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All Journal Jurnal Inovasi Jurnal Mirai Management YUME : Journal of Management JAMBURA: JURNAL ILMIAH MANAJEMEN DAN BISNIS Economic Reviews Journal International Journal of Accounting & Finance in Asia Pasific Innovative: Journal Of Social Science Research Jurnal Ilmiah Manajemen Ekonomi Dan Akuntansi (JIMEA) Majapahit Journal of Islamic Finance dan Management Majapahit Journal of Islamic Finance dan Management As-Syirkah: Islamic Economic & Financial Journal
Lisda L. Asi
Unknown Affiliation
Religion Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Health Professions Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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Pengaruh Manajemen Karir Terhadap Efektivitas Kerja Pegawai Pada Perusahaan Daerah Air Minum (PDAM) Kabupaten Bone Bolango Panigoro, Widyan Apriyanto; Pakaya, Abd. Rahman; Asi, Lisda L.
JAMBURA: Jurnal Ilmiah Manajemen dan Bisnis Vol 6, No 3 (2023): JIMB - VOLUME 6 NOMOR 3 Januari 2024
Publisher : Universitas Negeri Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37479/jimb.v6i3.23262

Abstract

Tujuan penelitian ini adalah untuk mengetahui seberapa besar pengaruh manajemen karir terhadap efektivitas kerja pegawai pada perusahaan daerah air minum (PDAM) Kabupaten Bone Bolango. Penelitian ini menggunakan pendekatan kuantitatif dengan metode yang digunakan dalam penelitian ini adalah metode kuantitatif kolerasional dengan jumlah sampel 61 orang pegawai. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah wawancara, kuesioner, dokumtasi serta teknik analisis data pada penelitian ini menggunakan regresi sederhana. Hasil Penelitian menunjukan bahwa terdapat pengaruh positif dan signifikan antara manajemen karir terhadap efektivitas kerja pegawai pada perusahaan daerah air minum (PDAM) Kabupaten Bone Bolango. Besar pengaruh manajemen karir terhadap efektivitas kerja pegawai pada perusahaan daerah air minum (PDAM) Kabupaten Bone Bolango mencapai 25,7% sedangkan sisanya sebesar 74,3% dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini.
The Influence of Occupational Health and Safety (OHS) Programs, Work Environment, and Workload on Employee Performance at PT. PLN (Persero) UIW Sulutenggo UP3 Gorontalo ULP Telaga Budiarta, Komang; Asi, Lisda L.; Rahman, Endi
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 4 (2025): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i4.632

Abstract

This study aims to (1) determine the influence of occupational health and safety on employee performance at PT PLN (Persero) Sulutenggo Regional Main Unit (UIW) UP3 Gorontalo, ULP Telaga; (2) determine the influence of the work environment on employee performance; and (3) determine the influence of workload on employee performance. The study sample consisted of 112 respondents, and the analytical tool used was multiple linear regression. Furthermore, the study employed a descriptive quantitative method, collecting data both online through Google Forms and offline via questionnaires. The findings indicate that (1) partially, Occupational Health and Safety (OHS) program significantly influences employee performance, with a significance value of 0,000 < 0,05 and T count value > T table (5,011 > 0,676); (2) partially, work environment has a significant influence on employee performance, with a significance value of 0,000 < 0,05 and T count value > T table (3,615 > 0,676); (3) partially, workload has a significant influence on employee performance, with a significance value of 0,000 < 0,05 and T count value > T table (5,297 > 0,676); and (4) simultaneously, occupational health and safety, work environment, and workload have a positive and significant influence on employee performance, with a significance value of 0,000 < 0,05 and F count value > F table (16,536 > 2,69). The determination coefficient (R) is 0,661, indicating a moderate correlation, whereas the R-square value is 0,437, which indicates that 43,7% of employee performance is influenced by occupational health and safety programs, work environment, and workload, whereas the remaining 57,3% is influenced by other variables not examined in this study, such as compensation, motivation, leadership, training, and other factors that can be explored in future research.
The Influence of Occupational Health and Safety (OHS) Programs, Work Environment, and Workload on Employee Performance at PT. PLN (Persero) UIW Sulutenggo UP3 Gorontalo ULP Telaga Budiarta, Komang; Asi, Lisda L.; Rahman, Endi
Majapahit Journal of Islamic Finance and Management Vol. 5 No. 4 (2025): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v5i4.632

Abstract

This study aims to (1) determine the influence of occupational health and safety on employee performance at PT PLN (Persero) Sulutenggo Regional Main Unit (UIW) UP3 Gorontalo, ULP Telaga; (2) determine the influence of the work environment on employee performance; and (3) determine the influence of workload on employee performance. The study sample consisted of 112 respondents, and the analytical tool used was multiple linear regression. Furthermore, the study employed a descriptive quantitative method, collecting data both online through Google Forms and offline via questionnaires. The findings indicate that (1) partially, Occupational Health and Safety (OHS) program significantly influences employee performance, with a significance value of 0,000 < 0,05 and T count value > T table (5,011 > 0,676); (2) partially, work environment has a significant influence on employee performance, with a significance value of 0,000 < 0,05 and T count value > T table (3,615 > 0,676); (3) partially, workload has a significant influence on employee performance, with a significance value of 0,000 < 0,05 and T count value > T table (5,297 > 0,676); and (4) simultaneously, occupational health and safety, work environment, and workload have a positive and significant influence on employee performance, with a significance value of 0,000 < 0,05 and F count value > F table (16,536 > 2,69). The determination coefficient (R) is 0,661, indicating a moderate correlation, whereas the R-square value is 0,437, which indicates that 43,7% of employee performance is influenced by occupational health and safety programs, work environment, and workload, whereas the remaining 57,3% is influenced by other variables not examined in this study, such as compensation, motivation, leadership, training, and other factors that can be explored in future research.
PENGARUH KOMPENSASI TIDAK LANGSUNG TERHADAP KINERJA KARYAWAN DIMEDIASI MOTIVASI PADA PT. MADU SUWAWA GORONTALO Akuba, Buyung; Asi, Lisda L.; Ahmad, Muchtar
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.v8i3.36607

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi tidak langsung terhadap kinerja karyawan dengan motivasi kerja sebagai variabel mediasi pada PT. Madu Suwawa Gorontalo. Penelitian menggunakan pendekatan kuantitatif dengan metode survei, melibatkan seluruh karyawan berjumlah 52 orang melalui teknik sampling jenuh. Data dikumpulkan melalui observasi, wawancara, kuesioner, dan dokumentasi, kemudian dianalisis menggunakan regresi linier berganda dan uji Sobel dengan bantuan SPSS. Hasil penelitian menunjukkan bahwa kompensasi tidak langsung berpengaruh positif dan signifikan terhadap kinerja karyawan, serta berpengaruh positif dan signifikan terhadap motivasi kerja. Motivasi kerja juga terbukti berpengaruh signifikan terhadap kinerja karyawan. Uji Sobel menunjukkan bahwa motivasi kerja memediasi secara parsial pengaruh kompensasi tidak langsung terhadap kinerja. Koefisien determinasi menunjukkan bahwa kompensasi tidak langsung menjelaskan 34,8% variasi motivasi kerja, sementara kompensasi tidak langsung bersama motivasi kerja menjelaskan 81,2% variasi kinerja karyawan. Penelitian ini menyimpulkan bahwa kompensasi tidak langsung yang dikelola secara tepat dapat meningkatkan motivasi kerja dan berdampak pada peningkatan kinerja karyawan.
Co-Authors Abas, Fatma Nurul Huda Abd. Rahman Pakaya Abdul, Nur Hikmah Ahmad, Andi Akuba, Buyung Al-Amri, Ifra Salsabilla ALjunaid, Dandi Andi Yusniar Mendo Asnawi, Melan Angriani Biki, Syamsul B. Buluatie, Nurfitri Wijayanty Dataui, Masita U. Eksan, Zoel Manan Endi Rahman Heldy Vanni Alam I Komang Budiarta Koem, Firatih Lanto Miriatin Amali Limbotu, Sri Widyawaty M. Mohamad Agus Salim Monoarfa Mooduto, Sri Agustiranda N. Muchtar Ahmad Napi, Wiranti Novriliya Hintalo Nurain Bagu Nurkamiden, Sukmawati Panigoro, Widyan Apriyanto Rezkiawan Tantawi Robiyati Podungge Sis Hernanda Hasan Sjahbuddin, Indah Rahmadanti Srie Isnawaty Pakaya Taba, Mohamad Ikrar Tineke Wolok Valentina Monoarfa Yulinda L. Ismail