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All Journal JURNAL MANAJEMEN DAN AKUNTANSI JAM : Jurnal Aplikasi Manajemen Jurnal Mirai Management Jurnal Manajemen dan Bisnis Indonesia SEIKO : Journal of Management & Business Gorontalo Management Research Abditani : Jurnal Pengabdian Masyarakat JAMIN : Jurnal Aplikasi Manajemen dan Inovasi Bisnis Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah Journal of Technopreneurship on Economics and Business Review (JTEBR) Jurnal Sosial dan Teknologi Devotion: Journal of Research and Community Service Jurnal Kolaboratif Sains Arus Jurnal Sosial dan Humaniora Al-Buhuts (e-journal) EKONOMIKA45 JAMBURA: JURNAL ILMIAH MANAJEMEN DAN BISNIS Journal of Innovation Research and Knowledge Hulondalo Jurnal Ilmu Pemerintahan dan Ilmu komunikasi (JIPIK) Golden Ratio of Data in Summary Journal of Artificial Intelligence and Digital Business Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset Jeinsa : Jurnal Ekonomi Ichsan Sidenreng Rappang Jurnal Inovasi Manajemen, Kewirausahaan, Bisnis dan Digital PENG: Jurnal Ekonomi dan Manajemen Lajagoe Journal of Management and Business Atestasi : Jurnal Ilmiah Akuntansi Brilliant International Journal of Management and Tourism Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis Asia Pacific Journal of Business Economics and Technology Asia Pacific Journal of Business Economics and Technology
Rahmisyari
Universitas Ichsan Gorontalo
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Strategi Manajemen Sumber Daya Manusia dalam Membangun Konsensus Politik Antar Fraksi (Studi Fenomenologi pada DPRD Provinsi Gorontalo): Human Resource Management Strategies in Building Political Consensus Among Factions (A Phenomenological Study at the Gorontalo Provincial Regional House of Representatives) Usman Tahir Rajak; Rahmisyari; Fatma N Ngabito
Jurnal Kolaboratif Sains Vol. 9 No. 6 (2026)
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/jks.v9i6.11733

Abstract

Penelitian ini bertujuan untuk menganalisis strategi manajemen sumber daya manusia dalam membangun konsensus politik antar fraksi di DPRD Provinsi Gorontalo. Penelitian ini menggunakan pendekatan kualitatif dengan metode fenomenologi. Teknik pengumpulan data dilakukan melalui wawancara mendalam terhadap tujuh informan yang terdiri dari pimpinan dan anggota DPRD. Analisis data dilakukan menggunakan teknik coding, yaitu open coding, axial coding, dan selective coding. Hasil penelitian menunjukkan bahwa konsensus politik tidak terbentuk secara instan, melainkan melalui proses interaksi sosial yang kompleks dan berkelanjutan. Komunikasi informal menjadi fondasi utama dalam membangun kesepahaman awal antar fraksi. Kepemimpinan kolaboratif berperan sebagai fasilitator dalam menciptakan ruang dialog yang inklusif. Budaya organisasi yang berbasis musyawarah dan kekeluargaan memperkuat kepercayaan antar anggota. Konflik yang muncul akibat perbedaan kepentingan dikelola secara konstruktif melalui komunikasi dan diskusi. Selanjutnya, negosiasi politik, baik formal maupun informal, menjadi mekanisme utama dalam mempertemukan berbagai kepentingan hingga menghasilkan kompromi yang dapat diterima bersama. Penelitian ini menghasilkan model integratif strategi manajemen sumber daya manusia dalam membangun konsensus politik yang terdiri dari komunikasi, kepemimpinan, budaya organisasi, pengelolaan konflik, dan negosiasi. Temuan ini memberikan kontribusi teoritis dalam pengembangan ilmu manajemen sumber daya manusia dan administrasi publik, serta kontribusi praktis bagi lembaga legislatif dalam mengelola dinamika politik secara efektif.
Mengungkap Optimalisasi Kinerja Pegawai: Peran Budaya Kerja, Motivasi Kerja dan Kepuasan Kerja Sebagai Mediator Siddiq Fahriady Seban; Rahmisyari Rahmisyari; Muh.Sabir Mustafa
Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis Vol. 4 No. 2 (2025): Jurnal Publikasi Sistem Informasi dan Manajemen Bisnis
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jupsim.v4i1.3949

Abstract

This study aims to explore the optimization of employee performance through the influence of organizational culture and work motivation, taking job satisfaction into account as a mediating variable. The research focuses on employees at the Representative Office of Bank Indonesia in Gorontalo Province, representing a public institution with high professional demands. The main issue addressed is the suboptimal employee performance despite the presence of established organizational cultural values and motivational efforts. A quantitative approach was employed using a causal explanatory design, involving the entire population of organic employees (n=35) as respondents. Data were collected through questionnaires and analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. The results indicate that organizational culture does not significantly influence employee performance, either directly or through job satisfaction. In contrast, work motivation significantly affects job satisfaction but has no direct effect on performance. Job satisfaction is proven to fully mediate the relationship between work motivation and employee performance. These findings suggest that performance improvement cannot be achieved merely through cultural internalization or motivational efforts, but through the creation of work conditions that foster employees' psychological satisfaction. The conclusion emphasizes the importance of human resource management strategies focused on enhancing job satisfaction as a key to optimizing employee performance, while also contributing theoretically to the development of organizational behavior models in the public sector.
Arahan Upaya Penanggulangan Kemiskinan dengan Pemanfaatan Peta 3D di Kota Kendari Joko Tri Brata; Sufrianto; Haeruddin; Rahmisyari; Ulfah Dwi Ningrum
Arus Jurnal Sosial dan Humaniora Vol 6 No 1: April (2026)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v6i1.2489

Abstract

Tujuan dari penelitian ini adalah untuk Memberikan Rekomendasi kebijakan  arahan Program Penanggulangan kemiskinan  dengan pemanfaatan Peta 3D dalam upaya pembangunan dan rehabilitasi infrastruktur.Metode Penelitian dilakukan dengan,  metode Sosial mapping, kemudian dengan  telaah dokumentasi penanganan, Pengumpulan Data dengan tahapan Getting In (peneliti memasuki lokasi sampel penelitian), Getting Along (Saat peneliti dilokasi) dan Logging data (Tahap Pengumpulan Data). Teknik analisis eksplanasi dengan menyusun data yang diperoleh  dan pendokumentasian sistematis,  kemudian pemilahan data berkaitan penelitian.  Proses analisis menggunakan aplikasi Sistem Informasi Geografis (SIG) di padukan dengan aplikasi tiga dimensi (3D), Untuk Program Penanggulangan kemiskinan.Hasil penelitian menjelaskan bahwa permasalahan Penanggulangan Kemiskinan dan upaya perencanaan kumuh  yang terintegrasi pada program Penanggulangan Kemiskinan, dengan menggunakan 3D, menjadi terukur titik lokus warga yang perlu ditangani, karena hasil pemetaan dapat dijadikan sebagai  tolok ukur lokasi untuk penanganannya. Konsep pengentasan kemiskinan yang diimplementasikan dalam bentuk Peta 3D merupakan suatu upaya untuk merancang perubahan infrastruktur lingkungan di Lokasi yang dikategorikan wilayah Kumuh dan Miskin, dengan mengambil lokasi di Kelurahan Sanua. Kesimpulan dalam Konsep pengentasan kemiskinan dengan pemanfaatan bentuk Peta 3D yang diarahkan pada penanganan kawasan dilakukan upaya program penanggulangan kemiskinan dan kekumuhan,  sehingga dalam upaya  perencanaan suatu wilayah dapat dilakukan dalam bentuk model tiga dimensi. Gambaran ini adalah relief rupabumi tiga dimensi (3D) yang menyerupai keadaan sebenarnya di lapangan dan dapat divisualisasikan dengan bantuan teknologi komputer grafis
Dampak Dukungan Platform Digital dalam Memotivasi Guru Tersertifikasi Verawaty Abdullah; Rahmisyari; Arifin
PENG: Jurnal Ekonomi dan Manajemen Vol. 2 No. 3 (2025): Juli-September, Green Entrepreneurship and Sustainable Economic Empowerment in
Publisher : Teewan Journal Solutions

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62710/zcqtb407

Abstract

This study was conducted with the aim of determining the impact of digital platform support in motivating certified teachers in elementary education in Elementary Schools in South Bolaang Mongondow Regency. The type of research used in this study is a qualitative type with a case study method approach. The informants in this study were informants who truly understood and were related to the object of the study.The results of this study indicate that digital platform support can provide motivation to certified teachers in improving their personality competencies in the era of independent learning. Digital platforms not only help teachers improve their professional competencies, but also improve personality competencies which are very important in the era of Independent Learning. By improving personality competencies, teachers can be more effective in managing classes, guiding students positively, and being good examples, which ultimately contribute to achieving more holistic and student-centered educational goals.The strategy for improving the personality competencies of certified teachers in South Bolaang Mongondow Regency in elementary education in the era of Independent Learning relies heavily on collaboration and the use of technology to support teacher self-development. Through continuing education, independent training, learning communities, and developing social skills, teachers can improve their personality competencies which are very important to support quality and student-centered learning. This will have a positive impact on student learning in elementary schools in the region.
Mediating Role of Work Motivation in the Relationship Between Work Culture and Employee Performance Yulia Sari Fadila; Rahmisyari; Arifin
Golden Ratio of Data in Summary Vol. 6 No. 1 (2026): November - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v6i1.1824

Abstract

This study aims to analyze the influence of work culture on employee performance and assess the mediating role of work motivation in the Civil Service (ASN) of the North Gorontalo Regency Government. The method used is a quantitative approach through a survey of 120 respondents using stratified random sampling. Data analysis was performed using PLS-SEM with 5,000 subsample bootstrapping and Sobel's test to examine indirect effects. The results showed that work culture had a positive and significant effect on work motivation (t = 2.69; p = 0.007) and employee performance (t = 4.79; p = 0.000). Work motivation also has a significant effect on employee performance (t = 7.04; p = 0.000). Mediation testing shows that work motivation partially mediates the relationship between work culture and employee performance, with a z-Sobel value of 2.79 and p = 0.005. These results prove that work culture not only directly affects performance but also increases work motivation. This study confirms that strengthening work culture and developing motivation are key strategies in improving civil servant performance and provides an empirical basis for local governments to design more effective policies for improving bureaucratic performance.
Evaluasi Strategi Pendampingan Usaha Mikro Kecil Menengah terhadap Peningkatan Kinerja Pelaku Usaha di Kota Gorontalo Heru Roji Dwi Santoso; Rahmisyari Rahmisyari; Arifin Arifin
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 2 (2026): Mei-Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i2.3992

Abstract

Usaha Mikro, Kecil, dan Menengah (UMKM) merupakan sektor strategis yang memberikan kontribusi signifikan terhadap perekonomian daerah maupun nasional. Di Kota Gorontalo, keberadaan UMKM tidak hanya menyediakan lapangan kerja, tetapi juga menjadi penggerak pertumbuhan ekonomi masyarakat dan penopang stabilitas ekonomi lokal. Meskipun demikian, pelaku UMKM masih menghadapi sejumlah tantangan krusial, antara lain keterbatasan modal, rendahnya literasi digital, lemahnya manajemen usaha, dan minimnya akses terhadap pasar yang lebih luas. Penelitian ini bertujuan mengevaluasi efektivitas strategi pendampingan UMKM dalam meningkatkan kinerja pelaku usaha di Kota Gorontalo. Penelitian menggunakan metode kajian literatur deskriptif dengan menganalisis 15 jurnal nasional bereputasi yang diterbitkan pada periode 2022–2025. Analisis dilakukan dengan mengidentifikasi bentuk pendampingan, pola pelaksanaan, serta dampaknya terhadap produktivitas, tata kelola, pemasaran, dan keberlanjutan usaha. Hasil kajian menunjukkan bahwa pendampingan yang berfokus pada digitalisasi, penguatan kemampuan manajerial, peningkatan literasi keuangan, fasilitasi akses permodalan, dan kolaborasi lintas sektor mampu meningkatkan produktivitas, memperluas jangkauan pasar, memperbaiki pengelolaan usaha, dan memperkuat keberlanjutan UMKM. Efektivitas program semakin tinggi apabila pendampingan dilaksanakan secara terstruktur, berkelanjutan, adaptif, dan sesuai dengan kebutuhan lokal. Oleh karena itu, sinergi antara pemerintah daerah, akademisi, lembaga keuangan, komunitas bisnis, dan pelaku UMKM diperlukan untuk membangun ekosistem pendampingan yang lebih terpadu. Pendampingan yang komprehensif diharapkan dapat memperkuat daya saing UMKM sekaligus meningkatkan kontribusinya terhadap pembangunan ekonomi Kota Gorontalo.
Pengaruh Motivasi Dan Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Komitmen Organisasi Sebagai Variabel Intervening Pada Perusahaan Perumda Air Minum Muara Tirta Kota Gorontalo Irawan U. Toa; Abdul Gaffar La Tjokke; Rahmisyari Rahmisyari
Jurnal Manajemen Dan Bisnis Vol 4 No 2 (2026): October-December
Publisher : Universitas Ichsan Sidenreng Rappang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61912/lajumen.v4i2.204

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh motivasi dan lingkungan kerja terhadap kinerja karyawan, baik secara langsung maupun tidak langsung melalui komitmen organisasi sebagai variabel intervening pada Perumda Air Minum Muara Tirta Kota Gorontalo. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan explanatory survey. Data dikumpulkan melalui penyebaran kuesioner kepada 105 karyawan yang dipilih menggunakan teknik Slovin dari total populasi 142 karyawan. Teknik analisis data mengadopsi Structural Equation Modeling (SEM) berbasis Partial Least Square (PLS) dengan bantuan perangkat lunak SmartPLS. Hasil penelitian menunjukkan bahwa motivasi berpengaruh positif dan signifikan secara langsung terhadap kinerja karyawan. Lingkungan kerja berpengaruh positif namun tidak signifikan secara langsung terhadap kinerja karyawan. Motivasi dan lingkungan kerja masing-masing berpengaruh positif dan signifikan secara langsung terhadap komitmen organisasi. Komitmen organisasi berpengaruh positif dan signifikan secara langsung terhadap kinerja karyawan. Selain itu, komitmen organisasi terbukti secara signifikan memediasi (intervening) pengaruh motivasi dan lingkungan kerja terhadap kinerja karyawan. Temuan ini menegaskan pentingnya penguatan komitmen organisasi sebagai jembatan utama untuk memaksimalkan dorongan motivasi dan kondisi lingkungan kerja dalam meningkatkan kinerja pegawai secara optimal.
Agile Work Culture and Organizational Commitment in Village Apparatus Performance: The Mediating Role of Work Motivation Sri Nova Mokodompit; Rahmisyari; Marten Puyo
Asia Pacific Journal of Business Economics and Technology Vol. 6 No. 05 (2026): October - November
Publisher : Cita Konsultindo Research Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.98765/apjbet.v6i05.357

Abstract

Village apparatus performance is essential to effective village governance and public service delivery, yet village administrations must respond to changing regulations and increasingly complex community needs. This study examines the direct effects of agile work culture and organizational commitment on village apparatus performance and tests whether work motivation mediates these relationships in Bolaang Mongondow Regency, Indonesia. A quantitative survey was conducted among 200 village apparatus members selected purposively; respondents were active personnel with at least one year of service. Data were collected through questionnaires and analyzed using partial least squares structural equation modeling (PLS-SEM) with SmartPLS. Agile work culture had a positive and significant effect on performance (β = 0.384, p < 0.001), whereas organizational commitment had a positive but nonsignificant direct effect (β = 0.098, p = 0.206). Agile work culture and organizational commitment positively predicted work motivation, with coefficients of 0.342 and 0.544, respectively, while work motivation positively predicted performance (β = 0.418, p < 0.001). Indirect effects were significant for agile work culture (β = 0.143, p = 0.002) and organizational commitment (β = 0.227, p < 0.001). The findings suggest that work motivation is an important pathway through which organizational commitment contributes to performance, while agile work culture has both direct and indirect associations with performance.
Pengaruh Self actualization Need dan Reward terhadap Kinerja Pegawai Pada Kantor Dinas Sosial Provinsi Gorontalo Sulaiman Sulaiman; Rahmisyari Rahmisyari
Hulondalo Jurnal Ilmu Pemerintahan dan Ilmu Komunikasi Vol 3 No 2 (2024): Juli - Desember 2024
Publisher : Fakultas Ilmu Sosial dan Ilmu Poliitik Universitas Ichsan Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59713/jipik.v3i2.999

Abstract

This research aims to evaluate the extent to which Self Actualization Need (X1) and Reward (X2) jointly influence employee performance (Y) at the Gorontalo Province Social Service Office. This research uses a quantitative approach involving sampling from 97 employees. The data used is primary data collected through distributing questionnaires to employees. Data analysis was carried out using the path analysis method with the help of SPSS software. The research results show that Self Actualization Need (X1) and Reward (X2) together influence employee performance (Y) at the Gorontalo Provincial Social Service Office by 0.646 (64.6%), while the remainder is influenced by other variables by 0.354 (35 .4%). The need for self-actualization (X1) has an effect of 0.438 (43.8%), while appreciation (X2) has a partial effect of 0.399 (39.9%) on Employee Performance (Y).
EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA PADA SEKRETARIAT DPRD KOTA KOTAMOBAGU Lulu Mokoginta; Rahmisyari Rahmisyari; Darnawati Darnawati
Jurnal Ekonomi Ichsan Sidenreng Rappang Vol 5 No 2 (2026): September-December
Publisher : Universitas Ichsan Sidenreng Rappang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61912/jeinsa.v5i2.532

Abstract

This study analyzes and describes the effectiveness of Human Resource Management (HRM) at the Secretariat of the Kotamobagu City Regional House of Representatives (DPRD). It examines (1) HRM functions—HR issues, recruitment, placement, career development, and compensation—and (2) organizational effectiveness—quality, quantity, timeliness, goal achievement, and resource utilization. A descriptive qualitative design was used, with in-depth interviews, observation, and documentation involving seven informants. Data were analyzed with the Miles and Huberman interactive model and source and theory triangulation; effectiveness was rated on a 1–10 scale. The average HRM effectiveness score was 6.29 (Moderately Effective), with a perception gap between Echelon IIb–IIIa officials (score 7) and Echelon IVa, functional, and operational staff (scores 6 and 5). Key findings: job and workload analyses serve only administrative compliance; civil servant recruitment follows the merit system while contract-staff recruitment remains subject to non-technical intervention; placement shows a mismatch of about 36–40%; the mandatory 20 training hours are not met; and a flat performance allowance ignores budget-season overtime, lowering motivation. The condition is characterized as pseudo-effectiveness: administratively effective but not yet substantively effective.
Co-Authors Abd. Mardan Abdul Gaffar La Tjokke Ahmad Taufik Amlaiya, Indriyani Ariawan, Ariawan Arifin Arifin Arifin Arifin Arifin Arifin Arifin Asri Djauhar Bunsal, Srisiana Catur Sugiarti Darnawati, Darnawati Fatma N Ngabito Haeruddin Heru Roji Dwi Santoso Indria Pratiwi Mustafa Irawan U. Toa Joko Tri Brata Khusnul Khotimah Lalla, Milawati Laminullah, Mohamad Fadel Lulu Mokoginta Marina Paramitha Sari Piola Marten PUYO Mokoagow, Gia Mu'jizat , Poppy Muh.Sabir Mustafa Muhammad Sabir Mustafa Musafir Musafir Musafir Musafir Mustaking, Mustaking Nur Rahmi Nurhamzah Nurhamzah Poppy Mu’jizat Siddiq Fahriady Seban Sri Meike Jusup Sri Nova Mokodompit Sufrianto, Sufrianto Sulaiman Sulaiman Ulfah Dwi Ningrum Usmaedi Usmaedi Usman Tahir Rajak Verawaty Abdullah Wandi Abbas Wiwin L. Husin Yulia Sari Fadila Zulkifli T