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Mesra B
Universitas Pembangunan Panca Budi
Religion Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Public Health Social Sciences Other

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THE INFLUENCE OF TEACHERS' TEACHING SKILLS THROUGH ACHIEVEMENT MOTIVATION ON THE LEARNING ACHIEVEMENT OF YPIS MAJU BINJAI STUDENTS Muhammad Indra Gunawan; Mesra B
Berajah Journal Vol. 3 No. 3 (2023): August
Publisher : Penerbit Lafadz Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/bj.v3i3.263

Abstract

The purpose of this research was to analyze and investigate the role of achievement motivation in mediating the relationship between teaching skills of teachers and students' learning achievement at YPIS Maju Binjai. In the context of achievement motivation. The type of research in this study was quantitative associative. The research was conducted at YPIS Maju Binjai. The population in this study consisted of 80 teachers. The sampling technique used was saturated sampling, where the entire population was taken as the sample. The data collection technique used is through distributing questionnaires. The data analysis in this study was carried out using Smart PLS 3.0 with path analysis model. The results of this research indicate that: 1) teaching skills of teachers have a direct and significant influence on achievement motivation, which is evidenced by the T-statistic value of 239.555 > 1.96 and P-Value of 0.000 < 0.05. 2) Teaching Skills of Teachers have a significant effect on Students' Learning Achievement with a T-Statistic value obtained of 2.200 > 1.96 and P-Value of 0.031 < 0.05. 3) Achievement Motivation has a direct and significant influence on Students' Learning Achievement with a T-Statistic value of 4.642 > 1.96 and P-Value of 0.000 < 0.05. 4) Achievement motivation is able to mediate the teaching skills of teachers in influencing students' learning achievement at YPIS Maju Binjai with a T-Statistic value of 4.384 > 1.96 and P-Value of 0.000 < 0.05, which means that indirectly teaching skills of teachers influence students' learning achievement mediated by achievement motivation.
Analysis Of Competency, Compensation, And Work Environment On Employee Performance With Satisfaction Employment As An Intervening Variable (Case Study of the Department of Industry, Trade, Energy and Mineral Resources North Sumatra Province) Cut Maulita; Mesra B
International Journal of Society and Law Vol. 2 No. 1 (2024): April 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i1.71

Abstract

This study aims to test and analyze the influence of competency (X1), compensation (X2), and work environment (X3) on employee performance (Y) which is mediated by satisfaction (Z). The population in this study was consumers with 120 samples taken. The research was conducted from December 2023 to Januari 2024. This study used quantitative data which was processed using SEM-PLS analysis model with Smart PLS 3.0. application. Data sources used primary data taken directly from respondents and secondary one was obtained from interviews with employees in the Department of Industry, Trade, Energy and Mineral Resources North Sumatra Province. The results of the research show that competence has a positive and significant effect on satisfaction. Compensation has a positive and insignificant effect on satisfaction, the work environment has a positive and insignificant effect on satisfaction. Satisfaction has a positive and insignificant effect on employee performance. The work environment has a positive and significant effect on employee performance. Competency has a positive and significant effect on employee performance. Compensation has a positive and insignificant effect on employee performance.
Perception Of Value, Trust In Loyalty Through User Satisfaction Of Pln Mobile Services Larisma RL Sitanggang; Mesra b; Elfitra Desy Surya
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.129

Abstract

This study aims to test and analyze Value Perception (X1), Trust (X2), and Customer Loyalty (Y) mediated by Satisfaction (Z). The population in this study is consumers with 80 samples taken. The research was conducted from April to June 2024. This study uses quantitative data processed using the SEM-PLS analysis model with Smart PLS 3.0. application. The data source uses primary data taken directly from respondents and secondary data obtained from interviews with customers who come to PLN UP3 North Medan. The results of the study show that value perception has a positive and significant influence on satisfaction. Trust has a positive and insignificant effect on satisfaction, the satisfaction has a positive and in significant effect on customer loyalty. Value perception, Trust has positive and significant to customer loyalty through satisfaction.
The Effect Of Work Discipline On Employee Performance With Job Satisfaction As An Intervening Variable At Bpjs Employment, Pematang Siantar Branch Office And Kisaran Branch Office ROMULUS DESYANTO GULTOM; MESRA B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.143

Abstract

Abstract Human resources (HR) are closely related to aspects of employee employment and organizational management. The phenomenon that occurs at BPJS Employment Pematang Siantar and Kisaran Branch Offices is that the lack of employee discipline in work and time makes employee performance less good. This is because employees feel dissatisfied with their work because there is no organization that pays attention to employees and there is no compensation so that employee performance decreases. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original value of 0.858 and a p value or sig of 0.000. Work Discipline has a positive and significant effect on Employee Performance with an original value of 0.174 and a p value or sig of 0.006. Job Satisfaction has a positive and significant effect on Employee Performance with an original value of 0.770 and a p value or sig of 0.000. Work Discipline influences employee performance indirectly through Job Satisfaction with an original value of 0.661 and a p value or sig of 0.000.
The Effect of Work Motivation on Employee Performance With Job Satisfaction as an Intervening Variable at the Pematang Siantar Branch Office and Tanjung Morawa Branch SARA KURNIA D SITUMORANG; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.146

Abstract

This research aims to see the results of the influence of work motivation on employee performance with job satisfaction as an intervening variable at the Pematang Siantar and Tanjung Morawa branch offices. By using quantitative as the type of research, primary data source, questionnaire as data collection technique, the research population was 65 employees and the sample used was also 65 employees with a saturated sampling technique, the research method used was phat analysis with Smart PLS as the calculation tool. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.603 and a p value of 0.000. Work Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.842 and a p value of 0.000. Work Motivation has a positive and significant effect on employee performance with an original sample value of 0.348 and a p value of 0.000. Work Motivation has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.508 and a p value of 0.000
The Influence of Work Culture on Employee Commitment With the Work Environment as a Moderation Variable At the Binjai City Regional Secretariat Office Eva Herdalina Pardede; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.154

Abstract

A work culture that is not clearly understood and a low level of employee commitment will cause inconsistency in behavior and lack of motivation of employees at work. The purpose of this study is to find out and analyze the role of the work environment in strengthening the influence of work culture on employee commitment at the Binjai City regional secretariat office. This research was conducted with a causal associative quantitative approach. The sample used was all ASN employees with a total of 82 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that: 1) Work culture had a positive and significant effect on work commitment with a T-statistic value of 25.026 > 1.96 and a P-Value of 0.000 < 0.05; 2) The work environment has a positive and significant effect on work commitment with a T-statistic value of 4.164 > 1.96 and a P-Value of 0.000 < 0.05; and 3) the work environment was not able to significantly strengthen the influence of work culture on work commitment with a T-Statistic value of 0.791 < 1.96 with a P-Value of 0.431 > 0.05. These findings confirm that in the context of this study, the work environment does not have a significant impact in strengthening the relationship between work culture and employee work commitment. This shows that while a conducive work environment is important in improving employee satisfaction and well-being, when it comes to work commitment, other factors also need to be considered. Rewrite neatly without diminishing meaning
The Influence of Democratic Leadership on Employee Performance With Organizational Commitment as an Intervening Variable in the Population and Civil Registry Office of Binjai City Yani Utami Leo; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.162

Abstract

The role of employees in achieving organizational goals is undeniable, along with their behavior and performance which has a significant impact on the overall performance of the organization. Understanding the relationship between democratic leadership, employee performance, and organizational commitment, creates new challenges in optimizing organizational potential. The purpose of this study is to find out and analyze the influence of Democratic leadership on Employee Performance mediated by Organizational Commitment at the Population and Civil Registration Office of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that Democratic Leadership has a positive and significant effect on Employee Performance with a T-Statistical value of 0.2,182 > 1.96 and a P-Value of 0.033 < 0.05, as well as Democratic Leadership has a positive and significant effect on Organizational Commitment with a T-Statistical value of 44,165 > 1.96 and a P-Value of 0.000 < 0.05. However, Organizational Commitment has no effect on Employee Performance with a T-Statistic value of 1.956 < 1.96 and a P-Value of 0.055 > 0.05. Likewise, the organization's commitment was unable to intervene in the influence between Democratic Leadership on Employee Performance with a T-Statistical value of 1.943 < 1.96 and a P-Value of 0.057 > 0.05. These results provide insight into the existence of other mediating factors that can affect the relationship between leadership style and employee performance at the Binjai City Population and Civil Registration Office.
The Effect of Transformational Leadership on the Performance of Employees With Affective Commitment as a Mediation Variable at the Salapian Sub-district Office, Langkat Regency Sugiono; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.167

Abstract

The purpose of this study is to find out and analyze the influence of transformational leadership on Employee Performance mediated by affective commitment at the Salapian Sub-district Office. This research was conducted with a causal associative quantitative approach. The sample used was all employees of the company, with a total of 50 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that transformational leadership has a positive and significant effect on employee performance. This can be seen from the T-statistical value of 5.312 < 1.96. Transformational leadership also has a positive and significant effect on affective commitment, the T-Statistical value data obtained is 69.760 > 1.96. Likewise, affective commitment has a positive and significant influence on Employee performance with a T-Statistic value of 9.332 > 1.96. Meanwhile, in the results of indirect influence, it was explained that affective commitment was able to significantly intervene in the influence of transformational leadership on Employee Performance with the results of T-Statistics of 8.974 > 1.96 with a P-Value of 0.000 < 0.05. This identifies that Meaning, improvements in transformational Leadership can contribute to an increase in affective Commitment, which in turn has an impact on improving Employee performance
The Influence of the Work Environment and Work Morale on Employee Performance With Work Quality as a Variable Intervening at Bank Syariah Indonesia Area Medan Raya Syahnant; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.168

Abstract

A conducive work environment and high morale are very important factors in achieving optimal performance quality in the face of increasingly fierce industry competition. The purpose of this study is to find out and analyze the influence of the work environment and work morale on employee performance mediated by the quality of work at Bank Syariah Indonesia in the Medan Raya area. This research was conducted with a causal associative quantitative approach. The sample used was 100 employees taken from 287 populations with a random sample technique using the slovin formula. The results of data analysis used Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the study showed that the work environment had no effect on employee performance, with a T-statistical value of 0.043 < 1.96 and a P-value of 0.966 > 0.05, so that the improvement of the work environment would not improve employee performance. On the contrary, work morale has a positive and significant influence on employee performance, shown by a T-statistical value of 4.963 > 1.96 and a P-value of 0.000 < 0.05, indicating that increasing work morale can improve employee performance. The work environment also had a positive and significant effect on the quality of employees' work, with a T-statistical value of 3.048 > 1.96 and a P-value of 0.003 < 0.05. However, work morale did not have a significant effect on the quality of employee work, with a T-statistical value of 1.335 < 1.96 and a P-value of 0.185 > 0.05. In addition, the quality of work did not have a significant effect on employee performance, with a T-statistical value of 1.181 < 1.96 and a P-value of 0.240 > 0.05. The quality of work is also unable to intervene in the influence of the work environment on employee performance, shown by the T-statistical value of 1.151 < 1.96 and the P-value of 0.253 > 0.05. Similarly, work quality was unable to intervene in the influence of work morale on employee performance, with a T-statistical value of 0.645 < 1.96 and a P-value of 0.521 > 0.05. These results provide insight that factors such as work environment and work morale do not have a mediating effect through work quality on employee performance at Bank Syariah Indonesia in the Medan Raya area.
The Effect of Supervision on Employee Performance With Work Commitment as a Variable Moderation at PT. Media Persada Technique Zulpedri; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.169

Abstract

Challenges in maintaining the effectiveness of the oversight system, lack of resources, and low levels of employee commitment underscore the importance of a holistic approach to improving organizational performance. The purpose of this study is to find out and analyze the influence of supervision on employee performance moderated by work commitment at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 employees. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) Supervision had no effect on employee performance with a T-statistic value of 0.816 < 1.96 and a P-Value of 0.418 > 0.05. 2) Work commitment has a positive and significant effect on employee performance with a T-statistic value of 3.169 > 1.96 and a P-Value of 0.002 < 0.05. 3) Moderating variables, namely work commitment, were not able to significantly strengthen the influence of supervision on employee performance with a T-Statistic value of 0.002 < 1.96 and a P-Value of 0.999 > 0.05. The implications of these findings explain that management must be able to take a more holistic approach to managing human resources, by focusing more on organizational culture through the involvement of work commitment, while considering effective and not excessive supervision in improving employee performance
Co-Authors , Elfitra Desy Surya Akhyar Lubis Aldi Agustino Arya Chandra Gusnanto Cut Maulita Desy Astuti Dewi Mahrani Rangkuty Dewi Nurmasari Pane DWI SURYANTO Eko Harianto Elisya Azmelia Eva Herdalina Pardede Hermansyah Iedya Fadillah Larisma RL Sitanggang Maya Macia Sari Muhammad Indra Gunawan Naimi Yumna Sinurat Nur Fatiha Utami Nasution Nurafrina Siregar Nurfafrina Siregar Ramadhan Harahap ROMULUS DESYANTO GULTOM SARA KURNIA D SITUMORANG Sri Wahyuni Sugiono Supina Batubara Syahnant Syahrizal Syahrizal Taufik Harijanto toyib daulay Tridia Kumula Dewi Yani Utami Leo Zulpedri