DAMPAK INSENTIF PPH PASAL 21 SAAT PANDEMI COVID19 TERHADAP TAKE HOME PAY DAN PELAPORAN SPT TAHUNAN

The purpose of this study is to determine the impact of incentives Income Tax Article 21 for the withholding and reporting of the Annual income Tax a Permanent Employee. This type of research is descriptive research with case study approach of research about the status of subject of the study with respect to a specific phase or typical of the whole personality. The data were obtained from dokumetansi i.e. data earnings a permanent employee, the calculation of Income Tax Article 21, and form 1721 A1. The Unit of analysis in this research was the individual as a lecturer at the University of Y included in the KLU taxpayers affected by the pandemic Covid19.Income tax Article 21 for the Period of January to March to dependents of employees, thereby reducing the magnitude of the Take Home Pay received. From April to December, employees with certain criteria were given an incentive of income Tax Article 21 by the Government and income Tax withheld by the employer was given simultaneously with the monthly income. With the tax incentives it can increase the Take Home Pay received. Article 21 income tax Borne by the Government received by the employee from the employer is not taken into account as income subject to taxation. Therefore, it must be reported in the tax return (SPT) Annual Personal Income Tax. But in this case the employer does not provide data to the employee about the amount of income Tax Article 21 Borne by the Government.

Pengaruh Status Kepegawaian Terhadap Kepuasan Kerja Dan Komitmen Organisasional

Research with the title The Effect of Employment Status on Job Satisfaction and Organizational Commitment takes the object of non-educational employees at UWKS Surabaya where this research was conducted to see whether employees with contract employee status and employees with permanent employee status have differences in job satisfaction and organizational commitment and to see whether job satisfaction influences organizational commitment. The population in this study were all non-educational employees at Universitas Wijaya Kusuma Surabaya. Sampling in this study was carried out using the convenience sampling method. In this study, the researcher distributed questionnaires to 70 respondents, and 60 have returned. To test hypotheses 1 and 2 using the independent sample t-test and hypothesis 3 using multiple linear regression analysis. After testing, the results showed that the work decision between Contract employees with employees were still no different, likewise, for organizational commitment, there was also no difference, whereas, for the effect of job satisfaction on organizational commitment, the results showed that job satisfaction affected organizational commitment, where if job satisfaction increases, organizational commitment will also increase or it was said that between job satisfaction and organizational commitment had a positive effect.

Retrospective and Prospective of the Subject’s Principle in the Research of Thinking in the Rubinstein’s School

The article compares two lines of development of S.L. Rubinstein's theory. The first of them is associated with the activities of Rubinstein's student and permanent employee, after his death, the director of the Psychological Institute of the Russian Academy of Sciences, A.V. Brushlinsky, the second-with the activities of the last student of S.L. Rubinstein, D.B. Bogoyavlenskaya. If Brushlinsky introduces the concept of non-instantaneous insight, which marks the insight prepared by the previous thinking process, then Bogoyavlenskaya justifies the instantaneity of insight, describing the “vertical” structure of the thinking process and the corresponding language; Brushlinsky introduces the term “sought” to denote the goal of finding a solution to the problem-Bogoyavlenskaya goes further and reveals the ability of the subject to develop activities on his initiative after finding such a solution; Brushlinsky develops the subject-activity approach – Bogoyavlenskaya implements the principle of Rubinstein’s creative autoactivity [1922], developing the philosophical and psychological theory of the teacher and its methodological richness.

Effects of Internship Satisfaction, Subjective Norms, and Self-Efficacy on Student Intern’s Job Application Intention

Internship programs can serve as recruitment and selection strategies that facilitate data collection on the abilities of potential employees to manage their daily work duties. This study aims to examine factors that may influence a student intern’s intentions to apply to convert the internship into a permanent employee position at the same company after graduating from university. The study is grounded in the theory of planned behavior to probe whether internship satisfaction, subjective norms, and self-efficacy are predictors of the intentions of student interns to apply for jobs at companies that offer internship programs. Data collected from 261 Indonesian university students demonstrated that internship satisfaction and subjective norms positively and significantly predicted the intentions of student interns to apply to convert their internships into permanent jobs at the same company. However, self-efficacy did not predict such conversion intentions. Finally, the practical implications of these outcomes are discussed, and directions for prospective research are suggested.

PERAN ENGAGING LEADERSHIP TERHADAP KOMITMEN ORGANISASIONAL DALAM PROXIMAL WITHDRAWAL STATES

Preserving competent employees is still a primary challenge for the organization today. Every company needs to make efforts to retain the employees they have. PT.X is one of the companies operating in the education sector that needs to anticipate future turnovers. This study aims to investigate the role of engaging leadership toward organizational commitment in the Proximal Withdrawal States (PWS) at PT.X. Researchers hope that by great engaging leadership, the organizational commitment will improve so that the probability of turnover will decrease. The study was administered on 295 employees at PT.X, who is a permanent employee and had worked for more than one year. This research belongs to non-experimental quantitative research. A simple regression model was conducted to process the data of this study. The results showed that engaging leadership had a significant role of 16.8% toward organizational commitment. However, based on the situation description, engaging leadership only plays a significant role in the "reluctant stayers," "reluctant leavers," and "enthusiastic stayers" situation. In the "reluctant stayers" situation, engaging leadership accounts for 12.1%. In the "reluctant leavers" situation, a significant role of 62.7% was found, and 8.4% in the "enthusiastic stayers" situation. Furthermore, it is revealed that engaging leadership only plays a significant role toward the continual and normative commitment dimensions in the "reluctant stayers" situation. Meanwhile, in the "reluctant leavers" and "enthusiastic stayers" situation, engaging leadership only plays a significant role in the affective and normative commitment dimensions.Memperoleh karyawan yang kompeten saat ini masih menjadi tantangan utama bagi organisasi. Setiap perusahaan perlu melakukan upaya untuk mempertahankan karyawan yang dimilikinya saat ini. PT. X menjadi salah satu perusahaan yang bergerak di bidang Pendidikan yang perlu melakukan antisipasi terjadinya turnover di masa depan. Penelitian ini bertujuan untuk melihat peran engaging leadership terhadap komitmen organisasi dalam situasi Proximal Withdrawal States (PWS) pada PT. X. Peneliti berharap dengan engaging leadership yang baik, maka komitmen organisasi akan meningkat sehingga peluang terjadinya turnover akan munurun. Penelitian dilakukan pada 295 karyawan yang bekerja di PT. X dengan kriteria sebagai pegawai tetap dan sudah bekerja lebih dari satu tahun. Penelitian ini termasuk ke dalam penelitian kuantitatif non eksperimental. Pengolahan data dilakukan dengan model regresi sederhana. Hasil penelitian menunjukan bahwa engaging leadership berperan signifikan sebesar 16,8% terhadap komitmen organisasi. Namun pada gambaran situasi, engaging leadership hanya berperan signifikan pada situasi reluctan stayers, reluctant leavers dan enthusiastic stayers. Pada situasi reluctant stayers, engaging leadership berperan sebesar 12,1%. Pada situasi reluctant leavers berperan signifikan sebesar 62,7% dan 8,4% pada situasi enthusiastic stayers. Lebih detil lagi dijabarkan bahwa engaging leadership hanya berperan signifikan terhadap dimensi komitmen kontinual dan normatif dalam situasi reluctant stayers. Sementara itu pada situasi reluctant leavers dan enthusiastic stayers, engaging leadership hanya berperan signifikan pada dimensi komitmen afektif dan normatif.

Impact of Motivation, Discipline, Job Satisfaction on Female Lecturer Performance at PH University

This study intended to determine the impact of motivation, discipline, job satisfaction to performance of women lecturers of PH private university. The background of this study because women lecturers who have motivation, discipline, job satisfaction is expected to show their best performance. The study was conducted with quantitative methods, using questionnaires with five Likert scales distributed to 100 women lecturer from PH private university. Respondents had worked for at least two years as a permanent employee. This study used convenience random sampling and SEM PLS for data processing purpose. The results showed that motivation, discipline, job satisfaction have a positive effect on the performance of women lecturer PH university. The research is expected to provide input for the university to manage performance through motivation, discipline, job satisfaction of women lecturer

Differences in Job Satisfaction Between Permanent Employees and Outsourcing Employees of PT. Domusindo Perdana

This research is motivated by the phenomenon of employees who feel they lack the rights as employees in the company.This study aims to determine differences in job satisfaction between permanent employees and outsourced employees of PT. Domusindo Perdana. This research is a comparative quantitative study. The population in this study was 1,242 employees. This study uses a sample of 200 employees with details of 100 permanent employees of PT. Domusindo Perdana and 100 outsourced employees of PT. Domusindo Perdana. The sampling technique used in this study is quota sampling technique. Data collection techniques in this study used a job satisfaction scale consisting of 41 items. The hypothesis in this study is that there are differences in job satisfaction between permanent employees and outsourced employees of PT. Domusindo Perdana. The results in this study indicate that the value of permanent employee job satisfaction (mean rank: 130.78) is higher than the value of outsourcing employee satisfaction (mean rank: 70.22) with a significance value of 0,000 <0.05 which indicates that there are differences in satisfaction work between permanent employees and outsourcing employees of PT. Domusindo Perdana.

The Analysis of Nurse Compliance in Documenting of Nursing Care in Islamic Hospital Palembang

Nurses’ obedience in implementing the nursing care documentation is still a phenomenon that occurs in several hospitals in Indonesia. This study attempts to analyze the nurses’ obedience in documenting the nursing care. This quantitative study used a correlation method with a cross-sectional approach, samples from 63 implementing nurses and 63 of the nursing care documentation obtained by using proportionate random sampling technique. The results showed the highest proportion were age &lt;35 years (73.02%), women (93.65%) with vocational education (95.24%), Length of employment ≥2 years (96.83%) with permanent employee status (95.24%) and most of the nurse disobedience in documenting the nursing care (98.41%). There was no correlation among Age (p-value = 0.270), Gender, Education, Length of employment, Staffing Status (p-value = 1.000). The researcher suggested that the Palembang Islamic Hospital to conduct a review of the nursing care format form and SPO the nursing care documentation including the SPO implementation, then conduct periodic internal audits, provide training or include nurses in training in filling the nursing care documentation used in the Palembang Islamic Hospital that also needs to be done, as well as optimizing the reward and punishment system for nurses related to the implementation of the nursing care documentation.

Pengaruh Motivasi Dan Promosi Jabatan Terhadap Kinerja Pegawai Di Badan Keuangan Daerah Kota Pagaralam

The purpose of this study is to analyze whether there is influence Motivation and Promotion Position on Employee Performance In Regional Financial Agency of Pagar Alam City. This research is a type of explanatory research, because this research intends to explain the variables through hypothesis testing that has been formulated previously. The population of this research is civil servant apparatus with civil servant status and non permanent employee in the regional finance body which amounted to 152 people, with sample used as many as 30 people. Data were analyzed by using multiple linear regression analysis, t-test, and F-test. From the results of multiple regression analysis got the value of the equation Y = 6.265 + 0.056 X1 + 0.744 X2 + e. The equation shows that the coefficient of Motivation (X1) and Promotion of Position (X2) has a direct influence with Performance (Y). Based on the results of the F test (Anova) obtained Fcount> Ftable is 15.096> 3.17, can be interpreted that Motivation and Promotion Position simultaneously significant and proven effect on employee performance. Then Motivation variable obtained t count <0.295 <2.042, mean motivation does not significant effect on employee performance, but variable of Promotion Position to employee performance is obtained t count> ttable that is 5,144> 2,042, means Promotion Position have significant effect to employee performance.

DECISION SUPPORT SYSTEM FOR EMPLOYEE EMPLOYMENT REMAINS USING PROFILE MATCHING METHOD IN PT. HYPER MEGA SHIPPING

The company is a place of production, where humans function as a driving force and executor to realize the company's goals that have been set previously. Every employee in a company must always try to improve their abilities and achievements. So he can get a good career path according to his dream. To facilitate the implementation of the permanent employee appointment process of each employee, a decision support system is created which aims to facilitate the process. One of the methods used in making decisions on the appointment of permanent employees is Profile Matching. The decision support system for the Profile Matching and gap analysis process is based on data at PT. Hyper Mega Shipping, Profile Matching Method is carried out to determine the appointment of permanent employees based on two aspects, namely Performance and Work Culture. The results of the selection process in the form of a final employee score as a recommendation for decision-makers to determine which employees will get the promotion of permanent employee appointments.