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All Journal JPNM : Jurnal Pustaka Nusantara Multidisiplin Journal of Management Research and Studies Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Brilliant International Journal of Management and Tourism
Muchlis Mas'ud
Unknown Affiliation
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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Influence Free Cash Flow and Growth Opportunity against Company Values with leverage as a Variable Intervening Agostinho Pinto Soares; Muchlis Mas'ud; Alfiana
Journal of Management Research and Studies Vol. 1 No. 2: July - December (2023)
Publisher : Optima Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61665/jmrs.v1i2.41

Abstract

The purpose of this research is to test and analyze the effect free cash flow and growth opportunities to company value with leverage as a variable intervening in textile and garment companies on the IDX in the 2019-2022 period. In this study the approach used by researchers is quantitative research and uses statistical formulas to help analyze the data and facts obtained. This data collection uses secondary data which can be taken from the Textile and Garment Sector companies listed on the IDX in the 2019-2022 period. The research model used ispath analysis. Data processing path analysis using program assistance IBM SPSS Statistics 25. The research results conclude Free Cash Flow not able to affect the value of the company (PBV), Free Cash Flow able to influence Leverage (THE), Growth opportunity (PER) is able to affect the value of the company (PBV), Growth opportunity (PER) is not able to influence leverage (THE), Leverage (DER) is not able to affect the value of the company (PBV), Leverage (DER) is not able to mediate the relationship between free cash flow to firm value (PBV), Leverage (DER) is not able to mediate the relationship between Growth Opportunity (PER) to firm value (PBV).
Analysis of the Effect of Competency and Transformational Leadership on Employee Performance with Quality of Work Life as a Mediating Variable Diana Oktafarina; Muchlis Mas'ud
Journal of Management Research and Studies Vol. 2 No. 2: July - December (2024)
Publisher : Optima Science

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Abstract

The research aims to determine the effect of competency and transformational leadership on employee performance with quality work life as a mediating variable. This research was conducted on employees who handle the procurement of goods/services within the Probolinggo City Government. The population in this research as a whole is employees from departments, agencies, divisions, sub-districts, sub-districts, schools, hospitals and health centers within the Probolinggo City Government, totaling 190 people. The sample population was 100 people. Data analysis in order to test the hypothesis in this study used Smart PLS 3.2.9. Based on the results of the data analysis that has been carried out, it can be concluded as follows: good competence is able to encourage an increase in the quality of work life, good transformational leadership is able to encourage an increase in the quality of work life, good competence is able to encourage an increase in employee performance, good transformational leadership is able to encouraging increased employee performance, good quality of work life is able to encourage increased employee performance, good quality of work life is able to mediate the influence of competence on employee performance.
The Influence of Individual Characteristics and Ethical Behavior on Employee Performance Mediated by Organizational Commitment Nyimas Fitri Yulianingrum; Muchlis Mas'ud; Survival
Journal of Management Research and Studies Vol. 2 No. 2: July - December (2024)
Publisher : Optima Science

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Abstract

This study aims to obtain empirical evidence of the influence of individual characteristics and ethical behavior on employee performance mediated by organizational commitment. The population in this study were all employees of the Regional Secretariat of Probolinggo City, totaling 147 people. The determination of the number of samples using the Slovin formula, which is 96 people. The data analysis technique used in this study is Partial Least Square-Structural Equation Modeling (PLS-SEM) using smartPLS software version 4.0. The results of the study indicate that better individual characteristics can encourage increased employee performance. Better individual characteristics can encourage increased organizational commitment. Better ethical behavior can encourage increased employee performance. Better ethical behavior can encourage increased organizational commitment. Higher organizational commitment can encourage increased employee performance. Organizational commitment plays a role in mediating part of the influence of individual characteristics on employee performance. Organizational commitment plays a role in mediating part of the influence of ethical behavior on employee performance.
The Influence of Performance Assessment System and Self-Efficacy on Organizational Performance with Work Motivation as an Intervening Variable : A Study at the Malang Raya Primary Tax Service Office Rizki Yudi Prakoso; Muryati Muryati; Muchlis Mas'ud
Brilliant International Journal Of Management And Tourism Vol. 5 No. 2 (2025): June : Brilliant International Journal Of Management And Tourism
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/bijmt.v5i2.4424

Abstract

The purpose of this study is to analyze and empirically test the effect of performance appraisal system and self-efficacy on organizational performance with work motivation as an intervening variable. This study was designed to test and explain the causal relationship between variables, both directly and indirectly. The population in this study were all account representatives at the Malang Raya Pratama Tax Service Office with a total of 120 people. The determination of the number of samples for this study used the Slovin formula, which was 92 people. The determination of sampling was based on proportionate random sampling. The inferential statistical method used to analyze this study was Partial Least Square and using SmartPLS version 4. The results showed that the performance appraisal system was unable to play a role in improving organizational performance. Self-efficacy was able to play a role in improving organizational performance. Work motivation was able to play a role in improving organizational performance. The performance appraisal system was able to play a role in improving work motivation. Self-efficacy was able to play a role in improving work motivation. Work motivation was able to mediate the relationship between the performance appraisal system and organizational performance. Work motivation can mediate the relationship between self-efficacy and organizational performance.
ANALISIS PENGARUH BIG FIVE PERSONALITY DAN TAMBAHAN PENGHASILAN PEGAWAI (TPP) PADA KINERJA PEGAWAI DENGAN VARIABEL MEDIASI EMPLOYEE ENGAGEMENT: (STUDI PADA PEGAWAI DINAS PERTANIAN DAN KETAHANAN PANGAN KOTA PASURUAN) Ristian Mawaddah; Muchlis Mas'ud; Sodik
Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Vol. 3 No. 6 (2025): Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi
Publisher : Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi

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Abstract

Latar belakang dari penelitian ini dilandasi dengan pentingnya karakter kepribadian dan insentif finansial dalam mendorong keterlibatan serta kinerja pegawai dalam era digitalisasi layanan publik. Penelitian ini memiliki tujuan untuk menganalisis pengaruh dari Big Five Personality dan tambahan penghasilan pegawai terhadap kinerja, serta peran mediasi employee engagement pada pegawai Dinas Pertanian dan Ketahanan Pangan Kota Pasuruan. Metode yang digunakan yaitu pendekatan kuantitatif dengan metode survei terhadap 71 responden. Instrumen penelitian ini berupa kuesioner yang mencakup variabel Big Five Personality, tambahan penghasilan pegawai, employee engagement, dan kinerja pegawai. Data dianalisis menggunakan model Structural Equation Modeling (SEM) dengan bantuan perangkat lunak SmartPLS. Hasil analisis menunjukkan bahwa baik Big Five Personality maupun tambahan penghasilan pegawai, memiliki pengaruh positif dan signifikan terhadap kinerja pegawai, serta terhadap employee engagement. Selain itu, employee engagement juga terbukti memediasi secara signifikan hubungan antara Big Five Personality dan kinerja, serta antara tambahan penghasilan pegawai dan kinerja. Temuan ini menegaskan bahwa kepribadian positif dan kompensasi yang adil tidak hanya berdampak langsung pada kinerja karyawan, namun juga dapat memperkuat keterlibatan emosional pegawai dalam organisasi. Oleh karena itu, sangat penting halnya bagi manajemen untuk mengembangkan karakter pegawai dan sistem insentif yang transparan untuk meningkatkan performa kerja secara menyeluruh.
PENGARUH KEPEMIMPINAN ETIS DAN KETERLIBATAN PEGAWAI TERHADAP INNOVATIVE WORK BEHAVIOR YANG DIMEDIASI KOMITMEN ORGANISASIONAL (Studi pada Dinas Perhubungan Kota Pasuruan) Hansya Vadianto; Survival; Muchlis Mas'ud
JPNM Jurnal Pustaka Nusantara Multidisiplin Vol. 3 No. 4 (2025): December : Jurnal Pustaka Nusantara Multidisiplin (ACCEPTED)
Publisher : SM Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59945/jpnm.v3i4.815

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan etis dan keterlibatan pegawai terhadap innovative work behavior yang dimediasi oleh komitmen organisasional pada Dinas Perhubungan Kota Pasuruan. Jenis penelitian ini adalah kuantitatif eksplanatori dengan pendekatan ex post facto. Populasi penelitian mencakup seluruh pegawai Dinas Perhubungan Kota Pasuruan sebanyak 53 orang, terdiri dari 47 PNS dan 6 P3K, dengan teknik pengambilan sampel menggunakan sampling jenuh. Pengumpulan data dilakukan melalui angket dan dokumentasi, kemudian dianalisis menggunakan metode Partial Least Square – Structural Equation Modeling (PLS-SEM) melalui aplikasi SmartPLS. Hasil penelitian menunjukkan bahwa (1) kepemimpinan etis berpengaruh positif dan signifikan terhadap innovative work behavior, namun tidak berpengaruh signifikan terhadap komitmen organisasional; (2) keterlibatan pegawai berpengaruh positif dan signifikan terhadap komitmen organisasional dan innovative work behavior; (3) komitmen organisasional berpengaruh positif dan signifikan terhadap innovative work behavior; (4) komitmen organisasional tidak memediasi pengaruh kepemimpinan etis terhadap innovative work behavior; dan (5) komitmen organisasional memediasi sebagian pengaruh keterlibatan pegawai terhadap innovative work behavior. Temuan ini menegaskan bahwa keterlibatan pegawai merupakan faktor utama yang mendorong perilaku kerja inovatif melalui peningkatan komitmen terhadap organisasi.
Co-Authors Agostinho Pinto Soares Alfiana Diana Oktafarina Hansya Vadianto Muryati Muryati Nyimas Fitri Yulianingrum Ristian Mawaddah Rizki Yudi Prakoso Sodik Survival