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<![CDATA[Pengaruh Kompetensi Sumber Daya Manusia dan Keterlibatan Kerja terhadap Kinerja Karyawan di PT. Dayana Cipta Tomohon ]]>
<![CDATA[Koroh, Gabriella]]>;
<![CDATA[Rumawas, Wehelmina]]>;
<![CDATA[Punuindoong, Aneke Yolly]]>
<![CDATA[ JURNAL ADMINISTRASI BISNIS (JAB) Vol. 15 No. 1 (2025) ]]>
Publisher : <![CDATA[Universitas Sam Ratulangi ]]>
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<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh Kompetensi Sumber Daya Manusia (SDM) dan Keterlibatan Kerja Terhadap Kinerja Karyawan. Populasi dari penelitian ini adalah karyawan dari PT. Dayana Cipta yang berada di Unit Produksi Tomohon yang berjumlah 35 karyawan dan dengan teknik pengambilan sampel digunakan adalah jenis sampel jenuh yang berjumlah 35. Teknik pengumpulan data dilakukan dengan melakukan kajian pustaka, Teknik survey lapangan dengan menyebarkan kuisioner kepada responden kemudian dianalisis dengan menggunakan Software smartPLS4 structural equation modeling (SEM) dengan pendekatan partial least square, di uji dalam dua tahap yaitu inner model dan outer model.Berdasarkan hasil analisis data diketahui bahwa variabel Kompetensi Sumber Daya Manusia tidak berpengaruh secara signifikan terhadap Kinerja Karyawan, variabel Kompetensi Sumber Daya Manusia berpengaruh signifikan terhadap Keterlibatan Kerja, dan variabel Keterlibatan Kerja berpengaruh signifikan terhadap Kinerja Karyawan.]]>
<![CDATA[Pengaruh Kompetensi Sumber Daya Manusia dan Keterlibatan Kerja terhadap Kinerja Karyawan di PT. Dayana Cipta Tomohon ]]>
<![CDATA[Koroh, Gabriella]]>;
<![CDATA[Rumawas, Wehelmina]]>;
<![CDATA[Punuindoong, Aneke Yolly]]>
<![CDATA[ JURNAL ADMINISTRASI BISNIS (JAB) Vol. 15 No. 1 (2025) ]]>
Publisher : <![CDATA[Universitas Sam Ratulangi ]]>
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<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh Kompetensi Sumber Daya Manusia (SDM) dan Keterlibatan Kerja Terhadap Kinerja Karyawan. Populasi dari penelitian ini adalah karyawan dari PT. Dayana Cipta yang berada di Unit Produksi Tomohon yang berjumlah 35 karyawan dan dengan teknik pengambilan sampel digunakan adalah jenis sampel jenuh yang berjumlah 35. Teknik pengumpulan data dilakukan dengan melakukan kajian pustaka, Teknik survey lapangan dengan menyebarkan kuisioner kepada responden kemudian dianalisis dengan menggunakan Software smartPLS4 structural equation modeling (SEM) dengan pendekatan partial least square, di uji dalam dua tahap yaitu inner model dan outer model.Berdasarkan hasil analisis data diketahui bahwa variabel Kompetensi Sumber Daya Manusia tidak berpengaruh secara signifikan terhadap Kinerja Karyawan, variabel Kompetensi Sumber Daya Manusia berpengaruh signifikan terhadap Keterlibatan Kerja, dan variabel Keterlibatan Kerja berpengaruh signifikan terhadap Kinerja Karyawan.]]>
<![CDATA[Pengaruh Kompetensi SDM terhadap Komitmen Organisasional, Kompensasi dan Kinerja Karyawan (Studi Pada Perusahaan Jasa Konstruksi Bersertifikasi ISO-9000 di Provinsi Sulut) ]]>
<![CDATA[Rumawas, Wehelmina]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 9 No. 4 (2011) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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<![CDATA[The aims of this research are: 1) to analyze and explain the significant influence of human resource variable on organizational commitment. 2) to analyze and explain the significant influence of human resource variable on compensation. 3) to analyze and explain the significant influence of human resource competence variable on employee's performance. 4) to analyze and explain the significant influence of organizational commitment on to compensation. 5) to analyze and explain the significant influence of organizational commitment toward employee's performance. 6) to analyze and explain the significant influence of compensation variable on employee's performance. This research samples 211 field employees. The data is sampled using propotional random sampling. Questioner is the main instrument to collect data, as well as to obtain secondary data of the related company. SEM (Structural Equation Model) is used to calculate and test research result data. Research result shows that: 1) Significant and positive influence of human resource competence on organizational commitment is strongly seen. 2) Significant and positive influence between human resource competence toward compensation is strongly seen. 3) Significant and positive between human resource competence and employee's performance is strongly seen. 4) Significant and positive influence between organizational commitment toward compensation is strong, 5) Significant and positive influence between organizational commitment toward employee's performance. 6) Significant and positive influence between compensation toward employee's performance.]]>
<![CDATA[Effect of Training and Career Development on Motivation and Employee Performance ]]>
<![CDATA[Aditya, I Putu Khrisna Raka]]>;
<![CDATA[Pio, Riane Johnly]]>;
<![CDATA[Rumawas, Wehelmina]]>
<![CDATA[ International Journal of Science and Society Vol 6 No 1 (2024): International Journal of Science and Society (IJSOC) ]]>
Publisher : <![CDATA[GoAcademica Research & Publishing ]]>
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DOI: 10.54783/ijsoc.v6i1.996
<![CDATA[This research aims to determine and analyze the influence of Training and Career Development on Employee Motivation and Performance at Airnav Indonesia Manado Branch Office. This study uses a quantitative approach. The population in this study were all functional employees of AirNav Indonesia Manado Branch Office. The data collection technique is by distributing questionnaires, while secondary data is collected through literature study after reading various literature. The data analysis technique uses the Partial Least Square Structural Equation Model (PLS-SEM) method with the help of SmartPLS software version 4. The findings of this study reveal that Training and Career Development has a positive and significant effect on motivation. Training and Motivation has a positive and significant effect on employee performance, whereas Career Development has no effect on Employee Performance. Meanwhile Motivation can mediates the effect of training and career development on employee performance.]]>
<![CDATA[Employee Organızatıonal Commıtment and Its Effect On Turnover Intentıon Behavıor In Multı-Fınance Industry ]]>
<![CDATA[Rumawas, Wehelmina]]>
<![CDATA[ APMBA (Asia Pacific Management and Business Application) Vol. 10 No. 2 (2021) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics and Business, Brawijaya University ]]>
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DOI: 10.21776/ub.apmba.2021.010.02.7
<![CDATA[One of the indicator of successful organization that boost HR practices is that they can retain employees. Therefore companies are encouraged to take action to reduce turnover as one of the popular HR program that could retain employees. This study aims to examine the impact of multi-finance employee organizational commitment on turnover intention behaviour. Survey within the finance sector business and disributing questionnaire was used to obtain data from 212 respondents from 30 multi-finance companies. The data were analyzed through the PLS-SEM model using smartPLS-3 software. The results show that organizational commitment has a positive and significant effect on attitude toward leaving, subjective norm, and perceived behavioural control; thus, it impacts employee turnover intention. The significant indirect impact of organizational commitment on turnover intention was also revealed. The model clearly expresses the organizational commitment of multi-finance employees and its impact on turnover intention through the theory of planned behaviour construct. Managers need to understand these factors and their impact on turnover intention.]]>
<![CDATA[Pengaruh Beban Kerja, Kompensasi dan Komitmen Organisasi Terhadap Kinerja Pegawai pada Badan Kepegawaian Daerah Provinsi Sulawesi Utara ]]>
<![CDATA[Wowor, Arista Dave]]>;
<![CDATA[Niode, Burhan]]>;
<![CDATA[Rumawas, Wehelmina]]>
<![CDATA[ Jurnal Impresi Indonesia Vol. 4 No. 12 (2025): Jurnal Impresi Indonesia ]]>
Publisher : <![CDATA[Riviera Publishing ]]>
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DOI: 10.58344/jii.v4i12.7346
<![CDATA[Penelitian ini dilatar belakangi oleh adanya dinamika capaian kinerja pada Badan Kepegawaian Daerah (BKD) Provinsi Sulawesi Utara, di mana hasil capaian tahun 2024 menunjukkan belum tercapainya beberapa target indikator kinerja utama. Fenomena ini diduga dipengaruhi oleh perubahan regulasi dan sistem kerja baru (SIASN) yang berdampak pada peningkatan beban kerja, isu kesenjangan kompensasi antara PNS dan PPPK, kebijakan efisiensi anggaran, serta urgensi mempertahankan komitmen organisasi di tengah penyederhanaan birokrasi. Penelitian ini bertujuan untuk menganalisis dan mengetahui pengaruh beban kerja dan kompensasi terhadap kinerja pegawai dengan komitmen organisasi sebagai variabel intervening pada Badan Kepegawaian Daerah (BKD) Provinsi Sulawesi Utara. Metode penelitian yang digunakan adalah metode kuantitatif dengan jumlah sampel sebanyak 73 responden. Adapun teknik pengumpulan data menggunakan kuesioner tertutup dan hasil jawaban responden mengunakan skala likert. Teknik analisis data menggunakan SEM-PLS pada aplikasi SmartPLS4 untuk menguji delapan hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa: (1) Beban kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, komitmen organisasi, dan kompensasi; (2) Sebaliknya, kompensasi tidak memiliki pengaruh signifikan terhadap komitmen organisasi dan kinerja pegawai; (3) Sedangkan komitmen organisasi juga tidak memiliki pengaruh signifikan terhadap kinerja pegawai. (4) Hasil pengujian mediasi menunjukkan bahwa komitmen organisasi tidak mampu memediasi pengaruh beban kerja terhadap kinerja pegawai, maupun pengaruh kompensasi terhadap kinerja pegawai. Kesimpulan dari penelitian ini menegaskan bahwa kinerja pegawai di Badan Kepegawaian Daerah Provinsi Sulawesi Utara secara dominan dipengaruhi oleh faktor beban kerja secara langsung, sementara komitmen organisasi dan kompensasi belum menjadi faktor pendorong utama dalam peningkatan kinerja pegawai.]]>
<![CDATA[Pengaruh Disiplin Kerja dan Komitmen Organisasional terhadap Kinerja Karyawan pada PT. Pelabuhan Indonesia (Persero) Regional 4 Bitung ]]>
<![CDATA[hutasoit, helen meilinda]]>;
<![CDATA[rumawas, wehelmina]]>;
<![CDATA[tamengkel, lucky]]>
<![CDATA[ JURNAL ADMINISTRASI BISNIS Vol. 16 No. 2 (2026): JURNAL ADMINISTRASI BISNIS (JAB) ]]>
Publisher : <![CDATA[Universitas Sam Ratulangi ]]>
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<![CDATA[This study aims to analyze the influence of work discipline and organizational commitment on employee performance at PT. Pelabuhan Indonesia (Persero) Regional 4 Bitung. The study used a quantitative approach with an associative design on 53 respondents from a total of 113 employees. Data were collected through a Likert scale questionnaire and analyzed using the Structural Equation Modeling– Partial Least Squares (SEM-PLS) method with SmartPLS 4. The results showed that work discipline had a positive and significant effect on employee performance and organizational commitment, and organizational commitment had a positive and significant effect on employee performance. These findings confirm that improving work discipline can improve employee performance both directly and through strengthening organizational commitment. Therefore, companies are advised to strengthen the implementation of work discipline and develop organizational commitment to improve work quality and productivity.]]>
<![CDATA[Pengaruh Employee Engagement dan Work-Life Balance terhadap Kinerja Karyawan Kantor Pusat Bank SulutGo: bahasa indonesia ]]>
<![CDATA[Sahe, Nasya]]>;
<![CDATA[Wehelmina Rumawas]]>;
<![CDATA[Tamengkel, Lucky]]>
<![CDATA[ JURNAL ADMINISTRASI BISNIS Vol. 16 No. 2 (2026): JURNAL ADMINISTRASI BISNIS (JAB) ]]>
Publisher : <![CDATA[Universitas Sam Ratulangi ]]>
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DOI: 10.35797/jab.v16i2.66977
<![CDATA[This study aims to analyze the influence of Employee Engagement and Work-Life Balance on Employee Performance at Bank SulutGo Head Office. Using a quantitative approach with Partial Least Squares Structural Equation Modeling (PLS-SEM), data were collected through questionnaires distributed to 122 employee respondents from various work units. The research instrument consisted of 30 questions measuring three variables: Employee Performance (12 items), Employee Engagement (9 items using the UWES framework by Schaufeli & Bakker), and Work-Life Balance (9 items based on the dimensions of Greenhaus et al.). The research findings indicate that: (1) Employee Engagement has a significant positive effect on Employee Performance (H1 accepted); (2) Employee Engagement has a significant positive effect on Work-Life Balance (H2 accepted); (3) Work-Life Balance does not significantly affect Employee Performance (H3 rejected). The research model explains 44.8% of the variance in Employee Performance and 41.4% of the variance in Work-Life Balance. Employee Engagement is proven to be the dominant factor with a total effect of 0.656 on Employee Performance.]]>
<![CDATA[Pengaruh Gaya Kepemimpinan Transformasional dan Keterlibatan Kerja Terhadap Kinerja Karyawan Pada PT Pegadaian Cabang Malalayang Manado ]]>
<![CDATA[FY. Rantung, Amanda]]>;
<![CDATA[Rumawas, Wehelmina]]>;
<![CDATA[DS Mukuan, Danny]]>
<![CDATA[ JURNAL ADMINISTRASI BISNIS Vol. 16 No. 2 (2026): JURNAL ADMINISTRASI BISNIS (JAB) ]]>
Publisher : <![CDATA[Universitas Sam Ratulangi ]]>
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<![CDATA[This study aims to analyze the influence of transformational leadership and work engagement on employee performance at PT Pegadaian Malalayang Branch, Manado. This research uses a quantitative associative approach with a census sampling technique involving 38 employees. Data were collected through questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4. The results indicate that transformational leadership has a positive and significant effect on employee performance and work engagement. Meanwhile, work engagement shows a positive but not significant effect on employee performance. These findings suggest that transformational leadership plays a dominant role in improving employee performance through inspiration, motivation, and individual consideration. Therefore, organizations are encouraged to strengthen leadership quality as a strategic effort to achieve optimal and sustainable employee performance.]]>
<![CDATA[PENGARUH EMPLOYEE ENGAGEMENT DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN DI PT. TUNAS DWIPA MATRA MANADO ]]>
<![CDATA[sambuaga, imanuelah kartika]]>;
<![CDATA[pio , Riane Johnly]]>;
<![CDATA[Rumawas, Wehelmina]]>
<![CDATA[ JURNAL ADMINISTRASI BISNIS Vol. 16 No. 2 (2026): JURNAL ADMINISTRASI BISNIS (JAB) ]]>
Publisher : <![CDATA[Universitas Sam Ratulangi ]]>
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<![CDATA[The decline in productivity and low employee loyalty at PT. Tunas Dwipa Matra indicate problems in human resource management. This study aims to analyze the effect of employee engagement and organizational commitment on employee performance. A quantitative approach was used, involving 52 employees as the research sample. Data were collected through questionnaires using a five-point Likert scale and analyzed using Structural Equation Modeling based on Partial Least Squares with SmartPLS 3.0. The results show that all constructs meet validity and reliability requirements. Furthermore, employee engagement and organizational commitment have a positive and significant effect on employee performance, both partially and simultaneously. These findings emphasize that enhancing employee engagement and organizational commitment is a key factor in improving sustainable employee performance.]]>
