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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 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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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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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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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.
The Effect Of Work Commitment On Employee Performance Moderated By Individual Characteristics At The Sidikalang District Office, Dairi Regency Ira Suryani; 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 influence of work commitment on employee performance, as well as to study the role of individual characteristics as a moderation variable in the Sidikalang District Office, Dairi Regency. The method used is casual associative quantitative research with data analysis techniques using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). Data was collected through a questionnaire distributed to 49 ASN employees at the office. The results showed that work commitment did not have a significant influence on employee performance, with a T-Statistic value of 1.475 (< 1.96) and a P-Value of 0.147 (> 0.05). However, individual characteristics have a positive and significant influence on employee performance, with a T-Statistic value of 2.006 (> 1.96) and a P-Value of 0.041 (< 0.05). In addition, individual characteristics were unable to moderate the relationship between work commitment and employee performance, with a T-Statistic value of 0.358 (< 1.96) and a P-Value of 0.722 (> 0.05). This study shows that individual characteristics are an important factor in improving employee performance, while work commitment requires a strategic approach to have a significant impact.
The Effect Of Face Print Attendance On Employee Performance With Supervision As A Moderation Variable At The Samosir Regency Food Security And Agriculture Office Marganda P. Sitanggang; 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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The purpose of this study is to find out and analyze the effect of Face Print Attendance on Employee Performance mediated by Supervision on Employees of 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 64 employees of the Samosir Regency Food Security and Agriculture Office. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 64 people. The results showed that Face Print Attendance had a significant effect on Employee Performance (T-Statistic = 5,702, P-Value = 0.000) and on Supervision (T-Statistic = 4,152, P-Value = 0.000). Supervision also has a significant influence on Employee Performance (T-Statistic = 22,736, P-Value = 0.000). However, as a moderation variable, Supervision does not strengthen the relationship between Face Print Attendance and Employee Performance. In other words, an increase in Face Print Attendance can directly improve Employee Performance, but not through an increase in Supervision. This shows that the improvement in Face Print Attendance does not have an impact on Supervision, so it does not contribute further to improving the Performance of Employees of the Samosir Regency Food Security and Agriculture Service
The Effect Of Improving The Quality Of Human Resources On Performance With Work Motivation As An Intervening Variable In The Regional Finance And Assets Agency Of Dairi Regency Octo Pantas Mulianto Gultom; 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 influence of human resource quality (HR) on employee performance with work motivation as a mediating variable in the Dairi Regency Regional Finance and Assets Agency. Superior human resource quality and high work motivation are considered important to achieve optimal performance in government organizations. A causal associative quantitative approach was used in this study, with all employees of the Dairi Regency Regional Finance and Assets Agency totaling 45 people as a sample. The data analysis technique uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results of the study show that: 1) The quality of human resources does not have a significant direct influence on employee performance, with a T-statistical value of 1.067 (<1.96) and a P-value of 0.291 (>0.05); 2) The quality of human resources has a positive and significant effect on work motivation with a T-statistical value of 35.954 (>1.96) and a P-value of 0.000 (<0.05); 3) Work motivation has a positive and significant effect on employee performance, with a T-statistical value of 3.549 (>1.96) and a P-value of 0.001 (<0.05); 4) Work motivation mediates the influence between human resource quality and employee performance with a T-statistical value of 3.503 (>1.96) and a P-value of 0.001 (<0.05). These findings indicate that while the quality of HR does not directly affect performance, work motivation can be a significant mediator for strengthening those relationships. The implication of this result is that it is important for the Dairi Regency Regional Finance and Assets Agency to not only improve the quality of human resources through training and development, but also to ensure that employees remain motivated so that optimal performance can be achieved.
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