MANAZHIM
Manazhim Journal is an interdisciplinary publication of original research and writing on islamic education management. This journal was published by Manajemen Pendidikan Islam (MPI) STIT Palapa Nusantara Lombok - NTB which was published twice in a year (biannualy), February and August with a minimum of 5 articles. The journal aims to provide a forum for scholarly understanding of the field of education and plays an important role in promoting the process that accumulated knowledge, values, and skills. Scientific manuscript dealing with Islamic education management science topics are particularly welcome to be submitted.
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202 Documents
<![CDATA[دور المعلم في تعزيز قدرة الطلاب على قراءة الكتب العربية ]]>
<![CDATA[Fatih, Muhammad Iqbal]]>;
<![CDATA[Haq, Samsul]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4494
<![CDATA[يهدف هذا البحث إلى استكشاف دور المعلم في تعزيز قدرة الطلاب على قراءة اللغة العربية في معهد أركان الدين. تم استخدام الأسلوب الوصفي الكيفي في هذا البحث بالتوازي مع المنهج البحثي الميداني. تشمل ثلاث مراحل للبحث التحضيرية قبل التوجه إلى الميدان، والأنشطة في معهد أركان الدين، وعمليات المراقبة. تم جمع البيانات من خلال المقابلة، والمراقبة، والوثائق، تم تحليلها باستخدام تقنيات تقليل البيانات وتقديمها بشكل وصفي. أظهرت نتائج البحث أن المعلم يلعب دور الخالق في تنظيم أنشطة القراءة، والمسهل، والمحفز، والمقيم، والدينامي. تشمل الأنشطة مشاركة الطلاب في السلسلة، والقراءة قبل الدرس، وزيارة المكتبة. كما أظهرت طريقة التدريس التركيز على تعلم المفردات قبل الحروف والأصوات. والمعوقة الرئيسة هي نقص إتقان الطلاب للمفردات. تشمل تاثيرات البحث تعزيز دور المعلم، وتطوير الإبداع في التعلم، وزيادة إمكانية الوصول إلى زيارة المكتبة، وتحسين أساليب التدريس، وتعزيز إدارة المفردات، ودور وسائل الإعلام في التعلم. وتشير استنتاجات البحث إلى أن لدور المعلم أهمية كبرى في تحسين قدرة الطلاب على قراءة اللغة العربية، مع التركيز على الإبداع، وإمكانية الوصول إلى المكتبة، وأساليب التدريس، ومعالجة المشكلة.]]>
<![CDATA[Organizational Workforce Transformation: E-Government as a Bridge with Digital Capabilities and Monitoring Medias ]]>
<![CDATA[Yasar, M. Athok Ibnu]]>;
<![CDATA[Soelistya, Djoko]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4511
<![CDATA[The concept of good government (good government governance) is one of the elements that must be intertwined with thE-Government and the private sector. The aim of this research is to determine the influence of E-Government and Employee Commitment on improving employee performance through Digital Competence at the Greater Surabaya General Election Supervisory Agency. This study uses a quantitative approach. The data collection technique used in this research is Google Form. Data analysis was carried out through direct and indirect influence tests. This test was carried out using the SmartPLS statistical program and looked at the total direct effect and indirect effect calculations. The results of this research are that employee commitment has a positive and significant direct influence on employee performance, employee commitment has a positive and significant direct influence on digital competence, digital competency has a positive and significant direct influence on employee performance, E-Government has an influence positive and significant direct influence on employee performance, while the indirect influence is that employee commitment has a positive and significant direct influence on employee performance through digital competency as mediation, and digital competency functions as partial mediation, and for E-Government it has a positive direct influence and significant to employee performance through digital competence as mediation, where competence functions as partial mediation. This means that the better the implementation of E-Government and Employee Commitment, the greater the increase in Digital Competence so that it can improve employee performance at the Greater Surabaya General Election Supervisory Agency.]]>
<![CDATA[Strategy for Reducing Employee Turnover Intention: The Influence of Organizational Culture and Work Environment as Mediated by Job Satisfaction ]]>
<![CDATA[Syarif, Diah Syartika]]>;
<![CDATA[Soelistya, Djoko]]>;
<![CDATA[Suyoto, Suyoto]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4512
<![CDATA[The research aims to analyze the influence of Organizational culture variables and Work environment variables on turnover intention variables, to analyze the influence of Organizational culture variables and Work environment variables on Job satisfaction variables and to analyze the influence of Organizational culture and Work environment on turnover intention with Job satisfaction as a mediating variable in PT Adhi Karya Manyar Smelter Gresik Project, The type of research used in this research is quantitative research. The population and sample in this study were employees of PT Adhi Karya Manyar Smelter Gresik Project, totaling 271 respondents. The research results show that Organizational culture and Work environment have a positive and significant influence on Turnover intention. Organizational culture has a positive and significant influence on job satisfaction, while work environment does not have a significant influence on job satisfaction. Job satisfaction has a positive and significant influence on turnover intention. Organizational culture has a significant influence on turnover intention through job satisfaction as mediation, but work environment does not have a significant influence on turnover intention through job satisfaction as mediation. From the research results of PT Adhi Karya Manyar Smelter Gresik Project, it is recommended to condition the organizational culture that is implemented, and provide or complete work facilities so that employees feel more at home at work, apart from that, increasing salaries or giving bonuses can also be done for employees to prevent turnover intention from increasing.]]>
<![CDATA[Resolution of Employee Performance: The Influence of Organizational Culture and Competency with Transformational Leadership Style as Mediation ]]>
<![CDATA[Risnawati, Evi]]>;
<![CDATA[Soelistya, Djoko]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4513
<![CDATA[The research aims to analyze the influence of organizational culture and competence on employee performance through transformational leadership style as a mediating variable at PT Swabina Gatra. The type of research used in this research is quantitative research. The sampling technique used in this research was non-probability sampling with saturated samples. The population and sample in this research were 150 employees. The results of this study show that organizational culture has a positive and significant influence on employee performance, competence does not have a positive and significant influence on employee performance, organizational culture has a positive and significant influence on transformational leadership style, competence does not have a positive and significant influence on leadership style transformation, and transformational leadership style have a positive and significant influence on employee performance, while the indirect influence of organizational culture on performance through transformational leadership style shows full mediation because the indirect influence is greater than the direct influence of organizational culture, and for the indirect influence of competence on employee performance through a transformational leadership style shows partial mediation because the direct influence is greater. Therefore, it is necessary to pay attention to the transformational leadership style to influence organizational culture by maintaining consistency and carrying out company commitments well, while the opportunities to increase competency given to employees are sufficient and need to be maintained fairly.]]>
<![CDATA[The Significance of Work Motivation: The Impact of Organizational Culture and Work Environment on Employee Performance ]]>
<![CDATA[Nugraha, Bambang Achmad]]>;
<![CDATA[Soelistya, Djoko]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4514
<![CDATA[The objective of this study is to ascertain and examine the impact of Organizational Culture and Work Environment on Employee Performance, with Work Motivation serving as an intermediary factor. This study employs quantitative methodologies. The study sample included all individuals employed by the hospital. The study used a purposive sampling strategy, specifically targeting personnel who were neither general practitioners nor specialists. The whole study sample consisted of 130 participants. Statistical tests were conducted using path analysis with the SEM-PLS software 4. Source of information: Primary data was collected by the distribution of questionnaires, which were sent to and returned from 130 respondents. The findings of this study suggest that both Organizational Culture and Work Environment have a favorable and substantial direct impact on employee performance. Work has a favorable and substantial direct impact on motivation, and work motivation in turn exerts a favorable and substantial direct impact on employee performance. The impact of organizational culture on employee performance is mediated by motivation. This mediation is fully positive, as the indirect influence of organizational culture through motivation is greater than its direct influence. Similarly, the work environment affects performance through motivation, with the mediation being fully positive as well, as the direct influence is stronger. Given its limited indirect impact, it is desirable for Gresik Hospital to maintain and enhance a good corporate culture, while also striving to provide a favorable work environment that fosters motivation and ultimately maximizes employee performance.]]>
<![CDATA[The Influence of Organizational Culture and Job Training on Employee Performance Through Job Satisfaction as a Mediating Variable ]]>
<![CDATA[Azhari, Muhammad Hanafi]]>;
<![CDATA[Soelistya, Djoko]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4515
<![CDATA[The development of the business world is very fast, as is the case with the food industry. This dynamic development means that companies are required to provide optimal results in order to have good competitiveness. The aim of this research is to examine the influence of organizational culture and job training on employee performance through job satisfaction as a mediating variable. The research method uses a quantitative approach through questionnaires distributed to employees in the packing oil department in various oil and gas industry companies. The population and sample used were 141 respondents. The results of this research show that organizational culture has a positive and significant direct influence on employee performance, job training has a positive and significant direct influence on employee performance, organizational culture has a positive and significant direct influence on job satisfaction, job training has a direct influence. positive and significant on employee performance, job satisfaction has a positive and significant direct influence on employee performance, while the indirect influence is that organizational culture has a positive and significant direct influence on employee performance through job satisfaction as mediation, and job satisfaction functions as partial mediation , and job training have a positive and significant direct influence on employee performance through job satisfaction as mediation, and job satisfaction functions as partial mediation. Therefore, increase job training with external parties and increase job satisfaction by creating programs for character development, so that employee performance can increase.]]>
<![CDATA[Motivational Dynamics as Mediation: The Influence of Leadership and Organizational Culture on Employee Performance ]]>
<![CDATA[Niswatin, Niswatin]]>;
<![CDATA[Soelistya, Djoko]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4516
<![CDATA[This research was conducted to examine things that influence the influence of leadership and organizational culture on employee performance through motivation as an intervening mediation in banking companies. The type of research used in this research is quantitative research with the population and sample in this research being company employees totaling 65 respondents. The results of the research show that leadership and work culture do not have a positive and significant direct influence, while leadership and work culture have a positive and significant direct influence, and motivation has a positive and significant direct influence, as well as the indirect influence of leadership and work culture on performance. through motivation it has a positive influence and motivation is full mediation. Therefore, seeing the importance of motivation as mediation, companies must always pay attention to employees in providing direct and indirect allowance facilities.]]>
<![CDATA[Ensuring Employee Productivity: Utilizing Job Satisfaction as Mediating ]]>
<![CDATA[Pinandita, Satria]]>;
<![CDATA[Soelistya, Djoko]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4517
<![CDATA[The objective of this study is to analyse the factors that impact employee performance, namely the effect of remuneration and punishment, with satisfaction acting as a mediating factor. The study used a quantitative research methodology, focusing on a population of workers. The sample size consisted of 200 respondents. The research findings indicate that Compensation, Discipline, and Job Satisfaction have a direct and substantial effect on employee performance. Additionally, work discipline positively and significantly influences job satisfaction. However, Compensation does not have a positive and significant impact on Job Satisfaction. The mediation analysis demonstrates that employee satisfaction plays a crucial role in fully mediating the impact of compensation and discipline on employee performance. Therefore, in order to enhance performance, it is imperative to prioritise employee satisfaction in the workplace and also pay close attention to employee compensation and work discipline.]]>
<![CDATA[Dynamics of Employee Performance: The Influence of Compensation and Organizational Culture Through Motivation as a Mediator at PT Mana Jaya Makmur Mojokerto ]]>
<![CDATA[Suparman, Suparman]]>;
<![CDATA[Santoso, Rahmat Agus]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4518
<![CDATA[The aim of this research is to examine the influence of compensation and organizational culture on employee performance with motivation as a mediating variable at PT Mana Jaya Makmur Mojokerto. The type of research used in this research is quantitative research with the population and sample in this research being company employees totaling 300 respondents. The results of the research show that compensation does not have a positive and significant effect on employee performance, organizational culture has a positive and significant effect on employee performance, compensation and organizational culture have a positive and significant effect on motivation, and motivation has a positive and significant effect, while the effect is indirect. Compensation for organizational performance through motivation and motivation can function as a full mediation considering that the indirect influence is greater than direct care, but work culture on employee performance does not require motivation as a mediator because the direct influence is greater, so it is very important to pay attention to the need for existing motivation. provided and increased through allowances.]]>
<![CDATA[The Role of Social Support and Academic Infrastructure on Student Learning Achievement with Learning Intensity ]]>
<![CDATA[Hidayatullah, M. Iqbal]]>;
<![CDATA[Surianto, Moh. Agung]]>;
<![CDATA[Desembrianita, Eva]]>
<![CDATA[ MANAZHIM Vol 6 No 1 (2024): FEBRUARI ]]>
Publisher : <![CDATA[Manajemen Pendidikan Islam STIT Palapa Nusantara ]]>
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DOI: 10.36088/manazhim.v6i1.4521
<![CDATA[This research is based on the research gap between the involvement of social support and academic infrastructure on student learning achievement. High or low social support has no effect on learning achievement, but if it is mediated by learning intensity, there is an influence on learning achievement. The aim of the research is to examine the influence of Social Support and Academic Infrastructure on Academic Achievement with mediation in the form of Learning Intensity for Muhammadiyah University Gresik students. The location of the research was at Muhammadiyah University Gresik which has a population of 5,411 people. This research uses quantitative methods with a population of all Muhammadiyah University Gresik students, using Stratified Random Sampling for each faculty. The number of samples obtained was 372 respondents. The results of this research show that (1) Social Support does not have a significant influence on Learning Achievement, (2) Academic Infrastructure has a significant influence on Learning Achievement, (3) Learning Intensity has a significant influence on Learning Achievement, (4) Social Support also influences Learning Intensity, ( 5) Academic Infrastructure has a significant effect on Learning Achievement, (6) For the results of the indirect effect test through the mediating variable Learning Intensity, Social Support has a significant effect on Learning Achievement with the mediation of Learning Intensity, (7) Academic Infrastructure has a significant effect on Learning Achievement with the mediation of Intensity.]]>
