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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 Training On Personnel Performance At UPT. Dairi Regency Fire Brigade Amudi Parulian Situmeang; 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.v2i2.392

Abstract

This study aims to analyze the effect of training on personnel performance at UPT. Dairi Regency Fire Department. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 83 people taken by prposive sampling Based on the results of data analysis, this study found that training had a positive and significant influence on personnel performance. The results of the hypothesis test showed a t-count value of 13.526, which is greater than the t-table 1.67109, with a significance value of 0.000 which is smaller than 0.05. The regression coefficient shows that each unit increase in training will lead to an increase in personnel performance by 0.899 units, assuming other variables are considered fixed. In addition, the results of the determination test showed that training could explain 80% of the variability in personnel performance, which showed that the influence of training on personnel performance was very high. The remaining 20% is influenced by other factors that have not been studied. Thus, training has proven to have a positive and significant effect on improving personnel performance at UPT. Dairi Regency Fire Department.
The Effect Of Performance Evaluation On Employee Performance At The Sidikalang District Office, Dairi Regency Anny Fonisa Nasution; 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.v2i2.393

Abstract

The purpose of this study was to determine and analyze the effect of Performance Evaluation on Employee Performance at the Sidikalang District Office in Dairi Regency. This research was conducted using a quantitative associative causal approach. The sample consisted of all civil servant employees, totaling 49 individuals, selected through purposive sampling. The results showed that Performance Evaluation had a positive and significant effect on Employee Performance. This was indicated by the t-value of 43.221, which was greater than the t-table value of 2.01174, with a significance level of 0.000, which is less than 0.05. The regression coefficient indicated that for every 1-unit increase in Performance Evaluation, Employee Performance would increase by 0.882 units, assuming other variables remained constant. Furthermore, the determination test results showed an Adjusted R Square value of 0.920 or 92.00%, indicating that Performance Evaluation had a very high impact on Employee Performance, while the remaining 8.00% was influenced by other factors not examined in this study. Therefore, Performance Evaluation had a positive and significant effect on Employee Performance at the Sidikalang District Office in Dairi Regency. This finding identifies that improvements in Performance Evaluation can contribute to enhancing Employee Performance.
The Effect Of Performance Evaluation On Employee Performance At The Investment Office, Dairi Regency One-Stop Integrated Service For Manpower Debby Nur Malawati; 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.v2i2.397

Abstract

The purpose of this study was to determine and analyze the effect of Performance Evaluation on Employee Performance at the Investment Service and One-Stop Integrated Services for Manpower in Dairi Regency. This study employed a quantitative associative causal approach. The sample consisted of all civil servant employees, totaling 39 individuals, selected using purposive sampling. The results showed that Performance Evaluation had a positive and significant effect on Employee Performance. This was indicated by a t-value of 44.054, which was greater than the t-table value of 1.66412, with a significance value of 0.000, which is less than 0.05. The regression coefficient showed that for every 1-unit increase in Performance Evaluation, Employee Performance would increase by 0.957 units, assuming other variables remained constant. Additionally, the determination test results showed an Adjusted R Square value of 0.950 or 95.00%, indicating that Performance Evaluation had a very high impact on Employee Performance, while the remaining 5.00% was influenced by other factors not examined in this study. Therefore, it can be concluded that, partially, Performance Evaluation had a positive and significant effect on Employee Performance at the Investment Service and One-Stop Integrated Services for Manpower in Dairi Regency. This finding identifies that improvements in Performance Evaluation can contribute to enhancing Employee Performance.
The Influence Of Emotional Intelligence On The Performance Of Employees At The East Binjai District Office Sari Humaira; 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.v2i2.408

Abstract

This study aims to analyze the influence of emotional intelligence on employee performance at the East Binjai District Office. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 85 people taken by prposive sampling. The results of the analysis show that emotional intelligence has a positive and significant effect on employee performance. Based on the hypothesis test, the t-count value of 44.133 is greater than the t-table 1.66412, with a significance value of 0.000 which is less than 0.05, which indicates that emotional intelligence plays an important role in improving employee performance. The regression coefficient shows that each increase in emotional intelligence units will lead to an increase in employee performance by 0.957 units, assuming other variables remain constant. In addition, the results of the determination test showed an Adjusted R Square value of 0.970 or 97%, which indicates that emotional intelligence has a very high influence on employee performance, while the remaining 3% is influenced by other factors that have not been studied. Thus, emotional intelligence is proven to have a significant influence on employee performance at the East Binjai District Office
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

Abstract

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

Abstract

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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Abstract

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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Abstract

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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Abstract

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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Abstract

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.
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