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All Journal Jurnal Ilmiah Mahasiswa FEB EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi) BULETIN AL-RIBAATH JURNAL PRODUKTIVITAS Journal of Humanities and Social Studies JURNAL MANAJEMEN BISNIS Community Development Journal: Jurnal Pengabdian Masyarakat Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) International Journal of Regional Innovation Proceedings Series on Social Sciences & Humanities International Journal of Management Science and Information Technology (IJMSIT) Economics and Business Journal Journal of Social Commerce IIJSE Jurnal Penelitian Pendidikan Indonesia International Journal of Business and Quality Research
Irfan Mahdi
Universitas Muhammadiyah Pontianak
Arts Humanities Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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THE EFFECT OF INTRINSIC MOTIVATION AND SELF-EFFICACY ON THE NORMATIVE COMMITMENT OF CIVIL SERVANTS IN THE DEPARTMENT OF COOPERATIVES, MICRO ENTERPRISES AND TRADE IN PONTIANAK CITY Dominikus Rendy Anggara; Irfan Mahdi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

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Abstract

Human resources are a vital element in carrying out organizational functions, including in government environments. This research is motivated by fluctuations in discipline and performance of Civil Servants (PNS) at the Office of Cooperatives, Micro Enterprises, and Trade of Pontianak City, which indicates the need to strengthen intrinsic motivation and self-efficacy as internal factors that play a role in employee normative commitment. The main problem in this study is whether there is an influence of intrinsic motivation and self-efficacy on the normative commitment of Civil Servants in the agency. The purpose of this study is to determine the effect of two independent variables, namely intrinsic motivation and self-efficacy, on the dependent variable, namely normative commitment. This study uses an associative quantitative method with a survey approach by distributing questionnaires to 55 Civil Servants as respondents. Data analysis was carried out using multiple linear regression with the help of SPSS software. The results of the study indicate that intrinsic motivation and self-efficacy have a positive and significant effect on normative commitment. Partially, intrinsic motivation has a significant effect with a coefficient of 0.365, while self-efficacy has a greater effect with a coefficient of 0.875. The coefficient of determination (R²) of 0.502 indicates that the two independent variables contribute 50.2% to the normative commitment variable. Thus, increasing employee motivation and self-confidence can strengthen their normative commitment in carrying out organizational duties and responsibilities.
The Influence Of Self Regulation And Organizational Culture On Organizational Commitment Among Police Members At Satlantas Polres Ketapang, West Kalimantan Angga Aristya; Irfan Mahdi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.6808

Abstract

This study investigates the influence of Self Regulation and Organizational Culture on Organizational Commitment among members of the police force at Satlantas Polres Ketapang, Kalimantan Barat. Using a sample of 56 respondents, data were collected using structured questionnaires. Statistical analyses including correlation, regression, and reliability tests were conducted to assess the relationships and predictive power of the variables. Findings reveal significant positive correlations between Self Regulation, Organizational Culture, and Organizational Commitment. Regression analysis indicates that Self Regulation and Organizational Culture collectively explain 21.0% of the variance in Organizational Commitment. These results underscore the importance of fostering self-regulation practices and nurturing supportive organizational cultures to enhance organizational commitment within law enforcement agencies. The study contributes to understanding organizational behavior within policing contexts and suggests practical implications for organizational development strategies.
The Influence Of Organizational Culture And Organizational Support On Civil Servants' Work Ethic Civilians At The Wajok Hulu Outpatient Health Center In Mempawah Regency Intan Purnama Sari; Irfan Mahdi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.7316

Abstract

This study aims to determine whether there is a relationship between Organizational Culture (X1), Organizational Support (X2), and Work Ethic (Y). This study is an associative study. The sampling method using the saturated sampling technique obtained 37 samples Civil Servants of Wajok Hulu Outpatient Health Center. Instrument testing uses validity test, reliability test, classical assumption test (normality and linearity), multiple linear regression analysis, multiple correlation coefficient, simultaneous influence test (F-test), and partial test (t-test). Based on the results of the simultaneous test (F-test), there is a significant simultaneous influence between Organizational Culture (X1) and Organizational Support (X2) on Work Ethic (Y) at the Wajok Hulu Outpatient Health Center. The results of the Partial Test (T-test) Organizational Culture (X1) does not have a significant influence on work ethic, while Organizational Support (X2) partially has a significant influence on the variable of Civil Servant Work Ethic at the Wajok Hulu Outpatient Health Center.
The Influence Of Work Ethic And Organizational Culture On Organizational Commitment Of Civil Servants In Pemangkat Community Health Center Sambas Regency Istiqomah Istiqomah; Irfan Mahdi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.7348

Abstract

This study aims to analyze the Influence of Work Ethic and Organizational Culture on the Organizational Commitment of Civil Servants at the Pemangkat Health Center, Sambas Regency. The methodology of this study uses a quantitative method with an associative research design. Data collected through questionnaires and interviews with 46 Civil Servants of the Pemangkat Health Center, Sambas Regency, West Kalimantan Province in 2024, saturated sampling the variables studied are Work Ethic (X1), Organizational Culture (X2) and Organizational Commitment (Y). Data analysis includes validity test, reliability test, classical assumption test (normality and linearity), multicollinearity test, multiple linear regression analysis, correlation coefficient, and determination, simultaneous influence test (F-test), and partial influence test (T-test). Based on the results of the simultaneous test (F-test), it shows that Work Ethic (X1) and on Organizational Commitment (Y). The results of the partial test (T-Test) show that Work Ethic (X1) and Organizational Culture (X2) separately have a positive and significant effect on Organizational Commitment (Y).
The Influence Of Organizational Culture And Motivation On The Work Ethics Of Civil Servants At The Regional Inspectorate Of Kubu Raya Regency Meisha Ayudinita Sari; Irfan Mahdi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 1 (2025): Januari
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i1.7623

Abstract

This study aims to identify the influence of Organizational Culture and Motivation on the work ethics of civil servants at the Regional Inspectorate of Kubu Raya Regency. The research employs an associative approach, with a saturated sampling technique. The sample consists of 39 employees working at the Regional Inspectorate of Kubu Raya Regency. Data analysis was conducted using multiple linear regression analysis with SPSS 25 software. The tests performed in this study include validity testing, reliability testing, normality testing, linearity testing, and multicollinearity testing. Hypothesis testing was conducted using the Simultaneous Test (F Test) and Partial Test (T Test). Based on the results of the hypothesis tests, both simultaneously (F test) and partially (T test), it can be concluded that both Organizational Culture and Motivation have a positive and significant influence on work ethics. Moreover, both Organizational Culture and Motivation independently have a positive and significant effect on work ethics.
The Influence Of Work Ethic And Organizational Justice On The Organizational Commitment Of Civil Servants Of The Office Of Women Empowerment And Child Protection Of West Kalimantan Province Resa Dintiah; Irfan Mahdi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 4 (2025): Oktober
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i4.8302

Abstract

This study aims to examine the influence of work ethics and organizational justice on the organizational commitment of civil servants in the Department of women's empowerment and Child Protection of West Kalimantan province. This study uses an associative approach with saturated sampling techniques. The sample consisted of 34 employees working in the Inspectorate Kubu Raya. Data analysis was conducted using multiple linear regression analysis with SPSS software version 25. The tests conducted in this study include validity test, reliability test, normality test, linearity test, and multicollinearity test. Hypothesis testing is done by using simultaneous test (F test) and Partial Test (t test). Based on the results of hypothesis testing, both simultaneously (F test) and partially (t test), it can be concluded that together work ethics and organizational justice have a positive and significant influence on organizational commitment. However, individual work ethic has no significant effect on organizational commitment, while organizational justice has been shown to have a significant effect on such commitment.
The Influence Of Organizational Justice And Inclusive Leadership On Organizational Commitment Among Employees At PT Mitra Aneka Rezeki, Kubu Raya Regency Dinda Regina; Irfan Mahdi
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 12 No 4 (2024): Oktober
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v12i4.8610

Abstract

This study explores the impact of Organizational Justice and Inclusive Leadership on Organizational Commitment. Using data from 127 respondents, multiple regression analysis was conducted to assess the relationships between these variables. The findings indicate a positive but weak correlation between Organizational Justice, Inclusive Leadership, and Organizational Commitment. While the combined effect of both variables is statistically significant, their individual impacts are not significant. The coefficient of determination (R²) reveals that only 6.1% of the variation in Organizational Commitment can be explained by Organizational Justice and Inclusive Leadership. These results suggest that other factors not included in the study may contribute to Organizational Commitment. The study highlights the importance of leadership and justice in organizations, but also calls for further research to explore additional variables that may influence employee commitment.
The Influence of Career Development and Organizational Culture on Employee Satisfaction Institutions Public Broadcasting TVRI West Kalimantan Resky Hartanty; Irfan Mahdi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.9828

Abstract

Human Resource Management plays a crucial role in determining organizational success, as organizational performance is highly influenced by the quality and contributions of employees. Employees are not only implementers but also key drivers in achieving organizational goals. Job satisfaction is an important factor affecting employee discipline, attendance, and work motivation. In addition, career development and a strong organizational culture contribute to creating a supportive work environment that enhances both performance and job satisfaction. In public broadcasting institutions such as TVRI, the professionalism and quality of human resources are essential in delivering information, education, and entertainment to the public. TVRI West Kalimantan, as part of this institution, faces challenges in implementing organizational culture, including gaps between expected values and actual employee behavior, particularly in terms of discipline and responsibility. Furthermore, leadership changes require employees to adapt to new policies and working styles. Previous studies indicate that organizational culture and career development have a positive and significant influence on job satisfaction, which in turn improves employee performance. Therefore, it is important for organizations to strengthen a positive work culture and provide career development opportunities in order to enhance employee satisfaction and performance effectively.
Determinants of Career Choice between Entrepreneurship and Employment: A PLS-SEM Approach Mahdi, Irfan
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

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Abstract

This study aims to analyze the determinants of career choice between entrepreneurship and employment by examining the role of interest, motivation, social influence, and family factors. A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM) based on data collected from 251 respondents. The results indicate that motivation (β = 0.343) and interest (β = 0.210) have significant positive effects on entrepreneurial career choice, while social influence (β = 0.029) and family influence (β = 0.125) show relatively weak effects. In contrast, all independent variables exhibit very low effects on employment career choice, suggesting limited explanatory power of the model for this outcome. The model explains 38.7% of the variance in entrepreneurial career choice and 40.5% in employment career choice, indicating moderate explanatory power. These findings suggest that entrepreneurial career decisions are primarily driven by internal psychological factors, whereas employment decisions are likely influenced by external conditions beyond the variables examined in this study. This study contributes to the literature by integrating economic and psychological perspectives in explaining dual career choices within a unified PLS-SEM framework.
Organizational Commitment Among Civil Servants: The Influence of Work Motivation and Organizational Culture at Dr. Soedarso Regional General Hospital Muhammad Albert Peter Adha; Irfan Mahdi
Economics and Business Journal (ECBIS) Vol. 4 No. 6 (2026)
Publisher : PT. Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ecbis.v4i6.498

Abstract

This study aimed to examine the effect of work motivation and organizational culture on organizational commitment among civil servants in the Finance Department of Dr. Soedarso Regional General Hospital. A quantitative approach with an associative research method was employed. Primary data were obtained through interviews with the Head of the Finance Department and questionnaires distributed to respondents, while secondary data comprised organizational profiles, employee records, attendance data, and performance reports. The population consisted of 30 civil servants, all of whom were selected as respondents using a total sampling technique. Data were analyzed using validity and reliability tests, normality, linearity, and multicollinearity tests, multiple linear regression analysis, correlation analysis, the coefficient of determination, partial t-tests, and a simultaneous F-test. The results showed that work motivation had a positive and significant effect on organizational commitment, with a regression coefficient of 0.321 and a significance value of 0.021. Organizational culture also had a positive and significant effect on organizational commitment, with a regression coefficient of 0.271 and a significance value of 0.015. Simultaneously, work motivation and organizational culture had a significant effect on organizational commitment, as indicated by an F-value of 10.469 and a significance value of 0.001. The correlation coefficient of 0.661 indicated a strong relationship, while the coefficient of determination of 0.437 showed that both variables explained 43.7% of the variation in organizational commitment. Practically, hospital management should strengthen motivation through performance recognition, competency development, fair task distribution, and feedback, while reinforcing organizational culture through shared values, teamwork, accountability, and integrity.
Co-Authors Agustina, Andi Siska Ahmadia, Eru Albani Akbar Angga Aristya Aripin Devi Yasmin Dinda Regina Dominikus Rendy Anggara DYB Pranoto Elyta Elyta Erianto, . FADILA, NUR Farah Juniati Meutianingrum Fernanda, Muhammad Dini Rizki Fitri Imansyah Gusti Hardiansyah Intan Purnama Sari Intan Sari Istiqomah Istiqomah Ivan Sujana Jaka Syahbandi Kalis, Maria Christiana Meisha Ayudinita Sari Muhammad Albert Peter Adha Muhammad Ebuziyya Alif Ramadhan Muhammad Fahmi Muhammad Wahyu Riadi Pramana Yuda, Gilang Prianti, Neni Rachmad Robbi Resa Dintiah Resky Hartanty Riana, Anggie Dilla Rizky Rahmi Lestari Suci Rahmadiah Sudiani, Mery Irma Supandi, Aria Syahrul Syahrul Triana M, Neni Wahyudi, Tri Windhu Putra Windhu Putra Yani, Adi Zuhry Haryono