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All Journal JUMAN Tools (Jurnal Manajemen Tools) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Educational Review, Law And Social Sciences (IJERLAS) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) International Journal of Humanities Education and Social Sciences Society International Journal of Management, Economic and Accounting
Mesra B
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The Influence Of Transformational Leadership Style And Motivation For Employee Performance By Communication Quality As A Variable Intervening In The Employment Service General And Spatial Planning Asahan Regency Sujarwo; Mesra B; Abdi Sugiarto
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 examine the influence of transformational leadership style and motivation on employee performance, as well as the role of communication quality as an intervening variable. This type of research is quantitative associative causal, carried out at the Office of Public Works and Spatial Planning of Asahan Regency from September to November 2024, with the entire employee population of 145 people as a sample. The data analysis technique uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with SmartPLS 3.0 software. The results showed that transformational leadership style and motivation had a positive and significant influence on employee performance, with T-statistical values of 4.265 and 6.718 and P-values of 0.000 < 0.05, respectively. Transformational leadership style also has a significant influence on the quality of employee communication (T-statistic 6,428), as well as motivation (T-statistic 3,851), which means that improved leadership and motivation can improve the quality of communication. However, the quality of communication had no significant influence on employee performance (T-statistic 1.342, P-value 0.182 > 0.05) and was unable to intervene in the relationship between transformational leadership style and motivation on employee performance, with T-statistical values of 1.372 and 1.114, respectively. The implication of these findings is that employee performance improvement is more effectively achieved through a focus on developing transformational leadership styles and motivation, without relying on communication quality as an intermediary factor. This study recommends that institutions focus more on leadership strategies and motivation that directly impact performance to achieve optimal results.
The Influence Of Transformational Leadership On Employee Performance With Organizational Commitment As A Moderation Variable In Regional Financial And Asset Management Agency Mandailing Natal Regency Abdul Hakim Nasution; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Transformational leadership that is not implemented effectively and low organizational commitment can result in suboptimal employee performance and decreased loyalty to the organization. The purpose of this study is to find out and analyze the role of organizational commitment in strengthening the influence of transformational leadership on employee performance at the Regional Financial and Asset Management Agency of Mandailing Natal Regency. This research was conducted with a causal associative quantitative approach. The sample used was all ASN employees totaling 82 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that: 1) Transformational leadership has a positive and significant effect on employee performance with a T-statistic value of 2.563 > 1.96 and a P-value of 0.012 < 0.05; 2) Organizational commitment has a positive and significant effect on employee performance with a T-statistic value of 4.098 > 1.96 and a P-value of 0.000 < 0.05; and 3) organizational commitment did not significantly strengthen the influence of transformational leadership on employee performance with a T-statistical value of 0.562 < 1.96 and a P-value of 0.576 > 0.05. These findings confirm that in the context of this study, organizational commitment does not have a significant impact in strengthening the relationship between transformational leadership and employee performance. This suggests that while organizational commitment is important for performance, other factors may need to be considered to support the effectiveness of transformational leadership
The Effect Of Employee Training And Development On Mediated Employee Retention By Job Satisfaction In The Secretariat Mandailing Natal Regency DPRD Afrizal; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Proper employee training and development as well as high job satisfaction are important factors in retaining employees in government organizations. This study aims to find out and analyze the effect of training and development on employee retention mediated by job satisfaction at the Secretariat of the Mandailing Natal Regency DPRD. This study uses a causal associative quantitative approach. The sample used was the entire employee population 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 training and development had a positive and significant effect on employee retention, with a T-statistical value of 2.189 > 1.96 and a P-value of 0.031 < 0.05, indicating that training and development can increase employee retention. In addition, training and development had a positive and significant effect on job satisfaction, with a T-statistical value of 40.287 > 1.96 and a P-value of 0.000 < 0.05, which indicates that training and development are able to increase employee job satisfaction. Job satisfaction also had a positive and significant effect on employee retention, with a T-statistical value of 3.930 > 1.96 and a P-value of 0.000 < 0.05, which showed that increasing job satisfaction could increase employee retention. In addition, job satisfaction was able to mediate the influence between training and development on employee retention, shown by a T-statistical value of 3.884 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that training, development, and job satisfaction are effective strategies in increasing employee retention at the Mandailing Natal Regency DPRD Secretariat
The Effect Of Work Discipline On Employee Performance Through Work Motivation In The Office Of The Agency Regional Disaster In Dairi Regency Roy Endharto Tumanggor; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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A thorough understanding of the relationship between work discipline, motivation, and employee performance is essential to improve organizational effectiveness at the Dairi Regency Regional Disaster Management Agency (BPBD) Office. This understanding can optimize employee performance and support the achievement of organizational goals. The purpose of this study is to find out and analyze the influence of Work Discipline on Employee Performance that is intervened by Work Motivation at the Office of the Dairi Regency Regional Disaster Management Agency. This research was conducted with a causal associative quantitative approach. The sample used was all employees, with a total of 43 (forty-three) people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) There is an influence of Work Discipline on Employee Performance. where the T-statistic value is 3.083 < 1.96 and the P-Value is 0.000< 0.05. 2) Work Discipline has a positive and significant effect on Work Motivation with a T-Statistical value of 22.008> 1.96 and a P-Value value of 0.000 < 0.05 which means that if Work Discipline is improved, the work motivation of employees will increase. 3) Work Discipline has a positive and significant effect on Work Motivation with a T-Statistical value of 22.008> 1.96 and a P-Value of 0.000 < 0.05 which means that if Work Discipline is improved, Employee Work Motivation will increase and 4) Work Motivation is able to intervene in the influence between Work Discipline and Employee Performance with the results of a T-Statistical value of 4.008 > 1.96 and a P-Value of 0.000 < 0.05. The implication of these findings is that management needs to consider the implementation of appropriate Work Motivation development strategies, along with Work Discipline practices, to create a Work environment that supports and encourages productive and innovative Employee Performance.
The Effect Of Work Discipline On Employee Performance Through Work Motivation In The Office Of The Agency Regional Disaster In Dairi Regency Roy Endharto Tumanggor; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

A thorough understanding of the relationship between work discipline, motivation, and employee performance is essential to improve organizational effectiveness. At the Regional Disaster Management Agency (BPBD) Office, this understanding can optimize employee achievement and support the achievement of organizational goals. The purpose of this study is to find out and analyze the influence of Work Discipline on Employee Performance that is intervened by Work Motivation at the Regional Disaster Management Agency Office. This research was conducted with a causal associative quantitative approach. The sample used was all employees, with a total of 43 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) There is an influence of Work Discipline on Employee Performance. where the T-statistic value is 3.083 < 1.96 and the P-Value is 0.000< 0.05. 2) Work Discipline has a positive and significant effect on Work Motivation with a T-Statistics value of 22.008> 1.96 and a P-Value of 0.000 < 0.05 which means that if Work Discipline is improved, employee Work Motivation will increase. 3) Work Discipline has a positive and significant effect on Work Motivation with a T-Statistical value of 22.008> 1.96 and a P-Value of 0.000 < 0.05 which means that if Work Discipline is improved, Employee Work Motivation will increase and 4) Work Motivation is able to intervene in the influence between Work Discipline and Employee Performance with the results of T-Statistics of 4.008 > 1.96 and P-Value 0.000 < 0.05. The implication of these findings is that management needs to consider the implementation of appropriate Work Motivation development strategies, along with Work Discipline practices, to create a Work environment that supports and encourages productive and innovative Employee Performance
The Effect Of The Work Environment On Employee Performance With Job Satisfaction As A Moderating Variable In The Binjai City Social Service Hendra Fereddy Sitorus; Mesra B
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 the work environment on employee performance with job satisfaction as a moderation variable at the Binjai City Social Service. This study uses a casual associative quantitative method with data analysis techniques using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). Data was collected through a questionnaire distributed to 55 employees within the Binjai City Social Service. The results of the study show that the work environment has a positive and significant influence on employee performance with a T-Statistic value of 2.590 (> 1.96) and a P-Value of 0.012 (< 0.05). On the other satisfaction did not have a significant influence on employee performance, with a T-Statistic value of 1.470 (< 1.96) and a P-Value of 0.147 (> 0.05). In addition, job satisfaction also did not moderate the relationship between the work environment and employee performance, with a T-Statistic value of 0.791 (< 1.96) and a P-Value of 0.219 (> 0.05). These findings confirm that a conducive work environment is an important factor that affects employee performance. However, job satisfaction does not contribute significantly either directly or as a moderation variable. This study recommends improving the quality of the work environment through adequate facilities, good working relationships, and management support to improve employee performance.
The Influence Of Management Policies Through Work Motivation On Employee Performance In The Agriculture And Food Security Service And Fisheries Of Dairi Regency Wandi Bron Ohto Tumanggor; Mesra B
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 influence of Management Policy on Employee Performance by considering the role of Job Motivation and Job Satisfaction as intervening variables. The research was conducted on employees at the Dairi Regency Agriculture, Food Security and Fisheries Office with a sample of 131 employees out of 235 employees taken using purposive sampling. This study uses a quantitative approach and the Partial Least Squares (PLS) analysis method. The results of the study show that the Management Policy has a positive and significant influence on Employee Performance, with a T-Statistic value of 6.152 > 1.96 and a P-Value of 0.000 < 0.05, which indicates that a better management policy will improve employee performance. In addition, Management Policy also has a significant impact on Work Motivation, with a T-Statistic of 58.557 > 1.96 and a P-Value of 0.000, indicating the importance of management policies in building employee motivation. Other results showed that Work Motivation had a significant influence on Employee Performance with a T-Statistic of 6.959 > 1.96 and a P-Value of 0.000. These findings underscore that increased work motivation contributes to improved performance. Further analysis found that Management Policy has an indirect influence on Employee Performance through work motivation, with a T-Statistic of 7.028 and a P-Value of 0.000. This shows that work motivation plays a role as a mediating variable that strengthens the relationship between Management Policy and Employee Performance, so that effective management policies can have more impact if accompanied by increased work motivation. Recommendations are given to organizations to continue to develop management policies that are able to increase motivation and job satisfaction for the optimization of employee performance.
Dampak Keterlibatan Pelanggan pada Loyalitas terhadap Produk Halal: Peran Mediasi Kepuasan Mesra B; Surya, Elfitra Desy; Asman, Muhammad Syahrin
Society Vol 12 No 2 (2024): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v12i2.709

Abstract

Penelitian ini mengeksplorasi keterlibatan konsumen untuk meningkatkan loyalitas pelanggan terhadap produk halal. Studi ini bertujuan untuk menguji dan menganalisis pengaruh keterlibatan konsumen dalam meningkatkan loyalitas pelanggan terhadap produk halal melalui kepuasan. Penelitian ini dilakukan dengan menggunakan metode kuantitatif, yaitu data penelitian berupa angka dan analisis statistik. Populasi dalam penelitian ini adalah pelanggan yang berbelanja oleh-oleh khas Medan, sebanyak 200 pelanggan. Hasil penelitian menunjukkan bahwa variabel psikologis, perilaku, dan kognitif berpengaruh positif dan signifikan terhadap kepuasan, sementara emosi tidak memiliki pengaruh signifikan terhadap kepuasan. Keterlibatan konsumen tidak berjalan efektif dalam meningkatkan loyalitas pelanggan terhadap produk halal karena beberapa kondisi, seperti keterbatasan pengetahuan dan pengalaman serta pemahaman konsumen tentang produk halal yang mengurangi motivasi dan keinginan konsumen untuk mengonsumsi produk halal. Kontribusi dalam bidang ini adalah memberikan masukan kepada pelaku industri oleh-oleh khas Medan untuk lebih memperhatikan logo halal pada produk yang dihasilkan guna meningkatkan kepuasan dan loyalitas pelanggan.
ANALYSIS OF TRANSFORMATIONAL LEADERSHIP STYLE AND WORK ETHIC ON EMPLOYEE PERFORMANCE WITH WORK MOTIVATION AS AN INTERVENING VARIABLE AT THE REGIONAL FINANCE AND ASSET AGENCY OF NORTH SUMATRA PROVINCE Madaniyah Fitrahayati; Elfitra Desy Surya; Mesra B
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.v5i2.3655

Abstract

This study aims to analyze the influence of transformational leadership style and work ethic on employee performance with work motivation as an intervening variable at the Regional Finance and Asset Agency of North Sumatra Province. The research method used is a quantitative approach with data collection techniques through distributing questionnaires to employees. The number of samples was determined by purposive sampling technique with a sample size of 80 respondents. Data analysis was carried out using a path analysis model to see the direct and indirect effects between variables. The results of the study indicate that transformational leadership style and work ethic have a positive and significant effect on employee work motivation. Furthermore, work motivation has a positive and significant effect on employee performance. In addition, transformational leadership style has a positive and significant direct effect on employee performance, but work ethic has a positive but not significant effect on employee performance but its indirect effect through motivation is positive and significant. These findings indicate that work motivation is able to mediate the effect of transformational leadership style and work ethic on employee performance. This study is expected to contribute to management in formulating strategies to improve employee performance through strengthening transformational leadership, instilling work ethic, and increasing work motivation.
ANALYSIS OF WORK CLIMATE AND WORK ETHIC ON TEACHER PERFORMANCE WITH MOTIVATION AS AN INTERVENING VARIABLE AT SMP NEGERI 1WOW, PESAM IN BENER MERIAH REGENCY Masfirah; Mesra B; Sri Rahayu
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.v5i2.3673

Abstract

This study investigates the influence of work climate and work ethic on teacher performance, with motivation as an intervening variable, at SMP Negeri 1 Wih Pesam, Bener Meriah Regency. Using a quantitative approach, data was collected from 66 teachers and analyzed using SmartPLS. The results indicate that work climate and work ethic have a positive and significant effect on motivation, and motivation, in turn, positively and significantly affects teacher performance. Work climate also has a direct positive and significant impact on teacher performance. However, work ethic does not have a significant direct effect on teacher performance, and motivation does not mediate the relationship between work climate and teacher performance. The findings suggest that fostering a positive work climate and strengthening work ethic can enhance teacher motivation and ultimately improve teacher performance.
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