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All Journal Equivalent : Journal of Economic, Accounting and Management
Husni Muharram Ritonga
Universitas Pembangunan Panca Budi, Medan, North Sumatera
Economics, Econometrics & Finance

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The Effect of Transformational Leadership and Intrinsic Motivation on Employee Performance with Work Discipline as an Intervening Variable on Employees in the Planning Field, the Field Distribution and Commerce and Management Fields Customers at PT PLN (Persero) UID North Sumatra Arif Fahmi; Husni Muharram Ritonga
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.v4i1.1798

Abstract

This research seeks to explore how transformational leadership and intrinsic motivation impact employee performance, with work discipline serving as a mediating variable, among workers in the Planning, Distribution, and Commerce and Customer Management Divisions at PT PLN (Persero) UID North Sumatra. A quantitative methodology was employed via a survey approach. The entire workforce of 99 employees was included through a saturated sampling strategy. Data was gathered using a questionnaire, and the analysis was carried out using Structural Equation Modeling based on Partial Least Squares (SEM-PLS). The findings show that transformational leadership and intrinsic motivation positively and significantly influence both work discipline and employee performance. Additionally, work discipline has a positive and significant impact on employee performance and functions as a mediating factor in the connection between transformational leadership and intrinsic motivation concerning employee performance. These results support the idea that enhancing employee performance can be achieved through the application of transformational leadership and boosting intrinsic motivation, backed by effective work discipline.
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 Rizky Sembiring; Husni Muharram Ritonga; Elfitra Desy Surya
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.v4i1.1829

Abstract

This study examines the effect of workload on employee loyalty, with job stress as a moderating variable, at the Department of Manpower, Cooperatives, Small and Medium Enterprises of Serdang Bedagai Regency, Indonesia. A quantitative research design was employed using primary data collected from 35 civil servants through structured questionnaires using a Likert scale. Data were analysed using Structural Equation Modeling Partial Least Squares with Smart PLS version 3.0. The measurement model was evaluated through convergent validity, discriminant validity, composite reliability, and Average Variance Extracted, all of which met the recommended threshold values. The structural model demonstrated strong explanatory power, with an R square value of 0.852 for employee loyalty. The findings indicate that workload has a positive and significant effect on employee loyalty. Job stress also shows a significant direct effect on employee loyalty; however, it does not function as a moderating variable in the relationship between workload and employee loyalty. This indicates that job stress neither strengthens nor weakens the effect of workload on loyalty. The study concludes that employee loyalty in public sector institutions is influenced more by structural and normative factors such as job security and organizational commitment rather than psychological conditions alone. Therefore, public organizations are encouraged to implement proportional workload management and comprehensive human resource policies to enhance sustainable employee loyalty.
Customer Satisfaction Analysis : The Role of Communication, Social Behaviour and Customer Experience with Trust as a Mediating Variable at Pematang Siantar Class II Check Point Immigration Office Septian Yubil Sumurung Sihombing; Elfitra Desy Surya; Husni Muharram Ritonga
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.v4i2.1981

Abstract

This research aims to analyze the effects of communication, social behaviour, and customer experience on customer satisfaction with trust as a mediating variable at Pematang Siantar Class II Check Point Immigration Office. The research employs a quantitative explanatory approach using primary data collect from 372 passport applicants. Data were analyzed using the Partial Least Squares-Structural Equation Modelling (PLS-SEM) technique with SmartPLS. The results indicate that customer experience has a positive and significant effect on customer satisfaction both directly and indirectly through trust. Trust is proven to have a positive and significant effect on customer satisfaction and plays a crucial mediating role in the relationship between communication, social behaviour, and satisfaction. Although communication and social behaviour do not have a significant direct effect on customer satisfaction, both variables significantly influence trust, which subsequently enhances satisfaction. The model demonstrates a moderate explanatory power, indicating that service related variables and trust substantially contribute to public satisfaction in immigration services. These findings suggest that customer satisfaction in public service institution is more strongly influenced by experiental and relational factor than by procedural interactions alone. Therefore, improving customer experience and strengthening publis trust should be strategic priorities in immigration service delivery. Therefore, improving customer experience and strengthening publis trust should be strategic priorities in immigration service delivery. This research contributes to public service management literature by reinforcing trust as a key psychological mechanism linking service quality attributes to customer satisfaction.
The Effect of Training and Competency on the Performance of Employees with Work Facilities as Intervening Variables at the Manpower, Cooperatives, Small and Medium Enterprises Office of Serdang Bedagai Regency Yusvarilda Syafiah; Husni Muharram Ritonga; Elfitra Desy Surya
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.v4i2.1983

Abstract

This study aims to examine the influence of training and competence on employee performance, with work facilities as intervening variables at the Department of Manpower, Cooperatives, Small and Medium Enterprises of Serdang Bedagai Regency. This study uses an associative quantitative approach with a census method involving 35 employees as respondents. The data was analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the help of SmartPLS software. The results showed that competence had a positive and significant effect on employee performance (β = 0.866; t = 5.687; p < 0.05), so the hypothesis was accepted. In contrast, training did not have a significant direct effect on employee performance (β = 0.494; t = 1.512; p > 0.05), so the hypothesis was rejected. Furthermore, training had a positive and significant effect on work facilities (β = 0.969; t = 13.818; p < 0.05), which showed that the hypothesis was accepted, while competence had no significant effect on the work facilities (β = 0.014; t = 0.182; p > 0.05), so the hypothesis was rejected. The results of the study also showed that work facilities did not have a significant effect on employee performance (β = −0.451; t = 1.429; p > 0.05). The mediation analysis confirmed that work facilities did not mediate the relationship between employee training and performance (β = −0.437; t = 1.339; p > 0.05) or between employee competence and performance (β = −0.006; t = 0.163; p > 0.05). These findings show that competence is the most dominant factor in directly influencing employee performance, while training and work facilities have no significant direct or mediating influence. It is recommended that organizations prioritize ongoing competency development and design training programs that are more suited to job demands to improve employee performance.
Co-Authors Arif Fahmi Elfitra Desy Surya Muhammad Rizky Sembiring Septian Yubil Sumurung Sihombing Yusvarilda Syafiah