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Kiki Farida Ferine

Universitas Pembangunan Panca Budi

Author-ID : 265841

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The Influence Of Leadership Style And Employee Work Motivation On Employee Compliance With Job Satisfaction As An Intervening Variable In The Education Office Dairi Regency Adi Saputra R. Purba; 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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The purpose of this study is to find out and analyze the influence of Leadership Style and Motivation on Employee Compliance mediated by Job Satisfaction 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 45 employees with ASN and honorary status at the Dairi Regency Education Office. The sampling technique in this study uses a saturated sample where the entire population will be a sample in this study as many as 45 people. The results of the study show that Leadership Style does not have a significant influence on Employee Compliance as shown by the T-Statistic value of 1.254 > 1.96 and the P Value of 0.210 > 0.05. In the effect of Motivation on Employee Compliance, data on T-Statistical values were obtained from 2.273 > 1.96 and P-Value values of 0.023 < 0.05 or there was an influence of Motivation on Employee Compliance. Leadership Style has a significant effect on Employee Job Satisfaction with a T-Statistic value of 3.381 > 1.96 with a P-Value of 0.001 < 0.05. Motivation has a significant effect on Employee Job Satisfaction. This can be seen from the results of the T-Statistic value of 7.026 > 1.96 with a P-Value of 0.000 < 0.05. On the effect of Job Satisfaction on Employee Compliance, a T-Statistic value of 2.215 < 1.96 was obtained with a P-Value of 0.027 < 0.05 which means that Job Satisfaction has a significant effect on Employee Compliance of the Dairi Regency Education Office. In Indirect Influence, the results show that Job Satisfaction has a role as an intervention variable in explaining the relationship between Motivation and Employee Compliance. This shows that improvements in Motivation can increase Job Satisfaction, which ultimately contributes to an increase in Employee Compliance at the Dairi Regency Education Office.

The Effect Of Performance Evaluation And Career Development On Employee Performance Mediated By Motivation To Work In The Office Sidikalang District Dairi Regency Anny Fonisa Nasution; 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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Employee performance is influenced by various factors, including Performance Evaluation provided by the organization. Effective Performance Evaluation and proper Career Development can increase Motivation, which further contributes to improved performance. This study aims to identify the influence of Performance Evaluation and Career Development on Employee Performance by considering the role of Motivation as an intervening variable in the Sidikalang District Office, Dairi Regency. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Performance Evaluation had a positive and significant influence on work motivation, with a T-Statistic value of 1.227 and a P-Value of 0.000. Career Development also has a positive and significant influence on Work Motivation, with a T-Statistic value of 5.022 and a P-Value of 0.000. Work Motivation is proven to have a positive and significant influence on Employee Performance, with a T-Statistic value of 5.782 and a P-Value of 0.000, emphasizing the importance of Motivation as a performance driving factor. However, Performance Evaluation has a positive but not significant influence on Employee Performance, with a T-Statistic value of 0.957 and a P-Value of 0.000. Career Development also showed a positive but not significant influence on Employee Performance, with a T-Statistic value of 0.376 and a P-Value of 0.000. Indirect influence analysis showed that Work Motivation significantly mediated the relationship between Career Development and Employee Performance, with a T-Statistic value of 3.988 and an influence coefficient of 0.856. On the other hand, Work Motivation as a mediator in the relationship between Performance Evaluation and Employee Performance showed a not significant influence, with a T-Statistic value of 1.181 and an influence coefficient of 0.246. These findings indicate that improving Performance Evaluation and Career Development will be more effective in encouraging Employee Performance if facilitated by high work motivation.

The Influence Of Interpersonal Communication And Management Conflicts On Employee Performance With Transformational Leadership As Intervening Variables In The Office Sidikalang District Dairi Regency Dameika Tambunan; 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 effect of interpersonal communication and conflict management on employee performance with transformational leadership as an intervening variable at the Sidikalang District Office, Dairi Regency. The research method used is quantitative associative casual with data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). Data were obtained from questionnaires distributed to 49 employees and analyzed using SmartPLS 3.0 software. The results showed that interpersonal communication has a positive and significant effect on employee performance with a T-Statistic value of 6.805 (> 1.96) and a P-Value of 0.000 (< 0.05). Conversely, conflict management does not have a significant effect on employee performance with a T-Statistic value of 0.562 (< 1.96) and a P-Value of 0.577 (> 0.05). Transformational leadership has a positive and significant effect on employee performance with a T-Statistic value of 6.271 (> 1.96) and a P-Value of 0.000 (< 0.05). This study confirms the importance of interpersonal communication and transformational leadership in improving employee performance optimally.

The Effect Of Performance And Competency Evaluation On Employee Performance Through Service Quality At The Investment Office, Dairi Regency One-Stop Integrated Employment Service Debby Nur Malawati; 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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Employee performance is influenced by various factors, including Performance Evaluation provided by the organization. Effective supervision and proper Competence can increase Job Satisfaction, which further contributes to improved performance. This study aims to identify the influence of Performance Evaluation on Employee Performance by considering the role of Job Satisfaction as an intervening variable in the Investment Office, Dairi Regency One-Stop Integrated Employment Service. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Performance Evaluation had a positive and significant influence on Job Satisfaction, with T-Statistic values of 4.718 and 4.838, respectively, and a P-Value of 0.000. Job Satisfaction is proven to have a positive and significant influence on Employee Performance with a T-Statistic value of 9.799 and a P-Value of 0.000, emphasizing the importance of Job Satisfaction as a performance driving factor. The analysis of indirect influence shows that Performance Evaluation significantly affects Employee Performance through Job Satisfaction, with an influence coefficient of 0.384. These findings indicate that an increase in Performance Evaluation will be more effective in encouraging Employee Performance when facilitated by high Job Satisfaction. Advice is provided to institutions to improve access to technology and training, as well as evaluate existing Performance Evaluation strategies. Researchers are further encouraged to explore other intervening variables, such as organizational culture and psychological capital, in the context of performance improvement.

COMPENSATION'S IMPACT ON EMPLOYEE ENGAGEMENT AND PERFORMANCE Kiki Farida Ferine; Andriya Risdwiyanto; Yogi Nurfauzi; Kraugusteeliana Kraugusteeliana
GEMILANG: Jurnal Manajemen dan Akuntansi Vol. 3 No. 2 (2023): Jurnal Manajemen dan Akuntansi
Publisher : BADAN PENERBIT STIEPARI PRESS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56910/gemilang.v3i2.442

Employee performance is one of the determining factors in a company's performance. Compensation, job satisfaction, and employee engagement are all factors that can influence employee performance. A coffee shop is a popular type of business in recent years. The rise in coffee shops and domestic coffee consumption over the last three years demonstrates this. The purpose of this study is to examine the effect of compensation on employee engagement and how it affects employees who work in high-end coffee shops. This study employs quantitative methods for causality research. The sampling technique used was accidental sampling, with 89 respondents from Tanaka coffee shops in Bandung Regency. The Structural Equation Model was used for statistical analysis in this study (SEM). According to the study's findings, compensation has a significant and positive effect on employee engagement because a higher salary increases employee engagement. Employee engagement has a significant and positive effect on employee performance because the employee pays more attention to the company; their performance will improve. Payment, on the other hand, has no significant impact on employee performance because low pay does not cause employees to perform poorly. Managers of coffee shops must pay attention to employee compensation and welfare in order to increase employee engagement and performance. on the other hand, it has no significant impact on employee performance because low pay does not cause employees to perform poorly. Managers of coffee shops must pay attention to employee compensation and welfare in order to increase employee engagement and performance. on the other hand, it has no significant impact on employee performance because low pay does not cause employees to perform poorly. Managers of coffee shops must pay attention to employee compensation and welfare in order to increase employee engagement and performance.

PENGARUH LITERASI DIGITAL, EFIKASI DIRI DAN LINGKUNGAN TERHADAP MINAT BERWIRAUSAHA MAHASISWA GENERASI Z DALAM E-BUSINES Ferine, Kiki Farida; Utami, Eva Yuniarti; Thalib, Najdah; Laksniyunita, Wanda; Boari, Yoseb
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 2 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i2.13306

Abstrak Perkembangan e-business tidak terlepas dari kemajuan teknologi informasi dan dengan berkembangnya e-business dapat dijadikan sebagai paradigma baru serta menjadi kunci kesuksesan dalam bisnis. maka penelitian ini bertujuan untuk mengetahui pengaruh literasi digital, efikasi diri dan lingkungan terhadap minat berwirausaha mahasiswa generasi z dalam e-busines. Penelitian ini adalah kuantitatif, populasi dalam penelitian ini adalah mahasiswa Fakultas Ekonomi yang tersebar di Indonesia. Tehnik pengumpulan data yang digunakan melibatkan pengiriman kuesioner yang telah menerima sekitar 200 tanggapan responden dan metode analisisnya menggunakan software SPSS. Hasil dalam penelitian ini telah menemukan bahwa literasi digital, efikasi diri dan lingkungan berpengaruh terhadap minat berwirausaha mahasiswa generasi z dalam e-busines. Kata Kunci: Berwirausaha E-Busines, Literasi Digital, Efikasi Diri Dan Lingkungan

Pengaruh Pelatihan, Disiplin Kerja dan Lingkungan Kerja Terhadap Kinerja Pegawai Dengan Motivasi Kerja Sebagai Variabel Intervening Pada Rumah Sakit Adam Malik di Medan Yudhistira, Bonar; Ferine, Kiki Farida; Astuti, Desi; Anwar, Yohny
Blantika: Multidisciplinary Journal Vol. 3 No. 11 (2025): Blantika: Multidisciplinary Journal
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/blantika.v3i11.457

Penelitian ini bertujuan untuk menganalisis pengaruh pelatihan, disiplin kerja, dan lingkungan kerja terhadap kinerja pegawai dengan motivasi kerja sebagai variabel intervening pada Rumah Sakit Umum Pusat H. Adam Malik Medan. Penelitian ini menggunakan metode kuantitatif dengan pendekatan asosiatif, penelitian ini melibatkan 100 responden yang diperoleh melalui teknik probability sampling dengan rumus Slovin, serta dianalisis menggunakan statistik deskriptif dan Partial Least Square (Smart-PLS). Hasil penelitian menunjukkan bahwa pelatihan disiplin kerja, dan lingkungan kerja berpengaruh positif dan signifikan terhadap motivasi kerja, sebaliknya terhadap justru pelatihan tidak berpengaruh kepada kinerja melalui motivasi kerja. Pengujian efek mediasi menunjukkan bahwa motivasi kerja memediasi pengaruh disiplin kerja dan lingkungan kerja terhadap kinerja pegawai, namun tidak memediasi pengaruh pelatihan kerja terhadap kinerja. Temuan ini menegaskan pentingnya penguatan disiplin dan penciptaan lingkungan kerja yang kondusif sebagai strategi peningkatan motivasi dan kinerja pegawai di rumah sakit RSUP H. Adam Malik.

THE EFFECT OF COMPETENCE AND CAREER IMPROVEMENT ON PERFORMANCE WITH OCCUPATIONAL HEALTH AND SAFETY AS INTERVENING VARIABLES AT PT PLN (PERSERO) UP3 PEMATANGSIANTAR Hikmaturriza; Mesra B; Muhammad Isa Indrawan; Kiki Farida Ferine
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 3 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i3.3561

This study aims to analyze the effect of competence and career enhancement with occupational health and safety as an intervening variable at PT PLN (Persero) UP3 Pematangsiantar. There is no influence of competence on improving employee careers within PT PLN (Persero) UP3 Pematangsiantar and improving employee health and safety. This study uses a quantitative approach with a survey method. The sample amounted to 130 people consisting of 92 employees scattered in the Customer Service Unit (ULP) and 48 people who were in the Customer Service Unit Office (UP3) Pematang siantar. The data analysis technique uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that there was one hypothesis that was rejected, namely employee competence and career advancement had a positive but insignificant effect on employee performance and occupational health and safety on career advancement through competency improvement and six more hypotheses were accepted. These findings indicate that improving individual competencies is key in career advancement towards performance with OHS as the main objective. Therefore, it is recommended that organizations continue to encourage competency improvement to improve performance so that employee career advancement is also aligned with competency improvement.

ANALYSIS OF ACADEMIC SUPERVISION AND ORGANIZATIONAL CULTURE ON TEACHER PERFORMANCE WITH JOB SATISFACTION AS AN INTERVENTING VARIABLEAT STATE MIDDLE SCHOOL 1 PINTU RIME GAYO, BENER MERIAH REGENCY Sulman; Kiki Farida Ferine; Sri Rahayu
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3669

This research investigates the influence of academic supervision and organizational culture on teacher performance, with job satisfaction as an intervening variable, at SMPN 1 Pintu Rime Gayo, Bener Meriah Regency. A quantitative approach was used with a saturated sample of 64 teachers (civil servants and PPPK). Data was collected through questionnaires, and analyzed using SmartPLS. The results reveal that academic supervision and organizational culture have a direct and significant positive effect on teacher performance and job satisfaction. Job satisfaction also has a direct and significant positive effect on teacher performance. However, job satisfaction does not mediate the relationship between academic supervision and teacher performance, but it does mediate the relationship between organizational culture and teacher performance. The study emphasizes the importance of academic supervision, organizational culture, and job satisfaction in enhancing teacher performance in the studied context.

ANALYSIS OF LEADERSHIP STYLE AND WORK DISCIPLINE ON TEACHER PERFORMANCE THROUGH ORGANIZATIONAL COMMITMENT AT STATE VOCATIONAL SCHOOL 2 BENER MERIAH Ruhdi Muharram Selian; Kiki Farida Ferine; Mesra B
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3670

This research investigates the influence of leadership style and work discipline on teacher performance through organizational commitment at State Vocational School 2 Bener Meriah. A quantitative research method was employed, using a saturated sample of 63 teachers. Data was collected through questionnaires and analyzed using SmartPLS. The findings indicate that leadership style has a positive, but not significant, effect on teacher performance, while work discipline has a positive and significant effect. Both leadership style and work discipline positively and significantly influence organizational commitment, which in turn positively and significantly affects teacher performance. Organizational commitment also mediates the relationship between leadership style, work discipline, and teacher performance. The study suggests that schools should focus on improving leadership, work discipline, and organizational commitment to enhance teacher performance.

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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