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

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Analysis of the Influence of Leadership, Work Motivation and Teamwork on Employee Performance through Employee Retention as a Moderation Variable at PT Pelindo Regional I Dumai Branch M. Aulia Arsyad; M. Chaerul Rizky; 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.v4i2.1846

Abstract

This study aims to analyze the influence of leadership, work motivation, and teamwork on employee performance through employee retention as a moderating variable at PT Pelindo Regional I Dumai Branch. The phenomenon underlying this research is the importance of improving employee performance to support the effectiveness of port operations in an increasingly competitive port industry era. This study uses a quantitative method with a survey approach. The population and sample of this research are all employees of PT Pelindo Regional I Dumai Branch, totaling 35 people using saturated sampling technique (census). The data collection technique uses a questionnaire with a Likert scale, and the data analysis technique uses Partial Least Square-Structural Equation Modeling (PLS-SEM) with SmartPLS software to test direct effects and moderating effects. The results show that: (1) Leadership has a positive and significant effect on Employee Performance; (2) Work Motivation has a positive and significant effect on Employee Performance; (3) Teamwork has no significant effect on Employee Performance; (4) Employee Retention has a positive and significant effect on Employee Performance with the most dominant influence; (5) Employee Retention significantly moderates the effect of Leadership on Employee Performance; (6) Employee Retention does not moderate the effect of Work Motivation on Employee Performance; (7) Employee Retention significantly moderates the effect of Teamwork on Employee Performance. This research provides practical implications that the management of PT Pelindo Regional I Dumai Branch needs to prioritize employee retention strategies as the main foundation in improving organizational performance, followed by strengthening leadership quality, increasing work motivation programs, and improving effective teamwork systems.
The Influence of Training and Education on Human Resource Development with the Support of Facilities and Infrastructure as a Moderating Variable at PT Energi Persada Inti Kontruksi Jakarta Muhammad Irfan Akbar; Sri Rahayu; 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.v4i2.1848

Abstract

Human resource development (HR) is essential to ensure the long-term progress of the organization and maintain competitiveness, especially in the construction sector where continuous upskilling and adaptability are essential. This study seeks to empirically examine how training and education affect human resources, with infrastructure facilities acting as a moderation factor. This study was conducted at PT Energi Persada Inti Kontruksi Jakarta using a quantitative method through a structured survey involving 126 employees. Data were processed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to evaluate the immediate effects and moderation. The results of the study show that training and education each have a positive and significant influence on human resources. In addition, infrastructure facilities substantially strengthen the effects of training and education on human resource outcomes. These findings emphasize the strategic value of integrating strong training and education initiatives with adequate infrastructure support to improve employee capabilities and overall organizational effectiveness. This study enriches the human resource literature by describing the role of infrastructure moderation in the industrial environment and provides practical insights for managers in improving learning environments and capacity building efforts.
Analysis of the Influence of Work Discipline and Work Motivation on the Performance of ASN Employees with Work Commitment as an Intervening Variable in Medan City Education Office Zhuraina; Darmilisani; 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.v4i2.1895

Abstract

This study aims to analyze the influence of work discipline and work motivation on the performance of State Civil Apparatus (ASN) employees with work commitment as an intervening variable in the Medan City Education Office. The main problem in this study is the lack of optimal employee performance which is allegedly influenced by various levels of discipline and work motivation. The research method used is a quantitative approach with survey techniques through the distribution of questionnaires to ASN employees. The data was analyzed using the path analysis method or Structural Equation Modeling (SEM) to test the direct and indirect influence between variables. The results of the study show that work discipline and work motivation have a positive and significant effect on work commitment. Work discipline and work motivation also have a positive and significant effect on employee performance. In addition, work commitment has been proven to be able to mediate the influence of work discipline and work motivation on employee performance significantly. These findings confirm that the improvement of ASN performance is not only determined by discipline and motivation aspects, but also by the level of commitment of employees to the organization. This research provides practical implications for the management of the Medan City Education Office in formulating performance improvement policies based on strengthening discipline, motivation, and work commitment.
The Effect Of Compensation and Work Environment On Employee Job Satisfaction with Organizational Commitment as an Intervening Variable at The  Bank Indonesia Pematang Siantar  Representative Office Gomgom S. G. Sirait; M. Isa Indrawan; 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.v4i2.1898

Abstract

This study aims to analyze how compensation and work environment influence employee job satisfaction, with organizational commitment acting as a mediating factor at the Bank Indonesia Representative Office in Pematangsiantar. A quantitative method was employed, employing Structural Equation Modeling (SEM) analysis using SmartPLS 3.0 software. The sample for this study consisted of all employees at the Bank Indonesia Representative Office in Pematangsiantar, selected through purposive sampling. The results indicate that organizational commitment has a positive and significant impact on employee job satisfaction, while compensation does not have a significant direct effect on job satisfaction. Furthermore, both compensation and work environment exhibit positive and significant impacts on organizational commitment. The work environment also has a positive and significant impact on employee job satisfaction. However, organizational commitment does not effectively mediate the relationship between compensation or work environment and job satisfaction. Considering these findings, it is recommended that management focus on enhancing organizational commitment and fostering a pleasant and supportive work environment to enhance employee job satisfaction, while providing fair compensation to strengthen employee bonds with the organization.
The Effect Of Rewards and Competence On Employee Performance with Punishment as an Intervening Variable in West Sumatra Regional Office of BPJS Ketenagakerjaan Age Hidayat; Kiki Farida Ferine; M. 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.v4i2.1941

Abstract

This study aims to analyze the effect of reward and competence on employee performance , with punishment as an intervening variable at West Sumatra Regional Office of BPJS Ketenagakerjaan.This research employs a quantitative approach using a survey method. The population consists of all employees of West Sumatra Regional Office of BPJS Ketenagakerjaan, with a total sample of 109 employees , selected using a census sampling technique . Data were collected through questionnaires and analyzed using Partial Least Square–Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS software. The results indicate that reward and competence have a positive and significant effect on employee performance . Furthermore, reward and competence also have a positive and significant effect on punishment , and punishment has a positive and significant effect on employee performance . The indirect effect analysis shows that punishment mediates the relationship between reward and competence and employee performance . Therefore, it can be concluded that improving employee performance can be achieved through appropriate reward systems, enhanced employee competence, and the effective and proportional implementation of punishment.
The Effect Of Motivation and Work Discipline On Job Satisfaction with Compensation as an Intervening Variable in BPJS Ketenagakerjaan West Sumatra Region Danil Ramdani; Kiki Farida Ferine; M. 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.v4i2.1942

Abstract

This study aims to examine the effect of motivation and work discipline on job satisfaction with compensation as an intervening variable at BPJS Ketenagakerjaan West Sumatra Region.. This research employs a quantitative approach using a survey method. The research sample consists of 109 employees selected through a saturated sampling technique. Data were collected using questionnaires and analyzed using Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. The results indicate that motivation and work discipline have a positive and significant effect on job satisfaction. Furthermore, motivation and work discipline also have a positive and significant effect on compensation. Compensation has a positive and significant effect on job satisfaction and is proven to mediate the relationship between motivation, work discipline, and job satisfaction. Therefore, improving employee motivation and work discipline supported by a fair and appropriate compensation system can enhance job satisfaction among employees of BPJS Ketenagakerjaan Solok.
The Effect Of Leadership Style, Human Resources Quality and Organizational Citizenship Behavior (OCB) on Organizational Commitment In Communication Mediation at BPJS Ketenagakerjaan Nias Gunungsitoli & North Medan Dedita Vicky Tarigan; 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.v4i2.1943

Abstract

This study aims to analyze the effect of leadership style, human resource quality, and organizational citizenship behavior (OCB) on organizational commitment with communication as a mediating variable at BPJS Employment Nias Gunung Sitoli and Medan Utara. This research employs a quantitative approach using a survey method. The research sample consists of 100 employees selected through a saturated sampling technique. Data were collected using questionnaires and analyzed using Partial Least Square–Structural Equation Modeling (PLS-SEM). The results indicate that leadership style and communication have a positive and significant effect on organizational commitment. Human resource quality and OCB do not have a direct effect on organizational commitment. However, human resource quality and OCB have a positive and significant effect on communication. Furthermore, communication is proven to mediate the effect of human resource quality on organizational commitment, but it does not mediate the effect of leadership style and OCB on organizational commitment. The findings of this study are expected to provide managerial implications for improving organizational commitment through strengthening leadership style, human resource quality, and effective communication.
The Effect Of Employee Relations and Motivation on Employee Job Satisfaction with Workvariables as Intervention Environmentat The Regional Bpjs Employment West Sumatra Emil Febrianto; Kiki Farida Ferine; 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.v4i2.1947

Abstract

This study aims to analyze the influence of employee relationships and motivation on employee job satisfaction with the work environment as an intervening variable at BPJS Ketenagakerjaan in the West Sumatra Region. This study uses an associative quantitative approach with a sample of 100 employees from BPJS Ketenagakerjaan offices located in Solok, Bukittinggi, and Padang. The sampling technique used in this study is saturated sampling, where the entire population is used as the research sample. Data were collected through questionnaires. The data analysis method used in this study is Structural Equation Modeling (SEM) with Partial Least Square (PLS) through SmartPLS software. The results of this study are expected to provide information regarding the influence of employee relationships and motivation on job satisfaction, as well as test the mediating role of the work environment on this relationship. This research contributes to the development of human resource management, particularly in creating a conducive work environment and increasing job satisfaction within public service institutions.
The Effect Of Rewards and Punishment on Employee Performance with Organizational Commitment as an Intervening Variableat The Representative Office Of Bank Indonesia Province North Sumatra Fanal Nainggolan; M. Isa Indrawan; 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.v4i2.1949

Abstract

This study aims to investigate how rewards and punishments affect employee performance, with organizational commitment acting as a mediating factor, at the Bank Indonesia Representative Office located in North Sumatra Province. A quantitative method was employed, employing Structural Equation Modeling (SEM) facilitated by SmartPLS 3.0 software. Participants in this study were employees working at the Bank Indonesia Representative Office in North Sumatra Province, and information was collected through a questionnaire that has been validated for reliability and accuracy. The findings indicate that organizational commitment has a positive effect on employee performance. Furthermore, both rewards and punishments directly enhance employee performance and organizational commitment. Indirectly, rewards and punishments also influence employee performance by increasing organizational commitment, thus confirming the mediating function of organizational commitment. These results imply that implementing a fair and appropriate reward and punishment system can improve employee performance both directly and by strengthening their commitment to the organization. The findings of this study have significant implications for human resource management, particularly regarding reward and punishment strategies to optimize performance while fostering organizational commitment.
The Effect of Digital Leadership Style and Employee Well-Being on Employee Performance with Job Satisfaction as an Intervening Variable at the Food Security and Agriculture Office of Binjai City Florentina Boangmanalu; Kiki Farida Ferine; Abdi Sugiarto
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.v4i2.1953

Abstract

The increasing integration of digital technology in public-sector organizations has emphasized the importance of digital leadership and employee welfare in improving organizational outcomes. This study aims to examine the effects of digital leadership style and employee welfare on employee performance, with job satisfaction serving as an intervening variable, at the Food Security and Agriculture Office of Binjai City. This research employed a quantitative associative design to analyze both direct and indirect relationships among the variables. The research population consisted of all 40 employees of the institution, and a saturated sampling (census) technique was applied, involving all employees as respondents. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) with SmartPLS version 3.3.3. The results reveal that digital leadership style has a positive and significant effect on job satisfaction, indicating that leadership practices oriented toward digital adaptation, communication, and technology utilization enhance employees’ satisfaction levels. Employee welfare is also found to have a positive and significant effect on job satisfaction, highlighting the importance of adequate compensation, social security, and work facilities in shaping positive employee attitudes. However, digital leadership style does not have a significant direct effect on employee performance. In contrast, employee welfare shows a strong and significant direct influence on employee performance, demonstrating that welfare fulfillment is a dominant factor in improving productivity and work outcomes. Furthermore, job satisfaction does not have a significant effect on employee performance and does not mediate the relationship between digital leadership style and employee performance, nor between employee welfare and employee performance
Co-Authors Abdi Sugiarto Age Hidayat Danil Ramdani Darmilisani Dedita Vicky Tarigan Elfitra Desy Surya Emil Febrianto Fanal Nainggolan Florentina Boangmanalu Gomgom S. G. Sirait Isran Bintang M. Aulia Arsyad M. Chaerul Rizky M. Isa Indrawan Mesra B Muhammad Irfan Akbar Muhammad Isa Indrawan Nurul Ampe Lestari Angkat Sri Rahayu Zhuraina