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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) Journal of Research in Social Science and Humanities 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 Jurnal Multidisiplin Indonesia Commodities, Journal of Economic and Business Proceeding of International Conference on Humanity Education and Society Asian Journal of Management, Entrepreneurship and Social Science International Journal of Society and Law International Journal of Management, Economic and Accounting
Kiki Farida Ferine
Universitas Pembangunan Panca Budi
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From Manual to Digital: An Innovation in The Performance Appraisal System of Medan City Government Employees Kiki Farida Ferine; Rikha Murliasari; Arif Saefudin; Fahruddin Fahruddin
Asian Journal of Management, Entrepreneurship and Social Science Vol. 4 No. 02 (2024): May, Asian Journal of Management Entrepreneurship and Social Science ( AJMESC
Publisher : Cita Konsultindo Research Center

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Abstract

This research aims to focus on analysing how website-based SKP in Medan City to form Smart ASN is carried out. The method used is a qualitative method with a case study approach. The data collection techniques include in-depth interviews, direct observation or observation, and documentation. Researchers used interactive model analysis as an analysis technique in this study. Data analysis begins with reviewing all available data from various sources. After reviewing, the next step is data reduction, unit arrangement, categorisation, and data interpretation. Data presentation was done with narrative text and pictures. The last stage is conclusion drawing or verification, where researchers express conclusions from the data obtained during the data collection. The results showed that the Medan City Government had encouraged organisational success through professional ASN HR performance management. One method is a measurable employee performance appraisal system using a website-based online SKP management system. The Medan City Government's working mechanism follows the Agile work scale concept. ASN core values become a strong foundation for strengthening work culture and become a guide in implementing ASN performance management to support the implementation of e-government towards Smart ASN. Smart ASN is a digital talent and leader supporting bureaucratic transformation in Indonesia. On the other hand, there are weaknesses when giving assessments to ASN by other ASN colleagues that are often not realised, namely the existence of a culture of reluctance in giving assessments. As a recommendation, coordination with the central government can overcome the overlapping management systems implemented to make it easier for ASNs to achieve their performance targets
The Effect Of Widyaiswara Functional Position Formation On Motivation, Work Discipline, And Performance Of Widyaiswara Functional Officials At Medan Religious Training Center Yusri Thamrin; Kiki Farida Ferine
International Journal Of Humanities Education and Social Sciences (IJHESS) Vol 3 No 4 (2024): IJHESS FEBRUARY 2024
Publisher : CV. AFDIFAL MAJU BERKAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55227/ijhess.v3i4.891

Abstract

Human resources play a very important role in determining the progress of a country. Even though the country has abundant natural resources, if they are not supported or supported by quality human resources, the country will not be able to progress. The type of research used was associative quantitative. This research was carried out at the Medan Religious Education and Training Center office, the research population was 31 employees and the sampling technique used was a saturated sampling technique because it counted the entire population as a sample, the data collection used was distributing questionnaires, research models This is an analysis process with measuring tools using Smart PLS version 3.3.3. The results of this research are as follows: Formation has a negative and insignificant effect on the Widyaiswara Discipline of the Medan Religious Education and Training Center. Formation has a positive and significant effect on the performance of the Medan Religious Education and Training Center Widyaiswara. Formation has a positive and significant effect on the motivation of the Medan Religious Education and Training Center Widyaiswara.
E-Commerce Implementation Training Provides Business Opportunities for the Young Generation in Medan Johor District Juniarti, Juniarti; Ferine, Kiki Farida; Batubara, Soulthan Saladin
International Conference on Sciences Development and Technology The 3rd ICoSDTech 2023
Publisher : International Conference on Sciences Development and Technology

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Abstract

Following the COVID-19 outbreak, using technology to run a business has become essential for all business actors. increased economic expansion along with the arrival of the "digitalization 5.0" era. In the age of digitization, traditional in-person sales must give way to online sales through a variety of e-commerce platforms and marketplaces. The goal of this community service programme is to use e-commerce to improve knowledge and skills. The Medan Johor District Government and community service teams from the surrounding area are among the several stakeholders involved in this endeavour. This time, the service activities include: building strong customer communication and customer commitment applied in the selected firm; teaching e-commerce-based business skills in accordance with motivational direction acquired; and aiming to expand the knowledge of entrepreneurs. The purpose of these activities is to help district inhabitants in Medan, Johor, satisfy their financial demands by increasing their living income.
DETERMINAN TURNOVER INTENTION DI MEDIASI KEPUASAN KERJA PADA PT. LANGTUHUT KARYA MEDAN Tiara, Wica; Ferine, Kiki Farida; Alfahmi, Muhammad
International Conference on Humanity Education and Society (ICHES) Vol. 3 No. 1 (2024): Third International Conference on Humanity Education and Society (ICHES)
Publisher : FORPIM PTKIS ZONA TAPAL KUDA

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Abstract

This study analyzes the influence of human resource development (HRD), organizational commitment, and job satisfaction on turnover intention at PT. Langtuhut Karya Medan, with job satisfaction as a mediator. The results show that HRD significantly affects job satisfaction, but it also positively contributes to turnover intention. In contrast, organizational commitment and job satisfaction have a significant negative relationship with turnover intention, indicating that increasing both can reduce employees' intention to leave. Furthermore, job satisfaction proves to be a significant mediator between HRD and turnover intention, as well as between organizational commitment and turnover intention. Based on these findings, the study suggests that the company should focus on improving job satisfaction, clarifying career development paths, and strengthening organizational commitment by enhancing employee welfare and providing appropriate rewards. Future research is recommended to explore additional variables such as work-life balance, transformational leadership, and organizational culture for deeper insights.
The Role of Motivation in Moderating the Influence of Organizational Culture and Work Discipline on Performance Employees at The Employment BPJS Se-Medan Raya Afif, Muhammad Faruq; Ferine, Kiki Farida
Best Journal of Administration and Management Vol 3 No 2 (2024): Best Journal of Administration and Management
Publisher : International Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/bejam.v3i2.211

Abstract

This study aims to look at the role of motivation in moderating the influence of organizational culture and work discipline on employee performance at BPJS Ketenagakerjaan Se- Medan Raya. This type of research uses qualitative methods, this research was conducted at the BPJS Employment Branch Office in Greater Medan, the population used was 80 employees consisting of 20 personnel from Medan City, 20 personnel from North Medan, 20 personnel from Tanjung Morawa and 20 personnel from Binjai. The sample used is all the population of 80 employees with saturated samples being the sample technique. The data source used is primary data source and data collection by distributing questionnaires. This research model uses phat analysis and the measuring tool is the smart PLS version 3.3.3 application. The results of this study are as follows: Organizational culture has a positive and insignificant effect on employee performance with an original sample value of 0.042 and P values of 0.910. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.875 and p values of 0.000. Work discipline has a positive and insignificant effect on employee performance with an original sample value of 0.042 and p values of 0.851. Work discipline has a negative and significant effect on work motivation with an original sample value of -0.347 and p values of 0.000. Work motivation has a positive and significant effect on employee performance with an original sample value of 0.730 and p values of 0.000. Organizational culture has a positive and significant effect on employee performance through work motivation indirectly with original sample results of 0.634 and p values of 0.000. Work discipline has a negative and significant effect on employee performance through work motivation indirectly with an original sample value of -0.209 and p values of 0.006.
Analisis Pengaruh Pengembangan Sumber Daya Manusia dan Komitmen Organisasi terhadap Turnover Intention melalui Kepuasan Kerja Tiara, Wica; Ferine, Kiki Farida; Alfahmi, Muhammad
Commodities, Journal of Economic and Business Vol 5 No 3 (2025): January 2025
Publisher : FKDP (Forum Komunikasi Dosen Peneliti)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59689/commo.v5i3.1107

Abstract

This study analyzes the influence of human resource development (HRD), organizational commitment, and job satisfaction on turnover intention at PT. Langtuhut Karya Medan, with job satisfaction as a mediator. The results show that HRD significantly affects job satisfaction, but it also positively contributes to turnover intention. In contrast, organizational commitment and job satisfaction have a significant negative relationship with turnover intention, indicating that increasing both can reduce employees' intention to leave. Furthermore, job satisfaction proves to be a significant mediator between HRD and turnover intention, as well as between organizational commitment and turnover intention. Based on these findings, the study suggests that the company should focus on improving job satisfaction, clarifying career development paths, and strengthening organizational commitment by enhancing employee welfare and providing appropriate rewards. Future research is recommended to explore additional variables such as work-life balance, transformational leadership, and organizational culture for deeper insights. Keywords: Human Resource Development, Organizational Commitment, Turnover Intention, Job Satisfaction, Pt Langtuhut Karya Medan.
Analysis Of The Influence Of Work Experience And Organisational Climate On Employee Performance, With Performance Benefits As An Intervening Variable In The Office Of Customs And Excise Supervision And Services Rahmat Hidayat; Isa Indrawan; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 1 (2024): April 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i1.89

Abstract

The research was conducted to see the influence of work experience and organizational climate on employee performance with performance allowances as an intervening variable at the Medan City Customs and Excise Supervision and Service Office. This research used a quantitative type of research. This research was carried out at the location where the research was carried out at the Medan City Customs and Excise Supervision and Service Office. The population used was 131 employees and the sampling technique used was the Slovin technique so that the sample used was 99 employees, the data collection technique used was questionnaire distribution, the research model used was analysis method and the measuring instrument used the Smart PLS version 3.0. The results of this research are as follows: Organizational climate has a positive and significant effect on employee performance with an original sample value of 0.568 and a p value of 0.000. Organizational climate has a positive and significant effect on performance allowances with a sample value of 0.792 and a p value of 0.000. Work Experience has a positive and insignificant effect on Employee Performance with an original sample value of 0.123 and a p value of 0.062. Work Experience has a positive and insignificant effect on Performance allowances with an original sample value of 0.154 and a p value of 0.093. Performance allowances have a positive and significant effect on employee performance with an original sample value of 0.295 and a p value of 0.001. Organizational climate has a positive and significant effect on employee performance through performance allowances with an original sample value of 0.234 and a p value of 0.002. Work Experience has a positive and insignificant effect on Employee Performance through performance allowances with an original sample value of 0.045 and a p value of 0.175.
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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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.
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 Akbar, Yusmardi 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 Damanik, Afridayani Dameika Tambunan Debby Nur Malawati Dedy Eko Widianto Dedy Purnama 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 Fatra, Rayfo Fioletta Papilaya Firmansyah 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 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 Isa Indrawan Muhammad Saffath Salsibi Muhammad Toyib Daulay Muhammad Toyib Daulay Muharmi, Yulya Murliasari, Rikha Murti Khairani Lubis Musran Munizu Nadratul Firda Nadriati, Sri Najdah Thalib Nasution, Fitra Arlina Nasution, Taufik Rahmat 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 Richardo, Topan Rico Nur Ilham Rika Mustika Tarigan Rina Hartaci Nasution Rini Andriani Roslina Ruhdi Muharram Selian Rukaiyah Said Aldi Sari Humaira Sarma Niasti Saragih Satria Wibawa Wahyadyatmika Septy Wanna Masayu Shandy Evanda Santayana Siagian, Ramoti Reinhard Iqnatius Silvy Sondari Gadzali Siti Aisyah Siregar Sri Rahayu SRI RAHAYU Sri Wahyuni G. Singa 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