Determinants of Employee Performance: A Study at Makhad Al-Jamiah IAIN Langsa
DOI:
https://doi.org/10.35870/emt.v9i1.3414Keywords:
Factors, Performance of IAIN Langsa EmployeesAbstract
This study aims to analyze the factors that affect employee performance at Makhad Al-Jamiah IAIN Langsa. Employee performance is a crucial element in supporting the achievement of organizational goals, especially in Islamic-based educational institutions. This study uses a quantitative approach with a survey method, involving 110 employees as respondents. Data was collected through questionnaires that included variables such as competence, motivation, leadership, work environment, and career development. Data analysis was carried out using descriptive statistical methods and multiple regression to determine the influence of each factor on employee performance. The results of the study show that employee competence has a significant influence on performance, where the improvement of skills and work knowledge is directly correlated with productivity. Motivation, both intrinsic and extrinsic, is also the dominant factor that determines the extent to which employees are willing to make the best contribution. Transformational leadership has been proven to be able to create a conducive work environment, increase morale, and encourage innovation. In addition, facilities and support in the work environment play an important role in ensuring employee comfort and efficiency. Career development through training and job guidance has a positive impact on loyalty and performance.
Downloads
References
Ambarawati, A. (2018). Pengaruh Kepemimpinan, Pengembangan Sumber Daya Manusia Dan Kepuasan Kerja Terhadap Kinerja Pegawai Di Kecamatan Cileunyi, Kabupaten Bandung, Provinsi Jawa Barat. Jurnal MSDA (Manajemen Sumber Daya Aparatur), 6(2), 195-214. DOI: https://doi.org/10.33701/jmsda.v6i2.496.
Anwar Prabu, M. (2017). Manajemen Sumber Daya Manusia Perusahaan, Bandung: PT. Remaja Rosdakarya, 172.
Damanik, M. (2020). Artikel Pengaruh Kepemimpinan, Motivasi, Dan Remunerasi Terhadap Budaya Kerja Dan Peningkatan Kinerja Pegawai Di Lingkungandirektorat Jenderal Pajak Kpp Pratama Pematang Siantar. Jurnal Manajemen Pendidikan dan Ilmu Sosial, 2(1), 194-212.
Dewi, R. S., Zahra, F. A., & Widjojo, J. (2024). Strategi Membangun Loyalitas Karyawan dan Karyawati melalui Etika dan Etos Kerja: Studi Literatur Manajemen Sumber Daya Manusia. Masarin, 2(2), 237-244. DOI: https://doi.org/10.56881/masarin.v2i2.236.
Fitria, R., Idris, A., & Kusuma, A. R. (2014). Pengaruh remunerasi, motivasi dan kepuasan kerja terhadap kinerja pegawai di kantor Pengadilan Tinggi Agama Samarinda. Journal Administrative Reform, 1691, 1704.
Hasibuan, M. (2014). Pemimpin dan Kepemimpinan. Jakarta: Bumi Aksara.
Kuantitatif, P. P. (2016). Metode Penelitian Kunatitatif Kualitatif dan R&D. Alfabeta, Bandung.
Luthans, F., Vogelgesang, G. R., & Lester, P. B. (2006). Developing the psychological capital of resiliency. Human resource development review, 5(1), 25-44.
Marwan, M. P., Konadi, W., Kamaruddin, S. P., & Sufi, I. (2023). Analisis Jalur dan Aplikasi SPSS Versi 25: Edisi Kedua. Merdeka Kreasi Group.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Nursanti, I. (2018). Kinerja Pegawai, Komitmen Organisasi Dalam Produktivitas Kerja Pegawai. Jurnal Administrasi Pendidikan, 15(2), 347-361. DOI: https://doi.org/10.17509/jap.v25i2.15646.
Rajagukguk, S. M., & Intan, F. S. (2017). Pengaruh Kompensasi, Motivasi Karyawan, dan Komitmen Organisasi Terhadap Kinerja Karyawan. Jurnal Akuntansi, 9(2). DOI: https://doi.org/10.28932/jam.v9i2.480.
Retnawati, H. (2017, September). Teknik pengambilan sampel. In Disampaikan pada workshop update penelitian kuantitatif, teknik sampling, analisis data, dan isu plagiarisme (pp. 1-7).
Sarstedt, M., Mooi, E., Sarstedt, M., & Mooi, E. (2019). Regression analysis. A concise guide to market research: The process, data, and methods using IBM SPSS Statistics, 209-256.
Downloads
Published
Issue
Section
License
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.
