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All Journal 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) Proceedings of The International Conference on Business and Economics International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset 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 IPSSJ International Journal of Economics and Management Research
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 Public Health Social Sciences Other

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THE INFLUENCE OF SERVICE QUALITY AND TRUST ON CUSTOMER LOYALTY WITH SATISFACTION AS AN INTERVENING VARIABLE IN MANDIRI SUPERMARKET MEDAN May Friska Yuliani Saragih; Yeni Absah; Endang Sulistya Rini
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 5 (2023): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i5.1098

Abstract

Customer Trust has a positive and significant effect on Customer Loyalty at Mandiri Supermarket Griya Medan. Customer Satisfaction has a positive and significant effect on Customer Loyalty at Mandiri Supermarket Griya Medan. Service Quality has a positive and significant effect on Customer Satisfaction at Mandiri Supermarket Griya Medan. significantly to Customer Satisfaction able to mediate the effect. Service Quality on Customer Loyalty. Customer Satisfaction is able to mediate the influence of Customer Trust on Customer Loyalty. Service Quality has a positive and significant effect on Customer Satisfaction at Mandiri Supermarket Griya Medan. Customer Trust has a positive and significant effect on Customer Satisfaction being able to mediate the effect. Service Quality on Customer Loyalty. Customer Satisfaction is able to mediate the influence of Customer Trust on Customer Loyalty. Service Quality has a positive and significant effect on Customer Satisfaction at Mandiri Supermarket Griya Medan. Customer Trust has a positive and significant effect on Customer Satisfaction being able to mediate the effect. Service Quality on Customer Loyalty. Customer Satisfaction is able to mediate the influence of Customer Trust on Customer Loyalty.
Keseimbangan Karir dan Keluarga Bagi Wanita Pekerja pada Perspektif Manajemen Konflik Theresia Berlian Afrida; Prihatin Lumbanraja; Yeni Absah
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 5 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i5.1388

Abstract

Working women have the potential to experience conflict in carrying out all of their roles. This conflict has the potential to cause organizational conflict so that it must be managed from both sides. This study aims to analyze conflict and conflict management from 2 perspectives, working women and organization. Qualitative research with a descriptive approach was conducted with in-depth interviews and documentation of key informants of working women, direct supervisors, and supporting informants, which were analyzed using interactive model data analysis techniques. In carrying out their roles, working women have made efforts to balance, but it’s difficult to do. Supporting factors are social support from family, spouses, and coworkers. Differences in perceptions with spouses and coworkers are an inhibiting factor. Organizations perceive role conflict in 2 perceptions, direct supervisors and field employees. In the perception of direct supervisors, role conflict in women doesn’t affect the performance of the field and the organization as a whole. In the perception of field employees, role conflict causes jealousy, reluctance, delegation of tasks, and difficulty carrying out assignments due to changing team arrangements. Supporting factors for the organization are the existence of a communication system in the organization regardless of hierarchy and the sharing of knowledge between leaders regarding employee characteristics and conflict management. Differences regarding the conditions and problems of employees become an obstacle for organization to determine treatment standards. Organizational conflict handling strategies carried out are using persuasive and collaborative leadership styles, open communication with employees, collaboration and compromise conflict management styles.
Analisis Beban Kerja terhadap Kinerja Karyawan Melalui Stres Kerja Sebagai Variabel Intervening pada PT Bank Sumut Cabang Stabat Syafa Davy Baihaqi Saragih; Yeni Absah; Anizar Anizar
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 8 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i8.3523

Abstract

This research aims to analyze the influence of workload variable on employee performance through work stress as an intervening variable at PT Bank Sumut of Stabat Branch. This study was used a quantitative method with the census method as a sampling technique and the structural equation model (SEM) method as a data analysis technique. The population in this study was 57 which the entire population was the sample. The data collection method used a questionnaire and data analysis was assisted by SmartPls 4. Based on the analysis, it was found that workload had a negative and insignificant effect on employee performance with T-Statistic value of 1.3467 and p-value of 0.178. The workload has a positive and significant effect on work stress with T-Statistic value of 2.771 and p-value of 0.006. The work stress has a positive and significant effect on employee performance with T-Statistic of 2.427 and p-value of 0.015. The workload has a positive and significant effect on employee performance through work stress with T-Statistic value of 2.585 and p-value of 0.010.
Analisis Pengaruh Gaji dan Lingkungan Kerja Terhadap Kinerja Karyawan Melalui Kepuasan Kerja Sebagai Variabel Intervening pada Coffee Shop Kocoba Medan Audri Tarigan; Yeni Absah; Nismah Panjaitan
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 2 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i2.6193

Abstract

This study aims to analyze the effect of salary and work environment on employee performance, with job satisfaction as an intervening variable, at Coffee Shop Kocoba Medan. A quantitative approach was employed, with data collected through questionnaires from 35 respondents who are employees of Coffee Shop Kocoba. The data analysis technique used was Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach. The results show that salary and work environment directly have a positive and significant effect on employee performance. Furthermore, job satisfaction was proven to be an intervening variable that strengthens the relationship between salary and work environment on employee performance. Salary factors, including timely payment and incentives, and a conducive work environment, both physically and non-physically, play a crucial role in improving employee satisfaction and productivity. This research is expected to serve as a reference for the management of Coffee Shop Kocoba in designing more effective human resource policies, particularly regarding salary provision, work environment improvement, and job satisfaction enhancement.
ANALISIS BUDAYA PERUSAHAAN STUDI KASUS MC DONALD’S CABANG RINGROAD MEDAN DAN MC DONALD’S CABANG SISINGAMANGARAJA MEDAN Iman Hasan Ansyari MN; Doli Muhammad Ja’far Dalimunthe; Yeni Absah; Aisyah
Integrative Perspectives of Social and Science Journal Vol. 3 No. 02 Februari (2026): Integrative Perspectives of Social and Science Journal
Publisher : PT Wahana Global Education

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Tuntutan perubahan di dunia bisnis merupakan ancaman yang tak terhindarkan. McDonald's Cabang Jalan Lingkar Medan dan McDonald's Cabang Sisingamangaraja Medan adalah salah satu dari sekian banyak perusahaan yang melakukan perubahan untuk mempertahankan eksistensinya. Program akselerasi McDonald's Cabang Jalan Lingkar Medan dan McDonald's Cabang Sisingamangaraja Medan merupakan upaya untuk meningkatkan kinerja McDonald's tanpa terlepas dari visi, misi, dan nilai-nilai budaya organisasi. Penelitian ini bertujuan untuk menganalisis budaya saat ini dan budaya yang diharapkan di masa depan oleh karyawan untuk memfasilitasi proses transformasi budaya yang telah diikrarkan. Populasi dalam penelitian ini adalah seluruh karyawan di McDonald's Cabang Jalan Lingkar Medan, berjumlah 65 orang, dan McDonald's Cabang Sisingamangaraja Medan, berjumlah 50 orang. Teknik pengambilan sampel yang digunakan adalah Purposive Sampling, sehingga sampel dalam penelitian ini berjumlah 35 orang di McDonald's Cabang Jalan Lingkar Medan dan 25 orang di McDonald's Cabang Sisingamangaraja Medan. Penelitian ini menggunakan metode survei dengan Instrumen Penilaian Budaya Organisasi (OCAI). Survei dilakukan pada semua tingkatan posisi dengan pendekatan deskriptif kuantitatif. Hasil penelitian ini menunjukkan bahwa profil budaya yang saat ini dirasakan dominan adalah budaya yang berfokus pada pengembangan sumber daya manusia, dan fungsi perusahaan sebagai keluarga, yaitu budaya Klan dan diharapkan dapat memperkuat profil budaya kekerabatan di lingkungan kerja untuk menciptakan loyalitas terhadap organisasi, yaitu budaya Klan.
Implementation of Key Performance Indicator (KPI) System, Absence and Organizational Culture on Employee Perfor-mance at PT. Prima Husada Cipta Medan Nurul Aliya Manurung; Yeni Absah; Anizar Anizar
International Journal of Economics and Management Research Vol. 4 No. 3 (2025): December : International Journal of Economics and Management Research
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/ijemr.v4i3.690

Abstract

This study aims to analyze the effect of the implementation of the Key Performance Indicator (KPI) system, absenteeism, and organizational culture on employee performance at PT Prima Husada Cipta Medan. The background of the study is based on the suboptimal employee performance as indicated by the continued discrepancy in the achievement of performance indicators, a relatively high level of absenteeism in certain periods, and the uneven internalization of organizational culture. This study uses a quantitative approach with a causal associative method. Data were obtained by distributing questionnaires to 135 employees determined using the Slovin formula. Data analysis techniques used include validity tests, reliability tests, classical assumption tests, and multiple linear regression analysis with the help of the SPSS program. The results of the study indicate that the partial implementation of the KPI system, absence, and organizational culture have a positive and significant effect on employee performance. Simultaneously, these three independent variables also have a significant effect on employee performance. These findings indicate that effective KPI implementation, disciplined absence management, and consistent strengthening of organizational culture can improve employee performance. This research is expected to be a consideration for management in improving human resource management in a sustainable manner.
Analisis Penerapan Manajemen Pengetahuan di Direktorat Jenderal Pengelolaah Pembiayaan dan Risiko Kementerian Keuangan Republik Indonesia Fahrur Ridho; Yeni Absah; Meilita Tryana Sembiring
Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset Vol. 4 No. 5 (2026): September: Jurnal Penelitian Manajemen dan Inovasi Riset
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/lokawati.v4i5.2777

Abstract

Knowledge management at the Directorate General of Budget Financing and Risk Management (DJPPR) has been institutionalized through Echelon IV units within each directorate. This initiative aims to facilitate smooth inter-Echelon I rotation as part of the "KemenkeuSatu" framework, while simultaneously preserving the expertise of specialists and retiring officials. This study aims to analyze the implementation of knowledge management at DJPPR, identify existing barriers, and formulate key success factors for the future. Utilizing a qualitative descriptive method, data were collected through field observations, in-depth interviews with 19 informants, and questionnaires distributed to 224 DJPPR employees. The results indicate that knowledge management implementation at DJPPR is performing well, with an average score of 3.95. The "knowledge application and use" dimension achieved the highest score (4.23), followed by "knowledge sharing" (4.16) and "knowledge creation" (3.75), while the "knowledge capture and storage" dimension recorded the lowest score (3.68). The study also identifies primary barriers stemming from human resources, organizational support, and leadership involvement. Conversely, the key success factors include human resource aspects (awareness, competence, and a learning mindset), organizational support (governance, rewards, technology, and budget), leadership support, and cultural factors (trust and a sharing culture).
Co-Authors Abdul Rahim Matondang Achmad Afriadi Trisatya Adinda Surya Putri Affiza Elzera Chair Lubis Afzalia Ahmad Said Baashen Aisyah Alvino Mario Haloho Amlys Syahputra Silalahi Anizar Anizar Annisa Maharani Astrea Wulanda Audri Tarigan Azhar Maksum Beby Karina F. Sembiring Beby Karina Fawzeea Sembiring Cynthia Rut Vio Nanda Tarigan Delvina Hotmatullayni Siregar Dicky Habibie Dody Hariyanto Doli Muhammad Ja’far Dalimunthe Edi Zaman Berkat Gea Elfa Yolanda Elisabet Siahaan Elva Citra Sari Endang Sulistya Rini Fahmi Natigor Nasution Fahrur Ridho Farid Aulia Gracemonn Sitompul Harmein Nasution Haryani Tri Puteri Hasman Hendra Frizky Novando Hilda Iriany Ikmal Husein Lubis Iman Hasan Ansyari MN Indah Annisa Intan Febrizi Nasution Isfenti Sadalia Iskandarini Isma Zulaiha Isnen Fitri Jane Melita Keliat Johan Manurung Juni Vivi Engjelina Sianturi Keulana Erwin Lamriama Valintina Chrystina Siregar Lubis, Siti Aida Mahrani Mahatir Muhammad May Friska Yuliani Saragih Meilita Tryana Meilita Tryana Sembiring, Meilita Tryana Moudy Fitria Respati Musawir Da'i Nazaruddin Nina Verawaty Nismah Panjaitan Nurul Aliya Manurung paham ginting Prihatin Lumbanraja Qowi Hibatullah R. Hamdani Harahap Rico Syahputra Rika Puspita Dewi Ritha F. Dalimunthe Robert Sanjaya Sembiring Rulianda Purnomo Wibowo2 Rulianda Wibowo Samuel Morales Simanjuntak Siswahyudianto Siti Humaira Siti Kemala Sari Tambunan Siti Putri Luthfiyyah Siti Safira Mayhara Stella Angelina Syafa Davy Baihaqi Saragih Syafrizal Helmi Situmorang Syahyunan Syarifah Hafni T. Sabrina Tety Novriyanti Zebua Theresia Berlian Afrida Tua M. Lbn. Toruan Vivi Gusrini Rahmadani Pohan Yasmin Chairunnisa Muchtar Yoan Yolanda Yohanna Arminta Zega Zhafirah Hanan