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All Journal Equivalent : Journal of Economic, Accounting and Management
Hernawaty
Universitas Pembangunan Panca Budi, Medan, North Sumatra
Economics, Econometrics & Finance

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The Effect Of Strengthening HR Competencies and Customer Relationship Management (CRM) on Customer Service Performance with Training as an Intervening Variable in PLN UID Aceh Agus Susanto; Hernawaty
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.v4i1.1790

Abstract

The purpose of this study was to investigate how Human Resource Competency Improvement and Customer Relationship Management (CRM) influence Customer Service Performance, with Training as a mediating factor at PLN UID Aceh. This study used a sample of 140 participants selected through purposive sampling. The analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results showed that Human Resource Competency Improvement and Customer Relationship Management both had a positive and significant effect on Training. Furthermore, Training was found to have a positive and significant effect on Customer Service Performance. Furthermore, Customer Relationship Management directly influences Customer Service Performance, while Human Resource Competency Improvement has no direct effect but rather an indirect effect through Training as an intermediary factor. These results highlight the important role of Training in improving customer service performance by enhancing human resource competencies and implementing effective CRM strategies.
The Effect Of Digital Leadership Style and Collaborative Culture on Employee Performance with Teamwork as a Intervening Variables at PT PLN (Persero) UP2K Sumut) Ahmed Maulana; Hernawaty
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.v4i1.1791

Abstract

The purpose of this research is to investigate how Collaborative Culture and Digital Leadership Style impact Employee Performance, with Teamwork acting as a mediating factor. A total of 78 employees participated in this study. Data was gathered via questionnaires and examined using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results of the analysis show that both Collaborative Culture and Digital Leadership Style positively and significantly influence Employee Performance. Additionally, Digital Leadership Style positively and significantly affects Teamwork. On the other hand, Teamwork does not directly affect Employee Performance significantly and does not mediate the effects of Collaborative Culture or Digital Leadership Style on Employee Performance. These results suggest that enhancing a collaborative culture and practicing effective digital leadership are essential for boosting employee performance.
The Influence of Talent Retention and Performance Management on Management Talent with Talent Development as a Moderating Variable in UPT PLN Padangsidimpuan Employees M. Syahputra Siregar; Sri Rahayu; Hernawaty
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.v4i2.1849

Abstract

Talent management is a strategic issue for organizations, especially in the public sector, in maintaining the sustainability and competitiveness of human resources. This study aims to analyze the influence of talent retention and performance management on talent management with talent development as a moderating variable in UPT PLN Padangsidimpuan employees. This study uses a quantitative approach, where all 102 employees of UPT PLN Padangsidimpuan were used as respondents. Data was collected through questionnaires and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the help of the SmartPLS 4 application. The results of the study show that talent retention, performance management, and talent development have a positive and significant effect on talent management. Performance management is the most dominant variable influencing talent management. However, talent development is not able to moderate the influence of talent retention and performance management on talent management. The results of this study show that talent development plays a role as an independent variable, not as a moderating variable, in the research model
The Effect Of Training And Work Motivation On Employee Performance With Employee Work Quality As A Indicator Interve Ning Variables At Representative Offices Bank Indonesia North Sumatra Province Yolanda Saulina Sitorus; Hernawaty
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.v4i2.1892

Abstract

This study aims to analyze the influence of Training and Work Motivation on Employee Performance with Employee Work Quality as an intervening variable at the Representative Office of Bank Indonesia, North Sumatra Province. The research employed a quantitative approach using the Structural Equation Modeling (SEM) method based on SmartPLS 3.0. The sample consisted of employees within the Representative Office of Bank Indonesia, North Sumatra Province, selected through purposive sampling. Data were collected using a questionnaire with a 1–5 Likert scale. The results indicate that Work Motivation has a significant effect on Employee Performance and also has a significant effect on Employee Work Quality. Training has a significant effect on Employee Work Quality, but does not directly affect Employee Performance. In addition, Employee Work Quality has been proven to significantly influence Employee Performance. The mediation test results reveal that Employee Work Quality significantly mediates the effect of Work Motivation and Training on Employee Performance. This study emphasizes the importance of improving work quality as a primary strategy to enhance employee performance, particularly through effective training programs and increased work motivation.
The Effect of Work and Personal Life Integration on Employee Performance with Work Stress as an Intervening Variable at the Binjai City Manpower, Industry, and Trade Office Dermawaty Br. Sihombing; Hernawaty; Erwansyah
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.v4i2.1944

Abstract

The increasing integration of work and personal life in the modern technology-based work environment has presented both opportunities and challenges for employee performance, especially in public sector organizations. While work-life integration offers flexibility, it also has the potential to increase work stress due to the blurring of role boundaries between work and personal life. This study aims to analyze the influence of work-life integration on the performance of employees with work stress as an intervening variable at the Binjai City Manpower, Industry, and Trade Office. This study uses an associative quantitative research design involving 36 civil servants selected through purposive sampling techniques. Data was collected using a structured questionnaire and analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method using the SmartPLS 3.3.3 application. The results show that work-life integration has a positive and significant effect on employee performance, which indicates that effective integration can improve productivity, focus, and work quality. In addition, work-life integration also has a positive effect on work stress, suggesting that increased role integration can trigger psychological distress when role boundaries are unclear. Work stress has also been shown to have a positive but relatively small effect on employee performance, which indicates the presence of eustress that can encourage motivation and work alertness. Furthermore, work stress has been shown to partially mediate the relationship between work-life integration and employee performance. These findings confirm that while work-life integration is important in improving employee performance, its implementation needs to be accompanied by an effective stress management strategy to maintain the sustainability of employee welfare and achieve optimal organizational performance in public sector institutions.
The Effect of Digital-Based Training on Employee Loyalty with Job Satisfaction as an Intervening Variable at the Sidikalang Sub-district Office, Dairi Regency Fahreja S. Anjas Ujung; Abdi Sugiarto; Hernawaty
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.v4i2.1948

Abstract

The rapid development of digital technology has encouraged public sector organizations to adopt digital-based training as a strategic instrument in improving the quality of human resources. In addition to playing a role in improving employee competence, digital-based training is also expected to be able to influence employee attitudes, especially job satisfaction and employee loyalty. This study aims to analyze the effect of digital-based training on employee loyalty with job satisfaction as an intervening variable at the Sidikalang District Office, Dairi Regency. This study uses an associative quantitative research design. The research population includes all employees of the Sidikalang District Office which totals 47 people. Using census techniques (saturated sampling), as many as 40 employees were designated as research respondents. Data was collected through a structured questionnaire and analyzed using the Structural Equation Modeling method based on Partial Least Squares (SEM-PLS) with the help of SmartPLS software version 3.3.3. The results of the study show that digital-based training has a positive and significant effect on employee loyalty, which indicates that an effective digital training program is able to directly strengthen employee commitment and attachment to the organization. In addition, digital-based training has also been proven to have a positive and significant effect on job satisfaction, which shows that flexibility, ease of access, and suitability of training materials with job needs can increase employees' positive perception of their work. However, job satisfaction does not have a significant effect on employee loyalty. Furthermore, job satisfaction has also not been shown to mediate the relationship between digital-based training and employee loyalty, suggesting that the influence of digital-based training on employee loyalty is directly dominant. The findings of this study indicate that in public sector organizations, employee loyalty can be directly increased through the design and implementation of effective digital-based training programs without having to rely on job satisfaction as an intervening mechanism. This research makes a theoretical and practical contribution to the development of human resource management by emphasizing the strategic role of digital-based training in strengthening employee loyalty to local government institutions.
The Effect of a Hybrid Work Environment on Employee Performance with Motivation as a Moderating Variable at the Department of Manpower, Cooperatives, and Micro, Small, and Medium Enterprises of Serdang Bedagai Regency Irpan Hariono Saragih; Hernawaty; Erwansyah
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.v4i2.1957

Abstract

This study aims to analyze the effect of a hybrid work environment on employee performance with work motivation as a moderating variable at the Department of Manpower, Cooperatives, Small and Medium Enterprises of Serdang Bedagai Regency. This research employed a quantitative associative approach. The population consisted of 35 employees, and a saturated sampling technique was applied. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with SmartPLS software. The results show that the hybrid work environment does not have a significant effect on employee performance, as indicated by a T-statistic value of 1.149 and a p-value of 0.258, leading to the rejection of the first hypothesis. Work motivation also does not have a significant effect on employee performance, with a T-statistic of 1.839 and a p-value of 0.074, resulting in the rejection of the second hypothesis. Furthermore, work motivation does not moderate the relationship between the hybrid work environment and employee performance, as shown by a T-statistic of 1.082 and a p-value of 0.287, so the third hypothesis is also rejected. Based on these findings, it is recommended that government institutions do not rely solely on hybrid work systems to improve employee performance, but also strengthen supporting factors such as digital competence, performance supervision, task clarity, and organizational policies that align with job characteristics.
Employee Performance Dimension Through Employee Work Quality Yolanda Saulina Sitorus; Hernawaty
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.v4i2.1971

Abstract

This study aims to analyze the influence of Training and Work Motivation on Employee Performance with Employee Work Quality as an intervening variable at the Representative Office of Bank Indonesia, North Sumatra Province. The research employed a quantitative approach using the Structural Equation Modeling (SEM) method based on SmartPLS 3.0. The sample consisted of employees within the Representative Office of Bank Indonesia, North Sumatra Province, selected through purposive sampling. Data were collected using a questionnaire with a 1–5 Likert scale. The results indicate that Work Motivation has a significant effect on Employee Performance and also has a significant effect on Employee Work Quality. Training has a significant effect on Employee Work Quality, but does not directly affect Employee Performance. In addition, Employee Work Quality has been proven to significantly influence Employee Performance. The mediation test results reveal that Employee Work Quality significantly mediates the effect of Work Motivation and Training on Employee Performance. This study emphasizes the importance of improving work quality as a primary strategy to enhance employee performance, particularly through effective training programs and increased work motivation.
The Effect Of Organizational Citizenship Behavior (OCB) and Organizational Commitment on Employee Performancewith Workload as a Intervention Variable at BPJS Ketenagakerjaan South Sumatra Regional Komang Mustiawan; Hernawaty
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.v4i2.1976

Abstract

This study aims to examine the influence of Organizational Citizenship Behavior (OCB) and organizational commitment on employee performance with workload as an intervening variable at the BPJS Ketenagakerjaan South Sumatera Regional Office.This study used a quantitative approach with a survey method. The sample consisted of 70 employees selected through a saturated sampling technique. Data were collected using a questionnaire and analyzed using the Structural Equation Modeling–Partial Least Square (SEM-PLS) method. The results of the study indicate that Organizational Citizenship Behavior (OCB) and organizational commitment have a positive and significant influence on employee performance. Furthermore, OCB and organizational commitment have a negative and significant influence on workload. Workload is proven to have a negative and significant influence on employee performance. The indirect effect analysis shows that workload mediates the relationship between Organizational Citizenship Behavior and organizational commitment on employee performance. Therefore, strengthening OCB, increasing organizational commitment, and managing workload effectively are crucial to improving employee performance.
Co-Authors Abdi Sugiarto Agus Susanto Ahmed Maulana Dermawaty Br. Sihombing Erwansyah Fahreja S. Anjas Ujung Irpan Hariono Saragih Komang Mustiawan M. Syahputra Siregar Sri Rahayu Yolanda Saulina Sitorus