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

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Analysis of Employee Welfare, Work Environment and Social Support on Employee Performance Through Organizational Commitment inPT PLN (Persero) Regulatory Implementing Unit Distribution (UP2D) North  Sumatera Muhammad Yunan; 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.v4i2.1850

Abstract

  This study aims to investigate the impact of employee well-being, work environment, and social support on employee performance, considering organizational commitment as a mediating variable at PT PLN (Persero) Distribution Regulation Implementation Unit (UP2D) North Sumatra. A quantitative research design was employed, employing survey methodology. Data were collected through questionnaires distributed to 117 employees. Data analysis was conducted using Structural Equation Modeling (SEM) using Partial Least Squares (PLS) techniques. The findings indicate that employee well-being and the work environment significantly and positively influence employee performance. Furthermore, employee well-being and social support contribute positively and significantly to organizational commitment. Organizational commitment itself also positively impacts employee performance. However, social support did not have a significant direct effect on employee performance, and the work environment did not significantly influence organizational commitment. Furthermore, the results of the indirect effect test indicate that employee well-being and social support significantly influence employee performance through organizational commitment. Conversely, the work environment did not significantly influence employee performance through organizational commitment. These results underscore the importance of organizational commitment as a key mediating variable in strategies aimed at improving employee performance, particularly through strengthening employee well-being and social support.
The Role of Competencies in Encouraging Organizational Commitment through Organizational Culture Zamroni; 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.v4i2.1894

Abstract

This study aims to analyze the effect of Competence and Motivation on Organizational Commitment with Organizational Culture as an intervening variable at the Representative Office of Bank Indonesia in Medan, North Sumatra, and Aceh. This research employs a quantitative approach using the Structural Equation Modeling (SEM) method based on SmartPLS 3.0. The research sample consists of employees working at the Representative Office of Bank Indonesia in Medan and Aceh, selected using purposive sampling techniques. Data were collected through questionn    aires distributed using a Likert scale ranging from 1 to 5. The results indicate that Competence and Motivation have a positive and significant effect on Organizational Culture, and Organizational Culture has a significant effect on Organizational Commitment. Competence also has a direct and significant effect on Organizational Commitment, while Motivation does not have a direct effect on Organizational Commitment. However, Organizational Culture is proven to significantly mediate the relationship between Competence and Motivation on Organizational Commitment. Therefore, Organizational Culture plays an essential role in strengthening the influence of Competence and Motivation on enhancing employees’ Organizational Commitment.
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 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.
The Role of Competencies in Encouraging Organizational Commitment through Organizational Culture Zamroni; 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.v4i2.1973

Abstract

This study aims to analyze the effect of Competence and Motivation on Organizational Commitment with Organizational Culture as an intervening variable at the Representative Office of Bank Indonesia in Medan, North Sumatra, and Aceh. This research employs a quantitative approach using the Structural Equation Modeling (SEM) method based on SmartPLS 3.0. The research sample consists of employees working at the Representative Office of Bank Indonesia in Medan and Aceh, selected using purposive sampling techniques. Data were collected through questionn    aires distributed using a Likert scale ranging from 1 to 5.          The results indicate that Competence and Motivation have a positive and significant effect on Organizational Culture, and Organizational Culture has a significant effect on Organizational Commitment. Competence also has a direct and significant effect on Organizational Commitment, while Motivation does not have a direct effect on Organizational Commitment. However, Organizational Culture is proven to significantly mediate the relationship between Competence and Motivation on Organizational Commitment. Therefore, Organizational Culture plays an essential role in strengthening the influence of Competence and Motivation on enhancing employees’ Organizational Commitment.
Co-Authors Dermawaty Br. Sihombing Hernawaty Irpan Hariono Saragih Muhammad Yunan Zamroni