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Factors Affecting Consumer Purchase Decisions at PT. Wuling Arista Cilegon, Banten

 

Anil Hotimah*, Encep Saefullah, Kenedi

*Correspondence email: anilkhoimah1010@gmail.com

 

Abstract

 

Competition in the automotive industry is becoming increasingly rapid, making automotive companies in the world vying to be able to expand their market share so that the brand image can be recognized and gain trust value so that consumers can decide to buy the products offered. The research objective is to determine the factors that can influence consumer purchasing decisions at PT. Wuling Arista Cilegon-Banten using brand image variables and customer trust values. This research method uses the SEM-PLS approach with a total sample of 78 respondents, with testing tools using the Smart PLS Version 3.2.9 application. The results of this study indicate that for the brand image path-purchase decision, the T-Statistic value is 1.336 < 1.96 (T-Table) and for the trust value path- purchase decision, the T-Statistic value is 16.338 > 1.96 (T-Table). In the context of this study, it can be stated that brand image has no effect on consumer purchasing decisions and the value of trust influences consumer purchasing decisions at PT Wuling Arista Cilegon.

 

Keywords: Brand Image, Value of Trust, and Purchase Decision

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Organizational Climate Study at The Banten Provincial Library and Archives Office

 

Dewi Anita Layli*, Encep Saefullah, Kenedi

*Correspondence email: deantly200509@gmail.com

 

Abstract

 

Based on many research there are founding a conducive organizational climate will be positively correlated with productive performance. If employees have the perception that their work and work environment are comfortable and conducive, then the quality of work will also increase. However, not all organizations have a good and conducive climate as is the case in the Banten Provincial Library and Archives Office. There is poor cooperation between parts that can be proven, one of which is a less conducive work environment and miss communication. The research objectives to be achieved from this research are as follows: (1) To find out how the working atmosphere in the Provincial Library and Archives Office, (2) To find out how the Social Environment and communication of the Provincial Library and Archives Office. The research method used in research is a descriptive research method with a qualitative approach because this form of research allows researchers to be able to describe the object of research holistically based on social reality in the field. Based on the results of field research, the author found several findings regarding the information that the author needed in research conducted on 5 informants of Banten Provincial Library and Archives Service (DPK) employees, the author obtained accurate real information related to the researcher's purpose, namely to find out the organizational climate or atmosphere and work environment that occurred at the Banten Provincial Library and Archives Office from each employee the author researched in-depth Through interviews. It can be concluded that the organizational climate in the Banten Provincial Library and Archives Office is quite conducive. This can be seen and proven by researchers through direct observation in the field at the Banten Provincial Library and Archives Office through interviews and direct

observations.

 

Keywords: Organizational Climate, Social Environments, conducive Working

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Causality Between Macroeconomic Indicators and The Composite

Stock Price Index (IHSG): A Monetary Perspective

 

Difla Sanaya*, Encep Saefullah, Kenedi

*Correspondence email: diplasanaya@gmail.com

 

Abstract

 

Macroeconomic indicators play an important role in determining the JCI in a country. When a country's macroeconomic indicators are stable in both the long and short term, the country's economic fundamentals will be viewed favourably by investors, especially foreign investors. The purpose of this study is to determine the long-term and short-term balance and causality relationship between the Money Supply (JUB), the exchange rate of the rupiah against the dollar (KURS), the interest rate (BIR) and inflation (INF) to the JCI in the period January 2018 to December 2022. The method used in this research is quantitative using the VECM (Vector Error Correction Model) approach and Granger causality analysis. The data in this study were processed using Eviews12, where the tests carried out include stationarity test, optimal lag test, stability test, Granger causality test, cointegration test, VECM, Impulse Response Function (IRF), Forecast Error Variance Decomposition (FEVD). Based on the VECM approach JUB one period earlier (lag-1) in the long term has a t-statistic and t-table value of (1.93190 > 1.67252), KURS (lag-1) (9.67235 > 1.67252), BIR (lag-1) (-2.22731 < -1.67252), and INF (lag-1) (-1.85277 < 1.67252). In the short-term test, CointEq1 T-statistic and T-table values are (3.67763 < -1.67252), JCI (lag-2) (2.08439 > 1.67252), JUB (lag-2) (-4.93633 < 1.67252), COURSE (lag-2) (2.35970 > 1.67252), BIR (lag-1) (-2.22731 < 1.67252), and INF (lag-1) (-1.85277 < -1.67252). This study found that there is a cointegration relationship between macroeconomic indicators seen from a monetary perspective with the JCI, where in the long run the exchange rate and money supply one period earlier have a positive and significant effect on the JCI. While interest rates and inflation one period earlier have a negative and significant effect on the JCI. Then in the short term the JCI, money supply, and the exchange rate of the rupiah against the dollar lag 2 affect the formation of the JCI in the current year. While interest rates and lag 2 inflation have a positive but insignificant effect on the formation of the JCI in the current year. The rupiah exchange rate and inflation rate have a one-way causality relationship with the JCI.

 

Keywords:  Macroeconomic indicators, Vector Error Correction Model (VECM), Composite Stock Price Index (JCI)

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An Empirical Study of Organizational Justice, Organizational Commitment, and Employee Performance in The Investment Office and One-Stop Integrated Service in Serang City

 

Fabela Ariani*, Encep Saefullah, Kenedi

*Correspondence email: fabellaariani@gmail.com

 

Abstract

 

Human resources are the main element in an organization, the success of the organization is also greatly influenced by employee performance. The purpose of this study was to determine the effect of justice and organizational commitment on employee performance at the Investment and One Stop Integrated Service Office of Serang City. This research uses quantitative methods. using the Structural Equation Model-Partial Least Square (SEM-PLS) analysis method and involves data collection by distributing questionnaires, with a sample of 43 using non-probability sampling techniques, namely saturation sampling or saturated samples, and assisted using Smart PLS 3.3 software as a data analysis tool. Based on the research results from testing the hypothesis of this study on the organizational justice variable on employee performance, it has a T-Statistic value of 1.004 <1.996 and a P-value of 0.316 > 0.05. There is a significant effect of organizational commitment variables on the results of the T-statistic value of 4.653 > 1.996 and P-value of 0.000 < 0.05.  The results in this study conclude that there is no direct effect of organizational justice on employee performance based on the indicators used in this study. Also, there is a direct or significant influence on the organizational commitment variable on employee performance, meaning that the higher the organizational commitment, the higher the employee performance at the Investment and Investment Office.

 

Keywords: Organizational Justice, Organizational Commitment and Employee Performance

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Implications of Service Quality in Increasing Customer Satisfaction in PDAM Serang Regency

 

Fina Solihatun Nisa*, Encep Saefullah, Kenedi

*Correspondence email: finasolihatun@gmail.com

 

Abstract

 

This study was to determine the quality of service in increasing customer satisfaction at the regional drinking water company (PDAM) in Serang Regency. The method used is a qualitative method. The data is the is the result of interviews with three employees as informants. Collection is done through interviews and documentation. The quality of service has now begun to stabilize although there is still much to improve. An interesting fact was found by researchers that water quality is very important to meet the needs of the community. Because good quality has an impact on the development of PDAM. The research results obtained indicate that the quality of service in PDAM Serang Regency is good enough, but three are still some deficiencies that need to be corrected. Based on the results of this study, it can be concluded that sevice quality increasing customer satisfaction at PDAM Serang Regency can be improved and improved again, for example, many customers still complain about the quality of the service provided.

 

Keywords: Service Quality, Customer Satisfaction, PDAM

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The Relationship Between Current Ratio, Debt to Equity Ratio, Return on Asset and Stock Returns in

The Food and Beverage Company Listed on The Indonesia Stock Exchange:

Vector Error Correction Model (VECM) Approach

 

Gina Oktaviana*, Encep Saefullah, Kenedi

*Correspondence email: ginaoktaviana29@gmail.com

 

Abstract

 

Food and beverage companies are companies that focus on the production and sale of food and beverage products with the aim of making a profit. In the era of rapid technological and information development, the demand for instant food and beverages is increasing. This study aims to determine the relationship between financial ratios and stock returns of food and beverage sector manufacturing companies listed on the Indonesia Stock Exchange (IDX) in the long and short term. The financial ratios studied are: Current Ratio (CR), Debt to Equity Ratio (DER) and Return on Asset (ROA). The population in this study were food and beverage sector manufacturing companies listed on the Indonesia Stock Exchange (IDX) during the 2017-2022 period. The research sample was 23 food and beverage companies obtained by purposive sampling technique. The data collection technique used is secondary analysis. The data analysis method used in this research is the Vector Error Correction Model (VECM). Based on the calculation results in the short term, it is known that the T-Statistic value of the CR variable is 0.29261 < 1.977826, DER (-0.09993 > 1.977826) and ROA (-2.46756 < -1.977826). While in the long term, it is known that the t-statistic value on the CR and ROA variables (0.28163, 0.95621 < 1.977826) and DER (2.04780 > 1.977826). For the granger causality test, the prob value results were found. In the relationship between CR and DER (0.0458 < 0.05) and the relationship between CR and ROA with a prob value. 0.0170 < 0.05. The results showed that the relationship in the short term, there is no significant effect between CR and DER variables on stock returns, while ROA has a significant effect on stock returns. In the long term, CR and ROA variables do not have a significant effect on stock returns, while DER variables have a significant effect on stock returns. The results of the granger causality test show that there is a one-way causality relationship between CR and ROA, and CR and DER. However, there is no significant causality relationship between other variables.

 

Keywords: Stock Return, Current Ratio, Debt to Equity Ratio, Return on Asset.

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The Role of Culture and Trust with Intellectual Capital as Intervening in Measuring Employee Innovation Performance at PT. Freyja Telema Konstruksindo

 

Gita Aditya*, Encep Saefullah, Kenedi

*Correspondence email: gitaaditya66@gmail.com

 

Abstract

 

Every company has a goal of maximizing profits and value for the company, because at this time the increasingly fierce competition will cause companies to be required to be able to increase competitiveness to maintain the company’s survival. This study aims to determine culture and trust have a direct role in employee innovation performance, and to determine culture and trust have a direct role through intellectual capital as intervening in employee innovation performance. The research method used is a survey method with a correlational quantitative approach. The data collection technique used a questionnaire to 50 respondents using a Likert Scale and using Smart PLS version 3.0. The results of this study, the path coefficient value obtained between organizational culture on employee innovation performance is -0.142 with a P-Value of 0.307 > 0.05 then H1 is rejected, trust in employee innovation performance is 0.212 with a P-Value of 0.046 < 0.05 then H2 is accepted, intellectual capital on organizational culture is 0.600 with a P-Value of 0.000 < 0.05 then H3 is accepted , intellectual capital on employee performance is 0.351 with a P-Value of 0.012 < 0.05 then H4 is accepted, intellectual capital on trust is 0.860 with a P-Value of 0.000 < 0.05 then H5 is accepted. The indirect relationship between organizational culture on employee innovation through intellectual capital is positive and significant where the P-Value is 0.001 < 0.05, the effect is fully mediated. The indirect relationship of trust on employee innovation through intellectual capital is positive and significant where the P-Value is 0.017 < 0.05 the complementary partial mediating effect. Based on the results of hypothesis testing, it can be concluded that organizational culture has no significant effect on employee innovation performance, trust has a significant effect on employee innovation performance, capital intellectuals can provide a full mediation effect of organizational culture on employee innovation performance, and capital intellectuals have a complementary partial mediation trust effect on employee innovation performance.

 

Keywords: Organizational Culture, Trust, Employee Innovation Performance, Intellectual Capital

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The Relationship of Return on Equity, Debt to Equity Ratio, and Current Ratio to Firm Value:

Study on Energy Companies Listed on The Indonesian Stock Exchange Periods 2016-2022

 

Mas Hidayatullah*, Encep Saefullah, Kenedi

*Correspondence email: mas1dayatullah77@gmail.com

 

Abstract

 

Energy sector companies certainly had a goal to maximize company value. Some factors that were estimated to be related to the company's ability to increase company value in energy sector companies included Return on Equity, Debt to Equity Ratio, and Current Ratio. The main purpose of that study was to determine the long-term relationship and short-term balance between financial ratios and company value (PBV). The method used in this study is the VECM approach method and granger causality, with a sample size of 15 companies from 80 energy sector companies listed on the IDX period 2016-2022. Data is processed using Eviews12, with tests including stationary test, optimal test, stability test, cointegration test, VECM modelling test, granger causality test, IRF analysis and variance decomposition analysis. Based on the VECM estimation results, the ROE (lag-1) variable in the long term has T-Statistic value and T-Table value, namely (-3.76138 < -1.98373). DER (lag-1) in the long run has T-Statistic value smaller than the T-Table value, namely (-8.04627 < -1.98373). CR (lag-1) in the long term has T-Statistic value greater than the T-Table value, namely 4.43149> 1.98373. In short-term testing, PBV lag-1 has T-Statistic value of 1.36279 < T-Table 1.98373, on lag-2 has T-Statistic value of 0.18712 < T-Table 1.98373. ROE lag-1 has T-Statistic value of -1.75936 > T-Table -1.98373, on lag-2 has T-Statistic value of -1.50015 > T-Table -1.98373. DER lag-1 has T-Statistic value of 2.73557 < T-Table -1.98373. on lag-2 has a T-Statistic value of -2.61483 < T-Table 1.98373. CR lag-1 has a T-Statistic value of -0.84955 > T-Table 1.98373, on lag-2 has a T-Statistic value of -2.15543 < T-Table -1.98373. In the context of this study, in long-term equilibrium, ROE (lag 1), DER (lag 1), and current ratio (lag 1) have a relationship to firm value (PBV). In the short-term equilibrium, the ROE variable (lag-1 and lag-2) has no relationship to the company value (PBV), DER (lag-1 and lag-2) has a relationship to the company value (PBV), CR (lag-1) has no relationship to the company value (PBV), and on CR (lag-2) there is a relationship to the company value (PBV). For causality testing, there is a two-way relationship between ROE and firm value (PBV), as well as a one-way relationship from firm value (PBV) to DER.  

 

Keywords: Company Value, VECM, Return on Equity, Debt to Equity Ratio, Current Ratio 

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Factors Affecting Employee Productivity in The Quality Integration Program (QIP) Department of The Cut to Box (CTB) Area at PT. Parkland World Indonesia

 

Mery Apriyanti*, Encep Saefullah, Kenedi

*Correspondence email: apriyantimery28@gmail.com

 

Abstract

 

Employee productivity is critical to the success and growth of an organization. To improve employee productivity, it is important to understand the factors that influence it. The purpose of this study is to identify and analyse the factors that affect employee productivity in the quality integration program (QIP) department of the cut to box (CTB) area at PT Parkland World Indonesia. This study uses the Structural Equation Model-Partial Least Square (SEM-PLS) approach and involves data collection by distributing questionnaires to 95 employees of the cut to box (CTB) area with sampling techniques using non-probability Sampling and assisted using Smart PLS 3.2 software as a data analysis tool. The results showed that the factors of education, training and motivation have a positive and significant effect on employee productivity based on the p-value which is smaller than 0.05. These findings provide a better understanding of the factors that can improve employee productivity. By paying attention to these factors, companies can develop strategies and policies that aim to increase employee productivity effectively.

 

Keywords: Education, Training, Motivation and Work Productivity

 

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Human Resources Management Based on Teacher Performance Assessment in Kebanyakan

State Elementary School Serang District

 

Mitha Amalia Maulidina*, Encep Saefullah, Kenedi

*Correspondence email: mitaamaliamaulidina@gmail.com

 

Abstract

 

Educations is the norm and a provision for the life of society, nation, and state. There are many factors that affect the quality of the educational process, and the most influential factors is the human resources education or teacher. Given the importance of the role of the teacher, it takes an assessment system that result can describe the quality of teacher, teacher performance appraisal (PKG), for further development and training are contained in human resources management (MSDM) based on teacher performance assessment. This study aims to maintain and improve the competence of teacher. Because the assessment conducted on four of teacher competence and its indicators, the results illustrate the overall quality of teacher performance. This research is a type of qualitive research. The processed data is the results of interviews with 3 teachers as informants, the data collection technique used were interview and documentation. The results of this study, the average value of teacher at SDN Kebanyakan of PKG is a good result. However, there are still some weaknesses in pedagogic and professional competence. Based on the results of study, it can be concluded that the assessment of teacher performance in SDN Kebanyakan can be categorized as good. The weakness can be overcome by developing teachers in the form of workshop, curriculum training, seminars, through the role of the KKG and improvement of academic qualifications. It is expected the quality of teachers at SDN Kebanyakan can be continuously improved.

 

Keywords: Human Resources Managements, Teacher Performance Assessment

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Relationship Between Financial Stability and Financial Inclusion in The Southeast Asia

 

 

Nur Aini Febrianti*, Encep Saefullah, Kenedi

*Correspondence email: nainifebriyanti@gmail.com

 

Abstract

 

Financial stability is an important system in a country. A financial system that is said to be stable will make the market a good process, so that it will make the economy even better. To increase economic growth and maintain financial system stability in a country, there are many policies that can be taken, one of which is through financial inclusion. The main objective in this study is to analyse the long-run relationship and short-run balance and causality between financial stability and financial inclusion. The method used in this study uses the VECM approach and Granger causality, with quantitative research using time series data. Data used Eviews 12 with tests including stationarity test, optimal lag test, stability test, cointegration test, vector error correction model test, Granger causality test, impulse response function analysis and variance decomposition analysis. Based on the Vector Error Correction (VECM) estimation results on ATM variable in the long ter, it shows that ATM has a t-statistic value greater than the t-table, namely 2.7168 > 1.991254, Bank accounts have a t-statistic value of 0.,53082 < -1.991254. In short-term testing, the ATM variable has a t-statistic value of 2.51340 > 1,99124 Bank accounts have a t-statistic value of -0,96763 > 1,991254 In the context of this study, in the long-term ATM has a significant effect on financial inclusion, while bank accounts have no effect on financial inclusion. in the short-term ATM and bank accounts have no effect on financial inclusion. for causality testing no one-way or two-way relationship was found.

 

Keywords: Financial Stability, Financial Inclusion, Bank Z-score, ATM, Bank Accounts

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The Relationship of Return on Equity, Earning Per Share and Dividend Payout Ratio to Share Price in Automotive and Component Sector Companies Listed on the Indonesia Stock Exchange Periods 2015-2022

 

Nur Kholifah*, Encep Saefullah, Kenedi

*Correspondence email: nurkholifah61744@gmail.com

 

Abstract

 

One of the most important aspects of determining investors in investing in a company is the movement of stock prices up and down in the short and long term, because it is an indicator of the success of the company’s performance. Financial ratios that are closely related to stock prices include Return on Equity, Earning Per Share and Dividend Payout Ratio. The purpose of this study is to analyse the long-term relationship and short-term balance and causality relationship between financial ratios and stock prices in automotive sector companies and components listed on the Indonesia Stock Exchange. The research method used is a quantitative method. With a total population of 16 companies and a total sample of 8 companies using total of 64 data from the results of calculating the number of sample companies x 8 observations periods and processed with Eviews 12 and with method Vector Error Correction Model (VECM). Based on the results of Vector Error Correction (VECM) testing, the ROE variable in the long term has a t-statistic value of -1.43558 > -2.00030, EPS 7.09895 < -2.00030 and DPR 0.19167 < 2.00030. In short-term testing, the t-statistic

value of the ROE variable is -0.18215 > -2.00030, EPS -0.43697 > 2.00030 and DPR -1.31182 > -2.00030. In the context of this study, in the long run ROE and DPR have no effect on stock prices. While EPS influences the long term. In the short-term equilibrium, ROE, EPS and DPR variables have no effect on stock prices. In granger causality testing, there is no one-way or two-way relationship between variables. 

 

Keywords: Stock Price, VECM Method, Financial Ratios

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Empirical Study of Organizational Justice, Organizational Commitment, Employee Performance

and Service Quality at PT. Matahari Department Store Tbk Serang

 

 

Rika Wijaya*, Encep Saefullah, Kenedi

*Correspondence email: rikawijaya2208@gmail.com

 

Abstract

 

Quality is very important for the success and growth of an organization; to improve service quality, it is important to understand the factors of service for some people work is a major factor in determining the overall quality of life work. The purpose of this study is to be able to find out and analyse organizational justice on service quality, organizational commitment on service quality, employee performance on service quality and organizational justice organizational commitment employee performance on service quality at PT Matahari Department Store Tbk Serang. This study used the Structural Equation Model-Partial Least Square (SEM-PLS) approach and involved data collection by distributing questionnaires employees with a sampling technique using non-probability sampling and assisted using Smart PLS 3.2 software as an analytical tool. data. The results showed that organizational justice, organizational commitment, and employee performance had a positive and significant effect on service quality based on a p-value of less than 0.05. These findings provide a better understanding of the factors that can increase employee productivity. By paying attention to these factors, companies can develop strategies and policies aimed at improving service quality effectively.

 

Keywords: Organizational Justice, Organizational Commitment, Employee Performance and Service Quality

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Antecedent of Job Satisfaction and The Consequences on Organizational Commitment in Regional

Development Planning, Research and Development Agency (BAPPEDALITBANG) of Serang Regency

 

Siti Nurasiah*, Encep Saefullah, Kenedi

*Correspondence email: snurasiah341@gmail.com

 

Abstract

 

Every agency wants its employees to have a high commitment. Thus, agencies must try to always increase the sense of satisfaction of their employees, one of which is by increasing the antecedents of job satisfaction. This study aims to determine the effect between the four antecedent variables of job satisfaction and organizational commitment. This study using quantitative methods. The data collection technique used a questionnaire to 46 respondents, using a Likert Scale and using Smart PLS version 3.0. The results of this study, the coefficient value obtained between procedural justice and job satisfaction is 0.234 with a t-statistic value of 1.387 <1.96 with a P-Value of 0.166 > 0.05, so H1 is rejected. Job training on job satisfaction is 0.375 with a t-statistic value of 3.294 >1.96 with a P-Value of 0.001 <0.05 then H2 is accepted. Team spirit on job satisfaction is 0.311 with a t-statistic value of 2.073 > 1.96 with a P-Value of 0.039 <0.05, so H3 is accepted. Job clarity on job satisfaction is 0.084 with a t-statistic value of 0.577 <1.96 with a P-Value of 0.564 > 0.05 then H4 is rejected. Job satisfaction on organizational commitment is 0.915 with a t-statistic value of 50.887> 1.96 with a P-Value of 0.000 <0.05, then H5 is accepted. Based on the results of hypothesis testing, it can be concluded that procedural justice has no effect on job satisfaction, job training influences job satisfaction, team spirit influences satisfaction, job clarity has no effect on job satisfaction, and job satisfaction influences organizational commitment.

 

Keywords: Procedural Justice, Job Training, Team Spirit, Job Clarity, Job Satisfaction, Organizational Commitment

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The Relationship Between Work Environment and Discipline with Teacher Productivity in

SMKN 1 Tunjung Teja Serang District

 

Tanti Julyanti*, Encep Saefullah, Kenedi

*Correspondence email: tantiyulianty123@gmail.com

 

Abstract

 

Human resources, also called labour, refers to the contribution to an activity by workers using both physical and non-physical abilities. Building human resource potential is not easy, it must be driven by competence, work attitude. The purpose of this study was to determine the relationship between work environment and discipline with teacher productivity at SMKN 1 Tunjung Teja, Serang Regency. The research method is a scientific way to get data with specific purposes and uses. This study uses a survey method with a quantitative approach, the survey research in question is to explain causal and hypothetical relationships. This type of survey focuses on revealing the causal relationship between variables. The research method used by the author is a survey method and a quantitative descriptive approach in which the process of taking a sample from a population and using a questionnaire as a data collection tool.  The data collection technique used a questionnaire to 41 respondents using a Likert Scale and using SMART PLS version 4.0. Based on the results of the study, it can be concluded that the work environment variable (X1) and discipline (X2) partially have a significant relationship to teacher productivity (Y) at SMKN 1 Tunjung Teja, Serang Regency, which is indicated by the t-count > t-table of work environment variables, discipline simultaneously has a significant relationship to teacher productivity at SMKN 1 Tunjung Teja, Serang Regency.

.

Keywords: Environment, Discipline, Productivity

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Analysis of Antecedents and Consequences of Employee Career Development in The Glost Selection Division

at PT. Doulton Indonesia Balaraja Tangerang

 

 

Thessa Amalia*, Encep Saefullah, Kenedi

*Correspondence email: thessaamalia50@gmail.com

 

Abstract

 

Career development is an important aspect of improving job satisfaction and career commitment. However, there is still a lack of understanding of what factors influence career development and the resulting impact. This study aims to determine the role of career planning and career management on antecedents with job satisfaction and career commitment as consequences on employee career development at PT Doulton Indonesia. This research uses Explanatory Survey Method where sampling uses non probability sampling technique with saturated sample approach where the number of respondents is 43 respondents. The research data were analysed using PLS-SEM with Smart PLS 3.29 software. Data analysis techniques include outer model, inner model, and bootstrapping. The results showed that there is a positive and significant relationship between career planning to career development with p-values of 0.032 < 0.05, career development with job satisfaction with p-values of 0.000 < 0.05 and career development to career commitment with p-values of 0.000 < 0.05. There is an insignificant influence between career management on career development with P-values 0.972 < 0.05. The test results in this study concluded that there is a significant relationship between career planning variables on career development, career development on job satisfaction and career development on career commitment. And there is an insignificant influence between career management on career development.

 

Keywords: Career Planning, Career Management, Career Development, Job Satisfaction, Career Commitment

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The Relationship of Current Ratio, Net Profit Margin, Total Asset Turnover to Profit Growth in Transportation and Logistics Companies Listed on The Indonesia Stock Exchange (BEI)

 

Usmayani*, Encep Saefullah, Kenedi

*Correspondence email: usmayani2002@gmail.com

 

Abstract

 

Profit growth is an important part of business sustainability, especially transportation and logistics companies. Earnings growth has a relationship with Current Ratio (CR), Net Profit Margin (NPM) and Total Asset Turnover (TAT) but it is not seen how the balance in the long term and short term. The purpose of this study was to determine the relationship in the long term, short term and the causality of Current Ratio, Net Profit Margin and Total Asset Turnover on the profit growth of transportation and logistics companies

listed on the Indonesia Stock Exchange (IDX). This research is a quantitative type research and the method used is the Vector Error Correction Model (VECM) method. The data collection technique in this study is secondary data obtained from financial reports available on the Indonesia Stock Exchange (IDX). The population in this study were 33 transportation and logistics companies and the sample used was 13 companies with purposive sampling technique as the sampling method. Based on the results of the Vector Error Correction Model (VECM) estimation in the long-term CR (lag-1) has a t-statistic value of 0.62156 < from t-table 1.99962, NPM (lag-1) has a t-statistic value of -1.57162 > from the value of t-table -1.99962 and TAT has a t-statistic value of 6.34542 > from the value of t table 1.99962. In the short-term estimation, Earnings Growth one period earlier has a t-statistic value of 6.09361

> the value of the t-table 1.99962, CR has a t-statistic value of 0.77810 < 1.99962, NPM has a t-statistic value of -0.99379 > 1.99962,

and TAT has a t-statistic value of 0.18777 < 1.99962. For the granger causality test, there is a prob. value of 0.0003 <0.05 between NPM and CR. In the context of this study in the long term only Total Asset Turnover has an influence on profit growth. In the short-term balance Current Ratio, Net Profit Margin and Total Asset Turnover have no influence on profit growth and only a one-way relationship is found from Net Profit Margin to Current Ratio, while for other variables no causality relationship is found.

 

Keywords: Profit Growth, Financial Ratios, VECM

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Analysis of Factors Affecting Employee Performance in The QC Section at PT. Neomax Magnetic

Technologies Indonesia Cilegon Banten

 

Usmayani*, Encep Saefullah, Kenedi

*Correspondence email: usmayani2002@gmail.com

 

Abstract

 

Employee performance is the result of work that can be achieved by a person or group of people in an organization both quantitatively and qualitatively, in accordance with their respective authorities, duties and responsibilities in an effort to achieve organizational goals, one of the most important factors determining the progress of a company is employees, To get employees who are productive and achieve at work, companies are required to have reciprocal tools that are in accordance with the performance of each employee. This study aims to determine the effect of the 3 variables of work ability and work motivation on employee performance. In this study using quantitative methods. The data collection technique used a questionnaire to 50 respondents, using a Likert Scale and using Smart PLS version 3.0. The results of this study, the coefficient value obtained between work ability on employee performance is 0.235 with a t-statistic value of 1.221<1.96 with a P-Value of 0.223> 0.05 then H1 is rejected. Work motivation on employee performance is 0.371 with a t-statistic value of 3.681 > 1.96 with a P-Value of 0.000 <0.05 then H2 is accepted. Based on the results of hypothesis testing, it can be concluded that work ability does not affect employee performance, work motivation influences employee performance. So, it can be concluded that work motivation is the most dominant factor affecting employee performance.

 

Keywords: Work Ability, Work Motivation, Employee Performance

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Analysis of Training and Education to Improve Employee Performance at The Central Statistics

Agency (BPS) of Banten Province

 

Desi Mayasari*, Fatari, Fidziah

*Correspondence email: desimayasari2512@gmail.com

 

Abstract

 

Personnel management is about improving the quality of human resources by improving the capabilities of human resources, improving the performance and results of the organization, and producing excellent employees. Company managers also play an important role. An increase in complaints from service users naturally leads to a decline in the performance of employees themselves, so it is necessary to analyse the factors that affect employee performance improvement based on employee needs such as training and education. The purpose of this study is to examine how staff performance applies to the Banten Central Statistical Office (BPS) after the implementation of training and education. This study uses a qualitative approach using descriptive qualitative data types. The data analysis method used by the researchers used the Interactive Miles and Huberman model. Data and data sources use primary and secondary data. Data collection methods through observation, interviews, documentation, and literature. The findings show that training and education play an important role in improving employee performance. Through training and education, we can further develop the skills and competencies of our employees. Training is a method or program that an organization can use to improve the performance of its human resources. Education and training therefore play a large role in the performance of employees within an organization.

 

Keyword: Training, Education, Employee Performance

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The Influence of Leadership Style, Organizational Culture and Motivation on The Employees Performance

of PT. Shaka Inti Nusantara Serang

 

Indah Iis Dwi Lestari*, Fatari, Fidziah

*Correspondence email: indaglestari028@gmail.com

 

Abstract

 

1. Shaka Inti Nusantara is a sales agency in the property sector with an experienced sales team, especially in Serang and Cilegon Banten. The company was established in April 2015 under PT. Shaka Inti Nusantara Serang is domiciled in Kramatwatu, Serang Banten. The team consists of experienced sales executives who committed to helping you to have basic human needs, namely comfortable, beautiful, and quality housing. This study aims to determine whether leadership style, organizational culture and motivation are partially and together influential on employee performance at PT. Shaka Inti Nusantara Serang. The type of research conducted is causal associative research using a quantitative approach. The population in this study is all employees of PT. Shaka Inti Nusantara Serang which amounted to 35 people. The results of this study showed that the leadership style variable had a t-statistic -0.47 > t-table - 2.03951 and a significance value of 0.963 > 0.05. The variable organizational culture has a significance value of 0.002 < 0.05 and a calculated value of 3.396 > table 2.03951, the variable motivation has a significance value of 0.008 < 0.05 and t-statistic 2.823 > t-table 2.03951, the variables leadership style, organizational culture and motivation have a significance value of 0.000 < 0.05 and F-statistic 33.609 > F-table 2.91 The conclusion of the results of this study shows that leadership style does not have a significant influence on employee performance, while organizational culture and motivation partially have an influence on employee performance and leadership style, organizational culture and motivation together have a significant effect on employee performance.

 

Keywords: Leadership Style, Organizational Culture, Employee Motivation and Performance

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Leadership and Organizational Culture Influence on Employee Job Satisfaction at PT. Tong Hong

Tannery Indonesia in The Modern Industry District Serang-Banten

 

Laelatul Badriyah*, Fatari, Fidziah

*Correspondence email: laelatuy21@gmail.com

 

Abstract

 

The background in this study is the recent employee job dissatisfaction. PT management Tong Hong Tannery Indonesia complained about the decline in performance allegedly by the leadership style and organizational culture at the company PT. Tong Hong Tannery Indonesia. The purpose of this study, namely to determine the effect of leadership on job satisfaction, to determine the influence of organizational culture on job satisfaction at PT. Tong Hong Tannery Indonesia, and knowing the influence of leadership and organizational culture on job satisfaction. The research method used by the author is a survey method and a quantitative descriptive approach in which the process of taking a sample from a population and using a questionnaire as a data collection tool. The data collection technique used a questionnaire to 34 respondents using a Likert Scale and using SPSS version 25. The results showed that leadership had a positive effect on job satisfaction with t-count 4.640 > t-table 2.040, and organizational culture also influenced job satisfaction with t-count 4.595 > t-table 2.040. Meanwhile, leadership and organizational culture simultaneously affect job satisfaction with a value of F-count = 27.647 > F-table 3.30 with a confidence level of 5% or 0.05 The conclusion of this study is that simultaneously the variables of Leadership and Organizational Culture together influence the Job Satisfaction variable.

 

Keywords: Leadership, Organizational Culture, Job Satisfaction.

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The Effect of Work Health (K3) and Work Satisfaction on Employee Performance in The Cutting Division

of Nike PT. Nikomas Gemilang

 

Meldi Sartika*, Fatari, Fidziah

*Correspondence email: meldisartika@gmail.com

 

Abstract

 

Some of the problems found im this study mctude the performance of employees at PT Nikomas Gemilang which is still not optimal because the quantity of work of employees which is relatively low, PT Nikomas Gemilang still ignores safety aspects such as the use of personal safety equipment and the placement of light fire extinguishers and the absence of evacuation routes and assembly points. Low attention from employees to occupational health because many employees do not heed company rules to implement occupational health in addition to occupational health and safety, job satisfaction is a psychological aspect that reflects a person’s feelings towards their work, employees will feel satisfied with the compatibility between their skills and expectations with the work that employees face. This study aims to determine how much influence occupational health safety and job satisfaction on employee performance in the cutting division of Nike PT Nikomas Gemilang. This type of research uses quantitative methods with data collection techniques using primary data and questioners. The number of samples in this study amounted to 42 employees of the cutting division of Nike PT Nikomas Gemilang occupational health safety and job satisfaction have a partially significant effect on employee performance, this is indicated by the magnitude of the K3 regression coefficients of 0.322 and job satisfaction of 0 365. Based on the results of the occupational health safety (k3) research and job satisfaction have a simultaneous significant influence on employee performance, namely 39.54, as & evidenced by F-Statistic > F-table or 12.718>3.240. Partially, the companions of tuning and tables shows that the occupational health safety K3 and job satisfaction have a significant effect on employee performance, count ng occupational health safety K3 t-statistic > t-table or 3,353 > 2 022, the thump value of job satisfaction > t table or 2.534 > 2.022

 

Keywords: Occupational Health Safety (K3), Job Satisfaction, Employee Performance

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Organisational Culture and Leadership Style Influence on Employee Performance of

1. Krakatau Sarana Property Cilegon-Banten

 

Nicky Noberta Elba Sari*, Fatari, Fidziah

*Correspondence email: nickynoberta.nn@gmail.com

 

Abstract

 

In achieving company goals, employees play a very important role because if employees have good performance, company goals can be achieved, thus employee performance is very necessary in achieving company goals. PT Krakatau Sarana Property realises the importance of improving employee performance so that company goals can be achieved optimally through organisational culture and leadership style. The purpose of this study was to determine the effect of organisational culture and leadership style both partially and simultaneously (together) on the performance of employees of PT Krakatau Sarana Property. The research method uses quantitative methods, with data collection techniques through questionnaires. The sampling technique uses saturated sampling method with a sample size of 40 respondents. Based on the results of the t-test organisational culture variable (X1) obtained a t value greater than the t-table (5,448 > 2,024), while the results of the t test of the leadership style variable (X2) obtained the value of t is greater than t table (7,153 > 2,024). As well as the results of the F test, the calculated F value is greater than the F table (49,868 > 3,25). So, the conclusion of this study is organizational culture and leadership style both partially and simultaneously have a positive and significant effect on the performance of employees of PT. Krakatau Property facilities.

 

Keywords: Organisational Culture, Leadership Style, Employee Performance.

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Performance Improvement Through Compensation and Motivation

(Case Study on Rusamas Suralaya Cooperation Employees)

 

 

Rohaliya Melani*, Fatari, Fidziah

*Correspondence email: rohaliyamelani@gmail.com

 

Abstract

 

Based on the results of preliminary observations, information was obtained that most of the employees of the Suralaya Rusamas cooperative canteen in carrying out their work were less enthusiastic and productive. This is evidenced by the frequent delays in the work process and many employees who do not attend, this is because employees feel dissatisfied with the compensation received, as well as a lack of motivation. This study aims to analyse and describe the compensation and motivation that is applied as well as efforts to improve the performance of the employees of the Suralaya Rusama cooperative canteen. This study uses a qualitative method with a descriptive approach. The data analysis procedure used by the researcher is Miles and Huberman's interactive code. Data and data sources use primary and secondary data. Data collection techniques through observation, interviews, documentation, and literature. The results of this study indicate that the compensation provided by the company to the employees of the Rusamas Suralaya Cooperative Canteen, especially the Packing and Service section, is still lacking, and the provision of motivation is still inadequate as expected by employees, especially in awarding that has not been implemented and the comfort of working is not satisfactory. The conclusions in this study are efforts to improve the performance of the Rusamas Suralaya Cooperationof Canteen employees by providing proper compensation and providing motivation through giving awards, rewards, and comfort at work.

 

Keywords: Compensation, Motivation, Employee Performance.

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The Effect of Motivation, Organizational Culture and Work Loyalty on Employee Performance in

The Election Commission (KPU) of Banten Province

 

Sarpia*, Fatari, Fidziah

*Correspondence email: sarpiatm77@gmail.com

 

Abstract

 

Success in maintaining the existence of an organization depends on the management of human resources, especially efforts to increase the efficiency and effectiveness of employee performance. For this reason, agencies must know what factors influence employee performance. The aim of this research is to examine the effect of motivation, organizational culture, and work loyalty on employee performance at the General Election Commission of Banten Province. The research method used by the author is a survey method and a quantitative descriptive approach in which the process of taking a sample from a population and using a questionnaire as a data collection tool. The data collection technique used a questionnaire to 36 respondents using a Likert Scale and using SPSS version 29. The results of this study indicate that partially there is an influence of work motivation variables on employee performance, it is known that the calculated t value is greater than t-table. Partially, there is an influence of organizational culture variables on employee performance, it is known that t-count is greater than t-table. partially there is the influence of work loyalty variables on employee performance, it is known that t-count is greater than t-table. Simultaneously, significant results were obtained from the f-test with the calculated f value compared to the f table value. It can be concluded that partially and simultaneously there is an influence of motivation, organizational culture, and work loyalty on employee performance at the General Election Commission of Banten province

 

Keywords: Employee Performance, Motivation, Organizational Culture, Work Loyalty

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The Influence of Work Environment, Work Discipline, and Work Motivation on The Employees Performance of PT. Bank Tabungan Negara Tangerang Branch Office

 

Siti Masitoh Shofaniawati*, Fatari, Fidziah

*Correspondence email: s.shofaniawati22@gmail.com

 

Abstract

 

Human resource management is part of organizational management that focuses on human resource elements. The task of HRM is to manage the human element well so that a satisfied workforce is obtained for their work. This study aims to determine the influence of the work environment, work discipline, and work motivation partially or simultaneously on employee performance at PT. State Savings Bank Tangerang Branch Office. The research method used in this study is the survey method. The survey method is a quantitative research method used to obtain data in the past or present. With a total population of 100 employees using the saturated sample technique with a total sample of 100 because the entire population has the right to be made sample. Based on the results of testing the first hypothesis (H1) it is known that the signification value of 0.037 is smaller than 0.05 or the sig value of <0.05 t count t table (2.117>1.661), so it can be concluded that Ha is accepted. The results of testing the second hypothesis (H2) are known to have a signification value of 0.010 smaller than 0.05 or a sig value of <0.05 t count t table (2.647>1.661), so it can be concluded that Ha is accepted. The results of testing the third hypothesis (H3) are known from the sig value of 0.046 smaller than 0.05 or <0.05 and with the t value of the t table t calculate (2.025>1.661) so that it can be concluded that ha is accepted. Based on the results of hypothesis testing, it can be concluded that the work environment affects employee performance, work discipline affects employee performance, work motivation affects employee performance and simultaneously affects employee performance.

 

Keywords: Work Environment, Work Discipline, Work Motivation and Employee Performance

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The Influence of Leadership Style, Organizational Culture and Job Satisfaction on Employee performance

of Jombang sub-district Cilegon City

 

Susi Susilawati*, Fatari, Fidziah

*Correspondence email: susisusilawati07@gmail.com

 

Abstract

 

Every agency wants its employees to have high performance Thus, agencies must strive to always improve the performance of their employees, one of which is by improving leadership style, organizational culture, and job satisfaction. Research conducted in Jombang District, Cilegon City. This study aims to determine the influence of leadership style, organizational culture, and job satisfaction on the performance of employees of Jombang District, Cilegon City persial and simultaneously. This research is quantitative research by distributing questionnaires, while the population is employees of Jombang Subdistrict, Cilegon City, totalling 48 people and using sampling techniques (non-probability sampling), namely saturated samples (census). The results of this study show that: Leadership Style value (t-count 7.404 > t-table 2.016). Value organizational culture (t count 7,044 > t table 2,016). Job satisfaction score (t count 5.829 > t table 2.016). Leadership style, Organizational culture, and Job Satisfaction scores (F calculate 20.335 > F table 2.82). The conclusion is that leadership style, organizational culture and job satisfaction together affect the performance of employees of Jombang sub-district, Cilegon City.

 

Keywords: Leadership Style, Organizational Culture, Job Satisfaction and Employee Performance

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The Influence of Work Discipline and Work Motivation on Employee Performance at

The Secretariat Office of DPRD Banten Province

 

Tia Cahya Agoestina*, Fatari, Fidziah

*Correspondence email: tiacahyaagoestina@gmail.com

 

Abstract

 

Human resources are very important for an organization. So, the success of the organization depends on the resources it has and how the organization can improve its performance This study aims to determine the effect of work discipline and work motivation on employee performance at the Secretariat Office of the DPRD Banten Province. The method in this study used a quantitative descriptive method, the population in this study was 50 and used a saturated sample, so the sample used was 50 employees at the Banten Province DPRD Secretariat Office and data analysis techniques used the classical assumption test, t test and F test. The results of this study indicate that the results of the t count (partial) test for the variable Work Discipline on Performance using SPSS show t count > t table (2.246 > 2.01063) and the results of the t count (partial) work motivation on performance show t count > t table (3.703 > 2.01063). The results of the F-test of Work Discipline and Work Motivation on Performance show F count > F table (124.897 > 3.20). This conclusion shows that partially there is a positive effect of Work Discipline on Performance and there is a positive influence of Work Motivation on Performance. While simultaneously there is the influence of Work Discipline and Work Motivation on Performance.

 

Keywords: Work discipline, Work Motivation, and Employees Performance

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The Influence of Work Discipline, Work Motivation and Job Satisfaction on Employees Performance

of Satpol PP in Banten Province

 

Tika Slviani Pratiwi*, Fatari, Fidziah

*Correspondence email: tikap2182@gmail.com

 

Abstract

 

Agencies need potential human resources, so that leaders and employees can make a good contribution in carrying out their duties optimally to achieve agency goals. and the Agency will strive to maximize employee performance. Therefore, agencies m