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All Journal Jurnal Ilmiah Mahasiswa FEB IIJSE
Irfan Mahdi
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Economics, Econometrics & Finance Education

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THE EFFECT OF INTRINSIC MOTIVATION AND SELF-EFFICACY ON THE NORMATIVE COMMITMENT OF CIVIL SERVANTS IN THE DEPARTMENT OF COOPERATIVES, MICRO ENTERPRISES AND TRADE IN PONTIANAK CITY Dominikus Rendy Anggara; Irfan Mahdi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

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Abstract

Human resources are a vital element in carrying out organizational functions, including in government environments. This research is motivated by fluctuations in discipline and performance of Civil Servants (PNS) at the Office of Cooperatives, Micro Enterprises, and Trade of Pontianak City, which indicates the need to strengthen intrinsic motivation and self-efficacy as internal factors that play a role in employee normative commitment. The main problem in this study is whether there is an influence of intrinsic motivation and self-efficacy on the normative commitment of Civil Servants in the agency. The purpose of this study is to determine the effect of two independent variables, namely intrinsic motivation and self-efficacy, on the dependent variable, namely normative commitment. This study uses an associative quantitative method with a survey approach by distributing questionnaires to 55 Civil Servants as respondents. Data analysis was carried out using multiple linear regression with the help of SPSS software. The results of the study indicate that intrinsic motivation and self-efficacy have a positive and significant effect on normative commitment. Partially, intrinsic motivation has a significant effect with a coefficient of 0.365, while self-efficacy has a greater effect with a coefficient of 0.875. The coefficient of determination (R²) of 0.502 indicates that the two independent variables contribute 50.2% to the normative commitment variable. Thus, increasing employee motivation and self-confidence can strengthen their normative commitment in carrying out organizational duties and responsibilities.
The Influence of Career Development and Organizational Culture on Employee Satisfaction Institutions Public Broadcasting TVRI West Kalimantan Resky Hartanty; Irfan Mahdi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.9828

Abstract

Human Resource Management plays a crucial role in determining organizational success, as organizational performance is highly influenced by the quality and contributions of employees. Employees are not only implementers but also key drivers in achieving organizational goals. Job satisfaction is an important factor affecting employee discipline, attendance, and work motivation. In addition, career development and a strong organizational culture contribute to creating a supportive work environment that enhances both performance and job satisfaction. In public broadcasting institutions such as TVRI, the professionalism and quality of human resources are essential in delivering information, education, and entertainment to the public. TVRI West Kalimantan, as part of this institution, faces challenges in implementing organizational culture, including gaps between expected values and actual employee behavior, particularly in terms of discipline and responsibility. Furthermore, leadership changes require employees to adapt to new policies and working styles. Previous studies indicate that organizational culture and career development have a positive and significant influence on job satisfaction, which in turn improves employee performance. Therefore, it is important for organizations to strengthen a positive work culture and provide career development opportunities in order to enhance employee satisfaction and performance effectively.
Co-Authors Dominikus Rendy Anggara Resky Hartanty