Articles
<![CDATA[Pengaruh Lingkungan Kerja terhadap Kinerja Pegawai Dinas Perhubungan Kota Samarinda ]]>
<![CDATA[Sonia Gusma Dewi]]>;
<![CDATA[sofia ulfa eka hadiyanti]]>
<![CDATA[ Borneo Student Research (BSR) Vol 3 No 3 (2022): Borneo Student Research ]]>
Publisher : <![CDATA[Borneo Student Research (BSR) ]]>
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<![CDATA[Tujuan studi: Penelitian ini bertujuan untuk menguji pengaruh lingkungan kerja terhadap kinerja pegawai Dinas Perhubungan Kota Samarinda Metodologi:Analisis ini menggunakan variable independen yaitu lingkungan kerja dan variable dependen yaitu kinerja pegawai. Objek penelitian ini adalah pegawai di Dinas Perhubungan Kota Samarinda. Teknik pengumpulan datanya adalah dengan menggunakan angket/kuesioner yang disebar disetiap pegawai. Jumlah populasinya adalah 85 orang dan keseluruhan dijadikan sampel berdasarkan teknik pengambilan sampel dilakukan dengan metode probability sampling dengan menggunakan teknik simple random sampling. Teknik analisis yang digunakan adalah uji instrument (uji validitas dan uji reliabilitas), uji asumsi klasik (uji normalitas dan uji hetoskedastisitas), dan uji hipotesis (analisis regresi sederhana, uji (t) dan uji R2) dengan tingkat signifikansinya adalah 5% atau 0,05. Hasil: Hasil penelitian ini adalah lingkungan kerja berpengaruh signifikan terhadap kinerja pegawai dengan nilai signifikannya adalah 0,00 lebih kecil < dari 0,05. Manfaat: Pada penelitian ini terdapat manfaat yaitu untuk mengetahu pengaruh lingkungan kerja terhadap kinerja pegawai di Dinas Perhubungan Kota Samarinda, dan bagi peneliti selanjutnya diharapkan dapat berguna sebagai penambahan referensi bagi mahasiswa yang akan melakukan penelitian tentang lingkungan kerja terhadap kinerja pegawai]]>
<![CDATA[Pengaruh Pelatihan terhadap Kinerja Pegawai pada Dinas Perhubungan Kota Samarinda ]]>
<![CDATA[Toni Dwi Febrianto]]>;
<![CDATA[Sofia Ulfa Eka Hadiyanti]]>
<![CDATA[ Borneo Student Research (BSR) Vol 4 No 1 (2022): Borneo Student Research ]]>
Publisher : <![CDATA[Borneo Student Research (BSR) ]]>
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<![CDATA[Tujuan studi: Penelitian ini bertujuan untuk mengetahui dan menunjukkan bahwa pelatihan kerja berpengaruh signifikan terhadap kinerja pegawai pada Dinas Perhubungan Kota Samarinda. Metodologi: Teknik pengumpulan data yang digunakan dengan metode survei, dan dengan alat bantu yaitu kuesioner yang peneliti bagikan melalui penyebaran kuesioner, dalam menganalisis data, penelitian ini menggunakan analisis regresi linier sederhana berdasarkan hasil perhitungan dari aplikasi SPSS V 24. Hasil: Berdasarkan data yang diperoleh hasil Y = 11,421 + 0,593X. Dengan hasil perhitungan tersebut, Konstanta 11,421 yang apabila variabel independen 0 atau dianggap tidak memiliki nilai maka nilai pelatihan kerja sebesar 11,421. Variabel didapatkan nilai beta 0,593. Maka peneliti dapat menjelaskan interpretasikan yakni Ha dapat diterima atau memiliki pengaruh Pelatihan Kerja (X) terhadap Kinerja Pegawai (Y). Penelitian ini membuktikan bahwa Pelatihan Kerja yang diadakan instansi sangat efektif dalam meningkatkan Kinerja Pegawai yang juga akan memajukan instansi. Manfaat: Sangat penting sebagai salah satu masukan atau sumbangan pemikiran bagi lembaga-lembaga terkait untuk menentukan kebijakan selanjutnya yang berkaitan dengan pelatihan kerja khususnya pada pegawai Dinas Perhubungan Kota Samarinda]]>
<![CDATA[Sosialisasi Pelaporan Perpajakan Bagi BUMDes Dan Pelaku UMKM Berbasis IT Di Desa Loa Duri Ulu ]]>
<![CDATA[Fenty Fauziah]]>;
<![CDATA[Bun Yamin]]>;
<![CDATA[Arbansyah Arbansyah]]>;
<![CDATA[Askiah Askiah]]>;
<![CDATA[Sofia Ulfa Eka Hadiyanti]]>
<![CDATA[ Jurnal Pengabdian Masyarakat Vol 4 No 1 (2023): Jurnal Pengabdian Masyarakat ]]>
Publisher : <![CDATA[Institut Teknologi dan Bisnis Asia Malang ]]>
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DOI: 10.32815/jpm.v4i1.1108
<![CDATA[Sosialisasi dan pelatihan keterampilan sistem pelaporan perpajakan bagi BUMDES dan pelaku UMKM merupakan salah satu langkah meningkatkan kemampuan para pengusaha mikro kecil dan menegah yang terdapat di Desa Loa Duri Ulu. Sosialisasi ini dilaksanakan pada tanggal 18 Maret 2022, sebelum tanggal terakhir pelaksanaan pelaporan perpajakan bagi pelaku usaha. Tim pengabdi adalah dosen yang memiliki pengetahuan, keahlian, dan pengalaman dalam bidang perpajakan. Tujuan dari pelatihan ini, khususnya bagi BUMDes dan pelaku UMKM adalah untuk meningkatan kemampuan melaksanakan kewajiban perpajakan melalui web DJP online dan aspek lain yang berhubungan dengan hal tersebut. Kegiatan dimulai dari persiapan dengan menganalisis kebutuhan pelatihan, merumuskan tujuan pelatihan, mempersiapkan materi dan melaksanakan pelatihan. Metode pelatihan dilakukan dengan memberikan ceramah, diskusi, tanya jawab dan pelatihan pelaporan perpajakan yaitu pelaporan Surat Pemberitahuan (SPT) tahunan. Hasil dari pelatihan ini diharapkan dapat meningkatkan pengetahuan teknis bagi BUMDes dan pelaku UMKM dalam melaksanakan kewajiban perpajakannya terutama pajak penghasilan, yaitu cara pengisian SPT tahunan sebagai orang pribadi maupun badan.]]>
<![CDATA[Analisis Motivasi Kerja Generasi Z Yang Dipengaruhi Oleh Lingkungan Kerja dan Komitmen Kerja ]]>
<![CDATA[Yuli Fajriyanti]]>;
<![CDATA[Asmadhini Handayani Rahmah]]>;
<![CDATA[Sofia Ulfa Eka Hadiyanti]]>
<![CDATA[ Journal of Trends Economics and Accounting Research Vol 4 No 1 (2023): September 2023 ]]>
Publisher : <![CDATA[Forum Kerjasama Pendidikan Tinggi (FKPT) ]]>
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DOI: 10.47065/jtear.v4i1.808
<![CDATA[This research aims to examine the influence of work environment and work commitment on the work motivation of Generation Z employees in Samarinda City. This study employs a quantitative approach with the population being all Generation Z individuals in Samarinda City. The sample consists of 141 respondents obtained through purposive sampling technique. Data collection is conducted using a questionnaire distributed through Google Form using the Likert scale. The analysis technique used is multiple linear regression through the SPSS software. The results of this study indicate that partially, the t-test results show that the work environment (x1) has a significance value of 0.002 ≤ 0.10, which means that the work environment significantly influences the work motivation of Generation Z. The t-test results for work commitment (x2) on work motivation (y) have a significance value of 0.006 ≤ 0.10, indicating that work commitment significantly affects the work motivation of Generation Z. Moreover, simultaneously, the F-test results for both the work environment (x1)and work commitment (x2) on work motivation (y) have a significance value of 0.001 ≤ 0.10, signifying that the work environment and work commitment, when considered together, significantly influence the work motivation of Generation Z.]]>
<![CDATA[WORK MOTIVATION IMPROVEMENT THROUGH TRAINING AND EDUCATION DEVELOPMENT ]]>
<![CDATA[Nardi Nardi]]>;
<![CDATA[Nita Rislawati]]>;
<![CDATA[Sofia Ulfa Eka Hadiyanti]]>;
<![CDATA[Bun Yamin]]>
<![CDATA[ International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 6, No 4 (2022): IJEBAR, Vol. 6 Issue 4, December 2022 ]]>
Publisher : <![CDATA[LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta) ]]>
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DOI: 10.29040/ijebar.v6i4.6647
<![CDATA[This research was conducted at PT. Harmoni Mitra Utama in Samarinda City and aims to determine the effect of training and educational development on employee work motivation using SPSS 22.0. The population in this study were all employees of PT. Harmoni Mitra Utama Samarinda and the sample is a total population of 50 employees. This type of research is an explanatory research with the quantitative approach. The research method used is a form of explanatory survey method and conducted to answer the hypothesis that there is the influence of training and educational development on the work motivation of employees of PT. Harmoni Samarinda's main partner. The results of this study indicate that training has no significant effect on the work motivation of employees of PT. Harmoni Mitra Utama Samarinda, while the development of education has a significant influence on the work motivation of employees of PT. Harmoni Mitra Utama Samarinda. Education is an effort to prepare employees through educational activities. Training is a short-term educational process that is organized in learning knowledge and skills for certain goals.]]>
<![CDATA[The Bionomic Equilibrium Model for Balancing Forest Conservation and Economic Growth: Empirical Evidence from Indonesia: ]]>
<![CDATA[Jamal, Sri Wahyuni]]>;
<![CDATA[Suparno, Suparno]]>;
<![CDATA[Hadiyanti, Sofia Ulfa Eka]]>;
<![CDATA[Sadidah, Dian]]>;
<![CDATA[Dewi, Mutiara]]>
<![CDATA[ BHUMI: Jurnal Agraria dan Pertanahan Vol. 9 No. 2 (2023): Bhumi: Jurnal Agraria dan Pertanahan ]]>
Publisher : <![CDATA[Pusat Penelitian dan Pengabdian kepada Masyarakat, Sekolah Tinggi Pertanahan Nasional ]]>
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DOI: 10.31292/bhumi.v9i2.679
<![CDATA[Abstract: The objective of this study is to balance forest conservation with economic growth while accounting for the rate of deforestation. The methodology employed in this research utilizes a mathematical modeling approach, specifically adopting the logistic model to represent forest growth rates. In addition, numerical analysis is applied to illustrate the impact of economic activities on forest areas. The data used in the study consist of deforestation rates in Indonesia from 2000 to 2021. The findings indicate that the rate of economic activity in forested areas is directly proportional to the reduction in forest area. If the rate of deforestation due to economic activity approaches the forest growth rate, the likelihood of forest area reduction increases, and forest depletion will occur if the two rates become equal. To resolve the dilemma between forest conservation and economic growth, this study proposes a solution consisting of three key steps: (1) establishing a minimum forest area that is strictly protected from economic exploitation; (2) setting the ratio between forest growth rates and economic activity rates as a primary foundation for ensuring sustainable forest conservation and economic development; and (3) calculating environmental costs, such as reforestation, based on the proportional relationship between deforestation rates and forest growth rates. Keywords: Deforestation, Environmental Cost, Economy, Forest, Growth Rate]]>
<![CDATA[THE RELATIONSHIP BETWEEN MOTIVATION AND EMPLOYEES' PERFORMANCE: A LITERATURE REVIEW ]]>
<![CDATA[Heksarini, Ariesta]]>;
<![CDATA[Slamet Riyadi, Sukisno]]>;
<![CDATA[Hadiyanti, Sofia Ulfa Eka]]>
<![CDATA[ Jurnal Ekonomi dan Manajemen Vol 17 No 2 (2024): Jurnal Ekonomi dan Manajemen ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Kalimantan Timur ]]>
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<![CDATA[Motivation is an important thing applied to organizations where it will support human behavior to work hard so that the results obtained will be optimal and achievable. With high motivation, there will be a desire to obtain a satisfactory work result and work achievement. Motivation is also an effort that can direct someone to work well and optimally. work well and maximally. This research was conducted to examine the relationship between motivation and employee performance. The type of research used is qualitative research with a literature review method. The literature studied was 20 studies published in many reputable national and international journals which are the study in this article, namely Human Resource Management. From the analysis, it was found that there is a relationship between work motivation and employee performance, and work motivation affects employee performance. work motivation affects employee performance. However, the influence of work motivation on employee performance depends on the type of organization and company where employees work. depends on the type of organization and company where employees work. Keywords: Motivation; Employees’ performance; Literature review]]>
<![CDATA[Pengaruh Pelatihan dan Pengembangan SDM Terhadap Kinerja Pegawai Pada Dinas Tenaga Kerja Kota Samarinda ]]>
<![CDATA[Apriliyani, Ni Luh Putri]]>;
<![CDATA[Hadiyanti, Sofia Ulfa Eka]]>;
<![CDATA[Anitra, Vera]]>
<![CDATA[ Jurnal Ekonomi Manajemen dan Bisnis (JEMB) Vol. 4 No. 1 (2025): Januari - Juni ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jemb.v4i1.3006
<![CDATA[This research examines the influence of training and human resource development on employee performance at theSamarinda City Manpower Service. This study was motivated by a lack of awareness of training and development of human resources for work in the field, so that the training received by the workforce was less than optimal. Data was obtained by distributing questionnaires to 60 employees using a simple random sampling method and analyzed using multiple linear regression via SPSS version 29. The results of the study showed that training had a significant negative effect on employee performance due to inappropriate methods, irrelevant material, and incompetent instructors. Meanwhile, human resource development has a significant positive effect because it is carried out in a structured manner through competency-based division of tasks, advanced training and ongoing coaching. Overall, HR training and development contributed 29% to the variation in employee performance. These findings empha]]>
<![CDATA[Pengaruh Motivasi Kerja Terhadap Kinerja Karyawan Pada PT. PLN Indonesia Power UBP Mahakam ]]>
<![CDATA[Widodo, Dewi qonitatillah]]>;
<![CDATA[Hadiyanti, Sofia Ulfa Eka]]>;
<![CDATA[Anitra, Vera]]>
<![CDATA[ Jurnal Ekonomika Dan Bisnis (JEBS) Vol. 5 No. 4 (2025): Juli-Agustus ]]>
Publisher : <![CDATA[CV. ITTC INDONESIA ]]>
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DOI: 10.47233/jebs.v5i4.3014
<![CDATA[This research is motivated by the observed gap between the performance targets set by management and the actual achievements of several employees at PT PLN Indonesia Power UBP Mahakam. This discrepancy is suspected to be influenced by varying levels of work motivation among employees. The purpose of this study is to examine and analyze the effect of work motivation on employee performance. A quantitative approach was applied using a survey method and simple linear regression analysis. The sample consisted of 50 active employees selected using a total sampling technique. The primary instrument used was a closed-ended questionnaire based on a four-point Likert scale. The validity and reliability tests confirmed that all questionnaire items were valid and reliable. The results of the regression analysis show that work motivation has a positive and significant effect on employee performance, with a significance value of 0.000 (< 0.05) and a regression coefficient of 0.927. This implies that an increase in work motivation tends to be followed by an improvement in employee performance. These findings support Maslow’s hierarchy of needs theory and Herzberg’s two-factor theory, which emphasize the importance of both intrinsic and extrinsic motivation in enhancing job performance. Therefore, it is recommended that management strengthen motivational factors to sustainably improve employee productivity and effectiveness.]]>
<![CDATA[Pengaruh Etos kerja Terhadap Kinerja Pegawai Melalui Budaya kerja Sebagai Mediator ]]>
<![CDATA[Khairani, Nabilah]]>;
<![CDATA[Anitra, Vera]]>;
<![CDATA[Hadiyanti, Sofia Ulfa Eka]]>
<![CDATA[ Balance : Jurnal Akuntansi dan Manajemen Vol. 4 No. 2 (2025): Agustus 2025 ]]>
Publisher : <![CDATA[Lembaga Riset Ilmiah ]]>
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DOI: 10.59086/jam.v4i2.798
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja terhadap kinerja pegawai dengan budaya kerja sebagai variabel mediasi pada Biro Administrasi Pimpinan Kantor Gubernur Provinsi Kalimantan Timur. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei melalui kuesioner. Sampel sebanyak 69 responden diambil secara total sampling dari seluruh populasi. Analisis data dilakukan menggunakan SEM-PLS dengan bantuan SmartPLS 3. Hasil penelitian menunjukkan bahwa etos kerja berpengaruh positif dan signifikan terhadap kinerja pegawai serta budaya kerja. Namun, budaya kerja tidak berpengaruh signifikan terhadap kinerja pegawai dan tidak mediasi hubungan antara etos kerja dan kinerja. Temuan ini menekankan pentingnya penguatan etos kerja sebagai faktor utama dalam meningkatkan kinerja pegawai. Implikasi penelitian ini menunjukkan bahwa organisasi perlu fokus pada pembinaan etos kerja secara berkelanjutan, serta mengevaluasi penerapan budaya kerja agar lebih berperan dalam mendukung kinerja pegawai. This study aims to analyze the effect of work ethic on employee performance with work culture as a mediating variable at the Chief Administrative Bureau of the East Kalimantan Provincial Governor's Office. This study uses a quantitative approach with a survey method through a questionnaire. A sample of 69 respondents was taken by total sampling from the entire population. Data analysis was carried out using SEM-PLS with the help of SmartPLS 3. The results showed that work ethic has a positive and significant effect on employee performance and work culture. However, work culture has no significant effect on employee performance and does not mediate the relationship between work ethic and performance. These findings emphasize the importance of strengthening work ethic as a major factor in improving employee performance. The implication of this study shows that organizations need to focus on fostering work ethic on an ongoing basis, as well as evaluating the implementation of work culture so that it plays a greater role in supporting employee performance ]]>
