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Permana, Meiki
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Functional Position Equalization and Performance Improvement in Samarinda Government: Penyesuaian Posisi Fungsional dan Peningkatan Kinerja di Pemerintah Kota Samarinda Risdayanti, Risdayanti; Ruliana, Titin; Permana, Meiki
Academia Open Vol. 10 No. 2 (2025): December
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/acopen.10.2025.12756

Abstract

General Background: Bureaucratic reform in Indonesia emphasizes simplifying organizational structures and improving the professionalism of civil servants through the Functional Position Equalization Policy. Specific Background: This policy converts structural positions at echelons III and IV into competency-based functional roles, requiring employees accustomed to hierarchical systems to adapt to performance-based frameworks, influencing motivation and job satisfaction. Knowledge Gap: Despite the implementation of this policy, the Samarinda City Government’s SAKIP rating has remained stagnant at grade B from 2022 to 2023, indicating limited improvement in organizational performance. Aims: This study investigates how the functional position equalization policy affects organizational performance, with work motivation and job satisfaction as mediating variables. Results: Using a quantitative cross-sectional design with data from 118 respondents analyzed via SEM–WarpPLS, findings reveal that the policy significantly enhances performance, with work motivation acting as a full mediator and job satisfaction as a partial mediator. Novelty: The study integrates Herzberg’s Two-Factor Theory to explain how policy-induced structural changes influence psychological factors in public organizations. Implications: Effective implementation of this policy depends on fostering intrinsic motivation and employee satisfaction to optimize public-sector performance transformation. Highlights: Policy reform enhances bureaucracy by shifting from structural to functional roles. Work motivation fully mediates the effect of policy on performance. Herzberg’s theory explains how motivation and satisfaction drive public-sector success. Keywords: Functional Position Equalization, Work Motivation, Job Satisfaction, Organizational Performance, Herzberg’s Theory
DEVELOPMENT OF THE EARLY WARNING SYSTEM MODEL ON THE PERFORMANCE OF BANK PERKREDITAN RAKYAT (BPR) Ruliana, Titin; Latif, Imam Nazarudin; Permana, Meiki; Dewi, Jihan Irana
Prosiding Seminar Nasional dan Call Paper STIE Widya Wiwaha Vol 4 No 1 (2025): International Seminar Proceedings and Call for Paper STIE Widya Wiwaha
Publisher : Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32477/semnas.v4i1.1313

Abstract

This study aims to analyze the role of the Early Warning System (EWS) in predicting bankruptcy at Bank Perkreditan Rakyat (BPR). The EWS is viewed as an early detection mechanism capable of identifying financial and non-financial indicators that could potentially lead to bankruptcy risk. This study uses historical BPR data to develop an EWS-based prediction model. This study uses a quantitative approach and empirical methodology. The quantitative approach was chosen because it allows for objective measurement of financial variables and testing of relationships between variables using statistical techniques in SEMPLS. The population in this study is all BPR operating in the East Kalimantan region and officially registered with the Financial Services Authority (OJK), with an observation period starting from 2019 to 2025. The implications of this research emphasize the importance of implementing an EWS as an effective risk management tool for rural banks (BPRs) and providing input to regulators in strengthening the banking supervisory system. Thus, the EWS serves not only as an early warning system but also as a strategic instrument in maintaining the stability and sustainability of BPRs amidst local and national economic dynamics.
The Influence of Work Discipline and Work Conflict on Perfoemance throuch Work Morale as an Intervening Variable at Satpol PP East Kutai regency Majid, Abdul; Latif, Imam Nazarudin; Permana, Meiki
Economic Reviews Journal Vol. 4 No. 4 (2025): Economic Reviews Journal
Publisher : Masyarakat Ekonomi Syariah Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56709/mrj.v4i4.1008

Abstract

This study aims to analyze the determinants of Employee Performance at the Civil Service Police Unit (Satpol PP) of East Kutai Regency. This study is motivated by the challenges of fieldwork that require high discipline and mental resilience in facing potential conflicts, which impact organizational performance. The variables tested include Work Discipline (X1) and Work Conflict (X2) as independent variables, and Work Morale (Z) as an intervening variable. The research method uses an associative quantitative approach. The sample consisted of 105 respondents from a total population of 142 employees, determined using the Slovin formula with the Proportionate Stratified Random Sampling technique. Data analysis was carried out using SEM-PLS with the help of WarpPLS 8.0 software. The test results show that Work Discipline has a positive and significant influence on both Work Morale and Employee Performance, and is the most dominant variable. Interestingly, Work Conflict was found to have a positive and significant influence on Employee Performance, confirming the existence of productive functional conflict, although Work Conflict did not have a significant influence on Work Morale. Work Morale was shown to act as a partial mediator, especially in mediating the influence of Work Discipline on Performance. These findings suggest that organizations should focus on enforcing discipline and maintaining morale to maximize employee performance.
The Influence of Competence and Training on Pokdarwis Performance through Community-Based Tourism (CBT) Empowerment in East Kutai Regency Yanti, Yanti; Ruliana, Titin; Permana, Meiki
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3627

Abstract

Purpose: This study examines the impact of competence and training on the performance of Pokdarwis (Community-Based Tourism Groups) through Community-Based Tourism (CBT)-based empowerment as a mediating variable in East Kutai Regency. Research Methodology: A quantitative approach with hypothesis-testing design was used. The population consisted of 20 Pokdarwis groups with 540 active members, and 268 respondents were selected through purposive sampling. Data were collected via structured questionnaires and analyzed using Partial Least Squares (PLS) with SmartPLS 3.0. Results: The study found that competence does not significantly affect Pokdarwis performance, while training has a positive and significant effect. Both competence and training significantly influence CBT-based empowerment, which in turn positively impacts Pokdarwis performance. The model's R² value shows that 55.7% of CBT-based empowerment and 50.5% of Pokdarwis performance are explained by the model. Conclusions: CBT-based empowerment mediates the relationship between competence, training, and Pokdarwis performance. Sustainable training programs and structured empowerment initiatives are essential to strengthen the capacity of local tourism groups. Limitations: The study is limited by its specific focus on East Kutai Regency and a relatively small sample size, which may affect the generalizability of the findings. Contributions: This research contributes to community-based tourism literature by highlighting the role of training and competence in enhancing the performance of local tourism organizations through empowerment. The findings provide valuable insights for tourism policymakers and practitioners.
Human Resource Development Policy and Leadership Style Effect on Subdistrict Officials Performance with Discipline Mediation Subiha, Subiha; Ruliana, Titin; Permana, Meiki
Annals of Human Resource Management Research Vol. 6 No. 1 (2026): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i1.3632

Abstract

Purpose: This study aims to examine the effect of human resource development policy implementation and leadership style on the performance of subdistrict government officials, with work discipline as a mediating variable in East Kutai Regency. Research Methodology: This study used a quantitative, hypothesis-testing approach with 210 purposively selected government apparatus respondents from East Kutai Regency. Data were collected using structured questionnaires on a five-point Likert scale and analyzed with SmartPLS 3.0 software. Results: The results show that the implementation of human resource development policies does not significant effect on the government apparatus performance, whereas leadership style has a positive and significant effect. Both human resource development policies and leadership style significantly influence work discipline, which in turn positively affects performance. The coefficient of determination (R²) indicated that 54.6% of work discipline and 49.6% of government apparatus performance were explained by the model, suggesting moderate explanatory power. Conclusions: Work discipline mediates the effect of leadership style and human resource development policies on government official performance, while effective leadership and HR policies improve discipline and organizational performance. Limitations: The study is limited to subdistrict government officials in East Kutai Regency and uses a cross sectional design with perception based questionnaire data. Contributions: This research provides empirical evidence on the mediating role of work discipline in public sector performance and offers insights for local government in designing more effective human resource development and leadership strategies.
Co-Authors Abdul Majid Dewi, Jihan Irana Latif, Imam Nazarudin Risdayanti, Risdayanti Subiha, Subiha Titin Ruliana Yanti Yanti