The
Effect of Flexible Working Space, Flexible Working Hours and Self
Efficacy on The Performance
of Interior Designers in South Jakarta
Rudi Ade Kurniawan1, Herry
Krisnandi2, Kumba Digdowiseiso3*
Faculty
of Economics and Business, National University,
Indonesia1,2,3
Email: rudi.ade@gmail.com1, [email protected]2,
[email protected]3*
INTRODUCTION
One
of the most
important aspects in the development of the company
is human resources, where the results
of achieving company goals can
be achieved on the role
of workers who have the
ability in their fields. Companies require workers to continue to
develop and improve their abilities. Today many companies are looking for workers who have high
loyalty traits and are able to
continue to grow to fulfill
the responsibilities given by the
company to these workers (Yusuf, 2018).
Indonesia's economic growth experienced a slowdown in mid-2020 due to the impact
of the world
health crisis, namely the Covid-19 pandemic. Where the Covid-19 pandemic greatly affected the slowdown in almost all aspects of GDP, which had been targeted at
the beginning of 2020 at 5.3%, updated to -0.4 – 2.3%. In this situation, the Indonesian economy is still considered
better than the performance of other countries.
From the point
of view of
interior consulting bureaus,
the COVID-19 pandemic has
had a significant impact on several
types of construction work. The impact can be
seen in the types of commercial
construction work such as offices, hotels and retail, the impact on
this type of work is
the impact of government policies
on the appeal
to maintain physical distance which causes a significant decrease in demand.
Interestingly, the type of health
construction work did not experience a negative impact, on the contrary,
it experienced a very significant increase due to
the lack of health facilities
to meet the
need for health space in handling COVID-19 patients. Similarly, the type of residential,
industrial and educational construction work that can be seen is
not too significant, what causes this
to happen is that this
type of work
is long-term and is a major need with
a high probability that it will
still experience an increase in demand, so with
this it is
precisely the type of retail and restaurant construction work that The impact is very
significant compared to other types
of construction work.
A
survey conducted by archify (2021) resulted in that all interior designers agree on the
impact of the pandemic on
ongoing work. However, many argue
that this condition will not last long and predict
that in 2021 the performance of interior consulting firms will improve.
The
routine that has always been done
by interior design such as interacting, gathering and doing
business trips is no longer done
due to the
impact of the pandemic and
the implementation of policies by
the government on maintaining distance or physical
distancing aimed at inhibiting the
spread of the virus, from these policies many interior designer jobs are hampered but this isIt
does not stop interior designers
from continuing to work and
find solutions in order to adapt to
the situation that is happening.
From the survey
results in figure 1.5 on the point
of WFH or work from home
may be my
choice in the future to have
a score of 36% that respondents said they agreed
to implement work from home
or outside the office in the
future period.
Work from home
or more precisely
we can interpret
as working outside the office shows us that
changes in conventional work culture regarding
the workplace. Flexible working is an alternative
work culture that can be
adapted for future work methods,
aspects of flexible working can be divided
into 2, namely flexible working space and flexible
working hours (Driyantini et al.,
2020).
Pandiangan
(2018) said that in the 1970s flexible working had become one of the
choices for working methods. Not a few companies are now implementing flexible working, especially in interior consulting
firms where workers are given policies in managing their own workplace and
working time, many benefits can
be obtained from flexible working,
including reducing stress levels on
the way to
work, reducing conflicts between dividing time for
work and family, reducing the number of
worker absences and so on.
Flexible working cannot be applied
to all workers,
only workers who have a level of discipline and
initiative are able to apply this
method of working. Flexible working increases the emergence of
more creative ideas arising from a comfortable work atmosphere, and has a great influence on the level of
satisfaction at work which will
create a high commitment and sense of responsibility
related to self-efficacy of the work that
has been given by the company.
Nugrahani
(2013) in his research said
that "Self efficacy is an
individual's assessment of his own ability
or competence in performing a task, achieving a goal and producing something".
In the statement that has been conveyed
above, it can be concluded
that self-efficacy is the awareness
of the potential
possessed by the related individual in facing a task given
to him, self-efficacy
is the belief
that "I can". Workers who have
a high level of self-efficacy will say "that I am able
to complete this job" and conversely workers who have
a low level of self-efficacy will feel unable to
complete the task given and
can even avoid the responsibility
and give it to others
The
conclusion that can be drawn
from the description above is that there
are several factors that affect employee
performance such as flexible working, discipline, responsibility, creativity, cooperation and self-efficacy. Companies must pay very serious
attention to aspects that can
affect employee performance that will have an
impact on company profits. There have been
many previous studies or studies
that discuss what influences can affect employee
performance, here are some previous studies
that are references to this study:
Research conducted
by Andre Goni, Lucky O. H. Dotulong and Merinda H. C. Pandowo
(2021) with the research title "The Effect of Self Efficacy,
Work Environment, and Work Culture
on the Performance of Administration Division Employees at the Regional Office of the Ministry
of Law and Human Rights of North
Sulawesi During the Pandemic Period" resulted in a statement that Self efficacy
"Work environment
and work culture simultaneously have a positive and significant influence on the
performance of administrative division employees at the
Regional Office of the Ministry of
Law and Human Rights of North Sulawesi".
Furthermore, research conducted by Andi Triyawan and Zubdiana
El Ummah Fendayanti (2021) with
the research title "The Impact of the Covid-19 Pandemic on the
Sustainability of Construction Service Companies"
shows that "The focus and seriousness
of the government
in national disaster management is increasingly
visible and confirmed by the
issuance of Presidential Decree No.11 of 2020 concerning the Determination of Covid-19 Public Health Emergencies".
Furthermore, research conducted by Hendrik Pandiangan
(2018) entitled "Flexible Working Arrangement and Its Effect
on Work Life Balance in Online Transportation
Service Drivers in Yogyakarta City" shows that "The implementation of flexible working hours is very
effective for drivers, where they feel
comfortable and enjoy this work,
so they are more productive, excited and motivated
at work".
Then the last
research conducted by Ratri Nugrahani (2013)
entitled "The Relationship of
Self Efficacy and Learning Motivation
with Learning Independence of Class V Students of SD Negeri Se-Kecamatan Danureja
Yogyakarta" shows that
"There is a positive and significant
relationship between self efficacy and learning
motivation, the relationship shows that the higher
the self efficacy and motivation
to learn, the higher the
independence of learning possessed by students"
Based on the
description above, the author is
interested in researching and further examining
whether the influence of Flexible Working
Space, Flexible Working Hours and
Self Efficacy on the performance
of interior designers is found, so
in this Final Project the author takes the
title
"The Effect of Flexible Working Space, Flexible Working Hours and
Self Efficacy on the Performance of Interior Designers in South Jakarta"
METHODS
This study adopts associative research methods to explore
the relationship between certain variables, namely flexible working space, flexible working hours, and self efficacy
on the performance
of interior designers in South Jakarta. Research plans and stages,
such as proposal preparation,
data collection through questionnaires, and data analysis, have been arranged in the table of
research plans and stages. The data source came from
respondents, namely
interior designers in the South Jakarta area, with the use of
qualitative data processed quantitatively through the Likert scale
in the questionnaire. The
study population included
interior designers working
in the region, and samples were taken through purposive sampling techniques with the number of
respondents determined through the William G. Cochran formula.
The data collection process is carried out
by distributing questionnaires, which will then be
processed through descriptive and inferential analysis, including multiple linear regression to test
the effect of the independent
variable on the dependent variable.
Previously, tests were carried out on
the validity and reliability of instruments, as well as tests of
classical assumptions such as normality, multicollinearity, and heteroscedasticity. Furthermore, the F test and
t test are used to test the
significance of the influence of
the independent variable together and partially. The entire study is directed to provide
a deeper understanding of the factors
that affect the performance of interior designers in the context of
flexible working space and flexible
working hours. Test Instruments
The results of the
validity test showed that all
questions on the questionnaire, related to the
variables Flexible Working Space (X1), Flexible Working Hours (X2), Self Efficacy (X3), and Designer Performance (Y), were declared
valid. Using a calculated value greater than
rtable (0.1946), this study
verified the accuracy of the
measurement instrument. The
reliability test process with the
Cronbach Alpha method also showed
satisfactory results, with the reliability
value of each variable above
0.600. The variable Flexible
Working Space (X1) has reliability of 0.852, Flexible Working Hours (X2) of 0.873, Self Efficacy (X3) of 0.749, and Designer
Performance (Y) of 0.756. Therefore,
it can be
concluded that the measuring instruments
used in this study can provide consistent
and reliable measurements.
RESULTS
Classical Assumption Test
Normality Test
One
Simple Kolmogorov-Sminorv test or normality
test is used
to determine the distribution of data, whether it follows a normal, passionate, or uniform distribution. In this case to find
out whether the independent variable and the
dependent variable are both normally distributed
or not. The distribution
data is said to be
normal if the level of significance > 0.05 and if the
opposite is significant
<0.05 then it is said to
be abnormal. The following table of results
from the normality test is presented as follows:
Table 1. Normality Test Results
One-Sample Kolmogorov-Smirnov Test
Unstandardized Residual
|
N |
100 |
|
|
Normal Parametersa,b |
Mean |
.0000000 |
|
Std. Deviation |
2.18439550 |
|
|
Most Extreme Differences |
Absolute |
.054 |
|
Positive |
.050 |
|
|
Negative |
-.054 |
|
|
Test Statistics |
.054 |
|
|
Asymp. Sig. (2-tailed) |
.200c,d |
|
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
Based on the
results of the normality test
referring to table 4.10 it can
be seen that
the value of
Asymp. Sig (2- Tailed) of 0.200 is greater than 0.05 (0.200
> 0.05) so it can be concluded
that the data on the above
research variables are normally distributed.
Multicolonicity Test
The
multicolonierity test is used to
determine whether or not there is
a deviation from the classical assumption
of multicolonierity, namely the existence
of a linear relationship or variance inflation
factor (VIF) value, if the Tolerance
value > 0.10 or VIF <
10, then it can be said
that multicolonicity does not occur in the processed model.
Table 2. Multicolonicity Test Results
|
Type Tolerance |
VIF |
||
|
1 |
Flexible Working Space |
.275 |
3.634 |
|
Flexible Working Hours |
.787 |
1.271 |
|
|
Self Efficacy |
.242 |
4.132 |
|
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
As based on table
4.11 (Coefficients) it can be seen
that the variance
inflation factor (VIF) of each independent
variable has the following values:
1.
The
VIF value for the flexible working
space (X1) variable is 3.634 < 10 and the tolerance value
is 0.275 > 0.10.
2.
The
VIF value for the variable flexible
working hours (X2) is
3.
1.271
< 10 and tolerance value of 0.787 > 0.10.
4.
The
VIF value for the self-efficacy variable (X3) was 4.132 < 10 and the tolerance
value was 0.242 > 0.10.
5.
Thus, it is concluded
that the regression equation model does not occur multicollinearity and can be used
in this study.
Heteroscedasticity Test
The
heteroscedasticity test is performed to
test whether in a regression model, there is an inequality
of variance from residual from
one observation to another. A good
regression model is one that does
not occur heteroscedasticity.
In this study, it was carried out
with glacier tests. If the Glacier Test value
seen from the Sig value is
more than 0.05 then there are no symptoms of
heteroscedasticity,
and if the
Sig number is below 0.05 then
symptoms of heteroscedasticity
occur.
Table 3. Heteroscedasticity Test Results
Coefficientsa
|
Unstandardized Coefficients |
Standardized Coefficients Beta |
t |
Sig. |
|||
|
Type B |
Std. Error |
|||||
|
1 |
(Constant) |
2.745 |
1.772 |
|
1.549 |
.125 |
|
Flexible Working Space |
-.023 |
.064 |
-.070 |
-.361 |
.719 |
|
|
Flexible Working Hours |
.017 |
.025 |
.079 |
.688 |
.493 |
|
|
Self Efficacy |
-.020 |
.070 |
-.057 |
-.278 |
.781 |
|
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
Table 3. The above explains that the
results of each independent variable, namely flexible working space (X1), flexible working hours (X2) and self efficacy
(X3) by utilizing the glacier model, obtained real results greater than 0.05 (sig > 0.05) which means that the
data in this study does not
occur heterokedasticity problems which in the end this
study can be continued.
Inferential Analysis
Multiple
Linear Regression Analysis
Multiple linear regression analysis is included
in the form of analysis that discusses the extent of
the influence of the independent
variable (X) on the dependent variable (Y). Where the independent
variables are included in flexible working space (X1), flexible working hours (X2) and self efficacy
(X3) and dependent variables are included in designer performance (Y). In calculating the regression coefficient in this study utilizing the SPSS 25 program. Below are included in the output results
listed in Table 4. below:
Table 4. Multiple Linear Regression
Coefficientsa
|
Unstandardized Coefficients |
Standardized Coefficients Beta |
t |
Sig. |
|||
|
Type B |
Std. Error |
|||||
|
1 |
(Constant) |
12.298 |
2.836 |
|
4.336 |
.000 |
|
Flexible Working Space |
.346 |
.102 |
.389 |
3.406 |
.001 |
|
|
Flexible Working Hours |
.101 |
.040 |
.168 |
2.495 |
.014 |
|
|
Self Efficacy |
.348 |
.112 |
.377 |
3.097 |
.003 |
|
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
Based on table 4. Above, we get the
multiple linear regression equation as follows:
Y = 12.298 + 0.346 X1+ 0.101
X2+ 0.348 X3
Information:
Y = Designer Performance
X1 = Flexible Working Space
X2 = Flexible Working Hours
X3 = Self Efficacy
The
regression equation shows that the constant
is 12.298 and it can be
explained that the constant is
12.298, which states that if the
flexible working space (X1), flexible working hours (X2), self efficacy (X3) values are constant (unchanged), then the designer's
performance score is 12.298 with an error standard
of 2.836. From the results of
the multiple linear regression equation, each independent variable can be
interpreted as having an effect on
designer performance as follows:
a.
The
variable flexible working space has a regression coefficient of 0.346 meaning that if the
flexible working space increases by one point,
then the designer's performance will increase by
0.346 or 34.6% with other independent variables the value
is constant. While at the positive number sign of 0.346, it means that
if the flexible
working space is getting better, then the designer's performance will also increase.
b.
The
variable flexible working hours has a regression coefficient of 0.101 meaning that if flexible
working hours increase by one
point, then the designer's performance will increase by 0.101 or 10.1% with other
independent variables being constant. While at the
positive number sign of 0.101, it means that
if flexible working hours are getting better, then the designer's
performance will also increase.
c.
The self-efficacy variable has a regression coefficient of 0.348, meaning that if self-efficacy
increases by one point, then
the designer's performance will increase by 0.348 or 34.8% with other
independent variables constant values. While at the
positive number sign of 0.348, it means that
if self-efficacy is getting better,
then the designer's performance is also increasing.
Model Due Diligence
Test F
Test F is used
to test the
significance of the influence of
independent variables, namely flexible working space, flexible working hours and self
efficacy on the dependent variable,
namely designer performance through the ANOVA test (Test F).
Table 5. F Test Results
ANOVAa
|
Sum of Type Squares |
Df |
Mean Square |
F |
Sig. |
||
|
1 |
Regression |
899.323 |
3 |
299.774 |
60.921 |
.000b |
|
Residuals |
472.387 |
96 |
4.921 |
|
|
|
|
Total |
1371.710 |
99 |
|
|
|
|
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
As
shown in the data output of the
Anova Table in Table 4.14 above, it can be
explained that the Fcalculate value is 60.921 with a sig value
of 0.000. As based on the results
of calculations assisted by the
SPSS 25 program, the value of Sig = (0.000) is smaller than
alpha or the error limit level obtained is 5% (α = 0.05). The meaning of the
Sig value in the Anova table,
the model is said to be
real because it is below the
specified alpha value limit of 0.000 < 0.05.
Which in the end can be
concluded that in this study the model is said to
be real and worthy of use
in this study as it is based on
the Sig value
obtained, that all independent variables can explain
any changes in the value of
the dependent variable because it has a significant influence.
Test Coefficient
of Determination (R2)
The
Coefficient of Determination (R2) test is used to
obtain knowledge related to how
much the ability of the
independent variable developed in the study mentioned is able to
explain the dependent variable.
Table 6. Test
Results of Coefficient of Determination (R2)
Model Summary
|
Type R |
R Square |
Adjusted R Square |
Std. Error
of the Estimate |
|
|
1 |
.810a |
.656 |
.645 |
2.218 |
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
In table 6. obtained the value of
the coefficient of determination (R2) of 0.656 which means
that the variable level of designer performance is influenced by
flexible working space, flexible working hours and
self efficacy of 65.6% while the remaining 34.4% is influenced by
other factors outside the study.
Hypothesis
Test (Test t)
The
t test, which is a partial regression
coefficient, is used to determine
whether partially each independent variable has a positive and significant effect on the
dependent variable. To test the effect
of the independent
variable on the dependent variable,
a significant level of 0.05
was used with the following
criteria:
a.
If
t counts > t table and sig < 0.05 then Ho is rejected
and Ha is accepted, meaning that flexible working
space, flexible working hours and
self efficacy have a positive and significant effect on designer
performance.
b.
If
t counts < t table and sig > 0.05 then Ho is accepted,
meaning that flexible working space, flexible working hours and
self efficacy do not have a positive
and significant effect on the
designer's performance.
Table 7. Test Results t
Coefficientsa
|
Unstandardized Coefficients |
Standardized Coefficients Beta |
t |
Sig. |
|||
|
Type B |
Std. Error |
|||||
|
1 |
(Constant) |
12.298 |
2.836 |
|
4.336 |
.000 |
|
Flexible Working Space |
.346 |
.102 |
.389 |
3.406 |
.001 |
|
|
Flexible Working Hours |
.101 |
.040 |
.168 |
2.495 |
.014 |
|
|
Self Efficacy |
.348 |
.112 |
.377 |
3.097 |
.003 |
|
Source: SPSS output 25. Coefficients,linear regression. Processed 2022
As in the
calculation results in table 4.16 Malacca obtained the explanation
of the hypothesis
in this study is below:
1.
Hypothesis One Testing
As based
on the test
results in table 4.16, knowledge of the
coefficients regression value of the flexible working
space variable (X1) is positive (0.389), which in the end
can be said
to be the
variable flexible working space (X1) directly proportional (positive) to the
designer's performance variable (Y) because the value of
t is calculated > t table (3.406 > 1.985) which in
the end at
the error rate of 5% then, Ho is set for rejection and
Ha is set for acceptance, which means that there
is a partial influence between flexible working space (X1) and designer performance (Y). The results mentioned are shown by the
significance value of statistical tests for flexible
working space (X1) variables of 0.001 < 0.05 obtained knowledge that flexible working
space (X1) is significant with the performance of designers in South Jakarta (Y). So it was concluded
that flexible working space produces
a positive and significant influence on designer performance.
2.
Second Hypothesis Testing
As based
on the test
results in table 4.16, knowledge of the
coefficients regression value of the flexible working
hours variable (X2) is positive (0.168), which in the end
can be said
to be the
variable flexible working hours (X2) directly proportional (positive) to the
designer's performance variable (Y) because the value of
t is calculated > t table (2.495 > 1.985) which in
the end at
the error rate of 5% then, Ho is set to be rejected
and Ha is set to be accepted,
which means that there is
a partial influence between flexible working hours (X2) and designer performance
(Y). The results mentioned
are shown by the significance value of statistical
tests for flexible working hours (X2) variables of 0.014 < 0.05 obtained knowledge that flexible working hours (X2) are significant with the performance
of designers in South Jakarta (Y). So it was concluded
that flexible working hours produce
a positive and significant influence on designer performance.
3.
Third Hypothesis Testing
As based
on the test
results in table 4.16, knowledge of the
coefficients regression value of the
self-efficacy variable (X3)
is positive (0.377), which in the end
can be said
to be the
self-efficacy variable (X3)
directly proportional (positive) to the
designer's performance variable (Y) because the value of
t is calculated > t table (3,097 > 1,985) which in
the end at
the error level of 5% then, Ho is set for rejection and
Ha is set for acceptance, which means that there
is a partial influence between self-efficacy (X3) and designer performance (Y). The results mentioned are shown by the
significance value of statistical tests for the
variable self efficacy (X3) of 0.003 < 0.05 obtained knowledge that self efficacy
(X3) is significant with the performance
of designers in South Jakarta (Y). So it was concluded
that self-efficacy produces a positive and significant influence on designer
performance.
Discussion
The Effect of Flexible
Working Space on Designer Performance
Based on the
results of research that has been conducted using the SPSS 25 program states that flexible
working space has a positive and significant
effect on the performance of interior designers in South Jakarta. The analysis was strengthened by using the
results obtained through several tests and the
results of hypothesis testing had a value of 3.406 and obtained
the result that the significance
value smaller than the probability
limit of the error rate used
was 5% (0.001 < 0.05) which
means that the variable flexible
working space has a positive and significant
effect on the performance of interior designers in South Jakarta.
The
results of this study also support the results
of previous research conducted by (Driyantini et al., 2020) proving
that there is a positive influence
and significance of flexible working
space variables on organizational performance. And also supported by the results
of previous research conducted by (Pandiangan, 2018) which showed the variable
flexible working space has a positive effect and significance
on driver performance.
The Effect of Flexible
Working Hours on Designer Performance
Based on the
results of research that has been conducted using the SPSS 25 program states that flexible
working hours have a positive and significant effect on the
performance of interior designers in South Jakarta. The analysis was strengthened
by using the results obtained
through several tests and the
results of hypothesis testing had a value of 2,495 and obtained
the result that the significance
value smaller than the probability
limit of the error level used was 5% (0.014 < 0.05) which means that the
variable flexible working hours has a positive and significant
effect on the performance of interior designers in South Jakarta.
The
results of this study also support the results
of previous research conducted by (Pandiangan, 2018) proving that there is
a positive influence and significance of flexible working
hours variables on driver performance.
The Effect of Self
Efficacy on Designer Performance
Based on the
results of research that has been conducted using the SPSS 25 program states that self-efficacy
has a positive and significant effect on the performance
of interior designers in South Jakarta The analysis was strengthened by using the
results obtained through several tests and the
results of hypothesis testing had a value of 3.097 and obtained
the result that the significance
value smaller than the probability
limit of the error rate used
was 5% (0.003 < 0.05) which
It is interpreted
that the variable of self
efficacy has a positive and significant effect on the
performance of interior designers in South Jakarta.
The
results of this study also support the results
of previous research conducted by (Goni et al.,
2021) proving that there is a positive
influence and significance of self-efficacy variables on employee performance.
And also supported by the
results of previous research conducted by (Ali et al., 2021) which
showed that self-efficacy variables had a positive effect and significance on employee performance
CONCLUSION
Based
on the results
of the analysis
and discussion in the previous chapter
on the effect
of flexible working space, flexible working hours, and self-efficacy
on the performance
of interior designers in South Jakarta, several important findings can be concluded.
First, from data analysis, it can be
seen that flexible working spaces have a positive
and significant influence on the
performance of interior designers, showing that an increase
in the use of flexible workspaces
has an impact on improving performance.
These findings support the acceptance
of hypothesis 1 (H1). Second, the results
of the analysis
also show that flexible working
hours have a positive and significant
influence on the performance of interior designers in South Jakarta, confirming that the increase
in flexible working hours also contributes
to improved performance. Thus, hypothesis 2 (H2) is accepted. Third, self-efficacy has also been shown to
have a positive and significant influence on interior designers' performance, indicating that increased self-confidence has an impact on
improving performance. These findings support the acceptance
of hypothesis 3 (H3). In addition, the results
showed that the value of
the coefficient of estimation of
the flexible working space variable
was the most
dominant of the designer's performance variables in South Jakarta, followed by the variables
of self-efficacy and flexible working
hours.
Acknowledgment
This article is a part of joint research and publication between
Faculty of Economics and Business, Universitas Nasional, Jakarta and Faculty of
Business, Economics, and Social Development, Universiti
Malaysia Terengganu.
REFERENCES
Ali, F., Tri, D., & Wardoyo,
W. (2021). Pengaruh
Self Efficacy Terhadap
Kinerja Karyawan Dengan Kepuasan Kerja Sebagai
Variabel Intervening (Studi Pt. Ultrajaya Milk Industry, Tbk Surabaya Bagian Marketing). In Jurnal
Ilmu Manajemen (Vol. 9).
Ary, I. R., & Sriathi, A. Agung Ayu. (2019). Pengaruh Self
Efficacy Dan Locus Of Control Terhadap Kinerja
Karyawan ( Studi Pada Ramayana Mal Bali ) Fakultas
Ekonomi Dan Bisnis Universitas Udayana , Bali, Indonesia Persaingan Antara
Perusahaan Menjadi Lebih Sengit Dan Kompetitif
Pada
Era Globalisasi. E – Jurnal
Riset Manajemen, 8(1), 6990–7013.
Driyantini, E., Rinda Putri Pramukaningtiyas,
H., Khoirunnisa Agustiani, Y., & Gadjah Mada, U. (2020). Flexible Working Space, Budaya Kerja Baru Untuk Tingkatkan
Produktivitas Dan Kinerja Organisasi. In Jurnal Ilmu Administrasi
Media Pengembangan Ilmu Dan Praktek Administrasi (Vol. 17).
Engko,
C. (2008). Pengaruh Kepuasan Kerja Terhadap Kinerja Individual Dengan Self Esteem Dan Self Efficacy Sebagai Variabel Intervening (Vol. 10, Issue 1).
Goni, A. L.,
Dotulong, L. O. H., & Pandowo, M. H. C. (2021).
Pengaruh Self Efficacy, Lingkungan Kerja Dan Budaya Kerja Terhadap Kinerja Pegawai
Divisi Administrasi Pada Kantor Wilayah Kementerian Hukum Dan Ham Sulawesi
Utara Selama Masa Pandemi
The Effect Of
Self Efficacy, Work Environment And
Work Culture On Performance Of
Employees In The Administrative Division At The Regional Office Of The Ministry Of Law And Human Rights North Sulawesi During The Pandemic. 761 Jurnal Emba, 9(4), 761–772.
Manado, R. S., & Tampi,
B. J. (2014). Journal “Acta Diurna” Volume
III. No.4. Tahun 2014. III(4),
1–20.
Nurhayat, Y., & Wahyuni, S. (2021).
Pengaruh Pelatihan dan Kompensasi terhadap Motivasi Kerja dan Kinerja
Tenaga Alih Daya Kantor Perwakilan SMK Migas Sumbagut. 3(2),
121–130.
Nugrahani, R.
(2013). Hubungan Self-Efficacy Dan Motivasi Belajar Dengan
Kemandirian Belajar Siswa Kelas V Sd Negeri Se- Kecamatan
Danurejan Yogyakarta.
Pandiangan, H. (2018). Flexible Working Arrangement Dan Pengaruhnya Terhadap
Work-Life Balance Pada Driver Layanan Jasa Transportasi Online Di Kota Yogyakarta Tesis Program Studi
Magister Manajemen.
Permata Sari, D., & Candra,
Y. (2020). Pengaruh Pengembangan Karir, Self Efficacy, Dan Motivasi Kerja Terhadap Kinerja Karyawan.
Jurnal Ekonomi Manajemen Sistem Informasi, 1(3), 224–228. Https://Doi.Org/10.31933/Jemsi.V1i3.102
Pada, A., Tunas, P. T., & Utama, J.
(2019). Rini Astuti 1) , Suhendri 2) Fakultas
Ekonomi dan Bisnis Universitas Muhammadiyah Sumatera Utara. 5(September), 1–10.
Pandi Afandi. (2018).
manajemen sumber daya manusia (teori,
konsep dan indikator). Zanafa Publishing.
Supatmi, M. E., Nimram, U., & Utami, H. N. (2012). Pengaruh
Pelatihan, Kompensasi
Terhadap Kepuasan Kerja Karyawan Dan Kinerja Karyawan. Jurnal Profit, 7(1), 25–37.
Sitompul, T. I., & Ratnasari, S. L. (2019).
Pengaruh Kepemimpinan, Motivasi Kerja, Dan
Kompensasi Terhadap Kinerja Karyawan Pt. Takamori
Indonesia Batam. Jurnal Dimensi, 8(3), 386–403. https://doi.org/10.33373/dms.v8i3.2185
Susan, E. (2019). MANAJEMEN SUMBER DAYA MANUSIA
Eri Susan 1. Jurnal Manajemen Pendidikan, 9(2), 952–962.
Walangitan, M. D., Ekonomi, F., &
Manajemen, J. (2017). Pengaruh Kepemimpinan,
Komunikasi Dan Motivasi Terhadap Kinerja Karyawan Pada Bp2Rd Provinsi Sulawesi
Utara. Jurnal EMBA:
Jurnal Riset Ekonomi,
Manajemen, Bisnis Dan Akuntansi,
5(3). https://doi.org/10.35794/emba.v5i3.17458
Wardani, W. G. (2013). Pengaruh
Kepemimpinan, Motivasi Dan Disiplin Kerja Terhadap
Kinerja Karyawan (Pada Perusahaan Travel Umroh Dan Hajikota Tangerang). Journal
of Chemical Information and Modeling, 53(9), 1689–
1699. http://openjournal.unpam.ac.id/index.php
Wijaya, E., Fauzi, A., & Fajrillah.
(2020). Pengaruh Kompensasi dan Kepemimpinan
terhadap Kinerja Karyawan
pada Rumah Sakit um Materna Medan. Journal of Business and Economics Research (JBE), 1(1), 17–24.
Wijaya, O. F. E., & Zaroni, Z. (2012).
Pengaruh Kompensasi Terhadap
Kinerja Karyawan Dengan
Motivasi Sebagai Variabel Intervening. Jurnal ULTIMA Accounting, 4(2),
52–71. https://doi.org/10.31937/akuntansi.v4i2.
Triyawan, A., El, Z., & Fendayanti,
U. (2021). Dampak Pandemi Covid-19 Terhadap Keberlangsungan Perusahaan Jasa Konstruksi. Forum
Ekonomi, 23(2), 223–230.
Http://Journal.Feb.Unmul.Ac.Id/Index.Php/Forumekonomi
Yusuf,
N. (2018). Pengaruh Kepemimpinan. Gorontalo Develo[Oment Review, 1(1), 15–28.
|
Copyright holder: Rudi Ade Kurniawan, Herry Krisnandi, Kumba Digdowiseiso (2024) |
|
First publication rights: International Journal
of Social Service and Research (IJSSR) |
|
This article is licensed
under:
|
