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The Effect of Training and Work Equipment on Improving Employee Performance at PT. Hasema Philip Amin Toto Raharjo; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6562

The purpose of this research is to answer the problem formulation that has been determined, namely: To analyze the effect of training on improving employee performance, To analyze the effect of work equipment on improving employee performance. To analyze the effect of training and work equipment simultaneously on improving employee performance at PT. Hasema Philip. Training (X1) has an effect on employee performance (Y) . The calculated t value is 5.603, which is greater than the t table of 1.986 at a significance level of 5%. Work Equipment (X2) has an effect on employee performance (Y ). The results of the t test show that the calculated t value is 11.497, which is greater than the t table of 1.986 . The F test shows that the calculated F value is 190.541, which is greater than the F table. 2.70 , significance of 0.000 < 0.05. R value Square of 0.811 , that 81.1% of employee performance can be explained by Training and Work Equipment , while the remaining 18.9% is influenced by other factors not examined in this study

The Effect of Motivation and Discipline on Employee Performance at the Directorate of Samapta, Metro Jaya Regional Police Agus Nur Salim; Yuni Pratikno; Sitta Kusuma
Dinasti International Journal of Digital Business Management Vol. 7 No. 2 (2026): Dinasti International Journal of Digital Business Management (February - March
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i2.6474

This study aims to analyze the influence of motivation and work discipline on employee performance, both partially and simultaneously, at the Samapta Directorate of the Jakarta Metropolitan Police. The focus of this study is important considering that the Samapta Directorate has a strategic role in maintaining public security and order and handling rapid responses to various operational situations, so that employee performance is highly determined by the level of motivation and work discipline they have. This study uses a quantitative approach with a census method, where the entire population of 89 employees is used as respondents. Data were collected through a structured questionnaire as the primary data, and supported by qualitative data in the form of open responses and limited interview results to enrich the understanding of empirical conditions in the field. Data analysis was carried out using SPSS version 27 software through validity, reliability, and hypothesis testing. The results of the study indicate that motivation (X1) and work discipline (X2) have a positive and significant effect on employee performance (Y) partially. In addition, the results of simultaneous testing indicate that motivation and discipline together have a significant effect on employee performance. The coefficient of determination (R Square) value of 0.337 indicates that 33.7% of the variation in employee performance can be explained by motivation and work discipline, while the remaining 66.3% is influenced by other factors outside the research model. This finding emphasizes the importance of strengthening motivation and work discipline in improving employee performance in police institutions.

The Influence of Human Resources and Work Environment on the Performance Of Employees In The Directorate Of Samapta, Metro Jaya Regional Police Arif Prasetyo; Yuni Pratikno; Sitta Kusuma
Dinasti International Journal of Digital Business Management Vol. 7 No. 2 (2026): Dinasti International Journal of Digital Business Management (February - March
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i2.6477

This study aims to determine and analyze the influence of human resources on employee performance, the influence of the work environment on employee performance, and the influence of human resources and the work environment simultaneously on employee performance at the Samapta Directorate of the Jakarta Metropolitan Police. This research is important to conduct considering that the Samapta Directorate has a strategic role in carrying out police operational tasks that require personnel readiness, professionalism, and support for a conducive work environment. The quality of human resources that include competence, motivation, and work experience, as well as a safe, comfortable, and collaborative work environment, is believed to contribute directly to employee performance achievements. The type of research used is quantitative research with an associative approach, namely to examine the relationship and influence between variables objectively through numerical data processing. However, this study is also supplemented with qualitative data as supporting data, such as the results of observations, limited interviews, and respondents' statements in questionnaires, in order to obtain a more comprehensive understanding of actual conditions in the field. The population of this study amounted to 89 personnel of the Samapta Directorate of the Jakarta Metropolitan Police, and the entire population was used as respondents so that the sampling technique used was a census. Hypothesis testing was conducted using SPSS version 27 software. The results of the study indicate that partially human resources (X₁) and work environment (X₂) have a positive and significant effect on employee performance (Y). Simultaneously, both independent variables are also proven to have a significant effect on employee performance. The coefficient of determination (R-Square) value of 0.309 or 30.9% indicates that employee performance can be explained by human resources and work environment, while the remaining 69.1% is influenced by other factors outside this study, thus opening opportunities for further research to examine additional variables

The Influence of Specialist Development Education and Work Involvement on Personnel Performance of the Water Patrol Sub-Directorate of Water Police, Republic of Indonesia Police Headquarters Dimas Bangkit Wigiantoro; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 2 (2026): Dinasti International Journal of Digital Business Management (February - March
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i2.6483

Personnel performance is a crucial factor in supporting the effectiveness of police operational tasks, particularly in the Water Patrol Subdirectorate of the Water Police Directorate of the Indonesian National Police Headquarters, which has high-risk task characteristics and requires special competencies. This study aims to analyze the influence of specialist development education and work engagement on personnel performance, both partially and simultaneously. This study uses a quantitative approach with the aim of examining the relationship between variables objectively and measurably through numerical data. To enrich the understanding of empirical conditions in the field, this study is also supplemented with qualitative data in the form of statements in questionnaires, consultation results, and brief interviews with informants. The study population consisted of 104 personnel of the Water Patrol Subdirectorate of the Water Police Directorate of the Indonesian National Police Headquarters, and the entire population was used as respondents through a total sampling technique. Hypothesis testing was conducted using multiple linear regression analysis with the help of SPSS version 29 software. The results of the study indicate that specialist development education partially has a positive and significant effect on personnel performance. Similarly, work engagement is proven to have a positive and significant effect on personnel performance. Simultaneously, both variables contribute significantly to improving personnel performance. The coefficient of determination (R Square) value of 0.432 indicates that specialist development education and work engagement are able to explain 43.2% of the variation in personnel performance, while the remaining 56.8% is influenced by other factors outside the research model. This finding confirms that improving the quality of relevant specialist education and strengthening personnel work engagement are important strategies in improving personnel performance at the Water Patrol Sub-Directorate of the Water Police Directorate of the Indonesian National Police Headquarters

The Effect of Welfare, Work Motivation and Education Level on Personnel Performance in the Cimahi Resort Police Security Intelligence Unit Dimas Pambudi; Yuni Pratikno; Sitta Kusuma
Dinasti International Journal of Digital Business Management Vol. 7 No. 2 (2026): Dinasti International Journal of Digital Business Management (February - March
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i2.6484

Personnel performance is an important factor in supporting the effectiveness of intelligence and security tasks, especially in the Security Intelligence Unit of the Cimahi Police Resort which has a strategic role in maintaining regional stability and security. Optimal personnel performance is influenced by various internal organizational factors, including welfare, work motivation, and education level. This study aims to analyze the influence of welfare on personnel performance, the influence of motivation on personnel performance, the influence of education level on personnel performance, and the influence of welfare, motivation, and education level simultaneously on personnel performance in the Security Intelligence Unit of the Cimahi Police Resort. This study uses a quantitative approach with a survey method, which emphasizes the collection and processing of data in the form of numbers so that the results of the analysis can be interpreted objectively and measurably. In addition, this study is supplemented with qualitative data as supporting data, in the form of open-ended statements in questionnaires and the results of consultations and short interviews to enrich understanding of the variables studied. The study population was 53 personnel, with the sampling technique using total sampling. Data analysis was conducted using multiple linear regression with the help of the SPSS Version 26 program. The results showed that partially welfare and education level had a positive and significant effect on personnel performance, while motivation did not have a significant effect on personnel performance. Simultaneously, welfare, motivation, and education level influence personnel performance. The coefficient of determination (R Square) value of 0.508 indicates that 50.8% of the variation in personnel performance can be explained by these three variables, while the remainder is influenced by other factors outside the research model. This finding confirms that improving welfare and education level are strategic factors in improving the performance of personnel of the Cimahi Police Security Intelligence Unit

The Influence of Leadership Style and Organizational Culture on the Performance of Members of the Directorate of Water Patrol Sub-Directorate of the Water Police at the Headquarters of the Republic of Indonesia Police Gara Hirayama Aprilandi; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6488

This study aims to analyze the influence of leadership style on member performance, the influence of organizational culture on member performance, and the influence of both variables simultaneously on member performance at the Water Patrol Sub-Directorate of the Water Police at the Indonesian National Police Headquarters. The focus of this study is important because the performance of members of the Water Patrol Sub-Directorate is not only influenced by individual competence, but also depends heavily on the leadership patterns of leaders and the values of organizational culture that shape attitudes, behavior, and work ethic in carrying out operational tasks in water areas. This study uses a quantitative method with a survey approach to obtain numerical data that can be analyzed objectively. Primary data were collected through questionnaires, while qualitative data were obtained from respondents' statements and the results of limited discussions and interviews to complement the understanding of empirical conditions in the field. The study population was 104 members, with a sample of 82 respondents determined based on research criteria. Hypothesis testing was conducted using regression analysis through SPSS version 27. The results showed that leadership style (X1) and organizational culture (X2) had a positive and significant effect on member performance (Y) partially. In addition, both variables also have a simultaneous effect on member performance with an R-Square value of 0.416 or 41.6%, which means that performance variations can be explained by leadership style and organizational culture by 41.6%, while the remaining 58.4% is influenced by other factors outside the research model. This finding confirms that strengthening an effective leadership style and a positive organizational culture is an important strategy in improving the performance of members of the Water Patrol Sub-Directorate of the Indonesian National Police Headquarters Water Police

The Influence of Organizational Development and Human Resources on the Effectiveness of Marine Corps Territorial Staff Duties Hana Prasetyaji; Yuni Pratikno; Sitta Kusuma
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6489

Personnel work effectiveness is a crucial factor in supporting the successful implementation of military organizational tasks and functions, especially in the Marine Corps Territorial Staff which has a strategic role in fostering regional potential and empowering the defense community. This study aims to analyze the influence of Organizational Development and Human Resource Development on the Work Effectiveness of Marine Corps Territorial Staff Personnel, both partially and simultaneously. This study uses a quantitative approach with a survey method. Data collection was carried out by distributing questionnaires to 93 Marine Corps territorial staff personnel who were used as research respondents. The data analysis technique used is multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that partially Organizational Development has a positive and significant effect on Personnel Work Effectiveness, with a t-value of 3.525 and a significance level of <0.001. In addition, Human Resource Development also has a positive and significant effect on Personnel Work Effectiveness, with a t-value of 5.498 and a significance level of <0.001. Simultaneously, Organizational Development and Human Resource Development have a significant effect on Personnel Work Effectiveness, as indicated by the F-value of 22.514 with a significance of <0.001. The coefficient of determination (R Square) of 0.333 indicates that the two independent variables are able to explain 33.3% of the variation in Personnel Work Effectiveness, while the rest is influenced by other factors outside the research model. This finding confirms that strengthening planned organizational development and continuously improving the quality of human resources are strategic factors in increasing the effectiveness of the Marine Corps Territorial Staff's duties

The Influence of the Recruitment and Promotion Process on the Performance of Human Resources Staff Employees at the Headquarters of the Republic of Indonesia Police Ilham Taufiiqulhakim; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6490

This study aims to analyze the influence of recruitment and promotion processes on employee performance, both partially and simultaneously, in the Career Development Bureau Staff of the Indonesian National Police Headquarters. The focus of this study is based on the important role of human resource management, particularly in the appropriate recruitment process and objective, transparent, and performance-based job promotions, as strategic factors in improving employee performance. Effective recruitment is expected to produce competent employees who are in accordance with organizational needs, while job promotions serve as a means of career development and employee work motivation. This study uses a quantitative approach with a survey method, where data is collected through a structured questionnaire compiled based on the indicators of each research variable. To complement the quantitative analysis, this study is also supported by qualitative data in the form of respondents' statements in the questionnaire, consultation results, and brief interviews with relevant informants to obtain a more comprehensive picture of empirical conditions in the field. The study population was 133 Career Development Bureau Staff employees, with a research sample of 100 respondents determined using appropriate sampling techniques. Data analysis was conducted using SPSS version 27 software to test the partial and simultaneous effects between variables. The results of the study indicate that the recruitment process (X1) and job promotion (X2) partially have a positive and significant effect on employee performance (Y). In addition, simultaneously the two independent variables also have a significant effect on employee performance. The coefficient of determination (R-Square) value of 0.407 indicates that 40.7% of employee performance variation can be explained by the recruitment and job promotion process, while the remaining 59.3% is influenced by other factors outside this research model. This finding emphasizes the importance of optimizing the recruitment and job promotion process as a strategic effort to improve employee performance within the National Police Headquarters

The Effect of Welfare, Mutation and Promotion on Employee Work Performance at the Pioneer Detacle of the Korsabhara Baharkam Headquarters of the Republic of Indonesia Police M. Adjie Perdana; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6493

Employee performance is an important indicator in assessing the success of the implementation of organizational tasks and functions, especially in the Pioneer Detachment of Korsabhara Baharkam Headquarters of the Republic of Indonesia Police. This study aims to analyze the influence of Welfare, Transfers, and Promotions on Employee Performance, both partially and simultaneously. This study uses a quantitative approach with a survey method, where data is collected through distributing questionnaires to 105 respondents of the Pioneer Detachment of Korsabhara Baharkam Headquarters of the Indonesian National Police. The data analysis technique used is multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that partially Welfare has a positive and significant effect on Employee Performance with a t-value of 3.266 and a significance of 0.001, Transfers have a negative and significant effect on Employee Performance with a t-value of -1.867 and a significance of 0.005, and Promotions have a positive and significant effect on Employee Performance with a t-value of 2.033 and a significance of 0.045. Simultaneously, Welfare, Transfer, and Promotion have a significant effect on Employee Work Performance with an F value of 6.635 and a significance of <0.001. The coefficient of determination (R Square) of 0.465 indicates that Welfare, Transfer, and Promotion are able to explain 46.5% of the Employee Work Performance variable, while the remaining 53.5% is influenced by other factors outside the research model. The results of this study confirm that improving employee welfare, implementing appropriate transfer policies, and an objective and transparent promotion system are strategic factors in improving employee work performance within the Pioneer Detachment of Korsabhara Baharkam Mabes Polri

The Influence of Organizational Culture and Work Involvement on Organizational Commitment in the Pamofit Korsabhara Baharkam Detacle, Republic of Indonesia Police Headquarters M Rafli Yahya; Yuni Pratikno; Jamal Hanaffy
Dinasti International Journal of Digital Business Management Vol. 7 No. 3 (2026): Dinasti International Journal of Digital Business Management (April-May 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijdbm.v7i3.6495

Organizational commitment is a fundamental aspect in maintaining loyalty, engagement, and stability of personnel performance, especially in the Detachment of Pamofit Korsabhara Baharkam Headquarters of the Indonesian National Police which has high operational and discipline demands. Strong organizational commitment is influenced by various internal factors, including organizational culture and personnel work engagement. This study aims to analyze the influence of organizational culture and work engagement on organizational commitment, both partially and simultaneously. This study uses a quantitative approach with a survey method. Data were collected by distributing questionnaires to 123 personnel of the Detachment of Pamofit Korsabhara Baharkam Headquarters of the Indonesian National Police as research respondents. The data analysis technique used is multiple linear regression analysis with the help of the SPSS version 29 program. The results of the study indicate that partially organizational culture has a positive and significant effect on organizational commitment, with a t-value of 3.350 and a significance level of 0.001. In addition, work engagement also has a positive and significant effect on organizational commitment, with a t-value of 5.033 and a significance level <0.001. Simultaneously, organizational culture and work engagement have a significant effect on organizational commitment, as indicated by the F-count value of 22.380 with a significance of <0.001. The coefficient of determination (R Square) of 0.272 indicates that the two independent variables are able to explain 27.2% of the variation in organizational commitment, while the remaining 72.8% is influenced by other factors outside the research model. This finding confirms that strengthening a conducive organizational culture and increasing personnel work engagement on an ongoing basis are strategic factors in building and maintaining organizational commitment within the Detachment Pamofit Korsabhara Baharkam Mabes Polri environment

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