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All Journal ARISTO Kawanua International Journal of Multicultural Studies Wahana Bina Pemerintahan
Marisa Permatasari, Marisa
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Religion Humanities Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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WELL-BEING PEGAWAI SEBAGAI KUNCI UNTUK MENINGKATKAN REMOTE WORK ENGAGEMENT Permatasari, Marisa; Amazihono, Memorianus
Jurnal Wahana Bina Pemerintahan Vol. 5 No. 2 (2023): Jurnal Ilmiah Pengembangan Studi Pemerintahan Program Pascasarjana Magister(S2)
Publisher : Sekolah Tinggi Ilmu Pemerintahan Abdi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55745/jwbp.v5i2.142

Abstract

The purpose of this study is to analyze the relationship between employee well-being and remote work engagement and to develop a model depicting the relationship between employee well-being and remote work engagement. This study was conducted through a literature review of national and international journal articles published from 1983 to 2023 which were carefully selected, analyzed, and reviewed. The result of the literature review indicates a positive relationship between employee well-being and remote work engagement. Some factors that can improve employee well-being comprise of organizational support, workplace environment and atmosphere, emotional intelligence, and job demands. This study concluded that an employee that able to quickly adapt to workplace environment and condition changes (flexible working arrangement) will increase their well-being and lead to an increase in remote work engagement. The relationship model between employee well-being and remote work engagement developed in this study will serve as the basis for future research to empirically examine the causal relationship between these two variables.
The Impact of Transformational Leadership on Employee Performance: An Intermediary Function of Organizational Commitment and Job Satisfaction Indriasari, Ratna; Permatasari, Marisa; Khair, Otti Ilham; Yusuf, Achmad; Susi, Susi; Luthfi, Ahmad
Kawanua International Journal of Multicultural Studies Vol 4 No 1 (2023)
Publisher : State Islamic Institute of Manado (IAIN) Manado, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30984/kijms.v4i1.580

Abstract

This study explores the impact of transformational leadership on employee performance. Qualitative descriptive analysis is used to identify problem patterns and relationships between concepts. Literature analysis supplements the research by examining relevant journals and articles. Findings demonstrate a significant positive influence of transformational leadership on employee performance, motivating employees to achieve organizational goals effectively and efficiently. Organizational commitment and job satisfaction serve as mediators between transformational leadership and performance. Transformational leadership enhances performance by fostering increased commitment and job satisfaction. Employees who exhibit attachment to the organization and job satisfaction tend to perform better. Overall, transformational leadership positively influences employee performance, with organizational commitment and job satisfaction acting as mediators in this relationship.
Digital Village Transformation: A Human Resource Readiness Perspective Permatasari, Marisa; Khair, Otti Ilham
ARISTO Vol 14, No 1 (2026): January : (Fortchoming )
Publisher : Universitas Muhammadiyah Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24269/ars.v14i1.10962

Abstract

Digital village represents the implementation of digital transformation at the rural level, aimed at improving public services, efficiency, and accountability. This research aims to examine human resource readiness and efforts to improve it. The research was conducted using a qualitative approach. Data collection was carried out through interviews with participants from the Ciawi Village government. Data analysis utilized the People Capability Maturity Model. The research findings revealed that at level 2 (Managed), the Ciawi Village government does not yet have sufficient readiness to face digital village transformation. Based on the process areas of the People Capability Maturity Model, several areas require attention, specifically work environment, performance management, and training and development. The Ciawi Village government needs to develop its physical work environment to enhance community services and support village officials productivity. It needs to consider performance management to identify areas requiring development. This creates its relevancy with training and development programs to ensure alignment with digital transformation needs. The limitation of this research was that it specifically analyzed the readiness of Ciawi Village’s human resources aspect in facing the digital village transformation; it did not consider the readiness of any other aspects such as digital infrastructure and digital literacy. Future research will emphasize on digital literacy of the village community, broadening the scope of the digital village transformation readiness analysis.
Digital Village Transformation: A Human Resource Readiness Perspective Permatasari, Marisa; Khair, Otti Ilham
ARISTO Vol 14 No 1 (2026): January : (Fortchoming )
Publisher : Universitas Muhammadiyah Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24269/ars.v14i1.10962

Abstract

Digital village represents the implementation of digital transformation at the rural level, aimed at improving public services, efficiency, and accountability. This research aims to examine human resource readiness and efforts to improve it. The research was conducted using a qualitative approach. Data collection was carried out through interviews with participants from the Ciawi Village government. Data analysis utilized the People Capability Maturity Model. The research findings revealed that at level 2 (Managed), the Ciawi Village government does not yet have sufficient readiness to face digital village transformation. Based on the process areas of the People Capability Maturity Model, several areas require attention, specifically work environment, performance management, and training and development. The Ciawi Village government needs to develop its physical work environment to enhance community services and support village officials productivity. It needs to consider performance management to identify areas requiring development. This creates its relevancy with training and development programs to ensure alignment with digital transformation needs. The limitation of this research was that it specifically analyzed the readiness of Ciawi Village’s human resources aspect in facing the digital village transformation; it did not consider the readiness of any other aspects such as digital infrastructure and digital literacy. Future research will emphasize on digital literacy of the village community, broadening the scope of the digital village transformation readiness analysis.
Co-Authors Achmad Yusuf Ahmad Luthfi Amazihono, Memorianus Indriasari, Ratna Khair, Otti Ilham susi susi