Kinerja Kewirausahaan: Faktor-Faktor Pendorong Usaha Kecil dan Menengah (UKM)

Abstract

Tujuan dari penelitian ini adalah untuk menentukan apakah ada hubungan antara nilai-nilai wirausaha dan kinerja kewirausahaan pada sektor ekonomi informal serta apakah motivasi karyawan memediasi hubungan tersebut. Survei dilakukan di Kota Pangkalpinang, Provinsi Kepulauan Bangka Belitung menggunakan kuesioner terstruktur dengan jumlah sampel sebesar 351 responden melalui teknik convenience sampling pada Usaha Kecil dan Menengah (UKM). Uji hipotesis dilakukan dengan cara Structural Equation Model (SEM) menggunakan aplikasi Smart PLS. Hasil dari uji hipotesis menunjukkan hubungan positif yang signifikan antara nilai-nilai wirausaha dan kinerja kewirausahaan. Selain itu, motivasi secara signifikan memediasi hubungan antara nilai-nilai wirausaha dan kinerja kewirausahaan. Berdasarkan hasil penelitian, direkomendasikan bahwa Usaha Kecil dan Menengah harus berusaha untuk memperoleh keterampilan tentang cara mengubah motivasi sepenuhnya menjadi keuntungan bisnis dan bagaimana menggunakan nilai-nilai wirausaha sebagai alat untuk memasarkan bisnis.

Exploring the Linkages between Engagement, Motivation, Satisfaction, and Employee Retention in Entrepreneurial Enterprises: Beverage MSME Industry in Bogor City

“…Companies can gain insight into employees' experiences and attitudes toward their work by monitoring and measuring employee engagement, motivation, and satisfaction. This information can be used to identify areas where improvements can be made and to develop targeted interventions to improve employee retention [22], [29]. For example, if employees report low levels of engagement, companies can explore ways to increase employee engagement in the decision-making process or provide professional development and career advancement opportunities.…”

“…Research has identified several factors that influence employee satisfaction, including job characteristics, organizational culture, leadership, and social support [12], [22], [23], [29], [52], [53]. Job characteristics, such as task variation, autonomy, and feedback, were found to have a positive relationship with employee satisfaction [28], [33], [54], [55].…”

“…Job characteristics, such as task variation, autonomy, and feedback, were found to have a positive relationship with employee satisfaction [28], [33], [54], [55]. Organizational culture, including values, norms, and beliefs, was also found to have a positive relationship with employee satisfaction [29], [44], [56]. Leadership is also identified as a critical factor contributing to employee satisfaction, with transformational leadership having a positive relationship with employee satisfaction [57], [58].…”

“…Employee engagement refers to the emotional and cognitive commitment employees have to work and organization, while motivation is the drive and energy employees bring into their work. Satisfaction is employees' satisfaction level with work and work environment [24]- [29]. Therefore, understanding the relationship between employee engagement, motivation, satisfaction, and retention is very important for small and medium-sized businesses in the beverage industry in Bogor City.…”

“…In addition, employee motivation is critical to retaining employees because motivated employees are more productive, innovative, and committed to their work [13], [28], [31]- [33]. Finally, job satisfaction is also essential for retaining employees because satisfied employees are more likely to stay in their current organizations [22], [23], [29], [33].…”