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

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The Effect of Digital Leadership Style on Employee Performance with Organizational Commitment as an Intervening Variable at the Regional Financial and Revenue Management Agency of Binjai City Fitri Ulyani Nasution; Abdi Sugiarto; 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.v4i1.1809

Abstract

This study examines the effect of digital leadership style on employee performance with organizational commitment as an intervening variable at the Regional Financial and Revenue Management Agency of Binjai City. A quantitative research design was employed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 3.0. Data were collected through structured questionnaires and analyzed by evaluating both the measurement and structural models. The measurement model results indicate that all indicators meet the criteria for convergent validity, with outer loading values exceeding 0.70, while discriminant validity is confirmed through cross-loading analysis. Reliability testing demonstrates strong internal consistency, as Cronbach’s Alpha values range from 0.790 to 0.915, composite reliability values exceed 0.876, and Average Variance Extracted (AVE) values are above 0.50 for all constructs. The structural model shows high explanatory power, with adjusted R² values of 0.938 for employee performance and 0.738 for organizational commitment. Hypothesis testing reveals that digital leadership style has a positive and significant effect on employee performance (β = 0.594, t = 8.077, p < 0.001) and organizational commitment (β = 0.861, t = 31.039, p < 0.001), while organizational commitment also significantly influences employee performance (β = 0.410, t = 5.908, p < 0.001). Furthermore, organizational commitment is found to significantly mediate the relationship between digital leadership style and employee performance (β = 0.353, t = 5.450, p < 0.001), highlighting the critical role of digital leadership and organizational commitment in enhancing employee performance within public sector institutions.
The Influence of Competence, Work Culture, and Work Infrastructure on Investigation Performance Through the Improvement of Human Resource Quality at the Belawan Harbormaster and Main Port Authority Office Guntur Harry Syahputra; Mesra B; 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.v4i1.1820

Abstract

This study aims to analyze the influence of competence, work culture, and work infrastructure on investigative performance, with improving the quality of human resources (HR) as an intervening variable at the Belawan Harbormaster and Main Port Authority Office. The study was conducted at the Belawan Harbormaster and Main Port Authority Office on Jalan Deli, Medan Belawan District, from late June 2025 to August 2025. The study population consisted of 244 employees, and the sample was obtained using the Slovin formula, resulting in 151 respondents. The research method used a quantitative approach and was analyzed using a structural equation model. The results showed that work culture did not significantly influence investigative performance, but significantly influenced the improvement of human resource quality. Competence significantly influenced both investigative performance and human resource quality improvement. Work infrastructure significantly influenced both investigative performance and human resource quality improvement. Furthermore, improving human resource quality proved to be the variable with the most dominant influence on improving investigative performance. Indirectly, work culture, competence, and work infrastructure significantly influenced investigative performance through improving human resource quality, thus all mediation hypotheses were accepted. The research findings confirm that improving human resource quality is a key determinant in optimizing investigative performance, which can be strengthened through adequate technical competency, a conducive work culture, and adequate work infrastructure. This research provides practical implications: maritime investigation organizations need to prioritize human resource development as a primary strategy for improving investigative performance effectiveness.
The Influence of Organizational Climate and Work Environment on Employee Performance with Work Quality as an Intervening Variable at the Belawan Harbormaster and Main Port Authority Office Henry Dunan; Mesra B; 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.v4i1.1822

Abstract

This study aims to analyze the influence of Organizational Climate and Work Environment on Employee Performance, with Work Quality as an intervening variable, at the Harbormaster and Main Port Authority Office in Belawan. The study was conducted in June 2025 for three months. The study location was at the Harbormaster and Main Port Authority Office in Belawan, Jalan Deli Medan, Belawan, Postal Code 20411. The population in this study was 244 employees, and a sample of 151 respondents was determined using the Slovin formula with a 5% margin of error. The sampling technique was proportional to the number of employees in each department. The type of data used was primary data obtained directly from respondents through a questionnaire. The results showed that Organizational Climate and Work Environment had a positive and significant effect on Employee Performance, both directly and indirectly through Work Quality as an intervening variable. Work Quality also had a positive and significant effect on Employee Performance. Thus, it can be concluded that Work Quality plays a mediating role in the relationship between Organizational Climate and Work Environment on Employee Performance. This research implies that improving employee performance can be achieved by strengthening the organizational climate, work environment, and the quality of employee work output.
The Effect of Organizational Commitment and Supervision on OHS Culture with OHS Risk Perception as an Intervening Variable at PT.PLN (Persero) ULP Tanah Jawa Winda Chairany; 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.v4i2.1864

Abstract

This study aims to analyze the effect of organizational commitment and supervision on occupational safety and health (OSH) culture with OSH risk perception as an intervening variable among employees of PT PLN (Persero) ULP Tanah Jawa. This research employed a quantitative approach using a survey method. The population consisted of all employees, with a total sample of 57 respondents selected using a saturated sampling technique. Data were collected through questionnaires and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results show that organizational commitment has a positive and significant effect on OSH culture and OSH risk perception. Supervision has a positive and significant effect on OSH risk perception but does not have a significant direct effect on OSH culture. Furthermore, OSH risk perception has a positive and significant effect on OSH culture. In addition, OSH risk perception is proven to mediate the effect of organizational commitment and supervision on OSH culture. These findings indicate that improving OSH culture at PT PLN (Persero) ULP Tanah Jawa should focus on strengthening organizational commitment, enhancing consistent supervision, and increasing employees' OSH risk perception.
Analysis of Compensation and Adaptive Leadership on Employee Performance Through Employee Engagement at PT PLN (Persero) ULP Lima Puluh Yunita Panjaitan; Erwansyah; 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.v4i2.1865

Abstract

This study aims to analyze the effect of compensation and adaptive leadership on employee performance through employee engagement at PT PLN (Persero) ULP Limapuluh. This research adopts a quantitative approach using a survey method. The research sample consists of 78 employees selected using a saturated sampling technique. Data analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results indicate that compensation and adaptive leadership have a positive and significant effect on employee engagement. Furthermore, compensation, adaptive leadership, and employee engagement also have a positive and significant effect on employee performance. Employee engagement is proven to mediate the relationship between compensation and adaptive leadership on employee performance. Therefore, improving a fair compensation system and implementing effective adaptive leadership can enhance employee engagement and ultimately improve employee performance at PT PLN (Persero) ULP Limapuluh.
Co-Authors Abdi Sugiarto Erwansyah Fitri Ulyani Nasution Guntur Harry Syahputra Henry Dunan Mesra B Winda Chairany Yunita Panjaitan