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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Indonesia Berdaya Jurnal Fokus Manajemen Jurnal Multidisiplin Dehasen (MUDE) Jurnal Akuntansi, Manajemen dan Bisnis Digital Jurnal Dehasen Untuk Negeri Jurnal Dehasen Mengabdi Journal of Management, Economic, and Accounting Jurnal Kewirausahaan dan Bisnis Jurnal Kewirausahaan dan Inovasi Multidisciplinary Journals Jurnal Gotong Royong Jurnal Multidisiplin Jurnal Pakar Manajemen Journal of Accounting and Management (JAM) Jurnal Ekonomi, Manajemen, Bisnis, dan Akuntansi Social Sciences Journal Journal of Business Management Journal of Management, Economic, and Accounting Journal of Law, Social Science, and Management Review Jurnal Ekonomi Islam, Akuntansi, dan Manajemen Jurnal Karya Nyata Pengabdian Jurnal Pengabdian Mandiri Jurnal Inovasi Kerja Nyata (JIKN)
Tito Irwanto, Tito
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Analysis Of The Business Feasibility Studi Of The Eldest Putri Cracker Factory In Mundam Marap Village, Mukomuko Regency Novita, Meta; Irwanto, Tito; Harwini, Dewi
Journal of Management, Economic, and Accounting Vol. 5 No. 1 (2026): January
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i1.993

Abstract

This study aims to determine the amount of cost, income, profit, and the level of business feasibility of the cracker production, as well as to identify the problems faced in managing the business. According to Kasmir and Jakfar, a feasibility study is essential to assess the extent to which a business can provide benefits to investors and related stakeholders. A feasibility study is a crucial stage that cannot be overlooked, as it serves to compare the costs incurred with the benefits obtained. This research employs a qualitative descriptive method with an approach based on actual field conditions. Data were collected through observation and interviews. The financial aspect analysis was conducted using the Payback Period (PP), Net Present Value (NPV), Internal Rate of Return (IRR), and Profitability Index (PI) methods. The object of this study is the Putri Sulung Cracker Factory, established in 2009 by Mr. Sudarso and managed independently without involving employees. The main objective of establishing this business was to support the family’s economy and take advantage of market opportunities for traditional snack products. The analysis results show that the PP value in 2023 was 3.753 years and decreased to 2.496 years in 2024, indicating that the investment return period is relatively long. The NPV value was IDR 230,516,003 (positive), PI was 7.683, and IRR reached 15.02. These three indicators demonstrate that the business provides benefits to investors and has growth potential. Based on these results, it can be concluded that the Putri Sulung Cracker Factory business is feasible to operate and has a high potential for financial profitability.
The Effect Of Motivation, Communication, And Work Discipline On Teacher Performance At SMAN 6 Seluma Atharrafly, Muhammad; Irwanto, Tito; Prawitasari, Andriyani
Jurnal Ekonomi, Manajemen, Bisnis dan Akuntansi Vol. 2 No. 2 (2026): Januari
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jemba.v2i2.492

Abstract

This study aims to examine the effect of motivation, communication, and work discipline on teacher performance at SMAN 6 Seluma. Teacher performance is an important factor in the success of education. Factors such as work motivation, effective communication, and discipline are of primary concern because they are considered to have a significant effect on teacher performance. This study was conducted to determine the partial and simultaneous effects of these three variables in improving the quality of teacher performance at the school. This study uses a quantitative approach with descriptive methods and total sampling techniques from a population of 31 teachers at SMAN 6 Seluma. Data were collected through questionnaires with valid and reliable instruments analyzed using multiple linear regression with the help of SPSS 25 to test the influence of motivation, communication, and work discipline on teacher performance. The analysis results show that partially, work motivation has a positive and significant effect on teacher performance with t-count of 2.650 and a significance of 0.013, but this relationship is negative, indicating that increasing motivation may require a more in-depth evaluation of the form and source of motivation applied. Effective communication also has a positive and significant effect with t-count of 3.109 and a significance of 0.004, indicating that good communication can improve coordination and teacher performance. Work discipline shows the greatest positive effect on teacher performance, with t-count of 5.439 and a significance of 0.000. Simultaneously, the variables of motivation, communication, and work discipline have a significant effect on teacher performance with a calculated F count of 36.541 and significance of 0.000, as well as a coefficient of determination R2 of 0.780. These results confirm that these three variables collectively play an important role in improving teacher performance in schools.
The Effect Of Supervision And Work Discipline On Employee Performance At The General Criminal Investigation Directorate Office Of The Bengkulu Provincial Police Dewa, Bara Calang; Herlina, Yeni; Irwanto, Tito; Putra, Iswidana Utama
Jurnal Pakar Manajemen Vol. 2 No. 2 (2026): Maret
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jpm.v2i2.513

Abstract

The purpose of this study is to determine the effect of supervision and work discipline on the performance of employees at the Bengkulu Regional Police Criminal Investigation Directorate. The population in this study consisted of all 112 employees at the Bengkulu Regional Police Criminal Investigation Directorate, with a sample size of 112 employees. The sampling technique used was cluster sampling. The data analysis technique used multiple linear regression: Y = 23.319+0.166X1+0.015X2, meaning that if supervision and work discipline are increased by 100%, employee performance will be 0.166 and 0.015, respectively. The results of the study show that by comparing the Fcount value with the Ftable value, it is known that the Ftable value is 3.757 > 3.16 and it can be concluded that supervision and work discipline have a significant effect on employee performance at the Bengkulu Regional Police Criminal Investigation Directorate Office. Based on the partial test, it is known that supervision has a positive and significant effect on the performance of employees at the Bengkulu Regional Police Headquarters' General Criminal Investigation Directorate with a sig value of 0.004 < alpha (0.05), while work discipline has a positive and insignificant effect on the performance of the Bengkulu Regional Police Headquarters' General Criminal Investigation Directorate with a sig value of 0.810 > alpha (0.05)
The Influence Of Work Environment And Emotional Intelligence On Employee Performance At PT. Agricinal Bengkulu Utara Prananda, M Akbar; Irwanto, Tito; Nurzam, Nurzam
Jurnal Multidisiplin Vol. 2 No. 3 (2026): March
Publisher : CV. Utami

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jm.v2i3.658

Abstract

This study aims to determine the influence of work environment and emotional intelligence on employee performance at PT. Agricinal Bengkulu Utara, both partially and simultaneously. The background of this research stems from issues related to an unconducive work environment, high work pressure, and the low ability of some employees to manage emotions and maintain harmonious work relationships. The research uses a quantitative method with an associative approach. The population consists of 215 employees, with a sample of 140 respondents selected using the probability sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression analysis with partial (t-test) and simultaneous (F-test) testing. The results showed that: (1) the work environment has a positive and significant effect on employee performance, as evidenced by the value of tcount 5.764 > ttable 1.656 and a significance level of 0.000 < 0.05; (2) emotional intelligence also has a positive and significant effect on employee performance with a tcount of 2.240 > ttable 1.656 and a significance level of 0.031 < 0.05; (3) simultaneously, the work environment and emotional intelligence significantly affect employee performance with an F significance value of 0.000 < 0.05. The questionnaire is valid for variable (X) because the calculated r value is greater than the table r value = 0.1648. The indicator that the question items in the questionnaire are valid is if the calculated r > table r. The table r, which is the fixed value, is 0.1648.
The Effect Of Employee Welfare, Work Environment, And Interpersonal Relationships On The Work Productivity Of Employees At Pt. Bumi Anugerah Sawit Bengkulu Utara Alamsyah, Alif Novliyan; Irwanto, Tito; Subhi, Ramadan
Jurnal Ekonomi, Manajemen, Bisnis dan Akuntansi Vol. 2 No. 3 (2026): April
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jemba.v2i3.527

Abstract

Employee work productivity is an important factor for the success of the company. PT. Bumi Anugerah Sawit faces challenges in maintaining productivity amidst high work demands, so it requires attention to employee welfare, work environment, and interpersonal relationships. This study aims to analyze the influence of employee welfare, work environment, and interpersonal relationships on employee work productivity at PT. Bumi Anugerah Sawit Bengkulu Utara. The research method uses a quantitative approach with 40 respondents, and the data are analyzed through validity and reliability tests, multiple linear regression, t-test, F-test, and coefficient of determination (R²) using SPSS version 26. The results show that employee welfare (X₁), work environment (X₂), and interpersonal relationships (X₃) have a positive and significant effect on employee work productivity (Y), both partially and simultaneously. The calculated F value of 1041.083> Ftable 2.86 and a significance of 0.000 <0.05, indicating a joint influence between the three independent variables on work productivity. The coefficient of determination (R²) value of 0.843 means that 84.3% of the variation in work productivity can be explained by these three variables, while the remaining 15.7% is influenced by other factors outside the study. Thus, it can be concluded that improving welfare, creating a good work environment, and harmonious interpersonal relationships play an important role in increasing employee work productivity at PT. Bumi Anugerah Sawit Bengkulu Utara.
The Effect of Performance Allowances on Organizational Culture: The Moderating Role of Leadership Style Zoniarti, Zoniarti; Nurzam, Nurzam; Irwanto, Tito; Mu'min, Halek
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 2 (2026): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i2.9422

Abstract

This study delves into the interactive relationship between performance allowances and organizational culture, with specific reference to the moderating effect of leadership style amongst a sample of 180 PNS and PPPK officers working in city-level offices of the Ministry of Religious Affairs. Using a cross-sectional survey design and Partial Least Squares Structural Equation Modeling (PLS-SEM), this research assesses hypotheses informed by social exchange theory and contingency theory. Performance allowances are found to impact organisational culture substantially (β = 0.169, p < 0.05); however, such an impact is mainly moderated by leadership style, which shows no direct effects. Performance allowances significantly impact leadership style (β = 0.785, p < 0.001), and the latter has a strong impact in turn on organisational culture (β = 0.752, p < 0.001). Leadership style's moderating effect on the relationshipbetween performance allowances and organisational culture is statistically significant (β = 0.050, p < 0.05), and implies synergistic effects when these two constructs are interactive. The model predicts 67.1% and 61.6% of variance for organisational culture and leadership style, respectively. These findings enrich the literature on compensation by presenting leadership behaviour as the overriding mechanism by which performance-based compensation impacts organisational culture and so implying that integrated interventions combining compensation systems and leadership development initiatives may result in superior cultural transformation outcomes.
The Influence Of Communication, Motivation, And Work Environment On Employee Performance At The DPRD Secretariat Office Empat Lawang Arusdi, Arusdi; Irwanto, Tito; Astuty, Kamelia
Journal of Management, Economic, and Accounting Vol. 2 No. 2 (2026): May
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jmea.v2i2.481

Abstract

The purpose of this study was to determine whether communication, motivation, and the work environment influence employees at the Empat Lawang Regional People's Representative Council Secretariat Office. This research is a quantitative descriptive study. Data collection methods used observation and questionnaires, with a sample of 70 respondents. The results showed a multiple linear regression analysis (Y = 55.575 + 0.298 X1 + 0.190 X2 + 0.83 X3 + 2.079). The coefficient is positive, indicating a positive or unidirectional relationship between the communication (X1), motivation (X2), and work environment (X3) variables and employee performance at the Empat Lawang Regional People's Representative Council Secretariat Office. The results show that the communication test (XI) shows t count 3.795 > t table 1.667 and significance 0.001 < 0.05, meaning that communication (XI) has a positive and significant effect on employees at the Empat Lawang DPRD Secretariat Office. The results of the motivation test (X2) show t count 1.729 > t table 1.667 and significance 0.002 < 0.05, so the results of the hypothesis Ha are accepted and Ho is rejected, meaning that motivation (X2) has a positive and significant effect on the performance of employees at the Empat Lawang DPRD Secretariat Office. The results of the work environment (XI) test showed a t-test of 2.589 > t-table of 1.667 and a significance level of 0.006 < 0.05. Therefore, the hypothesis Ha is accepted and Ho is rejected. This means that the environment (XI) has a positive and significant effect on employee performance at the Empat Lawang Regional People's Representative Council Secretariat Office. The F-test value is greater than the F-table value, which is 6.595 > 2.74. This concludes that the hypothesis is accepted. This means that there is a simultaneous influence between communication (XI), motivation (X2), and the work environment (X3) on employee performance (Y) at the Empat Lawang Regional People's Representative Council Secretariat Office. This is evident at a significance level of 0.001 < 0.05.
Co-Authors A.A. Ketut Agung Cahyawan W Abi, Yudi Irawan Abrianto, Bimo Ahmad Soleh Alamsyah, Alif Novliyan Amelia Amelia Ameri, Agusman Anamica, Marshello Andini , Fira Juli Aprian, Rio Apriana, Yesi Apriani, Denny Aprizal , M Irpan Aprizal, M.Irpan Ardiansyah, Rivaldo Dwi Ariantara, Yudi Arusdi, Arusdi Astuty , Kamelia Astuty, Kamelia Atharrafly , Muhammad Atharrafly, Muhammad Augusta, Bella Bela, Sinta Chandra, M. Jeffri Arlinandes Desita, Ridha Tri Dewa , Bara Calang Dewa, Bara Calang Dona, Hesti Pestiko Effendi , Yanto Effriando, Millean Elenri, Heni Erniati, Ayu Nopia Febliansa, M. Rahman Fira, Tiara Elma Fitri, Dwi Kusmita Fitriani, Asty Eka Fitriano, Yun Gayatri, Ida Ayu Made Er Meytha Gayatri, Ida Ayu Made Ermeytha halimah, rikeirafsanjani Hamid, Darwan Handayani, Sri HANUARSYAH , DWI Hanuarsyah, Dwi Hariyadi, Wahyu Harwini, Dewi Herlina, Yeni Herry Novrianda Hidayah, Nenden Restu Ida Anggriani Irwandi, Abdurrahman Juniar, Intan Karona Cahya Susena Kasari, Yosi Kurniawan, Kimas Kusnadi, Deky Laura, Fadila Putri Likasma, Fingkin Liza Yulianti Maulana, Sidik Melinda, Tri Febrina Mikaresti, Pamela Mu'min, Halek Muhammad Rahman Febliansa Mukmin, Suprian fikril Mursana MW , Rahmat Nurwahid Nasution, Suswati Neri Susanti Nia Indriasari, Nia Nisah, Cintia Chairu Novita, Meta Nurzam, Nurzam Ogriansyah, Gioni Patrisia, Eka Salsa Prabowo, Devo Prananda , M. Akbar Prananda, M Akbar Pranata, Fheroansyah Ade Pratama, Meylan Pratama, Yoga Anugra Pratama, Yolan Agung Prawitasari, Andriyani Prayogo, Catur Panggih Priandi, Erlin Putra , Dwingki Marta Putra , Iswidana Utama Putra, Adisi Putra, Agung Pratama Putra, Dwingki Marta Putra, Edo Agus Putra, Iswidana Utama Putra, Jemi Putri, Jessica Nadia Putri, Lidya Gustina Putri, Lydia Gustina Putri, Shofi Rahmadannia Rafles, Fadhlu Rohman Dian Rafsanjani, Rikei Rahmi, Fathur Rajaliu, Haqil Ramahdani, Dita Rasuma, Hafiz Agung Riri, Alita Rizki , M. Gilang Rizki, Muhammad Gilang Rusminita, Esi Rydarto, Dennis Sandi, Zulia Saputra , Wahyu Adi saputra, Arzil azizah Saputra, Debi Tri Saputra Sari, Desti Rupita Sepliana, Rike Subhi, Ramadan Sulisti Afriani, Sulisti Sulistiani Sulistiani, Sulistiani Sumadi, Delvi Suradilaga, Nanda Suwarni Suwarni T, Oscar Julius Gamaliel Tawakal, Anzori Tri Febrina Melinda, Tri Tri Lestari Triasleni, Elza Septi Wagini Wagini, Wagini Wahyudi, Ikbal Wahyuni, Amalia Wahyuningtias, Anggea Wasi, Dora Wijaya, Ermy Wulandari, Melsa Yanti, Rina Trisna Yodista, Yodista Yusuf Wahyudi Zoniarti, Zoniarti