Articles
<![CDATA[Determinants of Employee Performance Through Job Satisfaction ]]>
<![CDATA[Kurnia D Situmorang, Sara]]>;
<![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[This research aims to see the results of the influence of work motivation on employee performance with job satisfaction as an intervening variable at the Pematang Siantar and Tanjung Morawa branch offices. By using quantitative as the type of research, primary data source, questionnaire as data collection technique, the research population was 65 employees and the sample used was also 65 employees with a saturated sampling technique, the research method used was phat analysis with Smart PLS as the calculation tool. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.603 and ap value of 0.000. Work Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.842 and ap value of 0.000. Work Motivation has a positive and significant effect on employee performance with an original sample value of 0.348 and ap value of 0.000. Work Motivation has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.508 and ap value of 0.000.]]>
<![CDATA[Optimizing Employee Performance Through Job Satisfaction ]]>
<![CDATA[Desyanyo Gultom, Romulus]]>;
<![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[Human resources (HR) are closely related to aspects of employee employment and organizational management. The phenomenon that occurs at BPJS Employment Pematang Siantar and Kisaran Branch Offices is that the lack of employee discipline in work and time makes employee performance less good. This is because employees feel dissatisfied with their work because there is no organization that pays attention to employees and there is no compensation so that employee performance decreases. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original value of 0.858 and ap value or sig of 0.000. Work Discipline has a positive and significant effect on Employee Performance with an original value of 0.174 and ap value or sig of 0.006. Job Satisfaction has a positive and significant effect on Employee Performance with an original value of 0.770 and ap value or sig of 0.000. Work Discipline influences employee performance indirectly through Job Satisfaction with an original value of 0.661 and ap value or sig of 0.000.]]>
<![CDATA[Employee Performance Optimization ]]>
<![CDATA[Haikal, Muhammad]]>;
<![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[The purpose of this study was to determine and analyze the influence of transformational leadership and work climate on Employee Performance mediated by Work Motivation at the North Sumatra Regional Disaster Management Agency (BPDB) Office. This research was conducted at the North Sumatra Regional Disaster Management Agency (BPDB) Office. The type of research is associative quantitative. The sample in this study was 127 ASN and honorary employees at the North Sumatra Regional Disaster Management Agency (BPDB) Office. The sampling technique in this study used random sampling technique from the entire population of 186 people. The results showed that Transformational Leadership has a significant influence on Employee performance as indicated by the T-Statistic value of 23.039> 1.96 and the P Value of 0.000 <0.05. On the influence of Work Climate on Employee work, the T-Statistic value data was obtained 1.251 <1.96 and the P-Value value of 0.213 <0.05 or there was no influence of work climate on employee performance. Transformational Leadership Style has a significant effect on Employee Work Motivation with a T-Statistic value of 17.128> 1.96 with a P-Value of 0.001 <0.05. Work Climate has a significant effect on Employee Work Motivation. This can be seen from the results of the T-Statistic values of 67.389> 1.96 with a P-Value of 0.000 <0.05. On the influence of Work Motivation on Employee performance, a T-Statistic value of 19.409 <1.96 with a P-Value of 0.000> 0.05 is obtained, which means that Work Motivation does not have a significant effect on the performance of Employees of the North Sumatra Regional Disaster Management Agency (BPDB) Office. In the indirect effect, the results show that Work Motivation has a role as an intervention variable in explaining the relationship between Transformational Leadership and Work Climate with Employee performance. This shows that improvements in Transformational Leadership and Work Climate can increase Work Motivation, which ultimately contributes to improving Employee performance at the North Sumatra Regional Disaster Management Agency (BPDB) Office.]]>
<![CDATA[Factors Influencing Organizational Commitment ]]>
<![CDATA[Fenina Siagian, Nina]]>;
<![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[This study aims to analyze the influence of work motivation, work environment, work discipline, and job satisfaction on employee commitment at PT. BPJS Ketenagakerjaan, Lhokseumawe and Medan Raya Branch Offices. The research employed a quantitative method with saturated sampling, involving 80 permanent employees as respondents. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results show that work motivation and job satisfaction have a positive and significant effect on employee commitment, while the work environment has a positive effect on job satisfaction but an insignificant effect on employee commitment. The study concludes that improving job satisfaction can enhance employee commitment, and job satisfaction acts as a significant mediating variable in the relationship between the work environment and employee commitment.]]>
<![CDATA[Performance Determinants ]]>
<![CDATA[Br Tarigan, Priskanta]]>;
<![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[This research aims to analyze the influence of work experience and compensation on employee performance, both directly and indirectly through work motivation, at BPJS Ketenagakerjaan Medan Utara and Kisaran branches. The study utilized quantitative methods, collecting data from 80 permanent employees as the sample. The results show that compensation positively and significantly affects employee performance, while work experience indirectly impacts performance through motivation. However, work experience alone does not have a significant direct effect on performance. The findings emphasize the role of motivation as a mediating factor in enhancing employee performance, driven by both compensation and experience.]]>
<![CDATA[Factors That Influence Work Quality ]]>
<![CDATA[Alex Stepanus Sinaga, Richard]]>;
<![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[This study examines the influence of compensation and work motivation on work quality at BPJS Employment in the Northern Sumatra Regional Office. Using quantitative methods and data collected from 80 employees, the research explores both the direct effects of compensation on work motivation and work quality, as well as the mediating role of motivation between compensation and work quality. The results indicate that compensation significantly affects work quality but has an insignificant direct impact on work motivation. However, motivation is a crucial mediating factor in enhancing the relationship between compensation and work quality.]]>
<![CDATA[Determinants of Employee Performance ]]>
<![CDATA[Ramza, Sakinah]]>;
<![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 training variables as independent variables and employee quality as mediating variables and employee performance as the dependent variable. This type of research uses quantitative, this research was conducted at the BPJS Employment throughout Medan Raya which consists of BPJS Employment Medan Kota Branch, Medan Utara Branch, Tanjung Morawa Branch and Binjai 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 data collection is done 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 job training has a positive and significant effect on employee performance with an original sample value of 0.463 and P values of 0.000. Job training has a positive and significant effect on employee quality with an original sample value of 0.590 and p values of 0.000. Employee quality has a positive and significant effect on employee performance with an original sample value of 0.511 and p values of 0.000. Job training has a positive and significant effect on employee performance through employee quality directly with original sample results of 0.302 and p values of 0.000.]]>
<![CDATA[Employee Performance Optimization ]]>
<![CDATA[Ira Silvia Nasution, Rizky]]>;
<![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[This study aims to seeThe Influence of Organizational Culture and Job Satisfaction on Employee Performance with Job Stress as a Mediating Variable at BPJS Ketenagakerjaan Branch Offices throughout Medan Raya. This type of research uses a quantitative method, this research was conducted at BPJS Ketenagakerjaan Branch Offices throughout Medan Raya, the population used was 80 employees consisting of Medan City as many as 20 personnel, Medan Utara as many as 20 personnel, Tanjung Morawa as many as 20 personnel and Binjai as many as 20 personnel. The sample used was all populations of 80 employees with saturated samples as the sampling technique. The data sources used were primary data sources and data collection by distributing questionnaires. This research model uses phat analysis and the measuring instrument is the smart PLS application version 3.3.3. The results of this study are as follows: Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.285 and p values 0.045. Organizational Culture has a positive and significant effect on Job Stress with an original sample value of 0.628 and P values 0.000. Job satisfaction has a positive and significant effect on employee performance with an original sample value of 0.492 and p values of 0.000. Job satisfaction has a positive and significant effect on Job Stress with an original sample value of 0.281 and p values of 0.007. Job Stress has a positive and insignificant effect on employee performance with an original sample value of 0.191 and p values of 0.149. Organizational Culture has a positive and insignificant effect on employee performance through work stress indirectly with an original sample result of 0.120 and p values of 0.165. Job satisfaction has a positive and insignificant effect on employee performance through work stress with an original sample value of 0.054 and p values of 0.234.]]>
<![CDATA[Performance Optimization ]]>
<![CDATA[Pranoto, Wirandi]]>;
<![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[This study aims to see the influence of work motivation and leadership style on employee performance through job satisfaction as a mediating variable at the BPJS Ketenagakerjaan, Sumbagut Regional Office. This type of research uses a qualitative method, this research was conducted at BPJS Ketenagakerjaan, Sumbagut Regional Office, the population used was 60 employees. The sample used was all populations of 60 employees with saturated samples as the sampling technique. The data sources used are primary data sources and data collection by distributing questionnaires. This research model uses phat analysis and the measuring instrument is the smart PLS application version 3.3.3. The results of this study are as follows: Leadership style has a positive and significant effect on job satisfaction with the original sample value of 0.276 and P values 0.000. Leadership style has a positive and insignificant effect on employee performance with the original sample value of 0.102 and p values 0.615. Job satisfaction has a positive and significant effect on employee performance with the original sample value of 0.737 and p values 0.000. Work motivation has a positive and significant effect on job satisfaction with the original sample value of 0.859 and p values 0.000. Work motivation has a positive and insignificant effect on employee performance with the original sample value of 0.001 and p values 0.999. Leadership style has a negative and insignificant effect on employee performance through job satisfaction indirectly with the original sample result of -0.199 and p values 0.095. Work motivation has a positive and significant effect on employee performance through job satisfaction with the original sample value of 0.630 and p values 0.000.]]>
<![CDATA[Factors That Influence Work Quality ]]>
<![CDATA[Alex Stepanus Sinaga, Richard]]>;
<![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[This study aims to analyze the impact of compensation on work motivation and work quality at BPJS Ketenagakerjaan Regional Office of North Sumatra. Compensation is considered a critical factor influencing employee work motivation, which in turn affects work quality. This quantitative research involves a saturated sample of 80 permanent employees. Data were collected using questionnaires, and the analysis was conducted using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results indicate that compensation has a positive and significant effect on work quality but does not significantly affect work motivation. Moreover, work motivation positively and significantly impacts work quality. Compensation also indirectly influences work motivation through work quality. These findings provide important implications for company management in efforts to improve work quality through appropriate compensation policies and maintaining employee motivation.]]>
