Articles
<![CDATA[Employee at the Binjai City Regional Secretariat Office ]]>
<![CDATA[Andi Affandi]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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DOI: 10.5281/zenodo.12661350
<![CDATA[The aim of this research is to determine and analyze the influence of Work Involvement on Work Competence at the Binjai City Regional Secretariat Office. This research was carried out at the Binjai City Regional Secretariat Office. The type of research is associative quantitative. The sample in this study was 24 employees with ASN and honorary status in the General Section of the Binjai City Regional Secretariat Office. The sampling technique in this research uses a saturated sample, where the entire population will be sampled in this research, 24 people. The research results show that Job Involvement has a significant influence on Job Competence as shown by the T-Statistic value of 3,605 > 1.710 and the P Value of 0.002 < 0.05. This shows that improvements in Work Engagement can increase Work Competence at the Binjai City Regional Secretariat Office. The results of the Adjusted R Square value show 0.228 or 22.80%, which means that Work Engagement has a low influence on employee Work Competence while the remaining 77.20% is influenced by other factors that have not been researched.]]>
<![CDATA[The Influence of Democratic Leadership on Employee Performance at The Department of Women's Empowerment, Child Protection and Community (DP3AM) Of Binjai City ]]>
<![CDATA[Muhammad Arif Pohan]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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DOI: 10.5281/zenodo.12661477
<![CDATA[The aim of this research is to determine and analyze the influence of Democratic Leadership on Employee Performance in the Department of Women's Empowerment, Child Protection and Community Services in Binjai City. This research was carried out at the Department of Women's Empowerment, Child and Community Protection, Binjai City. The type of research is associative quantitative. The sample in this study was 61 employees of the Women's Empowerment, Child and Community Protection Department of Binjai City. The sampling technique in this research uses saturated samples so that the entire population will be a sample of 61 people. The research results show that Democratic Leadership has a significant influence on Employee Performance as shown by the T-Statistic value of 3,782 > 1.670 and the P Value of 0.003 < 0.05. The adjusted R Square value is 0.257 or 25.70%, which means that democratic leadership has a low influence on employee performance, while the remaining 74.30% is influenced by other factors that have not been studied. This shows that improvements in Democratic Leadership will be able to improve the performance of employees of the Women's Empowerment, Child Protection and Community Services of Binjai City.]]>
<![CDATA[The Influence of Transformational Leadership on Employee Performance at The Binjai City Inspectorate Office ]]>
<![CDATA[Edy Pimanta Tarigan]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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DOI: 10.5281/zenodo.12683609
<![CDATA[The purpose of this research is to determine and analyze the influence of Transformational Leadership on Employee Performance of Binjai City Inspectorate Office Employees. This research was carried out at the Binjai City Inspectorate Office. The type of research is associative quantitative. The sample in this study was 60 employees of the Binjai City Inspectorate Office. The sampling technique in this research uses saturated samples so that the entire population will be a sample of 60 people. The research results show that Transformational Leadership has a significant influence on Employee Performance as shown by the T-Statistic value of 3.037 > 1.670 and the P Value of 0.004 < 0.05. This shows that improvements in Transformational Leadership can improve the Performance of Binjai City Inspectorate Office Employees.]]>
<![CDATA[The Influence of Public Services on Employee Performance at The BPKPAD Office, Binjai City ]]>
<![CDATA[Andi Antorio Ginting]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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DOI: 10.5281/zenodo.12698870
<![CDATA[The aim of this research is to determine and analyze the influence of Public Services on Performance at the Binjai City BPKPAD Office. This research was carried out at the BPKPAD Office in Binjai City. The type of research is associative quantitative. The population in this study was 190 employees with ASN and honorary status in the General Section of the Binjai City BPKPAD Office. The sampling technique in this study used the Slovin technique, which consisted of 129 people. The research results show that Public Services have a significant influence on Performance as shown by the T-Statistic value of 5.664 > 1.656 and the P Value of 0.000 < 0.05. The adjusted R Square value is 0.195 or 19.50%, which means that public services have a low influence on employee performance, while the remaining 80.50% is influenced by other factors that have not been studied. This shows that improvements in Public Services can improve Performance at the Binjai City BPKPAD Office.]]>
<![CDATA[The Influence of Work Flexibility on Employee Performance in The Kutambaru District Office ]]>
<![CDATA[Irwansyah Irwansyah]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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DOI: 10.5281/zenodo.12698967
<![CDATA[The purpose of this research is to determine and analyze the influence of work flexibility on employee performance in Kutambaru District Office Employees. This research was carried out at the Kutambaru District Office. The type of research is associative quantitative. The sample in this study was 15 employees of the Kutambaru District Office. The sampling technique in this research uses saturated samples so that the entire population will be a sample of 15 people. The research results show that work flexibility has a significant influence on employee performance as shown by the T-Statistic value of 2.361 > 1.753 and the P value of 0.000 < 0.05. This shows that improvements in Work Flexibility can improve the Performance of Kutambaru District Office Employees Kutambaru District Office.]]>
<![CDATA[The Influence of Work Abilities on Employee Performance at The Binjai City Tourism Office ]]>
<![CDATA[Wira Juwita]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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DOI: 10.5281/zenodo.12705772
<![CDATA[The aim of this research is to determine and analyze the influence of work ability on employee performance at the Binjai City Tourism Office. This research was conducted using a causal associative quantitative approach. The sample used was all company employees, with a total of 38 people. The research results show that work ability has a positive and significant effect on employee performance. This is shown by the T-count value of3.756 which is greater than the T-table 1.685, and the P-Value value is 0.000 which is smaller than 0.05. The regression coefficient shows that if work ability is increased by 1 unit, employee performance will increase by 0.931 units assuming other variables remain constant. Apart from that, the results of the determination test show an Adjusted R Square value of 0.221 or 22.10%, which indicates that work ability has a low influence on employee performance, while the remaining 77.90% is influenced by other factors that have not been studied. Thus, partially, work ability has a positive and significant effect on employee job satisfaction at the Binjai City Tourism Office. This identifies that, meaning, improvements in employee work abilities can contribute to improving employee performance.]]>
<![CDATA[Increasing Work Achievement Through Motivation ]]>
<![CDATA[Dinarta Tarigan]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Today, human resources are more important to the success of an organization than ever before. Many companies understand that having human capital can give them a competitive advantage. The phenomenon that occurs in the Medan City Branch of the Medan City Branch and the North Medan Branch is that the leader's way of managing is unsuitable with a leadership style that is not compatible with other employees so that the employee does not respect the leader, by leading employees by indifferently paying attention to his employees. Lack of achievement from employees is due to a lack of motivation given to employees so that employees only do their work without creating new innovations and good creativity, employees also do not want to give their all because they are afraid of being taken advantage of and not given more intensity. This often happens in where employees have more abilities will be utilized by the organization without any incentives and bonuses are given to someone who has more abilities, especially those who have good achievements in the company. The results of this research are as follows: Leadership Style has a positive and significant effect on Work Motivation with an original sample value of 0.766 and a p value of 0.000 <0.05. Leadership style has a positive and significant effect on work performance with an original sample value of 0.355 and a p value of 0.024 <0.05. Work Motivation has a positive and significant effect on Work Performance with an original sample value of 0.572 and a p value of 0.001 <0.05. Leadership style has a positive and significant indirect effect on work performance through work motivation with a value of 0.438 and a p value of 0.000 <0.05.]]>
<![CDATA[Employee Assessment Through Job Satisfaction ]]>
<![CDATA[Ferry Satiandra Putra Dalimunthe]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research was conducted to examine the influence of competency and motivation on job satisfaction with work discipline as an intervening variable. This type of research uses quantitative, primary data sources as the data source, the collection technique used is quantitative. The population used was 80 employees. The sample used was also 80 employees using a saturated sampling technique. The research model used is method analysis. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.390 and a p value of 0.000 <0.05. Competence has a positive and insignificant effect on Work Discipline with an original sample value of 0.071 and a p value of 0.257 > 0.05. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.234 and a p value of 0.001 < 0.05. Motivation has a positive and significant effect on Work Discipline with an original sample value of 0.722 and a p value of 0.000 <0.05. Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.377 and a p value of 0.000 <0.05. Competency has an indirect positive and insignificant effect on Job Satisfaction through Work Discipline with an original sample value of 0.028 and a p value of 0.262. Motivation has a positive and significant influence on Job Satisfaction indirectly through Work Discipline with an original sample value of 0.281 and a p value of 0.000.]]>
<![CDATA[Employee Assessment Through Performance ]]>
<![CDATA[Fridholin Hatoguan Pasaribu]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to examine the influence of competency, integrity and organizational culture on employee performance with job satisfaction as an intervening variable. The phenomenon that occurs at BPJS Employment in the range and in Palu is that there is still a lack of employee competency so that employee performance is not optimal. There are employees who are competent but there are not many. This is because the organizational culture is bad and uncontrolled so that employee integrity is also compromised. In this incident, many employees feeling dissatisfied with the organization's attention to its employees is the reason why employees do not express their abilities to the organization because the organization does not treat employees well to the point that employees limit themselves to working at BPJS Employment in the range and city of Palu. The results of this research are as follows: Organizational Culture has a positive and significant effect on Job Satisfaction with an original sample value of 0.397 and a p value of 0.000. Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.233 and a p value of 0.002. Integrity has a positive and significant effect on Job Satisfaction with an original sample value of 0.357 and a p value of 0.000. Integrity has a positive and insignificant effect on employee performance with an original sample value of 0.069 and a p value of 0.171. Job satisfaction has a positive and significant effect on employee performance with a value of 0.644 and a p value of 0.000. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.194 and a p value of 0.009. Competence has a positive and insignificant effect on employee performance with an original sample value of 0.023 and a p value of 0.383. Organizational Culture has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.256 and a p value of 0.000. Integrity has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.230 and a p value of 0.000. Competency has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.125 and a p value of 0.020.]]>
<![CDATA[Improving Competency Through Employee Performance ]]>
<![CDATA[Hendrik Timbul H Manullang]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Human Resources (HR) are very important and must be possessed in an effort to achieve organizational or company goals. Human resources are the main element of an organization compared to other resource elements such as capital and technology, because humans themselves control other factors. The problem that occurs as a phenomenon in the BPJS Employment organization Tanjung Morawa and Pematang Siantar Branches is that the quality of human resources is still not good, meaning that organizational goals have not been achieved, the lack of training and knowledge makes employees less qualified in responding to their work so that employee performance is inadequate and they have to do a lot of training. , not all employees also have good competence in their abilities so that there is still a lot of work not completed on time. The results of this research are as follows:Competency has a positive and significant effect on employee performance with an original sample value of 0.498 and a p value of 0.000 <0.05. HR quality has a positive and significant effect on employee performance with an original sample value of 0.445 and a p value of 0.000 <0.05. Human resource quality has a positive and significant effect on competency with an original sample value of 0.814 and a p value of 0.000 <0.05. HR quality has a positive and significant indirect effect on employee performance through competency with an original sample value of 0.405 and a p value of 0.000.]]>
