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All Journal JOURNAL SCIENTIFIC OF MANDALIKA (JSM) Jurnal Ekonomi dan Bisnis Ekopedia: Jurnal Ilmiah Ekonomi MUQADDIMAH: Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis
Muhammad Badar
Sekolah Tinggi Ilmu Ekonomi (STIE) Bima
Humanities Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Other

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Pengaruh Kompensasi Dan Shift Jam Kerja Terhadap Kepuasan Kerja Pada Badan Penanggulangan Bencana Daerah (BPBD) Kota Bima Anggi Anggriani; Muhammad Badar
JOURNAL SCIENTIFIC OF MANDALIKA (JSM) e-ISSN 2745-5955 | p-ISSN 2809-0543 Vol. 3 No. 8 (2022): Agustus
Publisher : Institut Penelitian dan Pengembangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/10.36312/JSM

Abstract

Job satisfaction is a psychological aspect that reflects a person's feelings towards his job. Basically job satisfaction is an individual thing because each individual will have a different level of satisfaction according to the values ​​that apply to each individual. Based on the results of observations, there are several problems faced by employees at BPBD including, the compensation provided is not in accordance with the employee's workload and the shift of working hours charged is too burdensome for honorariums. Therefore, the provision of compensation and work shifts are factors that are mentioned as factors that trigger job satisfaction. Compensation for employees who shift working hours provides satisfaction for employees. The purpose of this study was to determine the effect of compensation and shift work hours on job satisfaction. This type of research is associative. The instrument of this research is a questionnaire. The result of this research is that compensation has a partial effect on job satisfaction at the Regional Disaster Management Agency (BPBD). Shift work hours have a partial effect on job satisfaction at the Regional Disaster Management Agency (BPBD). Simultaneously, compensation and shift work hours affect job satisfaction at the Regional Disaster Management Agency (BPBD).
Pengaruh Budaya Organisasi Dan Pelatihan Kerja Terhadap Kinerja Karyawan PT Pegadaian (Persero) CP Dompu Ulfasari Indriani; Amirulmukminin Amirulmukminin; Muhammad Badar
JUEB : Jurnal Ekonomi dan Bisnis Vol. 2 No. 3 (2023): JUEB: Jurnal Ekonomi dan Bisnis
Publisher : Yayasan Jompa Research and Development

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Abstract

Penelitian ini bertujuan untuk mengungkap pengaruh budaya organisasi dan pelatihan kerja terhadap kinerja karyawan di PT. Pegadaian (Persero) Cabang Dompu. Metode penelitian yang digunakan adalah kuantitatif dengan jenis penelitian asosiatif. Sampel sebanyak 38 orang dipilih melalui teknik purposive sampling dari populasi karyawan yang berjumlah 38 orang. Instrumen penelitian berupa kuesioner dan diuji validitas serta reliabilitasnya. Analisis data dilakukan dengan menguji asumsi klasik, regresi linear berganda dengan uji F dan uji t. Hasil penelitian menunjukkan bahwa untuk hipotesis pertama (H1) yang menyatakan pengaruh budaya organisasi terhadap kinerja karyawan, nilai sig. sebesar 0,918, dengan nilai t hitung 0,014 < t tabel 1,685. Oleh karena itu, dapat disimpulkan bahwa tidak terdapat pengaruh yang signifikan dari variabel budaya organisasi terhadap kinerja karyawan. Dengan demikian, H1 ditolak. Untuk hipotesis kedua (H2) yang menyatakan pengaruh pelatihan kerja terhadap kinerja karyawan, nilai sig. sebesar 0,52, dengan nilai t hitung 0,644 < t tabel 1,685. Ini mengindikasikan bahwa tidak terdapat pengaruh yang signifikan dari variabel pelatihan kerja terhadap kinerja karyawan. Oleh karena itu, H2 juga ditolak. Selanjutnya, pengujian secara simultan untuk hipotesis ketiga (H3) menunjukkan bahwa nilai sig. untuk pengaruh budaya organisasi dan pelatihan kerja terhadap kinerja karyawan secara bersama-sama sebesar 0,804, dengan nilai F hitung 0,220 < F tabel 3,24. Dengan hasil ini, dapat disimpulkan bahwa tidak terdapat pengaruh simultan yang signifikan dari kedua variabel tersebut terhadap kinerja karyawan. Oleh karena itu, H3 juga ditolak. Penelitian ini mengindikasikan bahwa tidak terdapat pengaruh signifikan dari budaya organisasi dan pelatihan kerja terhadap kinerja karyawan di PT. Pegadaian (Persero) Cabang Dompu berdasarkan hasil pengujian yang dilakukan.
Pengaruh Lingkungan Kerja dan Komunikasi Interpersonal terhadap Semangat Kerja Pegawai Pada SPBE PT Elnusa Petrofin Bima Indra Jaya; Jaenab; Muhammad Badar
MUQADDIMAH: Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis Vol. 3 No. 4 (2025): Jurnal Ekonomi, Manajemen, Akuntansi dan Bisnis
Publisher : LP3M INSTITUT KH YAZID KARIMULLAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59246/muqaddimah.v3i4.1655

Abstract

This study aims to analyze the effect of work environment and interpersonal communication on employee morale at SPBE PT Elnusa Petrofin Bima. The research method used is a quantitative approach with a causal associative design. The population consists of all 39 employees of SPBE PT Elnusa Petrofin Bima, and the entire population was taken as the sample using a saturated sampling technique. Data were collected through observation, literature study, and questionnaires. The data were analyzed using validity and reliability tests, classical assumption tests, multiple linear regression, t-test, and f-test. The results show that: (1) the work environment does not have a significant effect on employee morale; (2) interpersonal communication has a significant effect on employee morale; and (3) work environment and interpersonal communication simultaneously have a significant effect on employee morale. Thus, interpersonal communication is the dominant factor in improving employee morale at SPBE PT Elnusa Petrofin Bima.
Pengaruh Karakteristik Individu dan Kompetensi SDM Terhadap Prestasi Kerja Pegawai pada Dinas Kependudukan dan Pencatatan Sipil Kota Bima Umratunisa Umratunisa; Firmansyah Kusumayadi; Muhammad Badar
Ekopedia: Jurnal Ilmiah Ekonomi Vol. 2 No. 3 (2026): JULI-SEPTEMBER
Publisher : Indo Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63822/zz4j3j79

Abstract

This study aims to examine the effect of individual characteristics and human resource (HR) competence on the job performance of employees at the Department of Population and Civil Registration of Bima City. This research employed an associative research design with a quantitative approach. The population consisted of 60 employees, while the sample comprised 43 civil servants selected using a purposive sampling technique. Data were collected through observation, questionnaires using a Likert scale, and literature review. The data were analyzed using validity and reliability tests, classical assumption tests, multiple linear regression analysis, correlation coefficient analysis, coefficient of determination, t-test, and F-test with the assistance of SPSS version 22. The results of the study indicate that individual characteristics have a positive and significant effect on employees' job performance, with a t-value of 5.601 and a significance level of 0.000 < 0.05. Human resource competence also has a positive and significant effect on job performance, with a t-value of 5.991 and a significance level of 0.000 < 0.05. Simultaneously, individual characteristics and HR competence significantly affect employees' job performance, as indicated by an F-value of 71.218, which is greater than the F-table value of 2.911, with a significance level of 0.000 < 0.05. The coefficient of determination (R²) of 0.781 indicates that 78.1% of the variation in employees' job performance is explained by individual characteristics and HR competence, while the remaining 21.9% is influenced by other variables not examined in this study. Based on the findings, it can be concluded that individual characteristics and human resource competence have a positive and significant effect, both partially and simultaneously, on the job performance of employees at the Department of Population and Civil Registration of Bima City. Therefore, improving individual characteristics and HR competence should be prioritized to enhance employees' job performance.  
Work Ability, Civil Servants (PNS), Government Employees with Work Agreements (PPPK), Bima Regency Social Service Refi Refi; Muhammad Badar; Kartin Aprianti
Ekopedia: Jurnal Ilmiah Ekonomi Vol. 2 No. 3 (2026): JULI-SEPTEMBER
Publisher : Indo Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63822/sqmkfx92

Abstract

This study aims to determine whether there is a significant difference in work ability between Civil Servants (PNS) and Government Employees with Work Agreements (PPPK) at the Bima Regency Social Service. This research was motivated by several issues related to work ability among PNS and PPPK, including limited mastery of information technology and government digital systems among some PNS, as well as difficulties among some PPPK in adapting to organizational work culture, administrative procedures, and bureaucratic mechanisms. This study employed a comparative research design. The population consisted of 69 employees, comprising 38 PNS and 31 PPPK. The sample consisted of 62 respondents, including 31 PNS and 31 PPPK. Data were collected through observation, questionnaires, and literature review. The research instrument used a Likert scale questionnaire ranging from 1 to 5. Data analysis techniques included validity testing, reliability testing, homogeneity testing, and a difference test using One-Way ANOVA. The results showed that all questionnaire items were valid and reliable. The average work ability score of PNS was 38.94, while the average score of PPPK was 57.29. The One-Way ANOVA results showed an F value of 3.296 with a significance value of 0.009, indicating a significant difference in work ability between PNS and PPPK at the Bima Regency Social Service. Based on the average scores, PPPK demonstrated higher work ability than PNS. Therefore, the alternative hypothesis (Ha) was accepted, while the null hypothesis (Ho) was rejected.
Co-Authors Anggi Anggriani Indra Jaya Jaenab Jaenab, Jaenab Kartin Aprianti Nuranisyah dan Firmansyah Kusumayadi Refi Refi Ulfasari Indriani Umratunisa Umratunisa