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All Journal Jurnal Psikologi Terapan dan Pendidikan Jurnal Manajemen Journal of Economic, Bussines and Accounting (COSTING) Jurnal Ekonomi Manajemen Sistem Informasi Dinasti International Journal of Digital Business Management Jurnal Pengabdian kepada Masyarakat Nusantara CENDEKIA : Jurnal Ilmu Pengetahuan juremi: jurnal riset ekonomi Jurnal Ekonomi JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (JHSSB) Indonesian Business Review COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Jurnal Pendidikan Ekonomi, Akuntansi dan Kewirausahaan (JPEAKU) Media Bina Ilmiah Journal of Education Technology Information Social Sciences and Health Journal of Artificial Intelligence and Digital Business Research Horizon Riwayat: Educational Journal of History and Humanities
Sundjoto, Sundjoto
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Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Neuroscience Nursing Public Health Social Sciences Other

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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.
Employee Performance in Satbrimob Polri Primary Clinic, East Java: The Roles of Digital Public Services, Work Culture, and Competence Utomo, Asih Purwanto Budi; Purwanto, Purwanto; Rahayu, Sri; Sundjoto, Sundjoto
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.v4i4.4818

Abstract

This study analyzes the relationship between public service digitalization, organizational culture, and employee competence in explaining performance levels at the Satbrimob Polri Primary Clinic in East Java. Amid accelerating technological innovation and heightened expectations for public healthcare delivery, institutions are increasingly required to integrate digital solutions with effective human resource management. Adopting a quantitative methodological framework, this research evaluates how technological adoption, shared workplace values, and professional skillsets jointly shape employee performance within a healthcare unit affiliated with law enforcement. Data were collected through structured questionnaires distributed to all clinic personnel and analyzed using regression-based statistical techniques. The findings indicate that digitalization and competence serve as primary contributors to performance improvement, enabling employees to perform tasks more efficiently, accurately, and responsively. While work culture supports performance development, its role appears secondary when assessed alongside technological and competency factors. Notably, digitalization stands out as the most influential element, underscoring the importance of integrated digital systems in modern public service operations. These results suggest that performance enhancement in public healthcare organizations depends on the synergy between technology utilization and continuous competency development rather than reliance on organizational norms alone. This study contributes to theoretical and practical discussions in public sector human resource management by offering empirical insights from a specialized institutional setting and highlighting strategic directions for sustainable performance improvement.
Pengaruh Kepemimpinan Transformasional dan Disiplin Kerja Dalam Meningkatkan Kinerja Pegawai Di Lingkungan Dinas Komunikasi Dan Informatika Kabupaten Sidoarjo Windy, Windy; 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.v4i4.5236

Abstract

Transformasi digital dan meningkatnya tuntutan pelayanan publik menuntut organisasi pemerintah daerah untuk memiliki kinerja pegawai yang optimal. Namun, dalam praktiknya masih dijumpai permasalahan kinerja yang dipengaruhi oleh gaya kepemimpinan yang kurang adaptif dan tingkat disiplin kerja yang belum konsisten, khususnya pada instansi yang berperan strategis dalam pengelolaan teknologi informasi. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 51 pegawai Dinas Komunikasi dan Informatika Kabupaten Sidoarjo yang dipilih melalui teknik purposive sampling. Data dikumpulkan menggunakan kuesioner berskala Likert empat poin dan dianalisis menggunakan regresi linear berganda, didahului dengan uji validitas, reliabilitas, serta uji asumsi klasik. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional dan disiplin kerja masing-masing berpengaruh positif dan signifikan terhadap kinerja pegawai. Selain itu, kedua variabel tersebut secara simultan juga berpengaruh signifikan terhadap kinerja pegawai, dengan kemampuan model dalam menjelaskan variasi kinerja sebesar 24,3 persen. Temuan ini menegaskan bahwa kinerja pegawai pada organisasi publik tidak hanya ditentukan oleh aspek teknis, tetapi juga oleh kepemimpinan yang inspiratif dan penerapan disiplin kerja yang konsisten. Sinergi antara kepemimpinan transformasional dan disiplin kerja terbukti mampu menciptakan lingkungan kerja yang produktif dan berorientasi pada pencapaian kinerja. Penelitian ini memberikan implikasi praktis bagi pimpinan instansi pemerintah daerah untuk memperkuat penerapan kepemimpinan transformasional, membangun budaya disiplin kerja yang berkelanjutan, serta menyempurnakan sistem pengelolaan sumber daya manusia guna meningkatkan kinerja pegawai dan kualitas pelayanan publik.
The Impact of Organizational Digital Transformation and HR Technology Adoption on Employee Performance at PT PAL Indonesia Anggraini, Mike Dian; Rahayu, Sri; Sundjoto, Sundjoto; 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.v4i4.5609

Abstract

This study examines the impact of organizational digital transformation and HR technology adoption on employee performance at PT PAL Indonesia, a state-owned enterprise operating in the maritime defense manufacturing sector. Using a quantitative explanatory approach, this research adopts a census design involving all 1,444 permanent employees as respondents. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using multiple linear regression with SPSS. The results demonstrate that organizational digital transformation has a positive and significant effect on employee performance, indicating that digitalized infrastructure, integrated systems, leadership support, and a supportive digital culture enhance employees’ productivity, work quality, and adaptability. In addition, HR technology adoption reflected in the use of human capital management systems, e-learning platforms, and digital performance management tools also shows a positive and significant influence on employee performance. Simultaneous testing confirms that both variables jointly form a coherent system that significantly explains variations in employee performance. The regression model exhibits strong explanatory power, with an R² value of 0.657, indicating that 65.7% of employee performance variance is explained by the model. These findings highlight that digital transformation yields optimal performance outcomes when supported by active employee adoption of HR technologies. The study contributes to the digital human resource management literature by providing empirical evidence from a large, labor-intensive manufacturing SOE context and offers practical insights for organizations seeking to implement human-centered digital transformation strategies to enhance sustainable employee performance.
The Influence of Human Resource Development, Competence, and Teamwork on the Performance of Account Representative (AR) Employees at KPP Madya Surabaya Khatami, Addienul; 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.v5i2.2100

Abstract

Improving employee performance is critical for the Directorate General of Taxes (DGT), especially as it undergoes bureaucratic reform and service digitization. The Account Representative (AR) at the Surabaya Medium Tax Office (KPP Madya Surabaya) plays a vital frontline role in serving taxpayers and influencing national revenue. This research seeks to examine the extent to which Human Resource Development, Competence, and Teamwork shape the performance of Account Representative personnel at KPP Madya Surabaya. Employing a quantitative correlational approach, data were collected through a questionnaire that had undergone validity and reliability testing. The study involved 40 employees selected via a saturated sampling technique. Data analysis was conducted using multiple linear regression. The findings reveal that Human Resource Development and Competence do not exert a statistically significant influence on employee performance when assessed individually, whereas Teamwork demonstrates a significant partial effect. When evaluated collectively, all three independent variables significantly influence performance outcomes. The coefficient of determination (R²) of 0.588 indicates that Human Resource Development, Competence, and Teamwork collectively account for 58.8 percent of the variance in employee performance, with the remaining proportion attributable to factors beyond the scope of this research model. This study offers evidence-based recommendations for the DGT and Surabaya Medium Tax Office to design better-integrated HR policies, strengthen teamwork, and address competency gaps among Account Representatives, ultimately supporting reform, service quality, and revenue goals.
Co-Authors Agus Sudono, Agus Alghamsah, Moch. Hasbi Anggraini, Mike Dian Ari Prabowo Arif Wibowo B Setiadi, Pompong Basith, Heryaas Biantoko, Yusak Dayanti, Putri Rahma Febrianto, Dhimas Bagus Wahyu Fitrianty, Rifda Hariadi Hariadi Hernawati Hernawati Hidayatullah, Ali Isbandiyah, Yanti Khatami, Addienul Kurniawati, Dyah Ayu Laila, Husnul Muhammad Gunawan Wibisono, Muhammad Gunawan Ndaru, Ratna Mustika Minang Nur Apriliah, Linda Nurwanti, Lathifah Aisha Pompong Budi Setiadi Purnomo, Risqy Sigit Purwanto Purwanto Puspitasari, Etin Puspitasari, Fanny Rifda Fitrianty Rousita, Nor Handiah Sari, Rivamawati Milla Siti Nurul Khotimah SRI RAHAYU Stefanus Seto Susilo Sumaryono, Roy Susanti, Lanny Regina Susiadi Hari Priyanto Timbul Hariono Utomo, Asih Purwanto Budi UTOMO, PRASETYO Vascha, Dio Torik Wafa, Zaenal Wayan Kaweri, Ni WINDY WINDY Wulansari, Christina Yayuk Desi Wahyuni Zunaidi, Imam