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All Journal Jurdimas (Jurnal Pengabdian Kepada Masyarakat) Royal Jurnal Ilmiah Ekonomi Global Masa Kini Jurnal Abdimas Mandiri Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Bisnis, Manajemen, dan Ekonomi Jurnal Ilmu Sosial, Manajemen, Akuntansi dan Bisnis Otonomi International Journal of Community Service & Engagement International Journal of Marketing and Human Resource Research Forum Bisnis dan Kewirausahaan JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) ProBisnis : Jurnal Manajemen Aptekmas : Jurnal Pengabdian Kepada Masyarakat AKADEMIK: Jurnal Mahasiswa Humanis PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Community: Jurnal Pengabdian Pada Masyarakat Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Journal of Community Empowerment Jurnal Ekonomi, Manajemen, Akuntansi
Meilin Veronica
Universitas Indo Global Mandiri
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Dampak Kepatuhan, Komitmen dan Disiplin Kerja terhadap Produktivitas Karyawan pada PT. Indo Kebun Lestari Rafael Alfredo Sinaga; Susi Handayani; Meilin Veronica
AKADEMIK: Jurnal Mahasiswa Humanis Vol. 6 No. 3 (2026): AKADEMIK: Jurnal Mahasiswa Humanis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmh.v6i3.2478

Abstract

Employee productivity is an important factor in supporting operational effectiveness in the palm oil plantation industry. However, productivity at PT. Indo Kebun Lestari remains influenced by employee work behavior, particularly compliance, commitment, and work discipline. This study aims to examine the effects of work compliance, work commitment, and work discipline on employee productivity, both partially and simultaneously. A quantitative approach with descriptive and verificative methods was employed. Data were collected from 78 employees selected through proportional random sampling from a population of 350 employees. Primary data were obtained through questionnaires using a five-point Likert scale and analyzed using multiple linear regression, supported by validity, reliability, classical assumption, t-test, F-test, and coefficient of determination analyses. The results show that work compliance has no significant partial effect on employee productivity, while work commitment and work discipline have positive and significant partial effects. Simultaneously, work compliance, work commitment, and work discipline have a positive and significant effect on employee productivity. The model explains 71.5% of the variation in employee productivity. These findings indicate that strengthening employee commitment and work discipline is particularly important for improving productivity.
Pengaruh Sumber Rekrutmen dan Person-Job Fit terhadap Kinerja Karyawan pada CV Multi Utama Sriwijaya Palembang Annisa Pridayani; Meilin Veronica; Emilda Emilda
AKADEMIK: Jurnal Mahasiswa Humanis Vol. 6 No. 3 (2026): AKADEMIK: Jurnal Mahasiswa Humanis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmh.v6i3.2480

Abstract

This study stems from the reality that the recruitment process and the fit between individuals and their job roles play a crucial role in enhancing employee performance. The research aims to examine the extent to which recruitment sources and person-job fit influence the performance of employees at CV Multi Utama Sriwijaya in Palembang. Specifically, the objective is to analyze the impact of each variable both partially and simultaneously. Employing an associative method with a quantitative approach, data was collected through questionnaires distributed to 55 respondents and analyzed using multiple linear regression techniques via SPSS software version 26. The findings indicate that the person-job fit variable has a negative and insignificant effect on employee performance. Conversely, recruitment sources have a positive and significant impact on employee performance. Nevertheless, both variables together exert a positive and significant influence on employee performance, with a coefficient of determination (R²) of 0.505 or 50.5%, meaning that recruitment sources and person-job fit simultaneously explain 50.5% of the variation in employee performance. To boost workforce productivity, this study recommends that companies be more selective in choosing recruitment sources and ensure that candidates are well-matched to their jobs. Additionally, this research provides practical insights into human resource management, particularly regarding additional factors such as work environment, company culture, or leadership styles. To achieve more comprehensive results, it is suggested to expand the research scope to various industrial sectors.
Dampak Komunikasi Internal dan Budaya Organisasi terhadap Loyalitas Pegawai di Dinas Lingkungan Hidup Kota Palembang Muhammad Akbar Pratama; Susi Handayani; Meilin Veronica
AKADEMIK: Jurnal Mahasiswa Humanis Vol. 6 No. 3 (2026): AKADEMIK: Jurnal Mahasiswa Humanis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jmh.v6i3.2487

Abstract

This study aims to analyze the effect of internal communication and organizational culture on employee loyalty. The research method used is a quantitative method with descriptive and verificative approaches. Data were collected through questionnaires using a Likert scale and analyzed using SPSS. The independent variables in this study are internal communication and organizational culture, while the dependent variable is employee loyalty. The results show that internal communication has a positive and significant effect on employee loyalty. Organizational culture also has a positive and significant effect on employee loyalty. Simultaneously, internal communication and organizational culture significantly affect employee loyalty with a significance value of 0.000 < 0.05. The correlation coefficient (R) value of 0.663 indicates a strong relationship between the independent and dependent variables. The coefficient of determination (R²) value of 0.440 indicates that internal communication and organizational culture contribute 44% to employee loyalty, while the remaining 56% is influenced by other factors outside this study.
Co-Authors Adikah Soekarman Afri Mutohar Amelia Nur Intan Annisa Pridayani Ariq Abdullah Bella Putri Agiska Chairunnisa Chairunnisa Dewi Puspita Rahayu Efrillia Missel Saputri Eka Agustina Emilda Emilda Emilda, Emilda Endah Dewi Purnamasari Endah Purnamasari Eno Yunitasari Fauziah Afriyani H.Hamid Halin Hamid Halin Harsi Romli Lidia Heni Sulistiani Lira Virna M Azril M. Andrian Rizki Nugraha Marnisah, Luis Mohammad Kurniawan Muhammad Akbar Pratama Muhammad Bahrul Ulum Muhammad Iqbal Ramadhan Muhammad Kurniawan DP Muhammad Rhomadoni Muhammad Rivaldy Rachman Pera Dwiwansi Permata Rahmadanty Putra Oktri Wijaya Putri Afifah Khayrani Putri Putri Rafael Alfredo Sinaga Rafika Sari Rahmad Danuarta Rasid Siddik Reny Aziatul Febriani Reny Aziatul Pebriani Ririn Nurmila Sari Rizky Aldina RM Rum Hendarmin RM. Rum Hendarmin Roswaty Roswaty Rum Hendarmin Saputra, Tedy Setiawan Siti Komariah Hildayanti Siti Sheila Miranda Tri utami Susi Handayani Tegar Try Anugrah Yeni Yeni