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SAMSON LAURENS
Ilmu Kesejahteraan Sosial, FISIP, Universitas Kristen Indonesia Maluku
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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ORGANIZATIONAL CULTURE, POSITION PROMOTION AND ENVIRONMENT TO WORK SPIRIT Tehubijuluw Zacharias; Samson Laurens; Derek Bakarbessy
JURNAL BADATI Vol 6, No 1 (2024)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v6i1.1200

Abstract

Morale is a person's desire and sincerity to do his job well and be disciplined to achieve maximum work performance. Therefore, every organization must strive in such a way that its employees still have high morale in completing the assigned tasks. However, to achieve the desired work spirit is not easy, because many factors influence it, including organizational culture, work environment and promotions. This study aims to analyze the influence of organizationalculture, job promotion and work environment either partially or simultaneously on work morale. This research uses descriptive-quantitative approach with causal correlational type. The population used in this study were all employees of the Planning and Development Agency of Maluku Province as many as 134 people consisting of 74 ASN and 60 honorary staff. Determination of the number of samples using the Isaac and Michael sample table, where if the population is 134 people, then at the 95% confidence level, the sample is 97 people, which is determined by simple random sampling. Data were analyzed by multiple linear regression. The results of the study concluded that organizational culture, promotion and work environment had a positive andsignificant effect on work morale, either partially or simultaneously.
INFLUENCE OF LEADERSHIP, REWARD AND PUNISHMENT ON MILLENNIAL EMPLOYEE PERFORMANCE Samson Laurens; Marce Paliama; Heni Josanal Kalasa; Welmince Haya
JURNAL BADATI Vol 4, No 2 (2022)
Publisher : Fakultas Ilmu Sosial dan Ilmu Politik

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38012/jb.v7i2.865

Abstract

This study aims to analyze (1) the influence of leadership on the performance of millennial employees, (2) the effect of rewards on the performance of millennial employees, (3) the effect of punishment on the performance of millennial employees and (4) the influence of leadership, reward and punishment on the performance of millennial employees. The study was conducted at the BRI Ambon Branch Office for 2 (two) months, from March to April 2022. The population used in this study were all 54 millennial employees of the BRI Ambon Branch Office. Due to the relatively small number of samples (less than 100 people) and easily accessible by researchers, a saturated sample was determined. The results of the study conclude that (1) leadership has no significant effect on the performance of millennial employees, (2) rewards have no significant effect on the performance of millennial employees, (3) punishment has a positive and significant effect on the performance of millennial employees and (4) Leadership, reward and punishment have an effect on positive and significant impact on the performance of millennial employees of the BRI Ambon Branch Office.
Pengaruh Reward dan Punishment Terhadap Peningkatan Kinerja Pegawai di Balai Pelestarian Kebudayaan Wilayah XX Maluku Tupan, Joselina; Laurens, Samson; Selanno, Hendry
Jurnal Ilmiah Global Education Vol. 6 No. 3 (2025): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v6i3.4073

Abstract

This study aims to analyze the influence of reward and punishment on employee performance at the Cultural Heritage Preservation Office, Region XX Maluku. A quantitative approach was used through a survey method involving 93 respondents. Data were analyzed using multiple linear regression to test three main hypotheses: the partial effect of reward on performance, the partial effect of punishment on performance, and the simultaneous effect of both variables on employee performance. The t-test results indicate that both reward and punishment have a significant partial effect on performance, with significance values of < 0.001. Reward contributed 34.6%, while punishment contributed a higher percentage of 60.2%. The F-test results show that reward and punishment simultaneously have a significant impact on employee performance, with an R Square value of 0.838, meaning 83.8% of the performance variance can be explained by these two variables. These findings highlight the importance of implementing appropriate human resource management strategies based on rewards and sanctions to improve employee motivation and productivity. The study recommends enhancing the reward system with more variations and applying fair and consistent punishment as part of performance management policies.
Pengaruh Pengembangan Sumber Daya Manusia dan Sarana Prasarana terhadap Kualitas Pelayanan di Balai Pelestarian Kebudayaan Wilayah XX Maluku Loupatty, Stenli Reigen; Rahawarin, Mohamad Arsad; Laurens, Samson
Jurnal Ilmiah Global Education Vol. 6 No. 3 (2025): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v6i3.4074

Abstract

This study aims to analyze the effect of Human Resource Development (HRD) and Infrastructure on Service Quality at the Cultural Heritage Preservation Office (Balai Pelestarian Kebudayaan) Region XX Maluku. The research uses a quantitative approach with multiple linear regression methods to test three hypotheses, both partially and simultaneously. The sample consisted of all employees in the institution, with a total of 93 respondents. The results of the analysis show that HRD has a significant effect on improving service quality. Similarly, adequate infrastructure also contributes significantly to the efficiency and effectiveness of services. Simultaneously, these two independent variables significantly influence service quality, as evidenced by a coefficient of determination (R²) value of 0.800. This means that 80% of the variation in service quality can be explained by HRD and infrastructure factors. The findings provide essential recommendations for policymakers to enhance HR quality through training programs and provide supportive work facilities. Moreover, the synergy between HRD and infrastructure needs to be managed in an integrated manner to achieve optimal public services. The study also recommends regular evaluations to ensure that service quality improvements are continuous and adaptive to future challenges.
Analisis Kebijakan Alokasi Anggaran Daerah Terhadap Pelaksanaan Standar Pelayanan Minimal (SPM) Pada Dinas Sosial Provinsi Maluku Manusiwa, Marisa Friskila; Laurens, Samson; Madubun, Jusuf
Jurnal Ilmiah Global Education Vol. 6 No. 3 (2025): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v6i3.4072

Abstract

This study aims to analyze the regional budget allocation policy toward the implementation of Minimum Service Standards (SPM) at the Social Affairs Office of Maluku Province. SPM represents the mandatory indicators that must be achieved by local governments in providing basic services, particularly to vulnerable groups such as the elderly, neglected children, and persons with disabilities. This research employs a descriptive qualitative approach with data collected through interviews, observation, and documentation. The analysis focuses on four main aspects: planning and budget prioritization, allocation and utilization effectiveness, institutional readiness, and monitoring and accountability. The findings indicate that while SPM programs have been aligned with regional planning documents, the integration of basic social needs data remains weak. Budget utilization effectiveness is also suboptimal, as reflected in the gap between targeted outcomes and actual achievements. Furthermore, institutional capacity and human resources are not fully prepared to implement SPM programs, and oversight is mostly administrative with limited public engagement. Therefore, strengthening cross-sectoral coordination, enhancing institutional capacity, and improving participatory monitoring systems are essential to ensure more effective budget allocation. This study recommends evidence-based policymaking as a foundation for social budget decisions.
Analysis of Project Supervision Performance in the Water Resources Sector of the Public Works and Spatial Planning Service of Central Maluku Regency Sarbun Tuankotta; Tehubijuluw Zacharias; Samson Laurens
Journal of Social Science Vol. 5 No. 4 (2024): Journal of Social Science
Publisher : Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/jss.v5i4.867

Abstract

This research aims to determine and analyze the implementation of the Water Resources Project for the Public Works and Spatial Planning Department of Central Maluku Regency. This research uses a descriptive qualitative approach. Carrying out research in the Water Resources Sector of the Public Works and Spatial Planning Department of Central Maluku Regency for 2 (two) months, namely July to September 2023. The data analysis technique in this research uses the Miles and Huberman model. The results of the research concluded that supervision of the implementation of the Water Resources Project for the Public Works and Spatial Planning Department of Central Maluku Regency was reviewed from the indicators of performance, conformance, aesthetics, time, timelines, consistency, accessability & convenience, accuracy, responsiveness, reliability, communication, security, competence. in accordance with applicable regulations and standard operating procedures
Co-Authors Amelia Tahitu Cost Sahanaya Derek Bakarbessy Heni Josanal Kalasa Jusuf Madubun Loupatty, Stenli Reigen Manusiwa, Marisa Friskila Marce Paliama RAHAWARIN, MOHAMAD ARSAD Sarbun Tuankotta Selanno, Hendry Tehubijuluw Zacharias Tehubijuluw Zacharias Tupan, Joselina Welmince Haya