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Pengaruh Kualitas Pelayanan dan Penggunaan Teknologi Informasi Terhadap Kepatuhan Wajib Pajak Meidhani Martha; Sumiati , Sumiati
JURNAL MANAJEMEN DAN BISNIS EKONOMI Vol. 2 No. 1 (2024): January : JURNAL MANAJEMEN DAN BISNIS EKONOMI
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jmbe-itb.v2i1.1216

This research aims to analyze the influencequality of service and use of information technology on taxpayer compliance with the Padang One Roof Manunggal Administration System. This research uses quantitative methods. The population is the total number of taxpayers complying with the Padang One-Stop Single Administration System tax service office, the sampling technique is random sampling with anyone observing at the survey location. Data analysis uses multiple linear regression analysis using the SPSS application. The research results show that service quality has a positive effect on taxpayer compliance in the Padang One-Stop Single Administration System and the use of information technology has a positive effect on taxpayer compliance in the Padang One-Stop Single Administration System.

The Impact of Leadership Style, Organizational Climate, Motivation, and Culture on Teachers’ Performance Derizald Derizald; Yulina Eliza; Sumiati Sumiati
International Journal of Digital Marketing Science Vol. 3 No. 2 (2026)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/ijdms.v3i2.1753

This study investigates the influence of leadership style, organizational climate, motivation, and organizational culture on teachers’ performance at SMA Negeri 1 Basa Ampek Balai. A quantitative research design was adopted, employing a survey method through the distribution of structured questionnaires to 50 teacher respondents. The collected data were processed using descriptive statistical analysis, classical assumption testing, and multiple linear regression analysis with the support of IBM SPSS version 26.0. The results of the descriptive analysis reveal that teachers’ performance, leadership style, motivation, and organizational culture are generally perceived at a good level, whereas the organizational climate is assessed as moderately good. The normality test indicates a significance value of 0.074, exceeding the standard threshold of 0.05, which confirms that the data are normally distributed. The partial hypothesis testing (t-test) demonstrates that leadership style, organizational climate, motivation, and organizational culture each exert a positive and statistically significant effect on teachers’ performance. In addition, the simultaneous hypothesis testing using the F-test (ANOVA) yields a significance value of 0.000, indicating that all independent variables collectively have a significant influence on teachers’ performance. Furthermore, the coefficient of determination (R²) is recorded at 0.717, suggesting that 71.7% of the variance in teachers’ performance can be explained by the combined effects of leadership style, organizational climate, motivation, and organizational culture, while the remaining 28.3% is attributed to other factors beyond the scope of this study. These findings emphasize the strategic role of school leadership in fostering a supportive organizational environment, strengthening motivation, and cultivating a positive organizational culture to enhance teachers’ performance. This study contributes valuable empirical evidence to the field of educational management, particularly within public senior high schools in regional contexts.

HUMAN RESOURCES MANAGEMENT (HRM) RAMAH LINGKUNGAN DAN PERILAKU RAMAH LINGKUNGAN: MEDIASI KOMITMEN ORGANISASI PADA BADAN PENGELOLAAN KEUANGAN DAN ASET DAERAH (BPKAD) KOTA PADANG Sumiati Sumiati; Lidia Elfridawati Salamanang
Jurnal Menara Ekonomi : Penelitian dan Kajian Ilmiah Bidang Ekonomi Vol 11, No 2 (2025): VOLUME XI NO. 2 APRIL 2025
Publisher : Jurnal Menara Ekonomi : Pelatihan dan Kajian Ilmiah Bidang Ekonomi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31869/me.v11i2.8246

Penelitian ini bertujuan untuk menguji pengaruh komitmen organisasi memediasi HRM ramah lingkungan terhadap perilaku ramah lingkungan pada BPKAD Kota Padang. Data yang digunakan dalam penelitian ini berasal dari skor jawaban yang diperoleh dari kuesioner yang dibagikan. Metode pengujian yang digunakan dalam penelitian ini adalah uji validitas, uji reliabilitas, uji multikolinearitas dan model stuktural dengan taraf signifikansi 7%. Data diuji PLS-SEM 4.0. Hasil penelitian ini menunjukkan bahwa komitmen organisasi mediasi hubungan HRM ramah lingkungan dan perilaku ramah lingkungan berdampak positif dan signifikan sehingga penelitian ini diterima, penelitian ini diharapkan akan memberikan kontribusi terhadap BPKAD Kota Padang dalam upaya meningkatkan perilaku ramah lingkungan dan kemampuan untuk lebih berkontribusi dalam kemajuan masa yang akan datang.Kata kunci: HRM, SEM, Perilaku ramah lingkungan, Komitmen Organisasi

Impact of Ethics-Based Leadership, Organizational Conflict Management, Continuous Learning, and Employee Empowerment on Employee Performance Guswati; Sumiati
Jurnal Informatika Ekonomi Bisnis Vol. 8, No. 2 (June 2026)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v8i2.1459

This study aims to analyze the influence of ethics-based leadership, organizational conflict management, continuous learning, and employee empowerment on employee performance at Imam Bonjol State Islamic University, Padang, both partially and simultaneously. This study uses a quantitative approach with a survey method. The population in this study were all employees of Imam Bonjol State Islamic University, Padang, with a sample of 70 respondents determined using a total sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that partially ethics-based leadership has a positive and significant effect on employee performance, organizational conflict management has a positive and significant effect on employee performance, continuous learning has a positive and significant effect on employee performance, and employee empowerment has a positive and significant effect on employee performance. Simultaneously, ethics-based leadership, organizational conflict management, continuous learning, and employee empowerment have a significant effect on employee performance. The coefficient of determination value of 0.650 indicates that 65% of the variation in employee performance can be explained by the four independent variables, while the rest is influenced by other factors outside the research model. The results of this study confirm that improving employee performance requires the implementation of ethical leadership, effective conflict management, strengthening a culture of continuous learning, and integrated and sustainable employee empowerment.

Determinants of Employees’ Work Ethic Rica Andria Vitaloka; Yulina Eliza; Sumiati Sumiati
International Journal of Applied Management and Business Vol. 4 No. 1 (2026)
Publisher : ADPEBI Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/ijamb.v4i1.1209

This study aims to examine the effect of work experience, work environment, and work discipline on the work ethic of employees at the District Head Office of Kumun Debai Subdistrict, Sungai Penuh City. A quantitative research approach was employed, involving 33 respondents as the research sample. Data were collected through questionnaires and analyzed using IBM SPSS version 25. The analysis procedure included validity and reliability testing, classical assumption tests, and multiple linear regression analysis. The results indicate that work experience, work environment, and work discipline simultaneously have a significant effect on employees’ work ethic. Partially, work experience and work environment show a positive and significant influence on work ethic, while work discipline does not have a significant effect. These findings suggest that employees’ work ethic is more strongly shaped by adequate work experience and a supportive work environment than by work discipline that is predominantly administrative in nature. This study highlights the importance of enhancing work experience through continuous training and development, as well as creating a conducive work environment, as strategic efforts to improve employees’ work ethic and the quality of public services within local government institutions.

Coworker Support and OCB: Mediating Effects of Job Satisfaction and Motivation Nelli Roza; Sumiati Sumiati; Suhelmi Helia; Afriyeni Afriyeni; Era Syafitri; Heriyandi Heriyandi
Journal of International Conference Proceedings Vol 8, No 7 (2025): 2025 Bali ICPM Proceeding
Publisher : AIBPM Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32535/jicp.v8i7.4488

This study looks at how colleague support affects Organisational Citizenship Behaviour (OCB) among nurses at RSUD Embung Fatimah, Batam, with an emphasis on the mediating functions of work motivation and job satisfaction. With job satisfaction and motivation at work acting as mediators, the goal is to investigate the relationship between colleague support and OCB. The study employed a quantitative methodology and an explanatory research design, with 146 nurses chosen by stratified random sampling. SEM-PLS, or structural equation modeling-partial least squares, was used to analyse the data after it was gathered through the use of standardised questionnaires. Job satisfaction strongly mediates the association between coworker support and OCB, according to the results, which also suggest that coworker support has a favourable impact on work motivation and job satisfaction. However, OCB is neither directly impacted by nor mediates the relationship with job motivation. In order to promote behaviours that increase organisational success, these findings highlight the need of establishing a supportive work environment. To improve nurse service quality, hospital administration should concentrate on creating a collaborative culture

Pengaruh Financial Technology dan Inklusi Keuangan Terhadap Perilaku Keuangan Mahasiswa Universitas Negeri Padang Jurusan Pendidikan Ekonomi Radia Fatma; Sumiati Sumiati
Journal of Innovative and Creativity (Joecy) Vol. 6 No. 2 (2026)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v6i2.12966

Financial behavior is an individual's ability to manage and make financial decisions in daily life. This study aims to analyze the effect of financial technology and financial inclusion on students' financial behavior. This research uses a quantitative method with a sample of 80 respondents selected using simple random sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression. The results show that financial technology has a positive and significant effect on financial behavior, while financial inclusion has a negative and significant effect on financial behavior. This indicates that although access to financial services is increasing, it does not always improve financial management behavior among students.

Impact of Ethics-Based Leadership, Organizational Conflict Management, Continuous Learning, and Employee Empowerment on Employee Performance Guswati; Sumiati
Jurnal Informatika Ekonomi Bisnis Vol. 8, No. 2 (June 2026)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v8i2.1459

This study aims to analyze the influence of ethics-based leadership, organizational conflict management, continuous learning, and employee empowerment on employee performance at Imam Bonjol State Islamic University, Padang, both partially and simultaneously. This study uses a quantitative approach with a survey method. The population in this study were all employees of Imam Bonjol State Islamic University, Padang, with a sample of 70 respondents determined using a total sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that partially ethics-based leadership has a positive and significant effect on employee performance, organizational conflict management has a positive and significant effect on employee performance, continuous learning has a positive and significant effect on employee performance, and employee empowerment has a positive and significant effect on employee performance. Simultaneously, ethics-based leadership, organizational conflict management, continuous learning, and employee empowerment have a significant effect on employee performance. The coefficient of determination value of 0.650 indicates that 65% of the variation in employee performance can be explained by the four independent variables, while the rest is influenced by other factors outside the research model. The results of this study confirm that improving employee performance requires the implementation of ethical leadership, effective conflict management, strengthening a culture of continuous learning, and integrated and sustainable employee empowerment.

Determinants of Employee Performance at the Sungai Penuh City Health Office: Mediation of Organizational Citizenship Behavior Sumiati Sumiati; Zusmawati Zusmawati; Maria Magdalena; Saiful Anwar; Era Syafitri; Heriyandi Heriyandi
Turast: Jurnal Penelitian dan Pengabdian Vol 13, No 2 (2025)
Publisher : Universitas Islam Negeri Imam Bonjol Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15548/turast.v13i2.13502

This study analyzes the effect of job satisfaction and organizational commitment on employee performance, with Organizational Citizenship Behavior (OCB) as a mediating variable at the Sungai Penuh City Health Office. A quantitative explanatory design was applied using Structural Equation Modeling–Partial Least Squares (PLS-SEM) with SmartPLS 3.0. The study involved all 47 employees through a census method. The results show that job satisfaction and organizational commitment have positive and significant effects on OCB and employee performance. OCB also has a direct significant effect on performance and mediates the influence of job satisfaction and organizational commitment on employee performance. These findings indicate that OCB functions as a strategic mechanism that translates positive employee attitudes into improved work outcomes. Practically, the results suggest that management should enhance job satisfaction through fair compensation, supportive work environments, recognition systems, and career development opportunities. Strengthening organizational commitment through transparent communication, employee involvement in decision-making, and reinforcement of organizational values is equally essential. Additionally, fostering a work culture that encourages voluntary behaviors such as teamwork, initiative, and mutual support can promote sustainable performance improvement. Integrating these strategies is crucial for improving service effectiveness and strengthening organizational performance in the public health sector.This study analyzes the effect of job satisfaction and organizational commitment on employee performance, with Organizational Citizenship Behavior (OCB) as a mediating variable at the Sungai Penuh City Health Office. A quantitative explanatory design was applied using Structural Equation Modeling–Partial Least Squares (PLS-SEM) with SmartPLS 3.0. The study involved all 47 employees through a census method. The results show that job satisfaction and organizational commitment have positive and significant effects on OCB and employee performance. OCB also has a direct significant effect on performance and mediates the influence of job satisfaction and organizational commitment on employee performance. These findings indicate that OCB functions as a strategic mechanism that translates positive employee attitudes into improved work outcomes. Practically, the results suggest that management should enhance job satisfaction through fair compensation, supportive work environments, recognition systems, and career development opportunities. Strengthening organizational commitment through transparent communication, employee involvement in decision-making, and reinforcement of organizational values is equally essential. Additionally, fostering a work culture that encourages voluntary behaviors such as teamwork, initiative, and mutual support can promote sustainable performance improvement. Integrating these strategies is crucial for improving service effectiveness and strengthening organizational performance in the public health sector.

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