Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial
Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial is published by the PT PUSTAKA CENDEKIA GROUP (NOMOR : AHU-012686.AH.01.30.Tahun 2023) in helping academics, researchers, and practitioners to disseminate their research results. PCHS is a double blind peer-reviewed journal dedicated to publishing quality research results in the fields of Law and Social Science. All publications in the PCHS Journal are open access which allows articles to be available online for free without any subscription. Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial is a national journal with e-ISSN: 2987-4475. Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial publishes articles periodically three a year, in May, September, and January. PCTIF uses Turnitin plagiarism checks, Mendeley for reference management and supported by Crossref (DOI) for identification of scientific paper.
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176 Documents
<![CDATA[Linking Competency Based Leadership To Organizational Citizenship Behavior: Moderating Role Of Commitment In Nurses ]]>
<![CDATA[Boni Lambang Pramana]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
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DOI: 10.70292/pchukumsosial.v3i3.206
<![CDATA[This study is an explanatory quantitative study that aims to examine the causal relationship between competence, Organizational Citizenship Behavior, organizational commitment, and nurse performance in South Konawe Regency. Data was collected through a closed-ended questionnaire with a five-level Likert scale from strongly disagree to strongly agree. The instruments are compiled based on theories and findings of previous research, then evaluated through validity and reliability testing to ensure that each indicator is able to measure constructs accurately and consistently. Data analysis was carried out using Structural Equation Modeling based on Partial Least Squares because it is able to test the relationship between variables simultaneously, is more flexible to the characteristics of the data, and is suitable for research models with many indicators. Data processing is carried out using the latest version of SmartPLS with the evaluation stages of measurement models and structural models. The results of the analysis showed that organizational commitment did not have a significant direct effect on nurse performance. On the other hand, competence has been shown to have a positive and significant effect on performance, and has a very strong influence on Organizational Citizenship Behavior. Organizational Citizenship Behavior has also been shown to have a positive and significant effect on performance. In addition, organizational commitment plays a role as a moderator that strengthens the influence of Organizational Citizenship Behavior on performance, so that the impact of extra role behavior on performance becomes greater when nurse commitment is high. These findings confirm that improving nurse performance needs to be directed at strengthening competencies and forming Organizational Citizenship Behavior, and supported by organizational strategies that increase commitment so that results are more optimal.]]>
<![CDATA[Empowerment And Job Satisfaction On Personnel Performance: Organizational Commitment As Moderator ]]>
<![CDATA[Jabrudin]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
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DOI: 10.70292/pchukumsosial.v3i3.207
<![CDATA[This explanatory quantitative research aims to test the model of the empirical causality relationship between empowerment, job satisfaction, organizational commitment, and personnel performance within the Directorate of Criminal Investigation of the Southeast Sulawesi Police. Using Structural Equation Modeling - Partial Least Squares (SEM-PLS) analysis of data collected through a structured questionnaire, this study reveals that empowerment plays a central role because it is proven to be able to improve operational performance directly as well as being the main driver of drastic improvements in personnel job satisfaction. Furthermore, high job satisfaction was identified as having a strong positive impact in spurring the achievement of investigation performance in the field. Another crucial finding suggests that although organizational commitment independently does not exert a significant direct influence on performance improvement, it serves effectively as an important moderator that reinforces the positive relationship between empowerment and personnel performance. Thus, this study concludes that optimizing the operational performance of the police cannot rely solely on loyalty, but requires a delegation of authority strategy supported by job satisfaction and strengthened by organizational commitment as a catalyst.]]>
<![CDATA[Mobile Money As Drivers Of Women Msme Performance: The Moderating Effect Of Dynamic Capabilities ]]>
<![CDATA[Mirza Hapsari Hasidin]]>;
<![CDATA[Astil Harli Roslan]]>;
<![CDATA[Ichsanuddin Akbar]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
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DOI: 10.70292/pchukumsosial.v3i3.208
<![CDATA[This study aims to analyze the influence of mobile money on the performance of women's MSMEs, as well as test dynamic capabilities as a moderation variable that strengthens relationships in the model. The research uses a quantitative approach with a survey method. Data was collected through an online questionnaire distributed to 200 female MSME actors where respondents played the role of business owners or managers. The selection of respondents was carried out purposively with the criteria of women who actively run MSMEs and have experience using mobile money and/or accessing formal financial services in business activities. All indicators were measured using a five-point Likert scale from strongly disagree to strongly agree, with items adapted from previous literature and adjusted to the characteristics of local MSMEs. Data analysis was carried out using SEM PLS because it was able to test the relationship between constructs simultaneously while accommodating moderation testing. The test results show that the variables in the model have a meaningful influence on the performance of women MSMEs, with mobile money as the strongest driver through ease of transactions, payment efficiency, and acceleration of cash flow. Dynamic capabilities also contribute to improved performance because adaptive and innovative business actors are better able to optimize the benefits of digital financial services. In addition, the moderation effect emphasizes the existence of synergy, where the use of mobile money becomes more effective when MSMEs have higher dynamic capabilities. These findings emphasize the importance of expanding the adoption of digital financial services accompanied by strengthening the adaptive capabilities of women's MSMEs.]]>
<![CDATA[Linking Job Engagement To Employee Performance: The Roles Of Work Commitment And Transformational Leadership ]]>
<![CDATA[Wayan Santika]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
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DOI: 10.70292/pchukumsosial.v3i3.209
<![CDATA[This study examines the influence of transformational leadership on the performance of personnel of the Directorate of Special Criminal Investigation, with work attachment and work commitment as explanatory variables, as well as work commitment as a reinforcement of leadership and performance relationships. The researcher uses a quantitative approach with explanatory design and survey methods. The researchers collected data from one hundred and twenty respondents through a closed-ended questionnaire based on a five-point Likert scale, ranging from strongly disagree to strongly agree. The researcher compiled the instrument by adapting indicators from previous research, then conducted validity and reliability tests so that each item measured the construct consistently. The researcher analyzed the data using SEM PLS with the latest version of SmartPLS through the evaluation of measurement models and structural models. The results of the analysis show that transformational leadership does not have a significant direct influence on performance. Work attachment has a positive and significant influence on performance, and is the main driver for the formation of work commitments. Work commitment also has a positive and significant influence on performance, so commitment plays an important role as an important pathway that connects work attachment and performance. Interaction testing confirms work commitment reinforces the influence of transformational leadership on performance, so that leadership impacts appear more clearly when personnel are highly committed. These findings place work attachment as the focus of interventions to strengthen commitment, maintain consistency in work according to procedures, and encourage performance achievement in a work environment that demands discipline and operational targets.]]>
<![CDATA[Organizational Culture And Performance: Testing A Moderated Mediation Model Of Commitment And Job Satisfaction ]]>
<![CDATA[Maulana Akbar]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
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DOI: 10.70292/pchukumsosial.v3i3.210
<![CDATA[This study examines organizational cultural relationships, organizational commitment, job satisfaction, and performance in personnel of the Directorate of Special Criminal Investigation of the South Sulawesi Police. The researcher used a quantitative approach with a survey method and collected data from one hundred respondents who met the research criteria. The researcher used a closed-ended questionnaire based on a five-point Likert scale to capture respondents' perceptions of each variable in a measurable manner. The researcher compiles an instrument from the relevant indicators, then conducts validity and reliability testing before the main analysis. The researcher analyzed data using SEM PLS with SmartPLS through the evaluation of measurement models and structural models, including testing the role of organizational commitment as a mediator and job satisfaction as a moderator on organizational cultural relations and performance. The results of the study showed that job satisfaction did not have a significant direct effect on performance. Organizational culture has a positive and significant influence on performance, and is the main determinant that drives organizational commitment. Organizational commitment also has a positive and significant influence on performance, so commitment plays an important role as an important path that channels the influence of organizational culture towards performance. Moderation testing shows that job satisfaction strengthens the formation of organizational commitments, so that strengthening organizational culture results in a stronger commitment when the level of job satisfaction is higher. These findings emphasize that the focus of improvement needs to be directed at the consistency of work culture and strengthening commitment, as well as improving aspects of job satisfaction that support the attachment of personnel to the organization.]]>
<![CDATA[Linking Work-Life Balance And Work Engagement To Performance: The Role Of Organizational Commitment As A Moderator ]]>
<![CDATA[Irpan]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
Publisher : <![CDATA[PT PUSTAKA CENDEKIA GROUP ]]>
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DOI: 10.70292/pchukumsosial.v3i3.211
<![CDATA[This study examines the influence of work-life balance and work engagement on performance in personnel of the South Sulawesi Police Directorate of Criminal Investigations, and assesses the role of organizational commitment as a moderation variable in this relationship. The researcher used a quantitative approach with an explanatory design and collected data from one hundred and twenty respondents who were selected according to the research criteria. The researcher analyzed the data using SEM PLS because this method tests the relationships between latent variables simultaneously, reads the direct and indirect influences, and supports testing the role of moderation in a single model. The researcher conducts an analysis through SmartPLS with the evaluation stage of the measurement model to ensure the indicators are valid and reliable, then the evaluation of the structural model to test the strength of the relationship and the significance of the path. The results of the study show that work-life balance has a positive and significant effect on performance, so that the balance of work time and personal time plays a role in maintaining focus, work resilience, and the quality of task completion. Work engagement also has a positive and significant effect on performance, with a stronger influence than work-life balance, so that work attachment is the main driver of performance improvement. Moderation testing shows that organizational commitment strengthens the relationship between work-life balance and performance, so that the impact of work-life balance is greater when organizational commitment is high. In contrast, organizational commitment does not moderate the relationship between work engagement and performance, so increasing work attachment still encourages consistent performance at different levels of commitment.]]>
<![CDATA[Linking Training And Intellectual Intelligence To Employee Performance: The Role Of Work Commitment ]]>
<![CDATA[Andi Syahruddin Djamal]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
Publisher : <![CDATA[PT PUSTAKA CENDEKIA GROUP ]]>
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DOI: 10.70292/pchukumsosial.v3i3.212
<![CDATA[This study examines the influence of training and intellectual intelligence on the performance of personnel at the Southeast Sulawesi Regional Police's Directorate of Special Criminal Investigation (Ditreskrimsus) and assesses work commitment as a moderating variable in both relationships. Researchers used a quantitative approach with an explanatory design and collected data through a survey of one hundred and twenty-five personnel who met the research criteria. Researchers used a closed-ended questionnaire compiled from indicators from previous studies, then adapted it to the context of law enforcement organizations so that each statement was relevant to the respondents' work situations. Researchers measured responses using a five-point Likert scale from strongly disagree to strongly agree. Researchers analyzed the data using SEM PLS with SmartPLS through measurement of evaluation models to ensure the validity and reliability of indicators, then evaluated the structural model to test the strength and significance of the relationships between variables. The results of the analysis showed improved training performance, so that improved training quality was related to improvements in work methods, procedural accuracy, and consistency of task implementation. Intellectual intelligence also improved performance and made the largest contribution, so that the ability to understand information, analyze situations, and make work decisions became important determinants of the quality of results. Moderation testing showed that work commitment strengthened the influence of training on performance, because highly committed personnel were more disciplined in applying training materials in their daily work. Work commitment also strengthens the influence of intellectual intelligence on performance, as it encourages the use of optimal thinking skills to complete tasks and maintain work standards.]]>
<![CDATA[Leader–Member Exchange, Work Commitment, And Personnel Performance: The Moderating Role Of Job Satisfaction ]]>
<![CDATA[Renaldo Sau Galla]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
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DOI: 10.70292/pchukumsosial.v3i3.213
<![CDATA[This study aims to analyze the influence of Leader-Member Exchange (LMX) and work commitment on personnel performance, as well as examine the role of job satisfaction moderation in strengthening these relationships within the South Sulawesi Regional Police. Using a quantitative approach with the Structural Equation Modeling method based on Partial Least Squares (SEM-PLS), this study involved 240 police personnel selected through purposive sampling techniques. The results of the measurement model test showed that all research instruments met strict validity and reliability criteria. The results of the hypothesis test revealed that LMX has a positive and significant influence on work commitment and personnel performance. Similarly, work commitment has been shown to have a significant effect on performance improvement. However, it was found that job satisfaction did not have a significant direct influence on personnel performance. Interestingly, the results of the moderation test showed that job satisfaction played a significant role as a moderator variable that strengthened the influence of work commitment on performance. These findings confirm that to achieve optimal organizational performance, the South Sulawesi Regional Police needs to pay attention to the quality of superior-subordinate relationships and create a satisfactory work environment to convert personnel commitments into real performance.]]>
<![CDATA[Ethical Leadership, Organizational Citizenship Behavior, and Nurses' Job Performance: The Moderating Role of Job Satisfaction ]]>
<![CDATA[Asrida]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
Publisher : <![CDATA[PT PUSTAKA CENDEKIA GROUP ]]>
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DOI: 10.70292/pchukumsosial.v3i3.214
<![CDATA[This study aims to analyze the influence of ethical leadership on nurse performance by placing organizational citizenship behavior as a mediator variable and job satisfaction as a moderator variable. Using a quantitative approach with an explanatory design, this study involved nurses in Kendari City as respondents. Data was collected through a structured survey and analyzed using Structural Equation Modeling technique based on Partial Least Squares. The results of the study revealed that ethical leadership is a significant driving factor in improving nurses' performance directly and through improving voluntary behavior in the work environment. In addition, organizational civic behavior has proven to be a crucial element that is independently able to increase the effectiveness of nurse performance. Important findings in this study suggest that job satisfaction plays a role as a catalyst that amplifies the positive impact of voluntary behavior on performance; This means that nurses who are willing to work beyond their formal duties will produce much more optimal performance if supported by a high level of job satisfaction. Overall, this study concludes that strengthening the integrity of leaders and creating a satisfactory work environment are key strategies in optimizing the professional contribution of nurses in Kendari City.]]>
<![CDATA[Determinants of Midwife Performance: Integration of Self Efficacy, Work Engagement and Work Commitment ]]>
<![CDATA[Kartina]]>
<![CDATA[ Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Vol. 3 No. 3 (2025): Vol. 3 No. 3 (2025): Jurnal Pustaka Cendekia Hukum dan Ilmu Sosial Volume 3 Nom ]]>
Publisher : <![CDATA[PT PUSTAKA CENDEKIA GROUP ]]>
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DOI: 10.70292/pchukumsosial.v3i3.215
<![CDATA[This study aims to analyze the determinants of midwife performance in Kendari City by integrating the influence of Self Efficacy, the mediating role of Work Engagement, and the role of Work Commitment moderation. Using a quantitative approach with an explanatory design, this study involved 210 midwives in the Kendari City area as respondents. Data were collected through a structured questionnaire survey and analyzed using the Structural Equation Modeling method based on Partial Least Squares (SEM-PLS). The results of the study show that Self Efficacy has a fundamental role in improving midwife's performance directly, as well as being a strong predictor in building Work Engagement. Furthermore, Work Engagement has been proven to have a positive and significant effect on the performance of midwives. The crucial finding that became a novelty in this study was the role of Work Commitment as a moderation variable; The test results prove that work commitment acts as a catalyst that strengthens the positive influence of Work Engagement on midwifery performance. This means that the performance of midwifery services will reach an optimal point when midwives have high self-efficacy, feel attached to their work, and are supported by a strong commitment to the organization.]]>
