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Chablullah Wibisono

Universitas Batam

Author-ID : 414277

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Physics Social Sciences Other

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DETERMINATION OF DISCIPLINE, ORGANIZATIONAL CULTURE, AND COMPETENCE ON EMPLOYEE PERFORMANCE THROUGH ORGANIZATIONAL COMMITMENT IN THE REGIONAL REVENUE AGENCY OFFICE IN BATAM CITY Syukror Rozi; Chablullah Wibisono; Nola Puspita Dewi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 4 No. 9 (2025): AUGUST
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v4i9.1140

The Regional Revenue Agency (BAPENDA) of Batam City plays a strategic role in supporting regional revenue through tax and fee management. However, employee performance in recent years has shown a discrepancy between targets and actual results, influenced by various internal organizational factors such as discipline, organizational culture, competence, and employee commitment levels. This study aims to analyze the influence of discipline, organizational culture, and competence on employee performance through organizational commitment as a mediating variable. The study uses a quantitative approach with the Partial Least Square (PLS) method. The results show that discipline, organizational culture, and competence have a significant direct effect on performance and organizational commitment. Organizational commitment also has a significant effect on employee performance. The indirect influence of organizational culture and discipline on performance through commitment is insignificant, while competence has a significant influence through commitment. These findings emphasize the importance of improving competence and strengthening organizational commitment in supporting employee performance. The results of this study are expected to serve as a basis for the management of BAPENDA Kota Batam in formulating strategies to improve the quality of human resources to support more optimal public services.

DETERMINATION OF MOTIVATION, ENVIRONMENT, AND DISCIPLINE ON WORK EFFECTIVENESS THROUGH WORK SKILLS OF EMPLOYEES AT THE REGIONAL DISASTER MANAGEMENT AGENCY (BPBD) OF ANAMBAS ISLANDS REGENCY Reinald Stevianes Lalenoh; Chablullah Wibisono; Mohd. Gita Indrawan
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3899

This study aims to analyze the influence of competency, job placement, and organizational support on employee performance at BPBD Anambas Regency with job satisfaction as an intervening variable. The research method uses a quantitative approach with saturated sampling technique involving 159 BPBD employees. Data were analyzed using Structural Equation Modeling (SEM) with Partial Least Square (PLS). The results show that competency has a significant positive effect on job satisfaction (0.738; p=0.000) and employee performance (0.180; p=0.044). Job placement has the strongest direct effect on employee performance (0.369; p=0.000) but does not significantly affect job satisfaction. Organizational support has a significant positive effect on job satisfaction (0.319; p=0.000) but not directly on employee performance. Job satisfaction is proven to have a significant positive effect on employee performance (0.348; p=0.001). Mediation analysis shows that job satisfaction mediates the relationship between competency (0.257; p=0.003) and organizational support (0.111; p=0.006) on employee performance, but not for job placement. The research model can explain 87.1% of the variation in employee performance. These findings provide theoretical and practical contributions to human resource management development in disaster management agencies.

THE EFFECT OF WORKLOAD, COMPENSATION, AND CAREER DEVELOPMENT ON THE PERFORMANCE OF EMPLOYEES OF THE PUBLIC WORKS AND HOUSING AGENCY OF ANAMBAS ISLANDS REGENCY WITH JOB SATISFACTION AS AN INTERVENING VARIABLE Wan Iwan Darmawan; Chablullah Wibisono; Sri Yanti
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 3 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i3.4055

This study aims to analyze the effect of workload, compensation, and career development on job satisfaction and performance of employees at the Public Works and Public Housing Agency of the Anambas Islands Regency. The research method used a quantitative approach with saturated sampling techniques on 163 employees consisting of 122 men (74.8%) and 41 women (25.2%). Data were collected through a questionnaire using a Likert scale and analyzed using Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. The results showed that of the 10 hypotheses tested, 7 were accepted and 3 were rejected. Workload had a significant positive effect on job satisfaction (β=0.377; p=0.018), compensation had a significant positive effect on job satisfaction (β=0.311; p=0.022), but career development did not have a significant effect on job satisfaction (β=0.301; p=0.084). Career development has a significant positive effect on employee performance (β=0.305; p=0.000), while workload and compensation do not have a direct effect on employee performance. Job satisfaction has a very significant effect on employee performance with the highest coefficient (β=0.778; p=0.000). Mediation analysis shows that workload (β=0.293; p=0.011) and compensation (β=0.242; p=0.025) affect employee performance through job satisfaction, but career development does not mediate through job satisfaction. This study confirms that job satisfaction is the main predictor of employee performance, so organizations need to prioritize strategies to increase job satisfaction through the optimization of challenging workloads, improvements to the compensation system, and the revitalization of career development programs to optimize employee performance in public services in the fields of infrastructure and spatial planning.

Determination of training, workload and work experience on performance government internal oversight apartment (APIP) Regional Inspectorate at the Province of Riau Islands with motivation as an intervening variable Sari, Dwi Junila; Wibisono, Chablullah; Gaddafi, Muammar
Journal of Multidisciplinary Academic Business Studies Vol. 1 No. 2 (2024): February
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomabs.v1i2.3396

Purpose: This study examines how training, workload, and work experience affect the performance of Government Internal Oversight Apparatus (APIP) in the Riau Islands Province, with motivation as an intervening variable. The research seeks to determine both direct and indirect effects of these factors on performance outcomes. Research Methodology: The study surveyed 151 APIP employees across provincial and regency inspectorates. Data were collected using structured questionnaires with Likert scales and analyzed through Structural Equation Modeling (SEM) using AMOS 24. Confirmatory Factor Analysis was applied to validate indicators before hypothesis testing. Results: The analysis reveals that training, workload, and work experience have significant direct impacts on APIP performance. Furthermore, motivation plays a mediating role, strengthening the relationship between these variables and performance. The findings highlight that a combination of structured training, manageable workloads, and accumulated experience contributes to improved oversight effectiveness. Conclusions: Structured training programs, effective workload distribution, and leveraging employee experience are essential strategies for improving APIP performance. Motivation emerges as a critical internal driver that enhances these relationships. Strengthening motivation through recognition, career development, and supportive policies can improve oversight accountability and service delivery. Limitations: The research is limited to APIP within the Riau Islands Province, reducing the generalizability of findings. The cross-sectional design captures data at one point in time, which may not reflect dynamic changes. External factors such as leadership style and organizational culture were not considered. Contribution: Research evidences training, workload, experience, motivation enhance government oversight.

The effect of education, training, and promotion on employee performance through job satisfaction in the inspectorate of Tanjungpinang City and Bintan District Haryanto, Eko; Wibisono, Chablullah; Catrayasa, I Wayan; Ngaliman, Ngaliman; Indrawan, Muhammad Gita
Journal of Multidisciplinary Academic and Practice Studies Vol. 1 No. 4 (2023): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v1i4.1772

Purpose: The purpose of this study is to examine the relationship between education, training, and promotion on employee performance, mediated by job satisfaction. Methodology: The study utilizes a quantitative research methodology involving survey questionnaires administered to employees in the Inspectorate of Tanjungpinang City and Bintan District. Results: The results demonstrate a positive relationship between education, training, promotion, and job satisfaction. Job satisfaction also mediates the relationship between these variables and employee performance. By identifying the impact of education, training, and promotion on job satisfaction and employee performance, this study provides insights for organizations to improve human resource management practices and optimize performance. Conclusions: The findings highlight that education, training, and promotion significantly influence job satisfaction, which in turn enhances employee performance. Organizations must prioritize investment in these areas to create a motivated and productive workforce. Limitations: This study is limited by the sample size and geographical scope, impacting the generalizability of the findings. Reliance on self-reported data may also introduce bias, and external factors beyond the study’s control could affect outcomes. Contribution: This research enriches scholarly discourse by offering a nuanced understanding of how education, training, and promotion collectively impact employee performance through job satisfaction. It also provides practical recommendations for organizational stakeholders to design policies and programs that support sustainable employee development and performance improvement.

The influence of the e-performance appraisal system, education and competence on employee performance through spiritual motivation in the regional office of the Ministry of Religion Riau Islands Province Hairul, Hairul; Wibisono, Chablullah; Catrayasa, I Wayan
Journal of Multidisciplinary Academic and Practice Studies Vol. 2 No. 3 (2024): August
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v2i3.2384

Purpose: This study aimed to analyze the influence of the e-performance assessment system, education, and competence on employee performance, as well as the mediating role of spiritual motivation at the Regional Office of the Ministry of Religion of the Riau Islands Province. Research Methodology: The study involved 104 respondents comprising State Civil Apparatus (PNS and PPPK). Data were collected through surveys and analyzed using the Structural Equation Modeling (SEM) approach with SmartPLS 3.0. Results: The findings show that the e-performance assessment system significantly improves employee performance, whereas education and competence do not. Spiritual motivation has a strong positive impact on performance. Furthermore, the e-performance system, education, and competence significantly influenced spiritual motivation. Mediation analysis indicates that spiritual motivation mediates the relationship between the e-performance system and competence with employee performance, while the mediation of education is positive but insignificant. Conclusions: The e-performance system and competence are key drivers of employee performance when reinforced by spiritual motivation, underscoring the importance of psychological and spiritual factors in public-sector performance. Limitations: This study was limited to one regional office and a relatively small sample size, which may affect the generalizability of the findings. Contribution: This research enriches the public sector performance management literature by integrating spiritual motivation as a mediating factor. This study provides insights for policymakers to design e-performance systems that not only strengthen competence but also foster spirituality, thereby enhancing sustainable employee performance.

Work effectiveness of regional inspectorate employees of Riau Islands Province with the determination of digital transformation, self-efficacy and innovative behaviour through work motivation Syafrizal, Syafrizal; Wibisono, Chablullah; Nurhatisyah, Nurhatisyah
Journal of Multidisciplinary Academic and Practice Studies Vol. 1 No. 3 (2023): August
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v1i3.2394

Purpose: This study aimed to examine the influence of digital transformation, self-efficacy, and innovative behavior on the work effectiveness of employees in the Riau Islands Provincial Inspectorate, with work motivation analyzed as an intervening variable. Research Methodology: The sample in this study comprised employees of the Riau Islands Provincial Inspectorate. A total of samples used was 103 respondents were included in the study. The obtained data were analyzed using data analysis techniques with the help of AMOS 24.0. Results: The findings show that digital transformation, self-efficacy, and innovative behavior significantly affect work effectiveness. Self-efficacy significantly affected work motivation, whereas digital transformation and innovative behavior did not. Work motivation has a strong and significant influence on work effectiveness. Moreover, self-efficacy indirectly affects work effectiveness through work motivation, whereas digital transformation and innovative behavior show no significant indirect effects via motivation. Conclusions: This study concludes that self-efficacy and motivation are critical drivers of employee effectiveness, whereas digital transformation and innovation require stronger organizational support to contribute effectively. Limitations: The study was limited to one government institution, reducing generalizability, and relied on self-reported survey data that may contain biases. Contribution: This study contributes theoretically by clarifying the mediating role of motivation and practically by offering insights for public sector agencies to strengthen digital transformation initiatives, improve employee confidence, and encourage innovation.

The influence of leadership style, work environment and competency on employee performance: job satisfaction as an intervening variable at the Labour and Transmigration Office in the Province of Riau Islands Alfian, Dedi; Wibisono, Chablullah; Khaddafi, Muammar
Journal of Multidisciplinary Academic and Practice Studies Vol. 2 No. 1 (2024): February
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v2i1.2405

Purpose: This study aimed to analyze the effect of Leadership Style, Work Environment, and Competence on Employee Performance through Job Satisfaction as an intervening variable at the Riau Islands Provincial Manpower and Transmigration Office, totaling 105 employees of the Riau Islands Provincial Manpower and Transmigration Office. Methodology: The research method uses a quantitative approach with partial least squares (PLS) analysis techniques using SmartPLS version 4.0. Results: The results show that Leadership Style and Work Environment have a positive but insignificant effect on Employee Performance, while Competence and Job Satisfaction have a positive and significant effect. Furthermore, Leadership Style, Work Environment, and Competence have a positive and significant effect on Job Satisfaction. Job Satisfaction does not mediate the effect of Leadership Style on Performance, but it does mediate the effects of Work Environment and Competence on Employee Performance. Conclusions: Competence is a direct driver of employee performance, whereas Leadership Style and Work Environment exert their influence indirectly through Job Satisfaction. Enhancing job satisfaction can significantly improve performance. Limitations: This study was limited to one government office in a specific province, which may affect the generalizability of the findings. The use of self-reported data may also introduce biases. Contribution: This study contributes to the public sector human resource development literature by identifying key factors that influence employee performance and highlighting the mediating role of job satisfaction.

The influence of bureaucratic leadership style, work culture, and work discipline on the performance of employees of the Riau Islands Provincial secretariat with work motivation as an intervening variable Sanjaya, Robi; Wibisono, Chablullah; Sajiyo, Sajiyo
Journal of Multidisciplinary Academic and Practice Studies Vol. 2 No. 4 (2024): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v2i4.2496

Purpose: This study examines the influence of bureaucratic leadership style, work culture, and work discipline on employee performance at the Riau Islands Provincial Secretariat, with work motivation as an intervening variable. Research Methodology: Using a quantitative approach, 165 employees were selected as respondents from a population of 279 employees. Data were analyzed using structural equation Modelling (SEM) with AMOS 24.0. Results: The findings show that bureaucratic leadership style and work discipline significantly influence employee performance, whereas work culture has no significant direct effect. All three factors–leadership style, work culture, and discipline—positively and significantly affect motivation, which in turn strongly influences performance. Furthermore, motivation successfully mediated the relationships between leadership style, work culture, discipline, and employee performance, strengthening the overall causal model. Conclusions: Employee performance is primarily shaped by effective leadership, strong discipline, and supportive motivation, with work culture playing an indirect role. Motivation is a central driver that enhances the impact of leadership and discipline on performance outcomes. Limitations: This study is limited to a single public sector organization, with cross-sectional data that may not capture long-term dynamics. Future studies should incorporate other variables, such as teamwork, compensation, and organizational trust. Contribution: This study contributes to the public management literature by demonstrating the mediating role of motivation in linking bureaucratic leadership, culture, and discipline with performance, offering insights for policy and managerial practices in government institutions.

The Influence Of Accessibility, Amenity, And Social Media On Piugus Resort Tourism Selection Decisions In Anambas With Tourism Attraction As An Intervening Variable Zaili Zaili; Chablullah Wibisono; M. Gita Indrawan
Brilliant International Journal Of Management And Tourism Vol. 3 No. 3 (2023): Brilliant International Journal Of Management And Tourism
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/bijmt.v3i3.2291

Tourism is a benchmark for the attractiveness of an area's progress in attracting migrants to visit. It aims to improve the economic welfare of the surrounding community. Anambas is an archipelago that has very exotic and beautiful water tourism, which is rarely found in other parts of Indonesia. Piugus Resort is one of the leading resorts in Anambas, visited by tourists. The purpose of this study was to determine and analyze the direct and indirect effects of accessibility, amenities, and social media variables on the decision to choose Piuggus Resort or tourist attractions. The research approach uses quantitative descriptive methods. The research method uses Path Analysis. The results of the study Accessibility has a positive and significant effect on tourist attraction. Amenity has a positive and significant effect on tourist attraction. Social media has a positive and significant effect on tourist attraction. Accessibility has a positive and significant effect on the decision to choose Piugus Resort. Amenity has a positive and significant effect on the decision to choose Piugus Resort. Social media has a positive and significant effect on the decision to choose Piugus Resort. Tourism attraction has a positive and significant effect on the decision to choose Piugus Resort. Accessibility indirectly has a significant effect on the decision to choose Piugus Resort through tourist attractions. Amenity indirectly has a significant effect on the decision to choose Piugus Resort through tourist attractions. Social media indirectly has a significant effect on the decision to choose Piugus Resort through tourist attraction.

Co-Authors Ade Kurniadi Adi Budiarso Adi Irawan Adma Gumilang, Mardian Afwindra, Firdaus Alamsyah, Muhammad Isa Alfian, Dedi Ali Sarpudin Amalia, Lisa Ameswari, Arini Andhi Kusuma Andre Resta Angelina E. Rumengan Angelina E. Rumengan Aprilian Aprilian Ardiyansyah Aribowo, Kuncoro Arini Ameswari Armanunsah Armanunsah Armini Astuti, Sumi Azrizal Azrizal Azwandi Azwandi Azwandi BAMBANG SATRIAWAN Banisyukur, Ihram Baru, Gadis Basri Basri Caros Nugraha, Hendrik Catrayasa, I Wayan Citra Lestari Citra, Kharisma Daffin Mandala Putra Damsar Desi Asmanianti Dewi Agustina Dewi, Nolla Puspita Dix Wendy Saragih Egi Gumala Sari Eko Haryanto Elli Widia Endang Irmarita, Yani Erisna Dewi Ariyani Etty Sri Wahyuni Fachruddin Fachruddin Fachrudin Fachrudin Fachrudin Faisal, Yusuf Faizal Madya Fatahurrazak Franto Tonggi Tampubolon Friadi, John Gaddafi, Muammar Gadis Baru Giantoro Rudiman Gita Indrawan Gita Indrawan, M. Gita Indrawan, Mohamad Gita Indrawan, Mohammad Gunadi Gunadi Habibi Habibi Hairul Hairul Handoko Gotama, William Harahap, Morina Hariansyah, Herry Harianto Harianto Hasbullah, Hidayat Herbert Manurung Herlambang, Guntur I Wayan Catrayasa Ika Novita Sari Ika Novitasari Ika Novitasari, Ika Indera, Edi Indrawan, M. Gita Indrawan, Mohamad Gita Indrawan, Muhamad Gita Indrawan, Muhammad Gita Indrayani INDRAYANI INDRAYANI Indriyani Irwansyah Irwansyah Irwansyah Irwansyah Isramilda, Isramilda Iwan Kurniawan Jemmy Rumengan Khaddafi, Muhammar Kharisma Citra Kristina Harahap Kurniani, Wiwik Lubis, Laily Rozanna M Rajagukguk, Juanroy M. Gita Indrawan Maiza Tri Handayani Mangara Maulana, Ervindo MMSI Irfan ,S. Kom Mohamad Gita Indrawan Mohd. Gita Indrawan Muamar Khaddafi Muammar Khadafi Muammar Khaddafi Muhammad Gita Indrawan Muhammad Muhammad Muhammad Muhammad Munandar Mursal Mursal Naufal, Muhammad Ade Ngaliman, Ngaliman Nola Puspita Dewi Novia Riani Nurapnita Rozalia Inda Nurhatisyah Nurhatisyah Nurhatisyah Nurhatisyah Nurhayati Nurhayati Oktarinaldi, Hefri Olenka, Rangga Ikrar Gombang Paradila Putri, Inggerit Pardamean H Situmorang PUJI LESTARI PUJIASTUTI, Fitria Lestari Putri, Shinta Buana R.A. Widyanti Diah Lestari Rachman, Abd. Raja Hafiz Hermawan Rayessandi Reinald Stevianes Lalenoh Revianti, Elvirta Rieke Resty Afriany, Raden Rika Karmida Rinah, Rinah Risa, Fitria Robin Robin Robin, Robin Rumen, Muhammad Tommy Arby Rumengan, Angelina E. Rumengan, Angelina Eleonora Rusli Sajiyo Sajiyo Sajiyo, Sajiyo Salmayani, Salmayani Sanjaya, Robi Saputra, E. Kurniawan Saputra C. Sari, Dwi Junila Sarmini Satriawan, Bambang Satriawan, Bambang Sianturi, Sahat Parlindungan SIHITE, Riduan Silaban, Amon Silvia Vitri Simanjuntak, Luciana Kartini Soepriono, Bambang Sri Langgeng Ratnasari Sri Wahyuni Sri Yanti Sri Yanti Sriyanti Suhardis , Adnan Sukardi , Sukardi Sulikah Sulikah SUMIYATI SUMIYATI Surawan, Surawan Susanto, Eko Agus Suyanto, Elvira Syafrizal Syafrizal Syamsul, Sari Baiti Syarifah Alda Azlika Syukror Rozi Syukur, Ihram Bani Titik, Diana TJATOER, Fadliyah Anas Trio Ardhimansyah Wahyu Wahyudin Wahyu, Purnomo Wan Iwan Darmawan Wayan Catra Yasa Wayan Catrayasa, I WIDIA, ELLI Willy Kaslianto Windayati, Diana Titik Yasa, I Wayan Catra Yoana Badra Yulizartika, Yulizartika Zaili Zaili Zulkifli Eko Purwanto Zulmariad, Randi

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