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All Journal Populis : Jurnal Sosial dan Humaniora Journal of Economic, Bussines and Accounting (COSTING) International Journal of Economics Development Research (IJEDR) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Pengembangan Manajemen, Bisnis, Keuangan dan Perbankan International Journal of Social Science International Journal of Management Science and Information Technology (IJMSIT) SENTRI: Jurnal Riset Ilmiah Journal of International Conference Proceedings International Journal of Economics and Management Sciences Global Management: International Journal of Management Science and Entrepreneurship
Lijan Poltak Sinambela
Universitas Nasional
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Medicine & Pharmacology Public Health Social Sciences Other

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THE INFLUENCE OF WORK CULTURE AND EMPLOYEE ENGAGEMENT ON WORK PRODUCTIVITY IN BARANTIN Suwarno Tri Widodo; Suryono Efendi; Lijan Poltak Sinambela
International Journal of Social Science Vol. 5 No. 4 (2025): December 2025
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/ijss.v5i4.11894

Abstract

This study aims to analyse the influence of work culture and employee engagement on the productivity of employees at the Indonesian Quarantine Agency (Barantin). The background of this study is based on the challenges faced by public organisations, which often encounter low employee engagement and fluctuations in productivity due to a bureaucratic work culture and a lack of adaptability to change. This study employs a quantitative method using purposive sampling techniques on 160 employees, with data analysis conducted using Structural Equation Modelling (SEM) via SmartPLS. The results indicate that work culture has a positive and significant impact on work productivity, with a coefficient of 0.494, a t-statistic of 6.778, and a p-value of 0.000. A strong work culture, encompassing integrity, collaboration, innovation, and responsibility, has been proven to enhance employee performance. Additionally, employee engagement also has a positive and significant impact on productivity, with a coefficient of 0.460, a t-statistic of 6.334, and a p-value of 0.000. Employee engagement, measured through the indicators of vigor, dedication, and absorption, drives increased motivation, focus, and work quality. The R-square value of 0.861 indicates that the work culture and employee engagement variables can explain 86.1% of the variation in work productivity, while the predictive relevance (Q²) of 0.725 indicates that the model has high predictive powerThis finding emphasises the importance of strengthening a positive work culture and increasing employee engagement to achieve optimal and sustainable productivity in public organisations.
AN INTEGRATIVE MODEL OF COMPETENCE, COMMITMENT, AND PERFORMANCE IN ACHIEVING ORGANISATIONAL EFFECTIVENESS Apris Beniawan; Lijan Poltak Sinambela; Tri Waluyo
International Journal of Social Science Vol. 5 No. 4 (2025): December 2025
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/ijss.v5i4.11903

Abstract

This study explores an integrative model of competence, commitment, and performance in achieving organizational effectiveness. Modern organizations face increasingly complex challenges that require strategic human resource approaches. Competence encompasses the knowledge, skills, and attitudes that enable individuals to perform tasks effectively. Organizational commitment reflects employees’ emotional and psychological attachment to the organization’s values and goals. Performance is the tangible outcome of accumulated competence and commitment, manifested in productivity, work quality, and contributions to strategic objectives. The research was conducted at Barantin using a quantitative approach with Structural Equation Modeling (SEM) via SmartPLS. The sample consisted of 160 purposively selected respondents. The results indicate that employee performance has the most dominant influence on organizational effectiveness (original sample value 0.559; T-statistic 6.677), followed by organizational commitment (0.264; T-statistic 3.530), and work competence (0.161; T-statistic 2.887). All three variables show statistically significant effects on organizational effectiveness. This integrative model confirms that enhancing organizational effectiveness cannot rely on improving a single factor alone. Instead, it requires the synergy of competence, commitment, and performance. These findings support previous literature and offer a practical framework for HR policymakers to design sustainable and adaptive managerial interventions in response to evolving workplace dynamics.
Co-Authors Aberar Guridno Akhmad Alfaraby Alfaraby, Akhmad Apris Beniawan Beniawan, Apris Dewi Apriani Efendi, Suryono Hidayah, Zainur Martino Wibowo Mindarto Totok Oktaruna Muhammad Teguh Herwidiyanto Nopiani Nopiani Nurhamdani Sulaetombi Nurhasan, Acang Paremono Priatsaleh, Disti Rafidin Rusman Ghazali Senja Diana Rosai Siddig Alamsyah Sugiono, Edi Suwarno Tri Widodo Tri Waluyo Widodo, Suwarno Tri Wiguna, Khaery