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<![CDATA[PENGARUH LINGKUNGAN KERJA DAN KEMAMPUAN KERJA TERHADAP MOTIVASI KERJA DAN KINERJA PEGAWAI BIRO ORGANISASI SEKRETARIAT DAERAH PROVINSI SULAWESI TENGGARA ]]>
<![CDATA[Sabilalo, Mahmudin A.]]>;
<![CDATA[Kalsum, Ummy]]>;
<![CDATA[Nur, Muh.]]>;
<![CDATA[Makkulau, Andi Runis]]>
<![CDATA[ SEIKO : Journal of Management & Business Vol 3, No 2 (2020): January-Juny ]]>
Publisher : <![CDATA[Program Pascasarjana STIE Amkop Makassar ]]>
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DOI: 10.37531/sejaman.v3i2.757
<![CDATA[Penelitian ini bertujuan untuk mengetahui dan menganalisis : (1) Pengaruh lingkungan kerja terhadap kinerja pegawai. (2) Pengaruh lingkungan kerja terhadap motivasi kerja pegawai. (3) Pengaruh kemampuan kerja terhadap kinerja pegawai. (4) Pengaruh kemampuan kerja terhadap motivasi kerja pegawai. (5) Pengaruh motivasi kerja terhadap kinerja pegawai. (6) Pengaruh lingkungan kerja terhadap kinerja pegawai melalui motivasi kerja. (7) Pengaruh kemampuan kerja terhadap kinerja pegawai melalui motivasi kerja pada Biro Organisasi Sekretariat Daerah Provinsi Sulawesi Tenggara. Populasi penelitian ini adalah Aparatur Sipil Negara pada Biro Organisasi Sekretariat Daerah Provinsi Sulawesi Tenggara yang berjumlah 49 orang dengan menggunakan metode pengambilan sampel secara sensus. Pengumpulan data dilakukan dengan menggunakan kuesioner dan analisis data menggunakan Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa : (1) Lingkungan kerja berpengaruh negatif dan tidak signifikan terhadap kinerja pegawai. (2) Lingkungan kerja berpengaruh positif dan tidak signifikan terhadap motivasi kerja pegawai. (3) Kemampuan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. (4) Kemampuan kerja berpengaruh positif dan signifikan terhadap motivasi kerja pegawai. (5) Motivasi kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. (6) Motivasi kerja tidak berperan dalam memediasi pengaruh lingkungan kerja terhadap kinerja pegawai. (7) Motivasi kerja berperan dalam memediasi pengaruh kemampuan kerja terhadap kinerja pegawai. Kata kunci: Lingkungan, Kemampuan, Motivasi, Kinerja.]]>
<![CDATA[PENGARUH BUDAYA ORGANISASI DAN DESAIN PEKERJAAN TERHADAP KOMITMEN KERJA DAN KINERJA KARYAWAN PERUM BULOG DIVISI REGIONAL SULTRA ]]>
<![CDATA[Muh. Nur]]>;
<![CDATA[Mahmudin A. Sabilalo]]>;
<![CDATA[Ummy Kalsum]]>;
<![CDATA[Andi Runis Makkulau]]>
<![CDATA[ SEIKO : Journal of Management & Business Vol 3, No 2 (2020): January-Juny ]]>
Publisher : <![CDATA[Program Pascasarjana STIE Amkop Makassar ]]>
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DOI: 10.37531/sejaman.v3i2.756
<![CDATA[Penelitian ini bertujuan untuk mengetahui dan menganalisis Budaya Organisasi dan Desain Pekerjaan Terhadap Komitmen Kerja dan Kinerja Karyawan Pada Perum Bulog Divisi Regional Sultra. Objek penelitian ini adalah Budaya Organisasi dan Desain Pekerjaan Terhadap Komitmen Kerja dan Kinerja Karyawan Pada Perum Bulog Divisi Regional Sultra. Populasi dalam penelitian ini adalah seluruh karyawan tetap pada Perum Bulog Divisi Regional Sultra sebanyak 37 karyawan. Adapun penentuan jumlah sampel dalam penelitian ini adalah dengan menggunakan metode sensus yaitu jumlah sampel diambil dari keseluruhan jumlah populasi sebanyak 37 karyawan. Adapun alat analisis yang digunakan yaitu regresi linear berganda dengan menggunakan sofware PLS (Partial Least Square). Berdasarkan hasil penelitian yang dilakukan dapat disimpulkan bahwa (1) Budaya organisasi berpengaruh positif dan signifikan terhadap komitmen kerja Perum Bulog Divisi Regional Sultra; (2) Desain pekerjaan berpengaruh positif dan signifikan terhadap komitmen kerja Perum Bulog Divisi Regional Sultra; (3) Budaya Organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan Perum Bulog Divisi Regional Sultra; (4) Desain pekerjaan berpengaruh positif namun tidak signifikan terhadap kinerja karyawan Perum Bulog Divisi Regional Sultra; (5) Komitmen kerja berpengaruh positif dan signifikan terhadap kinerja karyawan Perum Bulog Divisi Regional Sultra; (6) Komitmen kerja memediasi pengaruh budaya organisasi terhadap kinerja karyawan Perum Bulog Divisi Regional Sultra; dan (7) Komitmen kerja memediasi pengaruh desain pekerjaan terhadap kinerja karyawan Perum Bulog Divisi Regional Sultra. Kata Kunci : Budaya Organisasi, Desain Pekerjaan, Komitmen Kerja dan Kinerja Karyawan]]>
<![CDATA[PENGARUH KREDIT MIKRO, AGUNAN KREDIT DAN CAPACITY BUILDING TERHADAP KINERJA KEUANGAN USAHA MIKRO (Studi Anggota Unit Pengelola Keuangan – BKM Kota Kendari) ]]>
<![CDATA[Ummy Kalsum]]>;
<![CDATA[Mahmudin A. Sabilalo]]>;
<![CDATA[Muh. Nur]]>;
<![CDATA[Andi Runis Makkulau]]>
<![CDATA[ SEIKO : Journal of Management & Business Vol 3, No 3 (2020): July - December ]]>
Publisher : <![CDATA[Program Pascasarjana STIE Amkop Makassar ]]>
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DOI: 10.37531/sejaman.v3i3.737
<![CDATA[Tujuan penelitian ini adalah menjelaskan dan menguji pengaruh kredit mikro terhadap kinerja keuangan usaha mikro, menjelaskan dan menguji pengaruh agunan kredit terhadap kinerja keuangan usaha mikro, menjelaskan dan menguji pengaruh capacity building terhadap kinerja keuangan usaha mikro, menjelaskan dan menguji pengaruh kredit mikro, agunan kredit, dan capacity building secara simultan terhadap kinerja keuangan usaha mikro. Populasi dalam penelitian ini adalah anggota UPK Kota Kendari sebanyak 10.391 orang. Teknik penarikan sampel menggunakan proporsional sampling dengan jumlah sampel sebanyak 99 orang. Teknik analisis data pada penelitian ini adalah Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa kredit mikro berpengaruh positif dan signifikan terhadap kinerja keuangan usaha mikro. agunan kredit berpengaruh positif dan signifikan terhadap kinerja keuangan usaha mikro, capacity building berpengaruh positif dan signifikan terhadap kinerja keuangan usaha mikro. kredit mikro, agunan kredit dan capacity building secara simultan berpengaruh positif dan signifikan terhadap kinerja keuangan usaha mikro. Kata-kata Kunci : Kredit, Agunan, Capacity, Kinerja Keuangan]]>
<![CDATA[Determinants of Earnings Management in Food and Beverage Sector Companies in Indonesian ]]>
<![CDATA[Ummy Kalsum]]>;
<![CDATA[Muhammad Nur]]>;
<![CDATA[Rince Tambunan]]>;
<![CDATA[La Ode Hamida]]>;
<![CDATA[Rahmatia Rahmatia]]>
<![CDATA[ Atestasi : Jurnal Ilmiah Akuntansi Vol. 5 No. 1 (2022): March ]]>
Publisher : <![CDATA[Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia ]]>
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<![CDATA[This research aims to provide evidence that leverage, managerial ownership, board of directors, and firm size affect earnings management. The type of research used in this research is quantitative research with a descriptive approach. The population in this study is all manufacturing companies in the food and beverage sector listed on the Indonesia Stock Exchange, which are 18 companies and disclose annual reports for 2017-2021. The data collection technique used in this study is more precisely using the purposive sampling technique so that the researcher will take 45 samples from the population. This study found that leverage, managerial ownership, and firm size positively and significantly affect earnings management. In contrast, the board of directors has a negative and insignificant effect on earnings management.]]>
<![CDATA[The Influence of Liquidity, Leverage, Company Size and Profitability on Financial Distress ]]>
<![CDATA[Andi Runis]]>;
<![CDATA[Dedy Samsul Arifin]]>;
<![CDATA[Arifuddin Masud]]>;
<![CDATA[Ummy Kalsum]]>
<![CDATA[ International Journal of Business and Social Science Research Vol. 2 No. 6 (2021): Vol. 2 No. 6 (2021): June(IJBSSR) ]]>
Publisher : <![CDATA[The Institute of Academic Research and Publication (IARP) ]]>
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DOI: 10.47742/ijbssr.v2n6p2
<![CDATA[This study aims to empirically examine the factors that influence Financial Distress in Property and Real Estate Companies. This study was tested with four independent variables, namely Liquidity (Current Ratio), Leverage (Debt Equity Ratio), Firm Size (ln of Total Assets), and Profitability (Return on Assets) using purposive sampling technique the authors chose seventeen companies as samples. This study uses panel data analysis obtained from financial reports and Annual Reports for 5 years. This study uses secondary data with the help of the Eviews 9 application. The results found that the Leverage Variable (Debt Equity Ratio) has a positive and significant influence on Financial Distress while Liquidity (Current Ratio), Company Size (ln of Total Assets), and Profitability Variables (Return). on Assets) has a negative and significant effect on Financial Distress.]]>
<![CDATA[Pengaruh Kepemimpinan Transformasional, Disiplin Kerja dan Semangat Kerja Terhadap Kinerja Anggota pada Satuan Hubdam VII/Wirabuana ]]>
<![CDATA[Moh. Anwar]]>;
<![CDATA[Muhammad Nuzul Qadri]]>;
<![CDATA[Ummy Kalsum]]>
<![CDATA[ SIGMA: Journal of Economic and Business Vol. 1 No. 1 (2018): SIGMA: Journal of Economic and Business (2018) ]]>
Publisher : <![CDATA[SIGMA: Journal of Economic and Business ]]>
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<![CDATA[This study aims to identifity and explain the effect of transformational leadership, work discipline and morale of the performance of members of the Hubdam Unit VII/ Wirabuana. The population in this study are all members of the Hubdam Unit VII / Wirabuana totaling 163 people. This study uses linear regression analysis. The results showed that : (1) Transformational leadership, work discipline and morale affect the performance of members in Hubdam Unit VII / Wirabuana. (2) Leadership transformational effect on the performance of members of the Hubdam Unit VII / Wirabuana. (3) Discipline influential work on the performance of member in Hubdam Unit VII / Wirabuana. (4) Morale affect the performance of members in Hubdam Unit VII / Wirabuana.]]>
<![CDATA[PENGARUH GAYA KEPEMIMPINAN, KOMUNIKASI, DAN BUDAYA ORGANISASI TERHADAP KINERJA ASN PADA BALAI PERLUASAN KESEMPATAN PERLUASAN KESEMPATAN KERJA KENDARI KEMENTERIAN KETENAGAKERJAAN ]]>
<![CDATA[Nirmayani Nirmayani]]>;
<![CDATA[Abdul Razak]]>;
<![CDATA[Ummy Kalsum]]>;
<![CDATA[Andi Runis Makkulau]]>
<![CDATA[ Eqien - Jurnal Ekonomi dan Bisnis Vol 11 No 03 (2022): EQIEN- JURNAL EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi DR KH EZ Mutaqien ]]>
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DOI: 10.34308/eqien.v11i03.1191
<![CDATA[The phenomenon that occurs in Center for Expansion of Kendari Employment Opportunities Ministery of Labour Opportunity Expansion employees at the Ministry of Manpower shows that performance is still not optimal and tends to decrease in carrying out their work in accordance with the demands of the work unit. This study aims to determine the effect of leadership style, communication, and organizational culture on employee performance at Center for Expansion of Kendari Employment Opportunities Ministery of Labour. This research is an explanatory research that studies the relationship between two or more variables, then attempts to explain the phenomena that occur. The results of the study show that: (1) Leadership Style, Communication and Organizational Culture simultaneously have a positive and significant effect on the performance Center for Expansion of Kendari Employment Opportunities Ministery of Labour. This means that improving Leadership Style, Communication, and Organizational Culture together will result in significant performance improvements for Center for Expansion of Kendari Employment Opportunities Ministery of Labour. (2) Leadership style has a negative but not significant effect on employee performance at Center for Expansion of Kendari Employment Opportunities Ministery of Labour This means that the decreasing Leadership Style will not affect employee performance. (3) Communication has a positive and significant influence on employee performance at Center for Expansion of Kendari Employment Opportunities Ministery of Labour (4) Organizational Culture has a positive but not significant influence on Center for Expansion of Kendari Employment Opportunities Ministery of Labour employee performance.”]]>
<![CDATA[ANALISIS INOVASI LAYANAN PENATAAN SISTEM MANAJEMEN SDM PADA KANTOR IMIGRASI KELAS I TPI KENDARI ]]>
<![CDATA[Haswindah Limpo]]>;
<![CDATA[Ibnu Hajar]]>;
<![CDATA[Ummy Kalsum]]>
<![CDATA[ Eqien - Jurnal Ekonomi dan Bisnis Vol 11 No 03 (2022): EQIEN- JURNAL EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi DR KH EZ Mutaqien ]]>
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DOI: 10.34308/eqien.v11i03.1195
<![CDATA[This study aims to identify and analyze the service innovation of HR management system management at the Immigration Office Class 1 TPI Kendari. The informants in this study were five people. The data collection techniques using observation, interviews and documentation. While the analytical tool used is qualitative data analysis techniques using triangulation techniques. Based on the results of the study it can be concluded that passport service innovation in terms of ikeni lapak (passport service between cities/districts), ikeni sapa (Kendari immigration ready to deliver your passport), ikeni salto (Kendari immigration to direct photos), ikeni blessing (Kendari immigration praying and alms), lako ikeni (Kendari immigration collective service) and ikeni yanti (Kendari immigration serving with heart) can provide good service to all users of immigration services.]]>
<![CDATA[PENGARUH PERILAKU KEPEMIMPINAN, LINGKUNGAN KERJA DAN KEPUASAN KERJA TERHADAP KOMITMEN PEGAWAI PADA KANTOR IMIGRASI KELAS I TPI KENDARI ]]>
<![CDATA[Norna Ulfah Sayuti]]>;
<![CDATA[Ibnu Hajar]]>;
<![CDATA[Ummy Kalsum]]>
<![CDATA[ Eqien - Jurnal Ekonomi dan Bisnis Vol 11 No 03 (2022): EQIEN- JURNAL EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi DR KH EZ Mutaqien ]]>
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DOI: 10.34308/eqien.v11i03.1226
<![CDATA[This study aims to determine: (1) The influence of leadership behavior, work environment, and job satisfaction simultaneously affect employee commitment at the Immigration Office Class I TPI Kendari. (2) The influence of leadership behavior on employee commitment at the Immigration Office Class I TPI Kendari. (3) The influence of the work environment on employee commitment at the Immigration Office Class I TPI Kendari. (4) The effect of job satisfaction on employee commitment to Class I Immigration Office TPI Kendari. The study population was all employees of the TPI Kendari Class I Immigration Office, namely as many as 76 excluding the leadership, the research data was collected using a questionnaire and processed using the SPSS statistical application. The results of this study indicate that: (1) leadership behavior, work environment, and job satisfaction simultaneously have a positive and significant effect on employee commitment at the Immigration Office Class I TPI Kendari. (2) leadership behavior has a positive and significant effect on employee commitment at the Immigration Office Class I TPI Kendari. (3) work environment has a positive and significant effect on employee commitment at the Immigration Office Class I TPI Kendari (4) job satisfaction has a positive and significant effect on employee commitment at the Immigration Office Class I TPI Kendari]]>
<![CDATA[URGENSI PERAN AGEN PERUBAHAN BIROKRASI DALAM MENINGKATKAN KINERJA APARATUR SIPIL NEGARA KANTOR IMIGRASI KELAS I TPI KENDARI ]]>
<![CDATA[Nur Laila Taslim]]>;
<![CDATA[Bakhtiar Abbas]]>;
<![CDATA[Ummy Kalsum]]>
<![CDATA[ Eqien - Jurnal Ekonomi dan Bisnis Vol 11 No 03 (2022): EQIEN- JURNAL EKONOMI DAN BISNIS ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi DR KH EZ Mutaqien ]]>
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DOI: 10.34308/eqien.v11i03.1227
<![CDATA[The formulation of the problem of this research is how the urgency of the role of bureaucratic change agents in improving the performance of State Civil Apparatus Immigration Office Class I TPI Kendari. The purpose of this study was to determine the Urgency of the Role of Agents of Bureaucratic Change in Improving the Performance of Civil Servants of the Immigration Office Class I TPI Kendari. This type of research is descriptive qualitative in nature. Sources of research data are primary data and secondary data. Data collection techniques are in-depth interviews, literature studies and documentation. The results of the study show that the role of a change agent in an organization is very important in improving the performance of employees or employees. The roles of change agents at the Immigration Office Class I TPI Kendari include: 1) As a catalyst, that is, change agents provide confidence to all employees within their respective work units about the importance of changing work units towards a better work unit; 2) As a driver of change, namely the agent of change is tasked with encouraging and mobilizing employees to participate in changes towards a better work unit; 3) As a solution provider, namely a change agent tasked with providing alternative solutions to employees or leaders in the work unit environment who face obstacles in the process of changing the work unit towards a better work unit; 4) As a mediator, namely a change agent whose job is to help expedite the change process, especially solving problems that arise in the implementation of bureaucratic reform and fostering relationships between parties inside and outside the work unit related to the change process; and 5) As a liaison, namely the agent of change is tasked with connecting two-way communication between employees in the work unit environment and decision makers. The conclusion of the study is that the role of a change agent at the TPI Kendari Class I Immigration Office is very important in improving employee performance. Therefore it is hoped that this role can be increased.]]>
