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INDONESIA
Enrichment : Journal of Management
Published by Institute of Computer Science
ISSN : 20876327     EISSN : 27217787     DOI : -
Core Subject : Economy,
Economics, Econometrics & Finance
The Enrichment : Journal of Management offers wide ranging and widespread analysis of all surfaces of management and science. Published two times per year, it delivers a emphasis for universal proficiency in the vital methods, techniques and areas of research; presents a opportunity for its readers to share mutual understandings across the full range of businesses and skills in which management and science is used; covers all areas of management science from systems to practical facets; links concept with training by publishing case studies and covering the latest important issues.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Strategi dan Menejemen
Articles 1,417 Documents
 138   139   140   141   142 
The influence of sim service quality, visitor facilities and police performance on sim service user satisfaction at the Serang Regency Police Zainudin, Ahmad; Sukhaerah, Erah; Mutmainah, Mutmainah; Sumarjo, Wahid; Tajudin, Tajudin
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2460

Abstract

This study looks at how service quality and visitor facilities affect police performance and user satisfaction among staff at the Serang Regency Police Resort (Polres). It examines both individual and combined effects. The population included all 97 people at the Polres, and they were selected using a saturated sampling method. For hypothesis 1, the results showed that the calculated t-value (7.117) was higher than the critical t-value (1.985), with a significance level of 0.00, which is less than 0.05. This means service quality has a significant impact on the performance of the Indonesian National Police. For hypothesis 2, the t-value (6.120) was also higher than the critical t-value (1.985), with a significance level of 0.00, indicating that visitor facilities significantly affect police performance. Hypothesis 3 showed a t-value of 2.534, which is above 1.985, with a significance level of 0.01, meaning police performance significantly influences user satisfaction. Finally, hypothesis 4 had an F-value of 29.942, which is greater than the critical F-value of 3.093, with a significance level of 0.00, showing that both service quality and visitor facilities together have a significant effect on police performance at the Serang Regency Police Resort (Polres).
The effect of school culture, leadership, and teacher competence on teacher performance in cluster 05, Padarincang District Muflihah, Lihah; Sumardi, Ani Wulandari; Sunardi, Encun; Kurniasih, Dedeh; Wijaya, Priatna
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2461

Abstract

This study examined the effects of school culture, principal leadership, and teacher competence on the performance of elementary school teachers in Cluster 05 of Padarincang District. Using a quantitative correlational survey design, the research involved all 87 teachers from public elementary schools in the cluster through a saturated sampling technique. Data were collected through literature review, field observations, and structured questionnaires employing a five-point Likert scale. Prior to hypothesis testing, the research instruments were tested for validity and reliability, and classical assumption tests—covering normality, multicollinearity, and heteroscedasticity—were conducted to ensure the suitability of the regression model. The data were then analyzed using multiple linear regression. The results indicate that school culture, principal leadership, and teacher competence each have a positive and statistically significant effect on teacher performance, both individually and simultaneously. Among these variables, school culture emerged as the most influential factor. The Adjusted R Square value of 0.523 shows that 52.3% of the variation in teacher performance is explained by the three variables, while the remainder is influenced by factors outside the model. These findings highlight the importance of strengthening school culture, enhancing leadership quality, and continuously developing teacher competencies to improve educational outcomes
The influence of principal leadership, competence, and organizational commitment on teacher performance at SMKN 10 Pandeglang Suhandi, Asep; Faijah, Anisa; Ulfi, Ulfi; Sumarjo, Wahid; Tajudin, Tajudin
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2462

Abstract

This study aims to evaluate the influence of principal leadership, teacher competence, and organizational commitment on teacher performance at SMKN 10 Pandeglang, both individually and collectively. Using a quantitative research design, the study seeks to provide empirical evidence on how these factors contribute to improving teachers’ professional performance. Data were collected through a standardized questionnaire distributed to all 71 teachers at SMKN 10 Pandeglang, applying a census sampling technique to ensure full population participation. The hypothesis testing results reveal statistically significant relationships between the examined variables and teacher performance. Specifically, teacher competence was found to have a positive and significant effect on performance, as indicated by a calculated t-value of 2.241 exceeding the critical value of 1.966 and a significance level of 0.03, below the 0.05 threshold. Additional hypothesis testing further supports the substantial role of teacher competence in enhancing performance. Moreover, the combined influence of principal leadership, teacher competence, and organizational commitment was shown to significantly affect teacher performance, demonstrated by a t-value of 3.828 and a significance level of 0.00. These findings are reinforced by the F-test results, where the calculated F-value of 8.048 exceeds the table value of 2.628, confirming the strong collective impact of the three variables
The Influence of Education, Length of Service and Workload on Employee Performance at the Serang District Health Office Acih, Acih; Isnenti, Siti Oni; Enuh, Ahmad; Abdurrohman, Abdurrohman; Alam, Surya
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2463

Abstract

This study investigated how education level, length of service, and workload affect employee performance at the Serang Regency Health Office. Employing a quantitative descriptive–causal approach, the research used a census method involving all 92 civil servants to ensure full population representation. Data collection relied mainly on structured questionnaires with a five-point Likert scale, supported by interviews, direct observations, and document review. The data were analyzed using descriptive statistics and multiple linear regression with SPSS software, following validity, reliability, and classical assumption testing to ensure the suitability of the regression model. The results demonstrate that education level and length of service have positive and statistically significant effects on employee performance, indicating that higher educational attainment and longer work experience contribute to better performance outcomes. In contrast, workload shows a significant negative effect, suggesting that excessive or poorly managed workloads hinder effectiveness and productivity. Simultaneously, all three variables significantly influence performance, with the model explaining 62.7% of performance variance. Education emerged as the most influential positive factor, while workload was the strongest negative determinant, emphasizing the importance of integrated human resource policies that balance capability development and workload management
The effect of career development and work motivation on employee performance mediated by leadership (Study at PT. Wom Finance, Gorontalo Branch) Yusriani, Yusriani; Saparso, Saparso
Enrichment : Journal of Management Vol. 15 No. 6 (2026): Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v15i6.2467

Abstract

This study aims to analyze the influence of career development and work motivation on employee performance, with leadership serving as a mediating variable at PT WOM Finance, Gorontalo Branch. The research is motivated by several key issues, including unequal distribution of training, fluctuating levels of work motivation, and branch performance that consistently falls below corporate targets. A quantitative approach was employed using a saturated sample of 46 employees. Data were collected through questionnaires and analyzed using multiple linear regression and the Sobel Test to assess mediation effects. The findings indicate that career development and work motivation have positive and significant effects on employee performance. Both variables also significantly influence leadership, and leadership itself significantly affects employee performance. However, the Sobel Test results demonstrate that leadership does not mediate the effect of career development or work motivation on employee performance. These findings suggest that improvements in performance are driven primarily by the direct effects of career development and work motivation, while leadership does not function as an intervening variable in these relationships
Internal conflict and organizational communication on student organizational performance: The mediating role of organizational motivation Handayani, Supri
Enrichment : Journal of Management Vol. 16 No. 1 (2026): April: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v16i1.2468

Abstract

This study aims to analyze the influence of internal conflict and organizational communication on student organizational performance, with organizational motivation as a mediating at Institute of Technology and Business Indragiri. The study used a quantitative approach with a survey method. Data was collected through questionnaires (google form) from the leaders and members of student organization. This study used analysis technique with path analysis to test the direct and indirect effects between the research variables. The results of the study indicate that internal conflict has a positive effect on student organizational performance. Organizational communication has a positive effect on student organizational performance. In addition, internal conflict and organizational communication has a positive effect on organizational motivation. Organizational motivation significantly influences the student organizational performance and is proven to mediate the influence of internal conflict and organizational communication. These findings indicate that constructive internal conflict and effective organizational communication can increase the organizational motivation of members, which in turn has an impact on improving the overall student organizational performance
Analysis o leadership style and motivation on turnover intention mediated by employee loyalty at PT. WOM finance Sungging, Wahyu; Assa, Adrie Fans
Enrichment : Journal of Management Vol. 16 No. 1 (2026): April: Management Science And Field
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/enrichment.v16i1.2486

Abstract

Increasing competition in the financial services industry requires organizations to effectively manage and retain their human resources. Employees are strategic assets that play an essential role in achieving organizational goals, therefore the ability to maintain employee stability and loyalty is a key determinant of long term organizational success. One important indicator of human resource conditions is turnover intention, which reflects employees’ tendency to leave the organization. High levels of turnover intention may negatively affect organizational operations, increase recruitment and training costs, and reduce overall productivity. Consequently, organizations must understand the factors influencing turnover intention in order to formulate appropriate human resource management strategies. Within this context, PT WOM Finance, as a financing company operating in Indonesia, faces challenges in managing and reducing employee turnover intention. Organizational behavior literature indicates that leadership style and work motivation are critical factors influencing employee attitudes, loyalty, and behavioral intentions. Leadership style implemented by managers can influence employee motivation and shape employee loyalty toward the organization. Work motivation functions as an internal drive that determines the intensity, direction, and persistence of employee efforts in achieving organizational objectives. Employee loyalty represents emotional attachment and organizational commitment and is considered a mediating variable in the relationship between leadership style, motivation, and turnover intention. This study aims to analyze the effect of leadership style and motivation on turnover intention with employee loyalty as a mediating variable. A quantitative approach using a survey method was employed. Data were collected through structured questionnaires and analyzed using path analysis. The results indicate that leadership style and motivation have a positive effect on employee loyalty and also positively influence turnover intention, both directly and indirectly through employee loyalty within the financing organization

Page 142 of 142 | Total Record : 1417

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