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<![CDATA[Employee Performance is Affected by Work Environment and Work Motivation, with Job Satisfaction Acting as a Mediating Variable ]]>
<![CDATA[Nurkumalasari, Ida]]>;
<![CDATA[Mustafa, Ikrima M]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 12, No 1 (2024): JURNAL MANAJEMEN SINERGI (EDISI APRIL) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v12i1.7450
<![CDATA[ABSTRACTObjective: The objective of this study is to comprehend and examine the relationship that exists between employee performance, the work environment, and work motivation. Additionally, the role that job satisfaction plays as a mediator in this relationship will be examined. The research population consists of all 67 employees of the Central Statistics Agency Office of Maluku Province.Methodology: The PLS-SEM approach is utilized to analyze the data, and SmartPLS 3.0 software is employed as tool for statistical testing.Findings: At a 5% level of confidence, the hypotheses H1, H2,H4 and H5 are accepted, and the path coefficient values are positive, but H3 and H6 rejected.Conclusion: Employee performance is positively and significantly impacted by work motivation. Employee performance is positively and significantly impacted by the work environment. Employee performance is unaffected by job contentment, while job satisfaction is unaffected by work motivation. The relationship between work motivation and employee performance is not mediated by job satisfaction. The relationship between work environment and employee performance is mediated by job satisfaction, although it is a negative relationship. This indicates that although job satisfaction has a major impact on employee performance, it degrades the link between motivation and work environment. ]]>
<![CDATA[PENGARUH STRES KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA PERAWAT DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA MASA PANDEMI COVID-19 (STUDI PADA RSUD DR. H. CHASAN BOESOIRIE TERNATE) ]]>
<![CDATA[Tuahuns, Vikram B]]>;
<![CDATA[Soleman, Marwan Man]]>;
<![CDATA[Husen, Zulaiha]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 11, No 1 (2023): JURNAL MANAJEMEN SINERGI (EDISI APRIL) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v11i1.6633
<![CDATA[bjectives: The objectives of this study were: (1) To determine the effect of work stress on the performance of nurses at RSUD Dr. H. Chasan Boesoirie Ternate; (2) To determine the effect of the work environment on performance; (3) To determine the effect of the work environment on job satisfaction; (4) To determine the effect of job stress on job satisfaction; (5) To determine the effect of job satisfaction on performance; (6) To determine the effect of work stress on nurse performance mediated by job satisfaction; and (7) to determine the effect of the work environment on nurse performance mediated by job satisfaction. The number of research samples was 83 nurses.Methodology: The test tool used is SmartPLS 3.0 as a statistical test tool.Findings: The second, third, fifth, and seventh hypotheses are accepted because the statistical t value is greater than t table, and the p value is smaller than alpha 0.05. While the first, fourth and sixth hypotheses were rejected because the p-value was greater than 0.05.Conclusion: The results of this study indicate that: (1) Job stress has no effect on the performance of nurses at RSUD Dr. H. Chasan Boesoirie Ternate; (2) work environment has a significant effect on performance; (3) work environment has a significant effect on job satisfaction; (4) Job stress has no effect on job satisfaction; (5) Job satisfaction affects performance; (6) Job stress has no effect on nurse performance mediated by job satisfaction; and (7) work environment influences nurse performance mediated by job satisfaction.]]>
<![CDATA[SIGNIFIKANSI NILAI PERUSAHAAN MELALUI VARIABEL INTELLECTUAL CAPITAL DAN KINERJA KEUANGAN PADA PERUSAHAAN INDEKS LQ45 ]]>
<![CDATA[Bayau, Fajrul Rahman]]>;
<![CDATA[Sirat, Abdul Hadi]]>;
<![CDATA[Hadady, Hartaty]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 9, No 2 (2021): JURNAL MANAJEMEN SINERGI (EDISI OKTOBER) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v9i2.5252
<![CDATA[Objective: This study aims to determine the significance of the firm value through the variable Intellectual capital and financial performance as an intervening variable in LQ45 companies listed in Indonesia Stock Exchange, with a sample of 20 companies.Methodology: The analytical method used is path analysis. The observation time was 5 years and the research data is secondary data by using purposive sampling method. In this research, intellectual capital is measured with a VAIC, financial performance measured by ROA, and the company's value is measured by Tobin's Q.Finding: Ha1, Ha2, and Ha3 are rejected, at the 5% confidence level.Conclusion: The results of this study indicate that intellectual capital has a positive effect on the financial performance, financial performance has a positive effect on corporate value, intellectual capital directly positive effect on the firm value, and financial performance is able to mediate the relations of intellectual capital on firm value even if the direct effect is greater than the indirect effect.]]>
<![CDATA[The Role of Transformational Leadership, Intrinsic Motivation, and Job Satisfaction in Enhancing Employee Performance at the Regional Financial and Asset Management Agency Ternate City ]]>
<![CDATA[Alhaddad, Salsha Raehana]]>;
<![CDATA[Sabuhari, Rahmat]]>;
<![CDATA[Arilaha, Muhammad Asril]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 12, No 2 (2024): JURNAL MANAJEMEN SINERGI (EDISI OKTOBER) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v12i2.8988
<![CDATA[ABSTRACTObjective: This study aims to analyze the influence of transformational leadership, intrinsic motivation, and job satisfaction on employee performance in the public sector.Methodology: This research employs a survey design with a quantitative approach to analyze the effects of transformational leadership, intrinsic motivation, and job satisfaction on employee performance. Data were collected through a structured questionnaire from 88 civil servants at the Regional Financial Management and Asset Agency of Ternate City. Analysis was conducted using multiple linear regression with SPSS after conducting validity, reliability, linearity, multicollinearity, and heteroscedasticity tests. Hypotheses were tested using statistical t and F criteria.Findings: The analysis results indicate that transformational leadership has a significant impact on employee performance. Intrinsic motivation shows a regression coefficient of 0.550 with a t-statistic value of 4.986 and a significance level of 0.000. Job satisfaction also has a significant effect with a regression coefficient of 0.336, a t-statistic of 6.295, and a significance level of 0.000. The R Square value of 0.518 indicates that 51.8% of the variability in employee performance can be explained by these three variables.Conclusion: Transformational leadership, intrinsic motivation, and job satisfaction collectively contribute significantly to enhancing employee performance. This study suggests a need for greater attention to these factors to improve employee performance in the public sector. Further research is needed to explore other factors that may have an impact. ]]>
<![CDATA[PENGARUH KEPUASAN KERJA DAN STRES KERJA TERHADAP TURNOVER INTENTION PADA PT. SUMBER MITRA KENCANA JAKARTA SELATAN ]]>
<![CDATA[Febrianti, Tetin]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 11, No 2 (2023): JURNAL MANAJEMEN SINERGI (EDISI OKTOBER) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v11i2.7326
<![CDATA[ABSTRACTObjective: This study aims to determine the effect of job satisfaction and job stress on turnover intention both partially and simultaneously on the aluminum distributor company PT Sumber Mitra Kencana located in South Jakarta in 2018.Methodology: Employee in company PT Sumber Mitra Kencana located in South Jakarta. The data analysis method used is Path Analysis using the SPSS 20.0 program.Finding: The first, second, third, and fourth (H) hypotheses were accepted because the t statistic value was greater than t table, and the p value was smaller than alpha 0.05.Conclusion: The results indicate that: The job satisfaction variable has no significant effect on turnover intention; The work stress variable has a significant positive effect on turnover intention; and The variables job satisfaction and work stress have a significant positive effect on turnover intention. Suggestions in this research include: companies are expected to be able to create a better work environment, in order to maintain harmony between employees and all aspects of the company environment. ]]>
<![CDATA[Pengaruh Gaya Kepemimpinan Dan Iklim Organisasi Terhadap Kinerja Karyawan Pada PT. Grand Dafam Bela Ternate ]]>
<![CDATA[Mahengkeng, Shintia]]>;
<![CDATA[Husen, zulaiha]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 10, No 2 (2022): JURNAL MANAJEMEN SINERGI (EDISI OKTOBER) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v10i2.6154
<![CDATA[ABSTRACTObjective: The purpose of this study are: (1) Knowing and analyzing the influence leadership style on employee performance; (2) Knowing and analyzing the influence of organizational climate on employee performance; and (3) Knowing and analyzing the effect of leadership style and organizational climate on the performance of employees at the of PT. Grand Dafam Bela Ternate. The number of research samples was 67 employees at the PT. Grand Dafam Bela Ternate.Methodology: The test equipment used is multiple linear regression analysis (multiple regression) using statistical package for social scientists (SPSS) as a statistical test tool.Finding: H1, H2, and H3 H1 accepted at the 5% confidence level.Conclusion: The results showed that: (1) Leadership Style had a positive and significant effect partially on employee performance at PT. Grand Dafam Bela Ternate. The results of this study mean that, a good leadership style, can improve employee performance; (2) Organizational Climate has a positive and partially significant effect on employee performance at PT. Grand Dafam Bela Ternate. The results of this study mean that a good organizational climate can improve employee performance; and (3) leadership style and organizational climate simultaneously have a positive and significant effect on employee performance at PT. Grand Dafam Bela Ternate. ]]>
<![CDATA[PENGARUH PERECANAAN DAN PELAKSANAAN ANGGARAN TERHADAP PENYERAPAN ANGGARAN (STUDI KASUS PADA KECAMATAN BACAN, KECAMATAN BACAN SELATAN DAN KECAMATAN BACAN TIMUR) ]]>
<![CDATA[Husen, M Aprialdy]]>;
<![CDATA[Bailusy, Muhsin N]]>;
<![CDATA[Hadady, Hartaty]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 10, No 1 (2022): JURNAL MANAJEMEN SINERGI (EDISI APRIL) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v10i1.4823
<![CDATA[The main objectives of this study were to determine andanalyze: the influence of planning on budget absorption in Bacan subdistrict,southern Bacan sub-district and eastern Bacan sub-district; andthe influence of the budget on budget absorption in Bacan sub-district,southern Bacan sub-district and eastern Bacan sub-district.Methodology: This study uses multiple linear regression analysis usingSPSS version 23 as a statistical test tool. The data collection tools usedwere questionnaires and interviews, and the number of respondentswas 99 respondents spread over the southern Halmahera district.Finding: In the regression output, the significance number for thePlanning variable is 0.731. This value is greater than the significancelevel of 0.05 so that it states that budget planning has no effect onbudget absorption and it can be concluded that H1 is rejected becauseit is supported by the data and is not in accordance with researchexpectations. At the output of the regression obtained a significantfigure for the budget implementation variable of 0.000. This value issmaller than the significance level of 0.05, indicating that budgetexecution has a positive effect on budget absorption and it can beconcluded that H2 is accepted.Conclusion: (1) Planning has no effect on budget absorption in BacanDistrict, South Bacan District and East Bacan District. It can be seenfrom the significance figure for the budget planning variable that it is0.731 because there are still many village officials who have planned orhave budgeted for a plan but in implementation it is not realized so thatit can weaken the absorption capacity of the budget; and (2) budgetimplementation has an effect on budget absorption in South Halmaherain Bacan District, South Bacan District and East Bacan District. It canbe seen from the significance figure for the budget implementationvariable, which is 0.000. Because if the implementation is good, it canabsorb the budget itself and vice versa.]]>
<![CDATA[Customer Value Mediates the Implications of E-Service Quality and E-Payment on Customer Satisfaction for KFCku App Users. ]]>
<![CDATA[Simanjuntak, Tika M]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 12, No 1 (2024): JURNAL MANAJEMEN SINERGI (EDISI APRIL) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v12i1.7762
<![CDATA[ABSTRACTObjective: This research aims to analyze the influence of e-service quality and e-payment on customer satisfaction which is mediated by KFCku customer value. The sample used in this research was 185 respondents.Methodology: This type of research uses survey research methods with a quantitative approach. The method used by PLS-SEM is a statistical process that evaluates the outer and inner models (measurement model evaluation and structural model evaluation).Findings: Hypothesis testing proves that H1 (E-service quality on customer value) is accepted; H2 (E-payment to customer value) is accepted; H3 (customer value of customer satisfaction) is accepted; H4 (E-service quality on customer satisfaction) is accepted; H5 (E-payment on customer satisfaction) is accepted; H6 (customer value mediates the relationship between E-service and customer satisfaction) is accepted; and H7 (customer value mediates the relationship between E-payment and customer satisfaction) is accepted.Conclusion: E-service quality and E-payment has a positive and significant effect on the value of customers who use the KFCku application services. Customer Value and E-service quality has a positive and significant effect on customer satisfaction who use the KFCku application services. E-payment has a positive and significant effect on customer satisfaction who use the KFCku application service. Using e-payment in the KFCku application service provides many benefits and convenience for customers. E-service quality, mediated by customer value, has a positive and significant effect on customer satisfaction who use the KFCku application services. E-payment which is mediated by customer value has a positive and significant effect on customer satisfaction who use the KFCku application services.]]>
<![CDATA[PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH BUDAYA ORGANISASI DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN (STUDI KASUS DI PT. PLN UNIT PELAKSANAAN PELAYANAN PELANGGAN TERNATE) ]]>
<![CDATA[Ahmad, Siti Humaira T.]]>;
<![CDATA[Arilaha, Muhammad Asril]]>;
<![CDATA[Soleman, Marwan Man]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 11, No 1 (2023): JURNAL MANAJEMEN SINERGI (EDISI APRIL) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v11i1.6634
<![CDATA[bjectives: The research objectives are to determine: (1) To determine whether there is an influence of organizational culture and work environment on job satisfaction; (2) To find out whether there is an effect of job satisfaction and organizational culture on the performance of employees; (3) To find out whether there is an influence of the work environment on the performance satisfaction; (4) To find out whether there is an influence of organizational culture on performance with job satisfaction through intervening variables on employees; (5) To find out whether there is an influence of the work environment on employee performance with job satisfaction through intervening variables on employees of PT. PLN (Persero) Ternate. The total number of 52 respondents in the research samples.Methodology: The data obtained is then processed using the SmartPLS version 3.0 analysis tool. This analysis includes descriptive statistical tests and inferential statistical analysis tests. Findings: Because the statistical t value exceeds the t table and the p value is less than alpha 0.05, the first, second, third, fourth, fifth, sixth, and seventh hypotheses are accepted. Conclusion: The conclusions in this research are: (1) organizational culture and work environment  has a significant and positive effect on job satisfaction; (2) job satisfaction has a significant and positive effect on employee performance; (3) organizational culture has a significant positive effect on employee performance; (4) the work environment does not have a significant positive effect on employee performance; (5) there is an indirect effect of organizational culture on employee performance through job satisfaction as a significant positive intervening variable; (6) there is an indirect effect of the work environment on employee performance through job satisfaction as a significant positive intervening variable.]]>
<![CDATA[PENGARUH PENGEMBANGAN SUMBERDAYA MANUSIA DAN DISIPLIN KERJA ERHADAP KINERJA KARYAWAN BPD GAPENSI PROVINSI MALUKU UTARA ]]>
<![CDATA[Abdullah, Faujia]]>;
<![CDATA[Jabid, Abdullah W]]>
<![CDATA[ Jurnal Manajemen Sinergi Vol 9, No 2 (2021): JURNAL MANAJEMEN SINERGI (EDISI OKTOBER) ]]>
Publisher : <![CDATA[Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Khairun ]]>
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DOI: 10.33387/jms.v9i2.5253
<![CDATA[Objective: (1) Does Human Resource Development affect the Employee Performance of Regional Executive Board Indonesian Builders Association of North Maluku Province?; (2) Does Work Discipline affect the Employee Performance of Regional Executive Board Indonesian Builders Association of North Maluku Province? (3) Does Human Resource Development and Work Discipline simultaneously influence the Employee Performance of Regional Executive Board Indonesian Builders Association of North Maluku Province? The number of research samples were 60 employees of Regional Executive Board Indonesian Builders Association of North Maluku Province. Methodology: The test tool used is multiple linear regression analysis using the statistical package for social scientists (SPSS) as a statistical test tool.Finding: Ha1, Ha2, and Ha3 are rejected, at the 5% confidence level.Conclusion: (1) Human Resource Development (HR) had a positive and significant effect on the Employee Performance; (2) Work discipline has a positive and significant effect on the Employee Performance; and (3) Human Resource Development (HR) and work discipline simultaneously have a positive and significant effect on the Employee Performance of Regional Executive Board Indonesian Builders Association of North Maluku Province. This is based on the calculated F value that is greater than the F table value, and the significant value that is smaller than alpha (α)]]>
