Pengaruh Kecerdasan Emosional dan Disiplin Kerja terhadap Komitmen Karyawan pada PT. X

Susanti, Vini Tri; Frendika, Rusman

doi:10.29313/jrmb.v1i2.543

Cited by 4 publications

(5 citation statements)

References 1 publication

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“…They do this to increase the interest of all employees, to feel satisfied with their respective jobs and the work in the organization where they work, so it can be concluded that emotional Intelligence can influence employee engagement in a company. This study's results follow research conducted by Susanti and Frendika (2021).…”

Section: Discussionsupporting

confidence: 86%

The Influence of Emotional Intelligence and Work Motivation on Employee Performance Mediated by Employee Engagement

Sulyantie,

Gani

2023

HCO

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This research was conducted to analyze the influence of emotional Intelligence and work motivation on employee performance mediated by employee engagement. This research is designed as explanatory research. The population of this study were employees of PT—BS, with a total sample of 84 respondents. The data analysis used is the Partial Least Square Structural Equation ModelingMethod. The study results show that (1) emotional Intelligence positively and significantly affects employee engagement. (2) work motivation positively and significantly affects employee engagement. (3) employee engagement positively and significantly affects employee performance. (4) emotional intelligence positively and significantly affects employee performance. (5) work motivation positively and significantly affects employee performance. (6) Employer engagement partially mediates the effect of emotional intelligence on employee performance. (7) employee engagement partially mediates the effect of work motivation on employee performance. This research is expected to provide profound implications for future studies on emotional Intelligence, work motivation, and employee performance. This research is also expected to be helpful input for agencies as a consideration in determining policies for the agency's progress, and one day can help solve employee performance problems in both the public and private sectors.

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Section: Discussionsupporting

confidence: 86%

The Influence of Emotional Intelligence and Work Motivation on Employee Performance Mediated by Employee Engagement

Sulyantie,

Gani

2023

HCO

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“…Pengelolaan pengetahuan yang baik dapat meningkatkan kemampuan karyawan untuk mengakses, menerapkan, dan berbagi pengetahuan mereka, sehingga memberikan kontribusi positif terhadap kinerja individu dan kelompok dalam mencapai tujuan organisasi. (Aldiassajjad & Sri Suwarsi, 2021;Hani Darmawati, 2021;Vini Tri Susanti & Rusman Frendika, 2022) Social capital mengacu pada jaringan sosial, hubungan interpersonal, dan kolaborasi antar individu di dalam organisasi. Knowledge management dapat memperkuat social capital dengan mendorong kolaborasi, pertukaran pengetahuan, dan pembelajaran kolektif.…”

Section: Aunclassified

Pengaruh Knowledge Management terhadap Kinerja Karyawan

Fata Sabita Ala Dini

2023

BCSBM

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Abstract. Researchers tested the relationship between knowledge management and employee performance. There are two variables analyzed, namely the Knowledge Management variable (X) and the Employee Performance variable (Y). The research was conducted at PT. Ogya Tekno Nusantara with the object of research are IT employees. Questionnaires are used as a data collection technique distributed through Google Forms. The population of the research object is 180 people. The use of probability sampling technique with simple random sampling is used in this study, and using the Slovin formula so that the number of samples is 124 people. Instrument test (validity test and reliability test), classical assumption test (normality test and heteroscedasticity test), and hypothesis testing (simple linear regression analysis, t test and determinant test) with a significance level of 5% or 0.05 were used as analysis techniques. With the output of the regression equation Y= 3.601 + 0.833 and a significance level of 0.03 it can be concluded that Knowledge Management has a positive effect on employee performance. Abstrak. Peneliti menguji kaitan antara knowledge management terhadap kinerja karyawan. Terdapat dua variabel yang dianalisis yaitu variabel Knowledge Management (X) dan variable Kinerja Karyawan (Y). Penelitian dilakukan di PT. Ogya Tekno Nusantara dengan objek penelitian adalah karyawan IT. Kuesioner digunakan sebagai teknik pengumpulan data yang disebar melalui Google Form. Populasi pada objek penelitian berjumlah 180 orang. Penggunaan teknik probability sampling dengan simple random sampling digunakan pada penelitian ini, serta menggunakan rumus slovin sehingga didapat jumlah sampel sebanyak 124 orang. Uji instrument (uji validitas dan uji reliabilitas), Uji asumsi klasik (uji normalitas dan uji heterokedastisitas), serta uji hipotesis (analisa regresi linier sederhana, uji t dan uji determinan) dengan tingkat signifikansinya adalah 5% atau 0.05 digunakan sebagai teknik analisis. Dengan hasil output persamaan regresi Y= 3.601 + 0.833 serta tingkat signifikansi 0.03 maka dapat ditarik kesimpulan bahwa Knowledge Management berpengaruh positif terhadap Kinerja Karyawan.

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“…Tentunya terdapat beberapa faktor yang dapat mempengaruhi turnover intention seperti lingkungan kerja dan beban kerja. (Manajemen et al, n.d.;Vini Tri Susanti & Rusman Frendika, 2022) Lingkungan kerja adalah segala sesuatu yang ada disekitar para pekerja yang dapat mempengaruhi pekerja dalam menjalankan tugas-tugas yang dibebankan (Nitisemito, 2020). Terdapat 2 dimensi dalam lingkungan kerja, pertama lingkungan kerja fisik yang terdapat disekitar tempat kerja dan dapat mempengaruhi karyawan dalam bentuk fisik.…”

Section: Aunclassified

Pengaruh Lingkungan Kerja dan Beban Kerja terhadap Turnover Intention Karyawan Generasi Z

Daffa,

Suwarsi,

Firdaus

2023

BCSBM

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Abstract. Generation Z is finally entering the workforce bringing its own fresh characteristics to a company. Management is authorized to create a supportive environment and suitable workload to reduce the level of turnover intention. This study aims to determine the effect of work environment and workload on turnover intention. This study uses descriptive and verification methods, using a quantitative research approach and operating the calculations using the IBM SPSS program. Collecting data obtained through questionnaires, observation, interviews, and literature study. The sampling technique in this study used purposive sampling. The study focussed on 62 gen z employeesat PT X. The results of this study conclude that: 1) The work environment according to gen z employees perspective is in the sufficient category 2) The workload of gen z employees is included in the high category. 3) Turnover intention felt by employees is included in the sufficient category. 4) There is a significant negative effect partially between the work environment on turnover intention. 5) There is a partially significant positive effect between workload on turnover intention. 6) There is a significant positive effect simultaneously between the work environment and workload on the turnover intention of generation z employees. Abstrak. Generasi Z kini telah memasuki angkatan kerja yang tentunya menambah karakteristik baru di dalam sebuah perusahaan. Manajemen berwenangan untuk menciptakan lingkungan yang mendukung dan beban kerja yang sesuai untuk menekan tingkat turnover intention setiap karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh lingkungan kerja dan beban kerja terhadap turnover intention karyawan generasi z. penelitian ini menggunakan metode deskirptif dan verifikatif, dengan menggunakan pendekatan penelitian kuantitatif dan mengoperasiokan perhitungannya menggunakan program IBM SPSS. Pengumpulan data yang diperoleh melalui kuesioner, observasi, wawancara, dan studi pustaka. Teknik pengambilan sampel dalam penelitian ini menggunakan purposive sampling. Responden dalam penelitian ini adalah karyawan generasi z di PT X yang berjumlah 62 orang. Hasil penelitian ini menyimpulkan bahwa: 1) Lingkungan kerja berdasarkan persepsi karyawan gen z termasuk ke dalam kategori Cukup 2) Beban Kerja karyawan gen z temasuk kedalam kategori tinggi. 3) Turnover intention yang dirasakan karyawan termasuk dalam kategori cukup. 4) Terdapat pengaruh negatif signifikan secara parsial antara lingkungan kerja terhadap turnover intention. 5) Terdapat pengaruh posiif signifikan secara parsial antara beban kerja terhadap turnover intention. 6) Terdapat pengaruh positif signifikan secara simultan antara lingkungan kerja dan beban kerja terhadap turnover intention karyawan generasi z.

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Pengaruh Kecerdasan Emosional dan Disiplin Kerja terhadap Komitmen Karyawan pada PT. X

Cited by 4 publications

References 1 publication

The Influence of Emotional Intelligence and Work Motivation on Employee Performance Mediated by Employee Engagement

The Influence of Emotional Intelligence and Work Motivation on Employee Performance Mediated by Employee Engagement

Pengaruh Knowledge Management terhadap Kinerja Karyawan

Pengaruh Lingkungan Kerja dan Beban Kerja terhadap Turnover Intention Karyawan Generasi Z

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