Journal La Bisecoman

How Employer Branding Shapes Person-Organization Fit in Gen Z: The Strategic Role of Social Media

Arinda Salma — 2025-07-17

As the world continues to develop and change, generations and intergenerational expectations are also changing. One of them is Generation Z, which shows unique characteristics in choosing a job, prioritizing the alignment of values and company culture. This study aims to examine the effect of employer branding on person- organization fit (P-O fit) in Generation Z job seekers, with social media as a mediating variable. The method used in this study is a quantitative approach with data collection through a questionnaire distributed online to 136 respondents who met the research criteria. The results of the analysis using SmartPLS show that employer branding has a positive and significant effect on P-O fit, and social media plays an important role in increasing this influence. These findings emphasize that companies need to build a strong and transparent image through social media to attract and retain Generation Z talent. This study provides insight for companies in formulating effective recruitment strategies in a competitive labor market.

The Influence of Organizational Culture, Organizational Commitment and Job Satisfaction on Asn Employee Performance

Akmal Akmal — 2025-07-18

The purpose of the research This is to analyze influence culture organization to performance employee to performance employee on Office Institution Community Class I Makassar, to analyze influence commitment organization to performance employee to performance employee on Office Institution Community Class I Makassar, to analyze the influence of job satisfaction on employee performance on Office of the Institute Community Class I Makassar and to Analyze influence culture organization, commitment organization And satisfaction Work to performance employee in a way simultaneous or combination. This research is survey research with a quantitative research approach. The location of this research is in the Class I Makassar Correctional Institution (Lapas). The population in this study was 141 people with a sample of 58 people. The main instrument used to obtain data was using a questionnaire. As for the data analysis technique using Multiple Regression analysis technique. Based on the results of this study, it shows that Organizational Culture has a positive and insignificant effect on the performance of civil servants of the Makassar Class I Penitentiary. This means that Organizational Culture has a unidirectional relationship and is not one of the determining factors for the rise and fall of employee performance. Organizational Commitment does not have a positive and insignificant effect on the performance of civil servants of the Makassar Class I Penitentiary. This means that Organizational Commitment has a non-unidirectional relationship and is not one of the determining factors for the rise and fall of employee performance.

The Influence of Work Environment And Work Motivation on the Performance of Employees in the Health Service, Population Control and Family Planning

Sarinah Sarinah — 2025-07-18

work motivation on employee performance at the Nunukan Regency Population Control and Family Planning Health Service. This research uses quantitative methods by collecting data through questionnaires distributed to employees at the agency. The collected data was then analyzed using statistical techniques to test the relationship between work environment variables, work motivation and employee performance. The research results show that less conducive work environments, such as hot air temperatures and room cleanliness, do not have a significant influence on employee performance. This indicates that although the work environment can influence comfort, its impact on work productivity is not significant. On the other hand, work motivation is proven to have a positive and significant influence on employee performance, with a high level of motivation playing an important role in increasing dedication and task achievement. Overall, both the work environment and work motivation, both individually and collectively, have a significant influence on employee performance. Based on the results of this research, motivation factors are important in improving employee performance, while the work environment also needs to be considered to create a more conducive work atmosphere. This research suggests that agencies should focus more on developing programs that can increase work motivation, such as providing incentives and rewards, as well as improving the physical conditions of the work environment to increase employee comfort.

Implementation of M-Passport Application in Improving the Quality of Public Services

Fadliastuti Rafi — 2025-07-18

This study aims to (1) provide an overview of the implementation of the M-Passport application in the Passport service process, (2) assess its effectiveness and efficiency in improving service processes, and (3) identify obstacles faced during its implementation at the Makassar Class I TPI Immigration Office. The research adopts a mixed-method approach, involving 42 passport applicants and managers. Data were collected through interviews, questionnaires, and observations, and analyzed using data triangulation. The M-Passport application has significantly improved service procedures, offering clear, accessible guidelines for applicants. It ensures timely service completion and transparent payment details, enhancing overall user satisfaction. The application is supported by adequate infrastructure, including waiting areas, playrooms, breastfeeding rooms, separate toilets for public use and disabilities, and dedicated counters for Indonesian and foreign applicants. Information and service ambassadors are also available to assist users. The effectiveness of Passport services using the M-Passport application is rated at 84.56% ("Good"), while efficiency is rated at 83.88% ("Good"). Despite these achievements, challenges remain. Frequent maintenance and updates can render the application inaccessible for 2–3 days. Network issues also affect accessibility, while limited-service quotas occasionally prevent applicants from securing preferred schedules. the M-Passport application has improved the service experience at the Makassar Immigration Office but requires addressing maintenance, network reliability, and quota limitations to enhance its effectiveness and efficiency further.

The Effect of Participatory Leadership Style and Organizational Culture on Employee Performance

Nadia Nadia — 2025-08-08

In the current research, the authors conduct research aimed at determining the determinants of performance among the employees in government institutions; however, they argue that employee performance cannot be attributed to factors/determinants like managerial initiative alone but the collective influence of the leadership behaviour and the institutional culture combined. The empirical study, with quantitative research design and a sample of 50 employees taken as a random sample of Perumda Tirta Mangkaluku, Palopo City, uses multiple regressions in statistically examining the correlation between participative leadership, organisational culture and performance. This result shows that there is a positive relationship between participative leadership and performance but a point must be made that this effect is significantly weaker compared to that of organisational culture. In particular, participative leadership contributes only 27.9 percent of the variance in performance yet organisational culture contributes 59.6 percent. The findings give the impression that performance is not only dependent on the managerial efforts but is inherent in the organisation itself in terms of normative architecture. Culture, unlike appearing as a peripheral variable, is utilized as a constitutive power that influences behaviour among employees. The research, therefore, highlights the importance of programming not only to leadership training or institutional process reform, but to the development of meaning systems, symbolic integration and cultural conformity that would make high performance accessible and sustainable.

Does ESG Risk Rating Matter for Firm Value in Indonesia? Testing the Interaction Effect of Firm Size

Evy Natalia — 2025-08-08

This study aims to analyze the impact of ESG Risk Rating, profitability, and growth opportunity on firm value. Given the ongoing debates surrounding ESG research in Indonesia, a more in-depth examination is required. The researcher has developed three econometric models to test six hypotheses related to this issue. This research is distinct from previous studies as it proposes an integrated model incorporating firm size as a moderating variable. The estimation model was tested using moderated regression analysis (MRA), with data comprising 240 observations over the period 2019-2024. The analysis results indicate that ESG Risk Rating in Indonesia does not have a significant impact on firm value. However, profitability and growth opportunity exhibit a significant positive effect on firm value. Further, the interaction model analysis reveals that firm size moderates the relationship between growth opportunity and firm value. These findings suggest that, at present, ESG Risk Rating information in Indonesia is not considered relevant by investors in assessing corporate performance.

Investigation of Islamic Social Reporting, Public Ownership, Size and Firm Value: Testing the Mediation Effect of Financial Performance

Rosmiati Rosmiati — 2025-08-11

This study aims to analyze the influence of Islamic Social Reporting (ISR), public ownership, and firm size on firm value, with financial performance as a mediating variable, focusing on companies listed in the Jakarta Islamic Index (JII) on the Indonesia Stock Exchange (IDX). ISR serves as a crucial indicator for measuring corporate compliance with Sharia principles, encompassing social and environmental aspects. Research combining ISR with public ownership and firm size mediated by financial performance remains relatively rare in Indonesia. The study observes companies included in the JII, utilizing annual financial report data from 2019 to 2023. Path analysis is used to examine the relationships between variables through 10 research hypotheses. The analysis results indicate that ISR and public ownership (KPP) do not influence firm value (Tobin’s Q, TBQ). Meanwhile, firm size (SIZ) negatively affects financial performance (KJK) and TBQ. In the second model test, KJK appears to positively affect TBQ, while ISR shows a negative effect on TBQ. Furthermore, the Sobel test results reveal that KJK can only mediates the effect of SIZ on TBQ. Mediation effects of KJK on TBQ are not observed for ISR and KPP. These findings confirm that ISR directly affects TBQ. The negative impact of ISR needs further investigation, as it is inconsistent with theoretical concepts.

The Influence of Competency, Discipline, and Workload on Employee Performance through Job Satisfaction: A Case Study

Nurmadhani Fitri Suyuthi — 2025-08-11

This study examines the interference of competency, discipline and workload on the performance in a regulated professional services organization namely the Public Appraisal Services Office (KJPP) Satria Setiawan dan Rekan located in Indonesia. With the current performance expectations in service settings being more complex than ever before, it is important to spell out the dynamics behind the forces of productivity. Based on that, quantitative method, structural equation modelling using Smart PLS 4.0 and the study sample containing 75 certified appraisers registered in the Indonesian Ministry of Finance were employed. Findings show how competency, discipline and workload are having significant effects towards job satisfaction and significantly to the extent that the employee performance is affected positively. More importantly, competency plays a full mediatorship role through job satisfaction, which is not manifested in the case of discipline and workload. These data indicate that technical skills and structure of tasks are not enough to determine the outcome of a performance, rather there is another central psychological process job satisfaction that mediates or diminishes the effect of the foregoing processes. Therefore, on the managerial level, the strategy of human capital will have to go beyond the functional training and adherence protocols to invoking embodied experience and emotional commitment in the employees. Job satisfaction should be viewed as an organizational strategic priority by the organizations trying to ensuring sustainable performance through use of job satisfaction in competency development, work load design and cultural reinforcement.

Analysis of Healthcare Services Based on Local Wisdom and Holistic Care in Relation to Patient Loyalty

Rina Asih Budi Cahyaningrum — 2025-09-08

Health services that focus solely on medical aspects often fail to address patients’ comprehensive needs. Integrating local wisdom and holistic care offers a strategic approach to enhance service quality. Local wisdom reflects community cultural values, while holistic care addresses physical, psychological, social, and spiritual dimensions. Together, they can strengthen hospital image, increase satisfaction, and build loyalty. PKU Muhammadiyah Karanganyar Hospital, grounded in religious and cultural values, is well-positioned to apply this model. This study analyzes the influence of services based on local wisdom and holistic care on patient loyalty, with hospital image and satisfaction as mediators. A quantitative cross-sectional design was used, involving 205 patients surveyed with closed-ended questionnaires. Data were analyzed using SEM-PLS with SmartPLS software. Findings show that services rooted in local wisdom positively influence hospital image, though modestly. Holistic care has a stronger impact on both image and satisfaction. Mediation analysis indicates that hospital image and satisfaction significantly link service provision to loyalty. Hospital image has a moderate effect on loyalty, while satisfaction plays a more direct role. The results suggest that cultivating a strong image and delivering comprehensive care are essential to fostering loyalty. Holistic care emerges as the dominant factor shaping positive perceptions and satisfaction. The study concludes that integrating cultural values with holistic care effectively strengthens patient relationships. Such a strategy should be a cornerstone of hospital service improvement.

Analysis of the Role of Transformational Leadership in Improving Employee Work Motivation and Performance and its Impact on Hospital Business Sustainability

Irma Yurita — 2025-09-08

This study aims to analyze the influence of transformational leadership on work motivation, employee performance, and business sustainability at Pala Raya Hospital (RSIA Pala Raya) in Tegal Regency, and to examine the mediating role of work motivation and employee performance in this relationship. The background of this study is based on the decline in patient visits and hospital revenue, which raises the need for a sustainability strategy based on internal organizational strengthening. The research method used is a quantitative explanatory approach with a total sampling technique of 200 employee respondents, and data analysis was conducted using SEM-PLS through SmartPLS 4.0. The results show that transformational leadership has a significant and positive effect on work motivation and employee performance, and has an impact on the sustainability of the hospital's business. Work motivation has a stronger influence than performance on sustainability. The mediation test shows that work motivation is a significant mediator in the relationship between transformational leadership and business sustainability, while employee performance is not. The study also identified various obstacles in the implementation of transformational leadership, such as lack of training, bureaucratic culture, and a reward system that does not support innovation. These findings emphasize the importance of the role of inspirational and participatory leadership in building motivation and supporting hospital sustainability.

The Influence of Human Resource Development on the Professionalism and Integrity of Police Members

Sri Adrianti Muin — 2025-09-08

This paper examines the impact of human resource development (HRD) strategies on the professionalism and integrity of the police officers in Police Station Takalar, South Sulawesi in Indonesia. It also analyses four HRD dimensions based on the quantitative explanatory approach using training and education, ethical guidance, career management, and recruitment systems. Proportional stratified random sampling of 125 respondents using structured questionnaires was used to collect the data to ascertain the impact of each of the HRD components. The results indicate that training and education are the most influential ones, then ethical guidance and career management are moderate ones and recruitment is lower but not negligible. These findings point to the vitality of continuing professional growth and training centered on ethics in reinforcing both competence and moral uprightness in police officers. Another area of research that is covered is the absence of empirical research on how integrated HRD policies influence institutions that are in charge of national security. This study is unique in the sense that in contrast to earlier researches where the primary methods used were qualitative or normative, this study presents quantitative evidence that can be used to make more effective and responsible HRD policies. Implications include that the police institution reforms must focus on systemic capacity building as a strategic investment to increase credibility and community trust of the law enforcers.

Influence of Risk Management and Income Diversification on Bank Profitability in Indonesia

Vina Kurnia Putri — 2025-09-19

This study aims to examine the effect of risk management and income diversification on the profitability of conventional banks in Indonesia during the 2020–2024 period. Profitability is measured using indicators of operational efficiency and the bank's ability to generate margins through intermediation. The independent variables include credit risk, liquidity risk, bank capital, operational risk, and income diversification as a strategic factor. The research applies a quantitative method with secondary data obtained from the annual financial statements of conventional commercial banks listed on the Indonesia Stock Exchange. The banks were selected using purposive sampling based on data completeness and consistency throughout the observation period. The analysis results show that liquidity risk has a significant negative impact on profitability, while bank capital and operational risk have a significant positive effect. In contrast, credit risk and income diversification do not have a statistically significant influence on profitability. These findings provide an in-depth understanding of how each risk-related variable and income structure aspect contributes to the financial performance of banks. The study concludes that effective risk management and strategic capital utilization play a critical role in improving bank profitability, while income diversification alone may not be sufficient without aligned risk mitigation efforts. This research offers practical implications for bank management in strengthening risk-based decision-making, for investors in assessing financial resilience, and for regulators in formulating stability-focused policies in the national banking sector.

The Effect of Work Environment, Work Motivation, and Compensation on Employee Performance

Fajar Kristianto — 2025-09-22

This study aims to examine the influence of work environment, work motivation, and compensation on employee performance through a literature review approach. The study uses a literature review method by analyzing journals published in the last ten years. The population consists of previous relevant studies, with samples from national and international journals discussing the related variables. The research design is descriptive with content analysis techniques to identify patterns of relationships among variables. The results show that work environment, work motivation, and compensation generally have a positive and significant effect on employee performance, both partially and simultaneously. The novelty lies in the systematic mapping of findings from various studies to provide a comprehensive picture of the relationships among these variables. Companies are advised to improve the quality of the physical and non-physical work environment, enhance fair compensation systems, and manage motivation factors effectively.

Analysis of Regional Market Management

Nurul Mawahda — 2025-09-23

This research aims to find out an overview of how the process of establishing markets in Sinjai Regency and how the application of regional market standardization in Sinjai Regency The research method used is descriptive research method, namely data collection techniques carried out by in dept interviews (in-depth interviews), observation, online data searches, and literature studies. The data obtained was then analyzed qualitatively by explaining and describing the data studied. The results of this study show that: (1) The management of regional markets in Sinjai Regency is regulated in Regional Regulation Number 10 of 2016 where in this Regional Regulation everything related to market management has been regulated; (2) The Sinjai Regency Government in this case involved in market management includes the Industry Trade and Energy Mineral Resources Office, as a regional device authorized by government affairs in the field of trade and UPTD as the person in charge of managing the market; (3) The process of establishing a market in this case is required to analyze the socio-economic conditions of the community and micro, small and medium enterprises in the vicinity; (4) The standardization carried out or contained in the Sinjai Regency Regional Regulation is a general Regional Regulation.

Style Influence Transformational Leadership and Organizational Culture on Employee Performance

Siti Hardiyanti Mustaina Hamid — 2025-09-23

This study aimed at investigating and discussing the effect of transformational leadership style on employee performance with the view of establishing whether organizational culture had an effect on employee performance and whether organization culture and transformational leadership style jointly had significant impact on employee performance at the Makassar Region V Airport Authority Office. The authors employed a quantitative approach in this study since the questionnaires were distributed to the employees in the Makassar Region V Airport Authority Office. The purposive method was used to select the research sample whereby 50 respondents would pass a questionnaire that was valid and reliable. Findings of this research point to the fact that: (1) transformational leadership style does not significantly and positively influence employee performance at Makassar Region V Airport Authority Office. (2) Organizational culture positively and significantly influences the performance of employees, and influences the performance of employees in part at the Makassar Region V Airport Authority Office. (3) At the same time, the organization culture and the style of leadership, transformational leadership style, significantly influence the employee performance at the Makassar Region V Airport Authority Office.