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Kiki Farida Ferine

Universitas Pembangunan Panca Budi

Author-ID : 265841

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The Influence of Work Discipline and Teamwork on Employee Performance with Organizational Citizenship Behavior as An Intervening Variable In The Employment BPJS Branch Se-Medan Raya Deliana, Lasmaida Susy; Ferine, Kiki Farida
Neo Journal of economy and social humanities Vol 3 No 2 (2024): Neo Journal of Economy and Social Humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v3i2.206

In this study, the researcher wants to see the direct and indirect influence between the variables of Work Discipline, Teamwork as independent variables with Organizational Citizenship Behavior as intervening variables and Employee Performance as dependent variables. This type of research uses quantitative, this research was conducted at BPJS Ketenagakerjaan Kanwil North Sumatra. The population of this study was 82 employees and the sample used was the entire population using saturated sampling techniques. The data source used is the primary data source and data collection was carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of this study are as follows Work Discipline has a positive and insignificant effect on employee performance with an original sample value of 0.585 and P values 0.218. Work Discipline has a negative and significant effect on Organizational Citizenship with an original sample value of -0.949 and p values 0.000. Teamwork has a negative and insignificant effect on Employee Performance with an original sample value of -0.694 and p values 0.304. Teamwork has a positive and significant effect on Organizational Citizenship with an original sample value of 1.720 and p values of 0.000. Organizational Citizenship has a positive and significant effect on Employee Performance with an original sample value of 1.024 and p values of 0.003. Work Discipline has a negative and significant effect on employee performance through organizational citizenship indirectly with an original sample result of -0.981 and p values of 0.011. Teamwork has a positive and significant effect on employee performance through organizational citizenship indirectly with an original sample result of 1.775 and p values of 0.001.

THE EFFECT OF WORK TRAINING AND WORK ETHIC ON TEACHER PERFORMANCE THROUGH WORK MOTIVATION AT STATE VOCATIONAL HIGH SCHOOL 1 STABAT Murti Khairani Lubis; Kiki Farida Ferine; Yohny Anwar
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 4 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar

This study aims to analyze the effect of job training and work ethic on teacher performance with work motivation as a mediating variable at State Vocational High School (SMK) 1 Stabat. The background of this study stems from the importance of improving the performance of vocational teachers through strengthening training, work ethic, and work motivation. This study uses a quantitative approach with a population of 89 civil servants at SMK Negeri 1 Stabat (civil servants and PPPK), all of whom were used as samples (population research). Data were collected through a Likert scale questionnaire and analyzed using Partial Least Squares (PLS) with SmartPLS. The results show that job training has a positive but insignificant effect on teacher performance, but has a positive and significant effect on work motivation. Work ethic has a positive and significant effect on teacher performance and work motivation. Work motivation also has a positive and significant effect on teacher performance. Indirectly, job training through work motivation does not have a significant effect on teacher performance, while work ethic through work motivation has a positive and significant effect on teacher performance. The R² value of 0.811 for work motivation and 0.862 for teacher performance shows that the model is able to explain a high proportion of variance in both dependent variables. These findings confirm that work ethic and work motivation are key factors in improving teacher performance, while job training plays a greater role in encouraging work motivation than in directly influencing performance.

THE INFLUENCE OF COMPETENCE AND JOB ANALYSIS ON PERFORMANCE WITH CAREER AS AN INTERVENING VARIABLE AT THE OFFICE OF EDUCATION AND CULTURE MEDAN CITY Seriyanti. S; Kiki Farida Ferine; Yohny Anwar
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 1 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar

This study aims to analyze the influence of Competence and Job Analysis on Employee Performance with Career as a mediating variable at the Office of Education and Culture of Medan City. The research method used is a quantitative approach with data collection techniques through the distribution of questionnaires to a number of employees as respondents. Data analysis was performed using Partial Least Square (PLS) through the SmartPLS 3.0 application to test validity, reliability, and relationships between variables in the research model. The results show that Competence has a positive and significant effect on Career and Employee Performance. Job Analysis also has a positive and significant effect on Career and Employee Performance. Furthermore, Career is proven to have a positive and significant effect on Employee Performance. However, the mediation test results show that Career does not significantly mediate the effect of Job Analysis on Performance, while Career significantly mediates the effect of Competence on Employee Performance. Therefore, it can be concluded that improving employee competence and implementing effective job analysis play an important role in enhancing employee performance, with career development becoming a significant intermediary factor in the relationship between competence and performance at the Office of Education and Culture of Medan City.

The Influence of Organizational Culture on Employee Performance With Work Motivation as an Intervening Variable at Bpjs Employment Padang Sidimpuan Branch Office and Pematang Siantar Branch Office MARYANTO PURBA; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.145

Bad human resources will cause an organization to have big or small problems, this will definitely happen if human resources in the organization are low. Human Resources (HR) in general are productive individuals who work as drivers of an organization, both within institutions and companies who function as assets and must be trained and developed. The phenomenon that occurs at BPJS Ketenagakerjaan, Padang Sidimpuan and Pematangsiantar branch offices, each branch has its own problems, but there are similarities between the mistakes of both organizations, namely a poor and toxic organizational culture that reduces employee performance, this culture makes employees less enthusiastic about working. Due to the lack of positive interaction between employees with each other, a culture of indifference also mushrooms in that place. Poor work causes employee performance to decline. This is due to a lack of work motivation and strict arrangements to change a toxic organizational culture into a positive organizational culture. in every job and communication. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with a value of 0.398 and a significant value of 0.000. Organizational culture has a positive and significant effect on work motivation with a value of 0.896 and a significant value of 0.000. Work Motivation has a positive and significant effect on Employee Performance with a value of 0.542 and a significant value of 0.000. Organizational culture has a positive and significant effect on employee performance indirectly through work motivation with a value of 0.485 and a significant value of 0.000.

The Effect of Mutation and Work Environment on Employee Performance With Job Satisfaction as an Intervening Variable in Bpjs Employment Meulaboh Branch, Pematang Siantar Branch and Langsa Branch HAIKAL NURSEHA; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.148

This research aims to see the influence of mutation and work environment on employee performance with job satisfaction as an intervening variable. With quantitative as the type of research, primary as the source and data collection is used by distributing questionnaires and Likert scales, the research population is 60 employees and the sample is also 60 employees because all the sampling techniques used are saturated sampling techniques. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.443 and a p value of 0.000. Work Environment has a positive and significant effect on Job Satisfaction with an original sample value of 0.461 and a p value of 0.001. The work environment has a positive and significant effect on employee performance with an original sample value of 0.275 and a p value of 0.021. Mutations have a positive and significant effect on Job Satisfaction with a value of 0.443 and a p value of 0.002. Mutations have a positive and significant effect on employee performance with an original sample value of 0.239 and a p value of 0.032. The work environment influences employee performance indirectly through job satisfaction positively and significantly with an original sample value of 0.204 and a p value of 0.014. Mutations influence employee performance indirectly through job satisfaction with an original sample value of 0.196 and a p value of 0.010

The Effect Of Work Engagement And Income Satisfaction To The Work Competence Of Employees With Satisfaction Work As An Intervening Variable In The Office Binjai City Regional Secretariat Andi Affandi; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.149

The aim of this research is to determine and analyze the influence of Job Involvement and Income Satisfaction on Job Competence which is mediated by Job Satisfaction at the Binjai City Regional Secretariat Office. This research was carried out at the Binjai City Regional Secretariat Office. The type of research is associative quantitative. The sample in this study was 24 employees with ASN and honorary status in the General Section of the Binjai City Regional Secretariat Office. The sampling technique in this research uses a saturated sample, where the entire population will be sampled in this research, 24 people. The research results show that Job Involvement has a significant influence on Job Competence as shown by the T-Statistic value of 10,633 > 1.96 and the P Value of 0.000 < 0.05. On the influence of Income Satisfaction on employee work competence, the T-Statistic data obtained was 6,260 > 1.96 and the P-Value value was 0.000 < 0.05 or there was an influence of Income Satisfaction on Work Competence. Work Engagement has a significant effect on Employee Job Satisfaction with a T-Statistic value of 15,172 > 1.96 with a P-Value value of 0.001 < 0.05. Income satisfaction has a significant effect on employee job satisfaction. This can be seen from the results of the T-Statistic value of 9,523 > 1.96 with a P-Value value of 0.000 < 0.05. On the influence of Job Satisfaction on Job Competence, the T-Statistic value is 1,060 < 1.96 with a P-Value of 0.290 > 0.05, which means that Job Satisfaction has no significant effect on the Job Competence of the Binjai City Regional Secretariat Office. In the indirect effect, the results show that Job Satisfaction has a role as an intervention variable in explaining the relationship between Income Satisfaction and Job Competence. This shows that improvements in Income Satisfaction can increase Job Satisfaction, which ultimately contributes to increasing Work Competence at the Binjai City Regional Secretariat Office.

The effect of public services, motivation and income on employee performance through job satisfaction At the binjai city BPKPAD Office Andi Antorio Ginting; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.150

The purpose of this study is to find out and analyze the influence of Public Services, Motivation and Income on Performance mediated by Job Satisfaction at the BPKPAD Office of Binjai City. This research was carried out at the BPKPAD Office of Binjai City. The type of research is quantitative associative. The population in this study is 190 employees with ASN and honorary status in the General Section of the BPKPAD Office in Binjai City. The sampling technique in this study uses the slovin technique which is as many as 129 people. The results of the study show that Public Services have a significant influence on Performance as shown by the T-Statistic value of 10,702 > 1.96 and the P Value of 0.000 < 0.05. The influence of Motivation on performance is shown by a T-Statistic value of 3,209 > 1.96 and a P Value of 0.001 < 0.05 which shows that there is an influence between motivation and employee performance. In the effect of Income on Employee Performance, data on the T-Statistical value was obtained from 3,057 > 1.96 and a P-Value value of 0.001 < 0.05 or there was an effect of Income on Performance. Public Services had a significant effect on Employee Job Satisfaction with a T-Statistic value of 2,393 > 1.96 with a P-Value of 0.031 < 0.05. Motivation has a significant effect on Employee Job Satisfaction. This can be seen from the results of the T-Statistic value of 15,735 > 1.96 with a P-Value of 0.000 < 0.05. On the effect of Income on Job Satisfaction, a T-Statistic value of 4,302 < 1.96 was obtained with a P-Value of 0.000 > 0.05 which means that Income has a significant effect on the Job Satisfaction of Employees of the BPKPAD Office in Binjai City. In the indirect influence of the results, the results show that Job Satisfaction does not have a role as an intervention variable in explaining the relationship between Public Service, Motivation and Income on Performance. This shows that improvements in Public Services, Motivation and Income cannot increase Job Satisfaction, which in the end will not contribute to improving Performance at the BPKPAD Office of Binjai City.

The Influence of Transformational Leadership on Performance Employees With Affective Commitment as a Variable Mediation at the Binjai City Inspectorate Officethe Influence of Transformational Leadership on Performance Employees With Affective Commitment a EDY PIMANTA TARIGAN; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.152

The purpose of this research is to determine and analyze the influence of Transformational Leadership on Employee Performance which is mediated by Affective Commitment in Binjai City Inspectorate Office Employees. This research was carried out at the Binjai City Inspectorate Office. The type of research is associative quantitative. The sample in this study was 60 employees of the Binjai City Inspectorate Office. The sampling technique in this research uses saturated samples so that the entire population will be a sample of 60 people. The research results show that Transformational Leadership has a significant influence on Employee Performance as shown by the T-Statistic value of 3.013 > 1.96 and the P Value of 0.003 < 0.05. On the influence of Transformational Leadership on Affective Commitment, the T-Statistic data obtained was 0.650 < 1.96 and the P-Value was 0.516 > 0.05 or there was no influence of Transformational Leadership on Affective Commitment. Affective Commitment has a significant effect on Employee Performance with a T-Statistic value of 6,322 > 1.96 with a P-Value of 0.000 < 0.05. In terms of indirect influence, the results show that Affective Commitment does not have a role as an intervening variable that will explain the relationship between Transformational Leadership and the Performance of Binjai City Inspectorate Office Employees. This shows that improvements in Transformational Leadership cannot increase Affective Commitment, which in turn cannot contribute to improving the performance of Binjai City Inspectorate Office Employees at the Binjai City Inspectorate Office.

The Effect of Work Flexibility on Employee Performance With Organizational Culture as a Mediation Variable at the Kutambaru Sub-district Office Irwansyah; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.155

The purpose of this study is to find out and analyze the influence of Work Flexibility on Employee Performance mediated by Organizational Culture on Employees of the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is quantitative associative. The sample in this study is 15 employees of the Kutambaru District Office. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 15 people. The results of the study show that Work Flexibility does not have a significant influence on Employee Performance as shown by the T-Statistic value of 0.357 < 1.96 and the P Value of 0.721 > 0.05. In the effect of Work Flexibility on Organizational Culture, data on T-Statistics values were obtained from 2.594 > 1.96 and P-Value values of 0.010 < 0.05 or there was an influence of Work Flexibility on Organizational Culture. Organizational Culture has a significant effect on Employee Performance with a T-Statistic value of 2,459 > 1.96 with a P-Value of 0.014 < 0.05. In the indirect influence, the results show that Organizational Culture has a role as an intervening variable in explaining the relationship between Work Flexibility and Employee Performance of Kutambaru District Office. This shows that improvements in Work Flexibility can improve Organizational Culture, which ultimately contributes to improving the Performance of Employees of Kutambaru District Office.

The Influence of Democratic Leadership on Employee Performance With Psychological Empowerment as a Mediation Variable in the Women's Empowerment Office, the Protection of Children and Community (Dp3am) Binjai City Muhammad Arif Pohan; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.160

The purpose of this study is to find out and analyze the influence of Democratic Leadership on Employee Performance mediated by Psychological Empowerment in Employees of the Women's Empowerment, Child Protection and Community Service (DP3AM) of Binjai City. This research was carried out at the Women's Empowerment, Child Protection and Community Protection Office (DP3AM) of Binjai City. The type of research is quantitative associative. The sample in this study is 61 employees of the Women's Empowerment, Child Protection and Community Service (DP3AM) of Binjai City. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 61 people. The results of the study show that Democratic Leadership has a significant influence on Employee Performance as shown by a T-Statistic value of 9,023 > 1.96 and a P Value of 0.001 < 0.05. In the influence of Democratic Leadership on Psychological Empowerment, data obtained T-Statistical values were obtained from 10,966 > 1.96 and P-Value values of 0.000 < 0.05 or no influence of Democratic Leadership on Psychological Empowerment. Psychological Empowerment has a significant effect on Employee Performance with a T-Statistic value of 16,939 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Psychological Empowerment also has a role as an intervening variable that will explain the relationship between Democratic Leadership and the Performance of Employees of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City. This shows that improvements in Democratic Leadership will be able to increase Psychological Empowerment, which in turn can also contribute to improving the Performance of Employees of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City.

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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