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All Journal Conference In Business, Accounting And Management (Cbam) 2012 Jurnal Ilmiah Telaah Manajemen Jurnal Bisnis dan Ekonomi Proceeding Fakultas Ekonomi Kompak : Jurnal Ilmiah Komputerisasi Akuntansi Jurnal Mahasiswa Pasca Sarjana Students´ Journal of Accounting and Banking Students´ Journal of Economic and Management Proceeding SENDI_U Jurnal Mirai Management Jurnal Dinamika Ekonomi dan Bisnis Syntax Literate: Jurnal Ilmiah Indonesia JURNAL MANAJEMEN Journal of Economic, Bussines and Accounting (COSTING) AFEBI Management and Business Review PROCEEDINGS JURNAL EKONOMI MANAJEMEN AKUNTANSI SEIKO : Journal of Management & Business Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan EQIEN - JURNAL EKONOMI DAN BISNIS Jurnal Ilmu Manajemen (JIMMU) Jesya (Jurnal Ekonomi dan Ekonomi Syariah) YUME : Journal of Management Value: Jurnal Manajemen dan Akuntansi Jurnal Ilmiah Edunomika (JIE) Al-Kharaj: Journal of Islamic Economic and Business Business, Economics and Entrepreneurship Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) International Journal of Social and Management Studies (IJOSMAS) Jurnal Litbang Kota Pekalongan Jurnal Ekonomi Efektif Literacy : International Scientific Journals of Social, Education, Humanities Jurnal Ilmu Manajemen dan Bisnis Journal Research of Social Science, Economics, and Management Eduvest - Journal of Universal Studies Riwayat: Educational Journal of History and Humanities IIJSE Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Penelitian Pendidikan Indonesia Jurnal Ekonomi dan Bisnis Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
Tristiana Rijanti
Fakultas Ekonomika Dan Bisnis, Universitas Stikubank (UNISBANK) Semarang
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Neuroscience Public Health Social Sciences Other

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The Effect of Competency and Motivation on Employee Performance with Service Leadership as A Moderating Variable: Study at The Semarang Productivity Vocational Training Center Adi Purnomo Adi Purnomo; Tristiana Rijanti
LITERACY : International Scientific Journals of Social, Education, Humanities Vol. 4 No. 1 (2025): April : International Scientific Journals of Social, Education, Humanities
Publisher : Badan Penerbit STIEPARI Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/literacy.v4i1.2869

Abstract

This study aims to analyze the influence of competence and motivation on employee performance, while also examining the moderating role of servant leadership. Competence and motivation are considered key drivers of improved performance; however, their effectiveness may vary depending on the leader-ship style adopted within the organization. This research employs a quantitative method using a survey approach targeting employees at BBPVP Semarang. Data were collected through questionnaires and analyzed using multiple linear regression techniques. The findings reveal that competence has a positive and significant impact on employee performance, whereas motivation does not show a direct effect. Furthermore, servant leadership was found to weaken the relationship between competence and per-formance but strengthen the link between motivation and performance. This suggests that the more servant leadership is applied, the stronger the influence of motivation on employee performance. These findings offer practical implications for organizations to focus on competence development, enhancing employee motivation, and adopting a service-oriented leadership style to foster optimal performance.
The Effect of Competence and Self-Efficacy on Performance Moderated by Transformational Leadership : A Study of The Regional Secretariat of Batang Regency Muhammad Fathur Rahman; Tristiana Rijanti
LITERACY : International Scientific Journals of Social, Education, Humanities Vol. 4 No. 3 (2025): December : International Scientific Journals of Social, Education, Humanities
Publisher : Badan Penerbit STIEPARI Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/literacy.v4i3.2989

Abstract

This study aims to examine and analyze the influence of competence and self-efficacy on employee performance, with transformational leadership acting as a moderator, in the Regional Secretariat of Batang Regency. Data collection was conducted by distributing questionnaires to 109 respondents, selected from a total population of 189 employees. The data analysis was performed using SPSS version 27, employing descriptive statistical tests, validity tests, reliability tests, and regression analysis to determine the relationships between the variables. The results of the study revealed several key findings. First, competence was found to have a negative and significant effect on employee performance. This suggests that higher levels of competence do not necessarily lead to improved performance, possibly due to other factors, such as organizational culture or work environment, that may counterbalance the effects of individual competence. Second, self-efficacy was found to have a positive and significant effect on employee performance. This indicates that employees who believe in their ability to perform tasks are more likely to achieve better results. Moreover, transformational leadership was found to strengthen the effect of competence on employee performance. This suggests that leaders who inspire and motivate their employees, encourage innovation, and provide a supportive work environment can enhance the positive impact of competence on performance. However, transformational leadership was also found to weaken the effect of self-efficacy on employee performance. This could be due to the fact that transformational leadership provides external motivation and guidance, which may reduce the reliance on employees' self-confidence in achieving performance goals. In conclusion, the study highlights the complex relationships between competence, self-efficacy, and performance, with transformational leadership playing a significant moderating role in these dynamics. The findings provide valuable insights for organizations seeking to enhance employee performance through leadership strategies.
The Effect of Compensation and Work Motivation on Employee Performance with Job Satisfaction as an Intervening Variable Akhmad Khusnan; Tristiana Rijanti
LITERACY : International Scientific Journals of Social, Education, Humanities Vol. 4 No. 3 (2025): December : International Scientific Journals of Social, Education, Humanities
Publisher : Badan Penerbit STIEPARI Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/literacy.v4i3.2990

Abstract

This research aimed to describe and analyze the influence of compensation, work motivation, and job satisfaction on employee performance at the Batang Regency Regional Secretariat. A purposive sampling method was used to select 140 respondents for this study. Data collection was conducted using a questionnaire with a 7-point Likert scale. The instruments were tested for validity and reliability. Validity testing was carried out through factor analysis, which examined the Kaiser-Meyer-Olkin (KMO) and factor loading values to determine sample adequacy. Reliability was assessed using Cronbach’s alpha to ensure consistency of the measurement. Hypothesis testing was performed using multiple linear regression with SPSS version 27 and the Sobel Test software. The results of the study revealed several significant findings. First, compensation was found to have a positive and significant effect on job satisfaction, suggesting that employees who are well-compensated tend to be more satisfied with their jobs. Second, work motivation was also found to have a positive and significant effect on job satisfaction, indicating that motivated employees are likely to feel more satisfied in their work environment. Third, compensation was shown to have a positive and significant effect on employee performance, highlighting that adequate compensation contributes to improved performance levels. Similarly, work motivation had a positive and significant effect on employee performance, demonstrating that motivated employees tend to perform better in their roles. Additionally, job satisfaction had a positive and significant effect on employee performance, suggesting that satisfied employees are more likely to deliver high-quality work. However, the study also found that job satisfaction does not mediate the influence of competence on employee performance or the influence of work motivation on employee performance. These findings suggest that while compensation, motivation, and satisfaction are crucial to performance, other factors may be at play in determining how competence and motivation directly influence performance outcomes.
The Influence of The Glass Ceiling Phenomenon and Perceived Or-ganiztional Support on Employee Performance Mediated by Career De-velopment in The Regional Inspectorate of Pati Regency Karina Kusumastuti Pratiwi; Tristiana Rijanti
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 10 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i10.9549

Abstract

This study explores how the Glass Ceiling and Perceived Organizational Support influence employee performance, with career development acting as a mediating variable. The research focuses on employees at the Regional Inspectorate of Pati Regency, utilizing a quantitative survey method involving 70 respondents. Data were analyzed using multiple linear regression. Results indicate that Glass Ceiling has a significant direct effect on performance, while Perceived Organizational Support does not. However, Career development played a mediating role between the Glass Ceiling and Perceived Organizational Support in relation to Employee Performance. These results offer practical insights for human resources management, particularly regarding Glass Ceiling, Perceived Organizational Support, Career Development and Performance.
Pengaruh Kompetensi, Lingkungan Kerja dan Motivasi Terhadap Kinerja Karyawan (Studi Pada Karyawan PT Bumen Redja Abadi) Yuliana Yuliana; Tristiana Rijanti
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 6 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i3.8762

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kompetensi, lingkungan kerja, dan motivasi terhadap kinerja karyawan PT Bumen Redja Abadi Kota Semarang. Latar belakang penelitian didasarkan pada pentingnya kualitas sumber daya manusia dalam meningkatkan kinerja organisasi, terutama di tengah persaingan bisnis yang kompetitif. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei, teknik sampling menggunakan random sampling dengan 108 responden yang dipilih secara acak dari total populasi 148 karyawan. Instrumen penelitian menggunakan kuesioner tertutup dengan skala Likert, dan pengujian data dilakukan melalui analisis regresi linier berganda. Hasil uji validitas dan reliabilitas menunjukkan bahwa seluruh instrumen penelitian valid dan reliabel. Temuan penelitian menunjukkan bahwa ketiga variabel independen—kompetensi (B = 0,235; sig = 0,000), lingkungan kerja (B = 0,371; sig = 0,000), dan motivasi (B = 0,243; sig = 0,002)—berpengaruh positif dan signifikan terhadap kinerja karyawan. Koefisien determinasi (R²) sebesar 0,974 mengindikasikan bahwa variabel kinerja karyawan dipengaruhi oleh kompetensi, lingkungan kerja, motivasi, sebesar 97,4% dan sisanya dipengaruhi faktor lain diluar variabel yang diteliti. Lingkungan kerja menjadi faktor paling dominan dalam meningkatkan kinerja. Penelitian ini menyimpulkan bahwa penguatan kompetensi, penciptaan lingkungan kerja yang kondusif, serta peningkatan motivasi merupakan strategi efektif dalam mendorong kinerja karyawan yang optimal.
The Mediating Role of Employee Engagement in the Relationship between Perceived Organizational Support and Motivation with Employee Performance Risma Kencanamurti; Tristiana Rijanti
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 6 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i4.8945

Abstract

This study aims to investigate the effect perceived organizational support and motivation toward employee engagement. A further objective is to analysis the role of perceived organizational support, work motivation, and employee engagement in driving employee performance. This research design adopted a quantitative survey approach. The study sample consisted of all 107 employees of the Transportation Agency in Pati Regency, Central Java, selected using a census technique. The collected data were analyzed using descriptive statistics, validity test, reliability tests, and multiple linear regressions. The mediation role was analyzed using the Sobel test. The initial research findings indicate that organizational support and motivation have a positive impact on employee engagement. Further study findings indicate that perceived organizational support, motivation, and employee engagement have a significant effect on employee performance. The research findings contribute theoretically to the field of human resources by demonstrating the employee engagement as intervening variable in the relationship between perceived organizational support and motivation toward employee performance.
The Influence of Work Environment And Job Stress on The Performance of Career Sailors on Board With Job Satisfaction As A Intervening Variable (A Study on Sailors Participating in Navigation Skill Training at Politeknik Ilmu Pelayaran Semarang) Norma Rahmatika Hadi Armika; Tristiana Rijanti
Eduvest - Journal of Universal Studies Vol. 4 No. 3 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i3.1082

Abstract

The research aims to examine the influence of the work environment and job stress on the performance of seafarers in their careers aboard ships, with job satisfaction as an intervening variable. The method applied is a census. The research population consists of all sailors participating in maritime skills training at the Maritime Polytechnic of Se-marang, totaling 90 people. Data collection technique involves surveys. The analysis process includes instrument testing, model testing, F-test, multiple regression test, and hypothesis testing. The research results indicate that: (1) the work environment has a significantly positive influence on job satisfaction; (2) job stress has a significant-ly negative influence on job satisfaction; (3) the work environment has a significantly positive influence on performance; (4) job stress does not have a significant influence on performance; (5) job stress indirectly influences performance negatively through job satisfaction.
The Influence of Personality and Work Motivation on Employee Performance Through the Mediating Role of Organizational Commitment (A Study at the Environmental Agency of Semarang City) Tyas Astuti; Tristiana Rijanti
Journal Research of Social Science, Economics, and Management Vol. 5 No. 2 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i2.1017

Abstract

This research is motivated by the achievement of the performance of the Semarang City Environment Agency (DLH) in the 2021–2023 period, which has not met the targets in various main indicators, allegedly due to human resource factors such as personality, work motivation, and organizational commitment. This research aims to analyze the influence of personality and work motivation on employee performance, both directly and indirectly through the mediating role of organizational commitment. The population used in this study consists of all Civil Servants (PNS) who work at the Semarang City Environment Agency with criteria including permanent employees and a minimum working period of three years. The total population is 80 people, and the sampling technique used is the census method or saturated sample, resulting in 80 respondents. The data source used was primary data, collected through a questionnaire. The data analysis technique employed was path analysis using the SPSS version 25 program. The results of the study show that personality variables have a positive and significant effect on organizational commitment, and work motivation has a positive and significant effect on organizational commitment. Personality has a positive and significant effect on employee performance, work motivation has a positive and significant effect on employee performance, and organizational commitment has a positive and significant effect on employee performance. The results of the mediation test showed that organizational commitment can mediate the influence of personality and work motivation on employee performance.
PENGARUH KOMPENSASI, MOTIVASI DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA (STUDI PADA KARYAWAN OPD SE-KECAMATAN NGALIYAN KOTA SEMARANG) Andhika Ekwan Januar Pratama; Tristiana Rijanti
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/s9shhw70

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kompensasi, motivasi, dan lingkungan kerja terhadap kepuasan kerja pada karyawan OPD se-Kecamatan Ngaliyan Kota Semarang. Metode yang digunakan adalah pendekatan kuantitatif dengan teknik purposive sampling dengan persyaratan karyawan berstatus Aparatur Sipil Negara (ASN), masa kerja minimal 2 tahun, dan pendidikan minimal Sekolah Menengah Atas (SMA) dengan jumlah 78 responden. Data diperoleh melalui kuesioner dan dianalisis menggunakan regresi linear berganda dengan bantuan software SPSS 26. Nilai Adjusted R Square sebesar 0,852 menunjukkan bahwa ketiga variabel tersebut mampu menjelaskan 85,2% variabilitas kepuasan kerja. Hasil penelitian menunjukkan bahwa ketiga variabel bebas yaitu kompensasi, motivasi, dan lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Temuan ini mengimplikasikan bahwa peningkatan ketiga faktor tersebut dapat meningkatkan kepuasan kerja pegawai secara signifikan.  
Pengaruh Motivasi, Kepribadian Dan Kepemimpinan Transformasional Terhadap Kinerja Karyawan Di PT Bank Capital Indonesia, Tbk Kevin Robert Junior; Tristiana Rijanti
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 2 (2026): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v7i1.10297

Abstract

Penelitian ini bertujuan untuk menganalisis Pengaruh Motivasi, Kepribadian dan Kepemimpinan Transformasional Terhadap Kinerja Karyawan di PT Bank Capital Indonesia, Tbk. Populasi dalam penelitian ini sebesar 100 karyawan. Penelitian ini menggunakan metode sensus dengan menyebarkan kuesioner kepada 100 responden secara online. Data yang telah dikumpulkan selanjutnya dianalisis menggunakan SPSS 26. Hasil penelitian menunjukkan bahwa Motivasi Berpengaruh Positif dan Signifikan terhadap Kinerja Karyawan. Kepribadian Berpengaruh Positif dan Signifikan terhadap Kinerja Karyawan. Kepemimpinan Transformasional Tidak Berpengaruh terhadap Kinerja Karyawan.
Co-Authors 08.05.51.0135 Sigit Kusprihanto 10.05.51.0102 Fajar Wahyu Aristama 1142020111 Zaenita Elmeida, 1142020111 12.5202.0209 Puguh Priyambodo, 12.5202.0209 1252020029 Ulfa Noviana 1352020077 Eli Pusriyanto, 1352020077 13520220071 Didah Zakiah Oktaviani, 13520220071 Adi Purnomo Adi Purnomo Agus Budi Santoso AHMADI Ainun Nadiroh, Lisa Khoridatul Akhmad Khusnan Alvidya Laksana Putri Aminin, Nur Ananda Tyas Saoutri Andhika Ekwan Januar Pratama Anisa Ayu Hartaningtyas, 14.05.51.0007 Anita Zusrotun Nafiah, 14.05.51.0181 Askar Yunianto Axselia Anggranata Bambang Suko Priyono Berlian Agustina Mahardhika Catur Setyaji Devi Febriyanti Dian Suprapti Diputra, Fadila Kusuma Dita Fitria Hapsari Dwi Dwi Kristiyanti Endang Tjahjaningsih Epy Rupiningsih, 14.05.51.0072 Epy Rupiningsih, 14.05.51.0072 Euis Soliha Eunike Catherine Lydiastuti Farah Sariati Farah Sariati Feri Lupiana, Feri Haris Ihsanil Huda Ibrahim Yusuf Ida Ayu Putu Sri Widnyani Ima Nurshilasari Indah Permatasari, Resita Insan Khusnulailah A'syaroh Intan Mayasari, 13.05.51.0031 Intan Mayasari, 13.05.51.0031 Joshua Vincent Oktaviadi Karina Kusumastuti Pratiwi Kasmari Kasmari . Kencanamurti, Risma Kevin Robert Junior Khusnulailah A'syaroh, Insan Kis Indriyaningrum Krisdayanti, Fitri Kurnia, Dyna Kurniawan, Yudha Bagus Lady Nurdianti, 14.05.51.0246 Laksmintari Dewi Paramitha Liana, Lie Lie Liana Lie Liana . Lisa Khoridatul Ainun Nadiroh Luthfiani, Indanaa Melisa Candra Kirana Moh. Abdul Hakim Muarifudin, Muarifudin Muhammad Fathur Rahman Naili Afifah Ningsih, Sofia Norma Rahmatika Hadi Armika Noviana, Ulfa Nugroho, Heri Prasetiyo Pamungkas, Dito Bagus Pamungkas, Fachrul Reza Priyatno, Susilo Purwandi Purwandi Putra, Yudha Pradana Rifki Alan Aldiansyah Riskha Septi Prahesti Risma Kencanamurti Robertus Basiya Rovizanti, Akhfa Mahardika Sa'adah, Noor Safrizal Rizky Surya Chandra Sahadizah, Yamaudina Salsabilla Rachma Kanti Laras Salsabilla Rachma Kanti Laras Sari, Lisa Puspita Sarwindah . Septiana, Niken Ayu Sih Darmi Astuti Sofia Ningsih Sofiya Ningsih Sri Rahayuningsih Suprapti, Dian Susilo Prayitno Trishendratmo, Kurniawan Tyas Astuti Vita Mei Dwi Ariyanti WINDA ARISTA DEVI SAPUTRI, 15.05.51.0222 Yamaudina Sahadizah Yang Marcella Devina Santoso Yeni Puspita Yesicha Hedhi Ekklesia, 13.05.51.0217 Yesicha Hedhi Ekklesia, 13.05.51.0217 Yonar Wijaya Yuliana Yuliana Yuliana Yuliana Zara Ain Nurul Jannah