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All Journal Neo Journal of economy and social humanities Lead Journal of Economy and Administration
Purwanto Purwanto
STIE Mahardhika
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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The Effect of Training, Career Development, and Role Clarity on the Performance of Employees at the Bogor Medium Tax Office Shofianto Akmal; Purwanto Purwanto; Sri Rahayu
Neo Journal of economy and social humanities Vol 5 No 1 (2026): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v5i1.396

Abstract

This study examined the effects of training, career development, and role clarity on employee performance at the Bogor Medium Tax Office (KPP Madya Bogor). The research employed a quantitative causal research design to analyze the relationships among the variables. The population consisted of all 118 employees of KPP Madya Bogor, and a census sampling technique was applied, resulting in 118 respondents. Data were collected using a structured questionnaire measured with a five-point Likert scale. The data analysis techniques included validity testing, reliability testing, classical assumption testing, and multiple linear regression analysis using SPSS version 20. The results showed that all measurement instruments were valid and reliable, and the regression model met the classical assumption requirements. The multiple linear regression analysis revealed that training, career development, and role clarity each had a positive and statistically significant effect on employee performance. Among the three variables, training demonstrated the strongest influence on employee performance, followed by role clarity and career development. The coefficient of determination indicated that a substantial proportion of the variance in employee performance could be explained by the combined effects of the three independent variables. These findings suggest that employee performance in public sector tax institutions can be enhanced through effective training programs, structured career development systems, and clear role definitions. The study provides empirical evidence for the importance of integrated human resource management practices in improving performance within government organizations, particularly in the context of tax administration.
The Effect of Work Experience, Work Discipline, and Physical Health on Employee Productivity at the KPP Madya Surabaya Moch. Sonyviel Ramdhan; Purwanto Purwanto; Sri Rahayu
Neo Journal of economy and social humanities Vol 5 No 1 (2026): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v5i1.398

Abstract

Employee productivity is a crucial factor in determining organizational performance in the public sector, particularly within tax administration institutions characterized by high workload intensity, strict accuracy requirements, and performance targets. This study aims to analyze the effect of work experience, work discipline, and physical health on employee productivity at KPP Madya Surabaya. A quantitative approach with a causal associative design was employed. Data were collected through structured questionnaires distributed to 124 employees using a census method and analyzed using multiple linear regression with SPSS. The results indicate that work experience, work discipline, and physical health each have a positive and significant effect on employee productivity. Among the three variables, work experience emerges as the most dominant determinant, followed closely by physical health, while work discipline also contributes significantly. Simultaneously, the regression model demonstrates strong explanatory power, indicating that these individual human capital factors jointly explain a substantial proportion of employee productivity in the studied institution. These findings suggest that employee productivity in tax administration institutions is strongly influenced by individual human capital attributes rather than organizational procedures alone. By integrating work experience, discipline, and physical health within a single empirical model, this study extends the public sector human resource management literature and provides practical insights for policymakers and managers in designing experience-based development programs, reinforcing disciplinary systems, and supporting employee health to enhance productivity.
The Influence of Spirituality in the Workplace, Personality, and Organizational Commitment of Employees on the Mental Well-Being of Employees at the East Java I Regional Tax Office Agung Mulyo Harjo; Purwanto Purwanto; Sri Rahayu
Neo Journal of economy and social humanities Vol 5 No 1 (2026): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v5i1.399

Abstract

This study examines the influence of workplace spirituality, personality, and organizational commitment on employee mental well-being at the East Java I Regional Tax Office. Using a quantitative approach with a causal associative design, this research involved a census of 180 employees. Data were collected through structured questionnaires measured on a five-point Likert scale and analyzed using multiple linear regression with SPSS version 20. Workplace spirituality was measured through meaningful work, sense of community, and value alignment; personality was assessed based on the Big Five dimensions; organizational commitment comprised affective, continuance, and normative components; and mental well-being encompassed emotional, psychological, and social well-being. The results indicate that workplace spirituality, personality, and organizational commitment each have a positive and significant effect on employee mental well-being. Simultaneously, all independent variables significantly influence mental well-being, demonstrating strong explanatory power of the proposed model. This study extends prior research by integrating these psychological and organizational factors within a Positive Organizational Behavior framework in a high-pressure public tax institution context. The findings offer practical implications for public sector management, particularly in designing workplace spirituality initiatives, strengthening affective commitment, and supporting employees’ psychological resilience to sustain mental well-being in demanding organizational environments.
The Effect of Work-Life Balance, Work Environment, and Career Counseling on Employee Job Satisfaction at the KPP Pratama Surabaya Tegalsari Hendra Dwi Haryadi Ciputra; Purwanto Purwanto; Sri Rahayu
Neo Journal of economy and social humanities Vol 5 No 1 (2026): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v5i1.400

Abstract

This study examined the effects of work–life balance, work environment, and career counseling on employee job satisfaction at KPP Pratama Surabaya Tegalsari. The research employed a quantitative causal associative design to analyze both partial and simultaneous relationships among variables. The population consisted of all 73 employees at KPP Pratama Surabaya Tegalsari, and a census method was applied so that the entire population served as research respondents. Data were collected using a structured questionnaire measured on a five-point Likert scale, with instruments adapted from established prior studies. Data analysis was conducted using SPSS version 20, including validity and reliability testing, classical assumption tests, multiple linear regression analysis, coefficient of determination, and hypothesis testing through t-tests and F-tests. The results indicated that work–life balance, work environment, and career counseling each had a positive and significant effect on employee job satisfaction. Among the three variables, work–life balance emerged as the most dominant factor influencing job satisfaction. Simultaneously, the three independent variables significantly explained employee job satisfaction, with a high explanatory power of the regression model. These findings highlight the importance of organizational support through balanced work arrangements, conducive work environments, and structured career counseling in enhancing job satisfaction within public sector institutions.
The Effects of Training, Organizational Support, and Digital Competence on Employee Performance in Implementing Coretax at The East Java I Regional Office of The Directorate General of Taxes Shendy Rusie Firmansyah; Purwanto Purwanto; Sri Rahayu
Lead Journal of Economy and Administration Vol 4 No 3 (2026): Lead Journal of Economy and Administration (LEJEA)
Publisher : International Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/lejea.v4i3.451

Abstract

This study examined the effects of training, organizational support, and digital competence on employee performance in implementing Coretax at the Regional Office of the Directorate General of Taxes East Java I. A quantitative approach with a causal associative design was employed. The population consisted of 177 employees, all of whom were selected as respondents using saturated sampling. Data were collected through a structured questionnaire measured using a five-point Likert scale and analyzed with SPSS through validity and reliability tests, classical assumption tests, multiple linear regression, coefficient of determination, t-tests, and an F-test. The results showed that training had a positive and significant effect on employee performance with a regression coefficient of 0.504, a standardized coefficient of 0.506, a t-value of 12.073, and p < 0.001. Organizational support also had a positive and significant effect, with a regression coefficient of 0.219, a standardized coefficient of 0.201, a t-value of 4.931, and p < 0.001. Digital competence had a positive and significant effect, with a regression coefficient of 0.617, a standardized coefficient of 0.444, a t-value of 10.693, and p < 0.001. Simultaneously, the three independent variables significantly affected employee performance, with an F-value of 165.551 and p < 0.001. The coefficient of determination of 0.742 indicated that 74.2% of employee performance variation was explained by the research model. Training was identified as the most dominant predictor. These findings confirm that successful Coretax implementation requires integrated employee training, organizational support, and digital competence development.
Co-Authors Agung Mulyo Harjo Hendra Dwi Haryadi Ciputra Moch. Sonyviel Ramdhan Shendy Rusie Firmansyah Shofianto Akmal Sri Rahayu