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All Journal Jurnal Noken: Ilmu-Ilmu Sosial Maneggio: Jurnal Ilmiah Magister Manajemen Martabe : Jurnal Pengabdian Kepada Masyarakat NUSANTARA : Jurnal Ilmu Pengetahuan Sosial YUME : Journal of Management JCRS (Journal of Community Research and Service) Jurnal Akuntansi Bisnis dan Publik EKONOMI, KEUANGAN, INVESTASI DAN SYARIAH (EKUITAS) Economics and Digital Business Review Indo-MathEdu Intellectuals Journal Jurnal Fokus Manajemen Jurnal Manajemen Perbankan Keuangan Nitro Journal of Management, Economic, and Accounting Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi
Malikhah, Ikhah
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Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences

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ANALISIS MOTIVASI, PENGEMBANGAN SUMBER DAYA MANUSIA DAN KEPUASAN KERJA TERHADAP DISIPLIN KERJA PEGAWAI DINAS KETENAGAKERJAAN PROVINSI SUMATERA UTARA Anggareksa, Sucitra; Malikhah, Ikhah
NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Vol 11, No 11 (2024): NUSANTARA : JURNAL ILMU PENGETAHUAN SOSIAL
Publisher : Universitas Muhammadiyah Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31604/jips.v11i11.2024.4789-4798

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh motivasi, pengembangan sumber daya manusia (SDM), dan kepuasan kerja terhadap disiplin kerja pegawai Dinas Ketenagakerjaan Provinsi Sumatera Utara. Dengan jumlah sampel sebanyak 61 responden. Analisis data menggunakan regresi linear berganda dengan mengunakan alat bantu software SPSS 16.0 for windows. Hasil penelitian ini menunjukkan bahwa motivasi berpengaruh positif dan signifikan secara parsial terhadap disiplin kerja, pengembangan sumber daya manusia berpengaruh positif yang signifikan secara parsial terhadap disiplin kerja, kepuasan kerja berpengaruh positif yang signifikan secara parsial terhadap disiplin kerja. Motivasi, pengembangan SDM dan kepuasan kerja berpengaruh positif dan signifikan secara simultan terhadap disiplin kerja.
Building a Contextual Digital Marketing Model for MSMEs in Medan City: A Locality-Based Qualitative Study Br Sembiring, Nabila Aulia; Pratama , Ryan Hidayat; Fuadi, Ikmal; Andika, Nurul; Wardani, Syakila; Malikhah, Ikhah
Jurnal Manajemen Perbankan Keuangan Nitro Vol. 2 No. 1 (2026): Special Volume for International Collaboration ASEAN Countries
Publisher : LP2M IBK Nitro

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

Abstract

This study aims to develop a contextual digital marketing model for MSMEs in the city of Medan by emphasizing the integration of digital technology and local cultural values. Employing a qualitative case study approach, the research involved ten MSME actors in the culinary sector through semi-structured interviews, participatory observation, and digital documentation analysis. Thematic analysis revealed four main themes: digitalization as a space for small business existence, honesty and locality as marketing identity, self-taught creativity as a key resource, and limited digital literacy. The findings indicate that culture-based strategies and social interaction can enhance digital trust and the competitiveness of MSMEs. Theoretically, this study strengthens the application of the Resource-Based View (RBV) and Customer Relationship Management (CRM) within a local context, while also providing a policy foundation for strengthening culture-based digital ecosystems
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 Work Experience, Competence and Job Satisfaction on Employee Performance at Bank Sumut Head Office Alkhairi, Ikhsan; Malikhah, Ikhah
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1543

Abstract

This study aims to analyze the effect of work experience, competence, and job satisfaction on employee performance at the Head Office of Bank Sumut. The research employed a quantitative approach with a causal research design. The population consisted of all employees in the Human Resources Division of Bank Sumut Head Office, with a saturated sampling technique applied. Primary data were collected through questionnaires, while secondary data were obtained from literature reviews. Data analysis methods included validity and reliability tests, classical assumption tests, and multiple linear regression analysis, with hypothesis testing conducted using t-test and F-test. The results indicate that, partially, work experience and competence do not have a significant effect on employee performance, whereas job satisfaction has a significant effect. However, simultaneously, work experience, competence, and job satisfaction have a significant influence on employee performance. These findings suggest that job satisfaction plays a dominant role in improving employee performance, while work experience and competence contribute when considered jointly.
Analysis of Motivation, Work Discipline, and Skills on Employee Performance at the Medan Agricultural Development Polytechnic Adifka, M. Satya; Malikhah, Ikhah; Waruwu, Ahmad Aswan
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1559

Abstract

This study aims to analyze the influence of motivation, work discipline, and skills on employee performance at the Medan Agricultural Development Polytechnic. The research method used is a quantitative approach with a correlational study design. The population in this study consisted of 111 employees, with a sample of 53 respondents determined using the Slovin formula. Data collection was conducted through the distribution of questionnaires, while data analysis utilized multiple linear regression with the assistance of SPSS 25. The results indicate that, partially, motivation has a positive and significant effect on employee performance with a t-value of 3.572 and a significance level of 0.001 < 0.05. Work discipline also has a positive and significant effect on employee performance, with a t-value of 4.147 and a significance level of 0.000 < 0.05. Skills have a positive and significant effect on employee performance, with a t-value of 6.802 and a significance level of 0.000 < 0.05, and are the most dominant variable. Simultaneously, motivation, work discipline, and skills have a positive and significant effect on employee performance, with an F-calculated value of 26.646 and a significance level of 0.000 < 0.05. The adjusted R-squared value of 0.597 indicates that 59.7% of the variation in employee performance can be explained by these three variables, while the remainder is influenced by other factors outside the scope of this study. Thus, continuous improvement in motivation, work discipline, and skills is essential to enhance employee performance at the Medan Agricultural Development Polytechnic.
Analysis of Work Culture, Compensation, and Work Discipline on Job Satisfaction of PT Arya Anantara Cargo Medan Asri, Walulas Karina; Sebayang, Saimara; Malikhah, Ikhah
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.v5i2.1573

Abstract

This study aims to analyze the effect of work culture, compensation, and work discipline on employee job satisfaction at PT Arya Anantara Cargo Medan, both partially and simultaneously. The population in this study was all employees serving as staff (non-managerial) at PT Arya Anantara Cargo Medan, totaling 45 people. Given the relatively small population size, all members of the population were used as research respondents using the census method. Data were collected through questionnaires using a five-point Likert scale. The data analysis method used was multiple linear regression analysis with the assistance of SPSS software, encompassing the t-test (partial), F-test (simultaneous), and coefficient of determination (R²) test. The results showed that partially, work culture had a positive and significant effect on job satisfaction with a t-count of 3.848 > t-table of 2.019 and a significance of 0.000 < 0.05. Work discipline also had a positive and significant effect on job satisfaction with a t-count of 3.437 > t-table of 2.019 and a significance of 0.001 < 0.05. Meanwhile, compensation did not have a significant effect on job satisfaction with a t-count of 1.742 < t-table of 2.019 and a significance of 0.089 > 0.05. Simultaneously, work culture, compensation, and work discipline had a positive and significant effect on job satisfaction with an F-count of 55.404 > F-table of 2.83 and a significance of 0.000 < 0.05. The Adjusted R Square value of 0.788 indicates that the three independent variables were able to explain 78.8% of the variation in employee job satisfaction, while the remaining 21.2% was explained by other factors outside the research model.
The Influence of Work Environment, Organizational Culture, and Work Discipline on Employee Performance at PUD Pasar Kota Medan Enelis, Olivia Umma; Anwar, Yohny; Malikhah, Ikhah
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.v5i2.1586

Abstract

This study aimed to examine the effect of the work environment, human resource development, and work discipline on employee performance at PUD Pasar Kota Medan. The population in this study consisted of 760 employees, with a sample of 89 employees determined using the Slovin formula. The sampling technique used was purposive sampling. This study was conducted in 2026. The research used quantitative primary data collected through the distribution of questionnaires and then processed using SPSS 24.0 with a multiple linear regression analysis model. The results showed that the work environment, organizational culture, and work discipline, both partially and simultaneously, had a positive and significant effect on employee performance at PUD Pasar Kota Medan. Work discipline became the most dominant variable affecting employee performance, with a regression value of 0.595 and a t-value of 5.566. Approximately 91.8% of employee performance could be explained by the work environment, organizational culture, and work discipline, while the remaining portion was influenced by other factors. Employee performance had a very strong relationship with the work environment, organizational culture, and work discipline, as indicated by an R value of 0.960.
Analysis of Personality, Leadership, and Organizational Culture on Work Discipline of Honorary Employees of the Binjai City Transportation Service Nabila, Nabila; Daulay, Muhamad Toyib; Malikhah, Ikhah
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1588

Abstract

This study aimed to examine the effects of personality, leadership, and organizational culture on the work discipline of honorary employees at the Binjai City Transportation Office. The population of this study consisted of 185 employees, and a total of 65 employees were selected as respondents based on the Slovin formula. The sampling technique used was purposive sampling. The research was conducted in 2025. This study employed primary quantitative data collected through questionnaires and processed using SPSS version 24.0. The data analysis technique used was multiple linear regression analysis. The results showed that personality, leadership, and organizational culture partially and simultaneously had positive and significant effects on the work discipline of honorary employees at the Binjai City Transportation Office. The partial test (t-test) indicated that personality had a regression coefficient of 0.277, a t-value of 4.344, and a significance value of 0.000. Leadership had a regression coefficient of 0.327, a t-value of 4.179, and a significance value of 0.000. Organizational culture had a regression coefficient of 0.351, a t-value of 4.365, and a significance value of 0.000. The simultaneous test (F-test) showed an F-value of 316.524 with a significance value of 0.000. The t-table value was 2.000 and the F-table value was 2.755, indicating that t-count was greater than t-table and F-count was greater than F-table, with a significance value less than 0.05. Therefore, Ha was accepted and Ho was rejected, meaning that hypotheses H1, H2, H3, and H4 were proven and accepted as the results were consistent with the proposed hypotheses. The most dominant variable influencing work discipline was organizational culture, with the largest Beta value of 0.373. Approximately 93.7% of work discipline was explained by personality, leadership, and organizational culture, while the remaining percentage was influenced by other factors. Personality, leadership, and organizational culture had a very strong relationship with work discipline, as indicated by an R value of 0.969.
Co-Authors , Wilchan Robain Adifka, M. Satya Agustin, Vini Deva Alkhairi, Ikhsan Amanda, Desfi Ayu Andika, Nurul Anggareksa, Sucitra Anggi Pratama Nasution Anggriani, Dhini Arif, Achmad Surya Arifin, Daud Arrum, Silva Asri, Walulas Karina Aulia, Yurika Azzuri, Mhd Raafi Abrar Br Sembiring, Nabila Aulia Damanik , Wahyu Muharman Darma Putra Harahap, Ryan Darmilisani , Darmilisani Daulay, Muhamad Toyib Dian Oktavianti, Dian Enelis, Olivia Umma Fadhiilah, Jauzaa Fadhila Putri, Sahira Fadilah, Nina Franita, Riska Fuadi, Ikmal Ghazali , Muhammad Rio Gunawan, Mhd Fikri Hasanah, Mouza Istiqamah, Nuraini Kemalasari Jelita, Dewi Kaur , Iswer Khalida, Lyvia Zahra M Ikhsan Malau , Agnes Monika Nabila, Nabila Niken Wulandari Nisa Lubis, Khairun Nst, Anggi Pratama Parinduri , Siti Ira Wati Pratama , Ryan Hidayat Putra, Safrizal Putri, Tiara Hastina Salsabila, Innaya Lutfiah Sari, Yesika Sebayang, Saimara Sevira, Wike Sibagariang, Hartono SRI RAHAYU Vinanda , Vyola Wakhyuni, Emi Wardani, Syakila Waruwu, Ahmad Aswan Yasmin, Citra Yohny Anwar