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Journal of Management and Social Sciences
Published by Sekolah Tinggi Ilmu Administrasi Yappi Makassar
ISSN : 29635047     EISSN : 29635497     DOI : 10.55606
Core Subject : Science, Social, Engineering,
Decision Sciences, Operations Research & Management Social Sciences Transportation
Ilmu manajemen Manajemen Manajemen Syariah Administrasi Keuangan (Perkantoran, Pajak, Hotel, Logistik, Dll) Pemasaran Manajemen Transportasi Manajemen Industri Manajemen Informatika Kesekretariatan Ilmu Sosial : Ilmu Komunikasi Jurnalistik Hubungan Masyarakat Periklanan Televisi dan Film Manajemen Komunikasi dan Media Komunikasi Penyiaran Islam Ilmu Kesejahteraan Sosial Sosiologi Antropologi Ilmu Sosiatri Kependudukan (Demografi)
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Menejemen Teknologi dan Inovasi
Articles 253 Documents
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Implementasi Program Hibah Daerah di Kabupaten Rokan Hulu Berdasarkan Peraturan Bupati Rokan Hulu Nomor 36 Tahun 2022 Suci Rahmadini; Rizki Syafril
Journal of Management and Social Sciences Vol. 5 No. 1 (2026): Journal of Management and Social Sciences
Publisher : Sekolah Tinggi Ilmu Administrasi (STIA) Yappi Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimas.v5i1.2936

Abstract

The Regional Grant Program is a local government policy aimed at supporting communities, places of worship, religious organizations, and underprivileged students in meeting social, religious, development, and educational needs. This study aims to analyze the implementation of the Regional Grant Program in Rokan Hulu Regency and identify factors supporting and hindering its implementation. The study employs a qualitative approach with a descriptive design. Informants consisted of program implementers and grant recipients selected through purposive sampling. Data were collected through interviews, observation, and documentation and analyzed using the interactive model of Miles, Huberman, and Saldaña, comprising data condensation, data display, and conclusion drawing. The results indicate that the program has been implemented in accordance with Rokan Hulu Regent Regulation Number 36 of 2022 and is supported by communication, resources, implementer disposition, and bureaucratic structures. The program has reached its target groups and provided benefits for students’ educational needs, the construction and renovation of places of worship, and socio-religious activities. However, implementation remains suboptimal due to budget constraints, uneven understanding of the ECBD system, limited administrative capacity among some recipients, time constraints, and bureaucratic complexity. Supporting factors include effective communication, implementer responsiveness, adequate human resources, and clear procedures, while hindering factors include budget limitations, uneven information dissemination, community capacity, and bureaucratic complexity.
Pengaruh Motivasi Kerja terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Mediasi pada PT Sinar Permata Agro Andre Maulana; Okki Trinanda
Journal of Management and Social Sciences Vol. 5 No. 1 (2026): Journal of Management and Social Sciences
Publisher : Sekolah Tinggi Ilmu Administrasi (STIA) Yappi Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimas.v5i1.2946

Abstract

This study aims to analyze the effect of work motivation on employee performance with job satisfaction as a mediating variable at PT Sinar Permata Agro. The background of this research is based on the phenomenon of unachieved production targets, substandard harvest quality, and high rates of employee tardiness. This research uses a quantitative method with a causal design. The population and sample consisted of 85 permanent harvest employees using a saturated sampling technique. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0 software. The findings show that work motivation does not have a direct significant effect on employee performance. However, work motivation has a positive and significant effect on job satisfaction, and job satisfaction has a positive and significant effect on employee performance. Furthermore, job satisfaction acts as a full mediator in the relationship between work motivation and employee performance. The implication of this study suggests that management cannot rely solely on motivating employees to improve performance; they must actively create job satisfaction through fair compensation, adequate field infrastructure, and supportive supervision to achieve optimal harvest targets.
The Influence of Leadership Style, Motivation, and Work Discipline on Employee Performance at PT. CABE Melek Literasi Ni Luh Eka Juniartini; Wayan Suryathi; Luh Kemala Putri
Journal of Management and Social Sciences Vol. 5 No. 3 (2026): August: Journal of Management and Social Sciences
Publisher : Sekolah Tinggi Ilmu Administrasi (STIA) Yappi Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study aims to analyze the influence of On-the-Job Training and Supervisor Guidance on trainees’ Work Readiness at LV8 Resort Hotel Canggu. Work readiness is a crucial issue in the hospitality industry because hotel service quality strongly depends on human resources who are able to understand work procedures, adapt to organizational culture, communicate professionally, and demonstrate discipline, responsibility, and service-oriented behavior. This study employed a quantitative approach with an associative research design. The research population consisted of all trainees participating in the workplace training program at LV8 Resort Hotel Canggu during the June–December 2025 period, totaling 61 respondents. A total sampling technique was applied, meaning that the entire population was used as the research sample. Data were collected using a five-point Likert-scale questionnaire and analyzed through validity testing, reliability testing, classical assumption testing, multiple linear regression, t-test, F-test, and coefficient of determination analysis. The findings reveal that On-the-Job Training has a positive and significant effect on Work Readiness, with a beta value of 0.538, t-value of 4.968, and p-value of 0.000. Supervisor Guidance also has a positive and significant effect on Work Readiness, with a beta value of 0.238, t-value of 2.201, and p-value of 0.032. Simultaneously, both variables significantly influence trainees’ work readiness, as indicated by an F-value of 13.958 and a p-value of 0.000. The Adjusted R Square value of 0.302 indicates that On-the-Job Training and Supervisor Guidance explain 30.2% of the variation in Work Readiness, while the remaining 69.8% is influenced by other factors outside the research model. These findings confirm that direct workplace experience and supervisor guidance are essential factors in developing hotel trainees’ readiness for professional employment. The practical implication of this study suggests that hotel management should improve the quality of OJT implementation, strengthen periodic evaluation, and optimize the role of supervisors as mentors so that trainees can develop stronger competence, confidence, adaptability, and readiness to enter the professional hospitality workforce.

Page 26 of 26 | Total Record : 253

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