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All Journal Jurnal Ekonomi : Journal of Economic Sains Manajemen:Jurnal Manajemen UNSERA Syntax Literate: Jurnal Ilmiah Indonesia J-MAS (Jurnal Manajemen dan Sains) Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship JURNAL MANAJEMEN BISNIS Dinasti International Journal of Management Science Jurnal Manajemen Bisnis dan Keuangan Journal La Sociale International Journal of Social Service and Research Jurnal Ekonomi Trisakti Media Riset Bisnis & Manajemen Jurnal Riset Akuntansi Dirkantara Indonesia IIJSE El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam JER Jurnal Ilmiah Bisnis dan Ekonomi Asia (Jibeka) Journal of Ekonomics, Finance, and Management Studies

Andreas Wahyu Gunawan

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Author-ID : 598905

Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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PENGARUH EMPLOYEE ENGAGEMENT TERHADAP EMPLOYEE PERFORMANCE DAN TURNOVER INTENTION MELALUI ORGANIZATIONAL COMMITMENT SEBAGAI VARIABEL INTERVENINGNYA PADA KARYAWAN BANK SWASTA Wiranti, Ridha; Wulandari, Ayu; Sadat, Fauzan; Fauzan, Achmad; Gunawan, Andreas Wahyu
Jurnal Ekonomi : Journal of Economic Vol 12, No 01 (2021): Jurnal Ekonomi : Journal of Economic
Publisher : Lembaga Penerbitan Unversitas Esa Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47007/jeko.v12i01.3932

AbstractHuman resource management is the essential component to support a company survivability. This research aims to determine the effect of employee engagement on employee performance and turnover intention through organizational commitment as intervening variable. The data collection technique used a questionnaire, The respondents of this study were 100 respondents using the census method. The data analysis technique in this research uses Partial Least Square (PLS) which is a Structural Equation Modeling (SEM) equation model with an approach based on variance or component based structural equation modeling.The results of this research indicate that employee engagement has a significant influence on employee performance and organizational commitment. Whereas, employee engagement did not have a significant effect on turnover intention. In addition, this study shows organizational commitment has a significant effect on employee performance and turnover intention. The implication for companies is to find out the importance of enhance employee engagement through organizational commitment to enhance employee performance. Suggestions for further research are expected to examine more deeply the impact of employee engagement in others industrial areas Keywords: employee engagement, employee performance, turnover intention, organizational commitment AbstrakManajemen sumber daya manusia merupakan komponen penting untuk menunjang keberlangsungan hidup suatu perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh employee engagement terhadap employee performance dan turnover intention melalui organizational commitment sebagai variabel intervening. Teknik pengumpulan data menggunakan kuesioner, responden penelitian ini berjumlah 100 responden dengan menggunakan metode sensus. Teknik analisis data dalam penelitian ini menggunakan Partial Least Square (PLS) yang merupakan model persamaan, Structural Equation Modeling (SEM), dengan pendekatan berdasarkan variance atau component based structural equation modeling. Hasil Penelitian ini menunjukan bahwa employee engagement memiliki pengaruh signifikan terhadap employee performance dan organizational commitment. Namun employee engagement tidak memiliki pengaruh signifikan terhadap turnover intention. Selain itu, penelitian ini menunjukkan organizational commitment memiliki pengaruh yang signifikan terhadap employee performance dan turnover intention. Implikasi bagi perusahaan adalah untuk mengetahui pentingnya meningkatkan employee engagement melalui organizational commitment yang akan berdampak pada meningkatnya employee performance. Saran untuk penelitian selanjutnya diharapkan dapat mengkaji lebih dalam terkait dampak employee engagement pada area industri lainnya Kata kunci : employee engagement, employee performance, turnover intention, organizational commitment

PENGARUH TRAINING SATISFACTION, SUPERVISOR SUPPORT TERHADAP TURNOVER INTENTION YANG DI MEDIASI OLEH WORK ENGAGEMENT DI DIRJEN BINA PEMDES KEMENDAGRI Salsabila Rizky Septinia Sari; Anggun Amanda Endah Pratiwi; Indrawan Dona Kumara; Sri Ramadhani Asda; Andreas Wahyu Gunawan
Sains Manajemen : Jurnal Manajemen UNSERA Vol. 7 No. 2 (2021): Sains Manajemen: Jurnal Manajemen Unsera
Publisher : Prodi Manajemen Fakultas Ekonomi dan Bisnis Universitas Serang Raya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30656/sm.v7i2.4023

Penelitian ini bertujuan untuk menganalisis pengaruh Training Satisfaction, Supervisor Support terhadap Turnover Intention yang dimediasi oleh Work Engagement. Penelitian ini dilakukan dengan menyebarkan kuesioner melalui metode pengambilan sampel menggunakan purposive sampling yang melibatkan pegawai Direktorat Jenderal Bina Pemerintahan Desa Kementerian Dalam Negeri Republik Indonesia yaitu sebanyak 130 responden. Metode analisis yang digunakan adalah Structural Equation Modeling (SEM) dengan menggunakan AMOS versi 23. Hasil penelitian ini adalah terdapat pengaruh Training Satisfaction terhadap Work Engagement, terdapat pengaruh Supervisor Support terhadap Work Engagement, terdapat pengaruh Work Engagement terhadap Turnover Intention. Hasil selanjutnya, ditemukan bahwa terdapat pengaruh Training Satisfaction terhadap Turnover Intention yang dimediasi oleh Work Engagement, dan terdapat pengaruh Supervisor Support terhadap Turnover Intention yang dimediasi oleh Work Engagement. Dari hasil penelitian ini disarankan kepada Kepala Subbag Kepegawaian dan Kepala Bidang untuk menjaga tingkat Training Satisfaction yang secara efektif berpengaruh pada kualitas performa pegawai serta dapat memberikan manfaat bagi kemajuan perusahaan, mempertahankan sikap positif dalam hal memberikan dukungan kepada pegawai sehingga mereka merasa terikat secara emosional, meningkatkan partisipasi pegawai dalam menyelesaikan tugas untuk menciptakan Work Engagement, dan mencegah terjadinya Turnover Intention yang tinggi agar kinerja organisasi dan produktivitas perusahaan tetap efektif.

HARAPAN MASYARAKAT PADA TANGGUNG JAWAB SOSIAL PERUSAHAAN, KUALITAS PELAYANAN YANG DIRASAKAN, DAN PENGARUH MEREK PADA RETAIL BANKING DI INDONESIA Sri Vandayuli Riorini; Andreas Wahyu Gunawan
Media Riset Bisnis & Manajemen Vol. 11 No. 1 (2011): Media Riset Bisnis & Manajemen
Publisher : Universitas Trisakti

The purpose of this study is to explore how customer expectation of corporate social responsibility (CSR) can influence the perceived service quality (PSQ), trust and brand affect of perspective retail banking services in Banks of the Government in Indonesia as well as to determine the affect of perceived service quality to brand affect, through the trust as an intervening variable. The design of the study is hypothesis testing. Data collected by conducting direct research into the field, which is conducted by distributing questionnaires to be filled by the respondent (customer retail banking industry). Questionnaires distributed to 120 respondents as sample of clients from government banks under Go Public category namely Bank Mandiri, Bank Negara Indonesia (BNI) and Bank Rakyat Indonesia (BRI). Sampling is done using purposive sampling technic. This study used Structural Equation Modeling as a method of data analysis. The results fmd that the customer expectation of corporate social responsibility can influence the perceived service quality, trust and brand affect. Overall, these results are consistent with previous research. CSR plays an important role in influencing the PSQ, subsequently affecting the trust, and ultimately influence the brand affect. The present study also finds a direct influence CSR on the brand affect. Although the results of this research is clear, but further research is expected to be conducted to other banks in Indonesia by considering several factors, such as the type and nature of the retail banking industry, the perception, behavior, and demographics of retail banking customers as well as the strategic focus of the retail banking toward CSR.Keywords : Corporate social responsibility, Perceived service quality, Trust, Brand affect, Banking

PEMBERDAYAAN PSIKOLOGI : HUBUNGANNYA DENGAN KEPUASAN KERJA DAN KOMITMEN AFEKTIF Andreas Wahyu Gunawan; Okta Viyanita
Media Riset Bisnis & Manajemen Vol. 12 No. 1 (2012): Media Riset Bisnis & Manajemen
Publisher : Universitas Trisakti

The purpose of this research is to analyze the relationship between Psychological empowerment toward Job satisfaction and Affective commitment in Hasanah Graha Afiah Hospital, Depok. In this research, the researcher used descriptive statistic analysis and correlation coefficient in SPSS 11.5 software. Total sample of this research is 115 employees in this hospital. The conclution's result from this research is most of the gender that worked in Hasanah Graha Afiah Hospital is woman with total result with 82,6%, age from 24-26 years is 67,8%, and have been worked from 1-3 years is 46,1%. This research used hypotheses test toward every variable dimension through individual analysis based on any informations related to Psychological empowerment (mean score 3.89) toward Job satisfaction (mean score 3.85) and Affective commitment (mean score 3.92). Based on the relation analysis of Psychological empowerment toward Affective commitment and Job satisfaction showed that there was a significant relation between Psychological empowerment toward affective commitment and Job satisfaction with the Pearson Correlation's value for each relationship was 0.785 and 0.570.Keywords: Psychological empowerment, Affective commitment, Job satisfaction

Analisis Pengaruh Talent Management dan Organizational Culture terhadap Organizational Performance dengan Organization Commitment Sebagai Variabel Mediasi Putri, Mega Purnama; Anwar, Muhammad Khaerul; Wahyuni, Puri; Dewantoro, Yusuf; Gunawan Putra, Andreas Wahyu
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : CV. Ridwan Publisher

Tujuan dari studi empiris ini adalah untuk memeriksa dan menganalisis dampak manajemen bakat dan budaya organisasi pada kinerja yang dipandu oleh komitmen organisasi. Penelitian ini menggunakan pendekatan langsung dengan mendistribusikan questionnares dan metode sampling dengan purposive sampling yang melibatkan 152 karyawan The Four Season Hotel Jakarta. Alat analisis dalam penelitian ini adalah alat Structural Equation Modeling (SEM) dengan Partial Least Square. Hasil penelitian ini adalah dampak positif dan signifikan dari manajemen bakat, budaya organisasi, commitmen pada performace. Hal ini juga shoen bahwa komitmen organisasi memainkan peran sebagai jembatan pada kedua manajemen bakat dan budaya organisasi. Hasil penelitian ini menyimpulkan bahwa manajer SDM harus fokus pada penghargaan, insentif, dan penghargaan yang diberikan secara teratur kepada karyawan, untuk meningkatkan motivasi karyawan dan berkontribusi pada pertumbuhan perusahaan.

Pengaruh Compensation dan Work Environment terhadap Turnover Intention Yang dimediasi oleh Job Satisfaction pada PT Bank Mandiri Taspen Haula Syifa Utari; Andreas Wahyu Gunawan; Netania Emilisa; Aqsa Fadillah
Jurnal Riset Akuntansi Vol. 1 No. 3 (2023): August : Jurnal Riset Akuntansi
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jura-itb.v1i3.422

This study aims to analyze the effect of compensation and work environment on turnover intention mediated by job satisfaction at PT Bank Mandiri Taspen, which is a banking company with two different branches. This type of research uses a quantitative method by using the hypothesis testing method on two divisions in a banking company. The data collection technique used in this research is a questionnaire with 92 respondents. Data processing and analysis in this study used Structural Equation Modeling (SEM) with Partial Least Square (PLS) in the SmartPLS application. The results showed that: Compensation has a negative and significant effect on Turnover intention, Compensation has a positive and significant effect on Job satisfaction, Work environment has a negative and significant effect on Turnover intention, Work environment has a positive and significant effect on Job satisfaction, Job satisfaction has Negative and significant effect on Turnover intention, Compensation has a negative and significant effect on Turnover intention through Job satisfaction, Work environment has a negative and significant effect on Turnover intention. Job satisfaction has a positive influence on Job satisfaction because the more comfortable a work environment is, the employees will feel safe and comfortable in completing their work and Compensation and Work Environment are proven to be significant and have a negative effect based on the existing beta coefficient value which indicates that both these variables have an influence on Turnover Intention at PT Bank Mandiri Taspen

Influence of Authentic Leadership on Innovation Performance: The Role of Knowledge Sharing and Organizational Commitment Siagian, Melisa; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.689

In dynamic business environments, innovation is the key to organizational success. PT. Indokemika Group recognizes leadership's pivotal role in driving innovation. The study aims to assess Authentic Leadership's impact on Innovation Performance, with Explicit and Tacit Knowledge Sharing and Organizational Commitment as mediators. Analyzing data from 180 respondents, Structural Equation Model (SEM) and Sobel Test were utilized. Findings reveal that authentic leadership and tacit knowledge sharing significantly influence innovation performance through organizational commitment mediation. However, organizational commitment doesn't mediate the link between authentic leadership and explicit knowledge. Implications entail nurturing authentic leadership, promoting knowledge-sharing culture, and fostering robust organizational commitment.

Pengaruh spiritual capital, human capital, structural capital terhadap relational capital dalam meningkatkan performance di perusahaan PT. Shopee Kumara, Indrawan Dona; Gunawan Putra, Andreas Wahyu
Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan Vol. 5 No. 8 (2023): Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan
Publisher : Departement Of Accounting, Indonesian Cooperative Institute, Indonesia

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

This objective of the empirical study is to examine and to analyse the influence of spiritual capital, human capital, structural capital on relational capital in increasing performance in PT. Shopee. The sampling procedure used in this study to collect relevant data is to use a questionnaire and use a purposive sampling. This research was conducted on 250 respondents who are employees who work at PT. Shopee at SCBD Jakarta. Data were analyzed using SEM (Structural Equation Modeling) and SPSS (Statistical Program for Social Science) methods. The test results show that Spiritual Capital, Human Capital and Structural Capital have a positive effect on Relational Capital. The findings of this study also show that Performance also has a positive effect on Spiritual Capital, Human Capital, Structural Capital and Relational Capital. In addition, this study also proves that Relational Capital has a positive effect between Spiritual Capital, Human Capital and Structural Capital with Performance.

THE ROLE OF KNOWLEDGE MANAGEMENT, INNOVATION, MOTIVATION AND JOB SATISFACTION IN IMPROVING EMPLOYEE PERFORMANCE (CASE: INDONESIA) Harmiko, Guntur Dian; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
International Journal of Social Service and Research Vol. 4 No. 8 (2024): International Journal of Social Service and Research
Publisher : Ridwan Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/ijssr.v4i8.874

The purpose of this study is to examine how knowledge management affects employee creativity, motivation, and work satisfaction in Indonesia's printing sector. In 2024, questionnaires were randomly delivered to PT Penerbit Erlangga Group Jakarta employees in order to gather cross-sectional data. In order to investigate a particular population or sample, data were gathered using a quantitative approach based on positivism. Research tools were used to collect data, which were then statistically evaluated to test hypotheses. The findings indicate that while knowledge management has no detrimental effects on employee performance, it does have a favorable impact on employees' motivation, creativity, and job satisfaction in Indonesia's printing industry. Furthermore, employee performance is not positively impacted by innovation, but it is positively impacted by job satisfaction and motivation. The managerial ramifications of these results underscore how critical it is for printing companies to concentrate on initiatives that raise employee engagement and satisfaction, foster innovation, and enhance staff knowledge and abilities.

THE INFLUENCE ANALYSIS OF REWARDS, WORK-LIFE BALANCE AND CAREER DEVELOPMENT IN INFLUENCING EMPLOYEE RETENTION THROUGH JOB SATISFACTION AND EMPLOYEE WELL-BEING IN THE MANUFACTURING INDUSTRY IN CIKARANG Simbolon, Jeff Aditya; Tanuwijaya, Justine; Gunawan, Andreas Wahyu
International Journal of Social Service and Research Vol. 4 No. 8 (2024): International Journal of Social Service and Research
Publisher : Ridwan Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/ijssr.v4i8.884

This study aims to explore the role of reward, work-life balance, career development, job satisfaction, and employee well-being in influencing employee retention. The research was quantitative and collected data cross-sectionally from the Manufacturing Industry sector in the Cikarang area in 2024. The study will examine independent variables, including Reward, Work-life Balance, and Career Development, and their impact on dependent variables such as Job Satisfaction, Employee Well-being, and Employee Retention. The results of the hypothesis test show that the better the reward received by operator employees, the better it has a good influence on Job Satissefaction. The better the Career Development owned by the operator employees in the manufacturing industry, the more it improves the welfare of the operator's employees. It is concluded that if employees have opportunities for career development at the company where they work, it will increase the level of job satisfaction.

Co-Authors Achmad Fauzan, Achmad Adhihusada, Christophorus Kevin Anggun Amanda Endah Pratiwi Anwar, Muhammad Khaerul Aqsa Fadillah Ayu Wulandari Bayudi Ramadani Fatimah, Tuti Godfrid, Ronald Junus Harmiko, Guntur Dian Haula Syifa Utari Indrawan Dona Kumara Juslily, Marta Justine Tanuwijaya Kumara, Indrawan Dona Luther Aprinando Pentury Magdhalena, Elizabeth Mustika, Klara Netania Emilisa Nico Lukito Okta Viyanita Putri, Mega Purnama Revanza, Dafa Sadat, Fauzan Salsabila Rizky Septinia Sari Siagian, Melisa Simbolon, Jeff Aditya Sri Ramadhani Asda Sri Vandayuli Riorini Turnip, Dedianto Utomo, Alghani Imansyah Wahyuni, Puri Wiranti, Ridha Yaksaprawira, Dibyo Yusuf Dewantoro Herlambang Ziliwu, Hendik Arianto

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