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All Journal Jurnal Akuntansi dan Pajak JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Jurnal Sinar Manajemen Jurnal Infomedia SEIKO : Journal of Management & Business Journal of Innovation in Business and Economics MANDAR: Management Development and Applied Research Journal Economics and Digital Business Review Jurnal Manajemen dan Organisasi Review (MANOR) International Journal of Health, Economics, and Social Sciences (IJHESS) Jeinsa : Jurnal Ekonomi Ichsan Sidenreng Rappang POMA JURNAL Jurnal Bisnis dan Kewirausahaan Celebes Journal of Community Services
Ilham Safar
Universitas Fajar
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Public Health Social Sciences Other

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PENGARUH SERVANT LEADERSHIP, MOTIVASI KERJA, DAN BUDAYA KERJA TERHADAP KINERJA APARATUR SIPIL NEGARA DI UNIT PELAKSANA TEKNIS PUSAT PELAYANAN REHABILITASI SOSIAL ANAK INANG MATUTU MAKASSAR Sumadi, Dewi Rospianti; Safar, Ilham; Bidol, Syamsuddin
Jurnal Ekonomi Ichsan Sidenreng Rappang Vol 5 No 1 (2026): hal
Publisher : Universitas Ichsan Sidenreng Rappang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61912/jeinsa.v5i1.351

Abstract

This study analyzes the influence of servant leadership, work motivation, and work culture on the performance of civil servants, both partially and simultaneously. The research uses a quantitative approach with a survey method. The research population is all ASN at UPT PPRSA Inang Matutu, with a saturated sampling sampling technique. Data were collected through questionnaires, observations, and documentation, then analyzed using multiple linear regression. The results of the partial test showed that servant leadership had a positive and significant effect on the performance of ASN (t = 4.009; Sig. = 0.000), while work motivation had no significant effect (t = 0.293; Sig. = 0.771). Work culture has a positive and significant effect on the performance of ASN (t = 5.560; Sig. = 0.000). Simultaneously, the three variables had a significant effect on the performance of ASN (F = 41.622; Sig. = 0.000) with a determination coefficient (R²) of 0.739. This finding confirms that the improvement in ASN performance is stronger determined by strengthening servant leadership and strengthening work culture, while work motivation is not the main determinant in the context of UPT PPRSA Inang Matutu.
Mutually exclusive or joint scheme? Effectiveness of mandatory and voluntary training in enhancing employee performance Safar , Ilham; Yeni, Hari; Kumala Sari, Novita; Shalahuddin, Shalahuddin; Asdar, Muh.
Journal of Innovation in Business and Economics Vol. 10 No. 01 (2026): Journal of Innovation in Business and Economics
Publisher : Faculty of Economics and Business, University of Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jibe.v10i01.40732

Abstract

Employee training is widely recognized as a key mechanism for enhancing individual capabilities and organizational performance. The literature commonly distinguishes between mandatory training, which emphasizes compliance and standardization, and voluntary training, which is driven by employee autonomy and self-directed learning. However, empirical findings remain fragmented, and limited research has systematically examined how these training approaches are jointly positioned within the broader literature. This study employs a systematic literature synthesis with a descriptive mapping approach to analyze patterns in how mandatory and voluntary training are associated with employee and organizational performance. A total of 305 peer-reviewed abstracts published between 2013 and 2023 were retrieved from Scopus-indexed journals and analyzed to identify recurring themes and reported associations across diverse organizational contexts. The findings show that both training types are frequently linked to performance-related outcomes, with mandatory training primarily associated with compliance and operational consistency, and voluntary training more commonly linked to motivation, engagement, innovation, and long-term professional development. Importantly, many studies emphasize the complementary role of mandatory and voluntary training, suggesting that training effectiveness is often discussed within an integrated rather than a mutually exclusive framework. This synthesis underscores the relevance of hybrid training systems that combine compliance-oriented and employee-driven learning to support adaptive and sustainable organizational development.
Co-Authors Akmal Hidayat Andini Arminas Bidol, Syamsuddin Fahlevi, Mochammad Gimbo, Cindy Hari Yeni Haritza, Dita Herri Mahyar Juliana Sartika Djafar Kaharuddin HS Kumala Sari, Novita Meiliska, Alifia Muhammad Saleh Mujahid Mujahid Mujahid, Mujahid Muliyadi Hamid Mursyidah Mursyidah Muwaffiq Nurimansyah Mapparenta Nasyirah Nurdin Novita Kumala Sari Nurdin Nurdin Nurdin Nurdin Ramalwati Ramlawati Ramlawati Rantalemba, Wulandari Sari, Novita Kumala Shalahuddin Sumadi, Dewi Rospianti Syamsul Riyadi Thria Putri Natasha Wulandari Rantalemba Wulandari, Andi Dwi