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Kepemimpinan Dan Motivasi Berpengaruh Terhadap Kinerja Dengan Moderating Disiplin Kerja Guru Pada Tk Sweet Butterfly Montessori Tangerang Erna Kristuti; Zaharuddin Zaharuddin; Suhardi Suhardi
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.4279

This study aims to examine the influence of leadership and motivation on teacher performance with work discipline as a moderating variable at TK Sweet Butterfly Montessori Tangerang. The research employed a quantitative approach with an associative-correlational design. Data were collected through questionnaires distributed to 30 teacher respondents. The results show that, partially, leadership has a positive and significant influence on teachers’ work discipline, and motivation also has a positive and significant influence on work discipline. Simultaneously, leadership and motivation have a positive and significant influence on work discipline. In addition, leadership and motivation simultaneously have a positive and significant effect on teacher performance. The moderating model of work discipline in mediating the influence of leadership and motivation on teacher performance could not be analysed using SPSS 24. Nevertheless, multicollinearity tests showed valid results, and all variable indicators were declared valid with correlation coefficients (r-count) greater than the critical value (r-table = 0.361) at the 5% significance level. The reliability test using Cronbach’s Alpha produced values greater than 0.700, indicating that the research instrument is reliable. The normality test using the Kolmogorov-Smirnov method indicated that the data are normally distributed (Asymp. Sig = 0.200 > 0.05). The hypothesis testing using the F-test revealed that leadership, motivation, and work discipline simultaneously have a significant effect on teacher performance (significance = 0.000). However, based on the t-test, it was found that leadership does not have a significant effect on teacher performance, while motivation and work discipline have a positive and significant influence on teacher performance.

The Effect of Competency and Work Discipline Supervision on Employee Work Effectiveness in The Police Karawang Resort Nandang Zakaria; Kemal Taufik; Suhardi Suhardi
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6517

The purpose of this study is to analyze the influence of supervision on employee work effectiveness, analyze the influence of work discipline on employee work effectiveness, analyze the influence of supervision and work discipline simultaneously on employee work effectiveness at the Karawang Police Resort, the calculated t value for variable X1 (Supervision) is 7.758 while the t table value for n = 67 is 1.996. So t count > t table or 7.758 > 1.996, it can be concluded that partially the Coordination variable has an effect on employee work effectiveness, the calculated t value for variable X2 (Work discipline) is 10.258, while the t table value for n = 67 is 1.996. So t count > t table or 10.258 > 1.996 , it can be concluded that partially the Officer's Work Discipline variable influences employee work effectiveness, the R Square value is 0.899. This shows that 89.9% of Supervision and Work Discipline simultaneously (together) influence employee work effectiveness while the remaining 10.1% is influenced by other factors not examined in this study.

The Influence of Leadership Behavior and Work Discipline on The Work Effectiveness of Members in The Bandung Police Drug Research Unit Ipung Suparna Putra; Kemal Taufik; Suhardi Suhardi
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6510

The purpose of the study is to describe and analyze the influence of leadership behavior on the effectiveness of member work, the influence of work discipline on the effectiveness of member work and the influence of leadership behavior and work discipline simultaneously have a significant effect on the effectiveness of the work of members of the Bandung Police Narcotics Research Unit, the calculated tvalue for variable X1 (Leader behavior) is 7.859, while the ttable value for n = 69 is 1.995. So 7.859 > 1.995, it can be concluded that partially the variable Leadership Behavior (X1) has a significant influence on the effectiveness of member work (Y), the calculated tvalue for variable X2 (Work Spirit) is 10.669, while the ttable value for n = 69 is 1.995. So 10.669 > 1.995, it can be concluded that partially the work discipline variable (X2) has a significant effect on the effectiveness of member work (Y). The calculated fvalue is 297.332. which is greater than the table fvalue for n = 69 of 2.74 or 297.332 > 2.74 with a significance level of 0.000 because 0.000 < 0.05, it can be said that leadership behavior (X1) and work discipline (X2) jointly influence the effectiveness of member work (Y).

The Effect Of Work Experience And Work Skills On The Work Productivity Of Members Of The Regional Police Traffic Directorate. Metro Jaya Arif Fadil; Kemal Taufik; Suhardi Suhardi
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.v7i3.6568

The purpose of this study was compiled to answer the formulation of the problem that has been determined, namely analyzing the influence of work experience on the work productivity of members, To analyze the influence of work skills on the work productivity of members To analyze the influence of work experience and work skills simultaneously on the work productivity of members of the Traffic Directorate of Polda Metro Jaya. There is an influence of work experience on the work productivity of members as evidenced by the calculated t value for variable X 1 ( work experience ) of 5.313, while the t table value for n = 65 is 1.997 . So t count > t table or 5.313> 1.997, There is an influence work skills towards The productivity of the members' work is proven by the calculated t value for variable X 2 ( work skills ) of 7.073 , while the t table value for n = 65 is 1.997 . So the calculated t > t table or 7.073 > 1.997. The probability value (significance) = 0.000. So the probability of 0.000 is below 0.05. Thus, H0 is rejected and Ha is accepted. There is an influence Work experience and work skills together have an influence on the variable of work productivity of members, the value of which is proven The calculated F value is 54.112, which is greater than the F table of 2.75 with a significance level of 0.000 because 0.000 < 0.05.

The Effect of Personnel Participation and Work Motivation on Job Satisfaction in The New City Sector of The Karawang Police Suherlan Suherlan; Kemal Taufik; Suhardi Suhardi
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6535

This study has the following objectives: To determine and analyze the effect of personnel participation on job satisfaction, to determine and analyze the effect of work motivation on job satisfaction, and to determine and analyze the joint effect of personnel participation and work motivation on job satisfaction, the calculated t value obtained is 2.075 while the t table value is 1.990 for N = 90, then 2.075 > 1.990, thus H0 is rejected and Ha is accepted, from this study it is proven that the participation variable (X1) has a positive influence on the job satisfaction variable (Y), the calculated t value obtained is 6.199 while the t table value is 1.990 for N = 90, then 6,199 > 1,990, thus H0 is rejected and Ha is accepted, from this study it is proven that the work motivation variable (X2) has a positive influence on the job satisfaction variable (Y). the calculated F value is 30.467 while the F table for N = 90 is 2.71. Thus the calculated F value (30.467) > F table (2.71), so clearly H0 is rejected and Ha is accepted. With F count > F table, it can be concluded that personnel participation (X1) and work motivation (X2) jointly have a positive influence on job satisfaction (Y).

The Influence of Individual Characteristics and Organizational Commitment on The Performance of Police Personnel in The Rawamerta Sector of Karawang Regency, West Java Ulan Sonjaya; Kemal Taufik; Suhardi Suhardi
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6536

The objectives of this study are to examine the influence of individual characteristics on personnel performance, the influence of organizational commitment on personnel performance, and the simultaneous influence of individual characteristics and organizational commitment on the performance of Rawamerta Sector Police personnel. The t-value for variable X1 (Individual Characteristics) was 4.334. while the ttable value for n = 46 is 2.013. So tcount > ttable or 4.334 > 2.013, it can be concluded that partially the individual Characteristics variable has a positive effect on personnel Performance, the tcount value for variable X2 (Organizational Commitment) is 6.703, while the ttable value for n = 46 is 2.013. So tcount > ttable or 6.703 > 2.013, it can be concluded that partially the organizational Commitment variable has a positive effect on personnel Performance. The ANOVA test obtained an Fcount value of 66.455 which is greater than the Ftable for n = 46 of 2.81 with a significant level of 0.000 because 0.000 <0.05, it can be said that individual Characteristics (X1) and Organizational Commitment (X2) together have a positive effect on personnel Performance (Y).

The Influence of Human Resource Quality and Training on Performance of Personnel of the Directorate of Prevention of Special Detaction 88 Anti-Terror of the Police of the Republic of Indonesia Muhammad Audi Aqshal Afandi; Kemal Taufik; Suhardi Suhardi
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.v7i3.6496

This study aims to analyze the extent to which Human Resources (HR) Quality and Training influence Personnel Performance, both partially and simultaneously, on personnel of the Indonesian National Police's Special Detachment 88 Anti-Terror Prevention Directorate. The focus of this study is to examine whether improving HR competency quality and implementing effective training can significantly contribute to improving the performance of personnel who have strategic duties in preventing acts of terrorism. The type of research used is quantitative research, namely research that emphasizes the analysis of numerical data as a basis for drawing conclusions. However, this study also utilizes qualitative data as support, such as statements in questionnaires, consultation results, and short interviews between researchers and related informants. The study population includes 60 personnel, while the number of respondents who participated is the entire population, namely 60 people. Hypothesis testing was conducted using Structural Equation Modeling–Partial Least Square (SEM–PLS) software version 4.0 to determine the strength of the relationship between variables. The test results show that Human Resource Quality (X1) and Training (X2) partially have a positive and significant influence on Personnel Performance (Y). Thus, the better the quality of Human Resources and the more effective the training provided, the higher the resulting personnel performance. The R-Square test result of 0.423 indicates that 42.3% of the variation in Personnel Performance can be explained by Human Resource Quality and Training. Meanwhile, the remaining 57.7% is influenced by other factors outside this research model. These results emphasize the importance of improving the quality of human resources and training as a strategic effort to support the optimal performance of Densus 88 personnel

The Effect Of Compensation And Work Motivation On Member Performance At The Mobile Brigade Corps Command Headquarters Radityo Yusuf Al Giffari; Kemal Taufik; Suhardi Suhardi
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.v7i3.6520

This study aims to analyze and explain the effect of compensation on member performance, the effect of work motivation on member performance, and the simultaneous effect of compensation and work motivation on the performance of members of the Mobile Brigade Corps Command Headquarters. This study uses a quantitative approach, namely a method that processes data in the form of numbers to examine the relationship between variables objectively and measurably. However, this study is also strengthened by qualitative data in the form of statements, questionnaire responses, and interview results that help enrich the interpretation of the data. The study population was all 132 members of the Mobile Brigade Corps Command Headquarters, with 99 respondents selected through a sampling technique tailored to the research needs. Data analysis was carried out using Structural Equation Modeling–Partial Least Square (SEM–PLS) software version 4.0 which is capable of testing the model comprehensively, both partially and simultaneously. The results of the hypothesis test indicate that the compensation variable (X1) has a positive and significant effect on member performance (Y), and the work motivation variable (X2) is proven to have a positive and significant effect on improving member performance. Simultaneously, both independent variables also show a strong influence on member performance. The R-Square value of 0.435, or 43.5%, indicates that employee performance is influenced by compensation and work motivation, while the remaining 56.5% is influenced by other factors not included in this study. This finding underscores the importance of effective compensation policies and well-managed work motivation to improve overall organizational performance

The Effect of Evaluation and Supervision on Improving Quality in the Directorate of Drug Research of the West Java Regional Police Ade Hermawan Mulyana; Kemal Taufik; Suhardi Suhardi
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.v7i3.6560

The expected objectives of this research are as follows The influence of evaluation on improving the quality of task implementation, the influence of supervision on improving the quality of task implementation and the simultaneous influence of evaluation and supervision on improving the quality of the organization in the Narcotics Research Directorate of the West Java Regional Police . The calculated t value of X 1 ( Evaluation ) is 5.603 , the t table value for N = 92 is 1.986 . So 5.603 > 1.986 , it is concluded that partially Evaluation (X1 ) has an effect on Organizational Quality (Y), the calculated t value of X2 ( Supervision ) is 11.497 , the t table value of N = 92 is 1.986 . So 11.497 > 1.986 , it is concluded that Supervision (X2 ) has an effect on the quality of the organization (Y). The ANOVA test of 190.541 is greater than the value of f table N = 92 of 2.70 or 190.541 > 2.70 significant 0.000 , so it is said that Evaluation (X1 ) and Supervision variables (X2 ) together have an effect on the quality of the organization (Y). The R Square value of 0.811 means that evaluation and supervision have an effect of 81.1 % on the quality of the organization while the remaining 18.9 % is influenced by other factors not examined by the author in this study.

Pengaruh Kompetensi dan Kualitas Pegawai terhadap Kinerja Pegawai pada Pusat Pendidikan dan Pelatihan Badan Pusat Statistik Fauzan Azis; Zaharuddin Zaharuddin; Suhardi Suhardi
AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Vol. 6 No. 2 (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.v6i2.1981

Employee performance is a critical factor in ensuring the effectiveness of organizational activities, particularly within public institutions responsible for developing human resources. However, variations in employee performance may arise due to differences in competence and employee quality. This study aims to analyze the influence of employee competence and employee quality on employee performance at the Education and Training Center of the Central Statistics Agency. The research applied a quantitative approach with a descriptive and associative design. The population consisted of 104 employees, while the sample included 100 employees selected using a total sampling technique. Data were analyzed using multiple linear regression, supported by partial (t-test), simultaneous (F-test), and coefficient of determination analysis. The findings indicate that competence has a significant effect on employee performance, as evidenced by a t-value of 9.773 which is greater than the critical value of 1.983. Employee quality also significantly influences performance with a t-value of 10.755 exceeding the critical value of 1.983. Simultaneously, competence and employee quality significantly affect employee performance with an F-value of 390.320 and a significance level of 0.000. The coefficient of determination shows that 88.9% of employee performance is explained by competence and employee quality, while the remaining 11.1% is influenced by other factors outside the model.

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