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All Journal Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo International Journal of Economics, Business and Accounting Research (IJEBAR) International Journal of Business, Economics, and Social Development Interdisciplinary Social Studies Journal Research of Social Science, Economics, and Management Indonesian Journal Economic Review (IJER) Asian Journal of Management, Entrepreneurship and Social Science
Sunimah
Universitas Swadaya Gunung Jati
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Public Health Social Sciences Other

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THE EFFECT OF OCCUPATIONAL HEALTH COMPETENCE AND SAFETY (K3) ON EMPLOYEE PERFORMANCE Saffitri Indriani; Agi Syarif Hidayat; Sunimah Sunimah
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 6, No 4 (2022): IJEBAR, Vol. 6 Issue 4, December 2022
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v6i4.7263

Abstract

This research is to determine the influence of competence and application of occupational health safety (K3) performance of production employees at PT Findora Internusa Cirebon. The research method used is a quantitative research method. The population in this study is the workforce of PT Findora Internusa Cirebon. The technique used in sampling is saturated sample, where the total population used as a sample is 76 respondents. The data collection method uses questionnaires, while the method in this study uses multiple linear regression analysis. Based on the results of the study, it can be concluded that: 1) Competence has a significant effect on performance with a significance value of 0.005, 2) K3 has a significant effect on performance with a significance value of 0.000, and 3) Competence and K3 can be used as predictors of growth or decrease in performance because they have a significance value of 0.000.
Mediation Job Satisfaction : Leadership And Organizational Culture On Organizational Commitment Ari Syamsul Bahri; Haekal Munawar; Windi Widayati; Sunimah Sunimah
Asian Journal of Management, Entrepreneurship and Social Science Vol. 4 No. 02 (2024): May, Asian Journal of Management Entrepreneurship and Social Science ( AJMESC
Publisher : Cita Konsultindo Research Center

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This research aims to determine the influence of leadership and organizational culture on organizational commitment and the influence of leadership and organizational culture on job satisfaction and whether job satisfaction can mediate leadership and organizational culture with organizational commitment. The method used in this research is to use quantitative descriptive methods. PLS-SEM model analysis for data processing. The sample used is Cluster Area Sampling, which is a profitability sampling method where the researcher divides a large population into small groups known as clusters and then randomly selects among the clusters to become the sample. So permanent employees were taken from the production department of PT. Arteria Daya Mulia, questionnaires were distributed to 319 employees and only 187 respondents returned the questionnaire or the survey response rate was 59.6%. It can be concluded several things as follows: (1) Leadership has a positive effect on job satisfaction; (2) Leadership has a positive effect on organizational commitment; (3) Organizational culture has a significant positive effect on job satisfaction; (4) Organizational culture has a significant positive effect on organizational commitment; (5) Job satisfaction has a significant positive effect on organizational commitment; (6) Job satisfaction mediates the influence of leadership on organizational commitment; (7) Job satisfaction mediates the influence of organizational culture on organizational commitment.
The Influence of Career Development, Compensation, and Work Environment on Employee Performance at PT. Bumi Menara Internusa Cirebon Gina Lovita Sari; Nabilla Rachma; Dharliana Hardjowikarto; Sunimah Sunimah
Journal Research of Social Science, Economics, and Management Vol. 4 No. 10 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i10.825

Abstract

Employee performance is a critical determinant of organizational success, particularly in competitive industries such as marine product processing. However, many companies face challenges related to low employee productivity due to insufficient career development, ineffective compensation, and unsupportive work environments. This study aims to analyze the influence of career development, compensation, and work environment on employee performance at PT. Bumi Menara Internusa Cirebon. Using a quantitative approach, data were collected via questionnaires from 142 employees and analyzed through multiple linear regression to evaluate the effects of independent variables on employee performance. The findings indicate that career development and work environment have significant positive effects on employee performance, while compensation shows a positive but not statistically significant influence. These results suggest that opportunities for growth and a supportive workplace play vital roles in enhancing employee productivity, whereas compensation alone may not be sufficient to drive performance improvements. The study implies that organizations should prioritize career development initiatives and foster conducive work environments to sustain employee engagement and effectiveness. Additionally, policymakers and HR practitioners should consider holistic strategies addressing multiple motivational factors to improve labor productivity. Future research should explore additional variables such as leadership style, motivation, and organizational culture to deepen understanding of employee performance drivers across different sectors.
Enhancing Employee Performance Through Organization Culture, Workload, and Job Engagement Inggit Fachtianna Putri; Rizka Ayu Fitriani; Dharliana Hardjowikarto; Sunimah
Journal Research of Social Science, Economics, and Management Vol. 4 No. 10 (2025): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v4i10.826

Abstract

Employee performance in public sector agencies managing natural resources is critical for effective service delivery and societal well-being. However, the influence of workload, organizational culture, and job engagement on employee performance remains unclear, with mixed findings reported in previous studies. This study aims to analyze the individual and combined effects of these factors on employee performance at the Cimanuk-Cisanggarung Cirebon River Area Center. Employing a quantitative associative method, data were collected from 131 employees using census sampling and analyzed with multiple regression via SPSS 22. Results reveal that workload and organizational culture do not significantly affect employee performance individually, whereas job engagement significantly enhances performance. Nevertheless, collectively, workload, organizational culture, and job engagement have a significant positive effect, explaining 47.4% of the variance in employee performance. These findings suggest that while managing workload and fostering a supportive culture are important, enhancing employee engagement is pivotal for performance improvements. The study highlights the necessity of balanced workload distribution, cultivation of an aligned organizational culture, and fostering job engagement to optimize employee productivity. For practice, agencies should design integrated human resource strategies focusing on these areas to enhance organizational outcomes. Future research is recommended to explore additional variables such as leadership style and motivation using longitudinal designs to deepen understanding of employee performance dynamics.
The Influence of Leadership, Organizational Culture, and Work Environment on Organizational Citizenship Behavior (OCB) at PDAM Tirta Giri Nata, Cirebon City Putri Ayu Widiasari; Uwis Sriwulandari; Ade Solahudin; Sunimah Sunimah
Interdisciplinary Social Studies Vol. 4 No. 3 (2025): Regular Issue: April-June 2025
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/iss.v4i3.841

Abstract

This study examines the influence of leadership, organizational culture, and work environment on Organizational Citizenship Behavior (OCB) at PDAM Tirta Giri Nata, Cirebon City. Using the purposive sampling method, this study selected participants based on certain criteria. Primary data were collected through questionnaires, and data analysis was carried out using validity and reliability tests, as well as multiple regression analysis with SPSS version 20. The findings of the study show that leadership and organizational culture have no significant effect on OCB, while the work environment has a positive influence. This study was limited by a sample of 89 employees out of 224 employees, because data collection was carried out at the end of the year when company activity was high, and many employees were doing external assignments. In addition, this study only focuses on PDAM Tirta Giri Nata Cirebon City, which may limit the generalization of research results. Further research should explore the contexts of other organizations to improve their implementation. This study contributes to the existing literature by examining the combined effects of leadership, organizational culture, and work environment on OCB in the context of public utility companies.
Drivers of Employee Performance in a Regional Public Agency: The Roles of Training and Work Discipline Rafi Ilham Azhary; Sunimah
International Journal of Business, Economics, and Social Development Vol. 7 No. 3 (2026): International Journal of Business, Economics, and Social Development (IJBESD)
Publisher : Rescollacom (Research Collaborations Community)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46336/ijbesd.v7i3.1243

Abstract

Research on employee performance is crucial in efforts to improve organizational effectiveness, particularly in government agencies. Therefore, this study aims to analyze the influence of training and work discipline on employee performance at the Cirebon Regency Human Resources Development Agency (BKPSDM). This study uses a quantitative approach with an associative research type that aims to examine the relationship and influence between the variables studied. Research data were collected through distributing questionnaires to 82 respondents who were all employees of the Cirebon Regency Human Resources Development Agency (BKPSDM) using a saturated sampling technique. The data obtained were then analyzed using multiple linear regression analysis with the assistance of SPSS software. The results of the study indicate that training has a positive and significant influence on employee performance, indicating that the implementation of structured and appropriate training can improve employee competence and work effectiveness. In addition, work discipline is also proven to have a positive and significant influence on employee performance, indicating that compliance with regulations, punctuality, and responsibility in work play an important role in improving performance. Simultaneously, the variables of training and work discipline have a significant influence on employee performance with a coefficient of determination of 32%, while the rest is influenced by other variables outside this study. The findings of this study confirm that improving the quality of training programs balanced with the implementation of consistent work discipline can be an important strategy in improving employee performance within the BKPSDM of Cirebon Regency.
The Influence of Organizational Support and Meaningful Work on Work Engagement at the Environmental Office of Cirebon Regency Tian Galuh Intan; Sunimah
Indonesian Journal Economic Review (IJER) Vol. 6 No. 2 (2026): June
Publisher : Divisi Riset, Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/ijer.v6i2.808

Abstract

This study aims to analyze the influence of organizational support and meaningful work on work engagement among employees at the Environmental Office of Cirebon Regency. The background of this study highlights the phenomenon of unequal workload distribution, which has an impact on the decline of employee work engagement in the public sector. Using a causal associative quantitative approach, data were collected through questionnaires from 110 respondents selected using a simple random sampling technique with the Slovin formula. The results of multiple linear regression analysis show that both organizational support and meaningful work have a positive and significant influence on work engagement, both partially and simultaneously. Specifically, the meaningful work variable was found to have a more dominant influence than organizational support in shaping employee work engagement. The research model contributes 66.2% to the work engagement variable, while the remaining percentage is influenced by other factors outside the model. These findings emphasize that the integration of organizational system support and the internalization of work meaning is a key strategy for improving the dedication and professionalism of civil servants in facing bureaucratic challenges at the regional level.
KOMPETENSI DAN LINGKUNGAN KERJA DALAM UPAYA MENINGKATKAN KINERJA KARYAWAN Ramanda Ibnu Nugraha; Noveria Susijawati; Sunimah Sunimah
Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo Vol 12, No 1 (2026)
Publisher : Lembaga Penerbitan dan Publikasi Ilmiah (LPPI) Universitas Muhammadiyah Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35906/jep.v12i1.2816

Abstract

A B S T R A KTingginya tuntutan target penyelesaian produksi di industri manufaktur furnitur mengharuskan perusahaan untuk mengoptimalkan kinerja karyawannya. Meskipun standar kompetensi teknis telah terpenuhi, fenomena fluktuasi kinerja tetap terjadi, yang menunjukkan bahwa faktor lingkungan kerja memiliki pengaruh yang signifikan dalam meningkatkan kinerja karyawan. Penelitian ini bertujuan menganalisis pengaruh kompetensi dan lingkungan kerja terhadap kinerja karyawan pada PT Lentera Ciper Design (produsen furnitur rotan) di Kabupaten Cirebon. Penelitian ini menggunakan pendekatan kuantitatif dengan populasi sekaligus sampel jenuh sebanyak 68 karyawan. Data dikumpulkan melalui kuesioner skala Likert dan dianalisis menggunakan regresi linear berganda. Hasil analisis menunjukkan bahwa kompetensi dan lingkungan kerja secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja karyawan. Secara spesifik, kompetensi ditemukan memiliki pengaruh yang lebih dominan dibandingkan lingkungan kerja. Model regresi yang digunakan terbukti efektif dalam menjelaskan sebagian besar variasi kinerja. Temuan ini menegaskan pentingnya penguatan kompetensi secara berkelanjutan serta pembenahan lingkungan kerja fisik dan psikologis sejalan dengan indikasi masalah di lapangan seperti kebisingan dan suhu ruangan sebagai strategi utama peningkatan kinerja.A B S T R A C TThe high demands of production completion targets in the furniture manufacturing industry require companies to optimize employee performance. Although technical competency standards have been met, fluctuations in performance continue to occur, indicating that work environment factors have a significant influence on improving employee performance. This study aims to analyze the influence of competencies and the work environment on employee performance at PT Lentera Ciper Design (a rattan furniture manufacturer) in Cirebon Regency. This study uses a quantitative approach with a saturated sample of 68 employees. Data were collected through a Likert scale questionnaire and analyzed using multiple linear regression. The analysis results show that both competence and work environment, partially and simultaneously, have a positive and significant effect on employee performance. Specifically, competence was found to have a more dominant influence than the work environment. The regression model used proved effective in explaining most of the performance variations. These findings confirm the importance of sustainable competency strengthening and the improvement of the physical and psychological work environment in line with field indications such as noise and room temperature as the main strategy for improving performance.
Co-Authors Ade Solahudin Agi Syarif Hidayat Ari Syamsul Bahri Dharliana Hardjowikarto Gina Lovita Sari Haekal Munawar Inggit Fachtianna Putri Nabilla Rachma Noveria Susijawati Putri Ayu Widiasari Rafi Ilham Azhary Ramanda Ibnu Nugraha Rizka Ayu Fitriani Saffitri Indriani Tian Galuh Intan Uwis Sriwulandari Windi Widayati