Articles
<![CDATA[Pengaruh Gaya Kepemimpinan, Kompensasi, dan Pengawasan Terhadap Disiplin Kerja Karyawan di CV. Yudi Putra Medan ]]>
<![CDATA[Tanjung, Aulia Ramadhan]]>;
<![CDATA[Wakhyuni, Emi]]>
<![CDATA[ Indo-Fintech Intellectuals: Journal of Economics and Business Vol. 4 No. 5 (2024): Indo-Fintech Intellectuals: Journal of Economics and Business (in-Press) ]]>
Publisher : <![CDATA[Lembaga Intelektual Muda (LIM) Maluku ]]>
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DOI: 10.54373/ifijeb.v4i5.1843
<![CDATA[This study aims to determine the influence of leadership style, compensation, and supervision on employee work discipline at CV Yudi Putra Medan. The type of research used is quantitative through the survey method. The population and sample in this study amounted to 47 employees. The sampling technique used was total sampling. The data collection technique uses a questionnaire. The analysis of the research data used multiple regression analysis carried out using the help of SPSS software. The results of the study show that Leadership Style partially has a positive and significant effect on Employee Work Discipline at CV Yudi Putra Medan with a regression value. Compensation partially has a positive and significant effect on employee work discipline at CV Yudi Putra Medan. Partial supervision has a positive and significant effect on work discipline in CV Yudi Putra Medan, leadership style (X1), compensation (X2), and supervision (X3) simultaneously (together) have a positive and significant effect on Employee Work Discipline]]>
<![CDATA[Analisis Lingkungan Kerja Dan Kepemimpinan Terhadap Work Engagement Pada PT. Prima Asia Satya Kota Medan ]]>
<![CDATA[Abdullah Sinaga , Mahriz]]>;
<![CDATA[Wakhyuni, Emi]]>
<![CDATA[ Jurnal Inovasi Bisnis Manajemen dan Akuntansi Vol. 2 No. 3 (2024): JIBMA : Jurnal Inovasi Bisnis Manajemen dan Akuntansi ]]>
Publisher : <![CDATA[PT. Karya Inovatif Nusantara ]]>
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DOI: 10.65255/jibma.v2i3.89
<![CDATA[This study aims to analyze the influence of work environment and leadership on work engagement of employees at PT. Prima Asia Satya in Medan. The population in this study were all employees of PT. Prima Asia Satya in Medan with a sample of 88 respondents selected by purposive sampling. The data analysis methods used are validity test, reliability test, classic assumption test, multiple linear regression analysis, t-test, F-test, and coefficient of determination (R2). The results show that the work environment and leadership have a positive and significant influence on the work engagement of employees at PT. Prima Asia Satya in Medan. This means that the better the work environment and leadership, the higher the work engagement of employees. This study provides implications for the management of PT. Prima Asia Satya in Medan to increase employee work engagement through improving the work environment and enhancing the leadership abilities of managers. This study can also be used as a reference for further research related to work engagement.]]>
<![CDATA[MODEL OF THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN THE WORKFORCE LAU GUMBA TOURISM INDUSTRY, BERASTAGI DISTRICT ]]>
<![CDATA[Wakhyuni, Emi]]>;
<![CDATA[Nurhayati, Siti]]>;
<![CDATA[Rafianti, Fitri]]>;
<![CDATA[Tarigan, Kevin]]>
<![CDATA[ Proceeding International Seminar of Islamic Studies INSIS 6 (February 2024) ]]>
Publisher : <![CDATA[Proceeding International Seminar of Islamic Studies ]]>
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<![CDATA[Employee engagement is a concept that describes the level of employee involvement in their work. Organizational citizenship behavior is employee behavior that is not explicitly defined in the employment contract, but contributes positively to organizational effectiveness. This study aims to analyze the relationship model of employee engagement with the tourism industry workforce of Lau Gumba Village, Berastagi District. This study used a survey method with respondents as many as 20 workers of the Lau Gumba Village Tourism Industry. The results showed that employee engagement has a positive and significant influence on organizational citizenship behavior. In addition, this study also found that there are two mediating variables that affect the relationship between employee attachment and organizational citizenship behavior, namely; quality of labor relations and perception of fairness. The quality of good working relationships between Lau Gumba Village tourism industry workers and their leaders can increase the attachment of all workers which in turn can improve organizational citizenship behavior. High perceptions of fairness can also increase workforce engagement which in turn can improve organizational citizenship behavior. Based on the results of this study, it is recommended to the Lau Gumba Village Government to increase the engagement of the tourism industry workforce by improving the quality of labor relations and perceptions of justice. Increasing workforce engagement can be done in various ways, such as providing opportunities for self-development, creating a positive work environment, and providing fair rewards.]]>
<![CDATA[The Influence of Principal's Leadership and Motivation on Teacher Discipline at SD N 121 Hutabargot Julu ]]>
<![CDATA[Nur, Khopipah]]>;
<![CDATA[Darmilisani, Darmilisani]]>;
<![CDATA[Wakhyuni, Emi]]>
<![CDATA[ Journal of Research in Social Science and Humanities Vol 4, No 2 (2024) ]]>
Publisher : <![CDATA[Utan Kayu Publishing ]]>
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DOI: 10.47679/jrssh.v4i2.187
<![CDATA[This research was conducted at one of the public schools, namely SDN 121 Hutabargot Julu Skor. This research analysis aims to determine the leadership and motivation of school principals regarding teacher discipline. The data analysis technique used is an associative research method with the help of the SPSS version 19 program. This research uses multiple linear regression analysis. The sample in this study was 39 respondents. Primary data collection uses a questionnaire. The results of the research show that the leadership variable shows a tcount value of 3.994 ttable of 2.00 with a significant value of 0.002 0.05, so the hypothesis H1 is accepted and H0 is rejected, meaning that leadership has a partially positive and significant effect on teacher work discipline at SD N 121 Hutabargot Julu. The test results for the motivation variable show a tcount value of 4.474 ttable of 2.00 with a significant value of 0.000 0.05, so the hypothesis H2 is accepted and H0 is rejected, meaning that motivation has a partially positive and significant effect on teachers at SD N 121 Hutabargot July. The calculated F value is 36.628 which is greater than 2.79 and the significant value of 0.000 is smaller than 0.05 so it can be concluded that hypothesis 3 is accepted and hypothesis 0 is rejected so it can be concluded that leadership and motivation have a significant effect simultaneously on teachers in elementary schools. N 121 Hutabargot Julu.]]>
<![CDATA[An Analysis Of Organizational Culture, Work Environment And Leadership Style On Employee Performance At Auto 2000 Medan Pancing ]]>
<![CDATA[Bima Satria]]>;
<![CDATA[Emi Wakhyuni]]>;
<![CDATA[Slamet Widodo]]>
<![CDATA[ Jurnal Scientia Vol. 13 No. 04 (2024): Education and Sosial science, September-December 2024 ]]>
Publisher : <![CDATA[Sean Institute ]]>
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<![CDATA[Organizational culture, work environment and leadership style on employee performance at Auto 2000 Medan Pancing. This type of research is a survey, while the research method is quantitative descriptive. This means that it is a research method that takes samples from a population and uses a questionnaire as a collection tool. In this research data and information were collected from respondents using questionnaires. After the data is obtained, the results are presented descriptively. The type of data used is primary data. Validation test R count X1 0.545. R count X1 0.831. R calculated Y 0.545. And the R table for the three variables is 0.204 and is declared valid. Reliability Test X1 0.648, X2 0.877, Y 0.653. Simple regression X1 0.325. X2 0.589. T test X1 5.121. X2 6.081 with a significance of 5%. Correlation and determination R 0.845 The test results of the correlation coefficient of determination or (R) show that organizational culture and leadership style have an influence on employee performance. This can be shown by the correlation coefficient value of R of 0.845. Meanwhile the test result value of the coefficient of determination or (R) is 69.7%. and the remaining 30.3% is influenced by other variables outside the research.]]>
<![CDATA[ANALISIS PENGARUH LINGKUNGAN KERJA, PENGEMBANGAN KARIR DAN TANGGUNG JAWAB KERJA TERHADAP KEPUASAN KERJA PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DI KOTA BINJAI ]]>
<![CDATA[Shintya Shintya]]>;
<![CDATA[Emi Wakhyuni]]>
<![CDATA[ JURNAL RUMPUN MANAJEMEN DAN EKONOMI Vol. 1 No. 5 (2024): November ]]>
Publisher : <![CDATA[CV. KAMPUS AKADEMIK PUBLISHING ]]>
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DOI: 10.61722/jrme.v1i5.2802
<![CDATA[The research analysis aims to find out whether the work environment, career development and work responsibilities affect job satisfaction. The data analysis technique used is an associative research method with the help of the SPSS version 19 program. This research uses multiple linear regression analysis. The sample in this study was 39 respondents. Primary data collection uses a questionnaire. The results of the research show that the tcount value is 2.581 > ttable of 2.02 with a significant value of 0.014 <0.05, so the hypothesis H3 is accepted and H0 is rejected, meaning that the work environment has a partially positive and significant effect on job satisfaction at the Personnel and Resource Development Agency Humans in Binjai City. The t value is 0.854 < t table of 2.02 with a significant value of 0.399 > 0.05, so the hypothesis H2 is rejected and H0 is accepted, meaning that career development does not have a partially significant effect on job satisfaction at the Personnel and Human Resources Development Agency in Binjai City . The t value is 2.581 > t table is 2.02 with a significant value of 0.014 < 0.05, then the hypothesis H3 is accepted and H0 is rejected, meaning that responsibility has a partially positive and significant effect on job satisfaction at the Personnel and Human Resources Development Agency in Binjai City . The t value is 2.581 > t table of 2.02 with a significant value of 0.014 < 0.05, so the hypothesis H3 is accepted and H0 is rejected, meaning that the work environment, career development and responsibility have a significant effect simultaneously on job satisfaction at the Personnel and Resource Development Agency Human Resources in Binjai City.]]>
<![CDATA[INNOVATIVE WORK BEHAVIOR ANALYSIS OF MSME EMPLOYEES: THE ROLE OF CREATIVE SELF-EFFICACY, ORGANIZATIONAL CULTURE AND PSYCHOLOGICAL EMPOWERMENT AS PREDICTORS ]]>
<![CDATA[Setiyawami, Setiyawami]]>;
<![CDATA[Setyawati, Amelia]]>;
<![CDATA[Lestari, Deara Shinta]]>;
<![CDATA[Wakhyuni, Emi]]>;
<![CDATA[Syamsuddin, Syamsuddin]]>
<![CDATA[ SULTANIST: Jurnal Manajemen dan Keuangan Vol. 11 No. 1 (2023) ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Sultan Agung Pematangsiantar ]]>
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DOI: 10.37403/sultanist.v11i1.480
<![CDATA[Technological advances and disruptions in various fields of the economy have resulted in the existence of innovative work behaviors that are urgently needed for business actors. For business actors, understanding employee behavior is very important, with the hope that business actors can predict and create productive employee performance. Related to innovative behavior for employees, it is very crucial for business actors to understand and know the characteristics of each employee at work. The research's main objective is to analyze the effect of creative self-efficacy, organizational culture, and psychological empowerment on innovative work behavior. The sample in this study is 160 employees who work in SMEs which are determined by the convenience sampling approach. Data analysis used the SPSS application by displaying the results of data processing through research instrument tests with validity and reliability tests, multiple regression analysis, coefficient of determination and hypothesis testing. Based on the results of data analysis concluded that creative self-efficacy, organizational culture, and psychological empowerment have a positive and significant effect on innovative work behavior. The research implications inform that the behavior of employees working in the MSME sector can be more innovative, it requires high creative self-efficacy and business actors can provide motivation that encourages them to be enthusiastic at work. In addition, psychological empowerment also needs to be increased by providing psychological support for employees.]]>
<![CDATA[Analisis Human Relation, Perilaku Individu dan Etos Kerja Terhadap Peningkatan Kinerja Pegawai PT Perkebunan Nusantara IV Regional I Medan ]]>
<![CDATA[Oktavia, Mia]]>;
<![CDATA[Delvi Yanti, Eli]]>;
<![CDATA[Wakhyuni, Emi]]>
<![CDATA[ Jurnal Media Informatika Vol. 6 No. 1 (2024): Jurnal Media Informatika Edisi September - Desember ]]>
Publisher : <![CDATA[Lembaga Dongan Dosen ]]>
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<![CDATA[Kinerja pegawai merupakan salah satu faktor penting yang harus mendapat perhatian serius bagi manajemen sumber daya manusia di PT Perkebunan Nusantara IV Regional I Medan. Tingkat keberhasilan perusahaan sangat ditentukan oleh kemampuan pegawai di perusahaan. Penelitian ini bertujuan untuk mengetahui apakah human relation, perilaku individu dan etos kerja berpengaruh. Teknik analisis information yang digunakan adalah metode penelitian asosiatif dengan bantuan program SPSS versi 19. Penelitian ini menggunakan analisis regresi linier berganda. Sampel dalam penelitian ini sebanyak 55 responden. Pengambilan information preliminary menggunakan kuesioner. Hasil penelitian menunjukkan bahwa human connection berpengaruh positif dan signifikan secara parsial terhadap kinerja pegawai PT Perkebunan Nusantara IV Local I Medan. Perilaku individu berpengaruh positif dan signifikan secara parsial terhadap kinerja pegawai PT Perkebunan Nusantara IV Local I Medan. Etos kerja berpengaruh positif dan signifikan secara parsial terhadap kinerja pegawai PT Perkebunan Nusantara IV Provincial I Medan. Human connection, perilaku individu dan etos kerja berpengaruh positif dan signifikan secara simultan terhadap kinerja pegawai PT Perkebunan Nusantara IV Provincial I Medan. Nilai changed R Square 0,731 yang dapat disebut koefisien determinasi yang dalam hal ini berarti 73,1% kinerja pegawai dapat diperoleh dan dijelaskan oleh Human connection, perilaku individu dan etos kera sedangkan sisanya 26,9% dijelaskan oleh faktor lain atau variabel diluar model penelitian.]]>
<![CDATA[The Role Of Using Hris (Human Resource Information System) Technology In Human Resource Management At Pt Pegadaian Medan North Sumatera ]]>
<![CDATA[Setiawan, Nashrudin]]>;
<![CDATA[Wakhyuni, Emi]]>;
<![CDATA[Azianda, M. Sultan]]>
<![CDATA[ Journal of Management, Economic, and Accounting Vol. 3 No. 2 (2024): Juli-Desember ]]>
Publisher : <![CDATA[Universitas Dehasen Bengkulu ]]>
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DOI: 10.37676/jmea.v3i2.679
<![CDATA[This study aims to find how the influence of compensation, discipline, and HRIS Development on HR Management at PT Pegadaian Medan Branch, the research method used is quantitative with a Multiple Regression Analysis approach. The number of samples taken was 52 respondents calculated using the Slovin formula. The problem to be studied is to find the right model of application of Compensation, Discipline, and development of HRIS applications that will affect HR management in general and specifically increase the business productivity of Medan branch pawnshop employees to provide the best, both for internal companies and in the wider community to help the process of pawning goods or gold. The results of this study indicate that a) The results obtained from research conducted on HRIS variables (X1), namely there is an influence between HRIS on HR Management at PT Pegadaian Medan Petisah. This means that one of the factors of HR management is influenced by the use of HRIS by employees. Employees who can operate IT properly will get optimal performance results, b) The results obtained from the Work Discipline variable influence HR Management. Where the greater the discipline received by employees both internal and external, the greater the management of HR at PT. Pegadaian, c) The results obtained prove that compensation influences HR Management. This means that the amount of compensation obtained for their work provides enthusiasm that gives birth to maximum HR management.]]>
<![CDATA[The Effect of Workload, Work Relationships, and Work Facilities on Employee Productivity at PT JNE Medan Main Branch ]]>
<![CDATA[Risnaini, Risnaini]]>;
<![CDATA[Wakhyuni, Emi]]>
<![CDATA[ Journal of Research in Social Science and Humanities Vol 5, No 2 (2025) ]]>
Publisher : <![CDATA[Utan Kayu Publishing ]]>
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DOI: 10.47679/jrssh.v5i1.288
<![CDATA[This study aims to analyze the effect of workload, work relationships, and work facilities on employee productivity at PT JNE Medan Main Branch. The population in this study includes all permanent employees totaling 50 people, who are also used as samples using the saturated sampling method. The study was conducted in 2025. Data were obtained through distributing questionnaires as primary-quantitative data collection instruments and analyzed using multiple linear regression through SPSS version 24. The findings show that the three independent variables, both individually and simultaneously, have a positive and significant effect on work productivity. The results of the t-test show that workload has a regression coefficient of 0.324 (tcount = 3.631; sig. = 0.001), work relationships of 0.238 (tcount = 2.373; sig. = 0.022), and work facilities of 0.492 (tcount = 3.715; sig. = 0.001). The F test obtained an F count of 210.961 (sig. = 0.000), exceeding the F table of 2.807. The R value of 0.966 indicates a very strong relationship between the three variables and work productivity. Work facilities are recorded as the most dominant variable with the highest beta value, which is 0.400. As much as 92.8% of the variation in work productivity is explained by these three variables, while the rest is influenced by other factors. ]]>
