Article Per Year (5 Year)
p-Index From 2021 - 2026
0.778
P-Index
This Author published in this journals
All Journal Journal of Accounting and Finance Management (JAFM) International Journal of Advanced Multidisciplinary Greenation International Journal of Economics and Accounting
Pantun Bukit
Master of Management Program, Batanghari University, Jambi, Indonesia
Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
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

Abstract

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 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): 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

Abstract

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 Competency and Professionalism on Employee Performance Through Career Development at the Jambi District Court Class IA Maria Sitepu; Pantun Bukit; Ali Akbar
Journal of Accounting and Finance Management Vol. 5 No. 3 (2024): Journal of Accounting and Finance Management (July - August 2024)
Publisher : DINASTI RESEARCH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jafm.v5i3.624

Abstract

This research is to describe the competency, professionalism, career development and performance of employees at the Jambi District Court Class IA. From the tests carried out, it was found that career development was influenced by competence and professionalism by 0.384 or if the percentage was 38.4% while the rest was influenced by other variables. Employee performance in this case is also influenced by the competency and professionalism variables of 0.608 or if expressed as a percentage, it is 60.8%. From the results of hypothesis testing, it is known that competence and professionalism have a significant and simultaneous influence on career development and employee performance at the Jambi District Court Class IA. This research concludes that employee competency, professionalism, career development and performance are in competent, high enough, good and high conditions. Apart from that, competence and professionalism have a positive and significant influence on career development in the Jambi State Court Class IA. Likewise, career development has a positive and significant influence on employee performance.
Direct And Indirect Influence Of Career Development And Human Resource Development On Professionality And Its Impact On Personnel Performance At The Jambi Polda Human Resources Bureau Pantun Bukit; Ali Akbar; Leny Kasari Pane
International Journal of Advanced Multidisciplinary Vol. 2 No. 4 (2024): International Journal of Advanced Multidisciplinary (January-March 2024)
Publisher : Greenation Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijam.v2i4.498

Abstract

This research aims to determine and analyze the direct and indirect influence of career coaching and human resource development on professionalism and its impact on personnel performance at the Jambi Regional Police Human Resources Bureau. This is because human resources must receive career coaching and development so as to increase professionalism to encourage increased employee performance. The literature review in this research uses reference sources based on the variables used, namely career coaching, human resource development, professionalism and personnel performance. Where, each variable will be explained definitively, examining dimensions and indicators, as well as the relationship between the variables themselves. The research was conducted using descriptive analysis methods to determine the scale and quantitative analysis (path analysis) based on the research variables used. The research object itself is the Jambi Regional Police Human Resources Bureau with a population and sample of 62 personnel. The research results show that: 1) The total score for the Career Development (X1) and Human Resources Development (X2) variables is in the good category, while the Professionalism (Y) and Personnel Performance (Z) variables are in the High category; 2) The Career Development variable (X1) directly 11.16% and indirectly 17.16% and Human Resources Development (X2) has a direct influence of 23.33% and indirectly 51.65% on Professionalism (Y); 3) The Career Development variable is directly .92% and indirectly 13.98% (X1) and HR Development directly 25% and indirectly 45.9% (X2) has a direct influence on Personnel Performance (Z); 4) The Professionalism Variable (Y) has a direct influence of 33.76% and other factors 66.24% on Personnel Performance (Z); and 5) Career Development (X1), HR Development (X2), and Professionalism (Y) variables have a positive and significant influence on Personnel Performance (Z). Thus, career coaching and human resource development directly and indirectly through professionalism on the performance of personnel at the Jambi Regional Police Human Resources Bureau has a positive and significant effect.
Co-Authors Ali Akbar Jondri Jondri Leny Kasari Pane Maria Sitepu Osrita Hapsara