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<![CDATA[Peran Karakteristik Pekerjaan terhadap Prestasi Kerja yang Dimediasi oleh Motivasi: Studi pada Pegawai Dinas Inspektorat Daerah Kabupaten Sampang ]]>
<![CDATA[Chamariyah Chamariyah]]>;
<![CDATA[Mufarrohah Mufarrohah]]>;
<![CDATA[Subijanto Subijanto]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2744
<![CDATA[Mufarrohah, 2023. The Role of Job Characteristics on Work Performance Mediated by Motivation (Study of Sampang Regency Regional Inspectorate Service Employees). Wijaya Putra University Postgraduate Program Surabaya.This type of research is explanatory research, the approach used is a quantitative approach, the research sample is 34 people. The analysis tool uses Smart PLS (Partial Least Square). Research objectives: 1) To describe the job characteristics, motivation and work performance of employees at the Sampang Regency Regional Inspectorate Service. 2) To test and analyze the direct influence of job characteristics on employee work performance at the Sampang Regency Regional Inspectorate Service. 3) To test and analyze the direct influence of work ability on employee motivation at the Sampang Regency Regional Inspectorate Service. 4) To test and analyze the direct influence of motivation on employee work performance at the Sampang Regency Regional Inspectorate Service. 5) To test and analyze the significant indirect influence of job characteristics on employee work performance at the Sampang Regency Regional Inspectorate Service which is mediated by motivation. The research results show that: 1) Job characteristics have an insignificant effect on work performance with a p value of 0.100. 2) Job characteristics have a significant effect on motivation with a p value of 0.000. 3) Motivation has a significant effect on work performance with a p value of 0.000. 4) Job characteristics have a significant effect on work performance which is mediated by motivation with a p value of 0.007.]]>
<![CDATA[Faktor-Faktor Yang Mempengaruhi Terjadinya Permasalahan Pada Ekonomi Makro Islam Di Indonesia ]]>
<![CDATA[Muhammad Mustaghfirin]]>;
<![CDATA[Dewi Ratih]]>;
<![CDATA[Anugrahi Putri Ziyadatin Ilmi]]>;
<![CDATA[Eny Lathifah]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2746
<![CDATA[Macroeconomic problems are complex and multifaceted issues whose causes include several factors. The main focus of this research is on the factors that cause macroeconomic problems both from an internal and external perspective. Internal factors include national income, fiscal policy, poverty, and inflation. Low national income can hamper economic growth and worsen social welfare. Ineffective fiscal policy can result in budget imbalances and waste of resources. Widespread poverty can reduce people's purchasing power and increase social instability. High inflation can erode the value of the currency and people's purchasing power, thereby worsening economic conditions. Meanwhile, external factors that influence the macro economy include international trade and foreign exchange rates. Unbalanced international trade can lead to trade deficits and dependence on imports.]]>
<![CDATA[Pengaruh Budaya Organisasi dan Kemampuan Kerja Terhadap Kinerja Personel Satuan Reserse dan Kriminalitas (RESKRIM) Polres Sumenep dengan Reward Sebagai Variabel Mediasi ]]>
<![CDATA[Ifan Prayitno]]>;
<![CDATA[Mei Indrawati]]>;
<![CDATA[Chamariyah Chamariyah]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2778
<![CDATA[Abstract The research results show that: 1) Organizational culture has a direct and significant positive effect on personnel performance as evidenced by the original sample value of 0.251 and p-values of 0.023. 2) Organizational culture has no direct positive or significant effect on performance as evidenced by the original sample value of 0.149 and p-values of 0.432. 3) Work ability has a direct and significant positive effect on personnel performance as evidenced by the original sample value of 0.347 and p-values of 0.021. 4) Work ability has a direct and significant positive effect on rewards as evidenced by the original sample value of 0.669 and p-values of 0.000. 5) Rewards have a direct and significant positive effect on personnel performance as evidenced by the original sample value of 0.475 and p-values of 0.000. 6) Organizational culture has no positive but significant indirect effect on personnel performance and rewards as evidenced by the original sample value of 0.071 and p-values of 0.480. 7) Work ability has a significant positive indirect effect on personnel performance and rewards with a path coefficient value of 0.317 and a p-value of 0.000.]]>
<![CDATA[Analisis Pengaruh Budaya Organisasi Dan Pengalaman Kerja Terhadap Kinerja Pegawai Badan Pengelola Keuangan Dan Pendapatan Daerah (BPKPD) Kabupaten Pamekasan Yang Dimediasi Oleh Profesionalisme ]]>
<![CDATA[Eko Purnomo]]>;
<![CDATA[Mei Indrawati]]>;
<![CDATA[Chamariyah Chamariyah]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2781
<![CDATA[Eko Purnomo, 2024. The Influence of Organizational Culture and Work Experience on the Performance of Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) Employees Mediated by Professionalism. Wijaya Putra University Postgraduate Program Surabaya. This type of research uses explanatory research, the research approach uses a quantitative approach. The research sample was 50 respondents. The purpose of this research is 1) To test and analyze whether organizational culture has a direct effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD). 2) To test and analyze whether organizational culture has a direct effect on the professionalism of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD). 3) To test and analyze whether work experience has a direct effect on the professionalism of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD). 4) To test and analyze whether work experience directly influences the performance of Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) employees. 5) To test and analyze whether professionalism has a direct effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD). 6) To test and analyze whether organizational culture has an indirect effect on the performance of employees of the Regional Financial and Revenue Management Agency (BPKPD) of Pamekasan Regency which is mediated by professionalism. 7) To test and analyze whether organizational work experience has an indirect effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) mediated by professionalism. The research results show that: 1) Organizational culture has a positive and insignificant effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) with an original sample value of 0.233. 2) Organizational culture has a significant positive effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) with an original sample value of 0.427. 3) Work experience has a significant positive effect on the professionalism of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) with an original sample value of 0.503. 4) Work experience has a positive and insignificant effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) with an original sample value of 0.182. 5) Professionalism has a significant positive effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) with an original sample value of 0.564. 6) Organizational culture has a significant positive effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) which is mediated by professionalism with an original sample value of 0.241. 7) Work experience has a significant positive effect on the performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) which is mediated by professionalism with an original sample value of 0.283.]]>
<![CDATA[Pengaruh Keputusan Investasi dan Kebijakan Dividen Terhadap Nilai Perusahaan Melalui Kinerja Keuangan Pada Perusahaan Lq-45 Tbk Tahun 2020-2022 ]]>
<![CDATA[Dewianti Dwi Wahyuni]]>;
<![CDATA[Chamariyah Chamariyah]]>;
<![CDATA[Wasis Budiarto]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2783
<![CDATA[Dewianti Dwi Wahyuni, 2024. The Influence of Investment Decisions and Dividend Policy on Company Value, Financial Performance in Companies Through Financial Performance in LQ-45 Tbk in 2020-2022. Wijaya Putra University Postgraduate Program Surabaya. This type of research is explanatory research, the approach used is a quantitative approach, the research sample is 31 companies. The analysis tool uses Smart PLS (Partial Least Square). Research objectives: 1) For describes the nature of investment, dividend policy, company value and financial performance in LQ 45 Tbk in 2020-2022; 2) For tested and analyzed the significant influence of investment ownership on the company value of LQ 45 Tbk in 2020-2022; 3) Uintuik tested and analyzed the significant influence of investment intelligence on the financial performance of LQ 45 Tbk in 2020-2022; 4) For tested and analyzed the significant influence of dividend policy on the financial performance of LQ 45 Tbk in 2020-2022; 5) For tested and analyzed the significant influence of dividend policy on company value in LQ 45 Tbk in 2020-2022; 6) For tested and analyzed the significant influence of financial performance on the company value of the LQ 45 Tbk for 2020-2022; 7) For tested and analyzed the significant influence of investment profitability on company value through financial performance in LQ 45 Tbk in 2020-2022; 8) For tested and analyzed the significant influence of dividend policy on company value through the financial performance of LQ 45 Tbk 2020-2022. The research results show that: 1) investment decisions have no significant effect on company value. 2) investment decisions have no significant effect on financial performance. 3) dividend policy has no significant effect on financial performance. 4) dividend policy has no significant effect on company value. 5) financial performance has no significant effect on company value. 6) investment decisions have no significant effect on company value. 7) dividend policy has no significant effect on company value which is mediated by financial performance.]]>
<![CDATA[Pengaruh Karakteristik Individu dan Karakteristik Pekerjaan Terhadap Kinerja Pegawai Dengan Variabel Mediator Motivasi Kerja Pegawai Di Kantor Badan Pendapatan Daerah Kabupaten Kaimana ]]>
<![CDATA[Mei Indrawati]]>;
<![CDATA[Sri Mulyani]]>;
<![CDATA[Yason Waryensi]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2784
<![CDATA[Yason Waryensi, 2024. The Influence of Individual Characteristics and Job Characteristics on Employee Performance with Mediator Variables of Employee Work Motivation at the Kaimana Regency Regional Revenue Agency Office. Wijaya Putra University Postgraduate Program Surabaya. This type of research uses explanatory research, the research approach uses a quantitative approach. The research sample was 40 employees. The objectives of this research are 1) To describe individual characteristics, job characteristics, work motivation and employee performance. 2) To test and analyze the influence of individual characteristics on the work motivation of Kaimana Regency Regional Revenue Agency employees. 3) To test and analyze the influence of job characteristics on the work motivation of the Kaimana Regency Regional Revenue Agency. 4) To test and analyze the influence of work motivation on the performance of Kaimana Regency Regional Revenue Agency employees. 5) To test and analyze the influence of individual characteristics on the performance of Kaimana Regency Regional Revenue Agency employees. 6) To test and analyze the influence of job characteristics on the performance of Kaimana Regency Regional Revenue Agency employees. 7) To test and analyze the indirect influence of individual characteristics on employee performance with work motivation as a variable mediator at the Kaimana Regency Regional Revenue Agency. 8) To test and analyze the indirect influence of job characteristics on employee performance with work motivation as a mediator variable at the Kaimana Regency Regional Revenue Agency. The research results show that: 1) Individual characteristics, job characteristics, motivation and performance of Kaimana Regency Regional Revenue Agency employees are in the very good category. 2) Individual characteristics have a significant positive effect on the work motivation of Kaimana Regency Regional Revenue Agency employees. 3) Job characteristics have a significant positive effect on the work motivation of Kaimana Regency Regional Revenue Agency employees. 4) Work motivation has a significant positive effect on the performance of Kaimana Regency Regional Revenue Agency employees. 5) Individual characteristics have an insignificant positive effect on the performance of Kaimana Regency Regional Revenue Agency employees. 6) Job characteristics have a positive and insignificant effect on the performance of Kaimana Regency Regional Revenue Agency employees. 7) Individual characteristics have an indirect effect on employee performance with work motivation as a mediator variable at the Kaimana Regency Regional Revenue Agency. 8) Job characteristics have an indirect effect on employee performance with work motivation as a mediator variable at the Kaimana Regency Regional Revenue Agency.]]>
<![CDATA[Pengaruh Kepemimpinan Transformasional Dan Pemberian Kompensasi Terhadap Prestasi Kerja PegawaiBadan Pengelolaan Keuangan Dan Pendapatan Daerah (BPKPD) Kabupaten Pamekasan Yang Dimediasi Oleh Organizational Citizenship Behaviour (OCB) ]]>
<![CDATA[Woro Utari]]>;
<![CDATA[Eddy Suryanto]]>;
<![CDATA[Nugroho Mardi]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2786
<![CDATA[Eddy Suryanto, 2024. The Influence of Transformational Leadership and Providing Compensation on Employee Work Performance by the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD) Mediated by Organizational Citizenship Behavior (OCB). Wijaya Putra University Postgraduate Program Surabaya. This type of research is explanatory research, the approach used is a quantitative approach, the research sample is 50 people. The analysis tool uses Smart PLS (Partial Least Square). Research objectives: 1) To determine the description of transformational leadership, compensation, Organizational Citizenship Behavior (OCB) and work performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD). 2) To test and analyze whether transformational leadership has an influence on work performance. 3) To test and analyze whether transformational leadership has an influence on Organizational Citizenship Behavior (OCB). 4) To test and analyze whether giving rewards has an influence on the work performance of employees of the Pamekasan Regency Regional Financial and Revenue Management Agency (BPKPD). 5) To test and analyze whether giving rewards has an influence on Organizational Citizenship Behavior (OCB). 6) To test and analyze whether Organizational Citizenship Behavior (OCB) has an influence on employee work performance. 7) To test and analyze whether transformational leadership has an indirect influence on work performance which is mediated by Organizational Citizenship Behavior (OCB). 8) To test and analyze whether giving rewards has an indirect influence on work performance which is mediated by Organizational Citizenship Behavior (OCB). The research results show that: 1) transformational leadership has no direct positive and insignificant effect on work performance as evidenced by the original sample value of 0.136 and p-values of 0.140. 2) Transformational leadership has a direct and significant positive effect on Organizational Citizenship Behavior (OCB), proven by the original sample value of 0.282 and p-values of 0.004. 3) Providing compensation has a direct positive and significant effect on work performance as evidenced by the original sample value of 0.498 and p-values of 0.000. 4) Providing compensation has a direct and significant positive effect on Organizational Citizenship Behavior (OCB), proven by the original sample value of 0.651 and p-values of 0.000. 5) Organizational Citizenship Behavior (OCB) has a direct and significant positive effect on work performance as evidenced by the original sample value of 0.338 and p-values of 0.022. 6) Transformational leadership has a significant positive indirect effect on work performance and Organizational Citizenship Behavior (OCB), proven by the original sample value of 0.095 and p-values of 0.135. 7) Providing compensation has a significant positive indirect effect on work performance and Organizational Citizenship Behavior (OCB) with a path coefficient value of 0.220 and a p-value of 0.026.]]>
<![CDATA[Pengaruh Gaya Kepemimpinan, Lingkungan Kerja, Terhadap Kinerja Pegawai Pada Badan Pengelolaa Keuangan dan Pendapatan Daerah Kabupaten Pamekasan Yang Di Mediasi Oleh Motivasi ]]>
<![CDATA[Sri Mulyani]]>;
<![CDATA[Nugroho Mardi]]>;
<![CDATA[Agus Setiawan]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2788
<![CDATA[This article reviews the Influence of Leadership Style, Work Environment, on Employee Performance with Motivation as an Intervening Variable. Where the influence of employee performance on motivation as a mediating variable includes leadership style, work environment, so in this article the author will review two variables that have a role or influence on employee performance with motivation as a mediating variable. The implementation of this literature review article is as follows: 1) leadership style influences employee performance; 2) leadership style influences motivation; 3) work environment affects motivation; 4) work environment influences employee performance; 5) motivation influences employee performance; 6) leadership style not influence employee performance mediated motivation; 7) work environment not influence employee performance mediated motivation.]]>
<![CDATA[Pengaruh Gaya Kepemimpinan, Lingkungan Kerja, Terhadap Kinerja Pegawai Pada Badan Pengelolaa Keuangan dan Pendapatan Daerah Kabupaten Pamekasan Yang Di Mediasi Oleh Motivasi ]]>
<![CDATA[Selly Furima]]>;
<![CDATA[Subijanto Subijanto]]>;
<![CDATA[Mei Indrawati]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2789
<![CDATA[Selly Furima, 2024. The Effect of HR Competencies and Career Development on the Quality of Public Services Mediated by Employee Performance (Study at the Office of the Regional Revenue Agency Kab. Kaimana), Postgraduate Program, Wijaya Putra University. This type of research is explanatory, namely research that tests hypotheses between hypothesized variables that will be tested for truth. using a quantitative approach, the research sample was 40 respondents. In this study the data will be processed using SEM-PLS data analysis. The objectives of this study are: 1) To describe HR competencies, career development, employee performance and public service quality. 2) To test and analyze the direct effect of HR competencies on the quality of public services. 3) To test and analyze the direct effect of HR competencies on employee performance. 4) To test and analyze the direct effect of career development on the quality of public services. 5) To test and analyze the direct effect of career development on employee performance. 6) To test and analyze the direct effect of employee performance on the quality of public services. 7) To test and analyze the indirect effect of HR competencies on the quality of public services. 8) To test and analyze the indirect effect of career development on the quality of public services.The results showed that: 1) HR competence has a positive and significant effect on the quality of public services. This is evidenced by the original sample value of 0.223 and p-values of 0.000. 2) HR competence has a positive and insignificant effect on employee performance. This is evidenced by the original sample value of 0.597, and the p-values of 0.179. 3) Career development has a positive and insignificant effect on the quality of public services. This is evidenced by the original sample value of 0.198 and the p-values of 0.263. 4) Career development has a positive and significant effect on employee performance. This is evidenced by the original sample value of 0.279 and the p-values of 0.025. 5) Employee performance has a positive and significant effect on the quality of public services. This is evidenced by the original sample value of 0.512 and the p-values of 0.000. 6) HR competence has a significant positive effect on the quality of public services mediated by employee performance. This is evidenced by the original sample value of 0.305 and the p-values of 0.009. 7) Career development has a significant positive effect on the quality of public services mediated by employee performance. This is evidenced by the original sample value of 0.143 and the p-values of 0.038.]]>
<![CDATA[Pengaruh Kompetensi SDM Dan Kompensasi Terhadap Kinerja Pegawai Dengan Produktivitas Kerja Sebagai Variabel Intervening ]]>
<![CDATA[Achmad Faddlillah]]>;
<![CDATA[Nugroho Mardi]]>;
<![CDATA[Woro Utari]]>
<![CDATA[ Digital Bisnis: Jurnal Publikasi Ilmu Manajemen dan E-Commerce Vol. 3 No. 2 (2024): Juni : Digital Bisnis : Jurnal Publikasi Ilmu Manajemen dan E-Commerce ]]>
Publisher : <![CDATA[Universitas 45 Surabaya ]]>
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DOI: 10.30640/digital.v3i2.2790
<![CDATA[Abstract The research results show that: 1) HR competency has a direct and significant positive effect on employee performance as evidenced by the original sample value of 0.280 and p-values of 0.007. 2) HR competency has a direct and significant positive effect on work productivity as evidenced by the original sample value of 0.434 and p-values of 0.000. 3) Compensation has no direct positive and insignificant effect on employee performance as evidenced by the original sample value of 0.101 and p-values of 0.132. 4) Compensation has a significant positive direct effect on work productivity as evidenced by the original sample value of 0.257 and p-values of 0.012. 5) Work productivity has a significant positive direct effect on employee performance as evidenced by the original sample value of 0.660 and p-values of 0.000. 6) HR competency has a significant positive indirect effect on employee performance and work productivity as evidenced by the original sample value of 0.286 and p-values of 0.000. 7) Compensation has a significant positive indirect effect on employee performance and work productivity with a path coefficient value of 0.170 and a p-value of 0.011.]]>
