Garuda - Garba Rujukan Digital

PENGARUH KEPEMIMPINAN, BUDAYA KERJA DAN TUNJANGAN KINERJA TERHADAP KINERJA PEGAWAI Sri Sulistyowati; Pompong B. Setiadi; Sri Rahayu
Eqien - Jurnal Ekonomi dan Bisnis Vol 11 No 04 (2022): EQIEN- JURNAL EKONOMI DAN BISNIS
Publisher : Sekolah Tinggi Ilmu Ekonomi DR KH EZ Mutaqien

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34308/eqien.v11i04.1319

This study aims to analyze the influence of leadership, work culture and performance benefits on employee performance. The research was aimed at employees of the logistics bureau of the East Java regional police. The research respondents totaled 54 people with the type of research sample selection, namely purposive sampling or determining the sample based on the research objectives. The research method applied was a survey using a questionnaire with reference to the Likert scale and the type of research was exploratory research. The data analysis method applies multiple linear regression, hypothesis testing and the coefficient of determination. The data processing stage uses the IBM Version 25 Statistical Application Solutions (SPSS). The results of the study show that the variables of work culture and employee performance have a partial effect, while the leadership variable has no partial effect on employee performance.

PENGARUH PEMBERIAN GAJI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI BIDANG KEUANGAN KEPOLISIAN DAERAH JAWA TIMUR Yuni Rahmawati; Pompong B. Setiadi; Sri Rahayu
Eqien - Jurnal Ekonomi dan Bisnis Vol 11 No 04 (2022): EQIEN- JURNAL EKONOMI DAN BISNIS
Publisher : Sekolah Tinggi Ilmu Ekonomi DR KH EZ Mutaqien

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34308/eqien.v11i04.1320

This study aims to analyze the influence of salary and work discipline on the performance of employees of the East Java Regional Police Finance Division. The research was aimed at employees in the financial sector of the East Java regional police. The number of research respondents was 36 people with the type of research sample selection, namely purposive sampling or determining the sample based on the research objectives. The research method applied was a survey using a questionnaire with reference to the Likert scale and the type of research was explanatory research. The data analysis method applies multiple linear regression, hypothesis testing and the coefficient of determination. The data processing stage used the IBM Version 25 Statistical Product and Service Solutions (SPSS) application. The results showed that the salary variable had a partial effect, while the work discipline variable had no partial effect on employee performance.

IMPLEMENTING OF LEADERSHIP, WORK CULTURE AND ORGANIZATIONAL CLIMATE TOWARDS EMPLOYEE PERFORMANCE OF THE MINISTRY OF RELIGIOUS AFFAIR EAST JAVA PROVINCE Firdiana, Erma; Pompong B. Setiadi
Dinasti International Journal of Digital Business Management Vol. 3 No. 5 (2022): Dinasti International Journal of Digital Business Management (August - Septembe
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijdbm.v3i5.1339

One of the factors that often occurs in employees is the problem of performance. The decision made by the employee is annulled not only by one party. But there is a form of contribution from other aspects or elements that affect the intensity of performance, whether high or low. In this case, Ministry of Religious Affair East Java Province and civil servants are elements that need to work together in determining the capacity of a work decision that has a relatively high capacity. Lack of performance on employees in the form of self-confidence in employees which results in a decrease in organizational performance. In terms of performance, a government bureaucracy becomes satisfaction in recruiting companies and reviewing from the integrity aspect of institutions that have performance and avoid negative impacts such as burnout, lack of attendance, and increased work inaction in determining decisions. In this study, the increase in performance is based on work culture, and organizational climate factors. The intensity of motivation that is classified as high has an impact on high performance. The high two of conceptual will have an impact on the high performance of employees. The more employees show high work motivation, then at that time performance are formed by themselves. The influence on motivation is one of the factors on individual characteristics, especially in terms of the work environment. Meanwhile, the formation of a person's behavior has the characteristics of the cause of a motivation by the desire to get a certain achievement and becomes a form of modality in the need to fulfill a life goal. If the goal in need seems urgent, then the individual will act or respond through a response with other individuals who need it the same. Thus, the individual integrates and strives together through mutually beneficial interactions or relationships.

Analyzing of Self Esteem, Self Efficacy, and Learning Organization on Employee Performance at PT Bank Republik Indonesia Branch Jemursari Surabaya Putra Cahyono, Handi; Pompong B. Setiadi; Sri Rahayu
Dinasti International Journal of Economics, Finance & Accounting Vol. 3 No. 3 (2022): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v3i3.1355

Theory of Self-esteem and self-efficacy in Social Work (including historical reviews of social work alliances inconsistent with self-esteem and self-efficacy theory, emerging power perspectives, and narrative focus (Frankenberger et al. Families develop self-esteem and self-efficacy to pressures of military segregation) (Frankenberger et al., 2014).We see them together in one document. In this case, we want to study the flexibility of banking system factors that have never been done before. Private companies rely mainly on people, and human resources are undoubtedly distinctive. The quality of labor and returns will be the litmus test, that is, turnover high sales force due to low entry and exit b (Rana and Javid, 2019). In this article, we want to empirically examine the concept of flexibility associated with marketers in banking system. We are interested in seeking banking system flexibility for banking system professionals as the banking system factor is the focal point for private companies. It has been noted that the private sector is facing a crisis in the learning skills and competences of field staff - the key business team. They are distinguished by the criteria set for their employment. Anyone with basic training can become a banking system agent and start promoting and selling their own products. (Mahresh, 2014). Private companies need a reliable and strong team to keep improving the company's performance so that it remains competitive and evolving. To have a reliable banking system team, especially in private service companies, it takes rigorous banking system professionals who are smart about providing education to the public, especially potential customers, about the special benefits. Banking system professionals even face obstacles in their work. Results of interviews with researchers with people working in the field of banking system. The interviews revealed that their work was underestimated, leading to them being banned from friendship or family relationships early in their careers as marketers. While the banking system agent has basic needs, social and subjective needs in performing his job. Basic needs, social and subjective needs are factors related to job satisfaction; Stress, career advancement and work environment have emerged as factors for leaving the company.

Implementing of Risk Management on the Public Appraisal Service Office (KJPP) Febriman Siregar Agung Prasetyo, Miko; Pompong B. Setiadi; Sri Rahayu
Dinasti International Journal of Economics, Finance & Accounting Vol. 3 No. 3 (2022): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v3i3.1356

The work of the Public Appraisal Service Office employees who are mostly in the field to meet audit candidates makes them also often receive rejections. Prolonged psychological and physical fatigue will be a challenge faced by employees. To deal with these conditions, it is important for an employee to have Risk Management in dealing with situations in the field. In doing so, we contribute to the debate in recent research on Risk Management which conceptualizes it as a series of proactive and countermeasures that employees undertake to deal with work events and uncertainties and which are linked to important organizational-level performance indicators, such as increased well-being and productivity. Thus, the context of the Public Appraisal Service Office Employees as marketers of the Public Appraisal Service Office company is a very suitable background to explore the results of the HR development strategy as an adaptive process that promotes the first individual level Risk Management which ultimately leads to team Risk Management.

Analyzing of Self Esteem, Self Efficacy, and Learning Organization on Employee Performance at PT Bank Republik Indonesia Branch Jemursari Surabaya Putra Cahyono, Handi; Pompong B. Setiadi; Sri Rahayu
Dinasti International Journal of Economics, Finance & Accounting Vol. 3 No. 3 (2022): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v3i3.1355

Theory of Self-esteem and self-efficacy in Social Work (including historical reviews of social work alliances inconsistent with self-esteem and self-efficacy theory, emerging power perspectives, and narrative focus (Frankenberger et al. Families develop self-esteem and self-efficacy to pressures of military segregation) (Frankenberger et al., 2014).We see them together in one document. In this case, we want to study the flexibility of banking system factors that have never been done before. Private companies rely mainly on people, and human resources are undoubtedly distinctive. The quality of labor and returns will be the litmus test, that is, turnover high sales force due to low entry and exit b (Rana and Javid, 2019). In this article, we want to empirically examine the concept of flexibility associated with marketers in banking system. We are interested in seeking banking system flexibility for banking system professionals as the banking system factor is the focal point for private companies. It has been noted that the private sector is facing a crisis in the learning skills and competences of field staff - the key business team. They are distinguished by the criteria set for their employment. Anyone with basic training can become a banking system agent and start promoting and selling their own products. (Mahresh, 2014). Private companies need a reliable and strong team to keep improving the company's performance so that it remains competitive and evolving. To have a reliable banking system team, especially in private service companies, it takes rigorous banking system professionals who are smart about providing education to the public, especially potential customers, about the special benefits. Banking system professionals even face obstacles in their work. Results of interviews with researchers with people working in the field of banking system. The interviews revealed that their work was underestimated, leading to them being banned from friendship or family relationships early in their careers as marketers. While the banking system agent has basic needs, social and subjective needs in performing his job. Basic needs, social and subjective needs are factors related to job satisfaction; Stress, career advancement and work environment have emerged as factors for leaving the company.

Implementing of Risk Management on the Public Appraisal Service Office (KJPP) Febriman Siregar Agung Prasetyo, Miko; Pompong B. Setiadi; Sri Rahayu
Dinasti International Journal of Economics, Finance & Accounting Vol. 3 No. 3 (2022): Dinasti International Journal of Economics, Finance & Accounting (July - August
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v3i3.1356

The work of the Public Appraisal Service Office employees who are mostly in the field to meet audit candidates makes them also often receive rejections. Prolonged psychological and physical fatigue will be a challenge faced by employees. To deal with these conditions, it is important for an employee to have Risk Management in dealing with situations in the field. In doing so, we contribute to the debate in recent research on Risk Management which conceptualizes it as a series of proactive and countermeasures that employees undertake to deal with work events and uncertainties and which are linked to important organizational-level performance indicators, such as increased well-being and productivity. Thus, the context of the Public Appraisal Service Office Employees as marketers of the Public Appraisal Service Office company is a very suitable background to explore the results of the HR development strategy as an adaptive process that promotes the first individual level Risk Management which ultimately leads to team Risk Management.

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