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Analisis Pengaruh Motivasi, Disiplin, Dan Lingkungan Kerja Non Fisik Terhadap Kepuasan Kerja Karyawan Pada PT Perkebunan Nusantara IV Regional I Medan Nainggolan, Yusni Juni Arta; Yanti, Eli Delvi
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 5: Juli 2025
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i5.9635

Penelitian ini bertujuan untuk mengetahui pengaruh motivasi, disiplin dan lingkungan kerja non fisik terhadap kepuasan kerja karyawan pada PT Perkebunan Nusantara IV Regional I Medan. Teknik analisis data yang digunakan adalah metode penelitian kuantitatif bersifat asosiatif dengan bantuan program SPSS versi 25. Penelitian ini menggunakan analisis regresi linier berganda. Sampel dalam penelitian ini sebanyak 80 responden. Pengambilan data primer menggunakan kuesioner. Hasil penelitian menunjukkan bahwa motivasi, disiplin, dan lingkungan kerja non fisik baik secara parsial maupun secara simultan berpengaruh positif dan signifikan terhadap kepuasan kerja karyawan pada PT Perkebunan Nusantara IV Regional I Medan. Hasil uji t (parsial) menunjukkan motivasi memiliki nilai regresi sebesar 0,543, nilai thitung = 5,695 dan signifikan = 0,000 < 0,05. Disiplin memiliki nilai regresi sebesar 0,278, nilai thitung = 2.959 dan signifikan = 0,000 < 0,05. Lingkungan kerja non fisik memiliki nilai regresi sebesar 0,165, nilai thitung = 1,992 dan signifikan = 0,000 < 0,05. Motivasi menjadi variabel yang paling dominan memengaruhi kepuasan kerja dengan nilai regresi terbesar yaitu sebesar 0,543 dan thitung terbesar yaitu sebesar 5,695. Hasil pengujian secara simultan bahwa nilai Fhitung sebesar 337,172 sedangkan Ftabel sebesar 2,72 yang dapat dilihat pada α = 0,05. maka model regresi dapat dikatakan motivasi, disiplin dan lingkungan kerja non fisik secara simultan berpengaruh signifikan terhadap kepuasan kerja. Hasil uji koefisien determinasi sebesar 92,7% kepuasan kerja dapat diperoleh dan dijelaskan oleh motivasi, disiplin dan lingkungan kerja non fisik. Sedangkan sisanya 7,3% dijelaskan oleh faktor lain.

THE ROLE OF HR COMPETENCE IN IMPROVING THE PERFORMANCE OF MSMES IN PEMATANG SERAI VILLAGE, LANGKAT REGENCY Yanti, Eli Delvi; Sari, Maya Macia; Ardian, Noni; Hasibuan, Ratna Sari
PROCEEDING OF INTERNATIONAL CONFERENCE ON EDUCATION, SOCIETY AND HUMANITY Vol 2, No 1 (2024): Second International Conference on Education, Society and Humanity
Publisher : PROCEEDING OF INTERNATIONAL CONFERENCE ON EDUCATION, SOCIETY AND HUMANITY

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The role of HR Competence in developing Micro, Small and Medium Enterprises (MSMEs) is very important in improving MSME performance. This study aims to: determine the role of HR competencies in MSME actors, determine the driving factors for improving MSME performance; and knowing the inhibiting factors in improving the performance of MSMEs in Pematang Serai Village. This research is a qualitative descriptive research. The subjects of the study are MSME owners, MSME employees and customers. Data collection techniques use interviews, observations and literature studies. Data analysis techniques use qualitative descriptive analysis. The results showed that: the role of HR competence in developing MSMEs is needed who have the ability and expertise as well as good skills and innovation, so it requires special training for MSME actors. In addition to MSME owners, the government and related agencies participate in training to improve HR competence in improving MSME performance

Pengaruh Pengembangan SDM, Gaya Kepemimpinan dan Motivasi Kerja Terhadap Kinerja Karyawan Pada PT Tabta Sukses Abadi Trengginas, Satriodimas Lantip; Waruwu , Ahmad Aswan; Yanti, Eli Delvi
Indo-MathEdu Intellectuals Journal Vol. 6 No. 4 (2025): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v6i4.3721

The research aims to analyze the influence of human resource development, leadership style, and work motivation on employee performance at PT Tabta Sukses Abadi. The data analysis technique used is associative research methods with the help of SPSS version 25. This study uses multiple linear regression analysis. The sample for this study consisted of 76 respondents. Primary data was collected using a questionnaire. The data analysis technique employed multiple linear regression analysis. The research results show that testing for the human resource development variable indicates that human resource development positively and significantly affects the performance of employees at PT Tabta Sukses Abadi. Leadership style has a positive and significant partial effect on employee performance at PT Tabta Sukses Abadi. Work motivation also has a positive and significant partial effect on employee performance at PT Tabta Sukses Abadi. The calculated F value is 110.479, which is greater than 2.71 and the significance value is 0.000, which is smaller than 0.05, thus it can be concluded that hypothesis 4 is accepted and hypothesis 0 is rejected, thereby concluding that human resource development, leadership style, and work motivation have a significant simultaneous effect on the performance of employees at PT Tabta Sukses Abadi.

Analysis Of Motivation And Job Satisfaction On Employee Performance At Hotelgrand Stabat Langkat Damaitista, Laura; Istiqamah, Nuraini Kemalasari; Yanti, Eli Delvi
Jurnal Fokus Manajemen Vol 5 No 3 (2025): Agustus
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v5i3.9002

This study aims to analyze the influence of work motivation and job satisfaction on employee performance at Hotel Grand Stabat Langkat. The research method used is associative with a quantitative approach. The sample consists of 32 hotel employees selected using total sampling. Data were collected through questionnaires and analyzed using multiple linear regression. The results showed that work motivation has a positive and significant effect on employee performance, as indicated by a t-value of 2.240 and a significance level of 0.033. Job satisfaction also has a positive and significant effect on employee performance, with a t-value of 1.745 and a significance level of 0.041. Simultaneously, both variables have a significant influence on performance with an F-value of 3.525 and a significance level of 0.043. The coefficient of determination (R²) of 0.196 indicates that 19.6% of the variation in employee performance is explained by motivation and job satisfaction, while the remaining 80.4% is influenced by other factors not examined in this study. These findings suggest that effective management of motivation and job satisfaction is essential to enhance employee performance in the hospitality industry.

Analysis of Organizational Culture, Leadership Style, and Workload on the Performance of ASN Employees at the Dinas Perhubungan SUMUT Nurmala, Nurmala; Yanti, Eli Delvi
Jurnal Fokus Manajemen Vol 5 No 3 (2025): Agustus
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v5i3.9017

This study aims to find the influence of organizational culture, leadership style, and workload on the performance of ASN employees at the North Sumatra Transportation Agency. The population in this study were all ASN employees at the North Sumatra Transportation Agency totaling 146 respondents. The number of samples taken was 59 people. The determination of the number of samples used in this study was determined using the Slovin formula because the population was more than 100. This study was conducted from 2025. Data collection was carried out using a questionnaire to produce primary-quantitative data which was then processed with SPSS version 25 with the multiple linear regression method. The results of the study showed that organizational culture, leadership style, and workload simultaneously had a positive and significant effect on ASN performance. Partially, these three variables also have a positive contribution to improving employee performance. A strong and adaptive organizational culture, a communicative and participatory leadership style, and a proportional division of workload have proven to be important factors in driving optimal ASN performance. The results of the determination coefficient test of 91.8% of ASN employee performance can be explained and obtained from the variables of organizational culture, leadership style and workload, while the remaining 8.2% is influenced by other factors.

Analysis Of Non-Physical Work Environment, Work Ethics, Work Discipline On Employee Work Productivity Asn At Lldikti Region 1 North Sumatra Nasution, Irfan Hafiz; Yanti, Eli Delvi; Insan, Muhammad Yalzamul
Jurnal Fokus Manajemen Vol 5 No 3 (2025): Agustus
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v5i3.8949

This study aims to analyze the influence of the non-physical work environment, work ethics, and work discipline on the productivity of ASN (civil servant) employees at LLDIKTI Region 1 North Sumatra. The method used is quantitative with multiple linear regression analysis, involving 40 respondents determined using the Slovin formula. The results show that the three variables—non-physical work environment, work ethics, and work discipline—have a positive and significant effect on ASN productivity, both partially and simultaneously. The Adjusted R Square value of 0.413 indicates that 41.3% of the variation in employee productivity can be explained by these three variables, while the remaining 58.7% is influenced by other factors outside this study.

DAMPAK PENGARUH PELATIHAN DAN PENGEMBANGAN TERHADAP KINERJA KARYAWAN DI PT PEGADAIAN CABANG MEDAN SUNGGAL YANG DIMEDIASI ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) Ambarita, Margaretha; Ario, Firman; Yanti, Eli Delvi
Jurnal Manajemen dan Bisnis Volume 25 No. 2 Tahun 2025
Publisher : UNIKA Santo Thomas

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This study aims to examine the influence of training, development, employee performance, and organizational citizenship behavior (OCB) at PT Pegadaian Medan Sunggal Branch. A quantitative approach was used, with data analysis conducted through Smart PLS version 4.0. The research involved the entire population of employees, totaling 36 individuals, using a census sampling method. The results indicate that both training and development do not have a significant effect on OCB. However, training shows a significant impact on employee performance, while development does not. Additionally, OCB was found to have no significant effect on employee performance. Furthermore, the indirect effects of training and development on performance through OCB were also found to be insignificant. These findings suggest that while training may contribute to improved employee performance, OCB does not serve as a strong mediating variable in this organizational context. Therefore, a more integrated human resource development strategy is necessary to optimize both performance outcomes and positive employee behavior in the workplace.

DAMPAK PENGARUH PELATIHAN DAN PENGEMBANGAN TERHADAP KINERJA KARYAWAN DI PT PEGADAIAN CABANG MEDAN SUNGGAL YANG DIMEDIASI ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) Ambarita, Margaretha; Ario, Firman; Yanti, Eli Delvi
Jurnal Manajemen dan Bisnis Volume 25 No. 2 Tahun 2025
Publisher : UNIKA Santo Thomas

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

This study aims to examine the influence of training, development, employee performance, and organizational citizenship behavior (OCB) at PT Pegadaian Medan Sunggal Branch. A quantitative approach was used, with data analysis conducted through Smart PLS version 4.0. The research involved the entire population of employees, totaling 36 individuals, using a census sampling method. The results indicate that both training and development do not have a significant effect on OCB. However, training shows a significant impact on employee performance, while development does not. Additionally, OCB was found to have no significant effect on employee performance. Furthermore, the indirect effects of training and development on performance through OCB were also found to be insignificant. These findings suggest that while training may contribute to improved employee performance, OCB does not serve as a strong mediating variable in this organizational context. Therefore, a more integrated human resource development strategy is necessary to optimize both performance outcomes and positive employee behavior in the workplace.

Strategi Manajemen Talenta di Era Digital Muftiha, Keisa Adisti; Oktavia, Suci; Safira, Alya Diva; Ramadiah, Aisyah; Putri, Artika; Syahputra, Luthfi Nanda; Yanti, Eli Delvi
Jurnal Pendidikan Tambusai Vol. 9 No. 1 (2025)
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai, Riau, Indonesia

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Studi ini bertujuan untuk merumuskan strategi efektif dalam manajemen talenta untuk menghadapi tantangan dan memanfaatkan peluang di era digital. Metode penelitian melibatkan tinjauan literatur yang mendalam untuk mengidentifikasi tren terkini dalam manajemen sumber daya manusia dan teknologi yang relevan. Hasil pembahasan menunjukkan bahwa pentingnya peningkatan hard skills dan soft skills, penguasaan bahasa asing, serta pelatihan praktis di dalam dan di luar lingkungan kerja untuk mempersiapkan karyawan menghadapi perubahan yang cepat. Kesimpulannya, implementasi strategi ini memberikan fondasi yang kuat bagi organisasi dalam mempertahankan daya saingnya dan memaksimalkan potensi karyawan di era digital yang dinamis ini.

PENGARUH KEPEMIMPINAN, KARAKTERISTIK PEKERJAAN DAN KEMAMPUAN KERJA TERHADAP KINERJA KARYAWAN PT PETROKIMIA GRESIK Yanti, Eli Delvi
Journal of Community Research and Service Vol. 6 No. 1: January 2022
Publisher : Universitas Negeri Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24114/jcrs.v6i1.32807

The purpose of this study was to analyze the influence of leadership, job characteristics and work ability on the performance of employees of PT Petrokimia Gresik Medan. The data collected in this study were primary data and secondary data, which were collected through data collection instruments in the form of questionnaires, interviews and documentation studies. The sample in this study were 45 respondents. This study uses quantitative data, with multiple linear regression method. The test results show that partially the leadership variable has a positive and significant effect on employee performance. Job characteristics variables have a positive and significant effect on employee performance. The work ability variable has a positive and significant effect on employee performance. Meanwhile, simultaneously, the variables of leadership, job characteristics and work ability have a positive and significant effect on company performance. Keywords: Employee Performance, Leadership, Job Characteristics and Workability

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