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Adhigana Papua
Contact Email
adhiganapapua@gmail.com
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+628117423418
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adhiganapapua@gmail.com
Editorial Address
Magister Manajemen Universitas Cenderawasih Jl. Prof. Dr. Soergarda Purbakawatja No. 1 Kampus Uncen Kota Baru, Abepura, Kota Jayapura - Papua
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Kota jayapura,
P a p u a
INDONESIA
Adhigana Papua : Jurnal Ilmiah Magister Manajemen
Published by Universitas Cenderawasih
ISSN : 30249031     EISSN : 30218772     DOI : https://doi.org/10.61331/adhiganapapua.v1i1
Core Subject : Economy,
Economics, Econometrics & Finance
Adhigana Papua: Jurnal Ilmiah Magister Manajemen, merupakan Jurnal Ilmiah bidang Ilmu Manajemen yang dikelola oleh Pusat Penelitian dan Pengembangan Magister Manajemen Universitas Cenderawasih. Jurnal Adhigana Papua terbit 2 (dua) kali dalam 1 tahun yaitu setiap bulan Januari dan Juli. Jurnal Adhigana Papua menargetkan setiap issues terdiri dari artikel per volume secara konsisten setiap terbit. Cakupan dan Fokus Jurnal ini pada Bidang Ilmu Manajemen dan atau yang serumpun dengannya dengan cakupan tema seperti Manajemen Sumber Daya Manusia, Keuangan, Pemasaran dan lainya yang masih serumpun dengan bidang Ilmu Manajemen.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Bisnis, Menejemen, dan Akutansi (Lain-Lain)
Articles 30 Documents
 1   2   3 
The Influence of Competence and Work Discipline on Employee Performance: The Mediating Role of Work Motivation: at the General and Administrative Bureau of the Papua Provincial Leadership Jamroni; Kambuaya, Balthasar; Wambrauw, Oscar O.
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.27

Abstract

This study aims to examine the influence of competence and work discipline on employee performance at the Bureau of General Affairs and Leadership Administration of Papua Province, with work motivation as a mediating variable. Using a quantitative approach with a saturated sample of 93 employees, data were collected through a structured questionnaire and analyzed using multiple regression, path analysis, and Sobel test. The results show that both competence and work discipline directly affect employee performance. However, only work discipline has a significant effect on work motivation. Furthermore, work motivation significantly mediates the relationship between work discipline and performance, but not between competence and performance. These findings highlight that employee performance is strongly influenced by discipline and motivation, suggesting that efforts to enhance performance should prioritize motivational strategies and discipline reinforcement rather than relying solely on competency development. The study contributes to public management literature by proposing an integrated model that clarifies the role of psychological factors in shaping bureaucratic performance in a special autonomy region. Implications for human resource policy and future research directions are also discussed.
The Influence of Compensation, Leadership, and Organizational Commitment on Employee Job Satisfaction: A Bureaucratic Perspective: at the Village and Traditional Community Empowerment Service of Papua Province Suronoto, Muhajir; Ratang, Westim; Kambuaya, Quincy F.
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.28

Abstract

The purpose of this study was to analyze the influence of compensation, leadership, and organizational commitment, both partially and simultaneously, on employee job satisfaction at the Village and Traditional Community Empowerment Service of Papua Province. This research employed a quantitative approach with a descriptive correlational design. The study population consisted of all Civil Servants (PNS) in the service, with a sample of 111 respondents selected using the census method. Data were collected through questionnaires and analyzed using multiple linear regression with the aid of statistical software. The results showed that, partially, the variables of compensation and organizational commitment had a positive and significant influence on job satisfaction. In contrast, the leadership variable was found to have a negative and significant influence on job satisfaction. Simultaneously, compensation, leadership, and organizational commitment together had a significant influence on employee job satisfaction. These findings confirm that factors such as fair compensation, supportive leadership, and emotional attachment to the organization are crucial pillars in shaping job satisfaction. However, the different result for the leadership variable indicates complex dynamics within the bureaucratic work environment, where the leadership style implemented is not always aligned with employees' expectations for increasing satisfaction. The coefficient of determination (R^2) value of 0.885 indicates that 88.5% of the variation in job satisfaction can be explained by the three independent variables, while the remaining 11.5% is explained by other factors outside the research model.
The Impact of Leadership, Work Environment, and Motivation on Employee Performance: Evidence from Bank Rakyat Indonesia Jayapura Branch Patanduk, Subiar Abraham; Kambuaya, Balthasar; Tuhumena, Ruben
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.29

Abstract

This study aims to analyze the impact of leadership, work environment, and motivation on employee performance at Bank Rakyat Indonesia (BRI) Jayapura Branch. A descriptive quantitative approach was employed with a total population of 110 employees, all of whom were included as the research sample (census sampling). Data were collected through questionnaires and observations, and analyzed using multiple linear regression. The findings indicate that leadership, work environment, and motivation each have a significant partial effect on employee performance. Simultaneously, these three variables contribute 56.8% to employee performance, with work motivation emerging as the dominant factor. The results highlight the importance of implementing effective leadership, improving the work environment, and strengthening employee motivation as key strategies for enhancing organizational performance.
Linking Leadership Style, Work Culture, and Motivation to Employee Performance: A Study of the Jayapura City Regional Secretariat Kumendong, Nansy Maria M.; Kambuaya, Balthasar; Wambrauw, Oscar O.
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.30

Abstract

This study aims to analyze the influence of transformational leadership style, work culture, and work motivation on employee performance at the Regional Secretariat of Jayapura City, both partially and simultaneously. The research employed a quantitative approach with a correlational design. The population comprised all civil servants at the Regional Secretariat of Jayapura City, with a sample of 63 respondents selected through purposive sampling. Data were collected using a questionnaire and analyzed through multiple linear regression. The results indicate that transformational leadership style, work culture, and work motivation have a positive and significant effect on employee performance, both individually and jointly.
The Role of Leadership, Work Discipline, and Training in Enhancing Employee Performance: Evidence from the Communication and Information Office of Papua Province Lakehu, Hasanudin; Kambu, Arius Andreas; Erari, Anita
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.31

Abstract

This study examines the influence of leadership, work discipline, and training on employee performance at the Communication and Information Office of Papua Province. A survey was conducted using a structured questionnaire distributed to 92 respondents, and the data were analyzed using multiple linear regression. The results reveal that leadership, work discipline, and training collectively have a significant effect on employee performance. Partially, leadership and work discipline significantly influence performance, while training does not show a significant effect. Among the three variables, work discipline emerges as the most dominant factor affecting employee performance. These findings imply that enhancing employee performance requires strengthening leadership practices and work discipline, while training programs should be restructured to ensure greater effectiveness.
Work Discipline as the Strongest Determinant of Employee Performance: Evidence from Local Government in a Developing Region of Indonesia Heluka, Isak; Rante, Yohanis; Ratang, Westim
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.32

Abstract

Human resources are a critical determinant of organizational success, particularly in the public sector. Employee performance is influenced by several factors, including leadership, work motivation, and work discipline, which remain challenges in regional government institutions such as the Department of Industry, Trade, Cooperatives, and SMEs in Yahukimo Regency, Indonesia. This study aims to examine the influence of leadership, work motivation, and work discipline on employee performance, both partially and simultaneously. A causal-comparative research design with a quantitative approach was employed. The population consisted of all 37 employees of the department, who were included as a saturated sample. Data were collected through questionnaires, interviews, observations, and documentation, and analyzed using multiple linear regression with classical assumption tests, t-tests, and F-tests. The findings reveal that leadership, work motivation, and work discipline each have a significant positive effect on employee performance. Simultaneously, the three variables explain 51.1% of the variance in performance, with work discipline contributing the strongest effect, followed by motivation and leadership. The results highlight the importance of strengthening leadership practices, implementing effective motivational strategies, and enforcing consistent work discipline to improve organizational performance in the public sector. This study contributes empirical evidence to the human resource management literature in developing regions and provides practical recommendations for local governments to enhance civil servant performance.
The Impact of Transformational Leadership, Motivation, and Organizational Commitment on Employee Performance: Case study at the Village and Customary Community Empowerment Service of Papua Province Tokoro, Silce Yonice; Srem, Ade Irma A.; Wanma, Johanis R.
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.33

Abstract

This study aims to analyze the influence of leadership, motivation, and organizational commitment on employee performance at the Village and Customary Community Empowerment Service of Papua Province. A quantitative descriptive approach was used, with data collected through questionnaires, interviews, and observations. The sample consists of 52 randomly selected employees. The results of multiple regression analysis show that leadership has a positive and significant impact on employee performance (p < 0.05), while motivation and organizational commitment do not show significant partial effects. However, all three variables simultaneously have a significant impact on employee performance. The implication of these findings is the importance of effective leadership management as well as the management of motivation and organizational commitment to improve employee performance in the public sector.
Evaluating the Impact of LKPP Regulation No. 7 of 2021 on the Optimization of Functional Positions in Papua’s Procurement Bureau Rumasukun, Muchammad Amin; Risamasu, Ferdinand; Kambu, Arius Andreas
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.34

Abstract

This study aims to analyze the implementation of LKPP Regulation No. 7 of 2021 on the optimization of functional positions of procurement officers (JF PPBJ) in the Bureau of Procurement of Goods and Services, Regional Secretariat of Papua Province. The regulation was introduced to strengthen the professionalism of civil servants and improve the quality of procurement governance at the regional level. However, in practice, there remains a gap between regulatory mandates and their implementation in the field. The research employed a qualitative approach with a descriptive method. Data were collected through in-depth interviews, observation, and document review, and analyzed using NVivo 12 Plus software for thematic coding and data organization. Data validity was ensured through source and method triangulation. The findings indicate that functional officers perform only part of their mandated duties, particularly in supplier selection and technical assistance during the planning stage, while their roles in contract management and self-managed procurement remain limited. Nevertheless, the annual credit target as a performance indicator was consistently achieved, reflecting a selective and adaptive form of optimization. Supporting factors include adequate facilities, incentives, and inter-agency coordination, while inhibiting factors involve budget constraints, external interventions, and the limited readiness of local providers. This study concludes that the optimization of functional positions is not solely determined by formal compliance with regulatory tasks but also by the bureaucracy’s ability to adapt to practical conditions in the field. The findings imply the need to strengthen coordination, enhance capacity building, and revise performance indicators so that functional officers can contribute more substantively to the effectiveness, efficiency, and transparency of public procurement.
Examining the Role of Communication and Human Resource Quality in Boosting Employee Performance: A Case Study of the Papua Maritime and Fisheries Office Lakehu, Anita; Kambuaya, Balthasar; Wanma, Johanis R.
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.35

Abstract

The objective of this research is to determine the influence of Human Resource (HR) Quality, Communication, and Organizational Commitment on Employee Performance at the Papua Province Maritime and Fisheries Service Office. The population in this research consists of all employees involved at the Papua Province Maritime and Fisheries Service Office. The number of respondents in this research is 93. Data collection was conducted through direct surveys using questionnaires, and Multiple Regression Analysis was used to test the hypotheses in this research. The research findings show that the quality of human resources, communication, and organizational commitment have a partial effect on employee performance. Furthermore, this study proves that simultaneously, the quality of human resources, communication, and organizational commitment have an impact on employee performance at the Office of Marine and Fisheries Department of Papua Province.
Facing Geographical Challenges and Human Resource Innovation at PT. PLN (Persero) UP3 Jayapura: A Turn Around Strategy Approach Wulandari, Fadila; Srem, Ade Irma A.; Wanma, Johanis R.
Adhigana Papua: Jurnal Ilmiah Magister Manajemen Vol. 3 No. 2 (2025): Periode Juli-Desember
Publisher : Magister Manajemen Universitas Cenderawasih

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61331/adhiganapapua.v3i2.36

Abstract

This study aims to analyze human resource development (HRD) strategies to improve employee performance at PT. PLN (Persero) UP3 Jayapura. A SWOT analysis approach was used to identify internal and external factors influencing the company’s HR management. The results indicate that PT. PLN (Persero) UP3 Jayapura is positioned in Quadrant II (WO) of the SWOT Matrix, which suggests the need for a Turn Around strategy that leverages external opportunities to address internal weaknesses. The proposed strategies include digitalizing HR management, developing technology-based training programs, optimizing internal communication, and improving performance-based compensation policies. The findings are expected to contribute to formulating more effective HR management policies in the energy sector, particularly in PLN units facing geographical challenges and limited infrastructure.

Page 3 of 3 | Total Record : 30

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