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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
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

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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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Abstract

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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Abstract

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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Abstract

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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Abstract

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.
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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Abstract

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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Abstract

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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Abstract

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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Abstract

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

Abstract

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

Abstract

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
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