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All Journal Jurnal Siasat Bisnis JDM (Jurnal Dinamika Manajemen) JAM : Jurnal Aplikasi Manajemen Jurnal Manajemen Indonesia Jurnal Ilmiah Universitas Batanghari Jambi JURNAL EDUCATION AND DEVELOPMENT EQIEN - JURNAL EKONOMI DAN BISNIS OIKOS: Jurnal Kajian Pendidikan Ekonomi dan Ilmu Ekonomi YUME : Journal of Management Almana : Jurnal Manajemen dan Bisnis Sosiohumanitas: Jurnal Ilmu-Ilmu Sosial dan Humaniora Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik JIIP (Jurnal Ilmiah Ilmu Pendidikan) Charity : Jurnal Pengabdian Masyarakat Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) eProceedings of Management

Bachruddin Saleh Luturlean

Universitas Telkom, Indonesia

Author-ID : 3577170

Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Social Sciences Other

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PENGARUH PELATIHAN TERHADAP KINERJA KARYAWAN PADA DIVISI PELAYANAN SUMBER DAYA MANUSIA PT. POS INDONESIA (PERSERO) BANDUNG Pertiwi, Havivahani; Luturlean, Bachruddin Saleh
Almana : Jurnal Manajemen dan Bisnis Vol 3 No 2 (2019): Vol. 3 No.2/ Agustus 2019
Publisher : Management Study Program, Faculty of Economics and Business, Langlangbuana University Bandung

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

Employees of PT. Pos Indonesia, the human resources service division has a different level of knowledge and skills. This can affect the results of employee performance in the division. The purpose of this study was to understand and analyze the effect of training on the performance of employees of the human resources service division of PT. Pos Indonesia (Persero) Bandung. The method used in this study is descriptive and quantitative causality analysis methods. The data analysis technique used is a simple linear regression analysis. This study uses sources from primary data as well as collecting research data using questionnaires and interviews. The sample from this study were 35 employees of PT. Pos Indonesia (Persero) Bandung division of human resources services using saturated sampling techniques. The results of this study indicate that training has an influence on the performance of the human resources service division of PT. Pos Indonesia (Persero) Bandung. The coefficient of determination (R Square) shows a value of 0.3249 or 32.49%. This means that training variables have an influence on the performance variables of 32.49% and the remaining 67.51% are influenced by other variables not examined.

Managing Human Resources Management Policies in a Private Hospital and its Impact on Work-Life Balance and Employee Engagement Luturlean, Bachruddin Saleh; Witjara, Edi; Prasetio, Arif Partono; Adhanissa, Salsa
JDM (Jurnal Dinamika Manajemen) Vol 11, No 2 (2020): September 2020 (DOAJ Indexed)
Publisher : Department of Management, Faculty of Economics, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v11i2.23499

This study examines the role of human resources practice in enhancing work-life balance and engagement. We try to identify how are employees manage their work and life with the help of an organization to achieve stronger engagement. Data obtained by distributing a questionnaire to 200 employees from a private hospital in Banyuwangi. The collection of the questionnaire took 45 days and we have 113 useable responses. The technique used is mediation analysis using bootstrapping analysis. The results showed there is a positive effect of human resource practice on work-life balance. Both variables have a positive effect on employee engagement. Through the mediation analysis, it is known that work-life balance acts as mediation in the relationship between human resource practices and the level of employee involvement. Future studies can expand the participants from other hospitals in Banyuwangi or East Java.

KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN AFEKTIF PADA KARYAWAN PERUSAHAAN BIDANG KONSTRUKSI MILIK PEMERINTAH DI MEDAN Bachruddin Saleh Luturlean; Arif Partono Prasetio; Anisa Firli; Gilang Ananda Mikola; Muhammad Adnan Darmawan
Jurnal Manajemen Indonesia Vol 18 No 3 (2018): Jurnal Manajemen Indonesia
Publisher : Fakultas Ekonomi dan Bisnis, Telkom University.

Affective commitment is a commitment that comes from within and it needs quite some time to develop. Organizations need to ensure that their employees have strong affective commitment. Transformational leadership style can help employees to feel valued and develop strong commitment. On the other hand the positive atmosphere inside the organization will also enrich the positive experience of employees which in the end will increase the affective commitment. This study analyses the effect of transformational leadership and job satisfaction on employee’s affective commitment. We study one of the state companies in Medan using 72 participants. The explanatory method and path analysis are used to explain relationships and influences between variables. The results of the study prove that transformational leadership style and job satisfaction simultaneous and partial have effects in improving the quality of employee affective commitment. Business organizations need to apply transformational leadership styles and develop human resources program that can enhance job satisfaction. By carefully focus on these two elements, the organization is expected to be able to increase employee affective commitment. Keywords—Transformational Leadership, Job satisfaction, Affective Commitment Abstrak Komitmen afektif adalah komitmen yang muncul dari dalam diri sendiri dan dibangun seiring berjalannya waktu. Organisasi perlu memastikan bahwa karyawan mereka memiliki komitmen afektif yang kuat. Unsur kepemimpinan khususnya yang bersifat transformasional diyakini dapat membuat karyawan merasa dihargai dan pada akhirnya memiliki komitmen yang kuat. Di samping itu, suasana dalam organisasi yang menyenangkan akan memperkaya pengalaman positif karyawan yang juga berdampak pada peningkatan komitmen afektif. Penelitian ini menganalisis pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap terbentuknya komitmen afektif karyawan di salah satu perusahaan negara di Medan. 72 Responden yang berpartisipasi dalam penelitian ini. Metode eksplanatori dan analisis jalur digunakan untuk menjelaskan hubungan dan pengaruh antar variabel. Hasil penelitian membuktikan bahwa gaya kepemimpinan transformasional dan kepuasan kerja memiliki pengaruh simultan dan parsial terhadap peningkatan kualitas komitmen afektif karyawan. Organisasi bisnis perlu mengaplikasikan gaya kepemimpinan transformasional serta mengembangkan program sumberdaya manusia yang bisa meningkatkan kepuasan kerja karyawan. Dengan mengoptimalkan kedua unsur ini, organisasi diharapkan mampu meningkatkan komitmen afektif karyawan. Kata kunci—Kepemimpinan Transformasional, Kepuasan Kerja, Komitmen Afektif

Pengaruh Good Governance terhadap Kinerja Karyawan di Badan Perencanaan Penelitian dan Pengembangan Kabupaten Karimun Adelya Rifdah; Bachruddin Saleh Luterlean
Jurnal Ilmiah Universitas Batanghari Jambi Vol 21, No 2 (2021): Juli
Publisher : Universitas Batanghari Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33087/jiubj.v21i2.1499

Good governance is a principle that can treat political bureaucracy, which is considered to be frequently found in cases of corruption, bribery and abuse of power, including various violations of human rights. The Planning, Research and Development Agency of Karimun Regency through the implementation of E-Planning since 2017, shows that it has implemented Good Governance. In this case, all employees of the Karimun Regency Planning, Research and Development Agency participate in implementing good governance because they carry out government tasks. This study aims to identify the magnitude of the influence of Good Governance on Employee Performance in the Planning, Research and Development Agency of Karimun Regency. This research uses descriptive and causal research using quantitative research methods. This study uses a non-probability sampling technique, with the sample used is a saturated sample. Where the samples in this study are all employees in the Planning, Research and Development Agency of Karimun Regency, amounting to 65 respondents. The results of descriptive analysis show that the value obtained is 77.79%, so that Good Governance is in the good category and the employee's performance is in the good category with the value obtained of 77.98%. The effect of good governance on the performance of the employees of the Planning, Research and Development Agency of Karimun Regency is 47.3%, while the remaining 52.7% is the contribution of other variables not examined in this study.

Pengaruh Reward dan Punishment Terhadap Kinerja Karyawan Perusahaan Startup Entra Indonesia Muslikhah Kusuma; Bachruddin Saleh Luturlean
SOSIOHUMANITAS Vol 20 No 2 (2018): Agustus 2018
Publisher : Lembaga Penelitian Universitas Langlangbuana

Startup sebagai bisnis baru yang didirikan menghadapi kondisi ketidakpastian yang sangat tinggi, apakah startup tersebut akan berhasil atau gagal. Ketidakpastian inilah yang dihadapi oleh para pendiri startup sehari-hari. Dari sisi lain perusahaan startup tidak memiliki jam kerja terikat serta cara berpakaiannya, hal tersebut memberikan kenyamanan tersendiri bagi karyawannya. Perusahaan Entra Indonesia adalah salah satu perusahaan startup yang bergerak dibidang ethnic travel. Salah satu cara agar meningkatkan kinerja karyawan yang baik, Entra Indonesia menerapkan reward dan punishment. Penelitian ini termasuk dalam penelitian deskriptif dan kausal. Populasi dalam penelitian ini adalah karyawan Entra Indonesia yang berjumlah 38. Sampel yang digunakan adalah sampel jenuh, dimana semua populasi menjadi sampel. Analisis yang digunakan adalah analisis deskriptif dan analisis regresi berganda. Dari hasil penelitian yang dilakukan, diperoleh tanggapan karyawan mengenai penerapan reward dan punishment terhadap kinerja secara keseluruhan masuk dalam kategori baik. Berdasarkan hasil analisis regresi berganda pengaruh reward secara parsial terhadap kinerja sebesar 0,491 dan pengaruh punishment secara parsial terhadap kinerja sebesar 0,622. Pengaruh reward dan punishment secara simultan terhadap kinerja sebesar 81,5% dan sisanya 18,5% dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini.

ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI DISIPLIN KERJA KARYAWAN DI PT POS INDONESIA CABANG SOLO Charolina Ayu Saputri; Bachruddin Saleh Luturlean
SOSIOHUMANITAS Vol 21 No 1 (2019): Maret 2019
Publisher : Lembaga Penelitian Universitas Langlangbuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36555/sosiohumanitas.v21i1.998

Disiplin merupakan suatu kekuatan yang berkembang di dalam tubuh karyawan dan yang menyebabkan karyawan dapat menyesuaikan diri dengan sukarela pada keputusan peraturan, dan nilai-nilai tinggi daripekerjaan dan perilaku. Tujuan dari penelitian ini adalah untuk mengetahui faktor apa saja yang paling dominan mempengaruhi disiplin kerja karyawan di PT Pos Indonesia Cabang Solo. Variabel dalam penelitian ini adadelapan variabel yaitu teladan pimpinan, pengawasan melekat, sanksi hukuman, ketegasan, kompensasi, hubungan kemanusiaan, perhatian oleh pimpinan, dan penegakan disiplin. Dengan menggunakan metodepenelitian deskriptif kuantitatif. Responden dalam penelitian berjumlah 70 responden. Teknik analisis data yang digunakan adalah menggunakan analisis faktor dengan bantuan software SPSS Versi 22 for windows. Hasilpenelitian menunjukkan disiplin kerja karyawan kantor pos dalam kategori sangat baik. Hasil analisis faktor juga menunjukkan bahwa terbentuk tiga faktor yang juga termasuk dominan dalam mempengaruhi disiplin kerjakaryawan di PT Pos Indonesia Cabang Solo yaitu kepemimpinan, kepastian hukum, dan hubungan kemanusiaan.

THE TURNOVER INTENTION IN TELECOMMUNICATION COMPANY: THE IMPORTANCE ROLE OF EFFECTIVE HUMAN RESOURCE PRACTICES AND AFFECTIVE ORGANIZATIONAL COMMITMENTS AS ANTECEDENTS Romat Saragih; Bachruddin Saleh Luturlean; Arif Partono Prasetio
Jurnal Aplikasi Manajemen Vol 18, No 3 (2020)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2020.018.03.06

Based on the social exchange theory, turnover can be dealt with properly if the company can provide good human resource management and develop employee’s emotional attachments. Perceived trust, justice, and fair treatment will develop a positive sense and identification. This empirical study was conducted in Jakarta with 114 telecommunication provider employees working in the finance division. Furthermore, this study examined the relationship between officers’ perceptions of effective human resources (HR) practices and employees’ turnover mediated by affective commitment. Effective HR practice develops stronger affective commitment which turns to affect their intention to leave. To test hypotheses, we used SPSS 21 with the Macro process. Regression and bootstrap analysis results illustrated that perceived effective HR practice does not significantly affect turnover intention. However, it affected the affective organizational commitment which then influenced the intention to leave. That is affective commitment mediated the relations. HR practitioners should be aware that merely implementing HR practices may not suffice, instead, they should also focus their attention on how the impact on affective commitment when implementing them. It is suggested that further study needs to focus on other independent variables such as work-life balance, reward satisfaction, co-workers support, and career development to tackle turnover problems. Consideration to use longitudinal data will also increase accuracy. This study aims to contribute to the HR and organizational behavior literature by testing the effect of HR practice and affective commitment as an antecedent of turnover intention using social exchange background.

ANTECEDENTS OF EMPLOYEE’S AFFECTIVE COMMITMENT THE DIRECT EFFECT OF WORK STRESS AND THE MEDIATION OF JOB SATISFACTION Bachruddin Saleh Luturlean; Arif Partono Prasetio
Jurnal Aplikasi Manajemen Vol 17, No 4 (2019)
Publisher : Jurusan Manajemen Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2019.017.04.14

This study aimed to investigate the effect of work stress on affective commitment directly and indirectly through the mediation of job satisfaction. Organizations need to develop employee’s affective commitment. This emotional attachment believed to have positive impact on organizational performance. The current study examined 428 participants from various industries in Indonesia. Using path analysis the study revealed that work stress had very small negative effect on job satisfaction. Job satisfaction had significant positive effect on affective commitment, but work stress did not have significant effect on affective commitment. Thus job satisfaction did not mediate the effect of work stress on affective commitment. Findings suggest that organization still need to find other factors which have impact on employee’s affective commitment, while they can still achieve affective commitment by providing a program that enhances job satisfaction. The contribution of this paper is to provide wider analysis regarding stress and job attitude to improve organizational policies in managing human resources.

The effects of job satisfaction and organizational commitment on organizational citizenship behavior Arif Partono Prasetio; Syahrizal Siregar; Bachruddin Saleh Luturlean
Jurnal Siasat Bisnis Vol. 19 No. 2 (2015)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol19.iss2.art1

The service quality is always the main factor for organization which focuses on the customer satisfaction to enhance their business and their performance. In order to have the great quality, they depend on their human resources. They need human resources who perform well. The employee who shows strong Organizational Citizenship Behavior believed can be performs better. That is why it is important for the organization to create employee with the strong OCB. OCB influenced by various factors. Job satisfaction and organization commitment are two important factors among them, which can predict the OCB. Organization should maintain the level of their employee’s satisfaction and commitment in order to develop the strong OCB. The research analyzed the effect of the job satisfaction and organization commitment on OCB at the PLN Distribution Office for Wet Java and Banten. Research conducted towards 100 participants using the multiple regression and descriptive analysis method. Through the analysis we found that job satisfaction and organization commitment has significance relation toward OCB (0.516). This finding is in line with previous research which promotes positive relation between these variables, eventhough only a mild percentage (0.266).The organization should place detail attention when applying the treatment. We suggest that the both job satisfaction and organization commitment should apply simultaneously in order to get better result. Further research needed to identify others factor which might be important to enhance the OCB.

PENGARUH PELATIHAN TERHADAP KINERJA KARYAWAN PADA DIVISI PELAYANAN SUMBER DAYA MANUSIA PT. POS INDONESIA (PERSERO) BANDUNG Havivahani Pertiwi; Bachruddin Saleh Luturlean
Almana : Jurnal Manajemen dan Bisnis Vol 3 No 2 (2019): Vol. 3 No.2/ Agustus 2019
Publisher : Program Studi Manajemen, Fakultas Ekonomi, Universitas Langlangbuana

Co-Authors Adelya Rifdah Adhanissa, Salsa Adithya Taufik Kurniawan Agus Maolana Hidayat Alini Gilang Anisa Firli Arif Kuswanto Arif Partono Prasetio Arif Partono Prasetio Arif Partono Prasetio Arif Partono Prasetio Arif Partono Prasetio, Arif Partono Ati Mustikasari Belqis Cecillia Tyara Wahyu Charolina Ayu Saputri Citra Gitar Mahardika Devie Ryana Suchendra Gilang Ananda Mikola Havivahani Pertiwi Heru Nugroho Ichwanul Muslim Karo Karo Kristina Sisilia Luthfia Nur Wachidah Marlindia Ike Sari Mochamad Restu Fauzy Muhammad Adnan Darmawan Muhammad Rizky Rahman Muslikhah Kusuma Nellyaningsih Nurul Khastelia Hartomo Nuslih Jamiat Patrick Adolf Telnoni Pertiwi, Havivahani Pramitha Aulia Pramuko Aji PUTRI WULANDARI Raisa Salsabila Zaher Ratna Gema Maulida Raudha Maurika Sari Regya Tirtasari Rennyta Yusiana Retno Setyorini Rini Handayani Rohmat Saragih Saragih, Romat Suryana R Achmad Syahrizal Siregar Sylvia Defitamila Wardhani Muhamad Witjara, Edi Yahya Peranginangin

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