DETERMINATION OF THE WORKING ENVIRONMENT, COMPETENCY AND COMMUNICATION ON EMPLOYEE ORGANIZATIONAL COMMITMENT WITH JOB SATISFACTION AS INTERVENING VARIABLE IN THE RIAU ISLAND PROVINCE HEALTH DEPARTMENT
Main Article Content
Citra Lestari
Chablullah Wibisono
Muammar Khaddafi
Indrayani
This study aims to determine the determination of the work environment, competence, communication on work commitment and job satisfaction as intervening variables. The hypothesis proposed that Work Environment determines Job Satisfaction, Competence determines Job Satisfaction, Communication determines Job Satisfaction, Work Environment determines Work Commitment, Competence determines Work Commitment, Communication determines Work Commitment, Job Satisfaction determines Work Commitment, Work Environment determines Work Commitment through Job Satisfaction, Competence determines work commitment through job satisfaction, communication determines work commitment through job satisfaction. The sample in this study were all employees of the Riau Islands Province Health Service with the status of ASN. The number of samples used is 119 respondents. The data obtained were analyzed using data analysis techniques with the help of AMOS 24.0 software. The results of the study show that the work environment determines job satisfaction. CR value of 3.035 > 2,000 and Probability = 0.002 < 0.05, indicating that the positive determination is significant. Competence on Job Satisfaction CR value of 3,641 > 2,000 and Probability = ***<0.05, indicating that the positive determination is significant. Communication on Job Satisfaction Value of CR = 2.330 > 2,000 and Probability = 0.02 <0.05 indicates that the positive determination is significant. Work Environment on Work Commitment Value of CR -0.144 < 2,000 and Probability 0.886 > 0.05 indicates that the positive determination is not significant. Competence on Work Commitment. CR value 0.190 < 2, 000 and Probability = 0.849 > 0.05 indicates that the positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Communication on Work Commitment Value of CR 1.901 < 2,000 and Probability = 0.057 > 0.05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. 05 indicates that the positive determination is not significant. Job Satisfaction on Work Commitment CR value 0.503 < 2,000 and Probability = 0.615 < 0.05 indicates that the positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant. Determination of Work Environment on work commitment through job satisfaction 0.34202342 > 0.005 indicates that positive determination is not significant. Determination of competence on work commitment through job satisfaction 0.3349426 > 0.005 indicates that positive determination is not significant. Communication determination on work commitment through job satisfaction 0.35833489 > 0.005 indicates that positive determination is not significant.
Ade Rizky Prasetya. 2018, Pengaruh Kompetensi Dan Lingkungan Kerja Terhadap
Kinerja Dengan Kepuasan Kerja Sebagai Variabel Intervening, Universitas Islam Indonesia, Yogyakarta.
Aribowo, R, N. 2013. “Pengaruh Kepemimpinan, Motivasi dan Lingkungan Kerja Fisik terhadap Kinerja Karyawan Studi pada CV. Karya Mina Putra Rembang Devisi Kayu”. Skripsi S1. UNDIP. Semarang.
Adolfina. 2012. Analisis Keterkaitan Antara Kepuasan Kerja, Dan Komitmen Organisasi Dengan Kinerja Individu. Jurnal EMBA Vol.2 No.3 September 2014, Hal.864-871.
Argensia , Ritha F. Dalimunthe. 2014. Analisis Pengaruh Kepuasan Kerja Dan Motivasi Terhadap Kinerja Pegawai Dengan Komitmen Organisasional Sebagai Variabel Intervening (Studi Pada Kantor Pengawasan Dan Pelayanan Bea Dan Cukai Tipe Madya Pabean B Medan). Jurnal Ekonom, Vol 17, No 2, April 2014
Alwisol, S, 2014. Manajemen Sumber Daya Manusia Strategi Keunggulan Kompetitif. Edisi Pertama. Yogyakarta : BPFE.
Amstrong, M. (2014). Manajemen Sumber Daya Manusia. Jakarta:Ghalia Indonesia.
Arikunto, S. 2013. Prosedur Penelitian (Suati Pendekatan Praktik. PT. Rineka Cipta. Jakarta.
Ariestia Budi Alfaranti. 2011. Pengaruh Kompensasi dan Lingkungan Kerja Terhadap Kepuasan Kerja dan Komitmen Organisasi Karyawan Unit Spinning II PT Sinar Pantja Djaja Pan Asia Group Semarang. Fakultas Ekonomi. Universitas Negeri Semarang.
AW Suranto. (2016). Komunikasi Interpersonal. Yogyakarta: Graha Ilmu
Bustani, B., Khaddafi, M. ., & Nur Ilham, R. (2022). Regional Financial Management System of Regency/City Regional Original Income In Aceh Province Period Year 2016-2020. International Journal of Educational Review, Law And Social Sciences (IJERLAS), 2(3), 459–468. https://doi.org/10.54443/ijerlas.v2i3.277.
Dale. 2012. “Riset Sumber Daya Manusia”. Jakarta: Gramedia Pustaka Utama.
Darsono & Siswandoko, Tjatjuk. 2013. Sumber Daya Manusia Abad 21. Nusantara Consulting: Jakarta.
Desseler G. 2012. Human resources Development. Prentice-Hall, Inc, A Simon dan Schuter Company. Alih Bahasa Benyamin Molan. Manajemen Sumber Daya Manusia. Jilid 2. Cetakan Kedua. Jakarta : Prenhallindo.
Dessler, Gary (2012). Manajemen Sumber Daya Manusia Jilid II. Jakarta : PT Indeks Pengaruh Motivasi, Kompetensi Dan Kepuasan Terhadap Kinerja Kader
Dwi Hastuti. 2018. Kesehatan Dengan Komitmen Kerja Sebagai Variabel Intervening (Studi Puskesmas Pagiyanten Kabupaten Tegal). Jurnal Magisma Vol. 6 No. 1 – Tahun 2018
Dwi Hastuti, 2018, Pengaruh Motivasi, Kompetensi Dan Kepuasan Terhadap Kinerja Kader Kesehatan Dengan Komitmen Kerja Sebagai Variabel Intervening
(Studi Puskesmas Pagiyanten Kabupaten Tegal). Universitas Muhamadiyah Tegal.
Elina Rahma Pratiwis , Askar Yuniantos, 2018, kepuasan kerja sebagai mediasi pengaruh motivasi, lingkungan Kerja terpersepsi terhadap kinerja, FEB Universitas Stikubank Semarang.
Falahuddin, F., Fuadi, . F., Munandar, M., Juanda, R.., & Nur Ilham, R. . (2022). Increasing Business Supporting Capacity In Msmes Business Group Tempe Bungong Nanggroe Kerupuk In Syamtalira Aron District, Utara Aceh Regency. Irpitage Journal, 2(2), 65–68. https://doi.org/10.54443/irpitage.v2i2.313.
Fred, L. 2015. Periaku Organisasi. Edisi Sepuluh. Penerbit amdi, Yogyakarta.
Geovani, I. ., Nurkhotijah, S. ., Kurniawan, H. ., Milanie, F., & Nur Ilham, R. . (2021). Juridical Analysis of Victims of The Economic Exploitation of Children Under the Age to Realize Legal Protection From Human Rights Aspects: Research Study At The Office of Social and Community Empowerment In Batam City. International Journal of Educational Review, Law And Social Sciences (IJERLAS), 1(1), 45–52. https://doi.org/10.54443/ijerlas.v1i1.10.
Ghozali, Imam. 2013. “Aplikasi Analisis Multivariate dengan Program SPSS”. Semarang: Universitas Diponegoro.
Hair, J, F, Black W.C, W.C. Babin, B.J, Anderson, R.E., & Tatham, R.L .2006. multivariate data analysis. Sixth Edition, New Jersey, Prentice Hall.
Handoko, T, H. 2012. Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta : BPFE.
Hariandja, M, T, Efendi. 2012. Manajemen Sumber daya Manusia. Jakarta. PT. Grasindo.
Hasibuan, M, S,P. 2013. Manajemen Dasar, Pengertian, Masalah, Edisi Revisi, Bumi Aksara: Jakarta.
Ilham, Rico Nur. et all (2019). Comparative of the Supply Chain and Block Chains to Increase the Country Revenues via Virtual Tax Transactions and Replacing Future of Money. International Journal of Suplly Management.Volume 8 No.5 August 2019.
______. et all (2019). Investigation of the Bitcoin Effects on the Country Revenues via Virtual Tax Transactions for Purchasing Management. International Journal of Suplly Management.Volume 8 No.6 December 2019.
Ivancevich., Prawirosentono., Suyadi. 2016. Kebijakan Kinerja Karyawan. BPFE, Yogyakarta.
Janathun Naimah. 2016, Pengaruh Self Efficacy Terhadap Komitmen Organisasional Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Divisi Pengadaan PT. Semen Gresik (Persero) Tbk.. Fakultas Ekonomi. Universitas Airlangga. Surabaya.
Kaswan. 2012. Manajemen Sumber Daya Manusia untuk Keunggulan Bersaing Organisasi. Graha Ilmu, Yogyakarta
Kreitner, Robert and A. Kinicki. 2014. Perilaku Organisasi Edisi 9. Jakarta Selatan. Salemba Empat.
Kreitner, Robert. 2013. Perilaku Organsisasi. Buku 1 Edisi Kelima. Salemba Empat. Jakarta.
Lasta Irawan, A. ., Briggs, D. ., Muhammad Azami, T. ., & Nurfaliza, N. (2021). The Effect of Position Promotion on Employee Satisfaction With Compensation As Intervening Variables: (Case Study on Harvesting Employees of PT. Karya Hevea Indonesia). International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET), 1(1), 11–20. https://doi.org/10.54443/ijset.v1i1.2.
Likdanawati, likdanawati, Yanita, Y., Hamdiah, H., Nur Ilham, R., & Sinta, I. (2022). Effect of Organizational Commitment, Work Motivation And Leadership Style on Employee Performance of Pt. Aceh Distribus Indo Raya. International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET), 1(8), 377–382. https://doi.org/10.54443/ijset.v1i8.41.
Lutfi Hidayat, 2015. Pengaruh lingkungan kerja dan kepuasan Kerja Terhadap komitmen organisasi Karyawan Operasional PT. Tiki kantor cabang pemuda Jakarta timur, Fakultas Ekonomi Universitas Negeri Jakarta
Lthans, Fred. 2016. Perilaku Organisasi. Edisi Sepuluh. Penerbit amdi, Yogyakarta.
M. Aditya Putra Pratama, Fareshti Nurdiana Dihan, 2017. Pengaruh komitmen organisasional dan disiplin kerja terhadap Kinerja karyawan melalui kepuasan kerja sebagai variabel Intervening, Jurnal Bisnis Teori dan Implementasi, Vol. 8 No. 2, Oktober 2017 |
Majied Sumatrani Saragih, M. ., Hikmah Saragih, U. ., & Nur Ilham, R. . (2021). Relationship Between Motivation And Extrinsic Motivation to Icreasing Entrepreneurship Implementation From Spp Al-Falah Group At Blok 10 Village Dolok Masihul. Morfai Journal, 1(1), 1–12. https://doi.org/10.54443/morfai.v1i1.11.
Mangkunegara, A. 2013. Perencanaan dan Pengembangan Manajemen Sumber Daya Manusia. Bandung : PT Refika Aditama
Margaretta. 2014. Kerangka Dasar Sistem Informasi Manajemen. PT. Pustaka Binaman Presindo. Jakarta.
Mathis, Jackson. (2013). “Manajemen Sumber Daya Manusia”. Jakarta: Salemba Empat
Moeheriono. 2012. “Pengukuran Kinerja Berbasis Kompetensi”. Jakarta: Raja Grafindo Persada.
Moeheriono. 2014. Pengukuran Kinerja Berbasis Kompetensi, Edisi Revisi, Jakarta: Rajawali
Moleong, Lexy J. 2012. Metode Penelitian Kualitatif. PT Remaja Rosdakarya, Bandung.
Nitisemito, A, S. 2013. Manajemen personalia Manajemen Sumber Daya Manusia. Edisi Ketiga. Jakarta : Ghalia Indonesia
Ni Wayan Mega Sari Apri Yani, 2018, Pengaruh Gaya Kepemimpinan dan Lingkungan Kerja Terhadap Komitmen Karyawan dengan Motivasi Sebagai Variabel Intervening, Sekolah Tinggi Pariwisata Bali Internasional, https://ejournal.undiksha.ac.id/index.php/IJSSB/index
Nur Ilham, R.., Arliansyah, A., Juanda, R., Multazam, M.., & Saifanur, A. . (2021). Relathionsip Between Money Velocity and Inflation To Increasing Stock Investment Return: Effective Strategic By Jakarta Automated Trading System Next Generation (Jats-Ng) Platform. International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS), 1(1), 87–92. https://doi.org/10.54443/ijebas.v1i1.27.
______., Heikal, M. ., Khaddafi, M. ., F, F., Ichsan, I., F, F., Abbas, D. ., Fauzul Hakim Hasibuan, A. ., Munandar, M., & Chalirafi, C. (2021). Survey of Leading Commodities of Aceh Province As Academic Effort to Join and Build The Country. Irpitage Journal, 1(1), 13–18. https://doi.org/10.54443/irpitage.v1i1.19.
______., Likdanawati, L., Hamdiah, H., Adnan, A., & Sinta, I. . (2022). Community Service Activities “Socialization Avoid Study Investment” to The Student Bond of Serdang Bedagai. Irpitage Journal, 2(2), 61–64. https://doi.org/10.54443/irpitage.v2i2.312.
Odger, S. 2016. Organizational Culture and Leadership, Third Edition, Jossey Bass Publisher. San Francisco. Prentice Hall.
Purnama & Manuatu. 2014. Pengaruh Gaya Kepemimpinan Terhadap Komitmen Organisasi pada PT Pos Indonesia. Jurnal Studi Manajemen dan Organisasi. Vol 2 (1).
Putu Ayu Yuliantini, I.B. Putra Astika, Dewa Nyoman Badera. 2017. Pengaruh Kompetensi Sumber Daya Manusia, Motivasi Dan Lingkungan Kerja Pada Komitmen Organisasi Dan Implikasinya Pada Kinerja Pengurus Barang, E-Jurnal Ekonomi dan Bisnis Universitas Udayana 6.10 (2017): 3697-3730
Rahmaniar, R., Subhan, S., Saharuddin, S., Nur Ilham, R. ., & Anwar, K. . (2022). The Influence of Entrepreneurship Aspects on The Success of The Chips Industry In Matang Glumpang Dua and Panton Labu. International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET), 1(7), 337–348. https://doi.org/10.54443/ijset.v1i7.36.
Rivai, Veithzal dan Sagala, Ella Jauvani. 2012. Manajemen Sumber Daya Manusia untuk Perusahaan dari Teori ke Praktik. Jakarta: PT Raja Grafindo
Rivai, Veithzal. (2012). Manajemen Sumber Daya Manusia untuk Perusahaan. Jakarta Grafindo Persada,
Robbins, P. S. (2016). Organization Behavior. Jakarta: Gramedia.
Robbins, S.P., & Judge, T. A. 2015. Organizational Behavior. New Jersey: Pearson
Robbins, Stephen P. 2015. Organizational Behavior. Alih bahasa Benyamin Molan. 2015. Perilaku Organisasi. Edisi Kesepuluh. Cetakan Pertama. Jakarta : PT. IMDEKS STIE.
Sandi, H. ., Afni Yunita, N. ., Heikal, M. ., Nur Ilham, R. ., & Sinta, I. . (2021). Relationship Between Budget Participation, Job Characteristics, Emotional Intelligence and Work Motivation As Mediator Variables to Strengthening User Power Performance: An Emperical Evidence From Indonesia Government. Morfai Journal, 1(1), 36–48. https://doi.org/10.54443/morfai.v1i1.14.
Sinta, I. ., Nur Ilham, R., Kumala Sari, D. ., M, M., Khaidir, K., & Ekamaida, E. (2021). Training The Processing of Tomato Sauce For A Home-Based Business The Scale of SMES. Irpitage Journal, 1(1), 26–28. https://doi.org/10.54443/irpitage.v1i1.24.
Sinurat, M. ., Heikal, M. ., Simanjuntak, A. ., Siahaan, R. ., & Nur Ilham, R. . (2021). Product Quality On Consumer Purchase Interest With Customer Satisfaction As A Variable Intervening In Black Online Store High Click Market: Case Study on Customers of the Tebing Tinggi Black Market Online Store. Morfai Journal, 1(1), 13–21. https://doi.org/10.54443/morfai.v1i1.12.
Siti Hajar, 2019, Pengaruh Self Efficacy dan Budaya Organisasi Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening pada Rumah Sakit Condong Catur di Yogyakarta, Universitas Islam Indonesia, Yogyakarta
S, Danton. 2012. Struktur Organisasi dan Manajemen. Jakarta: Erlangga.
Sedarmayanti. 2014. Sumber Daya Manusia dan Produktivitas Kerja. Bandung : CV Mandar Maju
Shonia Rahma Ausri Heru Susilo Muhammad Cahyo Widyo Sulistyo, 2018, Pengaruh iklim organisasi Terhadap komitmen organisasional dengan kepuasan kerja Sebagai variabel intervening (Studi pada Karyawan Perusahaan Daerah Air Minum Kota Malang), Fakultas Ilmu Administrasi Univеrsitas Brawijaya Malang
Sopia. 2013. Manajemen. Jilid II. PT Bhuana Ilmu Populer.
Sopiah. 2014. Perilaku Organisasi. Yogyakarta : CV Andi.
Spencer, Lyle & Signe M. Spencer. 2013. Competence at Work, Models For Superior Performance. Canada : John Wiley & Sons, Inc.
Sugiyono. 2013. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta
Supardi. 2013. Kajian Big Five Personality Terhadap Kinerja. Jurnal Socioscientia, Fakultas Ekonomi Universitas Mulawarman, Kalimantan.
Susanti & Palupiningdyah, 2015. Pengaruh kepuasan kerja dan komitmen organisasi
Terhadap kinerja karyawan dengan turnover intention Sebagai variabel intervening, Fakultas Ekonomi, Universitas Negeri Semarang
Tita Isni Alvina, dan Indi Djastuti, . 2018Analisis Pengaruh Lingkungan Kerja Dan Budaya Organisasi Terhadap Komitmen Organisasional Dengan Kepuasan Kerja Sebagai Variabel Intervening, Diponegoro Journal Of Management, Semarang
Wibowo. 2012. Manajemen kinerja. Jakarta:PT Raja Grafindo.
Wirastomo, J. T. (2022). Perception of Ecotourism Development In The Early Stage In Sukorejo Coffee Plantation, Central Java. Syntax Literate; Jurnal Ilmiah Indonesia, 7(2), 2237-2245.
Wicaksono. 2014. Manajemen Sumberdaya daya manusia. Yogyakarta.
Yudi Supiyanto. 2015. Pengaruh Kompensasi, Kompetensi Dan Komitmen Organisasional Terhadap Kepuasan Dan Kinerja, Jurnal Economia, Volume 11, Nomor 2
Yulan dan Bernarto, I. 2017. Pengaruh Self Efficacy, Budaya Organisasi dan Motivasi Kerja Terhadap Komitmen Organisasi. Universitas Pelita Harapan. Tangerang.
Yunisanti, E., Rosidah, Ambar Teguh S. 2016. Manajemen Sumber Daya Manusia Konsep Teori dan Pengembangan dalam Konteks Organisasi Publik. Graha Ilmu, Yogyakarta.
Yusuf Iis, E., Wahyuddin, W., Thoyib, A., Nur Ilham, R., & Sinta, I. (2022). The Effect of Career Development and Work Environment On Employee Performance With Work Motivation As Intervening Variable At The Office Of Agriculture And Livestock In Aceh. International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS), 2(2), 227–236. https://doi.org/10.54443/ijebas.v2i2.191.
Zaenal. 2013. Manajemen Kinerja Sektor Publik. Akademi Manajemen Perusahaan YKPN.
Zwell, Michael. 2012. Creating Culture of Competence. New York : John Wiley & Sons, Inc.
Citra Lestari, Faculty of Economics, Universitas Batam
<strong>International Review of Practical Innovation, Technology And Green Energy (IRPITAGE)</strong> is a scientific journal that presents the results of scientific works sourced from Community Service in Indonesia. Contains All Forms of Novelty Innovations in both scientific science and technology, as well as issues of limited energy and the social environment in society.This journal is intended as a medium for scientific studies of research results from implementation to the community, thoughts and critical-analytic studies on various issues that can be utilized both nationally and internationally. The scientific article is in the form of a study of the implementation of Community Service that can be accounted for and disseminated nationally and internationally. IRPITAGE Journal from Radja Publika as part of the spirit of disseminating knowledge resulting from community service carried out by researchers in Indonesia. The IRPITAGE Journal from Radja Publika provides articles that can be downloaded for free. With a schedule of publications 3 (three) times a year.
