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Ahmad Shalahuddin
Universitas Tanjungpura
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

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Pengaruh Kepemimpinan Dan Lingkungan Kerja Terhadap Komitmen Organisasional Dan Kinerja Karyawan PT. Sumber Djantin Di Kalimantan Barat Ahmad Shalahuddin
Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 6 No. 2 (2013)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (307.797 KB) | DOI: 10.20473/jmtt.v6i2.2665

Abstract

Crumb Rubber has been one of mainstay industry in West Kalimantan since the wood processing industry declined in 2000 due to the reduced supply of raw materials. The importance of the rubber industry for the West Kalimantan Province development is shown by the large contribution of the rubber industry to the total value of exports of West Kalimantan. While every industry faces higher competition levels, so does industrial crumb rubber in West Kalimantan. The competition level faced not only at the regional level , but also at national and international levels . In order to improve the competitive advantages, a company engaged in the field of crumb rubber in West Kalimantan, in particular PT. Sumber Djantin, must conduct an evaluation or improvement in all areas to improve the performance of the company . One important element that should be improved is the performance of employees. Leadership and Work Environment is an important factor for improving the performance of employees. This study aims to examine and analyze the effect of Occupational and Environmental Leadership towards Organizational Commitment and Employee Performance PT. Sumber Djantin in West Kalimantan. Leadership and work environment are the exogenous variables in this study while organizational commitment as an intervening variable and employee performance as the endogenous variable. Sample of the study respondents totaled 150 production employees of PT. Sumber Djantin Kalbar. The analysis technique used in this study is variant-based Structural Equation Modeling ( SEM ), PLS, using SmartPLS software version 2.0 for windows . The results of study showed that leadership significantly influences organizational commitment, but does not significantly effect employee performance. Work environment significantly influences organizational commitment, but does not significantly effect on employee performance. Organizational commitment has a significant effect on employee performance.
Pengaruh Kompensasi Dan Budaya Organisasi Terhadap Kinerja Pegawai Dengan Motivasi Kerja Sebagai Variabel Perantara Ahmad Shalahuddin; Berman Paulus Marpaung
Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 7 No. 1 (2014)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (400.437 KB) | DOI: 10.20473/jmtt.v7i1.2685

Abstract

Remuneration policy for employees of the Directorate General of Taxation is based on the idea of the need for organizations to pay attention to the interests of its employees who have a wide range of needs. Changes made to the Directorate General of Taxation has given satisfactory results of the shareholders. However, the bureaucratic reform journey tarnished the behavior of some unscrupulous employees DGT suspected of committing criminal offenses still be receiving gratification and misuse of authority. It shows that the remuneration policy has not been able to change the nature of the tax officials and necessary need to be assessed on matters that may significantly affect the performance of employees. The aims of this research are to analyze the influence of compensation and organizational culture, and its impact toward work motivation and employee’s performance at Kantor Pelayanan Pajak Pratama Pontianak. Compensation and organizational culture are independent variables, performance of employee as dependent variable, with motivation as an intervening variable. The sample for this research is all employees at this organization (102 persons). The software that used to analyze the data is statistical software SPSS 17. The researcher has used normality test, linearity test, heteroskedasticity test, and path analysis. As the results, the coefficient rate of direct influence of organizational culture toward employee performance is bigger than indirect influence of organizational culture toward employee performance through work motivation. So as to improve employee performance is more effectively through increasing the organizational culture.
Servant Leadership on Work Engagement: Mediating Job Satisfaction and Trust in Leader Haliza Nabila Putri; Ilzar Daud; Titik Rosnani; Yulyanti Fahruna; Ahmad Shalahuddin
Jurnal Informatika Ekonomi Bisnis Vol. 5, No. 4 (December 2023)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v5i4.742

Abstract

The banking industry is currently one of the most competitive industries. For this reason, a leadership style is needed that can increase employee engagement to achieve better company performance. The aim of this research is to ascertain the impact of servant leadership workers' job satisfaction and trust in their leaders as mediating variables. It is conducted at government-owned banks, namely, Bank BNI, Bank BRI, Bank BTN, and Bank Mandiri. Purposive sampling was the technique employed in this study, and the sample consisted of 273 individuals who worked for government-owned banks. This study employed structural equation modeling (SEM) with AMOS software as a data analysis technique. The study's findings demonstrate that: servant leadership influences job satisfaction significantly; job satisfaction influences work engagement significantly; Trust in Leader significantly influences work engagement; job satisfaction mediates the relationship between servant leadership and work engagement; and Trust in Leader mediates the relationship between servant leadership and work engagement. There is one rejected hypothesis, namely, that employee engagement at work is not significantly impacted by servant leadership.
Co-Authors Berman Paulus Marpaung Haliza Nabila Putri Ilzar Daud Titik Rosnani Yulyanti Fahruna