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All Journal At-Tarbawi : Jurnal Pendidikan, Sosial dan Kebudayaan Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Ekonomi Bisnis Antartika Jurnal Manajemen dan Administrasi Antartika
Amas Lahat, Mohammad
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Economics, Econometrics & Finance Education Social Sciences Other

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Methods of Almsgivinggiving Movement in Kalisapu community by Kawit An-Nur International Boarding School Tazali, Imam; Amas Lahat, Mohammad; Ma'ruf, Amar; Fortuna Zulfa, Puspa; Maksum, Maksum; Verawati, Ellya
At-Tarbawi: Jurnal Pendidikan, Sosial dan Kebudayaan Vol 10 No 1 (2023): At-Tarbawi: Jurnal Pendidikan, Sosial dan Kebudayaan
Publisher : the Faculty of Education and Teacher Training of the Institut Agama Islam Negeri (IAIN) Langsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32505/tarbawi.v10i1.5819

Abstract

Almsgiving is a teaching of Islam, which when done will be rewarded, even Allah SWT promises to increase His favor. However, the phenomenon seen in the Kalisapu community, they still think that by issuing zakat, the wealth will decrease and run out. Therefore, Pondok Modern International Boarding School has a role in providing an understanding of Islamic Education, especially in giving almsgiving. The purpose of this study was to provide an understanding of the application of the almsgiving method to the people of Kalisapu Slawi Tegal. This research uses a qualitative approach. By interviewing respondents. The results of the study provide findings that the application of the almsgiving method is able to stimulate the community to have a sense of humanitarian concern for others actively. With this, the community consciously and unconsciously has been sensitive to the state of the environment by increasing the attitude of generosity and actively participating in religious activities.
Pengaruh Kompetensi dan Disiplin Kerja Terhadap Kinerja Karyawan PT PLN Enjiniring Jakarta Ariyanti Rumodar, Riza; Amas Lahat, Mohammad
Jurnal Ekonomi Bisnis Antartika Vol. 3 No. 1 (2025): Juni
Publisher : Antartika Media Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70052/jeba.v3i1.471

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kompetensi dan disiplin kerja terhadap kinerja karyawan pada PT. PLN Enjiniring Jakarta dengan menggunakan pendekatan kuantitatif, jumlah sampel yang digunakan dalam penelitian adalah 67 orang karyawan PT PLN Enjiniring Jakarta. Teknik pengumpulan data yang digunakan adalah teknik kuesioner. Teknik analisis data yang digunakan adalah regresi linear berganda, uji asumsi klasik, uji t, uji f dan koefisien determinasi. Berdasarkan hasil analisis menggunakan uji t dapat diketahui bahwa variabel independen yaitu kompetensi (X1) secara parsial berpengaruh secara positif dan signifikan terhadap variabel dependen (Y) yaitu kinerja karyawan, hasil pengujian variabel disiplin kerja (X2) menunjukkan secara parsial berpengaruh secara positif dan signifikan terhadap variabel dependen kinerja karyawan (Y). Kemudian hasil analisis menggunakan uji F dapat diketahui bahwa variabel independen kompetensi (X1) dan disiplin kerja (X2) secara bersama-sama berpengaruh signifikan terhadap variabel dependen yaitu kinerja karyawan (Y). Hasil analisis menggunakan koefisien determinasi diketahui bahwa 60,7% kinerja karyawan dipengaruhi oleh kompetensi dan disiplin kerja. Sedangkan sisanya 39,3% dipengaruhi oleh variabel lain yang tidak terdapat dalam penelitian ini.   This study aims to determine the effect of competence and work discipline  on employee performance at PT. PLN Enjiniring Jakarta by using a quantitative approach, The number of samples used in the study was 67 employees of PT PLN Enjiniring Jakarta. The data collection technique used is a questionnaire technique. The data analysis technique used is multiple linear regression, classical assumption test, t test, f test and the coefficient of determination. Based on the results of the analysis using the t test, it can be seen that the independent variable, namely competence (X1), partially has a positive and significant effect on the dependent variable (Y), namely employee performance. The results of testing the work discipline variable (X2) partially has a positive and significant effect on the dependent variable (Y), namely employee performance. Then the results of the analysis using the F test can be seen that the independent variables competence (X1) and work discipline (X2) together have a significant effect on the dependent variable, namely employee performance (Y). The results of the analysis using the coefficient of determination show that 60,7% of employee performance is influenced by competence and work discipline. While the remaining 39,3% is influenced by other variables not included in this study.
Pengaruh Motivasi Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan Bagian Perjalanan SETJEN DPR-RI Novitasari, Sella; Amas Lahat, Mohammad
Jurnal Ekonomi Bisnis Antartika Vol. 3 No. 1 (2025): Juni
Publisher : Antartika Media Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70052/jeba.v3i1.550

Abstract

Kinerja karyawan merupakan aspek yang menjadi sangat signifikan pada suatu perusahaan maupun instansi. Motivasi kerja dan Disiplin kerja memiliki peran penting untuk menentukan kinerja yang optimal. Tujuan adanya penelitian ini untuk menilai ada atau tidaknya motivasi kerja dan disiplin kerja berpengaruh terhadap kinerja karyawan di Bagian Perjalanan SETJEN DPR-RI. Riset ini mempergunakan metode kuantitatif dan mempergunakan model regresi linear berganda. Populasi dan sampel yaitu 35 orang melibatkan seluruh karyawan Bagian Perjalanan SETJEN DPR-RI. Teknik pemilihan sampel yang dipergunakan yaitu nonprobability sampling dengan menggunakan metode sampling jenuh. Hasil riset menunjukkan bahwa motivasi kerja secara parsial berpengaruh positif dan signifikan sebesar 12,8% pada kinerja karyawan dengan nilai signifikansi 0,004 < 0,05, sedangkan disiplin kerja secara parsial berpengaruh positif dan signifikan sebesar 50,6% pada kinerja karyawan dengan nilai signifikansi 0,000 < 0,05 Motivasi kerja dan disiplin kerja secara simultan juga berpengaruh positif dan signifikan sebesar 61,2% pada kinerja karyawan, dengan nilai signifikansi 0,000 < 0,05 dan uji determinasi simultan menunjukkan nilai Adjusted R square sebesar 0,612. Sebagai hasilnya, motivasi kerja dan disiplin kerja secara bersama-sama mempengaruhi kinerja karyawan sebesar 61,2%, sementara sisanya dipengaruhi variabel lain.   Employee performance is an aspect that becomes very significant in a company or agency. Work motivation and work discipline have an important role in determining optimal performance. The purpose of this study is to assess whether or not work motivation and work discipline affect employee performance in the Travel Section of the DPR-RI Secretariat General. This research utilizes quantitative methods and uses multiple linear regression models. The population and sample of 35 people involved all employees of the Travel Section of the DPR-RI Secretariat General. The sample selection technique used was nonprobability sampling using the saturated sampling method. The results showed that work motivation partially had a positive and significant effect of 12.8% on employee performance with a significance value of 0.004 < 0.05, while work discipline partially had a positive and significant effect of 50.6% on employee performance with a significance value of 0.000 < 0.05 Work motivation and work discipline simultaneously also had a positive and significant effect of 61.2% on employee performance, with a significance value of 0.000 < 0.05 and the simultaneous determination test showed an Adjusted R square value of 0.612. As a result, work motivation and work discipline together affect employee performance by 61.2%, while the rest is influenced by other variables.
Pengaruh Pengembangan Karir dan Kompensasi Terhadap Loyalitas Karyawan PT. AMS Lestari, Lita; Amas Lahat, Mohammad
Jurnal Manajemen dan Administrasi Antartika Vol. 1 No. 3 (2024): Juli 2024
Publisher : Antartika Media Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70052/juma.v1i3.474

Abstract

Penelitian ini dilaksanakan di PT AMS Jl. Kemang Raya No. 7 Mampang Prapatan Jakarta Selatan yang bergerak dalam pengelolaan gedung dan bangunan. Tujuan penelitian ini adalah untuk mengetahui Pengaruh Pengembangan Karir dan Kompensasi Terhadap Loyalitas Karyawan di PT AMS baik itu secara parsial maupun simultan. Populasi dalam penelitian ini merupakan karyawan PT AMS yang berjumlah 40 orang. Sampel ditentukan dengan teknik Non-Probability Sampling menggunakan sampel jenuh dengan jumlah sampel 40 orang. Metode analisis data yang digunakan adalah kuantitatif statistik dan data diolah dengan menggunakan bantuan software IBM SPSS statistics V.20. Hasil penelitian menunjukkan bahwa pengembangan karir (X1) berpengaruh positif dan signifikan secara parsial terhadap loyalitas karyawan (Y), sementara kompensasi (X2) tidak memiliki pengaruh signifikan. Secara simultan, pengembangan karir (X1) dan kompensasi (X2) berpengaruh positif dan signifikan terhadap loyalitas karyawan. Hasil koefisien determinasi sebesar 0,329 menunjukkan bahwa pengembangan karir (X1) dan kompensasi (X2) secara keseluruhan memberikan pengaruh positif dan signifikan terhadap loyalitas karyawan sebesar 32,9%, sedangkan sisanya 67,1% dipengaruhi oleh variabel yang tidak diteliti dalam penelitian ini.   This study was conducted at PT AMS, located at Jl. Kemang Raya No. 7, Mampang Prapatan, South Jakarta, which operates in building management. The purpose of this research is to examine the influence of career development and compensation on employee loyalty at PT AMS, both partially and simultaneously. The population of the study consists of 40 employees of PT AMS. The sample was determined using Non-Probability Sampling with a saturated sample technique, totaling 40 respondents. The data analysis method employed is quantitative statistics, and the data were processed using IBM SPSS Statistics V.20 software. The results indicate that career development (X1) has a positive and significant partial influence on employee loyalty (Y), while compensation (X2) does not have a significant impact. Simultaneously, career development (X1) and compensation (X2) have a positive and significant influence on employee loyalty. The coefficient of determination result of 0.329 shows that career development (X1) and compensation (X2) collectively have a positive and significant influence on employee loyalty by 32.9%, while the remaining 67.1% is influenced by variables not examined in this study.
The Impact of Organizational Culture, Work Environment, and Wage Levels on Employee Performance in SMEs in Indonesia Amas Lahat, Mohammad; Sabil, Sabil; ., Rosento; Suratriadi, Panji; Sari Marthanti, Amas
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.v5i4.3222

Abstract

This study aims to analyze the impact of Organizational Culture, Work Environment, and Wage Level on Employee Performance in Small and Medium Enterprises (SMEs) in Indonesia. The research method used was quantitative with data analysis using Partial Least Squares (PLS) version 3.0.The number of respondents was 170 from SME employees in Indonesia. The analysis shows that Organizational Culture has a strong positive influence on Employee Performance with a T-statistical value of 6.527 and a P value of 0.000, which indicates a very high statistical significance. The Work Environment was also proven to have a positive influence on Employee Performance with a T-statistical value of 4.478 and a P value of 0.000, which showed very high statistical significance, The relationship between Wage Level and Employee Performance showed weaker results with a T-statistical value of 1.776 and a P value of 0.076. This indicates that this relationship is not statistically significant at the conventional level of significance. Keywords: Organizational Culture, Work Environment, Wage LevelThe analysis shows that Organizational Culture has a strong positive influence on Employee Performance with a T-statistical value of 6.527 and a P value of 0.000, which indicates a very high statistical significance. The Work Environment was also proven to have a positive influence on Employee Performance with a T-statistical value of 4.478 and a P value of 0.000, which showed very high statistical significance, The relationship between Wage Level and Employee Performance showed weaker results with a T-statistical value of 1.776 and a P value of 0.076. This indicates that this relationship is not statistically significant at the conventional level of significance.
Co-Authors ., Rosento Ariyanti Rumodar, Riza Ellya Verawati Fortuna Zulfa, Puspa Lestari, Lita Ma'ruf, Amar Maksum Maksum Novitasari, Sella Panji Suratriadi sabil sabil, sabil Sari Marthanti, Amas Tazali, Imam