Articles
<![CDATA[Pengaruh Remunerasi dan Motivasi Terhadap Kinerja Pegawai pada Kejaksaaan Negeri Purwakarta ]]>
<![CDATA[Vina Dwi Mercuri]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 4 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Maret - April 2025) ]]>
Publisher : <![CDATA[Dinasti Review ]]>
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DOI: 10.38035/jemsi.v6i4.4644
<![CDATA[Penelitian ini bertujuan untuk mengetahui dan menganalisis bagaimana pengaruh remunerasi dan motivasi terhadap kinerja. Penelitian dilakukan pada Kejaksaan Negeri Purwakarta. Metode penelitian yang digunakan adalah metode deskriptif verifikatif dengan pendekatan kuantitatif. Penentuan sampel menggunakan teknik sensus sebanyak 40 responden. Teknik analisis data yang digunakan adalah analisis regresi linear berganda melalui software statistik SPSS versi 26. Teknik pengumpulan data dalam penelitian ini dilakukan dengan cara observasi, wawancara, dan kuesioner. Hasil penelitian menunjukkan bahwa remunerasi, motivasi berpengaruh terhadap kinerja pegawai baik secara parsial maupun simultan.]]>
<![CDATA[Implementasi Kebijakan Berdasarkan Strategi Sumber Daya Manusia dan Pembinaan untuk Meningkatkan Disiplin Kerja (Studi pada Pegawai di Lingkungan Daerah Provinsi Jawa Barat) ]]>
<![CDATA[Hardian, Reza]]>;
<![CDATA[Hermina, Nurul]]>
<![CDATA[ Syntax Literate Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[Syntax Corporation ]]>
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DOI: 10.36418/syntax-literate.v10i4.56981
<![CDATA[Pengembangan sumber daya manusia merupakan komponen terpenting khususnya dari segi keberhasilan tujuan yang dicapai. Strategi sumber daya manusia, pembinaan, implementasi kebijakan dan disiplin pegawai pada pegawai di Lingkungan Daerah Provinsi Jawa Barat. Penelitian ini mengamati dan menganalisis menggunakan pendekatan kuantitatif deskriptif yang didefinisikan sebagai alat untuk menggambarkan situasi dan kondisi fakta dan gejala mereka yang diperoleh adapun alat analisis yang digunakan adalah menggunakan SEM dengan menggunakan 185 sampel pegawai di Lingkungan Daerah Provinsi Jawa Barat. Hasil penelitian menyatakan bahwa Strategi sumber daya manusia, pembinaan, implementasi kebijakan dan disiplin pegawai di lingkungan pemerintah daerah provinsi jawa barat memiliki klasifikasi penilaian sangat baik. Strategi sumber daya manusia berpengaruh terhadap implementasi kebijakan pada pegawai di lingkungan pemerintah daerah provinsi jawa barat. Pembinaan berpengaruh terhadap implementasi kebijakan pada pegawai di lingkungan pemerintah daerah provinsi jawa barat. Strategi sumber daya manusia berpengaruh terhadap disiplin pegawai pada pegawai di lingkungan pemerintah daerah provinsi jawa barat. Pembinaan berpengaruh terhadap disiplin pegawai pada pegawai di lingkungan pemerintah daerah provinsi jawa barat. Implementasi kebijakan berpengaruh terhadap disiplin pegawai pada pegawai di lingkungan pemerintah daerah provinsi jawa barat.]]>
<![CDATA[The Influence of Leadership Style and Organizational Culture on Organizational Performance Mediated by Employee Motivation: A Study of Puskesmas in the Eastern Region of Bandung City ]]>
<![CDATA[Ryan Rizqi Rahman]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management And Social Science Vol. 6 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijemss.v6i2.3773
<![CDATA[This study aims to examine the influence of leadership style and organizational culture on employee motivation and organizational performance at Puskesmas located in East Bandung City uses a quantitative approach. A total of 220 employees from 18 Puskesmas in East Bandung City participated in the survey, with data collection conducted through questionnaires. Data were analyzed using Structural Equation Modeling (SEM) with SmartPLS 3.2.9 software, which focuses on hypothesis testing and bootstrapping to assess the relationship between variables. This study found that leadership style and organizational culture have a positive and significant effect on employee motivation, which in turn affects organizational performance and confirms the mediating role of motivation between leadership style and organizational performance, as well as between organizational culture and organizational performance. The statistical results show significant t-statistics and p-values, indicating strong predictive relevance of the model. However, the indirect effect through motivation is relatively moderate, indicating that further efforts are needed to strengthen the relationship in improving organizational performance. In particular, the research results highlight the need for better motivational strategies in Puskesmas to achieve more optimal organizational performance.]]>
<![CDATA[The Influence Of Competence And Work Training On Employee Performance With Work Effectiveness As A Mediating Variable At Pt. Unicorn Tosan Perkasa ]]>
<![CDATA[Asep Mulyadi]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management And Social Science Vol. 6 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijemss.v6i2.3921
<![CDATA[This study aims to analyze the effect of competence and training on employee performance with work effectiveness as a mediating variable at PT Unicorn Tosan Perkasa. Amid increasing business competition, companies must ensure that employees have adequate competencies and undergo effective training to achieve optimal performance. Despite various efforts in human resource development, employee performance has not fully met the expected targets. Therefore, this study examines how competence and training influence employee performance and the role of work effectiveness as a mediating variable. The method used is Structural Equation Modeling (SEM) to test the relationships between variables. The results show that competence significantly affects work effectiveness and employee performance, as does training. Work effectiveness mediates the influence of competence and training on employee performance. In conclusion, the company needs to enhance employee competence and training to improve overall performance and work effectiveness.]]>
<![CDATA[The Influence of Perceptions of Organizational Support, Organizational Justice and Leadership Style on Job Satisfaction: The Mediating Role Organizational Commitment (Case Study of PT. XYZ Employees) ]]>
<![CDATA[Nurhasanah Nurhasanah]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management And Social Science Vol. 6 No. 4 (2025): Dinasti International Journal of Education Management and Social Science (April ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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<![CDATA[This study aims to analyze the effect of perceived organizational support, organizational justice, and leadership style on employee job satisfaction with organizational commitment as a mediating variable (case study of PT. XYZ). The method used in this study is a quantitative method with a descriptive verification approach. Data were collected using a questionnaire distributed to 103 employees of PT. XYZ. The sample size was determined using a non-probability sampling technique, which is a sampling technique that does not provide an opportunity or chance for each member of the population to be selected as a sample. This study selected samples from the entire population of 103 people. The tool used to analyze the data in this study was SmartPLS-23, 2024. The data obtained were analyzed using the Structural Equation Modeling (SEM) technique to test the relationship between variables. The results showed that perceived organizational support did not have a positive effect on organizational commitment, but there was a direct effect on job satisfaction while organizational justice and leadership style had a positive effect on organizational commitment, which then affected job satisfaction and confirmed the mediating role of organizational commitment between organizational justice on job satisfaction and leadership style on job satisfaction. The statistical results show significant t-statistics and p-values, indicating a strong predictive relevance of the model. The statistical results of leadership style on job satisfaction directly show weak t-statistics and p-values, so that leadership style does not have a direct effect on job satisfaction, but has a positive effect through organizational commitment, which then affects job satisfaction. This indicates the need for increased support and fairness from the organization to increase employee commitment and job satisfaction. In particular, the results of the study highlight the need for a better leadership style strategy to achieve more optimal employee loyalty and job satisfaction.]]>
<![CDATA[The Effect of Price and Product Quality on Repurchase Intention Through Customer Satisfaction as an Intervening Variable ]]>
<![CDATA[Dera Reggiana]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management And Social Science Vol. 6 No. 4 (2025): Dinasti International Journal of Education Management and Social Science (April ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijemss.v6i4.4401
<![CDATA[The focus of this research is to measure the impact of price and product quality on repeat purchase intention through customer satisfaction as an intervening variable. The population of this study was Shopee sellers who have used Shopeasytools for at least one month. The study employed a quantitative methodology and purposive sampling as a technique to determine the sample. The researcher determined 100 Shopeasytools users as respondents in this study. Smart PLS and structural equation modeling (SEM) were utilized to examine the theoretical model proposed. The bootstrapping method is utilized to examine the hypothesis and the mediating role of customer satisfaction. The results showed that repeat purchase intention is positively and significantly affected by price and product quality. Furthermore, Indirect research findings indicate that the effect of price on repurchase intentions is positively and significantly mediated by customer satisfaction as an intervening variable. In addition, repurchase intention is positively and considerably mediated by customer satisfaction as an intervening variable, which in turn fully explains the influence of product quality. The importance of customer satisfaction in determining repurchase intention is highlighted by this finding. A good price point coupled with high product quality is likely to enhance customer satisfaction, subsequently motivating consumers to engage in repeat purchases from Shopeasytools.]]>
<![CDATA[The Influence of Training and Work Facilities on Performance Improvement Mediated By Motivation: A Case Study at The Fire and Rescue Department of Bandung Regency ]]>
<![CDATA[Muhammad Lutfiansyah]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management And Social Science Vol. 6 No. 6 (2025): Dinasti International Journal of Education Management and Social Science (Augus ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijemss.v6i6.4951
<![CDATA[This study aims to analyse the effect of training and work facilities on improving performance mediated by work motivation at the Bandung Regency Fire and Rescue Service. This research is motivated by the low achievement of officer response time in meeting minimum service standards. The research method used is a quantitative approach with path analysis techniques. The population in this study amounted to 108 people, and all were sampled through the census technique. The results showed that training has a positive and significant effect on performance and work motivation. Work facilities have a significant effect on work motivation, but do not show a direct effect on improving performance. Work motivation proved to be a significant mediating variable in bridging the effect of training and work facilities on performance. These findings suggest that improving organisational performance depends not only on technical aspects, but also on psychological factors such as work motivation. Therefore, an integrated human resource development strategy is needed, including relevant training, provision of adequate work facilities, and systematic efforts to increase employee motivation.]]>
<![CDATA[The Role of Work Motivation in Linking Compensation and Non-Physical Work Environment to Employee Performance at PT Muawanah Al-Ma’soem ]]>
<![CDATA[Dwi Utari, Anggita]]>;
<![CDATA[Hermina, Nurul]]>
<![CDATA[ Dinasti International Journal of Economics, Finance & Accounting Vol. 7 No. 1 (2026): Dinasti International Journal of Economics, Finance & Accounting (March-April 2 ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijefa.v7i1.6417
<![CDATA[This study analyzes the effect of compensation and the non-physical work environment on employee performance with work motivation as a mediating variable at PT. Muawanah Al-Ma’soem. This research addresses the need to understand how financial and non-financial factors simultaneously influence employee performance through psychological mechanisms. A quantitive method was employed using survey data collected from 98 employees. The data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The findings reveal that compensation and the non-physical work environment have positive and significant effects on employee performance. Work motivation also has a significant positive effect on employee performance and acts as a mediating variable in the relationship between compensation, the non-physical work environment, and employee performance. The theoretical contribution of this study lies in strengthening and extending motivational theory by empirically validating the mediating role of work motivation in linking compensation and non-physical work environment factors to employee performance. Practically, the result suggest that organizations should integrate fair compensation policies and supportive workplace relationships to improve employee performance sustainably.]]>
<![CDATA[The Influence of Perceived Organizational Support and Trust in Supervisor on Organizational Citizenship Behavior with Job Satisfaction as a Mediating Variable ]]>
<![CDATA[Erik Ferdiyan Kurnia Harun]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management and Social Science Vol. 7 No. 1 (2025): Dinasti International Journal of Education Management and Social Science (Octob ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijemss.v7i1.5217
<![CDATA[This study aims to analyze the effect of perceived organizational support and trust in supervisors on organizational citizenship behavior (OCB), with job satisfaction as a mediating variable. The population in this study consists of permanent employees at PT PLN (Persero) UP3 Cimahi. A purposive sampling technique was employed. The research method used is quantitative with a descriptive-verificative approach. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). A total of 115 respondents were selected using a purposive sampling technique. The results show that perceived organizational support and trust in supervisors have a positive and significant effect on job satisfaction. Furthermore, job satisfaction has a significant effect on OCB and acts as a significant mediating variable in the relationship between perceived organizational support and trust in supervisors on OCB. These findings imply that strengthening organizational support and trust-based leader-subordinate relationships can enhance employees’ extra-role contributions to the organization.]]>
<![CDATA[Compensation and Work Life Balance on Turnover Intention: The Mediating Role of Employee Satisfaction at PT. Graha Inti Jaya ]]>
<![CDATA[Rima Yhanti]]>;
<![CDATA[Nurul Hermina]]>
<![CDATA[ Dinasti International Journal of Education Management and Social Science Vol. 7 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem ]]>
Publisher : <![CDATA[Dinasti Publisher ]]>
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DOI: 10.38035/dijemss.v7i2.5591
<![CDATA[The high turnover intention at PT. Graha Inti Jaya reflects challenges in human resource management, particularly regarding compensation, work-life balance, and job satisfaction. This study examines the influence of compensation and work-life balance on turnover intention, with job satisfaction as a mediating variable. A quantitative approach was employed through a survey of 144 respondents drawn from 225 employees. Data were analysed using structural equation modelling with Partial Least Squares. The findings indicate that compensation positively affects job satisfaction and negatively affects turnover intention. In contrast, work-life balance negatively influences job satisfaction and positively influences turnover intention. Job satisfaction itself negatively impacts turnover intention and mediates the relationship between compensation and turnover intention, but not between work-life balance and turnover intention. These results highlight that compensation plays a crucial role in enhancing job satisfaction and reducing turnover intention. Conversely, poor work-life balance can diminish satisfaction and increase employees’ desire to leave. Companies are encouraged to design fair and transparent compensation systems while revising work-life balance policies to better align with employee expectations. By addressing these factors, organizations can strengthen employee commitment and reduce turnover risks.]]>
