Portal Jurnal Universitas Islam Sultan Agung (UNISSULA)
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Improving Human Resource Performance Through Self-Efficacy and Altruism
No full textThis study is explanatory research that aims to explain the relationships among variables by testing the proposed hypotheses. The population of the study consisted of all 102 employees of Sidorejo and Tingkir Districts, Salatiga City, who were also taken as the sample using the census method. Data were collected using questionnaires with a Likert scale ranging from 1 to 5 to measure respondents’ level of agreement with the given statements. The collected data were analyzed using descriptive statistics to provide a general overview, and Partial Least Square (PLS) was applied to test the research hypotheses. The findings reveal that self-efficacy has a positive and significant effect on employee performance, while also contributing to the improvement of altruism. Furthermore, altruism was also found to have a positive and significant effect on employee performance. These results indicate that the higher the level of self-efficacy and altruism possessed by employees, the better their performance outcomes will be. Therefore, enhancing self-efficacy and strengthening altruistic values can serve as important strategies in improving the quality of human resources in governmental institutions
The Role of Transformational Leadership in Improving Intrinsic Motivation and Employee Performance
No full textThis study was submitted to test the influence of transformational leadership on intrinsic motivation, to determine the influence of the work environment on intrinsic motivation, to determine the influence of transformational leadership on employee performance, to determine the influence of the work environment on employee performance, to determine the influence of intrinsic motivation on employee performance. The type of research to be conducted is explanatory research where this study aims to analyze the relationship between variables. The population in this study were all teachers of Madrash Tsanawiyah (Mts) Negeri 20 East Jakarta. This study uses a quantitative method with primary data obtained from questionnaires. The selection of samples will use the non-probability sampling method, which is a sampling technique that not all populations can be samples. The sample in this study was 50 teachers of Madrash Tsanawiyah (Mts) Negeri 20 East Jakarta. Data analysis used the Partial Least Square (PLS) method with SmartPLS
The Role of Usefulness and Ease of Use in Increasing Customer Satisfaction Through User Attitudes towards the PLN Mobile Application at PT PLN (Persero) ULP North Balikpapan
No full textThe results of this study indicate: (1) Perceived usefulness has been positive and significant effect on attitude toward use, where the more users feel the PLN Mobile application is useful, the more positive their attitude toward the application is; (2) Perceived ease of use has a positive and significant effect on attitude toward use, where the more users feel the PLN Mobile application is easy to use, the more positive their attitude toward the application is; (3) Perceived usefulness has a positive and significant effect on user satisfaction, where the more users feel the PLN Mobile application is useful, the higher their level of satisfaction with the application is; (4) Perceived ease of use has a positive and significant effect on user satisfaction, meaning the easier it is for users to use the PLN Mobile application, the greater their level of satisfaction with the application. (5) Attitude toward use has a positive and significant effect on user satisfaction. Then, Attitude toward use is able to mediate the influence of perceived usefulness on user satisfaction, and can also mediate the influence of perceived ease of use on user satisfaction
Strategy to Reduce the Level Turnover Intention (Study on Teaching and Administrative Staff at AL AZAM Elementary School, Semarang)
No full textTurnover intention is one of the serious challenges in human resource management within educational institutions, including elementary schools. A high tendency among educators and school staff to leave the institution may reduce the quality of educational services, and disrupt organizational stability. This study aims to analyze effective strategies to reduce the level of turnover intention among teaching and administrative personnel in elementary schools Al Azam in Semarang City. This research uses a qualitative approach with a case study method. Data were collected through in-depth interviews, observation, and documentation with teachers, school staff, and school management. The data analysis process included data reduction, data display, and conclusion drawing. The findings show that effective strategies to reduce turnover intention include: creating a supportive and conducive work environment, providing emotional and spiritual support through religious activities, offering career development opportunities and training, and applying a fair performance-based reward system. Therefore, implementing holistic human resource management strategies based on Islamic principles can enhance a sense of belonging, increase work motivation, and reduce turnover intention. It is hoped that this study contributes to the development of educational management, particularly in maintaining a stable workforce to support sustainable quality improvement in education
Job Satisfaction as an Intervening Variable in the Relationship Between Job Promotion and Employee Performance at Bank Indonesia in the Jakarta Region
No full textJob promotion is one of the key instruments in human resource management, serving not only as a form of recognition but also as a factor believed to influence employee motivation and performance. This research is motivated by the importance of understanding how job promotion can enhance performance, both directly and indirectly through job satisfaction as an intervening variable. The objective of this study is to analyze the effect of job promotion on employee performance and to assess the extent to which job satisfaction mediates this relationship. A quantitative approach was employed using linear regression analysis, applied to data collected from respondents at Bank Indonesia, Jakarta Regional Office. The results show that job promotion has a significant effect on both employee performance and job satisfaction. Regression testing confirms that the t-value > 2 with a p-value < 0.05, indicating that the alternative hypothesis (Ha) is accepted. The findings suggest that job promotion contributes to improved employee performance, although the strength of the relationship (R = 0.313) and the explained variance (R² = 9.8%) remain relatively low. Furthermore, job promotion was also found to have a significant effect on job satisfaction, with R = 0.498 and R² = 24.8%, reflecting a stronger relationship compared to direct performance. Further analysis including job satisfaction as an intervening variable reveals that the significance level of job promotion on employee performance remains below 0.05, as does the relationship between job promotion and job satisfaction. These results highlight the crucial role of job satisfaction as a mediator, strengthening the influence of job promotion on performance, how job promotion first enhances employee satisfaction, which subsequently contributes to a significant improvement in their performance
Antecedents and Consequences of Employee Engagement Human Resources Bappeda Central Java Province
No full textAbstract. The purpose of this study was to determine the Antecedents and Consequences of Behavioral Integrity, Employee Empowerment, Employee Engagement on Employee Performance. The types of data used in this study are primary data and secondary data by distributing questionnaires. The population in this study were all Public Service Government Apparatus at the Regional Development Planning Agency (Bappeda) of Central Java Province with a total of 159 civil servants. The sampling technique used was Stratified Random Sampling, obtaining primary data of 114 respondents as samples. The research method used Path Analysis using SmartPLS-SEM4.0. The results of the study showed that Behavioral Integrity had a positive and significant effect on Employee Engagement, while Behavioral Integritydoes not have a significant influence onEmployee Performance, Employee Empowerment has a positive and significant effect on Employee Engagement. Employee Empowerment has a positive and significant effect on Employee Performance. Employee Engagementdoes not have a significant influence onEmployee Performance, so that Employee Engagement does not have a moderating effect on the relationship between Employee Performance and Employee Engagement.Keywords: Behavioral; Employees; Engagement; Integrity; Performance
The Influence of Marketing Knowledge Management on Business Performance Mediated by Digital Marketing
No full textThis study aims to analyze the influence of Marketing Knowledge Management on Business Performance, mediated by Digital Marketing, among Muslim fashion SMEs in Semarang City. The research background is based on the importance of marketing knowledge management in the digital era to enhance business performance, especially in the SME sector which plays a vital role in the economy. This research employs a quantitative method with a survey approach. The study population consists of all Muslim fashion SMEs in Semarang City. Data were collected through questionnaires distributed to SME owners or managers. Data analysis was performed using AMOS – Structural Equation Modeling (AMOS-SEM) to test the proposed hypotheses. The results are expected to indicate that Marketing Knowledge Management has a positive and significant impact on Business Performance, both directly and indirectly through the mediation of Digital Marketing. These findings will provide practical implications for Muslim fashion SME actors in Semarang to further optimize their marketing knowledge management strategies and digital marketing utilization to achieve better business performance
Analysis of Organizational Change and the Effectiveness of Job Rotation on Employee Performance Through Achievement Motivation as an Intervening Variable
No full textThis study aims to examine the influence of organizational change and the effectiveness of job rotation on the performance of civil servants, with achievement motivation as a mediating variable, focusing on employees at the Investment and One-Stop Integrated Services Office (DPMPTSP) of Central Java Province. Using a quantitative approach and data analysis with SmartPLS on 84 respondents, the results show that organizational change has a positive and significant effect on achievement motivation, while job rotation does not show a significant influence. Directly, neither organizational change nor job rotation significantly affects employee performance. However, achievement motivation is proven to positively and significantly improve performance and acts as a mediator in the relationship between organizational change and employee performance. Conversely, job rotation does not significantly influence performance even through achievement motivation. These findings highlight the crucial role of internal motivation as a bridge between organizational dynamics and employee performance improvement
The Relationship Between Job Training, Employee Competence, and Work-It-Self with Achievement Motivation as a Mediating Variable in the Public Service Sector at the Semarang Medium Tax Office
No full textKPP Madya Semarang as a service in the field of taxation must build a situation that can provide encouragement in improving employee capabilities optimally. In achieving the vision and mission, a company must pay attention to satisfaction in human resources through the work itself (work it self). Factors that influence work it self include training, employee competence and achievement motivation. This study is an explanatory research study with a quantitative approach. The population of the study was all employees of KPP Madya Semarang totaling 117 people. The sample was taken using the total sampling technique, obtaining a sample size of 117 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) Job training has a positive and significant effect on achievement motivation with a P-Value of 0.000 1.96. 2) Employee competence has a positive and significant effect on achievement motivation with a P-Value of 0.007 1.96. 3) Job training has a positive and significant effect on work it self with a P-Value of 0.001 1.96. 4) Employee competence has a positive and significant effect on work it self with a P-Value of 0.007 1.96. 5) Achievement motivation has a positive and significant effect on work it self with a P-Value of 0.003 1.96. 6) Achievement motivation plays a role in mediating the positive and significant effect of work training on work it self with a P-Value of specific indirect effect of 0.010 1.96. 7) Achievement motivation plays a role in mediating the positive and significant effect of employee competence on work it self with a P-Value of specific indirect effect of 0.022 1.96
The Effect of Work Environment Quality on Job Satisfaction with Employee Collaboration as a Mediating Variable
No full textThis study aims to examine the influence of work environment quality, employee collaboration, and job satisfaction. The research employed an explanatory research design with an associative approach. The population consisted of all human resources (HR) at KPP Madya Dua Surabaya, totaling 100 individuals. The sampling technique used was a census method, meaning the entire population was used as the sample. Data were collected through closed-ended questionnaires using a Likert scale ranging from 1 to 5, with response options from Strongly Disagree to Strongly Agree, and measured using personality questionnaires. Data analysis was conducted using Partial Least Squares (PLS), a component-based Structural Equation Modeling (SEM) approach. The results showed that the quality of the work environment has a positive and significant effect on job satisfaction and employee collaboration. Furthermore, employee collaboration also has a positive and significant impact on job satisfaction and mediates the relationship between work environment quality and job satisfaction. These findings highlight the importance of fostering a supportive work environment and strong collaboration as key factors in enhancing employee job satisfaction.