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All Journal MIX : Jurnal Ilmiah Manajemen YUME : Journal of Management Journal La Bisecoman Jurnal Manajemen dan Organisasi Review (MANOR) Movere Journal International Journal of Economics and Management Research Journal of Management and Administration Provision Journal of Education Review Provision Jeinsa : Jurnal Ekonomi Ichsan Sidenreng Rappang POMA JURNAL Jurnal Manajemen Pendidikan Islam MAREN: Jurnal Pengabdian dan Pemberdayaan Masyarakat JER Vifada Management and Social Sciences Atestasi : Jurnal Ilmiah Akuntansi
Muliyadi Hamid
Universitas Fajar
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Health Professions Languange, Linguistic, Communication & Media Physics Social Sciences Transportation Other

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PENGARUH KESENJANGAN PENDIDIKAN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA DINAS SOSIAL KOTA MAKASSAR Wulandari, Andi Dwi; Hamid, Muliyadi; Safar, Ilham
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.v5i1.350

Abstract

This study aims to analyze the effect of educational disparity and work motivation on employee performance at the Social Service Office of Makassar City. The study employed a quantitative approach using a survey method. The research population consisted of all 90 employees of the Social Service Office of Makassar City, who were entirely selected as the sample using a total sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression with SPSS. The results indicate that educational disparity does not have a significant partial effect on employee performance. In contrast, work motivation has a positive and significant effect on employee performance. Simultaneously, educational disparity and work motivation significantly influence employee performance. The coefficient of determination shows that a substantial proportion of employee performance variation can be explained by the two independent variables, with work motivation identified as the most dominant factor. These findings suggest that improving employee performance in social service institutions can be more effectively achieved by strengthening work motivation, accompanied by continuous management of educational disparities through training and capacity development programs.
The Effect of Supervision, Commitment, and Work Discipline on Employee Performance: JEL Classification: M10, M12, M54, J24, H83 Ami Novrindah Primiatmi A Latief; Muliyadi Hamid; Mujahid Mujahid
Journal La Bisecoman Vol. 7 No. 1 (2026): Journal La Bisecoman
Publisher : Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journallabisecoman.v7i1.3097

Abstract

This study aims to analyze the effect of supervision, work commitment, and work discipline on employee performance at the Office of the Social Affairs Agency of South Sulawesi Province. The study is motivated by the need to improve civil servant performance in order to achieve effective, accountable, and results-oriented public services, particularly in the implementation of social welfare programs. This research employs a quantitative approach using a survey method. The population consists of all employees of the Social Affairs Agency of South Sulawesi Province, with samples selected through proportional sampling. Data was collected using questionnaires that have been tested for validity and reliability. Data analysis was conducted using multiple linear regression after fulfilling classical assumption tests, including normality, multicollinearity, and heteroscedasticity tests. The regression analysis results indicate that supervision, commitment, and work discipline have a positive relationship with employee performance. Supervision has the lowest regression coefficient (β = 0.082), commitment has the highest regression coefficient (β = 0.390) followed by work discipline (β = 0.386). The simultaneous test (F-test) yields an F value of 29.724 with a significance level of 0.000, indicating that the three variables jointly have a significant effect on employee performance. Partially, commitment and work discipline have a significant effect on performance, whereas supervision does not have a significant effect. The adjusted R-square value of 0.541 indicates that 54.1% of the variance in employee performance can be explained by the research model, while the remaining 45.9% is influenced by other factors outside the model.
Analisis Pendapatan dan Kelayakan Finansial Usaha Tani Cabai di Kelurahan Batulapisi Malino Kabupaten Gowa Firmawansyah, Muh. Subhan; Bidol, Syamsuddin; Hamid, Muliyadi
JURNAL MANAJEMEN & ORGANISASI REVIEW (MANOR) Vol. 7 No. 2 (2025): Jurnal Manajemen dan Organisasi Review (MANOR)
Publisher : Universitas Fajar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47354/manor.v7i2.1268

Abstract

Penelitian ini bertujuan untuk menganalisis struktur biaya, tingkat pendapatan, serta kelayakan finansial usahatani cabai di Kelurahan Batulapisi, Kecamatan Malino, Kabupaten Gowa. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei terhadap petani cabai sebagai responden. Data yang dikumpulkan terdiri atas data primer yang diperoleh langsung dari lapangan serta data sekunder yang mendukung analisis. Pengolahan data dilakukan melalui analisis pendapatan dan analisis kelayakan finansial yang mencakup perhitungan Benefit Cost Ratio (B/C Ratio) serta Break Even Point (BEP) sebagai indikator utama dalam menilai tingkat keuntungan dan risiko usaha. Hasil penelitian menunjukkan bahwa usahatani cabai di Kelurahan Batulapisi tergolong sangat layak secara finansial. Temuan ini mengindikasikan bahwa usahatani cabai berada pada posisi yang relatif aman dan menguntungkan, dengan risiko kerugian yang rendah. Faktor-faktor yang mendukung kelayakan tersebut antara lain efisiensi penggunaan biaya produksi, tingkat produktivitas yang relatif tinggi, harga jual cabai yang kompetitif, serta kemampuan petani dalam mengelola input produksi secara efektif. Dengan demikian, usahatani cabai memiliki potensi besar untuk terus dikembangkan secara berkelanjutan sebagai salah satu sumber pendapatan utama petani, khususnya di wilayah penelitian. Dukungan teknologi, akses pasar, dan kebijakan yang tepat akan semakin memperkuat keberhasilan pengembangan usahatani cabai di masa mendatang.
From Tradition to Transformation: The Mediating Role of Entrepreneurial Learning and Digital Readiness in Leveraging Socio-Cultural Capital for Innovation Hamid, Muliyadi; Safar , Ilham; Wahyu , Wahyu; Ramlawati , Ramlawati; Nurdin , Nasyirah
Vifada Management and Social Sciences Vol. 3 No. 2 (2025): July - December
Publisher : Yayasan Vifada Cendikia Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70184/nsgrn942

Abstract

Purpose: This study aims to examine how socio-cultural capital influences innovation among micro, small, and medium enterprises (MSMEs) in South Sulawesi through the mediating roles of entrepreneurial learning and digital readiness. The research seeks to clarify how cultural values and learning dynamics interact to shape digital and innovative capabilities within emerging market contexts. Research Design and Methodology: A quantitative approach was employed using Structural Equation Modeling Partial Least Squares (SEM–PLS) to test a double-mediation model. Data were collected from 300 MSME owners across five regencies in South Sulawesi Makassar, Gowa, Maros, Bone, and Wajo representing diverse socio-cultural and economic landscapes. The constructs were measured using validated indicators adapted from prior studies, and data were analyzed using SmartPLS 4 to assess both measurement and structural models. Findings and Discussion: The results reveal that socio-cultural capital indirectly enhances innovation through entrepreneurial learning and digital readiness. Entrepreneurial learning serves as a bridge between traditional values and digital transformation, while digital readiness translates learning outcomes into innovative practices. This indicates that innovation in culturally embedded settings arises not merely from technology adoption but from the dynamic interplay of culture, learning, and digital adaptation. Implications: The study emphasizes the need for policy and managerial interventions that integrate cultural values into innovation strategies. Strengthening culturally rooted learning ecosystems and promoting digital literacy can enhance MSME competitiveness and sustainability in emerging regions.
The Influence of Organizational Culture and Human Resource Quality on Employee Performance with Work Motivation as a Mediating Variable Akib, Fitriani; Insan, A. Nur; Hamid, Muliyadi
Journal of Management and Administration Provision Vol. 6 No. 1 (2026): Journal of Management and Administration Provision
Publisher : Pusat Studi Pembangunan dan Pemberdayaan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55885/jmap.v6i1.735

Abstract

This research aims to examine how the organizational culture and quality of human resources impact on the employee performance and the connection between work motivation and the work performance. The study was carried out at the Office of the Airport Authority Region V Makassar using quantitative research design. The sampling method was the Slovin formula that resulted in a sample of 116 State Civil Apparatus employees. The methods used included the collection of data through distributed questionnaires and the analysis of the data with the help of the Partial Least Squares (PLS) model which was conducted with the help of SmartPLS 3.0 software. The empirical findings suggest that organizational culture directly and statistically significantly influences the performance of employees. Likewise, quality of the human resource has a direct effect of high influence on employee performance. Moreover, organizational culture and the quality of human resource were identified to have a strong impact on work motivation of employees. Nevertheless, work motivation did not have a statistically significant impact on employee performance implying that it was not effective as a mediating construct. That is, work motivation is influenced by organizational culture and the quality of human resource, but this does not mediate the impact of these antecedents on employee performance. This result suggests that performance enhancement is more mightily defined by the inner organizational quality and competence of the employees than it is by motivation.
Co-Authors Abdul Samad Abdul Samad Arief Akib, Fitriani Akmal Akmal Ami Novrindah Primiatmi A Latief Andi Nur Insan Anshar, Nur Azizah Arfah, Arfah Arief, Abdul Samad Bahar Sinring Bidol, Syamsuddin Dayan Abdurrahman Djabar, Sadly Abdul Fahrul Kahfi Firmawansyah, Muh. Subhan Hapdayani, Hapdayani Ilham Safar Indira Mulyasari Paramastuti Ilham Irwan Paserangi Katriani, Ariska Nova Kirana, Andi Candra Latief, Andi Bachtiar Muh. Nasir Hamzah Muhammad Ridwan Arif Muhammad Yasir Mujahid Mujahid Mujahid, Mujahid Munawir Nasir Nasir Hamzah Nasruddin Nasruddin Nur Azizah Anshar Nurdin , Nasyirah Nurmadhani Fitri Suyuthi Oskar Hutagaluh Rafi, Fadliastuti Ramadani, Triska Ramlawati , Ramlawati Regina Ridwan, Ridwan Samad, Mohammad Azwar Sardjana Orba Manullang Sitanggang, Charles Tua Sri Adrianti Muin St. Rukaiyah Sugeng Hermanto, Sugeng Syarip, Muhammad Tangdirerung, Peri Taufikurrahman Taufikurrahman Tiara Erika Amalia Triska ramadani Wahyu , Wahyu Walianggen, Simson Wati, Irma Wulandari, Andi Dwi