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EFFECT OF SUPERVISION AND QUALITY OF SERVICE ON EMPLOYEE WORK PRODUCTIVITY AT THE HARBORMASTER AND PORT AUTHORITY OFFICE CLASS III KIJANG Abd. Rachman; Inggerit Paradila Putri; Indrayani Indrayani; Ngaliman Ngaliman
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.143

Abstract

This study is intended to analyze the work productivity of employees at the Harbormaster and Port Authority Office Class III Kijang. By using the variables of supervision and service quality to analyze the effect on the employee's work productivity. The population in this study were employees at the Harbormaster and Port Authority Office Class III Kijang. The samples taken in this study were 30 respondents. Data collection was used by the questionnaire method, namely by providing a list of questions to the respondents. The results of this study indicate that supervision and service quality affect the work productivity of employees at the Harbormaster and Port Authority Office Class III Kijang where the R value is 0,683(68.3%). While the R-square coefficient = 0.467 so that the coefficient of determination (R2) = 46.7% can be calculated. For the partial test (t test) it was found that the supervision was accepted, with a significant value of 0.035 < 0.05, the quality of service was accepted, so that a significant value of 0.000 < 0.05 was obtained. While the simultaneous test is obtained Fcount > Ftable or 11.807 > 3.34 and Fsig level 0.000 < 0.05 then Ha accepted.
DETERMINATION OF COMPETENCE, INDIVIDUAL CARACTERISTICS, EDUCATION AND TRAINING ON SATISFACTION WORKING THROUGH THE PERFORMANCE OF EMPLOYEES IN HR DEVELOPMENT AGENCY KARIMUN DISTRICT Ady Kurniawan; Indrayani Indrayani; Muammar Khaddafi; Ngaliman Ngaliman
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.144

Abstract

Competency-based HR management is a must, as a paradigm of the approach that is considered the most urgent to emphasize that the human element is the main element of organizational success. However, organizations to be able to provide quality state civil servants in order to support the achievement of the goals and objectives of the organization with high performance standards need to continuously improve the mtu and quality of its human resources. In addition, the competencies possessed by each employee individually can support the implementation of the organization's vision and mission through the strategic performance of government organizations. In this research, the title under study is: Competence Determination, Individual Characteristics, Education and Training on Job Satisfaction through Employee Performance at the Karimun District Human Resources Development Agency.
THE INFLUENCE OF ORGANIZATIONAL CULTURE AND WORK ENVIRONMENT ON EMPLOYEE LOYALTY WHICH AN IMPACT ON THE PERFORMANCE OF EMPLOYEES OF PT PATRIA MARITIM PERKASA (PMP) BATAM Andhi Kusuma; Indrayani Indrayani; Bambang Satriawan; Chablullah Wibisono
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.145

Abstract

The cause of this research is to understand the affect of organizational culture and work environment towards the loyalty of personnel in addition to their impact at the performance of employees of PT. Patria Maritim Perkasa Batam. approach of statistics collection on this observe is a questionnaire, remark, documentation. strategies of descriptive and quantitative techniques with course evaluation that may be used to measure the affect of organizational culture and work surroundings towards the loyalty of employees as well as their effect at the overall performance of employees of PT Patria Maritim Perkasa Batam. based totally on a take a look at of the free variable F (organizational culture, work environment) mutually have a fantastic and huge impact against the variable is certain ( the loyalty of personnel and employee performance).
EFFECT OF WORK ASSESSMENT, WORK DISCIPLINE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE CAREER DEVELOPMENTPUBLIC WORKS AND SPATIAL ARRANGEMENTS REGENCY OF KARIMUN Andykhatria Andykhatria; Indrayani Indrayani; Mohamad Almansa Fitra; Syahril Syahril; Hasudungan Hutasoit; I Wayan Catra Yasa
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.146

Abstract

Competency-based HR management is a must, as a paradigm of the approach that is Career development is the process of improving skills, positions, and responsibilities. This study aims to determine the influence of performance assessment, work discipline and organizational commitment to employee career development. The population of this study is Civil Servants in the Public Works and Spatial Planning Office of Karimun Regency which amounts to 66 employees with a sample of 65 employees. The type of research used in this study is associative research. The method that can be used in this study is to use structural equation modeling (SEM) analysis based on variance, namely Partial Least Square (PLS). The research data was collected by questionnaire instrument. The results of the analysis in this study found that performance assessment had a positive and insignificant effect on employee career development (β = 0.270, p = 0.131) so it can be concluded that the results of the study rejected the first hypothesis. The results of the work discipline analysis showed a significant negative result with a probability value (β = -0.300, p = 0.026) so it can be concluded that the results of the study support the second hypothesis. The results of the organizational commitment analysis showed a significant positive result with a probability value (β = 0.293, p = 0.039) so that it can be concluded that the results of the study support the third hypothesis. The study also showed that 21% of employee career development variables were influenced by performance assessment variables, work disciplines and organizational commitments while another 79% were influenced by other variables.
EFFECT OF WORK ASSESSMENT, WORK DISCIPLINE AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE CAREER DEVELOPMENTPUBLIC WORKS AND SPATIAL ARRANGEMENTS REGENCY OF KARIMUN Andykhatria Andykhatria; Indrayani Indrayani; Mohamad Almansa Fitra; Syahril Syahril; Hasudungan Hutasoit; I Wayan Catra Yasa
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.161

Abstract

Competency-based HR management is a must, as a paradigm of the approach that is Career development is the process of improving skills, positions, and responsibilities. This study aims to determine the influence of performance assessment, work discipline and organizational commitment to employee career development. The population of this study is Civil Servants in the Public Works and Spatial Planning Office of Karimun Regency which amounts to 66 employees with a sample of 65 employees. The type of research used in this study is associative research. The method that can be used in this study is to use structural equation modeling (SEM) analysis based on variance, namely Partial Least Square (PLS). The research data was collected by questionnaire instrument. The results of the analysis in this study found that performance assessment had a positive and insignificant effect on employee career development (β = 0.270, p = 0.131) so it can be concluded that the results of the study rejected the first hypothesis. The results of the work discipline analysis showed a significant negative result with a probability value (β = -0.300, p = 0.026) so it can be concluded that the results of the study support the second hypothesis. The results of the organizational commitment analysis showed a significant positive result with a probability value (β = 0.293, p = 0.039) so that it can be concluded that the results of the study support the third hypothesis. The study also showed that 21% of employee career development variables were influenced by performance assessment variables, work disciplines and organizational commitments while another 79% were influenced by other variables.
EFFECT OF RECRUITMENT PROCESSES, PLACEMENTS, WORK EXPERIENCE AND EMPLOYEE DISCIPLINE ON EMPLOYEE WORK ACHIEVEMENT IN THE DEPARTMENT OF POPULATION AND CIVIL REGISTRATION OF KARIMUN DISTRICT IN 2020 Hasudungan Hutasoit; Syahril Syahril; Andykhatria Andykhatria; Mohamad Almansa Fitra; Indrayani Indrayani
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.163

Abstract

This study aims to determine: (1) the effect of the recruitment process on employee job performance at the Population and Civil Registration Service, (2) the effect of employee placement on employee performance at the Population and Civil Registration Service, (3) the effect of employee discipline on achievement Employee work at the Department of Population and Civil Registration, (4) the effect of work experience on employee performance at the Department of Population and Civil Registration, (5) the effect of the recruitment process on the placement of staff at the Department of Population and Civil Registration, (6) the effect of the recruitment process on employee discipline at the Department of Population and Civil Registration, (7) the effect of the recruitment process on work experience at the Department of Population and Civil Registration, (8) the effect of employee placement on work discipline at the Department of Population and Civil Registration, (9) the effect of employee placement on work experience at the Office Citizenship and Civil Registration, (10) the influence of employee discipline on work experience at the Department of Population and Civil Registration, (11) the effect of the recruitment process, placement, employee discipline and work experience on employee work performance at the Population and Civil Registration Service, (12) the effect of the recruitment process on employee placement through employee job performance at the Population and Civil Registration Service. This study uses research. quantitative by associative method. The data collection techniques in this study were questionnaires and interviews. The sampling technique used was probability sampling technique, namely stratified random sampling at the Department of Population and Civil Registration with a total of 50 respondents. The validity and reliability of the questionnaire data have been tested.
THE EFFECT OF COMPETENCE, COMMUNICATION AND MOTIVATION ON PERFORMANCE OF BATAM UTARA TAX OFFICE’s EMPLOYEE Herny Setiyowati; Indrayani Indrayani; Ngaliman Ngaliman; Ngalimun Ngalimun
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 2 No. 1 (2022): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v2i1.164

Abstract

Employees in carrying out their duties and functions are expected to provide the performance expected by the organization. The elements that affect performance include employee competence, communication and employee motivation in carrying out their duties and functions. This condition is also expected to give the same result to the Batam Utara Tax Office. To determine the effect of competence, communication, motivation on the performance of the employees of the Batam Utara Tax Office. The sample of the study amounted to 50 people, this study obtained the results Y = 7.582 + 0.036x1 + 0.414x2 + 0.293x3 +e. With an R2 value of 0.625 (62.5%). The competence variable has an insignificant positive effect on performance of 0.036, a significant level of 0.829 is greater than 0.05, the hypothesis Ho is rejected and Ha is accepted, the conclusion is the hypothesis is rejected. the hypothesis Ha is accepted and Ho is rejected, the conclusion of the hypothesis is accepted. motivation has a significant effect on work performance of 0.293 significant level 0.033 smaller than 0.05 the hypothesis Ha is accepted and Ho is rejected, the conclusion is the hypothesis is accepted. Competence, communication and motivation affect employee performance Simultaneous Test (F test) of 17.809 with a significant value of 0.000 where the value is smaller than 0.05. Hypothesis Ho is rejected and Ha is accepted.
EFFECT OF WORK SPIRIT AND WORK MOTIVATION ONEMPLOYEE ENGAGEMENT IN THE TANJUNGPINANG BUMI RESTAURANT (VEGETARIAN) Ikram Jerry Setiawan; Indrayani Indrayani; Muammar Khaddafi; Yanita Yanita; Henny Irawati
MORFAI JOURNAL Vol. 2 No. 1 (2022): April
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v2i1.197

Abstract

This research aims to know the influence of the variable work spirit and motivation towards Employee Engagement at the restaurant Bumi Maitri (Vegetarian) Tanjungpinang. The study used quantitative associative methods with a population of 42 respondents at the Maitri Earth Restaurant (Vegetarian) Tanjungpinang. The results of the study were Y = 50,503 + 0, 461X1 + 0, 552X2 + E and the value of coefficient of determination (R2) amounted to 0.245 or 24.5%. The results of a variable T-test of the work spirit towards employee engagement at the obtained value probability Signifkasi of 0.002 < 0.05 and the value of Thitung 3.309 > this 1.68385.. Work motivation variables against employee engagement at the obtained probability signified value of 0,009 < 0.05 and Thitung value 2.756 > this 1.68385. The results of this study showed that the working motivation variable partially affected the employee engagement in the restaurant Bumi Maitri (Vegetarian) Tanjungpinang. The test results of the working spirit and the motivation of work affect employee engagement with the value of Fcalculate 7.641 > Ftabel3, 24th. The value of Adjusted R Square is 0.245 or 24.5%. The remaining 75.5% is influenced by other variables not examined in this study.
THE INFLUENCE OF WORK DISCIPLINE IN MEDIATING WORKENVIRONMENT RELATIONSHIPS ON JOB SATISFACTION Sapta Nusa Setiawan Pasaribu; Indrayani Indrayani; Muammar Khaddafi; Yanita Yanita; Henny Irawati
MORFAI JOURNAL Vol. 2 No. 1 (2022): April
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v2i1.204

Abstract

This study aims to see the influence of work discipline in mediating the relationship between the work environment and employee job satisfaction in the Regional Tax and Levy Management Agency (BPPRD) Batam city. The number of respondents used as samples in this study was as many as 70 civil servants. The results showed that: (1) The work environment has a positive and significant effect on the discipline of work in the Regional Tax and Levy Management Agency of Batam City, seen from the value of t values 184,194, (2) The work environment has a positive and significant effect on employee job satisfaction in the Tax and Levy Management Agency of Batam City with a value of t values of 21,699, (3) Work discipline has a positive and significant effect on employee job satisfaction in the Regional Tax and Levy Management Agency (BPPRD) Batam cit with the value of t values amounting to 6,480, (4) The work environment positively and significantly affects the job satisfaction of employees in the Batam Regional Tax and Levy Management Agency mediated by the work discipline with a value of T values of 190,674.
DETERMINATION OF TRANSFORMATIONAL LEADERSHIP, EDUCATION AND WORK DISCIPLINE WITH WORK SPIRIT AS A MEDIATOR VARIABLE ON EMPLOYEE PERFORMANCE TAX MANAGEMENT AGENCY AND RETREBUTION FOR THE CITY OF BATAM Rajesh Rila; Indrayani Indrayani; Ayu Rahmasari; Reny Nozariyanti; Muammar Khaddafi
MORFAI JOURNAL Vol. 2 No. 1 (2022): April
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v2i1.206

Abstract

In this study, researchers used data respondents, such as gender, age and long working respondents to provide information on the characteristics of respondents. The questionnaire was spread over 52. The discussion in this chapter is the result of field studies to obtain data on the questionnaire responses that measure five key variables in the study, namely transformational leadership, education, work discipline, work spirit and employee performance. Analysis of data with parametric and non parametrics statistics using SEM-PLS (structural Equation Modelling-Partial Least Square) on the research variables, instrument test, normality test, hypothesis test, as well as discussion of the hypothesis test results and path analysis Path. This research uses path analysis to test relationship patterns that reveal the influence of variables or a set of variables against other variables, both direct influences and indirect influences. Calculation of line coefficient in this study assisted with Smart PLS Ver 3.0. To find out the direct and indirect influences between variables then be seen from the calculation result of the line coefficient and to know the significance. The effect of the X3 variable against X4 has a P-Values value of 0.032 < 0.05, so it can be stated that the effect between X3 against X4 is significant. The effect of the variable X3 against Y has a P-Values value of 0.003 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of the variable X3 against Y has a P-Values value of 0.003 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of the variable X3 against Y has a P-Values value of 0.003 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of a X1 variable against Y has a P-Values value of 0.006 < 0.05, so it can be stated that the effect between X1 to Y is significant. The effect of a X1 variable against Y has a P-Values value of 0.006 < 0.05, so it can be stated that the effect between X1 to Y is significant. The effect of a variable X2 against Y has a P-Values value of 0.011 < 0.05, so it can be stated that the effect of the X2 against Y is significant.