Analisis Kuantitatif Comfort Zone, Organizational Values Terhadap Etos Kerja Pegawai (Studi Kasus Satuan Polisi Pamong Praja Kota Tasikmalaya)
DOI:
https://doi.org/10.61722/jiem.v4i10.13030Keywords:
Comfort Zone, Organizational Values, Work Ethic, Management and HumanAbstract
In an era of increasingly modern times, job demands often become heavier. This condition was significant, not only for individual welfare but also for the work ethic of the organization. This study analyzes the influence of Comfort Zone and Organizational Values on employee work ethic (Tasikmalaya City Civil Service Police Unit), using quantitative analytical research methods with multiple linear regression analysis techniques. The sample in this study uses a saturated sampling technique, where all 80 employees of Satpol PP Tasikmalaya City constitute the population in this research. The analytical tool used in this study employs the SPSS 25 application. Simultaneously, Comfort Zone and Organizational Values have a significant effect on Employee Work Ethic. Partially, the Comfort Zone variable has a significant effect on work ethic, as does the Organizational Values variable, which also has a significant partial effect.
References
Brown, M. (2018). Comfort Zone: Model or metaphor? Journal of Outdoor and Environmental Education, 12(1), 3–12. https://doi.org/10.1007/bf03401019
Dwinanda, G. (2023). Pengaruh Kompetensi Disiplin Kerja dan Etos Kerja Terhadap Efektifitas Kerja Pegawai. 9(1), 61–71.
Eka, D., Diah, Y. M., Anugra, C., Bunga, C., & Putriana, V. N. (2022). Peranan Kompetensi SDM dalam Meningkatkan Industri UMKM di Kecamatan Ilir Barat II Palembang. 3(1), 39–44.
Fitriyani, D., Sundari, O., Dongoran, J., Kristen, U., & Wacana, S. (2019). FAKTOR-FAKTOR YANG MEMPENGARUHI ETOS KERJA PEGAWAI. 8(1), 24–34.
Garmenjaya, P. T. M. (2025). Peran Nilai Nilai Budaya Organisasi dalam Pelaksanaan Manajemen Perubahan pada. 05(02), 359–365.
Gelderen, M. Van. (n.d.). Using a comfort zone model and daily life situations to develop entrepreneurial competencies and an entrepreneurial mindset.
Gustiana, R., Hidayat, T., & Fauzi, A. (2022). PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA ( SUATU KAJIAN LITERATUR REVIEW ILMU MANAJEMEN SUMBER DAYA MANUSIA ). 3(6), 657–666.
Kasus, S., Puskesmas, U., Nofitasari, T., & Prasetyo, A. (2021). Pengaruh Budaya Organisasi , Lingkungan Kerja , dan Etos Kerja Terhadap Kepuasan Kerja. 3(4), 709–726.
Keluar, P. (2024). Perlukah Keluar dari Zona Nyaman ? 10(16), 2020–2022.
Kerja, L., Produktivitas, T., Bagian, K., Di, P., Inko, P. T., & Semarang, J. (2018). Among Makarti Vol.11 No.21, Juli 2018. 11(21), 28–50.
Kerja, P., Etos, T., Karyawan, K., & Koperasi, D. I. (2022). No Title. 1(10), 2077–2086.
Larosa, Y. M., Waruwu, M. H., & Laia, O. (2022). Pengaruh Kepemimpinan Dan Motivasi Kerja Terhadap Etos Kerja Pegawai. 1(1), 124–130.
Ninik, M. C., Rejeki, S., & Negoro, S. H. (2022). Collaborative Governance dan Strategi Komunikasi Nilai-Nilai Organisasi dalam Membangun Landasan Kemitraan. 43, 69–86. https://doi.org/10.24002/jik.v19i1.4616
Pada, K., Graha, K., Sehati, M., & Timur, O. K. U. (2022). 1 + 0.068. 20(2), 1–12.
Pegawai, P., Pengaruh, M., Pegawai, K., Kantor, L., Jawa, W., & Surabaya, T. I. (2017). Jurnal Ilmiah Administrasi Publik ( JIAP ). 3(2), 109–121.
Pengantar, K. (2024). NEGARA.
Sinaga, O. S., Hasibuan, A., Priyojadmiko, E., Butarbutar, M., Purba, S., Silalahi, M., Hidayatulloh, A. N., Yayasan, P., & Menulis, K. (n.d.). No Title.
White, A. (2008). From Comfort Zone to Performance Management Understanding development and performance From Comfort Zone to Performance Management. Journal of Comparative Neurology, April, 1–17.
Wibowo, M. P., Surabagiarta, I. K., & Alam, W. Y. (2022). Pengaruh Etos Kerja , Disiplin Kerja dan Lingkungan Kerja Terhadap Produktivitas Kerja Karyawan. 3(3), 165–178.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 JURNAL ILMIAH EKONOMI DAN MANAJEMEN
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
