cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
Andi Yusuf Katili
Contact Email
yusuf2801@gmail.com
Phone
+6281310812300
Journal Mail Official
-
Editorial Address
Jl. Jaksa Agung Soeprapto no. 40 Kota Gorontalo
Location
Kota gorontalo,
Gorontalo
INDONESIA
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik
Published by Universitas Bina Taruna Gorontalo
ISSN : 20881894     EISSN : 27159671     DOI : -
Core Subject : Social,
Social Sciences
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik terbit 6 bulan sekali yaitu pada Juni dan Desember. Diterbitkan oleh P3M Sekolah Tinggi Ilmu Administrasi Bina Taruna Gorontalo
Arjuna Subject : Ilmu Sosial - Administrasi Publik
Articles 558 Documents
 42   43   44   45   46 
PENGARUH TOXIC LEADERSHIP DAN STRES KERJA TERHADAP KINERJA KARYAWAN DI SURABAYA DENGAN KOMUNIKASI SEBAGAI VARIABEL INTERVENING Nuradi Mulya Razaq; Siti Mujanah; Achmad Yanu Alif Fianto
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1371

Abstract

This research aims to analyze the influence of toxic leadership and work stress on employee performance in Surabaya with communication as an interverning variable. In various companies there are still toxic leaders who make employees uncomfortable which can cause employee performance to be less than optimal, and work stress caused by the work environment and excessive workload can affect employee performance, therefore good communication is maintained. In this research, samples were taken using an online questionnaire which was distributed to 100 employee respondents in Surabaya so that the data used a 1-5 Likert scale and this analysis was processed using the Structural Equation Modeling (SEM) approach with Partial Least Squares (PLS). ) method. So the results of this research show that communication has a positive effect on employee performance, toxic leadership has a significant effect on communication variables, toxic leadership has a positive effect on employee performance, work stress has a negative and insignificant effect on communication and employee performance. , toxic leadership has a significant positive effect on performance. employee. employees through communication as an intervening variable. The research results show that the level of toxic leaders among employees in Surabaya can be minimized by providing communication between employees and superiors so that it can increase employee comfort in carrying out employee performance. This communication has a positive impact on employee performance at the Surabaya Company.
UPAYA PEMERINTAH DESA DALAM MENINGKATKAN KESEJAHTERAAN SOSIAL MASYARAKAT Muten Nuna; Abdul Wahab Podungge; Muh. Fachri Arsjad; Dikson Junus; Nirmala A. Sahi
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1397

Abstract

This research uses a qualitative descriptive method with an analytical method, namely research that produces descriptive data in the form of written or spoken words from people and behavior that can be observed, and uses data collection techniques in three ways, namely observation, direct interviews with specified respondents and documentation. The results of this research show that the village government's efforts to advance the social welfare of the community in North Mongiilo Village, Bulango Ulu District are quite good, even though the level of social welfare of the community in the village itself is not evenly distributed throughout the community, which can be seen from several role indicators. used are: 1) Socialization, where the involvement of the village government together with community leaders in socializing various social welfare development activities for the community in North Mongiilo Village, Bulango Ulu District; 2) Inheritance of knowledge traditions, where the involvement of the village government together with community leaders in providing knowledge to the community regarding the importance of improving the social welfare of the community in North Mongiilo Village, Bulango District; 3) Uniting community groups, where the village government is involved with community leaders in uniting community groups; and 4) Activating the management and control system, where the involvement of the village government together with community leaders in activating the management and control system for development activities in North Mongiilo Village, Bulango Ulu District. The recommendation of this research is that the North Mongiilo Village Government, Bulango Ulu District and community leaders must pay more attention to the level of social welfare of the community and be able to overcome problems regarding the social welfare of the community in the village, such as increasing employment opportunities for the community, increasing scholarship quotas and improving educational facilities in villages, complete health support facilities and infrastructure for the community, continue to socialize various development activities in the village, so that development of the social welfare of the community in the village can be carried out optimally.
MANAJEMEN STRATEGI DP3APPKB KOTA SURABAYA DALAM MENGEMBANGKAN KOTA LAYAK ANAK Novita Diantika; Ahmad Taufiq; Cahya Lukita
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1398

Abstract

This study aims to determine how the strategic management used by DP3APPKB Surabaya City in developing Child-Friendly Cities. The research method used by the researcher is descriptive qualitative research. The technique for collecting data is conducting direct field studies at the location which includes interviews, observations, and documentation. The researcher refers to the strategic management theory of Hunger and Wheleen, which refers to environmental analysis, strategy formulation, strategy implementation, and control evaluation. The results of this study are that DP3APPKB Surabaya City in developing child-friendly cities has been implemented by having clear legal policies, having good cooperation and communication between stakeholders, and has fulfilled the KLA cluster indicators as evidenced by obtaining the main category predicate for 6 (six) consecutive times (2018-2023). However, in the special protection cluster there are still challenges where there are problems with children, namely cases of child violence.
PENGARUH LINGKUNGAN KERJA FISIK DAN MOTIVASI KERJA TERHADAP DISIPLIN KERJA PEGAWAI DUKCAPIL KABUPATEN NGADA Godefridus R Sapu; Philipus Tule; Chosmas Fernandez; Vincent Gaspersz
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1400

Abstract

This research aims to determine the partial and simultaneous influence of the physical work environment and work motivation on work discipline. This research method is a quantitative method with multiple regression analysis. The sample is 33 employees of the Population and Civil Registration Service of Ngada Regency. The results of this research partially show that the physical work environment has a significant effect on work discipline with a calculated t of 2,209 which is greater than the t table (2,209 > 1.697) and has a significance level of 0.035 < 0.05. Work motivation has a significant effect on work discipline with a t count of 7,300 which is greater than the t table (7,300 > 1.697) and has a significant level (0.000 < 0.05), while the results of the simultaneous test show that the f count value is 28.729 with a significance of 0.000, then fcount is 28.729 > 3.32 ftable with a significance of 0.000 < 0.05, so it can be said that there is a significant simultaneous influence of the physical work environment and work motivation of the work discipline of the Ngada Regency Population and Civil Registration Service employees, the magnitude of the influence of the variables of the physical work environment and work motivation on work discipline of 65.7%.
ANALISIS SUMBER DAYA MANUSIA PENGELOLA DANA BANTUAN OPERASIONAL SEKOLAH (BOS) MADRASAH IBTIDAIYAH (MI) SWASTA KABUPATEN BATANG Firkiya Khubasa; Dewi Erowati; Heri Wahyudi
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1402

Abstract

This study aims to analyze the quality of human resources who are the treasurer of the management of the School Operational Assistance (BOS) funds of Madrasah Ibtidaiyah Private Batang Regency in 2019. The research method is qualitative descriptive. The data analysis techniques used are data reduction, data presentation, and conclusion drawn. The results of the study show that the quality of the treasurer of the BOS fund management as a whole after experiencing improvement is good, although in its implementation there are some that have poor results and there are obstacles described as follows: a) The planning for the management of BOS funds is carried out well according to Juknis, but the participation of student guardians is still minimal. b) The allocation of BOS funds that are not in accordance with the number of students, the number is limited and there is a delay in the implementation of BOS fund management. c) The implementation of BOS fund management is mostly good, although it is constrained because some treasurers are not able to manage BOS funds administratively. d) The BOS fund accountability report has been implemented according to the guidelines. e) Control activities are carried out properly by the authorities. f) Quality improvement activities are carried out well. Furthermore, the factors that affect the quality of the treasurer of BOS fund management are: a) Organizational commitment factor. b) Work environment factors.
PENGARUH LEADER MEMBER EXCHANGE DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN PT TECTONA CIPTA NIAGA Muhammad Fahreza; Syarifuddin
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1406

Abstract

This study aims to determine the influence of Leader Member Exchange and Organizational Culture on the Performance of Employees at PT Tectona Cipta Niaga. Leader Member Exchange refers to the quality of the relationship between leaders and team members, which is hypothesized to have a significant impact on employee work effectiveness. Additionally, Organizational Culture, encompassing values, norms, and practices implemented within a company, is considered a key factor influencing individual performance. This research employs a quantitative method using nonprobability sampling with a saturated sample for data collection, involving 60 respondents from PT Tectona Cipta Niaga. The data analysis techniques include descriptive analysis and multiple linear regression analysis. Partial research results show that Leader Member Exchange has a positive and significant influence on employee performance, and Organizational Culture also has a positive and significant impact on employee performance. Simultaneously, Leader Member Exchange, Organizational Culture, and employee performance have a significant impact on employee performance, this shows that the influence of the independent variables, Leader Member Exchange and Organizational Culture, have a 71% influence on the dependent variable, employee performance, while the remaining 29% is influenced by other factors not examined in this study.
PENGARUH KOMPETENSI, MOTIVASI DAN BUDAYA KERJA TERHADAP KINERJA PEGAWAI LAPAS KELAS IIB MANOKWARI Lince Bela; Syahruddin Hattab; Obed Bida
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1413

Abstract

This study aims to determine the influence of competence, motivation, and work culture on employee performance at Class II B Manokwari Correctional Institution. The independent variables in this study are competence, motivation, and work culture while the bound variable is employee performance. The instrument used in data collection is in the form of a questionnaire that will be given a score based on the Likert scale. The population in this study is all employees working in Class II B Manokwari Correctional Institution as many as 74 employees. The number of samples used in this study was 50 respondents The analysis technique uses statistical analysis by testing regression, correlation, determination and hypothesis testing. The results of the study show that partially motivation has a positive and insignificant influence on employee performance, while competence and work culture have a positive and significant effect on employee performance, Simultaneously competence, motivation and work culture have a significant effect on employee performance.
PENGARUH BEBAN KERJA, DISIPLIN KERJA, DAN IKLIM ORGANISASI TERHADAP KOMITMEN ORGANISASI PERANGKAT DESA SE-KECAMATAN BOJONGSARI KABUPATEN PURBALINGGA Farhan Sofyan Dermawan; Hengky Widhiandono; Suyoto Suyoto; Alfalisyado Alfalisyado
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1416

Abstract

This investigation examines the impact of workload, work discipline, and organizational climate regarding the village's structural dedication organizational apparatus in the Bojongsari Sub-district. This study method is quantitative to test the relationship between variables. The population in this research was 117 village officials in Bojongsari District. Sampling technique using quota. The data collection instrument used a five-level Likert scale questionnaire. The analysis tool uses Smart PLS. The findings found that workload has a positive impact and has no negative influence on Organisational Commitment. Work discipline has a positive impact on positive but negligible effects are seen on commitment to the organization from the environment and commitment to the company.
PENGARUH SIKAP KERJA, KETERAMPILAN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN Affandi, Muhammad Ery; Andriani, Dewi
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1417

Abstract

This research aims to determine the influence of work attitudes and work environment on employee performance. This research uses a quantitative approach as a research method. The population of this study consists of all employees. This research uses a total sampling technique. The data used in this research consists of primary data, which was obtained through distributing questionnaires to respondents. Quantitative data analysis techniques using statistical methods to analyze data. The statistical method used is SPSS 26. Based on the research results, the work attitude variable is 3.180. The ttable value with a significance level of 0.05 is 1.979. Therefore, tcount > ttable (3.180 > 1.979), and the significance value is 0.002 < 0.05. The t-count value for the work skills variable is 4.451. The ttable value with a significance level of 0.05 is 1.979. Therefore, tcount > ttable (4.451 > 1.979), and the significance value is 0.000 < 0.05. So the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted. Thus, it can be concluded that partially there is a significant influence between work skills and employee performance. For the work environment variable it is 3.690. The ttable value with a significance level of 0.05 is 1.979. Therefore, tcount > ttable (3.690 > 1.979), and the significance value is 0.000 < 0.05. Which can show a significant work attitude towards the work environment.
DAMPAK IKLIM KERJA, SARANA PRASARANA, MOTIVASI TERHADAP KINERJA PEGAWAI: KEPUASAN KERJA SEBAGAI FAKTOR INTERVENING Oci Pitriyanti; Anuar Sanusi; Winda Rika Lestari; Anggalia Wibasuri
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v11i4.1442

Abstract

This research aims to explore the impact of work climate, infrastructure and motivation on employee performance with the role of job satisfaction as an intervening factor at the Sekincau District Office, West Lampung. The research method used is a quantitative and explanatory approach. Data collection techniques include questionnaires, interviews and observations. This research also uses the Structural Equation Modeling (SEM) method based on Partial Least Squares (PLS). The research results show that work climate and infrastructure have a significant effect on employee performance, while motivation has no significant effect. Job satisfaction has a positive and significant effect on employee performance and job satisfaction is proven to mediate the relationship between motivation and employee performance, but does not mediate the relationship between work climate and employee performance, nor does job satisfaction mediate the relationship between infrastructure and employee performance. A work environment and adequate infrastructure directly improve employee performance, while motivation does not have a significant influence. Employee job satisfaction improves performance and acts as a mediator between motivation and performance. Optimizing the work climate, infrastructure and job satisfaction is very important to improve employee performance at the Sekincau District Office.

Page 44 of 56 | Total Record : 558

 42   43   44   45   46 

Filter by Year

2014 2025


Reset
Filter By Issues
All Issue Vol. 12 No. 3 (2025): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 12 No. 2 (2025): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 12 No. 1 (2025): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 11 No. 4 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 11 No. 3 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 11 No. 2 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 11 No. 1 (2024): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol. 10 No. 4 (2023): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol 10 No 3 (2023): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publik Vol. 10 No. 3 (2023): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ Vol 10 No 2 (2023): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publik Vol 10 No 1 (2023): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 9 No 4 (2022): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 9 No 3 (2022): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 9 No. 3 (2022): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 9 No 2 (2022): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 9 No 1 (2022): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 8 No. 2 (2021): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 8 No 2 (2021): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 8 No 1 (2021): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 8 No. 1 (2021): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 7 No 2 (2020): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 7 No. 2 (2020): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 7 No. 1 (2020): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 7 No 1 (2020): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 6 No. 2 (2019): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 6 No 1 (2019): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 5 No 2 (2018): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 5 No 1 (2018): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 4 No 2 (2017): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 4 No 1 (2017): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 3 No 2 (2016): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 3 No 1 (2016): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 2 No 2 (2015): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 2 No 1 (2015): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol 1 No 2 (2014): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 1 No. 1 (2014): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik More Issue