Articles
<![CDATA[IMPROVING PERFORMANCE THROUGH JOB PROMOTION ]]>
<![CDATA[Agus Naini Siregar]]>;
<![CDATA[Kiki Farida Ferine]]>;
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Sri Rahayu]]>
<![CDATA[ International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 7 No. 1 (2025): 9th IHERT (2025): IHERT (2025) FIRST ISSUE: International Conference on Health ]]>
Publisher : <![CDATA[Universitas Efarina ]]>
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DOI: 10.54443/ihert.v7i1.494
<![CDATA[This study aims to analyze the effect of competence and education on employee performance with job promotion as an intervening variable at PT PLN (Persero) UP3 Medan Utara. The research is motivated by the importance of improving employee performance, which is not only influenced by individual abilities but also by job promotion opportunities as a form of recognition and career development. The research method employed is a quantitative approach using a questionnaire for data collection. The number of respondents in this study was 69 employees, selected through purposive sampling. The data were analyzed using Partial Least Square (PLS-SEM) to examine both direct and indirect relationships among variables. The results indicate that: (1) competence has a positive and significant effect on employee performance, (2) competence has a positive and significant effect on job promotion, (3) education does not have a significant effect on employee performance, (4) education has a positive and significant effect on job promotion, (5) job promotion has a positive and significant effect on employee performance, (6) job promotion mediates the relationship between competence and employee performance, and (7) job promotion also mediates the relationship between education and employee performance. Therefore, it can be concluded that competence and education are important factors in supporting job promotion, while job promotion serves as a key variable in enhancing employee performance at PT PLN (Persero) UP3 Medan Utara.]]>
<![CDATA[ANALYSIS OF COMPETENCE AND REWARD ON EMPLOYEE PERFORMANCE WITH WORK DISCIPLINE AS AN INTERVENING VARIABLE AT PT PLN (PERSERO) CUSTOMER SERVICE IMPLEMENTATION UNIT PEMATANGSIANTAR ]]>
<![CDATA[Posma Julyarto Sihombing]]>;
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 3 No. 5 (2025): October 2025 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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<![CDATA[This study aims to analyze the effect of competence and rewards on employee performance with work discipline as an intervening variable at PT PLN (Persero) Unit Pelaksana Pelayanan Pelanggan Pematangsiantar. The background of this research is based on the importance of employee performance in achieving the company’s performance targets, particularly in providing the best service to customers through improving competence, giving rewards, and enhancing employee work discipline. This research employs a quantitative approach with a population of 80 meter-reading employees working at PT PLN (Persero) UP3 Pematangsiantar, determined as a saturated sample. Data analysis was carried out using Partial Least Square (PLS) through SmartPLS.]]>
<![CDATA[The Effect Of Workload, Interpersonal Conflict On Work Stress With Work Motivation As A Moderating Variable In Bpjs Ketenagakerjaan Branch Office In Medan Raya ]]>
<![CDATA[Ade Ilham Jusuf]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.282
<![CDATA[In this study, researchers wanted to see the direct and indirect effects between workload variables and interpersonal conflict as independent variables and work motivation as a moderating variable and job stress as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS ketenagakerjaan Branch Office Se-Medan Raya. The population of this study was 80 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and the data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows: Interpersonal conflict has a positive and insignificant effect on work stress with an original sample value of 0.096 and p values 0.514. Workload has a positive and significant effect on job stress with an original sample value of 0.580 and p values of 0.000. Interpersonal conflict has a positive and significant effect on job stress through work motivation directly with the original sample result of 0.179 and p values 0.001. Workload has a positive and insignificant effect on work stress through work motivation with an original sample value of 0.013 and p values of 0.802.]]>
<![CDATA[The Effect Of Performance Allowances On Employee Performance In The Public Works And Spatial Planning Office Asahan Regency ]]>
<![CDATA[Eva Agustina]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.379
<![CDATA[This research was a quantitative associative causal study aimed at analyzing the relationship pattern between variables and determining the effect of Performance Allowance on Employee Performance. The study was conducted at the Public Works and Spatial Planning Office of Asahan Regency, with a population of 120 employees. The sampling technique used was simple random sampling. The data was obtained from questionnaires distributed to respondents consisting of employees from various divisions. The results showed that Performance Allowance had a positive and significant effect on Employee Performance. This was evidenced by the t-value of 11.457, which was greater than the t-table value of 1.65543, and the significance value of 0.000, which was less than 0.05. The regression coefficient of 1.619 indicated that every 1-point increase in Performance Allowance would cause a 1.619-point increase in Employee Performance, assuming other variables remained constant. In addition, the coefficient of determination test showed an Adjusted R Square value of 0.477 or 47.70%, indicating that Performance Allowance had a relatively high effect on Employee Performance, with the remaining 52.30% influenced by other factors not examined in this study. Overall, the results of this study identified that increasing Performance Allowance could contribute to improving Employee Performance at the Public Works and Spatial Planning Office of Asahan Regency]]>
<![CDATA[The Effect Of Additional Income On Employee Performance At The Regional Secretariat Office Dairi Regency ]]>
<![CDATA[Herbet Darwin Sianturi]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.380
<![CDATA[This type of research is a causal associative quantitative research with the aim of analyzing the pattern of relationships between two variables and determining the influence of Additional Income on Employee Performance. This research was carried out at the Dairi Regency Regional Secretariat Office, with a population of 160 employees. The sampling technique used is a simple random sampling technique, which is a random sample selection from the existing population. The data used came from the results of a questionnaire distributed to respondents consisting of all employees in various divisions. The results of the study show that Additional Income has a positive and significant effect on Employee Performance. This is evidenced by a t-count value of 15.888 which is greater than the t-table 1.65443, as well as a significance value of 0.000 which is smaller than 0.05. A regression coefficient of 1.077 indicates that every 1 point increase in Additional Income will lead to an increase in Employee Performance by 1.077 points, assuming the other variables remain constant. In addition, the results of the determination coefficient test (Adjusted R Square) showed a value of 0.577 or 57.70%, which shows that Additional Income has a very high influence on Employee Performance, with the remaining 42.30% influenced by other factors that have not been studied in this study. Overall, the results of this study identify that the increase in Additional Income can contribute to the improvement of Employee Performance at the Dairi Regency Regional Secretariat Office.]]>
<![CDATA[The Effect Of Providing Incentives On Employee Performance In The Public Works And Spatial Planning Office Asahan Regency ]]>
<![CDATA[Ilham Bahruddin]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.381
<![CDATA[This study was a quantitative associative causal research aimed at analyzing the relationship between variables and determining the effect of two independent (exogenous) variables on the dependent variable. The research was conducted at the Public Works and Spatial Planning Office of Asahan Regency, with a population of 68 employees. The sampling technique used was saturated sampling, where all members of the population were selected as the sample. The data used were obtained through questionnaires distributed to respondents consisting of employees from various divisions. The results of the study showed that the provision of incentives had a positive and significant effect on employee performance. This was evidenced by the t-count value of 10.368, which was greater than the t-table value of 1.99656, with a significance value of 0.000, which was less than 0.05. The regression coefficient of 0.901 indicated that each 1-point increase in the provision of incentives would lead to a 0.901-point increase in employee performance, assuming other variables remained constant. Additionally, the results of the coefficient of determination test showed an Adjusted R Square value of 0.862 or 86.20%, indicating that the provision of incentives had a very high effect on employee performance, with the remaining 13.80% influenced by other factors not examined in this study. Overall, the findings of this study identified that increasing the provision of incentives could contribute to improving employee performance at the Public Works and Spatial Planning Office of Asahan Regency.]]>
<![CDATA[The Effect Of Incentives On Employee Performance In The Public Works And Spatial Planning Office Asahan Regency ]]>
<![CDATA[Ira Junianty]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.382
<![CDATA[This type of research is a causal associative quantitative research with the aim of analyzing the pattern of relationships between two variables and determining the influence of Incentives on Employee Performance. This research was carried out at the Office of Public Works and Spatial Planning of Asahan Regency, with a population of 145 employees. The sampling technique used is simple random sampling, where samples are randomly selected from the existing population. The data used came from the results of a questionnaire distributed to respondents consisting of all employees in various divisions. The results of the study show that Incentives have a positive and significant effect on Employee Performance. This is evidenced by a t-count value of 10.159, which is greater than the t-table 1.65543, and a significance value of 0.000, which is smaller than 0.05. A regression coefficient of 0.905 indicates that every 1 point increase in Incentives will lead to an increase in Employee Performance by 0.905 points, assuming other variables remain constant. In addition, the results of the determination coefficient test showed an Adjusted R Square value of 0.467 or 46.70%, which means that Incentives have a very high influence on Employee Performance, with the remaining 53.30% influenced by other factors that have not been studied in this study. Overall, the results of this study identify that increasing incentives can contribute to improving Employee Performance at the Asahan Regency Public Works and Spatial Planning Office.]]>
<![CDATA[The Effect Of Training On Employee Performance At The South Binjai Sub-District Sub-District Office ]]>
<![CDATA[Ida Sufianty]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.386
<![CDATA[This type of research is a causal associative quantitative research with the aim of analyzing the pattern of relationships between variables and finding out the influence between two independent (exogenous) variables on bound variables. This research was carried out at the South Binjai Sub-district Office, with a population of 117 employees. The sampling technique used is saturated sampling, which is a sample selection technique in which all members of the population are sampled. The data used came from the results of a questionnaire distributed to respondents consisting of all employees. The results of the study show that Training has a positive and significant effect on Employee Performance. This is evidenced by the t-count value of 15.130 > t-table of 1.98081, as well as a significance value of 0.000 < 0.05. The regression coefficient of 1.422 indicates that every 1 point increase in Training will lead to an increase in Employee Performance by 1.422 points, assuming other variables remain constant. In addition, the results of the determination coefficient test showed an Adjusted R Square value of 0.666 or 66.60%, which showed that Training had a very high influence on Employee Performance, with the remaining 33.40% influenced by other factors that had not been studied in this study. Overall, the results of this study identify that the improvement of Training can contribute to the improvement of Employee Performance at the South Binjai Sub-district Office.]]>
<![CDATA[The Effect Of Work Motivation On Employee Performance At The Dairi Regency Regional Finance And Assets Agency ]]>
<![CDATA[Octo Pantas Mulianto Gultom]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.389
<![CDATA[This study is a type of causal associative quantitative research that aims to analyze the relationship between two independent (exogenous) variables and their influence on bound variables. This research was conducted at the Dairi Regency Regional Finance and Assets Agency, with a population of 45 employees. The sampling technique used is saturated sampling, where all members of the population are sampled. Data was obtained through questionnaires distributed to all employees from various divisions. The results of the study show that work motivation has a positive and significant influence on employee performance, as evidenced by a calculated t value of 8.688 which is greater than the t table of 2.01669, and a significance value of 0.000 which is smaller than 0.05. This indicates that there is a significant positive influence between work motivation and employee performance at the Dairi Regency Regional Finance and Assets Agency. A regression coefficient of 1.368 indicates that every one-point increase in work motivation will lead to an increase of 1.368 points in employee performance, assuming the other variables are fixed. In addition, the results of the determination coefficient analysis showed an Adjusted R Square value of 0.637 or 63.70%, which indicates that work motivation has a considerable influence on employee performance. As many as 36.30% of employee performance is influenced by other factors that have not been researched in this study. Overall, this study concludes that increasing work motivation can contribute significantly to improving employee performance in the Dairi Regency Regional Finance and Assets Agency.]]>
<![CDATA[The Effect Of Additional Income On Performance In Dairi Regency Inspectorate Office ]]>
<![CDATA[Heraldo Zinggra]]>;
<![CDATA[Muhammad isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.398
<![CDATA[This study aims to analyze the effect of Additional Income on Employee Performance at the Dairi Regency Inspectorate Office. This study uses a causal associative quantitative method with the total population of 43 employees in the Dairi Regency Inspectorate Office, and the sampling technique used is a saturated sample where the entire population of 43 employees is used as a sample. Data was obtained through questionnaires distributed to employees from various divisions. The results of the study show that Additional Income has a positive and significant effect on Employee Performance. This is evidenced by a t-count value of 10.690 > t-table 1.68288, and a significance value of 0.000 < 0.05. The regression coefficient of 1,322 shows that every 1 unit increase in Additional Income will increase Employee Performance by 1,322 points, assuming other variables remain constant. The results of the determination coefficient test showed an Adjusted R Square value of 0.730 or 73%, which showed that Additional Income had a significant influence on Employee Performance, and the remaining 27% was influenced by other factors that had not been studied in this study. Overall, this study concludes that Additional Income can contribute positively to improving Employee Performance at the Dairi Regency Inspectorate Office.]]>
