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Career Development Based Transformational Leadership, Education & Training, and Motivation (Case Study at Dinas Lingkungan Hidup and Kebersihan Kota Kupang) Jefirstson Richset Riwukore; Tien Yustini; Markus Tada
Enrichment : Journal of Management Vol. 12 No. 3 (2022): August: Social Science, Economics
Publisher : Institute of Computer Science (IOCS)

The purpose of the study was specifically to obtain the results of the analysis of the effect of transformational leadership, education & training and motivation partially or simultaneously. The research method uses descriptive and verification surveys, and field data collection uses questionnaires, interviews, and documentation techniques. This research is associative research, where in this study there are variables that are related and can influence other variables. The research population was 164 employees who were determined by saturated samples for the determination of respondents so that the entire population became the research sample. Processing data using SPSS 25 analysis tools. The results of this study indicate that the variables of commitment and compensation have a positive and significant effect on performance, while work ethic has no and no significant effect on performance. The results of this study indicate that transformational leadership and education & training have a positive and significant effect on career development, while motivation has a negative influence on career development. Simultaneously, the predictors of career development consist of transformational leadership, education & training, and motivation.

The Influence of Transformational Leadership, Quality of Human Resources, and Discipline toward Community Satisfaction at the Office of Dinas Kependudukan and Pencatatan Sipil Kota Kupang Melianus Imanuel Manalor; Luis Marnisah; Jefirstson Richset Riwukore
Enrichment : Journal of Management Vol. 12 No. 4 (2022): October: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

The purpose of this study is specifically to obtain the results of the analysis of the relationship betwen the variables of transformational leadership, the quality of human resources, and the discipline of civil servants on the level of community satisfaction partially and simultaneously. The research method uses a descriptive and verification survey. Collecting data use questionnaires and documentation techniques. This research is an associative research, where in there are variables related and they can influence other variables. The population of this research is employees who work in the Dinas Kependudukan and Pencatatan Sipil Kota Kupang as many as 78 people and 240 people from Kupang City community. Data analysis using analyzing tools of SPSS 23. Testing of the data uses t test, that transformational leadership has an effect on community satisfaction with t count of 5,536 < t table of 1,96, quality of human resources has an effect on the community satisfaction with t count of 33,683 < t table of 1,96, discipline of civil servants has an effect on the community satisfaction with t caount of 20,817 < t table of 1,96. Simultaneously, transformational leadership, quality of human resources, and discipline of the state civil servants influence on community satisfaction with F count of 459,956 > F table of 2,633. The result of this study shows that transformational leadership, quality of human resources, and discipline of the state civil servants has an effect positively and significantly toward community at the Dinas Kependudukan and Pencatatan Sipil Kota Kupang.

Predictors of Employee Performance Based on Discipline, Competence, and Organizational Culture (Case Study of Sub-Village and Village Employees in Kota Raja Village, Kupang City Government) Fenilom Muday; Luis Marnisah; Tien Yustini; Jefirstson Richset Riwukore
Enrichment : Journal of Management Vol. 12 No. 4 (2022): October: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

This research aimed to analyze and prove the effect and contribution of discipline, competence, and organizational culture to employee performance. This research was carried out for 5 months from February to June 2022 at the Subvillage Office and Village Office in the Kota Raja Village, Kupang City. This research is classified as quantitative research. The research population was 103 employees who were determined by the sample of respondents using a saturated sample (non-probability sampling) so that the entire population became research respondents. The types of data used are primary and secondary data obtained by questionnaire, observation, and documentation techniques. Data analysis used multiple linear regression analysis. The results showed that the discipline variable had a positive and significant effect on employee performance because it had t-count > t-table (9,165 > 1,98373) on Sig. Prob. 0.000 < α 0.05. Competence variable has a positive and significant effect on employee performance because the value of t-count > t-table (7.176 > 1,98373) in Sig. Prob. 0.000 < α 0.05. The organizational culture variable has a positive and significant effect on employee performance because the t-count > t-table (4,807 > 1,98373) in Sig. Prob. 0.000 < α 0.05. Simultaneously, all variable were a positive and significant effect on employee performance because the value of F-count > F-table (31.013 > 2,69) in Sig. Prob. 0.000 < α-0.05. Kontribusi setiap variabel independen terhadap kinerja pegawai mulai dari yang tertinggi ke terendah adalah variabel disiplin (51,8%), budaya organisasi (15,4%), dan kompetensi (11,9%).

The Relationship Between Quotient and Employee Performance (Study at the Subdistrict Office and District Office in the Kelapa Lima District, Kupang City Government) Asmawati; Jefirstson Richset Riwukore; Marzuki Alie; Tien Yustini; Yolanda Yuniarti Hutajulu
Enrichment : Journal of Management Vol. 12 No. 4 (2022): October: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

This research aimed to analyze and prove the effect and contribution of quotient to employee performance using dimensions of intellectual, emotional, spiritual, and adversity. This research was carried out for 5 months from February to June 2022 at the Subdistrict Office and District Office in the Kelapa Lima District, Kupang City. This research is classified as quantitative research. The research population was 120 employees who were determined by the sample of respondents using a saturated sample (non-probability sampling) so that the entire population became research respondents. The types of data used are primary and secondary data obtained by questionnaire, observation, and documentation techniques. Data analysis used multiple linear regression analysis. The results showed that the intellectual quotient variable had a positive and significant effect on employee performance because it had t-count > t-table (9,047 > 1.98027) on Sig. Prob. 0.000 < α 0.05. Emotional quotient variable has a positive and significant effect on employee performance because the value of t-count > t-table (3,004 > 1,98027) in Sig. Prob. 0.003 < α 0.05. The spiritual quotient variable has a positive and significant effect on employee performance because the t-count > t-table (2.953 > 1.98027) in Sig. Prob. 0.004 < α 0.05, and the adversity quotient variable has a positive and significant effect on employee performance because the t-count > t-table (3.054 > 1.98027) on Sig. Prob. 0.003 < α 0.05. Simultaneously, the quotient variable with the lowest value on employee performance is intellectual quotient (54.3%), emotional quotient (20.3%), adversity quotient (19.7%), and spiritual quotient (16.7 %).

Career development based transformational leadership, education & training, and motivation (case study at dinas lingkungan hidup and kebersihan Kota Kupang) Jefirstson Richset Riwukore; Tien Yustini; Markus Tada
International Journal on Social Science, Economics and Art Vol. 12 No. 2 (2022): August: Social Science, Economics and Art
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijosea.v12i2.93

The purpose of the study was specifically to obtain the results of the analysis of the effect of transformational leadership, education & training and motivation partially or simultaneously. The research method uses descriptive and verification surveys, and field data collection uses questionnaires, interviews, and documentation techniques. This research is associative research, where in this study there are variables that are related and can influence other variables. The research population was 164 employees who were determined by saturated samples for the determination of respondents so that the entire population became the research sample. Processing data using SPSS 25 analysis tools. The results of this study indicate that the variables of commitment and compensation have a positive and significant effect on performance, while work ethic has no and no significant effect on performance. The results of this study indicate that transformational leadership and education & training have a positive and significant effect on career development, while motivation has a negative influence on career development. Simultaneously, the predictors of career development consist of transformational leadership, education & training, and motivation.

USAHA MENINGKATKAN KOMITMEN DAN KINERJA ASN PEMKOT KUPANG MELALUI MOTIVASI KERJA Jefirstson Richset Riwukore
PaKMas: Jurnal Pengabdian Kepada Masyarakat Vol 2 No 2 (2022): November 2022
Publisher : Yayasan Pendidikan Penelitian Pengabdian Algero

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54259/pakmas.v2i2.1258

The purpose of community service activities (PkM) is to educate and train State Civil Apparatus (ASN) to have knowledge and skills in evaluating and reconstructing efforts to increase ASN commitment and performance through motivation. Focus group discussions (FGD) and workshops are technical tools to implement this PkM. The main partner of this PkM activity is the ASN of the Kupang City Government which is determined by purposive sampling and quota sampling techniques. PkM participants were 28 people. The SWOT analysis is the basis for PkM education and training to participants. The success of this PkM activity is that participants are educated and have the knowledge and skills in evaluating and reconstructing strategies to increase commitment and performance through motivation. The reconstruction of the strategy is to strengthen the understanding base of the state civil apparatus through continuous knowledge management related to the principles of basic duties as government employees, considering compensation in terms of increasing commitment and performance by cutting the budget for activities that are disproportionate and dual functions so that it can be transferred to employee compensation, and enforced an integrity pact-based performance that will discipline employees at work.

Effect of Mutations, Incentives, and Leadership Styles on Employee Performance at Perumda Air MinumTirta Bening Lontar Kota Kupang Jefirstson Richset Riwukore; Tien Yustini; Johannis Silvester Ottemoesoe
MEC-J (Management and Economics Journal) Vol 6, No 3 (2022)
Publisher : Faculty of Economics, State Islamic University of Maulana Malik Ibrahim Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18860/mec-j.v6i3.16135

The research objective is specifically to obtain the results of the analysis of the effect of mutation variables, incentives, and leadership styles on employee performance partially or simultaneously. The research method uses descriptive and verification surveys, and field data collection uses questionnaires, interviews, and documentation techniques. This research is associative research, where in this study, there are related variables that can influence other variables. The population of this study was 97 employees at the Office of Perumda Air Minum Tirta Bening Lontar Kota Kupang, taken as a saturated sample of 97 employees. Data processing using SPSS 25 analysis tools. The results show that mutations affect employee performance, there is an incentive effect on employee performance, leadership style affects to employee performance and mutations, incentives and leadership styles affect performance. The common thread of research is that mutations, incentives, and leadership styles positively and significantly affect employee performance at the Office of Perumda Air Minum Tirta Bening Lontar Kota Kupang, either partially or simultaneously.

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