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All Journal Jurnal Administrasi Sosial dan Humaniora (JASIORA) Maneggio Nomico
Misra Yeni
Universitas Muara Bungo
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Pengaruh Keadilan Distributif dan Stres Kerja Terhadap Perilaku Kerja Kontraproduktif Karyawan PDAM PancuranTelago Kabupaten Bungo Supriati Supriyati; Anton Indra Cahya; Misra Yeni; Khairun A Roni
Jurnal Administrasi Sosial dan Humaniora Vol 3, No 2 (2019): Desember
Publisher : Institut Administrasi dan Kesehatan Setih Setio

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (633.236 KB) | DOI: 10.56957/jsr.v3i3.101

Abstract

Tujuan dari penelitian ini adalah untuk menganalisis variabel dampak Keadilan Distribusi dan Stres Kerja terhadap Perilaku Kerja Kontraproduktif Karyawan di PDAM PancuranTelago Kabupaten Bungo.Penelitian ini menggunakan metode survei dan pengumpulan data dengan sensus sampling. Populasi adalah 43 karyawan dan observasi serta teknik analisis regresi berganda dengan Y = 13,635 + 0,761X1 + 0,123X2 + e. Hasil penelitian menunjukkan bahwa ada pengaruh positif secara simultan dari Keadilan Distribusi dan Stres Kerja terhadap Perilaku Kerja Kontraproduktif Karyawan, diperoleh nilai R = 63 , 9%
Pengathe Effect Of Human Resources Competence On Civil Servant Performance Mediated By Motivation At The Diskoperindag Of Bungo District Misra Yeni; Erick Muhammad Henriza; Ida Zuliyana; Amran Amran
Nomico Vol. 2 No. 6 (2025): Nomico - July
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/spv0sa44

Abstract

The purpose of this study is to analyze the influence of Human Resources (HR) Competence on Civil Servant (PNS) Performance mediated by Motivation at the Department of Cooperatives, SMEs, Industry and Trade of Bungo Regency. The research method used in this study is Descriptive Quantitative with a population and sample of 34 respondents (saturated sampling). Research data analysis was carried out using Partial Least Square (PLS) 4.0. The results of the study indicate that directly (direct effect) HR Competence has a significant effect on Performance HR Competence has a significant effect on Motivation Then Motivation has no significant effect on Performance While indirectly (Indirect Effect) obtained Motivation cannot mediate the influence of HR Competence on Civil Servant Performance at the Department of Cooperatives, SMEs, Industry and Trade of Bungo Regency.
Employee Performance as a Result of Psychological Resources and Perceived Organizational Support in Indonesian Technology Startups Misra Yeni; Amran Amran; Khairun A Roni; Muhammad Asman; Ronald N Girsang; Rio Putra
Maneggio Vol. 3 No. 1 (2026): FEBRUARY-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/0bt9hm94

Abstract

This study aims to analyze the role of psychological resources (Psychological Capital/PsyCap) and perceived organizational support (Perceived Organizational Support/POS) in explaining employee performance at technology startups in Indonesia. The dynamic, flexible, and digitally collaborative work environment of startups requires employees to not only possess technical skills, but also psychological readiness and adequate organizational support in order to remain productive amid high work pressure. This study uses an explanatory quantitative approach with SEM-PLS analysis of data collected through an online questionnaire from 150 technology startup employees in Indonesia using the Psychological Capital Questionnaire (PCQ), Survey of Perceived Organizational Support (SPOS), and employee performance scales based on task performance and contextual performance.  Validity, reliability, and hypothesis testing were conducted through outer model and inner model evaluation as well as bootstrapping procedures. The analysis results show that POS (β = 0.260; p < 0.05) and PsyCap (β = 0.174; p < 0.05) have a positive and significant effect on employee performance, with POS having a stronger effect than PsyCap. The R² value of 0.130 indicates that the contribution of both variables is at a moderate level, opening up the possibility of other psychological mechanisms such as engagement, readiness for change, motivation, and well-being that have the potential to mediate this relationship. These findings confirm that the performance of technology startup employees in Indonesia is the result of the interaction between external organizational support and internal psychological strengths of individuals, so startup management needs to simultaneously strengthen organizational support and develop employee psychological capital to encourage sustainable performance.    
Co-Authors Amran Amran Anton Indra Cahya Erick Muhammad Henriza Ida Zuliyana Khairun A Roni Muhammad Asman Rio Putra Ronald N Girsang Supriyati Supriyati