Publication Search

Penelitian ini dilatarbelakangi oleh pentingnya peningkatan kinerja pegawai sektor publik yang sering terkendala birokrasi, budaya organisasi hierarkis, dan regulasi ketat. Kepemimpinan autentik dan penyesuaian pekerjaan dipandang sebagai faktor yang dapat   memengaruhi kinerja pegawai baik secara langsung maupun melalui keterlibatan kerja. Kepemimpinan autentik berperan dalam menciptakan iklim kerja yang terbuka dan penuh integritas, sedangkan penyesuaian pekerjaan memberi ruang bagi pegawai menyesuaikan pekerjaan dengan kekuatan dan preferensi pribadi. Penelitian ini menggunakan metode kuantitatif dengan survei terhadap 153 pegawai Dinas Perhubungan Kabupaten Pemalang. Instrumen berupa kuesioner berskala Likert yang diuji validitas dan reliabilitasnya. Analisis data dilakukan dengan Partial Least Squares Structural Equation Modeling (PLS-SEM) untuk menguji hubungan langsung maupun mediasi antar variabel berdasarkan teori JD-R, COR, dan Authentic Leadership. Hasil penelitian menunjukkan empat hipotesis diterima dan satu ditolak. Penyesuaian pekerjaan berpengaruh positif dan signifikan terhadap keterlibatan kerja dan kinerja pegawai, serta menjadi prediktor paling kuat bagi kinerja (β = 0,432). Kepemimpinan autentik berpengaruh positif terhadap keterlibatan kerja (β = 0,335), namun tidak signifikan terhadap kinerja (β = 0,120). Keterlibatan kerja terbukti memediasi sebagian hubungan penyesuaian pekerjaan dengan kinerja, tetapi tidak memediasi pengaruh kepemimpinan autentik. Model penelitian mampu menjelaskan 44,2% varians keterlibatan kerja dan 60,8% varians kinerja pegawai. Temuan ini menegaskan pentingnya faktor individual seperti penyesuaian pekerjaan dibandingkan faktor kepemimpinan top-down dalam meningkatkan kinerja pegawai di sektor publik. Implikasi praktis penelitian ini adalah perlunya organisasi pemerintah mengembangkan program penyesuaian pekerjaan, memperkuat keterlibatan kerja, serta membangun kepemimpinan autentik sebagai fondasi budaya kerja yang positif.

Penelitian ini bertujuan untuk menganalisis pengaruh iklim kerja dan komepensasi finansial baik secara langsung maupun tidak langsung melalui kepuasan kerja terhadap kinerja pegawai. Populasi yang digunakan dalam penelitian ini adalah pegawai OPD Pengelola Pendapatan Daerah Kabupaten Pemalang. Populasi dalam penelitian ini berjumlah 110 responden, penelitian ini menggunakan teknik sampel jenuh, yaitu teknik di mana seluruh anggota populasi dijadikan sampel. Populasi dalam penelitian ini adalah seluruh pegawai OPD Pengelola Pendapatan Daerah Kabupaten Pemalang berjumlah 110 responden. Hasil penelitian menunjukkan bahwa iklim kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, kompensasi finansial berpengaruh positif dan signifikan terhadap kinerja pegawai. Iklim kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Kompensasi finansial berpengaruh psitif dan signifikan terhadap kepuasan kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai

The Regional Drinking Water Company (PDAM) Tirta Perwira Purbalingga is a regional institution that provides clean water services to 62,748 customers in Purbalingga Regency. The company’s performance is strongly influenced by the quality of its human resources. This study aims to analyze the effect of training, work climate, and job rotation on employee performance. The research used a quantitative approach with descriptive methods and data processing through SPSS version 25.0. The population consisted of 164 employees, with a sample of 62 respondents determined by the Slovin formula (10%) using stratified random sampling. The results showed that training and work climate had a positive and significant effect on employee performance, while job rotation did not have a significant effect. The coefficient of determination (R²) was 96.4%, meaning that the three variables together explained 96.4% of employee performance, while the remaining 3.6% was influenced by other factors not examined in this study. These findings indicate that systematic training and a supportive work climate are the dominant factors in improving performance, whereas job rotation requires better alignment with employee competencies to be effective. In conclusion, PDAM Tirta Perwira needs to strengthen its training programs, foster a conducive work atmosphere, and carefully evaluate job rotation policies. The results of this study are expected to contribute to the development of human resource management strategies and provide reference material for future research on organizational performance.

This study aims to analyse the effect of work climate on teacher morale at MAN 1 Medan. Work climate is an important factor in creating a work atmosphere that supports the performance and motivation of educators. Teachers' morale, as an indicator of the success of the education process, is influenced by various aspects, including interpersonal relationships, leadership of the madrasah head, and work environment conditions. This study used a quantitative approach with a survey method. Data were collected through questionnaires distributed to 50 teachers at MAN 1 Medan. Work climate variables were measured through dimensions such as leadership, openness of communication, and peer support. Meanwhile, morale was measured through indicators of productivity, motivation, and commitment to duty. Data analysis was conducted using simple linear regression technique to determine the relationship and influence between the two variables. The results showed that work climate has a significant influence on teachers' morale at MAN 1 Medan. This finding indicates that a positive work climate, characterised by open communication, adequate support, and inspirational leadership, can significantly improve teachers' morale. Conversely, a less conducive work climate negatively impacts teachers' motivation and performance. This study concludes that effective work climate management is an important strategy in improving teachers' morale. The madrasah is advised to pay attention to the aspects that make up the work climate, such as rewarding performance, creating a harmonious working atmosphere, and ensuring good communication between the madrasah head and teachers. Thus, the quality of education at MAN 1 Medan can continue to be improved through strengthening the morale of the teaching staff.

The success of a company depends on the work achievements of employees. Communication between fellow employees and superiors, employees' emotional intelligence, and work climate determine the performance produced by employees. The purpose of this study is to determine the influence of communication, emotional intelligence, and work climate partially and simultaneously on the performance of Prasi Hospitality employees. A total of 70 employees became the population in this study and by using saturated sampling, a sample of 70 respondents was obtained. The data analysis used in this study is the classical assumption test, multiple linear regression analysis, determination analysis, partial significance test (t-test), and simultaneous significance test (F-test). The results of the study prove that communication, emotional intelligence, and work climate partially and simultaneously have a positive and significant effect on employee performance at Prasi Hospitality. Communication between fellow employees that is well established, supported by high emotional intelligence and a good work climate, tends to encourage employees to achieve optimal performance.