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Sunimah
Universitas Swadaya Gunung Jati
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Languange, Linguistic, Communication & Media Neuroscience Public Health Social Sciences Other

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The Role of Principal's Leadership Style and Motivation in Improving Superior Teacher Performance at SMA Negeri 7 Cirebon City Fanendra Priutama Affandi; Safrudin Safrudin; Noveria Susijawati; Sunimah Sunimah
Eduvest - Journal of Universal Studies Vol. 6 No. 1 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i1.51904

Abstract

This study aims to determine the role of leadership style and motivation in improving teacher performance at SMAN 7 Cirebon City. The approach used in this study was quantitative, with a research population of 117 teachers. The sampling technique used the saturated sample method, with all teachers as respondents. Data were collected through a Likert scale questionnaire of 1-5, then analyzed using the SPSS program. The data analysis process was carried out through several stages, namely testing the validity and reliability of research instruments, testing classical assumptions, and multiple linear regression analysis to see the role of leadership style and motivation in improving teacher performance. The results of the study show that 1). Leadership style has a negative and insignificant effect on teacher performance, 2). Motivation has a positive and significant influence on teacher performance.
Optimizing Job Satisfaction Through Financial Compensation and Occupational Safety and Health (OSH) Sidiq Abdullah; Sunimah Sunimah
Interdisciplinary Social Studies Vol. 5 No. 4 (2026): Interdisciplinary Social Studies
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/iss.v5i4.1106

Abstract

Within the domain of human resource management, employee job satisfaction constitutes a fundamental element, as it directly enhances organizational effectiveness and sustainability. This study investigates the impact of financial compensations and occupational safety and health (OSH) on job satisfaction. A survey instrument that completed thorough validity and reliability evaluations was used to gather data from 100 participants utilizing a quantitative research methodology. With a coefficient of 0.459, a t-value of 6.520, and a significance level of 0.000, the use of multiple linear regression analysis demonstrated that financial compensation considerably and favorably effects job satisfaction. Similarly, occupational safety and health exhibited a significant positive impact, marked by a coefficient of 0.268, a t-value of 4.317, and a significance level of 0.000. The joint significance test yielded an F-statistic of 52.596 (significance level 0.000), validating that the independent variables collectively affect employee satisfaction. Consequently, these outcomes underscore the criticality of integrating competitive financial packages with robust safety protocols to maximize overall job satisfaction.
The Influence of Career Development, Compensation, and Work Environtment 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 Effect of Work Motivation and Physical Work Environment on the Performance of PT SBCR Employees Riska Febriyanti; Sunimah
Journal Research of Social Science, Economics, and Management Vol. 5 No. 9 (2026): 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.v5i9.1396

Abstract

In the era of globalization and increasingly fierce business competition, high-quality human resources are crucial for achieving a company's objectives. PT SBCR requires employees with optimal performance to face the existing business challenges. Therefore, this study focuses on analyzing the influence of work motivation and physical work environment on employee performance. This study aims to analyze the impact of work motivation and the physical work environment on employee performance at PT SBCR. An associative causal method is used as a quantitative approach. The research population consists of 137 permanent employees of PT SBCR, with data collected through questionnaires using a 5-point Likert scale. Data analysis was performed using SPSS version 26. The study found that work motivation has a positive and significant impact on employee performance, with a significance value of 0.048 and a regression coefficient of 0.255. Additionally, the physical work environment has the most dominant effect on employee performance, with an F value of 500.912, a significance of 0.000, and a regression coefficient of 0.639. Improving employee performance will be most effective when work motivation and the physical work environment are managed integratively and holistically, supporting the achievement of sustainable competitive advantage for the company.
PENGARUH MOTIVASI KERJA DAN KEPUASAN KERJA TERHADAP WORK ENGAGEMENT PADA PEGAWAI UPTD PENGELOLAAN JALAN DAN JEMBATAN WILAYAH PELAYANAN VI Fadillah Syawaliyah; Sunimah Sunimah
International Journal Of Humanities Education and Social Sciences (IJHESS) Vol 6 No 1 (2026): IJHESS AUGUST 2026
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhess.v6i1.2464

Abstract

This study aims to analyze the influence of work motivation and job satisfaction on work engagement among employees of the Regional Road and Bridge Management Unit (UPTD) Service Area VI. The background of this study highlights how work-related stress and limited facilities contribute to low work engagement among employees. Using an associative quantitative approach, data were collected via a questionnaire from 110 respondents selected using simple random sampling with the Slovin formula. The results of multiple linear regression analysis ( Y = 9.025 + 0.022 X1 + 0.278 X2) indicate that both work motivation and job satisfaction have a positive and significant influence on work engagement simultaneously, with an F-value of 21.117 (p = 0) However, when analyzed partially, work motivation does not have a positive and significant influence on work engagement ( t = 0.416 , p = 0.678 ) , whereas job satisfaction has a positive and significant influence on work engagement ( t = 4.822 p = 0.000). Specifically, the job satisfaction variable was found to have a more dominant influence (Standardized Beta = 0.504) than work motivation (Standardized Beta = 0.043) in shaping employees' work engagement. This research model accounts for 28.3% of the variance (R2 = 0.283, Adjusted R 2 = 0.27 ) in the work engagement variable, while the remaining 71.7% is influenced by other factors outside the model. These findings confirm that the integration of work motivation and job satisfaction is a key strategy for enhancing civil servants' work engagement in addressing bureaucratic challenges at the local level
Co-Authors Ade Solahudin Agi Syarif Hidayat Ari Syamsul Bahri Dharliana Hardjowikarto Fadillah Syawaliyah Fanendra Priutama Affandi Gina Lovita Sari Haekal Munawar Inggit Fachtianna Putri Jihan Dwinda Rostianti Muhamad Rafli Febrian Nabilla Rachma Noveria Susijawati Putri Ayu Widiasari Rafi Ilham Azhary Ramanda Ibnu Nugraha Rifqy Munif Riska Febriyanti Rizka Ayu Fitriani Saffitri Indriani Safrudin Safrudin Sidiq Abdullah Tian Galuh Intan Uwis Sriwulandari Windi Widayati