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All Journal Jurnal Ilmu Multidisplin Journal Research of Social Science, Economics, and Management Eduvest - Journal of Universal Studies
Sahnaz Ubud
BINUS Business School Undergraduate Program, Bina Nusantara University, Indonesia
Aerospace Engineering Agriculture, Biological Sciences & Forestry Computer Science & IT Economics, Econometrics & Finance Education Environmental Science Health Professions Law, Crime, Criminology & Criminal Justice Neuroscience Public Health Social Sciences

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Analyzing Employee Performance: Competence, Discipline, and Compensation Muhammad Haka Rahman Hakim; Sarwo Edy Handoyo; Sahnaz Ubud
Jurnal Ilmu Multidisiplin Vol. 4 No. 4 (2025): Jurnal Ilmu Multidisplin (Oktober - November 2025)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jim.v4i4.1375

Abstract

Tujuan penelitian ini adalah untuk mengkaji secara komprehensif bagaimana kompetensi dan disiplin kerja memberikan kontribusi terhadap peningkatan kinerja pegawai, serta sejauh mana peran kompensasi dalam memediasi hubungan tersebut di lingkungan Kantor Pertanahan Kabupaten Lembata. Penelitian ini merupakan penelitian kuantitatif non-eksperimental dengan pendekatan kausal-komparatif. Sampel penelitian ini adalah seluruh pegawai Kantor Pertanahan Kabupaten Lembata sebanyak 53 orang. Variabel penelitian ini adalah Kompetensi, Disiplin Kerja, Kompensasi dan Kinerja. Metode analisis data yang digunakan adalah analisis deskriptif, Evaluasi Outer Model, dan Inner Model dengan menggunakan Software SEM SMARTPLS. Hasil penelitian menunjukkan bahwa: (1) Kompetensi, Disiplin Kerja berpengaruh signifikan dan positif terhadap kinerja; (2) Kompetensi dan Disiplin Kerja berpengaruh signifikan dan positif terhadap kompensasi; (3) Kompensasi tidak berpengaruh terhadap kinerja; (4) Kompetensi tidak berpengaruh terhadap kinerja melalui kompensasi; dan (5) Disiplin kerja tidak berpengaruh terhadap kinerja melalui kompensasi. Semua konstruk eksogen (X1, X2, dan Y) secara simultan memengaruhi Z sebesar 0,479 atau 47,9%. Karena R Square yang Disesuaikan lebih dari 33% tetapi kurang dari 67%, pengaruh semua konstruk eksogen X1, X2, dan Y terhadap Z tergolong moderat. Temuan ini menyiratkan pentingnya peningkatan kompetensi dan disiplin kerja untuk meningkatkan kinerja karyawan, dan perlunya mengevaluasi kompensasi, karena tidak secara efektif memediasi hubungan variabel utama.
The Effect of Work Life Balance and Work Environment on Job Satisfaction with Motivation as an Intervening Variable at PT PLN Indonesia Power UBP Barru La Ode Muhammad Asrul; Kabul Wahyu Utomo; Sahnaz Ubud
Eduvest - Journal of Universal Studies Vol. 5 No. 11 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i11.52313

Abstract

Job satisfaction is crucial in human resource management as it directly impacts employee performance, loyalty, and productivity. This study examines the influence of work-life balance and work environment on job satisfaction, with motivation as an intervening variable, among employees of PT PLN Indonesia Power UBP Barru. The study is motivated by fluctuations in job satisfaction data and the demanding nature of the electrical energy sector, which includes high workloads, shift work, and safety risks. Using a quantitative approach and the Structural Equation Modeling-Partial Least Squares (SEM-PLS) technique, data were collected through questionnaires distributed to respondents selected by stratified random sampling, while secondary data were obtained from company reports and literature. The research variables included work-life balance (X1), work environment (X2), motivation (Z), and job satisfaction (Y). The results show that both work-life balance and work environment significantly impact job satisfaction, and that they positively influence motivation. Furthermore, motivation significantly affects job satisfaction and mediates the relationship between work-life balance, work environment, and job satisfaction. These findings align with Herzberg's Two-Factor Theory, which suggests that both motivator and hygiene factors contribute to job satisfaction. Therefore, this study highlights the importance of improving work-life balance, work environment, and motivation to enhance employee job satisfaction in the energy sector.
The Effect of Educational Competencies and Qualifications on the Performance of UPBU D.C. Saudale Office Employees with Organizational Commitment as an Intervening Variable Adi Rizwandi; Sahnaz Ubud; Endi Rekarti
Journal Research of Social Science, Economics, and Management Vol. 5 No. 8 (2026): Journal Research of Social Science, Economics, and Management
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/jrssem.v5i8.1375

Abstract

Employee performance is a crucial factor in supporting the success of public sector organizations, including the Airport Operating Unit (UPBU), which plays a vital role in ensuring aviation safety, security, and service efficiency. Although the average performance achievement of the UPBU D.C. Saudale Office reached 97.01% based on the 2024 LAKIP report, significant challenges remain—particularly in the realization of Non-Tax State Revenue (PNBP), which fluctuated and achieved only 39.73% of the 2024 target. This gap indicates the need to examine factors influencing employee performance more comprehensively. This study applies a quantitative approach with an explanatory design to analyze the relationships among variables. The research involved 77 employees of the UPBU D.C. Saudale Office as respondents. The independent variables are competence and educational qualifications, the dependent variable is employee performance, and organizational commitment serves as a mediating variable. Data were analyzed using Structural Equation Modeling (SEM) to statistically test the proposed hypotheses. The findings reveal that competence and educational qualifications both have a positive and significant direct effect on employee performance. Competence also positively and significantly influences organizational commitment, while educational qualifications do not significantly affect organizational commitment. Organizational commitment has a positive and significant impact on employee performance and mediates the relationship between competence and performance; however, it does not mediate the relationship between educational qualifications and performance. Therefore, the organization should prioritize competency development programs, integrate education with practical training, and strengthen organizational commitment to enhance overall performance.
Co-Authors Adi Rizwandi Endi Rekarti, Endi Kabul Wahyu Utomo La Ode Muhammad Asrul Muhammad Haka Rahman Hakim Sarwo Edy Handoyo