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THE INFLUENCE OF INDIVIDUAL CHARACTERISTICS AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE , MEDIATED BY JOB SATISFACTION AT PT. MONRAD INTAN BARAKAT
Get PDFThe purpose of this study was to determine and analyze the effect of individual characteristics and organizational culture on performance mediated by job satisfaction at PT Monrad Intan Barakat, Banjar Regency. The respondents of this research were 58 employees of PT Monrad Intan Barakat Banjar Regency, with probability sampling technique or random. The analysis tool used the SmartPLS version 3.0 application. The results of the study found that (1) individual characteristics affect job satisfaction, (2) organizational culture affects job satisfaction, (3) individual characteristics do not affect performance, 4) organizational culture does not affect performance, and (5) job satisfaction has an effect on performance. performance. Meanwhile (6) Job Satisfaction mediates the effect of Individual Characteristics on Performance and (7) Job Satisfaction mediates the influence of Organizational Culture on Performanc
CREDIT RISK PREDICTION USING NEURAL NETWORK BACKPROPAGATION ALGORITHM
Get PDFCredit is a business activity that contains high risk and greatly affects the health and survival of banking businesses and financing institutions. Predicting credit risk is very beneficial for banks or financing institutions in taking decisions to establish credit. Decision makers of banks and financing institutions must have the precautionary principle to minimize credit risk when credit will be provided. The study designed credit risk prediction software with artificial neural network methods backpropagationalgorithms. Artificial neural network backpropagation with 1 hidden layer and the amount of data for training and testing as many as 20 pieces consisting of 5 models and using the logsig activation function is able to predict credit risk with a truth percentage of 70%-80%. Training and testing is used using matlab 6.1 software. Based on these results, the study recommends the development of artificial neural network algorithms as an effective method on credit risk prediction systems
THE INFLUENCE OF COMPETENCE AND TRAINING ON EMPLOYEE PERFORMANCE AT PT. ARIEF NIRWANA MAIN TAPIN DISTRICT, SOUTH KALIMANTAN
Get PDFThis study aims to analyze: 1) the partial influence of competence and training on employee performance, 2) the simultaneous influence of competence and training on employee performance, and 3) which variable, competence or training, has the most dominant influence on employee performance at PT. Arief Nirwana Utama, Tapin Regency. The sample consisted of 60 respondents selected using a stratified proportional random sampling technique. The regression analysis resulted in the equation Y=32552+0.213X1+0.131X2Y = 32552 + 0.213X_1 + 0.131X_2Y=32552+0.213X1+0.131X2. Partial testing showed that competence (X1) positively and significantly affects performance (Y), with tcalculated =2.450> ttable =2.003t_{calculated} = 2.450 > t_{table} = 2.003tcalculated=2.450> ttable =2.003. However, training (X2) had a positive but insignificant effect on performance, with tcalculated =1.939< ttable =2.003t_{calculated} = 1.939 < t_{table} = 2.003tcalculated=1.939< ttable =2.003. Thus, the first hypothesis (H1) is only proven for the competence variable. The multiple correlation analysis showed an RRR value of 0.672, indicating a fairly strong and positive relationship between competence (X1), training (X2), and performance (Y). The coefficient of determination (R2R^2R2) was 45.2%, meaning these variables contributed 45.2% to employee performance, with the remaining 54.8% influenced by other factors. The simultaneous test ( Fcalculated =23.514> Ftable =3.154F_{calculated} = 23.514 > F_{table} = 3.154Fcalculated=23.514> Ftable =3.154) demonstrated that competence and training together significantly influence performance, proving the second hypothesis (H2 ). Competence (X1), with a regression coefficient of 0.213, was more dominant than training (X2), which had a coefficient of 0.131. This confirms the third hypothesis (H3) that competence has the most dominant effect on employee performance
THE EFFECT OF COMPETENCY AND WORK FACILITIES ON NURSES' PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE AT PULANG PISAU REGIONAL PUBLIC HOSPITAL
Get PDFPerformance as an embodiment of a nurse's work behavior that is displayed as work performance in accordance with its role in a hospital within a certain period. This indicates the performance of nurses as a determinant of the success and survival of the hospital. In every hospital, nurses are one of the most important components in reviving the hospital. This must be supported by good performance because without good performance, the hospital will not achieve its goals. For this reason, nurses need satisfaction to be able to work more diligently. To achieve good performance, competence and work facilities are very influential. In addition, the job satisfaction obtained by nurses is an important aspect, because it can have an impact on better performance. Therefore, this study aims to determine the effect of competence, work facilities and job satisfaction on the performance of nurses. The population in this study were all employees and nurses at the Pulang Pisau District Hospital, totaling 90 people. The researcher uses a saturated sampling technique, meaning that all populations can be used as samples in this study. The data analysis in this study used a path analysis model, because of the intervening variables in this research model. The results of this study indicate that competence and work facilities have a significant positive effect on job satisfaction. Competence, work facilities and job satisfaction are proven to have a significant positive effect on nurse performance
THE INFLUENCE OF WORK MOTIVATION, COMMUNICATION AND ORGANIZATIONAL STRUCTURE ON ORGANIZATIONAL CULTURE AND EMPLOYEE PERFORMANCE IN BAPPEDA, SOUTH BARITO REGENCY
Get PDFThis study aims to determine and analyze the effect of work motivation, communication and organizational structure on organizational culture and employee performance at Bappeda, South Barito Regency. The research object is the employees at Bappeda South Barito Regency, as many as 83 employees consisting of 47 civil servants and 36 non-civil servants. Determination of the sample in this study using saturated samples, where the population as well as samples. The independent variables in this study are Work Motivation, Communication and Organizational Structure, Organizational Culture as an influencing variable, while the dependent variable is Employee Performance. The analysis technique used is the path analysis equation analysis. The path analysis equation shows that the path coefficient is varied, based on the results of the analysis, it can be concluded that most of the independent variables studied have a significant effect on the dependent variable. The results showed that: (1) Work motivation has a positive and significant effect on organizational culture variables. (2) Communication has a negative and significant effect on Organizational Culture variables. (3) Organizational structure has a positive and significant effect on Organizational Culture. (4) Work Motivation has no significant effect on Employee Performance variables. (5) Communication has a positive and significant effect on Performance variables. Employees. (6) Organizational Structure has a positive and significant effect on Employee Performance. (7) Organizational culture has a negative and insignificant effect on employee performance variables, employees at Bappeda, South Barito Regency
THE INFLUENCE OF DISCIPLINE AND WORK ENVIRONMENT ON WORK MOTIVATION AND PERFORMANCE OF MEMBERS OF THE DIRECTORATE OF DRUG RESEARCH, SOUTH KALIMANTAN REGIONAL POLICE
Get PDFPerformance is the embodiment of an employee's work behavior that is displayed as work performance. This indicates employee performance as a determinant of the success and survival of the organization. Without good performance, the organization will not achieve its goals. Employees need work motivation to be able to work more diligently. Discipline and a good work environment greatly affect work motivation which can have an impact on improving its performance. This study aims to determine the effect of work discipline, work environment and work motivation on employee performance. The population is all employees and members of the Directorate of Drug Investigation of the South Kalimantan Police, totaling 60 people. The researcher uses a saturated sampling technique, meaning that all populations can be used as samples in this study. Analysis of the data used is the path analysis model, because of the intervening variables in this research model. The results of this study indicate that work discipline and work environment are proven to have a significant positive effect on work motivation. Discipline, work environment and work motivation are proven to have a significant positive effect on employee performance
THE INFLUENCE OF SERVICE QUALITY DIMENSIONS ON PUBLIC SATISFACTION AND POLICE IMAGE SOUTH BARITO DISTRICT
Get PDFThe image of the police is an indication of public trust in companies or institutions, and the satisfaction by the community is affected by several factors, including service quality consisting of physical evidence (tangible) response (responsiveness), reliability, empathy, and assurance. Some of these factors greatly change Community Satisfaction and Police Imagery variables. The objective of this study is to analyze and validate the influence of service quality which consists of physical evidence, responses, reliability, empathy, and guarantees to public satisfaction and the image of the police. To complete the objectives of the study, the researchers used technical path analysis and assisted using the SPSS 25 application. Including the respondents as a sample of 100 people with primary data collected through questionnaires with a measurement scale of variables the Likert scale. Furthermore, the results of this study confirm that the physical evidence variable has a clear effect on community satisfaction of 0.286% and the image of the police force of 0.129%. The responsiveness of reliable answers has a direct effect of - 0.076% and the image of the police force of 0.000%. The reliability variable directly influences the community satisfaction by 0.258% and towards police image by 0.305% empathy variable precisely influences community satisfaction by 0.115% to police image by 000%. The assurance variable has a straight effect on community satisfaction by 0.455% and the image of the police force by 0.209%. Moreover, community satisfaction affects the image of the police force 0.389%
INFLUENCE OF INFRASTRUCTURE , CONDITIONS PLACE WORK AND ATMOSPHERE WORK TO SATISFACTION EMPLOYEE WORK AND PERFORMANCE AT THE PERSONNEL AND DEVELOPMENT AGENCY HUMAN RESOURCES SOUTH BARITO REGENCY
Get PDFThis research aims to analyze the influence of infrastructure, workplace conditions and work atmosphere on employee performance by job satisfaction. This quantitative research uses intervening variables. Respondents in the research were 41 people using saturated sample technique. This research uses data collection method by questionnaire, interview and direct observation. The method of analysis used in this research is using descriptive and path analysis by Smart PLS version 3.3.2. The results of this research indicated direct influences are (1) infrastructure has positive correlation and significant influence to job satisfaction; (2) workplace conditions have positive correlation and significant influence to job satisfaction; (3) work atmosphere has positive correlation and significant influence to job satisfaction; (4) infrastructure has positive correlation and significant influence to employee performance; (5) workplace condition uncorrelation significantly influences employee performance; (6) work atmosphere uncorrelation has a significant influence on employee performance; (7) job satisfaction has positive correlation and significant influence to employee performance. Meanwhile indirect influences are: (1) infrastructure uncorrelation significantly influences employee performance by job satisfaction; (2) workplace conditions have positive correlation and significant influence to employee performance by job satisfaction; (3) work atmosphere has positive correlation and significant influence to employee performance by job satisfaction in personnel and human resources development agency of South Barito
IMPLEMENTATION OF LEADERSHIP STYLE IN IMPROVEMENT POLICE PERFORMANCE SPECIAL CRIMINAL RESEARCH DIRECTORATE SUBDIT IV/TIPIDTER OF CENTRAL KALTENG REGIONAL POLICE IN PALANGKARAYA
Get PDFThis study aims to answer the question: (1) implementation of leadership style implementation (2) Performance of police members (3) implementation of leadership style implementation to improve the performance of police members. With research location in Subdit IV / Tipidter Palangkaraya Central Kalimantan Police. This research uses descriptive qualitative method. Data obtained through interview techniques, documentation and observation. From the results of this research it is known that: (1) Implementation of leadership style implementation goes well. (2) The performance of police officers is excellent. (3) The link between the implementation of leadership style implementation to improve the performance of police members in Subdit IV / Tipidter Palangkaraya Polda Central Kalimantan is very closely, judging from the findings of researchers in the field that the implementation of good leadership style implementation of The Head of Sub-District IV / Tipidter Palangkaraya Central Kalimantan Police and Kanit of each unit is related to the improvement of the performance of police members in the unit. The suggestions that researchers put forward in this study are: (1) Implementation of leadership implementation in Subdit IV / Tipidter Palangkaraya Polda Central Kalimantan to be maintained and developed in accordance with the situation that will continue to develop. (2) The good performance of the members in Subdit IV / Tipidter Palangkaraya Polda Central Kalimantan continues to be forged until it eventually becomes a habit and personality of each member. (3) Reward and punishment in Subdit IV / Tipidter Palangkaraya Polda Central Kalimantan to be improved so that it becomes an additional motivation in improving its performance
THE EXISTENCE OF PROPHETIC LAW IN THE DEVELOPMENT OF CHILDREN'S LAW IN INDONESIA
Get PDFThis paper aims to 1). Describe and provide analysis of the prophetic legal paradigm and the development of children's law; 2) Describe and analyze the existence of prophetic law in the development of child law in Indonesia. This research is a normative legal research conducted by researching literature materials or secondary data. The approach used is a legislative approach and a conceptual approach. The international convention on the rights of the child has formulated universal principles and legal norms regarding the legal protection of children. Positive laws that apply in Indonesia tend to only regulate aspects such as child custody, recognition, and legalization. In fact, the development of children's law in the future does not only talk about administrative aspects but must be comprehensive. Islamic law has a deeper perspective compared to conventional law in general. The prophetic law paradigm can be one of the approaches in the development of child law in Indonesia that can integrate the protection of children from the womb to adulthood