Articles
<![CDATA[Locus Of Control, Work Stress And Work Conflict On The Performance Of Bpjs Health Employees In The Padang Branch ]]>
<![CDATA[Elana Fitriani]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Jurnal Mantik Vol. 6 No. 3 (2022): November: Manajemen, Teknologi Informatika dan Komunikasi (Mantik) ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/mantik.v6i3.2972
<![CDATA[The purpose of this study was to determine the effect of locus of control, work stress and work conflict on the performance of BPJS Kesehatan Padang Branch employees. The most important managerial role is in human resources. Humans can be seen as the determining factor, because in the hands of humans all innovations will be realized in an effort to realize the company's goals. The type of research used in this research is quantitative research with the help of a questionnaire, where the respondents are employees of BPJS Kesehatan Padang Branch with a working position as company staff and including the head of the field, totaling 83 respondents. The analytical method used is descriptive statistical analysis and factor description analysis using SmartPLS 3.0 software. The results showed that locus of control had a significant and positive effect on employee performance; work stress has a significant and positive effect on employee performance; work conflict has a negative and insignificant effect on employee performance.]]>
<![CDATA[The Effect of Compensation and Workload on Employee Performance at PT. X Padang City with Job Satisfaction as a Mediating Variable ]]>
<![CDATA[Nabila Hendrasti]]>;
<![CDATA[Laura Syahrul]]>;
<![CDATA[Rahmi Fahmy]]>
<![CDATA[ Journal of Social Research Vol. 2 No. 1 (2022): Journal of Social Research ]]>
Publisher : <![CDATA[International Journal Labs ]]>
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DOI: 10.55324/josr.v2i1.451
<![CDATA[Background: Based on the production data of PT. X Padang City is known that starting in 2020 there was a decrease in the average number of Production until 2021 and it is also known that from 2019 to 2021 there was no production that reached the target so it was known that employees experienced a decrease in performance. Objective: This study aims to see the effect of compensation and workload on employee performance at PT. X Padang City with job satisfaction as a mediating variable. Method: The determination of samples in this study was carried out by the type of Probability Sampling. The sample in this study was factory employees who worked at PT. X Padang City with 100 employees. The data analysis technique used is path analysis using Smart PLS software. Research hypothesis testing uses T-statistical tests obtained through the bootstrapping process. The hypothesis will be accepted if the T-statistical value > 1.96 and the significance value < 0.05. Results: Results show that employee performance is affected by compensation, workload, and job satisfaction. Work satisfaction mediates the effect of compensation on employee performance job satisfaction does not mediate the effect of of workload on employee performance. Conclusion: PT. X has not provided compensation by employee performance standards and the workload given to employees can be said to be excessive or overloaded with targets to be achieved. This makes employees dissatisfied so that employees become physically tired, psychologically tired, and not excited at work which results in a decrease in performance production at PT X.]]>
<![CDATA[The Effect of Workload and Compensation System on Turnover Intention with Job Satisfaction as a Mediating Variable in PT. Xyz ]]>
<![CDATA[Vindi Putri Kurnia Illahi]]>;
<![CDATA[Rahmi Fahmy]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Journal of Social Research Vol. 2 No. 1 (2022): Journal of Social Research ]]>
Publisher : <![CDATA[International Journal Labs ]]>
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DOI: 10.55324/josr.v2i1.473
<![CDATA[Background: The problem of limited Human Resources (HR) and competition is a major obstacle to the growth of the industry, especially in the banking industry. This problem then also causes other problems such as the high employee turnover rate which has now become a separate problem for many companies. The high employee turnover rate experienced by a company can be predicted by how much desire to move company members have to other companies. PT. XYZ is one of the Islamic banking companies that has experienced an increase in the turnover rate of its employees from year to year. Objective: This study aims to examine and build a conceptual model of the effect of workload and compensation systems on the turnover intention with job satisfaction as a mediating variable in PT. XYZ. Method: This study used a non-probability sampling technique with the sample used being 70 permanent employees through the distribution of questionnaires. Results: This study found that job satisfaction does not mediate the effect of workload on turnover intention, but job satisfaction can mediate the variable of the compensation system against turnover intention in PT. XYZ. Conclusion: PT. XYZ has not been able to provide a workload that is by the abilities of its employees, coupled with compensation that is not by the workload that is fished so as to reduce the level of employee work loss which ultimately increases the intensity of employee turnover intention at PT. XYZ.]]>
<![CDATA[Transformational leadership, affective commitment with Organizational citizenship behavior mediation to employee performance ]]>
<![CDATA[Agung Permana Putra]]>;
<![CDATA[Laura Syahrul]]>;
<![CDATA[Hendra Lukito]]>
<![CDATA[ Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v12i6.1065
<![CDATA[In this study, it was conducted to determine the effect of transformational leadership and affective commitment on employee performance with organizational citizenship behavior as a mediating variable. This research was conducted at the Community and Village Empowerment Office of West Sumatra Province. The independent variables in this study are transformational leadership and affective commitment and organizational citizenship behavior as mediating variables while employee performance is used as the dependent variable. Sampling technique with probability samples. So that the population of respondents used as many as 105 employees. The analytical method used is descriptive statistical analysis and inferential analysis using SmartPLS 3.0. The results of the research show that transformational leadership has no effect on employee performance; affective commitment has no effect on employee performance; organizational citizenship behavior affects employee performance; transformational leadership influences organizational citizenship behavior; affective commitment affects organizational citizenship behavior; then organizational citizenship behavior as a mediating variable affecting transformational leadership on employee performance; and organizational citizenship behavior as a mediating variable affecting affective commitment to employee performance.]]>
<![CDATA[The effect of digital literacy and transformational leadership on employee performance mediated by innovative work behavior at the Padang city population and civil registration service ]]>
<![CDATA[Isnandar Putra]]>;
<![CDATA[Laura Syahrul]]>;
<![CDATA[Yulihasri]]>
<![CDATA[ Enrichment : Journal of Management Vol. 12 No. 6 (2023): February: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v12i6.1124
<![CDATA[This study aims to see the effect of digital literacy and transformational leadership on employee performance with innovative work behavior as a mediating variable. Research conducted on Department of Population and Civil Registration of the City of Padang. The population in this study were all employees of the state civil apparatus (ASN) and non-state civil servants (Non ASN) of the Padang City Population and Civil Registration Service. The sample collection technique is a saturated sample, that is the entire population is used as a sample 74 people. The data analysis technique uses Structural Equation Modeling (SEM) using Smart PLS 4. The results of the study show that digital literacy and transformational leadership have no effect on employee performance. Digital literacy and transformational leadership variables affect innovative work behavior and innovative work behavior affects employee performance. Indirectly digital literacy affects employee performance through mediation of innovative work behavior and transformational leadership influences employee performance through innovative work behavior as mediation.]]>
<![CDATA[The Effect of Role Conflict and Transformational Leadership on Organizational Commitment with Job Satisfaction as a Mediation Variable on Members of the Regional Coordination Team in West Sumatra Province ]]>
<![CDATA[Aulia Putra Kapur]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Journal of Social Research Vol. 2 No. 4 (2023): Journal of Social Research ]]>
Publisher : <![CDATA[International Journal Labs ]]>
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DOI: 10.55324/josr.v2i4.767
<![CDATA[This study aims to determine and analyze the effect of role conflict and transformational leadership on organizational commitment with job satisfaction as a mediating variable in regional cooperation team members in West Sumatra Province. in the success of the Team's performance in carrying out tasks that are influenced by the job satisfaction provided by the team. The sampling technique was carried out using simple random sampling method with a total sample of 105 members. This study uses Partial Least Squares-Structural Equations Modeling (PLS-SEM) with the smartPLS 3 program. The results show that transformational leadership has a positive and significant effect on job satisfaction while transformational leadership has no positive and significant effect on organizational commitment, then job satisfaction has no effect negative and not significant to organizational commitment then role conflict has no positive and not significant effect on job satisfaction then role conflict has no negative and not significant effect on organizational commitment and job satisfaction does not mediate the relationship between transformational leadership on organizational commitment and job satisfaction does not mediate role conflict towards organizational commitment. then the implication of this research is to evaluate work processes and leadership styles so as to reduce the occurrence of role conflicts with employees. This can be done by reducing the demands of job roles that exceed the resources of the employee. In addition, establishing better communication between employees and with superiors can also minimize the occurrence of role conflicts and it is hoped that leaders can improve ways of leading in order to increase employee satisfaction and performance because the benchmark for the success of an institution is joint success due to the satisfaction and performance of its employees. very good.]]>
<![CDATA[The effect of talent management and organizational culture on employee performance with job satisfaction as a mediating variable ]]>
<![CDATA[Syintia Mega Putri]]>;
<![CDATA[Harif Amali Rivai]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Enrichment : Journal of Management Vol. 13 No. 1 (2023): April: Management Science And Field ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/enrichment.v13i1.1278
<![CDATA[One of the driving factors for good employee performance is Talent Management. Talent management is carried out in an effort to respond to quality company policies going forward, with talent management it is hoped that the company's performance will improve. The existence of a classification will make it easier for companies to find superior talents who will later be placed in their respective divisions. Thus this study aims to determine the effect of Talent Management and organizational culture on employee performance with job satisfaction as a mediating variable. This research was conducted at PT. Royal Family. The independent variables in this study are talent management and organizational culture and job satisfaction as mediating variables while employee performance is used as the dependent variable. Sampling technique with probability samples. So that the population of respondents used as many as 74 employees. The analytical method used is descriptive statistical analysis and inferential analysis using SmartPLS 4.0. The results of the study show that talent management has no effect on employee performance; organizational culture influences employee performance; job satisfaction affects employee performance; talent management affects job satisfaction; organizational culture affects job satisfaction; then job satisfaction as a mediating variable that does not affect talent management on employee performance; and job satisfaction as a mediating variable that influences organizational culture on employee performance.]]>
<![CDATA[FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN PERBANKAN SYARIAH: (SEBUAH TINJAUAN LITERATUR) ]]>
<![CDATA[RINA EL MAZA]]>;
<![CDATA[YENTI AFRIDA]]>;
<![CDATA[RAHMI FAHMI]]>;
<![CDATA[LAURA SYAHRUL]]>
<![CDATA[ Maqdis: Jurnal Kajian Ekonomi Islam Vol 6, No 1 (2021): Januari - Juni 2021 ]]>
Publisher : <![CDATA[Universitas Islam Negeri Imam Bonjol Padang ]]>
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DOI: 10.15548/maqdis.v6i1.534
<![CDATA[This article examines the future research direction of Islamic banking SDI through literature review. The main purpose of this article is to map previous research related to factors that affect the performance of Islamic banking employees, especially Banking employees whose conventional banks have previously turned into Islamic banks. Literature review is carried out by collecting writings that have been published in reputable journals. The method used in this study was to use the Harzing publish or Perish application as well as mandeley. The keyword "Islamic Banking with keyword employe Performance" is entered to get the articles needed. Then analysis is done using the vosviewer application. This research is expected to provide an overview for researchers in looking for research gaps in future studies.]]>
<![CDATA[ANALISIS PENGEMBANGAN KARIR ASN YANG TERDAMPAK PERAMPINGAN BIROKRASI TERHADAP KEBIJAKAN PENYETARAAN JABATAN STUKTURAL DI PEMERINTAH PROVINSI SUMATERA BARAT ]]>
<![CDATA[Elfira Sari Roza]]>;
<![CDATA[Yulihasri]]>;
<![CDATA[Laura Syahrul]]>
<![CDATA[ Journal Publicuho Vol. 7 No. 1 (2024): February - April - Journal Publicuho ]]>
Publisher : <![CDATA[Halu Oleo University ]]>
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DOI: 10.35817/publicuho.v7i1.354
<![CDATA[This research aims to determine the career development of ASNs who are affected by the equalization of Structural Positions in the government of West Sumatra Province. The type of research used was qualitative research conducted on ASN Government of West Sumatra Province. This research was carried out by selecting 8 informants who were affected by the Bureaucratic Streamlining policy in the West Sumatra Provincial Government. The data collection technique used in this research was in-depth interviews with informants. The research results show that the career development of ASNs affected by bureaucratic downsizing is the same as Functional ASNs. However, there are obstacles in career development because there are position maps for ASN that are not appropriate and do not have work items in the work organization. This has an impact on ASN's career, causing them to be unable to obtain credit points for promotion and their career stalls until retirement.]]>
<![CDATA[IMPLEMENTING THE MERIT SYSTEM THROUGH TALENT MANAGEMENT AS CAREER DEVELOPMENT BASIS ]]>
<![CDATA[Ummu Azzizah]]>;
<![CDATA[Laura Syahrul]]>;
<![CDATA[Yulihasri]]>
<![CDATA[ Journal Publicuho Vol. 7 No. 1 (2024): February - April - Journal Publicuho ]]>
Publisher : <![CDATA[Halu Oleo University ]]>
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DOI: 10.35817/publicuho.v7i1.362
<![CDATA[This study aims to determine antecedents of the low aspect career development for civil servant and the application of talent management strategies as a solution to career development issues. By using a qualitative method to executes semi-structure interview for 7 informants that responsible and have authorities to the civil servant career development. The collecting data also conducted through observation and documentation. Result of interviews show that six of ten indicators from career development aspects un-optimum implemented, such as job competency standards documents, availability of employee profiles based on talent or competency mapping, talent pool implementation, availability of succession plans, qualification and competency gap documents, and capacity building and competency development. Further, research findings show that the obstacles of career development aspects caused by six indicators such as bureaucratic politicization, lack of leadership commitment, un-optimum budget, and bad teamwork. The Talent management strategy states as comprehensive solution in establishing the basis for future civil servant career development.]]>
