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The Mediating Role of Brand Attitude in the Relationship Between Product Knowledge and Brand Image on Customer Loyalty in the Context of the Lubricant Industry in Indonesia
The Mediating Role of Brand Attitude in the Relationship Between Product Knowledge and Brand Image on Customer Loyalty in the Context of the Lubricant Industry in Indonesia. In an increasingly competitive business world, customer loyalty is a valuable asset for companies to maintain competitive advantage. Customer loyalty represents the willingness of consumers to make repeat purchases of a product or service, as well as recommend it to others. This study was conducted to test the hypothesis with the intention of justifying the hypothesis which can ultimately strengthen the theory used as a basis. Based on the results of this study, the managerial implications that can be applied are that management needs to actively increase consumer understanding of products (product knowledge) through structured educational strategies, such as training, informative content, and responsive communication, because product knowledge has been proven to directly influence attitudes towards brands (brand attitude) and customer loyalty.
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Job Crafting and Talent Management on Improving HR Performance: An Empirical Study At the Semarang Medium Tax Office
This study is an explanatory research that aims to examine and analyze the influence of job crafting, talent management, and human resource performance (HR performance) within a government institution. The research focuses on the KPP Madya Semarang Office, involving all 118 employees as the population as well as the sample. This method was chosen so that the findings can be directly applied to the organization where the researcher works. Data was collected through questionnaires using a Likert scale from 1 to 5, and the analytical tool used was Partial Least Squares (PLS) to test the relationships between variables in the research model. The results show that talent management has a positive influence on HR performance, indicating that effective talent management through recruitment, development, and retention leads to improved employee performance. Furthermore, talent management also positively influences job crafting, meaning that well-managed talent encourages employees to proactively adjust their tasks, work relationships, and perceptions of their work. The study also finds that job crafting has a positive effect on HR performance, implying that the more capable employees are at redefining and reinterpreting their work, the better their performance outcomes. Overall, the findings highlight the importance of strengthening talent management strategies and fostering job crafting to enhance employee performance in the public sector.
The Role of Incentives in Improving Employee Job Satisfaction and Performance (A Study at CV. Cahaya Berkah Agung)
This study aims to analyze the influence of incentive provision on job satisfaction and employee performance at CV. Cahaya Berkah Agung. The background of this research is based on the importance of an incentive system as an external factor that can drive employee motivation and productivity. This study employs a quantitative approach with an explanatory method. Data were collected through questionnaires distributed to 50 production employees selected using purposive sampling. Data analysis was performed using SmartPLS 4 software. The results show that incentive provision has a significant and positive influence on job satisfaction, with a very strong path coefficient. Incentives also significantly influence employee performance, although the effect is not as strong as that on job satisfaction. Furthermore, job satisfaction significantly affects employee performance. These findings indicate that incentives not only directly impact performance but also indirectly through increased job satisfaction. Therefore, the company needs to pay close attention to the quality and fairness of its incentive system to create a motivating and productive work environment.
The primary objective of these interviews was to gain a deeper understanding of the use of the Hospital Management Information System (SIMRS) at Pratama Hospital in Yogyakarta City
Agencies or companies must take action related to application systems to meet these needs. Agencies or companies must perform tasks related to computer-based application systems to meet these needs. By using these systems, they are expected to be able to solve problems more quickly, precisely, effectively, and efficiently when carrying out all operational activities. This type is often used in qualitative research because it allows researchers to obtain more in-depth and contextual information (Creswell, 2013). Unstructured interviews, on the other hand, are conducted without standardized question guidelines, making them highly flexible and exploratory. This technique is typically used to gain an initial understanding of a phenomenon or when researchers lack a clear conceptual framework (Patton, 2002). The choice of interview type is tailored to the research objectives and approach used.
IMPROVING EMPLOYEE PERFORMANCE BASED ON ISLAMIC LEADERSHIP INCENTIVES AND AFFECTIVE COMMITMENT AT THE AL-FALAH FOUNDATION IN MUSI BANYUASIN
This study aims to determine and analyze how the influence of Islamic Leadership on employee performance, Incentives on employee performance, Islamic Leadership towards affective commitment, Incentives towards affective commitment and Islamic Leadership, Incentives for Employee Performance with Affective Commitment as an Intervening at the Al-Falah Foundation, Musi Banyuasin. The population used in this study were all teachers at the Al-Falah Foundation, Musi Banyuasin, totaling 94 people. The sampling method in this study was a census. The type of research used was explanatory research using a quantitative approach. The results of the hypothesis test stated that Islamic Leadership has a significant positive effect on Employee Performance, Incentives have a significant positive effect on Employee Performance, Islamic Leadership does not have a significant effect on Affective Commitment, Incentives do not have a significant effect on Affective Commitment and Affective Commitment is not able to intervene significantly Islamic Leadership and Incentives for Employee Performance.
The Effect of Competency Training and Competency Certification on Employee Performance at PT Mulya Darma Rekayasa in 2025 with Work Motivation as a Moderating Variable
This study aims to analyze the effect of competency training and competency certification on employee performance, and to test the role of work motivation as a moderating variable at PT Mulya Darma Rekayasa. The approach used is quantitative with an explanatory method. The population in this study were all employees totaling 100 people, and the data collection technique was carried out through a questionnaire. Data analysis used Partial Least Square with the help of SmartPLS 4 software. The results of the study showed that competency training and competency certification had a positive and significant effect on employee performance. Work motivation also has a strong positive effect on employee performance, even becoming the most dominant variable. In addition, work motivation has been shown to moderate the relationship between competency training and employee performance, where the effect of training is stronger on employees with high levels of motivation. These findings provide important implications for human resource development strategies in companies.
The Influence of Motivation and Work Discipline on Employee Performance Through Leadership as a Mediating Variable
The success of a company can be achieved by improving the performance of its employees. The phenomenon that occurred PT. Bank Muamalat Indonesia West Jakarta Branch will experience a decline in Financing 2024, this indicates a decline in employee performance. Many factors influence employee performance, including motivation, work discipline and leadership. This research is explanatory research with a quantitative approach. The research population was all employees of PT. Bank Muamalat Indonesia West Jakarta Region has 117 people. Samples were taken using census techniques, resulting in a total sample of 117 employees. The data collection technique uses a questionnaire. In this research, data analysis uses the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results 1) Motivation has a positive and significant effect on leadership with a P-Values value of 0.000 < 0.05 and a T-Statistics value (5.143) > 1.96. 2) Work discipline has a positive and significant effect on leadership with a P-Values value of 0.000 < 0.05 and a T-Statistics value (5.927) > 1.96. 3) Motivation has a positive and significant effect on human resource performance with a P-Values value of 0.008 < 0.05 and a T-Statistics value (2.660) > 1.96. 4) Work discipline has a positive and significant effect on human resource performance with a P-Values value of 0.000 < 0.05 and a T-Statistics value (3.809) > 1.96. 5) Leadership has a positive and significant effect on human resource performance with a P-Values value of 0.000 < 0.05 and a T-Statistics value (4.686) > 1.96. 6) Leadership plays a role in mediating the positive and significant influence of motivation on human resource performance with a specific indirect effect P-Value of 0.001 < 0.05 and a positive T-Statistics value (3.420) > 1.96. 7) Leadership plays a role in mediating the positive and significant influence of work discipline on human resource performance with a specific indirect effect P-Value of 0.000 < 0.05 and a positive T-Statistics value (3.531) > 1.96.
Customer Satisfaction Model Based on Customer Experience and Complaint Handling for PLN Mobile Application Users in PT. PLN (Persero) Work Area with Trust as an Intervening Variable
This study aims to analyze the influence of customer experience and complaint handling on customer satisfaction, with trust as a intervening variable, focusing on PLN Mobile respondense at PT. PLN (Persero) UP3 Salatiga. This research uses a quantitative approach with data obtained through questionnaires from 100 respondents. Data analysis was conducted using the Structural Equation Modeling (SEM) method with SmartPLS software. The results of the research show that (1) customer experience does not have a significant effect on customer satisfaction; (2) complaint handling does not have a significant effect on customer satisfaction; (3) customer experience has a positive and significant effect on trust, where the higher the customer experience, the higher the customer trust; (4) complaint handling does not have a significant effect on trust; (5) trust has a positive and significant effect on customer satisfaction, where the higher the customer trust, the higher the customer satisfaction ; (6) customer experience has a positive and significant effect on customer satisfaction with trust as an intervening variable; (7) complaint handling does not have a significant effect on customer satisfaction with trust as an intervening variable.
The Influence of Transactional Leadership Style and Extrinsic Motivation on Human Resource Performance, with Continuance Commitment as an Intervening Variable for Outsourced Employees Pln ULP Bangkir
This study aims to analyze the influence of transactional leadership style and extrinsic motivation on human resource performance with ongoing commitment as an intervening variable on outsourcing employees of PLN ULP Bangkir. This study uses a quantitative approach with Partial Least Square (PLS) analysis techniques. The sample consisted of 170 outsourcing employees. The results of the study indicate that transactional leadership style and extrinsic motivation have a significant positive effect on ongoing commitment and human resource performance. In addition, ongoing commitment also has a positive effect on employee performance. This means that both independent variables not only have a direct effect, but also an indirect effect through ongoing commitment as a mediator. This study provides practical implications for management in managing outsourcing employees through appropriate leadership strategies and consistent provision of external incentives.
Corporate Culture and Organizational Commitment to Human Resource Performance Development Honda Auto Serang
Human resource performance refers to the effective achievement of work results, both in quantity and quality, by individuals or groups within an organization, in accordance with their responsibilities and authority, to accomplish organizational goals. This study aims to analyze the mediating role of organizational commitment between work culture and human resource performance. The total population comprised 140 employees, from which a sample of 103 employees, or 73.57%, was drawn. Primary data were collected directly from employees through questionnaires. The data analysis method employed in this research was multiple linear regression, utilizing SmartPLS 3.0 software. The results indicate that the influence of work culture on human resource performance through the mediating role of organizational commitment yields a path coefficient (O) of 0.238. The generated t-statistic is 4.135 (which is > 1.96), and the p-value is 0.000 (which is < 0.05). These findings demonstrate a positive and moderate significant relationship.
Analysis of Organizational Change and the Effectiveness of Job Rotation on Employee Performance Through Achievement Motivation as an Intervening Variable
This study aims to examine the influence of organizational change and the effectiveness of job rotation on the performance of civil servants, with achievement motivation as a mediating variable, focusing on employees at the Investment and One-Stop Integrated Services Office (DPMPTSP) of Central Java Province. Using a quantitative approach and data analysis with SmartPLS on 84 respondents, the results show that organizational change has a positive and significant effect on achievement motivation, while job rotation does not show a significant influence. Directly, neither organizational change nor job rotation significantly affects employee performance. However, achievement motivation is proven to positively and significantly improve performance and acts as a mediator in the relationship between organizational change and employee performance. Conversely, job rotation does not significantly influence performance even through achievement motivation. These findings highlight the crucial role of internal motivation as a bridge between organizational dynamics and employee performance improvement.
THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND WORKLIFE BALANCE ON ORGANIZATIONAL COMMITMENT
This study aims to examine the influence of Perceived Organizational Support and Work-Life Balance on Organizational Commitment. The research adopts an explanatory research approach with a population consisting of all human resources (HR) at Jasa Raharja, totaling 100 individuals. The sample was determined using a census method, involving all members of the population to ensure comprehensive and accurate results. Data was collected through questionnaires using an interval scale ranging from 1 to 5 and analyzed using the Partial Least Squares (PLS) method. The findings reveal that Perceived Organizational Support has a positive and significant effect on Organizational Commitment, indicating that the more employees feel supported by the organization, the stronger their commitment becomes. Furthermore, Perceived Organizational Support also has a positive and significant effect on Work-Life Balance, suggesting that organizational support contributes to better balance between work and personal life. In addition, Work-Life Balance has a positive and significant effect on Organizational Commitment. This means that the better the employees perceive their work-life balance, the higher their level of commitment to the organization. These findings highlight the importance of organizational support and work-life balance in fostering overall employee commitment.
B2B Customer-Driven Sales Growth Strategies in Times of Oversupply and High Competition 2025-2026
The national cement industry is facing significant challenges due to VUCA (Volatile, Uncertain, Complex, Ambiguous) conditions, the occurrence of oversupply which has led to tight competition and declining sales performance. This study aims to analyze the marketing strategy of PT Semen Indonesia (Persero) Tbk in responding to these dynamics, especially in the B2B customer segment. The method used is a descriptive qualitative case study with data collection techniques through in-depth interviews, documentation studies, and indirect observations. Respondents were selected from internal and external sources (Employees, Channel Distributors, Support, Customers and Stakeholders Project Owners) including managers and senior staff directly involved in the formulation and implementation of the company's marketing strategy. A good strategy requires in-depth analysis of sales strategies. To determine the right strategy for a business, the strategy must be tailored to the business environment, both internally and externally. By analyzing the business environment, it is hoped that the implemented strategy can help the company overcome competition and perform sustainably. The analysis was conducted using a SWOT approach developed into the IFAS, EFAS, SWOT, IE, BCG, Grand Strategy, and QSPM matrices. The results of the study indicate that SIG is in a strategic position to implement a growth strategy, particularly through environmentally friendly product innovation, regional market expansion, and strengthening digital customer service. The QSPM matrix indicates that the most feasible strategy to implement is expanding market share through a strategic partnership approach and increasing service added value. The implications of this research demonstrate the importance of adaptive and innovative capabilities in developing marketing strategies relevant to rapid external changes. These findings are expected to serve as a reference for similar industries in managing market uncertainty more strategically and sustainably.
IMPROVING CIVIL SERVANT PERFORMANCE BASED ON COMPETENCE IN THE MEDIATION OF THE COMPENSATION SYSTEM AT THE OFFICE OF THE REGIONAL PEOPLE'S REPRESENTATIVE COUNCIL OF WEST KOTAWARINGIN DISTRICT
Government organizations are agencies that are established and run by State Civil Apparatus (ASN) as the driving force, PNS as stated in the State Civil Apparatus Law Number 5 of 2014, namely referred to in Article 6 letter a are ASN employees who are appointed as permanent employees by the Personnel Development Officer and have a national employee registration number. Each employee is required to have competence and qualifications from various other expertise that have been determined in a formulation in such a way as to be able to run a progressive and developing government in order to achieve the goals of the state as stated in the fourth paragraph of the Constitution of the Unitary State of the Republic of Indonesia (UUD 1945). This study uses a quantitative approach with a survey method by distributing questionnaires online via Google Form Performance is an output produced by Human Resources in a work institution, of course every individual who is working must have results that have a direct impact on the sustainability of the workplace institution, Wibowo (2012:2), states that "performance is the result of work that has a strong relationship with the strategic goals of the organization, satisfaction and providing contributions. Compensation is an allowance given by a private organization and can also come from government agencies both from the center and regions whose amount is given based on the class or level of position of a Civil Servant, the mechanism for the flow of provision is given outside the basic salary, so that the schedule for receiving it cannot be standardized with the provision of basic salary which comes in every 1 (one) or the beginning of the month, unlike the provision of these allowances, it still requires several schemes in such a way, especially before the disbursement is carried out, the purpose of providing allowances is certainly to improve performance and provide motivation so that all Civil Servants are more disciplined and enthusiastic in completing a job.
ANTECEDENTS AND CONSEQUENTIALS OF JOB SATISFACTION
This study aims to analyze the effect of job rotation and promotion on human resource performance, both directly and indirectly through job satisfaction as an intervening variable. The research was conducted on permanent employees of the Currency Management Department at Bank Indonesia, involving 137 respondents, using a quantitative approach and Partial Least Square – Structural Equation Modeling (PLS-SEM) as the analytical technique. The results show that job rotation and promotion have a positive and significant ef fect on job satisfaction. Furthermore, job satisfaction also has a significant influence on human resource performance. Another important finding reveals that both job rotation and promotion indirectly affect HR performance through job satisfaction. Thus, job satisfaction serves as a key mediator in the relationship between organizational career policies and employee performance outcomes. The suggested managerial implications include the need for a transparent, merit-based job rotation and promotion system, as well as strengthening strategies to improve employee job satisfaction.
CAPITAL STRUCTURE POLICY IN CONSUMER GOODS INDUSTRY COMPANIES ON THE INDONESIA STOCK EXCHANGE
This study aims to analyze the influence of Return on Assets, company size, and growth on capital structure, both directly and indirectly through the Dividend Payout Ratio. The population used in this study was all consumer goods companies listed on the Indonesia Stock Exchange. The sampling technique used purposive sampling, using various criteria to obtain a sample size or observational data of 134 company financial reports. The data used is secondary data obtained through documentation. Data analysis for discussion purposes will be processed and presented using descriptive statistics, while for hypothesis testing, Partial Least Squares (PLS) analysis will be used. The analysis results indicate that Return on Assets has a significant effect on the Dividend Payout Ratio, company size does not have a significant effect on the Dividend Payout Ratio, and growth does not have a significant effect on the Dividend Payout Ratio. Return on Assets has a significant effect on capital structure, company size has a significant effect on capital structure, growth has no significant effect on capital structure, and the Dividend Payout Ratio has a significant effect on capital structure. The results of the mediation test indicate that the Dividend Payout Ratio can mediate the effect of Return on Assets on capital structure, but the Dividend Payout Ratio cannot mediate the effect of firm size and growth on capital structure.
Mediation of Trust in Leaders in the Influence of Work Culture and Transformational Leadership on Human Resources Performance
This study aims to examine the influence of work culture, trust in leader, and transformational leadership on human resource (HR) performance at Jasa Raharja in West Sumatra. The research is classified as explanatory research, with the entire population of 66 HR personnel serving as the sample, using a census sampling technique as recommended by Hair (2021). Data were collected through a closed- ended questionnaire using a 5-point Likert scale, ranging from Strongly Disagree to Strongly Agree. Data analysis was conducted using the Partial Least Square (PLS) method. The results show that work culture has a positive and significant influence on both HR performance and trust in leader. Transformational leadership also has a positive and significant impact on HR performance and trust in leader. Furthermore, trust in leader is proven to have a positive and significant effect on HR performance. These findings underscore the importance of a strong work culture, transformational leadership, and trust in leadership in enhancing HR performance at Jasa Raharja West Sumatra.
THE INFLUENCE OF ORGANIZATIONAL CULTURE AND TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AT PT. PERTAMINA INTERNATIONAL REFINERY RU V BALIKPAPAN
The oil and gas sector is vital to Indonesia's economy in the face of swift global change and rising domestic energy demand. A subsidiary of PT. Pertamina (Persero), PT. Kilang Pertamina Internasional RU V Balikpapan, is strategically responsible for energy distribution and processing. The purpose of this study is to investigate the relationship between organizational culture and transformational leadership and employee performance, with an emphasis on the function of Organizational Citizenship Behavior (OCB) as a link between the two. This explanatory research employed a questionnaire-based survey involving several employees within the company. The study explores the interrelation between organizational values, inspirational leadership styles, voluntary work behavior, and employee outcomes. The analysis indicates that a supportive organizational culture and empowering leadership tend to be associated with increased OCB, including initiative, loyalty, and collaboration. OCB, in turn, aids in the creation of a more efficient and peaceful work schedule inside the company. These results emphasize how crucial it is to create a work system that prioritizes objective success while simultaneously cultivating a culture and leadership style that improves employee connections. Thus, organizations can formulate human resource development strategies that align with the dynamics of the energy industry and future demands.
IMPROVING HUMAN RESOURCE PERFORMANCE BASED ON INTRINSIC MOTIVATION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) WITH MINDFULNESS AS A MODERATION
This study aims to analyze the influence of intrinsic motivation and Organizational Citizenship Behavior (OCB) on human resource performance (HRP), as well as the moderating role of mindfulness in these relationships. The background of this research is based on the importance of enhancing HR performance through psychological factors and positive workplace behavior. A quantitative approach was used, employing a census method involving all employees at the Head Office of PT Jasa Raharja, totaling 101 individuals. Data collection was conducted using a Likert-scale questionnaire, and hypothesis testing was carried out through the Partial Least Squares-based Structural Equation Modeling (PLS-SEM) approach. The results show that intrinsic motivation has a positive and significant effect on HR performance. Similarly, OCB also has a positive and significant effect on HR performance. However, mindfulness does not significantly moderate the relationship between intrinsic motivation and HR performance. Conversely, mindfulness is found to significantly moderate the effect of OCB on HR performance. These findings suggest that organizations should continue to foster positive organizational behaviors such as OCB and enhance employees' intrinsic motivation to achieve optimal performance. Furthermore, mindfulness practices can be strategically developed in the context of encouraging voluntary and proactive work behaviors as part of a productive organizational culture.
The Relationship Between Job Training, Employee Competence, and Work-It-Self with Achievement Motivation as a Mediating Variable in the Public Service Sector at the Semarang Medium Tax Office
KPP Madya Semarang as a service in the field of taxation must build a situation that can provide encouragement in improving employee capabilities optimally. In achieving the vision and mission, a company must pay attention to satisfaction in human resources through the work itself (work it self). Factors that influence work it self include training, employee competence and achievement motivation. This study is an explanatory research study with a quantitative approach. The population of the study was all employees of KPP Madya Semarang totaling 117 people. The sample was taken using the total sampling technique, obtaining a sample size of 117 employees. The data collection technique used a closed questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results: 1) Job training has a positive and significant effect on achievement motivation with a P-Value of 0.000 < 0.05 and a T-Statistics value (5.676) > 1.96. 2) Employee competence has a positive and significant effect on achievement motivation with a P-Value of 0.007 < 0.05 and a T-Statistics value (2.700) > 1.96. 3) Job training has a positive and significant effect on work it self with a P-Value of 0.001 < 0.05 and a T-Statistics value (5.676) > 1.96. 4) Employee competence has a positive and significant effect on work it self with a P-Value of 0.007 < 0.05 and a T-Statistics value (3.245) > 1.96. 5) Achievement motivation has a positive and significant effect on work it self with a P-Value of 0.003 < 0.05 and a T-Statistics value (3.015) > 1.96. 6) Achievement motivation plays a role in mediating the positive and significant effect of work training on work it self with a P-Value of specific indirect effect of 0.010 < 0.05 and a positive T-Statistics value (2.573) > 1.96. 7) Achievement motivation plays a role in mediating the positive and significant effect of employee competence on work it self with a P-Value of specific indirect effect of 0.022 < 0.05 and a positive T-Statistics value (2.283) > 1.96.
THE EFFECT OF JOB SATISFACTION AND MOTIVATION FOR FAIR COMPETITION, MODERATED BY WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE IN THE MANPOWER AND TRANSMIGRATION OFFICE OF LAMANDAU REGENCY
Employee performance is a work outcome influenced by various factors such as job satisfaction, motivation, and work environment. This study aims to analyze the effect of job satisfaction and healthy competitive motivation on employee performance, as well as examine the moderating role of the work environment at the Department of Manpower and Transmigration of Lamandau Regency. This research employed a quantitative approach using a total sampling technique with 40 respondents. Data were collected through a Likert-scale questionnaire and analyzed using the Partial Least Square (PLS) method. The results showed that job satisfaction has a positive and significant effect on employee performance (p = 0.019), while healthy competitive motivation and its interaction with the work environment do not have a significant effect (p > 0.05). These findings indicate that job satisfaction is a key factor in improving employee performance. Therefore, organizations are advised to pay attention to aspects of job satisfaction such as compensation, work relationships, and trust from superiors. Meanwhile, strategies to enhance healthy competitive motivation need to be re-evaluated to ensure their relevance to the existing work environment context.
THE ROLE OF MUTATION AND POSITION PROMOTION ON JOB SATISFACTION WITH WORK MOTIVATION AS A MEDIATION VARIABLE AT THE KARANGANYAR PRIMARY TAX SERVICE OFFICE
This study aims to examine the influence of job transfers and promotions on employee job satisfaction, with work motivation as a moderating variable. The research is conducted at the Primary Tax Office (KPP) Karanganyar, a strategic government institution under the Directorate General of Taxes, where employee performance is closely tied to satisfaction and influenced by human resource policies such as transfers and promotions. A quantitative approach was used with an explanatory research design. Data were collected through questionnaires distributed to the entire population of employees at KPP Pratama Karanganyar, totaling 100 respondents using a census method. Data analysis was carried out using Partial Least Squares (PLS) with SmartPLS version 4 to test the relationships between variables and the moderating effect of work motivation. The findings reveal that both job transfers and job promotions have a significant and positive effect on work motivation. Furthermore, work motivation significantly influences job satisfaction and serves as a moderating factor, strengthening the relationship between job transfers, promotions, and job satisfaction. These results suggest that improving job satisfaction requires not only fair and transparent human resource policies but also fostering internal motivation among employees. The practical implication of this study highlights the importance of strategic HR management, especially in developing fair, competency-based job rotation and promotion systems. Additionally, it emphasizes the need to create a supportive work environment that enhances employee motivation, which in turn contributes to better satisfaction and overall organizational performance.
Human Resource Performance Improvement Through Organizational Climate-Moderated Affective Commitment
This study aims to examine the organizational climate and affective commitment that influence human resource performance. The sample in this study was all human resources in the Public Works and Spatial Planning Service of West Kotawaringin Regency totaling 60 people, using a questionnaire distributed directly via google form to obtain objective data as well as a research instrument. Data analysis using Partial Least Square (PLS) version 3.2.9 with a structural equation model and factor analysis and path analysis to test the hypothesis and assess the mediation effect of the variables. The results of this study indicate that organizational climate has a positive and significant effect on human resource performance of 2.841> t-table (1.671) with a P-Value of 0.002 < 0.05. Affective commitment has a positive and significant effect on human resource performance of 4.499> t-table (1.671) with a P-Value of 0.000 < 0.05 and organizational climate has a positive and significant effect on affective commitment of 1.988> t-table (1.671) with a P-Value of 0.024 < 0.05. moderated regression analysis test, namely there is a moderating effect, namely organizational climate * affective commitment which has an original sample value of -0.179 which is negative with a P-Value of 0.024 < 0.05. Therefore, it can be concluded that organizational climate has a role in weakening affective commitment to human resource performance significantly.
The Role of Competence and Intrinsic Motivation in Improving Human Resources (HR) Performance
This study aims to analyze the effect of competence and intrinsic motivation on the performance of human resources (HR) at PT Tanto Intim Line Makassar Branch. Furthermore, this research also examines the mediating role of intrinsic motivation in the relationship between competence and HR performance. The research approach used is quantitative with explanatory research type. Data were collected through questionnaires distributed to the entire population consisting of 75 employees, using a census technique. Data analysis was carried out using validity and reliability tests, classical assumption tests, multiple linear regression analysis, and mediation testing with the Baron & Kenny approach. The results of the study indicate that competence has a positive and significant effect on HR performance. Intrinsic motivation also has a positive and significant effect on HR performance. Additionally, competence significantly influences intrinsic motivation. The mediation test shows that intrinsic motivation significantly mediates the relationship between competence and HR performance. The implication of this research is the importance for organizations to improve employee competence while creating a work environment that supports intrinsic motivation to optimally enhance performance. This research is expected to be a reference for both companies and academics in designing effective human resource development strategies.
The Effect of Work Environment Quality on Job Satisfaction with Employee Collaboration as a Mediating Variable
This study aims to examine the influence of work environment quality, employee collaboration, and job satisfaction. The research employed an explanatory research design with an associative approach. The population consisted of all human resources (HR) at KPP Madya Dua Surabaya, totaling 100 individuals. The sampling technique used was a census method, meaning the entire population was used as the sample. Data were collected through closed-ended questionnaires using a Likert scale ranging from 1 to 5, with response options from Strongly Disagree to Strongly Agree, and measured using personality questionnaires. Data analysis was conducted using Partial Least Squares (PLS), a component-based Structural Equation Modeling (SEM) approach. The results showed that the quality of the work environment has a positive and significant effect on job satisfaction and employee collaboration. Furthermore, employee collaboration also has a positive and significant impact on job satisfaction and mediates the relationship between work environment quality and job satisfaction. These findings highlight the importance of fostering a supportive work environment and strong collaboration as key factors in enhancing employee job satisfaction.
Corporate Value Enhancement Model on the Indonesia Stock Exchange
This study aims to analyze the direct and indirect effects of profitability and liquidity on firm value through leverage as a mediator. The population used in this study was all technology sector companies listed on the Indonesia Stock Exchange between 2020 and 2023. The sampling technique used purposive sampling, using various criteria to obtain a sample size or observational data of 99 company financial reports. The data used is secondary data obtained through documentation. Data analysis for discussion purposes will be processed and presented using descriptive statistics, while for hypothesis testing, Partial Least Squares (PLS) analysis will be used. The results of the analysis indicate that leverage has a significant effect on firm value. Profitability has a significant effect on firm value, and profitability has a significant effect on leverage. Liquidity has no effect on firm value, and liquidity has no significant effect on leverage. The results of the mediation test indicate that leverage can mediate the effect of profitability on firm value, but leverage cannot mediate the effect of liquidity on firm value.
Medical Service Innovation and Service Quality on Patient Satisfaction at Bangsri II Community Health Center
This study aims to analyze the effect of medical service quality and administrative service innovation on patient satisfaction at Bangsri II Health Center. Medical service quality was measured using the five SERVQUAL dimensions (empathy, reliability, assurance, tangibles, and responsiveness), while administrative service innovation was assessed through three indicators: use of technology, interaction with consumers, and development of new services. A sample of 100 patients was determined using the Slovin formula from a total population of 40,400 patients with a margin of error of 10%. Data were collected through a closed-ended questionnaire with a five-point Likert scale and analyzed using multiple linear regression with t-test and F-test. The results show that medical service quality (X1) has a positive and significant effect on patient satisfaction, with a t-value of 7.403 > t-table 1.946 and significance < 0.001. Administrative service innovation (X2) also has a positive and significant effect on patient satisfaction. Simultaneously, both variables significantly influence patient satisfaction, as indicated by F-value 52.909 > F-table 3.08 with significance < 0.001. The coefficient of determination (R²) of 0.522 indicates that 52.2% of patient satisfaction is explained by these two variables, while the remaining 47.8% is influenced by other factors such as drug availability, supporting facilities, and health promotion. This study concludes that medical service quality is the dominant factor affecting patient satisfaction, while administrative service innovation serves as a supporting factor that enhances service effectiveness. Therefore, improving patient satisfaction requires continuous enhancement of medical service quality accompanied by the strengthening of technology-based administrative innovations.
Optimizing Community Satisfaction Through CSR Programs Moderated by Corporate Reputation
In an era of increasingly fierce business competition, companies are required not only to pursue financial profits, but also to pay attention to their social responsibilities towards the environment and society. The concept of Corporate Social Responsibility (CSR) has developed as a form of corporate commitment to contribute to sustainable development by paying attention to the balance between economic, social, and environmental aspects. This study also prioritizes accurate measurement through quantitative data to provide objective results. This study was conducted to test the hypothesis with the intention of justifying the hypothesis which can ultimately strengthen the theory used as a basis. Based on the discussion and the relevance of the background to the research objectives, the following conclusions can be drawn: Corporate Social Responsibility has a significant effect on community satisfaction, so that the first hypothesis in this study is proven true. Corporate Social Responsibility has a significant effect on corporate reputation, so that the second hypothesis in this study is proven true. Corporate reputation has a significant effect on community satisfaction, so that the third hypothesis in this study is proven true. Corporate Social Responsibility has a significant effect on community satisfaction with corporate reputation as a moderating variable.
Perception of Workload and Work Stress on Human Resource Performance Moderated by Religious Coping
This study is an explanatory research that aims to examine the influence of workload and work stress on human resource performance (HR performance), with religious coping as a moderating variable. The study was conducted to provide practical contributions to the organization where the researcher works, namely the KPP Madya Semarang Office. The population consisted of all HR personnel in the office, with data collected through questionnaires distributed both directly and online via Google Forms. Additionally, secondary data were obtained through documentation such as books, records, newspapers, magazines, and other relevant sources related to the variables of workload, work stress, HR performance, and religious coping. The questionnaire used a Likert scale ranging from 1 to 5. Data analysis was conducted using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results showed that both workload and work stress had a significant positive effect on HR performance, indicating that pressure within certain limits can enhance employee performance. However, religious coping wthe relationship between workload and performance, meaning that a higher level of religiosity may reduce the positive impact of workload on performance. Furthermore, religious coping did not show a significant effect in moderating the relationship between work stress and performance, suggesting that religious approaches are not always effective in reducing the impact of work stress on employee performance.
The Effectiveness of the Central Java Representative of the Republic of Indonesia Ombudsman Institution in Efforts to Improve Public Service Performance (Case Study of the Regional Apparatus Organization of Magelang City)
This study aims to analyze the effectiveness of the Ombudsman of the Republik of Indonesia, Central Java Representative Office, in improving publik service performance in Magelang City, as well as to identify the strategies implemented to maintain or enhance the compliance of the Magelang City Government with Law Number 25 of 2009 on Publik Services. This research adopts a qualitative approach using a case study method, where data were collected through in-depth interviews with selected informants from the Ombudsman, the Magelang City Government, and the publik as service users. Purposive sampling was employed to select informants relevant to the research topic. Data analysis was conducted using SWOT analysis and QSPM. The research findings indicate that the recommended strategies include: strengthening community participation through publik service monitoring groups; expanding and equalizing access to services, including optimizing online service channels; enhancing the internal capacity of the Ombudsman; implementing evaluative and preventive approaches to reduce maladministration; and increasing publik education and accountability through outreach and satisfaction surveys. This study has limitations in terms of geographical scope, number of respondents, and the relatively short research period, making the findings non-generalizable to other regions. Future research is advised to focus on the direct impact of the Ombudsman's presence on publik satisfaction, as well as a comprehensive evaluation of the effectiveness of online service channels within government agencies, including challenges and potential innovations in publik complaint mechanisms.
The Impact of Service Quality on Loyalty and Satisfaction of Cargo Delivery Service Users with Trust as a Mediator
This study is an associative explanatory research aimed at identifying and analyzing the relationships between service quality, customer satisfaction, trust, and customer loyalty. The population in this study consists of 150 customers of PT Pancaran Samudera Transport, all of whom were selected as the sample using a census sampling technique. Primary data were collected through the distribution of closed-ended questionnaires using a Likert scale ranging from 1 (Strongly Disagree) to 5 (Strongly Agree). The research instrument was developed based on indicators of each studied variable: service quality, customer satisfaction, trust, and customer loyalty. Data analysis was conducted using Partial Least Squares (PLS). The results indicate that: (1) service quality has a positive and significant effect on customer loyalty, (2) service quality has a positive and significant effect on customer trust, (3) customer satisfaction has a positive and significant effect on customer loyalty, (4) customer satisfaction has a positive and significant effect on trust, and (5) trust has a positive and significant effect on customer loyalty. These findings highlight that improving service quality and customer satisfaction, both directly and through trust, can effectively strengthen customer loyalty.
Increasing Customer Loyalty Through Brand Image and Service Innovation with Brand Trust as an Intervening Variable at PT. Nasmoco Group
This study aims to analyze the effect of Brand Image and Service Innovation on Customer Loyalty, both directly and indirectly, through Brand Trust as a mediating variable at PT Nasmoco Group. The background of this research is based on the intense competition in the automotive industry, which requires companies not only to excel in product quality but also to build a positive brand image, develop service innovations, and foster customer trust in order to achieve long-term loyalty. This research adopts a quantitative approach with a survey method. Data were collected using questionnaires distributed to PT Nasmoco Group customers who had previously purchased or serviced their vehicles. Measurements were conducted using a 1–10 Likert scale based on the indicators proposed by Biel (1992) for Brand Image, Den Hertog (2000) for Service Innovation, Mayer, Davis, & hoorman (1995) for Brand Trust, and Zeithaml, Berry, & Parasuraman (1996) for Customer Loyalty. Data analysis employed Path Analysis using SPSS software.The results show that: (1) Brand Image has a positive and significant effect on both Brand Trust and Customer Loyalty; (2) Service Innovation has a positive and significant effect on both Brand Trust and Customer Loyalty; (3) Brand Trust has a positive and significant effect on Customer Loyalty; and (4) Brand Trust mediates the relationship between Brand Image and Customer Loyalty, as well as between Service Innovation and Customer Loyalty. The conclusion of this study is that a positive brand image and consistent service innovation will increase customer trust, which in turn strengthens their loyalty to PT Nasmoco Group. The practical implication of this study is the need for an integrated strategy that combines strengthening Brand Image and developing Service Innovation with a focus on building and maintaining Brand Trust to sustain and enhance Customer Loyalty.
Improving the Performance of Jasa Raharja Employees at the DKI Jakarta Regional Office Through Self-Efficacy and Organizational Citizenship Behavior (OCB)
This study aims to analyze and evaluate the influence of self-efficacy and Organizational Citizenship Behavior (OCB) on human resource performance (HR performance), as well as to examine the moderating role of work motivation in the relationship between self-efficacy and OCB with performance. This research is classified as explanatory research using a quantitative approach. The population of the study consists of all employees at the Jasa Raharja Office in the DKI Jakarta Regional Office, totaling 125 individuals, all of whom were selected as the sample using a census method. Primary data were collected through questionnaires covering variables such as self-efficacy, OCB, work motivation, and HR performance, while secondary data were obtained from relevant literature and documents from the institution. Data analysis was conducted using the Partial Least Square (PLS) method. The results of this study are expected to contribute to the development of theory and practical applications in human resource management, particularly in understanding the roles of self-efficacy, OCB, and work motivation in enhancing employee performance.
Marketing Strategies for Shophouses Like Wise Coffee To Increase Profits
Marketing strategy is a crucial factor in today's coffee shop business. Marketing strategy is one of the key factors that can increase profits. A SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis is crucial because it provides a comprehensive overview of the internal and external conditions of an organization or individual, assists in strategic decision-making, and allows for the exploitation of opportunities and mitigation of threats. Therefore, an analysis is necessary that can ultimately serve as a reference in determining market strategy. The purpose of this study is to determine the marketing strategy for Shophouses Like Wise Coffee to Increase Profits. This study uses a qualitative approach. Data collection involved interviews, observation, and documentation. Data validity was tested using source triangulation and time triangulation. Data analysis involved data collection, data reduction, data display, and conclusions or data verification. The results of the study that 1) evaluation of the ongoing marketing strategy of Ruko Like Wise Coffee found that so far there are still employees who come late so that they interfere with service, in addition to less than optimal promotion using various social media. Lack of supporting facilities such as places of worship or live music. Employees who are less proficient in handling customer complaints so that it has an impact on low customer satisfaction; 2) The results of SWOT identification of internal and external factors of Ruko Like Wise Coffee consist of strengths, namely strategic location, quality and superior products, diverse products, affordable prices for consumers, and friendly service. While the weaknesses are the presence of employees who come late, still minimal marketing. Then, opportunities are increasing consumer demand, broad market opportunities, increasing marketing through social media, product quality is recognized by consumers. Meanwhile, threats are competitors operating in the same field, competitors who provide low prices, and the growth of new cafes; 3) The marketing strategy carried out in the future at Ruko Like Wise Coffee based on the SWOT matrix is to open new branches, intensify promotions in the market, maintain the quality of the products offered, utilize social media as a means of promotion, and provide facilities in the form of a prayer room and non-smoking area so that consumers feel more comfortable when they are in the cafe.
Human Resource Performance Improvement Through Retention-Mediated Employee Engagement
This study aims to examine employee engagement and retention that affect human resource performance. The population in this study were all human resources in the Arut Utara, Pangkalan Banteng and Kotawaringin Lama District Offices of West Kotawaringin Regency totaling 60 people, using a questionnaire distributed directly via google forms to obtain objective data as well as a research instrument. Data analysis using Partial Least Square (PLS) version 3.2.9 with a structural equation model and factor analysis and path analysis to test hypotheses and assess the mediation effects of variables. The results of this study indicate that employee engagement has a positive and significant effect on human resource performance of 2.224> t-table (1.671) with a P-Value of 0.027 <0.05. Retention has a positive and significant effect on human resource performance of 3.298> t-table (1.671) with a P-Value of 0.001 <0.05 and employee engagement has a positive and significant effect on retention of 6.214> t-table (1.671) with a P-Value of 0.000 <0.05. The indirect effect of the employee engagement variable on human resource performance with the mediation of the retention variable is known to be 0.226. The Sobel test produces a t-count of 3.214> t-table (1.671) with P Values of 0.001 <0.05. This means that the proposed retention as a variable to mediate between employee engagement and human resource performance makes a strong contribution.
The Influence of Internal Marketing on Job Satisfaction and Perceived Service Quality in the Central Java II Regional Office of the Directorate General of Taxes
This study aims to examine the impact of internal marketing (IM) implementation on job satisfaction and perceived service quality at the Regional Office of the Directorate General of Taxes (DJP) Central Java II. The research is motivated by the importance of improving public service quality through management that focuses on employee engagement, particularly through internal marketing, which can enhance employee job satisfaction and service quality. The methodology used is a quantitative approach with a descriptive research design. Data were collected using questionnaires distributed to 160 respondents, selected through stratified random sampling. The results of the study indicate that IM has a positive and significant impact on job satisfaction and perceived service quality. Effective IM practices, including training, internal communication, rewards, and empowerment, were proven to enhance employee job satisfaction, which ultimately contributed to the improvement of service quality to the public. The conclusion of this study is that optimal implementation of internal marketing can improve employee job satisfaction and service quality in the public sector. Therefore, recommendations for the Tax Service Office include strengthening IM implementation, improving work facilities, and ensuring effective internal communication.
Strategy and Management of Social Media Utilization for Dental & Oral Patient Visits at Curug Tangerang Community Health Center
This study aims to analyze the strategy of utilizing social media to increase patient visits to dental and oral health services at the Curug Health Center. The approach used is descriptive qualitative with in-depth interview methods, observation, and documentation. Informants consisted of health promotion officers, dental polyclinics, and patients who actively access information through the health center's social media. The results of the study indicate that the promotional strategy carried out has included monthly content scheduling, the use of visual design through the Canva application, and the use of the Instagram and Facebook platforms. However, educational content specifically related to dental health has not been a routine focus. Communication management is carried out across units, but has not been fully structured and documented. Supporting factors for the success of the strategy include support from the leadership and the BLUD budget, while the main obstacles are limited human resources, digital devices, and the absence of a special social media team. The use of social media has been shown to have a positive impact on visiting behavior, as evidenced by increased community interaction through social media and awareness to have dental check-ups. This study also found a gap between digital marketing strategy theory and practice in the field, especially in terms of evaluation and measurement of effectiveness. Therefore, it is necessary to strengthen internal capacity and more professional social media management so that health promotion strategies can run optimally.
The Role of Work-Life Balance in Improving the Quality of Work Life and Employee Well-Being
In the era of globalization, changes in work patterns that are increasingly dynamic require organizations to create a work environment that is not only productive but also supports the balance between personal and work life. The formulation of the problem in this study is how the influence of work-life balance on the quality of work life and employee well-being, and how the influence of the quality of work life on employee well-being. This study aims to test and analyze the relationship between the three variables on employees of PT Sawit Sumbermas Sarana, Tbk. This research uses a quantitative approach with a survey method through distributing questionnaires online through Google Form with a 7-point Likert scale to respondents as employees at the company of PT Sawit Sumbermas Sarana, Tbk. which has a Key Performance Indicator (KPI) with a sample size of 100 respondents. Data analysis techniques are carried out using the Partial Least Square (PLS) application as an alternative method of Structural Equation Modeling (SEM) by evaluating research from the outer model and inner model and hypothesis testing. The results showed that Work-life balance has a positive and significant effect on the Quality of Work-life and Employee Well-being. However, Quality of Work-life does not have a significant effect on Employee Well-being. The findings indicate the important role of work-life balance in improving perceptions of quality of work-life and employee well-being. The conclusion of this study emphasizes the need for managerial support in shaping work policies oriented towards work-life balance and employee well-being in long-term projects.
Optimizing the Number of Patient Visits at Dentaraya Dental Clinic Through Social Media Promotion and Brand Trust
The current era of globalization has made competition in the business world, including in the healthcare sector, increasingly fierce. As technology advances towards the era of Industry 5.0, we are witnessing rapid progress in various fields, including medicine. Technologies such as genetic engineering, technobiomedicine, artificial intelligence, and nanotechnology are increasingly dominant. This study uses a quantitative approach with a correlational research design. The quantitative approach was chosen because it aims to objectively measure the relationship between variables using numerical data. This study aims to identify the extent to which social media promotions influence patient behavior, including motivation and decisions to visit a clinic. Brand Trust has a significant influence on Revisit Intention. Consumers who have trusted a brand tend to show higher loyalty and have a strong intention to repurchase or use the brand's services. Trust has proven to be a crucial variable in forming long-term relationships between brands and consumers.
The Role of Additional Employee Income (TPP) and Job Satisfaction in Improving HR Performance
This study was proposed to test the effect of additional employee income (TPP) on job satisfaction, the effect of job satisfaction on employee performance, the effect of additional employee income on employee performance, the effect of additional employee income on employee performance with job satisfaction as a mediating variable. The type of research to be conducted is explanatory research where this study aims to analyze the relationship between variables. The variables in this study include Additional Employee Income (TPP), job satisfaction, employee performance. The population in this study were all Bank Indonesia employees. This study uses a quantitative method with primary data obtained from questionnaires. The sample selection will use the non-probability sampling method, which is a sampling technique that not all populations can be samples. The sample in this study was 100 Bank Indonesia employees. Data analysis used the Partial Least Square (PLS) method with SmartPLS.
Service Quality Improvement Strategy Shaka Laundry, Lahat Regency
In an era of globalization marked by technological advancements and rapid changes in consumer behavior, companies are required to improve operational efficiency and service quality to compete effectively (Kholishudin, 2023). With the increasing number of businesses emerging, competition between companies in the same sector is intensifying. This demonstrates that every company must have a strategy to maintain operational sustainability, particularly in the most crucial aspect, namely human resources (Fonna, 2019). The method applied in this research is a qualitative analysis using a case study approach using a SWOT analysis. This method encompasses various activities such as observation, interviews, and document studies. Qualitative analysis focuses more on deductive and inductive processes and the interactions between observed phenomena, using scientific logic. Shaka Laundry's current service quality does not fully meet customer expectations. This is demonstrated through the SERVQUAL model analysis, which identified negative gaps in the five dimensions of service quality: tangibles, reliability, responsiveness, assurance, and empathy. The tangibles and reliability dimensions have the largest gaps, indicating that the visual aspects of service and the reliability of delivering on promised turnaround times still need significant improvement.
The Influence of Brand Image, Service Quality, and Marketing Strategy on Grade 12 Students' Decisions in Choosing Tutoring (A Case Study of the 70 Palembang Police Alumni Test Tutoring)
This study aims to determine the effect of Brand Image, Service Quality, and Marketing Strategy on Grade 12 Students' Decisions in Choosing Alumni Test Guidance (BTA) 70 Palembang PTC Branch. This study uses a quantitative approach with a survey method, simple random sampling technique, and involves 100 grade 12 student respondents. Data collection was carried out through questionnaires, then analyzed using multiple linear regression with the help of SPSS 25. The results of the study indicate that partially Brand Image, Service Quality, and Marketing Strategy have a positive and significant effect on student decisions. Simultaneously, the three variables also have a significant effect on grade 12 students' decisions in choosing BTA 70. This finding emphasizes the importance of strengthening brand image, improving service quality, and implementing integrated marketing strategies to attract students' interest and trust in choosing tutoring institutions.
The Role of Financial Literacy on Investment Decisions at the West Semarang Pratama Tax Office, Moderated by Age Factors
As part of the government system tasked with serving the public, Civil Servants are expected to manage their finances wisely to support financial stability, personal well-being, and efficiency in carrying out their duties. Behavioral patterns and lifestyles that are still considered hedonistic occur among Civil Servants, this is because Civil Servants are one of the jobs with a relatively stable and relatively high income level. Higher incomes can also lead to greater expenses. This study aims to analyze the influence of financial literacy and approaches on investment decisions, as well as examine the role of generational age as a moderating variable in the West Semarang Pratama Tax Office environment. The research method used is a quantitative approach with an explanatory research type. This approach is appropriate for testing causal relationships between variables, as well as explaining the direct influence and interactions between constructs in the research model. The results of the moderation analysis indicate that generational age cannot significantly moderate the influence of financial literacy on investment decisions in the West Semarang Pratama Tax Office environment. Variations in age groups and demographic characteristics, although providing their own patterns in financial behavior, do not show significant differentiation of influence in the relationship between financial literacy levels and employee investment decisions.
An Empirical Study of Public Satisfaction Based on Public Trust and Service Quality at the Sekupang Police Station
The police institution is one of the main pillars in the public service system, tasked with maintaining security and order, and providing legal protection for the community. As public servants, the police provide various essential services, including law enforcement through criminal investigations, arrests of perpetrators, and the provision of justice to victims. Furthermore, the police play a role in maintaining public security and order (Kamtibmas) through routine patrols, crowd control, and mediation of social conflicts to create a safe and orderly environment. The type of research used in this study is explanatory research with an associative nature, which aims to determine the relationship between two or more variables (Sugiyono, 2018). This study aims to explain hypothesis testing with the intention of justifying or strengthening the hypothesis, with the hope that it can ultimately strengthen the theory used as a basis. In this case, it is to test the influence of service quality, public satisfaction, and public trust. Discriminant validity of the measurement model with indicator reflection is assessed based on cross-loading of measurements with constructs. If the correlation of a construct with a measurement item is greater than the measurement of other constructs, then this indicates that the latent construct predicts the measurements in its block better than the measurements in other blocks.
An Analysis of Paid Advertising Usage in the Shopee App in Marketing Strategy: A Case Study Belluva Batik Pekalongan
This study aims to analyze the use of paid advertising on the Shopee application as part of Belluva Batik Pekalongan’s marketing strategy. The research method employed was descriptive qualitative with a case study approach. Data were obtained through observation, documentation, and interviews, then analyzed using Miles and Huberman’s interactive model, which includes data reduction, data display, and conclusion drawing or verification. The findings reveal that paid advertising on Shopee is effective in increasing product visibility and brand awareness of Belluva Batik Pekalongan. However, its contribution to sales growth is not significant. This is indicated by the low conversion rate (CR) despite a relatively high click-through rate (CTR), as well as the occurrence of “boncos,” where advertising costs are not proportional to the transactions obtained. From the consumer perspective, ads are considered helpful in discovering the store, but purchasing decisions are more influenced by price and product quality. The conclusion of this research is that paid advertising on Shopee can serve as a strategic instrument to strengthen brand awareness and market presence, but its effectiveness in boosting sales remains limited. Optimization is required through proper keyword selection, efficient budget management, and continuous performance evaluation.
The Effect of Motivation and Competence on Employee Performance of Hersarana Mandiri Sejahtera Savings and Loan Cooperative Moderated by Organizational Culture
This study is aimed at analyzing the influence of motivation and competence to employee performance of Hersarana Mandiri Sejahtera Saving and Loan Cooperative, and analyzing organizational culture as moderation on the influence of motivation and competence to employee performance of Hersarana Mandiri Sejahtera Saving and Loan Cooperative, Research sample in this study were among 120 people there were Hersarana Mandiri Sejahtera Saving and Loan Cooperative, employees. Data of results from research been analyzed used Smart PLS SEM (Partial Least Square – Structural Equation Modeling) software. The finding from data analyzing shown that motivation and competence were significant influence to employee performance of Hersarana Mandiri Sejahtera Saving and Loan Cooperative. Besides those also shown that organizational culture has moderated the influence of motivation and competence to employee performance of Hersarana Mandiri Sejahtera Saving and Loan Cooperative, which organizational culture will moderate the influence of motivation and competence to employee performance of Hersarana Mandiri Sejahtera Saving and Loan Cooperative.
The Role of Digital Leadership on Employee Performance with The Mediation of Organizational Commitment at Bank Indonesia Representative Offices DKI Jakarta
The phenomenon that occurs is that Bank Indonesia (BI) has implemented various digital transformation strategies, including the implementation of technology-based work systems. However, the success of this transformation remains highly dependent on individual performance. Employee performance is now increasingly influenced by various factors, including digital leadership and organizational commitment. This study is an explanatory research study with a quantitative approach. The research population of employees at the Bank Indonesia DKI Jakarta Representative Office was 132 employees. The sample was taken using the census method, obtaining a sample of 132 employees. The data collection technique used a closed questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results: 1) Digital leadership has a significant positive effect on organizational commitment, meaning that a leadership style that utilizes digital technology and digital-based strategies in leading an organization can increase the level of employee commitment to the organization. 2) Digital leadership has a significant positive effect on employee performance, meaning that digital leadership that is proficient in technology and able to inspire and support the use of technology can increase productivity, creativity, and collaboration among employees, which ultimately has an impact on improving performance. 3) Organizational commitment has a significant positive effect on employee performance, meaning that committed employees are more likely to complete tasks on time, achieve targets, and strive to produce high-quality work. 4) Organizational commitment can strengthen the influence of digital leadership on employee performance, meaning that employees who have strong emotional bonds, feel connected, and believe in organizational goals will work harder and be more productive, with high organizational commitment will encourage employees to accept change and adapt to digital leadership styles, resulting in improved performance.
Customer Loyalty Improvement Model Through E-Service Quality, E-Satisfaction and E-Trust of Customers of PT. Yuk Kita Haji and Umroh Bandung
The intense competition in the Hajj and Umrah travel industry requires companies to optimize their digital service quality to enhance customer satisfaction, trust, and loyalty. PT. Come on, Let's Hajj and Umrah (YKHU) Travel faces the challenge of maintaining loyalty amid the increasingly dynamic technology-based service competition. This study aims to examine the effect of e-service quality on e-satisfaction, e-trust, and customer loyalty, as well as the role of e-satisfaction and e-trust in influencing customer loyalty among PT. YKHU Travel customers. A quantitative approach with a survey method was applied in this explanatory research. The population consisted of 1,710 customers who used PT. YKHU Travel's services between 2022 and 2024. A total of 130 respondents were selected using purposive sampling based on the criteria of having used the services, being familiar with digital services, and being at least 25 years old. The data were analyzed using the Partial Least Square–Structural Equation Modeling (PLS-SEM) method with SmartPLS software. The results indicate that e-service quality has a positive and significant effect on customer loyalty (β = 0.412; p < 0.001), e-satisfaction (β = 0.864; p < 0.001), and e-trust (β = 0.856; p < 0.001). Furthermore, e-satisfaction (β = 0.258; p = 0.004) and e-trust (β = 0.298; p = 0.006) also have positive and significant effects on customer loyalty. These findings suggest that optimal digital service quality can improve customer satisfaction and trust, which in turn strengthens loyalty. The implications of this study highlight the importance of improving the responsiveness of digital services, strengthening transaction security systems, and implementing innovative loyalty programs as strategies to maintain and expand the customer base.
Analysis of Spirituality and Psychological Capital in Improving Employee Performance
The increasing incidence of employee tardiness at RSIGM Sultan Agung in 2024 has raised concerns regarding service continuity, patient satisfaction, and the hospital's reputation. This study aims to examine the contribution of spirituality and psychological capital in enhancing employee performance. This research employed a case study design with a qualitative approach. Participants included representatives from medical, healthcare, and non-healthcare staff. Data were collected through in-depth interviews, participatory observations, and document analysis. Gap analysis was applied to identify performance determinants and formulate value-based improvement strategies. The findings revealed that employee tardiness had a significant impact on performance, particularly in service effectiveness and patient satisfaction. Key determinants include time discipline, cross-unit coordination, and preparedness in handling patient complaints. An integrated approach that combines management system optimization, spiritual value reinforcement, and psychological capital development is recommended as a sustainable strategy to improve employee performance and maintain the hospital's positive reputation.
The Role of Customer Satisfaction in Relationship Marketing and Service Quality Towards Customer Loyalty (Study at PT Jasa Armada Indonesia Tbk, Jakarta)
This study aims to analyze the influence of relationship marketing and service quality on customer loyalty, with customer satisfaction as a mediating variable. The research was conducted on active customers of PT Jasa Armada Indonesia Tbk who utilize pilotage and towage services across various delegated port areas. A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The sample consisted of 113 respondents, determined using the Slovin formula, and data were collected through an online questionnaire. The variables examined include relationship marketing (X1), service quality (X2), customer satisfaction (Z), and customer loyalty (Y). The results indicate that relationship marketing significantly influences customer satisfaction, but does not directly affect customer loyalty. Service quality has a significant impact on both customer satisfaction and loyalty, with the reliability dimension being the most dominant. Meanwhile, customer satisfaction does not significantly influence customer loyalty, and thus does not serve as a mediating variable between the independent variables and loyalty. These findings reinforce the SERVQUAL model and highlight that in the context of port services, timeliness and reliability are key factors in building customer loyalty. This study provides strategic implications for companies in designing service quality improvement programs and fostering long-term customer relationships.
The Effect of Transformational Leadership and Competence Improvement Programs on Employee Satisfaction and Performance in Representative Offices Bank Indonesia DIY
This study aims to analyze the influence of transformational leadership and competency improvement programs on employee satisfaction and performance at the Bank Indonesia DIY Representative Office. This study was motivated by the relatively low employee performance of 35%. The research method used was quantitative with the SmartPLS approach. The research sample was 113 employees at the Bank Indonesia DIY Representative Office. The results of the study indicate that 1) Transformational leadership has a positive and significant effect on employee performance; 2) Competency improvement programs have a positive and significant effect on employee performance; 3) Transformational leadership has a positive and significant effect on employee job satisfaction; 4) Competency improvement programs have a positive and significant effect on employee job satisfaction; 5) Job satisfaction has a positive and significant effect on employee performance; 6) Job satisfaction mediates the effect of transformational leadership on employee performance and 7) Job satisfaction mediates the effect of competency improvement programs on employee performance. The practical implications of this study are the need for the application of transformational leadership styles in the work environment, the development of competency improvement programs according to employee needs and job demands and should pay attention to factors that influence job satisfaction such as reward provisions, role clarity, good communication and workload balance.
Analysis of Athlete Path Employees' Perceptions of the Work Culture Program and Individual Cumulative Index Achievement at Bank Indonesia Headquarters
This study aims to analyze the perceptions of athlete-track employees regarding the work culture program and the achievement of the Individual Cumulative Index (IKI) at Bank Indonesia Headquarters. The research is grounded in the phenomenon of adaptation of career transition among former athletes entering bureaucratic work environments, which presents both technical and psychological challenges. A qualitative approach was employed using a descriptive case study method, involving four athlete-track employees as informants, with data analyzed through thematic analysis. The findings reveal that athlete-track employees generally hold positive perceptions of Bank Indonesia's work culture values, such as discipline, professionalism, and physical wellness. Internal programs like BI KEJORA are seen as supportive of their identity and work spirit. However, challenges remain in adapting to digital technologies and bureaucratic systems, and dissatisfaction persists regarding the IKI performance evaluation system, which is perceived as not fully accommodating their unique contributions. Factors influencing perceptions and performance include personal background, organizational support, and value alignment between individuals and the institution. This research contributes theoretically to the development of Career Transition Theory, Perceived Organizational Support (POS), and Person–Organization Fit. Practical implications include recommendations for adjusting the IKI system, providing structured IT training, strengthening the BI KEJORA program, and establishing peer-sharing forums for athlete-track employees. The study acknowledges limitations in the number of informants, case scope, and generalizability of findings, and recommends future research using quantitative and comparative approaches.
The Role of Internship Programs in Moderation of The Effects of Job Burnout and Personality on Employee Performance (Study at Bank Indonesia Papua Province)
Human resource issues remain a key issue for companies seeking to survive in the era of globalization. Human resources are a key factor in a company's success. They are the primary driving force within a company. The key to a company's success lies in its people, as they are initiators, thinkers, and possess creativity, which can advance a company. This study used a quantitative research method with a survey approach. Quantitative research aims to examine the relationship between variables through objective measurement and statistical analysis. Based on several analytical studies and discussions, the following conclusions can be drawn: 1. Job burnout has a negative and significant impact on employee performance, meaning the higher the level of job burnout among Bank Indonesia employees in Papua Province, the lower their performance. 2. Personality has a positive and significant influence on employee performance, meaning better personality Bank Indonesia employees in Papua Province, the higher the expected performance. 3. Internship has a positive and significant impact on employee performance, meaning that higher quality internship experience can contribute to improved performance.
The Influence of Personal Branding and Compensation on Human Resource Performance
This study aims to analyze the influence of Personal Branding and compensation on human resource performance, as well as examine the moderating role of career development among employees of the Representative Office of Bank Indonesia in North Kalimantan Province (KPWBI KALTARA). A quantitative approach was employed using a survey method involving 250 respondents. The research instrument consisted of a Likert-scale questionnaire (1–5). Data were processed using SmartPLS to test validity, reliability, and structural relationships among variables. The results indicate that both Personal Branding and compensation have a significant impact on human resource performance. Furthermore, career development significantly strengthens the effect of Personal Branding on performance. These findings highlight the importance of professional self-image development, appropriate reward systems, and clear career progression paths in enhancing employee performance. This study contributes to the theoretical development of human resource management and offers practical implications for HR management in public sector organizations, particularly in strategic regions such as North Kalimantan.
The Role of Competence on Motivation and Its Impact on Human Resource Performance
This study employed a quantitative survey framework, adopting an explanatory approach to uncover relational dynamics among variables. The population encompassed all employees of Bank Indonesia Jakarta, from which a sample of 100 individuals was systematically selected. Data were collected via structured questionnaires. Subsequent data analysis utilized Structural Equation Modeling-Partial Least Square (SEM-PLS) facilitated by SmartPLS software. Findings reveal several significant patterns: first, competence exerts a positive and statistically significant influence on employee motivation, suggesting that well-developed skills and knowledge empower employees to navigate workplace challenges with increased preparedness and intrinsic drive. Second, motivation demonstrably enhances employee performance; highly motivated staff exhibit greater focus, enthusiasm, and sustained effort, resulting in superior performance outcomes. Third, competence independently contributes positively to performance, confirming that employees' abilities enable more efficient and effective task execution. Finally, motivation functions as a mediating mechanism, amplifying the effect of competence on performance, implying that internal drive encourages employees to deploy their skills optimally, thus achieving enhanced overall performance.
Business Strategy to Improve the Competitiveness of Sekarmulyo Batik
This study aims to formulate a business strategy to increase the competitiveness of Batik Sekarmulyo, a hand-drawn batik business operating in Rembang Regency. The problems faced include limited product innovation, suboptimal digital marketing, and competition with other batik producers. The research method used is a case study with a descriptive qualitative approach, through interviews, observations, and documentation. The analysis was conducted using a SWOT analysis. The results show that strategies that need to be developed are product design innovation by emphasizing local wisdom, optimizing promotion through social media, improving the quality of human resources through training, and strengthening marketing networks. The implementation of this strategy is expected to increase the competitiveness of Batik Sekarmulyo, expand market share, and support the preservation of batik culture in Indonesia.
Delegative Leadership on Human Resource Performance with Affective Commitment as a Mediation
This study aims to analyze the role of Delegative Leadership in improving Human Resources (HR) Performance at the Tanjung Emas Customs and Excise Supervision and Service Office through Affective Commitment as a mediating variable. This study uses an explanatory approach to test the relationship between variables and the formulated hypotheses. The study population includes all 253 HR in the office, with a sample of 114 respondents taken using a non-probability sampling technique through convenience sampling. Primary data were obtained through a closed-ended questionnaire using a 1–5 Likert scale, ranging from "Strongly Disagree" to "Strongly Agree." This instrument was used to measure respondents' perceptions of the variables studied. Data analysis was performed using the Partial Least Squares (PLS) method to examine the relationships between variables in the structural model. The results of the study indicate that Delegative Leadership has a positive and significant effect on Affective Commitment and HR Performance. Furthermore, Affective Commitment also has a positive and significant effect on HR Performance. These findings indicate that improving delegative leadership styles can strengthen employees' emotional engagement while improving their performance in the customs sector.
Increasing Customer Retention Through Employee Competence and Service Innovation with Brand Image as a Mediation Variable (Empirical Study at Rumah Sakit Islam Kendal)
The hospital industry faces significant challenges in maintaining patient loyalty, particularly in customer retention. Customer retention, or in the hospital context, Patient Retention, can be defined as the efforts undertaken by hospitals to retain and attract patients who have used their services, preventing them from switching to other hospitals. This study aims to determine how to improve customer retention through employee competence and service innovation, with brand image as a mediating variable. This research is quantitative with an explanatory approach. This research is quantitative with an explanatory approach. The data collection technique used a questionnaire. The respondents used in the study were 222 outpatients at the Kendal Islamic Hospital polyclinic. The data collection technique used a questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. The results of the study: 1) Employee competence has a positive and significant impact on brand image. 2) Employee competence has a positive and significant impact on customer retention. 3) Service Innovation has a positive and significant impact on Brand Image. 4) Service Innovation has a positive and significant impact on Customer Retention. 5) Brand Image does not have a significant impact on Customer Retention. The results of mediation tests show: 1.) Brand Image is unable to mediate the relationship between Service Innovation and Customer Retention. 2) Brand Image cannot mediate the relationship between Employee Competence and Customer Retention.
The Role of Innovation Capability in Mediating the Influence of Transformational Leadership and Employee Competence on Human Resource Performance at BPR Marunting Sejahtera
The global business landscape has experienced significant disruption due to the acceleration of technology, increasing intensity of market competition, and evolving workforce expectations. This fundamental transformation requires every organization, both private and public sectors, to not only survive but also proactively adapt and thrive by strengthening adaptive and innovative human resources (HR). Referring to the context of the phenomena and problems described in the background, this research is a field study using a quantitative approach. "Quantitative is a research method based on concrete data, research data in the form of numbers or numeric that will be measured using statistics as a calculation test tool, related to the problem being studied to produce a conclusion". Respondents' responses were measured using variables expressed quantitatively through a 5-point Likert scale, which covers a range from strongly disagree to strongly agree. Thus, the data collected is quantitative data. The variables that are the focus of this study include Transformational Leadership Style, Innovation, Employee Competence, and Human Resource Performance. Overall, this conclusion highlights that at PERUMDA BPR Marunting Sejahtera, Employee Competence is the main pillar that directly supports Human Resource Performance. Meanwhile, the Transformational Leadership Style has succeeded in creating a conducive environment for Innovation Capability, and employee competency also supports this innovation. However, the biggest challenge is how to translate this existing Innovation Capability into a directly measurable and significant improvement in Human Resource Performance. The innovation bridge, both from leadership and competency, is not yet fully solid to facilitate a significant performance impact.
Analysis of Digital Work Culture and Professional Leadership to Improve HR Performance Through Compensation as a Variable Mediating in The Era of Transformation Bank Indonesia
HR performance has a very important role, this is because the success of a company is greatly influenced by the performance of its human resources. One of the factors that influences HR performance in the era of transformation is digital work culture. In addition to work culture factors, professional leadership can influence HR performance. Compensation has an important role in improving employee performance, where one of the reasons someone works is because they want to meet their living needs. The type of research used in this study is explanatory research with quantitative methods. The research sample was 130 Indonesian bank employees with purposive sampling technique. Data collection techniques used questionnaires. Data analysis techniques include descriptive statistics, Structural Equation Modeling (SEM) analysis. Research results 1) digital work culture has a positive significant effect on compensation based on p value 0.003 < 0.05 and T-Statistics value (3.329) > 1.96, 2) professional leadership has a positive significant effect on compensation based on p value 0.001 < 0.05 and T-Statistics value (3.459) > 1.96, 3) digital work culture has a positive significant effect on HR performance based on p value 0.000 < 0.05 and T-Statistics value (4.345) > 1.96, 4) professional leadership has a positive significant effect on HR performance based on p value 0.008 < 0.05 and T-Statistics value (2.662) > 1.96, 5) compensation has a positive significant effect on HR performance based on p value ,006 < 0.05 and T-Statistics value (2.858) > 1.96, 6) compensation plays a role in mediating the positive significant influence of digital work culture on HR performance based on ap value of 0.041 < 0.05 and a positive T-Statistics value (2.256) > 1.96, 7) compensation plays a role in mediating the positive significant influence of professional leadership on HR performance based on ap value of 0.048 < 0.05 and a positive T-Statistics value (2.052) > 1.96.
Improving Human Resource Performance Through Human Resource Competencies Based on Learning Orientation
This study aims to examine the influence of professional competence and learning orientation on the performance of human resources (HR) at the KPP Madya Semarang Office. The population in this study consists of all employees of KPP Madya Semarang, who also served as the sample using a census technique. Primary data were collected through a questionnaire using a Likert scale from 1 to 5, designed based on indicators of each variable. The variables studied include HR performance as the dependent variable, and professional competence and learning orientation as independent variables. Data analysis was conducted using the Partial Least Squares (PLS) approach within a structural equation modeling framework. The results show that professional competence has a positive and significant effect on HR performance, as well as on learning orientation. In addition, learning orientation was also found to have a positive and significant effect on HR performance. These findings emphasize the importance of enhancing professional competence and fostering a learning-oriented culture to improve employee performance more optimally.
The Role of Village-Owned Enterprises (BUMDES) in Increasing Village Original Income in Munjul Village, Astanajapura District, Cirebon Regency
Villages play an important role as the foundation of a nation's economic independence. The potential of Munjul Village, ranging from agriculture, livestock, to services, is a valuable asset ready to be developed. However, this village faces significant challenges where the Village Original Income (PADes) is still fluctuating and the dominant dependence on Village Funds from the APBN. BUMDes is designed to manage and optimize local village potential sustainably, reduce dependence on external funds, and encourage economic growth from within. The problem formulation in this study is the role of BUMDes in optimizing village potential, BUMDes' contribution to PADes and the influence of PADes on community welfare. The purpose of this study is to analyze and formulate a comprehensive development strategy for Village-Owned Enterprises (BUMDes) to increase Village Original Income (PADes) in Munjul Village. The research framework includes: Village Potential - BUMDes Existence - Internal/External Environmental Conditions - Analysis - Improvement Strategy - increasing PADes and community welfare. The research method used in this study is a qualitative approach with a case study approach using SWOT analysis. In this method there are observation activities, interviews and document reviews. From the results of the SWOT analysis of internal and external factors, the scores for each factor are obtained as follows: 1. Score for strength factor 1.40 2. Score for weakness 1.50 3. Score for opportunity 1.55 4. Score for threat 0.80. based on the scoring results and analyzed through BUMDes development strategies based on SO Strategy (Strengths-Opportunities), ST strategy (Strengths-Threats), WO strategy (weaknesses-opportunities), WT strategy (weaknesses-Threats) resulting in priority strategies are improving sustainable HR training, optimizing digital marketing, diversifying business units and establishing strategic partnerships with other parties. The role of Village-Owned Enterprises (BUMDes) in increasing Village Original Income in Munjul Village, Astana Japura District, Cirebon Regency, the author can conclude that BUMDes Munjul Berkah has been able to explore the potential of the village to be processed into a business unit. The contribution of Village Original Income (PADes) provided by BUMDes Munjul Berkah to the Village Government is one of the real forms of BUMDes's usefulness in supporting village development and independence, BUMDes Munjul Berkah in the period 2020 to 2024 was able to provide PADes of Rp. 86,250,000, - which is allocated from BUMDes profits. PADes is one of the village incomes stated in the Village Revenue and Expense Budget (APBDes) of Munjul Village, and has been used to help increase the Honorarium of Village Empowerment Institutions and social assistance for underprivileged communities in Munjul Village.
The Role of Spiritual Leadership and Religious Motivation in Improving Employee Performance (Case Study at The Qolbun Salim Orphanage in Samarinda)
Leaders play a crucial role in human life, both socially and professionally. Leaders must be able to demonstrate the right path in accordance with religious principles and aim to achieve a shared vision. In addition to providing guidance, leaders also need to influence and encourage their subordinates to achieve optimal performance in achieving established shared goals. The purpose of this study was to determine (1) the role of spiritual leadership in supporting employee performance and (2) the role of religious motivation in influencing employee performance. This study used qualitative research methods. Qualitative research is conducted to build knowledge through understanding and discovery. The results of this study indicate that spiritual leadership significantly influences employee performance, and religious motivation significantly influences employee performance.
The Influence of Motivation and Work Environment on Performance Through Job Satisfaction as an Intervening Variable in Garut District Community Health Center Employees
This study aims to analyze the influence of motivation and work environment on employee performance through job satisfaction as an intervening variable among civil servant doctors at community health centers (Puskesmas) in Garut Regency. The research employed a quantitative explanatory approach with a sample of 84 respondents, selected using probability sampling. Data were collected through a Likert-scale questionnaire and analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) method. The results reveal that motivation has a positive and significant effect on both job satisfaction and doctor performance. Similarly, the work environment positively and significantly affects job satisfaction and performance. Furthermore, job satisfaction is proven to have a positive and significant effect on doctor performance. Indirect effect analysis confirms that job satisfaction acts as a key mediator in the relationship between motivation, work environment, and performance. Overall, this study emphasizes that the improvement of doctor performance at Puskesmas in Garut Regency depends not only on direct factors such as motivation and work environment, but also strongly relies on the level of job satisfaction perceived by employees. These findings imply that human resource management strategies in Puskesmas should focus on enhancing motivation, improving the work environment, and managing job satisfaction to achieve optimal health service delivery.
Emotional Stability as a Mediation in The Influence of Co-Worker Support and Professional Self-Efficacy on HR Performance
This study aims to analyze the influence of professional self-efficacy and coworker support on emotional stability and their implications for the performance of human resources (HR) at the Customs and Excise Office Type Madya Pabean (KPPBC TMP) Tanjung Emas. The research design employed is explanatory research, which seeks to explain the relationships among variables. The population in this study consisted of 253 employees of KPPBC TMP Tanjung Emas, with a sample of 155 respondents determined using non-probability sampling through convenience sampling. The data were analyzed using the Partial Least Square (PLS) method. The results of the study indicate that professional self-efficacy has a positive effect on emotional stability and also a positive effect on HR performance. Furthermore, coworker support was found to positively influence both emotional stability and HR performance. In addition, emotional stability itself has a positive impact on HR performance. These findings highlight that strengthening professional self-efficacy, fostering social support among coworkers, and enhancing employees' emotional stability are crucial factors in improving organizational performance. The implication of this research is the importance of HR management strategies that focus on developing professional efficacy, building a collaborative work culture, and maintaining employees' emotional stability to achieve optimal performance.
Product Difference Determines Purchase Decisions and Consumer Satisfaction at PT. Arshaka Griya Ayana
Every property company is required to implement unique strategies, innovative products, and differentiate themselves to highlight their unique strengths. This situation forces PT Arshaka Griya Ayana to adapt to changing trends and market needs to remain competitive and relevant in creating added value for its customers. Product differentiation has the potential to improve purchasing decisions and customer satisfaction. This research is explanatory research with a quantitative approach. The study population is all customers who have purchased homes at PT Arshaka Griya Ayana. The sample was drawn using a saturation technique, resulting in a sample size of 100 respondents. Data collection used a questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Squares) software. Research results 1) Product differentiation has a positive and significant influence on purchasing decisions. This shows that the higher the product differentiation, the higher the level of consumer purchases. 2) Simultaneous product differentiation has a positive and significant influence on consumer satisfaction. This shows that the higher the level of product differentiation, the greater the consumer satisfaction. 3) Simultaneous purchasing decisions have a positive and significant influence on consumer satisfaction. This shows that the better the purchasing decision, the greater the consumer satisfaction. 4) Purchasing decisions are able to mediate the influence of product differentiation on consumer satisfaction, differentiation will encourage consumers to make purchasing decisions, and these decisions will ultimately determine the level of consumer satisfaction with the product.
The Role of Human Resources Development on Employee Performance
The results gleaned from this research suggest that: 1) Successfully managing one's professional and personal life enhances HR Development. This suggests that Human Resources Development is substantially improved when employees achieve equilibrium between their jobs and personal lives. 2) Human Resources Development positively influences how well employees do their jobs. This demonstrates that enhanced HR Development leads to superior employee job performance. 3) Maintaining balance between work and life also has a favorable effect on employee job performance. This implies that workers who successfully balance their work and personal lives are likely to exhibit better job performance. 4) Human Resources Development can serve as an intermediary, influencing the impact of work-life balance on how well employees perform, suggesting it plays a vital role in converting the advantages of work-life balance into visible improvements in their job performance.
Improving Human Resource Performance Through Moderated Transformational Leadership by Organizational Culture (Study at Semarang Madya KPP)
A company requires reliable human resources, because human resources play an important role in achieving the goals set by the company. One of the basic problems in a company is how to improve performance. Improving HR performance can be supported through transformational leadership. One of the dimensions in transformational leadership is inspirational motivation (inspirational motivation) and intellectual stimulation (intellectual stimulation). Organizational culture plays an important role in the progress of an organization and improving employee performance. The type of research used in this study is explanatory research with quantitative methods. all employees of KPP Madya Semarang totaling 117 people. The sampling technique in this study was a census, namely sampling where the sample size is the same as the population so that the sample of this study amounted to 117 people. The data collection technique used a questionnaire. In this study, data analysis used the SEM-PLS method with SmartPLS (Partial Least Square) software. Research results 1) Inspirational motivation has a positive and significant effect on HR performance. 2) Intellectual stimulation has a positive and significant effect on HR performance. 3) Organizational culture plays a role in mediating the positive and significant effect of inspirational motivation on HR performance. 4) Organizational culture plays a role in mediating the positive and significant effect of intellectual stimulation on HR performance.
Strategies to Improve Village Progress and Independence Status Village Development Index Based on Swot Analysis Method in Waimi Village, Alor Regency
This study aims to identify the challenges and potentials of the village in improving its development status based on the Village Development Index (Index Desa Pembangunan/IDM) in Waimi Village, Alor Regency, as well as to formulate appropriate strategies to enhance IDM performance for advancing the development status of Waimi Village. By applying the strategic management theory approach and SWOT analysis method, this research seeks to conduct a comprehensive evaluation of the factors influencing IDM performance achievements, and how to formulate village development planning, implementation, and evaluation based on IDM, in order to elevate the progress status of Waimi Village. The study employs a qualitative research methodology using field observation techniques, interviews with stakeholders, and secondary data analysis. The informants in this research consist of two main groups: the internal elements of the village (Village Head, Village Apparatus, Village Consultative Body, and Community Institutions) and external elements (Subdistrict Government, District PMD Office, and Village Facilitators). The results of the study indicate that, based on the SWOT diagram analysis, Waimi Village is positioned in the “grow and build” segment. However, according to the SWOT quadrant matrix, Sultan Agung Islamic Hospital is located in quadrant IV with a defensive strategy. Based on the SWOT matrix analysis, there are 12 (twelve) direct strategies that can be applied by Waimi Village, which directly affect the IDM score, and 4 (four) supporting strategies that indirectly influence the IDM performance of Waimi Village.
A Model of Human Resource Improvement Based on Achievement Motivation at the Tanjung Emas Customs Type MID-Type KPPBC
This study aims to analyze the effect of human resource (HR) planning and talent management on HR performance, as well as to examine the role of achievement motivation as a moderating variable in both relationships. The research used an explanatory associative design with a population of all employees at the Tanjung Emas Customs and Excise Office Class A (253 individuals). A sample of 180 respondents was selected using convenience sampling. Primary data were collected through a closed-ended Likert scale questionnaire (1–5) and analyzed using Partial Least Square (PLS). The results indicate that HR planning has a positive and significant effect on HR performance. Well-structured processes of recruitment, development, compensation, maintenance, and termination enhance employee loyalty, work motivation, leadership ability, collaboration, and accountability. Talent management also has a positive and significant impact on HR performance, particularly through career management, learning and development, and talent retention, which foster employee loyalty and motivation. The study finds that achievement motivation does not significantly moderate the relationship between HR planning and HR performance, suggesting that individual motivation levels do not affect the effectiveness of HR planning. Conversely, achievement motivation significantly strengthens the influence of talent management on HR performance. Employees with high achievement motivation are more responsive to career management and talent development strategies, resulting in improved overall performance. These findings provide practical implications for HR policies in the Customs and Excise environment, particularly in designing HR planning and talent management strategies integrated with employee achievement motivation to achieve optimal performance.
Strategic Management in the Development of Islamic Education at the Al-Ikhwan Islamic Boarding School in Pekanbaru City
Problem formulation: (1) How is strategic management applied at the observation and environmental analysis stage in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in Pekanbaru City? (2) How is strategic management applied at the strategy formulation stage in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in Pekanbaru City? (3) How is strategic management applied at the strategy implementation stage in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in Pekanbaru City? and (4) How is strategic management applied at the evaluation and control (strategic control) stage in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in Pekanbaru City? Research method: This research is a type of field research with a qualitative research approach, conducted at the Al-Ikhwan Islamic Boarding School in Pekanbaru City. The research period is 6 months, from January to May 2025. The informants in this study consist of: founders, managers, and teachers/ustadz of the Al-Ikhwan Islamic Boarding School. Data collection uses observation, interview and documentation study techniques. Research results: the application of strategic management in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in Pekanbaru can be seen from 4 (four) stages: (1) The application of strategic management in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in the environmental observation and analysis stage includes: (a) observation and analysis of the external environment, which includes geographical, religious, social, cultural and economic, and (b) observation and analysis of the internal environment, consisting of: Human Resources (HR) (leaders, managers, teachers and employees), students, funding sources, facilities and infrastructure, (2) The application of strategic management in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in the strategy formulation stage, includes: (a) formulating and determining the vision, mission and objectives, and (b) formulating and determining strategies, directions and policies, (3) The application of strategic management in the development of Islamic education at the Al-Ikhwan Islamic Boarding School in Pekanbaru in the strategy implementation stage, includes: (a) application of the education system, (b) application of the education curriculum, (c) application of the learning activity schedule, (d) application of culture learning, and (e) application of learning methods, (4) Application of strategic management in the development of Islamic education at the Al-Ikhwan Islamic Boarding School at the evaluation and strategy control stages.
The Influence of Competence on Employee Performance Moderated by Innovation: A Case Study at The Semarang Regency BKUD Office
This study was conducted to evaluate the extent to which competence influences employee performance, with innovation positioned as a moderating variable, in the context of the Semarang Regency BKUD Office. Competence is defined as a combination of knowledge, skills, and attitudes that play a role in achieving optimal performance. Innovation is considered capable of strengthening the influence of competence by presenting new ideas in work implementation. This study adopted a quantitative approach through a survey method, with data collection conducted using questionnaires distributed to employees of the relevant agency. Data analysis was conducted using Structural Equation Modeling (SEM) techniques processed by SmartPLS version 4 software, to examine the direct influence and interactions between variables in the model. The findings indicate that competence has a positive and significant impact on employee performance. Innovation also contributes to improved performance. However, innovation does not function as a moderating variable in the relationship between competence and performance. This indicates that the form of innovation implemented, namely in the service system, is not yet on target. Increasing innovation should be focused on developing individual employee capacity, for example through training programs, rather than solely through service system updates.
The Role of Intrinsic Motivation on The Performance of Representative Accounts in Tax Service Offices in The Central Java I Regional Office
Account Representative (AR) is a professional whose job is to provide information and assist taxpayers in fulfilling their tax obligations. An AR's duties include answering questions and answers about taxation, providing outreach regarding the latest tax regulations, and monitoring taxpayer compliance. This type of research is explanatory (explaining causality between variables). Uma Sekaran (2017) explains that explanatory research is research that highlights the influence between determining variables and tests the proposed hypothesis, where the description contains descriptions but focuses on variables. These variables are: Government administrative capacity (X1), Job mutation (X2), on Account Representative Performance (Y) and Intrinsic Motivation (Z), and the research location is at the Tax Office within the scope of the Central Java I Regional Office. The following are the conclusions of the research results: 1. Intrinsic Motivation AR can significantly improve AR Performance. 2. In applying government administrative capacity to administrative processes and their dynamics, ARs are still required to perform well and meet agency-set standards. ARs are also expected to be highly motivated by the changes occurring in the government's administrative system. 3. ARs are still required to perform optimally after receiving a job transfer decision. An appropriate transfer decision can increase an AR's intrinsic motivation. 4. Government administrative capacity and Job Mutation which will effectively improve AR performance supported by high AR Intrinsic Motivation.
Strategy to Reduce Lightning Disruption to Improve PT PLN (Persero) Performance UPT Purwokerto
Indonesia is an archipelago comprising more than 17,000 islands located along the equator. This results in a tropical climate with relatively high temperatures throughout the year, high humidity, and abundant rainfall. Indonesia's location between two large oceans also contributes to dynamic weather patterns, which often affect the stability of the country's electricity system. The research method used in this research is a qualitative approach with a case study approach using SWOT analysis. In this method there are observation activities, interviews and data analysis. Qualitative research is a research method that aims to deeply understand social meanings, processes, or experiences. SWOT analysis is a fairly good, effective, efficient analysis tool and is a fast tool for finding possibilities related to the initial development of new innovation programs within a company, in addition to being able to be used as a decision-making tool within an organization. Based on the EFE matrix analysis, a total score of 3.4 was obtained, indicating that PT PLN (Persero) UPT Purwokerto was able to respond to opportunities and threats above average. Meanwhile, based on the IFE matrix analysis, a total score of 3.0295 was obtained, which identified the existence of influential internal strengths within the Company. 3. Based on the IE matrix analysis, EFE 3.4 and IFE 3.0295 fall into cell I (Growing and developing). This indicates that the growth and development efforts of PT PLN (Persero) UPT Purwokerto are the main strategy to improve performance by reducing disturbances due to lightning.
Improving Human Resource Performance Through Compensation and Religiosity
This study aims to examine how human resource performance can be improved through compensation and religiosity within the Directorate General of Taxes (DJP). Considering the crucial role of DJP in achieving national tax revenue targets, this research explores how these two factors contribute to enhancing employee performance. Using a quantitative research method, data were collected through questionnaires distributed to 100 employees of DJP, specifically at the Small Tax Office (KPP Pratama) in Pati. The results indicate that both compensation and religiosity have a positive influence on human resource performance. These findings provide valuable insights for management in formulating strategies to improve employee performance through fair compensation policies and the reinforcement of religiosity within the workplace. The practical implication of this study is the necessity to implement transparent and equitable compensation policies that align with employees' contributions, as well as efforts to foster a work environment that supports religiosity through religious activities and positive organizational culture. Therefore, the combination of adequate compensation and high religiosity is expected to drive optimal employee performance, which ultimately contributes to the success of DJP in achieving national revenue targets.
Employee Performance Improvement Model Through Leadership and Intrinsic Motivation
This study aims to describe and analyze the relationship between leadership, intrinsic motivation, and human resource performance (HR performance) at the Customs and Excise Supervision and Service Office Type Madya Pabean Tanjung Emas Semarang. Specifically, the study examines the effect of leadership on employee performance, the effect of leadership on intrinsic motivation, and the effect of intrinsic motivation on employee performance. Respondents' perceptions were measured using a Likert scale ranging from 1 to 5. The research population consisted of all 203 employees, and the sampling method used was a census, meaning the number of samples was equal to the population. Data analysis was conducted using Partial Least Square (PLS). The findings indicate that leadership has a positive and significant effect on HR performance. This confirms that leadership quality—reflected in the ability to influence groups, effective behavior, strong communication skills, continuous self-development, as well as integrity and role modeling—contributes to improving various performance dimensions, including quality, quantity, timeliness, cost-effectiveness, independence, and work commitment. Furthermore, leadership was also found to have a positive and significant effect on employees' intrinsic motivation. This demonstrates that effective leadership fosters internal motivation among employees, reflected in their enthusiasm for achievement, willingness to take responsibility, and sincerity in carrying out tasks without relying solely on external rewards. Moreover, the study reveals that intrinsic motivation has a positive and significant effect on HR performance. Internal drives such as pride in achievement, appreciation of work results, sense of responsibility, and sincerity enhance overall work quality. Thus, this research provides empirical evidence that leadership and intrinsic motivation are crucial factors that synergistically contribute to improving employee performance.
Innovative Guerilla Marketing and Word of Mouth Strategies in Building Brand Awareness to Increase the Number of Patients at RSI Wonosobo
This study aims to analyze the influence of Guerilla Marketing and Word of Mouth on Intention to Service Order with Brand Awareness as a mediating variable at Wonosobo Islamic Hospital (RSI Wonosobo). The research applied a quantitative approach with an associative design. The population consisted of Wonosobo residents, and 114 respondents were selected using a convenience sampling technique. Data were collected through a Likert scale (1–5) questionnaire and analyzed using Structural Equation Modeling with Partial Least Square (SEM-PLS). The findings reveal that Guerilla Marketing and Word of Mouth significantly affect Brand Awareness but do not directly influence Intention to Service Order. Conversely, Brand Awareness has a significant effect on Intention to Service Order and mediates the relationship between Guerilla Marketing, Word of Mouth, and Intention to Service Order. These results highlight the importance of innovative marketing strategies and consumer-to-consumer communication in enhancing brand awareness, which ultimately increases patients' intention to use hospital services.
Influence digital Marketing, Word of Mouth and Brand Image on The Purchase Decision of “The Body Shop” Cosmetic Products Through Brand Awareness in Semarang City
This study aims to analyze the influence of digital marketing, word of mouth, and brand image on purchasing decisions for The Body Shop cosmetic products in Semarang, with brand awareness as a mediating variable. The decline in The Body Shop's Top Brand Index during the 2021–2024 period serves as a key background for this research. This study employed a quantitative approach with a survey of 150 active The Body Shop consumers in Semarang. The sampling technique used was purposive sampling, and hypothesis testing was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) using SmartPLS. The results of the analysis show that digital marketing, word of mouth, and brand image have an influence on brand awareness and have also been proven to influence purchasing decisions. Brand awareness has been shown to significantly mediate the effect of digital marketing, word of mouth, and brand image on purchasing decisions. These findings reinforce the importance of building brand awareness in enhancing the effectiveness of marketing strategies and consumer decisions.
Prasustyawatiningsih Prasustyawatiningsih
Antecedents and Consequential Affective Commitment on Bank Indonesia Cashier
Job performance is essential to support optimal services to customers so that they are maintained in accordance with the established objectives. Similarly, Bank Indonesia is also required to maintain and strengthen its job performance in delivering services, particularly for cashier employees. In this study, job performance can be influenced by several factors, including work-life balance and affective commitment. The type of research conducted is explanatory research with a quantitative approach. The research population consisted of all Bank Indonesia cashiers totaling 127 employees. The sample was taken using a census method, resulting in 100 Bank Indonesia cashiers as respondents. The data collection technique employed was a questionnaire. The data analysis method used in this study was SEM-PLS with the SmartPLS (Partial Least Square) software. The research findings are as follows: 1) Work-life balance has a positive and significant effect on the job performance of Bank Indonesia cashiers, with a P-Value of 0.029 < 0.05 and a positive T-Statistic value (2,230) > 1.96. 2) Affective commitment has a positive and significant effect on the job performance of Bank Indonesia cashiers, with a P-Value of 0.000 < 0.05 and a positive T-Statistic value (7.557) > 1.96. 3) Work-life balance has a positive and significant effect on the affective commitment of Bank Indonesia cashiers, with a P-Value of 0.000 < 0.05 and a positive T-Statistic value (28,995) > 1.96.