Articles
<![CDATA[The Effect of Organizational Justice on Organizational Commitment and Organizational Citizenship Behavior (OCB) with Job Satisfaction as Mediation ]]>
<![CDATA[Cyntia Puspita]]>;
<![CDATA[Meiske Claudia]]>
<![CDATA[ Asian Journal of Management, Entrepreneurship and Social Science Vol. 4 No. 03 (2024): August Asian Journal of Management Entrepreneurship and Social Science ( AJMES ]]>
Publisher : <![CDATA[Cita Konsultindo Research Center ]]>
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<![CDATA[This research aims to determine and analyze the effect of Organizational Justice (X) as an independent variable on Organizational Commitment (Y1) and Organizational Citizenship Behavior (OCB) (Y2) as a dependent variable and to analyze Job Satisfaction (Z) mediating Organizational Justice towards Organizational Commitment and Job Satisfaction (Z) mediating Organizational Justice towards Organizational Citizenship Behavior (OCB) in civil servants employees at the Kapuas Regency Trade, Industry, Cooperatives and Small and Medium Enterprises Service Office. This research method used a questionnaire with 28 civil servants employees from the Kapuas Regency Trade, Industry, Cooperatives and Small and Medium Enterprises Service Office as samples. Variable measurement used the Likert Scale technique with a weight scale of 1 to 7 and to test the level of significance using path coefficient analysis processed with the SmartPLS 4.0 program. The research results concluded that Organizational Justice influences Organizational Commitment. Organizational Justice influences Organizational Citizenship Behavior (OCB). Organizational Justice influences Job Satisfaction. Job Satisfaction has no effect on Organizational Commitment. Job Satisfaction has no effect on Organizational Citizenship Behavior (OCB). Job Satisfaction does not mediate the effect of organizational justice on Organizational Commitment. Job Satisfaction does not mediate the effect of organizational justice on Organizational Citizenship Behavior (OCB).]]>
<![CDATA[The Effect of Organizational Climate on Organizational Citizenship Behavior (OCB) Through Work Engagement as an Intervening Variable: A Case Study of Employees of the Regional Office of the Directorate General of Treasury of South Kalimantan Province ]]>
<![CDATA[Sofwati, Nely Noer]]>;
<![CDATA[Meiske Claudia]]>;
<![CDATA[Aprianti]]>
<![CDATA[ Open Access Indonesia Journal of Social Sciences Vol. 6 No. 6 (2023): Open Access Indonesia Journal of Social Sciences ]]>
Publisher : <![CDATA[HM Publisher ]]>
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DOI: 10.37275/oaijss.v6i6.191
<![CDATA[This research was conducted to analyze the effect of organizational climate on organizational citizenship behavior (OCB), with work engagement as an intervening variable. The phenomenon is that many employees lack discipline in fingerprinting, so they are required to pay more attention to attendance lists to achieve good organizational goals. The research sample was 42 people who were all employees of the Regional Office of the Directorate General of Treasury of South Kalimantan Province. Data collection was carried out through a questionnaire with the aim of providing an assessment of the organizational climate (X), to test how well the level of employee engagement is at work (Z), and to measure how big the OCB of employees is in the organization. (Y). The data analysis method used is partial least square (PLS) version 4.0. The results showed that organizational climate had no significant effect on organizational citizenship behavior (OCB), while organizational climate had a significant positive effect on work engagement, then work engagement had a positive and significant effect on organizational citizenship behavior (OCB). Furthermore, the organizational climate has a positive and significant effect on employee organizational citizenship behavior (OCB), both indirectly through the intervening variable, namely work engagement.]]>
<![CDATA[The Role of Intrinsic Motivation in Mediating the Effect of Occupational Self-Efficacy on South Kalimantan National Narcotics Agency Officers’ Work Engagement in Banjarmasin ]]>
<![CDATA[Suyatno Suyatno]]>;
<![CDATA[Nur Zata Yusrina]]>;
<![CDATA[Claudia, Meiske]]>;
<![CDATA[Dahniar Dahniar]]>
<![CDATA[ Open Access Indonesia Journal of Social Sciences Vol. 6 No. 7 (2023): Open Access Indonesia Journal of Social Sciences ]]>
Publisher : <![CDATA[HM Publisher ]]>
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DOI: 10.37275/oaijss.v6i7.201
<![CDATA[The consequences of the main tasks and functions of the provincial National Narcotics Agency (NNA) in the program of prevention, eradication, abuse, and illicit narcotics (P4GN) require the availability of reliable human resources who enjoy their work and are therefore closely tied to their work. Employees who have a sense of attachment to their work enable the implementation of their main duties, both as a team and individually. A solid team certainly consists of individuals who like their work and who have engagement with their work. This study was conducted to analyze the role of intrinsic motivation in mediating the effect of occupational self-efficacy on National Narcotics Agency (NNA) Officers' work engagement in Banjarmasin (South Kalimantan). The research population was equal to its sample size, including 61 NNA employees, whereas the sample size was taken using a total sampling technique. Data was collected through a survey by distributing questionnaires via Google Forms. Data was analyzed with path analysis techniques using SPSS version 26. The findings show that self-efficacy has a significant positive effect on intrinsic motivation and work engagement. Intrinsic motivation significantly affects employees’ work engagement. Intrinsic motivation significantly and partially mediates the influence of occupational self-efficacy on NNA employee’s work engagement.]]>
<![CDATA[Do Workload, Self-Efficacy, and Self-Esteem Affect Banking Employee Performance? ]]>
<![CDATA[Didik Arif Raihan]]>;
<![CDATA[Claudia, Meiske]]>;
<![CDATA[R.R. Yulianti Prihatiningrum]]>
<![CDATA[ Open Access Indonesia Journal of Social Sciences Vol. 7 No. 1 (2024): Open Access Indonesia Journal of Social Sciences ]]>
Publisher : <![CDATA[HM Publisher ]]>
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DOI: 10.37275/oaijss.v7i1.206
<![CDATA[A workload is one of the factors that affect employee performance. A workload is a set or number of activities an organizational unit must complete within the specified time. The high workload in the form of tasks and responsibilities given to employees will lead to less than optimal work results. The addition of workload will undoubtedly affect the psychological state of the employee itself. These psychological disorders will certainly have an impact on the performance shown. This research aims to test and analyze the effect of workload, self-efficacy, and self-esteem on banking employee performance. This type of research is included in explanatory research. The population is 63 customer service employees and tellers of Bank X in Banjarmasin. The sampling method uses a population sampling technique (saturated sample) and uses multiple linear regression for data analysis. The research results show that workload, self-efficacy, and self-esteem significantly affect employee performance. In conclusion, not only workload and self-efficacy but also self-esteem, significantly affect employee performance.]]>
<![CDATA[The Influence of Workload on the Performance of Banjarmasin City Land Office Employees Through Motivational Mediation ]]>
<![CDATA[Meiske Claudia]]>;
<![CDATA[Al Amin, Achmad Rizal]]>
<![CDATA[ Open Access Indonesia Journal of Social Sciences Vol. 7 No. 4 (2024): Open Access Indonesia Journal of Social Sciences ]]>
Publisher : <![CDATA[HM Publisher ]]>
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DOI: 10.37275/oaijss.v7i4.245
<![CDATA[Workload is an important factor that can influence employee performance. Excessive workload can cause stress and fatigue, which can reduce employee performance. On the other hand, motivation can be a determining factor in improving employee performance. High motivation can encourage employees to work harder and be more productive. This research aims to determine and analyze the effect of workload on performance by mediating motivation among Banjarmasin City Land Office Employees. This research method uses a questionnaire of 40 Banjarmasin City Land Office employees as samples and the sampling technique used is purposive sampling with judgment sampling type. Data analysis uses the SEM-PLS (Structural Equation Modeling - Partial Least Square) method which is processed with the SmartPLS Program. The results of this research conclude that the workload variable has a significant negative effect on the performance variable, the workload variable has a significant positive effect on the motivation variable, the motivation variable has a significant positive effect on the performance variable, and the workload variable has a significant positive effect on the performance variable with the mediation of the motivation variable.]]>
<![CDATA[Analysis of the Effect of Work Environment and Workload on Work Quality with Work Motivation as an Intervening Variable: Study on Employees of Bank Mandiri KCP Sungai Danau Indonesia ]]>
<![CDATA[Ridhanoor, Muhammad Rifqi]]>;
<![CDATA[Meiske Claudia]]>
<![CDATA[ Open Access Indonesia Journal of Social Sciences Vol. 7 No. 3 (2024): Open Access Indonesia Journal of Social Sciences ]]>
Publisher : <![CDATA[HM Publisher ]]>
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DOI: 10.37275/oaijss.v7i3.250
<![CDATA[Work environment and workload are two important factors that can influence employee motivation and work quality. This research aims to analyze and determine the influence of the work environment and workload on work motivation, as well as the influence of work motivation and workload on the work quality of Bank Mandiri KCP Sungai Danau employees. This research uses quantitative methods with a questionnaire as a research instrument. The research sample was 69 employees of Bank Mandiri KCP Sungai Danau, who were selected using a saturated sampling technique. Data were analyzed using structure equation modeling (SEM) analysis techniques with the SmartPLS program. The research results show that the work environment has no significant effect on work motivation, Workload has a significant effect on work motivation, the work environment has a significant effect on work quality, Workload has a significant effect on work quality, Work motivation has no significant effect on work quality, Work environment through motivation work does not have a significant effect on work quality, workload through work motivation does not have a significant effect on work quality. In conclusion, the environment and workload are proven to have a positive influence on work quality, and workload has a positive influence on the work motivation of Bank Mandiri KCP Sungai Danau employees. Work motivation has not been proven to influence work quality.]]>
<![CDATA[The Effect of Emotional Intelligence and Work-Life Balance on Organizational Citizenship Behavior Mediated by Job Satisfaction in PT. PLN (Persero) UP2D South and Central Kalimantan, Indonesia ]]>
<![CDATA[Mutamadra, Junan]]>;
<![CDATA[Meiske Claudia]]>
<![CDATA[ Open Access Indonesia Journal of Social Sciences Vol. 7 No. 4 (2024): Open Access Indonesia Journal of Social Sciences ]]>
Publisher : <![CDATA[HM Publisher ]]>
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DOI: 10.37275/oaijss.v7i4.251
<![CDATA[Emotional intelligence and work-life balance are important factors that can influence employee organizational citizenship behavior (OCB). OCB refers to voluntary employee behavior that is not required in the job description but is beneficial to the organization. Job satisfaction is also believed to be a mediator that connects these variables. This research uses a quantitative design with survey methods. A total of 60 employees of PT. PLN (Persero) UP2D South and Central Kalimantan was the research respondent. Data was collected via a Likert questionnaire and analyzed using SmartPLS 3.0. The research results show that emotional intelligence has a significant positive effect on OCB. Work-life balance does not have a significant effect on OCB. Job satisfaction does not have a significant effect on OCB. Emotional intelligence has a significant positive effect on job satisfaction. Work-life balance does not have a significant effect on job satisfaction. Job satisfaction does not mediate the influence of emotional intelligence and work-life balance on OCB. In conclusion, emotional intelligence has a positive influence on OCB and job satisfaction, while work-life balance and job satisfaction do not show a significant influence. Job satisfaction was not proven to be a mediator in this study.]]>
<![CDATA[PENGARUH KOMPETENSI KERJA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI MEDIASI DI KANTOR PERTANAHAN KABUPATEN KAPUAS KALIMANTAN TENGAH ]]>
<![CDATA[Qomari, Nurul]]>;
<![CDATA[Claudia, Meiske]]>
<![CDATA[ JWM (JURNAL WAWASAN MANAJEMEN) Vol. 11 No. 2 (2023) ]]>
Publisher : <![CDATA[Universitas Lambung Mangkurat ]]>
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DOI: 10.20527/jwm.v11i2.258
<![CDATA[This research was conducted to determine and analyze (1) the effect of work competence on the performance of Non-Civil Servant Government Employees (PPNPN) at the Kapuas Regency Land Office; (2) the effect of work competence on the work motivation of non-civil servant government employees (PPNPN) at the Kapuas Regency Land Office; (3) the effect of work motivation on the performance of Non-Civil Servant Government Employees (PPNPN) at the Kapuas Regency Land Office; (4) the effect of work motivation as a mediation of the relationship of work competence on the performance of non-civil servant government employees (PPNPN) at the Kapuas Regency Land Office. Research respondents were 30 non-civil servant government employees (PPNPN) at the Kapuas Regency Land Office. The data was collected through a questionnaire in order to provide an assessment of work competence (X), test work motivation as a mediation (Z) and measure how much employee performance is to the organization (Y). The data analysis method used is Partial Least Square (PLS)3. The results of the study show that, Work Competence has no significant effect on the performance of PPNPN, Work Competencehas a significant effect on work motivation, work motivation has a significant effect on employee performance and work competence has a significant effect on employee performance through the role of mediating work motivation]]>
<![CDATA[Job Insecurity On Turnover Intention In Banjarmasin City Public Health Centers: A Systematic Literature Review ]]>
<![CDATA[Meiske Claudia]]>;
<![CDATA[Muhammad Ary Aprian Noor]]>
<![CDATA[ Jurnal Manajemen Kreatif dan Inovasi Vol. 2 No. 2 (2024): April : Jurnal Manajemen Kreatif dan Inovasi ]]>
Publisher : <![CDATA[Lembaga Pengembangan Kinerja Dosen ]]>
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DOI: 10.59581/jmki-widyakarya.v2i2.3059
<![CDATA[Job insecurity is a major concern among employees in various organizations, including public health centers in Banjarmasin City, Indonesia. A systematic literature review was conducted to investigate the influence of job insecurity on turnover intention among community health center employees in Banjarmasin. The results of the analysis carried out on 14 articles showed that job insecurity had a positive effect on turnover intention. Job insecurity can lead to stress, anxiety, and dissatisfaction, which can negatively impact an employee's commitment to their organization and increase their intention to leave. All studies used quantitative research methods with survey techniques for data collection. Strategies to enhance job security perceptions, such as improving communication transparency, offering career development opportunities, and implementing fair and consistent human resource practices, may help mitigate turnover intentions. The findings of the studies highlight the importance of addressing job insecurity to reduce turnover intention and improve employee retention in primary health care in Banjarmasin. Investing in initiatives that cultivate a sense of job security and stability among health workers can contribute to the long-term sustainability and effectiveness of primary healthcare service delivery in the region.]]>
<![CDATA[ANALISIS PENGARUH MANAJEMEN SUMBER DAYA MANUSIA DAN KULTUR ORGANISASI TERHADAP KINERJA PEGAWAI PADA PT. BANK KALTENG ]]>
<![CDATA[Kusumawardani, Vivi Pancasari]]>;
<![CDATA[Meiske Claudia]]>
<![CDATA[ KINDAI Vol 20 No 2 (2024): KINDAI ]]>
Publisher : <![CDATA[JURNAL KINDAI ]]>
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DOI: 10.35972/kindai.v20i2.1610
<![CDATA[Abstrak: Kinerja dari para pegawai dapat menentukan keberhasilan dalam hal pelayanan terhadap nasabah. Kinerja pegawai PT. Bank Kalteng yang merupakan faktor kunci dalam melayani nasabah dengan baik dapat ditingkatkan melalui peningkatan kualitas Sumber Daya Manusia (SDM) dan Kultur Organisasi yang berpusat pada kualitas dan tingkat pelayanan. Manajemen Sumber Daya Manusia mempunyai fungsi penting dalam pengembangan organisasi karena kualitas pelayanan yang baik bergantung pada kualitas SDM. Begitu pula, kultur organisasi yang baik memengaruhi perilaku dan efektivitas kinerja pegawai. Artikel ini bermaksud untuk membahas efek Manajemen Sumber Daya Manusia dan Kultur Organisasi berkenaan dengan performa pegawai di Bank Kalteng. Dengan menggunakan studi literatur sebagai metode penulisan artikel, penelitian ini memberikan wawasan tentang strategi manajerial yang dapat meningkatkan kinerja para pegawai melalui pengembangan maupun pengelolaan Manajemen Sumber Daya Manusia dan Kultur Organisasi yang merupakan elemen penting untuk mencapai kesuksesan suatu organisasi. Oleh karena itu, pengelolaan SDM dan kultur organisasi menjadi fokus utama dalam penelitian ini sebagai landasan untuk mencapai tujuan kesuksesan dari PT. Bank Kalteng. Kata kunci: Manajemen Sumber Daya Manusia, Kultur Organisasi, Kinerja Pegawai]]>
