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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis
Jefirstson Richset Riwukore
Universitas Indo Global Mandiri Palembang
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Energy Other

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Etika Kerja, Profesionalisme, dan Gaya Kepemimpinan: Hubungannya Terhadap Kinerja Auditor Intern di Badan Inspektorat Kota Kupang Jefirstson Richset Riwukore; Fellyanus Habaora; Luis Marnisah
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 10 No 2 (2022)
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v10i2.2479

Abstract

Penelitian ini bertujuan untuk menganalisis hubungan etika kerja, profesionalisme, dan gaya kepemimpinan terhadap kinerja auditor intern pada Badan Inspektorat Kota Kupang. Penelitian ini merupakan penelitian kuantitatif menggunakan variabel etika kerja, profesionalisme, dan gaya kepemimpinan sebagai variabel independen dan kinerja auditor sebagai variabel dependen. Metode purposive sampling digunakan untuk mengidentifikasi tempat, populasi dan sampel penelitian. Hasilnya, lokasi dan waktu penelitian dilaksanakan di Badan Inspektorat Kota Kupang pada bulan September 2021-Februari 2022, dan sampel jenuh menjadi metode untuk menentukan responden penelitian dari populasi dan sampel yang ada, yaitu 74 responden. Pengolahan data menggunakan analisis regresi linear berganda dari sumber data primer dan dijelaskan secara deskriptif dari dukungan data sekunder. Etika kerja, profesionalisme, dan gaya kepemimpinan berpengaruh positif dan signifikan terhadap kinerja auditor intern pada Badan Inspektorat Kota Kupang. Dalam upaya untuk meningkatkan kinerja auditor, auditor diharapkan dapat melaksanakan pemeriksaan dengan mentaati etika kerja dan memiliki sikap profesional sehingga kinerja auditor maksimal. Pimpinan auditor juga diharapkan terus mempertahankan gaya kepemimpinan yang telah ada sehingga auditor dapat memiliki motivasi dan komitmen yang tinggi dalam melakukan tugas pengawasan tanpa mengutamakan kepentingan intrinsik.
Employee Performance Based on Contribution of WFH, Organizational Commitment, and Organizational Culture at Bagian Umum Sekretariat Daerah Pemerintah Kota Kupang Jefirstson Richset Riwukore; Juhaini Alie; Sandys Vena Ade Putri Hattu
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 10 No 2 (2022)
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v10i2.2533

Abstract

The purpose of this research is to analyze and prove the effect of WFH, organizational commitment, and organizational culture on employee performance. This research was conducted for 5 months (January-May 2022) at the General Secretariat of the Kupang City Government. This research is classified as a quantitative study using a confirmative verification (associative) survey method. The research population was 105 employees whose sample was determined based on the census technique (saturated sample) so the sample was 105 respondents. The type of research data consists of primary data and secondary data. Techniques to obtain data using questionnaires (Likert scale), interviews, and documentation. Data analysis used multiple linear regression analysis (partial test and simultaneous test). The results showed that the variables of WFH, organizational commitment, and organizational culture had a positive and significant effect on employee performance either partially or simultaneously. This is because the entire t-count value obtained by each variable is greater than the t-table and also the F-count is greater than the F-table with a significance value less than 0.05. The results of this study also show the contribution of the WFH variable to employee performance by 67.9%, organizational commitment to employee performance by 55.8%, and organizational culture to employee performance by 49%. Simultaneously, the contribution of WFH, organizational commitment, and organizational culture to employee performance is 74%. Based on the results of this study, the biggest contribution to employee performance is the implementation of the WFH policy, followed by organizational commitment, and organizational culture.
Co-Authors Fellyanus Habaora Juhaini Alie Marnisah, Luis Sandys Vena Ade Putri Hattu