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All Journal JCRS (Journal of Community Research and Service) 2-TRIK: TUNAS-TUNAS RISET KESEHATAN Proceeding International Seminar of Islamic Studies Jurnal Fokus Manajemen Jurnal Ilmiah Metansi (Manajemen dan Akuntansi) Jurnal Multidisiplin West Science Journal of Management, Economic, and Accounting Multifinance Journal of Accounting Law Communication and Technology Jurnal Pengabdian Masyarakat (Jubdimas)
Arifin, Daud
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PENGARUH KOMUNIKASI K3 DAN PARTISIPASI PEKERJA TERHADAP KINERJA KESELAMATAN PADA INDUSTRI PENGOLAHAN MAKANAN DI KOTA MEDAN Kanahaya, Adinda; Eriana, Zahra; Arifin, Daud
2-TRIK: TUNAS-TUNAS RISET KESEHATAN Vol 15, No 3 (2025): Juli-September 2025
Publisher : FORUM ILMIAH KESEHATAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33846/2trik15304

Abstract

 The high number of workplace accidents in the food processing industry in Indonesia underscores the importance of implementing a more effective occupational safety system. The purpose of this study was to analyze the influence of occupational safety and health communication and worker participation on occupational safety performance. The study used a cross-sectional design, involving 34 workers selected using a saturated sampling technique. Data were collected through questionnaires and then analyzed using multiple linear regression. The results showed that occupational safety and health communication significantly influenced safety performance (t = 2.321; p = 0.027), and worker participation had a more dominant influence on safety performance (t = 8.278; p = 0.000). Simultaneously, both variables had a highly significant effect (F = 134.089; p = 0.000) with a coefficient of determination (R-squared) of 0.896. The study concluded that improving occupational safety and health communication and worker participation can substantially improve safety performance in the food processing industry.Keywords: food industry; workers; occupational safety and health; communication; participation ABSTRAK Tingginya angka kecelakaan kerja pada industri pengolahan makanan di Indonesia menegaskan pentingnya penerapan sistem keselamatan kerja yang lebih efektif. Tujuan penelitian ini adalah menganalisis pengaruh komunikasi keselamatan dan kesehatan kerja dan partisipasi pekerja terhadap kinerja keselamatan kerja. Rancangan yang digunakan dalam studi ini adalah cross-sectional, yang melibatkan 34 pekerja yang dipilih dengan teknik sampling jenuh. Data dikumpulkan melalui pengisian kuesioner lalu dianalisis menggunakan uji regresi linear berganda. Hasil penelitian menunjukkan bahwa komunikasi keselamatan dan kesehatan kerja berpengaruh signifikan terhadap kinerja keselamatan (t = 2,321; p = 0,027), dan partisipasi pekerja memiliki pengaruh yang lebih dominan terhadap kinerja keselamatan (t = 8,278; p = 0,000). Secara simultan, kedua variabel berpengaruh sangat signifikan (F = 134,089; p = 0,000) dengan koefisien determinasi (R kuadrat) adalah 0,896. Kesimpulan penelitian menunjukkan bahwa peningkatan komunikasi keselamatan dan kesehatan kerja dan partisipasi pekerja mampu meningkatkan kinerja keselamatan secara substansial di industri pengolahan makanan.Kata kunci: industri makanan; pekerja; keselamatan dan kesehatan kerja; komunikasi; partisipasi
Peran Sosialisasi K3 Dalam Meningkatkan Kesadaran dan Perilaku Kerja Aman Karyawan di PT Maju Bersama Aritonang, Luciana Cantika; Arifin, Daud; Sitohang, Rama; Syahrifan, Raihan Ricky; Syahputra, Ikmal
Journal of Accounting Law Communication and Technology Vol 2, No 2 (2025): Juli 2025
Publisher : CV. Rayyan Dwi Bharata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57235/jalakotek.v2i2.6722

Abstract

Penelitian ini bertujuan untuk menganalisis peran sosialisasi Keselamatan dan Kesehatan Kerja (K3) dalam meningkatkan kesadaran dan perilaku kerja aman pada karyawan di PT. Maju Bersama, sebuah perusahaan retail. Metode penelitian yang digunakan adalah deskriptif kuantitatif dengan pendekatan survei yang melibatkan 41 karyawan sebagai responden. Pengumpulan data dilakukan menggunakan kuesioner tertutup yang mengukur tiga variabel utama, yaitu sosialisasi K3 (X), kesadaran K3 (Y1), dan perilaku kerja aman (Y2). Data dianalisis melalui uji validitas, uji reliabilitas, analisis korelasi, dan regresi linear sederhana. Hasil menunjukkan bahwa seluruh item kuesioner valid dan reliabel, dengan nilai Cronbach’s Alpha di atas 0,70. Rata-rata skor total untuk sosialisasi K3 adalah 17,78, kesadaran K3 sebesar 17,76, dan perilaku kerja aman sebesar 18,07. Namun, hasil uji regresi menunjukkan bahwa sosialisasi K3 berpengaruh positif tetapi tidak signifikan terhadap kesadaran (p = 0,455) dan perilaku kerja aman (p = 0,244), dengan korelasi yang lemah antar variabel. Meskipun demikian, secara umum karyawan menunjukkan tingkat kesadaran dan perilaku kerja yang cukup baik. Oleh karena itu, disarankan agar perusahaan meningkatkan efektivitas sosialisasi K3 melalui metode yang lebih interaktif dan sesuai dengan latar belakang pendidikan dan pengalaman karyawan guna membangun budaya kerja yang lebih aman.
Analysis of the Influence of Training and Education on the Development of MSMEs in the Community of Kwala Serapuh Langkat Village Moderated by Motivation Variables ,, Suwarno; Andika, Rindi; Arifin, Daud; Lumbangaol, Nia Deniati
Journal of Community Research and Service Vol. 8 No. 2: July 2024
Publisher : Universitas Negeri Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24114/jcrs.v8i2.63048

Abstract

This study aims to analyze the Influence of Training and Education on the Development of MSMEs in the Community of Kwala Serapuh Langkat Village Moderated by Motivation Variables. This study uses a quantitative method with a survey approach. The research population is all MSMEs in Kwala Serapuh Langkat village, which is as many as 120 MSMEs. The research sample is 70 MSMEs selected by the purposive sampling method. The research data was collected through questionnaires. Data analysis using SEMPLS. The government and related parties need to improve training and education programs for MSME actors. MSMEs need to increase awareness of the importance of training and education for their business development. In addition, training and education can also increase the motivation of MSME managers to develop their businesses. The results of this study directly show that Motivation does not have a significant positive influence on the development of Community MSMEs. Training has a significant positive influence on the development of Community MSMEs. Training does not have a significant positive influence on the development of Community MSMEs. Education has a significant positive influence on Community Motivation. Education has a significant positive influence on the development of community MSMEs. Meanwhile, indirectly, the training does not have a significant positive influence on the Development of Community MSMEs Moderated by Motivational Variables. Education does not have a significant positive influence on the Development of Community MSMEs Moderated by Motivation Variables
Pengaruh Kompensasi Dan Benefit Terhadap Kepuasan Kerja Karyawan PT Pegadaian UPC Sei Sikambing Nur Hafiz, Khairun; Sitepu, M.Bayu Permana; Riskiah, Putri; Arifin, Daud
Jurnal Ilmiah METANSI ”Manajemen dan Akuntansi” Vol 9 No 1 (2026): Jurnal Ilmiah Metansi (Manajemen dan Akuntansi)
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitas Lamappapoleonro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57093/metansi.v9i1.530

Abstract

This study is motivated by the importance of employee job satisfaction in improving organizational effectiveness, particularly at PT Pegadaian UPC Sei Sikambing. Employee job satisfaction is influenced by several factors, including compensation and benefits provided by the company. This study aims to analyze the effect of compensation and benefits on employee job satisfaction. The research method used is a quantitative approach with an associative research design. The population in this study consists of all employees of PT Pegadaian UPC Sei Sikambing, using a saturated sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression, t-test, F-test, and coefficient of determination. The results show that compensation has a positive and significant effect on employee job satisfaction with a significance value of 0.002. Benefits also have a positive and significant effect on job satisfaction with a significance value of 0.006. Simultaneously, compensation and benefits have a significant effect on employee job satisfaction with a significance value of 0.000. The coefficient of determination value of 0.638 indicates that 63.8% of the variation in job satisfaction is explained by these two variables. Based on the findings, it can be concluded that compensation and benefits are important factors in improving employee job satisfaction. Therefore, the company is recommended to continuously improve a fair compensation system and strengthen employee benefit programs in order to create optimal job satisfaction.
Analysis of Work Ability, Work Discipline, and Non-Physical Work Environment on the Performance of ASN Employees at the North Sumatra Provincial Manpower Office Intan Gusnita; Arifin, Daud; Samrin, Samrin
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1504

Abstract

This study aimed to analyze the effect of work ability, work discipline, and non-physical work environment on the performance of civil servant employees at the Department of Manpower of North Sumatra Province. The study used a quantitative approach with an associative method. The research population consisted of 215 civil servant employees, with a sample of 69 respondents selected using the Slovin formula through purposive sampling. Primary data were obtained through the distribution of questionnaires, and the results were processed using SPSS software version 24. Data analysis was conducted using multiple linear regression to examine the relationship between the independent variables and the dependent variable. The results showed that work ability, work discipline, and non-physical work environment, both partially and simultaneously, had a positive and significant effect on employee performance. Work ability was the most dominant variable influencing employee performance, as indicated by the highest regression coefficient. The coefficient of determination (adjusted R²) was 0.920, indicating that 92.0% of the variation in employee performance was explained by the three independent variables, while the remaining 8.0% was explained by other variables not included in this research model. In addition, the strength of the relationship between the independent variables and the dependent variable was categorized as very strong, with a correlation coefficient (R) of 0.961.
The Influence of Workload, Work Facilities, and Supervision on the Performance of Outbound Unit Employees at PT JNE Medan Main Branch Dinda Aulia; Darmilisani, Darmilisani; Arifin, Daud
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1515

Abstract

The main objective of this research is to find out how PT JNE Cabang Utama Medan's leadership, working conditions, and physical plant affect the company's productivity. Analytical and quantitative approaches were utilized in this study. For the purpose of data collection, the study asked 55 randomly selected individuals to fill out surveys. To create primers, we turned to SPSS version 24's data extraction methodologies. We used multiple linear regression to look for correlations in the data between the dependent and independent variables. According to the results, workers are significantly more efficient when they have good leadership, a nice place to work, and enough tools. The regression analysis yielded a result of 0.203. A t-value of 2.307 was considered statistically significant at the 0.025 level. With t-statistic = 6.218 and regression = 0.000, operational facilities are defined as follows: 0.454. A regression value of 0.399 and a thitung value of 4.226 define the penalty at a significance level of 0.000. The Fhitung and Sig. values were 300.417 at the same time. Among the many factors influencing workers' output, supervision stands out with the highest regression value. The workplace, its facilities, and management account for 94.3% of the variation in employee output, according to a revised R² of 0.943. The correlation between the two variables is highly significant, with an R-value of 0.973.
Analysis of Leadership, Organizational Culture, Work Facilities, and Reward Systems on Employee Performance at PT Jumaku Berjaya Sentosa Siregar, Lismayana Eryanti; Hasibuan, Hasrul Azwar; Arifin, Daud
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.11068

Abstract

This study aimed to analyze the effects of leadership, organizational culture, work facilities, and reward systems on employee performance at PT Jumaku Berjaya Sentosa. The research was conducted in 2026 using a quantitative approach. All 46 employees were included as respondents through a saturated sampling technique, resulting in a sample size equal to the research population. The data used were primary quantitative data obtained directly from respondents through the distribution of structured questionnaires. Data processing and analysis were carried out using SPSS version 24.0 with multiple linear regression analysis methods. The results of the analysis indicated that leadership, organizational culture, work facilities, and reward systems had positive and significant effects on employee performance, both partially and simultaneously. The regression equation obtained in this study was Y = 1.125 + 0.166X₁ + 0.272X₂ + 0.318X₃ + 0.168X₄ + e. The partial test results (t-test) showed that each independent variable had a calculated t-value greater than the t-table value with a significance level below 0.05, indicating a significant effect on employee performance. Meanwhile, the simultaneous test results (F-test) showed that the calculated F-value was greater than the F-table value with a significance level of 0.000, meaning that all independent variables jointly had a significant effect on employee performance. The work facilities variable was the most dominant factor influencing employee performance, as indicated by the largest regression coefficient and t-value. Overall, leadership, organizational culture, work facilities, and reward systems contributed 94.7% to employee performance, with a very strong relationship level indicated by a correlation coefficient value of 0.975.
An Analysis of the Influence of Leadership, Work Motivation and the Working Environment on Employee Performance at Bengkel 24 Project in Medan Arif, Achmad Surya; Malikhah, Ikhah; Arifin, Daud
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.11260

Abstract

This study aims to analyze the influence of leadership, work motivation, and work environment on employee performance in Workshop 24 Project Medan with a quantitative approach through a survey of 45 respondents and multiple linear regression analysis (SPSS 22). The results of the partial test showed that leadership had no significant effect on performance (β = 0.187; sig. 0.135 > 0.05). Work motivation had a positive and significant effect and was the most dominant variable (β = 0.528; sig. 0.000 < 0.05). The work environment had a significant effect on the negative direction (β = −0.284; sig. 0.042 < 0.05). Simultaneously, all three variables had a significant effect on performance (F = 20.028; sig. 0.000 < 0.05) with an Adjusted R² value of 0.565, which means that 56.5% of the variation in performance was explained by the model. It was concluded that work motivation is the main factor in improving performance, while the work environment needs special attention and leadership has not shown a significant influence.
Analysis Of Personality, Achievement Motivation, And Work Spirit On Employee Work Discipline At PT Sapta Sentosa Jaya Abadi Olivia, Cut Dina; Yanti, Eli Delvi; Arifin, Daud
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1596

Abstract

This study aimed to analyze the effect of personality, achievement motivation, and work enthusiasm on employee work discipline at PT Sapta Sentosa Jaya Abadi. The study used a quantitative approach with an associative method. The research population consisted of 47 employees, and the sample also comprised 47 respondents selected using a saturated sampling technique. Primary data were obtained through the distribution of questionnaires, and the results were processed using SPSS software version 24. Data analysis was conducted using multiple linear regression to examine the relationship between the independent variables and the dependent variable. The results showed that personality, achievement motivation, and work enthusiasm, both partially and simultaneously, had a positive and significant effect on employee work discipline. Personality had a regression coefficient of 0.282, a t-value of 2.919, and a significance value of 0.006. Achievement motivation had a regression coefficient of 0.207, a t-value of 2.540, and a significance value of 0.015. Work enthusiasm had a regression coefficient of 0.292, a t-value of 3.263, and a significance value of 0.002. Simultaneously, the F-value obtained was 73.224 with a significance value of 0.000. Work enthusiasm became the most dominant variable influencing work discipline, as it had the highest regression coefficient. The coefficient of determination (adjusted R²) of 0.825 indicated that 82.5% of the variation in work discipline was explained by personality, achievement motivation, and work enthusiasm. In addition, the strength of the relationship between the independent variables and the dependent variable was categorized as very strong, with a correlation coefficient (R) of 0.914.
Co-Authors Andika, Rindi Andini, Beby Citra Ardian, Noni Arif, Achmad Surya Aritonang, Luciana Cantika Cahya, Fanny Dwi Darmilisani, Darmilisani Daulay, Muhammad Toyib Dinda Aulia Eriana, Zahra Hasrul Azwar Hasibuan Intan Gusnita Kanahaya, Adinda lima, bravo Lumbangaol, Nia Deniati Malikhah, Ikhah Maulana, Hayuri Muhammad Luthfi Nofianti, Rita Nur Hafiz, Khairun Nurhidayat, Arief Olivia, Cut Dina Patuzahra, Sabrina Prakasiwi, Hudawi Putri, Salsabilah Adythias Ramadhani, Adinda Riskiah, Putri Ritonga, Ristra Sandra Samrin Samrin, Samrin Simbolon, Cika Siregar, Lismayana Eryanti Sitepu, M.Bayu Permana Siti Rahma Sitohang, Rama Surbakti, Brian Bastanta Suwarno Suwarno ,, Suwarno Syahputra, Ikmal Syahrifan, Raihan Ricky Triana, Hesti Yanti, Eli Delvi