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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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The Effect of Workload on Employee Loyalty with Job Stress as a Moderating Variable at the Department of Manpower, Cooperatives, and Small and Medium Enterprises of Serdang Bedagai Regency Muhammad Rifandi; Kiki Farida Ferine; 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.v4i1.1828

Abstract

This study aims to analyze the influence of compensation, workload, and work environment on the performance of Non-ASN employees at the Regional Asset Finance Agency of North Sumatra Province both partially and simultaneously. This type of research is quantitative research with a causal associative approach. The research population is all Non-ASN employees at BKAD North Sumatra Province which totals 54 people, and all of them are used as research samples using saturated sampling techniques (census). Data collection techniques were carried out through questionnaires and documentation studies. The data analysis technique used multiple linear regression analysis with the help of SPSS software. The results of the study showed that partially compensation had a positive and significant effect on employee performance with a t-value of 3.944 and a significance of <0.001, workload had no significant effect on employee performance with a t-value of 1.644 and significance of 0.106, and the work environment had a positive and significant effect on employee performance with a t-value of 4.161 and significance <0.001. The work environment is the most dominant variable affecting employee performance with a Beta coefficient of 0.411. Simultaneously, compensation, workload, and work environment had a significant effect on employee performance with an F value of 59.496 and a significance of <0.001. The determination coefficient (R²) of 0.781 showed that 78.1% of the variation in the performance of Non-ASN employees could be explained by three independent variables, while the remaining 21.9% was explained by other variables outside this study.
Analysis Of Asn Core Value (BerAKHLAK) And Intrinsic Motivation On Asn Performance Through Organizational Commitment As An Intervening Variable At The Bkpsdm Of Langsa City Putra Anshari; Kiki Farida Ferine
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.v4i2.1834

Abstract

This study aims to analyze the influence of the ASN Core Values BerAKHLAK and Intrinsic Motivation on ASN Performance, with Organizational Commitment as a mediating variable at BKPSDM of Langsa City. This research employs a quantitative approach using the Partial Least Squares (PLS) method. The research sample consisted of 65 respondents who are State Civil Apparatus (ASN) working at the BKPSDM of Langsa City. The results show that the ASN Core Values BerAKHLAK have a positive and significant effect on ASN Performance (β = 0.694; p = 0.000) and on Organizational Commitment (β = 0.558; p = 0.001). Organizational Commitment also has a positive and significant effect on ASN Performance (β = 0.158; p = 0.034). Meanwhile, Intrinsic Motivation significantly affects Organizational Commitment (β = 0.321; p = 0.046) but does not have a significant effect on ASN Performance (β = 0.108; p = 0.228). The indirect effects through Organizational Commitment, both in the paths ASN Core Values → Organizational Commitment → ASN Performance (p = 0.074) and Intrinsic Motivation → Organizational Commitment → ASN Performance (p = 0.121), were found to be insignificant. The R-Square values indicate that ASN Performance is explained by the research variables by 87.0%, while Organizational Commitment is explained by 74.1%, demonstrating strong predictive power. This study emphasizes that implementing BerAKHLAK values and strengthening Organizational Commitment play vital roles in enhancing ASN Performance, whereas Intrinsic Motivation requires further reinforcement through effective managerial strategies.
The Influence of Organizational Culture and Teamwork on Employee Performance with Organizational Commitment as a Indicator Intervening Variables at Representative Offices Bank Indonesia Riau Islands Province Kamaruzaman; Mesra B; Kiki Farida Ferine
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.v4i2.1839

Abstract

This study focuses on assessing how Organizational Culture and Teamwork influence Employee Performance, with Organizational Commitment as a mediating variable at a Bank Indonesia Representative Office located in the Riau Islands Province. A quantitative methodology was employed, and data analysis was conducted using Structural Equation Modeling (SEM) using SmartPLS 3.0. The study sample consisted of all personnel at the office, selected through a census method. The results indicate that Organizational Culture and Teamwork have a significant positive impact on Employee Performance and Organizational Commitment. Furthermore, Organizational Commitment also exhibits a significant positive effect on Employee Performance. Analysis of the indirect effect indicates that Organizational Commitment significantly mediates the effect of Organizational Culture on Employee Performance, but does not mediate the effect of Teamwork on Employee Performance. These results highlight that improving organizational culture and promoting effective teamwork are important factors for enhancing employee commitment and performance in the banking sector.
The Effect Of Competence And Work Environment On Performance Employees With The Implementation Of Corruption-Free Areas As An Intervening Variable At  The Class Ii Immigration Office Tpi Pematang Siantar Sofyan Ansori Tondang; Kiki Farida Ferine; Darmilisani
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.v4i2.1841

Abstract

This study aims to analyze the influence of competence and work environment on employee performance with the implementation of Corruption-Free Areas (WBK) as an intervening variable at the Class II Immigration Office of TPI Pematangsiantar. This study uses a quantitative approach with the Partial Least Square (PLS) method to test the relationship between latent variables. Data was obtained through the distribution of questionnaires to employees who were respondents in this study. The results of the study show that competence has a positive and significant effect on employee performance and on the implementation of Corruption-Free Areas. The work environment does not have a direct effect on employee performance, but it has a significant effect on the Corruption-Free Area. Furthermore, the Corruption-Free Zone has been proven to have a positive and significant effect on employee performance. The results of the indirect influence test showed that competence and work environment had an effect on performance through the Corruption-Free Zone as a mediation variable. Theoretically, this research strengthens the concept that improving competencies and establishing a conducive work environment can encourage the implementation of clean and corruption-free organizational governance, which ultimately has a positive impact on employee performance. Practically, the results of this research are expected to be a reference for government agencies in improving the quality of human resources and strengthening a work culture with integrity in order to realize a professional and accountable bureaucracy
The Effect of SMK3 Implementation and Organizational Culture on Performance with K3L Certification as an Interventional Variable Indistribution Employee at PT PLN (Persero) UID North Sumatera Muhammad Zein Nasution; Kiki Farida Ferine
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.v4i2.1851

Abstract

This study aims to investigate how the implementation of the Occupational Safety and Health Management System (SMK3) and corporate culture affects employee performance, with K3L Certification as an intermediary factor in the Distribution Division of PT PLN (Persero) UID North Sumatra. A quantitative method was employed, using a questionnaire for data collection. The study sample consisted of 163 employees, selected through a saturated sampling method. Data analysis was conducted using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that the implementation of SMK3 and corporate culture has a positive and significant impact on employee performance. Furthermore, both factors were shown to have a positive and significant effect on K3L Certification. Furthermore, K3L Certification significantly influences employee performance and acts as a mediating factor in the relationship between SMK3 implementation, corporate culture, and employee performance. Therefore, improved employee performance can be achieved through the successful implementation of SMK3, strengthening corporate culture, and the ongoing promotion of K3L Certification.
The Effect of Workload and Role Conflict on Employee Performance with Work Stress as a VariableModerate in Bank Representative OfficeIndonesia Pematangsiantar Nurmaya Hutasoit; Elfitra Desi; Kiki Farida Ferine
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.v4i2.1855

Abstract

This study focuses on assessing how Workload and Role Conflict affect Employee Performance, with Job Stress acting as a moderating factor at the Bank Indonesia Representative Office in Pematangsiantar. Quantitative methods were applied, using Structural Equation Modeling (SEM) analysis using SmartPLS 3.0. The sample consisted of employees from the office selected through purposive sampling. The results indicate that Workload and Role Conflict have a significant negative influence on Employee Performance, and Job Stress also negatively impacts performance. However, Job Stress does not act as a moderator between Workload, Role Conflict, and Employee Performance. These results highlight the need for management at the Bank Indonesia Representative Office in Pematangsiantar to effectively manage workload, role conflict, and employee stress levels to improve employee performance, productivity, and overall well-being.
The Effect of Good Corporate Governance Implementation and Safety Culture on Employee Performance with Job Satisfaction as an Intervening Variable at PT PLN UP3 Lubuk Pakam Razali Sahlan; Kiki Farida Ferine; Elfitra Desi; Isa Indrawan
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.v4i2.1860

Abstract

This study was designed to investigate how the implementation of Good Corporate Governance (GCG) and a safety culture impacts employee performance, with job satisfaction as an intermediary factor, at PT PLN UP3 Lubuk Pakam. A quantitative survey methodology was employed, involving a total of 101 employees, with census sampling. The data were analyzed using Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results indicate that both the implementation of Good Corporate Governance (GCG) and a safety culture positively and significantly influence employee job satisfaction. Furthermore, both elements also have a positive and significant influence on employee performance. Job satisfaction significantly improves performance and serves as an effective mediator between Good Corporate Governance (GCG), safety culture, and employee performance. Thus, job satisfaction is crucial as an intermediary factor in improving employee performance. These results are expected to provide valuable advice to management in improving employee performance by strengthening corporate governance and promoting a safety culture.
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