Article Per Year (5 Year)
p-Index From 2021 - 2026
1.897
P-Index
This Author published in this journals
All Journal Equivalent : Journal of Economic, Accounting and Management
Kiki Farida Ferine
Universitas Pembangunan Panca Budi, Medan, North Sumatra
Economics, Econometrics & Finance

Published : 14 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 14 Documents
Search

 1   2 
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.v4i2.1955

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 Influence of Organizational Behavior and Leadership on Employee Performance with Job Satisfaction as an Intervening Variable at the Sidikalang Sub-district Office, Dairi Regency Isran Bintang; 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.v4i2.1958

Abstract

This study aims to examine the influence of Leadership and Organizational Behavior on Employee Performance with Job Satisfaction as an intervening variable in the Sidikalang District Office, Dairi Regency. This study uses a quantitative approach with the Structural Equation Modeling method based on Partial Least Squares (SEM-PLS). Data was collected through the distribution of questionnaires to employees, then analyzed using SmartPLS software version 3.0. The results of the direct influence analysis showed that Leadership (X2) had a positive and significant effect on Employee Performance (Y) with a path coefficient of 1.060, a T-Statistics value of 19.053 (> 1.96), and P-Values = 0.000. Meanwhile, Organizational Behavior (X1) had no significant effect on Employee Performance, with a path coefficient of 0.134, a T-Statistics value of 1.596 (< 1.96), and P-Values = 0.117. In addition, Leadership also has a positive and significant effect on Job Satisfaction (Z) with a path coefficient of 1.060, a T-Statistics value of 19.053, and P-Values = 0.000, while Organizational Behavior has no significant effect on Job Satisfaction, with a path coefficient of -0.110, a T-Statistics value of 1.585, and P-Values = 0.120. Furthermore, the results of the study show that Job Satisfaction has a positive and significant effect on Employee Performance, with a path coefficient of 1.118, a T-Statistics value of 4.911, and P-Values = 0.000. The results of the indirect influence analysis (mediation) showed that Job Satisfaction was able to significantly mediate the relationship between Leadership and Employee Performance, with a path coefficient of 1.185, a T-Statistics value of 4.340, and P-Values = 0.000. However, Job Satisfaction was not able to mediate the influence of Organizational Behavior on Employee Performance, with a path coefficient of -0.123, a T-Statistics value of 1.341, and P-Values = 0.186. Based on these findings, it is suggested that the Sidikalang District Office focus more attention on improving the quality of leadership and employee job satisfaction as an effort to improve employee performance. Improvements in the aspect of Organizational Behavior alone are not enough to have a significant impact on improving employee performance.
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; 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.v4i2.1974

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 Influence Of Individual Characteristics and Competencies on Employee Performance with Work Ethic as a Moderating Variable at The Dairi Panwaslu Office Nurul Ampe Lestari Angkat; Mesra B; Kiki Farida Ferine; Muhammad 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.v4i2.1978

Abstract

This study aims to examine the influence of individual characteristics and competencies on employee performance, with work ethic as a moderation variable, at the Dairi Regency Panwaslu Office. This study used an associative quantitative approach with a saturated sample technique on 35 employees. Data was collected through questionnaire deployment and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of SmartPLS software version 3.3.3. The results showed that individual characteristics did not have a significant effect on employee performance (T-Statistic = 0.452 < 1.96; P-Value = 0.654), while competence has a positive and significant effect on employee performance (T-Statistic = 3.128 > 1.96; P-Value = 0.004). Work ethic was also found to have no significant effect directly on employee performance (T-Statistic = 0.385 < 1.96; P-Value = 0.703), and did not moderate the relationship between individual characteristics and employee performance (T-Statistic = 1,300 < 1.96; P-Value = 0.202), as well as the relationship between competence and employee performance (T-Statistic = 1.053 < 1.96; P-value = 0.299). These findings show that competence is the most dominant factor in influencing employee performance, while work ethic does not strengthen the influence of individual characteristics or competencies on employee performance. Therefore, it is recommended that organizations focus efforts on improving employee competencies through technical training, regulatory understanding, and professional development programs. Further research can add other variables such as organizational culture, reward system, or leadership style to explain the variation in employee performance more comprehensively.
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