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Kiki Farida Ferine

Universitas Pembangunan Panca Budi

Author-ID : 265841

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The Effect Of Human Resource Development On Employee Performance At The Binjai City Regional Inspectorate Office Septy Wanna Masayu; 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.v2i2.411

This study aims to analyze the influence of Human Resource Development on Employee Performance at the Binjai City Regional Inspectorate Office. This type of research is quantitative causal associative, which aims to find out the relationship and influence between the two variables. The population in this study is 68 employees at the Binjai City Regional Inspectorate Office, with a sampling technique using saturated sampling. Data was obtained through the distribution of questionnaires to all respondents. The results of the study show that Human Resource Development has a positive and significant influence on Employee Performance, as evidenced by the results of the t-count test of 18,223 > t-table 1.66827, as well as a significance value of 0.000 < 0.05. A regression coefficient of 2,681 indicates that every 1 point increase in Human Resource Development will lead to an increase in Employee Performance by 2,681 points, assuming other variables remain constant. The results of the determination coefficient test showed an Adjusted R Square value of 0.832 or 83.2%, which showed that Human Resource Development had a very large influence on Employee Performance, with 16.8% influenced by other factors that had not been studied. Overall, the results of this study show that improving Human Resource Development can significantly improve Employee Performance at the Binjai City Regional Inspectorate Office.

The Effect Of Incentives On Employee Performance In The Public Works And Spatial Planning Office Of Asahan Regency Shandy Evanda Santayana; 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.v2i2.421

This study aims to analyze the effect of incentives on employee performance at the Public Works and Spatial Planning Office of Asahan Regency. Incentives are considered as factors that can increase employee motivation and performance in achieving predetermined targets and standards. This type of research is quantitative research with a casual associative approach, involving 145 employees as research samples using saturated sampling techniques. Data were collected through questionnaires, distributed to all employees and analyzed using SPSS version 25.0. The results of the linear regression analysis showed that incentives have a significant positive effect on employee performance, with a regression coefficient of 1.480 and a significance value of 0.000 (p <0.05). The coefficient of determination (R²) of 0.762 indicates that incentives contribute 76.2% to improving employee performance, while the rest is influenced by other factors. Based on the hypothesis test, there is a significant positive effect between incentives and employee performance, as indicated by the t-count value of 21.387 which is greater than the t-table of 1.97669. This study concludes that incentives play an important role in improving employee performance at the Public Works and Spatial Planning Service of Asahan Regency, and it is recommended that organizations design more strategic incentives that are in accordance with employee needs to achieve more optimal results.

The Effect Of Organizational Transformation And Leadership On Employee Performance Mediated By Organizational Behavior At PT Angkasa Pura Aviasi Kualanamu Airport Noval Charunia; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

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This study aims to examine the influence of organizational transformation and leadership on employee performance with organizational behavior as an intervening variable. The number of respondents involved in this study was 42 respondents, all of whom were employees of PT. Angkasa Pura Aviation Kualanamu International Airport. This study uses a quantitative approach with an instrument in the form of a questionnaire. The data from the research results were analyzed using the Partial Least Square analysis technique with the help of the SmartPLS 3.0 program. Based on the results of the analysis, several main findings were obtained: (1) Organizational transformation has a positive and significant effect on employee performance; (2) Leadership does not have a significant influence on employee performance; (3) Organizational transformation does not have a significant influence on organizational behavior; (4) Leadership has a positive and significant effect on organizational behavior; (5) Organizational transformation through organizational behavior does not have a significant influence on employee performance; (6) Leadership through organizational behavior does not have a significant influence on employee performance; (7) Organizational behavior does not have a significant influence on employee performance.

The Effect Of Human Resource Quality On Performance With Supervision As An Intervening Variable In Government Villages In Dolok Masihul District Serdang Bedagai Regency Marplusmi Sitepu; Kiki Farida Ferine
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 determine the influence of Human Resources Quality (X) on Performance (Y) with Supervision (Z) as an Intervening variable in Village Government in Dolok Masihul District, Serdang Bedagai Regency. The type of research used is quantitative research. Data was collected using a questionnaire method which was distributed to 62 respondents who were Village Officials in the Village Government in Dolok Masihul District. The data analysis technique in this study uses the Structural Equation Modelling (SEM) method using SmartPLS 3.0 Software. The results of the analysis showed that the quality of human resources had a positive and significant effect on supervision, the quality of human resources had a positive and significant effect on performance, supervision had a positive and insignificant effect on performance, and the quality of human resources had a positive and insignificant effect on performance with supervision as an intervening variable.

The Effect of Work Environment and Work Motivation on Employee Performance with Work Satisfaction as an Intervening Variable at the Department of Energy and Mineral Resources Medan Luthfi Al Idrus; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Employees have an important role in realizing the overall department objectives, whether or not a department is successful depends on the performance of the employees themselves. Work Environment has a positive and significant effect on Employee Performance with a value of 0,371 and significant 0,045. Work Environment has a positive and significant effect on Work Satisfaction 0.840 and significant 0,000. Work Motivation has a positive and significant effect on Employee Performance with a value of 0,346 and significant 0,010. Work Motivation has a positive and insignificant effect on Work Satisfaction with a value of 0.130 and a significant 0,287. Work Satisfaction has a positive and significant effect on Employee Performance with a value of 0,274 and significant 0,020. Work Environment has a positive and insignificant effect on Employee Performance through Work Satisfaction with a value of 0,214 and significant 0,095. Work Motivation has a positive and insignificant effect on Employee Performance through Work Satisfaction with a value of 0,033 and significant 0,165.

ANALYSIS OF MUTATION AND WORKLOAD ON EMPLOYEE PRODUCTIVITY AT PANCA BUDI DEVELOPMENT UNIVERSITY WITH WORK MOTIVATION AS THE DRIVING FORCE INTERVENING VARIABLE Rika Mustika Tarigan; Emi Wakhyuni; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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This study was conducted to see how the effect of mutation and workload on employee productivity through motivation as an intervening variable in a case study at the University of Pembangunan Panca Budi Medan. The population in this study were employees at Universitas Pembangunan Panca Budi Medan who had the status of orientation, contract and permanent employees totalling 127 employees with a sample size of 56 people where the sample size was determined by the Slovin formula. The data used are primary data and secondary data taken directly from respondents using questionnaires and data from internal agencies. This type of research is associative quantitative. Data processing using Smart - PLS version 4.0 software with path analysis using Structural Equation Modeling (SEM-PLS) analysis techniques. The research results from hypothesis testing show that mutations directly have no effect on motivation as indicated by p values of 0.100> 0.05. Workload directly affects work motivation as shown by p values of 0.02 < 0.05. Mutation directly has no effect on employee productivity as shown by p values of 0.344 > 0.05. Workload directly has no effect on employee productivity which is shown in p values 0.190 > 0.05. Motivation directly affects employee productivity as shown in p values of 0.010 < 0.05. Mutation through motivation indirectly has no effect on employee productivity as shown in p values 0.161 > 0.05. Workload through motivation indirectly g has no effect on employee productivity shown in p values 0.083 > 0.05.

The Effect Of Human Resource Development On Employee Performance Through Training At The Regional Inspectorate Office Binjai City Septy Wanna Masayu; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Human Resource Development (HR) has a strategic role in improving employee training and performance. This study aims to analyze the influence of human resource development on employee performance with training as an intervening variable at the Binjai City Regional Inspectorate Office. This study uses an associative quantitative method with a causal approach, involving 68 respondents who are employees in the office. The data was analyzed using the Partial Least Squares (PLS) method to measure the direct and indirect influence between the research variables. The results of the study showed that human resource development had a positive and significant effect on training with a T-Statistic value of 27.607 > 1.96 and a P-Value of 0.000 < 0.05. In addition, human resource development also has a significant direct influence on employee performance, as evidenced by the T-Statistic value of 5.788 > 1.96 and the P-Value of 0.000 < 0.05. The training proved to have a significant effect on employee performance with a T-Statistic value of 3.269 > 1.96 and a P-Value of 0.002 < 0.05. The indirect influence shows that the training is able to intervene the relationship between human resource development and employee performance, with a T-Statistic value of 3.139 > 1.96 and a P-Value of 0.003 < 0.05. The implications of this study emphasize the importance of effective human resource development policies, not only in the form of salaries and benefits, but also structured training. This policy, accompanied by a supportive work environment, will create a synergistic effect in increasing employee productivity and loyalty.

The Effect Of Work Stress And Work Ethic On Employee Performance By Providing Incentives As An Intervening Variable In The Public Works And Spatial Planning Office Of Asahan Regency Shandy Evanda Santayana; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Work stress and work ethic are important factors that affect employee performance, especially in a competitive work environment. This study aims to find out and analyze the influence of work stress and work ethic on employee performance with incentives as an intervening variable in the Public Works and Spatial Planning Office of Asahan Regency. The research uses a causal associative quantitative approach with the Structural Equation Modeling (SEM) method based on Partial Least Square (PLS). The sample used was 145 employees with a saturated sample technique. The results showed that work stress had a negative influence on employee performance, with a T-statistical value of 1.027 < 1.96 and a P-value of 0.306 > 0.05. On the contrary, work ethic has a positive and significant influence on employee performance, with a T-statistical value of 3.371 > 1.96 and a P-value of 0.001 < 0.05. Incentives have also proven to have a significant effect on employee performance, with a T-statistical value of 12.108 > 1.96 and a P-value of 0.000 < 0.05. However, incentives were unable to mediate the effect between work stress and employee performance, as shown by the T-statistical value of 1.692 < 1.96 and the P-value of 0.093 > 0.05. On the contrary, incentives were able to mediate the influence of work ethic on employee performance significantly, with a T-statistical value of 11.565 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that the right incentive management strategy can strengthen the positive influence of work ethic on employee performance, while work stress management needs to be optimized to minimize its negative impact on performance.

The Effect Of Emotional Intelligence And Motivation On Employee Performance With Organizational Commitment As An Intervening Variable In The Office East Binjai District Sari Humaira; Kiki Farida Ferine
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 emotional intelligence and motivation on employee performance with organizational commitment as an intervening variable in the East Binjai District Office. This study uses a quantitative approach with the Partial Least Squares (PLS) method to test the relationship between variables. Data was collected through a questionnaire distributed to employees of the East Binjai District Office, with a total of 50 respondents. The results showed that emotional intelligence had a positive and significant influence on employee performance with a T-Statistic value of 2.713 > 1.96 and a P-Value of 0.008 < 0.05, but did not have a significant effect on organizational commitment with a T-Statistic value of 0.263 < 1.96 and a P-Value of 0.793 > 0.05. On the other hand, motivation has a positive and significant influence on employee performance with a T-Statistic value of 7.353 > 1.96 and a P-Value of 0.000 < 0.05, as well as on organizational commitment with a T-Statistic value of 8.977 > 1.96 and a P-Value of 0.000 < 0.05. In addition, organizational commitment has a positive and significant influence on employee performance with a T-Statistic value of 7.353 > 1.96 and a P-Value of 0.000 < 0.05. Indirect influence testing showed that organizational commitment did not mediate the relationship between emotional intelligence and employee performance (T-Statistic 0.263 < 1.96, P-Value 0.793 > 0.05). However, organizational commitment proved to be a significant intervening variable in the relationship between employee motivation and performance (T-Statistic 8.977 > 1.96 and P-Value 0.000 < 0.05). This study concludes that motivation is a very important factor in improving employee performance at the East Binjai District Office, both directly and through increasing organizational commitment. Therefore, management is advised to focus on developing programs that can increase organizational motivation and commitment to support the achievement of optimal employee performance.

The Effect Of Communication On Employee Performance With Organizational Culture As A Moderation Variable At The Sidikalang Sub-District Office Abdimar Jahotlen Tamba; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Communication and work discipline are two crucial factors that can affect employee performance. This study aims to find out and analyze the role of organizational culture and communication on employee performance with organizational culture as a moderation variable at the Sidikalang District Office. The approach used is quantitative causal associative, with a sample consisting of all employees in the sub-district office, namely 49 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that: 1) Organizational culture has a positive and significant effect on employee performance with a T-statistic value of 5.327 > 1.96 and a P-value of 0.000 < 0.05; 2) Communication did not have a significant effect on employee performance with a T-statistic value of 0.415 < 1.96 and a P-value of 0.680 > 0.05; and 3) Organizational culture was not able to significantly strengthen the influence of communication on employee performance with a T-statistic value of 0.738 < 1.96 and a P-value of 0.464 > 0.05. These findings indicate that a strong organizational culture plays an important role in improving employee performance, while communication, while important, does not have a significant impact on performance in the context of this study. This shows that in addition to a supportive organizational culture, other factors also need to be considered to improve employee performance optimally.

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

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