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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 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 Rewards On Employee Performance In Sidikalang Sub-District Office Hairul Anwar Bintang; 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.v2i2.400

Abstract

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.
The Effect Of Face Print Attendance On Employee Performance At The Food Security And Agriculture Service Samosir Regency Marganda P. Sitanggang; 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.v2i2.419

Abstract

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.
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 Muhammad Isa Indrawan; Rahul Ardian Fikri; Elfitra Desy Surya
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

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Abstract

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.
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 Eva Agustina; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

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.
The Effect Of Human Resource Development On Employee Performance Moderated By Training At The South Binjai District Office Ida Sufianty; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

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.
The Effect Of Incentive Giving On Employee Performance Through Human Resource Development In Public Works And Spatial Planning Service Asahan Regency Ilham Bahruddin; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

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
The Effect Of Incentives On Employee Performance Through Career Development As A Variable Intervening In The Employment Service General And Spatial Planning Asahan Regency Ira Junianty; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Providing the right incentives and structured career development programs are important factors in improving employee performance in government organizations. This study aims to find out and analyze the influence of incentives on employee performance mediated by career development at the Asahan Regency Public Works and Spatial Planning Office. 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 incentives did not have a significant direct influence on employee performance, with a T-statistical value of 1.516 < 1.96 and a P-value of 0.132 > 0.05. However, incentives had a positive and significant effect on career development, with a T-value of 55,921 > 1.96 and a P-value of 0.000 < 0.05, indicating that incentives encourage employee involvement in career development programs. Career development also had a positive and significant effect on employee performance, with a T-statistical value of 8.826 > 1.96 and a P-value of 0.000 < 0.05, indicating that career development is able to improve employee performance. In addition, career development mediates the influence of incentives on employee performance, shown by a T-statistical value of 8.389 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that structured career development can strengthen the incentive effect in improving employee performance at the Asahan Regency Public Works and Spatial Planning Office.
The Effect Of Reward And Punishment On Employee Performance Is Mediated By Work Motivation At The Sidikalang Sub-District Office Hairul Anwar Bintang; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Employee performance is influenced by various factors, including Reward, Punishment, and Work Motivation. This study aims to analyze the effect of Reward and Punishment on Employee Performance by considering work motivation as an intervening variable in the Sidikalang Sub-district Office with a sample of 48 employees. The research uses a quantitative approach with the Partial Least Squares (PLS) method to process survey data from employees. The results showed that Reward had a positive and significant influence on work motivation (T-Statistic 23.965 > 1.96; P-Value 0.000 < 0.05) and indirectly on Employee Performance through Motivation (T-Statistic 3.599 > 1.96; P-Value = 0.001 < 0.05). On the other hand, Punishment does not have a significant influence either directly or indirectly on Employee Motivation or Performance. Work motivation is proven to have a positive and significant influence on Employee Performance (T-Statistic = 3.972 > 1.96; P-Value = 0.000 < 0.05), confirming its important role as a mediating variable in the relationship between Reward and Employee Performance. However, Punishment is not strong enough to affect work motivation or performance directly or indirectly. These findings show that Reward-based strategies are more effective than Punishment-based approaches in improving employee motivation and performance. Institutions are advised to strengthen the Reward system based on performance achievement and provide development opportunities for employees to maximize their potential.
The Effect Of Additional Income On Employee Performance Through Workload As An Intervening Variable At The Dairi Regency Inspectorate Office Heraldo Zinggra; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

This study aims to analyze the effect of Additional Income on Employee Performance by considering the role of Workload as an intervening variable. The research was conducted on employees at the Dairi Regency Inspectorate Office with a sample of 43 employees using the Partial Least Squares (PLS) analysis method. The results show that Workload has a negative and significant influence on Employee Performance, with an Original Sample value of -0.078, T-Statistic of 1,059 < 1.96, and P-Value of 0.000 < 0.05. This means that an increase in Workload tends to decrease Employee Performance. In addition, the results show that Additional Income has a negative influence on Workload, with an Original Sample value of -0.033, T-Statistic of 0.183 < 1.96, and P-Value of 0.856 > 0.05, which shows that the effect of Additional Income on Workload is not significant. The results of the analysis also show that the Additional Income has a positive and significant effect on Employee Performance, with an Original Sample value of 0.891, T-Statistic of 25,845 > 1.96, and P-Value of 0.000 < 0.05, which indicates that the increase in Additional Income can improve Employee Performance. The indirect effect of Additional Income on Employee Performance through Workload was also tested, but the results showed an Original Sample value of 0.003, T-Statistic of 0.132 < 1.96, and P-Value of 0.896 > 0.05, which means that this indirect influence is not significant. Thus, Workload does not play a significant role as a mediator in the relationship between Additional Income and Employee Performance.
The Effect Of Additional Income On Employee Performance Through Work Discipline In Regional Secretariat Dairi Regency Herbet Darwin Sianturi; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Appropriate additional income and high work discipline are important factors in improving employee performance in government organizations. This study aims to find out and analyze the influence of additional income on employee performance mediated by work discipline in the Dairi Regency Regional Secretariat. This study uses a causal associative quantitative approach. The sample used was the entire employee population totaling 160 people, with a saturated sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the study showed that additional income did not have a significant effect on employee performance, but had a positive and significant effect on work discipline, with a T-statistical value of 4.092 > 1.96 and a P-value of 0.000 < 0.05, which indicates that additional income encourages employees to be more disciplined in their work. Work discipline also had a positive and significant effect on employee performance, with a T-statistical value of 3.930 > 1.96 and a P-value of 0.000 < 0.05, which shows that improving work discipline can improve employee performance. In addition, work discipline was able to mediate the influence between additional income and employee performance, as shown by the T-statistical value of 3.884 > 1.96 and the P-value of 0.000 < 0.05. These results provide insight that additional income and work discipline are effective strategies in improving employee performance at the Dairi Regency Regional Secretariat.
Co-Authors , Elfitra Desy Surya , Rahul Ardian Fikri Ade Ilham Jusuf Agus Naini Siregar Eva Agustina Hairul Anwar Bintang Heraldo Zinggra Herbet Darwin Sianturi Ida Sufianty Ikram Nawawi Ilham Bahruddin Ira Junianty Ira Suryani Kiki Farida Ferine Marganda P. Sitanggang Octo Pantas Mulianto Gultom Pelix Van Bosco Purba Posma Julyarto Sihombing Rini Andriani SRI RAHAYU