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All Journal Katalogis Jurnal Sapa Laut Journal of Advanced English Studies SEIKO : Journal of Management & Business CAM JOURNAL: Change Agent For Management Journal JURNAL EKSBIS JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Jurnal Ilmiah Edunomika (JIE) Prima Ekonomika : Jurnal Ekonomi dan Bisnis Bima Journal : Business, Management and Accounting Journal Journal of Applied Business, Taxation and Economics Reseach Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Review of Accounting and Taxation Jurnal Pengabdian Masyarakat Bangsa Riwayat: Educational Journal of History and Humanities Income : Digital Business Journal
Haedar Haedar, Haedar
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PENGARUH MOTIVASI DAN KOMUNIKASI TERHADAP KEPUASAN KERJA KARYAWAN Sudirman, Angrina Ananta; Haedar, Haedar; Nurmala, Nurmala
Income : Digital Business Journal Vol. 2 No. 2 (2024)
Publisher : Universitas Bumigora

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30812/income.v2i2.4142

Abstract

Masalah manajemen sumber daya manusia dapat terjadi di organisasi mana pun, seperti sektor jasa atau industri manufaktur. Berdasarkan hasil wawancara terhadap beberapa karyawan terdapat beberapa permasalahan mengenai kepuasan kerja akibat kurangnya kepuasan terhadap jenis pekerjaan yang dilakukan dalam organisasi dan kepuasan kerja pada karyawan PT Bua Karya Utama. Tujuan penelitian ini adalah menganalisis pengaruh motivasi dan komunikasi terhadap kepuasan kerja karyawan PT Bua Karya Utama. Metode yang digunakan pada penelitian ini adalah kualitatif dan desain studi kasus, penelitian ini menemukan bahwa motivasi dan komunikasi mempunyai pengaruh positif dan signifikan terhadap kepuasan kerja karyawan. Karyawan yang termotivasi secara intrinsik dan ekstrinsik cenderung puas dengan pekerjaannya Selain itu, komunikasi yang efektif, terbuka, dan jujur ​​di tempat kerja juga dapat membantu meningkatkan kepuasan kerja karyawan. Hasil penelitian ini adalah menegaskan pentingnya motivasi dan komunikasi dalam menciptakan lingkungan kerja yang meningkatkan kepuasan kerja karyawan PT Bua Karya Utama merekomendasikan untuk memberikan perhatian khusus pada faktor-faktor yang memotivasi seperti peluang pengembangan karir dan remunerasi, serta memperkuat praktik komunikasi yang efektif seperti pertemuan rutin dan umpan balik yang membangun. Implikasi dari penelitian ini adalah memberikan rekomendasi bagi para karyawan PT Bua Karya Utama dalam meningkatkan motivasi kerja untuk mencapai kepuasan kerja dan meningkatkan jenjang karir karyawan.
PENGARUH BUDAYA ORGANISASI, KOMPENSASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN PT MASMINDO DWI AREA MH, Rajib; Haedar, Haedar; Halim, Ibrahim
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 4 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i4.15329

Abstract

This study aims to determine and assess how the performance of PT Masmindo Dwi Area employees is influenced by organization, compensation, and work discipline. Through distributing questionnaires, This research uses a quantitative methodology based on causality. The respondents were all employees of PT Masmindo Dwi Area. Meanwhile, purposive sampling was used and there were 100 respondents using SPSS 26 to test the data. The research findings show that employee performance at Pt. Masmindo Dwi Area is positively impacted by corporate culture. The effect of organizational culture on employee performance is significant. A strong organizational culture will result in high employee performance. At Pt. Masmindo Dwi Area, research findings regarding compensation variables have a positive impact on employee performance. Competitive and fair salaries can encourage workers to try harder and do their jobs faster. The research findings of the work discipline variable have a good influence on Pt. Masmindo Dwi Area's employee performance. Employees who practice good work discipline arrive on time, carry out tasks on time, and follow established protocols. Keywords : Organizational Culture, Compensation, Work Discipline
The Influence of Organizational Culture, Motivation and Work Environment on Employee Performance PT. Samari Boneraya Palopo Ampareng, Tenri; Haedar, Haedar; Saharuddin, Saharuddin
Journal of Applied Business, Taxation and Economics Research Vol. 5 No. 2 (2025): December 2025
Publisher : PT. EQUATOR SINAR AKADEMIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54408/jabter.v5i2.484

Abstract

This study aims to determine the influence of organizational culture, motivation, and work environment on employee performance at PT. Samari Boneraya Palopo. The method used is a quantitative approach with multiple linear regression analysis techniques. Data were collected by distributing questionnaires to 35 respondents who are permanent employees of the company. The research instrument has been tested for validity and reliability before use. The results of the analysis indicate that partially, organizational culture, motivation, and work environment each have a positive and significant effect on employee performance. The findings also show that simultaneously these three variables contribute significantly to improving performance. Thus, efforts to strengthen a positive work culture, increase motivation, and create a conducive work environment need to be continuously optimized as a strategy to improve human resource performance in the company.
THE INFLUENCE OF KAIZEN CULTURE AND THE WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE Khaerunnisa, Rafiah; Haedar, Haedar; Pajarianto, Hadi
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 3 (2025): Edisi September - Desember 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i3.6476

Abstract

The purpose of this study is to investigate how the work environment and kaizen culture affect employee performance. Credit Plus staff were given questionnaires to complete in order to gather data for the study, which takes a quantitative approach. Probability sampling is the sampling method used, which guarantees that every member of the population has an equal chance of being chosen for the sample. There were 115 responders in the trial. The results show that while the work environment has a considerable impact on employee performance, kaizen culture has no discernible effect on it. Additionally, it has been demonstrated that kaizen culture and the workplace have a favorable and significant impact on employee performance when examined concurrently.
The Influence of Compensation and Work Environment on Employee Job Satisfaction at PDAM Luwu Regency Asma, Nurul; Haedar, Haedar; Dewi, Sari Ratna
Jurnal Ilmiah Sumber Daya Manusia Vol 6 No 3 (2023): MEI: JENIUS (JURNAL ILMIAH MANAJEMEN SUMBER DAYA MANUSIA)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v6i3.29876

Abstract

This study aims to determine the effect of compensation and work environment on employee job satisfaction in PDAM Luwu Regency. The population of this study were all employees of the Regional Drinking Water Company (PDAM) in Luwu Regency. The sampling technique used is the questionnaire method. Namely all employees of the Luwu District Drinking Water Company (PDAM) office, totaling 40 respondents. This research lasted for 3 days, starting on Monday, December 26, 2022 by filling in a sample questionnaire until Wednesday, December 29, 2022 at the Luwu District Drinking Water Company (PDAM) office. The results of this study indicate that compensation and work environment simultaneously have a significant effect on employee job satisfaction variables in PDAM Luwu Regency. Based on the calculation results of multiple linear regression analysis, it can be seen that the amount of contribution made by compensation and work environment variables to employee job satisfaction at PDAM Luwu Regency simultaneously (R2) is 0.558 or 55.8%, this means that employee performance is 55.8% influenced by compensation and work environment and the remaining 44.2% is influenced by other factors not examined or outside the research model. Partial compensation has no effect on job satisfaction of PDAM Luwu Regency employees, while the work environment partially has a significant effect on job satisfaction of PDAM Luwu Regency employees.
Influence Of Human Capital Management And Work Discipline On Employee Performance at PT. Bumi Mineral Sulawesi Saskia, Saskia; Haedar, Haedar; Indra, Indra
BIMA Journal (Business, Management, & Accounting Journal) Vol. 6 No. 2 (2025)
Publisher : Perkumpulan Dosen Muda (PDM) Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37638/bima.6.2.1035-1056

Abstract

Purpose:This study aims to analyze the effect of Human Capital Management (HCM) and work discipline on employee performance at PT Bumi Mineral Sulawesi. Methodology: The research employs a quantitative approach with a saturated sampling technique involving all 72 employees as respondents. Data were collected through observations and structured questionnaires using a Likert scale. The data were analyzed using multiple linear regression supported by validity and reliability tests.Results: The findings reveal that Human Capital Management does not have a significant effect on employee performance. In contrast, work discipline has a positive and significant effect on employee performance. Simultaneously, HCM and work discipline significantly influence employee performance. Novelty: This study highlights the dominance of work discipline over Human Capital Management in influencing performance within the nickel processing industry.Findings: Work discipline emerges as the most influential factor in improving employee performance, while HCM requires better alignment with operational needs. Originality: The originality of this study lies in its empirical evidence from a nickel processing company in Indonesia, a sector rarely examined in HCM research. Conclusions: Strengthening work discipline and optimizing the implementation of Human Capital Management are essential to improving employee performance. Type of Paper: Empirical Research Paper.
Co-Authors Aggara, Oki Agussalim, Mutmainnah Al-Yakin, Ahmad Al-Yakin, Ahmad Ampareng, Tenri Asma, Nurul Asrifan, Andi Baru Sadarun Dewi, Sari Ratna Edi Maszudi Febriani, Feby Hadrah Hadrah, Hadrah Hapid Hapid, Hapid I Ketut Patra, I Ketut Ibrahim Halim, Ibrahim Indra Indra Ira, Isma Wati Khaerunnisa, Rafiah MH, Rajib Muhammad Hadis Badewi, Muhammad Muthmainnah Muthmainnah Nadira, Nadira Nadira, Nadira Nadirah, Nadirah Nina Yuliana Nurmala Nurmala Nurul Izza, Mifta Nurwanti Nurwanti, Nurwanti Pajarianto, Hadi Ratna Diyah Palupi Risdayanti, Risdayanti Sahabuddin, Chuduriah Saharuddin Saskia, Saskia Sudirman, Angrina Ananta Sulfitrah, Sulfitrah Sunatar, Bambang Surahman Amin, Surahman Syafitri, Azifah Tang, Syamsu Vargheese, K. J. Wiwik Handayani Yan Chen