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All Journal Jurnal Nasional Manajemen Pemasaran dan SDM Dynamic Management Journal Jurnal Comparative : Ekonomi Dan Bisnis
S, Ira Puspitadewi
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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EMPLOYEE PERFORMANCE ANALYSIS REVIEWED FROM THE VARIABLES OF TRANSFORMATIONAL LEADERSHIP STYLE, CAREER ADAPTABILITY, AND JOB SATISFACTION IN JEMBER REGENCY DISPENDIK Ning Wiyanti, Sekar Bahtera; Winahyu, Pawestri; S, Ira Puspitadewi
Dynamic Management Journal Vol 8, No 3 (2024): July
Publisher : Universitas Muhammadiyah Tangerang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31000/dmj.v8i3.11634

Abstract

A person's leadership style in leading is very influential and is a determining factor for increasing and decreasing employee performance, therefore it is clear that every company needs an effective leadership style because in this case it also depends on the reliability and ability of employees in operating work units. existing in an organization, effective leadership and the influence and role of leadership are very necessary because in reality the success of an organization is determined by the leadership and leadership style developed in the organization to achieve the goals of the organization. The purpose of this research is to determine and analyze the influence of transformational leadership style, career adaptability, and job satisfaction on the performance of employees of the Jember Regency Education Office. This type of research is causality research. The population in this study were employees of the Jember Regency Education Office. The sample used was 110 respondents using probability sampling techniques. The analysis tool uses multiple linear regression. The research results prove that transformational leadership style, career adaptability, and job satisfaction have a significant effect on the performance of Jember Regency Education Office employees. It is hoped that the contribution of this research can provide information as a basis for consideration, support and contribution of thought to business decision makers in order to improve company performance.
THE INFLUENCE OF WORK DISCIPLINE ON EMPLOYEE PERFORMANCE THROUGH MOTIVATIONAL MEDIATION AT THE GRUJUGAN BONDOWOSO SUB-DISTRICT OFFICE Qomariah, Andayanti; S, Ira Puspitadewi; Winahyu, Pawestri
Jurnal Comparative: Ekonomi dan Bisnis Vol 6, No 3 (2024): August
Publisher : Univesitas Muhammadiyah Tangerang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31000/combis.v6i3.12184

Abstract

Human Resource is an essential element in the an organisation. To accomplish organisational objectives, optimal human resource management is required in order create a balance between organisational and employee needs. The existence of this balanced condition is a key factor in driving organisational growth. This study examines the relationship between work discipline, motivation and employee performance. This research aims to determine the extent to which a high level of work discipline can encourage motivation, which ultimately leads to increased employee performance. The results are hoped to inform the development of work discipline practices policies for boosting employee performance through effective discipline and motivation management in the government sector. This study's novelty lies in its focus on a specific government office and the mediating role of motivation, an understudied area in related research. Employing a quantitative approach, the study analyzed data from all 45 employees at the Grujugan Bondowoso District Office using a census and SEM-PLS 4.0 software. This study shows that 1) Work discipline has a significant impact on employee performances in the sub-district office of grujugan bondowoso, 2) work discipline has a positive and significant effect effect on motivation in the sub-district office of grujugan bondowoso, 3) Motivation has a positive effect on employee performance in the sub-district office of grujugan bondowoso, 4) work discipline on employee performance via mediation motivations has a positive and significant effects in the sub-district office of grujugan bondowoso.
Pengaruh Self-Efficacy, Career Development, Dan Lingkungan Kerja Terhadap Kinerja Pegawai Kantor Kecamatan Gumukmas Nuraini, Salsa Chandra; S, Ira Puspitadewi; Murtaliningtyas, Wenny
Jurnal Nasional Manajemen Pemasaran dan SDM Vol. 6 No. 1 (2025): Jurnal Nasional Manajemen Pemasaran dan SDM
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/jnmpsdm.v6i1.2701

Abstract

This study aims to analyze in depth the influence of self-efficacy, career development, and work environment on employee performance at the Gumukmas District Office, Jember. Self-efficacy, which refers to an individual's belief in their ability to achieve certain results, is believed to significantly impact employee motivation and productivity. Meanwhile, career development includes various efforts made by individuals and organizations to improve employee skills, knowledge, and career opportunities, which can contribute to improved performance. On the other hand, a conducive work environment, including organizational culture, facilities, and support from coworkers, also plays a vital role in creating a supportive atmosphere for employees to achieve their best performance. The method used in this study is quantitative, which provides a systematic and measurable approach to data collection. The data collection process was carried out through several techniques, including direct observation in the work environment, interviews with employees to obtain qualitative information, and the distribution of questionnaires specifically designed to measure the variables studied. In addition, documentation related to employee performance and career development programs at the District Office was also analyzed to provide a broader context. The research sample consisted of 43 respondents, including ASN (State Civil Apparatus) and Non-ASN employees at the Gumukmas District Office. This sample selection aims to ensure the data obtained is representative so that the results of the study can be interpreted more accurately. The collected data were then analyzed using multiple linear regression with the help of SPSS version 27 software, which allows researchers to evaluate the relationship between independent variables (self-efficacy, career development, and work environment) with the dependent variable (employee performance). The analysis results show that self-efficacy, career development, and work environment positively and significantly influence employee performance at the Gumukmas District Office, Jember. This finding indicates that improvements in these three variables can directly contribute to improving employee performance. Therefore, it is recommended for the management of the Gumukmas District Office to continue to encourage the development of programs that can improve employee self-efficacy, provide better career development opportunities, and create a more supportive work environment, so that operational effectiveness at the sub-district level can increase overall.
DETERMINANTS OF EMPLOYEE PERFORMANCE ON JOB TRAINING, CAREER DEVELOPMENT AND ORGANIZATIONAL CULTURE Eriyanti, Ganita Putri; S, Ira Puspitadewi; Murtalining, Wenny
Dynamic Management Journal Vol 9, No 2 (2025): April
Publisher : Universitas Muhammadiyah Tangerang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31000/dmj.v9i2.13772

Abstract

Effective HR management is the key to organizational success, including in universities. This study analyzes the influence of job training, career development, and organizational culture on the performance of permanent employees of the University of Muhammadiyah Jember. The quantitative method was used by saturated sampling on 135 respondents through a questionnaire. Data were analyzed using multiple linear regression, hypothesis testing, and determination coefficients. The results showed that all three variables had a significant effect on performance (R² = 0.803 or 80%), proving that the development of human resources and a strong organizational culture increases productivity. These findings make a practical contribution to universities in designing more effective HR management strategies.
Co-Authors Eriyanti, Ganita Putri Murtalining, Wenny Murtaliningtyas, Wenny Ning Wiyanti, Sekar Bahtera Nuraini, Salsa Chandra Qomariah, Andayanti Winahyu, Pawestri