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THE ROLE OF PSYCHOLOGICAL CAPITAL OF TEACHING STAFF TO IMPROVE FOREIGN LANGUAGE COURSE INSTITUTIONS IN PALU CITY Awwab, Ashril; Natsir, Syahir; Fadjar, Adfiyani
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 6 No 1 (2024): May : Tadulako International Journal of Applied Management
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59769/tajam.v6i01.218

This study aims to analyze the role of Psychological capital in the self-development of teaching staff and the quality of foreign language courses in Palu City. This type of research is descriptive and qualitative, aimed at describing existing phenomena, both natural and human-made, which pay more attention to characteristics, quality, and interrelationships between activities. The informants in this research are teaching staff who have had work experience at the relevant course institution for approximately two years and play an active role in every teaching and learning process, totaling six people. This research uses the interactive model analysis method. The results of this study show that all dimensions of Psychological Capital among the teaching staff of the two English language course institutions can improve the quality of the teaching staff and enhance the quality of the two English language courses.

THE INFLUENCE OF WORK DISCIPLINE ON EMPLOYEE COMMITMENT THROUGH WORK CULTURE AT EMPLOYEES OF PT. PLN (PERSERO) CUSTOMER SERVICE IMPLEMENTING UNIT (UP3) PALU Pratiwi Munthe, Julyandani; Natsir, Syahir; Mahardiana, Lina
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 3 No 3 (2021): December : Tadulako International Journal of Applied Management
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

This research aimed to determine the influence of work discipline on organizational commitment through work culture at PT. PLN (Persero) Executive Customer Service Management Unit Palu. This was a correlational research. The research sample was all employees at PT. PLN (PERSERO) Executive Customer Service Management Unit Palu with 154 employees. This research used the Structural Equation Modelling (SEM) method, which is operated by SMART-PLS. The results of this research indicate that 1) Work discipline has a significant influence on employee commitment at PT. PLN (PERSERO) Executive Customer Service Management Unit Palu, 2) Work discipline has a significant influence on work culture at PT. PLN (PERSERO) Executive Customer Service Management Unit Palu, 3) Work culture has a significant influence on employee commitment to PT. PLN (PERSERO) Executive Customer Service Management Unit Palu, 4) Work discipline influence employee commitment mediated by work culture at PT. PLN (PERSERO) Executive Customer Service Management Unit Palu. Keywords: Work Discipline, Employee Commitment, Work Culture.

THE EFFECT OF WORK MOTIVATION AND COMPENSATION ON THE PERFORMANCE OF PT TAMACO GRAHA KRIDA EMPLOYEES MOROWALI DISTRICT Djibran, Moch Aedil; Natsir, Syahir; Santi, Ira Nuriya
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 3 No 1 (2021): May : Tadulako International Journal of Applied Management
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

This study aims to 1) determine the effect of work motivation and compensation on theperformance of employees of PT Tamaco Graha Krida Morowali Regency. 2) determine theeffect of motivation on the performance of employees of PT. Tamaco Graha Krida MorowaliRegency. 3) determine the effect of compensation on employee performance of PT. TamacoGraha Krida Morowali Regency. The object of this research is Motivation, compensation andemployee performance. The results of the study concluded that together they had a significanteffect on the performance of employees of PT Tamaco Graha Krida Morowali Regency. Thusmotivation and compensation at the company PT. Graha Krida Morowali Regency, willprovide an increase in employee performance. This shows that if motivation and compensationundergo changes, in relation to motivation, and compensation, will have a positive impact onemployee performance, reflecting motivation and compensation can have a positive influence,on improving employee performance. This shows that if the company PT Graha KridaMorowali Regency makes changes to motivation and compensation will have a positive impacton improving employee performance.Keywords: Motivation, Compensation, and Employee Performance

THE INFLUENCE OF PROFESSIONALISM, ORGANIZATIONAL CULTURE AND COMPETENCE ON THE PERFORMANCE OF INDONESIAN NAVY SOLDIER AT LANAL PALU Rahmadi, Rahadian; Natsir, Syahir; Miru, Sulaeman
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 4 No 1 (2022): Article
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

This research aimed to analyze the influence of professionalism, organizational culture and competence on the performance of Navy soldiers at Lanal Palu. This research applied verification type of research with a research population of 108 navy soldiers at the Palu Navy Base where all soldiers are used as research samples through census method. The data analysis technique used multiple linear regression. The results show that the variables of professionalism, organizational culture, and competence simultaneously have positive and significant influence on the performance of soldiers, partially the variables of professionalism, organizational culture, and competence also have positive and significant influence on the performance of the Indonesian Navy soldiers of Palu. The value of the correlation coefficient (R) shows that the close relationship (correlation) of the variables of professionalism, organizational culture, and competence with the performance of Indonesian Navy soldiers of Palu is 93.2% (very strong) with a determinant coefficient value (Adjusted R-Square) of 0.864, meaning that the variable of Soldier performance can be explained by variables of professionalism, organizational culture, and competence of 86.4%. Keywords : Professionalism, Organizational Culture, Competence, Soldier Performance.

THE EFFECT OF WORKLOAD AND FINANCIAL COMPENSATION ON WORK MORALE WITH WORK ENGAGEMENT AS A MODERATING VARIABLE Dahlan, Mardiana; Syahir Natsir; Adfiyani Fadjar
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 6 No 3 (2024): December : Tadulako International Journal of Applied Management
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59769/tajam.v6i3.146

This study aims to analyse the effect of workload and financial compensation on work enthusiasm with work engagement as a moderating variable in the expenditure treasurer of the Regional Work Unit (SKPD) of Tojo Una Una Regency. This research is a type of quantitative research, with the census method, namely using forty-one Tojo Una Una Regency SKPD expenditure treasurers as the population. The analytical tool used is SEM-PLS, data collection through google form media. The results of this study indicate that (1) workload has a negative and significant effect on the morale of SKPD expenditure treasurers of Tojo Una Una Regency (2) financial compensation has a positive and significant effect on the morale of SKPD expenditure treasurers of Tojo Una Una Regency (3) work engagement has a negative and significant effect as a moderator of the relationship between workload and morale of SKPD expenditure treasurers of Tojo Una Una Regency (4) work engagement has a positive and significant effect as a moderator of the relationship between financial compensation and morale of SKPD expenditure treasurers of Tojo Una Una Regency (4) work engagement has a positive and significant effect as a moderator of the relationship between financial compensation and morale.

The Effects of Leadership Style and Work Motivation on Job Satisfaction among Employee Andi Indriani Ibrahim; Fitri Sari Ningsih; Risnawati; Syahir Natsir
Jurnal Ilmu Perbankan dan Keuangan Syariah Vol. 7 No. 1 (2025)
Publisher : Program Studi Perbankan Syariah Fakultas Ekonomi dan Bisnis Islam UIN Datokarama Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24239/jipsya.v7i1.329.70-90

Study aims to analyze the Influence of Leadership Style and Work Motivation on Job Satisfaction of Maraja Mart Supermarket Employees in Ampana. The sampling technique that will be used in this study is Saturated Sampling, with a sample size of 30 respondents. Data collection using interviews, observations and questionnaires that have been tested for validity and reliability. The analysis method uses Multiple Linear Regression. The results of the study indicate that Leadership Style and work motivation simultaneously have a significant effect on the job satisfaction of Maraja Mart Ampana supermarket employees. Leadership style partially has a significant effect on the job satisfaction of Marja Mart Ampana supermarket employees. Work motivation partially has a significant effect on the job satisfaction of Maraja Mart Ampana supermarket employees.

THE EFFECT OF FINANCIAL COMPENSATION AND NON FINANCIAL COMPENSATION ON THE PERFORMANCE OF NON ASN EMPLOYEES AT THE DISTRICT OFFICE IN PALU CITY WITH WORK MOTIVATION AS AN INTERVENING VARIABLE Apriliati, Rulya; Natsir, Syahir; Fadjar, Adfiyani
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 7 No 2 (2025): August : Tadulako International Journal of Applied Management
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59769/tajam.v7i02.185

This study looks at the sub-district office in Palu City and how non-ASN employees' performance is impacted by monetary and non-monetary compensation. As a moderating variable, intrinsic motivation at work is important. In order to gather data, we distributed surveys to individuals who were not ASN employees at the Palu City District Head Office. With 88 participants, the sample was selected using a non-probability sampling method based on the Slovin formula. This study found that (1) non-ASN workers at Palu City's Subdistrict Office were significantly and positively impacted by financial remuneration. (2) Employees who are not ASNs at the Palu City Subdistrict Office have shown that non-monetary reward significantly improves their performance. (3) Not only that, but research at the Palu City sub-district office found that monetary incentives significantly and favorably affected the motivation of non-ASN personnel to do their jobs. (4) Moreover, staff at the Palu City sub-district office who are not ASNs are more motivated to work when they get non-monetary remuneration. (5) Employees who are not ASNs at the Palu City Subdistrict Office have shown that intrinsic drive at work significantly improves their productivity. (6) Additionally, it has been shown that monetary incentive significantly and positively affects performance by motivating the work of non-ASN staff at the Palu City Subdistrict Office. (7) In addition, research conducted at the Subdistrict Office in Palu City found that non-monetary incentive significantly improves performance by motivating non-ASN personnel to work hard.

THE EFFECT OF FINANCIAL COMPENSATION AND NON FINANCIAL COMPENSATION ON THE PERFORMANCE OF NON ASN EMPLOYEES AT THE DISTRICT OFFICE IN PALU CITY WITH WORK MOTIVATION AS AN INTERVENING VARIABLE Apriliati, Rulya; Natsir, Syahir; Fadjar, Adfiyani
JURNAL INTERNASIONAL UNIVERSITAS TADULAKO Vol 7 No 2 (2025): August : Tadulako International Journal of Applied Management
Publisher : Master of Management Study Program, Faculty of Economics and Business, Tadulako University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59769/tajam.v7i02.185

This study looks at the sub-district office in Palu City and how non-ASN employees' performance is impacted by monetary and non-monetary compensation. As a moderating variable, intrinsic motivation at work is important. In order to gather data, we distributed surveys to individuals who were not ASN employees at the Palu City District Head Office. With 88 participants, the sample was selected using a non-probability sampling method based on the Slovin formula. This study found that (1) non-ASN workers at Palu City's Subdistrict Office were significantly and positively impacted by financial remuneration. (2) Employees who are not ASNs at the Palu City Subdistrict Office have shown that non-monetary reward significantly improves their performance. (3) Not only that, but research at the Palu City sub-district office found that monetary incentives significantly and favorably affected the motivation of non-ASN personnel to do their jobs. (4) Moreover, staff at the Palu City sub-district office who are not ASNs are more motivated to work when they get non-monetary remuneration. (5) Employees who are not ASNs at the Palu City Subdistrict Office have shown that intrinsic drive at work significantly improves their productivity. (6) Additionally, it has been shown that monetary incentive significantly and positively affects performance by motivating the work of non-ASN staff at the Palu City Subdistrict Office. (7) In addition, research conducted at the Subdistrict Office in Palu City found that non-monetary incentive significantly improves performance by motivating non-ASN personnel to work hard.

Strengthening Human Resources to Enhance Competitiveness Using SWOT Analysis Borman, Restutanti; Natsir, Syahir; Hasanudin, Bakri; Muzakir
Research Horizon Vol. 5 No. 6 (2025): Research Horizon - December 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.6.2025.835

Human resource management is a key factor in service industries, as employee competence, motivation, and professionalism directly affect service quality and organizational performance. Effective Human resource practices, including structured recruitment, continuous training, performance management, and reward systems, not only enhance productivity but also strengthen organizational culture and employee commitment. This study aims to identify the strengths, weaknesses, opportunities, and threats in Human resource management, analyze the organization’s strategic position using Internal Factor Evaluation and External Factor Evaluation, and formulate strategies to improve service quality. A descriptive qualitative approach was used, with purposively selected informants, including leaders, Human resource managers, and senior employees. Data were collected through in-depth interviews, observations, and documentation, then analyzed interactively using the Miles and Huberman model and supplemented with SWOT analysis. Findings show that internal strengths, such as a supportive work environment, strong leadership-employee relationships, and employee loyalty, can be leveraged to exploit external opportunities, including market growth and supportive policies. Recommended strategies include promotional initiatives, performance-based rewards, structured recruitment, and regular training. The study concludes that effective Human resource management is essential for creating a competent, motivated, and service-oriented workforce, aligning internal capabilities with external opportunities, and sustaining a competitive advantage in dynamic service industries.

Embedding Local Wisdom Through Green Transformational Leadership Education for Sustainable Performance Adda, Harnida Wahyuni; Hasanuddin, Bakri; Natsir, Syahir; Idris, Idris; Kornelius, Yoberth; Mahardiana, Lina; Indriani Ibrahim, Andi; Djufri, Muhammad Rifaldi
IJORER : International Journal of Recent Educational Research Vol. 7 No. 2 (2026): March
Publisher : Faculty of Teacher Training and Education Muhammadiyah University of Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46245/ijorer.v7i2.1244

Objective: This study aims to examine the effect of green transformational leadership education grounded in local wisdom on sustainable performance, with green behavior positioned as a mediating variable among employees at PT Indonesia Morowali Industrial Park (IMIP). Method: An explanatory quantitative research design was employed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The sample consisted of 100 employees, determined based on the ten-times rule relative to the number of measurement indicators. Data were collected through structured online questionnaires and field observations. The measurement model was evaluated using convergent validity, discriminant validity, and reliability testing, while the structural model was assessed through path coefficients, R², Q², and hypothesis testing using bootstrapping procedures. Results: The findings indicate that green transformational leadership education based on local wisdom has a positive and significant direct effect on sustainable performance (β = 0.519; T = 7.433; p < 0.001) and on green behavior (β = 0.661; T = 11.749; p < 0.001). Green behavior also significantly influences sustainable performance (β = 0.359; T = 4.613; p < 0.001). Furthermore, green behavior partially mediates the relationship between green transformational leadership education and sustainable performance (β = 0.238; T = 4.195; p < 0.001). The model explains 64.5% of the variance in sustainable performance and demonstrates strong predictive relevance (Q² = 0.80). Novelty:This study offers empirical evidence on the behavioral mechanism through which green transformational leadership education embedded in local wisdom enhances sustainable performance. Distinct from existing literature that applies Western-centric frameworks, this research demonstrates that integrating indigenous values such as metapoko-pokofali and mefalo-falo into leadership education strengthens the internalization of pro-environmental behavior. By positioning green behavior as a partial mediating construct, the research provides a contextualized model for strengthening long-term organizational performance in resource-intensive industrial settings.

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