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All Journal Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo Agregat: Jurnal Ekonomi dan Bisnis IJEBD (International Journal Of Entrepreneurship And Business Development) International Journal of Economics, Business and Accounting Research (IJEBAR) International Journal of Business, Economics, and Social Development Interdisciplinary Social Studies International Journal of Humanities Education and Social Sciences Journal of Management and Digital Business Journal Research of Social Science, Economics, and Management Eduvest - Journal of Universal Studies Indonesian Journal Economic Review (IJER) IIJSE Asian Journal of Management, Entrepreneurship and Social Science
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 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.
Organizational and Rewards as Predictors of Work Engagement at PT Jasa Armada Indonesia TBK Koko kunaedi; Kartono; Sunimah
Agregat: Jurnal Ekonomi dan Bisnis Vol. 10 No. 1 (2026)
Publisher : Universitas Muhammadiyah Prof. DR HAMKA.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22236/agregat_vol10.i1/23349

Abstract

This study aims to examine the role of organizational justice and reward as predictors of work engagement at PT Jasa Armada Indonesia Tbk. The study employed a quantitative approach using purposive sampling involving 100 respondents. Data were collected through questionnaires and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings indicate that organizational justice positively and significantly affects employee work engagement. Reward also serve as a significant positive predictors of work engagement. The results imply that organizations need to improve fairness in organizational practices and implement transparent and performance based reward systems to increase employee engagement and organizational performance
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
Motivasi kerja dan kinerja karyawan: Peran mediasi kepuasan kerja pada sektor kepelabuhan Alpan Bismarullah; Sunimah Sunimah
Journal of Management and Digital Business Vol. 6 No. 2 (2026): Journal of Management and Digital Business
Publisher : Nur Science Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53088/jmdb.v6i2.3143

Abstract

This study aims to analyze the effect of work motivation on employee performance, with job satisfaction serving as a mediating variable at PT Pelabuhan Indonesia (Persero) Regional 2 Tanjung Priok. The research uses a quantitative approach with a causal associative design and involves 116 company employees. Data were collected through a Likert-scale questionnaire. Data were analyzed using regression and mediation testing with the PROCESS Macro and bootstrapping. The results indicate that work motivation and job satisfaction each have a positive and significant effect on employee performance, and that job satisfaction significantly mediates the effect of work motivation on employee performance, confirming that performance improves both directly and by strengthening employees' psychological conditions. These findings emphasize the importance of integrated management of work motivation and job satisfaction as a strategy to enhance employee performance in the port service sector.
Budaya organisasi dan disiplin kerja sebagai determinan kinerja karyawan pada industri jasa kepelabuhanan Bestari Ayuningtyas; Sunimah Sunimah
Journal of Management and Digital Business Vol. 6 No. 2 (2026): Journal of Management and Digital Business
Publisher : Nur Science Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53088/jmdb.v6i2.3144

Abstract

This study analyzes the influence of organizational culture and work discipline on employee performance at PT Pelabuhan Indonesia (Persero) Regional II Tanjung Priok. The study uses a quantitative, associative approach and involves 116 respondents. Data were collected through the distribution of Likert-scale questionnaires and analyzed using multiple linear regression techniques. The results indicate that both organizational culture and work discipline have a positive and significant effect on employee performance, both partially and simultaneously. Together, these two variables explain most of the variation in employee performance, while the remaining variation is influenced by other factors outside this study's model. These findings suggest that strengthening organizational culture and consistently applying work discipline are important strategies for port service companies to enhance employee performance sustainably.
The Influence of Work Motivation and Work Environment on Employee Job Satisfaction at The Class II Port Authority Office (KSOP) of Cirebon Arayhan Arayhan; Sunimah Sunimah
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

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

Abstract

Employee job satisfaction is an important indicator of organizational effectiveness because it influences employee performance, commitment, and service quality. Although work motivation and work environment have been widely recognized as important determinants of job satisfaction, previous studies have reported inconsistent findings, particularly across different organizational contexts. Empirical evidence from maritime public-sector institutions remains limited. Therefore, this study aims to examine the influence of work motivation and work environment on employee job satisfaction at the Class II Port Authority Office (KSOP) of Cirebon. This study adopted a quantitative approach based on Herzberg’s Two-Factor Theory. Data were collected through a structured questionnaire distributed to all civil servants employed at KSOP Class II Cirebon. Using a saturated sampling technique, the study involved 70 respondents. Data were analyzed using multiple linear regression with SPSS version 23 to examine both partial and simultaneous effects of the independent variables on job satisfaction. The findings indicate that work motivation has a positive but statistically insignificant effect on employee job satisfaction (β = 0.188; p = 0.222). In contrast, work environment has a positive and significant effect on job satisfaction (β = 1.413; p < 0.001) and emerged as the strongest predictor among the variables examined. Furthermore, work motivation and work environment simultaneously have a positive and significant effect on employee job satisfaction (F = 68.427; p < 0.001), explaining 67.1% of the variance in job satisfaction (R² = 0.671). These findings provide partial support for Herzberg’s Two-Factor Theory by demonstrating the dominant role of work environment as a hygiene factor in shaping employee satisfaction within a public-sector organization. The study contributes to the human resource management literature by suggesting that the influence of work motivation on job satisfaction may be context-dependent. Practically, the findings highlight the importance of improving workplace conditions, communication quality, and organizational support to enhance employee job satisfaction and organizational effectiveness.
Co-Authors Ade Solahudin Agi Syarif Hidayat Alda Firda Nuraulia Alpan Bismarullah Anggara Anggara Arayhan Arayhan Ari Syamsul Bahri Bagus Hardiansyah Bestari Ayuningtyas Dea Rizka Fathulaela Dharliana Ayu Hardjowikarto Dharliana Hardjowikarto Dharliana Hardjowikarto Fadillah Syawaliyah Fanendra Priutama Affandi Gina Lovita Sari Haekal Munawar Hilmi Miftah Fadli Indriani Indriani Inggit Fachtianna Putri Jihan Dwinda Rostianti Kartono Koko kunaedi Lisa Harry Sulistiyowati Muhamad Farhan Faturahman Muhamad Rafli Febrian Nabilla Rachma Ni’matun Hasana Noveria Susijawati Panji Agustian Putri Ayu Widiasari Rafi Ilham Azhary Ramanda Ibnu Nugraha Rifaldi Rifaldi Rifqy Munif Riska Febriyanti Rita Susilawati Rizka Ayu Fitriani Saffitri Indriani Safrudin Safrudin Saskiya Andini Sidiq Abdullah Siti Faizah Syahdu Fatham Mubina Tedy Maulana Tian Galuh Intan Uwis Sriwulandari Windi Widayati Zam Zam Zainal Mutaqin