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MEWUJUDKAN MASYARAKAT DEMOKRATIS MELALUI PENDIDIKAN KEWARGANEGARAAN Satriyadi; Azmi Oktari Harahap; Putri Amanda Fadilla; Khairina Habib Rangkuti; Bunga Kesuma; Nur Adilla; Khairunnisa; Yesa Dwi Khairani; Ardina Khorunnisa; M. Dzaky Labib
Educandumedia: Jurnal Ilmu pendidikan dan kependidikan Vol. 2 No. 1 (2023): April 2023
Publisher : Yayasan Insan Cipta Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61721/educandumedia.v2i1.206

Penelitian ini bertujuan untuk menganalisis peran pendidikan kewarganegaraan dalam membentuk masyarakat yang demokratis. Metode penelitian yang digunakan adalah studi literatur dengan mengumpulkan dan menganalisis artikel dan buku yang relevan. Hasil penelitian menunjukkan bahwa pendidikan kewarganegaraan membantu mengembangkan nilai-nilai luhur, memahami konsep demokrasi, Hak Asasi Manusia, dan pentingnya partisipasi aktif. Pendidikan demokrasi dalam konteks pendidikan kewarganegaraan di Indonesia diperlukan untuk memperkuat nilai-nilai demokrasi dan membentuk generasi muda yang sadar akan hak-hak dan kewajiban sebagai warga negara. Penelitian ini memberikan kontribusi dalam pemahaman pentingnya pendidikan kewarganegaraan dan pendidikan demokrasi dalam membentuk masyarakat yang demokratis.

Konflik dan Negosiasi dalam Organisasi Ansori Ansori; Asi Angelia Safitri; Nur Adilla; Sigit Hardi Ramadhani
CiDEA Journal Vol. 3 No. 1 (2024): Juni:CiDEA Journal
Publisher : Universitas 17 Agustus 1945 Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/cideajournal.v3i1.1818

When two persons or organizational groups hold divergent views, conflict frequently results. Conflict arises in organizations almost always. There are a number of theories on conflict that help us comprehend it when it happens. The process of reaching a discussion-based agreement between two parties is called negotiation. One may say that negotiations within the organization are the outcome of a previously negotiated agreement between members. Because each member of an organization has a different opinion, there will inevitably be disputes in the group. Here is where the organization's function will be utilized, as each member will weigh, haggle, and discuss what agreement will be made from the many viewpoints of the members of the organization.

Pengaruh Pelatihan dan Kompetensi SDM terhadap Kinerja Pegawai Melalui Kepuasan Kerja Kerja sebagai Variabel Intervening pada Kantor Camat Lubuk Sikarah Kota Solok Nur Adilla; Sigit Sanjaya; Chintya Ones Charli
Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset Vol. 3 No. 2 (2025): Jurnal Penelitian Manajemen dan Inovasi Riset
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/lokawati.v3i2.1628

The purpose of this research is to find out how much influence HR Training and Competency has on Employee Performance through Job Satisfaction as an Intervening Variable at the Lubuk Sikarah District Head Office, Solok City. The sample used was a saturated sample, because the entire population was sampled, namely 60 respondents. The data collection technique is through a questionnaire whose validity and reliability have been tested. Partial Least Square (PLS) was used to test the hypothesis in this research using SmartPLS 3.0. The results of this research show that there is a positive and significant influence of training on job satisfaction, a negative and insignificant influence of HR competency on job satisfaction, a negative and insignificant influence of training on employee performance, a positive and significant influence of human resource competency on employee performance, a positive and significant influence of satisfaction. Work on Employee Performance, Positive and significant influence of Training on Employee Performance through Job Satisfaction, negative and insignificant influence of HR Competency on Employee Performance through Job Satisfaction, Contribution of Training and HR Competency variables through Job Satisfaction which is 0.464 or 46.4%, the contribution of the HR Training and Competency variable to Employee Performance is 0.629 or 62.9%.

Konflik dan Negosiasi dalam Organisasi Ansori Ansori; Asi Angelia Safitri; Nur Adilla; Sigit Hardi Ramadhani
CiDEA Journal Vol. 3 No. 1 (2024): CiDEA Journal
Publisher : Universitas 17 Agustus 1945 Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/cideajournal.v3i1.1818

When two persons or organizational groups hold divergent views, conflict frequently results. Conflict arises in organizations almost always. There are a number of theories on conflict that help us comprehend it when it happens. The process of reaching a discussion-based agreement between two parties is called negotiation. One may say that negotiations within the organization are the outcome of a previously negotiated agreement between members. Because each member of an organization has a different opinion, there will inevitably be disputes in the group. Here is where the organization's function will be utilized, as each member will weigh, haggle, and discuss what agreement will be made from the many viewpoints of the members of the organization.

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