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All Journal Jurnal Abdi Ilmu JUMAN Tools (Jurnal Manajemen Tools) International Conference of ASEAN Prespective and Policy (ICAP) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) International Journal of Management, Economic and Accounting
Muhammad Isa Indrawan
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THE EFFECT OF COMPETENCE AND TRAINING ON EMPLOYEE PERFORMANCE WITH WORK EFFECTIVENESS AS A MODERATING VARIABLE IN PLN DISTRIBUTION REGULATION IMPLEMENTING UNIT (UP2D) NORTH SUMATRA Pelix Van Bosco Purba; Kiki Farida Ferine; Muhammad Isa Indrawan
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 4 (2025): August
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i4.3927

Abstract

This study aims to analyze the influence of training, competence, and work effectiveness on employee performance, with moderation variables strengthening the relationship among these variables. The research was conducted at PT PLN (Persero) North Sumatra Distribution Management Implementation Unit (UP2D). The population consisted of 47 employees, and due to the relatively small population size, the saturated sampling technique was used, where the entire population was taken as the sample. The data analysis method applied a quantitative approach using the SmartPLS software. The results indicate that training has a negative and insignificant effect on employee performance, while competence and work effectiveness have a positive and significant effect. Additionally, the first moderating effect shows a negative and significant influence, whereas the second moderating effect has a positive but insignificant influence on performance. These findings suggest that in order to improve employee performance, the company should focus on enhancing employee competence and work effectiveness, while also evaluating training programs and moderating factors that affect the relationships among the variables studied.
IMPROVING PERFORMANCE THROUGH JOB PROMOTION Agus Naini Siregar; Kiki Farida Ferine; Muhammad Isa Indrawan; Sri Rahayu
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 : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v7i1.494

Abstract

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.
THE EFFECT OF COMPENSATION AND TRAINING ON WORK MOTIVATION WITH INDIVIDUAL CHARACTERISTICS AS A MODERATING VARIABLE AT PT PLN (PERSERO) UP3 PEMATANG SIANTAR Rahmat Sihombing; Mesra B; Muhammad Isa Indrawan; Kiki Farida Ferine
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3753

Abstract

This study aims to analyze the effect of compensation and training on work motivation with individual characteristics as moderating variables at PT PLN (Persero) UP3 Pematang Siantar. Work motivation is an important aspect in improving employee performance and organizational effectiveness, where compensation and training are seen as two main factors influencing it. Individual characteristics such as age, education, and work experience are assumed to strengthen or weaken the relationship. The research method used is quantitative with the Partial Least Square (PLS) approach to test the structural model. The research sample was 93 respondents who were employees in the customer service unit. The research instrument has met the validity and reliability tests, with outer loadings values above 0.70 and composite reliability above 0.90. The results show that compensation, training, and individual characteristics have a positive and significant effect on work motivation. However, individual characteristics do not play a significant role as moderating variables in strengthening the effect of compensation and training on work motivation. The R² value of 0.733 indicates that 73.3% of the variation in work motivation can be explained by this research model. These findings indicate that the management of PT PLN (Persero) UP3 Pematang Siantar needs to pay attention to providing quality compensation and training as a strategy to increase work motivation, even though individual characteristics do not significantly strengthen the relationship.
THE IMPLEMENTATION OF DIGITALIZATION ON EMPLOYEE PERFORMANCE MODERATED BY EMPLOYEE ENGAGEMENT AT THE GENERAL BUREAU OF THE REGIONAL SECRETARIAT OF NORTH SUMATRA PROVINCE Yusuf Toha Lubis; Yohny Anwar; Muhammad Isa Indrawan
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3823

Abstract

This study aims to explore the impact of digital transformation on employee performance, considering the level of employee engagement in the work environment of the General Bureau of the North Sumatra Provincial Secretariat (Setdaprovsu). The North Sumatra Provincial Government, specifically through the General Bureau of the Setdaprovsu, has begun implementing a digital technology-based work system to adapt to central government policies and developments in other regions that have already adopted digitalization. This implementation is expected to accelerate work processes, increase efficiency, and encourage increased employee productivity. However, some older employees experience difficulties adapting to the latest technological devices and systems. Low digital literacy among certain employees is a barrier to adapting to these changes. Therefore, it is important to explore the extent to which digitalization actually contributes to employee performance, and whether the level of employee work engagement can be a supporting factor in facing the challenges of digital adaptation. This study relies on quantitative methods by distributing an online questionnaire via the Google Form platform to 76 employees of the General Bureau of the Setdaprovsu as respondents. The data obtained is processed in numerical form using a Likert scale to assess the influence of independent, dependent, and intermediary variables. All data were analyzed using Smart-PLS (Partial Least Squares) statistical software. Based on the data processing results, it was found that digitalization positively contributes to employee performance. The higher the intensity of digital technology utilization in work activities, the better the resulting performance. Furthermore, employee engagement has been shown to play a moderating role, strengthening the relationship between digitalization and performance. This means that the positive effect of digitalization on performance will be greater if employees have a strong emotional attachment and commitment to their work.
ANALYSIS OF COMMUNICATION AND PUNISHMENT ON EMPLOYEE PERFORMANCE WITH WORK DISCIPLINE AS AN INTERVENING VARIABLE AT PT PLN (PERSERO) UP3 PEMATANGSIANTAR Ahmad Taufik; Mesra B; Muhammad Isa Indrawan; Kiki Farida Ferine
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 3 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i3.3952

Abstract

This study aims to analyze the effect of communication and punishment on employee performance with work discipline as an intervening variable at PT PLN (Persero) UP3 Pematangsiantar. The research method used is quantitative with the Partial Least Square-Structural Equation Modeling (PLS-SEM) approach. The study population was all 117 permanent employees of PT PLN (Persero) UP3 Pematangsiantar who also served as research samples. The results showed that communication had a positive and significant effect on employee performance and work discipline. Punishment also had a positive and significant effect on employee performance and work discipline. In addition, work discipline was proven to have a positive and significant effect on employee performance. Other findings showed that work discipline played a role as an intervening variable in the relationship between communication and performance, as well as the relationship between punishment and employee performance. The R-square value of work discipline was 0.844 and employee performance was 0.863, which means that this research model has strong explanatory power. The practical implications of this research are the need for company management to clarify superior instructions, socialize punishment rules, especially those related to layoffs, in a transparent manner, improve work discipline development, and provide more training and trust to employees so that they are able to work independently.
ANALYSIS OF COMPETENCE AND REWARD ON EMPLOYEE PERFORMANCE WITH WORK DISCIPLINE AS AN INTERVENING VARIABLE AT PT PLN (PERSERO) CUSTOMER SERVICE IMPLEMENTATION UNIT PEMATANGSIANTAR Posma Julyarto Sihombing; Muhammad Isa Indrawan; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 5 (2025): October 2025
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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.
The Effect Of Workload, Interpersonal Conflict On Work Stress With Work Motivation As A Moderating Variable In Bpjs Ketenagakerjaan Branch Office In Medan Raya Ade Ilham Jusuf; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.282

Abstract

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.
The Effect Of Performance Allowances On Employee Performance In The Public Works And Spatial Planning Office Asahan Regency Eva Agustina; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.379

Abstract

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
The Effect Of Additional Income On Employee Performance At The Regional Secretariat Office Dairi Regency Herbet Darwin Sianturi; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.380

Abstract

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.
The Effect Of Providing Incentives On Employee Performance In The Public Works And Spatial Planning Office Asahan Regency Ilham Bahruddin; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.381

Abstract

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.
Co-Authors , Elfitra Desy Surya , Rahul Ardian Fikri Ade Ilham Jusuf Agus Naini Siregar Ahmad Taufik Eva Agustina Hairul Anwar Bintang Heraldo Zinggra Herbet Darwin Sianturi Hikmaturriza Ida Sufianty Ikram Nawawi Ilham Bahruddin Ira Junianty Ira Suryani Kiki Farida Ferine Marganda P. Sitanggang Mesra B Octo Pantas Mulianto Gultom Pelix Van Bosco Purba Posma Julyarto Sihombing Rahmat Sihombing Rini Andriani SRI RAHAYU Yohny Anwar Yusuf Toha Lubis