Articles
<![CDATA[Pengujian Moderasi Komitmen Organisasi untuk Peningkatan Akuntabilitas Kinerja Instansi Pemerintah Kabupaten Serang ]]>
<![CDATA[Mutaqin, Riansyah]]>;
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Mumtazah Damarwulan, Liza]]>
<![CDATA[ GEMA EKONOMI Vol 12 No 3 (2023): GEMA EKONOMI ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Gresik ]]>
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DOI: 10.55129/https://doi.org/10.55129/.v12i4.2927
<![CDATA[The aims of this research are: (1) to examine and analyze the effect of Apparatus Competence on Performance Accountability of Government Agencies, (2) to test and analyze the ability of Organizational Commitment to moderate the relationship between Apparatus Competence and Government Agencies Performance Accountability. The research was conducted at 29 OPD in the Government of Serang Regency using quantitative methods through data analysis using the Partial Least Square (PLS) based Structural Equation Model (SEM) method, while a sample of 145 people used the census method. This study obtained the results that Apparatus Competence has a positive and significant effect on Government Agencies Performance Accountability, Organizational Commitment is also able to moderate the relationship between Apparatus Competence and Government Agencies Performance Accountability.]]>
<![CDATA[The Effect of Information Technology and Performance Appraisal on Employee Performance with Motivation as an Intervening Variable ]]>
<![CDATA[Sianturi, William Korintius]]>;
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Imron, Ali]]>;
<![CDATA[Maria, Vera]]>
<![CDATA[ Indonesian Journal of Innovation Multidisipliner Research Vol. 3 No. 1 (2025): March ]]>
Publisher : <![CDATA[Institute of Advanced Knowledge and Science ]]>
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DOI: 10.69693/ijim.v3i1.345
<![CDATA[This study examines the effects of Information Technology and Performance Appraisal on Employee Performance, with Motivation as an intervening variable, using a descriptive quantitative method and saturation sampling involving 80 respondents. Data was gathered via a questionnaire with an interval scale and analyzed using SmartPLS software. The results indicate that Information Technology positively and significantly impacts Employee Performance and Motivation, Performance Appraisal positively and significantly influences Employee Performance and Motivation, and Motivation positively and significantly affects Employee Performance. Additionally, Motivation mediates the relationship between Information Technology and Employee Performance, as well as between Performance Appraisal and Employee Performance.]]>
<![CDATA[The Effect of Training and Non-Physical Work Environment on Employee Performance with Job Satisfaction as an Intervening Variable ]]>
<![CDATA[Sadewo, Muhammad Bagus]]>;
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Suryani, Emma]]>
<![CDATA[ Indonesian Journal of Innovation Multidisipliner Research Vol. 3 No. 1 (2025): March ]]>
Publisher : <![CDATA[Institute of Advanced Knowledge and Science ]]>
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DOI: 10.69693/ijim.v3i1.346
<![CDATA[This study aims to determine the extent of influence of Training and Non-Physical Work Environment on Employee Performance and the role of Job Satisfaction as a mediating variable at Cileungsi Regional General Hospital, Bogor Regency. The research method used is a quantitative method with the population used being all nurses at Cileungsi Regional General Hospital totaling 215 people, with a sample size of 100 people. Sampling using the saturated sample method. Data collection techniques used are observation, interviews and questionnaires. The data obtained in this study were through respondents, sources, and literature studies. The data analysis method used is PLS (Smart Partial Least Square). The results of this study indicate that: Training has a negative and insignificant effect on Employee Performance. Non-Physical Work Environment has a positive and significant effect on Employee Performance. Training has a positive and significant effect on Job Satisfaction. Non-Physical Work Environment has a positive and significant effect on Job Satisfaction. (5) Job Satisfaction has a positive and significant effect on Employee Performance. Job Satisfaction is able to mediate the relationship between Training and Employee Performance. Job Satisfaction is able to mediate the relationship between Non-Physical Work Environment and Employee Performance.]]>
<![CDATA[Analisis Leader Member Exchange (LMX) dan Employee Voice Behaviour (EVB) dalam Meningkatkan Kepuasan Kerja Pada PT PLN Indonesia Power Unit Bisnis Pembangkitan Suralaya ]]>
<![CDATA[Lubis, Irwan Edi S]]>;
<![CDATA[Prahiawan, Wawan]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 4 No. 2 (2024): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v4i2.10013
<![CDATA[PT PLN Indonesia Power Unit Bisnis Pembangkitan Suralaya merupakan pembangkit listrik terbesar yang dimiliki oleh PT PLN Indonesia Power dengan kapasitas terpasang 3400 megawat. PT PLN Indonesia Power Unit Bisnis Pembangkitan Suralaya menjadikan karyawan sebagai aset perusahaan, oleh sebab itu kepuasan kerja merupakan bagian y3. ang patut untuk diperhatikan organisasi dalam mencapai tujuan perusahaan. Karyawan yang tidak diberikan kebebasan berkomunikasi secara informal atau dengan kata lain karyawan dibatasi berkomunikasi mengenai ide, saran, dan hubungan yang baik dengan atasan akan menimbulkan ketidakpuasan. Upaya untuk meningkatkan kepuasan kerja PT PLN Indonesia Power Unit Bisnis Pembangkitan Suralaya adalah dengan Leader Member Exchange dan Employee Voice Behavior. Tujuan penelitian ini adalah untuk dapat mengetahui menganalisa Leader Member Exchange dan Employee Voice Behavior dalam meningkatkan kepuasan kerja di PT PLN Indonesia Power Unit Bisnis Pembangkitan Suralaya. Metode penelitian yang digunakan adalah kualitatif dengan pendekatan studi Pustaka dan Focus Group Discussion (FGD) dengan melibatkan 30 (tiga puluh) orang karyawan yang mewakili masing-masing bidang. Temuan hasil penelitian menjelaskan bahwa LMX dan EVB pada PT PLN Indonesia Power Unit Bisnis Pembangkitan Suralaya telah disusun dan dilaksanakan dengan baik oleh pegawai terkait. Adapun saran penelitian selanjutnya agar menambahkan variabel kinerja karyawan sebagai variabel Y dan kepuasan kerja menjadi variabel intervening.]]>
<![CDATA[Pengaruh Komunikasi Organisasi Dan Lingkungan Kerja Non Fisik Terhadap Kinerja Pegawai Dengan Kepuasan Kerja Sebagai Variabel Intervening ]]>
<![CDATA[Al Banna, Muhammad Hasan]]>;
<![CDATA[Prahiawan, Wawan]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 4 No. 4 (2024): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v4i4.12423
<![CDATA[Penelitian ini bertujuan untuk menguji dan menganalisis serta membuktikan bagaimana peran mediasi kepuasan kerja pada hubungan komunikasi organisasi dan lingkungan kerja non fisik terhadap kinerja pegawai pada Badan Penanggulangan Bencana Daerah Provinsi Banten. Populasi dalam penelitian ini adalah seluruh pegawai BPBD Provinsi Banten dengan sampel yang digunakan adalah sebanyak 148 responden dengan menggunakan teknik sampling jenuh. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan deskriptif. Penelitian ini melakukan pengumpulan data berdasarkan studi kepustakaan, wawancara, observasi serta kuesioner. Metode analisis data yang digunakan adalah Structural Equation Modelling (SEM) dengan alat analisis SmartPLS 3.0. Penelitian ini memiliki hasil bahwa Komunikasi Organisasi (X1) berpengaruh positif dan signifikan terhadap Kinerja Pegawai (Y), Lingkungan Kerja Non Fisik (X2) berpengaruh positif dan signifikan terhadap Kinerja Pegawai (Y), Komunikasi Organisasi (X1) berpengaruh positif dan signifikan terhadap Kepuasan Kerja (Z), Lingkungan Kerja Non Fisik (X2) berpengaruh positif dan signifikan terhadap Kepuasan Keja (Z), Kepuasan Kerja (Z) berpengaruh positif dan signifikan terhadap Kinerja Pegawai (Y), Kepuasan Kerja (Z) mampu memediasi hubungan Komunikasi Organisasi (X1) terhadap Kinerja Pegawai (Y), dan Kepuasan Kerja (Z) mampu memediasi hubungan Lingkungan Kerja Non Fisik (X2) terhadap Kinerja Pegawai (Y).]]>
<![CDATA[The Influence of Motivation and Work Ethics on Employee Performance Through Work Behavior as an Intervening Variable at PT. Prima Land, Pandeglang Regency ]]>
<![CDATA[Kamilasari, Tria]]>;
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Maria, Vera]]>
<![CDATA[ Indonesian Journal of Applied and Industrial Sciences (ESA) Vol. 3 No. 2 (2024): March 2024 ]]>
Publisher : <![CDATA[PT FORMOSA CENDEKIA GLOBAL ]]>
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DOI: 10.55927/esa.v3i2.8506
<![CDATA[The purpose of this research is to determine the influence of Motivation and Work Ethics on Employee Performance Through Work Behavior as Variable Intervening at PT. PrimaLand Pandeglang Regency. The method used in this research is quantitative with a descriptive approach. The population in this study were 81 employees at PT. PRIMALAND. This research sample uses the entire research population using satureted sampling. Data analysis techiques in this research use]]>
<![CDATA[Effect Of Training On Employee Performance With Competence And Commitment As Intervening ]]>
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Pramono, Abdul Chatim]]>
<![CDATA[ APTISI Transactions on Management (ATM) Vol 6 No 2 (2022): ATM (APTISI Transactions on Management: July) ]]>
Publisher : <![CDATA[Pandawan ]]>
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DOI: 10.33050/atm.v6i2.1742
<![CDATA[The higher the level of competition in the steel manufacturing sectors, it is necessary for the company's efforts to survive by carrying out internal strategies in the form of improving employee performance. Training is found to be one of the factors that can affect employee performance. The purpose of this study is to examine the effect of training on employee performance with competence and commitment as intervening variables. The novelty in this research is that no previous research has been found that discusses the effect of training on employee performance with the competence and commitment as intervening employees of the Chemical Recovery Plant (CRP) Coke Oven factory at a steel industry company in in Cilegon. The population in this study were employees of Dinas CRP coke oven factory at a steel industry company in Cilegon. From a total population of 63 people with the characteristics of being organic employees and having gone through two years of service, the number of samples taken is 60 people. Structural Equation Modeling was used to test the statistical significance of the path coefficients. The research findings explain that training has a positive and significant effect on competence. Training has a positive, but not significant, effect on employee performance. Competence has a positive and significant effect on employee performance, while commitment has a positive, but not significant, effect on employee performance.]]>
<![CDATA[STRENGTHENING EMOTIONAL INTELLIGENCE AND NURSE PERFORMANCE AT RSUD DR. DRAJAT PRAWIRANEGARA ]]>
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Mariska, Tika]]>;
<![CDATA[Damarwulan, Liza M]]>
<![CDATA[ Management Science Research Journal Vol. 1 No. 3 (2022): August 2022 ]]>
Publisher : <![CDATA[PT Larva Wijaya Penerbit ]]>
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DOI: 10.56548/msr.v1i3.31
<![CDATA[Performance is an important thing that reflects the good or bad service of an institution. This research was conducted at RSUD Dr. Drajat Prawiranegara to find out how the influence of emotional intelligence in improving employee performance by using the intervening variable of work discipline. The research population was 83 nurses. This study is a causality study whose data were analyzed using the SEM-PLS method. Based on the hypothesis test conducted, it shows that there is a positive and significant effect of emotional intelligence on work discipline and employee performance, and there is a positive and significant effect of work discipline on the performance at RSUD Dr. Prawiranegara Drajat. This study also proves that there is a partial mediation of work discipline on the influence of emotional intelligence to improve employee performance.]]>
<![CDATA[The Effect of Electronic Performance Application and Work Skills on Employee Performance With Job Satisfaction as an Intervening Variable ]]>
<![CDATA[Muchlis, Aditia]]>;
<![CDATA[Prahiawan, Wawan]]>;
<![CDATA[Lutfi, Lutfi]]>
<![CDATA[ Advances In Social Humanities Research Vol. 3 No. 7 (2025): Advances In Social Humanities Research ]]>
Publisher : <![CDATA[Sahabat Publikasi ]]>
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DOI: 10.46799/adv.v3i7.460
<![CDATA[The purpose of this study is to test and analyze the impact of the application of electronic performance and work skills on employee performance with job satisfaction as an intervening variable. The research population consists of all civil servants in the DP3AKKB of Banten Province as many as 63 people using employee data in 2024. The sampling technique used is census sampling which involves collecting data from all relevant populations. Data was collected through a questionnaire followed by analysis using a quantitative method processed with SmartPLS software version 4. The results of the study show that performance electronics have a positive and significant effect on employee performance, work skills have a positive but insignificant effect on employee performance, performance electronics have a positive and significant effect on job satisfaction, work skills have a positive and significant effect on job satisfaction, satisfaction has a positive and significant effect on employee performance, job satisfaction is able to mediate electronic performance on performance employees, and job satisfaction are able to mediate work skills to employee performance.]]>
<![CDATA[Perencanaan Manajemen Sumber Daya Manusia dan Dampaknya Terhadap Kinerja Pegawai : Studi di PT PLN Indonesia Power Suralaya ]]>
<![CDATA[Krisloana Kendali]]>;
<![CDATA[Wawan Prahiawan]]>
<![CDATA[ Journal of Management and Social Sciences Vol. 3 No. 2 (2024): May : Journal of Management and Social Sciences ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Administrasi Yappi Makassar Jl. Sumba no 46, Kota Makassar, Sulawesi Selatan ]]>
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DOI: 10.55606/jimas.v3i2.1144
<![CDATA[Human resource planning is one of the most important assets in a company because it can improve employee performance. This research aims to analyze the influence of human resource management planning which consists of five targets, namely workforce planning, recruitment, selection, orientation and placement, as well as training and development on employee performance. The research method uses a quantitative approach with samples taken of 100 employees at PT PLN Indonesia Power Suralaya using proportional random sampling. Data collection was carried out through distributing online questionnaires which were then analyzed using SEM-PLS. The research results concluded that planning, selection, orientation and placement, training and development are functions of human resource management planning which are proven to contribute positively to improving performance. Meanwhile, recruitment has no effect on performance. The path coefficient value shows that selection is the most dominant variable influencing the good and bad of employee performance]]>
