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All Journal Jurnal Sinar Manajemen Otoritas : Jurnal Ilmu Pemerintahan Abdimas Umtas : Jurnal Pengabdian kepada Masyarakat Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) International Journal of Health, Economics, and Social Sciences (IJHESS) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Journal of Research in Social Science and Humanities Jurnal Kolaboratif Sains Jurnal Fokus Manajemen International Journal of Economic, Technology and Social Sciences (Injects) Journal of Management, Economic, and Accounting International Journal of Management, Economic and Accounting
Kholilul Kholik
Department Of Management, Faculty Of Social Science, Universitas Pembangunan Panca Budi
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The Effect of Work Communication and Employee Competence on Organizational Performance at the Youth and Sports Office Teguh Wahyono; Riska Anggraini; Kholilul Kholik
International Journal of Management, Economic and Accounting Vol. 4 No. 4 (2026): August 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/veqdw724

Abstract

This study aims to analyze the effect of work communication and employee competence on organizational performance, as reflected in employee performance, at the Youth and Sports Office (Dinas Kepemudaan dan Keolahragaan) of North Sumatra Province. A quantitative associative approach was used with multiple linear regression analysis. The population comprised all 83 civil servants at the office, and a saturated sampling technique was applied so that the entire population served as the research sample. Data were collected through questionnaires and analyzed using classical assumption tests, the t-test, the F-test, and the coefficient of determination with SPSS 25.0. The results show that work communication has a positive and significant partial effect on organizational performance (t = 4.164; sig. = 0.000), and employee competence also has a positive and significant partial effect (t = 5.168; sig. = 0.000) and is the more dominant predictor of the two. Simultaneously, work communication and employee competence significantly affect organizational performance (F = 64.189; sig. = 0.000), explaining 61.6% of its variance (R² = 0.616), while the remaining 38.4% is explained by other factors outside the model. These findings indicate that effective communication and adequate employee competence, when developed together, are key drivers for improving the performance of public sector organizations such as regional youth and sports offices.
ANALYSIS OF THE TRANSFORMATIONAL LEADERSHIP STYLE OF SUB-DISTRICT HEADS AND THE WORK ENVIRONMENT ON THE PERFORMANCE OF NEIGHBORHOOD HEADS WITH WORK MOTIVATION AS AN INTERVENING VARIABLE AT THE MEDAN BARU SUB-DISTRICT OFFICE MEDAN CITY Ody Rinaldi Sinaga; Desi Astuti; Kholilul Kholik
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 5 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i5.4425

Abstract

This study aims to analyze the influence of transformational leadership style and work environment on the performance of neighborhood heads with work motivation as an intervening variable at the Medan Baru Subdistrict Office in Medan City. The research problem is motivated by the differences in performance levels among neighborhood heads, which are suspected to be influenced by the subdistrict head's leadership style, work environment conditions, and individual motivation levels. This study uses a quantitative approach with a population of 64 neighborhood heads in Medan Baru Subdistrict, which was used as a saturated sample. Data analysis techniques use Partial Least Squares (PLS) through the SmartPLS 4 program. The results show that transformational leadership has a positive but insignificant effect on the performance of neighborhood heads, but has a positive and significant effect on work motivation. The work environment has a negative and insignificant effect on performance, but a positive and significant effect on work motivation. Work motivation has a positive and significant effect on the performance of neighborhood heads. In addition, work motivation is proven to significantly mediate the relationship between transformational leadership and the work environment on the performance of neighborhood heads. The R² value shows that 81.7% of the variation in work motivation and 95.1% of the variation in performance can be explained by this research model. The research findings confirm that improving the performance of neighborhood heads can be achieved by strengthening work motivation driven by the transformational leadership style of the sub-district head and a conducive work environment. It is recommended that the Medan Baru Sub-District Office strengthen leadership development and attention to employee potential, improve the comfort of the work environment, and provide rewards that encourage work motivation and responsibility.
THE INFLUENCE OF MOTIVATION, JOB EDUCATION, TOTAL PARTICIPATION, AND LEADERSHIP ON EMPLOYEE PERFORMANCE ASSESSMENT WITH JOB SATISFACTION AS AN INTERVENING VARIABLE AT PTPN 4 REGIONAL 1 RANTAUPRAPAT PROMISE GARDEN Stefen Daniel Berkat Hutabarat; Kholilul Kholik; Muhammad Toyib Daulay
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18639011

Abstract

This study analyzes the influence of work motivation, job education, total participation, and leadership on employee performance assessment, with job satisfaction as an intervening variable, at PTPN IV Regional 1 Janji Rantauprapat Garden. The labor-intensive plantation sector faces challenges in enhancing employee performance, which is influenced by factors such as motivation, training, employee involvement, and leadership styles. This research employs a quantitative approach, utilizing a census method that included all 127 permanent employees. Data analysis was conducted using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the aid of SmartPLS 4.0 software. The findings indicate that none of the exogenous variables (work motivation, job education, total participation, and leadership) had a significant direct or indirect influence on either job satisfaction or employee performance. Furthermore, job satisfaction was not found to significantly mediate the relationship between the exogenous variables and employee performance. Additionally, the research model demonstrated low predictive relevance (Q-Square value), suggesting that it does not adequately explain the variations in job satisfaction and employee performance within this specific context. This study concludes that the hypothesized relationships were not significant in this setting, highlighting the need for further research considering other factors or different methodologies to understand employee performance drivers.
THE INFLUENCE OF ORGANIZATIONAL CULTURE AND WORK DISCIPLINE THROUGH WORK INVOLVEMENT AS AN INTERVENING VARIABLE IN IMPROVING EMPLOYEE PERFORMANCE AT THE MEDAN HELVETIA SUB-DISTRICT OFFICE Hanifah; Kholilul Kholik; Darmilisani
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 2 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18729162

Abstract

This study aims to analyze the influence of Organizational Culture and Work Discipline on Employee Performance with Work Engagement as a mediating variable at the Medan Helvetia Sub-District Office. This research employs a quantitative approach using the Partial Least Square (PLS) method to examine the relationships among variables. Data were collected through questionnaires distributed to employees of the Medan Helvetia Sub-District Office. The results indicate that Organizational Culture has a positive and significant effect on Work Engagement but does not have a direct effect on Employee Performance. Work Discipline has a positive and significant effect on both Work Engagement and Employee Performance. Furthermore, the results show that Organizational Culture positively and significantly affects Work Engagement with an original sample value of 0.501 and a p-value of 0.000. Organizational Culture has a positive but not significant effect on Employee Performance with an original sample value of 0.120 and a p-value of 0.214. Work Discipline positively and significantly affects Work Engagement with an original sample value of 0.472 and a p-value of 0.000, and it also positively and significantly affects Employee Performance with an original sample value of 0.354 and a p-value of 0.000. Work Engagement positively and significantly affects Employee Performance with an original sample value of 0.479 and a p-value of 0.001. Organizational Culture positively and significantly influences Employee Performance through Work Engagement with an original sample value of 0.240 and a p-value of 0.005, while Work Discipline positively and significantly influences Employee Performance through Work Engagement with an original sample value of 0.226 and a p-value of 0.002.
Analysis of Managerial Decision Making in the Face of Market Demand Uncertainty in the Digital Era Kholilul Kholik; Risha Joanda
International Journal of Economic, Technology and Social Sciences (Injects) Vol. 6 No. 1 (2025): Mei 2025
Publisher : CERED Indonesia Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53695/injects.v6i1.1488

Abstract

This study aims to analyze managerial decision-making in dealing with market demand uncertainty in the digital era through a data-driven and analytical approach. Demand uncertainty has become a major challenge for managers due to rapid changes in consumer behavior and dynamic market conditions. The research employs a quantitative approach involving twenty respondents consisting of managers and supervisors in organizations that have adopted digital technologies. Data analysis is conducted descriptively and further examined using a simulation of Structural Equation Modeling with Partial Least Squares to test the relationships among variables. The findings indicate that the implementation of data-based decision-making improves the quality of managerial decisions and reduces perceived demand uncertainty. However, digital technology functions as a supporting tool, while managerial judgment remains the key determinant of final decisions. This study provides empirical insights for managerial practices in addressing market uncertainty in the digital economy.
Analysis of The Influence of Work Motivation, Work Environment and Salary on Employee Job Satisfaction at PT. Bank Mandiri Taspen Tbk Gatot Subroto Medan Branch Office Melynia Amira Putri; Kholilul Kholik
Jurnal Fokus Manajemen Vol 6 No 1 (2026): Februari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i1.10672

Abstract

This research was conducted at PT. Bank Mandiri Taspen Tbk, Gatot Subroto Branch Office, Medan. This study aimed to determine and analyze the influence of work motivation, work environment, and salary on employee job satisfaction at PT. Bank Mandiri Taspen Tbk, Gatot Subroto Branch Office, Medan. The research method used was quantitative. The population was all 57 employees at PT. Bank Mandiri Taspen Tbk, Gatot Subroto Branch Office, Medan. The sampling technique used was saturated sampling, resulting in a sample size of 57. Data collection techniques included observation, questionnaires, and documentation. Data analysis was performed using Multiple Linear Regression, Partial Tests, and Simultaneous Tests using SPSS Version 27. The results of the study indicate that partially work motivation has a positive and significant effect on employee job satisfaction with a correlation of 0.179 and t-count 1.769 > t-table 1.674 and a significance of 0.038 < 0.05. The work environment partially has a positive and significant effect on employee job satisfaction with a correlation of 0.231 and t-count 2.309 > t-table 1.674 and a significance of 0.025 < 0.05. Salary partially has a positive and significant effect on employee job satisfaction with a correlation of 0.322 and t-count 2.351 > t-table 1.674 and a significance of 0.022 < 0.05. Work motivation, work environment, and salary simultaneously have a positive and significant effect on employee job satisfaction with F-count 21.219 > F-table 2.779 and a significance of 0.000 < 0.05. Determination shows a result of 0.520, meaning that work motivation, work environment, and salary contribute to employee job satisfaction 52% of all factors that can contribute and influence employee job satisfaction at PT. Bank Mandiri Taspen Tbk Gatot Subroto Medan Branch Office.
Analysis Of Work Ethics, Job Loyalty, and Job Satisfaction On Employee Performance at The Binjai City Regional Inspectorate Office Monica Fransiska Gultom; Kholilul Kholik
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.10675

Abstract

This study aims to analyze the influence of work ethics, job loyalty, and job satisfaction on employee performance at the Regional Inspectorate Office of Binjai City. The research method used is quantitative with a causal associative approach. The research sample consisted of 65 employees, covering the entire population of State Civil Apparatus (ASN) at the institution. Data were collected through questionnaires and analyzed using multiple linear regression analysis. The results show that partially, work ethics have a positive and significant effect on performance (t = 6.785; p = 0.000), job loyalty has a positive and significant effect (t = 2.828; p = 0.006), and job satisfaction has a positive and significant effect (t = 3.527; p = 0.001). Simultaneously, the three independent variables also have a positive and significant effect on employee performance (F = 45.042; p = 0.000), contributing 67.4% (Adj. R² = 0.674). These findings indicate that improving the performance of government internal supervisory apparatus requires an integrated approach encompassing strengthening ethics, fostering loyalty, and creating job satisfaction.
Analysis of Work Experience, Workload, and Physical Work Environment on Employee Work Productivity at PT. Sujin Ray Indonesia Yunira Khairani; Eli Delvi Yanti; Kholilul Kholik
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.10961

Abstract

Employee work productivity is a crucial factor in supporting organizational success, particularly in manufacturing companies that require timeliness, work accuracy, and operational efficiency. Work productivity is influenced by various factors, including work experience, workload, and the physical work environment. This study aims to analyze the effect of work experience, workload, and physical work environment on employee work productivity at PT. Sujin Ray Indonesia. This research employed a quantitative approach with an associative research design. The population of this study consisted of all permanent employees of PT. Sujin Ray Indonesia, totaling 42 employees, and a saturated sampling technique was applied, where the entire population was used as the sample. Data were collected through questionnaires using a Likert scale and analyzed using multiple linear regression analysis. The analysis procedures included validity testing, reliability testing, classical assumption tests, and hypothesis testing using t-tests and F-tests with the assistance of SPSS 25.0 software. The results indicate that work experience, workload, and work environment individually have a positive and significant effect on employee work productivity. Furthermore, the simultaneous test results show that work experience, workload, and work environment jointly have a significant effect on employee work productivity. The coefficient of determination (Adjusted R²) value of 0.860 indicates that 86% of the variation in work productivity can be explained by work experience, workload, and work environment, while the remaining 14% is influenced by other factors not examined in this study. This research is expected to provide practical insights for companies in improving employee productivity through effective human resource management.
The Influence of Work Environment, Job Satisfaction and Motivation on Employee Performance at PT Khurnia Sawit Jaya Kabupaten Labuhan Batu Sumatera Utara Surya Ananta Febrianti; Kholilul Kholik; Yana Diana
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.10971

Abstract

This study aims to determine the effect of Work Environment, Job Satisfaction, and Motivation on Employee Performance at PT. Khurnia Sawit Jaya, South Labuhan Batu Regency, North Sumatra. The type of research used is associative with a quantitative approach, where data were obtained through distributing questionnaires to 92 respondents who are company employees. Data analysis was carried out using multiple linear regression with the help of the SPSS program version 24.0. The results of the study indicate that partially the work environment, job satisfaction, and motivation each have a positive and significant influence. Simultaneously, these three variables have a significant effect on employee performance with an F count of 86.577 and a significance of 0.000. The coefficient of determination (R²) of 0.747 indicates that 74.7% of employee performance variations can be explained by the work environment, job satisfaction, and motivation, while the remaining 25.3% is influenced by other factors outside this study. Thus, it can be concluded that improving the conducive work environment, high job satisfaction, and strong motivation will have a positive impact on improving employee performance at PT. Khurnia Sawit Jaya.
Analysis Of Work Ethics, Job Loyalty, and Job Satisfaction On Employee Performance at The Binjai City Regional Inspectorate Office Monica Fransiska Gultom; Kholilul Kholik; Teguh Wahyono
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.11038

Abstract

This study aims to analyze the influence of work ethics, job loyalty, and job satisfaction on employee performance at the Regional Inspectorate Office of Binjai City. The research method used is quantitative with a causal associative approach. The research sample consisted of 65 employees, covering the entire population of State Civil Apparatus (ASN) at the institution. Data were collected through questionnaires and analyzed using multiple linear regression analysis. The results show that partially, work ethics have a positive and significant effect on performance (t = 6.785; p = 0.000), job loyalty has a positive and significant effect (t = 2.828; p = 0.006), and job satisfaction has a positive and significant effect (t = 3.527; p = 0.001). Simultaneously, the three independent variables also have a positive and significant effect on employee performance (F = 45.042; p = 0.000), contributing 67.4% (Adj. R² = 0.674). These findings indicate that improving the performance of government internal supervisory apparatus requires an integrated approach encompassing strengthening ethics, fostering loyalty, and creating job satisfaction.
Co-Authors , Wilchan Robain Abdi Setiawan Adelia Sarumaha Agung Saputra Anton Sobirin Ardani Putra Yudha Bambang Pramono Bella Cyintia Maramis Darmilisani Deni Spartan Desi Astuti Eli Delvi Yanti Fahri Dwi Wardana Faustyna Faustyna Hanifah Helmaini Sinaga Hilfan Helmy Iin Juliani Saragih Iman Sudirman Kuni Inayati M. Toyib Daulay Melynia Amira Putri Mila Trisna Sari Monica Fransiska Gultom Muhammad Toyib Daulay Muhammad Yalzamul Insan Ody Rinaldi Sinaga Ria Suryani Saragih Ricky Ganda Risha Joanda Riska Anggraini Risliana Octavia Siregar SITI HAJAR Siti Humairah Stefen Daniel Berkat Hutabarat Surya Ananta Febrianti Syafrizal Syafrizal Teguh Wahyono Yana Diana Yohny Anwar Yunira Khairani Yusril Mahendra Tanjung Yusuf Arifin