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This study explains the organizational communication climate in fostering the performance of Madrasah Aliyah Negeri West Jakarta teachers. This descriptive qualitative research uses the paradigm of post positivism. Data was obtained through interviews with 17 informants from 2 schools, 9 from MAN 10, 8 from MAN 12, namely 2 principals, 10 teachers, and 5 students. The Situational Leadership Theory used in this study is supported by the concepts of organization, communication climate and performance. The results of the study show that the organizational communication climate in MAN 10 and MAN 12 West Jakarta is conducive and positive. It is recommended that there be leadership training, encourage openness, collaboration in decisionmaking, monitoring and evaluation. In overcoming obstacles, it is necessary to have good communication with openness. [ABSTRACT FROM AUTHOR]

The community service process is greatly influenced by the existence of employees. Therefore, employee performance results are very important to determine the success of the program run by the organization or institution. This is because employees are a very strategic micro-part of the system and play a significant role in the educational process of an institution or organization. This study aims to determine the influence of job satisfaction and organizational integrity on employee performance at the Dampit District office, Malang Regency. This study uses an associative type quantitative research method, which aims to examine whether or not there is an influence between the variables studied. Based on the research conducted, there were 41 staff of the Dampit sub-district office as respondents. The results of this study show that the job satisfaction variable (X1) and the organizational climate variable (X2) have a positive effect on employee performance (Y) at the Burneh District Office, Bangkalan Regency. This is supported by the results of statistical analysis which showed a significant t-count value (5.178 for X1 and 7.355 for X2), which exceeded the t-table value (1.6849). [ABSTRACT FROM AUTHOR]

In the case study of the Surabaya High Court Decision Number 126/PDT/2021/PT Sby, a dispute arose regarding the validity of a prenuptial agreement made by a notary before the marriage between the Appellee, Lidyawati, and the late Mochamad Iming Sulaiman. This dispute led to an inheritance conflict between Appellant I, who is the late individual's sibling, and the Appellee. The agreement was not registered with the civil registry office and was not attached to the marriage certificate between the Appellee and the deceased. The research focus of this case study is on the legal consequences of a prenuptial agreement that is not registered with the civil registry office. The research purpose is to determine and analyze the legal consequences of a prenuptial agreement deed that is made and signed by a notary but not registered with the civil registry office. The research method employed is normative juridical and descriptive analytical. The findings indicate that legal consequences of a marriage contract that is not registered at the Civil Registry Office are invalid for both parties as husband and wife, as decided by the Panel of Judges at the First Level and reinforced by the Panel of Judges at the Appellate Level. [ABSTRACT FROM AUTHOR]

This study aims to analyze the impact of the implementation of the Hospital Management Information System (SIMRS) on management decision-making at Drs. H. Abu Hanifah Hospital, Central Bangka Regency. The research method used is a qualitative method with the PIECES (Performance, Information, Economy, Control, Efficiency, Service) approach. This study involved 17 participants who were directly related to the use of SIMRS in hospitals. The results of the study show that even though SIMRS has been implemented well, there are still several obstacles such as incomplete data that affects employee performance. However, in general, SIMRS has a positive impact on information quality and operational efficiency in management decision-making. Recommendations for improvement include improvements in service aspects and periodic system updates. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) 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 Ekonomi Manajemen Sistem Informasi (JEMSI) 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.)

In facing intense competition, companies require quality human resources, effective leadership, and supporting factors such as compensation and a comfortable work environment. Leadership plays a crucial role as a role model in enhancing employee performance. This study aims to analyze the role of Employee Engagement in shaping organizational culture and improving the performance of PT. Asuransi Asei Indonesia, as well as the factors that can support the company's performance. The method used in this research is a qualitative approach, which describes and analyzes phenomena and social activities. The results indicate that Employee Engagement contributes to forming an organizational culture that supports performance improvement. The process of planning employee needs at PT. Asuransi Asei Indonesia has been conducted based on Job Analysis and Workload Analysis; however, the acceleration of the results from this planning has not been optimal, resulting in suboptimal fulfillment of employee needs. Additionally, the fulfillment of positions is still awaiting company policies regarding annual employee quotas. The recruitment of employees at PT. Asuransi Asei Indonesia is carried out transparently and competitively, both from prospective employees and internal company recruitment. This research emphasizes the importance of Employee Engagement and organizational culture in achieving better performance within the company. [ABSTRACT FROM AUTHOR]

Orientasi kewirausahaan merupakan faktor penting dalam mencapai kinerja perusahaan. Gender memoderasi hubungan kausalitas orientasi kewirausahaan dengan kinerja. Tujuan penelitian ini menganalisis pengaruh orientasi kewirausahaan terhadap kinerja UMKM, serta pengaruh gender dalam memoderasi hubungan antara orientasi kewirausahaan dengan kinerja UMKM. Orientasi kewirausahaan meliputi pro-activeness, innovativeness, risk-taking, competitive aggressiveness, dan autonomy. Penelitian ini dilakukan pada UMKM dengan jumlah responden sebanyak 72 responden. Pengolahan data dilakukan dengan menggunakan SPSS. Hasil penelitian menunjukkan pro-activeness, autonomy, dan competitive aggresiveness berpengaruh terhadap kinerja UMKM serta gender memoderasi hubungan kausalitas antara competitive aggresiveness. Pengusaha dalam skala UMKM perlu untuk meningkatkan sikap pro-activeness, autonomy, dan competitive aggresiveness yang terbukti secara positif dapat meningkatkan persepsi kinerja UMKM.

The remuneration and performance of health workers has become an important focus of research in the health sector, with the aim of providing a scientific basis for improving public health services. This research aims to explore the concept of remuneration and the impact of remuneration policies on the performance of health workers as well as challenges in implementing remuneration. Through a literature review from various sources, such as books, reports and the latest research from Scopus indexed journal articles (last 10 years), this research reviews various aspects of remuneration, both financial and non-financial, and their varied impacts on motivation, job satisfaction and patient health outcomes. The findings of this research also highlight the trends and complexity of the relationship between remuneration and performance, the main challenges in providing remuneration to health workers in a dynamic environment, and emphasize the importance of developing effective measurement methods to evaluate the direct impact of remuneration on performance. It is hoped that this research can contribute as a reference for health service providers and policy makers in designing effective and efficient remuneration policies, as well as for researchers who wish to explore this topic further. Limitations in the scope of the literature encourage the need for further research to explore more deeply the relationship between remuneration and performance of health workers in various contexts. The future research agenda could focus more on aspects such as differences in remuneration systems, psychological factors that influence remuneration, as well as the development of performance measurement instruments that are more comprehensive and effective in improving patient health conditions. [ABSTRACT FROM AUTHOR]

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 Indonesian Fisheries Processing Journal / Jurnal Pengolahan Hasil Perikanan Indonesia 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.)

Copyright of Journal of Accounting & Finance Management (JAFM). 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 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.)

Copyright of Jurnal Ekonomi Manajemen Sistem Informasi (JEMSI) 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 Ekonomi Manajemen Sistem Informasi (JEMSI) 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 Ekonomi Manajemen Sistem Informasi (JEMSI) 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.)

The geographical position of an area affects the development of the region. Geographically, North Sulawesi Province is located in the northern part of Indonesia. The geographical location of North Sulawesi Province in the country's border area makes it very strategic because it is close to countries in East Asia and the Pacific. This makes this province the main gateway to Indonesia. This research aims to find alternative solutions to the problems mentioned earlier, namely to manage and handle intersections in an effective way to achieve optimal performance. Data obtained from supporting data or information obtained through surveys or from related agencies are facts that occur and are real from the field. This study obtained the results of the following unsignaled intersection of Sam Ratulangi Airport, which is the main access for vehicles entering and exiting the airport, where 42% of vehicles passing through the intersection are vehicles going to or from Sam Ratulangi Airport. [ABSTRACT FROM AUTHOR]

In recent years, corporate investment in Environmental, Social, and Governance (ESG) has gained significant attention, driven by increasing interest from both international and domestic investors. The aim of this research is to investigate the impact of ESG on Competitive Advantage and Firm Performance in Emerging Asia. The data used in this study consists of information from 481 firms over a period of 5 years (2018-2022). Regression results indicate that ESG has a positive and significant influence on firm performance with a p-value below 0.05. Competitive advantage also has a significant positive effect on firm performance. However, when competitive advantage is used as a moderating variable, the result is not significantly positive. This suggests that competitive advantage and ESG are not directly related. [ABSTRACT FROM AUTHOR]

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.)

Penelitian ini menggunakan pendekatan Ex-Postfacto, yang bertujuan untuk mengetahui: (1) pengaruh antara persepsi guru tentang kepemimpinan sekolah terhadap kinerja guru; (2) pengaruh yang signifikan antara persepsi guru tentang supervisor pendidikan terhadap kinerja guru; (3) pengaruh antara pemahaman guru tentang kompetensi profesional terhadap kinerja guru. Penelitian ini dilaksanakan terhadap guru SMP Negeri dan Swasta di Kota Magelang. Populasi dalam penelitian ini berjumlah 670 guru dan sampel yang digunakan dalam penelitian ini 168 orang. Teknik pengumpulan data dilakukan dengan angket. Teknik analisis data digunakan adalah regresi linear sederhana dan berganda dengan bantuan IBM SPSS Statistics 26. Hasil penelitian ini menyatakan bahwa: (1) ada kontribusi secara simultan persepsi guru tentang kepemimpinan kepala sekolah dan pemahaman guru tentang kompetensi profesional terhadap kinerja guru; (2) adanya pengaruh persepsi guru tentang kepemimpinan kepala sekolah dan pemahaman guru tentang kompetensi profesional terhadap kinerja guru; (3) adanya pengaruh persepsi guru tentang kepemimpinan kepala sekolah terhadap kinerja guru. Hal ini membuktikan bahwa guru sudah dapat memperbanyak pengetahuan tentang kepemimpinan, supervisi kepala sekolah, kompetensi profesional dalam mewujudkan kinerja guru yang optimal.

Abstrak – Peran Kendali Ukuran Kinerja dan Keadilan pada Manajer Milenial Tujuan Utama - Penelitian ini menguji peran mediasi keadilan dalam pengaruh kendali ukuran kinerja terhadap kepuasan kerja, pada manajer milenial di industri ketenagalistrikan. Metode – Penelitian ini menggunakan metode PLS. Sampel penelitian ini adalah 194 manajer milenial. Temuan Utama - Penelitian ini mengungkapkan bahwa keadilan prosedural dan keadilan interpersonal berperan sebagai mediator dalam pengaruh antara kendali ukuran kinerja nonkeuangan dan kepuasan kerja. Keadilan interpersonal memberikan kontribusi yang lebih signifikan. Hal ini menunjukkan pentingnya keadilan interpersonal memengaruhi kendali ukuran kinerja manajer milenial. Implikasi Teori dan Kebijakan – Penelitian ini memperkuat pengaruh teori agensi dan teori sosiokognitif dalam konteks akuntansi manajemen. Selain itu, penelitian ini menyarankan manajemen puncak untuk mengembangkan sistem evaluasi kinerja yang adil dan meningkatkan budaya kerja manajer milenial. Kebaruan Penelitian – Penelitian ini merupakan upaya menjawab faktor-faktor yang menentukan tingkat kendali ukuran kinerja terhadap kepuasan kerja dari manajer milenial. Abstract - The Role of Performance Measure Control and Fairness in Millennial Managers Main Purpose - This study examines the mediating role of justice in the effect of performance measure control on job satisfaction in millennial managers in the power industry. Method - This study uses the PLS method. The sample of this study was 194 millennial managers. Main Findings - This study reveals that procedural justice and interpersonal justice act as mediators in the influence between non-financial performance measure control and job satisfaction.. These results suggest the importance of interpersonal justice in influencing millennial managers' performance measure control. Theory and Practical Implications - This study strengthens the influence of agency and socio-cognitive theories in management accounting. In addition, this study advises top management to develop a fair performance evaluation system and improve the work culture of millennial managers. Novelty - This research attempts to answer the factors that determine the level of control of performance measures on the job satisfaction of millennial managers.

Penilaian kinerja sangat penting untuk menilai keberhasilan sebuah organisasi dalam mencapai misinya, terutama di tengah tuntutan masyarakat yang semakin meningkat terhadap pelayanan. Namun, praktik penyediaan layanan seringkali tertinggal dari harapan yang berkembang ini. Penelitian ini berfokus pada strategi, faktor pendukung, dan hambatan dalam meningkatkan kinerja karyawan di Kantor Kelurahan Batupapan Kabupaten Tana Toraja. Dengan melakukan pendekatan kualitatif, kemudian data dikumpulkan melalui observasi, wawancara, dan dokumentasi. Penelitian ini bertujuan untuk mengetahui dan menganalisa strategi dalam meningkatkan kinerja pegawai, termasuk memberikan arahan dan bimbingan yang sesuai dengan Standar Operasional Pekerjaan (SOP). Meskipun upaya tersebut dilakukan, faktor-faktor penghambat tetap ada, seperti jarak tempuh pegawai dari kantor yang menyebabkan keterlambatan dan penempatan jabatan yang tidak sesuai dengan kompetensi. Sebaliknya, faktor pendukung, seperti fasilitas dan infrastruktur yang memenuhi standar SOP, memberikan kontribusi positif. Metode analisis yang digunakan adalah interaktif, yang melibatkan reduksi data, presentasi, dan verifikasi, yang memudahkan dalam menarik kesimpulan. Kesimpulan dari penelitian ini yaitu dengan meningkatkan kinerja pegawai yang memerlukan penanganan terhadap hambatan seperti kendala geografis dan penempatan jabatan yang tidak sesuai, sambil memanfaatkan faktor pendukung seperti ruang kerja yang terlengkap. Penelitian ini memberikan wawasan yang penting untuk mengoptimalkan efektivitas kelurahan dalam memenuhi tuntutan masyarakat yang terus berkembang. Kata Kunci : Strategi ,Peningkatan, Kinerja, Pegawai

Employee performance satisfaction is related to an employee's feelings about his or her performance. This sense of satisfaction influences the quality of service provided to customers, so that employee performance satisfaction has an important position. This research examines the influence of employee job satisfaction on service quality at the Cirebon Class II Harbormaster and Port Authority Office. Using quantitative methods, data was collected through questionnaires with purposive sampling techniques. The sample consisted of 45 employees for the job satisfaction variable (X) and 38 service users for the service quality variable (Y). Data analysis was carried out using simple linear regression to test the relationship between job satisfaction variables and service quality. The research results show that the significance value of the employee job satisfaction variable is 0.000, which is less than the probability value of 0.05. This shows that hypothesis (H1) is accepted and (H0) is rejected, namely employee job satisfaction has a significant influence on service quality at the Cirebon Class II Port Authority and Port Authority Office. Quality is influenced by job satisfaction by 50.3% and welfare by 49.7% is influenced by other service factors. The results reveal a linear relationship between the two variables, namely that high job satisfaction encourages employee motivation and commitment in providing quality services. On the other hand, job dissatisfaction has the potential to reduce service quality. This research emphasizes the importance of good employee management to improve the quality of institutional services. [ABSTRACT FROM AUTHOR]

Cilacap Regent Regulation No. 03 of 2024, which addresses the Provision of Additional revenue to State Civil Apparatus Employees in the Regional Government, provides civil servants in the Kesugihan Subdistrict Office, Cilacap Regency with sources of revenue beyond their salary and allowances. One way to show gratitude for the work that state civil apparatus employees do is to give them a raise. This will have a positive impact on their morale, productivity, and overall wellbeing. This prompted the author to investigate whether or not the Cilacap Regency Government's civil officials, and those working in the Kesugihan District Office in particular, would be more productive after receiving a salary increase. The author's research shows that in the Kesugihan District office setting, additional employee income does have an effect on civil servants' performance, but that this effect is not yet optimal and requires additional attention from leadership to achieve maximum results. The Kesugihan District Office's civil servants could benefit from additional employee income (TPP) in the form of higher wages and better working conditions, as well as more discipline, which should lead to better service delivery. [ABSTRACT FROM AUTHOR]

This study aims to determine how the influence of Leadership, Work Environment and Organizational Culture on Employee Performance at the Regional Secretariat of Bogor Regency with Motivation as a Moderating Variable. The research focuses on human resource management with quantitative methods. The population in this study were all employees of the Regional Secretariat of Bogor Regency with a total of 533 people. The sampling method using the 5% slovin formula yielded 229 samples, with the proportion of 107 civil servants and 122 contract workers. Primary data was obtained using a questionnaire with a scale of 1-5. The data analysis method uses the Partial Least Square method with the SmartPLS version 4 application. The results showed that Leadership (X1) had a significant positive effect on Performance (Y). Meanwhile, Work Environment (X2) does not affect Performance (Y), on the other hand, Organisational Culture (X3) has a negative effect on Performance (Y). In addition, Leadership (X1) and Work Environment (X2) have a significant negative effect on Performance (Y) moderated by motivation (X4), while Organisational Culture (X3) has a significant positive effect on Performance (Y) moderated by motivation (X4) at the Bogor Regency Regional Secretariat. [ABSTRACT FROM AUTHOR]

Fenomena yang terjadi pada penyelenggaran pemerintahan daerah terutama besarnya anggaran dalam pengelolaan keuangan daerah belum mampu mendorong pertumbuhan ekonomi. Provinsi Jawa Tengah yang merupakan salah satu Provinsi dengan APBD terbesar di Indonesia mengalami hal yang sama dengan pertumbuhan ekonomi yang tidak jauh lebih baik dibandingkan Provinsi lainnya di Indonesia. Sehingga tujuan penelitian adalah untuk menganalisis seberapa besar Pengaruh Kinerja Keuangan Daerah Terhadap Pertumbuhan Ekonomi di Provinsi Jawa Tengah. Penelitian ini menggunakan pendekatan mix methode dengan penelitian kuantitatif dilakukan diawal selanjutnya penelitian kualitatif pada 35 Kabupaten/Kota di Jawa Tengah dan Provinsi Jawa Tengah. Hasil Penelitian ini menunjukkan bahwa besarnya pengaruh kinerja keuangan daerah terhadap pertumbuhan ekonomi di Jawa Tengah selama periode 2017- 2022 sebesar 0.021285 atau 2.1285%, periode 2017-2019 sebelum pandemi covid-19 sebesar 0.021300 atau 2.13%, dan periode 2020-2022 masa pandemi covid-19 sebesar 0.089764 atau 8.9764%. [ABSTRACT FROM AUTHOR]

The main problem of this study is that the performance of functional and structural staff of the education office has not reached the expected target so that the purpose of this study is to analyze the effect of transformational leadership and job satisfaction with work motivation as a mediating variable. The sampling technique used accidental sampling technique with a sample size of 100 respondents. The variable measurement was carried out using Likert scale parameters. Data analysis using descriptive statistics using SEM-PLS to test the hypothesis. The results showed that leadership transformation and job satisfaction had a significant effect on performance through work motivation, while the direct test results showed that transformational leadership and job satisfaction had no effect on performance. The results of this test also confirm that transformation leadership and job satisfaction affect work motivation and work motivation affects performance. [ABSTRACT FROM AUTHOR]

Copyright of Technologica is the property of Green Engineering Society 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.)

A mindset based on Sustainability principles can guide MSME managers to move towards transformative changes that can minimize risks such as landfilling, and realize the linkage between business and business carried out with the surrounding environment. The qualitative research was conducted by interview and direct observation methods on the owners of Güzel Dish MSMEs located in East Kotawaringin, Central Kalimantan with guidance from the Sustainability Mindset Indicator by Isabel Rimanoczy. The research found that Güzel Dish's MSME managers have partially implemented indicators of a sustainable mindset. [ABSTRACT FROM AUTHOR]

Background: Organizations must realize the importance of managing and making the best use of the knowledge of individuals in the organization as organizational assets. Knowledge, both stored and undocumented, must be managed properly in order to improve organizational performance. Purpose: This research aims to determine and analyze the influence of personal knowledge on the performance of family planning instructors, the influence of job procedures on the performance of family planning instructors and the influence of technology on the performance of family planning instructors Method: This research uses a descriptive-quantitative approach with a correlational type. cause-and-effect, meaning that the relationship between the independent variable and the dependent variable is a cause-and-effect relationship. The sampling method was full sampling of 6 family planning instructors at the Ambon City Population Control and Family Planning Service. Data were analyzed using multiple linear regression Results: The research results concluded that Personal knowledge had a positive and significant effect on the performance of family planning instructors at the Ambon City Population Control and Family Planning Service, Job procedures had a positive and significant effect on the performance of family planning instructors at the Ambon City Population Control and Family Planning Service and Technology has a positive and significant effect on the performance of family planning instructors at the Ambon City Population Control and Family Planning Service Conclusion: This study concludes that the knowledge management dimension consisting of personal knowledge, job procedure, and technology has a positive and significant influence on the performance of family planning extension workers at the Ambon City Population Control and Family Planning Office. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Applied Business & Economics (JABE) is the property of Universitas Indraprasta PGRI 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.)

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.)

The research was conducted to analyze the influence of dimensions of intelligence and dimensions of the work environment on employee performance. The approach used was descriptive-quantitative with a type of causal correlation. The population set for this study was all employees of the Village Community Empowerment Training Center, Underdeveloped Areas, and Transmigration in Ambon, totalling 31 individuals. The sample was determined by complete sampling. Data were analyzed using multiple linear regression with the assistance of SPSS 25.00. The research results indicate that social intelligence, physical work environment, emotional intelligence, intellectual intelligence, and non-physical work environment affect employee performance. [ABSTRACT FROM AUTHOR]

This research was conducted to determine self-disclosure and self-discipline in mediating leadership on employee performance in the East Jakarta Parekfart Sub- Department. The population used in this research was 500 employees of the East Jakarta Parekrfat Sudbin. Samples were taken using cluster sampling technique. The sample in this study consisted of 101 people. This research uses quantitative research by describing research data and carrying out inference analysis, data quality tests, classical assumption tests, multiple linear regression analysis. Meanwhile, hypothesis testing is carried out using the t-test and model feasibility. The research produced six main findings in accordance with the proposed hypothesis, namely; (1) leadership influences employee performance 67.8%, (2) self-disclosure influences performance 64.5%, (3) leadership and self-disclosure influence performance 52.1%, (4) leadership influences performance 76.3%, (5) self-discipline influences performance 58.1%, and (6) leadership and self-discipline influence performance Based on these findings, to improve the performance of employees of the East Jakarta Tourism and Creative Economy Sub-Department, efforts are needed to improve leadership, self-disclosure and self-discipline. Keywords: Self-disclosure, Self-Discipline, Leadership, and Performance. [ABSTRACT FROM AUTHOR]

The purpose of this study is to describe and prove the role of organizational culture in improving member performance in the organization. This research uses qualitative methods with in-depth interview techniques. The results showed that organizational culture proved to have an important role for the continuity of student association organizational activities or the performance of members of the organization. The organizational culture in the student association environment is very good. Then added with the performance of the members in the student association is also very good. One of the supporting factors is an organizational culture that supports and humanizes its members. Organizational leaders should care about organizational culture because it will have a direct impact on the performance of its members, such as increased quality and quantity, high enthusiasm, contributing and feeling fully responsible. However, organizational leaders must still evaluate the performance of their members in a timely manner [ABSTRACT FROM AUTHOR]

This research has a complex model and a limited number of samples, so the data analysis technique in this research uses Partial Least Square (PLS) with the help of SmartPLS version 3.0 software. Data measurement was carried out using a Likert Scale. This research has three variables, namely Training and Development of Human Resources, Leadership Role as an independent variable, Learning Organization as a mediating variable and Employee Performance as a dependent variable. In the Q-Square value of predictive relevance, the Learning Organization variable has a value of 0.621. This shows that HR Training and Development and Leadership Roles have strong predictive power on Learning Organizations. The Employee Performance variable has a Q-Square predictive relevance value of 0.961. This shows that HR Training and Development as well as the Role of Leadership and Learning Organizations have strong predictive power on Employee Performance. [ABSTRACT FROM AUTHOR]

The purpose of this study was to describe job insecurity and its impact on job performance and anxiety among PT. PDC’s catering and accommodation workers at Pertamina SHU Zone 10. There were 153 respondents who participated voluntarily in this study and only 147 can be analyzed further. Variables were measured using Likert scale. Data of this study was analysed by Partial Least Square-Structural Equation Model (PLS-SEM) method. SmartPLS 3 is used for measurement model and structural model analysis while SPSS 25 is used for descriptive analysis. The result shows that catering and accommodation workers feel the threat of job insecurity but do not cause significant anxiety, as well as workers have good performances and high resilience. Analysed by PLS-SEM method shows that job insecurity affects to increasing anxiety but has no impact on job performance. Anxiety has an impact on job performance as well as mediates the effect of job insecurity to job performance. Resilience becomes a moderating factor that moderates the effect of job insecurity to anxiety. Company is advised to consistently provide assurance of job continuity for workers, provide operational and non-operational support facilities, review the latest risk of pandemic COVID-19, restore normal work schedules, and improve good communication with workers. [ABSTRACT FROM AUTHOR]

Badan Litbang Depdagri sebagai lembaga yang profesional dan bersifat akademis, harus mampu melakukan interaksi dan kerjasama dengan berbagai pihak, dengan instansi pemerintah dan non pemerintah, baik yang ada di pusat maupun daerah. Dalam kaitan itu penelitian ini berupaya mengungkapkan peran strategis Badan Litbang yang harus meningkatkan kinerja dan kerjasama tim Peneliti Depdagri dan Daerah dalam otonomi daerah. Dengan metode deskriptif mengakses data beberapa sumber data primer, pengalaman kerja, wawancara, studi kepustakaan, hand book, dan lain-lain, penelitian ini menggunakan teori Pemecahan Masalah dan Pengambilan Keputusan (PMPK) serta teori Pola Kerja Terpadu. Peningkatan kinerja dan kerjasama Tim Peneliti Pusat di Depdagri dan Daerah dalam memantapkan otonomi daerah, dapat berhasil secara efektif dan efisien, dengan memahami masalah yang aktual dan erat hubungannya dengan tugas pokok dan fungsi Badan Litbang. Strateginya, harus dapat mengetahui sebab-sebab timbulnya masalah. Termasuk yang menjadi masalah pokok dan spesifik, menentukan upaya prioritas untuk dilakukan dan diprogramkan sebagai upaya memecahkan masalah yang ada. Mengalokasikan biaya apa saja yang diperlukan untuk melaksanakan penelitian hibah bersaing, serta rincian alokasi pekerjaan secara lengkap. Harus menggambarkan jaringan kerja, siapa berbuat apa, siapa bertanggung jawab kepada siapa, siapa bekerjasama dengan siapa dan kapan melakukan apa.

Program pengabdian ini dilatarbelakangi oleh kebutuhan untuk meningkatkan kapasitas kepemimpinan transformasional di kalangan pengurus OSIS SMA Negeri 1 Pangkep. Tujuan utama kegiatan ini adalah membekali siswa dengan keterampilan kepemimpinan yang dapat menginspirasi dan memotivasi rekan-rekan mereka, serta meningkatkan kinerja organisasi sekolah. Mitra sasaran dalam kegiatan ini adalah 68 siswa yang merupakan anggota dan kandidat calon pengurus OSIS, dipilih karena peran strategis mereka dalam memimpin kegiatan siswa di sekolah. Metode pelaksanaan meliputi pelatihan teori, workshop, dan pendampingan dengan metode simulasi, game dan rolepay yang dirancang untuk mengajarkan dan mempraktikkan prinsip-prinsip kepemimpinan transformasional. Kegiatan ini berlangsung selama 1 hari dengan evaluasi yang dilakukan melalui pre-test dan post-test, angket, serta observasi langsung. Hasil dari kegiatan ini menunjukkan peningkatan yang signifikan dalam pemahaman dan keterampilan kepemimpinan peserta. Secara kualitatif, peserta merasa lebih percaya diri dalam memimpin dan bekerja sama dalam tim. Secara kuantitatif, terdapat peningkatan rata-rata 55% pada hasil post-test dibandingkan dengan pre-test. Program ini berhasil mencapai tujuannya dan memiliki potensi untuk diterapkan di sekolah-sekolah lain dengan penyesuaian sesuai kebutuhan setempat.

Abstract. Christian Religion Extension Workers face great challenges in carrying out their duties, so they require a high work ethics to maximize their performance. The aim of this research was to analyze various factors that influence the performance of Christian Religion Extension Workers. Through quantitative research, an analysis of factors was carried out that had a significant influence on the work ethics of Christian Religion Extension Workers at the Ministry of Religion, Toba Regency. The research result showed that among the career development system factor, salary factor, work environment factor, social factor, competency factor and appreciation factor, the career development system factor is the most dominant in increasing the work ethics of Christian Religion Extension Workers. Thus, it can be concluded that the incentive in the form of challenges and opportunities to improve one's career can increase work ethics. Abstrak. Penyuluh Agama Kristen menghadapi tantangan besar dalam menjalankan tugas-tugasnya sehingga membutuhkan etos kerja yang tinggi agar dapat memaksimalkan kinerja mereka. Tujuan riset ini adalah untuk menganalisis berbagai faktor yang mempengaruhi kinerja para Penyuluh Agama Kristen. Melalui riset kuantitatif dilakukan analisis faktor yang memberi pengaruh signifikan terhadap etos kerja para Penyuluh Agama Kristen di Kementerian Agama Kabupaten Toba. Hasil penelitian menunjukkan bahwa di antara faktor sistem pengembangan karir, faktor gaji, faktor lingkungan kerja, faktor sosial masyarakat, faktor kompetensi dan faktor apresiasi, faktor sistem pengembangan karir paling dominan dapat meningkatkan etos kerja para Penyuluh Agama Kristen. Dengan demikian dapat disimpulkan bahwa adanya insentif berupa tantangan dan kesempatan untuk meningkatkan karir dapat meningkatkan etos kerja.

This study aims to determine the effect of Internal Audit (X1), Employee Performance (X2) on Internal Control (Y) with the variable Intervening Fraud Prevention (Z) at PT. TransSpace Committee. This research includes causal associative research using a quantitative approach. The sample used in this study amounted to 50 employees of PT. TransSpace Committee. Data was collected using a questionnaire that had been tested for validity and reliability. The data analysis technique used is path analysis. The results of this study are that the contribution of internal audit (X1) to Internal Control (Y) is 0.311, this indicates that the contribution or influence of X1 on Y is 31.1% while the remaining 68.9% is a contribution from the variables other variables not included in the study, and also the contribution of employee performance (X2) to Internal Control (Y) is 0.173, this indicates that the contribution or influence of X2 on Y is 17.3% while the remaining 82.7% is the contribution of other variables not included in the study, and also the magnitude of the contribution of internal audit (X1) to Fraud Prevention (Z) which is equal to 0.307, this indicates that the contribution or influence of X1 on Z is equal to 30.7% while the remaining 69.3% is the contribution of other variables not included in the study, and also the size of the audience's contribution internal t (X1) and internal control (Y) on fraud prevention (Z) which is equal to 0.539, this shows that the contribution or influence of X1 & Y on Z is 53.9% while the remaining 46.1% is a contribution from the variable -Other variables not included in the study, and also the contribution of employee performance (X2) to fraud prevention (Z) is 0.177, this indicates that the contribution or influence of X2 on Z is 17.7% while the remaining is 72.3 % is the contribution of other variables not included in the study, and also the contribution of employee performance (X2) and internal control (Y) to fraud prevention (Z) which is equal to 0.522, this shows that the contribution or influence of X2 & Y to Z is 52.2% while the remaining 47.8% is contributed by other variables not included in the study, and also the amount of k the contribution of internal control (Y) to fraud prevention (Z) is equal to 0.502, this indicates that the contribution or influence of Y on Z is 50.2% while the remaining 49.8% is a contribution from other variables not included in study

The Ulee Lheue Ferry Port connects Banda Aceh City to Sabang City. Passenger services at the port are expected to meet the established service standards to enhance Sabang City tourism and mobility for local residents. The purpose of this study is to evaluate the performance of facilities and services at the Ulee Lheue Ferry Port based on passenger assessment. This study employs a quantitative descriptive method, with a questionnaire instrument delivered to 400 respondents using simple random sampling. Respondents should meet the following criteria: must have used port facilities and services in 2023; be over 22 years old; and have a job and income. The Importance Performance Analysis (IPA) method was used to analyse the data. By referring to the service quality (servqual) aspect, 46 indicators are utilized to measure the level of performance and its importance. The findings revealed, only 9 indicators were included in the highest priority (quadrant A), implying low performance but essential problems. Those indicators are health facilities, security facilities, bathroom conditions, service information, officers' concern, officers' responses, officers' reactions to passengers’ problems, officers' friendliness, and officers' service equality. In conclusion, this study suggests that port management and local government should improve facilities and services so that passenger service standards at Ulee Lheue Port would be significantly better.

This research aims to analyze the influence of digital literacy competency and intensive communication on the performance of civil servants using the teamwork system as an intervening variable. The independent variables in this research are Digital Literacy and Intensive Communication Competence, the dependent variable is Employee Performance and the mediating variable is Teamwork System. This research uses quantitative methods with the help of questionnaires for data collection. The research was conducted at the Regional Office of the Ministry of Religion of Central Java Province, with a population of 156 people. The sample was carried out using a survey method. The data analysis technique used was Structural Equation Modeling (SEM), with a Partial Least Squares approach. It was concluded that the intensive Digital Literacy and Communication Competency variables had a positive and significant influence on Employee Performance. The Teamwork System mediates Digital Literacy Competency and Intensive Communication on Employee Performance through the help of technology. This reflects that Digital Literacy Competence and intensive communication between employees are important in completing all work. Agencies must encourage employees to improve their competence both personally and through regular training mechanisms held by the agency. So that all employees are able to complete the work they are responsible for well without having to rely or rely on other parties. [ABSTRACT FROM AUTHOR]

The purpose of this study was to find out the results of the analysis of the influence of work discipline, work motivation and influence on employee performance at the Dhuafa Mulia Palembang Foundation. The study used descriptive quantitative methods, a population of 110 employees of the Dhuafa Mulia Palembang Foundation, 110 were taken as research samples using the product moment formula, data collection using a questionnaire technique. Data management uses SPSS analysis tools version 23. The time of research is from August 2022 to January 2023. The results of the output data were processed with SPSS, that work discipline, work motivation and stress affect employee performance with a significance level of calculated F value of 79,309. Meanwhile, the F table value is obtained by looking at the F table distribution with N = 110, which is 0.05 and the number of independent variables is 3, so the F table value is 2.690. Based on the calculation above, the calculated F value is 136.906 > F table is 2.690 and the significance value is 0.000 which is less than 0.05, then H4 is accepted and it can be interpreted that Work Discipline, Work Motivation and Compensation together have a significant effect on Employee Performance. The conclusion of the study is that (1) Employee work discipline by complying with all agency regulations has a significant effect on employee performance at the Dhuafa Mulia Palembang Foundation (2) Work Motivation has a significant effect on employee performance at the Dhuafa Mulia Palembang Foundation (3) Compensation has a significant effect on employee performance at Palembang Dhuafa Mulia Foundation. From the regression results, it was found that work motivation has the greatest effect on employee performance at the Dhuafa Mulia Palembang Foundation, which is equal to 3,162. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Agroindustri Halal is the property of Universitas Djuanda 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.)

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.)

Performance problems are dynamic problems and will always experience changes, primarily related to developments in science and technology which will affect leadership styles and culture in the organization. Therefore, this research aims to find out the influence of leadership, organizational culture, and work environment on employee performance. The research method used in this study is to use an associative quantitative approach. Primary data in this study were questionnaires distributed to 41 District Office employees, while secondary data was taken from accountability reports and Singkep District reports in figures published by the BPS. The instrument in this study was a questionnaire made with a Likert scale. Then the data were analyzed descriptively and then tested the hypothesis with multiple linear regression and the coefficient of determination. The results of this study indicate that 0.033 <0.05, which means that transformational leadership has an effect on the performance of the sub-district office. Based on the research, the significance value between organizational culture and sub-district office performance is 0.338>0.05, indicating no influence between organizational culture and sub-district office performance. The results showed that the significance value between the work environment and the performance of the District Office was 0.000 <0.05 which indicated that there was an influence between the work environment on the performance of the Singkep District Office. In conclusion, transformational leadership, organizational culture, and work environment jointly influence the performance of Singkep District. [ABSTRACT FROM AUTHOR]

The Bogor Regency Trade and Industry Office is tasked with managing trade and industry in the area with the aim of enhancing economic competitiveness. However, the performance of employees in the office has not been optimal. This study aims to evaluate the influence of work culture and competence on the performance of employees of the Bogor Regency Trade and Industry Office, with work ethic as a variable that acts as a mediator. A sample of 112 respondents out of a total of 154 employees was selected using the Slovin formula. Data were collected through questionnaires and direct observation, then analyzed using the Smart Partial Least Square (PLS) method version 3.0 as well as reliability, validity, statistical, and classical assumption tests. The results show the influence of work culture and competence on employee performance, the influence of work culture on work ethic, the influence of competence on work ethic, the influence of work ethic on employee performance, as well as the influence of work culture and competence on employee performance through work ethic as a mediator variable. [ABSTRACT FROM AUTHOR]