Jurnal Riset Bisnis Indonesia (JRBI) is a peer-reviewed journal published twice (2) a year (January & July) by Master of Management, Faculty of Economic, Universitas Islam Sultan Agung (UNISSULA). JRBI is intended to be the journal for publishing articles reporting the results of management research. JRBI invites manuscripts on various topics related to management with the following focus and scope: Basic Management Finance and Banking Econometric Applications Financial Econometrics International Trade and Development Tourism Economics Business Economics Micro Finance International Finance Economics, Finance, and Management of Education Management, Marketing, Human Resources, Organizations, Management Information Systems, etc.
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The Role of Religiosity as a Moderating Variable in the HR Performance Predictor Model
Abstract. This study aims to analyze the role of servant leadership in improving HR performance through role ambiguity and emotional stability, with religiosity as a moderating variable at KPPBC TMP A Semarang. This study uses an explanatory research approach with a population of all employees of KPPBC TMP A Semarang of 203 people. Due to the limited population, the sampling method used is a census, so that the entire population is used as a research sample. The data used consists of primary data and secondary data. Primary data were obtained through a questionnaire containing closed and open questions, while secondary data were collected from internal sources of KPPBC TMP A Semarang to support further analysis. The measurement scale used is a Likert scale with a range of 1 to 5, where 1 indicates "strongly disagree" and 5 indicates "strongly agree". Data analysis was carried out using a structural equation model with the Partial Least Square (PLS) approach. The results showed that of the six hypotheses tested, five were accepted and one was rejected. Servant leadership has a negative and significant effect on role ambiguity, and a positive and significant effect on emotional stability. In addition, role ambiguity has a negative and significant impact on HR performance, while emotional stability has a positive and significant influence on HR performance. Meanwhile, religiosity does not play a significant role as a moderator in the relationship between role ambiguity and HR performance, but strengthens the influence of emotional stability on HR performance.
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The Role of Communication Quality, Teamwork Skills, and Utilization of ICT in Improving Human Resources Performance at the Type A Semarang Customs and Excise Supervision and Service Office
Abstract. This study aims to analyze how the quality of communication and teamwork skills based on the utilization of Information and Communication Technology (ICT) can improve the performance of human resources (HR) at the Semarang Type A Customs and Excise Supervision and Service Office. Based on the differences in the results of previous studies regarding the role of communication on HR performance, the formulation of the problem of this study is how to improve HR performance influenced by the quality of communication and teamwork skills based on ICT. The type of research used is explanatory research, with a population of 203 employees who are all HR in the office. This study uses a census sampling technique, where the entire population becomes the research sample. Measurements are made using a Likert scale of 1 to 5, and data analysis uses the Partial Least Square (PLS) model. The results of the study indicate that: (1) communication quality has a positive and significant effect on HR performance, meaning that the better the quality of communication, the higher the HR performance; (2) communication quality also has a positive and significant effect on teamwork skills, meaning that the higher the quality of communication, the better the teamwork skills; (3) Teamwork skills have a positive and significant influence on HR performance, meaning that the better the teamwork skills, the higher the HR performance; (4) the influence of communication quality on HR performance will be stronger if HR is able to utilize ICT effectively; (5) the influence of teamwork skills on HR performance will also be stronger if HR is able to utilize ICT effectively. This research provides an important contribution in clarifying the relationship between communication, teamwork skills, and ICT in improving HR performance in government agencies.
The Influence of Brand Image on Purchasing Decisions with Trust as an Intervening Variable
Abstract. This study aims to analyze the influence of Brand Image on Purchasing Decisions with Customer Trust as a mediating variable. This study is motivated by the controversy in previous studies and phenomena that show the importance of the role of brand image and customer trust in driving purchasing decisions. This study uses an explanatory research approach with a population consisting of Batik Benang Raja consumers in Semarang City. The sample in this study was determined based on the formula of the number of question items multiplied by 10, so that 130 respondents were obtained who were Benang Raja Batik consumers in Semarang City. The sampling technique used was simple random sampling. Variable measurements were carried out using a closed questionnaire with a Likert scale of 1 to 5, ranging from Strongly Disagree (STS) to Strongly Agree (SS). Data analysis was carried out using descriptive statistics to describe data characteristics through mean values, standard deviations, variances, minimums, maximums, sums, ranges, kurtosis, and skewness. The results of the study indicate that Brand Image has a positive and significant influence on Customer Trust. In addition, Brand Image also has a positive and significant influence on Purchasing Decisions. Furthermore, Customer Trust is also proven to have a positive and significant influence on Purchasing Decisions. These findings emphasize the importance of the role of Brand Image and Customer Trust in increasing purchasing decisions, so that Batik Semarangan UMKM actors need to strengthen their brand image and build customer trust in order to increase their business competitiveness.
The Influence of Intrinsic Motivation on Human Resource Performance with Affective Commitment as a Mediator
Abstract. This study aims to analyze how intrinsic motivation andaffective commitment can improve the performance of human resources (HR) at the Tanjung Emas Customs and Excise Type Medium Supervision and Service Office. Based on the differences in previous research results regarding the role of intrinsic motivation on HR performance, the formulation of the problem of this study is "How is the role of intrinsic motivation in improving HR performance at the Customs and Excise Supervision and Service Office TMP Tanjung Emas with affective commitment as a mediator". The type of research used is explanatory research, with a population of 253 employees who are all HR in the office. This study uses a sampling technique according to Slovin. Measurements are carried out using a Likert scale of 1 to 5, and data analysis uses the Partial Least Square (PLS) model. The results of the study indicate that: (1) intrinsic motivation has a positive and significant effect on HR performance, meaning that the better the intrinsic motivation, the higher the HR performance; (2) intrinsic motivation also has a positive and significant effect on affective commitment, meaning that the higher the intrinsic motivation, the better the affective commitment; (3) affective commitment has a positive and significant effect on HR performance, meaning that the better the affective commitment, the higher the HR performance. This study makes an important contribution in clarifying the relationship between intrinsic motivation and affective commitment in improving HR performance in government agencies.
The Influence of Work Ethic on Service Performance with OCB as a Mediating Variable
Abstract. If someone has a strong work ethic, they are more likely to exhibit extra-role behavior (Asroti et al., 2022). Individuals with a strong work ethic may be more motivated to help coworkers, take initiative, or engage in activities that improve organizational performance and well-being. Conversely, if someone has a weak work ethic, they may be less motivated to engage in extra-role behavior. A low work ethic can result in a lack of initiative, lack of involvement in additional tasks, and a lack of positive contributions that can improve the effectiveness and sustainability of the organization. Work Ethic has been shown to have a positive and significant effect on Police Service Performance. This shows that a good Work Ethic and improvements in organizational structure, division of tasks, and more efficient job arrangement can improve the ability of personnel to face challenges and carry out tasks better. A developing Work Ethic can improve the skills and knowledge of personnel, which ultimately contributes to improving the quality of service to the community, Work Ethic has been shown to have a positive and significant effect on Organizational Citizenship Behavior (OCB). This indicates that personnel with a strong Work Ethic tend to demonstrate better organizational citizenship behavior, such as helping coworkers, participating in activities outside of primary obligations, and showing greater commitment to the organization. The type of research used in this study is an associative explanatory research type, 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 work ethic, extra-role behavior and public service performance of Cirebon Resort Police personnel. Population is a generalization area consisting of subjects or subjects who have certain qualities and characteristics determined by researchers to be studied and then conclusions drawn (Sugiyono, 2018).
Improving Human Resource Performance Through Communication Quality and Teamwork Skills Moderated by Hospitality Skills
Abstract. This study aims to analyze the improvement of human resource performance through communication quality and teamwork skills in the context of hospitality skills. The differences in the results of previous studies regarding the role of teamwork on human resource performance are the basis for formulating the research question: "How can improving human resource performance be achieved through communication quality and teamwork skills in the context of hospitality skills?" This study uses an explanatory approach with the object of research being all HR of the Semarang Type A Customs and Excise Supervision and Service Office. The research sample consisted of 135 respondents selected using convenience sampling techniques based on the non-probability sampling method. Data collection was carried out through a questionnaire with an interval measurement scale of 1 to 5. Data analysis used structural equation modeling with the Partial Least Square (PLS) approach. The results showed that communication quality has a positive effect on teamwork skills and human resource performance. The better the quality of communication, the higher the teamwork skills and the improvement of HR performance. In addition, teamwork skills also have a positive effect on HR performance, indicating that good cooperation improves individual and organizational performance. However, hospitality skills do not provide a significant moderating effect on the relationship between communication quality and HR performance. On the other hand, hospitality skills can strengthen the influence of teamwork ability on HR performance. Thus, strengthening hospitality skills becomes an important factor in maximizing the impact of teamwork on HR performance in the public service sector.
Customer Engagement in Building Brand Loyalty with Consumer Trust as a Mediator
Abstract. The business and marketing world has been greatly influenced by digital transformation, which has opened up many opportunities to increase customer engagement. This includes active interaction between customers and brands through social media, mobile applications, and websites. With the advent of digital platforms, businesses can now interact with their audiences in real time, offering personalized experiences that match individual preferences and behaviors. Based on the results of research on Customer Engagement in Building Brand Loyalty through Consumer Trust as a Mediator, it can be concluded that consumer engagement plays an important role in increasing brand loyalty. Consumers who interact more often with a brand tend to have an emotional bond that ultimately impacts their loyalty to the brand. In addition, consumer trust in a brand also acts as an intermediary factor that strengthens the relationship between customer engagement and brand loyalty. Consumers who feel confident in the quality, transparency, and commitment of a brand are more likely to remain loyal and recommend the brand to others. This study uses a quantitative approach with a survey method to test the relationship between research variables based on empirical data that is processed statistically. Quantitative research aims to explain phenomena by collecting numerical data which is then analyzed using statistical methods to obtain objective conclusions. In this context, a quantitative approach is used to identify and measure the causal relationship between independent and dependent variables. Quantitative research is a research method based on the philosophy of positivism. The philosophy of positivism emphasizes objective measurement of reality through data that can be observed, measured, and analyzed systematically.
Mediation of Job Satisfaction in the Role of Spiritual Leadership and Gratitude on HR Performance
Abstract. This research aims to test the hypothesis and strengthen the theory that is the basis of the research, so it is included in the type of explanatory research.The focus of this study is on testing the relationship between variables, which is carried out using a quantitative descriptive approach. The population in this study were all human resources (HR) at the Semarang Type A Customs and Excise Supervision and Service Office, totaling 203 people. The research sample of 150 respondents was taken using a purposive sampling technique based on the criteria of a minimum work experience of five months and permanent employee status. Data collection techniques were carried out through questionnaires and interviews, with instruments using a Likert scale of 1 to 5. Data analysis was carried out using the Partial Least Square (PLS) method. The results of the study show that Spiritual Leadership has an influencepositive and significant on Job Satisfaction and HR Performance. In addition, Gratitude also has a positive and significant effect on Job Satisfaction and HR Performance. Job Satisfaction is proven to have a positive and significant effect on HR Performance. This finding indicates the importance of implementing spiritual-based leadership and strengthening an attitude of gratitude to improve job satisfaction and employee performance in the Semarang Type A Customs and Excise Supervision and Service Office.
Improving Customs Human Resources Performance Based on Work Autonomy and Intrinsic Motivation with Supervisory Support as Moderator
Abstract. This study aims to test and analyze the influence of intrinsic motivation on work autonomy and HR performance, as well as to analyze the influence of work autonomy on HR performance. In addition, this study also examines the moderating role of leader involvement in strengthening the influence of work autonomy on HR performance. The type of research used is Explanatory Research, which is research that is intended to explain the causal relationship between the variables studied. Data were collected through the distribution of questionnaires with a semantic differential scale (1–5) to assess respondents' responses. The population of this study was all HR at the Semarang Type A Customs and Excise Supervision and Service Office (KPPBC), totaling 203 people. The sampling technique used the census method, so that the entire population was used as a research sample. Data analysis was carried out using the Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results of the study indicate that: (1) intrinsic motivation has a positive and significant effect on work autonomy; (2) intrinsic motivation has a positive and significant effect on HR performance; (3) work autonomy has a positive and significant effect on HR performance; (4) supervisory support is able to strengthen the influence of intrinsic motivation on HR performance; and 5) Supervisory support is able to strengthen the influence of work autonomy on HR performance. This finding provides implications for organizations to increase employee intrinsic motivation by creating a work environment that supports work autonomy and strengthening leader involvement in providing support for HR performance development.
Transformational Leadership, Work Autonomy and Motivation on Employee Performance with Job Satisfaction as a Mediator.
Abstract. This research is an associative explanatory research type and aims to analyze the influence of Transformational Leadership and Work Autonomy on Job Satisfaction and HR Performance. The population in this study were all employees at KPPBC TMP Tanjung Emas, totaling 201 HR. The sampling technique used the census method, so that the entire population was used as a research sample. Primary data were obtained through a closed questionnaire with an interval scale of 1–5, where the anchor statements ranged from Strongly Disagree (STS) to Strongly Agree (SS). Data analysis was carried out using the Partial Least Square (PLS) method to test the relationship between variables. The results of the study showed that: (1) Transformational Leadership has a positive and significant effect on Job Satisfaction, (2) Transformational Leadership has a positive and significant effect on HR Performance, (3) Work Autonomy has a positive and significant effect on Job Satisfaction, (4) Work Autonomy has a positive and significant effect on HR Performance, and (5) Job Satisfaction has a positive and significant effect on HR Performance. These findings emphasize the importance of the role of Transformational Leadership and Work Autonomy in improving Job Satisfaction and HR Performance in the organizational environment.
Transformational Leadership On Readiness For Change And Employee Performance
Abstract. This study aims to analyze the influence of transformational leadership on employee readiness to change and its impact on employee performance. The research adopts an explanatory approach. The population consists of all employees at Regional Office of the Directorate General of Customs and Excise of Central Java and the Special Region of Yogyakarta, totaling 164 individuals. The sample was determined using the Slovin formula, resulting in 112 respondents selected through non-probability sampling with a convenience sampling approach. Data analysis was conducted using the Partial Least Squares (PLS) method. The results indicate that transformational leadership has a positive and significant effect on employee readiness to change. This means that the better the transformational leadership implemented, the more prepared employees will be to face change. Additionally, transformational leadership also has a positive and significant impact on employee performance, suggesting that the higher the quality of transformational leadership, the better the employee performance. Furthermore, the study confirms that employee readiness to change positively and significantly influences employee performance. These findings emphasize that individuals' readiness for change plays a crucial role in improving work effectiveness.
The Influence of Work Motivation and Work Environment on the Performance of Service Personnel at the West Sulawesi Regional Police Headquarters (Yanma)
Abstract. This study aims to analyze the influence of work motivation and work environment on the performance of personnel of the West Sulawesi Regional Police Headquarters Service (Yanma). Work motivation and work environment are two important factors that can improve human resource performance, especially in police organizations that have high workloads. The phenomenon in the field shows a negative stigma towards the Yanma work unit, where this section is often used as a place for problematic personnel, which has an impact on personnel motivation and performance. This study uses a descriptive quantitative approach with a total sampling technique on all Yanma personnel of the West Sulawesi Regional Police as many as 56 respondents. Data were collected through questionnaires and analyzed using multiple linear regression. The results of the study indicate that work motivation and work environment have a positive and significant effect on personnel performance, both partially and simultaneously. The coefficient of determination (R²) of 50.6% indicates that variations in personnel performance can be explained by work motivation and work environment, while the rest is influenced by other factors. This finding emphasizes the importance of managerial attention in increasing motivation and improving work environment conditions in order to improve personnel performance in non-operational units such as Yanma.
Performance Improvement Through Wofk Life Balance, Affective Commitment and Continuous Commitment
This study aims to analyze the role of Work-Life Balance in enhancing human resource (HR) performance at KPPBC TMP Tanjung Emas, with Affective Commitment and Continuous Commitment as mediating variables. The research employs an explanatory research method to explain causal relationships between variables. The study population consists of all HR personnel at KPPBC TMP Tanjung Emas, totaling 253 individuals, with 155 respondents selected using a non-probability sampling technique with the convenience sampling method. Data collection was conducted through a closed-ended questionnaire using a Likert scale from 1 to 5, where 1 represents "Strongly Disagree (STS)" and 5 represents "Strongly Agree (SS)." Data analysis in this study was carried out using the Partial Least Square (PLS) method. The findings indicate that Work-Life Balance has a positive and significant effect on both Affective Commitment and Continuous Commitment. Furthermore, both Affective Commitment and Continuous Commitment positively and significantly impact HR Performance. These results confirm that maintaining a balance between work and personal life plays a crucial role in strengthening employee commitment, which ultimately leads to improved performance. Therefore, organizations should focus on strategies to enhance Work-Life Balance to strengthen employee commitment and improve overall HR performance.
The Influence of Employee Empowerment on Performance with Extrinsic Motivation as a Mediator
This study aims to analyze the role of human resource empowerment on employee performance with extrinsic motivation as a mediator. The type of research used is explanatory research with a quantitative approach. The population in this study consists of all human resources in the HR Bureau of the Kepulauan Riau Police, totaling 73 personnel, and the sampling technique used is census sampling, so the sample consists of all personnel. Data were collected using a closed-ended questionnaire with a statement interval of 1-5, ranging from "Strongly Disagree" (STS) to "Strongly Agree" (SS). Data analysis was conducted using Partial Least Squares (PLS). The results of this study show that human resource empowerment has a positive and significant effect on both extrinsic motivation and employee performance. These findings indicate that the more effective the empowerment efforts, the higher the motivation and performance of employees. In addition, extrinsic motivation was found to positively and significantly contribute to employee performance, showing that external factors play an important role in improving work productivity.
Career Development, Talent Management and Work It Selfon Human Resources Performance
This study aims to analyze the influence of Career Development and Talent Management on Human Resource Performance, with Work Itself as an intervening variable. The research population consists of all human resources at KPPBC TMP Tanjung Emas, totaling 259 individuals. Using the Slovin formula, a sample of 157 respondents was determined and selected through a non-probability sampling technique with the convenience sampling method. Data collection was conducted using a questionnaire with a Likert scale of 1–5, and data analysis was performed using the Partial Least Square (PLS) method. The results indicate that Career Development has a positive and significant effect on both Human Resource Performance and Work Itself. Similarly, Talent Management has a positive and significant influence on Human Resource Performance and Work Itself. Furthermore, Work Itself positively and significantly influences Human Resource Performance. These findings suggest that strengthening career development and talent management strategies can enhance motivation and improve human resource performance by enriching the quality of work experiences.
Improving Customs and Excise Human Resources Performance Through Protean Career and Social Compensation
Abstract. This study aims to analyze the role of Protean Career in enhancing Social Compensation and Human Resource (HR) Performance in the customs and tax sectors. The research employs an explanatory approach with a population of 290 HR personnel working at the Customs and Excise Supervision and Service Office Type Madya Pabean a Semarang. The entire population was used as the sample through a census sampling technique (total population sampling). Data collection was conducted using a questionnaire with an interval measurement scale ranging from 1 to 5. To analyze the data and test the hypotheses, this study applies Structural Equation Modeling (SEM) using the Partial Least Square (PLS) approach. The findings indicate that Protean Career has a positive and significant effect on Social Compensation, suggesting that the better an individual's adaptability and career management, the higher the Social Compensation they receive. Additionally, Protean Career also has a positive and significant impact on HR Performance, demonstrating that individuals with a high degree of career flexibility tend to exhibit better job performance. Furthermore, the study reveals that Social Compensation positively and significantly affects HR Performance, meaning that employees' social well-being contributes to increased productivity and work effectiveness. These findings highlight the importance of developing Protean Career strategies in customs and employment organizations to enhance employee well-being and performance. Therefore, it is recommended that organizational management adopt policies that support career flexibility and management to promote employee welfare and optimize overall organizational performance.
Person Organization Fit and Organizational Citizenship Behavior (OCB) in Improving Human Resources Performance
Abstract. This study aims to analyze the role of Person-Organization Fit and Organizational Citizenship Behavior (OCB) in human resource performance at the Customs and Excise Supervision and Service Office (KPPBC) Tanjung Emas. The research population consists of 249 civil servants as of December 31, 2023. The study sample includes 100 respondents selected using the Purposive Sampling method, with the criteria of requiring a minimum education level of a diploma (D1) and at least one year of work experience. Data collection was conducted through questionnaires using a semantic scale ranging from 1 to 5. Data analysis employed descriptive statistics and Structural Equation Modeling-Partial Least Squares (SEM-PLS) for validity testing, reliability testing, model evaluation, and hypothesis testing. The study results indicate that: (1)Person-Organization Fit has a positive and significant effect on human resource performance, meaning that the better the fit between individuals and the organization, the higher the performance of human resources; (2) Person-Organization Fit also positively and significantly influences OCB, implying that higher individual-organization fit leads to a higher level of OCB among employees; and (3) OCB has a positive and significant impact on human resource performance, indicating that the higher the level of OCB, the better the employee performance. These findings highlight the importance of individual-organization fit and extra-role behavior in enhancing employee performance at KPPBC Tanjung Emas.
The Role of Opportunity to Learn and Professional Competence in Improving HR Performance
Abstract. This study is an explanatory research aimed at analyzing the relationship among Opportunity to Learn, Professional Competence, and Human Resource Performance (HRP). The research data were collected through a questionnaire with an interval measurement scale ranging from 1 to 5. The study population consisted of all employees at the Customs and Excise Supervision and Service Office Type Madya Pabean a Semarang, totaling 203 individuals. The sampling method used was the census method, resulting in the sample size being equal to the population. The analytical method employed was Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. The results of the study indicate that Opportunity to Learn has a positive and significant effect on Professional Competence. Furthermore, Opportunity to Learn also has a positive and significant impact on HRP. Additionally, Professional Competence was found to have a positive and significant influence on HRP.
Work Life Balance and Spiritual Leadership in Improving Human Resources Performance
Abstract. This study aims to analyze the influence of Work-Life Balance, Spiritual Leadership, and the Performance of Civil Servants (ASN). The population in this study consists of all employees at the Customs Supervision and Service Office Type Madya Pabean a Semarang. The sampling technique used is the census method, where the entire population of 253 employees is taken as the research sample. Primary data were obtained through a questionnaire using a closed-ended survey. The measurement scale in this study is an interval scale of 1–5, with anchor statements ranging from "Strongly Disagree (STS)" to "Strongly Agree (SS)." Data analysis was conducted using the Partial Least Square (PLS) method. The results indicate that spiritual leadership has a positive and significant influence on Work-Life Balance. Additionally, spiritual leadership also has a positive and significant impact on ASN Performance. Further findings confirm that Work-Life Balance contributes positively and significantly to improving ASN Performance. Thus, this study emphasizes that effective spiritual leadership can support employees' work-life balance and enhance their performance in fulfilling their duties and responsibilities within the organization.
The Role of Moderation of Supervisory Support in Strengthening Procedural Justice Towards Improving Human Resources Performance
Abstract. This study aims to describe and analyze the effect of procedural justice on human resource (HR) performance, the effect of supervisory support on HR performance, and the moderating effect of supervisory support on the relationship between procedural justice and performance. The research uses explanatory research, with the population consisting of all HR personnel at the Customs and Excise Supervision and Service Office Type Madya Pabean Tanjung Emas, totaling 203 individuals. The sampling method used is a census, where the entire population is considered as the sample due to its size being less than 200. Data collection was conducted through the distribution of questionnaires using a Likert scale for evaluation, with scores ranging from 1 to 5, where 5 represents Strongly Agree and 1 represents Strongly Disagree. The results of the study show that procedural justice has a positive and significant effect on HR performance. Similarly, supervisory support also has a positive and significant effect on HR performance, where the better the supervisory actions taken by supervisors, the higher the employee performance. Additionally, supervisory support is proven to strengthen the effect of procedural justice on HR performance. These findings have important implications for HR management, especially in improving performance through enhancing procedural justice and effective supervisor support.
Innovativeness in Driving HR Performance at The DJBC Central Java
Abstract. This study aims to analyze the role of innovativeness in driving HR performance at the Central Java and D.I. Yogyakarta DJBC Regional Office with the adoption of the Ministry of Finance’s Work Values as a control variable. Based on the research gap and existing phenomena, the research problem in this study is how innovativeness affects HR performance and how the Ministry of Finance’s Work Values acts as a moderating factor in this relationship. The type of research used is explanatory associative research with a quantitative approach. The population of this study consists of all HR at the Central Java and D.I. Yogyakarta DJBC Regional Office, totaling 150 people, with the sampling technique using census sampling, where the entire population is treated as the sample. The statement interval in this study uses a 1–5 scale, with anchors ranging from Strongly Disagree (SD) to Strongly Agree (SA). Data analysis was conducted using Partial Least Square (PLS) methodology. The results of the study show that innovativeness has a positive and significant effect on HR performance. Furthermore, the adoption of the Ministry of Finance’s Work Values significantly moderates the relationship between innovativeness and HR performance. This study provides valuable contributions to understanding the factors influencing HR performance in the DJBC environment and highlights the importance of applying the Ministry of Finance’s Work Values in enhancing performance through innovation.
Improving the Performance of Human Resources at KPPBC TMP a Semarang Through Work Motivation and Work Satisfaction Supported by Talent Management
Abstract. This study aims to analyze the effect of career development on work motivation, job satisfaction, and human resource (HR) performance at the Supervision and Customs and Excise Service Office (KPPBC) Type Madya Pabean a Tanjung Emas Semarang. This research adopts a quantitative approach using a census method, where the entire population of 203 employees is included as the research sample. Data collection was conducted through questionnaires using a Likert scale from 1 to 5, while data analysis was performed using the Partial Least Square (PLS) method. The results indicate that talent management has a positive impact on job satisfaction. Additionally, talent management contributes positively to increasing work motivation. This study also proves that job satisfaction plays a role in improving HR performance positively. Furthermore, this research confirms that work motivation has a positive influence on HR performance. These findings provide implications for organizations to enhance career development strategies to drive higher job satisfaction and work motivation, ultimately leading to improved HR performance.
Improving HR Performance Based on Job Satisfaction and Organizational Justice at the DJBC Regional Office of Central Java and DI Yogyakarta
Abstract.The Directorate General of Customs and Excise (DJBC) is a government agency that has the function of managing revenue, protecting the public, facilitating trade, and assisting industry. High HR performance is a step towards achieving organizational goals. Performance is the result of the relationship between effort, ability, and task perception. Good HR performance management will support the achievement of organizational goals, conversely poor HR performance management will prevent organizational goals from being achieved. Many factors affect HR performance, one of which is organizational justice. The higher the organizational justice perceived by HR, the higher the job satisfaction felt. Organizational justice is formed if decisions taken by the organization are perceived as fair by employees. Several studies have measured the effect of organizational justice on HR performance. Organizational justice has a positive effect on HR performance, but Widyastuti found that organizational justice had a negative but insignificant effect on HR performance. This research is an explanatory research. Explanatory research is a research that aims to analyze the relationships between one variable and another or how one variable affects another variable.
Learning Orientation in Improving ASN Innovation Performance at KPPBC TMP Tanjung Emas
Abstract.This study examines the influence between the variables of learning orientation, achievement motivation, and innovation performance. The type of research used is quantitative research with the nature of "explanatory research". The population in this study were all human resources at the Customs and Excise Supervision and Service Office of Middle Type, Tanjung Emas Customs, totaling 260 employees. Based on Slovin's calculations, the sample in this study amounted to 158 respondents taken from human resources in the office. The sampling technique used non-probability sampling with convenience sampling technique. Data collection was carried out by distributing questionnaires, with an assessment using a Likert scale that has a score of 1 to 5 for each respondent's answer item. Based on a comprehensive analysis of hypothesis proof, it can be concluded that innovation performance is influenced by learning orientation with achievement motivation as a control/moderation variable. The results of the study indicate that: (1) a strong learning orientation has a positive and significant impact on performance, which means that the higher the level of learning orientation, the better the performance produced; (2) achievement motivation has a positive and significant influence in moderating the relationship between learning orientation and innovation performance, which shows that achievement motivation strengthens the relationship between learning ability and the creation of valuable innovations.
Improving Performance throughTransformational Leadership and Learning Culture with Work Environment as a Mediating Variable
Abstract.This study aims to analyze the influence of transformational leadership and learning culture on the performance of personnel at the West Java Regional Police Human Resources Bureau with the work environment as a mediating variable. The background of this study is based on the importance of improving the performance of police institutions in facing organizational challenges and dynamic community demands. This study uses a quantitative approach with an explanatory design. The population in this study was all personnel at the West Java Regional Police Human Resources Bureau totaling 201 people, with a census sampling technique. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) method. The results of the study indicate that transformational leadership has a positive effect on the work environment, organizational learning culture also has a positive effect on the work environment, and the work environment has a significant effect on the performance of police personnel. In addition, the work environment is proven to mediate the relationship between transformational leadership and learning culture on performance. These findings confirm that to improve the performance of police institutions, an active role is needed from leaders in inspiring and motivating their subordinates, as well as building a learning culture that supports innovation and adaptation. A conducive work environment both physically and socially is an important factor in encouraging personnel productivity. The practical implications of this study are the need to develop leadership policies and strategies and the formation of a learning organizational culture, to create a healthy and productive work environment. This study provides theoretical contributions to the development of management science, especially in the context of the public sector and law enforcement institutions.
HR Performance Development Based on HR Career Development and Extrinsic-Intrinsic Motivation
Abstract.This study aims to determine and analyze the influence of career development on intrinsic motivation, extrinsic motivation, and human resource (HR) performance. In addition, this study also analyzes the influence of intrinsic motivation and extrinsic motivation on HR performance. The type of research used is explanatory research, which aims to explain the causal relationship between the variables studied. The population in this study were all HR at the Tanjung Emas Customs and Excise Supervision and Service Office, totaling 253 people. The research sample consisted of 155 respondents selected using non-probability sampling techniques with the convenience sampling method. Data were collected through a questionnaire with a Likert scale, and data analysis was carried out using the Partial Least Square (PLS) method. The results of the study indicate that career development has a positive and significant influence on intrinsic motivation, extrinsic motivation, and HR performance. In addition, intrinsic motivation and extrinsic motivation also have a positive and significant influence on HR performance. These findings confirm that good career development can increase work motivation, both intrinsic and extrinsic, which ultimately has a positive impact on improving HR performance. The implications of this study indicate that organizations need to pay more attention to career development strategies, reward systems, and motivational factors to improve employee productivity and performance.
Quality of Knowledge and Professional Competence of Customs in Improving Human Resources Performance of Customs and Excise Supervision and Service Office, Type A, Semarang
Abstract.This study aims to examine the influence of knowledge quality, professional customs competence, and HR performance. The population in this study includes all HR at the Semarang Type A Customs and Excise Supervision and Service Office, totaling 203 people. Considering the number of question items in this study as many as 13, the minimum sample size required is 130 respondents. The sampling technique used is Purposive Sampling, with the following criteria: (1) having a work period of more than 5 years, and (2) having attended technical training more than three times. Measurement of variables is carried out using questionnaires distributed directly to respondents. The measurement scale used is an interval scale of 1–5, with anchor statements from "Strongly Disagree (STS)" to "Strongly Agree (SS)." The data collected were analyzed using the Partial Least Square (PLS) method. The results of the study show that: (1) the quality of knowledge has a positive and significant effect on customs professional competence, (2) the quality of knowledge has a positive and significant effect on HR performance, and (3) customs professional competence has a positive and significant effect on HR performance. These findings emphasize the importance of improving the quality of knowledge in strengthening professional competence and HR performance in the customs environment.
Transformational Leadership in Improving HR Performance with Employee Readiness to Change as a Mediating Variable
Abstract.The transformation of the Indonesian National Police is a major effort to respond to the challenges of changing times, where technology, social dynamics, and community needs are growing rapidly. This process includes modernizing the managerial system, strengthening information technology, and improving the quality of public services that are more transparent and responsive. One important aspect of this transformation is the reform of the work culture within the Indonesian National Police, which requires police members to be more professional, have integrity, and be able to adapt to existing changes. In this way, the Indonesian National Police are expected to be able to maintain public security and order while building stronger public trust. The readiness of police personnel is the key to success in undergoing this transformation. Without adequate readiness, change will only stop at the policy level without real implementation. This will strengthen public trust and ensure that the police remain relevant as an institution that serves the community. In the context of the transformation of the Indonesian National Police, transformational leaders have the ability to recognize and support the readiness of personnel in facing change. Employee readiness to changeis the level of employee readiness and willingness to accept, support, and adapt to changes in the organization. This study is to test the hypothesis with the intention of validating or strengthening the hypothesis, with the hope of strengthening the theory that is the basis of the research. In connection with this, the type of research applied is "Explanatory research" or research that is explanatory in nature.
Supervisory Support and Psychological Capital in Improving Employee Performance with Work Engagement as a Mediator
Abstract.This study aims to analyze the role of supervisory support and psychological capital in improving human resource (HR) performance with work engagement as a mediating variable. The research method used is explanatory research, with a study population of 203 employees at the Semarang Type A Customs and Excise Supervision and Service Office, all of whom were sampled through census techniques. Data collection was carried out using a questionnaire with a semantic differential scale of 1 to 5. Data were analyzed using SEM PLS statistical software. The results of the study indicate that supervisory support has a significant positive effect on work engagement and HR performance, psychological capital has a significant positive effect on work engagement and HR performance, and work engagement has a significant positive effect on HR performance. These findings indicate that effective supervisory support and strengthening employee psychological capital can improve work engagement and HR performance. This study provides practical implications for organizations to develop a balanced supervision strategy and create a work environment that supports the development of psychological capital in order to improve employee productivity and work quality.
Professional Competence and Career Development in Enhancing Human Resource Performance: the Mediating Role of Need for Achievement
Abstract. This study aims to examine human resource (HR) performance, which is enhanced through achievement motivation, influenced by professional competence and optimal career development. The respondents in this study were measured using a Likert Scale ranging from 1 to 5, with a population consisting of all employees at the Central Java and Yogyakarta Customs and Excise Regional Office, totaling 168 individuals. The sampling method used was the census method, meaning the sample size was equal to the total population. Data analysis in this study was conducted using the Partial Least Square (PLS) method to examine the relationships between the variables studied. The results indicate that career development has a positive and significant impact on achievement motivation and HR performance. Additionally, professional competence also has a positive and significant effect on both achievement motivation and HR performance. Achievement motivation itself is proven to have a positive and significant influence on HR performance. These findings suggest that enhancing career development and professional competence can increase achievement motivation, which ultimately has a positive impact on HR performance. The implications of these research findings can serve as a foundation for designing more effective HR management policies and strategies within the Supervision and Service Office of Customs and Excise.
The Influence of Transformational Leadership on Personnel Performance with Knowledge Sharing Behavior as a Mediating Variable
Abstract.This study aims to analyze the effect of transformational leadership on the performance of Cirebon Police personnel, with knowledge sharing behavior as a mediating variable. The background of this study is based on the importance of improving the performance of human resources (HR) in the police environment in responding to public demands for fast, accurate, and accountable services. In this context, a leadership style that is able to inspire, motivate, and encourage professional growth, namely transformational leadership, is considered crucial in encouraging behavioral change and improving personnel performance. This study uses a quantitative explanatory approach, with the research population being all active personnel at Cirebon Police. A sample of 201 respondents was selected using a census technique. Data collection was carried out through a closed questionnaire, and analyzed using the Structural Equation Modeling method based on Partial Least Square (PLS). The variables analyzed in this study include transformational leadership, knowledge sharing behavior, and personnel performance. The results showed that transformational leadership had a positive and significant effect on knowledge sharing behavior, and had a significant effect on personnel performance. In addition, knowledge sharing behavior also has a positive and significant effect on personnel performance, and is proven to be a mediating variable that strengthens the relationship between transformational leadership and performance. This study concludes that to improve personnel performance sustainably, transformational leadership is needed that not only directs but also fosters knowledge sharing behavior in the work environment. These findings provide practical implications for the development of HR management policies in police institutions, as well as enriching theoretical discourse on the relationship between leadership style, organizational behavior, and HR performance.
The Influence of Career Development on Job Satisfaction in Improving Performance
Abstract.This study aims to analyze the influence of career development on job satisfaction and its implications in improving the performance of Cirebon Police personnel, by considering the moderating role of the quality of the work environment. In the context of a military-based police organization, the challenge of improving performance is greatly influenced by internal and external factors, including motivation, talent management, and career development. This study uses a quantitative approach with data collection techniques through questionnaires to all Cirebon Police personnel totaling 201 respondents, with a census sampling technique. The variables studied include career development, job satisfaction, and personnel performance as the main variables, and the quality of the work environment as a moderating variable. Data analysis was carried out using the Partial Least Square Structural Equation Modeling (PLS-SEM) method to test the relationship between variables. The results of the study indicate that career development has a positive and significant effect on job satisfaction and personnel performance. Job satisfaction also has a positive effect on improving performance. In addition, the quality of the work environment has been shown to strengthen the relationship between career development and personnel performance. The implications of the results of this study indicate that organizations, especially police institutions, need to be more serious in designing structured and sustainable career development paths. In addition, it is important to create a conducive work environment both physically and psychosocially to increase personnel motivation and productivity. It is hoped that this study can be a reference for policy makers in the public sector, especially in designing effective human resource development strategies to create performance-based organizational excellence. This study also contributes to strengthening the theory of the relationship between career development, job satisfaction, and performance, and highlights the importance of the role of the work environment as a determining factor in the success of human resource development programs.
Improving the Performance of Kuningan Police Personnel through Organizational Culture with Organizational Commitment as a Mediating Variable
Abstract.This study aims to analyze the influence of organizational culture and organizational commitment on the performance of Polres Kuningan personnel, by considering the role of job satisfaction as a mediating variable. In the context of a police organization that has a strategic task of maintaining public security and order, improving personnel performance is very important. A strong organizational culture and high organizational commitment are believed to be able to create a work environment that supports personnel productivity and dedication. This study uses a quantitative approach with an explanatory research method, and data were collected from 200 active personnel at Polres Kuningan who have worked for more than five years through a questionnaire.The research model was analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) approach. The results showed that organizational culture has a positive and significant effect on personnel performance and organizational commitment. Organizational commitment is also proven to have a significant effect on personnel performance. Furthermore, the indirect effect analysis shows that organizational culture has an indirect effect on performance through organizational commitment, with a t-statistic value of 4.763 and a p-value of 0.000, indicating a statistically significant relationship. The R-square for the personnel performance variable is 0.684, indicating that 68.4% of the variation in performance can be explained by organizational culture and commitment. The implication of this study is that in order to improve the performance of police personnel, it is important for management to strengthen organizational culture through values such as professionalism, cooperation, excellent service, innovation, and exemplary behavior, as well as fostering affective, continuous, and normative commitment in members. These findings can be the basis for designing human resource management strategies in police institutions to be more adaptive and performance-oriented. In addition, this study also provides theoretical contributions to the development of studies on the relationship between organizational culture, commitment, and performance in the context of the public sector.
Optimizing Job Satisfaction through Perceived Work-Life Balance with the Mediation of Organizational Culture
Abstract.This study aims to analyze the effect of Work-Life Balance on job satisfaction with the role of organizational culture as a mediating variable in Cirebon Police personnel. The background of this study is the importance of creating optimal job satisfaction in a police work environment that has a high workload and complex public service demands. This study uses a quantitative approach with an explanatory research method. The population in this study were all 201 Cirebon Police personnel, and the entire population was sampled using the census method. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) technique. The results showed that Work-Life Balance had a positive effect on job satisfaction and organizational culture. In addition, organizational culture also had a significant effect on job satisfaction, and partially mediated the relationship between Work-Life Balance and job satisfaction. The R-square value of 70.3% for job satisfaction indicates that the model has high explanatory power. These results indicate that in order to improve job satisfaction of police personnel, it is important to pay attention to the balance between work and personal life, as well as strengthen an inclusive, disciplined, and collaborative organizational culture. The practical implications of this study are the importance of developing internal policies that support work flexibility, personnel welfare, and the formation of a healthy and productive work culture to improve personnel loyalty and performance in facing the challenges of police duties.
Supervisory Support for Improving Personnel Work Motivation with Psychological Capital as a Mediating Variable
Abstract.This study aims to analyze the effect of supervisory support on the work motivation of Cirebon Police personnel with psychological capital as a mediating variable. Field phenomena show that complex and challenging police tasks require high work motivation and strong psychological support. This study uses a quantitative approach with an explanatory research design. The entire population consisting of 201 personnel was used as a sample through a census technique. Data collection was carried out using a questionnaire and analyzed using the Partial Least Square (PLS) method with the help of SmartPLS software. The results showed that supervisory support had a significant positive effect on work motivation and psychological capital. Psychological capital, which includes self-efficacy, optimism, hope, and resilience, also has a positive effect on work motivation. In addition, psychological capital was proven to significantly mediate the relationship between supervisory support and personnel work motivation. The R-square value shows that the model has high explanatory power for endogenous constructs. This finding confirms that increasing work motivation in the police environment is not only influenced by structural support, but is also greatly determined by the psychological strength of the individual. Therefore, strengthening supervision programs and developing the psychological capacity of personnel is an important strategy in forming superior police human resources who are ready to face challenges in the field.
The Role of Knowledge Sharing in Mediating Human Resource Performance through Servant Leadership and Work Experience
Abstract.This study aims to analyze the role of knowledge sharing in mediating the influence of servant leadership and work experience on the performance of human resources of village officials in Susukan District, Semarang Regency. The research method used is explanatory research with a quantitative approach. Data were collected through questionnaires distributed to 154 village officials from a total population of 191 village officials. Data analysis was carried out using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) method through the SmartPLS 3.0 program. The results of the study indicate that: (1) Knowledge sharing has a positive and significant effect on human resource performance, (2) Servant leadership does not have a direct effect on performance, but has a positive and significant effect on knowledge sharing, (3) Work experience has a positive and significant effect on human resource performance and knowledge sharing, (4) Knowledge sharing acts as an effective mediator between servant leadership and work experience on human resource performance.
Professionalism in the Workplace on Personnel Performance with Career Satisfaction as a Mediating Variable
Abstract.This study aims to analyze the influence of workplace professionalism on personnel performance, with career satisfaction as a mediating variable in Cirebon Police personnel. High professionalism is believed to be able to encourage increased performance, but in practice there are still inconsistencies in research results related to this relationship, so career satisfaction is proposed as a mediating variable. This study uses a quantitative approach with an explanatory research method. The population in this study were all 201 Cirebon Police personnel, and all of them were used as samples through the census method. Data collection was carried out through a closed questionnaire, and analyzed using the Partial Least Square (PLS) technique. The results showed that workplace professionalism had a positive and significant effect on personnel performance and career satisfaction. Career satisfaction also had a positive effect on performance, and was proven to significantly mediate the relationship between professionalism and personnel performance. The high R-square value for each variable indicates that the research model has good explanatory power for the phenomena studied. This finding implies that increasing professionalism must be accompanied by efforts to create career satisfaction, either through fair organizational policies, healthy working relationships, or clear career development. The combination of strong professionalism and high career satisfaction will contribute significantly to improving overall personnel performance.
The Influence of Transformational Leadership and Trust in Leaders on Police Performance
Abstract.This study aims to analyze the effect of transformational leadership on personnel performance, and to test the mediating role of trust in the leader in the relationship at the West Java Regional Police Human Resources Bureau. The background of this study is the importance of a leadership style that is able to build trust in order to improve the effectiveness of police personnel work amidst the dynamics of organizational challenges and demands of public service. This study uses a quantitative approach with an explanatory research method. The entire population of 201 personnel was sampled through a census technique. Data were collected through a closed questionnaire and analyzed using the Partial Least Square (PLS) method. The results of the study indicate that transformational leadership has a positive and significant effect on personnel performance and trust in leaders. Trust in leaders also has a significant positive effect on personnel performance. In addition, trust in leaders is proven to be a significant mediating variable in the relationship between transformational leadership and performance. The R-square value shows that the model has high explanatory power. These findings emphasize the importance of strengthening transformational leadership that includes idealized influence, inspirational motivation, intellectual stimulation, and individual attention, which can build trust and have an impact on improving personnel performance. The practical implication of this study is the need to develop organizational policies that encourage transformational leadership styles and build a work culture based on trust.
Transformational Leadership and Contributing Knowledge in Improving Police Personnel Performance at Cirebon Police
Abstract.This study aims to examine the influence of transformational leadership and Contributing Knowledge on improving the performance of Cirebon Police personnel. In today's digital era, adaptive leadership and a culture of Contributing Knowledge are important keys in strengthening human resources in law enforcement agencies. This study uses a quantitative approach with an explanatory research method. The population in this study were all 201 Cirebon Police personnel, who were also used as samples through census techniques. Data collection was carried out through questionnaires and analyzed using the Partial Least Square (PLS) method to test the structural model and the influence between variables. The results of the study indicate that transformational leadership has a positive and significant influence on Contributing Knowledge and personnel performance. In addition, Contributing Knowledge has also been shown to have a significant positive influence on improving personnel performance. Indirectly, transformational leadership also affects personnel performance through the mediation of Contributing Knowledge. The R² value of 0.793 indicates that the variables of transformational leadership and Contributing Knowledge are able to explain the variation in personnel performance by 79.3%. This finding emphasizes the importance of strengthening an inspirational leadership style and establishing a collaborative work culture in increasing the effectiveness of police organizations.
Job Satisfaction as a Mediator in Role Emotional Stability on Personnel Performance of the Psychology Department of the West Java Regional Police Human Resources Bureau
Abstract.This study aims to analyze the effect of emotional stability on personnel performance, with job satisfaction as a mediating variable, in the Psychology Section of the Human Resources Bureau of the West Java Regional Police. The background of this study is the importance of the role of human resources who are emotionally stable and satisfied with their work in improving organizational performance, especially in the context of a police institution that has high task pressure. This study uses a quantitative approach with an explanatory research type. The study population includes all active personnel in the Psychology Section of the Human Resources Bureau of the West Java Regional Police, totaling 201 people, who are also the research sample by census. Data collection was carried out through a questionnaire with a Likert scale, and analyzed using the Partial Least Square (PLS) method to test the relationship between variables. The results of the study indicate that emotional stability has a positive and significant effect on personnel job satisfaction. Furthermore, job satisfaction is proven to have a positive and significant effect on personnel performance. In addition, emotional stability also has a positive and significant direct effect on performance, as well as an indirect effect through job satisfaction as a mediating variable. The R-square value shows that the model used has strong predictive power on performance variables. These findings underline the importance of building a work environment that supports emotional stability and job satisfaction in order to improve overall personnel performance. This study provides practical implications for human resource management in the police environment, especially in developing internal policies that focus on psychological aspects and personnel welfare.
The Influence of Spiritual Leadership on Employee Well-being with Work Engagement as a Mediating Variable
Abstract.This study aims to analyze the effect of spiritual leadership on employee welfare with work engagement as a mediating variable in Cirebon Police personnel. Spiritual leadership, which emphasizes values such as vision, hope/faith, altruistic love, meaning, and membership, is believed to be able to create a harmonious work environment and support employee welfare. This study also examines the extent to which work engagement consisting of enthusiasm, dedication, absorption, and emotional, cognitive, and physical involvement is able to mediate in this relationship. This study uses a quantitative approach with an explanatory research method. The population consists of all 201 Cirebon Police personnel, all of whom were sampled using the census method. Data were collected through closed questionnaires and analyzed using the Partial Least Square (PLS) method. The results of the study indicate that spiritual leadership has a positive and significant effect on employee welfare, both directly and through the mediation of work engagement. In addition, work engagement also has a significant effect on employee welfare. The high R-square value indicates that this research model has strong explanatory power on employee welfare variables. These findings confirm that leadership practices based on spiritual values and support for employee emotional and professional engagement can be effective strategies in improving employee well-being and productivity in public organizations such as the police. Therefore, developing the quality of spiritual leadership and increasing the level of work engagement need to be a managerial concern.
Improving Employee Productivity through Green Workplace Environment and Employee Wellbeing at Bank Indonesia Solo Representative Office
Abstract.The purpose of this study isto analyze the increase in employee productivity through green workplace environment and employee wellbeing at the Bank Indonesia Solo Representative Office. The type of research used is quantitative explanatory research. Respondents in this study were 54 permanent employees of the Bank Indonesia Representative Office who were determined using saturated or census sampling techniques. Empirical research is quantitative explanatory research using the Structural Equation Model (SEM) based on Partial Least Square (PLS) with the help of SmartPLS 3 as a data analysis tool. The instrument in the study was a questionnaire distributed using google form via whatsapp/email messages. The results of the study showed that green workplace environment has a significant positive effect on employee productivity, green workplace environment has a significant positive effect on employee wellbeing, and employee wellbeing has a significant positive effect on employee productivity
Empirical Study of Public Satisfaction Based on Public Trust and Service Quality at Sekupang Police Station
Abstract.This study aims to develop a model for increasing public satisfaction at the Sekupang Police by analyzing the influence of service quality and public trust on public satisfaction. The type of research used is explanatory research with a quantitative approach. The population in this study was all users of the Sekupang Police services, with 100 respondents selected using a non-probability sampling technique through the convenience sampling method. Data collection was carried out through a closed questionnaire with a Likert scale of 1–5. Data analysis used the Partial Least Square (PLS) method. The results of the study showed that: (1) service quality has a positive and significant effect on public satisfaction; (2) service quality also has a positive and significant effect on public trust; and (3) public trust has a positive and significant effect on public satisfaction. These findings reinforce the importance of increasing the professionalism of the apparatus, transparency of information, and the public service system as a strategy in building public trust and satisfaction with police services.
Transformational Leadership of the Indonesian National Police and Ongoing Commitment to Personnel Performance
Abstract.The Indonesian National Police (Polri), as an important part of the national bureaucracy, faces the need to continue to carry out institutional transformation in order to face the dynamics of the times. This effort is in line with the national priority agenda in institutional and bureaucratic reform, which aims to improve the quality of public services and governance. By carrying the vision of Polri Precision (Predictive, Responsible, and Fair Transparency), Polri is committed to building an institution that is more adaptive, accountable, and transparent. Through transformational leadership, Polri can create positive changes in work culture, strengthen internal collaboration, and increase the responsibility and integrity of members. Transformational leaders not only act as directors, but also become role models who encourage sustainable change. Leadership and HR performance are two elements that support each other in managing an organization. Leadership is a process in which a person or group of people provide direction, vision, and inspiration to others to achieve common goals. The continuous commitment of Polri personnel reflects their level of dedication and loyalty to the institution, which is based on emotional attachment, economic rationality, and awareness of the importance of continuing duties and responsibilities.This study discusses the relationship between variables and tests the previously formulated hypothesis. The existence of a hypothesis to be tested, then this study is included in the type of explanatory research. Explanatory research is a study that explains the causal relationship (cause and effect) between the independent variable, namely the transformational leadership of the Police and the dependent variable, namely Continuous commitment and Personnel performance.
The Role of Organization Climate, Human Resource Competence, Self Efficacy in Efforts to Improve Employee Performance Moderated by Knowledge Sharing
This study aims to examine the role of organizational climate, human resource competency, knowledge sharing, and self-efficacy in improving human resource performance. This study uses a cluster sampling method to take samples from a population divided into certain groups, then some from each group are sampled. Data were obtained by distributing questionnaires to 100 employees of PT. Parkland World Indonesia. Hypothesis testing in this study used Smart PLS4. The results showed that organizational climate can have a positive and significant effect on self-efficacy, organizational climate can have a positive and significant effect on employee performance, human resource competency is proven to have a positive and significant effect on self-efficacy, human resource competency has a negative and insignificant effect on employee performance, self-efficacy shows a negative and insignificant effect on employee performance and self-efficacy that moderates knowledge sharing can have a positive and significant impact on employee performance
Improving the Performance of Traffic Police Personnel of Kuningan Police through Digital Competence with the Ability to Innovate As a Mediating Variable
Abstract. This study aims to analyze the influence of digital competence on the performance of Kuningan Police Traffic Unit (Sat Lantas) personnel, with the ability to innovate as a mediating variable. The background of this research is based on the demands for professionalism and responsiveness of police officers in facing the challenges of the increasingly complex digital era, including changes in information technology and public expectations for adaptive and efficient public services. In this context, mastery of digital competencies and the ability to innovate are the main keys in improving the performance of police institutions. This study uses a quantitative approach with an explanatory research method. The population in this study is all personnel of the Kuningan Police Headquarters as many as 201 people, all of whom were used as samples using census techniques. The data collection instrument is in the form of a closed questionnaire that measures three main variables: digital competence, innovation ability, and personnel performance. The data were analyzed using the Partial Least Square (PLS) method to test the validity, reliability, and causal relationships between variables in the structural model. The results of the analysis showed that digital competence had a positive and significant effect on personnel performance (β = 0.619), as well as on the ability to innovate (β = 0.853). The ability to innovate also had a significant effect on personnel performance (β = 0.294) and mediated the relationship between digital competence and performance significantly. An R² value for personnel performance of 0.777 indicates that the model can explain 77.7% variation in personnel performance. These findings indicate that increasing the mastery of technology and the innovative capacity of personnel have a great contribution to improving the quality of work and services to the community.
Improving Personnel Performance Based on Professional Competencies Moderated by Digital Capabilities
Abstract. This study aims to analyze the influence of professional competence on the performance of police personnel, with digital skills as a moderating variable. Personnel performance is a vital element in realizing optimal public services, as well as in maintaining public order and security. In the context of Polri reform, improving personnel competence and professionalism is a strategic need, especially in facing challenges in the digital era. This study was motivated by the need to answer the inconsistency of previous research results regarding the relationship between competence and performance, and to examine the role of digital skills in strengthening this relationship. This study uses a quantitative approach with an explanatory research type. The sample in this study was 109 personnel of the Directorate of Enforcement, Sub-Directorate of Action, Densus 88 AT Polri, who were determined using convenience sampling techniques. The research instrument was a questionnaire that measured three main variables: professional competence, digital skills, and personnel performance, with indicators adapted from relevant theories such as Robbins (2002) and Prayoga et al. (2020). Data were analyzed using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the analysis show that: (1) professional competence has a positive and significant effect on digital capability; (2) professional competence has a positive and significant effect on personnel performance; and (3) digital capability also has a positive and significant effect on personnel performance. In addition, it was found that digital capability significantly mediates the relationship between professional competence and personnel performance. The R-square value shows that the combination of professional competence and digital capability is able to explain the variation in personnel performance quite strongly.
The Role of Precision Performance Culture and Work-Life Balance in Moderating the Influence of Transformational Leadership on the Performance of the Mobile Brigade of the Criminal Investigation Unit of the Indonesian National Police Headquarters
Abstract. This study is motivated by the declining effectiveness of personnel performance in a work environment that demands precision, responsiveness, and high professionalism, such as in Resmob Bareskrim. Inconsistencies in previous research findings indicate that transformational leadership does not always have a positive impact on work culture and work-life balance, thus highlighting a research gap. Based on this, the study focuses on examining the extent to which transformational leadership influences the development of a culture of precision and work-life balance, and its impact on enhancing personnel performance. This research employs an explanatory associative method with a quantitative approach. The sample consists of 182 personnel assigned to Resmob Bareskrim, determined using the Slovin formula. Data analysis was conducted using Partial Least Square (PLS) techniques to examine latent relationships among variables. The results show that transformational leadership has a positive and significant effect on both precision work culture and work-life balance. Additionally, transformational leadership is proven to significantly enhance personnel performance. Precision work culture and work-life balance each have a positive impact on personnel performance and serve as significant mediators in the relationship between transformational leadership and performance. These findings are expected to contribute both theoretically and practically to the development of leadership styles, the formation of an adaptive work culture, and strategies to improve work-life balance within police institutions.
Transformational Leadership and Psychological Empowerment in Improving Innovative Work Behavior
Abstract. This research is a type of explanatory research that aims to examine and explain the relationship between transformational leadership, psychological empowerment, and innovative work behavior variables. The population in this study were all personnel assigned to Spripim Polda Kepri, totaling 34 people. Due to the relatively small population, the sampling technique used was the census technique or saturated sample, where the entire population was used as a research sample. Data collection was carried out through a questionnaire with a Likert measurement scale of 1 to 5. Data analysis was carried out using the Structural Equation Modeling method based on Partial Least Square (PLS) to test the relationship between variables. The results of the study indicate that transformational leadership has been proven to have a positive and significant influence on psychological empowerment. In addition, transformational leadership also has a positive and significant influence on innovative work behavior. Furthermore, psychological empowerment was found to have a positive and significant influence on innovative work behavior. These findings indicate that the application of a transformational leadership style that is able to provide inspirational motivation and attention to individual needs can strengthen the self-confidence and competence of personnel. This ultimately encourages an increase in individual abilities in generating and implementing innovative ideas in the work environment.
The Role of Psychological Capital in Mediating the Effect of Supervisory Support on Work Motivation
Abstract. This study aims to analyze the effect of supervisory support on the work motivation of police personnel, with psychological capital as a mediating variable. The background of this study is based on the demand for increasing the professionalism and performance of police personnel amidst complex social dynamics and high public expectations. In the context of a police organization, work motivation is seen as a key factor in maintaining operational effectiveness, where support from superiors (supervisory support) and internal strength of personnel (psychological capital) play an important role in encouraging work enthusiasm. This study uses a quantitative approach with an explanatory research method. The study population includes all personnel at the Cirebon Police, totaling 201 people, and the entire population is used as a sample (census). The research instrument is a closed questionnaire that measures the variables of supervisory support, psychological capital, and work motivation. Data were analyzed using the Partial Least Square (PLS) approach using SmartPLS. The results showed that supervisory support has a positive and significant effect on psychological capital (β = 0.797) and on personnel work motivation (β = 0.509). Psychological capital was also proven to have a significant effect on work motivation (β = 0.426), and mediately strengthens the relationship between supervisory support and work motivation. The R² value shows that 63.4% of the variation in psychological capital and 78.3% of the variation in work motivation can be explained by the model. This confirms that support from superiors that includes emotional, informational, evaluation, and physical aspects, can strengthen positive psychological characters of personnel such as self-confidence, optimism, hope, and resilience, which in turn increases their work spirit. This study provides theoretical contributions to the development of human resource management studies in the police environment and practical contributions in formulating strategies to increase work motivation based on supervision and positive psychology approaches.
Improving the Performance of Grobogan Police Personnel Through Motivation Mediated by Smart Work
Abstract. This study aims to analyze and examine the improvement of Police personnel performance through motivation with smart working as a mediator. The type of research used is Explanatory Research, with primary data obtained through questionnaires consisting of closed and open questions, and secondary data as supporting data. The population of this study involved 598 personnel at the Grobogan Police, with a sample of 240 respondents taken using non-probability sampling and convenience sampling techniques. Measurements were made with an interval scale of 1 to 5, and data analysis used the Partial Least Square (PLS) approach. The results of the study showed that motivation plays a positive and significant role in encouraging the improvement of personnel's smart work, and has a positive and significant influence on improving personnel performance. Smart work culture has also been shown to have a positive and significant impact on personnel performance. In addition, smart work functions as a mediator that connects motivation with improved personnel performance. Based on these findings, it can be concluded that the Grobogan Police personnel performance improvement model can be realized through strengthening motivation that encourages smart work, which is supported by a smart work culture as the main driving factor.
The Influence of Perception of Organizational Support on Organizational Citizenship Behavior of Police Personnel with Affective Commitment as a Mediating Variable
Abstract. This study aims to analyze the effect of Perceived Organizational Support (POS) on Organizational Citizenship Behavior (OCB) with affective commitment as a mediating variable. The background of this study is based on the strategic role of the police institution as the front line in public service and security maintenance, which requires high-performance human resources and strong loyalty and concern for the organization. In this context, perceived support from the organization has important implications for the formation of voluntary or extra-role behavior known as OCB. This study uses a quantitative approach with an explanatory research type. All active personnel at the Cirebon Police, as many as 121 people, were used as samples using the census method. The research instrument was a closed questionnaire, and the data were analyzed using the Partial Least Square (PLS) method through SmartPLS software. The variables tested included POS (appreciation, concern, and welfare), affective commitment (sense of belonging and emotional loyalty), and OCB (altruism, courtesy, conscientiousness, civic virtue, and sportsmanship). The results showed that POS had a positive and significant effect on OCB (β = 0.370, p < 0.000) and on affective commitment (β = 0.729, p < 0.000). Affective commitment also had a significant effect on OCB (β = 0.513, p < 0.000). The indirect effect test showed that affective commitment significantly mediated the relationship between POS and OCB (T-statistic = 5.776, p < 0.000). This finding suggests that when personnel feel high organizational support, they tend to be more emotionally attached to the institution, and from this attachment stronger OCB behavior emerges. This study provides a theoretical contribution in strengthening the relationship between POS, affective commitment, and OCB in the police environment. From a practical perspective, these results can be used to develop strategies to increase personnel motivation and loyalty in order to support the achievement of institutional goals effectively and sustainably.
The Role of Organization Learning and Smart Working in Improving HR Performance inRiau Islands Police Human Resources Bureau
Abstract. This study aims to examine the effects of Organizational Learning, Smart Work, and Human Resource Performance at the Human Resources Bureau of the Riau Islands Police. The type of research used is Explanatory Research, which focuses on testing the relationships between the variables under study. The population in this study is all human resources at the Human Resources Bureau of the Riau Islands Police, consisting of 73 personnel. Given the limited sample size, the technique used is census sampling, meaning the entire population is used as the sample for the study. Data was collected through questionnaires using a Likert scale from 1 to 5, with interval measurement. The data analysis was conducted using the Partial Least Squares (PLS) method to test the hypothesis. The results of the study show that Organizational Learning has a positive and significant effect on Smart Work, Organizational Learning also has a positive and significant effect on Human Resource Performance, and Smart Work has a positive and significant effect on Human Resource Performance. These findings provide valuable insights into the importance of organizational learning and the implementation of smart work in improving human resource performance in government institutions.
The Influence of on the Job Training on Police Personnel Performance Through Police Professional Competence as a Mediating Variable
Abstract. This study aims to analyze the effect of On the Job Training (OJT) and work experience on the performance of Police personnel, with professional competence as a mediating variable. The background of this study is based on the importance of improving the performance of police officers as the spearhead in maintaining public security and order. Optimal performance is determined not only by work experience, but also by relevant and effective direct training in the field (OJT), as well as the level of professional competence possessed by each personnel. This study uses a quantitative explanatory approach, with a census technique on all personnel of the Cirebon City Police as many as 121 people. Data were collected using a closed questionnaire with a Likert scale, then analyzed using the Partial Least Square (PLS) method to test the direct and indirect relationships between variables. The variables measured include OJT, work experience, professional competence, and personnel performance. The results showed that OJT had a positive and significant effect on professional competence (β = 0.801) and personnel performance (β = 0.512). Professional competence is also proven to have a significant effect on performance (β = 0.328), and is a mediating variable that strengthens the influence of OJT on personnel performance. This finding is reinforced by the R² value which shows that the model is able to explain most of the variability in personnel performance. Indirectly, OJT has a positive impact on performance through increasing professional competence. The practical implications of this study indicate that practice-based training carried out continuously can improve investigative abilities, technical skills, and analytical abilities of personnel, which will ultimately have an impact on increasing work effectiveness and service to the community. This study also enriches the literature on HR management, especially in the context of law enforcement agencies.
Innovation Capabilities Driven by Knowledge Sharing in Improving Police Personnel Performance
Abstract. This study aims to analyze the effect of knowledge sharing on the performance of Cirebon Police personnel, with innovation capability as a mediating variable. The background of this study is rooted in the importance of the police institution's ability to adapt and innovate in responding to the dynamics of social, technological, and evolving community expectations. In this context, knowledge becomes a strategic asset that not only needs to be mastered but also shared systematically to create organizational value and excellence. However, the practice of knowledge sharing in the police environment is not optimal and still faces challenges in terms of organizational culture and communication structure. This study uses a quantitative explanatory approach with a census method on 201 Cirebon Police personnel. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) method. The variables analyzed include knowledge sharing (X1), innovation capability (Z), and personnel performance (Y). The structural model shows that all variables have a positive and significant relationship. The results of the hypothesis test prove that knowledge sharing has a significant effect on performance (β = 0.479), knowledge sharing also has a significant effect on innovation capability (β = 0.830), and innovation capability has an effect on performance (β = 0.406). In addition, innovation capability is also proven to significantly mediate the effect of knowledge sharing on personnel performance (T-statistic = 5.566; p < 0.000). The R² value of 0.715 for personnel performance indicates that 71.5% of the variation in performance can be explained by this research model. This finding confirms that a knowledge sharing culture supported by a collaborative work system is able to improve personnel innovation capabilities, which ultimately has an impact on improving overall institutional performance. This study provides theoretical contributions to the literature on knowledge management and innovation, as well as practical contributions for police institutions to design HR development strategies based on continuous learning and innovation.
Transformational Leadership and Motivation on Personnel Performance with Job Satisfaction as a Mediator
Abstract. This study aims to analyze the influence of transformational leadership and motivation on personnel performance with job satisfaction as a mediating variable. This study is motivated by the importance of human resource quality in the customs and law enforcement sector, as well as the strategic role of leadership style in encouraging optimal performance. The study was conducted on all personnel at the Cirebon Police with a total of 201 respondents. The analysis method used is Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the study indicate that transformational leadership has a positive and significant effect on job satisfaction and personnel performance. In addition, job satisfaction has also been shown to have a positive effect on personnel performance, as well as mediating the relationship between transformational leadership and personnel performance. These findings underline the importance of implementing an inspirational leadership style and attention to the psychological well-being of personnel in increasing organizational productivity.
Improving Personnel Performance Through Personnel Empowerment with Professional Competence as a Mediating Variable
Abstract. This study aims to analyze the effect of personnel empowerment on the performance of personnel of the Directorate of Special Criminal Investigation of the Papua Regional Police, with professional competence as a mediating variable and cross-functional coordination as a moderating variable. The background of this study is rooted in the demands of the community for professional, accountable, and responsive police performance in facing complex security challenges, especially in the Papua region. The problem of suboptimal personnel performance is thought to be caused by the lack of empowerment and the suboptimal professional competence possessed by police members. The research method used is a quantitative approach with an explanatory research type. The population in this study were all members of the Directorate of Special Criminal Investigation of the Papua Regional Police, totaling 114 people, and the entire population was used as a sample (census). The data analysis technique used Structural Equation Modeling (SEM) based on Partial Least Square (PLS) to test the relationship between variables. The results of the study showed that personnel empowerment had a positive and significant effect on personnel performance, and had a positive and significant effect on increasing professional competence. Professional competence was also proven to have a positive and significant effect on personnel performance. In addition, professional competence was able to significantly mediate the effect of empowerment on performance. Cross-functional coordination strengthens the relationship between empowerment and competence with personnel performance, indicating the importance of cross-unit integration in police organizations. The R² value of 0.816 for the personnel performance variable indicates that the research model is able to explain 81.6% of the variation in personnel performance, while 18.4% is influenced by other factors outside the model. This study provides theoretical contributions in the development of human resource management science, as well as practical contributions for police institutions in designing empowerment strategies and personnel competence development to improve performance sustainably.
Job Restructuring and Achievement Motivation in Improving Police Personnel Performance (Empirical Study at Kuningan Police)
Abstract. This study aims to analyze the effect of job crafting on achievement motivation and performance of police personnel, and to evaluate the relationship between achievement motivation and personnel performance in the Kuningan Police environment. The background of this study is based on the importance of organizational adaptation to global dynamics, especially in terms of optimizing human resource potential through job crafting strategies. Job crafting is expected to increase job involvement and satisfaction, as well as encourage individual internal motivation to achieve, which ultimately has an impact on improving organizational performance. The method used in this study is explanatory research with a quantitative approach. The population in this study was all 201 Kuningan Police personnel, and the sampling technique was carried out by census. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) model to test the relationship between variables. The variables studied include job crafting (consisting of task crafting, relational crafting, and cognitive crafting), achievement motivation (based on McClelland's theory), and personnel performance. The results showed that job crafting had a positive and significant effect on personnel performance and achievement motivation. In addition, achievement motivation also had a positive and significant effect on personnel performance. This finding reinforces the importance of implementing job crafting as a managerial strategy in police organizations to improve the quality of human resources. The R² value for the personnel performance variable of 0.790 indicates that 79% of performance variability can be explained by job crafting and achievement motivation. The implications of this study encourage the police, especially the Kuningan Police, to provide space for personnel to redesign their jobs and create a work environment that supports achievement motivation. Empowerment through training, challenges, and rewards can be an effective strategy to improve institutional performance sustainably.
Personnel Performance Through Knowledge Sharing Behavior
Abstract. This study aims to analyze the effect of organizational justice on the performance of police personnel, with knowledge sharing behavior as a mediating variable. Personnel performance is an important aspect in supporting the success of police duties and functions, which is determined by various internal and external factors, one of which is the perception of justice in the organization. Organizational justice in this study is described into two main dimensions, namely procedural justice and interactional justice. Both dimensions are believed to be able to influence personnel behavior in terms of their willingness to share knowledge, which in turn has an impact on improving performance. This study uses a quantitative explanatory approach with a census method on all Cirebon Police personnel as many as 121 people as respondents. The data analysis technique was carried out using the Structural Equation Modeling (SEM) method with the Partial Least Square (PLS) approach. Variable measurements were carried out with relevant indicators based on the theory of organizational justice, knowledge sharing behavior, and human resource performance. The results showed that procedural justice and interactional justice had a positive and significant effect on knowledge sharing behavior. Furthermore, knowledge sharing behavior also had a significant effect on improving personnel performance. This finding confirms that the creation of a fair work environment, both in the decision-making process and in interactions between individuals, can encourage personnel to be more open in sharing information, experiences, and knowledge. This collaborative attitude ultimately increases the effectiveness of individual and team work in police organizations. This study provides theoretical contributions in enriching the study of organizational justice and knowledge sharing behavior as determinants of performance. From a practical perspective, the results of this study can be used as a basis for formulating managerial policies to create a fair, collaborative, and performance-oriented work environment.
Perception of Organizational Support Received and Fulfillment of Psychological Contracts on the Psychological Well-being of Police Personnel
Abstract. This study aims to analyze the role of perceived organizational support and psychological contract fulfillment on the psychological well-being of human resources (HR) at the Human Resources Bureau of the Riau Islands Regional Police. The research adopts a quantitative approach using explanatory research design. The population in this study consisted of all HR personnel at the HR Bureau of the Riau Islands Regional Police, totaling 73 individuals, all of whom were included as the research sample through a census technique. Data was collected using a closed-ended questionnaire based on a 5-point Likert scale ranging from "strongly disagree" to "strongly agree." The collected data was analyzed using the Partial Least Square (PLS) method. The results show that perceived organizational support has a positive and significant effect on psychological well-being. This indicates that the stronger the employees' perception of organizational support, the higher their level of psychological well-being. Additionally, perceived organizational support significantly influences psychological contract fulfillment, reflecting an improved sense of balance and fairness in the employment relationship. Furthermore, psychological contract fulfillment has a positive and significant effect on psychological well-being, meaning that when psychological expectations and agreements in the workplace are met, employees are more likely to adapt, manage their environment effectively, and experience better mental well-being. This study provides both theoretical and practical contributions to HR management strategies, particularly in fostering healthy and productive working relationships.
Improving Human Resources Performance at KPPBC TMP Semarang Through Work Motivation and Work Satisfaction Supported by Talent Management
The Effect of Supervision Support as a Moderator in Improving Psychological Capital and Personnel Work Motivation
Abstract. The Indonesian National Police (Polri) as a law enforcement institution has a strategic role in maintaining public security and order (harkamtibmas). Along with the development of the era of democracy and digitalization, society is increasingly critical of various issues, including police policies and actions. The type of research used is "Explanatory Research" or research that is explanatory in nature. The variables used are work fatigue variables as exogenous variables and variables of supervision support, psychological capital, and HR work motivation. 1. Supervisory support has been proven to have a significant influence on the psychological capital of personnel at the Cirebon Police. This means that the greater the support given by superiors or supervisors, the better the psychological condition of the personnel. Supervisory support also has a significant effect on the work motivation of police personnel. This shows that the support received from superiors not only strengthens the psychological condition, but also directly encourages the spirit and work motivation of personnel. The psychological capital of personnel has a significant effect on their work motivation. This means that personnel who have high psychological capital, such as optimism, self-confidence, mental toughness, and strong hope, tend to have higher levels of work motivation.
Work Experience and Professionalism in Improving Police Personnel Performance
Abstract. This study aims to analyze the influence of work experience on the performance of police personnel, with professionalism as a mediating variable. The background of this research is based on the importance of the role of professional and experienced human resources in maintaining and improving the quality of police services in the midst of social challenges and increasingly complex work environment dynamics. This study uses a quantitative approach with the explanatory research method, which was carried out on all personnel at the Kuningan Police as many as 201 people as a sample using census techniques. Data collection was carried out through a closed questionnaire and analyzed using the Partial Least Square (PLS) method. The results of the study show that work experience has a positive and significant effect on personnel performance. In addition, work experience also has a significant effect on the level of professionalism of personnel, which in turn contributes positively to performance improvement. Professionalism has been shown to be able to significantly mediate the relationship between work experience and personnel performance. The R-square value shows that this research model has a strong explanatory power on personnel performance. These findings indicate that extensive work experience, when combined with high professionalism including dedication, responsibility, integrity, and technical ability will increase the effectiveness and efficiency of the implementation of police duties. The practical implications of this study show the importance of managing work experience through job rotation, training, and career development, as well as instilling the values of professionalism as a strategic effort to improve the performance of the police organization in a sustainable manner.
Improving Police Performance Through Training with Cross-Functional Coordination as a Mediation Variable
Abstract. This study aims to analyze the effect of training on the performance of Cirebon Police personnel with cross-functional coordination as a mediating variable. The background of this research is the importance of capacity building and collaboration between units within the police to answer increasingly complex and dynamic operational challenges. This study uses a quantitative approach with an explanatory research method. The sample used was 201 personnel taken by census. Data was collected through questionnaires and analyzed using the Partial Least Square (PLS) approach through SmartPLS software. The results of the study showed that training had a positive and significant effect on cross-functional coordination and personnel performance. In addition, cross-functional coordination also has a positive and significant effect on personnel performance and mediates the relationship between training and performance. The R-square value indicates that the variables in the model have a strong descriptive power on personnel performance. Quality training not only improves technical skills but also forms collaborative work behaviors between units, which ultimately impacts the increase in the effectiveness and work efficiency of police personnel. The managerial implication of this study is the need for police institutions to continuously conduct training based on operational needs and encourage the strengthening of cross-functional coordination as a strategy to improve personnel performance in carrying out service duties, protection, and law enforcement optimally.
Job Reorganization, Psychological Empowerment, and Innovative Work Behavior of Police Personnel
Abstract. This study aims to analyze the influence of job restructuring and psychological empowerment on innovative work behavior of police personnel, and to test the mediating role of psychological empowerment in the relationship. The background of this study is based on the demands of police institutional adaptation to digital transformation and changes in the complex work environment. The study was conducted on Cirebon Police personnel using quantitative methods and an explanatory research approach. The entire population of 201 personnel was sampled using the census technique, and the data was analyzed using the Partial Least Square (PLS) method. The results of the study indicate that job restructuring has a significant positive effect on psychological empowerment and innovative work behavior. Psychological empowerment also has a significant effect on innovative work behavior. In addition, psychological empowerment is proven to be a mediating variable that strengthens the effect of job restructuring on innovative work behavior. The R-square value of 70.3% for innovative work behavior and 62.6% for psychological empowerment indicates that the research model has strong explanatory power. The implications of these results emphasize the importance of flexible and individual-oriented job management and comprehensive psychological empowerment, to create adaptive and innovative police human resources. Thus, managerial strategies that support job crafting and psychological empowerment can be key instruments in strengthening the performance of police organizations in an era of change.
The Role of Transformational Leadership, Organizational Climate, and Knowledge Sharing Behavior in Enhancing Employee Engagement
Abstract. This study aims to examine the role of transformational leadership, organizational climate, and knowledge-sharing behavior in enhancing employee engagement. This research uses an explanatory research method with a census technique for data collection. The data was obtained by distributing questionnaires to 80 employees of BPJS in Kudus Regency. Hypothesis testing in this study employed Smart PLS. The results showed that transformational leadership significantly and positively influences knowledge-sharing behavior. Transformational leadership significantly and positively influences employee engagement. Transformational leadership significantly and positively influences organizational climate. Organizational climate does not significantly influence knowledge-sharing behavior. Organizational climate does not significantly influence employee engagement. Knowledge-sharing behavior significantly and positively influences employee engagement. Transformational leadership mediates the relationship between organizational climate and knowledge-sharing behavior. However, knowledge-sharing behavior does not mediate the relationship between organizational climate and employee engagement.
Strengthening Financial Literacy in Teens Through the Love, Pride, and Understanding of the Rupiah Program Case Study: at the State High School of Intelligents of Gorontalo
Abstract. Adolescence plays an important role in financial literacy, this is because adolescence is a period for individuals to begin developing financial understanding and behavior that will influence their financial decisions as adults. Adolescence according to the Regulation of the Minister of Health of the Republic of Indonesia Number 25 of 2014 is the population in the age range of 10-18 years. The level of financial literacy according to SNLIK 2024 in adolescents between the ages of 15-17 years is only 51.70%, the lowest compared to other age groups, namely the 18-25 age group 70.19%, 26-35 years 74.82%, 36-50 years 71.72%, and 51-79 years 52.51%. Likewise, students of the Insan Cendekia Gorontalo State Islamic Senior High School are a generation of adolescents who are still unstable in financial management. On May 1-4, 2024 at the ARUNIKA event at Madrasah Aliyah Negeri Insan Cendekia Gorontalo as an educational institution that upholds religious and national values, took an active role in financial literacy through the CBP Rupiah program in collaboration with Bank Indonesia as the initiator of the Love, Pride, and Understand Rupiah (CBP) program which aims to increase public awareness and love for the importance of financial literacy, especially the Rupiah as a symbol of state sovereignty. Education plays a very important role in financial literacy, namely in instilling a sense of love and pride in the symbols of state sovereignty contained in the Rupiah. Through education, individuals are taught about the history, culture, and noble values of the nation. In addition, education also provides an understanding of the importance of maintaining the country's economic stability.
Analysis of the Effect of Responsiveness and Ease of Access on Word of Mouth with Customer Satisfaction as an Intervening Variable at Samsat Kota Padang
Abstract. Based on data from the West Sumatra Regional Revenue Agency (Bapenda) in 2024, the level of compliance of motor vehicle taxpayers in West Sumatra Province is still relatively low, even decreasing from 2022 when the compliance rate was 62% and in 2023 it decreased to 57.67%. Providing satisfaction to taxpayers is a must, taxpayers have great power in determining what they want. Therefore, one of the challenges of tax payment services at Samsat Kota Padang is to create and maintain satisfied and loyal taxpayers. Responsivenessprovided by Samsat Kota Padang, both in direct and online services, is an important factor in influencing taxpayer satisfaction. Slow or unresponsive services can reduce taxpayer satisfaction, which ultimately impacts their decision to pay taxes on time. In addition, ease of access to tax payment services is also an important issue. In the current digitalization era, the use of information and communication technology (ICT) in various aspects of life is growing, including in public services. In addition, the average distance traveled by taxpayers to the Samsat office, which reaches 7.5 kilometers, is also an obstacle in itself. This complicates accessibility, especially for those who live in areas far from the city center. Not only that, the ratio between service officers and the number of taxpayers, which reaches 1:38, indicates limited human resources at the Padang City Samsat, which also contributes to delays and lack of efficiency in the service process. The problems that exist in Samsat Padang City and the research gap of previous studies are the background for this research. This research is expected to provide a clearer picture of the influence of responsiveness and ease of access on customer satisfaction and how it contributes to positive Word Of Mouth.
The Influence of Training, Work Motivation, and Job Satisfaction on Employee Performance at PT Jasa Raharja in the Sumatra Region
Abstract. This research is motivated by the importance of effective human resource management in improving organizational performance, especially in service companies such as PT Jasa Raharja, West Sumatra Branch. The three main factors studied are training, work motivation, and job satisfaction, which are believed to have an influence on employee performance. The main problem in this study is how training, work motivation, and job satisfaction affect employee performance. The method used is a quantitative method with an explanatory research approach. The research sample was taken by census from all employees of PT Jasa Raharja, West Sumatra Branch, as many as 100 respondents. Data collection was carried out through questionnaires and analyzed using the Partial Least Square (PLS) technique through SmartPLS software. The results of the study showed that training had a positive and significant effect on employee performance. Meanwhile, work motivation did not have a significant effect on performance or job satisfaction, and job satisfaction also did not have a significant effect on employee performance. Conversely, training did not have a significant effect on job satisfaction, but work motivation had a significant effect on job satisfaction. This study concludes that proper training can improve employee performance, but satisfaction and motivation do not always have a direct impact on performance.
The Effect of Workplace Spirituality and Spiritual Leadership on Employee Performance with Work Motivation as an Intervening Variable at Pt Jasa Raharja
Abstract. HR performance is one of the factors in the success of a company. One of the factors that can empirically affect employee performance is workplace spirituality. Another factor that can affect employee performance is spiritual leadership. In the context of work, motivation is one of the important factors in encouraging an employee to work. The higher the motivation, the higher the employee's performance. This type of research is quantitative research with a survey method.The population in this study is all employeesPT. Jasa Raharja in 2024 amounted to 1812 people. The sample of this study was 130 people using the simple random sampling technique. 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) Workplace spirituality has a positive and significant effect on employee work motivation. 2) Spiritual leadership has a positive and significant effect on employee work motivation. 3) Workplace spirituality has a positive and significant effect on employee performance. 4) Spiritual leadership has a positive and significant effect on employee performance, 5) Work motivation has a positive and significant effect on employee performance, 6) Work motivation is able to mediate the positive and significant effect of workplace spirituality on employee performance, 7) Work motivation is able to mediate the positive and significant effect of spiritual leadership on employee performance.
Transformational Leadership, Internal Communication, and Job Satisfaction as Determining Factors of Bank Indonesia Employee Performance
Abstract. This study aims to analyze and provide empirical evidence on the influence of Transformational Leadership, Internal Communication, and Job Satisfaction on Employee Performance at DPU Bank Indonesia. The method used is quantitative, and data processing uses Partial Least Square - Structural Equation Modeling (PLS-SEM). The research sample consisted of 200 DPU employees selected using purposive sampling techniques. Data were collected through questionnaires that had been tested for validity and reliability. The results of the study indicate that transformational leadership and internal communication have a positive and significant effect on job satisfaction and performance, while job satisfaction also has a significant effect on performance. It can be concluded that all hypotheses are accepted, and the three main variables have an important role in improving employee performance.
Increasing Employee Commitment Through Spiritual Leadership and Work Culture with Job Satisfaction as Intervening Variables
Abstract. This study aims to test the influence of spiritual leadership, work culture and job satisfaction on employee commitment and to test the influence of spiritual leadership and work culture on employee commitment with job satisfaction as an intervening variable. The research model was tested on 112 employees at the Chimader Group Company in Semarang City. The sampling method used simple random sampling technique and data analysis was carried out with SEM-PLS. The results of the study prove that employee commitment is influenced by spiritual leadership, work culture and job satisfaction partially. Overall, employee commitment variables are influenced by spiritual leadership and work culture with job satisfaction as an intervening variable. Construction companies do not always make a profit every year, where in 2019-2020 when the Covid-19 outbreak hit many companies suffered losses due to the cessation of cooperation and minimal development that year. Not only that, 2021-2022 is a challenging year of transition after the outbreak which requires companies to work extra. As a result, it is not uncommon for companies to terminate their workers' contracts and some workers have also decided to resign from the company due to the outbreak.
An Analysis of The Effects of Intellectual, Emotional, & Spiritual Intelligence on Employee Performance: The Mediating Role of Organizational Commitment
This study aims to examine the influence of intellectual intelligence, emotional intelligence, and spiritual intelligence on employee performance, as well as the role of organizational commitment as an intervening variable in these relationships. It also analyzes the direct effect of organizational commitment on employee performance. The research adopts an explanatory approach with a quantitative method. The population consists of all employees working at Private Auction Houses in Central Java and the Special Region of Yogyakarta, totaling 107 individuals. A census method was employed, making the entire population the study's respondents. Data analysis was conducted using Partial Least Squares (PLS). The findings reveal that intellectual intelligence, emotional intelligence, and spiritual intelligence have a positive impact on both employee performance and organizational commitment. Furthermore, organizational commitment significantly influences employee performance. The study also finds that organizational commitment mediates the effect of intellectual, emotional, and spiritual intelligence on employee performance. These findings highlight the importance of developing various aspects of intelligence and strengthening organizational commitment to enhance human resource performance in Private Auction Houses.