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All Journal Abdimas Talenta : Jurnal Pengabdian Kepada Masyarakat JOURNAL OF SCIENCE AND SOCIAL RESEARCH 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 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.
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.
PENGARUH MOTIVASI KERJA, BEBAN KERJA, TEAM WORK TERHADAP KINERJA PEGAWAI PADA PT. KOPERASI TELEKOMUNIKASI SELULAR (KISEL) REGIONAL I PROVINSI SUMATERA UTARA Reza Syahputra; Prihatin Lumbanraja; Evawany Yunita Aritonga
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 9 No. 1 (2026): February 2026
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i1.5781

Abstract

Abstract: This study aims to determine the extent of influence of work motivation, workload level, and teamwork on employee performance at PT. Koperasi Telekomunikasi Selular (Kisel) Regional I North Sumatra. The approach used in this study is a quantitative method with an associative research type. The number of samples consisted of 110 respondents selected through incidental sampling techniques and calculations using the Slovin formula with an error rate of 10%. The results of the study revealed that work motivation (X1) is the most dominant and significant factor in influencing employee performance, indicated by a significance value of 0.000 and a t-count value of 4.864. In addition, workload (X2) also has a significant influence with a significance value of 0.020, followed by the teamwork variable (X3) which also has a significant influence with a significance of 0.040. These three variables together are proven to have a significant influence on employee performance, as indicated by the results of the F test with a significance value of 0.000. The regression model in this study was able to explain 27.8% of the variation in employee performance (R² = 0.278), while the remaining 72.2% was explained by other variables not included in the model. These results indicate that efforts to improve employee performance can be done through strengthening motivation, balancing workload arrangements, and increasing the effectiveness of teamwork. Keywords: Work Motivation, Workload, Teamwork and Employee Performance Abstrak: Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh motivasi kerja, tingkat beban kerja, serta kerja tim terhadap kinerja karyawan di PT. Koperasi Telekomunikasi Selular (Kisel) Regional I Sumatera Utara. Pendekatan yang digunakan dalam penelitian ini adalah metode kuantitatif dengan jenis penelitian asosiatif. Jumlah sampel terdiri dari 110 responden yang dipilih melalui teknik insidental sampling dan perhitungan menggunakan rumus Slovin dengan tingkat kesalahan 10%. Hasil penelitian mengungkapkan bahwa motivasi kerja (X1) menjadi faktor paling dominan dan signifikan dalam mempengaruhi kinerja karyawan, ditunjukkan dengan nilai signifikansi sebesar 0,000 dan nilai t-hitung sebesar 4,864. Selain itu, beban kerja (X2) juga memiliki pengaruh signifikan dengan nilai signifikansi 0,020, diikuti oleh variabel kerja sama tim (X3) yang turut memberikan pengaruh signifikan dengan signifikansi 0,040. Ketiga variabel tersebut secara bersama-sama terbukti memiliki pengaruh signifikan terhadap kinerja karyawan, sebagaimana ditunjukkan oleh hasil uji F dengan nilai signifikansi 0,000. Model regresi dalam penelitian ini mampu menjelaskan 27,8% dari variasi kinerja pegawai (R2 = 0,278), sementara sisanya, sebesar 72,2%, dijelaskan oleh variabel lain yang tidak termasuk dalam model. Hasil ini menunjukkan bahwa upaya untuk meningkatkan kinerja karyawan dapat dilakukan melalui penguatan motivasi, pengaturan beban kerja yang seimbang, serta peningkatan efektivitas kerja sama dalam tim. Kata kunci: Motivasi Kerja, Beban Kerja, Kerja Sama Tim dan Kinerja Karyawan
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. Dwi Nurul Aisyah Elva Citra Sari Endang Sulistya Rini Erjan Fikry Antari Evawany Yunita Aritonga Fahmi Natigor Nasution 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 Maulidina Yuliani Meilita Tryana Sembiring 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 Retno Lestari Reza Syahputra 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