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All Journal Journal of Economic, Bussines and Accounting (COSTING) International Journal of Economics, Business and Accounting Research (IJEBAR) Jurnal Ilmiah Edunomika (JIE) Revitalisasi : Jurnal Ilmu Manajemen Journal Informatic, Education and Management (JIEM) COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Journal of Education Technology Information Social Sciences and Health Jurnal Indonesia Sosial Teknologi Jurnal Bisnis dan Manajemen (JURBISMAN) International Journal of Economics, Business and Innovation Research
Sri Rahayu
Sekolah Tinggi Ilmu Ekonomi Mahardhika
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Nursing Public Health Social Sciences Other

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EMOTIONAL INTELLIGENCE AND WORK STRESS ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION Sulaksono Prasetyo; Sri Rahayu; Anita Kartika Sari
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.372

Abstract

This study investigated the effects of emotional intelligence and work stress on employee performance through job satisfaction at the Class III Port Authority of Tanjung Pakis, Indonesia. Using a quantitative approach and PLS-SEM analysis, the findings showed that emotional intelligence, work stress, and job satisfaction positively influenced employee performance. However, emotional intelligence and work stress did not significantly affect job satisfaction, indicating that job satisfaction did not mediate the relationships between these variables and employee performance. The findings contribute to the Job Demands-Resources and Conservation of Resources theories, particularly in the context of Indonesia’s public maritime sector. The study recommends human resource strategies that focus on enhancing emotional competencies, optimizing productive levels of work stress, and implementing separate job satisfaction improvement initiatives to strengthen employee performance.
WORK MOTIVATION AS MEDIATOR: THE DIFFERENTIAL IMPACT OF EMPLOYEE COMPETENCE AND WORK FACILITIES ON EMPLOYEE PERFORMANCE AT KSOP CLASS III TANJUNG PAKIS Setia Indarto; Sri Rahayu; Rifda Fitrianty
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.373

Abstract

Public sector maritime bureaucracies face persistent performance gaps despite substantial infrastructure investments, yet the relative effectiveness of human versus physical resources remains contested. This study examines the differential effects of employee competence and work facilities on employee performance through the mediating mechanism of work motivation at KSOP Class III Tanjung Pakis, Indonesia. Using cross-sectional survey data from all employees and Partial Least Squares Structural Equation Modeling with SmartPLS, the analysis reveals asymmetric pathways: competence significantly influences both work motivation and performance, while work facilities demonstrate non-significant effects on both motivation and performance. Work motivation significantly predicts performance and partially mediates the competence-performance relationship, yet completely fails to mediate the facilities-performance pathway. These findings support a hierarchical resource model wherein personal resources activate motivational processes and directly enhance task execution, whereas contextual resources function merely as baseline hygiene conditions. The study extends Self-Determination Theory and Job Demands-Resources Theory by demonstrating that resource type determines psychological mechanism activation in specialized bureaucratic contexts. Practically, results redirect resource allocation priorities toward competence development over infrastructure expansion, offering empirically grounded guidance for public sector human resource management in developing economies.
ORGANIZATIONAL CHANGE, CULTURE, AND EMPLOYEE PERFORMANCE: MEDIATING ROLE OF JOB SATISFACTION AT KSOP CLASS III TANJUNG PAKIS Suyanti Suyanti; Sri Rahayu; Anita Kartika Sari
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.374

Abstract

Public sector maritime agencies are undergoing comprehensive transformations encompassing organizational restructuring and digital service implementation, yet the mechanisms through which such changes influence employee performance remain inadequately understood. This study examines the effects of organizational change and organizational culture on employee performance, with job satisfaction posited as a mediating variable, within a specific Indonesian port authority context. Employing a quantitative explanatory research design, data were collected from active employees through purposive sampling and analyzed using Partial Least Squares Structural Equation Modeling. The measurement instrument demonstrated robust psychometric properties with satisfactory validity and reliability indices. Results indicate that organizational change exerts a significant positive effect on job satisfaction, while organizational culture demonstrates a significant direct positive effect on employee performance. However, organizational culture does not significantly influence job satisfaction, and job satisfaction fails to significantly affect employee performance. Crucially, job satisfaction does not mediate the relationships between either organizational change or organizational culture and employee performance, indicating that direct mechanisms predominate over indirect psychological pathways in this public sector context. These findings challenge the universal applicability of established mediation models and suggest that institutional constraints and normative compliance mechanisms may supersede individual affective states as performance drivers in highly regulated bureaucratic settings. The study contributes to organizational behavior literature by identifying boundary conditions for mediation theories and offers practical implications for maritime public service managers prioritizing culture-based performance management and sustained capacity-building alongside structural reforms.
ORGANIZATIONAL CULTURE AS THE DOMINANT DRIVER OF EMPLOYEE PERFORMANCE: THE ROLE OF LEADERSHIP STYLE AND THE PARADOX OF WORK MOTIVATION IN INDONESIAN PORT AUTHORITY Eko Subekti Arrohman; Sri Rahayu; Rifda Fitrianty
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.388

Abstract

This study investigates the simultaneous influence of work motivation, leadership style, and organizational culture on employee performance within a public sector maritime institution undergoing structural transformation, specifically at Kantor Kesyahbandaran dan Otoritas Pelabuhan Class III Tanjung Pakis following its elevation from a port administration unit to a full port authority. Using a quantitative explanatory approach, data were collected from all active employees through a structured questionnaire measuring four latent variables with twenty-four indicators on a five-point Likert scale, and Partial Least Squares Structural Equation Modeling was employed to test the hypothesized relationships. The findings reveal a distinct hierarchy among the examined determinants, with organizational culture emerging as the dominant driver of employee performance, leadership style retaining meaningful yet secondary influence, and work motivation demonstrating no significant direct effect, thereby challenging the universal applicability of classical motivation theories in bureaucratic maritime contexts and underscoring the primacy of collective value systems in shaping employee conduct. These results carry important implications for human resource development in public maritime agencies, suggesting that cultural intervention strategies should receive primary emphasis with leadership development oriented toward cultural stewardship rather than isolated behavioral training, while also contributing to organizational behavior scholarship by demonstrating the need for contextual calibration of established theoretical frameworks and identifying a motivation paradox that warrants further investigation through mediating mechanisms and longitudinal designs.
THE MEDIATING ROLE OF WORK DISCIPLINE IN THE RELATIONSHIP BETWEEN EDUCATION LEVEL, COMPETENCY, AND CAREER DEVELOPMENT: EVIDENCE FROM INDONESIAN MARITIME PORT AUTHORITY OFFICERS Siswanto Siswanto; Sri Rahayu; Rifda Fitrianty
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.389

Abstract

This study examines how education level, competency, and work discipline influence career development among maritime port authority officers, with particular emphasis on the mediating role of work discipline. Drawing upon Human Capital Theory and Competency-Based Management framework, the research addresses a significant gap in understanding how behavioral discipline channels human capital investments into tangible career outcomes within technically specialized bureaucracies. Using a quantitative explanatory design with cross-sectional data collection, the study surveyed all employees at KSOP Class III Tanjung Pakis through structured questionnaires measuring four latent variables. Data were analyzed using Partial Least Squares Structural Equation Modeling with bootstrapping mediation analysis. The findings reveal that all three predictors exert significant positive direct effects on career development, with competency emerging as the dominant predictor followed closely by work discipline. Crucially, work discipline significantly mediates the relationships between both education and competency with career advancement, establishing behavioral reliability as the critical nexus connecting human capital potential to organizational rewards. The substantial explanatory power of the integrated model confirms that merit-based career systems in maritime regulatory agencies must transcend credential accumulation and skill possession to encompass disciplined behavioral expression in high-stakes operational environments. These results inform evidence-based policy formulation for civil service reform initiatives emphasizing performance-oriented human resource management in specialized public sector contexts.
THE EFFECT OF MERIT-BASED CAREER DEVELOPMENT ON PROFESSIONALISM AND PERFORMANCE OF CIVIL SERVANTS IN INDONESIAN PORT ADMINISTRATION Zakariyah Ardhi Nugroho; Rifda Fitrianty; Sri Rahayu
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.390

Abstract

This study examines the effect of merit-based career development on professionalism and performance of civil servants at the Office of Harbormaster and Port Authority Class III Tanjung Pakis, Indonesia. Using a quantitative associative approach with survey methodology, data were collected from sixty-five civil servants through saturated sampling with structured questionnaires, and direct observation. The research variables consisted of merit-based career development as the independent variable measured through competence, qualification, promotion, performance assessment, and career transparency indicators, and two dependent variables: professionalism measured through work discipline, integrity, responsibility, loyalty, and work ability, and performance measured through work quality, quantity, timeliness, effectiveness, and cooperation. Data analysis employed SmartPLS 4 encompassing validity and reliability testing, classical assumption tests, multiple linear regression, partial t-tests, simultaneous F-tests, and coefficient of determination analysis. The results indicate that merit-based career development exerts a statistically significant positive effect on both professionalism and performance of civil servants in the maritime technical administration context. The findings demonstrate that transparent and competency-based advancement mechanisms create integrated motivational conditions that simultaneously enhance professional identity and drive productive behaviors in safety-critical port operations. This study extends merit system research into an underexplored specialized government agency setting and provides evidence-based guidance for strengthening human resource management practices in Indonesia's maritime governance sector.
Pengaruh Kualitas Pelayanan dan Kepercayaan terhadap Kepuasan Masyarakat dalam Penanganan Pengaduan Publik: Studi Empiris pada Dinas Perhubungan Kabupaten Gresik Onie Iqbal Devantosa; Sri Rahayu; Rifda Fitrianty
Jurnal Bisnis dan Manajemen (JURBISMAN) Vol. 4 No. 2 (2026): Jurnal Bisnis dan Manajemen (JURBISMAN)
Publisher : Penerbit dan Percetakan CV. Picmotiv

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61930/jurbisman.v4i2.1587

Abstract

Penelitian ini bertujuan menguji pengaruh kualitas pelayanan dan kepercayaan terhadap kepuasan masyarakat dalam penanganan pengaduan Penerangan Jalan Umum di Dinas Perhubungan Kabupaten Gresik. Latar belakang penelitian didasari oleh paradoks ketersediaan kanal pengaduan digital yang tidak serta-merta menghasilkan kepuasan, ditandai dengan keluhan berulang mengenai keterlambatan respons dan kerusakan PJU yang tidak kunjung permanen. Dengan pendekatan kuantitatif eksplanatori dan survei cross-sectional, data dikumpulkan dari 150 responden pengadu PJU menggunakan kuesioner berstruktur berbasis dimensi SERVQUAL dan kepercayaan institusional. Analisis regresi linier berganda menunjukkan bahwa kualitas pelayanan dan kepercayaan secara simultan serta parsial berpengaruh positif dan signifikan terhadap kepuasan. Temuan utama menunjukkan kepercayaan memiliki kekuatan prediksi lebih besar dibandingkan kualitas pelayanan, yang mengindikasikan bahwa dalam konteks layanan infrastruktur fisik dengan siklus penanganan panjang, kepuasan lebih ditentukan oleh keyakinan terhadap kapasitas institusional menyelesaikan masalah teknis. Fenomena kepercayaan terkondisi di mana masyarakat percaya pada kehandalan prosedural namun meragukan kehandalan teknis menjadi kontribusi konseptual bagi literatur pelayanan publik daerah.
Kemampuan Mengelola Emosi dan Dorongan Bekerja sebagai Pendorong Prestasi Aparatur di Unit Layanan Kekayaan Negara Ludine Harsanto Elvata; Sri Rahayu; Rifda Fitrianty
Jurnal Bisnis dan Manajemen (JURBISMAN) Vol. 4 No. 2 (2026): Jurnal Bisnis dan Manajemen (JURBISMAN)
Publisher : Penerbit dan Percetakan CV. Picmotiv

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61930/jurbisman.v4i2.1588

Abstract

Kajian ini dilaksanakan guna menguji sejauh mana kemampuan individu dalam mengelola emosi serta dorongan bekerja mampu membentuk prestasi kerja aparatur di unit pelayanan kekayaan negara bagian timur pulau jawa. Permasalahan yang melatarbelakangi timbulnya kajian berpangkal pada gejala menurunnya pencapaian kerja kolektif dan ketidakstabilan ketepatan menyelesaikan tugas serta kehadiran staf dalam kurun waktu terkini. Fenomena tersebut membuka pertanyaan mendasar terkait komponen psikologis yang turut menentukan kualitas pelaksanaan tugas. Pendekatan yang diambil bersifat kuantitatif dengan menyebarkan daftar pertanyaan tertutup kepada aparatur tetap yang dipilih berdasarkan pertimbangan khusus. Instrumen pengukuran mencakup tiga konstruk utama yakni kemampuan mengelola perasaan, dorongan internal dalam bekerja, serta hasil kerja yang diukur menggunakan skala sikap bertingkat. Sebelum digunakan secara luas, alat ukur diuji kecocokan dan kestabilannya. Selanjutnya dilakukan pemeriksaan prasyarat statistik sebelum masuk ke pengujian model prediksi ganda. Temuan menunjukkan bahwa kemampuan mengelola emosi memberikan dampak bermakna terhadap prestasi kerja. Dorongan untuk bekerja secara optimal juga terbukti memberikan kontribusi bermakna dalam membentuk hasil kerja. Kedua konstruk secara simultan mampu menjelaskan perubahan prestasi kerja dengan proporsi besar. Kesimpulan yang dapat ditarik adalah aspek psikologis dan dorongan kerja menjadi pijakan utama dalam mewujudkan aparatur yang produktif di lingkungan birokrasi pelayanan. Rekomendasi yang diajukan mencakup penyediaan pelatihan pengembangan kapasitas personal secara berkelanjutan dan perancangan sistem insentif yang lebih bervariasi.
Determinan Kinerja Aparatur Pengelola Kekayaan Negara: Analisis Pengaruh Disiplin Kerja dan Lingkungan Kerja Feri Listianto; Sri Rahayu; Purwanto Purwanto
Jurnal Bisnis dan Manajemen (JURBISMAN) Vol. 4 No. 2 (2026): Jurnal Bisnis dan Manajemen (JURBISMAN)
Publisher : Penerbit dan Percetakan CV. Picmotiv

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61930/jurbisman.v4i2.1592

Abstract

Tuntutan good governance mendorong instansi pemerintah untuk mengoptimalkan performa aparatur, khususnya pada unit yang menangani pengelolaan aset negara dan pelayanan lelang. Namun, pemahaman mengenai pendorong utama kinerja pada konteks tersebut masih belum mendalam. Kajian ini dirancang untuk menguji sejauh mana kedisiplinan pegawai dan kualitas tempat kerja mampu menjelaskan variasi capaian kerja aparatur. Pendekatan empiris dilakukan dengan menyebarkan instrumen pengukuran tertutup kepada petugas yang aktif bertugas, yang dipilih berdasarkan pertimbangan spesifik. Informasi yang diperoleh dari tanggapan responden dikaitkan dengan catatan operasional instansi guna memperkaya interpretasi. Sebelum pengujian dugaan ilmiah, dilakukan serangkaian pemeriksaan terhadap kelayakan alat ukur serta asumsi model statistik. Temuan mengkonfirmasi bahwa kedua faktor yang diuji secara bersama-sama berperan dalam memperkirakan tingkat kinerja, dengan kondisi lingkungan kerja tampil sebagai pendorong paling menonjol. Hal ini mengisyaratkan bahwa ketika aturan perilaku sudah cukup tertanam, intervensi yang mengarah pada peningkatan kenyamanan fisik dan sosial di tempat kerja akan lebih efektif dibandingkan sekadar memperketat pengawasan disiplin. Kontribusi utama terletak pada pembuktian bahwa urutan prioritas faktor pendorong kinerja tidak seragam antarjenis organisasi, sehingga kebijakan sumber daya manusia perlu disesuaikan dengan karakteristik fungsional masing-masing instansi.
Kepemimpinan, Lingkungan Kerja, dan Semangat Kerja sebagai Determinan Kinerja Pegawai: Studi Empiris pada Instansi KSOP Kelas III Tanjung Pakis Yenky Harwindya Fathimatuz Zahra; Purwanto Purwanto; Sri Rahayu
Jurnal Bisnis dan Manajemen (JURBISMAN) Vol. 4 No. 2 (2026): Jurnal Bisnis dan Manajemen (JURBISMAN)
Publisher : Penerbit dan Percetakan CV. Picmotiv

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61930/jurbisman.v4i2.1601

Abstract

Kinerja pegawai pada instansi pelayanan maritim menjadi perhatian penting mengingat peran strategis Kantor Kesyahbandaran dan Otoritas Pelabuhan dalam pengawasan keselamatan pelayaran dan kegiatan kepelabuhanan. Penelitian ini bertujuan menguji pengaruh kepemimpinan, lingkungan kerja, dan semangat kerja terhadap kinerja pegawai. Metode penelitian menggunakan pendekatan kuantitatif asosiatif dengan teknik sampling jenuh terhadap seluruh aparatur sipil negara sebanyak 65 orang di Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas III Tanjung Pakis. Pengumpulan data dilakukan melalui kuesioner tertutup dengan skala Likert, dan analisis data menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa kepemimpinan, lingkungan kerja, dan semangat kerja secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja pegawai. Lingkungan kerja menjadi variabel paling dominan, diikuti oleh kepemimpinan dan semangat kerja. Model mampu menjelaskan variasi kinerja pegawai sebesar empat puluh empat koma tiga persen. Kesimpulan menegaskan bahwa ketiga variabel merupakan determinan penting kinerja, dengan lingkungan kerja sebagai prioritas utama intervensi manajemen sumber daya manusia pada instansi maritim.
Co-Authors Adetya Yusar Pratama Anita Kartika Sari Arizka Wahyu Pratama Derry Marendra Firmansyah Eko Subekti Arrohman Feri Listianto Ifanul Khabibah Kuswandi Kuswandi Leonard Adrie Manafe Ludine Harsanto Elvata Muhammad Anton Tarmuji Mumun Nurchasanah Nanik Kustiningsih Ni Wayan Kaweri Nono Dwi Arifiyanto Oktavianto Hadi Kusuma Onie Iqbal Devantosa Pompong Budi Setiadi Purwanto Purwanto Rifda Fitrianty Saifullah Saifullah Setia Indarto Siswanto Siswanto Sulaksono Prasetyo Sundjoto Sundjoto Sundjoto Suyanti Suyanti Wahyu Fattahulhidayat Yenky Harwindya Fathimatuz Zahra Zakariyah Ardhi Nugroho