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All Journal Journal of Economic, Bussines and Accounting (COSTING) Maneggio: Jurnal Ilmiah Magister Manajemen JUMAN Tools (Jurnal Manajemen Tools) Community Development Journal: Jurnal Pengabdian Masyarakat INVEST : Jurnal Inovasi Bisnis dan Akuntansi Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Altifani Penelitian dan Pengabdian kepada Masyarakat Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Jurnal Fokus Manajemen Jurnal Akuntansi, Manajemen dan Bisnis Digital Journal of International Conference Proceedings Jurnal Pengabdian West Science Journal of Management, Economic, and Accounting International Journal of Management, Economic and Accounting Jurnal Cendekia Ilmiah Journal of Computer Science and Technology Application Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan
Sri Rahayu
Universitas Pembangunan Panca Budi
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Analysis of Work Discipline And Work Facilities On Employee Performance With Work Motivation As A Mediating Variable In The Medan Belawan Primary Tax Office Medan Belawan Combat Hamonangan Manurung; Sri Rahayu; Kiki Farida Ferine
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.11415

Abstract

Employee performance is a key factor in supporting the success of public organizations, including the Medan Belawan Primary Tax Office, which plays a strategic role in tax services and state revenue. This study aims to analyze the effect of work discipline and work facilities on employee performance with work motivation as a mediating variable. The study used a quantitative approach with a survey method of all 100 employees of the Medan Belawan Primary Tax Office, so the sampling technique used was a census. Data were collected through questionnaires and analyzed using the Partial Least Squares (PLS) method with the help of SmartPLS software. The results show that work discipline has a positive and significant effect on employee performance and work motivation. Work facilities also have a positive and significant effect on employee performance and work motivation. Furthermore, work motivation has a positive and significant effect on employee performance. The indirect effect test showed that work motivation was able to mediate the effect of work discipline on employee performance, as well as mediate the effect of work facilities on employee performance. The coefficient of determination value showed that work discipline and work facilities were able to explain 35.9% of the variation in work motivation, while work discipline, work facilities, and work motivation together were able to explain 55.2% of the variation in employee performance. Based on these results, it can be concluded that improving the performance of employees at the Medan Belawan Tax Office does not only depend on the implementation of work discipline and the provision of adequate work facilities, but is also greatly influenced by the level of employee work motivation. Therefore, management is expected to strengthen disciplinary policies, improve the quality of work facilities, and create a work environment that can encourage employee motivation in order to improve performance and the quality of public services.
Analysis Of Organizational Culture And Work Environment On Employee Performance At The Medan Perjuangan District Office Aisyah Nurul Fasah Lbs; Sri Rahayu; M. Chaerul Rizky
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1542

Abstract

The research analysis aims to analyze the organizational culture and work environment on employee performance at the Medan Perjuangan District Office. The data analysis technique used is the associative research method with the help of the SPSS version 23 program. This study uses multiple linear regression analysis. The sample in this study was 100 respondents. Primary data collection used a questionnaire. The results of the study indicate that the organizational culture variable has a t count of 3.651 and a t table of 1.984723, so t count > t table (3.651 > 1.984723) with sig. 0.000 < 0.05 so that the results of the study accept H1. It can be explained that the organizational culture variable (X1) influences the employee performance variable of the Medan Perjuangan Sub-district Office. The work environment variable has a t count of 2.345 and a t table of 1.984723, so t count > t table (2.345 > 1.984723) with sig. 0.021 < 0.05 so that the results of the study accept H1. It can be explained that the work environment variable (X2) influences the employee performance of the Medan Perjuangan Sub-district Office. The value obtained is f count = 92.290 > f table 3.09 with sig. 0.000 < 0.05. So it can be concluded that H1 is accepted. Where the variables of organizational culture (X1) and work environment (X2) simultaneously have a positive and significant effect on the performance of employees at the Medan Perjuangan District Office.
Analysis of Leadership Style, Motivation, and Work Facilities on Employee Job Satisfaction at the Binjai City Environmental Agency Beni Husin; Sri Rahayu; Saimara A.M Sebayang
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1553

Abstract

This study aims to analyze the influence of leadership style, employee motivation, and the condition of work facilities on employee job satisfaction. The research was conducted at the Environmental Agency of Binjai City using a quantitative research approach. The sampling technique applied was saturated sampling, in which all 53 employees of the agency were included as respondents. Data were analyzed using multiple linear regression.The findings indicate that leadership style, work motivation, and work facilities have a significant and positive effect on employee job satisfaction at the Environmental Agency of Binjai City. Specifically, better leadership practices are associated with higher levels of employee satisfaction. In addition, higher work motivation is positively correlated with increased job satisfaction. Likewise, the availability and quality of work facilities make a meaningful contribution to employee job satisfaction in this institution.
Analysis Of Organizational Culture And Work Environment On Employee Performance With Motivation As An Intervening Variable In The Disaster Management Agency Batu Bara Regency Priyo Pratomo; Hernawaty Hernawaty; Sri Rahayu
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1636

Abstract

Employee performance is a key factor in supporting the effectiveness of public organizations, particularly the Regional Disaster Management Agency (BPBD) of Batu Bara Regency, which is required to work quickly, accurately, and responsively in providing disaster services. This study aims to analyze the influence of organizational culture and work environment on employee performance, as well as to examine the role of work motivation as an intervening variable. This study used a quantitative approach with a census method on 81 employees of the BPBD of Batu Bara Regency. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) method. The results showed that organizational culture and work environment had a positive and significant effect on employee performance and work motivation. In addition, work motivation also had a positive and significant effect on employee performance. The indirect effect test proves that work motivation acts as an intervening variable in the relationship between organizational culture and work environment on employee performance. These findings confirm that strengthening organizational culture, creating a conducive work environment, and continuously improving work motivation are very important for improving the performance of BPBD employees in Batu Bara Regency.
Analysis of Organizational Culture and Employee Performance Appreciation with Work Motivation as a Mediating Variable at the National Narcotics Agency of North Sumatra Province Wawan Kurniawan; Muhammad Isa Indrawan; Sri Rahayu
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1641

Abstract

This study aims to analyze the influence of organizational culture and rewards on employee performance with work motivation as a mediating variable at the National Narcotics Agency (BNN) of North Sumatra Province. Employee performance is an important factor in achieving organizational strategic goals, especially at the BNN, which faces the complexity of narcotics circulation and demands for quality rehabilitation services. Organizational culture and rewards are expected to influence employee performance directly and through work motivation. The type of research used is quantitative with a survey approach. The research population consists of all 84 permanent employees of the North Sumatra Provincial BNN. Data were collected through questionnaires and analyzed using Partial Least Squares (PLS). The results showed that organizational culture had a positive and significant effect on employee performance and work motivation. Rewards had a positive and significant effect on work motivation but did not significantly affect employee performance directly. Work motivation played a significant role as a mediator, so that organizational culture and rewards could improve employee performance through work motivation. The R² value shows that organizational culture, rewards, and work motivation can explain 91.9% of the variation in employee performance. These findings imply that the North Sumatra Provincial Narcotics Agency needs to strengthen its organizational culture, implement a fair reward system, and encourage employee work motivation through independence, autonomy, and recognition of their contributions. This approach is expected to improve employee performance consistently and professionally.
Analysis Of Leadership And Organizational Commitment On Employee Performance With Satisfaction As A Mediating Variable In Medan Tuntungan District Office Nesron Yanta; Sri Rahayu; Husni Muharram Ritonga
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1644

Abstract

Employee performance is a key factor in determining the quality of public services in government agencies, including the Medan Tuntungan Sub-District Office. Differences in work quality, timeliness of task completion, and employee initiative levels indicate that employee performance is not yet fully optimal. This study aims to analyze the influence of leadership and organizational commitment on employee performance with job satisfaction as a mediating variable at the Medan Tuntungan Sub-District Office. This study uses a quantitative approach with a survey method. The population in this study was all 67 civil servants (PNS) at the Medan Tuntungan Sub-District Office, with a sampling technique using the census method. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) method with the help of SmartPLS software. The results showed that leadership and organizational commitment had a positive and significant effect on employee performance and job satisfaction. Job satisfaction also has a positive and significant effect on employee performance. In addition, job satisfaction has been proven to play a significant mediating role in the relationship between leadership and organizational commitment to employee performance. These findings indicate that improved employee performance can be achieved through strengthening effective leadership, increasing organizational commitment, and creating better job satisfaction to support improved quality of public services
Analysis of Transformational Leadership and Work Environment on Employee Performance with Work Motivation as a Mediating Variable at the National Narcotics Agency of North Sumatra Province Roy Fadly Hasibuan; Kiki Farida Ferine; Sri Rahayu
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1646

Abstract

Employee performance is a strategic factor in supporting the success of government agencies, particularly the North Sumatra Provincial National Narcotics Agency (BNN), which faces complex and high-risk challenges. This study aims to analyze the influence of transformational leadership and work environment on employee performance with work motivation as a mediating variable. This study uses a quantitative approach with a census method of all 84 employees of the North Sumatra Provincial BNN. Data were collected through questionnaires and analyzed using the Partial Least Square (PLS) method with the help of SmartPLS. The results show that transformational leadership and work environment have a positive and significant effect on employee performance and work motivation. Work motivation was also found to have a positive and significant effect on employee performance. In addition, work motivation acted as a significant mediating variable in the relationship between transformational leadership and work environment on employee performance. These findings indicate that improving the performance of North Sumatra Provincial BNN employees can be achieved through the implementation of effective transformational leadership and the creation of a conducive work environment by strengthening employee work motivation. This study is expected to serve as a basis for policy recommendations in efforts to improve performance and the quality of public services within the North Sumatra Provincial Narcotics Agency.
Supervision, Sanctions, and Leadership as Determining Factors of Employee Work Discipline at the Department of Transportation of Binjai City Muhammad Diva Alfiazli; Sri Rahayu
INVEST : Jurnal Inovasi Bisnis dan Akuntansi Vol. 6 No. 2 (2025): INVEST : Jurnal Inovasi Bisnis dan Akuntansi
Publisher : Lembaga Riset dan Inovasi Al-Matani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55583/invest.v6i2.1517

Abstract

This research was conducted at the Department of Transportation of Binjai City with the aim of examining the influence of work supervision, punitive sanctions, and leadership on employee work discipline in performing their duties. The population consists of 75 permanent employees, and the sampling technique used was a saturated sample, resulting in a total of 75 respondents. The type of data used is primary data, with secondary data serving as the data source. Data collection techniques included literature studies, surveys, and observations. The data analysis techniques used were multiple linear regression, classical assumption tests, and hypothesis testing. The results of the study show that work supervision, punitive sanctions, and leadership have a positive and significant influence—both partially and simultaneously—on employee work discipline at the Department of Transportation of Binjai City. There is a moderate correlation between work supervision, punitive sanctions, and leadership with employee discipline. Employee work discipline can be explained by work supervision, punitive sanctions, and leadership by 43.5%, while the remaining 56.5% can be explained by other variables not examined in this study.
Revolutionizing Renewable Energy Systems throughAdvanced Machine Learning Integration Approaches Sri Rahayu; Nanda Septiani; Ramzi Zainum Ikhsan; Yasir Mustafa Kareem; Untung Rahardja
CORISINTA Vol 2 No 2 (2025): August
Publisher : Pandawan Sejahtera Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33050/corisinta.v2i2.115

Abstract

The increasing global emphasis on sustainability has accelerated investments in renewable energy technologies, positioning sources like solar, wind, and hydroelectric power as vital alternatives to fossil fuels. Despite significant progress, integrating renewable energy into existing grids remains challenging due to variability in energy output, grid instability, and inefficiencies in energy storage systems. This study investigates the potential of machine learning (ML) to revolutionize the renewable energy sector by enhancing energy forecasting, grid management, and energy storage optimization. Using a combination of supervised learning, deep learning, and reinforcement learning techniques, we developed predictive and optimization models based on historical and real-time datasets. Additionally, structural equation modeling (SEM) with SmartPLS was employed to analyze the relationships between key variables, such as machine learning algorithms, renewable energy sources, sustainability performance, and operational efficiency. The results indicate that machine learning significantly improves energy forecasting accuracy, grid reliability, and storage efficiency, with R-squared values of 0.685 for operational efficiency and 0.588 for sustainability performance. These findings highlight the transformative role of ML in optimizing renewable energy systems and achieving sustainable energy goals. While ML offers promising solutions for renewable energy challenges, further research is needed to address real-time data integration, model scalability, and economic feasibility. This study provides a foundation for future innovations, emphasizing the importance of intelligent, data-driven strategies in advancing global energy sustainability.
The Effect Of Work Motivation And Work Environment On Employee Performance Through Job Satisfaction As A Mediating Variable at PT. PNM Depok Nur Akmal; Sri Rahayu; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i4.801

Abstract

This study aims to analyze the influence of Work Motivation and Work Environment on Employee Performance through Job Satisfaction as a mediating variable. The research employed a quantitative approach using a survey method involving 30 employees as respondents. A census sampling technique was applied, in which all members of the population were included as research respondents. Data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the SmartPLS software. The measurement model evaluation demonstrated that all indicators satisfied the convergent validity criterion, with outer loading values exceeding 0.70. In addition, all constructs met the reliability requirements, with Cronbach's Alpha and Composite Reliability values greater than 0.70 and Average Variance Extracted (AVE) values above 0.50. The structural model results revealed that Work Motivation had a positive and significant effect on Job Satisfaction (β = 0.398), Work Environment positively and significantly influenced Job Satisfaction (β = 0.342), Work Motivation positively and significantly affected Employee Performance (β = 0.236), Work Environment positively and significantly affected Employee Performance (β = 0.287), and Job Satisfaction had the strongest positive and significant effect on Employee Performance (β = 0.401). Furthermore, Job Satisfaction was found to partially mediate the relationships between Work Motivation and Employee Performance, as well as between Work Environment and Employee Performance. The coefficient of determination indicated that the proposed model explained 52.1% of the variance in Job Satisfaction and 61.2% of the variance in Employee Performance. These findings suggest that improving employees' work motivation and creating a supportive work environment can enhance job satisfaction, which in turn contributes to better employee performance.
Co-Authors , Elfitra Desy Surya , Harianto , Samrin , Wilchan Robain Abdul Rahman Harahap Age Hidayat Ahmad Affandy Aisyah Nurul Fasah Lbs Arini Zannah Aunan Bambang Pramono Beni Husin Christina Anggraini Combat Hamonangan Manurung Egarius Budiarto Erwansyah Erwansyah Faisal Hafnidah Henri Liranto Petrus. S Hernawaty Hernawaty Husni Muharram Ritonga Irma Fatmawati Isnan sarwo prasetyo Jefri Manik Kasih Dwi Yanti Kiki Farida Ferine Larry Marthin Lengmay Simamora Lutfhi Nanda Syahputra Tambunan M. Chaerul Rizky M. Isa Indrawan M. Thaib Maroli Putra Masfirah Maudy Lestari Maya Adelia Melkyory Andronicus Mesra B Muhammad Diva Alfiazli Muhammad Isa Indrawan Nanda Septiani Nesron Yanta Noni Ardian Nur Akmal Nurafrina Siregar Priyo Pratomo Putri, Nadya Andhika Rachmat Adisyahputra Ramadhan Harahap Ramoti Reinhard Iqnatius Siagian Ramzi Zainum Ikhsan Rayfo Fatra Rosasmanizan Binti Ahmad Roy Fadly Hasibuan Saimara A.M Sebayang Sherly Anesha br Ginting Slamet Widodo Sulman Topan Richardo toyib daulay Umy Ailidya Untung Rahardja Valencia Vierri Wawan Kurniawan Yana Diana Yasir Mustafa Kareem Yohni Anwar Yusmardi Akbar Zulman