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All Journal Scientium Management Review The Scientia Journal of Economics Issues Journal of Entrepreneurship and Financial Technology
H Djabir Hamzah
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Humanities Computer Science & IT Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Mathematics Social Sciences Other

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Mapping knowledge risks and implementing knowledge risk management The case study of Indonesia’s Financial and Development Supervisory Board Isabella Ishak; H Djabir Hamzah; Hj Nurdjanah Hamid
Journal of Entrepreneurship and Financial Technology Vol. 2 No. 1 (2023): Journal of Entrepreneurship and Financial Technology
Publisher : Scientia Integritas Utama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56282/jeft.v2i1.404

Abstract

This study aims to describe the framework for implementing knowledge risk management by identifying knowledge risks based on their categories, RM-based KM practice designs and the techniques needed to be able to integrate them. This research uses a case study method with a qualitative approach in one of the government agencies in Indonesia, namely the Financial and Development Supervisory Board (BPKP). After applying KRM implementation techniques in the organization, it is known from the data analysis results that knowledge risk at the organizational level consists of three main categories, further subdivided into several knowledge risks. These three categories are included in the RM-based KM design (also known as knowledge risk management). This research still has limitations because it uses data sources from the 2008 organizational reports. However, this research is expected to be a reference and basis for designing a more effective KRM framework and implementation, adapted to the knowledge risks of public organizations.
ANALYSIS OF FACTORS INFLUENCING EMPLOYEE PERFORMANCE CASE STUDY AT BULOG PERUM REGIONAL DIVISION SOUTHEAST SULAWESI Wahyudi; H Djabir Hamzah; Hj Nurdjanah Hamid
Scientium Management Review Vol. 2 No. 2 (2023): Scientium Management Review
Publisher : Scientia Integritas Utama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56282/smr.v2i2.392

Abstract

This study aims to analyze; 1). Effect of Financial Compensation on Employee Satisfaction. 2). The Effect of Financial Compensation on Employee Motivation, 3). Effect of Financial Compensation on Employee Performance, 4). Effect of Non-Financial Compensation on Employee Satisfaction, 5). Effect of Non-Financial Compensation on Employee Motivation, 6). Effect of Non-Financial Compensation on Employee Performance, 7). Effect of Satisfaction on Employee Motivation, 8). Influence of Motivation on Employee Performance The analytical method used is Parth Analysis. The research results show the following findings; 1). Giving financial compensation and non-financial compensation in general gives a very good assessment, as well as in the path analysis has a significant influence on satisfaction. Even though the path coefficient between financial compensation and satisfaction gives a negative or non-unidirectional path relationship. However, the empirical phenomenon is that financial compensation for employees is very adequate or at a sufficient level of welfare. 2). Financial compensation has a significant influence on motivation, and the path coefficient relationship is positive or unidirectional so that any additional financial compensation will increase employee motivation. 3). Influence between financial compensation variables and performance, in this study proves that there is no significant effect, but there is a unidirectional relationship or a positive relationship. This means that if financial compensation is increased, performance will also increase even though this increase does not have a real impact on employee performance. 4). There is a significant influence between non-financial compensation on the level of employee satisfaction, and the path coefficient has a positive or unidirectional relationship. 5). Non-financial compensation has a significant influence on employee motivation, and the path coefficient has a positive or unidirectional relationship. 6). Non-financial compensation has a significant effect on performance but the path coefficient of the relationship gives a negative value or is not unidirectional. 7). Satisfaction factors are generally considered very good, and has a significant effect on motivation and the path coefficient has a positive or unidirectional relationship. Means this variable can measure employee motivation. 8). Motivational factors have a significant influence on employee performance and the value of the regression coefficient is positive or unidirectional, and this variable can measure employee performance.
THE INFLUENCE OF MOTIVATION AND COMMUNICATION QUALITY ON EMPLOYEE PRODUCTIVITY AT PT. PLN (Persero) SECTOR TELLO MAKASSAR Usman; H Djabir Hamzah; Sumardi
Scientium Management Review Vol. 2 No. 2 (2023): Scientium Management Review
Publisher : Scientia Integritas Utama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56282/smr.v2i2.400

Abstract

This research aims toanalyze the influence of motivation and quality of communication on employee productivity at PT PLN (Persero) Sector Tello Makassar.This research was conducted using a quantitative approach and a survey.The population consists of all employees of PTPLN (Persero) Tello Sector in Makassartotaling 134 people with the sampling method in this study using the full sample method. The results showed that (1) motivation is the most influential variable on employee productivity because it has the largest correlation coefficient value. This means that the increase in employee productivity is highly dependent on the motivation that underlies or encourages employees to work and (2) the quality of communication has a significant effect on productivity which indicates that employees who have high perceptions of the quality of communication tend to establish good relationships and create close communication. and harmony among fellow employees so as to increase productivity.
THEiINFLUENCE OFiORGANIZATIONAL CULTUREiAND ORGANIZATIONAL COMMITMENTiON WORKiSTRESS LEVELS OF MAKASSAR TOURISM DEPARTMENT EMPLOYEES Asfira Nengsi; H Djabir Hamzah
The Scientia Journal of Economics Issues Vol. 2 No. 2 (2023): The Scientia Journal of Economics Issues
Publisher : Scientia Integritas Utama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56282/sjei.v2i2.426

Abstract

Thisistudy aimsito investigate howiorganizational cultureiand organizationalicommitment affect the level of work stress of Makassar City Tourism Office employees. This study used a quantitativeimethod withia populationiof all Creative Economy Employees at the Makassar City Tourism Office and a sample of 50 respondents. Dataiwere collectedithrough observation, questionnaires, andiinterviews, andiwere analyzediusing multipleilinear regression methods with the help of SPSS IBM 16. Theiresults showedithat organizational cultureivariables partially hadia positiveiand significantieffect onithe level of employee work stress. However, the organizational commitment variable only has a positive effect without having aisignificant effection the level of employee work stress. Overall, organizational cultureiand organizationalicommitment togetheriinfluence employee stress levels.
Co-Authors Asfira Nengsi Isabella Ishak Nurdjanah Hamid Sumardi Usman Wahyudi