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All Journal Indonesian Journal of Business and Entrepreneurship (IJBE) Journal of Humanities and Social Studies Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Pengabdian Masyarakat Nusantara International Journal of Management Science and Information Technology (IJMSIT)
Arninda, Arninda
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Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences

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The Influence of Work Life Balance and Burnout on Job Satisfaction Among Civil Servants at the Gang Sehat Community Health Center in Pontianak City Saputra, Riski Alfiandi; Arninda, Arninda
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 9, No 2. (2025): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v9i2.12688

Abstract

This study aims to explore the influence of Work-Life Balance and Burnout on Job Satisfaction among Civil Servants (PNS) at the UPT Puskesmas Gang Sehat, Pontianak City. Using a quantitative approach and associative method, data was collected through the distribution of questionnaires to 38 civil servants at the health center, along with in-depth interviews with the Head of Administration. Multiple linear regression analysis showed that Work-Life Balance has a significant positive effect on Job Satisfaction. This indicates that the better the balance between work and personal life, the higher the level of job satisfaction among employees. Conversely, Burnout showed a non-significant negative effect on Job Satisfaction. The results of the simultaneous test (F-test) indicated that both variables, Work-Life Balance and Burnout, simultaneously have a significant effect on Job Satisfaction. These findings emphasize the importance of attention to work-life balance among employees, which has been shown to enhance job satisfaction. Meanwhile, Burnout, although it affects performance, does not significantly contribute to job satisfaction in the context of this study. This research provides insights for Puskesmas management to consider implementing policies that support work-life balance among employees as part of efforts to improve job satisfaction and productivity.
The Influence of Employee Engagement and Normative Commitment on Organizational Citizenship Behavior Of Civil Servants at the Forest Area and Environmental Management Office Regional III Pontianak Madina, Madina; Arninda, Arninda
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 9, No 2. (2025): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v9i2.12679

Abstract

This study aims to examine the influence of Employee Engagement and Normative Commitment on Organizational Citizenship Behavior (OCB) among Civil Servants at the forest area and environmental management office regional III Pontianak. The underlying phenomenon of this study is the high level of absenteeism associated with poor work discipline, as well as how Employee Engagement and Normative Commitment can influence positive additional behavior beyond employees' formal duties. This study uses a quantitative approach with data obtained through interviews and the distribution of questionnaires to all employees in the office. The population in this study consists of 36 civil servants at the forest area and environmental management office regional III Pontianak. The sampling technique used was saturated sampling, where all members of the population were included in the sample. The analysis methods used were multiple linear regression, double correlation coefficient analysis (R), coefficient of determination, simultaneous test (F-test), and partial test (t-test). The results of the study indicate that Employee Engagement and Normative Commitment have a strong relationship with Organizational Citizenship Behavior. The F-test results show that Employee Engagement and Normative Commitment have a significant simultaneous effect on OCB. The t-test results show that Employee Engagement and Normative Commitment partially have a positive and significant effect on Organizational Citizenship Behavior (Y). Based on the results of this study, it is recommended that organizations focus on increasing Employee Engagement and strengthening Normative Commitment to create positive behavior that has a direct impact on performance and harmony within the organization. 
The Effect of Person-Organization Fit and Job Satisfaction on the Organizational Commitment of Civil Servants in the Education and Culture Department of Melawi Regency Agustista, Pirda; Arninda, Arninda
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 9, No 2. (2025): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v9i2.12693

Abstract

This study analyzes the relationship between Person-Organization Fit and Job Satisfaction on Organizational Commitment among Civil Servants at the Education and Culture Office of Melawi Regency. The phenomenon of increased employee absenteeism and violations of office regulations reflects a low level of organizational commitment. The aim of this research is to identify factors influencing organizational commitment, with Person-Organization Fit and Job Satisfaction as independent variables. The method used is an associative study with data collection techniques through interviews and questionnaires. The respondents of this study are all civil servants, selected using a saturated sampling technique, totaling 46 participants. Data analysis was performed using multiple linear regression to determine the relationship between variables. The F-test results show that Person-Organization Fit and Job Satisfaction have a significant simultaneous effect on Organizational Commitment. The t-test results indicate that Person-Organization Fit has a positive and significant effect on Organizational Commitment, while Job Satisfaction does not have a significant effect on Organizational Commitment. The coefficient of determination shows that Person-Organization Fit and Job Satisfaction contribute 42% to Organizational Commitment, while the remaining percentage is influenced by other factors. This study recommends that employees should better understand the organizational culture and improve their commitment to their work. Furthermore, evaluating workloads and implementing transparent promotion processes can enhance employee motivation and commitment. Additionally, future research could expand by exploring other factors influencing organizational commitment and employing diverse research methodologies to provide more comprehensive insights.
The Impact of Employee Engagement and Perceived Organizational Support on Job Satisfaction of Employees at Pt Perkebunan Nusantara IV Regional V Kebun Gunung Meliau in Sanggau Regency Ulpa, Ulpa; Arninda, Arninda
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 9, No 2. (2025): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v9i2.12674

Abstract

This study aims to analyze the influence of Employee Engagement and Perceived Organizational Support on employee job satisfaction at PT Perkebunan Nusantara IV Region V Kebun Gunung Meliau. The underlying phenomenon of this study is the high level of employee absenteeism and dissatisfaction that affects work performance and discipline, as reflected in fluctuations in CPO production and an increase in disciplinary violations over the past three years. This study employs a quantitative method with an associative approach, where data was collected through interviews and the distribution of questionnaires involving 108 employees. Data analysis techniques include instrument testing (validity and reliability), classical assumption tests (normality, linearity, multicollinearity), and multiple linear regression to determine the influence of independent variables on dependent variables. The results of the study indicate that Employee Engagement and Perceived Organizational Support have a positive and significant influence on job satisfaction, both partially and simultaneously. This positive influence indicates that the level of employee engagement and the support provided by the organization play an important role in enhancing job satisfaction in this company. This study suggests that the company should enhance employee engagement programs and strengthen organizational support to improve job satisfaction, reduce absenteeism, and improve overall performance.
The Influence of Employee Engagement and Career Development on the Organizational Commitment Of Civil Servants at the UPTD Puskesmas Sungai Ambawang Kevin, Kevin; Arninda, Arninda
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 9, No 2. (2025): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v9i2.12687

Abstract

Organizational commitment is a crucial factor for the effectiveness and stability of public service institutions, especially in the health sector. However, disciplinary violations, fluctuations in absenteeism, and low employee engagement indicate that there needs to be more attention to the factors that influence organizational commitment. This study aims to examine the influence of employee engagement and career development on organizational commitment among civil servants at UPTD Puskesmas Sungai Ambawang. This research uses a quantitative approach with an associative design. Data were collected through distributing questionnaires to all civil servants at the Puskesmas. The analysis was conducted with validity, reliability, classical assumption test, and multiple linear regression, as well as simultaneous and partial tests. The results showed that Employee Engagement (X1) and Career Development (X2) have a positive and significant influence on Organizational Commitment (Y) both simultaneously and partially. This research contributes by examining the influence of work engagement and career development on organizational commitment in the public health sector, which is still limited in the existing literature. The findings provide a basis for policy makers in designing better human resource management strategies.
The Influence of Self-Efficacy and Employee Engagement on the Organizational Citizenship Behavior (OCB) of Civil Servants at the Office of Women's Empowerment and Child Protection in West Kalimantan Rizma, Alda; Arninda, Arninda
Dinasti International Journal of Economics, Finance & Accounting Vol. 5 No. 4 (2024): Dinasti International Journal of Economics, Finance & Accounting (September - O
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v5i4.3020

Abstract

This research aims to understand the relationship between self-efficacy (X1) and employee engagement (X2) on organizational citizenship behavior (OCB) (Y). The sample in this study consists of 40 respondents who are employees at the Office of Women's Empowerment and Child Protection in West Kalimantan. The analysis methods used in this study include multiple regression analysis, correlation coefficient, determination coefficient, simultaneous test (F test), and partial test (t test). Based on multiple regression analysis, the regression equation is Y = 1.743 + 0.777X1 + 0.731X2. The multiple correlation shows an R value of 0.616, indicating a strong relationship between self-efficacy and employee engagement with OCB in this study. The determination coefficient shows an R² value of 0.380, or 38.0%. This means that the self-efficacy (X1) and employee engagement (X2) variables affect the OCB (Y) variable by 38.0%, while the remaining 62.0% is influenced or determined by other variables. The simultaneous test results show a significant value (sig) of 0.000 < 0.05, indicating that self-efficacy perception and employee engagement simultaneously have a significant effect on organizational citizenship behavior. The partial test results for the self-efficacy (X1), with a t-value of 3.243 > t-table 1.68, indicate a significant effect of the self-efficacy (X1) on organizational citizenship behavior (Y). Meanwhile, the employee engagement (X2), with a t-value of 2.026 > t-table 1.68, indicates that the employee engagement (X2) has a significant partial effect on the organizational citizenship behavior (Y).
Penguatan Kelompok Tuna Rungu Gerkatin Kalbar Melalui Pelatihan Digital Marketing Untuk Inklusi Digital Arninda, Arninda; Putri Agustini, Syarifah; Istikoma, Istikoma; Aditya Saputra, Rangga; Aliya Supandih, Fathia; Roni, Roni
Jurnal Pengabdian Masyarakat Nusantara (JPMN) Vol. 5 No. 2 (2025): Agustus 2025 - Januari 2026
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jpmn.v5i2.6098

Abstract

The Community Partnership Program (PKM) aims to strengthen the capacity of the West Kalimantan Gerkatin disability group through digital marketing training to support inclusive digital transformation. Implemented by the Muhammadiyah University of Pontianak, this activity addresses partner issues related to weak financial management and limited access to digital marketing. Solutions provided include training in financial management, product photography, social media marketing, AI-based copywriting, and assistance in creating an online store via WooCommerce. On September 13 and 20, 2025, 35 deaf participants participated in the training with the support of a Sign Language Interpreter. As a result, 60% of participants were able to prepare financial reports, 75% understood digital marketing, and 70% produced catalog-worthy product photos and descriptions. The implementation of the program encountered challenges associated with participants’ limited baseline digital literacy; however, these were mitigated through intensive mentoring and the application of accessible, disability-friendly technologies. The program also produced a prototype website for cacatjualan.com and various outputs such as journal articles, media publications, videos, posters, and training materials that support the achievement of activities, particularly poverty alleviation, decent work, inequality reduction, and support for the university's Key Performance Indicators in the field of community service. The impact is seen in improving digital skills, social inclusion, and the economic potential of disability groups.
Co-Authors Aditya Saputra, Rangga Agung Madepo, Mahardika Agustista, Pirda Aliya Supandih, Fathia Alya Supandih, Fathia Andriansyah Andriansyah Archie, Ananda Darusman Darusman Istikoma Istikoma Kevin kevin Kusuma, Haniyyah Lina Budiarti, Lina Madina, Madina Miftahul Sirat, Okta Muhammad Agus Muljanto Munawir Munawir Rizma, Alda Roni, Roni Saputra, Riski Alfiandi Sembiring, Rinawati Seno Hadi Saputro Supandih, Fathia Alya Syarifah Putri Agustini Alkadri Ulpa, Ulpa Utari, Melia