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All Journal International Journal of Environmental, Sustainability, and Social Science Journal of Governance, Taxation, and Auditing Studi Ekonomi dan Kebijakan Publik Journal of Multidisciplinary Academic Business Studies Journal of Multidisciplinary Academic and Practice Studies
Catrayasa, I Wayan
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Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Social Sciences Other

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Journal : Journal of Multidisciplinary Academic and Practice Studies

 1 
The effect of education, training, and promotion on employee performance through job satisfaction in the inspectorate of Tanjungpinang City and Bintan District Haryanto, Eko; Wibisono, Chablullah; Catrayasa, I Wayan; Ngaliman, Ngaliman; Indrawan, Muhammad Gita
Journal of Multidisciplinary Academic and Practice Studies Vol. 1 No. 4 (2023): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v1i4.1772

Abstract

Purpose: The purpose of this study is to examine the relationship between education, training, and promotion on employee performance, mediated by job satisfaction. Methodology: The study utilizes a quantitative research methodology involving survey questionnaires administered to employees in the Inspectorate of Tanjungpinang City and Bintan District. Results: The results demonstrate a positive relationship between education, training, promotion, and job satisfaction. Job satisfaction also mediates the relationship between these variables and employee performance. By identifying the impact of education, training, and promotion on job satisfaction and employee performance, this study provides insights for organizations to improve human resource management practices and optimize performance. Conclusions: The findings highlight that education, training, and promotion significantly influence job satisfaction, which in turn enhances employee performance. Organizations must prioritize investment in these areas to create a motivated and productive workforce. Limitations: This study is limited by the sample size and geographical scope, impacting the generalizability of the findings. Reliance on self-reported data may also introduce bias, and external factors beyond the study’s control could affect outcomes. Contribution: This research enriches scholarly discourse by offering a nuanced understanding of how education, training, and promotion collectively impact employee performance through job satisfaction. It also provides practical recommendations for organizational stakeholders to design policies and programs that support sustainable employee development and performance improvement.
The influence of leadership, remuneration, competency on employee turnover intention with organizational culture as an intervening variable at Bank Ekonomi Rakyat Sejahtera Batam Ngaliman, Ngaliman; Catrayasa, I Wayan; Lie, Lie
Journal of Multidisciplinary Academic and Practice Studies Vol. 1 No. 3 (2023): August
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v1i3.2376

Abstract

Purpose: This study analyzes the influence of leadership, remuneration, and competence on employee turnover intention in BPR Sejahtera Batam, with organizational culture as an intervening variable. In the last five years, turnover intention in BPR Sejahtera Batam has increased significantly, reaching 21.05% in 2023. Research Methodology: This study employed a quantitative approach using census sampling of 111 employees. Primary data were collected through questionnaires with a Likert scale and analyzed using Partial Least Squares structural equation modeling (PLS-SEM) through SmartPLS 4. Results: Using primary data from 111 employees, this study found that leadership and competence did not significantly affect turnover intention, either directly or through organizational culture. In contrast, remuneration was shown to have a significant effect, highlighting the importance of compensation in employees' decisions to stay or leave the company. Organizational culture was not a significant mediator between remuneration and turnover intentions. Conclusions: Employees’ decisions to stay or leave are primarily determined by remuneration factors rather than leadership, competence, or organizational culture. Compensation aspects, such as salary, benefits, and bonuses, play a stronger role than other organizational factors in shaping turnover intentions. Limitations: This study focused on one organization with a relatively small sample size, which may limit the generalizability of the findings. Broader studies across multiple banks and regions are recommended. Contribution: This study provides practical insights for bank management to prioritize improvements in remuneration systems and employee welfare programs as effective strategies to reduce turnover intention.
The influence of the e-performance appraisal system, education and competence on employee performance through spiritual motivation in the regional office of the Ministry of Religion Riau Islands Province Hairul, Hairul; Wibisono, Chablullah; Catrayasa, I Wayan
Journal of Multidisciplinary Academic and Practice Studies Vol. 2 No. 3 (2024): August
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v2i3.2384

Abstract

Purpose: This study aimed to analyze the influence of the e-performance assessment system, education, and competence on employee performance, as well as the mediating role of spiritual motivation at the Regional Office of the Ministry of Religion of the Riau Islands Province. Research Methodology: The study involved 104 respondents comprising State Civil Apparatus (PNS and PPPK). Data were collected through surveys and analyzed using the Structural Equation Modeling (SEM) approach with SmartPLS 3.0. Results: The findings show that the e-performance assessment system significantly improves employee performance, whereas education and competence do not. Spiritual motivation has a strong positive impact on performance. Furthermore, the e-performance system, education, and competence significantly influenced spiritual motivation. Mediation analysis indicates that spiritual motivation mediates the relationship between the e-performance system and competence with employee performance, while the mediation of education is positive but insignificant. Conclusions: The e-performance system and competence are key drivers of employee performance when reinforced by spiritual motivation, underscoring the importance of psychological and spiritual factors in public-sector performance. Limitations: This study was limited to one regional office and a relatively small sample size, which may affect the generalizability of the findings. Contribution: This research enriches the public sector performance management literature by integrating spiritual motivation as a mediating factor. This study provides insights for policymakers to design e-performance systems that not only strengthen competence but also foster spirituality, thereby enhancing sustainable employee performance.
The influence of communication, coordination, and bureaucratic leadership style in the planning, research, and development agency through interpersonal perception on the job satisfaction of regional apparatus employees in the Riau Islands Provincial Government Ngaliman, Ngaliman; Rahima, Sri; Catrayasa, I Wayan
Journal of Multidisciplinary Academic and Practice Studies Vol. 2 No. 4 (2024): November
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/jomaps.v2i4.2497

Abstract

Purpose: This study analyzes the influence of motivation, organizational commitment, and workload on job satisfaction of regional officials with competency as an intervening variable in the Riau Islands Province Regional Financial and Asset Agency. In 2023, 11,380 files (49.26 %) experienced delays in processing from SPP to SP2D for 3 – 10 days. Research Methodology: A quantitative approach with census sampling of 105 employees was used. Data were collected through questionnaires with a five-point Likert scale and analyzed using PLS-SEM (SmartPLS 4) to assess validity, reliability, and structural relationships. Results: Using primary data from 143 employees, this study found that motivation has no direct significant effect on job satisfaction. In contrast, motivation, commitment, and workload significantly influence competence, highlighting the importance of motivation in improving employee performance. Competence has also been proven to be a significant mediator between motivation, commitment, and workload on job satisfaction. Conclusions: Employee satisfaction is strongly shaped by effective communication and leadership, supported by positive interpersonal perceptions, whereas coordination contributes weakly. Limitations: This study focused only on one government agency with cross-sectional data, limiting generalization and temporal analysis. Contribution: This study highlights the mediating role of interpersonal perception, offering practical insights for strengthening communication and leadership to enhance satisfaction in public institutions.
Co-Authors ANGGRAENI, Poppy Dewi Chablullah Wibisono Eko Haryanto Hairul Hairul Indrawan, Muhammad Gita INDRAYANI INDRAYANI Khairil Khairil Lie, Lie MARDIANTO, Asnan Muliyanto, Muliyanto Ngaliman, Ngaliman Rahima, Sri Ramli Ramli Satriawan, Bambang SIHITE, Riduan