Portal Jurnal Universitas Islam Sultan Agung (UNISSULA)
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Human Resources Performance Improvement Model Through Planning Skills and Transformational Leadership with Consolidation Capability as a Mediating Variable
No full textThis study aims to develop a model for improving human resource performance in the public procurement sector through the roles of planning skill and transformational leadership, with consolidation capability as a mediating variable. A quantitative approach was employed using Partial Least Squares (PLS) analysis on 200 respondents who are procurement personnel in government institutions. The results indicate that planning skill significantly affects human resource performance both directly and indirectly through the mediation of consolidation capability. In contrast, the direct effect of transformational leadership on performance is not significant, but becomes significant when mediated by consolidation capability. These findings emphasize that improving human resource performance is not solely dependent on technical competencies or leadership style, but also on the organization’s ability to consolidate processes, resources, and needs across functional units. In this regard, consolidation capability plays a strategic mediating role by translating managerial input into measurable performance outcomes. This study contributes theoretically to the development of public procurement literature and offers practical recommendations for policymakers and procurement managers
The Impact of Transformational Leadership and Compensation on Loyalty Through Human Resource Work Motivation Pt. PLN Nusadaya ULPT-Luwuk
No full textLoyalty is an important factor that supports the success of an organization in achieving its goals and targets. One company that requires employee loyalty is PLN Nusa Daya ULPT-Luwuk. The phenomenon found by researchers at PLN Nusa Daya ULPT-Luwuk is an increase in resignation and transfer requests. Factors that can influence employee loyalty include transformational leadership, compensation and work motivation. This study is an explanatory research with a quantitative approach. The population of the study was all PLN Nusadaya ULPT-Luwuk employees in 2025 totaling 138 people. The sample was taken using a purposive sampling technique, obtaining a sample size of 90 employees. The data collection technique used a closed questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results: 1) Transformational leadership has a positive and significant effect on work motivation with a P-Value of 0.000 1.96. 2) Compensation has a positive and significant effect on work motivation with a P-Value of 0.000 1.9696. 3) Transformational leadership has a positive and significant effect on loyalty with a P-Value of 0.004 1.96. 4) Compensation has a positive and significant effect on loyalty with a P-Value of 0.000 1.96. 5) Work motivation has a positive and significant effect on loyalty with a P-Value of 0.000 1.96. 6) Work motivation is able to mediate the positive and significant effect of transformational leadership on loyalty with a P-Values specific indirect effect of 0.002 1.96. 7) Work motivation is able to mediate the positive and significant effect of compensation on loyalty with a P-Values specific indirect effect of 0.001 1.96
Improving Human Resource Performance Through Islamic Leadership and Self-Efficacy
No full textThis research was conducted to analyze the influence of work engagement on human resources performance. Describe and analyze the influence of Islamic leadership and self-efficacy on human resource performance and analyze the impact of Islamic leadership and self-efficacy on work engagement. The population in this study were operators of PDDikti Private Higher Education Institutions under the auspices of Lembaga Layanan Pendidikan Tinggi Wilayah VI Jawa Tengah with a total of 238 Active Private Higher Education Institutions. The sampling technique used is the census method where all members of the population are used as samples. The data analysis technique used is the partial least squares method with the help of SmartPLS version 3. The research conclusion shows that work engagement has a positive and significant effect on human resource performance. Islamic leadership has a positive and significant effect on human resource performance and self-efficacy has a positive and significant effect on human resource performance with the mediating role of work engagement. Islamic leadership and self-efficacy have a positive and significant effect on work engagement. Work engagement has been proven to be able to mediate the indirect influence of Islamic leadership on human resource performance
The Influence of Social Media Marketing and Brand Awareness on Purchasing Decisions with Influencer Marketing as a Moderating Variable on the TikTok Platform
No full textThis study aims to analyze the influence of Social Media Marketing and Brand Awareness on Purchase Decision, as well as examine the role of Influencer Marketing as a moderating variable among TikTok users in the city of Semarang. The rapid development of social media, particularly TikTok, has opened new opportunities in digital marketing strategies, where the interaction between brands, consumers, and influencers plays a crucial role in the purchasing decision process. This research adopts a quantitative approach using a survey method. Data were collected through the distribution of questionnaires to 120 active TikTok users in Semarang who had made purchases after being exposed to promotions on the platform. Data were analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS 4.0 software. The results indicate that Social Media Marketing has a positive and significant effect on Purchase Decision, as well as a positive and significant effect on Brand Awareness. Brand Awareness also has a positive and significant effect on Purchase Decision. Furthermore, Influencer Marketing positively moderates the relationship between Social Media Marketing and Purchase Decision, thereby strengthening the influence of Social Media Marketing on Purchase Decision when supported by effective Influencer Marketing. These findings emphasize that the combination of social media marketing strategies, brand image reinforcement, and the use of relevant influencers can effectively encourage consumers to make purchasing decisions on the TikTok platform in Semarang City
Improving Human Resource Performance Through Transformational Leadership Style with Job Satisfaction as an Intervening Variable at Bank Indonesia, Papua Province
No full textThe success of an organization cannot be separated from the quality of its human resources. Leadership is said to be something that influences the performance of an employee because starting from having a high sense of responsibility, it will produce better performance. Another important factor that supports employee performance is job satisfaction, someone who has a sense of pleasure in the work that has been done, will encourage good performance. This study uses a quantitative research approach with an explanatory research type. This study took place at Bank Indonesia, Papua Province with a research sample of 53 employees with a census method sampling technique. The data collection technique used a questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results 1) Transformational leadership style has a positive and significant effect on job satisfaction with a P-Value of 0.000 1.96. 2) Transformational leadership style has a positive and significant effect on human resources performance with a P-Value of 0.020 1.96. 3) Job satisfaction has a positive and significant effect on human resources performance with a P-Value of 0.000 1.96. 4) Job satisfaction is able to mediate the positive and significant influence of transformational leadership style on human resources performance with a specific indirect effect value of 0.000 1.96
Management of Iclinic Costs and Its Implications for Profitability: Agency Itheory Perspective and Icost-Volume-Profit I(Cvp) Analysis I
No full textCost imanagement iin iclinics iis ia icritical iaspect iof imaintaining iprofitability iand isustainability iin ihealthcare iservices, iespecially iamid iintense icompetition iand ihigh ioperational icosts. iGondo iMedika iSehat iClinic ifaces ichallenges iin ibalancing icost imanagement iwith iservice iquality. iThis iresearch iis iessential ito iunderstand ihow ithe iintegration iof iAgency iTheory iand iCost-Volume-Profit i(CVP) ianalysis ican ienhance icost iefficiency iand iclinic iprofitability. iThe istudy iaims ito ianalyze icost imanagement iat iGondo iMedika iSehat iClinic, iexamine iits irelationship iwith iprofitability, iand iexplore ithe idynamics ibetween iowners iand imanagers iwithin ithe icontext iof iAgency iTheory. iAdditionally, ithis iresearch iapplies iCVP ianalysis ito iprovide istrategic irecommendations ifor iimproving iclinic iprofitability. The istudy iemploys ia iqualitative iapproach iwith ia icase istudy idesign. iData iwere icollected ithrough iin-depth iinterviews iwith ithe iowner, imanager, iand iclinic istaff, iparticipatory iobservation, iand idocument ianalysis isuch ias ifinancial ireports. iThe idata iwere ithematically ianalyzed iusing iNVivo isoftware ito iidentify ipatterns iand irelationships iamong ivariables. The ifindings iindicate ithat ieffective icost imanagement, iincluding ioperational iefficiency iand isupplier inegotiations, ipositively iimpacts ithe iclinic's iprofitability. iCVP ianalysis iaids iin idetermining ioptimal iservice ipricing iand ipatient ivolume ito iachieve ibreakeven. iAgency iTheory ireveals ithat iperformance-based iincentives ican ialign ithe iinterests iof iowners iand imanagers, ireducing iconflicts iin icost idecision-making. iThe iintegration iof iAgency iTheory iand iCVP ianalysis iproves ieffective iin ienhancing icost imanagement iand iclinic iprofitability. iPractical irecommendations iinclude ithe iimplementation iof itechnology ifor iefficiency, iincentive isystems ifor imanagers, iand iregular icost imonitoring. iThese ifindings iprovide isignificant icontributions ito iclinic imanagement iin iachieving ifinancial isustainability
Analysis of the Influence of Social Media Marketing on Repeat Purchase Decisions Through Loyalty as an Intervening Variable at Kopi Gerobak
No full textThis Study analyzes the effect of social media marketing on repeat purchase decisions with loyalty as an intervening variable among Urban Coffee Semarang consumers. The research applied an explanatory quantitative method with 100 respondents selected through purposive accidental sampling. Data were collected using questionnaires and analyzed with Partial Least Square (PLS). The results show that social media marketing has a positive and significant effect on both loyalty and repeat purchase decisions, while loyalty also positively and significantly influences repeat purchase decisions. These findings highlight that effective social media marketing strategies can enhance loyalty and encourage repeat purchases
Case Study Performance Improvement Strategies for Assessees PT Bituta Mekanika Utama (Bituta Consultant)
No full textThis study aims to formulate performance improvement strategies for certified employees (asesi) at PT Bituta Mekanika Utama (Bituta Consultant) through competency certification, the strengthening of Occupational Health and Safety (OHS) culture, and merit-based career development supported by digitalization. A descriptive qualitative approach was employed using a case study design, involving semi-structured interviews, documentation, and observation. The findings indicate that although the number of certified employees has increased over the past five years, not all workers have met formal competency standards. Moreover, the rising turnover rate and stagnant productivity suggest a gap between certification ownership and actual performance improvement. The study shows that certification significantly contributes to increased productivity (from a score of 72.8 to 84.1), a rise in SOP/OHS compliance (up to 85%), and promotion opportunities (87% of promotions were given to certified employees). Strategies such as digital training, peer mentoring, and external collaboration effectively accelerate adaptation and knowledge transfer. This study recommends strengthening competency-based human resource systems and adaptive monitoring to support sustainable organizational company performance
A Model of Performance Improvement from Training and Competence Moderated by Ict Capability (Empirical Study at Semarang Medium Tax Office)
No full textThis study is an explanatory research aimed at examining and analyzing the effects of training and competence on human resource (HR) performance, as well as evaluating the role of information and communication technology (ICT) capabilities as a moderating variable in these relationships. The research was conducted on all HR personnel at the KPP Madya Semarang Office, with a total sample of 117 respondents determined using the census method. Primary data were collected through questionnaires using a Likert scale ranging from 1 to 5 to measure the variables of training, competence, ICT, and HR performance. The findings reveal that training has a positive and significant effect on HR performance, and competence also contributes to improving the quality of HR performance. Furthermore, ICT capabilities are proven to positively moderate the effects of both training and competence on HR performance, indicating that optimal utilization of ICT can strengthen the impact of training and competence in enhancing HR performance. These findings highlight the importance of synergy between competence development, training programs, and the utilization of information technology to optimize organizational performance
The Influence of Job Stress and Digital Work Skills on Employee Performance With Work Motivation as an Intervening Variable
No full textThis study aims to examine the influence of job stress, digital work skills, and work motivation on employee performance, as well as the influence of job stress and digital work skills on employee performance, with work motivation as an intervening variable. The research model was tested on 236 employees at the Ministry of Religious Affairs Office in Semarang Regency. The sampling method used simple random sampling, and data analysis was conducted using SEM-PLS. The results showed that employee performance was partially influenced by job stress, digital work skills, and work motivation. Overall, employee performance variables were influenced by job stress, digital work skills, with work motivation as an intervening variable