Articles
<![CDATA[The Influence Of Work Environment On Organizational Culture With Employee Comfort As An Intervening Variable In BPJS Branch Pematang Siantar And BPJS Branch Padang Sidempuan ]]>
<![CDATA[Perangin-Angin, Sejarahta]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Best Journal of Administration and Management Vol 3 No 1 (2024): Best Journal of Administration and Management ]]>
Publisher : <![CDATA[International Publisher ]]>
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DOI: 10.56403/bejam.v3i1.195
<![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 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 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[The Influence of Organizational Culture And Job Satisfaction On Employee Performance With Job Stressas A Mediating Variable In The Employment Bpjsbranch Office In Medan Raya ]]>
<![CDATA[Nasution, Rizky Ira Silvia]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Best Journal of Administration and Management Vol 3 No 1 (2024): Best Journal of Administration and Management ]]>
Publisher : <![CDATA[International Publisher ]]>
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DOI: 10.56403/bejam.v3i1.196
<![CDATA[This study aims to look at the Effect of Organizational Culture and Job Satisfaction on Employee Performance with Job Stress as a Mediating Variable at BPJS Employment Branch Office Se-Medan Raya. This type of research uses quantitative methods, this research was conducted at the BPJS Ketenagakerjaan Branch Office in Greater Medan, the population used was 80 employees consisting of 20 personnel from Medan Kota, 20 personnel from North Medan, 20 personnel from Tanjung Morawa and 20 personnel from Binjai. The sample used is all the population of 80 employees with saturated samples being the sample technique. The data source used is primary data source and data collection by distributing questionnaires. This research model uses phat analysis and the measuring tool is the smart PLS version 3.3.3 application. 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 of 0.045. Organizational culture has a positive and significant effect on Job Stress with an original sample value of 0.628 and P values of 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 the original sample result of 0.120 and p values 0.165. Job satisfaction has a positive and insignificant effect on employee performance through job stress with an original sample value of 0.054 and p values of 0.234.]]>
<![CDATA[Pengaruh Metode Coaching Terhadap Kinerja Karyawan Dengan Kompetensi Sebagai Variabel Intervening Pada PT. Bara Energi Lestari Kabupaten Naga raya Aceh ]]>
<![CDATA[Zahri, Rahmad]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Jesya (Jurnal Ekonomi dan Ekonomi Syariah) Vol 7 No 2 (2024): Artikel Periode Research Juli 2024 ]]>
Publisher : <![CDATA[LPPM Sekolah Tinggi Ilmu Ekonomi Al-Washliyah Sibolga ]]>
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DOI: 10.36778/jesya.v7i2.1592
<![CDATA[Tujuan penelitian ini adalah untuk menganalisis dan mengetahui pengaruh metode coaching terhadap Kinerja Karyawan yang dimediasi oleh Kompetensi pada PT. Bara Energi Lestari Kabupaten Nagan Raya, Aceh. Penelitian ini dilakukan dengan pendekatan kuantitatif asosiatif kausal. Sampel yang digunakan adalah seluruh karyawan perusahaan, dengan total 70 orang. Hasil analisis data menggunakan Structural Equation Modeling (SEM) berbasis Partial Least Square (PLS) menunjukkan bahwa metode coaching berpengaruh positif terhadap kompetensi karyawan, tetapi tidak memiliki pengaruh langsung yang signifikan terhadap kinerja karyawan. Namun, melalui kompetensi sebagai variabel perantara, metode coaching memiliki pengaruh tidak langsung yang signifikan terhadap kinerja karyawan. Temuan ini sesuai dengan beberapa penelitian sebelumnya yang menunjukkan bahwa coaching dapat meningkatkan kompetensi karyawan, namun tidak selalu memiliki pengaruh langsung terhadap kinerja. Namun, kompetensi memiliki pengaruh yang signifikan terhadap kinerja karyawan. Penelitian ini memberikan wawasan yang berharga bagi manajemen perusahaan dalam merancang strategi pengembangan sumber daya manusia yang lebih terarah dan efisien. Meningkatkan kompetensi karyawan melalui metode coaching dapat menjadi langkah yang efektif dalam meningkatkan kinerja perusahaan, terutama jika kompetensi tersebut diintervensi secara tepat untuk memperbaiki kinerja karyawan.]]>
<![CDATA[Pengaruh Kepemimpinan Situasional Terhadap Kinerja Pegawai Melalui Kompetensi Pada Kantor DPRK Aceh Tamiang ]]>
<![CDATA[Sofyan, Saiful]]>;
<![CDATA[B, Mesra]]>
<![CDATA[ Jesya (Jurnal Ekonomi dan Ekonomi Syariah) Vol 7 No 2 (2024): Artikel Periode Research Juli 2024 ]]>
Publisher : <![CDATA[LPPM Sekolah Tinggi Ilmu Ekonomi Al-Washliyah Sibolga ]]>
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DOI: 10.36778/jesya.v7i2.1593
<![CDATA[Penelitian ini bertujuan untuk menganalisi dan mengetahui pengaruh kepemimpinan situasional terhadap kinerja pegawai pada Kantor DPRK Aceh Tamiang sebagai. Metode penelitian yang digunakan adalah penelitian kuantitatif asosiatif kasual, dengan teknik sampel jenuh yang melibatkan seluruh populasi pegawai (N = 150). Data dikumpulkan melalui penyebaran kuesioner kepada seluruh pegawai pada semua divisi. Analisis data dilakukan menggunakan Structural Equation Modeling (SEM) berbasis Partial Least Square (PLS) dengan menggunakan software SmartPLS 3.0. Hasil penelitian menunjukkan bahwa tidak terdapat pengaruh langsung yang signifikan antara kepemimpinan situasional dan kinerja pegawai. Namun, kepemimpinan situasional memiliki pengaruh signifikan terhadap peningkatan kompetensi pegawai. Selain itu, kompetensi pegawai memiliki pengaruh yang signifikan terhadap kinerja pegawai, hal ini menegaskan pentingnya investasi dalam pengembangan keterampilan dan pengetahuan pegawai untuk meningkatkan kinerja organisasi. Melalui analisis pengaruh tidak langsung, ditemukan bahwa kompetensi dapat mengintervensi hubungan antara kepemimpinan situasional dan kinerja pegawai. Ini mengindikasikan bahwa hubungan antara kepemimpinan situasional dan kinerja pegawai dapat dimediasi melalui peningkatan kompetensi pegawai. Kesimpulan ini memberikan wawasan yang penting tentang bagaimana pengembangan kompetensi dapat menjadi faktor mediator yang menghubungkan gaya kepemimpinan dengan kinerja pegawai di Kantor DPRK Aceh Tamiang]]>
<![CDATA[The Influence of Supervision on Employee Performance at PT. Persada Technical Media ]]>
<![CDATA[Zulpedri, Zulpedri]]>;
<![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 research is to determine and analyze the influence of supervision on employee performance at PT. Persada Technique. This research was conducted using a causal associative quantitative approach. The sample used was all company employees, with a total of 61 people. The research results show that supervision has a positive and significant effect on employee performance. This is shown by the T-count value of 3.193 which is greater than the T-table 11.818 > t table 1.67109, with a significance value of 0.000 < 0.05. The regression coefficient shows that if supervision is increased by 1 unit, employee performance will increase by 1,709 units assuming other variables remain constant. Apart from that, the results of the determination test show an Adjusted R Square value of 0.698 or 69.80%, which indicates that supervision has a low influence on employee performance, while the remaining 30.20% is influenced by other factors that have not been studied. Thus, partially, supervision has a positive and significant effect on employee performance at PT. Persada technique. This identifies that, meaning, improvements in Supervision can contribute to improving employee performance.]]>
<![CDATA[The Influence of Work Culture on Employee Commitment at The Binjai City Regional Secretariat Office ]]>
<![CDATA[Herdalina Pardede, Eva]]>;
<![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 aim of this research is to determine and analyze the influence of Work Culture on Work Commitment at the Binjai City Regional Secretariat Office. This research was conducted using a causal associative quantitative approach. The sample used was all employees with ASN status with a total of 82 people taken using proportional sampling. The research results show that Work Culture has a positive and significant effect on Work Commitment. This is shown by the T-count value of T-count of 44.054 > t table 1.66412, with a significance value of 0.000 < 0.05. The regression coefficient shows that if Work Culture is increased by 1 unit, then Work Commitment will increase by 0.957 units assuming other variables remain constant. Apart from that, the results of the determination test show an Adjusted R Square value of 0.960 or 96.00%, which indicates that Work Culture has a very high influence on Work Commitment, while the remaining 4.00% is influenced by other factors that have not been studied. Thus, partially, Work Culture has a positive and significant effect on Work Commitment at the Binjai City Regional Secretariat Office. This identifies that improvements in Work Culture can contribute to increased Work Commitment.]]>
<![CDATA[The Influence of Democratic Leadership on Performance of Employees in The Population and Civil Records Office of Binjai City ]]>
<![CDATA[Utami Leo, Yani]]>;
<![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 research is to determine and analyze the influence of democratic leadership on employee performance at the Binjai City Population and Civil Registry Office. This research was conducted using a causal associative quantitative approach. The sample used was 61 employees from the total number of employees. The research results show that democratic leadership has a positive and significant effect on employee performance. This is shown by the T-value of 8.389 > t table 1.67109 with a P-Value of 0.000 < 0.05. The regression coefficient shows that if democratic leadership is increased by 1 unit, employee performance will increase by 1,549 units assuming other variables remain constant. Apart from that, the results of the determination test show an Adjusted R Square value of 0.536 or 53.60%, which indicates that democratic leadership has a low influence on employee performance, while the remaining 46.40% is influenced by other factors that have not been studied. Thus, partially, democratic leadership has a positive and significant effect on the work of employees at the Binjai City Population and Civil Registry Office. This identifies that improvements in democratic leadership can contribute to improved employee performance.]]>
<![CDATA[The Influence of The Work Environment on Employee Performance at Bank Syariah Indonesia in The Medan Raya Area ]]>
<![CDATA[Al Ghazali, Syahnant]]>;
<![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 aim of this research is to determine and analyze the influence of the work environment on employee performance at Bank Syariah Indonesia in the Medan Raya area. This research was conducted using a causal associative quantitative approach. The sample used was 100 employees from a total of 287 employees who were taken at random using random sampling techniques. The research results show that the work environment has a positive and significant effect on employee performance. This is shown by the T-value of 16.165 > t table 1.66055 with a P-Value of 0.000 < 0.05. The regression coefficient shows that if the work environment is increased by 1 unit, employee performance will increase by 1,756 units assuming other variables remain constant. Apart from that, the results of the determination test show an Adjusted R Square value of 0.724 or 72.40%, which indicates that the work environment has a low influence on employee performance, while the remaining 27.60% is influenced by other factors that have not been studied. Thus, partially, the work environment has a positive and significant effect on the work of employees at Bank Syariah Indonesia in the Medan Raya area. This identifies that, meaning, improvements in the work environment can contribute to improving employee performance.]]>
<![CDATA[The Influence of Transformational Leadership on Employee Performance in The Salapian District Office, Langkat District ]]>
<![CDATA[Sugiono, Sugiono]]>;
<![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 research is to determine and analyze the influence of transformational leadership on employee performance at the Salapian District Head Office. This research was conducted using a causal associative quantitative approach. The sample used was all company employees, with a total of 50 people. The research results show that transformational leadership has a positive and significant effect on employee performance. This is shown by the T-count value of 3.193 which is greater than the T-table of 1.67722, as well as the P-Value value of 0.002 which is smaller than 0.05. The regression coefficient shows that if transformational leadership is increased by 1 unit, employee performance will increase by 1,319 units assuming other variables remain constant. Apart from that, the results of the determination test show an Adjusted R Square value of 0.150 or 15.00%, which indicates that transformational leadership has a low influence on employee performance, while the remaining 75.00% is influenced by other factors that have not been studied. Thus, partially, transformational leadership has a positive and significant effect on employee performance at the Salapian Subdistrict Office, Langkat Regency. This identifies that, meaning, improvements in transformational leadership can contribute to improving employee performance.]]>
<![CDATA[Improving Performance Through Job Satisfaction ]]>
<![CDATA[Irwansyah, Amri]]>;
<![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 effect of job training and work motivation on employee performance with job satisfaction as an intervening variable at the Bpjs Ketenagakerjaan offices in Kisaran and Padang Sidimpuan branches, using quantitative techniques as the type of research. The population used was 76 employees and the sample used was also 76 employees. because it uses saturated samples as a sampling technique. The research data source used is a primary data source and the data collection used is a questionnaire. This research method uses phat analysis and smart PLS as measuring tools. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Employee Performance with sample values original 0.756 and p value 0.000 <0.05. Work Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.638 and a p value of 0.040 <0.05. Work Motivation has a positive and insignificant effect on Employee Performance with an original sample value of 0.067 and a p value of 0.067 > 0.05. Job Training has a positive and significant effect on Job Satisfaction with an original sample value of 0.317 and a p value of 0.000 <0.05. Job Training has a positive and insignificant effect with an original sample value of 0.130 and a p value of 0.130 > 0.05. Work Motivation has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.482 and a p value of 0.000. Job Training has a positive and significant indirect effect on Employee Performance with an original sample value of 0.239 and a p value of 0.000.]]>
