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Kiki Farida Ferine
Universitas Pembangunan Panca Budi
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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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

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

Abstract

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.
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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.161

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.164

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.171

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.187

Abstract

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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.194

Abstract

       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): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.196

Abstract

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.
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