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All Journal Jurnal Mirai Management Indonesian Journal of Sustainability Accounting and Management Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Jurnal Manajemen dan Bisnis Indonesia Management and Economics Journal (MEC-J) SEIKO : Journal of Management & Business Arthavidya Jurnal Ilmiah Ekonomi Jurnal Ekonomi dan Manajemen Jurnal Psikologi : Jurnal Ilmiah Fakultas Psikologi Universitas Yudharta Pasuruan Valid Jurnal Ilmiah Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Bisman (Bisnis dan Manajemen): The Journal of Business and Management Inobis: Jurnal Inovasi Bisnis dan Manajemen Indonesia Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Manajemen Sains dan Organisasi (JMSO) Devotion: Journal of Research and Community Service Al-Iqtishod : Jurnal Ekonomi Syariah AJARCDE (Asian Journal of Applied Research for Community Development and Empowerment) Journal of Social Research International Journal of Multidisciplinary Research and Literature (IJOMRAL) Jurnal Ekonomi dan Bisnis Digital (MINISTAL) Sewagati Indonesian Journal of Sustainability Accounting and Management Enrichment: Journal of Multidisciplinary Research and Development Teumulong: Journal of Community Service Jurnal Intelek Dan Cendikiawan Nusantara Ulil Albab Balance: Jurnal Ekonomi
Dyah Sawitri
Universitas Gajayana
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Nursing Physics Public Health Social Sciences Other

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Penilaian Prestasi Kerja Berbasis Akuntansi: Studi Hotel Harris And Convention Malang Meyla Nur Vita Sari; Dyah Sawitri; Umi Muawanah
Al-Iqtishod : Jurnal Ekonomi Syariah Vol. 5 No. 1 (2023): Al-Iqtishod: Jurnal Ekonomi Syariah
Publisher : Program Studi Ekonomi Syariah Institut Agama Islam Sunan Kalijogo Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51339/iqtis.v5i1.1600

Abstract

Penelitian ini bertujuan untuk mengkaji dan membandingkan model penilaian prestasi kerja berbasis akuntansi dengan menggunakan sistem balance scorecard . Data dikumpulkan melalui obeservasi, wawancara dan dokumentasi. Selanjutnya dianalisis menggunakan sistem balance scorecard. Temuan penelitian berdasarkan penerapan balance scorecard pada empat perspektif adalah baik. Perspektif keuangan dengan menunjukkan efisiensi dalam pengelolaan keuangan. Perspektif Pelanggan memberikan dampak positif dengan adanya kepuasan yang diterima selama menginap. Perspektif bisnis internal kinerja karyawan yang semakin baik dengan berpedoman terhadap standart operational procedure dalam proses bekerja dilapangan. Perspektif Pembelajaran dan Pertumbuhan yang merupakan pemacu dalam loyalitas karyawan terhadap perusahaan.
The Effect of Merit System Career Development on Employee Performance through Transparency of Career Development in the State Apparatus of Mojokerto Regency Haryadi, M. Sukron; Dyah Sawitri; Dwi Orbaningsih
AJARCDE (Asian Journal of Applied Research for Community Development and Empowerment) Vol. 9 No. 2 (2025)
Publisher : Asia Pacific Network for Sustainable Agriculture, Food and Energy (SAFE-Network)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29165/ajarcde.v9i2.703

Abstract

Developing professional and integrity-driven human resources (HR) is key to improving the quality of public services in Indonesia. In this context, career development for civil servants based on a merit system is important to consider, particularly regarding transparency. This study aims to analyze the influence of merit-based career development on transparency and employee performance within the Civil Service (ASN) of Mojokerto Regency. The method used is quantitative with an explanatory research approach, involving 87 employees who experienced transfers and promotions. Data was collected through questionnaires and analyzed using SPSS statistical software. The findings indicate that merit-based career development significantly influences the transparency of the career development system and employee performance, with transparency acting as a mediating variable. The t-test results show that merit-based career development significantly influences employee performance, and transparency in career development increases motivation and job satisfaction. The conclusion of this study emphasizes that transparent and fair career development policies can improve overall employee performance. Therefore, it is recommended that policymakers in Mojokerto Regency design and implement more transparent policies in the career development process and conduct regular evaluations to ensure that employee needs are met and organizational performance can continue to be improved. Contribution to Sustainable Development Goals (SDGs):SDG 8: Decent Work and Economic GrowthSDG 16: Peace, Justice, and Strong Institutions
Individual Performance on Self-Efficacy and Oranization Commitment Mediated by Job Satisfaction During the Covid-19 Pandemic Astika, Ida Bagus Kompyang; Sawitri, Dyah; Cicikwijayanti, Tri
Enrichment: Journal of Multidisciplinary Research and Development Vol. 1 No. 7 (2023): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v1i7.66

Abstract

This study aims to analyze the effect of: (1) individual performance on self efficacy, (2) individual performance on organizational commitment, (3) individual performance on job satisfaction, (4) job satisfaction on self efficacy (5) job satisfaction on organizational commitment, (6) individual performance on self efficacy through job satisfaction, (7) individual performance on organizational commitment through job satisfaction. This research was conducted at the Bali Regional Development Bank Singaraja Branch Office using an explanatory research approach with a saturated sample obtained by 40 employees. Data collected by questionnaire method is given directly to respondents, then analyzed using path analysis. However, previously tests of validity, reliability and classical assumption tests were carried out. His hypothesis was tested with the 1-test and to determine his mediating role the Sobel test was used. The results concluded that, all hypotheses proposed were accepted, namely: (1) individual performance has a positive effect on self efficacy, (2) individual performance has a positive effect on organizational commitment, (3) individual performance has a positive effect on job satisfaction, (4) job satisfaction has a positive effect on self efficacy, (5) job satisfaction has a positive effect on organizational commitment, (6) individual performance has a positive effect on self efficacy through job satisfaction, (7) Individual performance positively affects organizational commitment through job satisfaction.
Construction Of Revenue Budget Monitoring Model And Regional Spending Moderated Religiosity Kartika, I Made Rian Diana; Sawitri, Dyah; Muawanah, Umi
Journal of Social Research Vol. 3 No. 6 (2024): Journal of Social Research
Publisher : International Journal Labs

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Abstract

This study aims to construct a model of supervision of the Regional Revenue and Expenditure Budget (APBD) consisting of: (1) transparency of public policy affects the supervision of the APBD, (2) public accountability affects the supervision of the APBD, (3) religiosity moderates the transparency of public policy to the supervision of the APBD, (4) religiosity moderates public accountability to the supervision of the APBD. This research was conducted at the Malang City Government DPRD Consultant in 2022. Using explanatory research with a saturated sample technique, as many as 44 council members were obtained, excluding the chairman and researcher. Data related to the research variables were collected through questionnaires given directly to respondents. Furthermore, the data was analyzed by moderation double linear regression. Previously, validity, reliability and classical assumption tests were carried out. The hypothesis was tested using a t-test with a 5% alpa. The results prove that: first, transparency of public policies has a significant positive effect on the supervision of the APBD, second, public accountability has a significant positive effect on the supervision of the APBD, third, religiosity strengthens the influence of public policy transparency on the supervision of the APBD, and fourth, religiosity strengthens the influence of public accountability on the supervision of the APBD.
Pengaruh Pemberian Tambahan Penghasilan Pegawai Terhadap Kepuasan Kerja dan Implikasinya Pada Peningkatan Kinerja Pegawai Basuki, Rachmawati Prasetyoning; Sawitri, Dyah; Muawanah, Umi
Jurnal Intelek Dan Cendikiawan Nusantara Vol. 2 No. 1 (2025): Februari - Maret 2025
Publisher : PT. Intelek Cendikiawan Nusantara

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Abstract

Employee performance is a key factor in ensuring high-quality public service delivery. One aspect that influences employee performance is job satisfaction, which reflects a positive feeling toward their work. Job satisfaction can be affected by employee well-being, including financial incentives such as the Employee Income Supplement (TPP). This study aims to analyze the effect of TPP on job satisfaction and employee performance, as well as the role of job satisfaction in mediating the relationship between TPP and employee performance. Using an explanatory research method and a census technique involving 141 employees, the analysis was conducted using SmartPLS. The results show that TPP has a positive and significant effect on job satisfaction, emphasizing the importance of a fair compensation system in enhancing employee well-being. Additionally, TPP positively influences employee performance, indicating that adequate incentives can encourage employees to achieve better results. Job satisfaction is also proven to have a positive effect on performance, as satisfied employees tend to be more dedicated to their work. Furthermore, TPP indirectly affects employee performance through job satisfaction, reinforcing the mediating role of job satisfaction in improving employee productivity.
THE INFLUENCE OF ORGANIZATIONAL CULTURE, MOTIVATION, AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE DURING THE COVID-19 PANDEMIC IN PT. SARANA TITIAN PERMATA 1 Rustam, Rustam; Sawitri, Dyah; Orbaningsih, Dwi
Jurnal Ekonomi Balance Vol. 17 No. 2 (2021): (December 2021)
Publisher : Perpustakaan dan Penerbitan Unismuh Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jeb.v17i2.6483

Abstract

In the era of globalization, competition between companies is getting sharper, so it requires companies to always be the best. The increasingly fierce competition also shapes the development of increasingly increasing technology and information, resulting in global and comprehensive competition. Therefore, we need workers who really want to work and are able to survive in oil palm plantations. This study aims to determine (1) Does Organizational Culture partially affect the performance of employees at PT. Sarana Titian Permata 1, (2) Does motivation partially affect the performance of employees at PT. Sarana Titian Permata 1, (3) Does Work Discipline partially affect employee performance at PT. Sarana Titian Permata 1. The method of collecting data is through questionnaires distributed to employees of PT. Sarana Titian Permata 1. The samples taken were 54 respondents using the saturated sample technique. The data obtained were then processed using a computer software analysis tool, namely SPSS version 23. This analysis includes validity test, reliability test, multiple regression analysis test, classical assumption test, and statistical test through t statistical test, F statistical test, and the coefficient of determination (R2 ). The results of the t-statistical test indicate that Organizational Culture has a positive and significant effect on employee performance with a significance (Sig.) of 0.000 less than 0.05 (α), then motivation has a positive and significant effect on employee performance with a significance (Sig.) of 0.023. smaller than the value (α) of 0.05, while Work Discipline has no significant effect on employee performance with a significance (Sig.) of 0.547 greater than the value (α) of 0.05. Then the F statistic test and the coefficient of determination (R2) show that organizational culture, motivation and work environment simultaneously affect employee performance with a contribution of 69.7%. While the remaining 30.3% is explained by other independent variables that are not included in the analytical model of this study.
THE EFFECT OF WORK ASSESSMENT AND WORKLOAD ON JOB SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE Mufida, Amalina; Sawitri, Dyah; Santoso, Nugroho Agus
Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Vol. 14 No. 4 (2025): December
Publisher : Politeknik Negeri Ambon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31959/jm.v14i4.3340

Abstract

Introduction: This study aimed to determine the influence of performance assessment and workload on job satisfaction, which has an impact on employee performance at the Mojokerto Regency DPRD secretariat office.Methods: This research uses a quantitative approach. The population of this study consists of 52 employees working at the Mojokerto Regency DPRD Secretariat office. Research that uses all members of the population is called a total sample or census. This study employs a research instrument in the form of a questionnaire. The respondents’ answers are then tabulated and processed using the Warp PLS Version 6 program.Results: Research findings indicate that the impact of work assessment on employee satisfaction has not been proven to be significant. This is due to employee dissatisfaction with their performance assessment. It has been proven that workload has a significant impact on employee satisfaction; this means that effectively managing the existing workload can have a positive impact on increasing employee job satisfaction. It is not proven that work assessment has a significant effect on performance. This demonstrates that performance assessment is subjective. It is proven that workload has a significant impact on performance. It has been proven that the higher the workload assigned, the greater the employee’s performance will increase. It is proven that employee satisfaction has a significant effect on performance; this is proven by the fact that employee performance provides satisfaction for the employees themselves. It is proven that work assessment has an impact on performance through job satisfaction. It has been proven that workload has an impact on performance, as measured by job satisfaction, at the Mojokerto Regency DPRD Secretariat Office. Keywords: Performance Appraisal, Workload, Job Satisfaction, Employee Performance
Co-Authors A Maya Rupa Anjeli Ade Setiawan Andarwati Andarwati Andarwati Andarwati Arif Setiawan Astika, Ida Bagus Kompyang Ayu Bulan Febry KD. Ayu Bulan Febry KD., Ayu Bulan Ayu Lasryza Bangsawan Bangsawan Basuki, Rachmawati Prasetyoning Bin Abdul Satar, Abdul Hadi Cahyandari, Nurmala Cicikwijayanti, Tri Dharmawan, M. Irfan Djuni Farhan Doty Dewi Risanti Dwi Orbaningsih Edy Suprianto Eko Budi Siswandoyo Eko Putri, Ratih Puspitasari Endang Setyowati Endang Suswati Ernani Hadiyati Gendut Budi Wahyono Harnyoto, Harnyoto Haryadi, M. Sukron Henny Murtini I Made Murjana Iwandoko Jamal Abdul Naser Kadek Saptanita Kartika, I Made Rian Diana Kohar Adi Setia Kohar Adi Setia Kurniaty, Kurniaty Lilik Farida Lizda Johar Mawarani M. Jamal Abdul Nasir Martaleni - Meyla Nur Vita Sari Moch. Saleh Moch. Saleh Mufida, Amalina Muhammad Dhohir Muharja, Maktum Nugroho Agus Santoso Nur Fadhilah Nurmala Cahyandari Purwanti, Wiliarisa Prita Purwanto, Herry Purwoko, Agus Rahmawati Rahmawati Riezky Amalia Rizka Dianfitri Paramita RR. Ella Evrita Hestiandari Ruri Agung Wahyuono Rustam Rustam Saleh, Moch. Savitri, Dini Eka Nurul Setia, Kohar Adi Setia, Kohar Adi Siti Wahyuni Sri Winaryati Sri Winaryati, Sri Subagyo Subagyo Sudrajad, Eka Yudha Supinah Supinah Suwarno Suwarno Syamsul Arifin Tri Cicik Wiyanti Umi Muawanah Wijayanti, Tri Cicik Wiliarisa Prita Purwanti Wisma Miftahur Rozi Yeni Tata Rini Yossi Eris Kurniawan Yusuf, Rr. Nurul Zulaekha