Jurnal Integrasi Sumber Daya Manusia
Jurnal Integrasi Sumber Daya Manusia dimaksudkan sebagai media kajian ilmiah hasil penelitian, pemikiran, dan kajian analisis kritis mengenai penelitian di bidang Manajemen Sumber Daya Manusia. Sebagai bagian dari semangat menyebarluaskan ilmu yang dihasilkan dari penelitian dan pemikiran untuk pengabdian kepada masyarakat luas dan sebagai sumber referensi bagi para akademisi di bidang Ilmu Manajemen Sumber Daya Manusia. Fokus utama Jurnal Integrasi Sumber Daya Manusia adalah manajemen sumber daya manusia, hubungan kerja, perilaku dalam organisasi, mengembangkan strategi SDM, hukum ketenagakerjaan, kebijakan rekrutmen, strategi retensi karyawan, kepemimpinan dan suksesi, mengelola karyawan selama masa perubahan, dan strategi pengembangan karyawan.
Articles
12 Documents
<![CDATA[Kinerja karyawan hotel bintang 4 dan bintang 5 di Bandung Raya ]]>
<![CDATA[Dewi Kania]]>;
<![CDATA[Mudayat Mudayat]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 1 (2022): September 2022 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i1.33
<![CDATA[This study aims to analyze and study descriptively and derivatively related to the Influence of organizational culture and organizational commitment on job satisfaction and employee engagement and its implications on employee performance. This research method is a quantitative research method with descriptive and explanatory survey methods with crossectional categories. Population based on the geographical area with sampling techniques using proportional stratified random sampling. Sources of data obtained from Primary and Secondary data through observation, questionnaires, interviews and documentation using data analysis techniques, namely Path Analysis. The results showed that descriptively organizational culture is in the exceptionally good to a suitable category, while organizational commitment is in the relatively good to the excellent category, then job satisfaction is in the good enough to the good category, and employee engagement and employee performance are also in the category of good enough to sound, and the whole hypothesis is accepted.]]>
<![CDATA[Pengaruh komunikasi dan motivasi terhadap kinerja pegawai ]]>
<![CDATA[Didi Wandi]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 1 (2022): September 2022 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i1.35
<![CDATA[This study aims to determine and analyze the effect of communication and motivation on employee performance. This research uses descriptive analytical research with a qualitative approach. The method used in this research is a survey method. Respondents in this study were some of the employees of the BPBD of Serang Regency, which amounted to 76 people. The measuring instrument used in this research is a questionnaire. Analysis of the data used is a regression test using the SPSS version 25 program. The results of hypothesis testing that have been formulated show that both partially and simultaneous communication and motivation have a significant effect on employee performance in the field of emergency handling of BPBD Serang Regency.]]>
<![CDATA[Perubahan struktur organisasi: Bagaimana implikasinya terhadap peluang karier dan perilaku kewargaan organisasi? ]]>
<![CDATA[Wahyudi Wahyudi]]>;
<![CDATA[Udin Bahrudin]]>;
<![CDATA[Edy Suranta Karina Sembiring]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 1 (2022): September 2022 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i1.63
<![CDATA[Organizational structures that are more complex and innovative are starting to develop, especially in large companies but bring new challenges in their implementation. This study examines the implications of organizational structure changes on employee career opportunities and organizational citizenship behavior. This research was conducted at PT. XYZ is in the department of Human Resource Development (HRD) with a total population of 97 people, while the sample used is saturated. The method used is PLS-SEM using the SmartPLS software tool. As a result, organizational structure changes negatively affect organizational citizenship behavior but positively affect career opportunities. While career opportunities have a positive and significant effect on organizational citizenship behavior, on the other hand, career opportunities can indirectly affect organizational structure changes and organizational citizenship behavior in a positive and significant way.]]>
<![CDATA[Analisis pengaruh pelatihan dan kepemimpinan terhadap kinerja karyawan ]]>
<![CDATA[Ayu Puspitasari]]>;
<![CDATA[Adissya Maya Andara]]>;
<![CDATA[Miranti Putry]]>;
<![CDATA[Mela Sandra]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 1 (2022): September 2022 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i1.64
<![CDATA[Human resources are a determining factor in achieving company goals. With these, human resources are required to be professional to achieve the targets and progress of the company so that they are superior to competitors. This type of research is a quantitative study to find out the effect of training and leadership on employee performance at Ramayana Mall Serang. The population in this study amounted to 63 employees, while the sample used was the saturated sample technique, which means that the entire population was sampled. The primary data used is through the distribution of questionnaires which are distributed directly to the respondents. The tool used to analyze the data obtained is using the help of SPSS software. The results showed that training and leadership either partially or simultaneously significantly affected employee performance. Ramayana Mall Serang is advised to pay attention and improve training and leadership to improve the quality of employee performance more optimally.]]>
<![CDATA[Peran kepemimpinan transformasional dalam meningkatkan kinerja karyawan ]]>
<![CDATA[Edi Muhammad Abduh Alhamidi]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 1 (2022): September 2022 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i1.69
<![CDATA[Leadership is one of the locomotives for organizational growth. Transformational leadership is a popular leadership style applied in various organizations because it can move employees towards optimal performance and benefit the organization. This research method uses the PLS-SEM technique with data processing using SmartPLS. The samples used were 72 hotel employees in the Cinangka area, Serang Regency. The results show that inspirational motivation can improve employee performance, idealized influence has a positive influence on improving employee performance, individualized consideration has a positive and significant impact on contributing to employee performance improvement, and intellectual stimulation has a positive and significant effect on employee performance.]]>
<![CDATA[Pengaruh penempatan terhadap kinerja pegawai melalui komitmen organisasional di Pondok Pesantren ]]>
<![CDATA[Mastur Mastur]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 2 (2023): Maret 2023 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i2.144
<![CDATA[Islamic boarding schools as educational institutions that are very much needed by the community need to be maintained for their sustainability. The sustainability of the pesantren is determined by how well the existing employees are able to perform. This article examines how to improve performance in Islamic boarding schools, resulting in improved employee performance. Using PLS analysis software with saturated sampling method. Forging employees has a positive and insignificant effect on performance, meaning that the placement process must be adjusted to the competence of employees, so that it will give birth to good performance. Employee placement has a positive and significant effect on organizational commitment, this means that the placement will increase organizational commitment. Organizational commitment has a positive and significant effect on employee performance, the existence of organizational commitment will result in increased employee performance. Organizational commitment is capable of mediating between the placement of employees on employee performance, the placement will give birth to organizational commitment and will have implications for increasing employee performance.]]>
<![CDATA[Efek lingkungan kerja dan stres kerja terhadap kinerja karyawan melalui kepuasan kerja sebagai variabel intervening ]]>
<![CDATA[Ade Fauji]]>;
<![CDATA[Salsabila Damaihati]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 2 (2023): Maret 2023 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i2.206
<![CDATA[One of the factors that influence the level of success of an organization is employee performance. This research was made to find out how the effect of work environment and work stress on employee performance through job satisfaction as an intervening variable at PT. Cilegon Fabricators. The research method used is correlational quantitative and the sample technique used is purposive sampling with 54 respondents. Data were obtained by distributing questionnaires and processing data using SmartPLS version 3.3.3. In this research it can be concluded that the work environment and work stress have an effect on employee performance, job satisfaction has no effect on employee performance, the work environment has no effect on job satisfaction, job stress has an effect on job satisfaction, and job satisfaction is not able to be an intervening variable in an unrelated relationship direct work environment and work stress on employee performance.]]>
<![CDATA[Pengaruh kompensasi, disiplin kerja dan motivasi kerja terhadap kinerja karyawan ]]>
<![CDATA[Indah Silvia Sari]]>;
<![CDATA[Lilis Lisnawati]]>;
<![CDATA[Mellysa Padma Paramita]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 2 (2023): Maret 2023 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i2.211
<![CDATA[The success achieved by Bank BCA cannot be separated from the important role of HR. Therefore, the Bank is committed to developing a highly competent workforce that has the agility, mindset to continue to grow, and adheres to BCA's values to run the business amidst dynamic industrial developments. The concept of Branch Service Quality (BSQ) is used by Bank BCA to assess employee performance based on respondents' perceptions which is done independently. This is done by the bank as an effort to maintain the quality of service which is currently good, where this is done by evaluating employee performance based on customer perceptions. The number of respondents in this study were 42 employees of Bank BCA KCU Kedoya Permai. This research is quantitative by using analytical methods with the SPSS program. The results of this study are that there is an influence between compensation, work discipline and work motivation on employee performance partially and simultaneously.]]>
<![CDATA[Pengaruh motivasi dan komitmen terhadap kinerja karyawan ]]>
<![CDATA[Edi Muhammad Abduh Alhamidi]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 2 (2023): Maret 2023 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i2.212
<![CDATA[The advantages possessed by the company will be able to make the company survive amidst the intense competition in the business world. Companies need human resources who are educated, skilled, and competent in their fields. Company management must pay attention to managing human resources—problems for employee performance at PT. San Fang Indonesia still has a high rate of absenteeism, which creates issues for leaders to motivate employees to carry out work optimally. The method in this study is associative causality which is directed to determine the relationship between two or more variables. The population and sample in this study are employees at PT. San Fang Indonesia, Serang Regency, has as many as 93 people, called a saturated sample. The results showed that simultaneously there is a significant influence of motivation and work commitment on the performance of employees at PT. San Fang Indonesia with a relationship level in the strong category.]]>
<![CDATA[Mediasi komitmen organisasi pada kompetensi kerja dan motivasi kerja dalam meningkatkan kinerja tenaga penyuluh ]]>
<![CDATA[Erma Suriadarma]]>;
<![CDATA[Agus David Ramdansyah]]>;
<![CDATA[Liza Mumtazah Damarwulan]]>
<![CDATA[ Jurnal Integrasi Sumber Daya Manusia Vol. 1 No. 2 (2023): Maret 2023 ]]>
Publisher : <![CDATA[Amal Insani Foundation ]]>
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DOI: 10.56721/jisdm.v1i2.225
<![CDATA[This study aims to examine the effect of competence and work motivation in improving the performance of extension workers through organizational commitment as an mediation variable. The object of this research is the Field Cooperative Extension Officer of the Banten Province Cooperatives and SMEs Office. The population in this study was 50 people, while the sampling used a survey technique or saturated sample, which means that the entire population was sampled. The results of this study indicate that competence directly has a significant impact on the performance of extension workers but does not have a significant impact on organizational commitment. Furthermore, work motivation has a significant effect on the performance of the extension workers and organizational commitment, while organizational commitment has a significant impact on the performance of the extension workers. On the other hand, organizational commitment can mediate between work motivation and performance of extension workers but cannot mediate on the competence and performance of extension workers.]]>
