Articles
<![CDATA[The Influence of Transformational Leadership and Organizational Culture on Employee Performance Through Organizational Commitment ]]>
<![CDATA[Asrul, Asrul]]>;
<![CDATA[Jusriadi, Edi]]>;
<![CDATA[Anggoro, M. Yusuf Alfian Rendra]]>
<![CDATA[ Journal La Sociale Vol. 6 No. 5 (2025): Journal La Sociale ]]>
Publisher : <![CDATA[Borong Newinera Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37899/journal-la-sociale.v6i5.2231
<![CDATA[Human resources (HR) play an important role in the success of an organization, including in the government sector such as the Sinjai Religious Court. Optimal employee performance reflects the effectiveness of the organization and is the main indicator of quality public service. This study aims to analyze the effect of transformational leadership and organizational culture on employee performance, with organizational commitment as a mediating variable. The study used a quantitative approach with a survey method, and sampling was carried out using a saturated sampling technique, involving the entire population of 49 respondents. The data analysis technique used the Structural Equation Modeling (SEM) approach based on Partial Least Square (PLS) through SmartPLS 4.0 software. The results of the analysis showed that transformational leadership had a positive and significant effect on organizational commitment with a P-Value of 0.043 <0.05. This finding indicates that the characteristics of transformational leaders such as inspiration, individual attention, and intellectual stimulation can increase employee commitment. However, interviews with employees indicated that performance was more determined by compliance with work procedures and professionalism, rather than direct direction from the leader. This shows that the influence of leadership on performance is not proven to be significant directly, but has more impact through increasing organizational commitment. Transformational leadership can indirectly strengthen employee performance through increased organizational commitment, especially in institutions that have formal and standard work systems.]]>
<![CDATA[PENGARUH KEMAMPUAN INTELLECTUAL CAPITAL, PEMBERIAN REWARD DAN KEPUASAN KERJA TERHADAP KINERJA DOSEN STIE MUHAMMADIYAH MAMUJU DI KABUPATEN MAMUJU SULAWESI BARAT ]]>
<![CDATA[Halim, Agus]]>;
<![CDATA[Jusriadi, Edi]]>
<![CDATA[ COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/jmbc.v9i1.4401
<![CDATA[The performance of lecturers is reviewed from the Tri Dharma of Higher Education, namely education and teaching, research and community service. For teaching problems found the fact that the availability ofteaching is determined by the ability of lecturers to transfer knowledge in the form of writing. The presentation of information through textbooks, diktats, handouts, modules that clearly and systematically influence the process of information transfer. This study aims to find out how the influence of intellectual capital and rewarding the job satisfaction and performance of STIE Muhammadiyah Mamuju. This research was held at the Office of the Muhammadiyah Mamuju School of Economics using quantitative methods using data collection techniques through interviews, observations and questionnaires to human resources in this case is a lecturer of STIE Muhammadiyah Mamuju. The results of this study showed that: 1) There is a negative and insignificant influence between intellectual capital on the performance of STIE lecturer Muhammadiyah Mamuju. 2) There is a negative and insignificant influence between the reward to the performance of STIE lecturer Muhammadiyah Mamuju. 3) There is a positive and significant influence between job satisfaction on the performance of STIE lecturer Muhammadiyah Mamuju. 4) Job satisfaction is the dominant variable affecting the performance of STIE lecturer Muhammadiyah Mamuju. Keywords: Intellectual Capital, Reward, Job Satisfaction, Performance]]>
<![CDATA[PENGEMBANGAN SUMBERDAYA MANUSIA MELALUI TRAINING NEEDS ASSESSMENT PADA KANTOR KEMENTERIAN AGAMA KOTA MAKASSAR ]]>
<![CDATA[Usman, Usman]]>;
<![CDATA[Jusriadi, Edi]]>;
<![CDATA[Maklassa, Dg.]]>
<![CDATA[ COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/jmbc.v9i1.4411
<![CDATA[Makassar City Ministry of Religious Affairs is one of the government agencies that has a vision as a pioneer of national ethics, inspiration, and motivator for the creation of tolerance among religious people. Based on the observations, researchers found that most ASNs are less active in carrying out their work due to lack of motivation and adequate intellectual capital ability, causing obstacles, especially jobs that use technology media such as computers. This study aims to analyze the system of training needs assessment in the development of ASN human resources at the Office of the Ministry of Religious Affairs of Makassar City. This type of research is descriptive qualitative research. The data collection process is done by observation method, interview, documentation study, and website access. The research informant is the Head of the Ministry of Religious Affairs of Makassar City, Kasubag Staffing, and ASN who have attended training. The results of the study can be concluded that: 1) From the aspect of asn quality in the Office of the Ministry of Religious Affairs of Makassar City with indicators of education jejang shows that the quality of ASN is still low, as well as from the non-formal education aspect. This means that the level of ASN participation in following training is still low, 2) From the institutional aspects in the Office of the Ministry of Religious Affairs of Makassar City internally or independently there is no ASN human resources development program in the form of training that has been designed in the Strategic Plan and work program, and 3) The system of information networking training needs assessment (training needs assessment) in the development of ASN human resources at the Office of the Ministry of Religious Affairs of Makassar City has not been effective and efficient in supporting asn performance.Keywords: Training Needs Assessment, Human Capital Development. Intellectual Capital]]>
<![CDATA[PENGARUH KOMPETENSI, DISIPLIN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. ZULU ALPHA PAPA DI KOTA MAKASSAR ]]>
<![CDATA[Rahmadianti, Rahmadianti]]>;
<![CDATA[Jusriadi, Edi]]>
<![CDATA[ COMPETITIVENESS Vol. 7 No. 2 (2018): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/jmbc.v7i2.4436
<![CDATA[The purpose of this research is (1) To analyze and prove the influence of competence on the performance of PT employees. Zulu Alpha Papa in Macau City. (2) To analyze and prove the influence of work discipline on the performance of PT employees. Zulu Alpha Papa in Makassar City. (3) To analyze and prove the effect of job satisfaction on the performance of PT employees. Zulu Alpha Papa in Makassar City. (4) To analyze and know the variables that predominantly affect the performance of PT employees. Zulu Alpha Papa in Makassar City.This type of research is quantitative research with an exoplanet approach. The data sources in this study are all employees of PT. Zulu Alpha Papa in Makassar City. The data was obtained through questionnaires, interviews and observations, which were obtained directly from respondents on a likert (ordinal) scale with the summed rating method. The analysis method used in this research is quantitative descriptive method, through regression testing by conducting validity and reliability test of question items of each variable as well as assumption test.The results showed that (1) competency has a significant positive influence on employee performance with P = 0.039< 0.05 with a coefficient value of 0.228, this coefficient shows that the better the competency of employees, the performance of PT employees. Zulu Alpha Papa Makassar will increase. (2) Work discipline has a significant positive influence on employee performance with P = 0.002<0.05 with a coefficient of 0.554, This coefficient shows that the higher the employee's work discipline, the employee performance of PT. Zulu Alpha Papa Makassar will also increase. (3) Job satisfaction has no significant effect on employee performance with P = 0.195> 0.05 with a coefficient value of 0.146, this coefficient indicates that employee job satisfaction does not affect employee performance at PT. Zulu Alpha Papa Makassar. (4) and the variable that has the dominant effect on employee performance is the discipline of work, this can be seen from the beta value of 0.618 greater than other variables. Keywords: Competence, Discipline, Job Satisfaction, and Performance.]]>
<![CDATA[PENGARUH MOTIVASI BERPRESTASI DAN KOMPETENSI TERHADAP KINERJA PEGAWAI DINAS KOPERASI DAN USAHA KECIL MENENGAH (UKM) KABUPATEN GOWA PROVINSI SULAWESI SELATAN ]]>
<![CDATA[Aminah, Sitti]]>;
<![CDATA[Jusriadi, Edi]]>
<![CDATA[ COMPETITIVENESS Vol. 7 No. 1 (2018): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/jmbc.v7i1.4479
<![CDATA[AbstractThis study aims to find out and analyze the influence of motivation of achievement and competence on the performance of employees of the Office of Cooperatives and Small and Medium Enterprises (SMEs) Gowa Regency of South Sulawesi Province and know and analyze the variables that predominantly affect employee performance. The research has been conducted at the Office of Cooperatives and Small and Medium Enterprises (SMEs) Gowa Regency with an implementation time of 1 month, namely from April to May of 2018 with a sample of 30 people. The analysis method used in this research is quantitative method, through regression testing by conducting validity and reliability test of the statement items of each variable as well as assumption test. The results showed that The motivation of achievement has a significant positive influence on performance with P = 0.000< 0.05 with a coefficient value of 0.298, this coefficient shows that the better the motivation of achievements owned by employees, the performance of employees in the office of the Cooperatives and Small and Medium Enterprises (SMEs) Gowa Povinsi Sulawes Selatan district will increase. Competence has a significant positive influence on performance with P = 0.000>0.05 with a coefficient value of 0.253, this coefficient shows that the competency model applied to the Office of Cooperatives and Small and Medium Enterprises (SMEs) of Gowa Regency of South Sulawesi Province can improve employee performance and variables that have a dominant effect on employee performance is the motivation of achievement is seen from the beta value of 0.493 greater than other variables. Keywords: motivation of achievement, competence and performance ABSTRAKPenelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh motivasi berprestasi dan Kompetensi terhadap kinerja pegawai Dinas Koperasi dan Usaha Kecil Menengah (UKM) Kabupaten Gowa Provinsi Sulawesi Selatan serta mengetahui dan menganalisis variabel yang dominan berpengaruh terhadap kinerja pegawai. Penelitian telah dilaksanakan di Kantor Dinas Koperasi dan Usaha Kecil Menengah (UKM) Kabupaten Gowa dengan waktu pelaksanaan selama 1 bulan yaitu mulai bulan April sampai Mei Tahun 2018 dengan sampel berjumlah 30 orang. Metode analisis yang digunakan dalam penelitian ini adalah metode kuantitatif, melalui pengujian regresi dengan melakukan uji validitas dan reliabilitas dari item-item pernyataan setiap variabel serta uji asumsi. Hasil penelitian menunjukan bahwaMotivasi berprestasi mempunyai pengaruh positif signifikan terhadap kinerja dengan P = 0.000< 0.05 dengan nilai koefisien sebesar 0,298, koefisien ini menunjukkan bahwa semakin baik Motivasi berprestasi yang dimiliki pegawai maka kinerja pegawai pada kantorDinas Koperasi dan Usaha Kecil Menengah(UKM) Kabupaten Gowa Povinsi Sulawes Selatan akan semakin meningkat. Kompetensimempunyai pengaruh positif signifikan terhadap kinerja dengan P = 0.000>0.05 dengan nilai koefisien sebesar 0,253, koefisien ini menunjukkan bahwa model kompetensi yang diterapkan pada kantorDinas Koperasi dan Usaha Kecil Menengah (UKM) Kabupaten Gowa Provinsi Sulawesi Selatan dapat meningkatkan kinerja pegawai dan variabel yang berpengaruh dominan terhadap kinerja Pegawai adalah motivasi berprestasi hal ini terlihat dari nilai beta sebesar 0,493 lebih besar dibandingkan dengan variabel lainnya. Kata kunci : motivasi berprestasi, kompetensi dan kinerja]]>
<![CDATA[PENGARUH KOMPETENSI, MOTIVASI DAN KEPEMIMPINAN TERHADAP KINERJA APARATUR SIPIL NEGARA KANTOR PENCARIAN DAN PERTOLONGAN MAKASSAR ]]>
<![CDATA[Palembai, Suriadiningrat]]>;
<![CDATA[Rahman, Muhammad Rusydi]]>;
<![CDATA[Jusriadi, Edi]]>
<![CDATA[ COMPETITIVENESS Vol. 9 No. 1 (2020): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/competitiveness.v9i1.4731
<![CDATA[This study aims to find out and analyze the influence of competence, motivation and leadership on the Performance of State Civil Apparatus (ASN) Makassar Search and Rescue Office and know and analyze the variables that predominantly affect the performance of ASN Makassar Search and Rescue Office. The research has been conducted at the Makassar Search and Rescue Office with an implementation time of 2 months, namely from April to May of 2020 with a sample of 99 people. The analysis method used in this research is quantitative descriptive method, through regression testing by conducting validity and reliability test of question items of each variable as well as assumption test. The results showed that Competency has a significant influence on performance with P = 0.004<0.05 with a coefficient value of 0.338, this coefficient shows that the better the competency of ASN, the performance of ASN in Makassar Search and Rescue Office will increase; Motivation has a significant influence on performance with P = 0.005<0.05 with a coefficient value of 0.295, this coefficient shows that the better the work motivation of ASN, the better performance will be; Leadership has no significant influence on performance with P = 0.198>0.05 with a coefficient value of 0.122, this coefficient shows that the leadership applied to the Makassar Search and Rescue Office has not been able to improve employee performance; and the variable that has the dominant effect on performance is competency, this can be seen from the beta value of 0.346 greater than other variables.Keywords: Competence, motivation, leadership and performance]]>
<![CDATA[PENGARUH KECERDASAN SPRITUAL, KECERDASAN INTELEKTUAL, DAN KECERDASAN EMOSIONAL TERHADAP KINERJA GURU DI SMP ISLAM ATHIRAH 1 MAKASSAR ]]>
<![CDATA[Nilamartini, Nilamartini]]>;
<![CDATA[Syamsuri, Andi Sukri]]>;
<![CDATA[Jusriadi, Edi]]>
<![CDATA[ COMPETITIVENESS Vol. 10 No. 1 (2021): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/competitiveness.v10i1.4848
<![CDATA[The purpose of this research is to know and analyze the influence of spritual, intellectual and emotional intelligence on the performance of teachers of Smp Islam Athirah 1 Makassar and to know and analyze the variables that have the dominant effect. This research uses quantitative research. The population in this study was a teacher of SMP Islam Athirah 1 Makassar, a population of 31 people. Sample withdrawal techniques are saturated samples or total sampling. The instruments used in this study were questionnaires then processed using SPSS 21.0 program by descriptive analysis, data validation and reliability test, and multiple regression test which includes partial test (t test) and simultaneous test (F test). The results showed that spritual intelligence has a significant positive effect on teacher performance, intellectual intelligence has a significant negative effect on teacher performance, emotional intelligence has a positive and significant effect on teacher performance, spritual intelligence has a dominant effect on teacher performance compared to variable intellectual intelligence and emotional intelligence. Keywords: spritual intelligence, intellectual intelligence, emotional intelligence and performance]]>
<![CDATA[IMPLEMENTASI DIKLAT KEPEMIMPINAN TINGKAT IV DALAM MENINGKATKAN KOMPETENSI PESERTA DIKLAT PADA BALAI DIKLAT KEAGAMAAN MAKASSAR ]]>
<![CDATA[Nelly, Nelly]]>;
<![CDATA[Jusriadi, Edi]]>;
<![CDATA[AC, Ahmad]]>
<![CDATA[ COMPETITIVENESS Vol. 10 No. 1 (2021): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/competitiveness.v10i1.5156
<![CDATA[Education and training are seen as the main instruments for improving the quality of civil servant human resources which include improving knowledge, improving skills and skills, and changing attitudes and behaviors, and correction to performance weaknesses. So that education and training is the most effective policy instrument to achieve the work competencies required by a position in the bureaucracy. Staffing management system, echelon IV structural officials play a very important role in determining when planning the activities of agencies and subordinate leaders and all stakeholders of the implementation of Leadership Training Level IV aimed at equipping participants with the competencies needed to become operational leaders felt there is not enough need for a training. The application of Level IV Leadership Training at the Makassar Religious Training Center Office, the overall temporary observation is not fully in accordance with the principles of concept and theory of leadership. Leadership Training activities bring changes in both behavior and character changes, with the output of results with the construction of teamwork in completing tasks both individually and organizationally in government tasks, thereby improving performance accountability in the Ministry of Religious Affairs. Can improve the quality of service efficiently and measurably Keywords (10 Bold): Implementation, Leadership, Competence ]]>
<![CDATA[ANALISIS PERAN HUMAN CAPITAL DAN MOTIVASI BERPRESTASI TERHADAP KEMAMPUAN GURU DALAM MELAKUKAN TRANSFER OF KNOWLEGDE PADA MASA PANDEMI COVID-19 ]]>
<![CDATA[Jusriadi, Edi]]>;
<![CDATA[Tiara, Masnaeni Mansyur]]>
<![CDATA[ COMPETITIVENESS Vol. 10 No. 1 (2021): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/competitiveness.v10i1.5518
<![CDATA[This study aims to explain the role of human capital and achievement motivation in the ability of teachers to transfer of knowledge in the midst of the Covid-19 pandemic. This type of research is a qualitative descriptive study. The informant in this study was a teacher at Madrasah Ibtidaiyah YPRI Wawondula. Data collection techniques were carried out by observation, interviews and documentation. The data analysis technique used by researchers is data reduction and triangulation. The results of the study are: The role of Human Capital or teachers is very influential on the ability of achievement motivation, Teachers are required to become learner teacher and master in information technology related to the use of online learning applications, teachers must be able to provide material that attracts students' attention So that teachers must take various kinds of training to master online learning applications to attract more students to learn online in the during COVID-19 pandemic. After participating in training on the use of online learning applications and providing additional incentives for purchasing internet quotas, the teachers are increasingly motivated to be more creative in making learning materials that attract students to learn. Keywords: Human Capital, Achievement Motivation and Teacher Ability.]]>
<![CDATA[PENGARUH HUMAN CAPITAL DALAM MENINGKATKAN PENGELOLAAN ZAKAT PADA KANTOR BAZNAS DI PROVINSI SULAWESI BARAT ]]>
<![CDATA[Heryati, Yati]]>;
<![CDATA[Rahim, Rahman]]>;
<![CDATA[Jusriadi, Edi]]>
<![CDATA[ COMPETITIVENESS Vol. 10 No. 2 (2021): COMPETITIVENESS ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MAKASSAR ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.26618/competitiveness.v10i2.6905
<![CDATA[This study aims to analyze the competence of human resources, the role of human resources and the performance of human resources of National Amil Zakat Agency (BAZNAS) to improve the management of zakat funds in West Sulawesi Province. This study was conducted at the West Sulawesi Province Baznas Office. This study specifies BAZNAS of West Sulawesi Province as the object of research due to the poor quality of zakat fund management in the BAZNAS office so far. Determination of the subject of research is purposively using qualitative methods. Data for this study was collected through observation and interviews to zakat managers at the BAZNAS Office in West Sulawesi Province. The results of this study indicate that some problems related to the human capital of BAZNAS of West Sulawesi Province. The recruitment process for employee does not uses open-recruitment system, hence the employee hired by BANAS has poor competency and qualification. Collected zakat fund is still focused on zakat of profession, and they have not been able to achieve the maximum target of collection and distribution. This is constrains due to availability of facility and infrastructure. Faced with this problem, BAZNAS of West Sulawesi Province can carry out a more transparent open-recruitment system to open a bigger chance for people who have better competencies to be employed at BAZNAS, start another zakat fund collection program which targets zakat other than zakat of profession, increase employee’s competency with employee training and development program, gives more work motivation, and review governor’s regulation that backed the zakat collection program by adding a sanction to public servants who don’t obey it, as well as expanding the reach of zakat fund distribution and rationalizing the proportion of zakat fund into the predetermined sectors. Keywords: Human Capital, Performance, Management Zakat.]]>
