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All Journal Jurnal Dimensi JURNAL PENDIDIKAN TAMBUSAI Bisman (Bisnis dan Manajemen): The Journal of Business and Management Jurnal Pendidikan dan Kewirausahaan Jurnal Pengabdian kepada Masyarakat Nusantara Journal Economy And Currency Study (JECS) Quantitative Economics and Management Studies Bisnis Net : Jurnal Ekonomi dan Bisnis International Journal of Education, Social Studies, And Management (IJESSM) JAMBURA: JURNAL ILMIAH MANAJEMEN DAN BISNIS Mabsya: Jurnal Manajemen Bisnis Syariah Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital (JEKOMBITAL) Jurnal Akuntansi, Manajemen, dan Perencanaan Kebijakan Jurnal Ekonomi, Manajemen, Ilmu Sosial dan Politik
Moh. Rolli Paramata
Universitas Gorontalo
Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Mathematics Social Sciences Other

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HR Digital Transformation, Digital Work Culture, and Local Values: Evidence from Gorontalo University Ismail, Silveny; Baruwadi, Mahludin; Paramata, Mohamad Rolli; Karundeng, Deby Rita
Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital Vol 4 No 2 (2025): NOVEMBER
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/jekombital.v4i2.1064

Abstract

Digital transformation in human resource management is increasingly essential for regional universities seeking to improve competitiveness and efficiency. This study examines how HR digital transformation affects employee performance, focusing on the mediating role of digital work culture rooted in local values. Using a sequential explanatory mixed-methods design, data were collected from 136 lecturers and administrative staff at Gorontalo University, Indonesia. The quantitative phase employed Structural Equation Modeling-Partial Least Squares (SEM-PLS), followed by thematic analysis of interviews with 10 key informants. The results indicate that HR digital transformation significantly affects employee performance, both directly (β = 0.61; p < 0.001) and indirectly through digital work culture as a partial mediating variable (β_indirect = 0.17; p < 0.01). Digital transformation also has a positive effect on digital work culture (β = 0.58; p < 0.001), and digital work culture positively influences employee performance (β = 0.29; p < 0.01). The coefficient of determination (R² = 0.73) shows that the model explains 73% of the variance in employee performance, with an adequate Goodness of Fit level (SRMR = 0.065). The qualitative findings reinforce the quantitative results by revealing the emergence of “digital kinship,” a form of collaborative digital solidarity rooted in the local value of mosidara (mutual respect and cooperation). This study offers new insights by integrating the Resource-Based View and Dynamic Capability Theory, showing that successful digital transformation relies not only on technology adoption but also on cultivating a digital work culture grounded in local wisdom and digital work ethics.
PENGARUH PELATIHAN, MOTIVASI, DAN PENGAWASAN TERHADAP KINERJA PENDAMPING PROGRAM KELUARGA HARAPAN (PKH) DI KABUPATEN GORONTALO Napu, Farmayanti; Paramata, Moh. Rolli; Hasanuddin, Hasanuddin
JAMBURA: Jurnal Ilmiah Manajemen dan Bisnis Vol 8, No 3 (2026): JIMB - VOLUME 8 NOMOR 3 JANUARI 2026
Publisher : Universitas Negeri Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37479/jimb.v8i3.37183

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh pelatihan, motivasi, dan pengawasan terhadap kinerja pendamping Program Keluarga Harapan (PKH) Kabupaten Gorontalo, baik secara parsial maupun simultan. Penelitian menggunakan pendekatan kuantitatif dengan desain eksplanatori. Populasi penelitian mencakup seluruh pendamping PKH Kabupaten Gorontalo, dengan teknik pengambilan sampel menggunakan metode sensus. Dari total 98 pendamping PKH, kuesioner yang dapat diolah sebanyak 80 responden karena adanya beberapa kendala teknis dalam pengisian instrumen. Data dikumpulkan melalui kuesioner terstruktur yang disusun berdasarkan indikator masing-masing variabel dan dianalisis menggunakan regresi linier berganda setelah memenuhi uji validitas, reliabilitas, dan asumsi klasik. Hasil penelitian menunjukkan bahwa pelatihan dan motivasi berpengaruh positif dan signifikan terhadap kinerja pendamping PKH, sedangkan pengawasan berpengaruh negatif dan tidak signifikan. Secara simultan, pelatihan, motivasi, dan pengawasan berpengaruh signifikan terhadap kinerja pendamping PKH Kabupaten Gorontalo. Temuan ini menegaskan bahwa peningkatan kinerja pendamping PKH memerlukan pendekatan terpadu yang menitikberatkan pada pengembangan kompetensi melalui pelatihan yang relevan, penguatan motivasi kerja, serta penerapan pengawasan yang bersifat pembinaan. Penelitian ini memberikan implikasi praktis bagi pengelolaan sumber daya manusia pendamping PKH di tingkat daerah dalam rangka meningkatkan efektivitas pelaksanaan program.
Pengaruh Lingkungan Kerja, Pengawasan, Dan Kompensasi Terhadap Kinerja Pegawai Dengan Disiplin Kerja Sebagai Variabel Intervening Pada Pengadilan Agama Di Lingkungan Provinsi Gorontalo Moh. Rolli Paramata; Moh. Afan Suyanto; Silviana Taniu; Nur Isna Ningsih Katili
Bisman (Bisnis dan Manajemen): The Journal of Business and Management Vol. 7 No. 3 (2024): November 2024
Publisher : Program Studi Manajemen, Fakultas Ekonomi, Universitas Islam Majapahit, Jawa Timur, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36815/bisman.v7i3.3548

Abstract

The aim of this study is to analyze the effects of the work environment, supervision, and compensation on employee performance, with work discipline as an intervening variable, at the Religious Courts in Gorontalo Province. This research employed a census sampling method, involving 120 respondents, and used path analysis for data evaluation. The results of the path analysis show that the work environment can enhance performance through work discipline, whereas supervision does not have a significant indirect effect on performance through work discipline, indicating that work discipline does not mediate the relationship between supervision and employee performance. Conversely, compensation has a positive and significant effect on performance through work discipline, indicating that fair compensation, supported by high work discipline, can further improve employee performance. These findings emphasize the importance of creating a conducive work environment, providing fair compensation, and implementing effective supervision to enhance discipline and performance among employees in the Religious Courts of Gorontalo Province.
Pengaruh Kompetensi, Lingkungan Kerja dan Motivasi Kerja Terhadap Kinerja Pegawai Ismet Daud; Ilyas Lamuda; Moh. Affan Suyanto; Moh. Rolli Paramata; Deby Rita Karundeng
Jurnal Ekonomi, Manajemen, Ilmu Sosial dan Politik (J-EMSPOL) Vol. 2 No. 4 (2025): Jurnal Ekonomi, Manajemen, Ilmu Sosial dan Politik
Publisher : CV. Dalle’ Deceng Abeeayla

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69623/j-emspol.v2i4.173

Abstract

This study aims to determine the influence of competence, work environment, and work motivation on the performance of employees at the Office of Labor, Cooperatives, and SMEs in Gorontalo City. The data analysis methods used include Descriptive Statistical Test, Classical Assumption Test, Hypothesis Test, and Multiple Linear Analysis. The results of this study indicate that, based on the t-test results for the competence variable (X1) on employee performance (Y), the significance value is 0.037. It can be concluded that competence has a positive and significant effect on employee performance. The t-test results for the work environment variable (X2) on employee performance (Y) show a significance value of 0.027. It can be concluded that the work environment has a positive and significant effect on employee performance. The t-test results for the work motivation variable (X3) on performance (Y) show a significance value of 0.032. It can be concluded that work motivation has a positive and significant effect on employee performance. The simultaneous test of the influence of competence (X1), work environment (X2), and work motivation (X3) on employee performance (Y) shows an F calculated value of 4.673, which is greater than the F table value of 2.960, and a significance value of 0.009, which is less than the probability value of 0.05. This means that simultaneously, competence (X1), work environment (X2), and work motivation (X3) have a significant effect on employee performance.
Co-Authors Abdul Wahab Kadai Abdul, Elfis Mus Abdullah, Julie Anggita Permata Yakup Bachtiar Bachtiar Daud, Ismet Daud, Nurhan Hasan, Wahyudin Hasanuddin Hasanuddin Hunowu, Zet Ibrahim, Ismail A Idris Pakaya Idrus Usu Ismail, Silveny Ismet Daud Karundeng, Deby Rita Katili, Nur Isna Ningsih Lamuda, Ilyas Mahludin H. Baruwadi Mangopa, Eman Moh. Afan Suyanto Moh. Afan Suyanto Moh. Affan Suyanto Napu, Farmayanti Nur Isna Ningsih Katili Olfin Ishak Paulutu, Risman Rahman, Zubaidah Runtukahu, Berty Hanry Runtukahu, Resita Olivya Silviana Taniu Silviana Taniu Sriwahyuni Mooduto, Yuyun Suyanto, Moh. Afan Suyanto, Moh. Affan Suyanto, Mohamad Afan Taki, Rachmiyati Tuhala, Putri Baby Juliet Yakup Parto Yakup Yakup Yoga Yuniadi Yusuf, Nurdin Yuyun Sriwahyuni Mooduto