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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 Ilmiah Manajemen Kesatuan Jurnal Pengabdian kepada Masyarakat Nusantara Mabsya : Jurnal Manajemen Bisnis Syariah 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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Pengaruh Kompetensi, Lingkungan Kerja dan Motivasi Kerja Terhadap Kinerja Pegawai Daud, Ismet; Lamuda, Ilyas; Suyanto, Moh. Affan; Paramata, Moh. Rolli; Karundeng, Deby Rita
Jurnal Ekonomi, Manajemen, Ilmu Sosial dan Politik 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.
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.
Enhancing MSMEs Performance in Gorontalo through Employee Development, Recruitment, and Job Satisfaction Paramata, Moh Rolli; Suyanto, Mohamad Afan; Ishak, Olfin; Rasid, Ayub Usman; Yakup, Anggita Permata
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 5 (2025): JIMKES Edisi September 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i5.3691

Abstract

Micro, Small, and Medium Enterprises (MSMEs) are crucial drivers of economic growth, job creation, and equitable income distribution, particularly in developing regions such as Gorontalo, Indonesia. As engines of local innovation and contributors to poverty alleviation, the sustainability and competitiveness of MSMEs depend heavily on internal organizational factors, especially human resource management (HRM). This study explores the impact of employee development, recruitment, and job satisfaction on the performance of MSMEs in Gorontalo. A quantitative research approach was employed using Structural Equation Modeling with Partial Least Squares (SEM-PLS) to examine the relationships among these variables. Data were gathered from 94 MSME respondents from trade, manufacturing, and service sectors using purposive sampling. Results indicate that employee development (β = 0.306, p = 0.001), job satisfaction (β = 0.289, p = 0.039), and recruitment (β = 0.220, p = 0.034) significantly and positively impact performance, with employee development showing the strongest influence. Among these, employee development emerged as the most influential factor, emphasizing the importance of continuous skill enhancement and training initiatives. The results suggest that MSMEs must prioritize strategic HRM practices to strengthen organizational capabilities, even in semi-urban environments with limited resources. It also offers practical implications for policymakers and business owners by highlighting the need to invest in human capital as a pathway to achieving long-term performance and competitiveness. Future research is encouraged to explore additional HR dimensions and contextual variables influencing MSME success.
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.
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 Karundeng, Deby Rita Katili, Nur Isna Ningsih Lamuda, Ilyas Mahludin H. Baruwadi Mangopa, Eman Moh. Afan Suyanto Napu, Farmayanti Olfin Ishak Paulutu, Risman Rahman, Zubaidah Rasid, Ayub Usman Runtukahu, Berty Hanry Runtukahu, Resita Olivya 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