DER), and Net Profit Margin (NPM) on income smoothing. Those could happen because very women are sit in the Board of Directors of the firms in Indonesia.Keywords: Income Smoothing, Return on Asset (ROA), Debt to Equity Ratio (DER), Net profit Margin (NPM).

PERCEIVED ALTERNATIVES OPPORTUNITY SEBAGAI PEMODERASI PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION PADA KARYAWAN CONSIGNMENT PT MATAHARI DEPARTEMENT STORE TBK. CABANG BENGKULU Occy Rahmada Ningsih; Sugeng Susetyo; Paulus Suluk Kananlua
Management Insight: Jurnal Ilmiah Manajemen Vol 15, No 2 (2020): Managament Insight: Jurnal Ilmiah Manajemen
Publisher : Unib Press Universitas Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/insight.15.2.221-231

The purpose of this study is to determine the Perceived Alternatives Opportunitiy as moderating the effect of job satisfaction on turnover intention in employee consignment in PT. Matahari Departement Store Tbk Bengkulu City. This research use quantitative approach by using primary data collected by questionnaire. The sample is consignment employees at PT. Matahari Departement Store Tbk Bengkulu City for amount 169 person taken using the sencus method. The data processing technique of this study used Statistical Package For Social Science (SPSS) software version 16.0. The analysis which is used including validity test and reliability test. The results of this study; 1) job satisfaction has a negative effect on Turnover Intention. 2) Job Satisfaction and Perceived Alternatives Opportunity affect Turnover Intention. 3) Perceived Alternatives Opportunity moderate the effect of Job Satisfaction on Turnover Intention.Keywords : Job Satisfaction, Perceived Alternatives Opportunity, TurnoverIntention

FAMILY SUPPORTIVE SUPERVISOR BEHAVIOR SEBAGAI PEMODERASI PENGARUH WORK LIFE BALANCE TERHADAP JOB SATISFACTION DI MASA PANDEMI COVID-19 PADA KARYAWAN PERUSAHAAN EKSPEDISI DI KOTA BENGKULU Rahma Fitria Ningsih; Sugeng Susetyo
Management Insight: Jurnal Ilmiah Manajemen Vol 17, No 1 (2022): Managament Insight: Jurnal Ilmiah Manajemen
Publisher : Unib Press Universitas Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/insight.17.1.85-97

The purpose of this study was to determine whether family supportive supervisor behavior can moderate the effect of work life balance on job satisfaction during the COVID-19 pandemic for employees of shipping companies in Bengkulu City. This study uses a quantitative approach by using primary data obtained through questionnaires and secondary data obtained through the internet. The sample is 111 employees at PT. Pos Indonesia (Persero) Bengkulu City and 105 employees at PT. Tiki Jallur Nugraha Ekakurir (JNE) Bengkulu City using simple random sampling method. The data processing technique of this research uses the Statistical Package For Social Science (SPSS) software version 22.0. The analytical method used by the researcher is hypothesis testing and Moderated Regression Analysis (MRA). The results of this study; 1) Work life balance has a positive and significant effect on job satisfaction. 2) Family supportive supervisor has a positive and significant effect on job satisfaction. 3) Family supportive supervisors cannot moderate the effect of work life balance on job satisfaction.

Analisis Implementasi Kebijakan Pengendalian Pemotongan Ternak Sapi dan Kerbau Betina Produktif di Provinsi Bengkulu Indah Permatasari; Slamet Widodo; Sugeng Susetyo
The Manager Review Vol. 3 No. 1 (2021)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v3i1.19603

The objectives of this study were: (1) To analyze the implementation of control of productive slaughtering of cattle and female buffalo in Bengkulu Province based on George Edward III's policy implementation model, namely communication, resources, disposition of bureaucratic structures. (2) To analyze the implementation constraints of slaughtering productive female cattle and buffalo in Bengkulu Province. This research is a qualitative research with a descriptive design. Determination of informants in this study using the purpusive method, namely the maker and executor of policies to control the slaughter of productive female cattle and buffalo in Bengkulu Province as many as 9 people. The data collection used interviews and observations, while the descriptive qualitative data analysis was based on the Miles and Huberman stages. The results showed that the implementation of the control of productive female cattle and buffalo slaughter in Bengkulu Province from the aspects of (1) communication, that the delivery of information through socialization and distribution of brochures during the coaching activities of livestock groups. The submission of this information is only done once per year due to budget constraints. In terms of clarity, it is very clear from the district level to all parties involved in this policy, starting from the farmer level, business actors, and the regions involved. (2) Resources enough official personnel are available, but the veterinary paramedics are still lacking. Budget support for 2020 has experienced budget recofusing, so that for 2020 there will be no more activities. The local government is very supportive of the implementation of the control of productive female cattle slaughter. Then the supporting facilities are generally available, but for the facilities in the RPH starting from the building and other equipment it is necessary to make improvements and add to the facilities. (3) Disposition, that the local government and the community can accept it quite well. Related to incentives for policy implementers only for officers reporting daily deductions. (4) The bureaucratic structure, that the organizational structure is not yet supportive because the SOP prohibiting the slaughter of productive females is only owned by Mukomuko District, while all districts / cities do not yet exist. When viewed from the perspective of work effectiveness, managing this program is optimal, because it involves almost all sectors implementing this policy

Pengaruh Kepuasan Kerja Terhadap Kinerja Dengan Komitmen Organisasional Sebagai Variabel Mediasi Pada Pegawainegeri Sipil Di Kota Lubuklinggau Syafri Yanto; Slamet Widodo; Sugeng Susetyo
The Manager Review Vol. 4 No. 1 (2022)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v4i1.25849

Abstract. This study aims to examine the effect of job satisfaction on performance in mediating organizational commitment. This research was conducted with a quantitative approach. The population in this study were Civil Servants in Lubuklinggau City. The sampling technique used is Proportionate Stratified Random Sampling, which is taking samples from population members at random and proportionally stratified, sampling is carried out on heterogeneous (unequal) population members, this technique is used because the population is homogeneous. members or elements that are not homogeneous and stratified proportionally. The strata found in this study, namely group I, group II, group III and group IV were used as data. The number of samples were 290 respondents who were taken through a google form questionnaire using the partial least squares (PLS) data analysis method. Based on statistical tests, it was found that 1) job satisfaction had a significant and positive effect on performance. 2) job satisfaction has a positive and significant effect on organizational commitment. 3) Organizational commitment has a positive and significant effect on performance. 4) job satisfaction has a positive and significant effect on performance in mediating organizational commitment. Keywords: Job Satisfaction, Performance, Organizational Commitment Abstrak Tujuan penelitian ini adalah 1) untuk menganalisis pengaruh kepuasan kerja terhadap kinerja, 2) untuk menganalisis pengaruh kepuasan kerja terhadap komitmen Organisasional, 3) untuk menganalisis pengaruh komitmen Organisasional terhadap kinerja, 4) untuk menganalisis pengaruh kepuasan kerja terhadap terhadap kinerja dengan di mediasai komitmen Organisasional, pada Pegawai Negeri Sipil Kota Lubuklinggau. Penelitian ini dilakukan dengan pendekatan kuantitatif, Penelitian kuantitatif umumnya ditujukan untuk membuat generalisasi dari hasil analisis, dan penelitiannya dapat di replikasi, Populasi dalam penelitian ini adalah Pegawai Pemerintah Daerah di Kota Lubuklinggau, teknik pengambilan sampel yang digunakan Proportionate Stratified Random Sampling, yaitu pengambilan sampel dari anggota populasi secara acak dan berstrata secara proporsional, dilakukan sampling ini apabila anggota populasinya heterogen (tidak sejenis), teknik ini digunakan karena populasinya tidak homogen “Proportionate Stratified Random Sampling’’ digunakan bila populasi mempunyai anggota atau unsur yang tidak homogen dan berstrata secara proporsional”. Strata yang dimaksudkan dalam penelitian ini yaitu golongan I, golongan II, golongan III dan golongan IV dijadikan sumber data. Jumlah sampel sebesar 290 responden yang diambil melalui kuisioner googleform dengan menggunakan metode analisis data partial least square (PLS). Berdasarkan uji statistik, hasil penelitian menunjukan bahwa 1) kepuasan kerja berpengaruh secara signifikan dan bernilai positif terhadap kinerja dengan nilai tstatistic sebesar 2.700. Nilai tersebut lebih besar dari ttabel (1.650) dengan nilai P mencapai 0,007 < 0,050. Hal ini bermakna jika kepuasan kerja yang dirasakan pegawai meningkat maka kinerja juga semakin meningkat. 2) kepuasan kerja juga berpengaruh positif dan signifikan terhadap kinerja dengan nilai tstatistic sebesar 16.823. Nilai tersebut lebih besar dari ttabel (1.650) dengan nilai P mencapai 0,000 < 0,05, hal ini bermakna bahwa jika kepuasan kerja meningkat maka komitmen Organisasional juga semakin meningkat. 3) Begitu juga dengan komitmen Organisasional, memiliki pengaruh positif dan signifikan terhadap kinerja dibuktikan dengan nilai tstatistic sebesar 21.049. Nilai tersebut lebih besar dari ttabel (1.650) dengan nilai P mencapai 0,000 < 0,05, hal ini bermakna bahwa jika komitmen Organisasional meningkat maka kinerja juga semakin meningkat. 4) Variabel komitmen Organisasional memiliki peran memediasi penuh pada pengaruh kepuasan kerja terhadap kinerja, hal ini dibuktikan dengan nilai tstatistic sebesar 15.451 yang lebih besar dari ttabel (1.650) dengan tingkat signifikansi 0.000. Kata Kunci : Kepuasan Kerja, Kinerja, Komitmen Organisasional

Job Enrichment Dan Job Enlargement Di Bank Bengkulu Cabang Utama Alvino Sabri Utama; Praningrum; Sugeng Susetyo
Student Journal of Business and Management Vol. 5 No. 3 (2022)
Publisher : Universitas Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract : The objectives of study to describe job enrichment and job enlargement at Bank Bengkulu Main Branch. This study uses a qualitative descriptive design, employee at Bank Bengkulu Main Branch in 2021 as many as 71 people and as many as five informants namely Head of Main Branch, Head of Operations Section, Head of Credit Section, Head of Marketing Section and Head of Sub- Branch Sudirman. Aata analysis using descriptive qualitative. The results showed that job enrichment at Bank Bengkulu Main Branch had been managed well, the assessment of the five dimensions of job enrichment on average was very high. Starting from the first highest dimension, Feedback, Task Identity, Task Significance, Autonomy and Skill Variety. That is, there is an increase in the work of employees by increasing the responsibility for planning, organizing, controlling and evaluating work. Job enlargement at Bank Bengkulu Main Branch has been well managed, the assessment of the three dimensions of job enrichment on average is very high. Starting from the first highest dimension, Task structuring, Job arrangement and Job meaningfulness. That is, there is an increase in job variations by combining or uniting two or more jobs at Bank Bengkulu Main Branch. Keywords: Job Enrichment, Job Enlargement, BPD Bengkulu Abstrak : Pentingnya manajemen sumber daya manusia dalam organisasi menjadi permasalahan utama yang dihadapi banyak organisasi khususnya di bidang bisnis. Kemampuan menghadapi tantangan pada sebuah organisasi tergantung pada kemampuan dalam mengatur dan mengelola sumber daya manusianya, karena sumber daya manusia inilah yang akan menjadi competitive advantage dari sebuah perusahaan. Permasalahan yang muncul terletak pada bagaimana mempertahankan karyawan untuk tetap dapat bekerja sesuai dengan tuntutan yang ada, dan selalu bersemangat dalam setiap pekerjaannya. Salah satunya dengan cara job enrichment dan job enlargement terhadap karyawan. Penelitian ini menggunakan desain deskriptif kualitatif, adalah seluruh karyawan tetap di Bank Bengkulu Cabang Utama pada tahun 2021 yakni sebanyak 71 orang dan sebanyak lima informan yaitu Kepala Cabang Utama, Kasi Bagian Operasional, Kasi Bagian Kredit, Kasi Bagian Pemasaran dan Kepala Cabang Pembantu Sudirman. Untuk analisis data menggunakan analisis deskriptif dan analisis kualitatif. Hasil penelitian menunjukkan bahwa job enrichment di Bank Bengkulu Cabang Utama telah diterapkan dengan baik, penilaian terhadap lima dimensi job enrichment rata-rata sebesar 4,34 (sangat tinggi). Dimulai dari dimensi tertinggi pertama Feedback (4,80), Task Identity (4,55), Task Significance (4,37),Autonomy (4,23) dan Skill Variety (3,88).Terdapat peningkatan pekerjaan karyawan dengan menambah tanggung jawab untuk merencanakan, mengatur, mengendalikan dan mengevaluasi pekerjaan. Job enlargement di Bank Bengkulu Cabang Utama telah diterapkan dengan baik, penilaian terhadap tiga dimensi job enrichment rata-rata 4,82 (sangat tinggi). Dimulai dari dimensi tertinggi pertama Task structuring (4,85), Job arrangement (4,81) dan Job meaningfulness (4,77). Artinya, adanya penambahan variasi pekerjaan dengan mengkombinasikan atau menyatukan dua pekerjaan atau lebih pada Bank Bengkulu Cabang Utama. Kata kunci : Job Enrichment, Job Enlargement, BPD Bengkulu

The Influence of Spiritual Leadership, Organizational Climate and Toxic Workplace on Employee Performance in the South of Bengkulu District Health Office Syahrul Syaifullah; Gerry Suryosukmono; Sugeng Susetyo
Management Analysis Journal Vol. 13 No. 1 (2024): March 2024
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v13i1.1198

Spiritual leadership is considered a crucial factor in shaping a positive organizational culture, while a toxic workplace can have negative impacts on employee well-being and performance. This study aims to investigate the influence of spiritual leadership and a toxic workplace on employee performance with the mediation of organizational climate in the Health Office of South Bengkulu. The research utilized purposive sampling with 112 respondents, consisting of medical and staff personnel in the Health Office of South Bengkulu, employing SEM-PLS as the data analysis method. The findings of this study indicate that spiritual leadership, a toxic workplace, and organizational climate have a positive and significant impact on employee performance. Additionally, organizational climate can mediate the relationship between spiritual leadership, a toxic workplace, and employee performance. The practical implications of these findings can assist organizations, particularly the Health Office of South Bengkulu, in developing more effective management strategies to enhance employee well-being and performance.

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