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Individual Characteristics and Work Environment in an Effort to Encourage Improved Employee Performance at PT Siraj Badawi Cukup Rupiah Abel Celani; Feby Amanda Putri; Noveria Susijawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.6935

This study focuses on individual characteristics and work environment to encourage increased employee performance at PT Siraj Badawi Cukup Rupiah, located in Cirebon Regency. The purpose of this study is to identify various factors that can improve employee performance. The type of research used is associative research with a quantitative approach, with multiple linear regression analysis. The population in this study took the object of all permanent employees of PT. Siraj Badawi Cukup Rupiah, totaling 151 employees, was also used as a sample. The data collected were analyzed using SPSS software to test the regression model and the relationship between variables. The results showed that individual characteristics have a significant influence on employee performance, as well as the work environment, which also has a significant effect on employee performance. This study confirms that positive individual characteristics can create a more supportive work environment and increase work effectiveness. And it is expected to contribute to the understanding of the relationship between individual characteristics, work environment, and provide strategic implications for management in efforts to improve performance in the company.

Implementation of E-Learning and Organizational Commitment Towards the Performance of KPPS Members (Voting Organizing Group) in the 2024 Election in Cirebon Regency Rizki Pidia Pratiwi; Dimas Haris Amarudin; Noveria Susijawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7774

This study aims to analyze the effect of E-Learning and Organizational Commitment on the Performance of KPPS (Polling Organizing Group) members in the implementation of the 2024 Election in Cirebon Regency. In the context of increasing challenges and complexities in the implementation of elections, strengthening human resource capacity through digital training and strengthening commitment to the organization is crucial. The research method used is quantitative with data collection techniques through questionnaires to 150 KPPS member respondents. The results of the analysis show that both E-Learning and Organizational Commitment partially and simultaneously have a significant effect on the performance of KPPS members. E-Learning has been shown to improve understanding of material and work efficiency, while Organizational Commitment encourages emotional involvement and moral responsibility for tasks. These findings indicate that the combination of technology-based training and internalization of organizational values can increase the effectiveness and professionalism of election organizers. This study suggests the importance of optimizing e-learning platforms and strengthening commitment strategies to support the success of future elections.

The Effect of Rewards and Punishment Systems on Employee Work Productivity Rafli Wahyu Prasetya; Noveria Susijawati; Sandi Nasrudin Wibowo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.8180

This study examines the influence of reward and punishment systems on employee productivity at PT. CB Enterprise, a mid-sized manufacturing company located in Cirebon City, Indonesia. The company has experienced fluctuating productivity levels, which prompted management to explore internal motivational strategies. However, prior to this study, no systematic evaluation had been conducted to determine the actual impact of such mechanisms within the company’s operational context. A quantitative research design was employed involving 100 employees as the total population sample. Data were collected using a structured questionnaire with Likert-scale responses, covering three key constructs: reward system, punishment system, and employee productivity. Each construct was measured using multiple validated indicators. Data analysis was performed using SPSS 26, including validity and reliability tests, classical assumption tests, and multiple regression analysis. The results indicate that the punishment system has a significant and positive effect on employee productivity, suggesting that disciplinary enforcement plays a crucial role in shaping work behavior. Conversely, the reward system showed no statistically significant influence. This does not suggest that rewards are irrelevant, but may indicate a misalignment between current reward strategies and employee expectations, especially regarding non-financial or intrinsic incentives. The findings provide insights into how structured punishment can reinforce productivity in certain organizational cultures, while also highlighting the need to reevaluate existing reward schemes. This study contributes to the broader discourse on human resource practices in Indonesian enterprises and calls for more context-sensitive incentive models in future research.

The Effects of Work Fatigue and the Work Environment on Employee Performance in SMEs in Cirebon City Syahniar Diva Rosiyana; Noveria Susijawati
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.1001

This study examines the influence of job fatigue (burnout) and the work environment on employee performance in coffee shop SMEs in Cirebon City. The research was motivated by the rapid growth of SMEs and the importance of effective human resource management in businesses with high work intensity. An associative quantitative approach was applied using questionnaires distributed to 97 coffee shop employees selected through purposive sampling. The data were analyzed using multiple linear regression, validity and reliability tests, and classical assumption tests with SPSS version 26. The findings showed that all research instruments were valid and reliable. Regression analysis produced the equation Y = 42.649 + 0.029X1 + 0.486X2. Partial hypothesis testing revealed that job fatigue had no significant effect on employee performance, with a t-count of 0.534 and significance value of 0.594. In contrast, the work environment had a positive and significant influence on employee performance, with a t-count of 6.888 and significance value of 0.000. The adjusted R square value of 0.325 indicates that both variables explained 32.5% of employee performance variation. Overall, the work environment contributed more strongly to performance improvement than job fatigue. Therefore, SME managers should prioritize supportive workplace conditions to enhance employee productivity and organizational sustainability.

The Effects of Work Fatigue and the Work Environment on Employee Performance in SMEs in Cirebon City Syahniar Diva Rosiyana; Noveria Susijawati
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 2 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i2.1001

This study examines the influence of job fatigue (burnout) and the work environment on employee performance in coffee shop SMEs in Cirebon City. The research was motivated by the rapid growth of SMEs and the importance of effective human resource management in businesses with high work intensity. An associative quantitative approach was applied using questionnaires distributed to 97 coffee shop employees selected through purposive sampling. The data were analyzed using multiple linear regression, validity and reliability tests, and classical assumption tests with SPSS version 26. The findings showed that all research instruments were valid and reliable. Regression analysis produced the equation Y = 42.649 + 0.029X1 + 0.486X2. Partial hypothesis testing revealed that job fatigue had no significant effect on employee performance, with a t-count of 0.534 and significance value of 0.594. In contrast, the work environment had a positive and significant influence on employee performance, with a t-count of 6.888 and significance value of 0.000. The adjusted R square value of 0.325 indicates that both variables explained 32.5% of employee performance variation. Overall, the work environment contributed more strongly to performance improvement than job fatigue. Therefore, SME managers should prioritize supportive workplace conditions to enhance employee productivity and organizational sustainability.

Organizational Culture and Work Environment in an Effort to Improve the Performance of Cirebon Regency Environmental Agency Employees Im Tiara Sandra; Noveria Susijawati
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar

Employee performance is an important factor in determining the success of an organization, especially in government agencies that provide public services. This study aims to analyze the influence of organizational culture and work environment on employee performance at the Cirebon Regency Environmental Office. This study uses a quantitative approach with a survey method involving 134 respondents from a population of 200 employees determined using the Slovin formula. Data were collected through questionnaires using the Likert scale and analyzed using SPSS through validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, t-tests, F-tests, and determination coefficients. The results of the study show that organizational culture and work environment partially and simultaneously have a positive and significant effect on employee performance. The determination coefficient shows that both variables explain some of the variation in employee performance, while the rest is influenced by other factors outside of the research model. These findings emphasize the importance of strengthening organizational culture and creating a supportive work environment to improve employee performance.

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