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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 Britain International of Humanities and Social Sciences (BIoHS) Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) 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) International Journal of Humanities Education and Social Sciences International Journal of Social Science, Education, Communication and Economics 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 Jurnal Multidisiplin West Science International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) Jurnal Abdimas Maduma International Journal of Economics, Management and Accounting Blantika : Multidisciplinary Journal 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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The Effect of Human Resource Quality, Work-Life Balance on Employee Performance with Job Satisfaction as a Moderating Variable in BPJS Employment Branch Office in Medan Raya Juliani Delima Rumahorbo; 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.v2i2.233

Abstract

This research aims to see the direct and indirect influence between the variables of human resource quality, work-life balance, performance and job satisfaction. This type of research uses quantitative, this research was conducted at BPJS Ketenagakerjaan Branch Offices throughout Medan Raya. The population of this study was 107 employees and the sample used was the entire population using a saturated sampling technique. The data source used is a primary data source and data collection was 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 this research are that the Quality of Human Resources has a positive and significant effect on Employee Performance with an original sample value of 0.593 and a P value of 0.000. This means that the quality of human resources has a positive influence on the company and the quality of human resources influences the company's performance significantly. Work-life balance has a positive and insignificant effect on employee performance with an original sample value of 0.041 and a p value of 0.698. This means that Work Life Balance is not able to improve employee performance for the company. Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.590 and a P value of 0.000 Job Satisfaction is able to moderate the influence of Human Resource Quality on Employee Performance indirectly with the original sample result being 0.277 and p value 0.013. This means that job satisfaction is an intervening variable because it can influence HR quality on employee performance indirectly. Job Satisfaction is able to moderate the influence of Human Resource Quality on Employee Performance indirectly with an original sample value of 0.159 and a p value of 0.168. This means that job satisfaction is an intervening variable that is unable to influence Work Life Balance on employee performance indirectly.
The Effect of Work Discipline and Teamwork on Employee Performance with Organizational Citizenship Behavior as an Intervening Variable in BPJS Branch Offices in Medan Raya Lasmaida Susy Deliana; 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.v2i2.234

Abstract

This study aims to see the direct and indirect influence between the variables of work discipline, teamwork, organizational citizenship and performance. This type of research uses quantitative, this research is conducted at BPJS Employment Branch Offices throughout Medan Raya. The population of this study is 82 employees and the sample used is the entire population using a saturated sample 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. The results of this study are that Work Discipline has a positive and insignificant effect onemployee performance with the original sample value of 0.585 and P values of 0.218. Work Discipline had a negative and significant effect on Organizational Citizenship with the original sample value of -0.949 and p values of 0.000. Teamwork had a negative and insignificant effect on Employee Performance with an original sample value of -0.694 and p values of 0.304. Teamwork had a positive and significant effect on Organizational Citizenship with an original sample value of 1.720 and p values of 0.000. Organizational Citizenship had a positive and significant effect on Employee Performance with an original sample value of 1.024 and p values of 0.003. Work discipline had a negative and significant effect onemployee performance through organizationalcitizenship with the original sample result of -0.981 and p values 0.011. Team cooperation had a positive and significant effect onemployee performance through organiccitizenship with the original sample results of 1.775 and p values of 0.001.
The Influence of Organizational Culture and Individual Characteristics on Employee Performance with Work Experience as a Moderating Variable in Bpjs Employment Branch Offices in Aceh Raya Ikhlasul Amal Maulana; 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.v2i2.260

Abstract

This study aims to see the Influence of Organizational Culture and Individual Characteristics on Employee Performance with Work Experience as a Moderation Variable in BPJS Employment Branch Office in Aceh Raya The type of research used by the researcher is quantitative research, The population and sample in this study are all permanent employees at PT. BPJS Employment Banda Aceh Branch Office totals 70 employees (saturated sample). The data analysis in this study uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of this study are as follows: Organizational Culture has a positive and significant effect on Employee Performance with an original sample value of 0.334 and p values of 0.007. Individual Character had a positive and insignificant effect on Employee Performance with the original sample value of 0.382 and p values of 0.069. Work experience had a positive and insignificant effect with the original sample value of 0.258 and p values of 0.147. Organizational culture had a positive and insignificant effect on Employee Performance and work experience was not able to moderate with the original sample results of 0.079 and p values of 0.671. Individual characteristics have a negative and insignificant effect and are moderated by work experience with the original sample value of -0.084 and p values of 0.597.
The Influence of Organizational Culture and Work Discipline on Employee Performance at BPJS Employment in Medan Raya Muhammad Faruq Afif; 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.v2i2.267

Abstract

This study aims to look at the role of motivation in moderating the influence of organizational culture and work discipline on employee performance at BPJS Ketenagakerjaan Se- Medan Raya. This type of research uses qualitative methods, this research was conducted at the BPJS Employment Branch Office in Greater Medan, the population used was 80 employees consisting of 20 personnel from Medan City, 20 personnel from North Medan, 20 personnel from Tanjung Morawa and 20 personnel from Binjai. The sample used is all the population of 80 employees with saturated samples being the sample technique. The data source used is primary data source and data collection by distributing questionnaires. This research model uses phat analysis and the measuring tool is the smart PLS version 3.3.3 application. The results of this study are as follows: Organizational culture has a positive and insignificant effect on employee performance with an original sample value of 0.042 and P values of 0.910. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.875 and p values of 0.000. Work discipline has a positive and insignificant effect on employee performance with an original sample value of 0.042 and p values of 0.851. Work discipline has a negative and significant effect on work motivation with an original sample value of -0.347 and p values of 0.000. Work motivation has a positive and significant effect on employee performance with an original sample value of 0.730 and p values of 0.000. Organizational culture has a positive and significant effect on employee performance through work motivation indirectly with original sample results of 0.634 and p values of 0.000. Work discipline has a negative and significant effect on employee performance through work motivation indirectly with an original sample value of -0.209 and p values of 0.006.
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.
Co-Authors , Elfitra Desy Surya , Harianto , Wilchan Robain Abdi Sugiarto Abdimar Jahotlen Tamba Abu Muna Almaududi Ausat Adi Saputra R. Purba Afif, Muhammad Faruq Agung Kurniawan Hasibuan Agus Naini Siregar 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 Dameika Tambunan Debby Nur Malawati Dedy Eko Widianto Dedy Purnama Deliana, Lasmaida Susy Desi Astuti Deswita S Devy Mayang Sari Dewi Mahrani Rangkuty Dian Mayna Antika Sari Dika Arya Perdana Doddy Aditya Dodi Hendra Silaen Dora Oktaviana Edi Suprayetno EDY PIMANTA TARIGAN Edy Saputra Egidius Fkun Elsa Gultom Eva Yuniarti Utami Fachruddin Hariandi Fahruddin Farhan Azmi Fioletta Papilaya Fransiska Fransiska Ginta Fernandes Ginting Ginta Fernandes Ginting HAIKAL NURSEHA Harahap, Abdul Rahman Hariyansyah, Ferdian Putra Harri Kahfi Hendra Gunawan Nainggolan Henry Aspan Hikmaturriza Ibrahim Hasim Hasibuan Ikhlasul Amal Maulana Ikram Nawawi Indra Sintanta Sembiring Indri Mandasari Pohan Intan Lydia Tarida Mahdalena Irfan Azim Irwansyah Isa Indrawan Juliani Delima Rumahorbo Juniarti, Juniarti Karishdian Zulkarnain Karmila Khairuddin Kraugusteeliana Kraugusteeliana Kurniadi Kurniawan Sinaga Kusuma Agdhi Rahwana Kusuma, Chandra Laksniyunita, Wanda Lasmaida Susy Deliana Leider Tirta Luthfi Al Idrus M Nur Kuncoro M. Agus Hidayat M. Chaerul Rizky M. Ilham Hidayat M. Isa Indrawan M. Thaib Manik, Jefri Mariani Valentina Tampubolon Marleni Marleni Marplusmi Sitepu MARYANTO PURBA Mesra B Mesra B. Muazimah Muhammad Alfahmi Muhammad Arif Pohan Muhammad Faruq Afif Muhammad Imam Perdana Muhammad Isa Indrawan Muhammad Saffath Salsibi Muhammad Toyib Daulay Muhammad Toyib Daulay Muharmi, Yulya Murliasari, Rikha Musran Munizu Nadratul Firda Nadriati, Sri Najdah Thalib Nasution, Fitra Arlina Neny Prestiany Netty Helena Br Sigalingging Noval Charunia Pelix Van Bosco Purba Posma Julyarto Sihombing Putra, Irwan Agusnu Rahmat Hidayat Rahmat Sihombing Rangga Prasetyo Reni Sihombing Rico Nur Ilham Rika Mustika Tarigan Rina Hartaci Nasution Rini Andriani Roslina Ruhdi Muharram Selian Said Aldi Sari Humaira Sarma Niasti Saragih Satria Wibawa Wahyadyatmika Septy Wanna Masayu Shandy Evanda Santayana Silvy Sondari Gadzali Siti Aisyah Siregar SRI RAHAYU Sri Wahyuni G. Singa St. Rukaiyah Suhardiman Suhardiman Suhendi Suhendi Sulman Sunaryo Sunaryo Syahirah Ishmah Hutabarat Thalib, Najdah Tiara, Wica Tomy Herlambang 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 Yunita Yunita Yusri Thamrin Yusuf Kibar