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Nur Sandi Marsuni
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Jurnal Ilmu Manajemen Profitability
Published by Universitas Muhammadiyah Makassar
ISSN : 27146332     EISSN : 27146324     DOI : -
Core Subject : Economy, Science,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance
Profitability: Jurnal Ilmu Manajemen [p-ISSN 2714-6332| dan e-ISSN 2714-6324] yang diterbitkan oleh Program Studi manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Makassar, jurnal ini menerbitkan artikel hasil penelitian dibidang Ilmu Manajemen. Jurnal ini menerbitkan studi penelitian yang menggunakan berbagai metode dan pendekatan kualitatif dan / atau kuantitatif dibidang manajemen. Jurnal ini bertujuan untuk mengembangkan konsep, teori, perspektif, paradigma, dan metodologi dalam ruang lingkup manajemen yang terbit dua kali dalam setahun yaitu bulan Februari dan bulan Juli. Adapun ruang lingkup Profitability: Jurnal Ilmu Manajemen meliputi Manajemen Keuangan, Manajemen Sektor Bisnis dan UMKM, Manajemen Sumber Daya Manusia, Sistem Informasi Manajemen, Manajemen Perbankan, Manajemen Perusahaan, Manajemen Lingkungan dan Audit Manajemen serta ilmu terapan Bisnis
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 323 Documents
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Psychological Capital, Regulatory Compliance, and Budgetary Goals: Examining Leadership Support in Local Government Performance Nasrullah; Muhammad Yusuf; Gilang Ramadhan
Jurnal Ilmu Manajemen Profitability Vol. 10 No. 2 (2026): AGUSTUS 2026
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/vcxe8h75

Abstract

Service quality is an important aspect of public service performance, particularly in port administration, where professional, reliable, and responsive services are essential for service users. However, service quality may be influenced by organizational and behavioral factors that require further examination, particularly work ethics, social responsibility, and institutional reputation. This study aimed to determine the influence of Work Ethics, Social Responsibility, and Reputation on the Service Quality of employees at the Main Office of the Kesyahbandaran and Port Authority Makassar. A quantitative research approach was employed with 75 respondents. Primary data were collected through observation, documentation, and questionnaires, while the data were analyzed using multiple linear regression and hypothesis testing through t-tests. The results showed that Work Ethics, Social Responsibility, and Reputation each had a positive and significant effect on Service Quality. These findings indicate that stronger ethical work practices, greater organizational social responsibility, and a positive institutional reputation contribute to the provision of better service quality. The study contributes to the understanding of service quality in public port administration by highlighting the importance of integrating employee work ethics, organizational social responsibility, and institutional reputation. Practically, the findings suggest that strengthening these three aspects can support more professional, responsive, and satisfactory public services at the Kesyahbandaran and Port Authority Makassar.
Job Satisfaction and Work Motivation as Determinants of Employee Organizational Behavior Andi Nila Ratna Sari; Firman Ridwan; Achmad Gani; Ilham Labbase
Jurnal Ilmu Manajemen Profitability Vol. 10 No. 2 (2026): AGUSTUS 2026
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/wh68kr02

Abstract

Employee organizational behavior is an important factor in supporting effective workplace interactions, performance, and the achievement of organizational goals. However, differences in employees’ attitudes and motivational conditions may influence the extent to which they demonstrate constructive, cooperative, and engaged behaviors. This study aimed to examine the effects of job satisfaction and work motivation on employee organizational behavior, both individually and simultaneously. The study employed an associative quantitative design. Primary data were collected through structured questionnaires distributed to employees, while secondary data were obtained from relevant literature and organizational documents. The population consisted of employees within the observed organization, and 60 valid respondents were selected using purposive random sampling based on the sample determination using the Slovin formula. Data were analyzed using multiple linear regression to test the proposed hypotheses. The results showed that job satisfaction had a positive and significant effect on employee organizational behavior, indicating that higher job satisfaction was associated with more constructive and cooperative workplace behaviors. Work motivation also had a positive and significant effect, demonstrating its importance in encouraging proactive attitudes, commitment, and employee engagement. Simultaneously, job satisfaction and work motivation significantly contributed to employee organizational behavior. These findings highlight the importance of managerial policies that create a supportive work environment and strengthen recognition and motivation. Organizations are encouraged to recognize employee contributions through financial and non-financial rewards, including praise and career development opportunities, to foster positive organizational behavior and improve overall performance.
The Role of Ethical Leadership in Building Organizational Trust and Commitment Achmad Gani; Serlin Serang; Putri Aulia Radwa; Zulfikar
Jurnal Ilmu Manajemen Profitability Vol. 10 No. 2 (2026): AGUSTUS 2026
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/rn1t0m11

Abstract

Ethical leadership is increasingly important in organizational behavior because leaders’ ethical conduct can shape employees’ trust and commitment, yet the mechanism linking ethical leadership to organizational commitment requires further empirical examination. This study aimed to examine the effect of ethical leadership on organizational trust and organizational commitment and to determine the mediating role of organizational trust in this relationship. A quantitative explanatory design was employed, involving 250 employees from public, private, and manufacturing organizations. Data were collected through a structured and validated questionnaire and analyzed using Structural Equation Modeling to examine the relationships among ethical leadership, organizational trust, and organizational commitment. The results showed that ethical leadership had a positive and significant effect on organizational trust, indicating that leaders who demonstrated integrity, fairness, and moral responsibility were more likely to gain employees’ trust. Organizational trust also had a significant positive effect on organizational commitment, while ethical leadership directly and positively influenced organizational commitment. Furthermore, organizational trust partially mediated the relationship between ethical leadership and organizational commitment. These findings indicate that ethical leadership strengthens employee commitment both directly and through the development of organizational trust. The study contributes to organizational behavior research by clarifying the role of trust as an important mechanism through which ethical leadership influences employee commitment. Practically, the findings highlight the importance of ethical leadership development in strengthening trust, fostering long-term employee commitment, and supporting sustainable organizational performance.

Page 33 of 33 | Total Record : 323

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