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All Journal Jurnal Manajemen Terapan dan Keuangan Jurnal Dimensi EQUILIBIRIA Measurement : Jurnal Akuntansi JURNAL AKUNTANSI, EKONOMI dan MANAJEMEN BISNIS Minda Baharu JOURNAL OF APPLIED BUSINESS ADMINISTRATION Journal of Contemporary Accounting Ecobisma (Jurnal Ekonomi, Bisnis dan Manajemen) Jurnal Ilmiah Manajemen Kesatuan IICS Jurnal Bisnis Mahasiswa International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Manajemen, Organisasi, Dan Bisnis Postgraduate Management Journal
Firdaus Hamta, Firdaus
Universitas Riau Kepulauan
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Social Sciences Other

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Journal : journal of applied business administration

 1 
POTENSI KAWASAN EKONOMI KHUSUS (KEK) KUALA ENOK PROVINSI RIAU DAN DAMPAK EKONOMI DAERAH Firdaus Hamta; Rahman Hasibuan; Mulyadi Mulyadi; Sabri Sabri
JOURNAL OF APPLIED BUSINESS ADMINISTRATION Vol 4 No 2 (2020): Journal of Applied Business Administration - September 2020
Publisher : Politeknik Negeri Batam

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30871/jaba.v4i2.2066

Abstract

Penelitian ini untuk mengetahui potensi Kuala Enok Provinsi Riau menjadi Kawasan Ekonomi Khusus (KEK) dan dampak terhadap ekonomi daerah. Objek pengamatan adalah potensi pengusulan KEK, dukungan pemerintah, lokasi strategis, tata ruang, pengembangan KEK, potensi investasi. Metode analisis kajian menggunakan pendekatan kualitatif deskriptif melalui pengumpulan data studi lapangan, wawancara dengan informan, penelesuran informasi secara online. Hasil penelitian bahwa (1) pelabuhan Samudera Kuala Enok merupakan wilayah yang strategis dan memiliki beberapa kapasitas penunjang untuk menjadi kawasan KEK, namun masih membutuhkan penguatan aspek manajemen dan operasional administrator KEK, rencana anggaran untuk pembangunan infrastruktur dan anggaran pendukung lainnya, rencana perkiraan dan jadwal pembiayaan proyek, road map kebijakan fiskal di kawasan KEK, penguatan Rencana Tata Ruang Wilayah (RTRW), kajian Financial Internal Rate of Return (FIRR) dan Financial Net Present Value (FNPV); (2) penerapan KEK di Kuala Enok dapat berdampak terhadap iklim usaha dan mendorong multiplier effect terhadap perekonomian daerah melalui terbukanya lapangan kerja baru, peningkatan pendapatan pemerintah dan pendapatan perkapita masyarakat, pembanguan sumber daya manusia, pertumbuhan industri dan peningkatan kualitas hidup dan kesejahteraan masyarakat.
Organizational determinants of mobile population administration service performance in Batam City Risqina Aurisa; Ervin Nora Susanti; Firdaus Hamta
Journal of Applied Business Administration Vol 10 No 1 (2026): Journal of Applied Business Administration
Publisher : Pusat P2M Politeknik Negeri Batam

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30871/jaba.12188

Abstract

Mobile population administration services (Jemput Bola) have become a critical instrument for extending civil document coverage in archipelagic regions of Indonesia, yet the organizational factors driving their field-level performance remain insufficiently understood. studies have predominantly examined conventional office-based public services and have not integrated leadership, communication, work structure, team dynamics, and organizational environment within a single analytical framework for mobile service contexts; this study aimed to address that gap by analyzing the partial and simultaneous influence of transformational leadership, interpersonal communication, division of work, teamwork, and organizational climate on mobile service performance. A quantitative explanatory study using a census technique was conducted on 50 field officers of the Department of Population and Civil Registration, Batam City, with data collected through validated 5-point Likert scale questionnaires and analyzed using multiple linear regression with SPSS version 26. All five variables had positive and significant partial effects on service performance; simultaneously, the model was significant (F = 25.284; p < 0.001) with an Adjusted R² of 0.713. Teamwork emerged as the most dominant factor (β = 0.312; p = 0.001), followed by transformational leadership (β = 0.245; p = 0.007), while division of work showed the smallest coefficient (β = 0.185; p = 0.046). In mobile service environments characterized by high interdependence and field uncertainty, relational-collective factors (teamwork, leadership) exert stronger influence than structural-procedural factors (division of work), suggesting that proactive public service improvement strategies should prioritize team cohesion and inspirational leadership development.
Human capital development and performance management as determinants of productive employee performance in public population services Ramahzaleni Ramahzaleni; Ervin Nora Susanti; Firdaus Hamta
Journal of Applied Business Administration Vol 10 No 1 (2026): Journal of Applied Business Administration
Publisher : Pusat P2M Politeknik Negeri Batam

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30871/jaba.12190

Abstract

This study analyzes the contribution of human capital development factors (training, mentoring, coaching) and performance management factors (performance appraisal, reward system) toward productive employee performance at the Department of Population and Civil Registration (Disdukcapil) of Batam City. Drawing on Human Capital Theory, Competency Theory, Performance Management Theory, and the Two-Factor Theory of Motivation, this study argues that sustainable productive performance requires the simultaneous integration of capability development and motivational reinforcement. An explanatory quantitative design with census (saturated sampling) technique was employed, involving all 100 Disdukcapil employees as respondents. Data were collected through validated 5-point Likert scale questionnaires and analyzed using Multiple Linear Regression with classical assumption tests. The results indicate that, simultaneously, the five variables contribute significantly to productive performance (Adjusted R² = 0.766; F = 69.40; p < 0.001). Partially, all five variables showed positive and significant effects. The Reward System was found to be the most dominant factor (β = 0.312; t = 4.512; p < 0.001), followed by Training (β = 0.245; t = 3.124; p = 0.002). These findings suggest that in the compliance-oriented Indonesian public sector, extrinsic motivational drivers exert stronger immediate effects on productivity than capability development alone, highlighting the need for integrated HRM strategies that balance recognition-based motivation with continuous competency enhancement.
The influence of compensation, work motivation, organizational culture, leadership, and work discipline on employee performance at PT Adiartha Swabuana Batam Yenni Melyani; Sri Langgeng Ratnasari; Firdaus Hamta
Journal of Applied Business Administration Vol 10 No 1 (2026): Journal of Applied Business Administration
Publisher : Pusat P2M Politeknik Negeri Batam

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the influence of compensation, work motivation, organizational culture, leadership, and work discipline on employee performance at PT Adiartha Swabuana Batam partially or simultaneously. The study uses a quantitative approach with an explanatory survey design. The population is all employees of PT Adiartha Swabuana Batam as many as 60 people, and the entire population is used as a sample using saturated sampling techniques (census). Data were collected using a questionnaire with a five-point Likert scale, then analyzed using multiple linear regression assisted by IBM SPSS Statistics 25. The results showed that partially all variables had a positive and significant effect on employee performance, namely compensation (t = 5.134; sig. = 0.000), work motivation (t = 5.149; sig. = 0.000), organizational culture (t = 2.256; sig. = 0.026), leadership (t = 8.448; sig. = 0.000), and work discipline (t = 9.289; sig. = 0.000). Simultaneously, all five variables had a significant effect on employee performance (F = 5.300; sig. = 0.000) with an Adjusted R² of 0.267, which means that the five independent variables together explain 26.7% of the variation in employee performance. The effects are, however, distributed unevenly: work discipline is by far the most dominant variable (β = 0.766), followed by compensation (β = 0.318), leadership (β = 0.272), and work motivation (β = 0.271), while organizational culture is the weakest predictor in the model (β = 0.085). This study was limited to one oil and gas EPCM company in Batam with a sample size of 60 respondents, so the generalization of the findings needs to be done carefully. Practically, management needs to prioritize strengthening work discipline, compensation, and leadership as a strategic step to improve performance, and to sustain work motivation, which also contributes substantially; by contrast, organizational culture calls for a change of approach rather than additional investment, with the intended values embedded in the operating procedures and project routines that actually govern behaviour in the oil and gas project industry. The novelty of the research lies in the context of the oil and gas EPCM (Engineering, Procurement, Construction, and Manpower Service) industry in Batam which is still rarely studied empirically in the human resource management literature in Indonesia.
Co-Authors Ade Parlaungan Nasution, Ade Parlaungan Adelia Widya Pramesti Ahmad Husein Dongoran Ainal Ikram Alwan Hadiyanto Andi Hidayatul Fadillah Andika Simamora Angelina, Shelin Bahri, Rahma Putria Bakri Bakri Bayu Efendi Bin A. Ghani, Muhammad Faizal Cahyo Budi Santoso Denny Ammari Ramadhan Dhenny Asmarazisa Dhenny Asmarazisa Azis Dian Pratiwi Erma Kusdiyanti Ervin Nora Susanti Ervin Nora Susanti Ervin Nora Susanti, Ervin Nora Gandhi Sutjahjo Haironi, Rita Hati, Ravika Permata Hendra Hendra Hendry Jaya Heni Pujiastuti Herni Widiyah Nasrul Hetty Syairesa Gustiana Intan Intan Ivan Kurniawan Jayana Salesti, Jayana Juliana Manik Jupenta N Manullang manullang, Merry Tumiar Meivy, Meivy Moko, Wahyu Ari Sudiat Morina Fitriyanti Muasis, Ridha Muhammad Ikhlash Muhammad Iqbal Muhammad Rifki Mulyadi Mulyadi Mulyadi Mulyadi mutia, nunung Nabela Nabela Nelly Chandrawati Manalu Nunuk Sisharwati Nur Fazlin Uteh Nur Syamsiah Pauziah P. Husein Tanjung Praida Hansyah Puput Novitasari Putri, Rini Saira Ade Rahman Hasibuan Rahman Hasibuan, Rahman Rakhmawati, Leony Fajeri Ramadhan, Denny Ammari Ramahzaleni Ramahzaleni Ramon Zamora Rinjani, Niken Riska Andayani Risqina Aurisa Rizki Eka Putra Rizki Eka Putra, Rizki Eka rony Kurniawansyah Rumawi R Sabri Sabri Sari, Wanda Novita Shafiq, Dhio Simatupang, Mona Rebeca Sipnarong, Sipnarong Siregar, Hanafi Siti Aisyah Siti Aisyah Sri Langgeng Ratnasari Sri Langgeng Ratnasari Susanti E Pakpahan Syuaib, Mustaqim Tampubolon, Nasrani Abba Wijanarko, Rahmat Winarso, Widyo Wiranto Timotius Situmorang Yenni Melyani Yovita Susanti Yudianto, Peri Yunita, Eka Putri