Publication Search

This research is motivated by a company operating in the convection/sewing sector. The aim of this research is to explain the influence of competence, work experience, work commitment on the productivity of production employees. This research was carried out at CV Zaada Usaha Mulia Kediri. The research method used is a quantitative method using questionnaires as data. This research uses a saturated sampling technique. The sample in this research was all 47 production employees of CV Zaada Usaha Mulia Kediri. The technique used for analysis is the IBM SPSS program version 22. The data analysis technique in this research is validity test, reliability test, classical assumption test, multiple linear regression analysis, t test, f test. The results of this test concluded that the t test results showed that the competency variable partially had a significant positive effect on employee productivity with a significant value of 0.003 and a t value of 3.119. The work experience variable partially has a positive and insignificant effect on employee productivity with a significant value of 0.356 and a t-count value of 0.933. The work commitment variable partially has a significant positive effect on employee productivity with a significant value of 0.004 and a t value of 3.075. And the results of the f test show that the variables competency, work experience and work commitment have a significant effect on the productivity of production employees with a significant value of 0.000 and an F value of 20.909.

The findings and analysis of the research are, 1) The Principal's Performance in Fostering Teacher Professionalism at UPT SD Negeri 141 Gresik includes: peer tutor assistance, training and workshops, mentoring and collaboration, observation and feedback, curriculum development, research and innovation, use of technology, discussion and reflection, qualification improvement, and career plan development; 2) Forms of teacher professionalism include: continuous development, commitment to students, reflection and renewal, professional ethics, collaboration, involvement in decision-making, use of technology, effective classroom management, monitoring and evaluation of students, communication with parents, development of learning materials, career development, and involvement in school activities; 3) Supporting factors include: school management support, resources, school culture, effective communication, professional development programs, constructive performance appraisal, rewards and recognition, understanding of teachers' needs; and inhibiting factors include: limited resources, resistance to change, unclear vision and goals, internal conflicts, time pressure, curriculum incompatibility, high administrative demands, uncertainty of the school environment. In general, school principals must provide professional services in the field of education in order to organize the educational process effectively and efficiently.    

Job satisfaction reflects one's feelings towards their work, when someone is satisfied with their work, they will be more committed to the organization. This study aims to analyze the effect of job satisfaction on organizational commitment at the RSUD Kota Makassar. The type of research conducted is a quantitative study using an observational study with a cross sectional study design. Sampling used stratified random sampling so that the sample in this study were nurses who served in the Inpatient Installation, IGD, ICU and OK RSUD Kota Makassar totaling 104 respondents. The results showed that there was an effect of job satisfaction on organizational commitment. This study indicates that the high level of nurse satisfaction at RSUD Kota Makassar is able to create a sense of pride and trust in nurses, increase the emotional attachment of nurses to their organization and create a strong desire to continue working in their organization and have a high responsibility to stay afloat in their organization. hospital. It is recommended to the hospital management to pay more attention to the job satisfaction of nurses by creating a safe and comfortable work environment, including a clean room, good air circulation, adequate lighting facilities, and adequate health support equipment according to the needs of implementing nursing actions.

The present study explores the implementation of talent management at Anak Langit Educational Institution, aiming to design a comprehensive talent management framework tailored to the organization's unique needs. The research uses a qualitative approach to identify talent criteria, assess selection methods, and examine on-boarding, development, and retention practices. The findings reveal that Anak Langit demonstrates a strong commitment to shaping a 'rabbani' generation through structured talent management practices. The institution actively engages in recruitment using various methods, including social media promotion and campus relations. Talent development primarily consists of workshops and training programs, with opportunities for individual skill enhancement. Performance evaluation extends beyond job performance to personal development and interpersonal skills. In talent retention efforts, Anak Langit provides informal appreciation, support, and work-life balance programs. However, the study suggests opportunities for further development, such as the creation of detailed talent management guidelines for transparency and effectiveness. The comprehensive talent management framework proposed includes specific talent criteria, a Talent Development Center, Key Performance Indicators (KPIs) implementation, and flexible individual development plans, ensuring a structured, flexible, and individual-focused approach.

The CSR program is a business commitment to act ethically, legally, and contribute to improving the quality of life of the workforce as well as their families, local communities and the wider community. According to Marnelly (2012), the CSR concept involves responsible partnerships between government, companies and local communities that are active and dynamic. CSR is an action carried out by business actors or stakeholders through responsible behavior towards society. Business people focus their attention on 3 things, namely economic, social and environmental. This is focused as a mutually sustainable activity and improving reputation is one way to prevent crises (Sari, 2010)

This study aims to determine the simultaneous and partial effect of the Work Environment and Compensation on Turnover Intention at PT. Primajasa Perdanaraya Utama Tasikmalaya. The research method used in this study is to use a quantitative research method with a survey approach. The population in this study are employees of PT. Primajasa Perdanaraya Utama Tasikmalaya with 70 employees. The types of data used in this research are primary data and secondary data. The data testing technique used in this study uses the validity test, reliability test and classic assumption test. Data analysis in this study used multiple regression analysis using SPSS software version 25. The results showed that the Work Environment and Compensation simultaneously had a significant effect on Turnover Intention at PT. Primajasa Perdanaraya Utama Tasikmalaya. The work environment partially has a significant effect on Turnover Intention at PT. Primajasa Perdanaraya Utama Tasikmalaya. Partial compensation has no significant effect on Turnover Intention at PT. Primajasa Perdanaraya Utama Tasikmalaya.

In a company, organizational culture and interpersonal communication between employees often have great significance in work commitments because commitments are related to acceptance, health, and maintenance. With this phenomenon, research wants to know how significant the relationship with commitment is through organizational culture and the effectiveness of interpersonal communication. This research was conducted on employees of Es. Clo is a clothing start-up in Bandung, Indonesia. The population in this study was 15 people; considering the small population, the researchers took all employees as samples. Through quantitative research methods and the positivism paradigm, researchers tested multiple regression analysis to see the influence of organizational culture and interpersonal communication's effectiveness on employee work commitment. Based on the study's results, it was shown that there was a positive and simultaneous influence of the two variables on influencing work commitment. This was shown from the ANOVA table test, which showed a positive influence between organizational culture and interpersonal communication with Es. Clo's employee commitment. The organizational culture of the Es. Employees have understood Clo company in terms of rules, norms, dominant values ​​, and organizational climate.

The background of this research is that the incentives given are not in accordance with the wishes of the employees. Inadequate amount of incentives given, sometimes the timing of the incentives is not in accordance with a predetermined date. organizational climate is still not optimal. Leaders are still not consistent in giving assignments. sometimes the tasks given by the leadership are far outside the employee's working hours. Employees face many job risks that are not taken into account the causes and consequences. employee job satisfaction has not been achieved, where there are still many employees who feel dissatisfied. Employee work discipline is still not optimal. not a few employees who come to work outside the hours that have been set. many employees are not yet committed to their work, service orientation is still not optimal. Employee integrity is still not optimal. Thus, the purpose of this study was to determine the effect of incentives, organizational climate and job satisfaction on the work commitment of UPTD employees at the Manonjaya Health Center, Tasikmalaya Regency. The research method is descriptive quantitative, with the results of incentive research tending to be good as well as job satisfaction tending to be good. However, incentives have no significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if the provision of incentives is increased, it will not have a significant effect on employee work commitment. The smallest value of the respondent's response to the incentive variable is an indicator of social incentives, while the highest value is found in the non-material incentives indicator. Organizational climate tends to be good as well as job satisfaction tends to be good. Thus, organizational climate has a significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if the organizational climate is improved, it will have an impact on increasing work commitment. The smallest value of the respondent's response to the organizational climate variable is an indicator of conflict, while the highest value is found in the indicator of warmth between employees. . Job satisfaction tends to be good as well as job satisfaction tends to be good. However, job satisfaction has no significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if job satisfaction is increased, it will not have a significant impact on increasing work commitment. The smallest value of the respondent's response to the variable job satisfaction is an indicator of turnover, while the highest value is found in the indicator of responsibility. Providing incentives, organizational climate and job satisfaction affect the work commitment of UPTD Manonjaya Health Center employees. This means that if the provision of incentives, organizational climate and job satisfaction is increased then work commitment will also increase

This study aims to determine; 1) influence of organizational climate on teacher commitment, 2) influence of workload on teacher commitment, 3) influence of organizational climate and workload simultaneously on teacher commitment. This research was conducted at SMK Negeri 1 Surakarta. This study uses a quantitative approach with correlational methods. The population in this study were all subject teachers, totaling 62 people, with the research sample using a saturated sampling technique. The data was collected by Likert scale questionnaire.  

The purpose of this study is to describe the results of an analysis of the influence of organizational culture and work environment on organizational commitment through satisfaction. The research method uses a quantitative approach, with sampling or data sources using the Slovin formula with an error rate of 10% as a processing tool to measure sample size because it is known that the population is more than 100 respondents. Instrument test using validity test and reliability test. While testing the hypothesis using the R square test, path analysis test, model fit test. The results of research on PT Solusindo Kreasi Jayatech employees using the SmartPLS 3 calculator and with quantitative research methods, it can be seen that organizational culture has no positive and significant effect on organizational warnings, organizational culture has a positive and significant effect on job satisfaction, work environment has a positive and significant effect on job satisfaction, the work environment has a positive and significant effect on organizational commitment, and job satisfaction has a positive and significant effect on organizational commitment.

Many factors are considered capable of determining the quality of lecturer performance in tertiary institutions. Therefore, this study will test whether there is an effect of organizational commitment and work climate on the performance of university lecturers in Asahan district. Data collection In this study, economics was used with a focus on education management to test the factors of improving the quality of education with the intervening variable of teacher performance at tertiary institutions in Asahan District. This research was conducted in Asahan District which of the 14 tertiary institutions, one of which is Asahan University. The population in this study are university lecturers. This study uses a non-probability sampling method. The sample criteria in this study were that there were 115 permanent lecturers in tertiary institutions in the Asahan Regency. The results of the study show that organizational commitment has an influence on the quality of lecturer performance. Because with an organization that has a commitment to advancing the university, lecturers will be encouraged to participate. Likewise with the work climate which also has a very large influence on lecturer performance. This is due to a positive work climate and high morale. Then the lecturers will also have the enthusiasm to improve the reputation of the campus. So it was concluded that organizational commitment greatly influences the performance of lecturers in Asahan district.

The application of good governance in public services in the district is expected to create a government system that is more responsive, accountable and oriented to the interests of the community. This study aims to determine the application of the principles of good governance in public services in the East Semarang District Office of Semarang City as well as to find out the supporting and inhibiting factors. The research method used is descriptive qualitative with data collection techniques through in-depth interviews with informants, namely the district head, service section head and service users. The results of the study show that the principles of accountability have been implemented through coordination, program outreach, effective communication, officer competence, commitment, honesty and democracy, the principles of transparency have been implemented through information disclosure and easy access to services, democratic principles have been implemented through the involvement of officers, accountability, integrity, following up on public complaints and a straightforward mechanism. The application of the principle of the Rule of Law is carried out by providing services to the public that are fair and do not discriminate, employees carry out their duties in accordance with existing rules. Factors supporting the implementation of good governance in the East Semarang District Office are effective communication; adequate resources; disposition shows honesty, commitment, and democracy; The bureaucratic structure is reflected in the program implementation mechanism according to the Standard Operating Procedure (SOP) and is easy to understand as stated in the program/policy guidelines and implementing organizational structure. The obstacles are the lack of understanding by the apparatus of the principles of Good Governance, inadequate facilities and lack of discipline by the apparatus during working hours and the lack of community participation.

The purpose of this study was to determine the effect of work discipline, organizational commitment, and work environment on the performance of employees at MIN 1 Jombang. The method used in this research is a quantitative method. The population in this study amounted to 81 employees while the sample numbered 64 respondents using a purposive sampling technique. Data was collected using the questionnaire method, which was then analyzed using multiple regression analysis using SPSS version 26. The results showed that work discipline and organizational commitment partially did not affect employee performance, while work environment variables showed an effect on employee performance. Simultaneously the variables of work discipline, organizational commitment, and work environment have a positive effect on employee performance at MIN 1 Jombang. The results of the analysis of the coefficient of determination obtained 0.719 or 71.9%, which means that the contribution of work discipline, organizational commitment and work environment variables to employee performance is 71.9%, while the rest is influenced by other factors outside this regression model.

This research is motivated by the still not maximal local revenue in the city of Banjar. This is indicated by the low quality of human resources, lack of socialization, low innovation, weak level of supervision and low stakeholder support from various parties in collaborating. Research is focused on studies using the theoretical approach of Emerson, Nabatchi & Balogh (2011), namely the Collaborative Governance Regime (CGR) model through 1). System context dimension 2). Drivers dimensions include (leadership, incentive consequences and interdependence), and 3). The dynamics of collaboration (Principled Engagement, shared motivation, and capacity for joint action). With the aim of the research to examine and analyze the implementation and the constraints that have caused it to be ineffective, as well as an effective strategy for implementing collaborative governance in increasing Regional Original Income in the City of Banjar. The research method uses descriptive analysis with a qualitative research approach. Data collection techniques through interviews, literature studies and observation. The research results show: 1). The implementation of collaborative governance in increasing Local Own Revenue in the City of Banjar on the dynamics dimension of collaboration can be said to have not run optimally, more concrete efforts are still needed related to motivation, awareness, work systems and technical policy support while on the system context and drivers dimensions concerning the availability of resources resources, and budget constraints as well as the level of supervision has been carried out optimally. 2). Obstacle factors in the implementation of collaborative governance in increasing Local Revenue in the City of Banjar, namely the low level of communication and coordination; lack of human resources and budget, lack of technical regulatory support regarding the involvement of stakeholders (private parties and community leaders); as well as the low support and commitment of policy makers from members of the legislature, regional tax-producing apparatus organizations, and stakeholders (private parties and community leaders). 3). Collaborative governance strategies in increasing effective Regional Original Revenue (PAD) in Banjar City are aggressive growth strategies by maintaining the previous strategy and optimizing the strengthening of the second availability of human resources, budget and infrastructure; maximizing the clarity of Standard Operating Procedures (SOP), regarding tax collection, support from the private sector and other OPDs, as well as optimizing the involvement of cross-sectoral collaboration (government, private parties and community leaders) through Collaborative Governance in the City of Banjar.

A control environment is crucial to preventing businesses at the Makassar Tax Office from committing fraud. Due to its collection of state funds and access to private taxpayer data, including financial and personal identification, it is susceptible to fraud. This study assesses the various elements of the control environment at the Makassar Intermediate Tax Service Office using the COSO Internal Control Framework, 2021 edition. A case study and a qualitative descriptive method are both used in this research. There are 85 workers in this tax office. Semi-structured interviews with twenty informants from different departments were used to gather primary data. Literature reviews, reports, regulations, and internet sources were used to gather secondary data. The use of theme analysis is one of the novel ideas in this study. 37 themes were the outcome, and these served as measurements to assess if the environmental control components were appropriate. The Makassar Intermediate Tax Service Office possesses 28 out of 37 measures, as indicated by the research findings. The findings show that working hours violations are a component of "The organisation demonstrates commitment to integrity and ethical values." The Indonesian Financial Audit Agency's research indicates that for components to function independently, an internal compliance unit is necessary.      

The performance of employees in an organization is affected by many factors, among them competence, commitment, and the culture of work. This research aims to know and analyze the impact of competence, commitment, and work culture on the performance of the Department of Population and civil registration of the Demak Regency. This research used a quantitative method. Data were obtained through documentation and questionnaires. The sample of this study comprised 82 respondents. Data was collected using a questionnaire. The data were then analyzed by using a multiple linear regression equation of SPSS version 25. The research concludes that : (1) competence positively and significantly influenced the performance of employees, (2) commitment positively and significantly has no impact on the performance of employees, (3) work culture positively and significantly influence the performance in the department of population and civil registration of the Demak Regency

The purpose of this study to analyze the effect of Perceptions Of Financial Rewards (X1), work engagement (X2) to organizationcommitment (Y1) and employeeperformance (Y2). In this study, data were collected through questionnaires to 90 respondents to determine the response of respondents to each variable. Then analyze the data obtained in the form ofquantitative analysis and qualitative analysis. Quantitative analysis include validity and reliability test, the classicassumption test, hypothesis testing via the F test and t test and analysistest, the coefficient of determination (R2). Data analysis techniques used were linear regression analysis that serves to prove the research hypo thesis. The datathat have met the test validity, test reliability, and classical assumption processed so as to produce the followingregression equation: Y1= 0.244X1 + 0.467X2 and Y2 = 0,202X1 + 0,394X2 + 0,209X3 . Results of the analysis with sobel test  found that Perceptions Of Financial Rewards (X1), workengagement (X2) has a positive and significant influence on organization commitment (Y1) and Perceptions Of Financial Rewards (X1), work engagement (X2) , Perceptions Of Financial Rewards (X3) has a positive and significant influence on employee performance (Y2) . Hypothesis testing using t-test showed that independent variables found to significantly affect  dependent variables.

This study aims to determine work flexibility and employee commitment to employee turnover of PT. Tri Jaya Tunggal Makassar. The research method used is a statistical analysis method using SPSS 21 (Statistical Program For Social Science). The data used is in the form of quantitative data, the data obtained is in the form of a questionnaire method, namely by distributing questions (questionnaires) that have been compiled and refer to the variables studied in PT. Tri Jaya Tunggal Makassar. The results showed that the independent variables, namely work flexibility (X1) and employee commitment (X2) had no influence on the dependent variable, namely employee turnover. From the results of the work flexibility reliability test (X1) with a value of 0.621 > 0.60 and for the employee commitment variable (X2) with a value of 0.788 > 0.60 while for the employee turnover variable (Y) 0.891 > 0.60, the three variables are reliable or consistent if measured repeatedly. 

This study will examine and analyse these elements to have a better understanding of how employee culture and job satisfaction impact organisational commitment. This essay's research focuses on the Bandung, Indonesia, PT.Bina Administrasi. The sample for the study was composed of 98 participants using a purposive sampling method. The analysis technique is called multiple regression. Following are the study's conclusions: (1) Organisational culture positively affects organisational commitment, meaning that the better the culture, the higher the commitment. (2) A favourable association between the two can be shown when organisational commitment is high and work satisfaction is high.

This research aims to enhance the productivity and profitability of the small-scale tempe industry in Malang City through the determination and utilization of optimal working capital. Effective management of working capital is crucial for businesses, particularly in relation to sales growth and the need for immediate and close funding of current assets. However, many tempe industries have yet to analyze their working capital requirements, hence this study is expected to contribute valuable insights for the relevant industry to develop their business. The average balance method and the cash inflow-outflow method were employed in this research to determine the required amount of working capital. The sensitivity analysis conducted on Pak Didiek Karim's tempe industry showed that a decrease in production capacity of up to 80% and an increase of soybean up to 60% is still profitable, but an increase in soybean prices can negatively impact profitability. Overall, this research provides a clear overview of the working capital requirements for small-scale tempe industries in Malang City.