Article Per Year (5 Year)
p-Index From 2021 - 2026
16.096
P-Index
This Author published in this journals
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
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Mechanical Engineering Physics Public Health Social Sciences Other

Published : 141 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 141 Documents
Search

 10   11   12   13   14 
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.
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.v2i2.299

Abstract

This study aims to change the bad habits of organizations and can improve them to cover their shortcomings, and to determine the influence of training and motivation on performance in the moderation of the Bank Indonesia Representative Office Team in North Sumatra Province. In every company, there is a great need for a useful organization to meet the needs of humans. The goal in general in a company is to realize quality production results and maintain the survival of a company. In an effort to achieve this goal, 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 study are as follows: Training has an effect on performance moderated by Teamwork obtained positive but not significant results with a sample value of 0.072 and p values of 0.229. Motivation had an effect on performance moderated by Teamwork with an original sample value of -0.140 and p values of 0.129. Teamwork had a positive and significant effect on Performance with the original sample value of 0.310 and p values of 0.006. Motivation had a positive and significant effect on Performance with the original sample value of 0.462 and p values of 0.000. The training had a positive and insignificant effect on Performance with the original sample of 0.157 and p values of 0.116.
The Influence of Leadership Style on Employee Performance with Organizational Strategy as an Intervening Variable in BPJS Ketenagakerjaan Northern Sumatra Regional Office Ginta Fernandes Ginting; 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.v2i2.301

Abstract

This study was conducted to see the Influence of Leadership Style on Employee Performance with Organizational Strategy as an Intervening Variable. By using the type of quantitative research, primary data sources and data collection by conducting questionnaires and sharing them with responses, the population of this study is 80 employees and the sample used is also 80 respondents using the saturated sample technique as the sample technique, this research model uses analysis methods. The results of this study are as follows: Leadership Style has a positive and non-significant effect with a value of 0.053 and a significant value of 0.172 > 0.05 on. BPJS Ketenagakerjaan Sumbagut Regional Office. Leadership style had a positive and significant effect on Organizational Strategy with a value of 0.785 and a significant value of 0.000 < 0.05 on. BPJS Ketenagakerjaan Sumbagut Regional Office. Organizational Strategy has a positive and significant effect on Employee Performance with a value of 0.898 and a significant 0.000 < 0.05 at. BPJS Ketenagakerjaan Sumbagut Regional Office. Leadership Style has an indirect effect on Employee Performance positively and significantly through Organizational Strategy with a value of 0.705 and a significant 0.000 < 0.05 at. BPJS Ketenagakerjaan Sumbagut Regional Office.
The Effect Of Position And Workload Analysis On Employee Performance With Service Quality As An Intervening Variable In The Manpower Office Langkat Regency Sri Wahyuni G. Singa; 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.v2i2.332

Abstract

In achieving organizational goals, it requires a variety of resources ranging from human resources, equipment, machinery, finance, and information resources. Human resource management, abbreviated as MSDM, is a science or way of managing the relationship and role of resources (workforce) owned by individuals efficiently and effectively and can be used optimally so that the goals with the company, employees and society are maximized. The results of this study are as follows: Workload has a negative and significant effect on Employee Performance with the original sample value of -0.251 and p values of 0.044. Workload had a negative and significant effect on Service Quality with an original sample value of -0.574 and p values of 0.000. Position has a positive and insignificant effect on Employee Performance with an original sample value of 0.192 and p values of 0.061. The position had a positive and significant effect on Service Quality with an original sample value of 0.366 and p values of 0.005. Service Quality has a positive and significant effect on Employee Performance with an original sample value of 0.532 and p values of 0.000. Workload has a negative and significant effect on Employee Performance through Service Quality with a value of -0.305 and p values of 0.002. Jabtan has a positive and significant effect on Employee Performance through Service Quality with a value of 0.295 and p values of 0.005.
The Effect of Communication on Employee Performance at The Sidikalang District Office Abdimar Jahotlen Tamba; 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.v2i2.375

Abstract

This study aims to analyze the effect of communication on employee performance at the Sidikalang District Office, Dairi Regency. Effective communication is an important factor in supporting individual and organizational performance, especially in creating good coordination, solving problems, and building trust and harmonious working relationships. This study uses a quantitative approach with a casual associative research design to test the relationship between communication (independent variable) and employee performance (dependent variable). The population of this study was all employees at the Sidikalang District Office, totaling 49 people, who were also the research sample with a saturated sample technique. Data were collected through questionnaires and analyzed using a simple linear regression method with SPSS version 25 software. The results showed that communication had a positive and significant effect on employee performance, with a regression coefficient of 1.143. The t-count value of 7.112 is greater than the t-table of 2.01174, and the significance value of 0.000 <0.05, which indicates that communication statistically significantly affects employee performance. In addition, the Adjusted R Square value of 0.508 indicates that 50.80% of employee performance variability can be explained by communication variables, while the remaining 49.20% is influenced by other factors not studied. This study confirms that good communication, which includes clarity of messages, openness, speed of information delivery, and listening skills, plays an important role in improving employee performance.
The Effect of Interpersonal Communication On Employee Performance At The Sidikalang District Office, Dairi Regency Dameika Tambunan; 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.v2i2.376

Abstract

This study aims to analyze the effect of interpersonal communication on employee performance at the Sidikalang District Office, Dairi Regency. This study uses a quantitative approach with a casual associative research design. The study population includes all 48 employees of the Sidikalang District Office, with a saturated sampling technique. Data were collected through questionnaires and analyzed using simple linear regression with the help of SPSS software version 25.0. The results of the study indicate that interpersonal communication has a positive and significant effect on employee performance. The regression coefficient of 1.236 indicates that every 1 point increase in interpersonal communication will increase employee performance by 1.236 points. The results of the t-test show a t-count value of 8.508, greater than the t-table of 2.01290, with a significance value of 0.000 <0.05, which strengthens the significant effect. The determination coefficient analysis shows an Adjusted R Square value of 0.611, which means that interpersonal communication explains 61.10% of employee performance variability, while the remaining 38.90% is influenced by other factors not examined in this study. Interpersonal communication dimensions such as openness, empathy, positive feelings, and equality have been shown to play an important role in improving employee performance. This study recommends interpersonal communication training, periodic communication evaluation programs, and strengthening an inclusive work culture to improve employee performance.
The Effect Of Leadership Style On Employee Compliance At The Dairi Regency Education Office Adi Saputra R. Purba; 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.v2i2.390

Abstract

The purpose of this study is to find out and analyze the influence of Leadership Style on Employee Compliance at the Dairi Regency Education Office. This research was carried out at the Dairi Regency Education Office. The type of research is quantitative associative. The sample in this study is 96 employees with ASN and honorary status at the Dairi Regency Education Office. The sampling technique in this study used the entire population of 45 people. The results of the study show that Leadership Style has a significant influence on Employee Compliance as shown by T-Statistic values of 2.737 > 1.678 and P Values of 0.009 < 0.05. This shows that improvements in Leadership Style can improve Employee Compliance at the Dairi Regency Education Office.
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