Article Per Year (5 Year)
p-Index From 2021 - 2026
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All Journal Equivalent : Journal of Economic, Accounting and Management
Kholilul Kholik
Universitas Pembangunan Panca Budi, Medan, North Sumatera
Economics, Econometrics & Finance

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Analysis Of Work Motivation And Organizational Culture Towards Human Resource Development With Job Satisfaction As An Intervening Variable In Bappeda East Aceh Regency Cut Liana Meilani; Sri Rahayu; 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.v4i1.1782

Abstract

Human resource development (HR) is a strategic factor in improving the performance of public sector organizations, including the Regional Development Planning Agency (BAPPEDA) of East Aceh Regency. However, human resource development cannot be separated from the role of work motivation, organizational culture, and employee job satisfaction levels. This study aims to analyze the influence of work motivation and organizational culture on the development of human resources with job satisfaction as an intervening variable in BAPPEDA East Aceh Regency. This study uses a quantitative approach with a survey method through the distribution of questionnaires to BAPPEDA employees of East Aceh Regency. The data analysis technique used is path analysis with the help of statistical software. The results of the study show that work motivation and organizational culture have a positive and significant effect on human resource development. In addition, work motivation and organizational culture also have a positive and significant effect on job satisfaction. Job satisfaction has been proven to be able to mediate the influence of work motivation and organizational culture on human resource development. These findings indicate that increasing human resource development in BAPPEDA in East Aceh Regency can be achieved through strengthening work motivation, forming a conducive organizational culture, and increasing employee job satisfaction. This research is expected to be a consideration for organizational leaders in formulating more effective and sustainable HR management policies.
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.   
Co-Authors Cut Liana Meilani Geiger Fransisco Nainggolan M. Chaerul Rizky Sri Rahayu