Journal La Bisecoman
Journal La Bisecoman ISSN 2721-124X (Online) and 2721-0987 (Print) includes all the areas of research activities in all fields under Business, Economics, and Management such as Financial Management, Accounting, Administrative System, Brand Innovation and Brand Management, Management, Business Economics, Business Administration, Energy Management, Environmental Management, Public Sector Management, Facilities Planning and Management, Marketing Management, Finance, Foodservice Management, Global Manufacturing and Management, Human Resource Management, Industrial Engineering, Information Technology Management, Knowledge Management, Management Information System, Management Psychology, Management of Enterprises, Management Practices, Management Strategy, Management Theory, Manufacturing Systems Engineering, Marketing, Operations Research, Organizational Behaviour, Port Management, Production Management, Project and Quality, Research Methods, Logistics and Supply Chain Management, Risk Management and Insurance, Scientific Management, Security and Risk Management, Hospitality Management, Sport Management, Strategic Management, Strategic Management, Technology and Knowledge Management.
Articles
296 Documents
<![CDATA[Developing The Competency of Human Resources Analyst Officials in The Personnel Agency and Human Resources Development ]]>
<![CDATA[Nasruddin, Nasruddin]]>;
<![CDATA[Hamid, Muliyadi]]>;
<![CDATA[Djabar, Sadly Abdul]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 6 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i6.2047
<![CDATA[Human resource management (HRM) is a crucial element in organizational success, particularly in government institutions. This study focuses on the competency development of the functional position of Human Resources Apparatus Analyst (Analis SDM Aparatur) following job realignment at the Civil Service and Human Resource Development Agency (BKPSDM) in Nunukan Regency. The research examines the alignment of employee competencies with job demands and evaluates the effectiveness of existing competency development programs. The study employs a descriptive qualitative method with an inductive analysis approach. The findings reveal significant competency gaps among employees, both in technical skills and managerial abilities, which hinder their performance effectiveness. Moreover, existing training programs are deemed suboptimal in addressing the functional position's actual needs in terms of content, methods, and implementation. The study suggests the necessity of a comprehensive evaluation of training programs and the formulation of more targeted and relevant competency development strategies. These findings contribute to enhancing HRM effectiveness, supporting BKPSDM's strategic objectives, and serving as a reference for future HR policy-making.]]>
<![CDATA[The Influence of E-Government and M-Passport (Mobile Passport) Service Quality on Passport Applicant Satisfaction Levels ]]>
<![CDATA[Vivi, Anastasia]]>;
<![CDATA[Sukmarini, Andi Vita]]>;
<![CDATA[Djalil, Nur Alim]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 5 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i5.2048
<![CDATA[The research approach used is quantitative-descriptive. This research was conducted at the Makassar TPI Special Class I Immigration Office with the research subject being passport applicants at the Makassar TPI Special Class I Immigration Office with a sample size of 99 people. Data collection using observation, questionnaires and documentation. Result 1) The effect of E-government service quality on the level of satisfaction of passport applicants. The convenience of the M-Passport (Mobile Passport) application is supported by the dexterity of the employees so as to produce good service quality. This is a perfect combination in producing passport applicant satisfaction at the Makassar TPI Special class I immigration office. 2) The effect of M-Passport (Mobile Passport) on the level of satisfaction of passport applicants. In line with what is felt by customers or passport applicants at Immigration Class I Special TPI Makassar. The effectiveness of the implementation of the M-Passport (Mobile Passport) application program which shows success in encouraging service accountability in Immigration Class I Special TPI Makassar. 3) The effect of E-Government and M-Passport (Mobile Passport) service quality on the level of satisfaction of passport applicants. The success obtained from the quality of E-Government and M-Passport (Mobile Passport) services on the level of customer satisfaction also occurs the same. The success of each variable also had a successful effect when tested simultaneously or together on the satisfaction of passport applicants at Immigration Class I Special TPI Makassar.]]>
<![CDATA[The Influence of Organizational Culture, Organizational Commitment and Job Satisfaction on Asn Employee Performance : JEL Classification: K11, K12, K13, O34, D23 ]]>
<![CDATA[Akmal, Akmal]]>;
<![CDATA[Hamid, Muliyadi]]>;
<![CDATA[Mujahid, Mujahid]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2116
<![CDATA[The purpose of the research This is to analyze influence culture organization to performance employee to performance employee on Office Institution Community Class I Makassar, to analyze influence commitment organization to performance employee to performance employee on Office Institution Community Class I Makassar, to analyze the influence of job satisfaction on employee performance on Office of the Institute Community Class I Makassar and to Analyze influence culture organization, commitment organization And satisfaction Work to performance employee in a way simultaneous or combination. This research is survey research with a quantitative research approach. The location of this research is in the Class I Makassar Correctional Institution (Lapas). The population in this study was 141 people with a sample of 58 people. The main instrument used to obtain data was using a questionnaire. As for the data analysis technique using Multiple Regression analysis technique. Based on the results of this study, it shows that Organizational Culture has a positive and insignificant effect on the performance of civil servants of the Makassar Class I Penitentiary. This means that Organizational Culture has a unidirectional relationship and is not one of the determining factors for the rise and fall of employee performance. Organizational Commitment does not have a positive and insignificant effect on the performance of civil servants of the Makassar Class I Penitentiary. This means that Organizational Commitment has a non-unidirectional relationship and is not one of the determining factors for the rise and fall of employee performance.]]>
<![CDATA[Optimization of Human Resources Performance in the Goods and Services Procurement Work Unit ]]>
<![CDATA[Riswan, Riswan]]>;
<![CDATA[Mujahid, Mujahid]]>;
<![CDATA[Muin, Sri Adrianti]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 5 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i5.2120
<![CDATA[This study aims to assess the performance of Human Resources and identify factors that affect the performance of Human Resources in the Goods and Services Procurement Work Unit of the Regional Secretariat of Paniai Regency. The research method used is using research with a descriptive qualitative system with data analysis through interview methods and field observations. Key informants we obtained through interviews with 5 people. The results of the study state that the performance of human resources in the Goods / Services Procurement Work Unit of the Regional Secretariat of Paniai Regency has not run optimally, this is due to the unavailability of special functional personnel for the management of Goods / Services Procurement (Working Group), a Procurement System that is still manual, there are internal factors, namely the potential of management officials is not optimal where they have never participated in technical guidance, training or training on the management of goods / services procurement, have never received awards or rewards as a form of appreciation. External factors, namely there is no special budget allocation for improving human resources in UKPBJ and there has been no effort from the government to organize special functional staff for goods / services procurement managers.]]>
<![CDATA[Implementation Of Online Submission Risk Based Approach (Oss-Rba) System for Business Actors in Order to Accelerate Business Licensing ]]>
<![CDATA[Haisa, Haisa]]>;
<![CDATA[Insan, A. Nur]]>;
<![CDATA[Hamid, Mulyadi]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 3 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i3.2122
<![CDATA[This study aims to analyze the implementation of OSS-RBA in accelerating business licensing in Nunukan Regency and identify supporting and inhibiting factors in its implementation. This study uses a qualitative method with a descriptive approach, where data is collected through interviews with officials of the Investment and One-Stop Integrated Service Office (DPMPTSP) and business actors in Nunukan Regency. The results of the study indicate that OSS-RBA has provided convenience in business licensing through process digitization, reduced bureaucracy, and system integration with various related agencies. The main supporting factors for the implementation of OSS-RBA include regulatory readiness, HR support at DPMPTSP, and ease of online system access. However, there are still obstacles in its implementation, such as limited understanding of business actors regarding the OSS-RBA system, limited internet network infrastructure in several areas, and the complexity of requirements for businesses with medium and high risk levels. To increase the effectiveness of OSS-RBA, efforts are needed to socialize and train business actors, improve technology infrastructure, optimize assistance services, and improve coordination between agencies. With these steps, OSS-RBA is expected to be more optimal in accelerating the business licensing process and encouraging economic growth in Nunukan Regency.]]>
<![CDATA[Earnings Quality as a Function of Capital Structure and Financial Signals : JEL Classification: M41 G32, G34, O16, L60 ]]>
<![CDATA[Tanto, Tanto]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 2 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i2.2292
<![CDATA[In this regard the veracity of the corporate engagement in reporting earnings is of core interest in financial research especially in developing economies where regulation, disciplinary and governance infrastructure remains variable. This paper reconsiders the applicability of the four fundamental financial determinants, that is, the capital structure, earnings growth, firm size, and earnings persistence as a determinant of earnings quality in Indonesia in industrial sector. These variables are generally addressed in the available extents of literature as universally credible predictors; however, the institutions and the behavioural issues that define firms within a structurally fissured market place are rarely considerations, and few theories can be applied that are held to be reliably predictive. This study, using a regression model based on agency theory and signaling theory, and panel data collected on industrial firms which were listed in the Indonesia stock exchange during the period of 2019 and 2023; discovers that capital structure poses a rather influential influence positively on the earnings quality of firms. This is the result of creditor management encouraging reporting discipline in situations where internal governance is low. Conversely, earnings growth and firm size are not related closely with earnings quality, which means that the market is no longer using scale itself or expansion as a valid proxy of credibility. Even more urgently, the persistence of earnings is much more harmful on the scale, showing how too steady earnings could speak about manipulation instead of actual financial might.]]>
<![CDATA[How Employer Branding Shapes Person-Organization Fit in Gen Z: The Strategic Role of Social Media: JEL Classification: D22, G21, M31, O16, L26 ]]>
<![CDATA[Salma, Arinda]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2293
<![CDATA[As the world continues to develop and change, generations and intergenerational expectations are also changing. One of them is Generation Z, which shows unique characteristics in choosing a job, prioritizing the alignment of values and company culture. This study aims to examine the effect of employer branding on person- organization fit (P-O fit) in Generation Z job seekers, with social media as a mediating variable. The method used in this study is a quantitative approach with data collection through a questionnaire distributed online to 136 respondents who met the research criteria. The results of the analysis using SmartPLS show that employer branding has a positive and significant effect on P-O fit, and social media plays an important role in increasing this influence. These findings emphasize that companies need to build a strong and transparent image through social media to attract and retain Generation Z talent. This study provides insight for companies in formulating effective recruitment strategies in a competitive labor market.]]>
<![CDATA[Reassessing Bureaucratic Performance in Local Government through Institutional Evidence and Administrative Reali: JEL Classification: H83, H70, D73, O21, R58 ]]>
<![CDATA[Kasmiati, Juni]]>;
<![CDATA[Hamid, Mulyadi]]>;
<![CDATA[Arif, Muhammad Ridwan]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 2 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i2.2321
<![CDATA[This research does not question the success of the State Civil Apparatus (ASN) in the Nunukan Sub-district Office in order to find out whether the case of institutional success has been attained, but rather to question the circumstances surrounding the declaring of performance. The study builds on SKP faces of 2023 and 2024 and conversations and observations in the field to reveal a troubling disjuncture between institutional measures and reality in the administrative realm. Records indicate that there is universal performance in quantity, quality, and time, but the organizational fabric paints a different picture: there is no balance in the workload, discipline is applied irregularly, motivation is presupposed but not built, and the leadership preserves the stability preserving the stability but depriving growth. In this case performance is not failing; it is done. The system of SKP, built on the vision of measuring contribution, actually turns into the engine of cloning the bureaucratic coziness, encouraging silence, and adherence to the procedures instead of results. This paper claims that performance appraisals when removed of context and criticism occupy a position where they can only be rituals that obfuscate institutional stagnation more than they can serve a corrective purpose. Rather than adding weight to the feasibility of your (collective) governance, putting border governance in an analytical standoff may question the validity of coherent assessment standards and demand the introduction of a performance paradigm that is built not on scrutiny, but structural truthfulness and societal accountability.]]>
<![CDATA[Organizational Citizenship Behavior in the Implementation of Anti-Fraud Strategy at Bank Sulselbar ]]>
<![CDATA[Mappisabbi, Muhammad Fadli]]>;
<![CDATA[Hasniati, Hasniati]]>;
<![CDATA[Ibrahim, Muhammad Akmal]]>;
<![CDATA[Iskandar, Didik]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 6 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i6.2375
<![CDATA[The implementation of effective anti-fraud strategies relies not only on clear policies and procedures but also on the involvement of all members across the organization. In this case, organizational citizenship behavior plays a very important role. This study aims to analyze organizational citizenship behavior in the implementation of anti-fraud strategies at Bank Sulselbar in South Sulawesi and West Sulawesi Provinces. This study uses a descriptive quantitative research approach with data collection methods, namely questionnaires and review documents. Samples in this research are Bank Sulselbar employees. Data sources consist of primary and secondary data. While the technique of data analysis uses inferential statistics. The results of the study show that organizational citizenship behavior in implementing anti-fraud strategies at Bank Sulselbar in South Sulawesi and West Sulawesi Provinces is 20,730 or 88% of the maximum percentage. If seen from the value range table it can be concluded that organizational citizenship behavior in implementing anti-fraud strategies at Bank Sulselbar in South Sulawesi and West Sulawesi Provinces is relatively very high.]]>
<![CDATA[The Role of Human Resource Management in Improving the Performance of MSMEs ]]>
<![CDATA[Razak, Marwan]]>
<![CDATA[ Journal La Bisecoman Vol. 5 No. 6 (2024): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v5i6.2427
<![CDATA[This research aims to analyze the role of Resources Management (MSDI) in improving the performance of Micro, Small, and Medium Enterprises (UMKM) in Limboto District. MSDI, as an advanced development of Human Resources Management (HRM), adopts a more holistic and humanistic approach, focusing on employee empowerment and comprehensive development. This study uses qualitative methods, including in-depth interviews with UMKM owners and employees, along with relevant secondary data analysis, to identify key factors that influence MSDI management and UMKM performance. The findings highlight the importance of structured MSDI management in improving service quality, customer satisfaction, and operational productivity. It was found that areas such as employee training, technology integration, and employee involvement in decision-making are critical to the performance improvement of UMKM. The research also discusses the challenges faced by UMKM in Limboto, including financial constraints and the lack of training and technology adoption. The study suggests that effective MSDI management, focusing on employee development and the integration of appropriate technologies, can create a more productive and competitive environment for UMKM.]]>
