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The Influence of Specialist Development Education and Work Involvement on Personnel Performance of the Water Patrol Sub-Directorate of Water Police, Republic of Indonesia Police Headquarters Dimas Bangkit Wigiantoro; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 2 (2026): Dinasti International Journal of Digital Business Management (February - March
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i2.6483

Personnel performance is a crucial factor in supporting the effectiveness of police operational tasks, particularly in the Water Patrol Subdirectorate of the Water Police Directorate of the Indonesian National Police Headquarters, which has high-risk task characteristics and requires special competencies. This study aims to analyze the influence of specialist development education and work engagement on personnel performance, both partially and simultaneously. This study uses a quantitative approach with the aim of examining the relationship between variables objectively and measurably through numerical data. To enrich the understanding of empirical conditions in the field, this study is also supplemented with qualitative data in the form of statements in questionnaires, consultation results, and brief interviews with informants. The study population consisted of 104 personnel of the Water Patrol Subdirectorate of the Water Police Directorate of the Indonesian National Police Headquarters, and the entire population was used as respondents through a total sampling technique. Hypothesis testing was conducted using multiple linear regression analysis with the help of SPSS version 29 software. The results of the study indicate that specialist development education partially has a positive and significant effect on personnel performance. Similarly, work engagement is proven to have a positive and significant effect on personnel performance. Simultaneously, both variables contribute significantly to improving personnel performance. The coefficient of determination (R Square) value of 0.432 indicates that specialist development education and work engagement are able to explain 43.2% of the variation in personnel performance, while the remaining 56.8% is influenced by other factors outside the research model. This finding confirms that improving the quality of relevant specialist education and strengthening personnel work engagement are important strategies in improving personnel performance at the Water Patrol Sub-Directorate of the Water Police Directorate of the Indonesian National Police Headquarters

The Influence of Leadership Style and Organizational Culture on the Performance of Members of the Directorate of Water Patrol Sub-Directorate of the Water Police at the Headquarters of the Republic of Indonesia Police Gara Hirayama Aprilandi; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6488

This study aims to analyze the influence of leadership style on member performance, the influence of organizational culture on member performance, and the influence of both variables simultaneously on member performance at the Water Patrol Sub-Directorate of the Water Police at the Indonesian National Police Headquarters. The focus of this study is important because the performance of members of the Water Patrol Sub-Directorate is not only influenced by individual competence, but also depends heavily on the leadership patterns of leaders and the values of organizational culture that shape attitudes, behavior, and work ethic in carrying out operational tasks in water areas. This study uses a quantitative method with a survey approach to obtain numerical data that can be analyzed objectively. Primary data were collected through questionnaires, while qualitative data were obtained from respondents' statements and the results of limited discussions and interviews to complement the understanding of empirical conditions in the field. The study population was 104 members, with a sample of 82 respondents determined based on research criteria. Hypothesis testing was conducted using regression analysis through SPSS version 27. The results showed that leadership style (X1) and organizational culture (X2) had a positive and significant effect on member performance (Y) partially. In addition, both variables also have a simultaneous effect on member performance with an R-Square value of 0.416 or 41.6%, which means that performance variations can be explained by leadership style and organizational culture by 41.6%, while the remaining 58.4% is influenced by other factors outside the research model. This finding confirms that strengthening an effective leadership style and a positive organizational culture is an important strategy in improving the performance of members of the Water Patrol Sub-Directorate of the Indonesian National Police Headquarters Water Police

The Influence of the Recruitment and Promotion Process on the Performance of Human Resources Staff Employees at the Headquarters of the Republic of Indonesia Police Ilham Taufiiqulhakim; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6490

This study aims to analyze the influence of recruitment and promotion processes on employee performance, both partially and simultaneously, in the Career Development Bureau Staff of the Indonesian National Police Headquarters. The focus of this study is based on the important role of human resource management, particularly in the appropriate recruitment process and objective, transparent, and performance-based job promotions, as strategic factors in improving employee performance. Effective recruitment is expected to produce competent employees who are in accordance with organizational needs, while job promotions serve as a means of career development and employee work motivation. This study uses a quantitative approach with a survey method, where data is collected through a structured questionnaire compiled based on the indicators of each research variable. To complement the quantitative analysis, this study is also supported by qualitative data in the form of respondents' statements in the questionnaire, consultation results, and brief interviews with relevant informants to obtain a more comprehensive picture of empirical conditions in the field. The study population was 133 Career Development Bureau Staff employees, with a research sample of 100 respondents determined using appropriate sampling techniques. Data analysis was conducted using SPSS version 27 software to test the partial and simultaneous effects between variables. The results of the study indicate that the recruitment process (X1) and job promotion (X2) partially have a positive and significant effect on employee performance (Y). In addition, simultaneously the two independent variables also have a significant effect on employee performance. The coefficient of determination (R-Square) value of 0.407 indicates that 40.7% of employee performance variation can be explained by the recruitment and job promotion process, while the remaining 59.3% is influenced by other factors outside this research model. This finding emphasizes the importance of optimizing the recruitment and job promotion process as a strategic effort to improve employee performance within the National Police Headquarters

The Effect of Welfare, Mutation and Promotion on Employee Work Performance at the Pioneer Detacle of the Korsabhara Baharkam Headquarters of the Republic of Indonesia Police M. Adjie Perdana; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6493

Employee performance is an important indicator in assessing the success of the implementation of organizational tasks and functions, especially in the Pioneer Detachment of Korsabhara Baharkam Headquarters of the Republic of Indonesia Police. This study aims to analyze the influence of Welfare, Transfers, and Promotions on Employee Performance, both partially and simultaneously. This study uses a quantitative approach with a survey method, where data is collected through distributing questionnaires to 105 respondents of the Pioneer Detachment of Korsabhara Baharkam Headquarters of the Indonesian National Police. The data analysis technique used is multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that partially Welfare has a positive and significant effect on Employee Performance with a t-value of 3.266 and a significance of 0.001, Transfers have a negative and significant effect on Employee Performance with a t-value of -1.867 and a significance of 0.005, and Promotions have a positive and significant effect on Employee Performance with a t-value of 2.033 and a significance of 0.045. Simultaneously, Welfare, Transfer, and Promotion have a significant effect on Employee Work Performance with an F value of 6.635 and a significance of <0.001. The coefficient of determination (R Square) of 0.465 indicates that Welfare, Transfer, and Promotion are able to explain 46.5% of the Employee Work Performance variable, while the remaining 53.5% is influenced by other factors outside the research model. The results of this study confirm that improving employee welfare, implementing appropriate transfer policies, and an objective and transparent promotion system are strategic factors in improving employee work performance within the Pioneer Detachment of Korsabhara Baharkam Mabes Polri

The Influence of Organizational Culture and Work Involvement on Organizational Commitment in the Pamofit Korsabhara Baharkam Detacle, Republic of Indonesia Police Headquarters M Rafli Yahya; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6495

Organizational commitment is a fundamental aspect in maintaining loyalty, engagement, and stability of personnel performance, especially in the Detachment of Pamofit Korsabhara Baharkam Headquarters of the Indonesian National Police which has high operational and discipline demands. Strong organizational commitment is influenced by various internal factors, including organizational culture and personnel work engagement. This study aims to analyze the influence of organizational culture and work engagement on organizational commitment, both partially and simultaneously. This study uses a quantitative approach with a survey method. Data were collected by distributing questionnaires to 123 personnel of the Detachment of Pamofit Korsabhara Baharkam Headquarters of the Indonesian National Police as research respondents. The data analysis technique used is multiple linear regression analysis with the help of the SPSS version 29 program. The results of the study indicate that partially organizational culture has a positive and significant effect on organizational commitment, with a t-value of 3.350 and a significance level of 0.001. In addition, work engagement also has a positive and significant effect on organizational commitment, with a t-value of 5.033 and a significance level <0.001. Simultaneously, organizational culture and work engagement have a significant effect on organizational commitment, as indicated by the F-count value of 22.380 with a significance of <0.001. The coefficient of determination (R Square) of 0.272 indicates that the two independent variables are able to explain 27.2% of the variation in organizational commitment, while the remaining 72.8% is influenced by other factors outside the research model. This finding confirms that strengthening a conducive organizational culture and increasing personnel work engagement on an ongoing basis are strategic factors in building and maintaining organizational commitment within the Detachment Pamofit Korsabhara Baharkam Mabes Polri environment

The Influence of Human Resource Policy and Development on Security Performance at the Cimanggis Military Detention Installation Muhammad Sastra Anafera; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6518

Security and development at military detention facilities are strategic aspects that require effective policy support and continuous human resource development to ensure optimal and sustainable security performance. The Cimanggis Military Detention Facility has complex task characteristics, thus requiring professional personnel and policies that are able to accommodate operational dynamics and detainee development. This study aims to analyze the influence of policy effectiveness and human resource development on security performance at the Cimanggis Military Detention Facility, both partially and simultaneously. This study uses a quantitative approach with a survey method. Data were collected through distributing questionnaires to 96 personnel at the Cimanggis Military Detention Facility as research respondents. The data analysis technique used is multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that partially policy effectiveness has a positive and significant effect on security performance with a t-value of 4.277 and a significance level of 0.004. In addition, human resource development also has a positive and significant effect on security performance with a t-value of 4.414 and a significance level <0.001. Simultaneously, the effectiveness of policies and human resource development have a significant effect on security performance at the Cimanggis Military Detention Installation, as indicated by the F-value of 27.219 with a significance of <0.001. The coefficient of determination (R Square) of 0.369 indicates that the two independent variables are able to explain 36.9% of the variation in security performance, while the remaining 63.1% is influenced by other factors outside the research model. This finding confirms that increasing policy effectiveness supported by planned, systematic, and sustainable human resource development is an important factor in strengthening security performance at the Cimanggis Military Detention Installation

The Effect of Employee Competency and Organizational Commitment on Personnel Performance in the Community Development Unit of the Bekasi City Metro Resort Police Puji Astuti; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6519

Personnel performance is a crucial factor in supporting the improvement of performance and professionalism of police officers, especially in the Community Development Unit of the Bekasi City Metro Police Resort which has a strategic role in fostering and providing services to the community. Optimal personnel performance is influenced by various internal organizational factors, including employee competence and organizational commitment. This study aims to analyze the influence of employee competence and organizational commitment on personnel performance, both partially and simultaneously. This study uses a quantitative approach with a survey method. Data were collected by distributing questionnaires to 89 personnel of the Community Development Unit of the Bekasi City Metro Police Resort as respondents. The data analysis technique used is multiple linear regression analysis with the help of the SPSS version 29 program. The results of the study indicate that partially employee competence has a positive and significant effect on personnel performance, with a t-value of 4.510 and a significance level of <0.001. Organizational commitment also has a positive and significant effect on personnel performance, with a t-value of 4.639 and a significance level of <0.001. Simultaneously, employee competence and organizational commitment have a significant effect on personnel performance, as indicated by the F-value of 23.577 with a significance level of <0.001. The coefficient of determination (R Square) of 0.354 indicates that employee competence and organizational commitment are able to explain 35.4% of the variation in personnel performance, while the remaining 64.6% is influenced by other factors outside the research model. This finding confirms that increasing employee competence accompanied by strengthening organizational commitment on an ongoing basis plays an important role in improving personnel performance at the Community Development Unit of the Bekasi City Metro Police Resort

The Influence of Transformational Leadership and Emotional Intelligence of Madrasah Principals on Teacher Performance at MTSN 7 Jakarta Susianingsih Susianingsih; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6530

Teacher performance is a strategic factor in determining the quality of the learning process and the achievement of educational goals, especially at State Islamic Junior High School (MTsN) 7 Jakarta. Improvement in teacher performance is influenced by various internal factors, including transformational leadership and emotional intelligence. This study aims to analyze the influence of transformational leadership on teacher performance, the influence of emotional intelligence on teacher performance, and the influence of transformational leadership and emotional intelligence simultaneously on teacher performance at MTsN 7 Jakarta. This study uses a quantitative approach with a survey method that emphasizes the collection and processing of data in numerical form so that the results of the analysis can be interpreted objectively and measurably. To enrich the understanding of the variables studied, this study is also supported by qualitative data in the form of verbal statements in questionnaires and open comments from respondents. The study population was 58 teachers, with a sampling technique using total sampling, so that the entire population was used as respondents. Hypothesis testing was conducted using multiple linear regression analysis with the help of SPSS software version 29. The results showed that partially transformational leadership and emotional intelligence have a positive and significant effect on teacher performance. Simultaneously, both variables also showed a significant effect on teacher performance. The coefficient of determination (R Square) value of 0.495 indicates that 49.5% of the variation in teacher performance can be explained by transformational leadership and emotional intelligence, while the remaining 50.5% is influenced by other factors outside the research model. This finding confirms that strengthening the transformational leadership style and developing teachers' emotional intelligence are important factors in improving teacher performance at MTsN 7 Jakarta

Pengaruh Manajemen Risiko dan Kepemimpinan Transformasional terhadap Kinerja Auditor pada Inspektorat Jenderal Kementerian Kehutanan Didik Triwibowo; Harries Madiistriyatno; Jamal Hanaffy
AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Vol. 6 No. 3 (2026): AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmeb.v6i3.2214

The increasing complexity of governance in the public sector requires internal auditors to improve their performance through effective risk management and transformational leadership. However, the limited number of auditors and the growing scope of supervisory responsibilities pose significant challenges to achieving optimal audit performance within the Inspectorate General of the Ministry of Forestry. This study aims to examine the effects of risk management and transformational leadership on auditor performance. A quantitative approach was employed using a census method involving all 107 auditors of the Inspectorate General as research respondents. Data were collected through structured questionnaires and analyzed using multiple linear regression with IBM SPSS version 27. The findings indicate that both risk management and transformational leadership have a positive and significant influence on auditor performance, either individually or simultaneously. The implementation of structured risk management contributes to more effective planning, supervision, and control of audit activities, while transformational leadership encourages higher motivation, collaboration, adaptability, and commitment among auditors. These findings suggest that strengthening organizational risk management practices and promoting transformational leadership are essential strategies for enhancing the effectiveness and quality of internal government auditing.

Kepuasan Publik dalam Pelayanan Perizinan Pemerintah Daerah: Peran Kinerja Pelayanan, Sistem Pengendalian Intern, Sarana Prasarana, dan Manajemen Risiko Keuangan Susanti Noorhayati; Hadi Purnomo; Jamal Hanaffy
Jurnal Digital Bisnis, Modal Manusia, Marketing, Entrepreneurship, Finance, & Strategi Bisnis (DImmensi) Vol 6 No 2 (2026): JURNAL DIMMENSI
Publisher : Prodi S1 Administrasi Bisnis Universitas Sangga Buana YPKP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32897/dimmensi.v6i2.5616

This study aims to analyze the influence of service performance, internal control systems, and facilities and infrastructure on public satisfaction through financial risk management at the Investment and One-Stop Integrated Services Office (DPMPTSP) of Bogor Regency. This study employed a quantitative approach using a survey method involving 388 users of DPMPTSP Bogor Regency services. Data were analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with the assistance of SmartPLS 4 software. The results indicate that service performance and facilities and infrastructure have a positive and significant effect on public satisfaction, while the internal control system has a positive but insignificant effect on public satisfaction. Furthermore, facilities and infrastructure have a positive and significant effect on financial risk management, whereas service performance and the internal control system have positive but insignificant effects on financial risk management. Financial risk management was found to have a positive and significant effect on public satisfaction. These findings suggest that improving public satisfaction at DPMPTSP Bogor Regency is influenced by service quality, the availability of adequate facilities and infrastructure, and effective financial risk management practices. The results of this study are expected to provide valuable input for government institutions in enhancing the quality of public services through strengthened organizational governance and financial risk management.

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