Articles
<![CDATA[THE INFLUENCE OF ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT WITH JOB SATISFACTION AS AN INTERVENING VARIABLE IN BPJS EMPLOYMENT OF ACEH PROVINCE ]]>
<![CDATA[Furat Siswara, Aqil]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ SIBATIK JOURNAL: Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Vol. 2 No. 12 (2023): November ]]>
Publisher : <![CDATA[Penerbit Lafadz Jaya ]]>
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DOI: 10.54443/sibatik.v2i12.1525
<![CDATA[This research aims to see the direct and indirect influence between the variables of organizational justice and organizational culture as independent variables and job satisfaction as an intervening variable and organizational commitment as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment Aceh Province. The population and sample of this research were 50 employees. The data source used is a primary data source and data collection is carried out by distributing questionnaires. The research model used is path analysis with smart PLS version 3.3.3. The results of this research are that organizational culture has a positive and significant effect on job satisfaction. Organizational culture has a positive but not significant effect on organizational commitment. Organizational justice has a positive and significant effect on job satisfaction. Organizational justice has a positive and significant effect on organizational commitment. Job satisfaction has a positive and significant effect on organizational commitment. Organizational culture has a positive and significant effect on organizational commitment through job satisfaction. Organizational justice has a positive and significant effect on organizational commitment through job satisfaction.]]>
<![CDATA[THE INFLUENCE OF REWARD AND PUNISHMENT ON EMPLOYEE PERFORMANCE WITH HR QUALITY AS AN INTERVENING VARIABLE IN THE MEDAN RELIGIOUS TRAINING CENTER ]]>
<![CDATA[Saputra, Hairul]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ SIBATIK JOURNAL: Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Vol. 2 No. 12 (2023): November ]]>
Publisher : <![CDATA[Penerbit Lafadz Jaya ]]>
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DOI: 10.54443/sibatik.v2i12.1541
<![CDATA[The existence of this research is to prove research and the influence of Reward and Punishment on Employee Performance with HR Quality as an intervening variable with a quantitative research type. The research location is at the Medan Religious Education and Training Center. The population of this research is 72 employees and uses a saturated sample because the population is all sampled. Data collection by distributing questionnaires and primary data sources is also used in this research model using analytical tools and calculation tools using Smart PLS. The results of this research are. HR quality has a positive and significant effect on performance with an original sample value of 0.179 and a P value of 0.011. Punishment has a negative and insignificant effect on employee performance at the Medan Religious Training Center. Punishment has a positive and significant effect on employee performance. Punishment has a positive and significant effect on HR Quality. Reward has a positive and significant effect on Employee Performance. Rewards have a positive and significant effect on HR Quality. Punishment has a positive and insignificant effect on Employee Performance through HR Quality with the original sample of 0.051 and a P value of 0.086, meaning HR Quality is not an intervening variable. Reward has a positive and significant effect on Employee Performance through HR Quality with the original sample of 0.125 and P value 0.011, meaning HR Quality can becomes an intervening variable because it can influence employee rewards and performance.]]>
<![CDATA[The Effect of Epistemic Value on Tourists Revisit Intention in Lake Toba with Satisfaction as Mediation Variable ]]>
<![CDATA[Saragih, Megasari Gusandra]]>;
<![CDATA[Surya, Elfitra Desy]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 4, No 4 (2021): Budapest International Research and Critics Institute November ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v4i4.2800
<![CDATA[The influence of epistemic value on the interest of returning tourists to the super priority tourist attraction of Lake Toba with satisfaction as a mediation is very important to be studied during this covid 19 pandemic. The number of samples as many as 110 respondents with the sample withdrawal technique is purposive sampling. The analytical model used is path analysis and Sobel Test with an analytical tool. The study results found that epistemic Value had a significant impact on tourist satisfaction; epistemic value and satisfaction affected the interest of returning tourists to the super-priority tourism of Lake Toba. Satisfaction mediating partial mediation is the effect of epistemic Value on the welfare of returning tourists to the super-priority tourism of Lake Toba. ]]>
<![CDATA[Confirmatory Factor Analysis of Electronic Word of Mouth in Private College Students in Medan ]]>
<![CDATA[B, Mesra]]>;
<![CDATA[Lubis, Arlina Nurbaity]]>;
<![CDATA[Rini, Endang Sulistya]]>;
<![CDATA[Silalahi, Amlys Syahputra]]>
<![CDATA[ Journal of International Conference Proceedings Vol 3, No 4 (2020): Proceedings of the 8th International Conference of Project Management (ICPM) Mal ]]>
Publisher : <![CDATA[AIBPM Publisher ]]>
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DOI: 10.32535/jicp.v3i4.1010
<![CDATA[Electronic word of mouth (e-WOM) is a word-of-mouth promotion using internet-connected electronic devices. However, e-WOM among students has not been effective as it has not created any impacts on universities concerned. The purpose of this research is to evaluate e-WOM among students and direct the occurrence of positive e-WOM which will ultimately impact universities, especially private universities in Medan. This study used the confirmatory factor analysis (CFA) method to test how well measured variables represent constructs or the preformed factors. This research is quantitative involving 210 students of the fourth semester above. The data collected were processed with AMOS Program. The confirmatory factor analysis tests showed as many as 21 indicators remained in the model. The goodness-of-fit value of all models for each variable is received after the modification process.]]>
<![CDATA[Analysis of the Influence of Workload on Employee Performance Through Work Stress at Police Unit Office Binjai City Civil Service ]]>
<![CDATA[L. Tobing, Herianto]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 4 (2023): October ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i4.195
<![CDATA[The aim of this research is to determine and analyze the influence of workload on employee performance both directly and through work stress at the Binjai City Civil Service Police Unit Office. The type of research is associative quantitative. The population in this study was 90 employees with ASN and honorary status at the Binjai City Civil Service Police Unit Office. The sampling technique in this research uses a saturated sample where the entire population is sampled. The data collection technique that was carried out was by distributing questionnaires. Data analysis in this study used the PLS Structural Equation Model with the Smart PLS 3.0 Application Program. The results of this research show that: 1) Workload has a negative and significant effect on employee performance. 2) Workload has a positive and significant effect on work stress. 3) Work stress has a negative and significant effect on employee performance. 4) Workload has a negative and significant effect on employee performance through work stress at the Civil Service Police Unit Office, Binjai City.]]>
<![CDATA[Analysis Of the Effect of Motivation and Work Ethic on Performance Employees with Organizational Commitment as A Variable Intervening at PT. Bariel Indo Global ]]>
<![CDATA[Koesoema, Yohny]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 5 (2023): December ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i5.213
<![CDATA[This research is to see the influence of Motivation and Work Ethic on Employee Performance with Organizational Commitment as an Intervening Variable. This research uses a quantitative type of research, this research was conducted at the company PT. Bariel Indo Global on Jalan Pergudangan Semanan Megah KAV 21 Daan Mogot KM 18 Jakarta 11850. The population of this study was 60 employees and the sample used was all employees in the company using a saturated sampling technique, data collection was carried out by distributing questionnaires. The research model used is method analysis. The results of this research are that motivation has a positive and insignificant effect on organizational commitment. Work Ethic has a positive and significant effect on Organizational Commitment. Motivation has an insignificant positive effect on employee performance. Work Ethic has a positive and insignificant effect on Employee Performance. Organizational Commitment has a positive and significant indirect influence on Motivation on Performance through Organizational Commitment. The indirect influence of Work Ethic on Performance through Organizational Commitment.]]>
<![CDATA[The Influence of Organizational Commitment and Job Stress on Job Satisfaction is Mediated by Employee Workload at BPJS Employment in the Aceh Region ]]>
<![CDATA[Rahmatika, Andrija]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 5 (2023): December ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i5.221
<![CDATA[This research aims to see the influence of organizational commitment and work stress on workload and job satisfaction positively or negatively. This research was carried out with associative quantitative research. This research was carried out at BPJS Employment in the Aceh region. The population used was 100 employees because all the population wanted to used as a sample, the sampling technique used is a saturated sample and the model used is analysis method. The data collection techniques used are questionnaires and surveys. Based on the results of the research that has been carried out and data analysis as explained in the previous chapter, the following conclusions from the research results are presented as follows: Workload has a negative and insignificant effect on Job Satisfaction, this is proven in the Path Coefficients table with original sample values of -0.120 and Pvalues 0.265 > 0.05. Organizational Commitment has a negative and significant effect on Work Load, this is proven in the Path Coefficients table with an original sample value of -0.169 and a P value of 0.000 < 0.05. Organizational Commitment has no significant positive effect on Job Satisfaction, this is proven in the Path Coefficients table with a sample original value of 0.686 P values 0.000 < 0.05. Job Stress has a positive and significant effect on Work Load, this is proven in the Path Coefficients table with an original sample value of 0.176 P value 0.003 < 0.05. Job Stress has a positive and significant effect on Job Satisfaction, this is proven in the Path Coefficients table with an original sample value of -0.004 P value 0.978 > 0.05. Workload is not able to be an intervening variable and has a positive and insignificant effect on Organizational Commitment and Job Satisfaction. This is proven in the Path Coefficients table with an original sample value of -0.021 P value 0.288 > 0.05. Workload is not capable of being an intervening variable and has a negative and significant effect on Job Stress and Job Satisfaction. This is proven in the Path Coefficients table with an original sample value of 0.188 P values 0.001 < 0.05.]]>
<![CDATA[The Influence of Work Environment and Work Flexibility on Job Satisfaction with Competence as an Intervening Variable in BPJS Employment Pematang Siantar Branch and Kisaran Branch ]]>
<![CDATA[Manullang, Lasber]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi Vol. 3 No. 1 (2024) ]]>
Publisher : <![CDATA[CV. Lafadz Jaya ]]>
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DOI: 10.54443/sinomika.v3i1.2245
<![CDATA[This research is useful for looking at the influence of work environment, flexibility on job satisfaction and competence. This research took as its object a BPJS Employment company office, Pematang Siantar and Kisaran Branches. The lack of work environment at BPJS Employment Pematang Siantar and Kisaran Branches can also affect work flexibility, because these two things have a close continuity. In fact, the conditions of the work environment around the research have several problems for the employees who work there. Employee discomfort at work will certainly affect employee flexibility so that the satisfaction of company officials will certainly have an influence. Even though the assessment of the work environment is again a personal assessment of each employee, in general, in fact, this actually has an influence on work flexibility and job satisfaction. Several things that happened at BPJS Employment Pematang Siantar and Kisaran Branches were the lack of communication between employees and even between employees and superiors, which was one of the reasons for the poor working environment conditions. This lack of communication between employees will cause new problems that will affect work flexibility and possibly even more employees' future. The results of this research are as follows: Work Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.161 and an ap value of 0.154. Work Flexibility has a positive and significant effect on Competency with an original sample value of 0.786 p value 0.000. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.583 and ap value of 0.000. Work Environment has a positive and significant effect on Job Satisfaction with an original sample value of 0.193 and ap value of 0.016. Work Environment has a positive and significant effect on Competency with an original sample value of 0.165 and ap value of 0.016. Job Flexibility has a positive and significant indirect effect on Job Satisfaction through Job Satisfaction with a value of 0.457 and a value of 0.000. Work Environment has a positive and significant indirect effect on Job Satisfaction through competency with an original sample value of 0.096 and ap value of 0.000.]]>
<![CDATA[Factors That Influence Organizational Culture ]]>
<![CDATA[Perangin-Angin, Sejarahta]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[In this study, researchers wanted to see the direct and indirect effects between work environment variables as independent variables and employee comfort as intervening variables and organizational culture as the dependent variable. This type of research uses quantitative, this research was conducted at the BPJS Employment Branch Office, BPJS Pematang Siantar Branch and BPJS Padang Sidempuan Branch. The population of this study was 80 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and the data collection is carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows Employee comfort has a positive and significant effect on organizational culture with an original sample value of 0.241 and P values of 0.001. The work environment has a positive and significant effect on organizational culture with an original sample value of 0.694 and p values of 0.000. The work environment has a positive and significant effect on employee comfort with an original sample value of 0.637 and p values of 0.000. The work environment has a positive and significant effect on organizational culture through employee comfort directly with the original sample result of 0.151 and p values 0.001.]]>
<![CDATA[Optimizing Organizational Commitment ]]>
<![CDATA[Puspita Dewi, Sari]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to determine the influence of human resource development and work quality on organizational commitment with work strategy as an intervening variable at the Bpjs Jambi City Branch. This research uses quantitative, primary data as well as a data source. The collection technique used is by distributing questionnaires to respondents and the population. Used were 60 employees, the sample used was the entire population because it used a saturated sampling technique. The results of this research are as follows, Work Quality has a positive and significant effect on Organizational Commitment with an original sample value of 0.070 and ap value of 0.362, Work Quality has a positive and significant effect on Work Strategy with an original sample of 0.462 and ap value of 0.000, HR Development has a positive and significant effect on Organizational Commitment with the original sample of 0.371 and p value 0.014. HR development has a positive and significant effect on Work Strategy with an original sample value of 0.440 and ap value of 0.000. Work Strategy has a positive and significant effect on Organizational Commitment with an original sample value of 0.380 and ap value of 0.012. Work Quality has a positive and significant effect on Organizational Commitment through Work Strategy with an original sample value of 0.175 and ap value of 0.035. HR development has a positive and significant effect on Organizational Commitment through Work Strategy with an original sample value of 0.167 and ap value of 0.029.]]>
