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All Journal Jurnal Penelitian Pendidikan IPA (JPPIPA) Journal of Economic, Bussines and Accounting (COSTING) LIABILITIES (JURNAL PENDIDIKAN AKUNTANSI) Ensiklopedia Education Review Jurnal Akuntansi Bisnis dan Publik Jurnal Mantik Jurnal Ilmiah Edunomika (JIE) Konfrontasi: Jurnal Kultural, Ekonomi dan Perubahan Sosial Community Development Journal: Jurnal Pengabdian Masyarakat Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Britain International of Humanities and Social Sciences (BIoHS) Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Journal of Research in Social Science and Humanities International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Journal of Islamic Economics International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Fokus Manajemen International Journal of Humanities Education and Social Sciences International Journal of Social Science, Education, Communication and Economics Jurnal Akuntansi, Manajemen dan Bisnis Digital Journal Of Human And Education (JAHE) Proceeding of The International Conference on Economics and Business Gemilang: Jurnal Manajemen dan Akuntansi International Conference on Sciences Development and Technology Neo Journal of economy and social humanities Best Journal of Administration and Management International Journal of Education and Digital Learning (IJEDL) Jurnal Multidisiplin West Science International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) Jurnal Abdimas Maduma Journal of Management, Economic, and Accounting International Journal of Economics, Management and Accounting Blantika : Multidisciplinary Journal Jurnal Multidisiplin Indonesia Commodities, Journal of Economic and Business Proceeding of International Conference on Humanity Education and Society Asian Journal of Management, Entrepreneurship and Social Science International Journal of Society and Law International Journal of Management, Economic and Accounting
Kiki Farida Ferine
Universitas Pembangunan Panca Budi
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Influence Skills and Intelligence Emotional to Commitment Organization With Motivation Work As Intervening Variables in BPJS North Sumatra Region Netty Helena Br Sigalingging; Kiki Farida Ferine
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.v2i2.271

Abstract

In this study, researchers wanted to see the direct and indirect effects between the variables of skills and emotional intelligence as independent variables and work motivation as a moderating variable and Organizational Commitment as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Ketenagakerjaan North Sumatra Region. The population of this study were 60 employees and the sample used was the entire population using the saturated sample technique. The data source used is primary data source and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows work skills have a positive and insignificant effect on work motivation with an original sample value of 0.275 and p values of 0.381. Job skills have a positive and significant effect on organizational commitment with an original sample value of 0.580 and p values of 0.000. Emotional intelligence has a positive and significant effect on work motivation with an original sample value of 0.570 and p values of 0.001. Emotional intelligence has a positive and insignificant effect on organizational commitment with an original sample value of 0.117 and p values of 0.612. Emotional intelligence has a positive and significant effect on organizational commitment through work motivation directly with original sample results of 0.179 and p values of 0.001. Job skills have a positive and insignificant effect on organizational commitment through work motivation with an original sample value of 0.181 and p values of 0.388.
The Influence of The Career Development System on Employee Performance Is Mediated by Job Promotions at BPJS Ketenagakerjaan Branch Offices Throughout Medan Raya Harri Kahfi; Kiki Farida Ferine
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.v2i2.280

Abstract

In this study, researchers wanted to see the direct and indirect effects between the independent variable career development system variables and job promotion as a moderating variable and employee performance as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS ketenagakerjaan Branch Office Se-Medan Raya. The population of this study were 132 employees and the sample used was the entire population using the saturated sample technique. The data source used is primary data source and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows The Career Development System has a positive and insignificant effect on employee performance with an original sample value of 0.037 and P values of 0.706. Career Development System has a positive and significant effect on job promotion with an original sample value of 0.436 and p values of 0.000. Job promotion has a positive and significant effect on employee performance with an original sample value of 0.729 and p values of 0.000. Career Development System has a positive and significant effect on employee performance through indirect job promotion with original sample results of 0.318 and p values of 0.000.
The Effect of Motivation and Work Discipline on Employee Performance with Work Environment as a Moderating Variable in BPJS ketenagakerjaan in Medan Raya Muhammad Imam Perdana; Kiki Farida Ferine
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.v2i2.283

Abstract

In this study, the researcher wants to see the direct and indirect influence between motivation variables, work discipline as an independent variable and organizational work environment as a moderation variable and employee performance as a bound variable. The type of research used is quantitative, this research was carried out at BPJS ketenagakerjaan Branches throughout Medan Raya which consisted of BPJS ketenagakerjaan Offices Medan City Branch, Medan Kisaran Branch, and Tanjung Morawa Branch. The population of this study is 82 employees and the sample used is the entire population using a saturated sampling technique. The data source used is the primary data source and data collection is carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of the study are as follows: Work discipline has a negative and insignificant effect on employee performance with an original sample value of -0.226 and a P value of 0.170. Work motivation had a positive and significant effect on employee performance with an original sample value of 0.474 and a p value of 0.003. Work discipline has a positive and significant effect on employee performance through the work environment indirectly with the original sample result of 0.542 and p value 0.000. Work Motivation had a negative and insignificant effect on employee performance through the work environment indirectly with an original sample value of -0.164 and a p value of 0.033.
The Effect of Supervision and Work Climate on Organizational Commitment with Work Discipline as an Intervening Variable at The Bank Indonesia Representative Office in North Sumatra Province M. Ilham Hidayat; Kiki Farida Ferine
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.v2i2.288

Abstract

In this era of globalization, quality human resources are needed and become capital for the business world to continue to grow and prosper. To achieve results in accordance with expectations, human resource development must be pursued as much as possible. Supervision is essentially a function inherent in a leader or top management in any organization, along with other basic management functions such as planning and execution. This study was conducted with the aim of examining the Influence of Supervision and Work Climate on Organizational Commitment with Work Discipline as an Intervening Variable in the Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Work Discipline has a positive and insignificant effect on Organizational Commitment with the original sample of 0.126 and p values of 0.289. Work Climate had a positive and significant effect on Work Discipline with the original sample value of 0.264 and p values of 0.012. Work Climate had a positive and significant effect on Organizational Commitment with the original sample value of 0.525 and p values of 0.004. Supervision had a positive and significant effect on work discipline with an original sample value of 0.639 and p values of 0.000. Supervision had a positive and insignificant effect on Organizational Commitment with the original sample value of 0.131 and p values of 0.251. Work Climate had a positive and insignificant effect on Organizational Commitment through Work Discipline with the original sample value of 0.033 and p values of 0.312. Supervision has a positive and insignificant effect on Organizational Commitment through Work Discipline with the original sample value of 0.081 and p values of 0.293.
The Effect of Teamwork and Job Satisfaction on Performance Mediated by Role Conflicts at Bank Indonesia Representative Office in North Sumatra Province Ibrahim Hasim Hasibuan; Kiki Farida Ferine
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.v2i2.289

Abstract

Human resources are one of the most strategic and fundamental factors in an organization. Compared to other factors, human resources are the most valuable asset. The role of human resources will greatly determine the success or failure of the organization in achieving the vision and mission that has been set, therefore human resources are very important for the organization. In addition to determining success, the position of human resources in the organization today is not only as a means of production but also as a driver and determinant of organizational activities. The results of this study are as follows: Job satisfaction has a positive and significant effect on performance with the original sample value of 0.246 and p values of 0.000. Job Satisfaction had a positive and significant effect on Role Conflict with an original sample value of 0.545 and p values of 0.000 Teamwork had a positive and significant effect on Performance with an original sample value of 0.268 and p values of 0.004. Teamwork had a positive and significant effect on Role Conflict with the original sample value of 0.560 and p values of 0.002. Role Conflict had a positive and significant effect on Performance with the original sample value of 0.446 and p values of 0.000. Role Conflict had a positive and significant effect on Performance with the original sample value of 0.446 and p values of 0.000. Job Satisfaction had a positive and significant effect on Performance through Role Conflict indirectly with the original sample value of 0.243 and p values of 0.002. Teamwork had a positive and significant effect on Performance through Role Conflict indirectly with the original sample value of 0.161 and p values of 0.007.
The Effect of Training and Motivation on Performance in the Moderation of Team Cooperation of Bank Indonesia Representative Office in North Sumatra Province Azhari; Kiki Farida Ferine
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.v2i2.292

Abstract

This research aims to change the organization's bad habits and make improvements to cover its shortcomings, and to determine the influence of training and motivation on performance in teamwork moderation at the Bank Indonesia Representative Office, North Sumatra Province. Every company really needs an organization that is useful for meeting human needs. The general goal of a company is to realize quality production results and maintain the survival of a company. In an effort to achieve these goals, the main driving factor is humans. Human Resources (HR) is one of the main factors for the survival of a company. The results of this research are as follows: Training has an effect on performance moderated by teamwork, getting positive results but not significant with a sample value of 0.072 and a p value of 0.229. Motivation's influence on performance is moderated by teamwork with an original sample value of -0.140 and a p value of 0.129. Teamwork has a positive and significant effect on performance with an original sample value of 0.310 and a p value of 0.006. Motivation has a positive and significant effect on performance with an original sample value of 0.462 and a p value of 0.000. Training has a positive and insignificant effect on performance with the original sample 0.157 and p value 0.116.
Employees with Communication as an Intervening Variable at Bank Indonesia Representative Office in North Sumatra Province Intan Lydia Tarida Mahdalena; Kiki Farida Ferine
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.v2i2.294

Abstract

In this case, HR is clearly not a major asset but rather a well-defined and expandable asset, compared to an investment portfolio, and also not the other way around as a liability. From this point of view, HR is an investment in a more mature institution or organization. The results of this study are as follows: Communication has a positive and significant effect on Employee Performance with the original sample value of 0.493 and p values of 0.000. Work Quality had a positive and significant effect on Employee Performance with the original sample value of 0.370 and p values of 0.008. Work Quality has a positive and significant effect on Communication with an original sample value of 0.779 and p values of 0.000.Work Stress has a negative and insignificant effect on employee performance with an original sample value of -0.026 and p values of 0.398 Work Stress has a positive and significant effect on communication with an original sample value of -0.176 and p values of 0.016 Work Quality has a positive and significant effect on Employee Performance through Communication with an original sample value of 0.385 and p values 0.001.
The Influence of Compensation and Organizational Climate on Job Satisfaction in The Moderation of Organizational Commitment in Representative Office of Bank Indonesia, North Sumatra Province Indri Mandasari Pohan; Kiki Farida Ferine
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.v2i2.295

Abstract

This study aims to see the Effect of Compensation and Organizational Climate on Job Satisfaction in Moderation of Organizational Commitment at the Representative Office of Bank Indonesia in North Sumatra Province. Human Resource Management (HRM) is an important factor and the heart of every business. This is due to the alert attitude of the human resource management team towards the workforce of each employee in the company. The results of this study are as follows: Compensation has a negative and insignificant effect on Job Satisfaction and is moderated by organizational commitment with a value of -0.019 and p values 0.455. Organizational Climate has a negative and insignificant effect on Job Satisfaction and is moderated by organizational commitment with a value of -0.074 and p values 0.296. Organizational Climate has a positive and significant effect on Job Satisfaction with a value of 0.273 and p values 0.045. Organizational Commitment has a positive and significant effect on Job Satisfaction with an original sample value of 0.496 and p values 0.000. Compensation has a positive and significant effect on Job Satisfaction with an original sample value of 0.215 and p values of 0.006.
The Effect Of Work Environment, Integrity And Work Flexibility On Job Satisfaction With Competence As An Intervening Variable In Bank Indonesia Representative Office North Sumatera Province Khairuddin; Kiki Farida Ferine
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.v2i2.296

Abstract

In any organization, human resources are very important in carrying out activities carried out by the organization, because human resources function as a stepping stone for the organization to achieve its business success goals. This study aims to determine the Influence of Work Environment, Integrity and Work Flexibility on Job Satisfaction with Competence as an Intervening Variable at the Representative Office of Bank Indonesia, North Sumatra Province. The results of this study are as follows: Work Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.095 and p values 0.316. Work Flexibility has a positive and significant effect on Competence with an original sample value of 0.427 and p values 0.000. Integrity has a positive and insignificant effect on job satisfaction with an original sample value of 0.085 and p values 0.365. Integrity has a positive and significant effect on competence with an original sample value of 0.347 and p values 0.002. Competence has a positive and significant effect on Job Satisfaction with an original sample value of 0.520 and p values of 0.026. Work Environment has a positive and insignificant effect on Job Satisfaction with a value of 0.108 p values 0.272. Work Environment has a positive and significant effect on Competence with an original sample value of 0.191 and p values 0.032. Work Flexibility has a positive and insignificant effect on Job Satisfaction through Competence with an original sample value of 0.222 and p values 0.052. Integrity has a positive and insignificant effect on Job Satisfaction through Competence with an original sample value of 0.181 and p values 0.058. Work Environment has a positive and insignificant effect on Job Satisfaction through Competence with an original sample value of 0.100 and p values 0.106.
The Effect of Supervision and Quality of Work Life on Organizational Commitment in Work Discipline Moderation at Bank Indonesia Representative Office in North Sumatra Province M. Agus Hidayat; Kiki Farida Ferine
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.v2i2.298

Abstract

Human resources are essentially people who work for an organization as planners, thinkers, and movers to achieve its goals. Human resources (HR) personnel are often highly-skilled individuals who serve as the backbone of an organization. This study aims to see the Influence of Supervision and Quality of Work Life on Organizational Commitment in Work Discipline Moderation at Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Work Discipline has a positive and significant effect on Organizational Commitment with the original sample value of 0.300 and p values of 0.028. Supervision had a negative and insignificant effect on organizational commitment moderated by Work Discipline with an original sample value of -0.094 and p values of 0.232. The quality of Work Life had a non-significant positive effect on the organization's commitment moderated by Work Discipline with the original sample value of 0.141 and p values of 0.148. The quality of Work Life had a positive and significant effect on Organizational Commitment with the original sample value of 0.278 and p values of 0.033. Supervision had a positive and significant effect on Organizational Commitment with the original sample value of 0.344 and p values of 0.018.
Co-Authors , Elfitra Desy Surya , Harianto , Wilchan Robain Abdi Sugiarto Abdimar Jahotlen Tamba Abdul Rahman Harahap Adi Saputra R. Purba Afif, Muhammad Faruq Afridayani Damanik Agung Kurniawan Hasibuan Agus Naini Siregar Ahmad Aswan Waruwu Ahmad Mahadi Harahap Ahmad Taufik Ahmad Zaki Amudi Parulian Situmeang Andi Affandi Andi Antorio Ginting Andriya Risdwiyanto Anis Okta Cahyaningrum Anny Fonisa Nasution Arif , Muhammad Arif Saefudin ARIWIBOWO, PRASETIO Artunov Nofal Azhari Bayu Pratama Boari, Yoseb Bolo Ansah Nasution Combat Hamonangan Manurung Dameika Tambunan Debby Nur Malawati Dedy Eko Widianto Dedy Purnama Deliana, Lasmaida Susy Demensah Ginting Desi Astuti Deswita Fitri Deswita S Devi Santika Devy Mayang Sari Dewi Darma Sary Tarigan Dewi Mahrani Rangkuty Dian Mayna Antika Sari Dian Oktavianti Dika Arya Perdana Dinarta Tarigan Dita, Rizky Aulia Doddy Aditya Dodi Hendra Silaen Dora Oktaviana Edi Suprayetno EDY PIMANTA TARIGAN Edy Saputra Egidius Fkun Elfitra Desy Surya Elsa Gultom Eva Yuniarti Utami Fachruddin Hariandi Fahruddin Fara Dika Sandi Farhan Azmi Fariza Fitria Fioletta Papilaya Firmansyah Fransiska Fransiska Gebyar Pandito Ginta Fernandes Ginting Ginta Fernandes Ginting HAIKAL NURSEHA Hamnah Yasari Hana Niska Tafonao Hariyansyah, Ferdian Putra Harri Kahfi Harry Simbara Haryatno Haryatno Hendra Gunawan Nainggolan Henry Aspan Hikmaturriza Husni Muharram Ritonga Ibrahim Hasim Hasibuan Ikhlasul Amal Maulana Ikram Nawawi Indra Sintanta Sembiring Indri Mandasari Pohan Intan Lydia Tarida Mahdalena Irfan Azim Irwansyah Isa Indrawan Jefri Manik Juliani Delima Rumahorbo Juniarti Juniarti Junita Padang Karishdian Zulkarnain Karmila Khairuddin Kholilul Kholik Kraugusteeliana Kraugusteeliana Kurniadi Kurniawan Sinaga Kusuma Agdhi Rahwana Kusuma, Chandra Lasmaida Susy Deliana Lasmaida Susy Deliana Leider Tirta Lisa Fitria Luthfi Al Idrus M Nur Kuncoro M. Agus Hidayat M. Chaerul Rizky M. Galeh Siddik M. Ilham Hidayat M. Isa Indrawan M. Thaib Maria Sirait Mariani Valentina Tampubolon Marleni Marleni Marplusmi Sitepu MARYANTO PURBA Mesra .B Mesra B Mesra B. Muazimah Muhammad Alfahmi Muhammad Arif Pohan Muhammad Faruq Afif Muhammad Faruq Afif Muhammad Imam Perdana Muhammad Isa Indrawan Muhammad Isa Indrawan Muhammad Isa Indrawan Muhammad Isa Indrawan Muhammad Saffath Salsibi Muhammad Toyib Daulay Muhammad Toyib Daulay Murliasari, Rikha Murti Khairani Lubis Musran Munizu Mutiah Dwi Arisa Nadratul Firda Nadriati, Sri Najdah Thalib Nasution, Fitra Arlina Navy Septiya Ningrum Neny Prestiany Netty Helena Br Sigalingging Noval Charunia Nurma Sari, Nurma Pelix Van Bosco Purba Posma Julyarto Sihombing Putra, Irwan Agusnu Rahmat Hidayat Rahmat Sihombing Ramoti Reinhard Iqnatius Siagian Rangga Prasetyo Rayfo Fatra Reni Sihombing Rico Nur Ilham Rika Mustika Tarigan Rina Hartaci Nasution Rini Andriani Rini Hayati Riston Sihaloho Roslina Roy Fadly Hasibuan Ruhdi Muharram Selian Rukaiyah Said Aldi Samuel Alexander Leonardo Sianturi Sari Humaira Sarma Niasti Saragih Satria Wibawa Wahyadyatmika Septy Wanna Masayu Seriyanti. S Shandy Evanda Santayana Silvy Sondari Gadzali Siti Aisyah Siregar SRI RAHAYU Sri Rahayu Sri Rahayu Sri Wahyuni G. Singa Suhardiman Suhardiman Suhendi Suhendi Sulman Sunaryo Sunaryo Syafril Gunawan Syahirah Ishmah Hutabarat Taufik Rahmat Nasution Teguh Wahyono Thalib, Najdah Tiara, Wica Tomy Herlambang Topan Richardo Toyib Daulay Utami, Eva Yuniarti Wakhyuni, Emi Wanda Laksniyunita Wira Juwita Wiwin Sapta Prabudi Yasmir Lukman Yessi Indra Yogi Nurfauzi Yohny Anwar Yoseb Boari Yudhistira, Bonar Yulya Muharmi Yunita Yunita Yusmardi Akbar Yusri Thamrin Yusuf Kibar