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All Journal JURNAL LENTERA BISNIS Jurnal Manajemen Bisnis Jurnal Kebijakan Pembangunan JURNAL PEMERINTAHAN POLITIK ANGGARAN DAN ADMINISTRASI PUBLIK
Likewati, Wa Ode
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences Other

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PENGARUH BUDAYA ORGANISASI DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI PADA DINAS KEBUDAYAAN DAN KEPARIWISATAAN Harun, Salmah; Andriyan, Yoga; Budi, Rosdinaman; Likewati, Wa Ode
JURNAL PEMERINTAHAN, POLITIK ANGGARAN DAN ADIMINSTRASI PUBLIK Vol 3 No 2 (2023): JURNAL PEMERINTAHAN POLITIK ANGGARAN DAN ADMINISTRASI PUBLIK
Publisher : Universitas Pendidikan Muhammadiyah Sorong

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36232/jppadap.v3i2.5808

Abstract

Penelitian ini diharapkan mampu menganalisis pengaruh budaya organisasi dan motivasi kerja terhadap kinerja pegawai pada Dinas Kebudayaan dan Pariwisata Provinsi Sulawesi Selatan. Jenis penelitian yang digunakan adalah analisis kuantitatif, yaitu penulis menggambarakan hasil observasi dan menganalisis data-data yang diperoleh di lapangan dengan menggunakan analisis Uji Validitas, Realibilitas, Uji Asumsi Klasik dan regresi linear berganda. Berdasarkan hasil penelitian, secara parsial variabel budaya organisasi dan motivasi kerja berpengaruh positif dan signifikan terhadap kinerja tenaga ahli etnosentris terutama pada kinerja yang dapat dilihat dari disiplin yang tinggi dalam menjalankan tugas, efektivitas kerja, serta kreatifitasnya. Secara parsial variabel budaya organisasi dan motivasi kerja berpengaruh positif dan tidak signifikan terhadap kinerja tenaga ahli polisentris variabel yang memberi kontribus paling besar terhadap terbentuknya kinerja tenaga ahli dapat dilihat dari kemampuan beradaptasi terhadap suatu pekerjaan tinggi. Budaya organisasi merupakan faktor dominan berpengaruh terhadap kinerja tenaga ahli etnosentris pada Dinas Kebudayaan dan Kepariwisataan Provinsi Sulawesi Selatan. Secara umum, hasil penelitian menunjukkan bahwa tenaga ahli Etnosentris lebih berpengaruh terhadap kinerja baik dari segi budaya maupun motivasi kerja di bandingkan dengan tenaga ahli Polisentris yang hanya berpengaruh kecil terhadap kinerja pegawai pada Dinas Kebudayaan dan Kepariwisataan Provinsi Sulawesi Selatan.
Strategi Meningkatkan Retensi Guru di Sekolah Terpencil di Kabupaten Sorong Nursalim; Marzuki, Ismail; Likewati, Wa Ode; Witdianti, Yeni; Rokhima, Nur; Maran, Yohanes Laba
Jurnal Kebijakan Pembangunan Vol 20 No 1 (2025): JURNAL KEBIJAKAN PEMBANGUNAN VOL.20 NO.1 JUNI 2025
Publisher : Badan Riset dan Inovasi Daerah Provinsi Kalimantan Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47441/jkp.v20i1.410

Abstract

Keberadaan guru di wilayah terpencil masih menjadi masalah pendidikan yang berakibat pada terkendalanya pembelajaran di wilayah Kabupaten Sorong Papua Barat Daya. Tujuan penelitian ini yaitu untuk menjelaskan strategi meningkatkan retensi guru di daerah terpencil di Kabupaten Sorong. Penelitian menggunakan metode deskriptif kualitatif. Data penelitian berupa data bahasa (kutipan yang bersumber dari hasil wawancara, dan dokumentasi) yang merepresentasikan keberadaan guru di daerah terpencil. Sumber data dalam penelitian ini adalah guru dan kepala sekolah terpencil, Dinas Pendidikan Kabupaten Sorong, Anggota DPR, Pengawas dan dokumen kebijakan pemerataan guru. Teknik pengambilan data menggunakan wawancara, dan dokumentasi. Teknik analisis menggunakan model Miles, Huberman dan Saldana. Hasil penelitian menunjukkan bahwa, strategi meningkatkan retensi guru di daerah terpencil di Kabupaten Sorong yaitu dengan meningkatkan infrastruktur dan fasilitas sekolah, mengoptimalisasi pemanfaatan guru local termasuk pemberian insentif khusus, menguatkan peran pimpinan di sekolah dan menguatkan system monitoring dan evaluasi kerja. Strategi pemerataan guru di daerah terpencil perlu ditinjau kembali agar berdampak positif untuk kemajuan pendidikan di Kabupaten Sorong.
PENGARUH FASILITAS KERJA, KOMITMEN ORGANISASI DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI NEGERI SIPIL DINAS LINGKUNGAN HIDUP, KEHUTANAN DAN PERTANAHAN PROPINSI PAPUA BARAT DAYA Kanan, Yosep; Irwan, Andi; Likewati, Wa Ode
JURNAL LENTERA BISNIS Vol. 15 No. 1 (2026): JURNAL LENTERA BISNIS, JANUARI 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i1.2067

Abstract

This study aims to analyze the influence of work facilities, organizational commitment, and organizational culture on the performance of civil servants at the DLHKP of Southwest Papua Province. This study uses a quantitative approach with a causal associative research type. The research sample consisted of 64 civil servants determined using the census method. Data were analyzed through descriptive analysis, classical assumption tests, multiple linear regression analysis, t-tests, F-tests, coefficient of determination (R²) tests, and Effective Contributions (SE) and Relative Contributions. The results of the study indicate that partially work facilities have a positive but insignificant effect on civil servant performance with a calculated t value of 1.999 and a significance of 0.050, while organizational commitment has a positive and significant effect with a calculated t value of 5.414 and a significance of <0.001. Meanwhile, organizational culture has a positive but insignificant effect on civil servant performance with a calculated t value of 1.729 and a significance of 0.089. Simultaneously, the three independent variables have a significant effect on civil servant performance with a calculated F value of 22.093 and a significance of <0.001. The coefficient of determination (R²) value of 0.525 indicates that 52.5% of the variation in civil servant performance can be explained by work facilities, organizational commitment, and organizational culture, with organizational commitment as the most dominant variable. The effective contribution (SE) to the dependent variable (Y) is obtained from the variables Organizational Commitment (X₂) of 34.1%, Organizational Culture (X₃) of 9.8%. and Work Facilities (X₁) of 8.6%. The relative contribution (SR) of Organizational Commitment (X₂) is 64.9%, followed by Organizational Culture (X₃) of 18.8%, and Work Facilities (X₁) of 16.3%.
PENGARUH MOTIVASI DAN KOMPETENSI TERHADAP PENINGKATAN KINERJA PEGAWAI PADA SEKRETARIAT KOMISI PEMILIHAN UMUM DAERAH (KPUD) KABUPATEN SORONG PAPUA BARAT DAYA Musad, Fadila Bin; Komber, Mervin I.S.; Likewati, Wa Ode
JURNAL LENTERA BISNIS Vol. 15 No. 1 (2026): JURNAL LENTERA BISNIS, JANUARI 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i1.2105

Abstract

This study aims to analyze the influence of motivation and competence on employee performance improvement at the Secretariat of the Regional General Election Commission (KPUD) of Sorong Regency, Southwest Papua. The research employs a quantitative approach using questionnaires distributed to 73 employees. Regression analysis results show that motivation and competence simultaneously have a significant effect on employee performance, with a coefficient of determination of 95.2%. However, partially, only the competence variable has a positive and significant effect, while motivation does not significantly affect employee performance. These findings also indicate that competence is the most dominant factor in improving the performance of KPUD Sorong Regency employees. The limitations of the study lie in the scope of the object and variables studied, suggesting that further research with a broader model and additional variables is necessary for more comprehensive results. This study recommends strengthening employee training and competency development programs as the main priority to support organizational performance improvement.
Leadership Style and Work Motivation on Job Satisfaction: A Study on The State Civil Apparatus of The Southwest Papua Province Maruapey, Rifai; Likewati, Wa Ode; Sadipun Komber, Mervin Irian; Munzir, Munzir
Manajemen Bisnis Vol. 16 No. 01 (2026): April
Publisher : Universitas muhammadiyah malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/mb.v16i01.44034

Abstract

This study seeks to examine the impact of leadership style and work motivation on the job satisfaction of Civil Servants (ASN) at the Department of Manpower, Transmigration, Energy, and Mineral Resources of Southwest Papua Province. The main problem addressed is the low level of job satisfaction among civil servants, which is suspected of being influenced by leadership style and work motivation. This research uses a quantitative approach with a survey method involving 35 ASN as respondents. The research instrument was a questionnaire tested for validity and reliability, and data were analyzed using multiple linear regression with SPSS. The results indicate that, simultaneously, leadership style and work motivation significantly affect ASN job satisfaction (R² = 0.948; F = 292.512; sig. 0.000). However, only work motivation has a significant partial effect, while leadership style does not. The conclusion is that work motivation is the most dominant factor in improving ASN job satisfaction. It is recommended that the institution prioritize strengthening work motivation to sustainably enhance performance.
Competency Enhancement and Effective Communication as Drivers of Organizational Performance: An Application of the Work Competence Theory Agustha Sagrim, Golda; Anwar, Vebby; Likewati, Wa Ode; Munzir, Munzir
Manajemen Bisnis Vol. 16 No. 01 (2026): April
Publisher : Universitas muhammadiyah malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/mb.v16i01.44036

Abstract

This article explores the impacts of competency enhancement strategies and effective communication on organisational performance by applying the Theory of Work Competence. The research aims to analyse both the direct and indirect influence of improving work competence and effective communication in an organisational setting. A quantitative approach was employed, utilising questionnaires distributed to organisational employees, and data was analysed using multiple linear regression. The findings indicate that both competency enhancement strategies and effective communication have a significant positive effect on organisational performance, both individually and simultaneously. Employees who possess more competence and engage in effective communication demonstrate improved performance, contributing to the achievement of organisational goals. The study concludes that developing work competencies and fostering effective communication are key drivers of organisational success. It is recommended that organisations implement continuous training programmes and establish open communication channels to sustain and further enhance their performance. Future research should consider additional factors, such as leadership style and organisational culture, to provide a more comprehensive understanding of performance improvementss.
Co-Authors Agustha Sagrim, Golda Andi Irwan Andriyan, Yoga Anwar, Vebby Budi, Rosdinaman Harun, Salmah Kanan, Yosep Komber, Mervin I.S. Maran, Yohanes Laba Maruapey, Rifai Munzir Munzir, Munzir Musad, Fadila Bin Nurwijayanti Rokhima, Nur Sadipun Komber, Mervin Irian Syamsiar, Syamsiar Witdianti, Yeni