AGILITY

PENGARUH KNOWLEDGE SHARING DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN

Farida Agustin, rizmi samsul rizal, Heru Kusuma — Wed, 31 Dec 2025 00:00:00 +0000

This study aims to determine the effect of Knowledge Sharing and Work Motivation on Employee Performance at PT. Ideliar Multi Kreasi. The research method used is a quantitative approach with multiple linear regression analysis. The total sample consisted of 57 respondents selected using a saturated sampling technique. Based on the results of hypothesis testing, partially Knowledge Sharing has a significant effect on employee performance, with a t-value of 1.906 > t-table 1.673 and a significance level of 0.043 < 0.05. Likewise, Work Motivation has a significant effect with a t-value of 2.000 > t-table 1.673 and a significance level of 0.004 < 0.05. Simultaneously, Knowledge Sharing and Work Motivation significantly influence Employee Performance with an F-value of 34.493 > F-table 3.15 and a significance level of 0.004 < 0.05. The coefficient of determination (R²) of 0.398 indicates that the independent variables contribute 39.8% to the dependent variable. Thus, both Knowledge Sharing and Work Motivation have a positive and significant effect on Employee Performance.

PENGARUH PENGEMBANGAN KARIR DAN KREATIVITAS KERJA TERHADAP PRODUKTIVITAS GURU SMP NEGERI 4 KOTA CILEGON

Lilis Prihandari, Teddy Aprilliadi, mumu Muyasaroh — Wed, 18 Feb 2026 00:00:00 +0000

Work Engagement karyawan mempunyai peran penting dalam suatu perkembangan perusahaan. Work Engagement merupakan sikap dan perilaku karyawan dalam bekerja dengan mengekspresikan diri secara total. Peningkatan dan pengembangan suatu perusahaan ini dapat dilakukan dengan menciptakan karyawan yang engaged dengan pekerjaannya. Setiap perusahaan membutuhkan karyawan Work Engagement yang proaktif dan memiliki komitmen yang tinggi untuk bekerja, sehingga perusahaan mampu bertahan dalam menghadapi persaingan yang semakin kuat. Pada penelitian ini untuk mengetahui pengaruh work engagement dan kepuasan kerja terhadap produktivitas kerja karyawan. Penelitian dilakukan. Pada perusahaan Brasali Group Taman Cilegon dengan jumlah sampel 35 karyawan, penarikan sampel menggunakan teknik sampling jenuh. Pengumpulan data menggunakan teknik observasi, kuesioner, sedangkan analisis data menggunakan uji validitas, reliabilitas, uji normalitas, uji autokorelasi, uji multikolonieritas, uji heteroskedastisitas, uji linearitas, uji kolerasi berganda, uji regresi berganda, uji koefesien determinasi, serta uji hipotesis menggunakan uji signifikan (uji t) dan uji simultan (uji f). Pada Variabel X1 diperoleh pada uji-T Thitung (6,596) > ttabel (2.036), maka Ha1 diterima dan Ho1 ditolak artinya terdapat pengaruh positif pada Work Engagement terhadap Produktivitas Kerja Karyawan Di Perusahaan Brasali Group Taman Cilegon. Pada Variabel X2 diperolah uji-T Thitung (4,529) > ttabel (2.036) maka Ha2 diterima dan Ho2 ditolak artinya terdapat pengaruh Kepuasan Kerja terhadap Produktivitas Kerja Karyawan Di Perusahaan Brasali Group Taman Cilegon. Pada Variabel Y diperoleh uji-F Fhitung (124,202) > (3,28) Ftabel maka dapat diartikan Ho3 ditolak dan Ha3 diterima artinya terdapat pengaruh positif yang signifikan pada Work Engagement dan Kepuasan Kerja terhadap Produktivitas Kerja Karyawan Di Perusahaan Brasali Group Taman Cilegon.

PENGARUH KUALITAS LAYANAN DAN KELENGKAPAN FASILITAS TERHADAP KEPUASAN PELANGGAN KMP DHARMA KARTIKA VIII PADA LINTAS PENYEBERANGAN TANJUNG API-API - TANJUNG KALIAN

Edos, Didi, dzikri — Thu, 09 Apr 2026 00:00:00 +0000

This study examines the effect of service quality and completeness of facilities on customer satisfaction of KMP Dharma Kartika VIII operating on the Tanjung Api-Api - Tanjung Kalian route. The study was motivated by the practical reality of ferry services in which punctuality, comfort, cleanliness, and the responsiveness of officers directly shape passenger evaluations. A quantitative survey design was used with 60 respondents selected from ferry service users. The instrument measured service quality (X1), completeness of facilities (X2), and customer satisfaction (Y) using a Likert scale. Data were analyzed using validity and reliability tests, classical assumption tests, and regression-based hypothesis testing. The findings show that the instruments were valid and reliable (Cronbach's Alpha X1 = 0.808; X2 = 0.646; Y = 0.831). The model met normality, multicollinearity, autocorrelation, and homoscedasticity assumptions. The coefficient of determination (R Square) was 0.342, indicating that 34.2% of customer satisfaction variance was explained by service quality and facilities, while the remaining 65.8% was influenced by other variables. Simultaneous testing confirmed a significant joint effect (F = 14.830; Sig. = 0.000). Partial testing in the analytical stages also showed that service quality had a stronger influence than facilities, although facilities remained an important factor in shaping service experience. The managerial implication of this study is that ferry operators need to improve operational service consistency and facility maintenance simultaneously to strengthen customer trust, repeat usage, and service competitiveness.

Implementasi Penegakan Hukum terhadap Disiplin dan Kinerja ASN: Studi Kualitatif Yuridis Tahun 2024-2025

Yogie Fahrisal Yogie — Wed, 31 Dec 2025 00:00:00 +0000

This study examines the implementation of legal enforcement concerning discipline and performance of Indonesian civil servants during 2024-2025. The analysis focuses on the connection between disciplinary norms, performance management, managerial authority, and organizational effectiveness in public administration. The study applies a qualitative juridical approach based on documentary analysis. Primary legal materials include Law Number 20 of 2023 on State Civil Apparatus, Government Regulation Number 94 of 2021 on Civil Servant Discipline, Government Regulation Number 30 of 2019 on Civil Servant Performance Appraisal, Ministerial Regulation of Administrative and Bureaucratic Reform Number 6 of 2022 on Civil Servant Performance Management, and National Civil Service Agency Regulation Number 6 of 2022 on the implementation of civil servant discipline. Secondary materials include reports from the National Civil Service Agency, public data on civil servant neutrality in the 2024 election cycle, and public management literature. The findings indicate that disciplinary law enforcement should not be reduced to administrative sanctions. It becomes a performance governance instrument when it meets four requirements: procedural certainty, proportional sanctions, integration with performance data, and consistent follow-up by direct supervisors and authorized officials. The study proposes an integrated performance-based discipline enforcement model that links prevention, coaching, behavioral assessment, and sanctions within one civil service management cycle.