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All Journal Equivalent : Journal of Economic, Accounting and Management
M. Chaerul Rizky
Universitas Pembangunan Panca Budi, Medan, North Sumatera
Economics, Econometrics & Finance

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The Effect of Achievement Assessment, Competence and Position Promotion on Employee Performance with Job Satisfaction as an Intervening Variable in The Office of The Regional Financial and Asset Management Agency (BPKAD) in Toba Regency Dede Herardi Setiawan; M. Chaerul Rizky
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 1 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i1.1706

Abstract

This study aims to determine the direct and indirect influence of achievement assessment, competence and position promotion on employee performance with job satisfaction as an intervening variable at the Regional Financial and Asset Management Agency (BPKAD) Office in Toba Regency. The method used is quantitative research that leads to causal research or causal relationships. The population of this study is all ASN employees which is 52 people, while the sample extraction technique is used through non-Probability Sampling using saturated samples, because the population is below 100. The data analysis technique used through SmartPLS 4.0 consists of three stages, including the Outer Model test, the Inner Model and the research Hypothesis test (Bootstrapping). The results of the study show that the assessment of achievement, competence, position promotion and job satisfaction has a positive and significant effect on the performance of employees at the Regional Financial and Asset Management Agency (BPKAD) Office in Toba Regency. And the results of the indirect influence research found that the assessment of achievement, competence and promotion of positions had a positive and significant effect on employee performance through job satisfaction at the Regional Financial and Asset Management Agency (BPKAD) Office in Toba Regency.
Analysis of the Influence of Leadership, Organizational Culture, Occupational Safety and Health on Employee Performance through Work Motivation as a Moderation Variable at PT Pelindo Regional I Dumai Branch Chandra Hidayat; M. Chaerul Rizky; Yohny Anwar
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 1 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i1.1794

Abstract

This study aims to analyze the influence of leadership, organizational culture, and occupational safety and health on employee performance through work motivation as a moderation variable at PT Pelindo Regional I Dumai Branch. The background of this research is based on the importance of the role of leadership and organizational culture in creating a conducive work environment and the implementation of a good occupational safety and health (K3) system to improve employee performance. This type of research is quantitative research with a survey approach. The population in this study is 35 employees of PT Pelindo Regional I Dumai Branch, with sampling techniques using the census method. Data collection was carried out through the distribution of questionnaires and data analysis using the SmartPLS version 4 tool. The results of the study show that leadership has a positive and significant effect on employee performance and is the most dominant factor in improving employee performance. Occupational safety and health also have a positive and significant effect on employee performance, as well as work motivation which has been proven to have a significant positive effect. However, organizational culture does not have a significant effect on employee performance, indicating that organizational cultural values have not been well internalized in work practices. In mediation testing, work motivation was shown to be able to mediate the influence of leadership on employee performance, but it was unable to mediate the influence of organizational culture and occupational safety and health on employee performance. 
Analysis of Leadership, Training, Competencies and Organizational Citizenship Behavior on Employee Performance at PT Kalfaz Sadhara Dhini Anggraini; M. Chaerul Rizky; Emi Wakhyuni
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 1 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i1.1800

Abstract

Optimal employee performance is not formed automatically, but is influenced by various factors that need to be identified and developed systematically. This study aims to analyze the influence of leadership, training, competence, and organizational citizenship behavior on employee performance at PT Kalfaz Sadhara. This study uses a type of quantitative research with a causal associative approach. The research population is all permanent employees of PT Kalfaz Sadhara totaling 65 people using saturated sampling techniques (census) so that the entire population is used as a research sample. Data collection was carried out through questionnaires with a Likert scale of 1-5, documentation studies, and literature studies. The data analysis technique used is multiple linear regression analysis, where all data processing uses IBM SPSS software. The results of the study show that leadership has a positive and significant effect on employee performance. Training has a positive and significant effect on employee performance. Competence has a positive and significant effect on employee performance. Organizational citizenship behavior has a positive and significant effect on employee performance. Simultaneously, the four independent variables had a significant effect on employee performance and were able to explain the variation in employee performance by 38.7%, while the remaining 61.3% were influenced by other variables outside the research model such as motivation, compensation, work environment, and organizational culture.
The Influence of Participatory Leadership, Work Motivation, and Organizational Communication on Employee Performance PERUMDA Tirtanadi Berastagi Branch Eka Novika Br Bukit; M. Chaerul Rizky; Darmilisani
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 1 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i1.1806

Abstract

This study aims to determine the influence of participatory leadership, work motivation, and organizational communication on the performance of employees of PERUMDA Tirtanadi Berastagi Branch both partially and simultaneously. The type of research used is quantitative research with an associative approach. The population in this study is all employees of PERUMDA Tirtanadi Berastagi Branch with a sample of 38 respondents determined using saturated sampling techniques. The data collection technique used a questionnaire with the Likert scale, while the data analysis technique used multiple linear regression analysis with the help of SPSS software. The results of the study show that partially participatory leadership and work motivation have a positive but insignificant effect on employee performance, while organizational communication has a positive and significant effect on employee performance. Simultaneously, participatory leadership, work motivation, and organizational communication have a significant effect on employee performance. The value of the determination coefficient (R²) of 0.356 indicates that 35.6% of the variation in employee performance can be explained by all three independent variables, while the rest is influenced by other factors outside the research model. This study concludes that organizational communication is the dominant factor in improving the performance of employees of PERUMDA Tirtanadi Berastagi Branch
Analysis of Leadership Style and Organizational Culture on the Performance of Employees of the Directorate of Commercial Order of the Ministry of Trade with Organizational Commitment as a Mediation Variable Geiger Fransisco Nainggolan; M. Chaerul Rizky; Kholilul Kholik
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 1 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i1.1810

Abstract

This study aims to analyze the influence of leadership style and organizational culture on employee performance with organizational commitment as a mediating variable at the Directorate of Commercial Order of the Ministry of Trade. This study uses a quantitative method with a causal associative approach. The research population was all employees of the Directorate of Trade Order of the Ministry of Trade totaling 141 people, with a sample of 59 respondents determined using the Slovin formula and simple random sampling techniques. Data was collected through a structured questionnaire distributed through Google Form and analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) with SmartPLS software. The results of the study show that: (1) Organizational Culture has a positive and significant effect on Organizational Commitment; (2) Organizational Culture does not have a significant effect on Employee Performance; (3) Leadership Style does not have a significant effect on Organizational Commitment; (4) Leadership Style has a positive and significant effect on Employee Performance; (5) Organizational Commitment has a positive and significant effect on Employee Performance; (6) Organizational Commitment is able to mediate the influence of Organizational Culture on Employee Performance; and (7) Organizational Commitment is not able to mediate the influence of Leadership Style on Employee Performance. This study concludes that organizational commitment is a dominant factor that affects employee performance and plays a mediator in the relationship between organizational culture and employee performance.   
Analysis of Leadership and Work Discipline on the Performance of Non-ASN at the North Sumatra Cooperatives and SMES Office Kurniawan Syahputra; M. Chaerul Rizky; Abdi Setiawan
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 2 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i2.1842

Abstract

The performance of Non-ASN employees is an important factor in supporting the achievement of government organizational goals. This study aims to analyze the influence of leadership and work discipline on the performance of Non-ASN employees at the North Sumatra Cooperatives and SMEs Office. This study uses a type of quantitative research with a descriptive and associative approach. The population in this study is all Non-ASN/Honorary employees and Assistants of the North Sumatra Cooperatives and SMEs Office which amounted to 70 employees, with saturated sampling techniques (census), so that the sample in this study amounted to 70 respondents. Primary data was collected through questionnaires arranged based on the Likert scale, while data analysis used multiple linear regression analysis techniques with the help of SPSS software. The results of the study showed that: leadership did not have a significant effect on the performance of Non-ASN employees; work discipline has a positive and significant effect on the performance of Non-ASN employees; leadership and work discipline simultaneously have a significant effect on the performance of Non-ASN employees. The determination coefficient value (R²) of 0.367 showed that leadership and work discipline were able to explain 36.7% of the variation in the performance of Non-ASN employees, while the remaining 63.3% were influenced by other variables outside of this study.
Analysis of Leadership, Digital Competence, Work Life Balance and Employee Experience on the Performance of Non-ASN Employees of Provincial Regional Financial and Asset Agencies North Sumatra Nabillah; M. Chaerul Rizky; Emi Wakhyuni
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 2 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i2.1853

Abstract

This study aims to analyze the influence of leadership, digital competence, work life balance, and employee experience on the performance of non-ASN employees of the Regional Finance and Assets Agency of North Sumatra Province. The type of research used is quantitative research with a causal associative approach. The population in this study is all non-ASN employees of the Regional Finance and Assets Agency of North Sumatra Province totaling 54 people, using saturated sampling techniques so that the entire population is used as a research sample. The data collection technique used a questionnaire with a Likert scale, while the data analysis technique used multiple linear regression analysis with the help of SPSS software which included validity, reliability, classical assumption test, t-test, F test, and determination coefficient. Based on the results of the t-test (partial), it was shown that digital competence had a positive and significant effect on employee performance with a t-value of 4.218 and a significance of 0.001, making it the most dominant variable with a beta coefficient of 0.610. Work-life balance and employee experience also have a positive and significant effect on employee performance. Meanwhile, leadership had no significant effect on employee performance with a t-value of 1.902 and a significance of 0.063. The results of the F test (simultaneous) showed that the F value was calculated at 30.138 > F table 2.57 with a significance of 0.001 < 0.05, which means that leadership, digital competence, work life balance, and employee experience together have a significant effect on employee performance. The determination coefficient value (R²) of 0.711 or 71.1% showed that the variables of leadership, digital competence, work life balance, and employee experience were able to explain the variation in employee performance by 71.1%, while the remaining 28.9% were influenced by other variables that were not studied in this study.
The Influence of Leadership Style, Employee Competence and Career Development on Employee Performance with OrganizationalCommitment as Intervening at PT Pelindo Multi Terminal Nofrizal; M. Chaerul Rizky; M. Toyib Daulay
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 2 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i2.1854

Abstract

This study aims to analyze the influence of leadership style, employee competence, and career development on employee performance with organizational commitment as an intervening variable in PT Pelindo Multi Terminal. This study uses a quantitative approach with causal associative research. The research population is all employees of PT Pelindo Multi Terminal totaling 40 people, with sampling techniques using saturated samples so that the entire population is used as respondents. Data was collected through a questionnaire using the Likert scale and analyzed using the Structural Equation Modeling method based on Partial Least Squares (SEM-PLS) with the help of SmartPLS software. The results showed that leadership style, employee competence, and career development had a positive and significant effect on organizational commitment with path coefficient values of 0.418 (p = 0.000), 0.491 (p = 0.000), and 0.268 (p = 0.023), respectively. Employee competencies have the strongest influence on organizational commitment. However, this study found that the three independent variables did not have a significant effect directly on employee performance, with p-values of 0.614, 0.309, and 0.240, respectively for leadership style, employee competence, and career development. Another important finding was that organizational commitment had no significant effect on employee performance (β = 0.302; p = 0.238). Indirect influence analysis shows that organizational commitment does not successfully mediate the relationship between leadership style, employee competence, and career development to employee performance. All mediation pathways showed insignificant results with p-values ranging from 0.262 to 0.293.
The Influence of Transformational Leadership, Human Relations and Work Ethic on Employee Performance through ASN Job Satisfaction of theMedan Class I Railway Engineering Center Putra Ramadhan; M. Chaerul Rizky; Sri Rahayu
Equivalent : Journal of Economic, Accounting and Management Vol. 4 No. 2 (2026): Equivalent : Journal of Economic, Accounting and Management
Publisher : CV. Doki Course and Training

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61994/equivalent.v4i2.1856

Abstract

This study aims to analyze the influence of Transformational Leadership, Human Relation, and Work Ethic on Employee Performance through Job Satisfaction in ASN of the Medan Class I Railway Engineering Center. The background of this research is based on the importance of improving the performance of ASN which is influenced by internal organizational factors, such as leadership style, work relationships, quality of work ethic, and employee satisfaction with their work environment. This study uses a quantitative approach with the Partial Least Square-Structural Equation Modeling (PLS-SEM) method. The research population was 141 ASN, and a sample of 58 respondents was determined through the Slovin formula. Data was obtained through a questionnaire and analyzed using SmartPLS. The results of the study show that Work Ethic has a positive and significant effect on Job Performance and Satisfaction. Human Relations also has a positive and significant effect on Performance and Job Satisfaction, while Job Satisfaction has been proven to have a positive and significant effect on Employee Performance. On the other hand, Transformational Leadership has a positive but insignificant influence on Performance and Job Satisfaction. Other findings suggest that Job Satisfaction only significantly mediates the relationship between Human Relations and Employee Performance, while the relationship between Work Ethic and Transformational Leadership to Performance is not significantly mediated by Job Satisfaction. Overall, this study emphasizes that improving work relationships and strengthening work ethic are the main factors in improving the performance of ASN of the Medan Class I Railway Engineering Center.
Co-Authors Abdi Setiawan Chandra Hidayat Darmilisani Dede Herardi Setiawan Dhini Anggraini Eka Novika Br Bukit Emi Wakhyuni Geiger Fransisco Nainggolan Kholilul Kholik Kurniawan Syahputra M. Toyib Daulay Nabillah Nofrizal Putra Ramadhan Sri Rahayu Yohny Anwar