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All Journal JOURNAL OF SCIENCE AND SOCIAL RESEARCH Jurnal Mantik
Christin Natalia Sianipar
STIE Bina Karya
Computer Science & IT Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences

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The Influence Of Organizational Culture And Work Motivation On Employee Performance Yenni Mariani Sinurat; Christin Natalia Sianipar
Jurnal Mantik Vol. 5 No. 1 (2021): May: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

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Abstract

This study aims to determine the effect of organizational culture and work motivation on employee performance (a case study on employees of Metro Cash & Credit TebingTinggi). The results of hypothesis testing using multiple linear regression analysis with two independent variables and one dependent variable. The results showed that: The first hypothesis proposed states that: Organizational Culture has an effect on Employee Performance, from table 4.12 it is obtained that the tcount value is 13.878 with ? = 5%, t table (5%; 40-2 = 38) obtained a t-table value of 2, 02439. From this description it can be seen that tcount (13.838)>ttable (2.02439), as well as the significance value of 0.000 <0.05, it can be concluded that the first hypothesis is accepted, meaning that the Organizational Culture Variable (X1) affects the Employee Performance Variable (Y ). The second hypothesis proposed states that: Work Motivation has an effect on Employee Performance, from table 4:12 it is obtained that the t-count value is 2,150. With ? = 5%, t table (5%; 40-2 = 38) obtained t table value of 2.02439. From this description it can be seen that tcount (2.150)>ttable (2.02439), and the significance value is 0.038 <0.05, it can be concluded that the second hypothesis is accepted, meaning that the Work Motivation Variable (X2) has an effect on the Employee Performance Variable (Y). The third hypothesis proposed states that: Organizational Culture and Work Motivation simultaneously influence employee performance. Table 4.13 shows that the Fcount value is 166.004. With ? = 5%, dk numerator: 2, dk denominator: n-k-1 (5%; 2; 37) obtained Ftable value of 3.25. From this description it can be seen that Fcount (166.004)>Ftable (3.25), and a significance value of 0.000 <0.05, it can be concluded that the third hypothesis is accepted, meaning that the Organizational Culture Variable (X1) and Work Motivation Variable (X2) have a significant effect together (simultaneously) on Employee Performance Variables (Y).
PENGARUH DISIPLIN KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN DENGAN SEMANGAT KERJA SEBAGAI VARIABEL INTERVENING PADA CV. BINTANG MAS KOTA TEBING TINGGI Christin Natalia Sianipar; Silvy Cindyana
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 5 No. 3 (2022): October 2022
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v5i3.6932

Abstract

Abstract: This study aims to examine the effect of work discipline on employee work productivity, with work morale serving as an intervening variable at CV. Bintang Mas, Tebing Tinggi City, Indonesia. The variables investigated in this study include work discipline, work productivity, and work morale. This research employed a quantitative research design. The study population consisted of all 30 employees of CV. Bintang Mas, Tebing Tinggi City. Given the relatively small population size, a saturated sampling technique (census sampling) was adopted, whereby all members of the population were included as research respondents. Data were collected through interviews, questionnaires, and direct observation. The data were analyzed using simple linear regression analysis. The findings indicate that work discipline has a positive and statistically significant effect on both work morale and employee work productivity. In contrast, work morale has a negative and statistically insignificant effect on employee work productivity. Furthermore, work morale does not mediate the relationship between work discipline and employee work productivity at CV. Bintang Mas, Tebing Tinggi City. Keywords: Work discipline, Work productivity, and Work spirit   Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja terhadap produktivitas kerja karyawan dengan semangat kerja sebagai variabel intervening pada CV. Bintang Mas kota Tebing Tinggi. Variabel yang digunakan adalah disiplin kerja, produktivitas kerja, dan semangat kerja. Penelitian ini merupakan penelitian kuantitatif. Populasi pada penelitian ini adalah semua karyawan pada CV. Bintang Mas kota Tebing Tinggi yang berjumlah 30 orang. Dengan jumlah populasi yang tidak terlalu besar maka teknik pengambilan sampel menggunakan teknik sampling jenuh. Metode pengumpulan data melalui wawancara, kuesioner dan pengamatan. Teknik analisis yang digunakan dalam penelitian ini adalah regresi linear sederhana. Hasil penelitian ini disiplin kerja berpengaruh positif dan signifikan terhadap semangat kerja dan produktivitas kerja. Semangat kerja berpengaruh negatif dan tidak signifikan terhadap produktivitas kerja. Semangat kerja tidak mampu memediasi pengaruh disiplin kerja terhadap produktivitas kerja karyawan pada CV. Bintang Mas kota Tebing Tinggi. Kata kunci: Disiplin kerja, Semangat kerja, Produktivitas kerja
PENGARUH DISIPLIN KERJA DAN REKRUTMEN TERHADAP KINERJA KARYAWAN PADA PT. SUMBER KARINDO SAKTI MELALUI KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING Christin Natalia Sianipar
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 6 No. 3 (2023): October 2023
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v6i3.6933

Abstract

Abstract: This study investigates the effects of work discipline and recruitment on employee performance, with job satisfaction serving as a mediating variable, at PT. Sumber Karindo Sakti. A quantitative research design was employed, and data were collected from 75 production employees selected using the Slovin sampling formula. The data were analyzed using multiple linear regression and path analysis with SPSS version 25. The findings reveal that both work discipline and recruitment have significant positive effects on job satisfaction. Work discipline also has a significant positive effect on employee performance, whereas recruitment does not directly influence employee performance. In addition, job satisfaction has a significant positive effect on employee performance. The mediation analysis indicates that job satisfaction does not mediate the relationship between work discipline and employee performance. However, job satisfaction successfully mediates the relationship between recruitment and employee performance. These findings highlight the critical role of job satisfaction in translating effective recruitment practices into improved employee performance, while suggesting that work discipline contributes directly to performance regardless of employees' level of job satisfaction. The study provides practical implications for organizations seeking to enhance employee performance through effective human resource management practices, particularly by strengthening recruitment processes and fostering employee job satisfaction. Keywords: work discipline; recruitment; job satisfaction; employee performance; mediation analysis.   Abstrak: Penelitian ini bertujuan untuk mengetahui Pengaruh Disiplin Kerja Dan Rekrutmen Terhadap Kinerja Karyawan Pada PT. Sumber Karindo Sakti Melalui Kepuasan Kerja Sebagai Variabel Intervening (Pada PT. Sumber Karindo Sakti). Metode penelitian yang digunakan adalah metode kuantitatif. Teknik penentuan besar sampel menggunakan rumus Slovin yang berjumlah 75 responden yaitu karyawan bagian produksi pada PT. Sumber Karindo Sakti. Metode analisis yang digunakan dalam penelitian ini yaitu menggunakan analisis regresi linier berganda dan analisis jalur dengan menggunakan bantuan SPSS versi 25.00. Hasil penelitian ini yaitu: 1) disiplin kerja berpengaruh terhadap kepuasan kerja pada PT. Sumber Karindo Sakti, 2) rekrutmen berpengaruh terhadap kepuasan kerja pada PT. Sumber Karindo Sakti, 3) disiplin kerja berpengaruh terhadap kinerja karyawan pada PT. Sumber Karindo Sakti, 4) rekrutmen tidak berpengaruh terhadap kinerja karyawan pada PT. Sumber Karindo Sakti, 5) kepuasan kerja berpengaruh terhadap kinerja karyawan pada PT. Sumber Karindo Sakti, 6) kepuasan kerja tidak mampu menjadi variabel yang memediasi pengaruh antara disiplin kerja terhadap kinerja karyawan pada PT. Sumber Karindo Sakti, 7) kepuasan kerja mampu menjadi variabel yang memediasi pengaruh antara rekrutmen terhadap kinerja karyawan pada PT. Sumber Karindo Sakti.. Kata kunci: Disiplin Kerja, Rekrutmen, Kinerja Karyawan, Kepuasan Kerja
PENGARUH BEBAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN MELALUI STRES KERJA SEBAGAI VARIABEL INTERVENING (STUDI KASUS PADA PT. SOCFINDO MATAPAO) Christin Natalia Sianipar; Syaputri Syaputri; Syarifah Nur Halimah
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol. 9 No. 4 (2026): August 2026 (1)
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i4.6979

Abstract

Penelitian ini bertujuan untuk mengetahui Pengaruh Beban Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan Melalui Stres Kerja Sebagai Variabel Intervening (Studi Kasus Pada PT. Socfindo Matapao). Penelitian ini menggunakan sampel berjumlah 40 karyawan PT Socfindo Kebun Matapao di Divisi II bagian racun. Penelitian ini menggunakan jenis penelitian kuantitatif dengan bantuan software SmartPLS versi 3.0. Hasil inner model menunjukkan nilai adjusted R-square sebesar 0,542, yang berarti 54,2% variasi stres kerja dipengaruhi oleh beban kerja dan disiplin kerja, sedangkan 45,8% dipengaruhi oleh variabel lain seperti motivasi kerja, kepuasan kerja, budaya organisasi dan pelatihan. Sementara itu, nilai adjusted R-square untuk kinerja karyawan sebesar 0,374, yang berarti 37,4% variasi kinerja karyawan dipengaruhi oleh beban kerja, disiplin kerja, dan stres kerja, sedangkan 62,6% sisanya dipengaruhi oleh variabel lain seperti kompensasi, kepemimpinan, dan pengembangan karier. Hasil pengujian hipotesis menggunakan Uji Hipotesis (Uji t) dan Indirect Effect (Pengaruh Tidak Langsung) untuk menguji variabel Intervening, peneliti menggunakan Path Coefficients untuk pengujian hipotesis secara langsung dengan menghasilkan kesimpulan bahwa : Beban kerja berpengaruh positif dan signifikan terhadap stres kerja karyawan, Disiplin kerja tidak berpengaruh signifikan terhadap stres kerja karyawan, Beban kerja berpengaruh negatif dan signifikan terhadap kinerja karyawan, Disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, Stres kerja tidak berpengaruh signifikan terhadap kinerja karyawan, kemudian uji Indirect Effect (Pengaruh Tidak Langsung) dimana Stres kerja tidak mampu memediasi pengaruh beban kerja terhadap kinerja karyawan, Stres kerja tidak mampu memediasi pengaruh disiplin kerja terhadap kinerja karyawan.
Co-Authors Silvy Cindyana Syaputri Syaputri Syarifah Nur Halimah Yenni Mariani Sinurat