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Supar Wasesa
Universitas Islam Sumatera Utara
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Pengaruh Kepemimpinan, Komitmen dan Motivasi Terhadap Kinerja Dosen Universitas Rayu Sri Wahyuni; Budhi Atmadi; Masniarty Siagian; Nanda Destilan Sepada Harahap; Lilis Marini Elsera Tambunan; Musmuliadi; Eddi Suprayitno; Supar Wasesa; Efendy Sadly
Journal of Trends Economics and Accounting Research Vol 4 No 2 (2023): December 2023
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/jtear.v4i2.1058

Abstract

This research aims to determine the influence of leadership, commitment and motivation on lecturer performance at Medan Microskills University, both simultaneously and partially. This research uses a population, where the subjects of this research are 40 permanent lecturers at Medan Mikroskil University. The analysis used to test this research hypothesis is multiple linear regression analysis. Based on the research results of the First Hypothesis, Leadership and Motivation partially have a significant effect on the performance of Lecturers at Mikroskil University Medan, while commitment has no effect on Lecturer Performance at Mikroskil University Medan. Simultaneously, leadership, commitment and motivation have a significant effect on lecturer performance at Medan Mikroskil University. The Adjusted R Square value of 77.6% means that Lecturer Performance can still be explained by Leadership Quality, Commitment and Motivation. Meanwhile, the remaining 22.4% was influenced by other variables not examined in this research.
Pengaruh Etos Kerja, Disiplin Kerja Dan Pengembangan Karir Terhadap Prestasi Kerja Pegawai BAPPEDA Nur Annisa; Bobby Fahreza; Juli Gusnawita Sitepu; Wanny Septiani Wicaksini; Veronik Margaretta Silitonga; Supar Wasesa
TIN: Terapan Informatika Nusantara Vol 3 No 12 (2023): May 2023
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/tin.v3i12.4139

Abstract

Human resources in an organization are very important where human resources are needed in an organization for the progress of the organization. Employees are one of the components that determine the success of work activities within the organization. Serious attention must always be given to managing human resources, in this case employees. Work performance is the result of work that a person has achieved from their work behavior in carrying out work activities. In line with the development of the times and technology, one of the government agencies, namely the Regional Development Planning Agency (BAPPEDA), East Aceh Regency, has long started making changes in implementing administration, work mechanisms and services with the aim of ensuring that the agency is able to maintain work performance. However , a phenomenon that often occurs in BAPPEDA East Aceh Regency is the low work performance of employees which causes the administrative service process to be slow and many problems often arise. The decline in employee work performance is due to the lack of employee work discipline. Another problem is the work ethic which is still lacking. low level can be seen from a lack of optimizing one's potential, lack of cooperation between employees, lack of optimizing the time given, lack of friendliness, lack of discipline in work, etc. Work discipline is the real practice of employees regarding the rules contained in an organization. An employee's career is a series of activities or behavior related to an employee's experience and work activities from the time he joins an organization/company as a new employee until the employee retires/is laid off or dies. To improve the work performance of the Regional Development Planning Agency (Bappeda) of East Aceh Regency for each employee, this cannot be separated from the work ethic, work discipline and career development that these employees believe in. Employee discipline is one of the things that greatly influences the the level of work performance of an employee himself. Career development is the process of increasing a person's work abilities which encourages an increase in work performance in order to achieve the desired career. Career development activities are supported by the agency, so the agency expects feedback from employees, namely in the form of work performance. Work ethic has a positive and significant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Work discipline has a negative and insignificant effect on the work performance of employees at the Regional Development Planning Agency (Bappeda East Aceh Regency). Career development has a positive and significant effect on employee work performance at the Regional Development Planning Agency (Bappeda, East Aceh Regency). Work ethic, work discipline and career development on employee work performance at the Regional Development Planning Agency (Bappeda East Aceh Regency).
Pengaruh Komunikasi Interpersonal, Pelatihan, dan Sikap Kerja Terhadap Kinerja Pegawai Wanda Frenawan; Anderson Juang Situmorang; Asriani Hutabarat; Anggiat Aloysius Sinaga; Friska Rumondong Hutagalung; Supar Wasesa; Safrida Safrida; T. Ahmad Helmi; Sri Rahayu; Neni Sri Wahyuni
TIN: Terapan Informatika Nusantara Vol 4 No 4 (2023): September 2023
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/tin.v4i4.4365

Abstract

This study aims to determine the effect of interpersonal communication on employee performance in the work environment of the East Aceh District National Land Agency with 29 employee respondents. This type of research is field-based using a quantitative approach. In this study the authors used a quantitative and associative approach. Data collection techniques in this study used library study techniques and questionnaire techniques. The results showed: 1) Interpersonal communication has a positive and significant effect on employee performance. This is evidenced by the coefficient value tcount<ttable, which is 3.490<1.703 at 0.002<0.05 significant. It is concluded that hypothesis H is rejected and H1 is accepted. 2) Training has a positive and significant effect on employee performance. This is evidenced by the coefficient value of tcount>ttable, which is 3.769>1.703 at a significant 0.001<0.05. It can be concluded that hypothesis H is rejected and H1 is accepted. 3) work attitude has a positive but not significant effect on employee performance. This is evidenced by the value of the coefficient tcount>ttable, which is 0.004<1.703 at a significant 0.960>0.05. which concluded that the research hypothesis H3 was rejected and H0 was accepted. 4) Simultaneously interpersonal communication, job training and work attitudes have a positive effect on improving employee performance. Which is based on the results of the study using the F test (simultaneous test) with a significant value of α 0.000 <0.05 and the value of Fcount > Ftable (68.382> 3.35). The magnitude of the coefficient of determination (R Square) is R Square 0.878 or equal to 87.8%. This figure implies that the variables Interpersonal Communication (X1), Training (X2), Work Attitude (X3) simultaneously affect the Employee Performance variable (Y) of 87.8%. And the rest (100% -87.8% = 12.2%) is influenced by other variables outside the regression equation or the variables studied.
Strategi Dalam Meningkatkan Pelaku UKM Pasca COVID-19 Edy Noor; Mahmudi Akhirin; Reni Widiawati; Muhamad Yudha Nugraha; Rahmad Batu Bara; Safrida Safrida; Supar Wasesa; Sri Rahayu
TIN: Terapan Informatika Nusantara Vol 4 No 6 (2023): November 2023
Publisher : Forum Kerjasama Pendidikan Tinggi (FKPT)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47065/tin.v4i6.4611

Abstract

This research is motivated by many compalints of small and medium business actors during the Covid-19 pandemic in many countries, including Indonesia, which occurred in early 2020 which was very influential on people’s purchasing power. In an effort to generate small and medium enterprises, various strategies are needed to gain market share so that buyers are interested so as to increase sales. Marketing activities must be carried out effectively and efficiently and focus on product quality, promotion, and sales. In this case, an active role and management strategy is needed from the Cooperative, Small and Medium Enterprises Kabupaten Batu Bara to increase sales of production results from small and medium bussiness actors after Covid-19. This research is focused on finding out the most effective strategy used to achieve maximum sales results. The research method used is qualitative research, with interviews with Head of Offices, small and medium business actors and business actors, and other data obtained from varios existing book references. From the results of the study indicate that the marketing strategy carried out is to choose the market, product, distribution and promotion. The most effective marketing strategy is promotion through social media and advertising.
Pengaruh Inovasi dan Teknologi Terhadap Keberlanjutan Bisnis di PT. Terusan Indah Perkasa Riski Ristafani; Supar Wasesa; Syafrizal Syafrizal
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.4955

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh inovasi dan teknologi terhadap keberlanjutan bisnis di PT. Terusan Indah Perkasa. Penelitian menggunakan pendekatan kuantitatif dengan teknik analisis meliputi uji validitas, reliabilitas, regresi linear berganda, uji t, uji f dan koefisien determinasi. Data yang diperoleh dinyatakan valid dan reliabel sehingga memenuhi syarat untuk dianalisis lebih lanjut. Hasil penelitian menunjukkan bahwa inovasi dan teknologi memberikan pengaruh positif terhadap keberlanjutan bisnis, di mana kedua variabel tersebut terbukti berkontribusi secara signifikan dalam meningkatkan ketahanan dan kelangsungan operasional perusahaan. Temuan ini mempertegas pentingnya pembaruan berkelanjutan dan pemanfaatan teknologi dalam memperkuat daya saing, memastikan efisiensi, serta mendukung keberlanjutan usaha perusahaan di tengah dinamika lingkungan bisnis. Kesimpulan dari penelitian ini inovasi dan teknologi merupakan faktor strategis yang perlu terus dikembangkan oleh PT. Terusan Indah Perkasa untuk meningkatkan stabilitas bisnis dan mempertahankan keunggulan kompetitif jangka panjang.
Pengaruh Gaya Kepemimpinan dan Reward Terhadap Kinerja Pegawai di PT. Terusan Indah Perkasa Febry Safitri; Supar Wasesa; Syafrizal Syafrizal
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.5114

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan dan reward terhadap kinerja pegawai di PT. Terusan Indah Perkasa. Penelitian menggunakan pendekatan kuantitatif dengan analisis meliputi uji validitas, reliabilitas, regresi linear berganda, uji t, uji F, serta koefisien determinasi. Seluruh data yang diperoleh telah memenuhi syarat valid dan reliabel sehingga layak diolah lebih lanjut. Hasil penelitian menunjukkan bahwa gaya kepemimpinan dan reward berpengaruh positif dan signifikan terhadap kinerja pegawai. Kedua variabel tersebut terbukti mampu mendorong peningkatan motivasi, produktivitas, dan efektivitas kerja karyawan. Temuan ini menegaskan pentingnya penerapan gaya kepemimpinan yang efektif serta pemberian reward yang adil untuk mendukung peningkatan kinerja pegawai. Dengan demikian, perusahaan perlu mengoptimalkan kedua aspek tersebut sebagai strategi dalam memperkuat kualitas sumber daya manusia dan mendukung pencapaian tujuan organisasi secara berkelanjutan.
Pengaruh Gaji Dan Motivasi Terhadap Produktivitas Kerja Karyawan Pada PT. Terusan Indah Perkasa Mahfud Afandi; Supar Wasesa; Syafrizal Syafrizal
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.5608

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh gaji dan motivasi terhadap produktivitas karyawan pada PT. Terusan Indah Perkasa. Latar belakang penelitian ini berfokus pada pentingnya kompensasi yang adil dan motivasi kerja yang tinggi dalam meningkatkan kinerja serta produktivitas karyawan. Penelitian ini menggunakan pendekatan kuantitatif dengan populasi sebanyak 105 karyawan dan sampel 51 responden yang ditentukan menggunakan rumus Slovin. Pengumpulan data dilakukan melalui kuesioner dengan tiga variabel utama, yaitu gaji, motivasi, dan produktivitas. Analisis data menggunakan regresi linear berganda dengan uji validitas, reliabilitas, normalitas, multikolinearitas, heteroskedastisitas, serta uji t dan uji F. Hasil penelitian menunjukkan bahwa gaji dan motivasi berpengaruh positif dan signifikan terhadap produktivitas karyawan, di mana motivasi menjadi faktor paling dominan. Temuan ini menegaskan bahwa keseimbangan antara pemberian gaji yang layak dan strategi motivasi yang berkelanjutan dapat meningkatkan produktivitas kerja karyawan.
Co-Authors Agussalim Ritonga Alhamida Oktavia Ningrum Anderson Juang Situmorang Andre M. Abdullah Anggiat Aloysius Sinaga Ashari Ashari Asriani Hutabarat Bobby Fahreza Budhi Atmadi Dini Utari Eddi Suprayitno Edy Noor Efendy Sadly Eva Singgarniari Faisal Faisal Farid Fathony Ashal Febry Safitri Friska Rumondong Hutagalung Gilang Perdana Kusuma Hasanuddin Hasanuddin Ilham Sonata Imran Nasution Irwan Ismail Nasution Juli Gusnawita Sitepu Lilis Marini Elsera Tambunan M. Sahnan Mahfud Afandi Mahmudi Akhirin Masniarty Siagian Muhamad Yudha Nugraha Muhammad Rasyid Harahap Muhammad Yudha Nugraha Musmuliadi Nanda Destilan Sepada Harahap Neni Sri Wahyuni Novio Helda Novita Enda Dewi Hasibuan Nur Annisa Nur Augus Fahmi Nur M Ridha Tarigan Rahmad Batu Bara Rayu Sri Wahyuni Reni Widiawati Riski Ristafani Safrida Sri Rahayu Syafrizal . T. Ahmad Helmi Tri Kartika Yudha Umarnuddin Veronik Margaretta Silitonga Veronika Margaretta Silitonga Wanda Frenawan Wanny Septiani Wicaksini Yanis Zawawi Zulkifli Siregar