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All Journal Ilmu Administrasi Publik Professional : Jurnal Komunikasi dan Administrasi Publik JAKPP : Jurnal Analisis Kebijakan & Pelayanan Publik JISIP: Jurnal Ilmu Sosial dan Pendidikan Jurnal Komunikasi Profesional Jurnal Badati Jurnal Penkomi : Kajian Pendidikan dan Ekonomi Edu Sociata : Jurnal Pendidikan Sosiologi Jurnal Pendidikan dan Ilmu Sosial
Rahawarin, M Arsad
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Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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Journal : Jurnal Badati

 1 
KARAKTERISTIK ORGANISASI, KOMPETENSI DAN KEDISIPLINAN TERHADAP KINERJA PEGAWAI BADAN PERENCANAAN DAN PEMBANGUNAN DAERAH KABUPATEN BURU SELATAN MOHAMAD ARSAD RAHAWARIN
BADATI Vol 3, No 2 (2020)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v3i2.487

Abstract

This study aims to influence organizational characteristics, competence and disciplineon employee performance. This type of research is a descriptive and associative approach.Based on this opinion, the population in this study were all 86 of employees of Bappeda SouthBuru Regency. Determination of the number of samples is based on a sample table developedby Issac and Michael, where if a population of 86 people, then at a 5% confidence level, thenumber of samples is determined as much as 79. Data were analyzed by SEM LISREL. Theresults showed that (1) organizational characteristics had a positive and significant effect onemployee performance as seen from the path coefficient that was positive at 0.37 with a t valueof 2.25> 1.96. The biggest factor load value for organizational characteristics variable isresources, (2) competence has a positive and significant effect on employee performance asseen from the path coefficient that is positive at 0.60 with a t value of 2.32> 1.96. The variablesthat contribute to the formation of competency latent variables are self-concept with a factorload of 0.68, meaning that to improve employee competence, it is necessary to improve theawareness of self-concept, (3) discipline has a positive and significant effect on employeeperformance as seen from path coefficient which is positive is 0.47 with a value of t value 2.67>1.96. The variables that contribute to the formation of disciplinary latent variables arecompliance by 0.67, which means that employee discipline can be seen from the level ofcompliance with regulations and to superiors.
IMPLEMENTASI KEBIJAKAN PELAYANAN PUBLIK DI KANTOR CAMAT TELUK WARU KABUPATEN SERAM BAGIAN TIMUR MOHAMAD ARSAD RAHAWARIN
BADATI Vol 1, No 1 (2019)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v1i1.192

Abstract

This study aims to determine the implementation of public service policies in the Teluk Waru Sub-District Office, East Seram Regency in terms of indicators of communication, resources, disposition and bureaucratic structure. This research was designed using a qualitative approach. Informants were employees of the Teluk Waru Sub-District Head Office in East Seram District and people who had sufficient knowledge and were able to explain the actual situation about the object of research. Data analysis was carried out qualitatively. The results showed that (1) communication took place well as indicated by the behavior of employees who were friendly, polite and polite, but still constrained by the low public awareness to follow and obey the provisions, (2) employee resources were adequate in terms of quantity, but still needed improve discipline in terms of time and suitability and consistency with the stipulated provisions in completing service tasks to ensure the accountability of employee performance, (3) disposition has been carried out well which is indicated by the high awareness of all elements of leadership and employees on duties, responsibilities and authority as a public servant, (4) the structure of the bureaucracy goes well in accordance with its main duties and functions by implementing the provisions of service activities in accordance with work procedures in each field.
KOMPETENSI INDIVIDU, KOMUNIKASI, KECERDASAN EMOSIONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI KPU PROVINSI MALUKU MOHAMAD ARSAD RAHAWARIN
BADATI Vol 4, No 1 (2021)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v4i1.557

Abstract

This study aims to analyze the influence of individual competence, communication, emotional intelligence and organizational culture on employee performance. The population in this study includes all employees at the Maluku Provincial Election Commission totaling 30 people with saturated sample determination. Analysis using multiple linear regression with the help of SPSS 20.00. The results showed that individual competence, communication, emotional intelligence and organizational culture had a positive and significant effect partially and simultaneously on employee performance at the Maluku Provincial Election Commission, where individual competency variables had the most dominant influence on employee performance at KPU Maluku Province.
QUALITY OF PUBLIC SERVICE FIELD GOVERNMENT IN THE TANIWEL DISTRICT OFFICE WEST SERAM DISTRICT Muhamad Arsad Rahawarin
BADATI Vol 5, No 2 (2021)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v5i2.652

Abstract

This study aims to analyze: (1) the quality of public services in the field of government and (2) the influence of the factors of human resources, facilities and infrastructure as well as community behavior on the quality of public services. The results show that (1) the unsatisfactory quality of ID cards and family cards services on the tangible dimension is the completeness of computers and the availability of complete information regarding the service flow, on the reliability dimension is the discipline of officers in providing services, on the responsiveness dimension all indicators are not satisfactory, namely employees. slow in providing services which is marked by a discrepancy between the service schedule and the rules that have been set, so that the final completion of ID cards and family cards is not in accordance with the required time, on the assurance dimension of guaranteeing that the completion of ID cards and family cards is in accordance with the required time, on the empathy dimension is perseverance employees in providing services, (2) the factors that influence the quality of service for ID cards and family cards are human resources, facilities and infrastructure and community behavior.
DIMENSIONS OF MOTIVATION AND ORGANIZATIONAL CLIMATE DIMENSIONS ON EMPLOYEE PERFORMANCE M.Arsad Rahawarin
BADATI Vol 7, No 2 (2022)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v7i2.881

Abstract

This study aims to analyze the effect of dimension work motivation (salary, employment, promotion opportunities, supervision) and dimension organizational climate (responsibility, identity, warmth, support, conflict) on employee performance at the Maluku Provincial Social Service. The research is an explanatory research with data collection in one shot study  or in cross-section through a questionnaire. Due to the small population, 86 saturated samples were used. Data were analyzed with multiple linear regression.The results showed that (1) work motivation consisting of salary, work itself, promotion, supervision and organizational climate consisting of responsibilities, identity, warmth, support, conflict simultaneously had a positive and significant effect on employee performance, (2) Salary is a variable of work motivation factors that has a positive and significant influence and is most dominant on employee performance and (3) Warmth is a variable of organizational climate factors that has a positive and significant effect and is the second dominant on the performance of employees of the Maluku Provincial Social Service.
Co-Authors Essmerallda Robeka Pasanea Hendry Selanno Julia Th. Patty M. Arsad Rahawarin Madun, Hikmawaty Nurul Annisa Ohoiwutun, Stanislaus Kostka Pasaribu, Irayanti Pattimukay, Hengky Virgo Richardo Patty, Julia Theresia Rugaya Al-Hamid Al-Hamid Rugayah Alhamid Sapulette, Megarini Ivonny Selanno, Henry Stanislaus K. Ohoiwutun Sulfa Dewianti