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This study examines the influence of employee welfare, both financial and non-financial, on employee loyalty at PT Perkebunan Nusantara V11. Human resources are crucial assets for companies, but the intrinsic drive to contribute often leads to job burnout that negatively impacts productivity and working relationships. Welfare, which includes financial aspects such as salary and incentives as well as non-financial aspects such as work environment and work, is an important factor in building employee loyalty. This study aims to analyze the significant relationship between financial, non-financial well-being and employee loyalty and compare the strength of the influence of each. This research uses descriptive quantitative research, with respondents totaling 150 employees who are used as research samples. The method used in collecting data in this study is through distributing questionnaires. The regression results show that employee welfare, both from a financial and non-financial perspective, shows a significant and positive influence on employee loyalty. Goodfinancial conditions are proven to contribute to increased loyalty, as well as non-financial aspects. Overall, these two factors effectively explain 71% of the employee loyalty level, while the remaining 29% is influenced by other variables not examined in this study. And the results of the correlation show that non-financial welfare has a stronger influence than financial welfare. [ABSTRACT FROM AUTHOR]

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This research investigates the role of job satisfaction as a mediator in the impact of leader member exchange and work-life balance on employee loyalty at PT Batang Hari Barisan. Data were collected through surveys and questionnaires distributed to a sample of 74 respondents. Path analysis was used as the analysis method, with SmartPLS used for statistical processing. The findings show that leader member exchange and work-life balance significantly influence job satisfaction. Furthermore, leader member exchange has a significant influence on employee loyalty, while work-life balance has no direct impact on employee loyalty. Job satisfaction was found to significantly influence employee loyalty. In addition, leader member exchange impacts employee loyalty indirectly through the mediation of job satisfaction, whereas job satisfaction does not mediate the relationship between work-life balance and employee loyalty.

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Military District Command (Kodam) / Kodam Jaya is a military district based in the Special Capital City Region (DKI) Jakarta with its headquarters in East Jakarta City. Kodam Jaya is one of the military districts that accepts prospective personnel who is already a member of the Indonesian National Army (TNI) in the DKI Jakarta area and its surroundings. The personnel of Kodam Jaya have high dedication by showing good performance and are able to coordinate between personnel. However, the work performance shown by Kodam Jaya personnel is less committed to work, as evidenced by the reluctance to be transferred to the other sub-units that are still within the Jaya Regional Military Command. Given these problems, this research is to find out the results of the analysis of the influence of the recruitment process and personnel loyalty in determining the work commitment of personnel on duty at Kodam Jaya. This study used a descriptive-quantitative method, with 133 respondents who were known to be from the Kodam Jaya personnel. By using the Slovin formula in sampling, the study uses regression analysis to find out the relationship between variables. The results of this research, it was found that the recruitment process and loyalty can determine the work commitment of Kodam Jaya personnel with high influence. However, the recruitment process has a very low influence on the work commitment of Kodam Jaya personnel.

This research aims to identify employee perceptions of Station Master and their effect on employee loyalty and employee engagement. The Station Master is the leader of the front-liner who is responsible for railway safety. Officer compliance with operation regulations is the key to realizing railway safety, which can arise from employee loyalty and employee engagement. The station master is emotionally close to the employees, supporting the formation of employee loyalty and engagement by building positive perceptions of the station master’s leadership. The research design used is explanatory research with `a quantitative approach. The population is operational officers of Indonesian Railways Company in the DAOP 7 Madiun. The data used is primary data, collected by survey technique of 150 operational officers using an online questionnaire, then analyzed and empirical testing using the Smart PLS application. The results are that all hypotheses are accepted that perceptions of the Station Master have a positive effect on the loyalty and engagement of operational employees at PT KAI Daop 7 Madiun. Researcher #39 hopes the research results can provide information and increase knowledge for practitioners, especially the Management of PT Kereta Api Indonesia Daop 7 Madiun, in determining the recommended competencies for the Station Head position.

Copyright of Jurnal Ilmu Manajemen Terapan (JIMT). is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This is a novel study that examines the theoretical concept of workplace spirituality and employee loyalty, particularly in the context of millennial employees in Indonesia who currently dominate the local workforce and are thought to have high turnover intentions. This research aims to determine the correlation between each dimension of workplace spirituality and each dimension employee loyalty among millennials in Indonesia. The final participants in the study were 288 millennial employees from 412 initial respondents that fill online questionnaire from 46 cities in Indonesia. All respondents were full-time employees from public and private organizations with minimum two years of work experience. This study first creating the measurement model and then performing structural equation modeling (SEM) to process and interpret the data. The results indicate that each dimensions of workplace spirituality have different effects on the loyalty of millennial employees in Indonesia, which alignment with organizational values is the main reason for staying in the organization.

Copyright of Manajemen IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Generation Y (Millenials) are often labeled as job-hoppers in the professional world. Their desire of changing jobs within short periods of time makes them considered to be less loyal individual to the company. This can happen as the result of low job satisfaction level and an unsupportive work environtment. This study was conducted to determine the relationship between job satisfaction and work environment on the loyalty of Generation Y employees (Millennials) in a private university. This research carried out a quantitative method, with job satisfaction and work environment as the independent variables and the loyalty of Generation Y employees as the dependent variable. The samples of this study are 55 employees of education staff who are categorized as the millennials at a private university in Bandung City, West Java. Questionnaires were distributed as the instrument of data collection. Multiple regression model is used for data analysis. The result of this study indicates that job satisfaction doesn't partially affect loyalty of the Gen Y employees. Work environment partially affects loyalty of the Gen Y employees. Lastly, job satisfaction and work environment simultaneously have a significant influence on loyalty of the Gen Y employees. [ABSTRACT FROM AUTHOR]

Since generation Z dominates North Sumatra province and Medan City has the largest number of residents in North Sumatra province, we want to find out the level of employee loyalty from generation Z Medan City. The data was taken primarily and was distributed to 385 respondents of employees from generation Z Medan City using nonprobability sampling techniques. Data is processed using technical descriptive statistical analysis. The results showed that there are still many employees of Generation Z Medan City who have never changed jobs (44.94%) and the most working period is 1 year - 3 years (41.56%). The level of employee loyalty from generation Z Medan City is in a high category class from the aspects of obedience and submission, responsibility, devotion, and honesty. This is likely influenced by the characteristics of generation Z, the increasing unemployment rate in North Sumatra Province, and the impact of the COVID-19 pandemic. Generation Z women employees are more loyal than men employees, which may be caused by job stability or labor chaos.

The purpose of this study was to determine the influence emotional intelligence, commitment, self efficacy, and competence towards employee loyalty at KPPBC TMP B Surakarta. This research is a quantitative research. The study population consisted of 101 employees at KPPBC TMP B Surakarta, but only 65 samples were taken. The data was collected by using a questionnaire. In this study, the data was analyzed using the classic assumption test, multiple linear regression analysis, t test, F test, and the coefficient of determination test. The results showed the F test (simultaneous) showed emotional intelligence, commitment, self efficacy, and competency simultaneously had a significant effect on employee loyalty. The results of the t test (partial) showed emotional intelligence had a negative and significant effect on employee loyalty in KPPBC TMP B Surakarta. Meanwhile commitment, self efficacy, and competence have positive effect on employee loyalty in KPPBC TMP B Surakarta individually (partially).

Copyright of Journal of Social & Technology / Jurnal Sosial dan Teknologi (SOSTECH) is the property of Green Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Today, sharia banking industry is demanded to provide quality banking services in order to win increasingly tight business competition. For this reason, they need to increase their employees’ loyalty for producing superior performance. Employee loyalty is believed to be influenced by leadership and job satisfaction. This study aims to determine and analyze the effect of Islamic leadership on loyalty mediated by the job satisfaction of Bank BNI Sharia employees in Surabaya. It used a purposive sampling for taking the sample, consisting of 81 BNI Sharia employees in Surabaya. The data were collected through survey method by distributing the questionnaires. Hypothesis testing was conducted using WarpPLS 5.0. It shows that Islamic leadership has no significant effect on employee loyalty. Islamic leadership has a significant effect on job satisfaction. In turn, job satisfaction has a significant effect on employee loyalty. It can be implied that job satisfaction is an important mediating variable for the leaders in order to increase their employee loyalty. The leaders should be able to behave in such a way that they can create employee job satisfaction, their satisfied employees finally become loyal to the company.

High employee loyalty is a big goal for each company because of the increasing competition between companies. To overcome the decline in employee loyalty and retain existing employees, the company must create a comfortable work environment. In addition to a comfortable environment, organizations must also build a strong organizational culture. This research was conducted to determine the effect of organizational culture on employee loyalty at PT. Tara Megah Muliatama or commonly known as Gemah Ripah Taxi. The purpose of this research is to know and analyze how the organizational culture in the company, how the loyalty of employees, especially drivers, and how much influence the organizational culture has on employee loyalty at PT. Tara Megah Muliatama. This study uses a quantitative method with a descriptive type of research - causality. The sample of this study was taken randomly as many as 78 respondents. The analysis technique used in this research is descriptive analysis and simple linear regression analysis. The data collection needed in this research is by distributing questionnaires to 78 drivers of Gemah Ripah Taxi. The regression test results show that organizational culture has a significant effect on employee loyalty. Meanwhile, the R square value on the coefficient of determination shows that organizational culture on employee loyalty is 16%, the remaining 84% is influenced by other factors that are not addressed in this study.

Abstract This study aims at determining the effect of transformational leadership, work environment and religiosity toward employee loyalty. The type of research used is survey research with quantitative approach. Population and sample in this research are civil servant employees of IAIN Salatiga amounting to 54 people. Methods of data collection in this study using questionnaires. The results from multiple regression analysis obtained results for transformational leadership variable does not have a significant impact on employee loyalty; work environment variable has no significant effect on employee loyalty; religiosity variable has a positive influence on employee loyalty; and transformational leadership, work environment, and religiosity simultaneously have a significant effect on employee loyalty. The value of Adjusted R Square is 0.922 which means that 92.2% variance of loyalty can be explained by the variance of the three independent variables: transformational leadership, work environment, and religiosity. Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional, lingkungan kerja dan religiusitas terhadap loyalitas karyawan. Jenis penelitian yang digunakan adalah penelitian survey dengan pendekatan kuantitatif. Populasi dan sampel dalam penelitian ini adalah karyawan PNS IAIN Salatiga yang berjumlah 54 orang. Metode pengumpulan data dalam penelitian ini menggunakan kuesioner. Dari hasil analisis regresi berganda diperoleh hasil untuk variabel kepemimpinan transformasional tidak berpengauh secara signifikan terhadap loyalitas karyawan; variabel lingkungan kerja tidak berpengaruh secara signifikan terhadap loyalitas karyawan; variabel religiusitas memiliki pengaruh positif terhadap loyalitas karyawan; dan kepemimpinan transformasional, lingkungan kerja dan religiusitas secara simultan berpengaruh signifikan terhadap loyalitas karyawan. Besarnya nilai Adjusted R Square adalah 0,922 yang berarti bahwa 92,2% varians loyalitas dapat dijelaskan varians dari ketiga variabel independen: kepemimpinan transformasional, lingkungan kerja, dan religiusitas