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Ardinal Djalil
Universitas Bandung Raya
Economics, Econometrics & Finance

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Pengaruh Laba Bersih, Arus Kas Bebas, Dan Arus Kas Operasi Terhadap Dividen Tunai Pada 12 Perusahan Makanan Dan Minuman Yang Terdaftar Di Bursa Efek Indonesia (Periode 2012-2018) Ardinal Djalil
Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen Vol 1 No 2 (2019): Agustus 2019
Publisher : Universitas Insan Cendekia Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (115.271 KB) | DOI: 10.37577/ekonam.v1i2.215

Abstract

Abstract : Cash Dividends are the most common type distributed by companies to shareholders. Because cash dividends help reduce the risk of uncertainty in shareholder investment activities. And for companies dividend payments can be used to strengthen the company's position in finding additional funds in the capital market. In determining the amount of dividends to be distributed by management is often faced with a difficult decision. This difficulty is caused by management having to consider paying dividends that are smaller, larger, permanent or stable, because any decision on dividend payments will result in investors acting on the company's shares. This study aims to analyze the effect of net income, free cash flow and operating cash flow on cash dividends. Data was obtained from companies listed on the Indonesian stock exchange in the period 2010-2016. This research uses descriptive verification research method. The independent variables in this study are Net Income (X1), Free Cash Flow (X2), and Operating Cash Flow (X3) and the dependent variable in this study is Cash Dividend (Y). The results of the study and discussion show that in partial testing (t-test), obtained from the tcount for Net Profit of 2.727 and tcount for Free Cash Flow of 2.086 is greater than the table of 1.989. For Operating Cash Flow variable has no influence on Cash Dividends. The assessment can be seen from the tcount for Operating Cash Flow of -1.201 smaller than t table 1.989. Whereas in simultaneous testing (F test), Net Profit (X1), Free Cash Flow (X2) and Operating Cash Flow (X3) simultaneously affect Cash Dividends. The coefficient of determination obtained by 16%, while the remaining 84% is influenced by other factors ignored by the writer in this study.
Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri) Ardinal Djalil
Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen Vol 2 No 1 (2020): Februari 2020
Publisher : Universitas Insan Cendekia Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (512.316 KB) | DOI: 10.37577/ekonam.v2i1.229

Abstract

ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees. This study aims to determine how respondents respond to knowledge management, organizational culture, organizational commitment to employee performance, and to see how much influence knowledge management, corporate culture, organizational commitment on employee performance, partially or simultaneously. The method used in this research is quantitative. Data collection was carried out through a literature study and distributing questionnaires to 86 respondents. Sampling with Proportional Simple Random Sampling. Data analysis using multiple linear analyses. The results showed that: Respondents 'responses to knowledge management, organizational culture, and employee performance were in a good category, and respondents' responses to organizational commitment were in the sufficient category. Regression equation Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, shows knowledge management, organizational culture, organizational commitment has a positive effect on employee performance. Correlation results (R) of 0.467, indicating that there is a moderate relationship between knowledge management, organizational culture, organizational commitment to employee performance. The results of the coefficient of determination (R2), indicate that the magnitude of the influence of knowledge management, organizational culture, organizational commitment to employee performance by 21.8%, the remaining 78.2% by variables not examined in this research model. ABSTRACT: Era globalisasi telah melanda berbagai aspek kehidupan manusia. Dalam bidang perekonomian hal ini membawa dampak yang cukup besar bagi industri- industri di Indonesia baik itu industri perdagangan, manufaktur maupun jasa kinerja karyawan menjadi hal yang sangat di perhatikan oleh perusahaan, sehingga peningkatan kinerja karyawan dipengaruhi oleh pengelolaan pengetahuan karyawan melalui knowledge management, perbaikan budaya organisasi, dan peningkatan komitmen organisasi dari karyawan. Penelitian ini bertujuan untuk mengetahui bagaimana tanggapan responden mengenai knowledge management, budaya organisasi, komitmen organisasi dengan kinerja karyawan, serta untuk melihat seberapa besar pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan, secara parsial maupun simultan. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Pengumpulan data dilakukan melalui studi pustaka dan penyebaran kuesioner kepada 86 responden. Pengambilan sample dengan Proportional Simple Random Sampling. Analisis data menggunakan analisis linier berganda. Hasil penelitian menunjukkan bahwa: Tanggapan responden terhadap knowledge management, budaya organisasi, dan kinerja karyawan berada dalam kategori baik, serta tanggapan responden terhadap komitmen organisasi berada dalam kategori cukup. Persamaan regresi Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, menunjukkan knowledge management, budaya organisasi, komitmen organisasi berpengaruh positif terhadap kinerja karyawan. Hasil korelasi (R) sebesar 0,467, menunjukkan bahwa terjadi hubungan yang sedang antara knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan. Hasil koefisien determinasi (R2), menunjukkan bahwa besarnya pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan sebesar 21,8%, sisanya 78,2% dipengaruhi oleh variabel yang tidak diteliti dalam model penelitian ini.
PENGARUH KOMPENSASI FINANSIAL DAN STRES KERJA TERHADAP KEPUASAN KERJA KARYAWAN (Studi pada Karyawan bagian Produksi PT Daya Anugrah Mandiri).” Ardinal Djalil; Wiara Sanchia Grafita Ryana Devi
Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen Vol 2 No 2 (2020): Agustus 2020
Publisher : Universitas Insan Cendekia Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (344.113 KB) | DOI: 10.37577/ekonam.v2i2.288

Abstract

Human resources are the key to achieving company goals, therefore human resource management must be carried out appropriately so that company activities are not hampered, one of the things that companies must pay attention to is employee job satisfaction because high job satisfaction will make employees enthusiastic at work and capable. give the best for the company. While job dissatisfaction can make employee morale low, and make discipline and turnover relatively large, this in turn will prevent company activities from running effectively and efficiently. Job satisfaction is inseparable from the factors that can affect employee job satisfaction, some of which are financial compensation and job stress. Among the ways to determine employee job satisfaction is to know the state of financial compensation and work stress at the Head Office of PT Daya Anugrah Mandiri The purpose of this study was to determine whether there is an effect of financial compensation and job stress on employee job satisfaction either partially or simultaneously. The population in this study were 29 employees at the Head Office of PT Daya Anugrah Mandiri where the entire population was used as the object of research using saturated sampling. The variables studied in this study were job satisfaction, financial compensation, job stress. The method used in this research is a quantitative method with descriptive and verification approaches, and for data collection using survey methods, namely, questionnaires and interviews. The data collected is then analyzed using frequency distribution tables, classical assumption tests, simple linear regression analysis, multiple linear regression analysis, correlation coefficient analysis and determination coefficient analysis, with the help of a computerized system (SPSS version 16.0). The results of the research and discussion show: (1) Job satisfaction is in the low category with a total score of 1117, financial compensation is in the poor category with a total score of 741, and job stress is in the high enough category with a total score of 901. (2) Partially, the effect of financial compensation on job satisfaction is very strong with the contribution of the influence of 78.7% and the remaining 21.3% is influenced by other factors. The effect of job stress is very strong on job satisfaction with the contribution of the influence of 78.5% and the remaining 21.5% is influenced by other factors. (3) Simultaneously, the influence of financial compensation and job stress is very strong with the contribution of the influence of 87.5% and the remaining 12.5% ​​is influenced by other factors.
Pengaruh Gaya Kepemimpinan Dan Employee Engagement Terhadap Kinerja Karyawan (Studi pada Karyawan bagian Produksi PT Daya Anugrah Mandiri) Ardinal Djalil; Wiara Sanchia Grafita Ryana Devi; Indriana Damaianti
Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen Vol 3 No 1 (2021): Februari 2021
Publisher : Universitas Insan Cendekia Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (342.52 KB) | DOI: 10.37577/ekonam.v3i1.323

Abstract

Leadership style can have an effect on decreased employee performance, even exceeding the target set by the company. So that work to use by even by it was the results of the work is not satisfactory. Facing conditions like this, a leader must provide motivation to employees, employees do not feel bored and burdened in carrying out their duties. In addition, one way to improve employee performance is to be tied to work (employee engagement). One of the factors for increasing employee engagement is the leadership factor. Therefore, it is necessary to conduct research on the influence of leadership style and employee engagement on employee performance. Methods of data using a questionnaire. The technical analysis of the data used is descriptive and verification approaches. Data collection was carried out by observations, interviews and questionnaires as many as 80 employees of PT Daya Anugrah Mandiri. To measure the magnitude of the relationship between the three variables used relationship coefficient analysis and multiple regression analysis with the help of SPSS version 16 software. The results of the research and the analysis of the respondent's performance responses can say that as a category that is quite agree with a total score of 4096, leadership style with a total score of 1814 is in the category of disagree, and employee involvement with a total score of 2652 is in the category agree employee (Y) of 0.343 means that the relationship between the two variables is low. Employee engagement (X2) and employee performance (Y) of 0.141 means that the relationship between the two variables is low. The influence of Leadership Style (X1) on Employee Performance (Y) based on the results of simple linear regression partially the value of a = 58.979, if the leadership style is zero then the employee's performance will be worth 58.979. While the value of b is 0.343, the employee's performance will increase by 0.343 and the effect is positive. The effect of Employee Engagement (X2) on Employee Performance (Y) is a = 55,880, if employee engagement is zero then the employee's performance will be 55,880. While the value of b is 0.141, the employee's performance will increase by 0.141 and the effect is positive. The influence of Leadership Style (X1) and Employee Involvement (X2) on Employee Performance (Y) based on the results of multiple linear regression simultaneously with a constant value of 60,990 of the three variables there is a positive influence. Gaya kepemimpinan dapat berpengaruh terhadap kinerja karyawan yang menurun, bahkan bisa juga melebihi target yang ditentukan perusahaan. Sehingga karyawan bekerja dengan terpaksa oleh karena itu hasil pekerjaanya kurang memuaskan. Menghadapi kondisi yang seperti ini seorang pemimpin harus memberikan motivasi pada karyawan, supaya karyawan tidak merasa jenuh dan terbebani dalam menjalankan tugasnya. Selain itu salah satu cara meningkatkan kinerja karyawan adalah dengan merasa terikat terhadap pekerjaannya (employee engagement), salah satu faktor untuk meningkatkan employee engagement adalah faktor kepemimpinan. Oleh karena itu, perlu dilakukan penelitian mengenai pengaruh gaya kepemimpinan dan employee engagement terhadap kinerja karyawan. Metode pengumpulan data dengan menggunakan kuesioner. Teknis analisis data yang digunakan dengan pendekatan deskriptif dan verifikatif. Pengumpulan data dilakukan observasi, wawancara dan menyebarkan kuesioner sebanyak 80 karyawan PT Daya Anugrah Mandiri. Untuk mengukur besarnya hubungan ketiga variabel digunakan analisis koefisien relasi dan analisis regresi berganda dengan bantuan software SPSS versi 16. Hasil penelitian dan analisis tanggapan responden kinerja karyawan dapat dinilai sebagai kategori cukup setuju dengan total skor sebesar 4096, gaya kepemimpinan dengan nilai total skor 1814 termasuk kategori tidak setuju, dan employee engagement dengan nilai total skor 2652 termasuk kategori setuju. Variabel gaya kepemimpinan (X1) dengan kinerja karyawan (Y) sebesar 0.343 artinya hubungan diantara kedua variabel rendah. Employee engagement (X2) dan kinerja karyawan (Y) sebesar 0.141 artinya hubungan diantara kedua variabel rendah. Pengaruh Gaya Kepemimpinan (X1) terhadap Kinerja Karyawan (Y) berdasarkan hasil regresi linier sederhana secara parsial nilai a = 58.979, jika Gaya kepemimpinan bernilai nol maka kinerja karyawan akan bernilai 58.979. Sedangkan nilai b sebesar 0.343 maka kinerja karyawan akan meningkat sebesar 0.343 dan pengaruhnya bernilai positif. Pengaruh Employee Engagement (X2) terhadap Kinerja Karyawan (Y) bernilai a = 55.880, jika employee engagement bernilai nol maka kinerja karyawan akan bernilai 55.880. Sedangkan nilai b sebesar 0.141 maka kinerja karyawan akan meningkat sebesar 0.141 dan pengaruhnya bernilai positif. Pengaruh Gaya Kepemimpinan (X1) dan Employee Engagement (X2) terhadap Kinerja Karyawan (Y) berdasarkan hasil regresi linier berganda secara simultan dengan nilai konstanta sebesar 60.990 dari ketiga variabel tersebut terdapat pengaruh yang positif.
DAMPAK GREEN COMPESATION, DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT. LEN INDUSTRI (PERSERO) Ardinal Djalil; Wiara Sanchia Grafita Ryana Devi
Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen Vol 3 No 2 (2021): Agustus 2021
Publisher : Universitas Insan Cendekia Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (341.028 KB) | DOI: 10.37577/ekonam.v3i2.338

Abstract

The purpose of this research was to examine the effect of Green Compensation, Motivation on Employee Performance at PT. Len Industri (Persero). The independent variables in this study are Green Compensation and Motivation. As for the dependent variable in this study using employee performance. The research method used is a quantitative method with a descriptive analysis approach and verification. The population of this study were employees of PT. Len Industri (Persero) numbered 72 people. The research method uses probability sampling with random sampling techniques with a total sample of 61 people. Data analysis was performed using multiple linear regression. The results showed that partially Green Compensation on Employee Performance with a contribution of 32.8% at PT. Len Industri (Persero). While motivation partially affects Employee Performance by 60% at PT. Len Industri (Persero). Simultaneously Green Compensation, Motivation has an effect on Employee Performance with a contribution of 52.3% at PT. Len Industri (Persero). Penelitian ini bertujuan untuk menguji pengaruh Green Compensation, Motivasi Terhadap Kinerja Karyawan pada PT. Len Industri (Persero). Variabel bebas dalam penelitian ini adalah Kompensasi dan Motivasi Hijau. Adapun variabel terikat dalam penelitian ini menggunakan kinerja pegawai. Metode penelitian yang digunakan adalah metode kuantitatif dengan pendekatan analisis deskriptif dan verifikatif. Populasi penelitian ini adalah karyawan PT. Len Industri (Persero) berjumlah 72 orang. Metode penelitian menggunakan probability sampling dengan teknik random sampling dengan jumlah sampel 61 orang. Analisis data dilakukan dengan menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa Kompensasi Hijau secara parsial terhadap Kinerja Karyawan dengan kontribusi sebesar 32,8% pada PT. Len Industri (Persero). Sedangkan motivasi secara parsial mempengaruhi Kinerja Pegawai sebesar 60% pada PT. Len Industri (Persero). Secara simultan Green Compensation, Motivasi berpengaruh terhadap Kinerja Karyawan dengan kontribusi sebesar 52,3% pada PT. Len Industri (Persero).
DAMPAK GREEN COMPESATION, DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT. LEN INDUSTRI (PERSERO) Ardinal Djalil
Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen Vol 4 No 1 (2022): Februari 2022
Publisher : Universitas Insan Cendekia Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37577/ekonam.v4i1.486

Abstract

The purpose of this research was to examine the effect of Green Compensation, Motivation on Employee Performance at PT. Len Industri (Persero). The independent variables in this study are Green Compensation and Motivation. As for the dependent variable in this study using employee performance. The research method used is a quantitative method with a descriptive analysis approach and verification. The population of this study were employees of PT. Len Industri with a total sample of 61 people. Data analysis was performed using multiple linear regression. The results showed that partially Green Compensation on Employee Performance with a contribution of 32.8% at PT. Len Industri. While motivation partially affects Employee Performance by 60%.Green Compensation, Motivation has an effect on Employee Performance with a contribution of 52.3% at PT. Len Industri Penelitian ini bertujuan untuk menguji pengaruh Kompensasi Hijau, Motivasi Terhadap Kinerja Karyawan pada PT. Len Industri (Persero). Variabel bebas dalam penelitian ini adalah Kompensasi dan Motivasi Hijau. Adapun variabel terikat dalam penelitian ini menggunakan kinerja pegawai. Metode penelitian yang digunakan adalah metode kuantitatif dengan pendekatan analisis deskriptif dan verifikatif. Dengan jumlah sampel 61 orang. Analisis data dilakukan dengan menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa Kompensasi Hijau secara parsial terhadap Kinerja Karyawan dengan kontribusi sebesar 32,8% pada PT. Len Industri (Persero). Sedangkan motivasi secara parsial mempengaruhi Kinerja Pegawai sebesar 60% pada PT. Len Industri. Green Compensation, Motivasi berpengaruh terhadap Kinerja Karyawan dengan kontribusi sebesar 52,3% pada PT. Len Industri.
Co-Authors Indriana Damaianti Wiara Sanchia Grafita Ryana Devi Wiara Sanchia Grafita Ryana Devi