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Pengaruh Work Family Conflict, Mental Health, Competency Terhadap Performance Wanita Pekerja Ni Wayan Kaweri; Sundjoto Sundjoto; Sri Rahayu; Rifda Fitrianty
COMSERVA : Jurnal Penelitian dan Pengabdian Masyarakat Vol. 4 No. 8 (2024): COMSERVA : Jurnal Penelitian dan Pengabdian Masyarakat
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/comserva.v4i8.2731

Abstract

Penelitian ini menganalisis pengaruh konflik pekerjaan-keluarga (Work Family Conflict), kesehatan mental, dan kompetensi terhadap kinerja pegawai perempuan di Kanwil DJP Jawa Timur I. Dalam era Society 5.0, tuntutan terhadap peran perempuan semakin kompleks, baik dalam pekerjaan maupun keluarga, yang sering kali berdampak negatif pada kinerja dan kesehatan mental mereka. Data dikumpulkan melalui metode kuesioner dengan pendekatan kuantitatif, kemudian dianalisis menggunakan regresi linier berganda. Hasil penelitian menunjukkan bahwa konflik pekerjaan-keluarga memiliki pengaruh negatif yang signifikan terhadap kinerja, sementara kompetensi dan kesehatan mental memiliki pengaruh positif yang signifikan. Studi ini menggarisbawahi pentingnya keseimbangan kehidupan kerja dan dukungan organisasi untuk meningkatkan kinerja pegawai perempuan. Dengan menyediakan kebijakan fleksibilitas dan pelatihan, organisasi dapat menciptakan lingkungan kerja yang produktif sekaligus mendukung kesejahteraan mental.
WORK MOTIVATION AS MEDIATOR: THE DIFFERENTIAL IMPACT OF EMPLOYEE COMPETENCE AND WORK FACILITIES ON EMPLOYEE PERFORMANCE AT KSOP CLASS III TANJUNG PAKIS Setia Indarto; Sri Rahayu; Rifda Fitrianty
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.373

Abstract

Public sector maritime bureaucracies face persistent performance gaps despite substantial infrastructure investments, yet the relative effectiveness of human versus physical resources remains contested. This study examines the differential effects of employee competence and work facilities on employee performance through the mediating mechanism of work motivation at KSOP Class III Tanjung Pakis, Indonesia. Using cross-sectional survey data from all employees and Partial Least Squares Structural Equation Modeling with SmartPLS, the analysis reveals asymmetric pathways: competence significantly influences both work motivation and performance, while work facilities demonstrate non-significant effects on both motivation and performance. Work motivation significantly predicts performance and partially mediates the competence-performance relationship, yet completely fails to mediate the facilities-performance pathway. These findings support a hierarchical resource model wherein personal resources activate motivational processes and directly enhance task execution, whereas contextual resources function merely as baseline hygiene conditions. The study extends Self-Determination Theory and Job Demands-Resources Theory by demonstrating that resource type determines psychological mechanism activation in specialized bureaucratic contexts. Practically, results redirect resource allocation priorities toward competence development over infrastructure expansion, offering empirically grounded guidance for public sector human resource management in developing economies.
ORGANIZATIONAL CULTURE AS THE DOMINANT DRIVER OF EMPLOYEE PERFORMANCE: THE ROLE OF LEADERSHIP STYLE AND THE PARADOX OF WORK MOTIVATION IN INDONESIAN PORT AUTHORITY Eko Subekti Arrohman; Sri Rahayu; Rifda Fitrianty
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.388

Abstract

This study investigates the simultaneous influence of work motivation, leadership style, and organizational culture on employee performance within a public sector maritime institution undergoing structural transformation, specifically at Kantor Kesyahbandaran dan Otoritas Pelabuhan Class III Tanjung Pakis following its elevation from a port administration unit to a full port authority. Using a quantitative explanatory approach, data were collected from all active employees through a structured questionnaire measuring four latent variables with twenty-four indicators on a five-point Likert scale, and Partial Least Squares Structural Equation Modeling was employed to test the hypothesized relationships. The findings reveal a distinct hierarchy among the examined determinants, with organizational culture emerging as the dominant driver of employee performance, leadership style retaining meaningful yet secondary influence, and work motivation demonstrating no significant direct effect, thereby challenging the universal applicability of classical motivation theories in bureaucratic maritime contexts and underscoring the primacy of collective value systems in shaping employee conduct. These results carry important implications for human resource development in public maritime agencies, suggesting that cultural intervention strategies should receive primary emphasis with leadership development oriented toward cultural stewardship rather than isolated behavioral training, while also contributing to organizational behavior scholarship by demonstrating the need for contextual calibration of established theoretical frameworks and identifying a motivation paradox that warrants further investigation through mediating mechanisms and longitudinal designs.
THE MEDIATING ROLE OF WORK DISCIPLINE IN THE RELATIONSHIP BETWEEN EDUCATION LEVEL, COMPETENCY, AND CAREER DEVELOPMENT: EVIDENCE FROM INDONESIAN MARITIME PORT AUTHORITY OFFICERS Siswanto Siswanto; Sri Rahayu; Rifda Fitrianty
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.389

Abstract

This study examines how education level, competency, and work discipline influence career development among maritime port authority officers, with particular emphasis on the mediating role of work discipline. Drawing upon Human Capital Theory and Competency-Based Management framework, the research addresses a significant gap in understanding how behavioral discipline channels human capital investments into tangible career outcomes within technically specialized bureaucracies. Using a quantitative explanatory design with cross-sectional data collection, the study surveyed all employees at KSOP Class III Tanjung Pakis through structured questionnaires measuring four latent variables. Data were analyzed using Partial Least Squares Structural Equation Modeling with bootstrapping mediation analysis. The findings reveal that all three predictors exert significant positive direct effects on career development, with competency emerging as the dominant predictor followed closely by work discipline. Crucially, work discipline significantly mediates the relationships between both education and competency with career advancement, establishing behavioral reliability as the critical nexus connecting human capital potential to organizational rewards. The substantial explanatory power of the integrated model confirms that merit-based career systems in maritime regulatory agencies must transcend credential accumulation and skill possession to encompass disciplined behavioral expression in high-stakes operational environments. These results inform evidence-based policy formulation for civil service reform initiatives emphasizing performance-oriented human resource management in specialized public sector contexts.
THE EFFECT OF MERIT-BASED CAREER DEVELOPMENT ON PROFESSIONALISM AND PERFORMANCE OF CIVIL SERVANTS IN INDONESIAN PORT ADMINISTRATION Zakariyah Ardhi Nugroho; Rifda Fitrianty; Sri Rahayu
Journal Informatic, Education and Management (JIEM) Vol 8 No 2 (2026): AUGUST
Publisher : STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61992/jiem.v8i2.390

Abstract

This study examines the effect of merit-based career development on professionalism and performance of civil servants at the Office of Harbormaster and Port Authority Class III Tanjung Pakis, Indonesia. Using a quantitative associative approach with survey methodology, data were collected from sixty-five civil servants through saturated sampling with structured questionnaires, and direct observation. The research variables consisted of merit-based career development as the independent variable measured through competence, qualification, promotion, performance assessment, and career transparency indicators, and two dependent variables: professionalism measured through work discipline, integrity, responsibility, loyalty, and work ability, and performance measured through work quality, quantity, timeliness, effectiveness, and cooperation. Data analysis employed SmartPLS 4 encompassing validity and reliability testing, classical assumption tests, multiple linear regression, partial t-tests, simultaneous F-tests, and coefficient of determination analysis. The results indicate that merit-based career development exerts a statistically significant positive effect on both professionalism and performance of civil servants in the maritime technical administration context. The findings demonstrate that transparent and competency-based advancement mechanisms create integrated motivational conditions that simultaneously enhance professional identity and drive productive behaviors in safety-critical port operations. This study extends merit system research into an underexplored specialized government agency setting and provides evidence-based guidance for strengthening human resource management practices in Indonesia's maritime governance sector.
Pengaruh Kualitas Pelayanan dan Kepercayaan terhadap Kepuasan Masyarakat dalam Penanganan Pengaduan Publik: Studi Empiris pada Dinas Perhubungan Kabupaten Gresik Onie Iqbal Devantosa; Sri Rahayu; Rifda Fitrianty
Jurnal Bisnis dan Manajemen (JURBISMAN) Vol. 4 No. 2 (2026): Jurnal Bisnis dan Manajemen (JURBISMAN)
Publisher : Penerbit dan Percetakan CV. Picmotiv

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61930/jurbisman.v4i2.1587

Abstract

Penelitian ini bertujuan menguji pengaruh kualitas pelayanan dan kepercayaan terhadap kepuasan masyarakat dalam penanganan pengaduan Penerangan Jalan Umum di Dinas Perhubungan Kabupaten Gresik. Latar belakang penelitian didasari oleh paradoks ketersediaan kanal pengaduan digital yang tidak serta-merta menghasilkan kepuasan, ditandai dengan keluhan berulang mengenai keterlambatan respons dan kerusakan PJU yang tidak kunjung permanen. Dengan pendekatan kuantitatif eksplanatori dan survei cross-sectional, data dikumpulkan dari 150 responden pengadu PJU menggunakan kuesioner berstruktur berbasis dimensi SERVQUAL dan kepercayaan institusional. Analisis regresi linier berganda menunjukkan bahwa kualitas pelayanan dan kepercayaan secara simultan serta parsial berpengaruh positif dan signifikan terhadap kepuasan. Temuan utama menunjukkan kepercayaan memiliki kekuatan prediksi lebih besar dibandingkan kualitas pelayanan, yang mengindikasikan bahwa dalam konteks layanan infrastruktur fisik dengan siklus penanganan panjang, kepuasan lebih ditentukan oleh keyakinan terhadap kapasitas institusional menyelesaikan masalah teknis. Fenomena kepercayaan terkondisi di mana masyarakat percaya pada kehandalan prosedural namun meragukan kehandalan teknis menjadi kontribusi konseptual bagi literatur pelayanan publik daerah.
Kemampuan Mengelola Emosi dan Dorongan Bekerja sebagai Pendorong Prestasi Aparatur di Unit Layanan Kekayaan Negara Ludine Harsanto Elvata; Sri Rahayu; Rifda Fitrianty
Jurnal Bisnis dan Manajemen (JURBISMAN) Vol. 4 No. 2 (2026): Jurnal Bisnis dan Manajemen (JURBISMAN)
Publisher : Penerbit dan Percetakan CV. Picmotiv

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61930/jurbisman.v4i2.1588

Abstract

Kajian ini dilaksanakan guna menguji sejauh mana kemampuan individu dalam mengelola emosi serta dorongan bekerja mampu membentuk prestasi kerja aparatur di unit pelayanan kekayaan negara bagian timur pulau jawa. Permasalahan yang melatarbelakangi timbulnya kajian berpangkal pada gejala menurunnya pencapaian kerja kolektif dan ketidakstabilan ketepatan menyelesaikan tugas serta kehadiran staf dalam kurun waktu terkini. Fenomena tersebut membuka pertanyaan mendasar terkait komponen psikologis yang turut menentukan kualitas pelaksanaan tugas. Pendekatan yang diambil bersifat kuantitatif dengan menyebarkan daftar pertanyaan tertutup kepada aparatur tetap yang dipilih berdasarkan pertimbangan khusus. Instrumen pengukuran mencakup tiga konstruk utama yakni kemampuan mengelola perasaan, dorongan internal dalam bekerja, serta hasil kerja yang diukur menggunakan skala sikap bertingkat. Sebelum digunakan secara luas, alat ukur diuji kecocokan dan kestabilannya. Selanjutnya dilakukan pemeriksaan prasyarat statistik sebelum masuk ke pengujian model prediksi ganda. Temuan menunjukkan bahwa kemampuan mengelola emosi memberikan dampak bermakna terhadap prestasi kerja. Dorongan untuk bekerja secara optimal juga terbukti memberikan kontribusi bermakna dalam membentuk hasil kerja. Kedua konstruk secara simultan mampu menjelaskan perubahan prestasi kerja dengan proporsi besar. Kesimpulan yang dapat ditarik adalah aspek psikologis dan dorongan kerja menjadi pijakan utama dalam mewujudkan aparatur yang produktif di lingkungan birokrasi pelayanan. Rekomendasi yang diajukan mencakup penyediaan pelatihan pengembangan kapasitas personal secara berkelanjutan dan perancangan sistem insentif yang lebih bervariasi.
THE INFLUENCE OF WORKLOAD, WORK ABILITY, AND JOB TRAINING ON EMPLOYEE PERFORMANCE AT PT SUMBER MAS INDAH PLYWOOD IN GRESIK Ahmad Albara Dipayana; Sri Rahayu; Sundjoto; Rifda Fitrianty
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 4 No. 10 (2025): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v4i12.1522

Abstract

This study aims to analyze the effect of Workload, Work Ability, and Job Training on Employee Performance at PT. Sumber Mas Indah Plywood in Gresik. The research employs a quantitative approach with an associative research design. The population of this study consists of all employees of PT. Sumber Mas Indah Plywood in Gresik, while the sample is determined using a purposive sampling technique with a total of 61 respondents who work at the head office. Data collection techniques include questionnaire distribution using a Likert scale and documentation to support the research data. Data analysis techniques comprise data quality testing, classical assumption testing, multiple linear regression analysis, partial testing, simultaneous testing, and coefficient of determination analysis. The results indicate that Workload, Work Ability, and Job Training have a significant effect on Employee Performance, both partially and simultaneously, with Work Ability identified as the dominant variable, and most of the variation in Employee Performance can be explained by these three variables..
THE INFLUENCE OF SELF EFFICACY, KNOWLEDGE SHARING, AND HUMAN RELATIONS ON EMPLOYEE PERFORMANCE AT PT ABDAEL NUSA IN SURABAYA Kadek Dedy Adnyana; Sri Rahayu; Sundjoto; Rifda Fitrianty
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 4 No. 11 (2025): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v5i1.1523

Abstract

This study aims to analyze the effect of Self Efficacy, Knowledge Sharing, and Human Relations on employee performance at PT. Abdael Nusa in Surabaya, both partially and simultaneously. The type of research employed is quantitative research with an associative approach. The population of this study consists of all employees of PT. Abdael Nusa in Surabaya totaling 67 employees, and the entire population was used as the research sample through the census sampling technique. Data collection techniques included questionnaire distribution, documentation, and literature review. The data analysis techniques used comprised data quality testing, classical assumption testing, multiple linear regression analysis, partial testing, simultaneous testing, and coefficient of determination analysis. The results of the study indicate that Self Efficacy partially has a significant effect on employee performance, while Knowledge Sharing and Human Relations partially do not have a significant effect on employee performance. However, simultaneously, Self Efficacy, Knowledge Sharing, and Human Relations have a significant effect on employee performance at PT. Abdael Nusa in Surabaya.
THE INFLUENCE OF GOAL ORIENTATION, FEEDBACK ORIENTATION, AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE AT PT MASABARU GUNAPERSADA IN SURABAYA Tofan Eka Wardhana; Sri Rahayu; Sundjoto; Rifda Fitrianty
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 1 (2025): DECEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18798231

Abstract

This study aims to analyze the effects of Goal Orientation, Feedback Orientation, and Work Environment on employee performance at PT. Masabaru Gunapersada in Surabaya. The research employs a quantitative method with an associative approach. The population of this study consists of all employees of PT. Masabaru Gunapersada in Surabaya, totaling 56 employees, and the entire population is used as the research sample through a census sampling technique. Data collection was conducted by distributing questionnaires using a Likert scale. The data analysis techniques include data quality testing, classical assumption tests, multiple linear regression analysis, partial tests, simultaneous tests, and coefficient of determination analysis, with the assistance of SPSS software. The results show that Goal Orientation and Work Environment partially have a significant effect on employee performance, while Feedback Orientation partially does not have a significant effect on employee performance. Simultaneously, Goal Orientation, Feedback Orientation, and Work Environment have a significant effect on employee performance, with Work Environment being the most dominant variable influencing employee performance at PT. Masabaru Gunapersada in Surabaya.
Co-Authors Ahmad Albara Dipayana Eko Subekti Arrohman Kadek Dedy Adnyana Ludine Harsanto Elvata Ni Wayan Kaweri Onie Iqbal Devantosa Setia Indarto Siswanto Siswanto Sri Rahayu Sundjoto Sundjoto Sundjoto Tofan Eka Wardhana Yudistira Anata Kusuma Zakariyah Ardhi Nugroho