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All Journal Abdimas Talenta : Jurnal Pengabdian Kepada Masyarakat International Journal of Educational Review, Law And Social Sciences (IJERLAS) Jurnal Ekonomi International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Proceeding International Seminar of Islamic Studies International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Prosiding Konferensi Nasional PKM-CSR Indonesian Journal of Business Analytics (IJBA) International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Riwayat: Educational Journal of History and Humanities Neraca Manajemen, Akuntansi, dan Ekonomi Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah International Journal of Economics and Management Sciences Global Economics: International Journal of Economic, Social and Development Sciences
Prihatin Lumbanraja
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Religion Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Nursing Physics Public Health Social Sciences Other

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THE INFLUENCE OF WORKLOAD AND ADAPTATION ABILITY ON EMPLOYEE PERFORMANCE THROUGH SATISFACTION WORK AT PT. BANK OF SUMUT REGIONAL 1 MEDAN Dwi Nurul Aisyah; Prihatin Lumbanraja; Parapat Gultom
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 4 (2023): July
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i4.956

Abstract

This study aims to analyze how workload, adaptability and job satisfaction can affect employee performance. The type of research used in this research is quantitative research. The population in this study were employees of PT Bank Sumut Regional 1 Medan with samples taken in this study were 170 respondents. The data used are primary data and secondary data obtained through a list of statements and documentation studies. The data analysis technique uses structural equation modeling (SEM) with the Smart PLS version 3.0 analysis tool. The results of the research directly show that workload has a positive and significant effect on employee performance, adaptability has a positive and significant effect on employee performance, workload has a negative and insignificant effect on job satisfaction, adaptability has a positive and significant effect on job satisfaction, and job satisfaction has a positive and significant effect on employee performance. Then the test is carried out indirectly resulting that the workload has a negative and insignificant effect on employee performance through job satisfaction and adaptability has a positive and significant effect on employee performance through job satisfaction.
EMPLOYEE PERFORMANCE IMPROVEMENT STRATEGY IN EFFORTS TO IMPROVE CUSTOMER RELATIONS USING HIERARCHY PROCESS ANALYSIS AND CUSTOMER RELATIONSHIP MANAGEMENT METHODS AT PT.MASAJI KARGOSENTRA TAMA BELAWAN Muhammad Sadani; Prihatin Lumbanraja; Meilita Tryana Sembiring
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 5 (2023): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i5.1011

Abstract

Based on the analysis and discussion of research regarding complaint handling at PT. Masaji Kargosentra Tama, it can be concluded as follows. Employee performance appraisal at PT Masaji Kargosentra Tama is carried out using a comprehensive approach. This performance appraisal process involves various KPI parameters related to customer service. For each KPI parameter, employees are given an assessment based on a predetermined scale or scoring system. This rating scale allows management to measure the quality of employee performance in aspects relevant to their duties and responsibilities. This assessment can be carried out periodically, for example every month or every year, using available data and information. During the assessment process, the management of PT Masaji Kargosentra Tama evaluates employee performance by considering each KPI parameter separately or as a whole. This performance appraisal can involve various methods, such as direct observation, data collection, interviews, or feedback from customers and colleagues. After getting the assessment results. Based on the results of the analysis using AHP, the division that has the highest assessment score is 3.15, followed by Operations with a score of 2.84, followed by Finance with a score of 2.01. So it is found that the commercial division is the focus in service to customers. With a strong focus on customer service, companies can direct efforts and resources to improve service quality, respond effectively to customer needs, and build good relationships with customers. Priority given to customer service will help companies to increase customer satisfaction, maintain customer loyalty, and achieve competitive advantage in a highly competitive industry. The proposed strategy that can be carried out by PT Masaji Kargosentra Tama is to create a customer membership system. The goal is for customers to get special services such as offering special prices, thereby increasing customer satisfaction. And for companies to find out detailed customer information so as to increase the possibility of carrying out customer programs as the implementation of a more personal customer relationship management (CRM) strategy.
THE IMPACT OF BRAND TRUST AND PERCEIVED QUALITY ON BRAND LOYALTY IN MEDIATION CUSTOMER SATISFACTION: A CASE STUDY OF KOPI KENANGAN CONSUMERS IN MEDAN CITY Friti Sinta; Prihatin Lumbanraja; Beby Karina F. Sembiring
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 5 (2023): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i5.1043

Abstract

In this study, we examined the influence of brand trust and perceived quality on brand loyalty through customer satisfaction at Kopi Kenangan Sun Plaza in Medan City. The increasing consumption of coffee in Indonesia has led to the development of coffee shop businesses in various cities across the country, including Medan. While this growth presents an opportunity for entrepreneurs to build and promote their brands to attract customers, it also creates intense competition among businesses, especially in major cities like Medan. The aim of this research is to find solutions to address the challenges faced by Kopi Kenangan, including low brand trust, perceived product quality, customer satisfaction, and low repeat purchase intention towards Kopi Kenangan products. The study focuses on enhancing brand trust, improving perceived product quality, and increasing customer satisfaction to build customer loyalty towards Kopi Kenangan. Data were collected from 96 customer samples through a questionnaire using probability sampling and analyzed using a structural equation model. The research findings indicate that brand trust has a significant negative influence on customer satisfaction and brand loyalty, while perceived quality has a significant positive influence on customer satisfaction and brand loyalty. Additionally, customer satisfaction also has a significant positive influence on brand loyalty. Furthermore, brand trust and perceived quality together have a positive and significant influence on brand loyalty. Moreover, brand trust has a significant negative influence on brand loyalty through customer satisfaction, while perceived quality has a significant positive influence on brand loyalty through customer satisfaction.
EVALUATION OF TALENT MANAGEMENT AT PT. PERTAMINA GAS NIAGA MEDAN, NORTH SUMATERA Astrid Herera Magdalena Sipayung; Prihatin Lumbanraja; Nazaruddin
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 5 (2023): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i5.1051

Abstract

The conclusions that can be obtained based on the research studies that have been carried out are as follows: The talent management process that has been carried out has been carried out by human resource management in recruitment and selection, as well as the performance management process. Employees are grouped into a talent pool based on the leadership, fundamental and technical competencies possessed by each employee. The factor in talent management that causes decreased productivity is in the formation of competencies needed by new employees in the regeneration process. Several actions have been taken by management but need some improvement, especially in terms of recruitment and selection, performance management, orientation process, and education and training. The follow-up plans that can be carried out to overcome these problems are: Organizational preparation of talent management, from the appointment of coaches, appraisers, superiors, and the mechanism, Talent management processes that can be accessed by each employee so that assessments, strengths and weaknesses can be evaluated. This will form a self-assessment of employees, Since training needs differ between employees, the training system needs to be carried out in a participatory manner, meaning that employees register according to their training needs. This will also lead to cost efficiency in training.
THE INFLUENCE OF SELF-EFFICACY, KNOWLEDGE SHARING, AND LOYALTY BEHAVIOR ON THE PERFORMANCE OF STATE CIVIL EMPLOYEES IN THE PROVINCIAL SECRETARIAT OF NORTH SUMATRA WITH JOB SATISFACTION AS AN INTERVERNING VARIABLE Dewi Safariani; Prihatin Lumbanraja; Elisabeth Siahaan
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 1 (2024): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i1.1482

Abstract

The development of modern government organizations is influenced by its administration and management system, which consists of three main components: constitution, law, ethics, departments, and council. The success of an organization depends on the human resources department, which includes employees, managers, and the quality and quantity of work performed by employees. Every organization aims to improve the performance of its employees in order to achieve organizational goals. Factors that influence employee performance include the ability to achieve targets, employee effectiveness, organizational effectiveness, employee effectiveness, employee work quality, employee knowledge quality, organizational focus on employee loyalty, and the level of employee involvement in the organization. Organizations also focus on employee loyalty, that is, individual contributions to the success of the organization. Organizational success depends on a variety of factors, including employee performance, knowledge, and loyalty. This research uses quantitative research. This research was conducted at the State Civil Apparatus at the Regional Secretariat of North Sumatra Province at the Goods and Services Procurement Bureau of the Regional Secretariat of North Sumatra Province. This research was conducted from April 2022 to October 2023.
Keseimbangan Karir dan Keluarga Bagi Wanita Pekerja pada Perspektif Manajemen Konflik Theresia Berlian Afrida; Prihatin Lumbanraja; Yeni Absah
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 5 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i5.1388

Abstract

Working women have the potential to experience conflict in carrying out all of their roles. This conflict has the potential to cause organizational conflict so that it must be managed from both sides. This study aims to analyze conflict and conflict management from 2 perspectives, working women and organization. Qualitative research with a descriptive approach was conducted with in-depth interviews and documentation of key informants of working women, direct supervisors, and supporting informants, which were analyzed using interactive model data analysis techniques. In carrying out their roles, working women have made efforts to balance, but it’s difficult to do. Supporting factors are social support from family, spouses, and coworkers. Differences in perceptions with spouses and coworkers are an inhibiting factor. Organizations perceive role conflict in 2 perceptions, direct supervisors and field employees. In the perception of direct supervisors, role conflict in women doesn’t affect the performance of the field and the organization as a whole. In the perception of field employees, role conflict causes jealousy, reluctance, delegation of tasks, and difficulty carrying out assignments due to changing team arrangements. Supporting factors for the organization are the existence of a communication system in the organization regardless of hierarchy and the sharing of knowledge between leaders regarding employee characteristics and conflict management. Differences regarding the conditions and problems of employees become an obstacle for organization to determine treatment standards. Organizational conflict handling strategies carried out are using persuasive and collaborative leadership styles, open communication with employees, collaboration and compromise conflict management styles.
The Influence Of Work Flexibility, Self-Efficacy, And Job Satisfaction On Employees Work Engagement PT. XXX Yohana Sarah Margareth Br Simanjuntak; Prihatin Lumbanraja; Abdul Rahim Matondang
Jurnal Ekonomi Vol. 13 No. 02 (2024): Jurnal Ekonomi, Edition April - June 2024
Publisher : SEAN Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Employees at PT XXX found several problems, namely indications of a lack of employee work engagement with the company. There is employee rotation/mutation in line with changes in the organizational structure, whether they like it or not, employees have to accept it and there are delays in employee promotions because they have to meet new requirements in accordance with new regulations. This problem is due to changes in organizational culture which means the company is in a period of adaptation. This phenomenon is also supported by the low sense of enthusiasm for work and the low enthusiasm that makes people want to be involved in company activities. The aim of this research is to determine and analyze the influence of flexibility, self-efficacy and job satisfaction on the work engagement of PT XXX employees. The population in this study numbered under 100 people, namely 85 people, so the entire population will be used as a saturated sample. The results of this research are 1) Work flexibility partially has a positive and significant effect on work engagement of PT XXX employees. 2) Self-efficacy partially has a positive and significant effect on work engagement of PT XXX employees. 3) Job satisfaction partially has a positive and significant effect on the work engagement of PT XXX employees. 3) Work flexibility, self-efficacy and job satisfaction simultaneously influence employee work engagement.
STRATEGY FOR IMPROVING THE PERFORMANCE OF EDUCATIONAL PERSONNEL IN THE FACULTY OF DENTISTRY, UNIVERSITY OF NORTH SUMATRA Annisa Ika Savira; Iskandarini; Prihatin Lumbanraja
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 6 (2025): December
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i6.4804

Abstract

The performance of educational staff plays a strategic role in supporting the quality of academic services and university governance. The Faculty of Dentistry, University of North Sumatra (FKG USU) is required to improve the performance of educational staff in line with the implementation of the BINTANG values as the institution's work culture. However, the results of the pre-survey and data from the FKG USU Sub-HRD for the 2023–2024 period indicate that the performance of educational staff tends to stagnate and the implementation of BINTANG values has not been optimal. This study aims to analyze the implementation of BINTANG values in the work behavior of educational staff and formulate performance improvement strategies based on the SOAR (Strengths, Opportunities, Aspirations, Results) approach. This study used a qualitative descriptive method conducted at FKG USU from June–November 2025, involving 15 informants selected purposively. Data collection was carried out through in-depth interviews, observation, documentation, and open-ended questionnaires. The results of the study indicate that BINTANG values have been reflected in the work ethic of educational staff, especially in the aspects of integrity, discipline, commitment to service, and cooperation, although they still need to be strengthened. The SOAR analysis resulted in a performance improvement strategy that emphasizes strengthening leadership with integrity, developing human resource competencies, internalizing BINTANG values, and implementing a sustainable performance-based reward system.
The Effect of Career Development and Organizational Commitment on Employee Performance Through Extrinsic Motivation at PT Bank Sumut Kantor Cabang Koordinator Medan Nurul Huda Chasanah; Ritha F. Dalimunthe; Prihatin Lumbanraja
Global Economics: International Journal of Economic, Social and Development Sciences Vol. 2 No. 4 (2025): December: Global Economics - International Journal of Economic, Social and Deve
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70062/globaleconomics.v2i4.438

Abstract

Employee performance is a strategic factor in the success of regional banking organizations that are oriented towards service and achieving business targets. However, empirical evidence at PT Bank Sumut Kantor Cabang Koordinator Medan, indicates that employee performance tends to stagnate in the "Good" category during the 2021–2024 period. This condition is thought to be related to career development that is not yet optimally structured, organizational commitment that has not been fully actualized in work behavior, and inadequate extrinsic motivation. This study aims to analyze the effect of career development and organizational commitment on employee performance through extrinsic motivation as a mediating variable. The study used a quantitative approach with a survey method of employees at PT Bank Sumut Kantor Cabang Koordinator Medan. Data were analyzed using Structural Equation Modeling. The results show that career development and organizational commitment influence extrinsic motivation, and extrinsic motivation plays a role in improving employee performance and mediating the relationship between variables. These findings strengthen the role of extrinsic motivation as an important mechanism in bridging human resource policies and employee performance in regional banking.
The Influence of Workload and Service Innovation on Employee Performance with Work Engagement as an Intervening Variable at the Community Health Center (UPT Puskesmas) of Kuala Subdistrict, Langkat Regency Yuliana Br Tarigan; Prihatin Lumbanraja; Vivi Gusrini Ramadhani
Riwayat: Educational Journal of History and Humanities Vol 8, No 3 (2025): July
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v8i3.46816

Abstract

The Puskesmas not only provides access to healthcare but is also expected to innovate according to local needs, especially in remote areas. However, limitations in human resources, facilities, and budgets often hinder the effectiveness of services. Therefore, the Puskesmas requires competent workforce to improve performance and service quality, with human resources being a key factor in the organization's success. This study aims to examine and analyze the influence of workload and service innovation on employee performance with work engagement as an intervening variable at the UPT Puskesmas Kecamatan Kuala, Langkat Regency. The research uses a quantitative approach. The population for this study consists of 129 employees of UPT Puskesmas Kecamatan Kuala, Langkat Regency, with the sampling technique used being saturated sampling, which is part of non-probability sampling, involving all 129 employees as the sample. The data analysis technique used in this study is descriptive statistical analysis and structural equation modeling (SEM). The results of this study show that Workload (X1) has a positive and significant effect on Employee Performance (Y), Service Innovation (X2) has a positive and significant effect on Employee Performance (Y), Work Engagement (Z) has a positive and significant effect on Employee Performance (Y), Workload (X1) has a positive and significant effect on Work Engagement (Z), Service Innovation (X2) has no effect on Work Engagement (Z), Workload (X1) has a positive and significant effect on Employee Performance (Y) through Work Engagement (Z), and Service Innovation (X2) has a positive and significant effect on Employee Performance (Y) through Work Engagement (Z) at UPT Puskesmas Kecamatan Kuala, Langkat Regency.
Co-Authors Abdul Rahim Matondang Achmad Delianur Nasution Ainun Sakinah L Tobing Ali Efendi Siburian Amlys Syahputra Silalahi Andre Masago Manik Annisa Ika Savira Arlina Nurbaity Lubis Astrea Wulanda Astrid Herera Magdalena Sipayung Beby Karina F. Sembiring Beby Karina Fawzeea Sembiring Beby Kendida Hasibuan Britandy Dwika Suryabhuana Dalimunthe, Ritha F. Dewi Safariani Dwi Nurul Aisyah Elisabeth Siahaan Elva Citra Sari Endang Sulistya Rini Erjan Fikry Antari Fahmi Natigor Nasution Fani Agustriani Fitri Dwiana Friti Sinta Haryani Tri Puteri Hasman Indah Annisa Indra Aulia Isfenti Sadalia Iskandarini Isma Zulaiha Jihan Sabila Johan Manurung Kartika Dinda Udhaty M Fariz Al Hafiz M. Ikmal Husein Lubis Maliki Marpaung Mario Tondi Partogi Lubis Mastura Maulidina Yuliani Meilita Tryana Sembiring, Meilita Tryana Muhammad Ras Muis Muhammad Sadani Nazaruddin Nico Tri Aganta Noven Rina M.R. Sinaga Nur Aisyah Fitri Nurul Huda Chasanah Onrizal Onrizal Parapat Gultom Paula Tamba Pesta Damayanti Pindi Patana Putri Khalijah Tricahyanti Siregar Putri Latifah Anum Qori Fadla Ajmilia R. Hamdani Harahap R. Hamdani Pasaribu R. Meutia Fransiska Raden Mohamad Herdian Bhakti Ramadhani Fitri Retno Lestari Ritha Dalimunthe Ritha F. Dalimunthe Robert Sanjaya Sembiring Rudi Hartono Samuel Morales Simanjuntak Shalsabilla Shafira Sheila Galuh Syafira Siregar Sitti Raha Agoes Salim Sri Annisa Suci Chasara Nasution Sugih Arto Pujongkoro Tety Novriyanti Zebua Theresa Sisilia Situmorang Theresia Berlian Afrida Tulus Andre Leonardo Utari Tri Handayani Venna Natala Lingga Vivi Gusrini Rahmadani Vivi Gusrini Rahmadani P Vivi Gusrini Rahmadani Pohan Vivi Gusrini Ramadhani Yeni Absah yeni absah Yohana Sarah Margareth Br Simanjuntak Yohara G.M.Tambunan Yuliana Br Tarigan Zulham Afandi Harahap