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All Journal Equivalent : Journal of Economic, Accounting and Management
Kiki Farida Ferine
Universitas Pembangunan Panca Budi, Medan, North Sumatera
Economics, Econometrics & Finance

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Analysis Of The Influence Of Leadership Style And Work Environment On Employee Loyalty Through Job Satisfaction at PT PLN (Persero) Up2d North Sumatra Abdi Alfrido Pardosi; Elfitra Desi; Kiki Farida Ferine
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.v4i1.1786

Abstract

This study aims to explore the impact of leadership approach and working conditions on employee loyalty, using job satisfaction as an intermediary factor at PT PLN (Persero) UP2D North Sumatra. Quantitative methodology was used, specifically through survey techniques. Data were collected by distributing questionnaires to employees, and the results were evaluated using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results showed that both leadership approach and working conditions have a positive and substantial influence on job satisfaction. In addition, job satisfaction and working conditions were also proven to have a positive influence on employee loyalty. However, leadership approach did not show a significant direct impact on employee loyalty. Examination of the indirect effect showed that job satisfaction acts as a mediator in the relationship between leadership approach, work environment, and employee loyalty. As a result, it can be concluded that job satisfaction plays a significant role in increasing employee loyalty. Therefore, PT PLN (Persero) UP2D North Sumatra should focus on improving leadership efficiency and fostering a better work environment to improve employee satisfaction and loyalty.
The Effect Of Human Resource Quality And Organizational Culture on Employee Performance in Work Motivation Moderation, in Bank Indonesia Representative Office Pematangsiantar Azhar Syah; Kiki Farida Ferine
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.v4i1.1792

Abstract

This study focuses on assessing how the quality of human resources and organizational culture influence employee performance, with work motivation as a moderating factor, at the Bank Indonesia Representative Office located in Pematangsiantar. A quantitative methodology was used, and data were analyzed using Structural Equation Modeling (SEM) using SmartPLS 3.0. Employees were selected as part of the research sample through purposive sampling based on certain criteria. The analysis results indicate that both Human Resource Quality and Organizational Culture positively and significantly influence Employee Performance. Furthermore, Work Motivation was also found to positively and significantly influence Employee Performance. It has been shown that Work Motivation enhances the influence of Organizational Culture on Employee Performance, although it does not significantly moderate the relationship between Human Resource Quality and Employee Performance. These results highlight the importance of effective human resource management, fostering a positive organizational culture, and enhancing work motivation to improve employee performance at Bank Indonesia in Pematangsiantar.
The Effect of Work Culture and Employee Work Quality on Organizational Commitment with Motivation as a Moderating Variable at Bank Indonesia Representative Office of North Sumatera Province Antoni; Kiki Farida Ferine
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.v4i1.1796

Abstract

This study aims to analyze how Work Culture and Work Quality influence Organizational Commitment, with Motivation acting as a moderating factor at the Bank Indonesia Representative Office in Medan, North Sumatra. Quantitative methods were used in this study, specifically by using Structural Equation Modeling (SEM) analysis through SmartPLS 3.0 software. Participants included employees from the Bank Indonesia Representative Office in Medan, who were selected through a purposive sampling method. The findings indicate that Work Culture and Job Quality significantly influence Organizational Commitment, although their effects are relatively weak, which limits their ability to increase commitment. The analysis shows that motivation negatively moderates the relationship between Work Culture and Organizational Commitment, suggesting that motivation reduces the bond between these two elements. Furthermore, motivation appears to have only a small strengthening effect on the relationship between Work Quality and Organizational Commitment. Furthermore, the direct impact of Motivation on Organizational Commitment is also significant, although with a minimal contribution. These results suggest the possibility that other elements beyond the research variables may have a greater influence on employee commitment.
The Influence of Leadership Style and Work Environment on Organizational Climate with Work Ethic as an Intervening Variable at the Belawan Harbormaster and  Main Port Authority Office Ardi Sahat Parasian; Kiki Farida Ferine
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.v4i1.1797

Abstract

This study aims to analyze the influence of leadership style and work environment on organizational climate, with work ethic as an intervening variable, at the Belawan Harbormaster and Main Port Authority Office. This research is motivated by the important role of leadership style and work environment conditions in shaping employee work ethic and creating a conducive organizational climate in an agency with a strategic function in the field of shipping safety and supervision. The study was conducted at the Belawan Harbormaster and Main Port Authority Office, located on Jalan Deli, Medan Belawan District, Zip Code 20411, starting in June 2025. The study population consisted of 244 employees, and the Slovin formula was used for sampling, resulting in a sample size of 151 respondents. Data collection was conducted through questionnaires, while data analysis employed a PLS-based Structural Equation Modeling (SEM) approach. The results indicate that leadership style and work environment have a positive and significant effect on work ethic and organizational climate. Furthermore, work ethic has been shown to have a positive and significant impact on organizational climate and mediate the relationship between leadership style and work environment. Overall, this study confirms that improving effective leadership styles and a supportive work environment can strengthen employee work ethic and create a better organizational climate.
The Influence of the Implementation of Information Technology and Organizational Culture on Employee Work Motivation Through Leadership Style at PT PLN (Persero) North Sumatra UID Boy Rocky S; Elfitra Desi; Kiki Farida Ferine
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.v4i1.1803

Abstract

This study focuses on examining how information technology implementation and organizational culture affect employee work motivation, with an emphasis on leadership style at PT PLN (Persero) UID North Sumatra. A quantitative approach was adopted for this study, where data were collected through questionnaires. This study involved a sample of 100 employees, selected through a census method. Data analysis used Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The results showed that information technology implementation and organizational culture had a positive and significant effect on leadership style. Furthermore, organizational culture and leadership style also had a positive and significant effect on employee work motivation. On the other hand, information technology implementation did not have a direct effect on work motivation. However, leadership style was found to act as a mediator between the impact of information technology implementation and organizational culture on employee work motivation. Therefore, it can be concluded that leadership style is very important in improving employee work motivation by utilizing information technology and cultivating a positive organizational culture.
The Influence of Digital Literacy and Adaptive Leadership Style on Human Resource Performance Through Technology Readiness as for Outsourching Employees of ULP Cibadak West Java Eka Rahma Daniati; Elfitra Desi; Kiki Farida Ferine
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.v4i1.1814

Abstract

This study aims to examine the influence of Digital Literacy and Adaptive Leadership Style on Human Resource Performance through Technology Readiness among outsourced employees at ULP Cibadak, West Java. A total of 166 employees were selected using purposive sampling. The analysis was conducted using Partial Least Square (PLS) to test validity, reliability, and both direct and indirect effects between variables. The results indicate that Digital Literacy has a positive and significant effect on both Technology Readiness and Human Resource Performance, while Adaptive Leadership Style significantly affects Technology Readiness but not directly Human Resource Performance. Technology Readiness was found to mediate the relationship between Digital Literacy and Adaptive Leadership Style with Human Resource Performance. These findings highlight the importance of enhancing digital literacy and adaptive leadership to support technology readiness and improve HR performance in outsourcing environments.
The Effect of Competency and Motivation on the Effectiveness of Goods Services Procurement with the Implementation of the Board of Directors Regulation of PT PLN (Persero) Number 0018.P/Dir/2023 as an Intervening Variable for Employees of PT PLN (Persero) UID North Sumatera Eka Wiyono; Kiki Farida Ferine; M. Isa Indrawan
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.v4i1.1816

Abstract

This study aims to examine how Competence and Motivation influence the Effectiveness of Goods/Services Procurement, with the Implimentation of The Board of Direntors Regulation no. 0018.P/DIR/2023 as an intermediary factor among employees at the UID Office of PT PLN (Persero) North Sumatra. A total of 120 employees were selected through purposive sampling. Data analysis used Partial Least Squares (PLS) to evaluate the validity, reliability, and direct and indirect impacts between variables. The results showed that Competence and Motivation have a positive and significant effect on the Effectiveness of Goods/Services Procurement, both directly and indirectly through Direntors Regulation no. 0018.P/DIR/2023 implementation Direntors Regulation no. 0018.P/DIR/2023 implementation has been confirmed as a mediating factor that improves the relationship between Competence, Motivation, and Procurement Effectiveness. These results highlight the importance of improving competence, motivation, and the use of the E-Procurement system to improve procurement performance at PT PLN (Persero).
The Effect of Competence, Motivation and Rewards on Employee Performance with Work Spirit as an Intervening Variable on Technical Service Employees of PT PLN (Persero) ULP Pangkalan Brandan Endrawan Surbakti; Kiki Farida Ferine
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.v4i1.1817

Abstract

This study aims to explore the influence of competence, motivation, and rewards on employee performance, with work morale as a mediator among Technical Service Employees at PT PLN (Persero) ULP Pangkalan Brandan. Quantitative methods were used for this study, using a survey approach. A complete population of 52 employees was sampled using a census approach. Data collection involved questionnaires, which were then analyzed using Partial Least Squares (PLS) techniques. The results showed that competence significantly and positively influenced employee performance and work morale. Motivation was not found to significantly influence employee performance or work morale. Rewards had a significant effect on work morale but did not substantially affect employee performance. Furthermore, work morale positively and significantly influences employee performance. Analysis of the indirect effect showed that work morale did not mediate the relationship between competence and motivation related to employee performance, nor did it mediate the effect of rewards on employee performance. This study concluded that employee performance is primarily influenced by competence and work morale, not motivation and rewards.
The Effect of Emotional Intelligence and Work Motivation on Employee Performance with Organizational Commitment as an Intervening Variable at the Sub-District Office of East Binjai Maqhfira Pratiwi; Muhammad Isa Indrawan; Kiki Farida Ferine
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.v4i1.1826

Abstract

This study aimed to examine the effects of emotional intelligence and work motivation on employee performance, with organizational commitment as an intervening variable, at the East Binjai Sub-District Office, Binjai City, North Sumatra, Indonesia. The study employed a quantitative associative research design and involved all 76 employees as respondents using a saturated sampling technique. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the assistance of SmartPLS version 3.3.3. The measurement model demonstrated adequate validity and reliability, as all indicators met the criteria for convergent and discriminant validity, and the composite reliability values exceeded the recommended threshold of 0.70. The structural model results indicate that emotional intelligence does not have a significant direct effect on employee performance (β = 0.073; t = 0.966; p > 0.05), nor does work motivation show a significant direct influence on performance (β = 0.037; t = 0.960; p > 0.05). However, emotional intelligence has a strong and significant positive effect on organizational commitment (β = 1.033; t = 21.511; p < 0.001), while work motivation does not significantly affect organizational commitment. Furthermore, organizational commitment has a significant positive effect on employee performance (β = 0.891; t = 13.633; p < 0.001). The indirect effect analysis reveals that organizational commitment significantly mediates the relationship between emotional intelligence and employee performance, whereas it does not mediate the relationship between work motivation and performance. These findings suggest that improvements in employee performance are more effectively achieved through strengthening emotional intelligence that fosters organizational commitment rather than relying solely on work motivation.
The Influence of Competence and Work Motivation on Employee Performance with Workload as an Intervening Variable in the Hybrid Work Era at the Secanggang Sub-District Office Muhammad Hirzi; Muhammad Isa Indrawan; Kiki Farida Ferine
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.v4i1.1827

Abstract

This study aimed to examine the effects of competence and work motivation on employee performance, with workload as an intervening variable, at the Secanggang Sub-District Office, Langkat Regency, North Sumatra, Indonesia. The study employed a quantitative associative design and included all 82 employees as respondents through saturated sampling. Data were collected using structured questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with SmartPLS version 3.3.3. The measurement model demonstrated satisfactory validity and reliability, with all indicators meeting the thresholds for convergent and discriminant validity and Composite Reliability values exceeding 0.70. Structural model evaluation revealed that competence (β = 0.989; t = 168.917; p < 0.001) has a positive and significant effect on employee performance, indicating that higher competence—encompassing knowledge, skills, and work abilities—leads to improved performance. In contrast, work motivation does not have a significant direct effect on performance (β = −0.006; t = 0.326; p > 0.05). Additionally, neither competence nor motivation significantly influence workload, and workload was not found to mediate the relationships between competence or motivation and employee performance. These findings suggest that employee performance improvement occurs primarily through direct effects of competence rather than via workload or motivation. The study highlights that workload is largely determined by external factors such as organizational policies, task allocation, and work system design. Managerial implications indicate that enhancing employee performance in hybrid work environments should prioritize the development of employee competence through training, skill enhancement, and continuous professional capacity building. Overall, this study emphasizes competence as the key determinant of employee performance in the public sector, while work motivation and workload have limited influence.
Co-Authors Abdi Alfrido Pardosi Antoni Ardi Sahat Parasian Azhar Syah Boy Rocky S Darmilisani Eka Rahma Daniati Eka Wiyono Elfitra Desi Endrawan Surbakti Isa Indrawan Kamaruzaman M. Isa Indrawan Maqhfira Pratiwi Mesra B Muhammad Hirzi Muhammad Isa Indrawan Muhammad Rifandi Muhammad Zein Nasution Nurmaya Hutasoit Putra Anshari Razali Sahlan Sofyan Ansori Tondang Yohny Anwar