Articles
<![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.]]>
<![CDATA[Implementation of Work Quality in Improving Performance ]]>
<![CDATA[Utama, Handoko]]>;
<![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[Humankind holds a very important position in any organization because humans play an important role in daily life activities, especially in the workplace environment. Humans are seen by God as the purest form of life because they have a personality that is different from other forms of life. Without human resources, a business cannot carry out its activities, so human resources are very important. The results of this research are as follows: Organizational climate has a positive and insignificant effect with an original sample value of 0.026 and ap value of 0.421. Organizational climate has a positive and significant effect on work quality with an original sample of 0.777 and ap value of 0.000. Work Quality has a positive and significant effect on Employee Performance with an original sample of 0.595 and ap value of 0.000. The work environment has a positive and significant effect on employee performance with an original sample value of 0.354 and ap value of 0.020. Work Environment has a positive and insignificant effect on Work Quality with an original sample value of 0.146 and ap value of 0.242. Organizational climate has a positive and significant effect on employee performance through work quality indirectly with an original sample value of 0.462 and ap value of 0.004. Work Environment has a positive and insignificant effect on Employee Performance through Work Quality indirectly with an original sample value of 0.087 and ap value of 0.242.]]>
<![CDATA[Optimizing Performance ]]>
<![CDATA[Khairul Ibaad Pohan, Muhammad]]>;
<![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 examine the influence of leadership style and organizational culture on employee performance in the moderated work climate at the Bank Indonesia Representative Office, North Sumatra Province. Humans need special attention because basically they are able to develop, have reasons, ideas, feelings, desires and hopes. These variables also influence achievement, dedication, loyalty and love of work as well as organizational success. Therefore, human resource management is very necessary to improve employee performance, so that it is beneficial for the company and able to survive in a competitive and dynamic business climate. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.446 and ap value of 0.000. Work Climate cannot moderate Leadership Style on Employee Performance with an original sample value of -0.033 and ap value of 0.420. Work Climate is unable to moderate Organizational Culture on Employee Performance with an original sample value of 0.031 and ap value of 0.419. Leadership style has a positive and insignificant effect on employee performance with an original sample of 0.115 and ap value of 0.128. Work Climate has a positive and significant effect on Employee Performance with an original sample value of 0.392 and ap value of 0.000.]]>
<![CDATA[Performance Determinants ]]>
<![CDATA[Imam, Muhammad]]>;
<![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 examine the influence of integrity, competency and motivation on job satisfaction mediated by work discipline at the Bank Indonesia Representative Office, North Sumatra Province. Production factors are needed to produce human output, but without human labor, commodities and services will not provide the same benefits. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.422 and ap value of 0.000. Integrity has a positive and significant effect on Work Discipline with an original sample value of 0.358 and ap value of 0.000. Integrity has a positive and significant effect on Job Satisfaction with an original sample value of 0.234 and ap value of 0.008. Competence has a positive and significant effect on Work Discipline with an original sample value of 0.234 and ap value of 0.007. Competency has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.044 and ap value of 0.321. Motivation has a positive and significant effect on Work Discipline with an original sample value of 0.394 and ap value of 0.000. Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.272 and ap value of 0.002. Integrity has a positive and significant effect on Job Satisfaction through Work Discipline with an original sample value of 0.155 and ap value of 0.003. Competence has a positive and significant effect on Job Satisfaction through Work Discipline with an original sample value of 0.103 and ap value of 0.013. Motivation has a positive and significant effect on Job Satisfaction through Work Discipline with an original sample value of 0.170 and ap value of 0.004.]]>
<![CDATA[Strategies to Improve Work Performance ]]>
<![CDATA[Pardomuan H. Siregar, Raja]]>;
<![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 complete the final assignment requirements for obtaining a master's degree, and another aim of this research is to provide input for organizations so that they can develop better. Every person is unique in their needs, desires, interests, values, beliefs, attitudes, mental processes. , perception, and personality, among others (Umam, 2012). An organization or corporation is founded on the basis of a vision for the benefit of human interests, and humans are the ones who regulate the implementation of the mission of the organization or company. Human interaction begins with communication. Humans can interact with each other through communication in various environments, including markets, workplaces, homes, and public spaces. No one in this world would avoid participating in his talks. The results of this research are as follows: Work Ethics has a positive and significant effect on Competency with an original sample value of 0.652 p value 0.000. Work Ethics has a positive and significant effect on Work Performance with an original sample value of 0.429 and ap value of 0.002. Competency has a positive and significant effect on Job Performance with an original sample value of 0.419 and ap value of 0.000. Communication has a positive and significant effect on competence with an original sample value of 0.243 and ap value of 0.014. Communication has a positive and insignificant effect on Job Performance with an original sample value of 0.090 and ap value of 0.228. Work Ethics has a positive and significant effect on Work Performance through Competency indirectly with an original sample value of 0.273 and ap value of 0.001. Communication has a positive and significant effect on Job Performance through Competency with an original sample value of 0.102 and ap value of 0.044.]]>
<![CDATA[Efforts to Improve Performance ]]>
<![CDATA[Herbet Sianturi, Rudi]]>;
<![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[A variety of resources, including people, money, machines, equipment, and information resources, are required to achieve organizational goals. Human resource management is very important for an organization. So in managing it, managing and using human resources will run according to what is expected, so that it can function productively to achieve organizational goals. This research was conducted to examine the influence of competency, integrity and organizational culture on employee performance in moderating job satisfaction at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with a value of 0.366 and a significant value of 0.000. Job Satisfaction is not able to moderate Competency on Employee Performance with a value of 0.038, significant 0.129. Job Satisfaction is able to moderate Integrity on Employee Performance with a value of -0.127, significant 0.013. Job Satisfaction is able to moderate Organizational Culture on Employee Performance with a value of 0.120 and a significant value of 0.023. Integrity has a positive and significant effect on employee performance with a value of 0.397 and a significant 0.000. Job satisfaction has a positive and significant effect on employee performance with a value of 0.278, significant 0.000. Competency has a positive and insignificant effect on employee performance with a value of 0.007, significant 0.377.]]>
<![CDATA[Maximizing the Work Environment ]]>
<![CDATA[Saddam Ikhsan, Andy]]>;
<![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[Human (HR) is a part of organizational management that focuses on the human resource element. The task of human resource management is to manage the human element well in order to obtain a workforce that is satisfied with their work. In organizations, humans are one of the most important elements in an organization. This research aims to examine the influence of leadership style and role conflict on the work environment with communication as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Leadership style has a positive and significant effect on communication with an original sample value of 0.219 and an ap value of 0.017. Leadership Style has a positive and significant effect on the Work Environment with an original sample value of 0.362 and ap value of 0.008. Communication has a positive and insignificant effect on the work environment with an original sample value of 0.224 and ap value of 0.065. Role Conflict has a positive and significant effect on the Work Environment with an original sample value of 0.680 and ap value of 0.000. Role Conflict has a positive and insignificant effect on the Work Environment with an original sample value of 0.273 and ap value of 0.053. Leadership Style has a positive and insignificant effect on the Work Environment through Communication with an original sample value of 0.049 and ap value of 0.124. Leadership Role Conflict has a positive and insignificant effect on the Work Environment through Communication with an original sample value of 0.049 and ap value of 0.124.]]>
<![CDATA[Performance Optimization through Work Motivation ]]>
<![CDATA[Zailani Sinaga, Muhammad]]>;
<![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[Today, a company's ability to successfully navigate the highly competitive advantage landscape depends solely on its ability to organize and manage its human resources effectively. Working with clear goals and organizational strategy linkages will result in human resource performance. So, performance is about what is done and how the work is done, as well as how the work is done and the results obtained from it. The results of this research are as follows; Organizational culture has a positive and insignificant effect on employee performance with the original sample of 0.054 and a p value of 0.293. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.606 and a p value of 0.000. Organizational climate has a positive and significant effect on employee performance with an original sample value of 0.137 and p-values of 0.039. Organizational climate has a positive and significant effect on work motivation with an original sample value of 0.222 and a p value of 0.003. Work Motivation has a positive and significant effect on Employee Performance with an original sample value of 0.779 and a p value of 0.000. Organizational culture has a positive and significant effect on employee performance through work motivation indirectly with an original sample value of 0.472 and a p value of 0.000. Organizational climate has a positive and significant effect on employee performance through work motivation indirectly with an original sample value of 0.173 and a p value of 0.003.]]>
<![CDATA[Tips to Improve Work Performance ]]>
<![CDATA[Pranata, Wim]]>;
<![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[The type of research used in this research is quantitative research. The research location is at the Bank Indonesia Representative Office, North Sumatra Province, precisely on Jalan City Hall No. 4, Medan City. The research population used is all employees at the Bank Indonesia Representative Office, North Sumatra Province. as many as 70 employees. The sample to be used is the entire population in the Bank Indonesia Representative Office, North Sumatra Province, totaling 70 employees. The data collection technique used is a questionnaire, the research calculating tool is the Smart PLS version 3 application. The results of this research are as follows. as follows: Competence has a positive and significant effect on Job Performance with a value of 0.384 and a significant 0.000. Work Conflict has a negative and significant effect on Competency with a value of -0.289 and a significant 0.004. Work conflict has a negative and significant effect on work performance with a value of -0.278 and a significant value of 0.009. HR quality has a positive and significant effect on competency with a value of 0.622 and a significant value of 0.000. Human resource quality has a positive and significant effect on work performance with a value of 0.306 and a significant value of 0.005. Role Conflict has a negative and significant effect on Job Performance through Competency with a value of -0.111 and a significant value of 0.016. HR quality has a positive and significant effect on work performance through competency with a value of 0.239 and a significant value of 0.000.]]>
