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Babun Suharto
Sekolah Tinggi Agama Islam Negeri Jember
Social Sciences

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Pengaruh Perilaku Pemimpin, Motivasi Dan lingkungan Organisasi Terhadap Kinerja Pegawai Pada Badan Perencanaan dan Pembangunan Daerah Kota Probolinggo: The Influence of Leadership Behavior, Motivation, and Organizational Environment on Employee Performance at the Regional Development Planning Agency of Probolinggo City Babun Suharto
Fenomena Vol 2 No 1 (2003): FENOMENA: Journal Penelitian STAIN Jember
Publisher : LP2M Universitas Islam Negeri Kiai Haji Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v2i1.322

Abstract

In today’s competitive public sector, employee performance is critical to effective governance, yet it remains shaped by multifaceted organizational factors. This study investigates how leader behavior, motivation, and the organizational environment influence employee performance at BAPPEDA in Probolinggo City. Using a census approach, data were collected from all 32 employees via questionnaires and interviews, then analyzed with regression and path analysis in SPSS 10 for Windows. The results show that leader behavior significantly affects motivation (beta = 0.655) and the organizational environment (beta = 0.366), and that motivation also significantly influences the organizational environment (beta = 0.408). Furthermore, all three variables positively affect employee performance, with the organizational environment demonstrating the strongest total influence (45.1%), followed by motivation (43.1%) and leader behavior (26.9%). The study concludes that although leader behavior and motivation contribute meaningfully, the organizational environment plays a dominant role in shaping employee performance. It is recommended that BAPPEDA prioritize fostering a conducive organizational environment and strengthen teamwork, while future research should explore additional variables to further enhance performance outcomes. Di sektor publik yang kompetitif, kinerja pegawai menjadi krusial bagi tata kelola yang efektif, namun tetap dipengaruhi oleh berbagai faktor organisasi. Penelitian ini menganalisis pengaruh perilaku pemimpin, motivasi, dan lingkungan organisasi terhadap kinerja pegawai di BAPPEDA Kota Probolinggo. Dengan metode sensus, data dikumpulkan dari seluruh 32 pegawai melalui kuesioner dan wawancara, lalu dianalisis menggunakan regresi dan analisis jalur dengan SPSS 10 for Windows. Hasil penelitian menunjukkan bahwa perilaku pemimpin berpengaruh signifikan terhadap motivasi (beta = 0,655) dan lingkungan organisasi (beta = 0,366), serta motivasi juga berpengaruh signifikan terhadap lingkungan organisasi (beta = 0,408). Ketiga variabel tersebut secara positif mempengaruhi kinerja pegawai, dengan lingkungan organisasi memiliki pengaruh total terbesar (45,1%), diikuti motivasi (43,1%) dan perilaku pemimpin (26,9%). Penelitian ini menyimpulkan bahwa meskipun perilaku pemimpin dan motivasi memberikan kontribusi penting, lingkungan organisasi berperan dominan dalam membentuk kinerja pegawai. Direkomendasikan agar BAPPEDA memprioritaskan penciptaan lingkungan organisasi yang kondusif dan penguatan kerja sama tim, serta penelitian selanjutnya mengeksplorasi variabel lain untuk lebih meningkatkan kinerja.
Faktor-Faktor Bauran Pemasaran Yang Dipertimbangkan Mahasiswa Dalam Memilih Kuliah Di Universitas Abdurrahman Saleh Situbondo: Marketing Mix Factors Considered by Students in Choosing to Study at Abdurrahman Saleh University Situbondo Babun Suharto
Fenomena Vol 2 No 2 (2003): FENOMENA: Journal Penelitian STAIN Jember
Publisher : LP2M Universitas Islam Negeri Kiai Haji Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v2i2.333

Abstract

Rising public awareness of higher education has intensified competition among private universities to attract prospective students, making it essential to understand the marketing mix factors that influence their choices. This study aims to identify the marketing mix factors considered by students and determine the most dominant factor in selecting Abdurrachman Saleh University in Situbondo. The analysis was conducted on 35 marketing mix variables using factor analysis with proportional random sampling of 250 respondents. The results showed that 33 variables were grouped into 11 new factors with eigenvalues above 1 and a cumulative total variance of 64.133%. Location was the primary consideration, with a variance value of 9.641%, followed by product (7.744%) and price (6.986%). It is concluded that all marketing mix factors are considered by students, with location being the most important. It is recommended that universities pay attention to strategic location while improving study program quality and teaching staff. Kesadaran masyarakat yang meningkat terhadap pendidikan tinggi mendorong persaingan ketat antar perguruan tinggi swasta dalam menarik calon mahasiswa, sehingga penting untuk memahami faktor-faktor bauran pemasaran yang menjadi pertimbangan utama. Penelitian ini bertujuan mengidentifikasi dan menentukan faktor-faktor bauran pemasaran serta faktor yang paling dominan dipertimbangkan mahasiswa dalam memilih kuliah di Universitas Abdurahman Saleh Situbondo. Analisis dilakukan terhadap 35 variabel bauran pemasaran menggunakan analisis faktor dengan teknik proportional random sampling terhadap 250 responden. Hasil penelitian menunjukkan bahwa 33 variabel tergabung dalam 11 faktor baru dengan eigenvalue lebih dari 1 dan total varians kumulatif sebesar 64,133%. Faktor lokasi merupakan pertimbangan utama dengan nilai varians 9,641%, diikuti faktor produk (7,744%) dan harga (6,986%). Disimpulkan bahwa semua faktor bauran pemasaran dipertimbangkan mahasiswa, dengan lokasi sebagai faktor terpenting. Direkomendasikan agar perguruan tinggi memperhatikan lokasi strategis sekaligus meningkatkan kualitas program studi dan staf pengajar.
Rekonstruksi Kurikulum Pesantren dan Relevansinya dengan Pengembangan Sumber Daya Manusia: Reconstructing the Pesantren Curriculum and Its Relevance to Human Resource Development Babun Suharto
Fenomena Vol 3 No 1 (2004): FENOMENA: Journal Penelitian STAIN Jember
Publisher : LP2M Universitas Islam Negeri Kiai Haji Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v3i1.337

Abstract

The existence of Islamic boarding schools (pesantren) as traditional Islamic educational institutions in Indonesia faces significant challenges due to rapid advances in science and technology and shifting social demands. This research is motivated by the need to reconstruct the pesantren curriculum to remain relevant to human resource development. The study aims to analyze community perceptions, the placement of graduates, and the factors and aspects underlying pesantren curriculum reconstruction. A descriptive method was employed using five pesantren samples in Jember Regency. Data were collected through interviews, questionnaires, and documentation, then analyzed qualitatively and quantitatively. The findings reveal that pesantren play a strategic role in community development, yet most graduates are absorbed into religious and social sectors. The main drivers for reconstruction are advances in science and technology, social change, and demands for religious reinterpretation. The most urgent aspects to reconstruct include materials, methods, and evaluation systems. In conclusion, curriculum reconstruction depends heavily on the kyai’s policy, and it is recommended to integrate religious, general, and vocational subjects with local government support. Eksistensi pesantren sebagai lembaga pendidikan Islam tradisional di Indonesia menghadapi tantangan besar akibat perkembangan ilmu pengetahuan, teknologi, dan tuntutan sosial masyarakat yang terus berubah. Penelitian ini dilatarbelakangi oleh perlunya rekonstruksi kurikulum pesantren agar relevan dengan pengembangan sumber daya manusia. Tujuan penelitian adalah menganalisis persepsi masyarakat, alokasi posisional lulusan, serta faktor-faktor yang melatarbelakangi dan aspek-aspek rekonstruksi kurikulum pesantren. Penelitian menggunakan pendekatan deskriptif dengan sampel lima pesantren di Kabupaten Jember. Data dikumpulkan melalui wawancara, angket, dan dokumentasi, lalu dianalisis secara kualitatif dan kuantitatif. Hasil penelitian menunjukkan bahwa pesantren memiliki peran strategis dalam pembangunan masyarakat, namun lulusan sebagian besar terserap di sektor sosial keagamaan. Faktor utama rekonstruksi adalah perkembangan IPTEKS, perubahan sosial, dan tuntutan interpretasi keagamaan. Aspek yang paling mendesak direkonstruksi meliputi materi, metode, dan sistem evaluasi. Kesimpulannya, rekonstruksi kurikulum pesantren sangat tergantung pada kebijakan kyai, dan direkomendasikan adanya integrasi materi agama, umum, dan keterampilan serta dukungan pemerintah daerah.
Pengaruh Kriteria Kinerja Prajurit POLRI terhadap Pengembangan Karir: The Influence of Police Officers’ Performance Criteria on Career Development Babun Suharto
Fenomena Vol 4 No 2 (2005): FENOMENA: Journal Penelitian STAIN Jember
Publisher : LP2M Universitas Islam Negeri Kiai Haji Achmad Siddiq Jember

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35719/fenomena.v4i2.374

Abstract

In the context of global competition and rapid technological change, organizations must transform human resource management to achieve sustainable competitive advantage, yet many police institutions still face challenges in aligning performance appraisal systems with career development. This study examines the influence of performance criteria—assessment method, assessment material, assessment stage, and assessor—on career development of police officers at Jember Resort Police. A quantitative method was employed using stratified random sampling and multiple linear regression analysis at a 5% significance level. The findings reveal that simultaneously, all four variables explain 71.6% of career development variance. Partially, the assessment method exerts the most dominant influence (49.7%), followed by the assessor (13.6%), assessment material (6.9%), and assessment stage (1.7%). However, the assessment method and assessment stage show negative regression coefficients, suggesting that overly rigid or frequent evaluations may hinder career progression. It is concluded that while performance criteria significantly affect career development, the assessment method must be carefully socialized and adapted to situational conditions. It is recommended that commanding officers actively socialize appraisal procedures, motivate officers to enhance competencies through education and training, and ensure transparency and objectivity in the evaluation process to foster professional growth. Dalam persaingan global dan perubahan teknologi yang cepat, organisasi harus mentransformasi manajemen sumber daya manusia untuk mencapai keunggulan kompetitif berkelanjutan, namun banyak institusi kepolisian masih menghadapi tantangan dalam menyelaraskan sistem penilaian kinerja dengan pengembangan karir. Penelitian ini menguji pengaruh kriteria kinerja—metode penilaian, materi penilaian, tahap penilaian, dan penilai—terhadap pengembangan karir prajurit POLRI di Polres Jember. Metode kuantitatif digunakan dengan stratified random sampling dan analisis regresi linear berganda pada taraf signifikansi 5%. Hasil penelitian menunjukkan bahwa secara simultan, keempat variabel menjelaskan 71,6% varians pengembangan karir. Secara parsial, metode penilaian berpengaruh paling dominan (49,7%), diikuti penilai (13,6%), materi penilaian (6,9%), dan tahap penilaian (1,7%). Namun, metode penilaian dan tahap penilaian menunjukkan koefisien regresi negatif, yang mengindikasikan bahwa evaluasi yang terlalu kaku atau sering dapat menghambat kemajuan karir. Disimpulkan bahwa kriteria kinerja berpengaruh signifikan terhadap pengembangan karir, namun metode penilaian harus disosialisasikan dan disesuaikan dengan kondisi situasional. Disarankan agar pimpinan aktif mensosialisasikan prosedur penilaian, memotivasi peningkatan kompetensi melalui pendidikan dan pelatihan, serta memastikan transparansi dan objektivitas dalam proses evaluasi.
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