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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Journal of Economic, Bussines and Accounting (COSTING) Jurnal Media Ekonomi Jurnal Interprof
Ahmad Basri
Universitas Bina Insan
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Energy Other

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THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP AND CAREER DEVELOPMENT ON EMPLOYEE PERFORMANCE WITH MOTIVATION AS A MODERATING VARIABLE Ndaru Murni Ayuningtyas; Suwarno Suwarno; Ahmad Basri
Jurnal Interprof Vol 11 No 2 (2025): Jurnal Interprof, Desember
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v11i2.2967

Abstract

This research quantitatively investigates the roles of transformational leadership and career development in shaping employee performance, with employee motivation acting as a moderating factor, within the Department of Communication, Informatics, Statistics, and Encryption (Kominfotiksan) of Lubuklinggau City. The study’s focus on Lubuklinggau’s Kominfotiksan Office arises from observed deficiencies in motivational dynamics: leadership offers limited recognition of employees’ completed tasks, attendance at training sessions remains low, and strategic departmental objectives do not translate effectively into on-the-ground actions, thereby compromising the quality of public information services. Furthermore, a reluctance to cultivate digital competencies persists, stemming from scarce training and a widespread underappreciation of technological fluency. The research population encompasses all Kominfotiksan Office personnel, and a purposive sample of 47 employees was drawn. The analysis employs multiple linear regression augmented by Moderated Regression Analysis (MRA). Findings indicate that both transformational leadership and structured career development exert statistically significant influences on performance, whether in isolation or collectively. Motivation, in turn, amplifies the effects of both independent variables on employee performance, confirming its role as a reinforcing moderator.
PENGARUH MOTIVASI DAN DISIPLIN TERHADAP KINERJA PEGAWAI DINAS PERKEBUNAN KABUPATEN MUSI RAWAS Yohanes Susanto; Ahmad Basri; Yuti Amsari
Jurnal Interprof Vol 5 No 1 (2019): Jurnal Interprof, Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v5i1.1756

Abstract

Tujuan penelitian ini adalah untuk mengetahui Pengaruh motivasi kerja dan disiplin kerja secara bersama-sama berpengaruh terhadap kinerja pegawai di Dinas Perkebunan Kabupaten Musi Rawas. Populasi dan sampel penelitian adalah Pegawai Negeri Sipil di Dinas Perkebunan Kabupaten Musi Rawas berjumlah 84 orang. Hasil pengujian hipotesis telah membuktikan terdapat pengaruh motivasi kerja terhadap kinerja pegawai, nilai t hitung sebesar 3,992 dengan taraf signifikansi sebesar 0,05 > nilai kritis t – table sebesar 1,6637. Hasil pengujian hipotesis telah membuktikan terdapat pengaruh antara disiplin disiplin kerja terhadap kinerja pegawai, nilai t hitung sebesar 2,112 dengan taraf signifikansi sebesar 0,05 > nilai kritis t – tabel sebesar 1,6637. Berdasarkan nilai F-hitung sebesar 9,326 > nilai F-tabel sebesar 3,293. Kesimpulan dinyatakan bahwa ada pengaruh yang nyata antara struktur motivasi dan disiplin kerja secara parsial dan simultan terhadap kinerja pegawai.
PENGARUH KEPEMIMPINAN DAN KOMUNIKASI KERJA TERHADAP KINERJA ASN (STUDI KASUS DI 4 KECAMATAN) KOTA LUBUKLINGGAU Ahmad Basri; Noorchamid Ustadi; Jekki Pelkandis
Jurnal Interprof Vol 5 No 1 (2019): Jurnal Interprof, Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v5i1.1759

Abstract

Tujuan penelitian ini adalah untuk mengetahui Pengaruh Kepemimpinan dan Komunikasi Kerja Terhadap Kinerja ASN (Studi Kasus di 4 Kecamatan) Kota Lubuklinggau. Sampel yang digunakan dalam penelitian ini sebanyak 55 orang responden. Teknik analisis data yang digunakan adalah Analisis Regresi Linier Berganda, Koefisien Determinasi (R2), dan Uji F. Dari hasil Analisi Regresi Berganda diperoleh persamaan Ŷ = 0,448 + 0,617 X1 + 0,379 X2. Snalisis Determinan diperoleh nilai R square (R2) sebesar 0,867 atau 86,7%. Sedangkan sisanya sebesar 13,3% dipengaruhi oleh variabel lain yang tidak masuk dalam penelitian ini. Berdasarkan hasil perhitungan (Uji F), terlihat bahwa nilai Fhitung (169,645) > Ftabel (3,175), artinya Ho ditolak dan Ha diterima.
OPTIMIZING HUMAN RESOURCE MANAGEMENT TO IMPROVE INTERNAL AUDIT SUPERVISION QUALITY: A CASE STUDY OF LUBUKLINGGAU INSPECTORATE Leksamana Patra Yudha; Dheo Rimbano; Mulyadi; Ahmad Basri
Jurnal Media Ekonomi (JURMEK) Vol 31 No 2 (2026): Jurnal Media Ekonomi
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/jurnalmediaekonomi.v31i2.3287

Abstract

Purpose: This study aims to analyze the quality of internal audit supervision, evaluate human resource management within the Government Internal Supervisory Apparatus (APIP), and identify strategies for optimizing human resources at the Inspectorate Office of Lubuklinggau City, Indonesia. Research Methodology: This study employed an exploratory qualitative case study approach. Data were collected through semi-structured interviews with 12 informants from the Inspectorate Office and the Regional Human Resource Development Agency (BKPSDM), supported by non-participant observation and document analysis of Key Performance Indicator reports and Internal Audit Capability Model (IACM) assessments from 2021–2024. Data were analyzed using the Miles and Huberman interactive model through data condensation, display, and conclusion verification. Results: The findings show that the Inspectorate’s IACM level has remained at Level 3 (Integrated) for four consecutive years, indicating adequate but not optimal audit capability. Human resource optimization is constrained by staffing shortages, limited competency development, and uneven workload distribution. Nine optimization strategies were identified, including workforce strengthening, competency improvement, digital audit implementation, risk-based supervision, and performance-based incentives. Conclusions: Improving APIP human resource management is essential to enhance internal audit maturity and supervisory effectiveness. Limitations: This study focuses on a single regional inspectorate, limiting generalization to other local governments. Contributions: This study provides empirical insights for policymakers and inspectorates in developing human resource strategies to strengthen public sector internal audit capability.
Co-Authors Desi Nurmala Sari Dheo Rimbano Gunadi Gunadi Jekki Pelkandis Leksamana Patra Yudha Mulyadi Mulyadi Mulyadi Ndaru Murni Ayuningtyas Noorchamid Ustadi Ronal Afrianto Rudi Hermantoni Sri Lestar Suwarno Suwarno Yohanes Susanto Yohanes Susanto Yuti Amsari