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All Journal EQUILIBIRIA Minda Baharu BENING Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Journal of Economics and Management Scienties Relasi : Jurnal Ekonomi
Nasution, Habibuddin
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THE EFFECT OF COMPETENCE, WORK ETHIC, AND TEAMWORK ON EMPLOYEE PERFORMANCE AT THE BATAM CITY POPULATION AND CIVIL REGISTRATION OFFICE Sagala, Rasyid Hidayat; Yona, Mira; Nasution, Habibuddin; Lyanfitri, Amanda
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19357026

Abstract

This research aims to examine how competence, work ethic, and teamwork influence employee performance at the Population and Civil Registration Office of Batam City. A quantitative explanatory approach was applied, involving the entire workforce of the institution as respondents through a census method (n = 80). Data were gathered using a Likert-scale questionnaire (1–5) developed from the dimensions of competence, work ethic, teamwork, and performance. Prior to analysis, the instrument underwent validity and reliability testing, where all items were confirmed valid, and Cronbach’s Alpha values ranged between 0.86 and 0.90, indicating strong internal consistency. The analytical process consisted of descriptive statistics, classical assumption tests (normality, multicollinearity, and heteroskedasticity), and multiple linear regression to evaluate both partial and simultaneous relationships among variables. Descriptive findings revealed that competence (mean = 4.05), work ethic (mean = 4.12), teamwork (mean = 4.18), and performance (mean = 4.08) were categorized as high. Regression analysis demonstrated that competence (β = 0.28; p = 0.002), work ethic (β = 0.31; p = 0.000), and teamwork (β = 0.26; p = 0.004) each exerted a positive and significant influence on performance. Collectively, the three variables had a significant joint effect, with an F-value of 32.45; p = 0.000 and an R² of 0.58, signifying that 58% of employee performance variation was explained by these factors. The results suggest that enhancing employee performance at the Population and Civil Registration Office requires an integrated strategy focused on strengthening competence, cultivating a strong work ethic, and fostering teamwork.
THE INFLUENCE OF ORGANIZATIONAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT, INNOVATIVE WORK BEHAVIOR, EMOTIONAL INTELLIGENCE, AND ORGANIZATIONAL TRUST ON EMPLOYEE PERFORMANCE AT PT ALCON BATAM. Nainggolan, Marisa; Nasution, Habibuddin; Siregar, Hanafi; Salvira, Annisa Rara
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 1 (2026): February
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.19355114

Abstract

Employee performance is a critical determinant of organizational effectiveness in large, labor‑intensive manufacturing companies. This study examines the influence of organizational justice, perceived organizational support, innovative work behavior, emotional intelligence, and organizational trust on employee performance at PT Alcon Batam, Indonesia. Using a quantitative, causal‑associative design, data were collected from 400 employees selected through proportional stratified random sampling across major departments. The constructs were measured with a structured questionnaire on a five‑point Likert scale, and the data were analyzed using multiple linear regression after validity, reliability, and classical assumption tests were satisfied. The results show that all five variables have positive and statistically significant effects on employee performance, both partially and simultaneously, with emotional intelligence emerging as the strongest predictor. The regression model explains 60.8% of the variance in employee performance (R² = 0.608; F = 79.49; p < 0.001), indicating that fairness, perceived support, innovative behavior, emotional capabilities, and organizational trust jointly form a critical socio‑psychological foundation for enhancing performance in a large manufacturing context. These findings provide theoretically grounded and context‑specific implications for the design of integrated human resource management strategies in emerging economy settings.
Co-Authors Ahmad Yanizon, Ahmad Angraini, Dini ariyati, Yannik Arum, Hilda Khoiria Puspita Azis, Dhenny Asmarazisa Barus, Peromikha Dewi Fatmawati Edwin Agung Wibowo, Edwin Agung FEBRIANTI, ANGGREANI Fitria, Khania Shoimatul Gusfin, Rafif Hamidi Hamidi Hisyam, Magneta Lyanfitri, Amanda Mira Yona Nainggolan, Marisa Napitupulu, Yanti Nasution, Abdul Manan Novita, Meilani Putri Pangiarti, Nurmalia Tasya Purwaningrum, Ajeng Handayani Rahman Hasibuan, Rahman Ramadhan, Denny Ammari Ramli, Rimayang Anggun Ramon Zamora, Ramon Ramses Firdaus, Ramses Sagala, Rasyid Hidayat Salvira, Annisa Rara Siahaan, Ida Ramayana Simanjuntak, Wilmar Sirait, Yuliana Siregar, Hanafi Tibrani Tibrani, Tibrani Wusono, Medi Yentina Siregar, Yentina Yoana, Mira Yolanda, Siti Yuanti, Rika