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All Journal The International Journal of Accounting and Business Society YUME : Journal of Management Jurnal Mantik International Journal of Economics, Business and Accounting Research (IJEBAR) Jurnal E-Bis: Ekonomi Bisnis Enrichment : Journal of Management International Journal of Applied Finance and Business Studies Innovative: Journal Of Social Science Research Jurnal Pengabdian West Science MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Khazanah Sosial
Arif Hidayat
Program Studi Manajemen, STIE YAPAN Surabaya, Indonesia
Religion Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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ANALISIS TUNJANGAN KINERJA DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI MELALUI KOMPETENSI PEGAWAI DINAS PENDIDIKAN DAN KEBUDAYAAN KABUPATEN SIDOARJO jannah, miftahul; Hidayat, Arif
MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara Vol 10 No 1 (2025): JMAPAN
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Sekolah Tinggi Ilmu Ekonomi Yapan

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Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh Tunjangan Kinerja, Kompetensi, Dan Beban Kerja Terhadap Kinerja Pegawai Dinas Pendidikan Dan Kebudayaan Kabupaten Sidoarjo Populasi terdiri dari seluruh pegawai negeri sipil yang bekerja di Dinas Pendidikan dan Kebudayaan Kabupaten Sidoarjo, dengan total jumlah sebanyak 100 orang. Penentuan sampel dilakukan dengan menggunakan metode sensus, di mana setiap individu dalam populasi diikutsertakan sebagai bagian dari sampel. Analisis data dalam penelitian ini dilakukan dengan pendekatan Partial Least Square (PLS) yang didukung oleh aplikasi Smart PLS 3.0. Penelitian ini menghasilkan beberapa kesimpulan penting: Tunjangan Kinerja berpengaruh positif terhadap kinerja pegawai di Dinas Pendidikan dan Kebudayaan Kabupaten Sidoarjo. Selain itu, beban kerja juga berkontribusi pada kinerja pegawai di institusi tersebut, sedangkan kompetensi pegawai memiliki dampak signifikan terhadap hasil kerja mereka. Lebih lanjut, Tunjangan Kinerja memengaruhi kinerja pegawai melalui peningkatan kompetensi, dan beban kerja juga berdampak pada kinerja pegawai dengan perantaraan kompetensi.
Dinamika hubungan antargenerasi dalam meningkatkan kinerja karyawan usia tua Jemian, Maria Suryatik; Hidayat, Arif
YUME : Journal of Management Vol 8, No 2 (2025)
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v8i2.9403

Abstract

Didunia kerja perbedaan generasi seringkali menimbulkan keteganggan, yang satu cepat bergerak yang lain lebih berhati-hati terutama dalam pengambilan Keputusan. Penelitian ini mengkaji faktor-faktor yang memengaruhi hubungan antargenerasi di tempat kerja, dengan menitikberatkan pada dinamika interaksi antara karyawan yang lebih tua dan lebih muda. Tujuan utama penelitian ini adalah untuk memahami bagaimana perbedaan nilai, persepsi, dan pola komunikasi di antara kelompok usia yang berbeda memengaruhi kinerja serta kolaborasi dalam lingkungan kerja. Pendekatan kualitatif digunakan melalui metode wawancara mendalam dan studi kasus untuk memperoleh wawasan yang mendalam dari para responden. Studi ini melibatkan sepuluh responden, terdiri atas lima karyawan berusia di atas 50 tahun dan lima karyawan berusia di bawah 50 tahun, guna menghadirkan perspektif yang beragam mengenai interaksi lintas generasi. Hasil penelitian menunjukkan adanya perbedaan nilai kerja yang signifikan antar generasi. Penelitian ini menyimpulkan bahwa membangun hubungan kerja yang harmonis antar generasi sangat penting untuk mengoptimalkan kontribusi masing-masing individu. Lingkungan kerja yang inklusif, didukung oleh komunikasi terbuka dan kebijakan yang mendorong kerja sama lintas generasi, terbukti mampu meningkatkan kinerja, inovasi, dan kesejahteraan karyawan secara keseluruhan.
Pengenalan Sistem Perguruan Tinggi di Indonesia Bagi Mahasiswa Baru STIE YAPAN Surabaya Wibowo, Teguh Setiawan; Hidayat, Arif
Jurnal Pengabdian West Science Vol 4 No 09 (2025): Jurnal Pengabdian West Science
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/jpws.v4i09.2695

Abstract

Pendidikan tinggi di Indonesia memegang peranan strategis dalam membangun kualitas sumber daya manusia dan memperkuat daya saing bangsa di era globalisasi. Artikel ini membahas secara komprehensif perkembangan sistem pendidikan tinggi di Indonesia, mencakup sejarah, landasan hukum, jenis pendidikan, fungsi dan peranannya, serta tantangan yang dihadapi dalam konteks pemerataan, mutu, relevansi, dan tata kelola. Sejak masa kolonial hingga era kemerdekaan, sistem pendidikan tinggi mengalami transformasi signifikan dengan lahirnya berbagai perguruan tinggi negeri dan swasta di seluruh wilayah. Landasan hukum yang kuat, seperti Undang-Undang Nomor 20 Tahun 2003 tentang Sistem Pendidikan Nasional, menjadi pijakan utama dalam pengembangan kurikulum, akreditasi, serta tata kelola perguruan tinggi. Meskipun demikian, masih terdapat berbagai permasalahan yang perlu diatasi, antara lain kesenjangan mutu antarperguruan tinggi, relevansi kurikulum dengan kebutuhan industri, serta keterbatasan akses pendidikan tinggi di daerah terpencil. Pemerintah telah meluncurkan berbagai kebijakan, seperti program Merdeka Belajar–Kampus Merdeka, beasiswa LPDP, dan subsidi Uang Kuliah Tunggal (UKT), guna meningkatkan kualitas dan pemerataan akses pendidikan tinggi. Dengan demikian, penguatan sistem pendidikan tinggi di Indonesia memerlukan sinergi antara pemerintah, perguruan tinggi, dunia industri, dan masyarakat untuk menciptakan lulusan yang tidak hanya unggul secara akademik, tetapi juga adaptif terhadap tantangan zaman dan berdaya saing di tingkat global.
Pengaruh Job description dan Motivasi Pegawai Terhadap Produktivitas Kerja Pegawai Pada Dinas Sumber Daya Air dan Bina Marga Kota Surabaya Ardianto, Bagus Putra; Siswanto, Siswanto; Ernawati, Ernawati; Hidayat, Arif
Innovative: Journal Of Social Science Research Vol. 4 No. 5 (2024): Innovative: Journal Of Social Science Research
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/innovative.v4i5.14962

Abstract

Problems that still hamper employee productivity and can hinder the achievement of Surabaya Hebat's vision are Infrastructure and Transportation. Infrastructure issues that are not yet optimal, including inefficient public transportation, can affect employee mobility and hamper their performance. The suboptimal quality of public services, such as slow bureaucratic processes, can hinder employees' work efficiency and productivity. This study aims to determine the influence of Job description factors and employee motivation on employee work productivity at the Surabaya City Water Resources and Bina Marga Office. The results showed that Job description and employee motivation had a significant effect simultaneously on employee productivity at the Surabaya City Water Resources and Bina Marga Office. Job description and employee motivation have a significant effect partially on employee productivity at the Surabaya City Water Resources and Highways Agency.
Efficacy Training As An Effort To Increase Employee Job Engagement In Review Of Employment Status Sulastri; Soetjipto, Noer; Hidayat, Arif
The International Journal of Accounting and Business Society Vol. 30 No. 2 (2022): The International Journal of Accounting and Business Society
Publisher : Accounting Department,

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ijabs.2022.30.2.663

Abstract

Purpose — This study aims to determine the influence of self-efficacy training on employees 'job engagement while distinguishing employees' job engagement based on employment status for employees of PT in a similar field of work. Telkomunikasi Indonesia, Tbk in Surabaya. Design/methodology/approach—The research method used was comparative studies, which were designed using experimental design techniques (experiments). Sampling was done through the cluster sampling technique, which involves taking two sample groups of employees. Research samples were taken from 60 respondents. Findings — This study indicates that the results of the independent t-test before being enforced on permanent and contract employees have a higher average job engagement value compared to permanent employees, with the same level of self-efficacy. After getting self-efficacy training employees, the value of T = -52.006 and P = 0,000 (p <0.05) prove the existence of significant changes in employee work involvement after obtaining efficacy training. For contract employees, the value of t = -56.542 and p = 0,000 (p <0.05) proves that employment contracts experience significant changes after receiving self-efficacy training for employees. The correlation coefficient value still explains that efficacy training is related to a work engagement of 74.8%, with a 56% effective contribution to job engagement. For employee contracts, the correlation coefficient value is 93.5%, which means the relationship between efficacy and work involvement is very strong, with the value of determination proving that the efficacy of 94.8% affects increasing the work involvement of contract employees. Practical implications—To improve employee job engagement, a company can hold efficacy training for both permanent and contract employees. Originality / Value—Efficacy Training Impacts or Influences Job Engagement, which is distinguished from employment status. Keywords — Efficacy Training, Job Engagement, Employment. Paper type — Research Paper
Kompensasi dan work life balance sebagai faktor penentu kepuasan kerja generasi z : studi kasus pada CV. Nika Group Itu, Yohana Fransiska; Hidayat, Arif
YUME : Journal of Management Vol 8, No 2 (2025)
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v8i2.9402

Abstract

Kepuasan kerja karyawan tidak lagi hanya ditentukan oleh besaran gaji atau tunjangan semata, tetapi juga oleh keseimbangan antara kehidupan kerja dan pribadi (work-life balance). Penelitian ini bertujuan untuk mengidentifikasi faktor-faktor utama yang memengaruhi kepuasan kerja karyawan Generasi Z di CV. Nika Group, dengan fokus pada aspek kompensasi dan keseimbangan kehidupan kerja. Dalam dinamika dunia kerja modern, Generasi Z menunjukkan preferensi yang lebih besar terhadap fleksibilitas dan pemenuhan personal dibandingkan dengan model kompensasi tradisional. Dengan menggunakan pendekatan kualitatif dan metode studi kasus, data dikumpulkan melalui wawancara semi-terstruktur dengan empat karyawan Generasi Z. Hasil penelitian menunjukkan bahwa sistem kompensasi yang adil dan transparan mampu meningkatkan kepuasan kerja secara signifikan. Selain itu, lingkungan kerja yang suportif dan adanya pengakuan terhadap kontribusi individu turut mendorong loyalitas dan keterlibatan karyawan muda. Penelitian ini menyarankan agar organisasi mengadopsi strategi manajemen yang adaptif dengan menitikberatkan pada keadilan dalam kompensasi dan keseimbangan kehidupan kerja guna menciptakan budaya kerja yang positif dan memperkuat daya saing perusahaan di pasar
Developing of Organizational Citizenship Behavior in Supervisors at PT. PLN NP, Tbk through Improving the Quality of Work of Life Ghufran, Moh.; Faruk, Faruk; Hidayat, Arif
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2451

Abstract

Companies operating in the sector of meeting people's basic needs and using high technology are required to be able to provide quality services. HR management plays an important role, and efforts to improve the quality of HR require development strategies, one of which is building a culture of organizational citizenship behavior (OCB). One way that is considered effective is by improving quality of work of life (QWL) to build OCB. This descriptive research took 42 employees holding supervisory positions at PT. PLN NP Surabaya, data was collected through HR assessment documents and Thurstone scale model questionnaires. The results of factor analysis show that QWL is represented in three components that influence OCB, namely the benefits component, work environment and career development. Aspects of OCB that can be observed are communication and feedback, which appear in the form of alturism, namely employees showing an attitude of being willing to help colleagues who need help, and civic virtue, such as involving themselves in company activities even though these activities are not needed in their work. This research proves that QWL has a positive and significant effect on the formation of OCB at PT. PLN NP in Surabaya.
Flexibility Strategy and Postponing Work on Community Service Employees during Activities Work for Home (WFH) during the Covid Noer Soetjipto; Sulastri Sulastri; Arif Hidayat
Khazanah Sosial Vol. 4 No. 1 (2022): Khazanah Sosial Vol 4, No 1 April 2022
Publisher : UIN Sunan Gunung Djati

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/ks.v4i1.17367

Abstract

The application of flexible management through the work from home (WFH) policy has created the potential for quite a lot of community service jobs that have been going on so far. The research which aims to analyze management flexibility is related to the implementation of flexible management with potential delays in work during the Pandemic period where every employee does daily work pickets. Sampling took 52 government employees in the public service sector by purposive incidental sampling. Data were collected through the thurstone scale in the form of closed choice, and analyzed through inferential analysis techniques as a proof of the hypothesis. The results of the study describe the potential for work delays by 50% of employees who take advantage of rotating work days, and 49% of employees who tend not to use the excess flexibility of leadership policies and 64% of employees who may be low or sometimes able to use hours. work during the pandemic. The potential for delays is mostly done by taking advantage of working time or delaying if the employee is outside the daily work picket even though it is still within the effective working hours of the week. The results of hypothesis testing through chi suare obtained a value of 2 of 30.617 (df 6; 5%) obtained a probability value of 0.000 (p < 0.01), which means that there is a very significant correlation between the application of management during the pandemic through work from home activities (WFH). ) with the potential for delaying the completion of public service tasks by government employees in the public service sector.
Co-Authors Agus Iwhan Ariftian Zuhdi Alfaresi, Deka Ardianto, Bagus Putra Darni, Dessyka Ernawati Ernawati faruk faruk Ghufran, Moh. Hepiyanto Irba Salsalbilah, Athillah Itu, Yohana Fransiska Jemian, Maria Suryatik Kumalasari, Lala Lutfiani Maghfiroh , S. Maida Sabililah, Al Miftahul Jannah Noer Soetjipto S Siswanto SULASTRI Sulastri Sulastri Tutik Winarsih Wibowo, Teguh Setiawan