MAP (Jurnal Manajemen dan Administrasi Publik)

PENGARUH MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN MELALUI KEPUASAN KERJA DI PT. PEGADAIAN AREA MALANG

2026-07-11T03:39:29SE Asia Daylight Time

Human resources are the main asset that determines the success of an organization, including PT Pegadaian Area Malang. Effective human resource management involves developing competencies, enhancing motivation, job satisfaction, work discipline, and creating a conducive work environment. Employees who are highly motivated, satisfied with their jobs, and disciplined tend to be more proactive, creative, and able to work efficiently and innovatively. This directly impacts both individual and organizational performance. In facing increasingly intense industrial competition, PT Pegadaian must prioritize the quality of its human resources to maintain customer satisfaction, enhance competitiveness, and achieve business sustainability in the future. This study aims to describe and examine the influence of motivation and work discipline on employee performance through job satisfaction at PT Pegadaian Area Malang. The sample consisted of 67 respondents selected using random sampling techniques. This study employed quantitative data obtained from primary sources through a survey using questionnaires. Data were collected using a five-point Likert scale. The analysis included the outer model, inner model, hypothesis testing, and mediation variable analysis using SmartPLS 3. The results indicate that motivation and work discipline significantly influence employee performance through job satisfaction.

PENGARUH KONFLIK DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA PADA DINAS SOSIAL PEMBERDAYAAN PEREMPUAN DAN PERLINDUNGAN ANAK KOTA PROBOLINGGO

2026-07-11T03:49:45SE Asia Daylight Time

Employee performance in regional social service agencies is significantly influenced by internal working conditions, particularly work conflict and perceived workload. This study examines the effects of work conflict and workload on employee performance, with job satisfaction as a mediating variable in a municipal-level public social service organization. A quantitative approach with an explanatory design was employed. The population comprised all employees of the local social service agency, and total sampling was applied. Data were collected through structured Likert-scale questionnaires and analyzed using path analysis with statistical software. The analysis included instrument testing, classical assumption tests, multiple regression, and mediation testing. The results indicate that work conflict and workload significantly affect job satisfaction and directly influence employee performance. Job satisfaction also has a positive and significant effect on performance. Furthermore, mediation analysis confirms that job satisfaction significantly mediates the relationship between work conflict, workload, and employee performance. These findings underscore the importance of managing workplace conflict and allocating workload proportionally to sustain job satisfaction and improve performance in the public sector.

PENGARUH MOTIVASI KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI MELALUI KEPUASAN KERJA DI BAGIAN PROTOKOL DAN KOMUNIKASI PIMPINAN SEKRETARIAT DAERAH KOTA PROBOLINGGO

2026-07-13T06:26:50SE Asia Daylight Time

Employee performance is a strategic factor in supporting the effectiveness of local government administration, particularly in organizational units responsible for protocol services and executive communication. This study aims to analyze the effect of work motivation and work environment on employee performance through job satisfaction at the Protocol and Leadership Communication Division of the Regional Secretariat of Probolinggo City. This study employs a quantitative approach using a survey method. The research population consists of all employees of the Protocol and Leadership Communication Division of the Regional Secretariat of Probolinggo City, with a census technique applied as the sampling method. Data were collected through questionnaires that had been tested for validity and reliability. The data were then analyzed using path analysis to examine both direct and indirect effects among the research variables. The results indicate that work motivation and work environment have a positive and significant effect on job satisfaction. Furthermore, work motivation and work environment also have a positive and significant effect on employee performance, both directly and indirectly through job satisfaction as an intervening variable. These findings suggest that improving employee performance can be achieved by strengthening work motivation, creating a supportive work environment, and continuously enhancing job satisfaction.

PERAN MODAL PSIKOLOGIS DALAM MEMEDIASI PENGARUH DUKUNGAN ORGANISASI TERHADAP KINERJA APARATUR SIPIL NEGARA

2026-07-13T06:30:12SE Asia Daylight Time

The era of bureaucratic reform demands improved performance of civil servants in delivering quality public services. This study analyzes the influence of performance-based remuneration and organizational support on employee performance with psychological capital as an intervening variable among civil servants in Kedopok Sub-District, Probolinggo City. Using explanatory research with multiple regression analysis on 30 civil servants, the study reveals that organizational support significantly influences psychological capital (β=0.590; p<0.001) and employee performance (β=0.497; p=0.027), while psychological capital strongly affects performance (β=0.956; p<0.001). Interestingly, performance-based remuneration shows no significant effect on either psychological capital (β=0.068; p=0.610) or employee performance (β=0.010; p=0.958). Path analysis confirms that psychological capital fully mediates the relationship between organizational support and performance (indirect effect=0.571; p<0.05), explaining 59.0% of performance variance. The study concludes that psychological capital, developed through organizational support rather than financial incentives, is the key factor in enhancing civil servant performance. Organizations should prioritize strengthening supportive systems and developing employees' psychological resources over merely increasing performance-based remuneration.

PENGEMBANGAN MODEL REWARD BERBASIS BERKEADILAN STUDI PADA TENAGA MEDIS RSUD dr MOH SALEH KOTA PROBOLINGGO

2026-07-14T06:13:29SE Asia Daylight Time

This research aims to develop a justice-based reward model for medical personnel at Dr. Moh. Saleh Regional Public Hospital in Probolinggo City. Employing a qualitative approach, data were collected through in-depth interviews, observations, and documentation studies, then analyzed using the Miles-Huberman-Saldaña model and QDA Miner software. Research findings reveal that the current reward system operates administratively and fails to reflect the proportionality of contributions, risks, and work responsibilities. Perceptions of injustice emerge across distributive justice (reward disparities relative to workload), procedural justice (lack of transparency in mechanisms), and interactional justice (weak institutional communication). Workload (28.6%), occupational risk (21.4%), and transparency (21.4%) constitute the dominant dimensions shaping justice perceptions. The research produces the Cluster-Based Justice Reward Model for Adaptive Responsibility and Risk (KTRRA), which integrates procedural, distributive, and interactional justice. This model is dynamic, adaptive to structural constraints, and can be implemented gradually without requiring macro-level regulatory changes. Theoretically, the research enriches organizational justice literature within the public hospital context. Practically, the KTRRA model offers a realistic managerial framework for strengthening motivation, performance, and retention of medical personnel through a fair and sustainable reward system.

STRATEGI PENGEMBANGAN KOMPETENSI DIGITAL GURU DALAM IMPLEMENTASI KURIKULUM PEMBELAJARAN MENDALAM

2026-07-14T06:24:55SE Asia Daylight Time

The transformation of 21st-century education demands teachers possess adequate digital competencies to support deep learning. This study examines strategies for developing teacher digital competencies in implementing deep learning curriculum at SMAN 1 Kuripan, Probolinggo Regency. The research employs a qualitative phenomenological approach to explore teachers' experiences and strategies in developing their digital competencies. Data were collected through in-depth interviews with nine informants consisting of the principal, vice principal, ICT coordinator, and six subject teachers. Analysis utilized the interactive model of Miles, Huberman, and Saldana, comprising data condensation, display, and conclusion drawing. Findings reveal that teachers' digital competency levels are intermediate with significant variations. Teachers employ both formal strategies such as training and workshops, and informal strategies including self-directed learning, peer learning, and participation in online learning communities. Main obstacles include limited infrastructure, short training duration, and lack of continuous mentoring. The effective strategy model encompasses a gradual approach tailored to initial competency levels, contextual learning based on real needs, continuous mentoring, and building a collaborative culture.

STRATEGI PENINGKATAN KOMPETENSI PEGAWAI MELALUI PENDIDIKAN DAN PELATIHAN: STUDI KASUS DINAS PERPUSTAKAAN DAN KEARSIPAN KOTA PROBOLINGGO

2026-07-14T06:46:38SE Asia Daylight Time

In the era of digital transformation, civil servant competency has become a critical determinant of public service quality. This qualitative research explores competency improvement strategies through education and training at the Library and Archives Office of Probolinggo City. Using a descriptive-exploratory approach with 16 informants selected purposively, data were collected through in-depth interviews, observations, and documentation studies. Analysis employed Miles and Huberman’s technique with source, method, and time triangulation. Findings reveal that employee competencies require significant enhancement, particularly in technical and digital domains. Training implementation faces constraints including limited budgets, inadequate technological infrastructure, and unstructured evaluation systems. The effective strategy identified is blended learning with the 70-20-10 model: 70% on-the-job learning, 20% social learning, and 10% formal training. Success factors include leadership support, employee motivation, and knowledge-sharing culture, though hindered by budget and infrastructure limitations. Training demonstrates positive impacts on knowledge enhancement, skill development, professional behavior, productivity, and service quality.

PENGARUH DUKUNGAN ORGANISASI DAN FLEKSIBILITAS KERJA TERHADAP KINERJA KARYAWATI MELALUI KESEIMBANGAN KEHIDUPAN KERJA PADA KANTOR KECAMATAN DAN KELURAHAN DI KECAMATAN MAYANGAN, KOTA PROBOLINGGO

2026-07-14T08:15:03SE Asia Daylight Time

This study examines the influence of organizational support and work flexibility on female employee performance through work-life balance at district and sub-district offices in Mayangan District, Probolinggo City. Female employees in government sector face unique challenges balancing professional and domestic responsibilities, impacting optimal performance achievement. The research employed a quantitative approach with survey method involving 35 female employees selected through proportionate stratified random sampling. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. Results indicate organizational support significantly enhances performance with beta coefficient of 0.704 and R-squared of 62.4 percent. However, work flexibility and work-life balance show no significant direct effects on performance. Work-life balance also fails to mediate the relationships. This research contributes theoretically to contextual female employee performance models in Indonesian government sector and provides practical implications for responsive human resource management policies addressing female employees needs.

PENGARUH PEMANFAATAN TEKNOLOGI PENDIDIKAN DAN KOMPETENSI DIGITAL GURU TERHADAP EFEKTIVITAS PEMBELAJARAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI DI SMK NEGERI 3 BALIKPAPAN

2026-07-15T08:08:34SE Asia Daylight Time

This study aims to analyze the effect of educational technology utilization and teachers’ digital competence on learning effectiveness, with job satisfaction as a mediating variable at SMK Negeri 3 Balikpapan. The research employed a quantitative approach using Structural Equation Modeling-Partial Least Squares (SEM-PLS) analysis. The respondents of this study were teachers at SMK Negeri 3 Balikpapan. The results indicate that the utilization of educational technology does not have a significant effect on learning effectiveness, while teachers’ digital competence shows a positive but not significant effect on learning effectiveness. On the other hand, the utilization of educational technology has a positive and significant effect on teachers’ job satisfaction, whereas digital competence does not significantly influence job satisfaction. Furthermore, job satisfaction has a positive and significant effect on learning effectiveness. The mediation analysis reveals that job satisfaction does not significantly mediate the relationship between educational technology utilization and digital competence on learning effectiveness. These findings suggest that learning effectiveness is more directly influenced by the quality of technology implementation and teachers’ psychological factors rather than through the mediating role of job satisfaction.

PENGARUH TAMBAHAN PENGHASILAN PEGAWAI DAN SARANA PRASARANA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING

2026-07-15T07:26:24SE Asia Daylight Time

The era of bureaucratic reform demands enhanced civil servant performance in delivering quality public services. Despite Employee Additional Income (Tambahan Penghasilan Pegawai/TPP) policy implementation since 2020, civil servant professionalism indices remain below national targets with fluctuating performance. This study analyzes the influence of TPP and Infrastructure on Employee Performance with Work Motivation as an intervening variable among civil servants in Mayangan District, Probolinggo City. This quantitative research employed explanatory survey method with path analysis on 30 civil servants using total sampling technique. Data were collected through Likert-scale structured questionnaires. Findings indicate TPP and Infrastructure positively and significantly influence Work Motivation (β=0.483 and β=0.462, p<0.05). Work Motivation significantly influences Performance (β=0.587, p<0.05), becoming the strongest predictor. Critical findings reveal TPP and Infrastructure have no direct influence on Performance but both significantly affect Performance indirectly through Work Motivation (β=0.283 and β=0.271, p<0.05), indicating full mediation. The model explains 79.4% of performance variance. This study confirms Work Motivation as the key mechanism linking organizational factors to performance, shifting civil servant performance management paradigm from structural focus to psychological emphasis.