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All Journal EKONOMIA Maneggio
WILLY ARIMESSA
Unknown Affiliation
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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PENGARUH MOTIVASI TERHADAP KINERJA KARYAWAN KANTOR PELAYANAN PAJAK PRATAMA SAMARINDA ARIMESSA, WILLY
EKONOMIA Vol 2, No 1 (2013)
Publisher : EKONOMIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (173.866 KB)

Abstract

The purpose of this study was to determine the significant influence of the variables consisting of incentive motivation and work environment on employee performance and determine which variables are the most dominant influence on the performance of employees at Tax Office Primary Samarinda.Work environment variables (X2) has a dominant influence on employee performance Samarinda Tax Office Primary T value for the greatest 3,638. Similarly, the value of the standardized beta coefficients 0,595 greater than the value of the standardized beta coefficients other variables.Tujuan penelitian ini adalah mengetahui pengaruh yang signifikan dari variabel motivasi yang terdiri dari insentif dan lingkungan kerja terhadap kinerja karyawan serta mengetahui variabel yang berpengaruh paling dominan terhadap kinerja karyawan pada Kantor Pelayanan Pajak Pratama Samarinda.Variabel lingkungan kerja (X2) mempunyai pengaruh dominan terhadap kinerja karyawan Kantor Pelayanan Pajak Pratama Samarinda  karena nilai t hitungnya yang paling besar 3,638. Demikian juga nilai standardized coefficients betanya 0,595 lebih besar dari nilai standardized coefficients beta variable lainnya.
Future of Work: Adapting HR Management Strategies to Changes in Digital Work Structures Arimessa, Willy; Puterisari, Dwi Utami
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/4f2e5f77

Abstract

The development of digital technology, automation, and artificial intelligence has driven fundamental changes in the structure of work known as the Future of Work phenomenon. These changes not only affect the type and character of work but also alter patterns of work relationships, competency requirements, and expectations regarding the role of human resources in organizations. This condition demands the adaptation of HR management strategies that can respond to the dynamics of digital work systematically and sustainably. This study aims to analyze how organizations adapt HR management strategies to address changes in the structure of digital work and its implications for organizational performance, engagement, and sustainability. The study used a qualitative approach with a case study design to gain an in-depth and contextual understanding of HR adaptation practices. Data were collected through in-depth interviews, observations, and documentation studies, then analyzed thematically. The results show that changes in the structure of work encourage a shift in the role of HR management from an administrative function to a strategic function oriented towards talent management, continuous learning, and flexible work systems. Adapting HR strategies has been shown to contribute to improved organizational performance, strengthened employee engagement, and supported long-term sustainability. These findings emphasize the importance of integrating business strategy, technology, and HR management in facing the challenges of the Future of Work.
Co-Authors Puterisari, Dwi Utami