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Kiki Farida Ferine

Universitas Pembangunan Panca Budi

Author-ID : 265841

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The Effect of Work Ability and Professionalism on Employee Performance Through Additional Income at the Binjai City Tourism Office Wira Juwita; 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.v2i2.161

The purpose of this study is to find out and analyze the influence of Work Ability and Professionalism on Employee Performance mediated by Additional Income at the Binjai City Tourism Office. This research was carried out at the Binjai City Tourism Office. The type of research is quantitative associative. The sample in this study is 38 employees with ASN and honorary status at the Binjai City Tourism 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 38 people. The results of the study show that Employability has a significant influence on Employee Performance as shown by a T-Statistic value of 7,311 > 1.96 and a P Value of 0.000 < 0.05. In the effect of Professionalism on Employee Performance, the T-Statistical value data was obtained from 5,570 > 1.96 and the P-Value value was 0.000 < 0.05 or there was an influence of Professionalism on Employee Performance. Workability has a significant effect on Employee Additional Income with a T-Statistic value of 2,401 > 1.96 with a P-Value of 0.002 < 0.05. Professionalism has no effect on Employee Additional Income. This can be seen from the results of the T-Statistic value of 0.668 < 1.96 with a P-Value of 0.548 > 0.05. In the effect of Additional Income on Employee Performance, a T-Statistic value of 3,701 > 1.96 was obtained with a P-Value of 0.009 < 0.05 which means that Additional Income has a significant effect on the Performance of Employees of the Binjai City Tourism Office. In the indirect influence, the results show that Additional Income does not have a role as an intervention variable in explaining the relationship between Work Ability and Professionalism on Employee Performance. This shows that improvements in Workability and Professionalism cannot increase Additional Income, which ultimately does not contribute to the improvement of the Performance of Employees of the Binjai City Tourism Office.Top of Form

The Effect of Competence on Performance With Training as an Intervening Variable in Regional Apparatus North Sumatra Province Neny Prestiany; 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.v2i2.164

The purpose of this study is to find out and analyze the influence of Competency on Employee Performance mediated by Training for Employees of the North Sumatra Human Resources Development Agency. This research was carried out at the North Sumatra Human Resources Development Agency. The type of research is quantitative associative. The sample in this study is 107 employees of the North Sumatra Human Resources Development Agency. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 107 people. The results of the study show that Competence has a significant influence on Employee Performance as shown by a T-Statistic value of 4,572 > 1.96 and a P Value of 0.000 < 0.05. In the effect of Competency on Training, data on T-Statistical values were obtained from 1,180 < 1.96 and P-Value values of 0.238 > 0.05 or no effect of Competence on Training. Training had a significant effect on Employee Performance with a T-Statistic value of 2,190 > 1.96 with a P-Value of 0.029 < 0.05. In the indirect influence, the results show that training does not have a role as an intervening variable that will explain the relationship between Competency and Employee Performance of Employees of the North Sumatra Human Resources Development Agency. This shows that improvements in Competencies will not be able to improve Training, which in the end will also not be able to contribute to improving the Performance of Employees of the North Sumatra Human Resources Development Agency.

The Influence of Leadership, Supervision And Work Discipline on Teacher Performance at Talitakum Medan Private Junior High School Elsa Gultom; Yohny Anwar; 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.v2i2.171

This research was conducted at Talitakum Private Junior High School in Medan with the aim of finding out how much the influence of Leadership, Supervision and Work Discipline partially and simultaneously on teacher performance. The population in this study is all employees of Talitakum Medan Private Junior High School totaling 34 people with independent variables of Leadership, Supervision and Work Discipline while teacher performance is the dependent variable. The method used is a data analysis method using multiple linear regression analysis techniques, classical assumption tests and hypothesis tests. The results of the regression test showed that 58.6% of performance factors could be explained by leadership, supervision and work discipline while the remaining 41.4% were explained by other factors that were not examined in this study such as work motivation, position, intensive, training and so on. Meanwhile, the results of the f test showed that simultaneously leadership, supervision and work discipline together had a significant effect on teacher performance with the results of the tcount analysis (28,229) where the table was 2,922. The results of the T test showed that the leadership variable showed the results of the tcount analysis (2,376), the supervision variable showed the results of the tcount analysis (3,935) and the work discipline variable showed the results of the tcount analysis (3,611) where the ttable (1,690). So these three variables have a significant effect on the performance of teachers at Talitakum Private Junior High School in Medan.

The Effect of Motivation and Career Development on Employee Job Satisfaction of PT. Pawn (Persero) Regional Office I Medan Karishdian Zulkarnain; 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.v2i2.187

Employee job satisfaction is one of the important aspects in every company. Employee job satisfaction occurs because of the motivation in employees in carrying out all their work. And also because of the career development opportunities offered by the company. This study aims to analyze and get answers whether the variables of motivation and career development have a partial and simultaneous effect on the job satisfaction of employees of PT. Pegadaian (Persero). This approach uses a quantitative approach with a total of 30 respondents. Testing was carried out using SPSS ver 29. The results showed that motivation (X1) had a positive and significant effect on job satisfaction (Y) while career development (X2) had no positive and significant effect on job satisfaction (Y). However, motivation (X1) and career development (X2) have a simultaneous effect on job satisfaction (Y)

The Influence of Leadership Style on Employee Performance with Organizational Strategy as an Intervening Variable in Bpjs Employment Northern Sumatra Regional Office Ginta Fernandes 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.v2i2.194

This study was conducted to see the Influence of Leadership Style on Employee Performance with Organizational Strategy as an Intervening Variable. By using the type of quantitative research, primary data sources and data collection by conducting questionnaires and sharing them with responses, the population of this study is 80 employees and the sample used is also 80 respondents using the saturated sample technique as the sample technique, this research model uses analysis methods. The results of this study are as follows: Leadership Style has a positive and non-significant effect with a value of 0.053 and a significant value of 0.172 > 0.05 on. BPJS Employment Sumbagut Regional Office. Leadership style had a positive and significant effect on Organizational Strategy with a value of 0.785 and a significant value of 0.000 < 0.05 on. BPJS Employment Sumbagut Regional Office. Organizational Strategy has a positive and significant effect on Employee Performance with a value of 0.898 and a significant 0.000 < 0.05 at. BPJS Employment Sumbagut Regional Office. Leadership Style has an indirect effect on Employee Performance positively and significantly through Organizational Strategy with a value of 0.705 and a significant 0.000 < 0.05 at. BPJS Employment Sumbagut Regional Office.

The Influence of Motivation, Communication and Work Culture on Employee Performance at PT. Plantation Nusantara IV Medan Farhan Azmi; Muhammad Toyib Daulay; 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.v2i2.196

This study aims to find out whether motivation, communication and work culture affect employee performance. The data analysis technique used in this study is an associative research method with the help of the SPSS version 20 application program. This study uses multiple linear regression analysis. The sample used in this study amounted to 34 respondents. The data used in this study is using primary data obtained from the results of the questionnaire distributed to the respondents. The results of the study show that motivation has a positive and partially significant effect on employee performance at PT. Nusantara IV Plantation Medan. Communication has no effect and is not partially significant on employee performance at PT. Nusantara IV Plantation Medan. Work culture has a positive and partially significant effect on employee performance at PT. Nusantara IV Plantation Medan. Motivation, communication and work culture simultaneously have a positive and significant effect on employee performance at PT. Nusantara IV Plantation Medan.

The Effect of Organizational Commitment and Organizational Culture on Employee Performance Through Employee Job Satisfaction as An Intervening Variable (Study on BPJS Employment in the Greater Aceh Region) Kurniadi; 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.v2i2.197

This study was conducted to determine the influence of organizational commitment and organizational culture on employee performance through employee job satisfaction as an intervening variable. With the type of quantitative research used, the primary data source used to collect data by distributing questionnaires, populsion of 107 employees and a sample of 107 employees and the saturated sample technique used, the model of this research is a phat analysis, the results of this study are as follows: Organizational Culture has a positive and significant effect on Job Satisfaction with a sample size of 0.687 and p values of 0.000. Organizational Culture had a positive and significant effect on Performance with the original sample value of 0.370 and p values of 0.003. Job Satisfaction had a positive and significant effect on Performance with the original sample value of 0.338 and p values of 0.002. Organizational Commitment had a positive and significant effect on Job Satisfaction with the original sample value of 0.237 and P values of 0.001. Organizational commitment had a positive and significant effect on the performance with the original sample value of 0.198 and P values of 0.014. Organizational Culture has a positive and significant indirect effect on Performance through Job Satisfaction with the original sample value of 0.232 and P values of 0.002. Organizational Commitment has a positive and significant indirect effect on Performance through Job Satisfaction with an original sample value of 0.800 and P values of 0.014.

The Influence of Leadership Style and Employee Retention on Job Satisfaction with Organizational Citizenship Behavior as a Moderation Tool at PT Pelindo Multi Terminal Branch Lhokseumawe Taufik Rahmat Nasution; Yohny Anwar; Kiki Farida Ferine
Journal of Research in Social Science and Humanities Vol 6, No 1 (2026)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v6i1.575

This study aims to analyze the influence of leadership style and employee retention on job satisfaction with Organizational Citizenship Behavior (OCB) as a moderation variable at PT Pelindo Multi Terminal Branch Lhokseumawe. The approach used is quantitative associative research. The population in this study is all employees of PT Pelindo Multi Terminal Branch Lhokseumawe which totals 40 people, with sampling techniques using saturated sampling. Data was collected through questionnaires and analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of SmartPLS. The results of the measurement model test showed that all research indicators met the criteria of validity and reliability. The structural model has strong predictive capabilities, which is indicated by the R² values of job satisfaction and OCB in the high category, as well as the values of Q² and Goodness of Fit (GoF) which indicate that the model has excellent feasibility and predictability. The results of the direct relationship test showed that leadership style and employee retention had an effect on OCB, but both had not a direct effect on employee job satisfaction. In addition, OCB has also not had a direct effect on job satisfaction. Testing the effect of moderation showed that OCB was unable to moderate the relationship between leadership style and employee retention and job satisfaction.

Pengaruh Budaya Organisasi dan Disiplin Kerja Terhadap Kepemimpinan pada PT Matoga Cipta Indonesia Kabupaten Deli Serdang Mutiah Dwi Arisa; Kiki Farida Ferine; Teguh Wahyono
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 6 No. 2 (2026): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien)
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v6i2.2578

This study aims to analyze the influence of organizational culture and work discipline on leadership at PT Matoga Cipta Indonesia. The research employed a quantitative approach with a population and sample consisting of 40 employees. Data analysis was conducted using validity and reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination. The results show that organizational culture has a positive and significant effect on leadership, as indicated by a t-value of 4.086, which is greater than the t-table value of 2.021, and a signifi cance value of 0.000 < 0.05. Work discipline also has a positive and significant effect on leadership, with a t-value of 2.281, exceeding the t-table value of 2.021, and a significance value of 0.028 < 0.05. Simultaneously, both variables significantly influence leadership, as shown by an F-value of 15.506, which is higher than the F-table value of 3.25, and a significance value of 0.000 < 0.05. This study concludes that effective leadership is influenced by strong organizational culture and good work discipline. Therefore, the company should maintain a positive family-oriented culture while enhancing professionalism and work discipline to maximize leadership effectiveness.

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. 2 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20280736

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 the study departs from the importance of improving vocational teacher performance through strengthening training, work ethic, and work motivation. This study uses a quantitative approach with a population of all ASN at SMK Negeri 1 Stabat totaling 89 people (PNS and PPPK), all of whom are used as samples (population research). Data were collected through a Likert scale questionnaire and analyzed using Partial Least Squares (PLS) with SmartPLS. The results showed that job training had a positive but insignificant effect on teacher performance, but a positive and significant effect on work motivation. Work ethic had a positive and significant effect on teacher performance and work motivation. Work motivation also had a positive and significant effect on teacher performance. Indirectly, job training through work motivation did not have a significant effect on teacher performance, while work ethic through work motivation had a positive and significant effect on teacher performance. The R² values of 0.811 for work motivation and 0.862 for teacher performance indicate that the model is able to explain a high proportion of the variance in both dependent variables. This finding confirms that work ethic and work motivation are key factors in improving teacher performance, while on-the-job training plays a greater role in boosting work motivation than directly influencing 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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