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All Journal Annals of Management and Organization Research Studi Ilmu Manajemen dan Organisasi International Journal of Education, Social Studies, And Management (IJESSM) Studi Akuntansi, Keuangan, dan Manajemen Journal of Multidisciplinary Academic and Practice Studies
Hasbullah Hasbullah
Universitas Mitra Indonesia, Bandar Lampung, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences Other

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Pengaruh Kompetensi, Pengalaman, dan Lingkungan Kerja terhadap Kinerja Pegawai Desa I Made Erlan Widiana; Andi Surya; Desmon Desmon; Yudhinanto Yudhinanto; Hasbullah Hasbullah; Evi Meidasari
Studi Ilmu Manajemen dan Organisasi Vol 6 No 3 (2025): Oktober
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/simo.v6i3.3574

Abstract

Purpose: This study aims to determine the influence of work competence, work experience, and the environment on the performance of employees of the Restu Buana Village Office. Methodology/approach: This type of research uses quantitative methods and associative approach methods are used. The data used is primary data which requires data or information from the first source, basically we call it respondents. The analysis method used in this research is multiple linear regression analysis using SPSS version 23. Results/findings: The work competency variable affects the performance of employees of the Restu Buana Village Office. Work experience has no effect on the performance of employees of the Restu Buana Village Office. Conclusions: The study concludes that work competence, work experience, and work environment jointly have a significant effect on employee performance at the Restu Buana Village Office, with a combined influence of 92.8%. Individually, work competence contributes 26.8%, work experience 3.8%, and work environment 41.4% to employee performance. Limitations: The independent variables in this research are only work competence, work experience, and work environment as well as variables bound by employee performance. This study focuses on the employees of the Restu Buana Village Office which totals 32 people. Contribution: Because work competence, and the environment play an important role in the progress of the employees' abilities that will be developed and can provide encouragement and foster employees to be able to work independently can also foster confidence and make new work plans for employees so that performance is increasing.
Complaint Handling and Satisfaction Effects on OTA User Retention in Indonesia Susi Indriyani; Dewi Silvia; Hasbullah Hasbullah
Annals of Management and Organization Research Vol. 7 No. 3 (2026): February
Publisher : goodwood publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/amor.v7i3.3295

Abstract

Purpose: This study aimed to investigate the impact of complaint handling service quality and user satisfaction on customer retention within Indonesia's Online Travel Agent (OTA) industry. Research Methodology: A quantitative survey was conducted, collecting data from 160 OTA users with complaints. The data were analyzed using multiple linear regression to assess the relationships between complaint handling and satisfaction and user retention. Results: The results show that both complaint handling service quality (? = 0.579) and user satisfaction (? = 0.647) significantly and positively affect user retention, explaining 53.4% of its variance (Adj. R² = 0.534, p < 0.001). Effective complaint handling and high satisfaction levels are critical for sustaining customer loyalty. Conclusion: The study concludes that OTAs must prioritize transparent complaint management, empathetic customer service, and personalized satisfaction programs to enhance user retention. These factors contribute significantly to maintaining customer loyalty in the competitive digital tourism market. Limitations: The study is limited by the use of snowball sampling, which affects generalizability. It also relied on self-reported data, which may have introduced bias. Future research could employ mixed-methods designs and expand to cross-cultural contexts. Contributions: This study contributes to the digital service recovery literature by integrating complaint handling and satisfaction factors to explain OTA user retention in Indonesia, offering new insights into the strategic importance of service recovery for customer loyalty.
Determination of Managerial Ownership, Firm Size, and Profitability on Firm Value Jakarta Islamic Index Subhan Aziz; Andi Surya; Hasbullah Hasbullah; Maria Septijantini Alie; Megasari Megasari
Studi Akuntansi, Keuangan, dan Manajemen Vol 5 No 3 (2026): January
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/sakman.v5i3.5481

Abstract

Purpose: This study aims to analyze the influence of Managerial Ownership (MOWN), Firm Size (SIZE), and profitability (ROA) on Firm Value (EPS) of companies listed in the Jakarta Islamic Index (JII) on the Indonesia Stock Exchange during the 2019–2024 period. Methodology/approach: The research was conducted on 30 companies included in the JII, with purposive sampling used to select eight companies observed over six years, resulting in 48 research samples. This study applied a quantitative research method using data collected from annual financial reports. The analysis was performed using multiple linear regression with the SPSS software. Results/findings: The findings show that Managerial Ownership (MOWN) has a positive and significant effect on Firm Value (EPS), Firm Size (SIZE) has no significant effect, and profitability (ROA) has a positive and significant effect. Simultaneously, MOWN, SIZE, and ROA have a positive and significant effect on Firm Value (EPS). Conclusions: The results indicate that managerial ownership and profitability are the most important factors to consider for improving EPS, whereas firm size does not significantly determine firm value. Limitations: This study is limited to companies listed in the Jakarta Islamic Index (JII) during the 2019–2024 period, which may reduce the generalizability of the findings to other sectors or indices. Contribution: This study contributes to financial management studies by providing empirical evidence of the role of ownership structure and profitability in shaping firm value. This study is useful for investors, policymakers, and academics focusing on Islamic capital markets and corporate governance.
The Effect of Compensation, Work Discipline, and Work Motivation on the Performance of Non-Civil Servant Employees at the Secretariat Office of the Regional House of Representatives (DPRD) of Tanggamus Regency Eliyanti Eliyanti; Hasbullah Hasbullah; Nety Kumalasari
International Journal Of Education, Social Studies, And Management (IJESSM) Vol. 6 No. 1 (2026): The International Journal of Education, Social Studies, and Management (IJESSM)
Publisher : LPPPIPublishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52121/ijessm.v6i1.1051

Abstract

The purpose of this study is to examine the effect of compensation, work discipline, and work motivation on employee performance both simultaneously and partially. This research employs a quantitative approach with an associative design. The population consists of 137 non-civil servant employees, with a sample of 35 respondents selected using non-probability sampling techniques. Data were collected through questionnaires using a Likert scale and analyzed using multiple linear regression with SPSS version 23. The results show that compensation, work discipline, and work motivation simultaneously have a positive and significant effect on employee performance, as indicated by an F-value of 10.342, which is greater than the F-table value of 2.910, and a significant level of 0.000, which is less than 0.05. Partially, compensation has a positive and significant effect on performance, with a t-value of 3.528 greater than the t-table value of 2.0369 and a significance level of 0.037. Work discipline also shows a positive and significant effect, with a t-value of 3.716 and a significance level of 0.001. Furthermore, work motivation has a positive and significant effect on performance, with a t-value of 3.435 and a significance level of 0.006. Therefore, improving employee performance can be achieved through appropriate compensation, effective implementation of work discipline, and continuous enhancement of work motivation.
The Effect of Motivation, Leadership Style, and Work Discipline on Employee Performance Sugesti Nadya; Armalia Reny WA; Yudhinanto CN; M. Renandi Ekatama Surya; Susi Indriyani; Hasbullah Hasbullah; Desmon Desmon; Maria Septijantini Alie
Journal of Multidisciplinary Academic and Practice Studies Vol. 4 No. 3 (2026): August
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v4.n3.p151-162.2026

Abstract

Purpose: This study aimed to investigate the influence of motivation, leadership style, and work discipline on employee performance at the Administrative Bureau of the Regional Secretariat of Lampung Province, Indonesia. Research Methodology: This study used a quantitative descriptive approach. Data were collected from 96 civil servants using structured questionnaires measured on a five-point Likert scale. Instrument validity was assessed using Pearson product-moment correlation, and reliability was confirmed using Cronbach's alpha. Results: The coefficient of determination (R²) was 0.981, indicating that motivation, leadership style, and work discipline together explained 98.1% of the variance in employee performance. The F-test showed a statistically significant simultaneous effect (F = 1,596.868; p < 0.05). Partial t-tests revealed that leadership style (β = 1.060; t = 17.439; p < 0.05) and work discipline (β = 0.736; t = 9.320; p < 0.05) positively and significantly affected performance, whereas motivation had a significant negative partial effect (β = −0.517; t = −6.174; p < 0.05). Conclusions: Leadership and discipline strongly drive performance in this bureaucratic setting, whereas intrinsic motivation may be less effective due to formal control mechanisms. Limitations: The study was limited to one bureau and cross-sectional data; thus, the results may not be generalized broadly. Other contextual factors may influence the negative effects of motivation. Contributions: Highlights the need for HR policies that balance motivation with leadership and discipline to optimize civil servant performance.
Co-Authors Andi Surya Armalia Reny Wa Desmon Desmon Dewi Silvia Eliyanti Eliyanti Evi Meidasari I Made Erlan Widiana M. Renandi Ekatama Surya Maria Septijantini Alie Megasari Megasari Nety Kumalasari Subhan Aziz Sugesti Nadya Susi Indriyani Yudhinanto CN Yudhinanto Yudhinanto