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Strengthening Human Resources, Infrastructure, and Services on the Performance of Wosu Community Health Center Employees, West Bungku District, Morowali Regency Fatmala, Ririn; AC, Ahmad; Rizal, Samsul
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.437

This research aims to determine the influence of resources on employee performance at the Wosu Community Health Center UPTD, West Bungku District, Morowali Regency. Infrastructure for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency, and Services for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency. According to Nabawi (2019), employee performance achievements are the result of work in carrying out tasks assigned by the work unit organization. Alternatively, the quality and quantity performance achieved by an employee in carrying out his duties by the responsibilities given to him (Fitri Handayani et al., 202). So, indicators of a person's performance achievements are determined based on norms, standard operating procedures, criteria, and functions that have been determined or are in force (Wijaya, 2017). This type of research is descriptive with a quantitative approach using a questionnaire as a source of data collection. This research uses an explanatory research method using multiple linear analysis techniques. The results of the research show that: 1. Human Resources have a positive and significant effect on employee performance; this shows that the presence of good and quality human resources can improve employee performance; 2. Infrastructure has a positive and significant effect on employee performance, which shows that the availability of complete Infrastructure can encourage improving employee performance. 3. Service has a positive and significant effect on employee performance; this shows that providing good service can influence the quality of service received by patients, which is an effective strategy for improving the performance of employees who are satisfied with their performance.

The Influence of Emotional Intelligence and Transformational Leadership on Employee Performance Mediated by Employee Satisfaction at Bulukumba Regent's Office Awaliya, Nurdia; Mappatompo, Andi; AC, Ahmad
Journal of Public Representative and Society Provision Vol. 5 No. 3 (2025): Journal of Public Representative and Society Provision
Publisher : Pusat Studi Pembangunan dan Pemberdayaan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55885/jprsp.v5i3.604

The purpose of this study is to ascertain how employee satisfaction at the Bulukumba Regent's Office mediates the impact of transformational and emotionally intelligent leadership on worker performance. A survey of 104 respondents was used to collect data for this quantitative investigation. The majority of respondents (41.35%) were between the ages of 31 and 40, followed by those between the ages of 41 and 50 (29.81%), had a bachelor's degree (65.38%), had worked for 5 to 10 years (34.62%), followed by those between the ages of 11 and 15 (22.1%), and held staff jobs (68.27%), according to the data. According to the study's findings, employee satisfaction is not impacted by emotional intelligence, emotional intelligence affects employee performance, employee satisfaction affects employee performance, transformational leadership affects employee satisfaction, transformational leadership does not affect employee performance, and employee satisfaction does not mediate transformational leadership on employee performance.

IMPLEMENTASI DIKLAT KEPEMIMPINAN TINGKAT IV DALAM MENINGKATKAN KOMPETENSI PESERTA DIKLAT PADA BALAI DIKLAT KEAGAMAAN MAKASSAR Nelly, Nelly; Jusriadi, Edi; AC, Ahmad
COMPETITIVENESS Vol. 10 No. 1 (2021): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/competitiveness.v10i1.5156

Education and training are seen as the main instruments for improving the quality of civil servant human resources which include improving knowledge, improving skills and skills, and changing attitudes and behaviors, and correction to performance weaknesses. So that education and training is the most effective policy instrument to achieve the work competencies required by a position in the bureaucracy. Staffing management system, echelon IV structural officials play a very important role in determining when planning the activities of agencies and subordinate leaders and all stakeholders of the implementation of Leadership Training Level IV aimed at equipping participants with the competencies needed to become operational leaders felt there is not enough need for a training. The application of Level IV Leadership Training at the Makassar Religious Training Center Office, the overall temporary observation is not fully in accordance with the principles of concept and theory of leadership. Leadership Training activities bring changes in both behavior and character changes, with the output of results with the construction of teamwork in completing tasks both individually and organizationally in government tasks, thereby improving performance accountability in the Ministry of Religious Affairs. Can improve the quality of service efficiently and measurably Keywords (10 Bold): Implementation, Leadership, Competence

PENINGKATAN KUALITAS SUMBER DAYA MANUSIA (SDM) PETANI PADI SAWAH Ibrahim, Ibrahim; AC, Ahmad; Akhmad, Akhmad
COMPETITIVENESS Vol. 10 No. 2 (2021): COMPETITIVENESS
Publisher : UNIVERSITAS MUHAMMADIYAH MAKASSAR

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/competitiveness.v10i2.6605

This research aims to find and find the right and effective way to improve the cauldron of human resources (HR) of rice paddy farmers through agricultural extension methods. The research method used is qualitative research that is descriptive with data collection techniques through observation, interviews, documentation and other data that support research. The results showed that the most appropriate and effective method of agricultural extension towards improving the quality of human resources (HR) of rice paddy farmers is Demplot and Field School because of its informal nature, the learning process is carried out in the field where there are real objects in the form of rice plants that are used as learning materials, the implementation is done by providing guidance then invited directly to the field to see and do joints. Ri by looking at the examples given by extensionists, so that farmers more easily absorb it. With the real evidence seen by farmers, this field school was able to change the mindset of farmers who initially tried to farm in the traditional way then become farmers who follow innovative technology. This method lasted about 4 months or 1 growing season. Keywords: Quality, Extension Methods, Farmer Groups

Strengthening Human Resources, Infrastructure, and Services on the Performance of Wosu Community Health Center Employees, West Bungku District, Morowali Regency Fatmala, Ririn; AC, Ahmad; Rizal, Samsul
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.437

This research aims to determine the influence of resources on employee performance at the Wosu Community Health Center UPTD, West Bungku District, Morowali Regency. Infrastructure for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency, and Services for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency. According to Nabawi (2019), employee performance achievements are the result of work in carrying out tasks assigned by the work unit organization. Alternatively, the quality and quantity performance achieved by an employee in carrying out his duties by the responsibilities given to him (Fitri Handayani et al., 202). So, indicators of a person's performance achievements are determined based on norms, standard operating procedures, criteria, and functions that have been determined or are in force (Wijaya, 2017). This type of research is descriptive with a quantitative approach using a questionnaire as a source of data collection. This research uses an explanatory research method using multiple linear analysis techniques. The results of the research show that: 1. Human Resources have a positive and significant effect on employee performance; this shows that the presence of good and quality human resources can improve employee performance; 2. Infrastructure has a positive and significant effect on employee performance, which shows that the availability of complete Infrastructure can encourage improving employee performance. 3. Service has a positive and significant effect on employee performance; this shows that providing good service can influence the quality of service received by patients, which is an effective strategy for improving the performance of employees who are satisfied with their performance.

Strengthening Person Organization Fit and Innovative Work Behavior Through Psychological Capital and Leader-Member Exchange Purnama, Ika Rezki; AC, Ahmad; Rendra Anggoro, Yusuf Alfian
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.458

This study investigates the interrelationships among Psychological Capital, Leader-Member Exchange (LMX), Person-Organization Fit (POF), and Innovative Work Behavior (IWB) within the context of the construction industry in Makassar. The research aims to determine the direct and indirect effects of Psychological Capital and LMX on POF and, subsequently, on IWB among employees. Specifically, the study poses the following research questions: (1) Does Psychological Capital influence Person-Organization Fit among construction company employees? (2) What is the impact of Leader-Member Exchange on Person-Organization Fit in this setting? (3) How do Psychological Capital and Leader-Member Exchange directly affect Innovative Work Behavior? (4) Do Psychological Capital and Leader-Member Exchange indirectly influence Innovative Work Behavior through Person-Organization Fit? The significance of this research lies in its potential to enhance understanding of key human resource constructs and their interplay, which could inform the development of HR management practices. Moreover, the findings are expected to provide actionable insights for construction companies aiming to foster a culture of innovation among their workforce. The methodology encompasses the collection of primary data from 397 employees across various construction companies, employing proportional stratified random sampling to select 199 respondents based on the Slovin Formula with a 5% precision level. Path analysis is conducted using the AMOS 24 software to analyze the data. The anticipated outcomes of this research include the establishment of significant relationships between Psychological Capital and both Person-Organization Fit and Innovative Work Behavior, as well as between Leader-Member Exchange and Person-Organization Fit. Furthermore, the study seeks to explore whether Psychological Capital and Leader-Member Exchange can enhance Innovative Work Behavior mediated by Person-Organization Fit. The results aim to contribute both theoretically to academic discourse and practically as a resource for organizational development in the construction sector.

Pengaruh Work Life Balance dan Gaji terhadap Keputusan Job Hopping pada Karyawan PT. Pelindo TPK New Makassar Terminal 2 Ahmad, Siti Fhidiawany; Ac, Ahmad; Hakib, Andi
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 1 (2026): Februari - April
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i1.6580

Penelitian ini bertujuan untuk menganalisis Pengaruh Work Life Balance dan Gaji terhadap keputusan Job Hopping pada karyawan PT. Pelindo TPK New Makassar Terminal 2. Fenomena Job Hopping menjadi perhatian penting manajemen sumber daya manusia karena berdampak pada stabilitas tenaga kerja, biaya rekrutmen, serta keberlangsungan operasional perusahaan. Oleh karena itu, diperlukan pemahaman mengenai faktor – faktor yang mendorong karyawan mengambil keputusan untuk berpindah tempat, khususnya yang berkaitan dengan keseimbangan kehidupan kerja dan tingkat kompensasi yang diterima. Jenis penelitian yang digunakan adalah penelitian kuantitatif dengan pendekatan asosiatif. Sampel penelitian berjumlah 58 responden yang merupakan karyawan perusahaan. Pengumpulan data dilakukan melalui observasi, penyebaran kuesioner, dan data dokumentasi menggunakan data primer dan sekunder. Metode analisis data meliputi analisis regresi linear berganda, serta uji hipotesis (uji t dan uji f) yang diolah menggunakan SPSS versi 25. Hasil penelitian menujukkan bahwa secara parsial Work Life Balance berpengaruh positif dan signifikan terhadap keputusan Job Hopping, dibuktikan dengan nilai t hitung lebih besar dari t tabel dan tingkat signifikan dibawah 0,05. Gaji juga berpengaruh positif dan signifikan terhadap keputusan Job Hopping dengan hasil uji statistik yang memenuhi kriteria pengujian hipotesis. Secara simultan, Work Life Balance dan Gaji berpengaruh positif dan signifikan terhadap keputusan Job Hopping, yang ditunjukkan melalui hasil uji F. Nilai koefisien determinasi (R2) sebesar 0,753 mengindikasikan bahwa 75,3% variasi kebutuhan Job Hopping dapat di jelaskan kedua variabel tersebut, sedangkan sisanya 24,7% dipengaruhi faktor lain di luar penelitian. Temuan ini menegaskan pentingnya perusahaan memperhatikan keseimbangan kehidupan kerja dan hidup serta sistem penggajian guna menekan tingkat berpindah karyawan

Pengaruh Reward dan Punishment Terhadap Kinerja Karyawan pada Perumda Air Minum (PDAM) Kota Makassar Hakim, Rika; Ac, Ahmad; Yusuf, Muhammad
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 5 No. 1 (2026): Februari - April
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v5i1.6615

Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh reward dan punishment terhadap kinerja karyawan pada perumda air minum (PDAM) Kota Makassar. Kinerja karyawan merupakan salah satu faktor penting dalam mendukung pencapaian tujuan organisasi, sehingga diperlukan pengelolaan sumber daya manusia yang efektif melalui penerapan sistem penghargaan dan sanksi yang tepat. Reward diberikan sebagai bentuk apresiasi atas prestasi dan kontribusi karyawa, sedangkan punishment diterapkan untuk meningkatkan disiplin serta meminimalisir terjadinya pelanggaran dalam pelaksanaan pekerjaan. Penelitian ini menggunakan pendekatan kuantitatif, sampel terdiri dari 76 responden yang dipilih menggunakan rumus slovin, data penelitian dikumpulkan melalui penyebaran kuesioner kepada responden yang memenuhi kriteria penelitian. Metode analisis data yang digunakan melalui uji validitas, uji reliabilitas, uji asumsi klasik, regresi linear berganda, serta pengujian hipotesis menggunakan SPSS Versi 25. Hasil penelitian menunjukkan bahwa secara parsial (melalui uji t). 1. Variabel reward berpengaruh positif dan signifikan terhadap kinerja karyawan pada perumda air minum (PDAM) kota makassar dengan nilai t- hitung (12,736) dengan nilai signifikan 0,000 < 0,05. 2. Variabel punishment berpengaruh positif dan signifikan terhadap kinerja karyawan perumda air minum (PDAM) Kota makassar dengan nilai t- hitung (2,739) dengan nilai signifikan 0,008 < 0,05. Hasil R square (R2) sebesar 0,704 menunjukkan bahwa sebesar 70,4% variasi pada kinerja karyawan dapat dijelaskan oleh variabel reward secara simultan. Sementara itu, sisanya sebesar 29,6% dipengaruhi oleh faktor lain diluar model penelitian ini

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