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The Effect of Human Resource Development and Work Quality on Organizational Commitment with Work Strategy as an Intervening Variable in BPJS Ketenagakerjaan Jambi City Branch Sari Puspita Dewi; Mesra B
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.v2i2.277

Abstract

This study aims to determine the Influence of Human Resource Development and Work Quality on Organizational Commitment with Work Strategy as an Intervening Variable in Bpjs Jambi City Branch, this study uses quantitative, primary data is also a source of data, the collection technique carried out is by distributing questionnaires to respondents, the population used is 60 employees, the sample used is all populations because it uses a saturated sample technique. The results of this study are as follows, Work quality has a positive and significant effect on Organizational Commitment with the original sample value of 0.070 and p values 0.362, Work Quality has a positive and significant effect on Work Strategy with the original sample of 0.462 and p values 0.000, Human Resource Development has a positive and significant effect on Organizational Commitment with the original sample of 0.371 and p values 0.014. Human resource development has a positive and significant effect on the Work Strategy with the original sample value of 0.440 and p values of 0.000. Work Strategy had a positive and significant effect on Organizational Commitment with an original sample value of 0.380 and p values of 0.012, Work Quality had a positive and significant effect on Organizational Commitment through Work Strategy with an original sample value of 0.175 and p values of 0.035. Human resource development has a positive and significant effect on Organizational Commitment through Work Strategy with an original sample value of 0.167 and p values of 0.029.
The Effect Of Work Experience And Compensation On Employee Performance With Work Motivation As An Intervening Variable In BPJS Ketenagakerjaan North Medan Branch Office And Kisaran Branch Office Priskanta Br Tarigan; Mesra B
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.v2i2.278

Abstract

Human resources play an important role in determining the success of a company. BPJS Ketenagakerjaan, as a public legal entity responsible for the social protection of workers in Indonesia, recognizes the importance of employee performance in achieving its goals. This study examines the influence of work experience, compensation, and motivation on the performance of BPJS Employment employees. Work experience is believed to improve employees' mindsets, attitudes, and skills. Fair and appropriate compensation is considered a form of reward for employee performance and service, which can ultimately increase work motivation. Motivation, which is influenced by individual and organizational factors, encourages employees to work optimally and achieve the targets that have been set. This study aims to analyze how these three factors, namely work experience, compensation, and motivation, individually and together, contribute to improving employee performance and achieving BPJS Employment goals. The results of this study are expected to provide recommendations for BPJS Ketenagakerjaan in optimizing human resource management and improving employee performance.
The Effect of Job Training on Employee Performance Is Mediated by The Quality of Employees at BPJS Ketenagakerjaan Branch in Medan Raya Sakinah Ramza; Mesra B
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.v2i2.281

Abstract

In this study, the researcher wants to see the direct and indirect influence between the training variable as an independent variable and the quality of employees as a mediation variable and employee performance as a bound variable. This type of research uses a quantitative method, this research was conducted at BPJS ketenagakerjaan Branch in Medan Raya which consists of BPJS ketenagakerjaan Medan Kota Branch Office, North Medan Branch, Tanjung Morawa Branch and Binjai Branch. The population of this study is 80 employees and the sample used is all populations using the saturated sample technique. The data source used is the primary data source and the data collection carried out is disseminated by the cluster. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of this study are as follows: Job training has a positive and significant effect on employee performance with the original sample value of 0.463 and P values of 0.000. Job training had a positive and significant effect on the quality of employees with the original sample value of 0.590 and p values of 0.000. Employee quality had a positive and significant effect on employee performance with an original sample value of 0.511 and p values of 0.000. Job training has a positive and significant effect on employee performance through the quality of direct employees with the original sample results of 0.302 and p values of 0.000.
Analysis Of Perception And Motivation Of Passengers Using Kualanamu International Airport With Service Innovation As A Mediating Variable Faisal hakim; Mesra B; Elfitra Desy Surya
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.v2i2.286

Abstract

This research aims to determine and analyze perceptions, motivation and have a positive and significant influence on passengers' decisions to use Kualanamu International Airport mediated by service innovation. This type of research is quantitative descriptive research using Partial Least Squares- Structural Equation Modeling (PLS-SEM) data analysis. The data source comes from a questionnaire. The population in this study was all passengers at Kualanamu International Airport. The sampling technique used random sampling technique, the number of samples in the study was 150 passengers. The results of the analysis show that consumer perception has a positive and significant effect on passengers' decisions to use Kualanamu International Airport, consumer motivation has a positive and significant effect on passengers' decisions to use Kualanamu International Airport. The relationship is not shown in the consumer perception variable which has a positive and significant influence on Kualanamu International Airport passenger decisions mediated by service innovation. Consumer motivation variables have a positive and significant effect on Kualanamu International Airport passenger decisions mediated by service innovation.
The Influence Of Leadership Style And Organizational Culture On Employee Performance In The Moderation Of The Work Climate In The Office Bank Indonesia Provincial Representative North Sumatra Muhammad Khairul Ibaad Pohan; Mesra B
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.v2i2.320

Abstract

This study aims to see the Influence of Leadership Style and Organizational Culture on Employee Performance in Work Climate Moderation at Bank Indonesia Representative Office in North Sumatra Province. Human beings need special attention because they are basically able to develop, have intellect, ideas, feelings, desires, and hopes. These variables also affect achievement, dedication, loyalty, and love for work and the success of the organization. Therefore, human resource managers are indispensable to improve employee performance, so that it is beneficial for the company and able to survive in a competitive and dynamic business climate. The results of this study are as follows: Organizational Culture has a positive and significant effect on Employee Performance with the original sample value of 0.446 and p values of 0.000. The Work Climate could not moderate the Leadership Style on Employee Performance with the original sample value of -0.033 and the p values of 0.420. The Work Climate was not able to moderate the Organizational Culture towards Employee Performance with the original sample value of 0.031 and p values of 0.419. Leadership Style had a positive and insignificant effect on Employee Performance with the original sample of 0.115 and p values of 0.128. Work Climate has a positive and significant effect on Employee Performance with an original sample value of 0.392 and p values of 0.000.
The Influence Of Organizational Climate And Work Environment On Employee Performance With Work Quality As An Intervening Variable At Bank Indonesia Pematangsiantar Representative Office Handoko Utama; Mesra B
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.v2i2.321

Abstract

Humanity holds a very important position in any organization because humans play an important role in the activities of daily life, especially in the workplace environment. Human beings are seen by God as the purest form of life because they have a personality that is different from other forms of life. Without human resources, a business cannot carry out its activities, so human resources are very important. The results of this study are as follows: Organizational Climate has a positive effect of not significant with the original sample value of 0.026 and p values of 0.421. Organizational Climate had a positive and significant effect on Work Quality with the original sample of 0.777 and p values of 0.000. Work Quality had a positive and significant effect on Employee Performance with the original sample of 0.595 and p values of 0.000. The Work Environment had a positive and significant effect on Employee Performance with the original sample value of 0.354 and p values of 0.020. The Work Environment had a positive and insignificant effect on Work Quality with the original sample value of 0.146 and p values of 0.242. Organizational Climate has a positive and significant effect on Employee Performance through Work Quality indirectly with the original sample value of 0.462 and p values of 0.004. The Work Environment has a positive and insignificant effect on Employee Performance through Work Quality indirectly with the original sample value of 0.087 and p values of 0.242.
The Influence Of Leadership Style And Role Conflict On The Work Environment With Communication As An Intervening Variable In Bank Indonesia Representative Offices North Sumatra Province Andy Saddam Ikhsan; Mesra B
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.v2i2.322

Abstract

Human resources (HR) is one part of organizational management that focuses on human resources. The task of human resource management is to manage the human element well in order to obtain a workforce that is satisfied with its work. In an organization, human beings are one of the most important elements in an organization. This study aims to see the Influence of Leadership Style and Role Conflict on the Work Environment with Communication as an Intervening Variable in the Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Leadership Style has a positive and significant effect on Communication with the original sample value of 0.219 and p values of 0.017. Leadership Style had a positive and significant effect on the Work Environment with an original sample value of 0.362 and p values of 0.008. Communication had a positive and insignificant effect on the Work Environment with the original sample value of 0.224 and p values of 0.065,. Role Conflict had a positive and significant effect on the Work Environment with the original sample value of 0.680 and p values of 0.000. Role Conflict had a positive and insignificant effect on the Work Environment with the original sample value of 0.273 and p values of 0.053. Leadership Style had a positive and insignificant effect on the Work Environment through Communication with an original sample value of 0.049 and p values of 0.124. Leadership Role Conflict had a positive and insignificant effect on the Work Environment through Communication with an original sample value of 0.049 and p values of 0.124.
The Effect Of Human Resource Quality And Work Conflict On Work Performance In Competency Mediation At Bank Indonesia Representative Office, North Sumatra Province Wim Pranata; Mesra B
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.v2i2.323

Abstract

The type of research used in this study is a type of quantitative research, the location of the research at the Bank Indonesia Representative Office of North Sumatra Province is precisely on Jalan Balai Kota no 4 Kota Medan, the population of the research used is all employees in the Representative Office of Bank Indonesia North Sumatra Province as many as 70 employees, The sample to be used is all the population in the Representative Office of Bank Indonesia North Sumatra Province as many as 70 employees, The data collection technique used is a questionnaire, the research calculation tool is the PLS smart application version 3. The results of this study are as follows: Competence has a positive and significant effect on Work Achievement with a value of 0.384 and a significant 0.000 Work Conflict has a negative and significant effect on Competency with a value of -0.289 with a significant 0.004. Work Conflict had a negative and significant effect on Work Achievement with a value of -0.278 and a significant 0.009. The quality of human resources has a positive and significant effect on Competence with a value of 0.622 and a significance of 0.000. The quality of human resources has a positive and significant effect on Work Achievement with a value of 0.306 and a significant 0.005. Role Conflict has a negative and significant effect on Work Performance through Competency with a value of -0.111 and a significant value of 0.016. The quality of human resources has a positive and significant effect on Work Performance through Competency with a value of 0.239 and a significant 0.000.
The Effect Of Communication And Work Ethic On Work Performance With Competence As An Intervening Variable At The Bank Indonesia Representative Office In North Sumatra Province Raja Pardomuan H. Siregar; Mesra B
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.v2i2.324

Abstract

This research aims to be the final project of the graduation requirements in obtaining a S2 degree, and another purpose of this research is to be used as an input for organizations to develop even better, Everyone is unique in their needs, desires, interests, values, beliefs, attitudes, mental processes, perceptions, and personalities, among others (Umam, 2012). An organization or corporation is established on the basis of a vision for the benefit of humans, and it is humans who regulate the implementation of the mission of the organization or company Human interaction begins with communication. Humans can interact with each other through communication in a variety of environments, including markets, workplaces, homes, and public spaces. No one in this world would shy away from participating in his talks. The results of this study are as follows: Work Ethic has a positive and significant effect on Competence with the original sample value of 0.652 p values 0.000. Work Ethic had a positive and significant effect on Work Achievement with the original sample value of 0.429 and p values of 0.002. Competence had a positive and significant effect on Work Achievement with an original sample value of 0.419 and p values of 0.000. Communication had a positive and significant effect on Competency with the original sample value of 0.243 and p values of 0.014. Communication had a positive and insignificant effect on Work Performance with the original sample value of 0.090 and p values of 0.228. Work Ethic has a positive and significant effect on Work Achievement through Competency indirectly with the original sample value of 0.273 and p values of 0.001. Communication has a positive and significant effect on Work Achievement through Competence with the original sample value of 0.102 and p values of 0.044.
The Influence Of Competence, Integrity And Organizational Culture On Employee Performance In Job Satisfaction Moderation At Bank Indonesia Provincial Representative Offices North Sumatra Rudi Herbet Sianturi; Mesra B
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.v2i2.325

Abstract

Various resources, including people, money, machines, equipment, and information resources, are required to achieve the organization's goals. Human resource management is very important for the organization, so in managing it, managing and utilizing human resources will run according to what is expected, so that it can function productively to achieve organizational goals. This study was conducted to see the Influence of Competence, Integrity and Organizational Culture on Employee Performance in Job Satisfaction Moderation at the Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Organizational Culture has a positive and significant effect on Employee Performance with a value of 0.366 and a significant 0.000. Job Satisfaction is not able to moderate Competency on Employee Performance with a value of 0.038 to a significant 0.129. Job Satisfaction was able to moderate Integrity to Employee Performance with a value of -0.127 significant 0.013. Job Satisfaction is able to moderate Organizational Culture towards Employee Performance with a value of 0.120 and a significant 0.023. Integrity has a positive and significant effect on Employee Performance with a value of 0.397 and a significant 0.000. Job Satisfaction has a positive and significant effect on Employee Performance with a value of 0.278 significant 0.000. Competence had a positive and insignificant effect on Employee Performance with a value of 0.007 to a significant 0.377.
Co-Authors , Elfitra Desy Surya Abdi Sugiarto Abdul Hakim Nasution Afrizal Ahmad Taufik Andy Saddam Ikhsan Angga Pratama Sembiring Arif Budiman Asman, Muhammad Syahrin Aunan Bambang Aditya Irsandi Dharmazie Dwi Ilham Eka Gunawan Putra Elisabeth Kristina Junita Sianipar Emmy Robiyah Erlina Satrin NY Faisal hakim Fauziah Nur Purwaningsih Febrina Annisa Hafnidah Handoko Utama Hendra Fereddy Sitorus Heryanto Siburian Hikmaturriza Himmatul Ulya Ida Fatimah Karmila Kiki Farida Ferine M. Safwan Siddin Madaniyah Fitrahayati Manuntun Pakpahan Masfirah Megawati Mora Putri Merlinda Mhd. Rizky Perdana Putra MUHAMMAD FAHMI Muhammad Faisal Muhammad Haikal Muhammad Ibrahim Muhammad Imam Muhammad Isa Indrawan Muhammad Khairul Ibaad Pohan Muhammad Syahrin Asman Muhammad Toyib Daulay Muhammad Zailani Sinaga Munawar Rizal Nila Rela Ria Simanjuntak Nila Rela Simanjuntak Nina Fenina Siagian Nur Fatiha Utami Nasution Nurafrina Siregar Paridah Priskanta Br Tarigan Rahmat Sihombing Raja Pardomuan H. Siregar Roslina Roy Enddharta Tumangor Roy Endharto Tumanggor Roy France MTH Sihotang Rudi Herbet Sianturi Ruhdi Muharram Selian Ryan Dharmawan Laksana Saiful Riza Sakinah Ramza Salamudin Sari Puspita Dewi Siti Arnisah Siti Nurmaizar Slamet Widodo Soufiana Hayati SRI RAHAYU Suhendi Sujarwo SUTRISNO Upik Bina Sari Maha Verianni Sinaga Wandi Bron Ohto Tumanggor Wim Pranata Yose Ferry Zulkhaidir Irfan Siregar Zulman