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All Journal Jurdimas (Jurnal Pengabdian Kepada Masyarakat) Royal Jurnal Scientia International Journal of Educational Review, Law And Social Sciences (IJERLAS) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) East Asian Journal of Multidisciplinary Research (EAJMR) Indonesian Journal of Business Analytics (IJBA) Outline Journal of Management and Accounting International Review of Practical Innovation, Technology and Green Energy (IRPITAGE) Journal of Accounting Research, Utility Finance and Digital Assets (JARUDA) Proceedings of The International Conference on Business and Economics International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE Mengabdi: Jurnal Hasil Kegiatan Bersama Masyarakat Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Karya Nyata: Jurnal Pengabdian Kepada Masyarakat
Yeni Absah
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Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Social Sciences Other

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ANALYSIS OF THE RELATIONSHIP BETWEEN WORK DISCIPLINE AND EMPLOYEE PERFORMANCE AT THE POPULATION CONTROL AND FAMILY PLANNING SERVICE (DPPKB) OF THE NORTH LABUHANBATU REGENCY GOVERNMENT THROUGH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE Chindy Wulandari Tiur Romatua Sijabat; Abdul Rahim Matondang; Yeni Absah; Evawany Yunita Aritonang; Prihatin Lumbamraja
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 5 No. 5 (2025): September
Publisher : CV. RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v5i6.4204

Abstract

Employee performance is a crucial factor in determining the effectiveness of government institutions, particularly in public service agencies such as the Population Control and Family Planning Agency (DPPKB) of Labuhanbatu Utara Regency. In recent years, the agency's performance achievements have declined, allegedly due to low work discipline and weak organizational commitment among employees. This study aims to analyze the effect of work discipline on employee performance, with organizational commitment as an intervening variable. The research employs a quantitative approach using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). Data were collected through questionnaires distributed to 57 DPPKB employees. The analysis results show that work discipline has a positive and significant effect on both employee performance and organizational commitment. Moreover, organizational commitment also significantly affects employee performance and is proven to mediate the relationship between work discipline and performance. These findings emphasize the importance of fostering discipline and strengthening organizational commitment to improve the effectiveness of public service. In conclusion, optimal improvement in employee performance can only be achieved when discipline is supported by a high level of organizational commitment.
INFLUENCE OF CAREER OPPORTUNITIES, ORGANIZATIONAL CULTURE, AND THE WORK ENVIRONMENT TURNOVER INTENTION ON PT. RAILINK MEDAN Annisa Maharani; Nazaruddin; Yeni Absah
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 11 (2023): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i11.266

Abstract

This research is motivated by the high level of turnover intention of PT. Railink Medan. Therefore researchers interested in examining whether there is an influence of career opportunity factors, organizational culture and work environment. This research uses quantitative descriptive methods. Obtaining research data is done by distributing questionnaires to all permanent employees in the field of customer service outside of the position of Manager at PT. Railink Medan. The results showed that; (1) the effect of career opportunities on turnover intention is negative and significant; (2) the influence of organizational culture on turnover intention is negative and significant; (3) there is no negative and significant influence of work environment variables on the variable turnover intention at PT. Railink Medan. Therefore, in terms of minimizing the level of turnover intention in PT. Railink Medan so that companies increase opportunities for employees to obtain career opportunities so that employee loyalty is formed to keep working and not leave and look for other jobs outside the company and create a better organizational culture as norms and guidelines to be followed and obeyed by employes.
ANALYSIS OF THE IMPLEMENTATION OF OCCUPATIONAL HEALTH AND SAFETY IN PREVENTING WORK ACCIDENTS IN PT PELABUHAN INDONESIA I (PERSERO) BELAWAN BRANCH Adinda Surya Putri; Harmein Nasution; Yeni Absah
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 11 (2023): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i11.268

Abstract

Based on previous explanations, this research finally provides the following conclusions: Management's commitment to implementing occupational health and safety is significantly related to employee work accidents at PT Pelabuhan Indonesia I (Persero) Belawan Branch. The relationship between management commitment and work accidents is a negative relationship with a relationship size of 0.314, meaning that when management commitment is increased, the possibility of work accidents can be avoided or reduced by 0.314 times. 2. Implementation of occupational health and safety in the company's work environment is significantly related to employee work accidents at PT Pelabuhan Indonesia I (Persero) Belawan Branch. The relationship between the work environment and work accidents is a negative relationship with the magnitude of the relationship being 0.405, meaning that when the work environment is improved, the possibility of work accidents can be avoided or reduced by 0.405 times. 3. Work health and safety procedures are significantly related to employee work accidents at PT Pelabuhan Indonesia I (Persero) Belawan Branch. The relationship between occupational health and safety procedures and work accidents is a negative relationship with a relationship size of 0.409, meaning that when work health and safety procedures are improved, the possibility of work accidents can be avoided or reduced by 0.409 times. 4. Employee training in implementing occupational health and safety is significantly related to employee work accidents at PT Pelabuhan Indonesia I (Persero) Belawan Branch. The relationship between occupational health and safety training and occupational accidents is a negative relationship with a correlation size of 0.386, meaning that when occupational health and safety training is improved, the possibility of occupational accidents can be avoided or reduced by 0.386 times.
ANALYSIS OF NEEDS FOR THE NUMBER OF EMPLOYEES BASED ON WORKLOAD CALCULATIONS IN THE COMPANY MEDAN CITY MARKET AREA Dicky Habibie; Nazaruddin; Yeni Absah
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 11 (2023): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i11.269

Abstract

The aim of this research is to determine and analyze the number of employees and workload available in work units (sections, sections or departments) at PD Pasar Kota Medan. This research is quantitative research. According to (Arikunto 2019:27) quantitative research is a research method that, as the name suggests, requires a lot of use of numbers, starting from data collection, interpretation of the data, and the appearance of the results. The sampling technique in this research is the Simple Random Sampling Method. Simple Random Sampling "is taking sample members from a population randomly without paying attention to the strata in that population. The results of the research show that Job Analysis found that in general employee workload is underloaded, only 1 market is overloaded, but there is no need for additional employees. This shows that there is no need to increase the number of PD Pasar Kota Medan employees. Meanwhile, if we look at the Market Units, of the 18 Market Units there are 16 Market Units that are underloaded, 1 Market Unit that is overloaded and 1 Market Unit that is inloaded.
STRATEGY FOR IMPLEMENTING WORK SAFETY CULTURE IN THE PT ENVIRONMENT. WIJAYA KARYA (PERSERO) TBK, OPERATIONS DEPARTMENT 1 (SUMATRA REGION) Dody Hariyanto; Harmein Nasution; Yeni Absah
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 3 No. 2 (2024): JANUARY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v3i2.339

Abstract

Safety culture is a concept defined at a group level or higher that refers to the shared values ​​between all groups or companies, corporations, or organizational members. Safety culture relates to formal safety issues within an organization and is closely related to, but not limited to, management and supervision systems. A safety culture emphasizes the contributions of everyone at every level of the organization. In business entities this impacts the behavior of all workforce members in the workplace which is usually reflected in the relationship between reward systems and safety performance. This research examines how much regulatory factors and management commitment can influence the implementation of safety culture, as well as what strategy suggestions can be made to improve safety culture. The research was conducted within the PT. Wijaya Karya (Persero) Tbk Operations Department 1 Sumatra Region using the Explanatory Sequential Design method or known as the two-phase method where quantitative data as the first phase is used as a base and qualitative data as the second phase for supporting, or in other words the quantitative approach is the main priority which is supported by a qualitative approach (Sinulingga, 2021), Qualitative research using Likert questionnaires was carried out on 44 employees from various positions, as well as qualitative interviews as support for the 4 selected employees. From the research results, it was found that regulations and management commitment have an important influence on safety culture, both partially and jointly. This strategy can work well if management has a full commitment to making safety culture part of the company culture. Without this, inconsistencies and tolerance for deviations will arise, which if left unchecked will hamper or possibly thwart the process of creating the expected safety culture.
PERFORMANCE MEASUREMENT USING HUMAN RESOURCE SCORECARD AT PT. JAYA FARM 7 Stella Angelina; Nazaruddin; Yeni Absah
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 3 No. 4 (2024): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v3i4.392

Abstract

Performance measurement that is not comprehensive will result in performance measurement that is not optimal, resulting in a lack of awareness in evaluating the performance of human resources. The performance measurement carried out by the company is still not optimal in determining the part of employee performance that needs to be evaluated with the aim that employee performance in the long term will achieve the company's targets. Performance measurement is carried out using the Human Resource Scorecard based on 4 perspectives, namely the Financial Perspective, Customer Perspective, Internal Business Process Perspective, and Learning and Growth Perspective. The measurement also uses the Analytical Hierarchy Process (AHP) 6 method to determine the weight of importance for each Key Performance Indicator (KPI). In the results of research using the Human Resource Scorecard, there are 10 strategic targets consisting of 2 strategic targets from a financial perspective, 2 strategic targets from a customer perspective, 4 strategic targets from a business process perspective and 2 strategic targets from a growth and learning perspective. The research results after weighting show that the financial perspective has the highest priority weight. Based on the strategic target of producing 10 KPIs, of which there are 5 KPIs that have not reached the company target consisting of production income levels, employee satisfaction, turnover rates, work accident rates and DOC depletion rates - and 5 KPIs that have reached the company targets consist of operational costs, meeting implementation. /evaluation, employees who meet the company's needs, employees' ability to innovate and the amount of employee training.
COMPARATIVE ANALYSIS OF EMPLOYEE SATISFACTION LEVELS PTPN IV REGIONAL I MEDAN AFTER HOLDINGISAS Afzalia; Harmein Nasution; Yeni Absah
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 3 No. 11 (2024): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v3i11.578

Abstract

This study analyzes employee satisfaction after holding at PTPN IV Regional I Medan. The population of this study consisted of 682 employees, with a sample of 87 respondents selected using the Slovin formula. Data were collected through a questionnaire with a Likert scale and secondary data were taken from written reports on the condition of the company's office. The study results showed an increase in job satisfaction after holding, especially in the variables of job content, supervision, opportunities for advancement, salary/incentives, and relationships with coworkers. However, there was no increase in the working conditions variable. The results of the hypothesis test showed a significant difference in the level of employee satisfaction after holding. The recommendations of this study emphasize the importance of paying attention to job content, improving supervision, providing opportunities for career advancement, fair treatment, open communication, and supportive office facilities. Holdingization causes organizational changes that affect job satisfaction. The higher the level of satisfaction, the better the employee performance. This study distinguishes between the levels of satisfaction before and after restructuring.
THE EFFECT OF WORK DISCIPLINE AND WORKLOAD ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS A VARIABLE INTERVENING AT PT. SUCOFINDO MEDAN BRANCH Intan Febrizi Nasution; Yeni Absah; Syahyunan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 3 No. 11 (2024): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v3i11.579

Abstract

The purpose of this study is to testfactors that affect employee performance at PT. SUCOFINDO Medan Branch seen from Work Discipline, Workload and Job Satisfaction. The population in this study were all employees at PT. SUCOFINDO Medan Branch. The sample selection used in this study amounted to 44 people. The data analysis technique used was the measurement model (outer model) and inner model consisting of convergent validity, discriminant validity, model coloniality test, composite reliability, path coefficient, and R-Square which were processed using SEM - PLS (Structural Equation Modeling - Partial Least Square). The results of this study indicate that: 1) work discipline affects employee performance, 2) workload affects employee performance, 3) job satisfaction affects employee performance, 4) work discipline affects job satisfaction, 5) workload affects job satisfaction, 6) work discipline affects performance with job satisfaction as an intervening variable, 7) workload affects performance with job satisfaction as an intervening variable.
THE EFFECT OF HUMAN RESOURCES COMPETENCY AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE THROUGH COMPENSATION AT PT. CONSERVATION TOURISM INDONESIA Qowi Hibatullah; Yeni Absah; Abdul Rahim Matondang
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 4 No. 2 (2025): JANUARY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v4i2.660

Abstract

Economic development can sometimes be quite rapid in the current era of globalization, as seen from the increasing demand of society every year. People have to work hard to meet their needs, as seen from the tight competition both in industry and in the workplace. Population growth, decreasing job opportunities, and increasing poverty rates are the main causes of increasing economic demand in developing countries such as Indonesia. Therefore, society or human resources must have superior competence and quality in order to compete and survive in this highly competitive market.
The Influence of Employee Engagement and Self-Efficacy on Employee Performance Through Innovative Work Behavior at Pt Asam Jawa Medan Zhafirah Hanan; Ritha F. Dalimunthe; Yeni Absah
East Asian Journal of Multidisciplinary Research Vol. 3 No. 8 (2024): August 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v3i8.9898

Abstract

This study aims to examine how employee engagement and self-efficacy affect employee performance through innovative work behavior at PT Asam Jawa Medan. It is categorized as quantitative descriptive research. The sample included 125 respondents selected using a non-probability sampling method. Data analysis was performed using both the outer model and inner model with the SmartPLS program. The results indicate that employee engagement, self-efficacy, and innovative work behavior positively and significantly impact employee performance. However, employee engagement has a negative and insignificant effect on innovative work behavior and does not significantly influence employee performance through innovative work behavior.
Co-Authors ABDI SETIAWAN Abdul Rahim Matondang Achmad Afriadi Trisatya Adinda Surya Putri Aditya Mulia Sembiring Affiza Elzera Chair Lubis Afzalia Ahmad Said Baashen Alvino Mario Haloho Amlys Syahputra Silalahi Anizar Anizar Anizar Annisa Audina Purba Annisa Maharani Astrea Wulanda Audri Tarigan Azhar Maksum Beby Karina F. Sembiring beby karina fawzeea Beby Karina Fawzeea Sembiring Chindy Wulandari Tiur Romatua Sijabat Cynthia Rut Vio Nanda Tarigan Delvina Hotmatullayni Siregar Dewi Sartika Br Ginting Dicky Habibie Dody Hariyanto Edi Zaman Berkat Gea Efendi, Syahril Elfa Yolanda Elisabet Siahaan Elva Citra Sari Endang Sulistya Rini Evawany Yunita Aritonang Fahmi Natigor Nasution Farid Aulia Fauzan Nurahmadi Fuzy Yustika Manik Gracemonn Sitompul Harmein Nasution Haryani Tri Puteri Hasman Hendra Frizky Novando Hilda Iriany Ikmal Husein Lubis Indah Annisa Intan Febrizi Nasution Isfenti Sadalia Iskandarini Isma Zulaiha Isnen Fitri Ivan Jaya Jane Melita Keliat Johan Manurung Juni Vivi Engjelina Sianturi Keulana Erwin Lamriama Valintina Chrystina Siregar Lubis, Siti Aida Mahrani Mahatir Muhammad Mastura May Friska Yuliani Saragih Meilita Tryana Moudy Fitria Respati Muhammad Habibie Muhammad Haris Musawir Da'i Nazaruddin Nina Verawaty Nismah Panjaitan Nismah Penjaitan paham ginting Pauzi Ibrahim Nainggolan Prihatin Lumbamraja Prihatin Lumbanraja Qowi Hibatullah R. Hamdani Harahap Rico Syahputra Rika Puspita Dewi Ritha F. Dalimunthe Rizka Khairunnisa Margolang Robert Sanjaya Sembiring Rulianda Purnomo Wibowo2 Rulianda Wibowo Ruth Meylina Manik Saidan Sany Lubis Samuel Morales Simanjuntak Seniman Siti Humaira Siti Kemala Sari Tambunan Siti Putri Luthfiyyah Siti Safira Mayhara Sri Dwi Hastuti Stella Angelina Syafa Davy Baihaqi Saragih Syafrizal Helmi Situmorang Syafrizal Lubis Syahputra, Muhammad Romi Syahyunan Syarifah Hafni T. Henny Febriana Harumy T. Sabrina Tety Novriyanti Zebua Theresia Berlian Afrida Tua M. Lbn. Toruan Tulus Joseph Herianto Vivi Gusrini Rahmadani Pohan Wibowo, Rulianda P. Yasmin Chairunnisa Muchtar Yoan Yolanda Yohanna Arminta Zega Yudhistira Zhafirah Hanan