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All Journal JEA17: Jurnal Ekonomi Akuntansi Jurnal Manajemen JOURNAL OF SCIENCE AND SOCIAL RESEARCH MANAJEMEN DEWANTARA Jurnal Ilmiah Edunomika (JIE) JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (JHSSB) COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Golden Ratio of Mapping Idea and Literature Format Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL) International Journal Administration, Business & Organization Neo Journal of economy and social humanities Journal of Artificial Intelligence and Digital Business Research Horizon Majapahit Journal of Islamic Finance dan Management Majapahit Journal of Islamic Finance dan Management JER JURNAL MANAJEMEN DAN BISNIS INDONESIA
Fitrianty, Rifda
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Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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Assessing the Effects of Locus of Control and Work Conflict on Civil Servant Performance: Evidence from the Type Madya Pabean A Customs Office in Pasuruan Hidayatullah, Ali; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.3990

Abstract

Public services rely on the competence and performance of civil servants, whose actions shape the efficiency and reliability of organizational outcomes. This study examines how locus of control and workplace conflict influence employee performance at the Type Madya Pabean A Customs Office in Pasuruan, Indonesia. Locus of control, representing individuals’ belief in their ability to influence results, fosters initiative, accountability, and proactive work behavior. Meanwhile, workplace conflict, emerging from miscommunication, differing expectations, or job pressures, can either hinder or enhance performance depending on its management. A quantitative explanatory approach was applied, involving 43 employees selected through simple random sampling. Data were collected using structured questionnaires and analyzed via multiple linear regression in SPSS 23. The study ensured that all assumptions were satisfied before analysis. Findings reveal that employees with a strong internal locus of control consistently outperform others, while conflict, if addressed constructively, has a modest but significant positive effect on performance. When considered together, these two factors explain 60.2% of the variance in employee performance. These results underscore the importance of combining personal psychological strengths with effective conflict management strategies to enhance productivity. The study contributes to theory by linking internal dispositions with organizational challenges, and it provides practical guidance for management, emphasizing empowerment, communication, and structured conflict resolution. Overall, cultivating both self-driven initiative and a constructive approach to workplace disagreements is crucial for sustaining high performance and promoting excellence in public sector organizations.
The Impact of Employee Engagement and Organizational Culture on Employee Performance Mediated by Job Satisfaction: Evidence from Bhayangkara Hospital Surabaya Rousita, Nor Handiah; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4036

Abstract

The performance of hospital employees plays a pivotal role in ensuring efficient service delivery, patient satisfaction, and overall organizational effectiveness. Bhayangkara Hospital Surabaya requires a workforce that is engaged, culturally aligned, and satisfied with their roles to achieve high performance standards. This study examines the effects of employee engagement and organizational culture on performance outcomes, incorporating job satisfaction as a mediating variable. Using a quantitative explanatory design, 70 respondents were randomly selected from a population of 234 non-medical staff, ensuring proportional representation across different hospital units. Data were collected using validated Likert-scale instruments and analyzed through multiple linear regression and path analysis. Findings show that both engagement and organizational culture significantly enhance job satisfaction, explaining 59.9% of its variance. Additionally, engagement and culture directly impact employee performance, accounting for 47.6% of variation, while job satisfaction strongly mediates performance outcomes, explaining 64.1% of its variability. These results emphasize that a combination of strong engagement, supportive organizational culture, and high job satisfaction fosters superior productivity, motivation, and work quality among hospital staff. The study offers practical guidance for hospital management, highlighting the importance of creating work environments that encourage employee involvement, uphold shared cultural values, and nurture satisfaction to improve overall performance. Further research is recommended to explore other influential factors, including leadership style, emotional intelligence, and workplace climate, to develop comprehensive strategies for enhancing employee effectiveness in healthcare organizations.
The Impact of Compensation, Work Environment, and Job Stress on Employee Loyalty at Mirota Craft Centre: The Mediating Role of Job Satisfaction Purnomo, Risqy Sigit; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4079

Abstract

Ensuring employees remain loyal is essential for organizational competitiveness and sustainability, more so in creative and craftsmanship-based businesses like the Mirota Craft Centre. This study explores how compensation, the work setting, and the pressures experienced by employees influence their loyalty. Job satisfaction is included as an intermediate factor to explain how these variables are linked. Using a quantitative strategy, all 125 members of the workforce participated as respondents. Questionnaire responses were analyzed through the PLS-SEM technique in SmartPLS 3.0 to test the measurement and structural models. The empirical outcomes reveal that both compensation and the overall work environment contribute positively and significantly toward enhancing satisfaction. Meanwhile, job stress exhibits a small and insignificant negative association. Satisfied employees tend to remain loyal, and satisfaction mediates the impact of compensation and workplace atmosphere on loyalty. However, stress does not operate through satisfaction to shape loyalty. The findings suggest that initiatives aimed at strengthening compensation policies and upgrading workplace quality should be prioritized to secure long-term employee attachment. Even though stress was not shown to significantly reduce satisfaction, preventive measures such as counseling services and better task distribution may still help maintain well-being. The study provides a fresh perspective by evaluating these loyalty determinants simultaneously within a single model in Indonesia’s craft industry. Expanding this research to broader contexts and incorporating other behavioral constructs is recommended.
Work Motivation as a Mediating Factor in the Relationship Between Personality, Competence, and Employee Performance at PT Padmatirta Wisesa Zunaidi, Imam; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4132

Abstract

This article analyzes the strategic role of work motivation in mediating the influence of personality and competence on employee performance at PT Padmatirta Wisesa, operating in the FMCG distribution industry where operational speed and service quality are crucial. Current declines in performance indicators show an urgent need to improve employee attributes and capabilities to remain competitive. A quantitative survey method was implemented, with 35 employees involved as a complete sample. The collected data were evaluated using Partial Least Squares-Structural Equation Modeling (PLS-SEM) to measure structural relationships and mediation significance. The statistical findings demonstrate that both personality and competence have significant positive direct effects on performance, and competence is identified as the dominant factor. Moreover, motivation significantly strengthens these effects, indicating that employees’ strengths in character and knowledge must be supported by a strong intention to achieve in order to deliver superior outcomes. These insights suggest that organizations should not only focus on enhancing skills and knowledge but also design interventions that boost motivational conditions, including performance-based incentives, recognition mechanisms, and career progression accessibility. The study recommends that future investigations expand the proposed model by integrating factors such as organizational climate, workload pressure, or digital readiness to better understand performance determinants in distribution-based environments.
The Impact of Digital Literacy and Achievement Motivation on Employee Performance: The Mediating Role of Innovative Behavior in the Communication and Information Office of Pasuruan Regency Sari, Rivamawati Milla; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4165

Abstract

The rapid advancement of digital technologies has reshaped organizational operations and demands employees to master evolving systems while maintaining effective performance. This study examines the influence of digital literacy and achievement motivation on employee performance, with innovative behavior as a mediating factor, at the Communication and Information Office of Pasuruan Regency. A quantitative explanatory approach was applied, involving all 65 employees as respondents through structured questionnaires, supported by observations and interviews to strengthen data accuracy. Data were processed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to evaluate both the measurement and structural models. The findings reveal that digital literacy significantly enhances employee performance by improving information processing abilities, technological adaptability, and the effective use of digital platforms to support work completion. Achievement motivation also shows a positive effect on performance, reflecting the role of personal initiative and goal-oriented behavior. Among the tested variables, innovative behavior demonstrates the strongest impact on performance, indicating that creativity, willingness to innovate, and problem-solving capabilities are essential for achieving optimal results. Furthermore, digital literacy and achievement motivation indirectly influence performance through innovative behavior, confirming its mediating role in the model. These results highlight the importance of continuous digital competency development, motivation enhancement through recognition and fair evaluation, and the creation of a supportive climate for innovation. Future research may explore additional contextual factors such as leadership style or work environment to enrich understanding of performance improvement in digitally oriented public institutions.
The Effect of Workload, Work Environment, and Remuneration Policy on Employee Performance through Work Motivation at the Regional Development Planning, Research, and Development Agency Prasetyowati, Chandra; Sundjoto; Rahayu, Sri; Fitrianty, Rifda
International Journal Administration, Business & Organization Vol 6 No 3 (2025): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.25.629

Abstract

Public sector organizations face increasing challenges caused by expanding administrative duties, complex development planning, and growing public expectations for better services. These conditions place strong demands on employees, who must perform effectively despite pressures related to workload, workplace conditions, and compensation systems. This study aims to investigate how workload, work environment, and remuneration policies influence employee performance, with work motivation acting as a linking mechanism. The research used a quantitative approach by involving all employees in a regional development planning agency (BAPPELITBANGDA Pasuruan Regency), collecting data through structured questionnaires, and analyzing the relationships using a partial least squares technique. The findings reveal that balanced workloads, supportive work environments, and fair remuneration practices encourage higher motivation and lead to better employee performance. From a managerial perspective, the study highlights the importance of fair task distribution, improvement of physical and social work conditions, and the development of transparent, performance-based remuneration systems to maintain productivity and institutional effectiveness.
The Influence of Psychological Climate, Work-Life Balance, and Organizational Culture on the Performance of Account Representative (AR) Employees at KPP Madya Surabaya Kurniawati, Dyah Ayu; Rahayu, Sri; Sundjoto, Sundjoto; Fitrianty, Rifda
JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 5 No. 2 (2026): FEBRUARY
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/jhssb.v5i2.2104

Abstract

A key challenge in enhancing organizational effectiveness lies in identifying the factors that most significantly drive employee performance within specific institutional contexts. The objective of this research is to analyze the effects of Psychological Climate, Work Life Balance, and Organizational Culture on the performance of Account Representatives at KPP Madya Surabaya. A quantitative methodology with an associative design is utilized to achieve this aim. The population consisted of 40 Account Representatives, all of whom were included as the research sample using a census method. Employing a Likert-scale questionnaire and multiple linear regression analysis, this study found that Psychological Climate, Work Life Balance, and Organizational Culture have both significant partial and simultaneous effects on employee performance. These findings indicate that positive perceptions of the work environment, balanced personal and professional life, and strong organizational cultural values contribute to improved employee performance. The coefficient of determination further demonstrates that most of the variation in employee performance can be explained by these three variables. This study concludes that strengthening Psychological Climate, Work Life Balance, and Organizational Culture is an essential strategy for enhancing the performance of Account Representatives at KPP Madya Surabaya.
Work Ability, Job Placement, and Organizational Commitment as Determinants of Employee Performance: Evidence from KPP Madya Dua Surabaya Wibowo, Arif; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4766

Abstract

This research explores how work ability, job placement, and organizational commitment affect employee performance at KPP Madya Dua Surabaya, a public tax office under Indonesia’s Directorate General of Taxes. Amid increasing expectations for transparency, accountability, and service quality in public organizations, human resources are a central factor in institutional success. A quantitative causal approach was applied, collecting data from 97 employees via structured questionnaires assessing technical, conceptual, and social skills, job-role alignment, and organizational identification, involvement, and loyalty. Multiple linear regression was used to evaluate both individual and combined effects on employee performance. Results indicate that employees’ work ability significantly enhances performance by enabling them to handle complex tasks, leverage their knowledge efficiently, and adapt to organizational and technological changes. Job placement that aligns competencies with roles further boosts performance by promoting efficiency, creativity, and task accuracy. High organizational commitment, demonstrated through identification with organizational goals, pride, engagement, and loyalty, increases motivation and sustained effort, improving performance outcomes. The simultaneous analysis confirms that the interplay of abilities, proper placement, and commitment substantially drives performance, emphasizing the importance of integrated human resource management strategies. These findings provide practical guidance for training, precise assignment of roles, and fostering a motivating organizational culture, while offering a basis for future studies to investigate additional determinants of employee performance in public institutions.
Leadership Style, Work Environment, and Compensation as Determinants of Employee Performance in the Primary Tax Service Office Surabaya Pabean Cantikan Yohana, Febrita; Purwanto, Purwanto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4785

Abstract

This study analyzes the combined effects of Leadership Style, Work Environment, and Compensation on the performance of employees at the Primary Tax Service Office (KPP) Pratama Surabaya Pabean Cantikan, positioning human capital as a pivotal element in organizational achievement. The research involved all 79 employees in 2025 using a total sampling approach, with data obtained from questionnaires, interviews, direct observations, and organizational documentation. Multiple linear regression analysis, alongside tests for normality, reliability, multicollinearity, and heteroscedasticity, ensured the robustness of findings. Results demonstrate that leadership practices, employing both transactional and transformational techniques, enhance motivation, provide direction, and recognize staff contributions, improving overall performance. A conducive work environment with ample space, ergonomic setups, and supportive co-worker interactions reduces stress and enables employees to focus, increasing productivity. Compensation, including financial incentives and essential non-monetary benefits such as fieldwork vehicles, technology, and communication tools, further facilitates efficient task completion. The integration of these factors has a significant positive impact on employee performance, emphasizing that a holistic HR management approach is critical in public sector settings. Practical implications suggest consistent communication of institutional goals, application of balanced leadership methods, optimization of workspace conditions, and implementation of recognition and reward systems to foster employee engagement, accountability, and effective service delivery.
Examining the Role of Coaching, Mentoring, and Work Experience in Employee Performance at the Madya Dua Tax Service Office, Surabaya Afrian, Nurul; Purwanto, Purwanto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4794

Abstract

This study explores the influence of coaching, mentoring, and professional experience on the performance of employees at KPP Madya Dua Surabaya, a public tax office operating under the Directorate General of Taxes. Adopting a quantitative explanatory research design, the study involved 97 civil servants who completed structured questionnaires, with data analyzed using multiple linear regression techniques. Findings indicate that each factor coaching, mentoring, and work experience independently enhances employee performance, while their combined effect produces the most substantial improvement. Coaching supports employees in developing creative solutions, adaptive problem-solving abilities, and innovative task management strategies. Mentoring enables knowledge transfer, skill refinement, leadership development, and fosters engagement through guidance and professional modeling. Work experience allows employees to translate accumulated knowledge into practical performance, building competence and efficiency over time. Descriptive insights further highlight employees’ positive perception of developmental interventions, emphasizing that structured guidance, role modeling, and hands-on experience are key to professional growth. The results underscore that employee performance is optimally achieved through a holistic approach integrating supervisory support, mentoring relationships, and practical experience rather than isolated interventions. Based on these findings, it is recommended that KPP Madya Dua Surabaya implement systematic coaching frameworks, clearly defined mentoring objectives, and strategic staff placements that capitalize on employees’ existing expertise. By doing so, the organization can enhance employee productivity, ensure consistent achievement of institutional goals, and strengthen overall human resource capacity in public sector tax administration.
Co-Authors Afrian, Nurul Agus Sudono, Agus Alghamsah, Moch. Hasbi Anggraini, Mike Dian Arif Wibowo Babun Suharto Basith, Heryaas Cisilia, Magdalena Eko Wahyu Wibowo Febrianto, Dhimas Bagus Wahyu Harjanti, Wulandari Hidayatullah, Ali Holis, Nur Kanti, Ati Nurmi Kurniawati, Dyah Ayu Kuswandi Kuswandi Muhammad Gunawan Wibisono, Muhammad Gunawan Prasetyowati, Chandra Purnomo, Risqy Sigit Purwanto Purwanto Purwati, Heni Kartika Indah Rachmad Hidayat RAHMATIKA, FERIZKA Ratna Dewi Rockyanto Rousita, Nor Handiah Sari, Rivamawati Milla Setiadi, Pompong B. SRI RAHAYU Sugiarti Sugiarti Sukmanto, Indria Sundjoto Sundjoto, Sundjoto Tri Haryanto Trilaksono, Suryo Purnomo Vilonia, Neyva Talitha Wahjoedi, Tri Wayan Kaweri, Ni Werdimansyah, Farah Widayati, Pipiet WINDY WINDY Yohana, Febrita Zunaidi, Imam