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All Journal Martabe : Jurnal Pengabdian Kepada Masyarakat JURNAL AGRICA Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences EKONOMIKA45 Jurnal Manajemen Bisnis Kewirausahaan Jurnal Ilmu Sosial, Pendidikan Dan Humaniora Cakrawala: Jurnal Pengabdian Masyarakat Global IIJSE Jurnal Ekonomi, Akuntansi dan Perpajakan Jurnal Ekonomi, Manajemen, Akuntansi Jurnal Ekonomi, Manajemen Pariwisata dan Perhotelan
Junita Lubis
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Religion Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences

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The Effect of Employee Engagement, Employee Retention and Turnover Intention on Employee Performance in Dinas Pendidikan Kabupaten Labuhanbatu Retno Shinta Dewi; Junita Lubis; Meisa Fitri Nasution
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.4634

Abstract

This research was conducted at the Education Office of Labuhanbatu Regency, with the aim of analyzing the effect of employee engagement, employee retention, and turnover intention on employee performance. The results of the study indicate that all independent variables have a positive and significant effect on the dependent variable, either partially or simultaneously. This can be proven through the t test and F test.The results of the t test can be described as follows, the employee engagement variable has a tcount value of 4.95 > a ttable value of 1.66 which means Ha is accepted and Ho is rejected, with a significance value of 0.000 < probability value of 0.05, it can be concluded that the employee engagement variable (X1) has a positive and significant effect on employee performance (Y). Employee retention variable has a tcount value of 2.57 > ttable value 1.66 which means Ha is accepted and Ho is rejected, with a significance value of 0.012 < probability value of 0.05, it can be concluded that the employee retention variable (X2) has a positive and significant effect on employee performance. (Y). The turnover intention variable has a tcount value of 12.86 > a ttable value of 1.66 which means Ha is accepted and Ho is rejected, with a significance value of 0.000 < probability value 0, 05, it can be concluded that the variable turnover intention (X3) has a positive and significant effect on employee performance (Y). While the F test in this study has an Fcount of 97.21 > Ftable 2.70 with a significance value of 0.000 <0.05. Based on these results, it can be stated that employee engagement, employee retention and turnover intention are simultaneously able to have a positive and significant impact on employee performance.
Level of Satisfaction of Online Learning in Mediation Lecturer Competence on Learning Motivation Mahzura Harahap; Pristiyono Pristiyono; Junita Lubis; Muhammad Ikhlash; Agus Anjar
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 4, No 3 (2021): Budapest International Research and Critics Institute August
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v4i3.2166

Abstract

The phenomenon in the community regarding the implementation of online learning during the Covid-19 period has become a new habit for students, students, and lecturers. The sample set in this study amounted to 100 respondents (students, students, teachers, and lecturers) in the Panai Hulu sub-district. is a coastal area in Labuhanbatu Regency with a purposive sampling technique. Each indicator must be tested for instrument validity and reliability. Precise data analysis using path analysis with IBM SPSS and AMOS applications. The results of the study show that online learning has a direct effect on learning satisfaction, lecturer competence has a direct effect on learning satisfaction, and learning satisfaction has a direct effect on learning motivation. The implementation of online learning with distance learning is almost similar, the difference in online learning during the covid-19 period has used various platforms such as google classroom, google meet, zoom, Microsoft teams, and various other online learning applications, this is a manifestation of the era of the industrial revolution 4.0 in the field of learning today more real in front of us so that it has an impact on humans in the future.
Transformational Leadership, Reward System, and Organizational Climate to Employee Commitment Office Regional Revenue Agency Labuhanbatu Regency Imas Riana Sirait; Junita Lubis; Abd. Halim
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.4709

Abstract

This study aims to analyze the effect of transformational leadership, reward system and organizational climate on the commitment of employees of the Regional Revenue Agency Office of Labuhanbatu Regency. This study uses quantitative methods with analytical techniques such as classical assumption test, multiple linear regression, hypothesis testing, and the coefficient of determination.IBM SPSS Softwareused by researchers to facilitate the process of data processing. The research data was obtained through interviews and distributing questionnaires given to the related employees. The results of this study indicate that all independent variables are partially dependent on the dependent variable, this is evident from the results of the t test which can be described as follows, the value oftcount transformational leadership variable (X1) 7,18 > ttable1.66 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the transformational leadership variable has a positive and significant effect on employee commitment. Marktcount reward system variable (X2) 6.70 > ttable1.66 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the group cooperation variable has a positive and significant effect on employee commitment. Marktcount organizational climate variable (X3) 11.17 > ttable1.66 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the organizational climate variable has a positive and significant effect on employee commitment. Simultaneously, the variables of transformational leadership, reward system, and organizational climate have a positive and significant influence on employee commitment. This means that the hypothesis in this study is accepted, as evidenced by the value of Fcount > Ftable (86.02>2.71).
The Impact of Affective and Normative Commitments on Work Discipline of Education Services in Labuhan Batu District Siti Aisyah; Junita Lubis; Rizki Syahputra
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.4715

Abstract

Human resources (HR) is the backbone in running the operational activities of a company. Efforts to develop this goal can be done through affective and normative commitments so that employee work discipline continues to increase. This type of research is quantitative, and the place of this research is the Education Office of Labuhan Batu Regency. Data collection techniques used in the study were observation, documentation and questionnaires using a Likert scale. The population in this study were 95 employees of the Labuhan Batu District Education Office. The sampling technique used is saturated sampling. Since the number of employees of the Labuhan Batu Regency Education Office is 95 people (less than 100 people), all employees are taken as objects of research. The analysis used in this research is multiple linear regression. The results of the regression analysis obtained the t arithmetic value of 2.089 > t table 1.6615. This means that the affective commitment variable (X1) has a positive effect on the work discipline variable (Y). Then the significant value is 0.040 <0.05, which means that the affective commitment variable (X1) has a significant effect on the work discipline variable (Y). Based on the results of the regression analysis, the t-count value of 11.074 > t table 1.6615 means that the normative commitment variable (X2) has a positive effect on the work discipline variable (Y). Then the significant value is 0.000 <0.05, which means that the normative commitment variable (X2) has a significant effect on the work discipline variable (Y). The value of Fcount is 97.252> Ftable 3.09 with a significance value of 0.000 <0.05 affective commitment (X1) and normative commitment(X2)simultaneously has a positive and significant effect on work discipline (Y).
The Effect of Communication, Motivation, Physical Work Environment and Non-Physical Work Environment on Performance of Employees of the Regional Disaster Management Agency of Labuhanbatu Regency Ibrahim Ibrahim; Junita Lubis; Yudi Prayoga
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.4714

Abstract

This research was conducted at the Regional Disaster Management Agency of Labuhanbatu Regency, with the aim of knowing the effect of communication, motivation, physical work environment and non-physical work environment on employee performance. This study uses quantitative methods, with several analytical techniques such as classical assumption test, multiple linear regression test, hypothesis testing and coefficient of determination test. All hypotheses in the study are declared valid, can be proven by the following description, the communication variable (X1) has a value of tcount (3.79) > ttable (1.66) which means Ha is accepted and Ho is rejected, thus it can be concluded that the variable communication (X1) has a positive and significant effect on employee performance. The motivation variable (X2) has a value of tcount (4.06) > ttable (1, 66) which means Ha is accepted and Ho is rejected, thus it can be concluded that motivation (X2) has a positive and significant effect on employee performance. The physical work environment (X3) has a value of tcount (5.05) > ttable (1.66) which means Ha is accepted and Ho is rejected, thus it can be concluded that the physical work environment (X3) has a positive and significant effect on employee performance. The non-physical work environment (X4) has a value of tcount (8.95) > ttable (1.66) which means Ha is accepted and Ho is rejected, thus it can be concluded that the non-physical work environment (X4) has a positive and significant effect on performance. employee. The F test results show the Fcount value of 147.44 > Ftable 2.48, from these results, it can be concluded that communication, motivation, physical work environment.
Influence Of Physical Work Environment, Work Discipline and Communication on Performance of Service Employees Investment and Integrated Services One Door of Labuhanbatu Regency Siti Rama; Junita Lubis; Fauziah Hanum
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.5350

Abstract

This study aims to analyze the influence of the physical work environment, work discipline and communicationon the performance of employees at the Office of Investment and One Stop Services in Labuhanbatu Regency. The population in this study were 50 people. The sampling technique used was saturated sampling, so the sample size in this study was 50 people. The data collection method used a questionnaire/questionnaire. The results of multiple linear regression analysis obtained the equation Y = 1.411 + 0.700X1 + 0.251X2 + 0.477X3. In the partial test (t test) the regression coefficient of the physical work environment variable (X1) obtained a t value of 3.273 > t table 2.012 which means that the physical work environment variable has a positive and significant effect on the employee performance variable with a significant value of 0.002 < 0.05. The regression coefficient of the work discipline variable (X2) obtained the t value of 2.120 > t table 2, 012 which means that the work discipline variable has a positive and significant effect on the employee performance variable with a significant value of 0.039 <0.05. The communication variable regression coefficient (X3) obtained the t-count value of 2.132 > t-table 2.012, which means that the communication variable has a positive and significant effect on the employee performance variable with a significant value of 0.038 <0.05. The results of the F test obtained the Fcount value of 31,629 > Ftable 2.81 with a significance value of 0.000 <0.05 so it can be concluded that the variables of the physical work environment, work discipline and communication simultaneously have a positive and significant effect on employee performance.
Co-Authors A Halim Abdul Halim Ade Parlaungan Nasution Agus Anjar Astri Bella Lestari Bayu Eko Broto Cut Santika Dilla Berliani Dwi Rumaisah Hasibuan Eka Putri Ritonga Elida Florentina Sinaga Simanjorang Fauziah Hanum Fauziah Lubis Gadang Alamanda Hani Ayuniatasya Hayanuddin Safri Ibrahim Ibrahim Imas Riana Sirait Indri Liza Karina Mahzura Harahap Mariana Sipahutar Meisa Fitri Nasution Meisyah Mutiara Muhammad Dzaky Al Muttaqy Muhammad Fauzan Muhammad Ikhlash Muhammad Ilham Arif Muhammad Raja Siregar Mulyadi Mulyadi Najwa Ramadhani Lubis Nova Jayanti Novi Suri Hartati Novrihan Leily Nasution Nur’ainun Gulo Pitriyani Pitriyani Pristiyono Pristiyono Retno Shinta Dewi Rini Sopiani Ritonga, Mulkan Rizki Syahputra Saidatul Umniyyah Siti Aisyah Siti Lam'ah Nasution Siti Lam’ah Nasution Siti Rama Sri Yanna Sutoyo Sutoyo Tri Murti Yudi Prayoga Zulkarnaian Lubis Zulkifli Lubis Zuriani Ritonga