Abstract:Abstract Bambu Pamali Village is one of the agencies in providing services to the community. Service is defined as a result/achievement by a person or group of people with efforts and abilities carried out in fulfilling…
g the wishes and needs of the community in order to increase community satisfaction. The purpose of this study is to determine the quality of service at the Bambu Pemali village office, Merauke Regency. The method used is a qualitative research method. Data collection techniques are observation, interviews, and documentation. The number of informants in this study is 8 people. Data analysis techniques consist of the data reduction stage, the data presentation stage, the conclusion making stage, and the verification stage. The results of the research on 5 (five) indicators that exist in the quality of public services in Bambu Pemali village are tangible (physical evidence), reliability (reliability), responsiveness (responsiveness), assurance (guarantee), and emphaty (empathy). Based on the results of the above research, it can be concluded that the quality of service of the Bambu Pemali village office, Merauke Regency, has not been optimal in providing services to the community because there are still poor services and have not run optimally so that it has quite an effect on community satisfaction, the service is slow and not on time because the community is still confused in file management and employees are not able to provide clear information. Problems related to inadequate facilities and infrastructure at the Bambu Pemali Village Office, Merauke Regency, so that it can affect the performance of employees in providing services.
Keywords : Quality, Service, Village
Abstract:The aims of this research are: 1) To determine the social impact of nickel mining on the community in Wonuamorome Village, Puriala District, Konawe Regency. 2) To determine the economic impact of nickel mining on the community…
munity in Wonuamorome Village, Puriala District, Konawe Region? The technique used in selecting informants in this research was purposive sampling. The informants selected were key informants, namely the village head and a community figure, as well as additional informants consisting of two company officials, four employees who lived in Wonua Morome Village, and four community members. So the total informants in this investigation were 12 people, and several key informants came from village officials. The emergence of industrial areas in an area is believed to bring positive and negative factors to the lives of people in that area, such as positive social impacts, namely that industry can provide employment opportunities for local residents. The presence of the business world in Wonua Morome Village opens up employment opportunities for the local community. And the negative social aspect is contact with crocodiles which can cause social conflict. The presence of the business world in Wonua Morome Village has led to land conflicts between immigrants and local residents. The positive economic impact is to increase village cash income. The presence of businesses in Wonua Morome Village increases the village's cash income. Negative economic impacts include industrial waste which is dangerous for the environment and pollutes people's agricultural land, causing losses.
Abstract:This research aims to analyze the influence of the work environment and work discipline on employee performance at PT. Telkom Witel Bekasi. Human Resources (HR) are a critical element in achieving a company's vision and…
mission, where employee performance is greatly influenced by environmental factors and work discipline. This study uses a quantitative approach with a population of 46 organic employees, sampled through the saturated sampling method. Data was collected through observation and questionnaires, then analyzed using data quality tests, classical assumption tests, hypothesis tests, and multiple linear regression. The results show that both the work environment and work discipline have a significant effect on employee performance, both partially and simultaneously. The work environment has a positive influence on performance by 35%, while work discipline contributes 44.2%. Simultaneously, these two variables affect employee performance by 45.7%, while the remaining 54.3% is influenced by other factors not examined. In conclusion, improving a conducive work environment and good work discipline can enhance employee performance at PT. Telkom Witel Bekasi.
Abstract:Employee performance is a crucial factor in supporting the success of government organizations in achieving public service objectives. The Department of Education and Culture of Jayapura City continues to face various challenges…
allenges related to work motivation, work discipline, and the work environment, which are presumed to influence employee performance. This study aims to analyze the effects of work motivation, work discipline, and the work environment on employee performance, both partially and simultaneously. The research employed a quantitative approach with an explanatory research design. The study population consisted of 87 employees, all of whom were selected as respondents through a saturated sampling technique. Data were collected using questionnaires and analyzed through multiple linear regression with the assistance of IBM SPSS Statistics. The findings reveal that work motivation has a positive and significant effect on employee performance, with a significance value of 0.002 and a regression coefficient of 0.388. Work discipline also demonstrates a positive and significant effect, with a significance value of 0.002 and a regression coefficient of 0.310. The work environment emerges as the most dominant variable, with a significance value of 0.000, a regression coefficient of 1.238, and a beta coefficient of 0.417. Simultaneously, work motivation, work discipline, and the work environment significantly influence employee performance, as indicated by an F-statistic of 40.438 and a significance value of 0.000. The coefficient of determination (R Square) of 0.594 indicates that 59.4% of the variation in employee performance can be explained by these three variables. The novelty of this study lies in its empirical evidence that the work environment constitutes the most dominant factor affecting employee performance within the Department of Education and Culture of Jayapura City, an institution characterized by distinctive organizational features and service-area conditions.
Abstract:This study is motivated by the importance of understanding the factors that influence employee performance within governmental organizations, particularly in the National Unity and Political Agency (Bakesbangpol) of Denpasar…
asar City. The primary objective of this research is to analyze the effects of organizational culture and work discipline on employee performance, while also examining the mediating role of work motivation. Employing a quantitative approach and path analysis method, the study involved all employees of Bakesbangpol Denpasar using a saturated sampling technique. The findings reveal that organizational culture does not have a significant direct effect on employee performance, whereas work discipline exerts a positive and significant influence. Work motivation emerges as a crucial factor affecting performance, with a path coefficient of β = 0.440 and a significance value of 0.000. Although organizational culture significantly influences work motivation, it does not directly impact performance. In contrast, work discipline does not significantly affect motivation. Notably, work motivation significantly mediates the relationship between organizational culture and employee performance, but not the relationship between work discipline and performance. These findings underscore the pivotal role of work motivation as a mediating variable that enhances the impact of organizational culture on performance improvement. With an R value of 0.695 and an Adjusted R² of 0.683, the model explains 68.3% of the variance in employee performance, with the remaining 31.7% attributed to other factors outside the model. The novelty of this study lies in mapping the structural relationships among organizational culture, work discipline, and motivation as a mediating variable within the context of a local governmental institution an area that has been empirically understudied.
Abstract:An organization must effectively maximize and enhance employee performance to achieve its objectives. Based on an observation report from PT. BPR Syariah Gala Mitra Abadi, complaints have been raised regarding wage and compensation…
ompensation issues that do not meet expectations, leading to a decline in employee motivation. This study aims to analyze the impact of compensation, work motivation, job satisfaction, work discipline, and work environment on employee performance at PT. BPR Syariah Gala Mitra Abadi. The population of this study consists of 198 employees, with a sample size of 133. The data analysis methods used include instrument testing, descriptive statistics, classical assumption tests, and multiple regression analysis. The study's findings indicate that: 1) Compensation has a positive and significant effect on employee performance (t value 3.166, sig value 0.002). 2) Work motivation has a positive and significant effect on employee performance (t value 8.877, sig value 0.000). 3) Job satisfaction has a positive and significant effect on employee performance (t value 8.877, sig value 0.000). 4) Work discipline has a positive and significant effect on employee performance (t value 3.191, sig value 0.002). 5) The work environment has a positive and significant effect on employee performance (t value 2.085, sig value 0.032). 6) Collectively, these factors—compensation, work motivation, job satisfaction, work discipline, and work environment—have a positive and significant impact on employee performance (F value 67.787, sig value 0.000). This study highlights the importance of managing these factors to improve employee performance at PT. BPR Syariah Gala Mitra Abadi.
Abstract:The purpose of this quantitative research is to analyze the extent to which motivation and discipline influence the performance of PT. Jayatama Selaras Extrusion Blow employees. The data collection method applies a questionnaire…
ionnaire distributed to respondents. Researchers in this research use quantitative analysis such as validity and reliability tests, classical assumption tests, multiple linear regression analysis, hypothesis testing, and determination coefficient tests. All of these analyses were conducted using SPSS version 25. This study involved all PT. Jayatama Selaras Extrusion Blow employees, totaling 50 respondents. The saturated sample method was used to determine the sample. The results showed that with a regression coefficient of 2.145 ≥ 1.677, motivation partially has a significant effect on employee performance. With a regression coefficient of 12.914 ≥ 1.677 discipline partially has a significant effect on employee performance. It is shown that simultaneously motivation and discipline have a significant effect on employee performance, F count 256.961 ≥ F table 3.195, and the significance value of each variable ≤ 0.05. The coefficient of determination test proves that motivation and discipline influence employee performance by 95.7%, while 4.3% are factors that are not involved in this research.
Abstract:This study aims to analyze the role of regional financial management accountability as a mediator between the accessibility of regional financial reports and regional financial accounting systems in relation to good governance…
rnance in the Regional Apparatus Organizations of Bogor City. Utilizing a quantitative approach, this study employs Structural Equation Modeling (SEM) with the assistance of PLS and IBM Statistics SPSS 26.0 programs for data analysis. The research sample consists of 108 respondents who are employees meeting specific criteria within the Regional Apparatus Organizations of Bogor City. Data collection was conducted through questionnaire distribution to these respondents. The analysis results indicate that regional financial management accountability plays a significant role in mediating the relationship between the accessibility of regional financial reports and regional financial accounting systems towards good governance. These findings suggest that improving the accessibility of financial reports and enhancing regional financial accounting systems can promote the establishment of good governance through increased accountability in financial management. This research provides an important contribution to understanding the factors influencing the realization of good governance at the regional government level and can serve as a reference for policymakers in formulating strategies to improve the quality of governance, particularly in aspects of regional financial management in Bogor City and other regions in Indonesia.
Abstract:This study aims to examine the effect of organizational culture on employee performance through employee work motivation at PT. Permodalan Nasional Madani Cianjur Branch. The research employs a quantitative approach using…
g Structural Equation Modeling (SEM) implemented through the SmartPLS program. The population of interest comprises all employees of PT. Permodalan Nasional Madani Cianjur Branch, with a sample consisting of 102 respondents. Data collection was conducted through online questionnaire distribution, ensuring wide and efficient coverage.The analysis results demonstrate that work motivation plays a significant role in mediating the influence of organizational culture on employee performance at PT. Permodalan Nasional Madani Cianjur Branch. This finding underscores the importance of work motivation as an intervening variable in the relationship between organizational culture and employee performance.The Direct Effect Analysis yielded several important findings. First, the relationship between Organizational Culture (OC) and Work Motivation (WM) shows positive and significant results, with an Original Sample (Path) value of 0.693, t-Statistics of 10.788, and P-Values of 0.000. This indicates that organizational culture has a strong and direct influence on employee work motivation.Second, the relationship between Organizational Culture (OC) and Employee Performance (EP) also shows positive results, albeit with a lower level of significance. The Original Sample (Path) value of 0.068, t-Statistics of 1.949, and P-Values of 0.052 indicate a positive influence, though at the threshold of statistical significance.Lastly, the relationship between Work Motivation (WM) and Employee Performance (EP) demonstrates highly positive and significant results. With an Original Sample (Path) value of 0.760, t-Statistics of 13.294, and P-Values of 0.000, this finding affirms the crucial role of work motivation in enhancing employee performance.In conclusion, this research highlights the importance of organizational culture and work motivation in the context of employee performance at PT. Permodalan Nasional Madani Cianjur Branch. These findings provide valuable insights for management in designing strategies to improve employee performance through strengthening organizational culture and enhancing work motivation.
Abstract:This research aims to examine both partially and simultaneously the influence of Organizational Climate and Job Stress on Turnover Intention at CV. HD Citarasa of South Tangerang. The research method used is descriptive…
quantitative which is verification in nature. The respondents used were all employees CV. HD Citarasa South Tangerang has 56 employees. The data analysis techniques used include validity instrument analysis, reliability instrument analysis, and hypothesis testing both partially and simultaneously using the Statistical Package for Social Science (SPSS) for Windows version 26 program. The partial research results show that Organizational Climate has a positive influence on Turnover Intention obtained tcount (3.288) > ttable (1.674). Then, Job Stress has a positive influence on Turnover Intention, the value obtained is tcount (5.070) > ttable (1.674). As for the simultaneous results, it shows that Organizational Climate and Work Stress have a positive influence on Turnover Intention with the hypothesis results (simultaneously) obtaining a value of fcount (16.512) > ftable (3.172).