Articles
<![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.]]>
<![CDATA[The Effect Of Rewards On Employee Performance In Sidikalang Sub-District Office ]]>
<![CDATA[Hairul Anwar Bintang]]>;
<![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.v2i2.400
<![CDATA[This study aimed to analyze the relationship pattern between variables and examine the effect of two independent (exogenous) variables on the dependent variable. This type of research was a quantitative associative causal study. The study was conducted at the Camat Sidikalang Office, with a population of 48 employees. The sampling technique used was saturated sampling, which is a technique where all members of the population are selected as samples. The data used in this study were obtained from questionnaires distributed to respondents, consisting of all employees from all divisions. The results of the study showed that Reward had a positive and significant effect on Employee Performance. This was evidenced by a t-count value of 5.731 > t-table value of 1.66827, and a significance value of 0.000 < 0.05. The regression coefficient of 0.606 indicated that every 1-point increase in Reward would lead to an increase of 0.606 points in Employee Performance, assuming other variables remain constant. Furthermore, the coefficient of determination test results showed an Adjusted R Square value of 0.404 or 40.40%, indicating that Reward had a relatively high effect on Employee Performance, with the remaining 59.60% being influenced by other factors not explored in this study. Overall, the findings of this study identified that increasing Reward could contribute to improving Employee Performance at the Camat Sidikalang Office.]]>
<![CDATA[The Effect Of Face Print Attendance On Employee Performance At The Food Security And Agriculture Service Samosir Regency ]]>
<![CDATA[Marganda P. Sitanggang]]>;
<![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.v2i2.419
<![CDATA[The purpose of this study is to find out and analyze the effect of Face Print Attendance on Employee Performance at the Samosir Regency Food Security and Agriculture Office. This research was carried out at the Samosir Regency Food Security and Agriculture Office. The type of research is quantitative associative. The sample in this study is 96 employees with ASN and honorary status at the Samosir Regency Food Security and Agriculture Office. The sampling technique in this study used the entire population of 64 people. The results of the study show that Face Print Attendance has a significant influence on Employee Performance as shown by a T-Statistic value of 3.549 > a t table of 1.669 and a P Value of 0.001 < 0.05. This shows that improvements in Face Print Attendance can improve Employee Performance at the Samosir Regency Food Security and Agriculture Office.]]>
<![CDATA[Analysis of the Influence of Innovative Attitudes, Integrated Management Information Systems on Education Management Performance 4.0 in Mediation Employee Job Satisfaction at the University Development of Pancabudi Medan ]]>
<![CDATA[Muhammad Isa Indrawan]]>;
<![CDATA[Rahul Ardian Fikri]]>;
<![CDATA[Elfitra Desy Surya]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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<![CDATA[Pancabudi Development University Medan is one of the private universities that always prioritizes the quality of its Human Resources. The purpose of this study is to examine and analyze the effect of innovation attitudes, education management information systems on the performance of education management 4.0 mediated by job satisfaction at Pancabudi Development University Medan. This research study uses a quantitative approach that uses Structural Equation Modeling (SEM) analysis tools. The sample amounted to 100 employees. The research findings are that there is no effect of the education management information system on the performance of education management 4.0 at Pancabudi Development University Medan. Overall, this study shows that there is a positive and significant influence between innovative attitudes, integrated education management information systems on education management performance 4.0 mediated by job satisfaction at Pancabudi Development University Medan.]]>
<![CDATA[The Effect Of Performance Allowances On Employee Performance With Work Motivation As A Power Intervening Variables In The Service Public Works And Spatial Planning Asahan Regency ]]>
<![CDATA[Eva Agustina]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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<![CDATA[Appropriate performance allowances and optimal work motivation are important factors in improving employee performance in government organizations. This study aims to determine and analyze the effect of performance allowances on employee performance mediated by work motivation at the Office of Public Works and Spatial Planning of Asahan Regency. This study uses a causal associative quantitative approach. The sample used was the entire population of employees totaling 145 people with a saturated sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that performance allowances did not have a significant direct effect on employee performance, with a T-statistic value of 0.900 <1.96 and a P-value of 0.370> 0.05. However, performance allowances had a positive and significant effect on work motivation, with a T-statistic value of 104.907> 1.96 and a P-value of 0.000 <0.05, indicating that performance allowances can improve employee motivation. Furthermore, work motivation has a positive and significant effect on employee performance, with a T-statistic value of 6.955 > 1.96 and a P-value of 0.000 < 0.05, indicating that increasing work motivation can improve employee performance. Work motivation also mediates the effect of performance allowances on employee performance, with a T-statistic value of 6.949 > 1.96 and a P-value of 0.000 < 0.05, indicating that performance allowances are more effective in improving performance when accompanied by high work motivation. These results provide insight that the combination of performance allowances and work motivation is an effective strategy in improving employee performance at the Public Works and Spatial Planning Agency of Asahan Regency. Employee performance at the Public Works and Spatial Planning Agency of Asahan Regency.]]>
<![CDATA[The Effect Of Human Resource Development On Employee Performance Moderated By Training At The South Binjai District Office ]]>
<![CDATA[Ida Sufianty]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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<![CDATA[This study aims to analyze the effect of human resource development (HRD) and training on employee performance at the South Binjai District Office, and to test the role of training as a moderating variable. The study used a casual associative quantitative method with data analysis techniques using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). Data were collected through questionnaires distributed to 117 employees. The results showed that HRD development did not have a significant effect on employee performance, with a T-Statistic value of 0.249 (<1.96) and a P-Value of 0.804 (>0.05). On the other hand, training had a positive and significant effect on employee performance, with a T-Statistic value of 5.511 (>1.96) and a P-Value of 0.000 (<0.05). However, training was not able to moderate the relationship between HR development and employee performance, with a T-Statistic value of 0.636 (<1.96) and a P-Value of 0.526 (>0.05). This study confirms the importance of training as a major factor in improving employee performance, while HR development requires a more relevant and integrated approach. By strengthening training strategies and better evaluation of HR development programs, organizations are expected to significantly increase employee productivity.]]>
<![CDATA[The Effect Of Incentive Giving On Employee Performance Through Human Resource Development In Public Works And Spatial Planning Service Asahan Regency ]]>
<![CDATA[Ilham Bahruddin]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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<![CDATA[Proper incentive provision and optimal human resource development are important factors in improving employee performance in government organizations. This study aims to determine and analyze the effect of incentive provision on employee performance mediated by human resource development at the Public Works and Spatial Planning Office of Asahan Regency. This study uses a causal associative quantitative approach. The sample used was the entire employee population of 145 people, with a saturated sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that incentive provision had a positive and significant effect on employee performance, with a T-statistic value of 20.605> 1.96 and a P-value of 0.000 <0.05, indicating that increasing incentives can improve employee performance. In addition, incentive provision had a positive and significant effect on HR development, with a T-statistic value of 55.921> 1.96 and a P-value of 0.000 <0.05, indicating that incentives encourage employee involvement in skill development. Human resource development also has a positive and significant effect on employee performance, with a T-statistic value of 8.826 > 1.96 and a P-value of 0.000 < 0.05, indicating that increasing human resource development can improve employee performance. In addition, human resource development is able to mediate the effect between incentive provision on employee performance, indicated by a T-statistic value of 8.385 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that incentive provision and human resource development are effective strategies in improving employee performance at the Public Works and Spatial Planning Office of Asahan Regency]]>
