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Dinasti International Journal of Management Science
Published by Dinasti Publisher
ISSN : 26865211     EISSN : 2686522X     DOI : https://doi.org/10.31933/dijms.v2i1.525
Core Subject : Economy, Science, Education, Engineering,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Other
This research was carried out on Build Operate Transfer investment in Business cooperation model to metering system development project by examinated those criterias by technology preparedness level (TKT) evaluation method, Innovation preparedness level and political, social economic, technology, environment & legal aspects (PESTEL). This research was carried out to earned value from level of technological readiness level 8 and 9, Those innovation steady level 3 which involved several division like business development, engineering, accounting & finance, administration, human resources and health safety environtment officer. Gathered from all divisions and gave an score for TKT 8 assessment should be weight of more than 95% for accurate data criteria are ready, an assessment of TKT 9 has weight of more than 91% for technology criteria which tested in actual conditions, an assessment of Katsinov 3 has weighting of more than 94% for Manufacture Aspects, while assessment of PESTEL has a weight of more than 85% for Legal Aspect. Furthermore, these assessment results were brought up into focus group discussion by presented the Managing Director as expert judgment on final assessor of data validation, indicators, graphics and risk management planning before making decision about those Build Operate Transfer concept on investment business cooperation model to metering system of development project.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Strategi dan Menejemen
Articles 788 Documents
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The Influence of Organizational Climate and Career Development on Employee Job Satisfaction in The Sumedang Resort Police Drug Unit Maulana Maulana; Harries Madiistriyatno; Widya Nengsih
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6514

Abstract

The aim of the research is to describe and analyze the influence of organizational climate on employee job satisfaction, the influence of career development on employee job satisfaction and The influence of organizational climate and career development simultaneously on employee job satisfaction in the Sumedang Police Narcotics Investigation Unit. The calculated t value for variable X1 (organizational climate) is 5.068, while the t table value for N = 45 is 2.014. So 5.068 > 2.014, it can be concluded that partially the organizational climate variable influences employee job satisfaction, the calculated t value for variable X2 (career development) is 4.904, while the t table value for N = 45 is 2.014. So 4.904 > 2.014, it can be concluded that partially the career development variable influences employee job satisfaction. The calculated F value is 54.879, which is greater than the F table of 2.81 with a significance level of 0.000 because 0.000 < 0.05, so it can be said that the organizational climate variable (X1) and the career development variable (X2) together have a positive effect on the employee job satisfaction variable (Y). The R Square value is 0.723. This shows that 72.3% of the organizational climate and career development simultaneously (together) have a positive effect on employee productivity, while the remaining 27.7% is influenced by other factors not examined in this study.
The Influence of Work Culture and Work Environment on Organizational Commitment in The Bureau of Institutions and Implementation of The Main Staff for General Planning and Budget of The State Police Republic of Indonesia Mila Cahyani; Harries Madiistriyatno; Widya Nengsih
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6515

Abstract

The purpose of this study is to determine and analyze the influence of work culture on organizational commitment, to determine and analyze the influence of work environment on organizational commitment, to determine and analyze the influence of work culture and work environment simultaneously on organizational commitment, the calculated t value for the Work Culture variable (X1) is 4,726, while the ttable value for N = 64 is 1,997. So 4,726 > 1,997, then H0 is rejected and Ha is accepted, it can be stated that Work Culture (X1) has a significant effect on Organizational Commitment (Y), the calculated t value for the Work Ability variable (X2) is 8,899, while the ttable value for N = 64 is 1,997. So 8,899 > 1,997, then Ho is rejected and Ha is accepted, it can be concluded that partially the Work Ability variable (X2) has an effect on Organizational Commitment (Y). The R Square value (R2) is 0,775. This shows that 77,5% Work Culture (X1) and Work Ability (X2) jointly influence Organizational Commitment (Y), while the remainder is 22,5% influenced by other factors not examined in this study.
The Influence of Work Performance and Discipline on Civil Servant Career Improvement at Marine Corps Command Headquarters Mujiyati Mujiyati; Enjang Sudarman; Sukiman Sukiman
Dinasti International Journal of Management Science Vol. 7 No. 4 (2026): Dinasti International Journal of Management Science (March - April 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i4.6516

Abstract

The research objectives are as follows: To determine the influence of work performance on career advancement of Civil Servants, To determine the influence of discipline on employee career development and To determine the influence of work performance and discipline on the career advancement of Civil Servants at the Marine Corps Command Headquarters. The calculated t value for the variable Work Performance (X1) is 2.831, while the t table value for N = 93 is 1.985. So 2.831 > 1. 98 5 , then Ho is rejected and Ha is accepted, it can be stated that Work Performance (X1) has a significant effect on Employee Career Improvement (Y), the calculated t value for the Discipline variable (X2) is 9. 877, while the t table value for N = 93 is 1. 98 5. So 9. 877 > 1. 98 5 , then Ho is rejected and Ha is accepted, it can be stated that Discipline (X2) has a significant effect on Employee Career Improvement (Y). ANOVA test or calculated f obtained a calculated f value of 450. 520 which is greater than the table f value for N = 93 of 2.70 or 450. 520 > 2.70 with a significance level of 0.000 because 0.000 < 0.05, it can be said that the Work Performance variable (X1) and the Discipline variable (X2) together have an effect on the Employee Career Development variable (Y).
The Influence of Leadership Managerial Abilities and Organizational Climate on Personnel Performance in The Identification and Socialization Unit of The Special Detachment 88 Anti-Terrorism Police of The Republic of Indonesia Nurul Rohim; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6531

Abstract

The aim of the research is to describe and analyze the influence of the managerial abilities of leaders which have a significant influence on personnel performance, to find out the influence of organizational climate which has a significant influence on personnel performance and the influence of the managerial abilities of leaders and organizational climate. simultaneously affect performance personnel. The calculated t value for variable X1 (leadership managerial ability) is 6.196 while the t table value for n = 62 is 1.998. So, calculated t > t table or 6.196 > 1.998, it can be concluded that partially the variable Leadership managerial ability has an effect on employee work effectiveness, the calculated t value of variable X2 (organizational climate) is 8.186, while the t table value for n = 62 is 1.998. So the calculated t > t table or 8.186 > 1.998, it is concluded that the organizational climate partially influences the effectiveness of employee work. Thus, H0 is rejected and Ha is accepted, and it is concluded that there is a positive and significant influence between the variable X2 and the variable Y, the calculated F value is 131.225 which is greater than the F table of 2.75 with a significant level of 0.000 because 0.000 < 0.05, it can be said that the variable of the managerial ability of the leader (X1) and the variable of the organizational climate (X2) together influence the performance of personnel (Y).
The Influence of Organizational Culture and Leadership Style on The Effectiveness of The Main Duties and Functions of The Indonesian National Naval Historical Service Rendy Meidiyanto; Enjang Sudarman; Sukiman Sukiman
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6532

Abstract

This research has the following objectives: analyzing the influence of organizational culture on the effectiveness of the implementation of main tasks and functions, analyzing the influence of leadership style on the effectiveness of the implementation of main tasks and functions, testing the simultaneous influence of organizational culture and leadership style on the effectiveness of the implementation of main tasks and functions, the organizational culture variable (X1) is 8.501, while the ttable value for n = 49 is 2.013 . So 8.501 > 2.013, there is an influence of leadership style on the effectiveness of the implementation of main tasks and functions, leadership style (X2) is 7.002, while the ttable value for n = 49 is 2.013. So 7.002 > 2.013, there is an influence of organizational culture and leadership style together towards the effectiveness of the implementation of the main tasks and functions. This is proven by the results obtained ANOVA test or f count obtained a calculated F value of 41.339 While the Ftable (a0.05) for n = 46 is 2.81. So the calculated F > from the Ftable (a0.05) or 41.339 > 2.81 with a significance level of 0.000 because 0.000 < 0.05.
The Effect of Supervision and Work Discipline on The Work Effectiveness of Members in The Divpropam of The Police Republic of Indonesia Restu Nurlaela; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6533

Abstract

The objectives of this study are as follows: To determine the effect of supervision on work effectiveness, to determine the effect of work discipline on work effectiveness and to determine the effect of supervision and work discipline. together on the effectiveness of member work, the calculated t value for variable X1 (Supervision) is 8.004, while the t table value for n = 68 is 1.998. So 8.004 > 1.998. it can be concluded that Supervision (X1) does have an influence on work effectiveness, the calculated t value for variable X2 (Discipline) is 8,811, so 8,811 > 1.998, because tcount > ttable, then H0 is rejected and Ha is accepted and it can be concluded that Discipline (X2) does have an influence on Work Effectiveness. The calculated F value for both variables, namely Supervision (X1) and Discipline (X2), obtained an F count value of 135,531. While the Ftable (a0.05) n = 68 is 2.75. so Fcount > Ftable or 135,531 > 2.75. Thus H0 is rejected and Ha is accepted. It can be concluded that between Supervision and Discipline simultaneously does have an effect on work effectiveness
The Effect of Coordination and Employee Spirit on Employee Work Productivity at The Indonesian National Army Health Education Center Army Sepudin Sepudin; Yuni Pratikno; Sitta Kusuma
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6534

Abstract

The aim of this study is the influence of individual characteristics on work productivity, the influence of work enthusiasm on employee work productivity and to determine the influence of coordination and work enthusiasm simultaneously on employee work productivity at the Indonesian Army Health Education Center. The calculated t value for Coordination (X1) is 5.726, the ttable value for N = 50 is 2.009. So 5.726 > 2.009, then H0 is rejected and Ha is accepted, that Coordination (X1) has a significant effect on Work Productivity (Y), the calculated tvalue Work enthusiasm (X2) is 7.761, the ttable value for N = 50 is 2.009. So 7.761 > 2.009, then H0 is rejected and Ha is accepted, it can be partially that Work enthusiasm (X2) has an effect on Work Productivity (Y). test ANOVA is 317,608 While F table (a0.05) for N = 50 is 2.79. So Fcount > from Ftable (a0.05) or 317,608 > 2.79 that Coordination (X1) and Work Spirit (X2) together influence Work Productivity (Y). Adjusted R Square (R2) value is 0.931. This shows that 93.1% of Coordination (X1) and Work Spirit (X2) simultaneously influence Employee Work Productivity (Y) while the remaining 6.9% is influenced by other factors not studied.
The Effect of Personnel Participation and Work Motivation on Job Satisfaction in The New City Sector of The Karawang Police Suherlan Suherlan; Kemal Taufik; Suhardi Suhardi
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6535

Abstract

This study has the following objectives: To determine and analyze the effect of personnel participation on job satisfaction, to determine and analyze the effect of work motivation on job satisfaction, and to determine and analyze the joint effect of personnel participation and work motivation on job satisfaction, the calculated t value obtained is 2.075 while the t table value is 1.990 for N = 90, then 2.075 > 1.990, thus H0 is rejected and Ha is accepted, from this study it is proven that the participation variable (X1) has a positive influence on the job satisfaction variable (Y), the calculated t value obtained is 6.199 while the t table value is 1.990 for N = 90, then 6,199 > 1,990, thus H0 is rejected and Ha is accepted, from this study it is proven that the work motivation variable (X2) has a positive influence on the job satisfaction variable (Y). the calculated F value is 30.467 while the F table for N = 90 is 2.71. Thus the calculated F value (30.467) > F table (2.71), so clearly H0 is rejected and Ha is accepted. With F count > F table, it can be concluded that personnel participation (X1) and work motivation (X2) jointly have a positive influence on job satisfaction (Y).
The Influence of Individual Characteristics and Organizational Commitment on The Performance of Police Personnel in The Rawamerta Sector of Karawang Regency, West Java Ulan Sonjaya; Kemal Taufik; Suhardi Suhardi
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6536

Abstract

The objectives of this study are to examine the influence of individual characteristics on personnel performance, the influence of organizational commitment on personnel performance, and the simultaneous influence of individual characteristics and organizational commitment on the performance of Rawamerta Sector Police personnel. The t-value for variable X1 (Individual Characteristics) was 4.334. while the ttable value for n = 46 is 2.013. So tcount > ttable or 4.334 > 2.013, it can be concluded that partially the individual Characteristics variable has a positive effect on personnel Performance, the tcount value for variable X2 (Organizational Commitment) is 6.703, while the ttable value for n = 46 is 2.013. So tcount > ttable or 6.703 > 2.013, it can be concluded that partially the organizational Commitment variable has a positive effect on personnel Performance. The ANOVA test obtained an Fcount value of 66.455 which is greater than the Ftable for n = 46 of 2.81 with a significant level of 0.000 because 0.000 <0.05, it can be said that individual Characteristics (X1) and Organizational Commitment (X2) together have a positive effect on personnel Performance (Y).
The Influence of Education and Career Development on Personnel Performance in The Special Detacion 88 Anti-Terror of The Republic of Indonesia Police Yanto Hermawan; Zulkifli Rangkuti; Eddy Hermawan Hasudungan Panjaitan
Dinasti International Journal of Management Science Vol. 7 No. 5 (2026): Dinasti International Journal of Management Science (May - June 2026)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v7i5.6537

Abstract

The objectives of this study are: To determine and analyze the influence of education on personnel performance, to determine and analyze the influence of career development on personnel performance, and to determine and analyze the simultaneous influence of education and career development on personnel performance. The test statistics used were as follows: There is an influence of training on work behavior, this can be seen from the t count value for Education (X1) of 4.858 while the t table value for n = 71 is 1.950. So 4.858> 1.950, then H0 is rejected and Ha is accepted, it can be stated that Education (X1) has a significant effect on personnel performance (Y), the t count value for Career Development (X2) is 9.758 while the t table value for n = 71 is 1.950. So 9,758> 1,950, then H0 is rejected and Ha is accepted, It can be stated that Career Development (X2) has a significant effect on Personnel Performance (Y). The R-square (R2) value is 0.742. This indicates that 74.2% of Education (X1) and Career Development simultaneously influence Personnel Performance (Y), while the remaining 25.8% is influenced by other factors not examined in this study.

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