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<![CDATA[PENGARUH KEPEMIMPINAN, MUTASI DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PADA KANTOR PELAYANAN PAJAK PRATAMA BANTUL ]]>
<![CDATA[Fachrudin , Much]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Manajemen Akuntansi Indonesia Vol 2 No 1 (2024): Jurnal Riset Manajemen Akuntansi Indonesia ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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DOI: 10.32477/jrima.v2i1.875
<![CDATA[The problem in this study is that the performance of employees has not been maximized, which can be seen from the non-achievement of the tax revenue target at the Bantul Primary Tax Service Office (KPP) in 2019 to 2021 (especially the achievement of the Account Representative target in 2021). This study aims to analyze the effect of Leadership, Mutation and Work Environment on Employee Performance at KPP Pratama Bantul. The population in this study were all employees who were still actively working at the Bantul Primary Tax Service Office, totaling 94 employees. The sample in this study (purposive sampling) is Account Representative employees, namely employees with the main task and function of collecting tax revenue. The data used in this study are quantitative data types that can be measured or calculated directly. This study uses data analysis techniques in the form of statistical calculations using SPSS software. The results of this study indicate that Leadership, Mutation and Work Environment have a positive and significant influence on employee performance at KPP Pratama Bantul. The results of hypothesis testing show that the three independent variables have a positive and significant effect on the independent variable. The greater the Leadership, Mutation and Work Environment provided by the Organization, the more employee performance will increase.]]>
<![CDATA[ANALISIS JUMLAH KEBUTUHAN PEGAWAI BERDASARKAN PENGUKURAN BEBAN KERJA PADA RUPBASAN KELAS II WATES ]]>
<![CDATA[Muryanti, Dwi]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Manajemen Akuntansi Indonesia Vol 2 No 2 (2024): Jurnal Riset Manajemen Akuntansi Indonesia ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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DOI: 10.32477/jrima.v2i2.982
<![CDATA[Civil servants (PNS) are required to work professionally. However, in reality, the expected professionalism has not been fully realized. The main reason is that there is a mismatch between the competence of the employee and their position. Likewise, the distribution of civil servants at this time still does not refer to the actual needs of the organization, it means that it is not based on the existing workload. The accumulation of employees is other units without a clear job and the deficiency of employees in other units is a clear example of this problem. This study aims to determine the condition of the workload, the number of employee needs based on the results of the workload analysis and the efforts that the organization can do to optimize the Human Resources in Rupbasan Kelas II Wates. This research used descriptive qualitative method. Based on the study of documents and the results of the analysis of research data, it shows that the workload conditions in the Rupbasan Kelas II Wates are very high (overload capacity) and the number of employee needs currently 9 (nine) employees. Some efforts to optimize existing human resources by training, utilizing the information and technology, providing supporting facilities, providing employee rewards, performance evaluation and comparative studies (benchmarks).]]>
<![CDATA[PENGARUH SELF EFFICACY DAN READINESS TO CHANGE TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI PEMEDIATOR DI LINGKUNGAN PEMERINTAH DAERAH KABUPATEN KEBUMEN ]]>
<![CDATA[Pranoto, Sutoto]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Manajemen Akuntansi Indonesia Vol 2 No 3 (2024): Jurnal Riset Manajemen Akuntansi Indonesia ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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DOI: 10.32477/jrima.v2i3.1044
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh self efficacy dan readiness to change terhadap kinerja pegawai pada Dinas Komunikasi dan Informasi Kabupaten Kebumen yang dimediasi oleh motivasi kerja. Populasi penelitian adalah seluruh pegawai pada Dinas Komunikasi dan Informasi Kabupaten Kebumen baik yang berstatus PNS mau pun honorer yang berjumlah 84 orang. Metode pengambilan sampel menggunakan sampel jenuh yaitu dengan mengambil semua populasi menjadi sampel. Analisis data menggunakan regresi linier berganda untuk mengetahui pengaruh variabel self efficacy dan readiness to change terhadap kinerja pegawai baik secara langsung maupun secara tidak langsung. Hasil penelitian membuktikan terdapat pengaruh self efficacy dan readiness to change terhadap motivasi kerja pegawai baik secara parsial maupun simultan. Penelitian ini juga membuktikan bahwa self-efficacy dan readiness to change berpengaruh baik secara parsial maupun simultan terhadap kinerja pegawai pada Dinas Komunikasi dan Informasi Kabupaten Kebumen. Selain berpengaruh secara langsung terhadap kinerja pegawai, variabel self efficacy dan readiness to change juga berpengaruh secara tidak langsung terhadap kinerja pegawai melalui motivasi kerja. Tetapi motivasi kerja tidak mampu memediasi atau meningkatkan pengaruh variabel self efficacy dan readiness to change terhadap kinerja pegawai. This research aims to determine the influence of self-efficacy and readiness to change on employee performance at the Kebumen Regency Communication and Information Service which is mediated by work motivation. The research population was all employees at the Kebumen Regency Communication and Information Service, both with civil servant and honorary status, totaling 84 people. The sampling method uses a saturated sample, namely by taking the entire population as a sample. Data analysis uses multiple linear regression to determine the influence of self-efficacy and readiness to change variables on employee performance both directly and indirectly. The research results prove that there is an influence of self-efficacy and readiness to change on employee work motivation, both partially and simultaneously. This research also proves that self-efficacy and readiness to change influence both partially and simultaneously the performance of employees at the Kebumen Regency Communication and Information Service. Apart from having a direct effect on employee performance, the self-efficacy and readiness to change variables also have an indirect effect on employee performance through work motivation. However, work motivation is unable to mediate or increase the influence of self-efficacy and readiness to change variables on employee performance.]]>
<![CDATA[PENGARUH MOTIVASI, KOMPETENSI, DAN KOMPENSASI TERHADAP KINERJA PEGAWAI KPP PRATAMA BANTUL ]]>
<![CDATA[Sadewo, Bambang]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Akuntansi dan Bisnis Indonesia STIE Widya Wiwaha Vol 4 No 1 (2024): Jurnal Riset Akuntansi dan Bisnis Indonesia ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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DOI: 10.32477/jrabi.v4i1.947
<![CDATA[This study aims to analyze the effect of motivation, competency and compensation on the performance of the Primary Tax Office of Bantul Pratama employees partially and simultaneously. The method used in this study is a quantitative method, where data collection uses a questionnaire. The sample in this study amounted to 35 employees consisting of Account Representatives and Functional Tax Auditors from a total population of 94 employees. The validity test which shows the statements in this study are valid, while the reliability test using Cronbach's Alpha is stated to be reliable. This study uses multiple linear regression analysis. The results of the analysis show that each of the variables, namely motivation, competence, and compensation partially have a positive and significant effect on performance, as well as these three variables motivation, competence, and compensation together have a significant and influence on the Performance of KPP Pratama Bantul Employees. The coefficient of determination obtained in this study is 0.747, meaning that the performance variable is influenced by motivation, competence and compensation of 74.70% so that the remaining 25.30% is influenced by other variables.]]>
<![CDATA[Analysis of The Relationship Between Minimum Wage Policy, Distribution of Job Availability, Household Spending Behavior and Welfare Level in Indonesia ]]>
<![CDATA[Rusman, Hedar]]>;
<![CDATA[Sihombing, Dina Agnesia]]>;
<![CDATA[Assery, Syeh]]>;
<![CDATA[Osman, Isnawati]]>;
<![CDATA[Sinaga, Victor Lamboy]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 4 No. 4 (2024): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v4i4.14452
<![CDATA[Tujuan dari penelitian ini adalah untuk menganalisis dampak kenaikan upah minimum terhadap kesejahteraan rumah tangga pekerja. Peneliti melakukan analisis empiris melalui survei terhadap pekerja di beberapa kota di Indonesia. Hasil dari penelitian menunjukkan bahwa kenaikan upah minimum secara signifikan mengurangi ketimpangan pendapatan, terutama di kalangan pekerja formal. Upah minimum membantu mempersempit kesenjangan antara pekerja dengan upah terendah dan pekerja dengan penghasilan lebih tinggi. Namun, dampak dari kenaikan upah minimum ini tidak merata, pekerja informal adalah pihak yang teridentifikasi sering tidak merasakan manfaatnya yaitu semakin lebarnya kesenjangan antara pekerja formal dan informal. Oleh karena itu, untuk memastikan manfaat yang adil dan mengatasi ketimpangan pendapatan secara lebih luas, peneliti menyarankan pada pemerintah agar menyusun kebijakan yang lebih komprehensif serta merumuskan regulasi terkait peningkatan investasi baik dari dalam dan luar negeri.]]>
<![CDATA[PENGARUH ANALISIS JABATAN, PEMBERIAN BENEFIT DAN PERENCANAAN KARIR TERHADAP KINERJA PEGAWAI KPP PRATAMA BANTUL ]]>
<![CDATA[Efendi, Nurman]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Mahasiswa Vol. 2 No. 1 (2024): Jurnal Riset Mahasiswa ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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<![CDATA[This study aims to: 1) analyze the effect of job analysis, provision of benefits and partial career planning on the performance of Pratama Bantul Tax Office employees, and 2) analyze the effect of job analysis, provision of benefits and career planning jointly (simultaneously) on employee performance Bantul Pratama Tax Office. The research method used was survey research and variables were measured using a Likert scale. The method of data collection was carried out using a questionnaire. The research was conducted using a purposive sample of 40 (forty) employees with Account Representative (AR) positions from a total population of 94 (ninety four) people and the analysis technique of this study used multiple linear regression with data processing using SPSS software.The results of the study stated that each variable, namely job analysis, benefit provision and career planning partially had a positive and significant effect on performance, so did the three job analysis variables, benefit provision and career planning together had a significant and significant effect on KPP Pratama Employee Performance Bantul. The coefficient of determination obtained in this study is 0.769, meaning that the performance variable is influenced by job analysis, benefit provision and career planning by 76.90%.]]>
<![CDATA[EVALUASI KINERJA PETUGAS PELAYANAN SANTUNAN KEMATIAN DI BAGIAN KESRA SETDA KOTA MAGELANG ]]>
<![CDATA[Negara, Fendi Kusuma]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Mahasiswa Vol. 2 No. 2 (2024): Jurnal Riset Mahasiswa ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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<![CDATA[Penelitian ini bertujuan untuk meningkatkan kinerja petugas pelayanan santunan kematian Bagian Kesra Setda Kota Megelang. Penelitian dilakukan bulan Desember 2021. Jenis penelitian deskriptif kualitatif. Teknik pengumpulan data wawancara. Teknik analisis data Interactive Model of Analysis. Hasil penelitian menunjukkan bahwa: 1) Kinerja petugas pelayanan pelayanan Santunan kematian di Bagian Kesra Setda Kota Magelang saat ini belum maksimal disebabkan masih masih terjadi beberapa kendala yaitu seperti terlalu banyak persyaratannya, sehingga memerlukan waktu yang lama bahkan sampai lebih dari satu bulan. Selain itu, verifikasi berkas yang dilakukan oleh pegawai masih terlalu lama sehingga menyebabkan prosespemberian santunan mengalami keterlambatan dan penetapan penerima oleh Wali Kota juga masih lama. 2) Kendala yang dihadapi oleh masyarakat Kota Magelang menunjukkan solusi yang diberikan oleh petugas pelayanan Santunan kematian di Bagian Kesra Setda Kota Magelang kurang maksimal. Hal ini dikarenakan masih terjadi kelamaan dalam proses verifikasi berkas santunan kematian sehingga lambat diterima oleh masyarakat yang mengalami musibah kematian. 3) Upaya untuk meningkatkan kinerja petugas pelayanan santunan kematian di Bagian Kesra Setda Kota Magelang yang diharapkan oleh masyarakat Kota Magelang yaitu meningkatkan kecepatan dalam pelayanan seperti percepatan verifikasi, penyediaan sarana prasarana dan kecepatan dalam pengesahan berkas. Percepatan dalam pelaksanaan pencairan sehingga santunan kematian tersebut dapat dinikmati pada saat prosesi kematian. This study aims to improve the performance of death compensation service officers at the Regional Secretariat of the Megelang City Welfare Section. The research was conducted in December 2021. This type of research is descriptive qualitative. Interview data collection techniques. Data analysis techniques Interactive Model of Analysis. The results of the study indicate that: 1) The performance of death compensation service officers in the Welfare Section of the Regional Secretariat of Magelang City is currently not optimal because there are still some obstacles, such as too many requirements, so it takes a long time even more than one month. In addition, the verification of files carried out by employees is still too long, causing the process of providing compensation to experience delays and the determination of recipients by the Mayor is also still taking a long time. 2) The obstacles faced by the people of Magelang show that the solutions provided by the death compensation service officer at the Welfare Section of the Regional Secretariat of Magelang City are not optimal. This is because it is still happening too late in the process of verifying the death compensation file so that it is slow to be accepted by people who experience death. 3) Efforts to improve the performance of death compensation service officers in the Welfare Section of the Magelang City Secretariat which is expected by the people of Magelang City, namely increasing speed in services such as acceleration of verification, provision of infrastructure and speed in document validation. Acceleration in the implementation of disbursement so that the death compensation can be enjoyed at the time of the death procession.]]>
<![CDATA[PENGARUH KOMPENSASI DAN KOMITMEN ORGANISASI SERTA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI BAPAS KELAS I YOGYAKARTA ]]>
<![CDATA[Handoyo, Tri]]>;
<![CDATA[Assery, Syeh]]>
<![CDATA[ Jurnal Riset Mahasiswa Vol. 2 No. 3 (2024): Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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<![CDATA[Kinerja yang baik tidak terlepas dari beberapa faktor diantaranya adalah Kompensasi. Komitmen pegawai dipengaruhi oleh gaya kepemimpinan seorang pemimpin dalam suatu organisasi. Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh Kompensasi, Kepemimpinan dan Komitmen Organisasi Tehadap Kinerja Pegawai Bapas Kelas I Yogyakarta baik secara parsial maupun simultan. Metode menggunakan kuesioner yang dilaksanakan di Bapas Kelas I Yogyakarta dengan populasi sebanyak 81 orang dan diambil sebagai sampel sebanyak 67 orang. Tehnik pengambilan sampel menggunakan tehnik simpel random sampling. Hasil penelitian menunjukan Kompensasi berpengaruh positif terhadap kinerja Pegawai Bapas Kelas I Yogyakarta.. Komitmen organisasi berpengaruh positif terhadap kinerja Bapas Kelas I Yogyakarta.. Kepemimpinan berpengaruh positif terhadap kinerja Pegawai Bapas Kelas I Yogyakarta. Kompensasi, kepemimpinan dan komitmen organisasi secara bersama- sama berpengaruh positif terhadap terhadap kinerja Pegawai Bapas Kelas I Yogyakarta. Hasil penelitian ini dengan analisis regresi diperoleh persamaan Y = 1,341 + 0,413X1 + 0,307X2 + 0,420X3. Hasil pengujian secara parsial simultan diperoleh hasil f-hitung (160,981) > f-tabel (2,75) sehingga terdapat pengaruh positif antara Kompensasi, Komitmen Organisasi dan Kepemimpinan secara simultan terhadap kinerja. Kompensasi, kepemimpinan dan komitmen organisasi berpengaruh positif terhadap terhadap kinerja Pegawai Bapas Kelas I Yogyakarta.]]>
<![CDATA[GREEN HUMAN RESOURCE MANAGEMENT (GHRM) AND GREEN ENTREPRENEURSHIP (GE): A SIMPLE REVIEW ]]>
<![CDATA[Assery, Syeh]]>;
<![CDATA[Hassanee, Narong]]>;
<![CDATA[Sutrisno, Totok]]>
<![CDATA[ Prosiding Seminar Nasional dan Call Paper STIE Widya Wiwaha Vol 2 No 1 (2023): Prosiding Seminar International dan Call Paper STIE Widya Wiwaha ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha ]]>
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DOI: 10.32477/semnas.v2i1.898
<![CDATA[Introduction/Main Objectives: This research is aimed to explore the publication related with Green Human Resource Management (GHRM) and Green Entrepreneurship (GE) in Scopus Database. Background Problems: Many previous studies have studied GHRM and GE, but most have studied them separately or in connection with various other concepts.. Novelty: The novelty of this paper explain about GHRM and GE use simple review. Research Methods: This research method uses SIMPLE, a systematic information for manuscript preparation and literature elaboration proposed by the researcher. Simple analysis is performed to obtain the results. Finding/Results: The results found that GHRM article 88, GE article 48 found, GHRM and GE article 1 found. Conclusion: GHRM positively affected GE. Future research is needed to find better results using SLR and bibliometric analysis.]]>
<![CDATA[Meningkatkan Disiplin Kerja Pegawai dengan Motivasi Sebagai Variabel Mediasi (Studi Kasus Inspektorat Badan Pusat Statistik) ]]>
<![CDATA[Tannady, Hendy]]>;
<![CDATA[Hamdany, Mohammad Azharie]]>;
<![CDATA[Anggreni, Made Ayu]]>;
<![CDATA[Assery, Syeh]]>;
<![CDATA[Sofyanty, Devy]]>;
<![CDATA[Anantadjaya, Samuel PD]]>;
<![CDATA[Nawangwulan, Irma M]]>;
<![CDATA[Jayanto, Imam]]>
<![CDATA[ Jurnal Kewarganegaraan Vol 6 No 2 (2022): Desember 2022 ]]>
Publisher : <![CDATA[UNIVERSITAS PGRI YOGYAKARTA ]]>
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DOI: 10.31316/jk.v6i2.3612
<![CDATA[AbstrakDalam mewujudkan atau mencapai tujuan organisasi sangat dipengaruhi oleh pegawainya. Kedisiplinan pada pegawai menjadi salah satu faktor yang mempengaruhi hasil kinerja yang maksimal sehingga organisasi mampu mencapai tujuannya. Jika sebuah organisasi memiliki pegawai tanpa adanya dukungan kedisiplinan yang baik, maka organisasi akan menjadi sulit dalam mewujudkan tujuan yang ingin dicapai. Penelitian bertujuan untuk menguji dan menganalisis hubungan pengaruh antara system kompensasi berbasis kinerja, motivasi kerja dan disiplin kerja. Penelitian juga menguji dan menganalisis pengaruh system kompensasi berbasis kinerja terhadap disiplin kerja yang dimediasi oleh motivasi kerja. Hasil penelitian menunjukkan bahwa system kompensasi berbasis kinerja berpengaruh positif dan signifikan terhadap disiplin kerja dan motivasi kerja. Motivasi kerja juga mampu memediasi hubungan antara sistem kompensasi berbasis kinerja dan disiplin kerja pada pegawai di unit Inspektorat Badan Pusat Statistik.Kata Kunci: system kompensasi berbasis kinerja, motivasi kerja, disiplin kerja, badan pusat statistik AbstractIn realizing or achieving organizational goals, it is strongly influenced by its employees. Discipline in employees is one of the factors that affect maximum performance results so that the organization is able to achieve its goals. If an organization has employees without good disciplinary support, then the organization will be difficult in realizing the goals to be achieved. The study aims to test and analyze the relationship between performance-based compensation systems, work motivation and work discipline. The study also tested and analyzed the effect of performance-based compensation systems on work discipline mediated by work motivation. The results showed that the performance-based compensation system has a positive and significant effect on work discipline and work motivation. Work motivation is also able to mediate the relationship between the performance-based compensation system and work discipline in employees in the Inspectorate unit of the Central Statistics Agency.Keywords: performance-based compensation system, work motivation, work discipline, central statistics agency]]>
