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All Journal Akrab Juara : Jurnal Ilmu-ilmu Sosial International Journal on Livable Space Proceedings of The International Conference on Business and Economics Jurnal Abdimas Maduma Bulletin of Engineering Science, Technology and Industry International Journal of Mechanical, Electrical and Civil Engineering International Journal of Management, Economic and Accounting
Abdi Sugiarto
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Humanities Biochemistry, Genetics & Molecular Biology Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Medicine & Pharmacology

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The Effect Of Supervision And Motivation On Employee Performance With Job Satisfaction As An Intervening Variable At The South Binjai Sub-District Office Yodi Putama Sika; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Employee performance is influenced by various factors, including Supervision and Motivation provided by the organization. Effective supervision and proper motivation can increase Job Satisfaction, which further contributes to improved performance. This study aims to identify the influence of Supervision and Motivation on Employee Performance by considering the role of Job Satisfaction as an intervening variable in the South Binjai Sub-district Office. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Supervision and Motivation had a positive and significant influence on Job Satisfaction, with T-Statistic values of 4.718 and 4.838, respectively, and P-Value of 0.000. Job Satisfaction is proven to have a positive and significant influence on Employee Performance with a T-Statistic value of 9.799 and a P-Value of 0.000, emphasizing the importance of Job Satisfaction as a performance driving factor. Indirect influence analysis shows that Supervision and Motivation significantly affect Employee Performance through Job Satisfaction, with an influence coefficient of 0.384. These findings indicate that increased Supervision and Motivation will be more effective in encouraging Employee Performance when facilitated by high Job Satisfaction. Advice is provided to institutions to improve access to technology and training, as well as evaluate existing surveillance and motivation strategies. Researchers are further encouraged to explore other intervening variables, such as organizational culture and psychological capital, in the context of performance improvement.
The Influence Of Transformational Leadership Style And The Work Environment On Employee Performance With Work Motivation As A Mediating Variable At The Population And Civil Registration Office Of Dairi Regency Agus Raja Gukguk; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Employee performance is influenced by various factors, including transformational leadership style and work environment provided by the organization. An effective transformational leadership style and the right work environment can increase Motivation, which further contributes to improved performance. This study aims to identify the influence of transformational leadership style and work environment on employee performance by considering the role of Motivation as a mediating variable in the Population and Civil Registration Office of Dairi Regency. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that transformational leadership style and work environment had a positive and significant influence on motivation, with T-Statistic values of 4.718 and 4.838, respectively, and P-Value of 0.000. Motivation is proven to have a positive and significant influence on Employee Performance with a T-Statistic value of 9.799 and a P-Value of 0.000, emphasizing the importance of Motivation as a performance driving factor. Indirect influence analysis shows that transformational leadership style and work environment significantly affect Employee Performance through Motivation, with an influence coefficient of 0.384. These findings indicate that improving transformational leadership style and work environment will be more effective in encouraging Employee Performance when facilitated by high motivation. Advice is provided to institutions to improve access to technology and training, as well as evaluate transformational leadership style strategies and existing work environments. Researchers are further encouraged to explore other mediating variables, such as organizational culture and psychological capital, in the context of performance improvement.
The Influence Of The Work Environment On Employee Performance With Supervision As A Moderator At The Tourism Office, Culture, Youth And Sports Of Dairi Regency Jumali; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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The purpose of this study is to find out and analyze the influence of the Work Environment on Performance mediated by Supervision at the Office of Tourism, Culture, Youth and Sports of Dairi Regency. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 96 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that the Work Environment has a significant influence on employee performance (T-statistic 2,102 > 1.96; P-value 0.038 < 0.05), which indicates that improving the Work Environment directly improves employee performance. The Work Environment also has a positive and significant effect on Supervision (T-statistics: 5,595 > 1.96; P-value 0.000 < 0.05), indicating that the improvement of the Work Environment significantly improves employee supervision. Furthermore, supervision had a positive and significant effect on Performance (T-statistics 25,408 > 1.96; P-value 0.000 < 0.05), which means that the increase in Supervision significantly improves Performance. Indirect influence analysis showed that Supervision was able to moderate the influence between Work Environment and Performance (T-statistic 6,008 > 1.96; P-value 0.000 < 0.05). These findings provide insight that Supervision plays a significant mediator role in the relationship between the Work Environment and Performance, emphasizing the importance of Supervision in improving employee Performance.
The Effect Of Education Level On Employee Performance With Competence As An Intervening Variable At The Mandailing Natal Regency Environmental Agency Nur Azizah Matondang; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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This study aims to examine the influence of education level on employee performance with competence as an intervening variable at the Mandailing Natal Regency Environmental Office. This study uses the Structural Equation Modeling (SEM) method with SmartPLS software to analyze data obtained from 71 employees at the Mandailing Natal Regency Environmental Office. The results of the analysis show that the level of education has a positive and significant influence on competence (T-Statistic = 40.493, P-Value = 0.000) and employee performance (T-Statistic = 4.456, P-Value = 0.000). In addition, competence is proven to have a significant influence on employee performance with a T-Statistic of 9.668 and a P-Value of 0.000. The resulting model showed an R-Square Adjusted value of 0.739 for the employee performance variable and 0.801 for the competency variable, which showed that 73.9% of the variation in employee performance could be explained by the model that included education level and competence, while 80.1% of the variation in competency could be explained by the level of education. Based on these findings, it can be concluded that the increase in education level contributes significantly to the improvement of employee competence and performance at the Mandailing Natal Regency Environmental Office. Therefore, it is recommended that the agency improve education and training programs for employees to improve competencies that will have an impact on improving overall performance.
The Effect Of Compensation On Employee Performance With Work Motivation As An Intervening Variable At The Dairi Regency Tourism, Culture, Youth And Sports Office Syahyunan; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Providing appropriate compensation has an important role in improving employee motivation and performance in the work environment. This study aims to analyze the effect of compensation on employee performance through work motivation as an intervening variable at the Dairi Regency Tourism, Culture, Youth, and Sports Office. Using a causal associative quantitative method, this research was carried out at the Dairi Regency Tourism, Culture, Youth, and Sports Office with a total of 96 respondents. The results of the analysis show that compensation has a significant effect on work motivation and employee performance, as evidenced by the T-Statistic value of 27.267 > 1.96 and the P-Value of 0.000 < 0.05 for the effect of compensation on motivation. In addition, work motivation is also proven to have a significant influence on employee performance, with a T-Statistic value of 6.764 > 1.96 and a P-Value of 0.000 < 0.05. In Indirect Influence, it was obtained that motivation was able to intervene the influence between compensation and employee performance. This can be seen from the results of the T-Statistical value of 6.274 > 1.96 with a P-Value of 0.000 < 0.05. This shows that there is an indirect influence between compensation and employee performance through motivation. The implications of these results suggest that organizations, especially government agencies, need to consider compensation policies that include not only salaries and benefits but also other forms of compensation such as non-financial rewards to improve employee motivation and performance. An effective and adequate compensation policy, accompanied by a work environment that supports motivation, will create a synergistic effect that can increase employee productivity and loyalty.
The Effect Of The Application Of Government Accounting Standards On Employee Performance Through The Use Of Technology In Financial Management Agencies And Binjai City Regional Revenue Satria Yudha Atmaja; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

The implementation of appropriate government accounting standards and the optimal use of technology are important factors in improving employee performance in the government sector. This study aims to find out and analyze the influence of the application of government accounting standards on employee performance mediated by the use of technology in the Binjai City Regional Financial and Revenue Management Agency. This study uses a causal associative quantitative approach. The sample used was the entire employee population totaling 186 people, with a saturated sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the study show that the implementation of government accounting standards has a positive and significant effect on employee performance, with a T-statistical value of 4.197 > 1.96 and a P-value of 0.000 < 0.05, indicating that the increase in the implementation of government accounting standards can improve employee performance. In addition, the implementation of government accounting standards has a positive and significant effect on the use of technology, with a T-statistical value of 21.071 > 1.96 and a P-value of 0.000 < 0.05, which indicates that accounting standards encourage the use of technology in the implementation of tasks. The use of technology also has a positive and significant effect on employee performance, with a T-statistical value of 6.636 > 1.96 and a P-value of 0.000 < 0.05, which shows that increasing the use of technology can improve employee performance. In addition, the use of technology is able to mediate the influence between the application of government accounting standards on employee performance, shown by the T-statistical value of 6.166 > 1.96 and the P-value of 0.000 < 0.05. These results provide insight that the implementation of government accounting standards and the use of technology are effective strategies in improving employee performance at the Binjai City Regional Financial and Revenue Management Agency.
The Effect Of Supervision And Work Discipline On Employee Performance Moderated By Motivation At PT Bank North Sharia Padangsidimpuan Branch Hilman Saleh Daulay; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

The purpose of this research is to determine and analyze the influence of supervision and work discipline on employee performance which is moderated by work motivation at PT. Bank Sumut Syariah Padangsidempuan Branch. This research was carried out at PT. Bank Sumut Syariah Padangsidempuan Branch. The type of research is associative quantitative. The sample in this study was 22 employees with ASN and honorary status at PT. Bank Sumut Syariah Padangsidempuan Branch. The sampling technique in this study used the entire population of 22 people. The research results show that supervision has a significant influence on employee motivation as shown by the T-Statistic value of 3,784 > 1.96 and the P Value of 0.001 < 0.05. Work discipline has a significant effect on employee performance with a T-Statistic value of 6.197 > 1.96 with a P-Value of 0.000 < 0.05. Work Discipline has a significant effect on Employee Work Motivation, this can be seen from the results of the T-Statistic value of 2.828 > 1.96 with a P-Value value of 0.010 < 0.05. In the indirect effect, the results show that work motivation does not have a role as a moderating variable in explaining the relationship between supervision and work discipline and employee performance. This shows that improvements in supervision and work discipline cannot increase work motivation, which ultimately contributes to improving employee performance at PT. Bank Sumut Syariah Padangsidempuan Branch.
Co-Authors Abdiyanto Abdiyanto Agus Raja Guk guk Agus Raja Gukguk Akus Harmoko Apriani Apriani Ardi Nugroho Ardi Zikri Muazro Ario Darmanta Ginting Arwynta Nasution Bobby Arisandi Cut Nuraini Dedek Syahputra Ginting Dedy Armansyah Deni Turio Edi Suprayetno Ema Carolin Rotua Pasaribu Gusti Elcitra Limbong Henry Swasta Sidabutar Hilman Saleh Daulay Ida Ayu Putu Sri Widnyani Ihsan Nur Harahap Ilhamsyah Bangun Indri Meiyanti Inggit Gemiasih Irma Lestari Silaban Irwan Sutiono Jamaludin Sipayung Jolly Brata Sembiring Josep Adiyono Kardipo Jumali Kiki Farida Ferine Kurniawan Sinaga Lasthreeida Juwita Lia Nazlianan Nasution M. Almuttaqin Mesra B Milanie, Feby Muhammad Fachri Bin Zahari Muhammad Firlyandara Muhammad Yusuf Nasution Nasti Hasyim Nasution Nazri Fahmi Nella Febrina Silalahi Ningsih Farida Manalu Nur Azizah Matondang Nur Ratih Kuntari Nurwijayanti Putra, Irwan Agusnu Rahmad Suryadi Hutabarat Rahmat Fauzi Rayhani Deah Putri Resti Triana Ningsih rini, Rini Kustiah Riyandi Hanafiah Rizki Mazia Hakiki Rambe Rozak Indra Praja Rudiansyah Nasution Ruri Prihatini Ruzham Ruzham Saifullah Saifullah Satria Yuda Atmaja Satria Yudha Atmaja Siti Aisyah Siahaan Sri Handayani Saragih Sri Rejeki Sujarwo Swandi Pinem Syahyunan Torotodo Harefa Trisilia Pohan Wahyu Indah Sari Yahya Naufal Hawari Yodi Putama Sika Yoppie Prayoga S Yuni Ramadhani Yusen Effendy