Garuda - Garba Rujukan Digital

The Effect of Training and Incentives on Work Motivation Which Implicates Employee Performances in the Regional Disaster Management Agency Office Merangin Regency Pantun Bukit; Osrita Hapsara; Jondri Jondri
Greenation International Journal of Economics and Accounting Vol. 1 No. 2 (2023): (GIJEA) Greenation International Journal of Economics and Accounting (June 2023
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v1i2.69

The purpose of this study is to obtain an overview of training, incentives, work motivation, and employee performance at the Regional Disaster Management Agency Office of the Merangin Regency. To find out the direct and indirect effects of training and incentives on employee motivation at the Regional Disaster Management Agency Office of Merangin Regency. To determine the effect of work motivation on employee performance at the Regional Disaster Management Agency Office of Merangin Regency. To determine the effect of training and incentives through work motivation on employee performance. The type of data obtained in this study were quantitative data sourced from primary data by conducting research and questionnaires, secondary data were obtained by reading, studying, and understanding literature and library books or data from agencies related to the research. In this study, the object of the research was employees at the Regional Disaster Management Agency Office in Merangin Regency. Training and incentives simultaneously affect the motivation of employees of the Regency Regional Disaster Management Agency. Partial training has a positive and significant effect on motivation. Incentives partially have a negative and significant impact on motivation. Training and incentives simultaneously have a significant effect on the performance of employees of the Regency Regional Disaster Management Agency. Partial training has a significant effect on performance. While incentives partially have no significant effect on performance. Motivation partially has a significant effect on performance. Training and incentives together have a significant effect on motivation (Y) and performance.

The Influence of Workload, Work Environment on Turnover Intention through Motivation in PT. Jambi Planning Commerce Citra Andawari; M. Zahari; Osrita Hapsara
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 1 (2024): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i1.3255

The purpose of this study is to examine the impact of workload and work environment on turnover intention in employees at PT. Jambi Planning Commerce, with motivation acting as a mediating variable. This study uses descriptive and verification methodology, using a quantitative approach. Questionnaires were used to collect data from 52 permanent employees of PT. Jambi Planning Commerce. SPSS version 29.0 was used to conduct statistical analysis, which includes multiple regression and path analysis. The objective was to investigate the direct and indirect impacts of workload and work environment on turnover intention, mediated by motivation. The results show that the number of workers and working conditions have a large and favourable impact on motivation and the likelihood of leaving the job. More precisely, the direct impact of workload on motivation accounts for 17.9% of the overall effect, while the indirect impact accounts for 18.1%. The work environment has a direct impact of 26.1% and an indirect impact of 18.1% on motivation. Collectively, these characteristics explained 80.2% of the variability in motivation. In addition, the level of work assigned and the conditions under which work is performed have a significant impact on the desire to leave the job, accounting for 25.8% and 18.8% of the effect, respectively. In addition, there is an indirect effect of 18.4% each, which results in a cumulative effect of 81.4%. Motivation plays an important role in turnover intention, accounting for 75.9% of the variation.

The Influence of Leadership Style and Work Facilities on Discipline and Its Impact on Employee Performance M. Aris; M. Zahari; Osrita Hapsara
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 1 (2024): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i1.3270

The purpose of this study is to: 1) Find out the leadership style of regional employees, work facilities and follow-up to describe discipline with performance; 2) The purpose of this study is to test the direct and indirect influence of leadership style and work facilities on employee discipline; 3) This study was developed with the aim of testing how leadership style and work facilities affect employee performance both directly and indirectly; 4) The influence of discipline on employee performance; 5) Testing Leadership Style and Work Facilities on Employee Performance (Through Discipline). This study was conducted at the Regional Finance and Asset Agency of Tanjung Jabung Barat Regency, Jambi Province, Indonesia, with a research sample of 88. This analysis method uses the Path Analysis tool, and hypothesis testing uses the F test & t test using SPSS - V.22. Findings from the analysis; 1) Very good status in leadership style and work facilities, very good / very high in discipline practices and employee performance; 2) Discipline is influenced by leadership style and work facilities directly or indirectly. Simultaneously, the results of the significance test show that leadership style and work facilities affect discipline; 3) The results of the hypothesis testing are also known simultaneously to show that leadership style and work facilities have a significant influence on employee performance. Likewise, partially, leadership style and work facilities have a significant influence on employee performance; 4) Discipline has a significant influence on employee performance; and 5) Leadership style and work facilities through discipline affect employee performance.

The Influence of Placement and Competency on Motivation and Its Implications for the Performance of Bhayangkara Hospital Jambi Employees Rahma Agustina; M. Zahari; Osrita Hapsara
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 1 (2024): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i1.3299

This research aims to find out and analyzeThe influence of placement and competency on motivation and its implications for the performance of Bhayangkara Hospital Jambi employees. This type of research uses descriptive and verification research. The object of this research is the 93 employees of Bhayangkara Hospital Jambi. This research uses the path analysis method (Path Analysis). Based on the results of the questionnaire regarding the placement of the score, it is 10,872 which is included in the "Very Suitable" category. Then the description of the competency variable shows that it is included in the "Very High" category with a total score of 17,297. Then to describe the motivation variable, it shows that the score obtained was 7,419 which is included in the "High" category. Meanwhile, the description of employee performance variables shows that the score obtained was 10,857 in the "Very High" category. Based on the research results, placement and competency directly and indirectly influence motivation, placement and competency directly and indirectly influence employee performance, motivation influences employee performance. Then placement and competency through motivation have an influence on the performance of Bhayangkara Jambi hospital employees.

The Influence of Facilities and Capabilities through Work Commitment on Employee Performance in the Pasar District of Jambi City Yunita Wijayanti Jumady; Pantun Bukit; Osrita Hapsara
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 3 (2025): Dinasti International Journal of Education Management and Social Science (Febru
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i3.4057

This study aims to identify and understand the overview of work facilities, work capabilities, work commitment, and employee performance in the Pasar District of Jambi City. Additionally, it seeks to examine and analyze the influence of work facilities and work capabilities on employee performance, both directly and indirectly through employee commitment in the Pasar District of Jambi City. The research was conducted in the Pasar District of Jambi City, which consists of one district office and four sub-district offices. The total population comprises 68 employees as of 2023. This study employs a saturated sampling technique, where all members of the population are used as the sample. A quantitative approach was applied, utilizing a survey method and data analysis through Partial Least Squares (PLS). The results indicate that work facilities and work capabilities positively and significantly affect employee performance both directly and indirectly through work commitment. Likewise, work commitment directly has a positive and significant impact on performance. This means that if the available work facilities support employee comfort and effectiveness in carrying out their tasks, coupled with strong capabilities to perform their duties smoothly and achieve established goals, it not only directly enhances employee performance but also strengthens their commitment to the organization.

The Effect of Training and Incentives on Work Motivation Which Implicates Employee Performances in the Regional Disaster Management Agency Office Merangin Regency Pantun Bukit; Osrita Hapsara; Jondri Jondri
Greenation International Journal of Economics and Accounting Vol. 1 No. 2 (2023): (GIJEA) Greenation International Journal of Economics and Accounting (June 2023
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v1i2.69

The purpose of this study is to obtain an overview of training, incentives, work motivation, and employee performance at the Regional Disaster Management Agency Office of the Merangin Regency. To find out the direct and indirect effects of training and incentives on employee motivation at the Regional Disaster Management Agency Office of Merangin Regency. To determine the effect of work motivation on employee performance at the Regional Disaster Management Agency Office of Merangin Regency. To determine the effect of training and incentives through work motivation on employee performance. The type of data obtained in this study were quantitative data sourced from primary data by conducting research and questionnaires, secondary data were obtained by reading, studying, and understanding literature and library books or data from agencies related to the research. In this study, the object of the research was employees at the Regional Disaster Management Agency Office in Merangin Regency. Training and incentives simultaneously affect the motivation of employees of the Regency Regional Disaster Management Agency. Partial training has a positive and significant effect on motivation. Incentives partially have a negative and significant impact on motivation. Training and incentives simultaneously have a significant effect on the performance of employees of the Regency Regional Disaster Management Agency. Partial training has a significant effect on performance. While incentives partially have no significant effect on performance. Motivation partially has a significant effect on performance. Training and incentives together have a significant effect on motivation (Y) and performance.

The Effect of Training and Placement Through Motivation on Employee Performance at Bank Jambi Muara Bulian Branch Office Fitriadi Darussalam; M. Zahari; Osrita Hapsara
Siber International Journal of Digital Business (SIJDB) Vol. 3 No. 3 (2026): (SIJDB) Siber International Journal of Digital Business (January - March 2026)
Publisher : Siber Nusantara Review & Yayasan Sinergi Inovasi Bersama (SIBER)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/sijdb.v3i3.338

Improving the quality of human resources through appropriate training and placement of employees according to competencies can boost work motivation and ultimately improve employee performance. This research was conducted at Bank Jambi's Muara Bulian Branch Office. The aim was to analyze the effect of training and placement on employee performance, with work motivation as a mediating variable. The population in this study was all 84 employees of Bank Jambi's Muara Bulian Branch Office. Given the relatively small population, the sampling technique used was a census, with the entire population as respondents. The research method used was quantitative with a descriptive and verification approach. Data collection was conducted using a Likert-scale questionnaire, while data analysis used path analysis to test the direct and indirect effects between variables. The results showed that training and placement had a positive and significant effect on work motivation. Furthermore, work motivation had a positive and significant effect on employee performance. Training and placement also had a positive and significant effect on employee performance, both directly and indirectly through work motivation. Thus, work motivation was proven to act as a mediating variable in the relationship between training and placement on employee performance. These findings indicate that improving the quality of training and accurate employee placement requires management's attention in efforts to sustainably improve employee performance.

The Influence of Transformational Leadership Style and Compensation on Motivation and Its Impact on Employee Performance at Petrochina International Jabung Ltd Sari Oktriyani; Saiyid Syekh; Osrita Hapsara
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 1 (2025): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i1.5354

The success of a business organization, company, or industry depends on the performance of its employees. Human resources are a crucial factor in achieving company goals, therefore, human resource development planning is a crucial aspect of achieving these goals. This study aims to determine and describe the state or picture of transformational leadership style, compensation, motivation, and employee performance at Petrochina International Jabung Ltd., as well as to determine and analyze the influence of transformational leadership style and compensation on motivation and its impact on employee performance at Petrochina International Jabung Ltd. This study uses descriptive verification research. The PLS analysis method is used. Based on the descriptive analysis of the research variables, the total score for the transformational leadership style was 4096, categorized as good. Furthermore, the compensation variable showed that employee compensation at PetroChina International Jabung Ltd. was good, with a score of 3117. Furthermore, the motivation variable showed a score of 3616, categorized as high. Meanwhile, the employee performance variable showed a score of 2592, categorized as high. The results of the study indicate that transformational leadership style and compensation have a positive and significant influence on employee motivation and performance at PetroChina International Jabung Ltd. The transformational leadership style can increase employee work motivation, which ultimately impacts their performance. Similarly, adequate compensation has been shown to boost employee motivation and directly improve performance. In addition to their direct influence, transformational leadership style and compensation also have an indirect influence on performance through motivation, meaning motivation mediates the relationship between the two on employee performance.

The Influence of Job Characteristics and Compensation on Work Motivation and Its Impact on Employee Performance at Perumdam Tirta Mayang Jambi Bebi Fivanka; M. Zahari; Osrita Hapsara
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 1 (2025): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i1.5444

This study aims to describe job characteristics, compensation, work motivation, and employee performance at PERUMDAM Tirta Mayang Jambi, as well as to analyze the influence of job characteristics and compensation on work motivation and their impact on employee performance. The research employs a quantitative approach using a survey method involving all employees as the population, with the sample determined through proportional stratified random sampling. Primary data were collected through questionnaires measuring variables of job characteristics, compensation, work motivation, and employee performance, while secondary data were obtained from the company’s internal reports. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test both the measurement and structural models. The findings indicate that job characteristics have a positive and significant effect on work motivation and employee performance. Compensation also has a positive and significant effect on work motivation and employee performance. Work motivation is proven to be a significant mediating variable in the relationship between job characteristics and employee performance, as well as between compensation and employee performance. These results emphasize that well-designed jobs and a fair, competitive compensation system can enhance motivation, which in turn drives employee performance.

The Impact of Work Facilities and Motivation Through Discipline on Employee Performance at the Community and Village Empowerment Service, West Tanjung Jabung Regency Sofyan Ali; M. Zahari; Osrita Hapsara
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 1 (2025): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i1.5505

This study aims to analyze the influence of work facilities and motivation through discipline on employee performance at the Community and Village Empowerment Office of West Tanjung Jabung Regency. The problems raised in this study are the still limited work facilities, varying employee motivation due to the uneven distribution of Additional Employee Income (TPP), and employee discipline that is not fully optimal, thus impacting uneven performance achievements. This study uses a quantitative approach with a survey method. Data were collected by distributing questionnaires to 51 respondents who are employees at the Community and Village Empowerment Service of West Tanjung Jabung Regency. Data analysis was carried out using validity, reliability, regression, and path analysis tests to examine the direct and indirect effects between variables. The results of the study indicate that (1) work facilities have a positive effect on employee discipline and performance; (2) motivation has a positive effect on employee discipline and performance, (3) work discipline has a positive effect on employee performance, and (4) work facilities and motivation have an indirect effect on employee performance through discipline. Thus, improving adequate work facilities, providing fair motivation, and consistently enforcing discipline will have a significant impact on improving employee performance.

Title

Found 18 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 18 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 18 Documents
Search