Articles
<![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.]]>
<![CDATA[Performance Determinants ]]>
<![CDATA[Irfan Siregar, Zulkhaidir]]>;
<![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[In fact, HR sets the standards for managing a business. Various factors contribute to the prosperity of institutions, organizations, and businesses. However, the human element holds the key to success in achieving this goal. Even if other resources are available, a business will find it difficult to function well without quality human resources. Human resources are one of the most important factors in a company. The results of this research are as follows: Emotional Intelligence has a positive and significant effect on Employee Performance with a value of 0.332 and a value of 0.009. Emotional Intelligence has a positive and insignificant effect on Organizational Citizenship Behavior with a value of 0.200 and a value of 0.023. Organizational Citizenship Behavior has a positive and significant effect on Employee Performance with a value of 0.168 and a value of 0.162. Training has a positive and significant effect on employee performance with a value of 0.356 and a value of 0.016. Training has a positive and significant effect on Organizational Citizenship Behavior with a value of 0.710 and a value of 0.000. Emotional Intelligence has a positive and insignificant effect on Employee Performance through Organizational Citizenship Behavior with a value of 0.034 and a value of 0.204. Training has a positive and insignificant effect on Employee Performance through Organizational Citizenship Behavior with a value of 0.119 and a value of 0.169.]]>
<![CDATA[Analysis Of Product Quality And Consumer Satisfaction On Purchasing Decisions For Garmin Brand Watches ]]>
<![CDATA[Sumaya, Sumaya]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Jurnal Fokus Manajemen Vol 5 No 1 (2025): February ]]>
Publisher : <![CDATA[LPPJPHKI Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jfm.v5i1.7981
<![CDATA[This research was conducted at PT Erajaya Swasembada Medan which is engaged in selling Garmin brand watch products. The purpose of this study was to determine the effect of product quality and customer satisfaction on consumer purchasing decisions on Garmin watch products. The population is consumers who come to visit and buy company products around 1210 consumers for 1 month and random sampling with the Slovin formula so that the number of research samples used is 92 respondents. The type of data used is primary data and the data source used is secondary data, data collection techniques using literature study, survey and observation. The data analysis technique is multiple linear regression, classical assumption test and hypothesis testing. The results showed that product quality and customer satisfaction partially and simultaneously had a positive and significant effect on consumer purchasing decisions for Garmin brand watch products. There is a strong correlation between product quality and customer satisfaction with consumer purchasing decisions on Garmin watch products. Consumer purchasing decisions can be explained by product quality and customer satisfaction by 46.50% and the remaining 53.5% can be explained by other variables not examined.]]>
