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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Sinar Manajemen Otoritas : Jurnal Ilmu Pemerintahan SEIKO : Journal of Management & Business Abdimas Umtas : Jurnal Pengabdian kepada Masyarakat Public Corner Tax Literacy and Leadership Agility: Indigenous Peoples Awareness in Paying Taxes 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 ProBisnis : Jurnal Manajemen International Journal of Economic, Technology and Social Sciences (Injects) Journal of Management, Economic, and Accounting International Journal of Economics, Management and Accounting Jurnal Ilmiah Multidisiplin Indonesia Equivalent : Journal of Economic, Accounting and Management International Journal of Management, Economic and Accounting Optimal: Jurnal Ekonomi dan Manajemen
Kholilul Kholik
Department Of Management, Faculty Of Economics And Business, Universitas Pembangunan Panca Budi, Medan, Indonesia
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Medicine & Pharmacology Nursing Physics Public Health Social Sciences Other

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Pengaruh Gaya Kepemimpinan Dan Disiplin Kerja Terhadap Kinerja Guru Di SMK Swasta Al Fajar Sei Mencirim Minarti Sri Wachyuni; Teguh Wahyono; Kholilul Kholik
SEIKO : Journal of Management & Business Vol 8, No 2 (2025): July - December
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v8i2.9653

Abstract

Penelitian ini bertujuan untuk menganalisis serta memahami dengan lebih baik mengenai bagaimana Pengaruh Gaya Kepemimpinan dan Disiplin Kerja terhadap Kinerja Guru di SMK Swasta Al Fajar Sei Mencirim. Metode yang digunakan adalah pendekatan kuantitatif dengan jumlah sampel sebanyak 32 orang guru. Teknik analisis data yang diterapkan adalah regresi linear berganda, dengan bantuan software SPSS versi 26. Hasil penelitian menunjukkan bahwa gaya kepemimpinan memiliki pengaruh positif dan signifikan secara parsial terhadap kinerja guru, dengan nilai t hitung 3,024 > t tabel 1,693 dan nilai sig 0,005 < 0,05. Disiplin kerja juga terbukti berpengaruh positif dan signifikan terhadap kinerja guru secara parsial, dengan t hitung 2,895 > t tabel 1,693 dan nilai sig 0,007 < 0,05. Secara simultan, gaya kepemimpinan dan disiplin kerja berpengaruh signifikan terhadap kinerja guru, yang ditunjukkan dengan F hitung 28,823 > F tabel 3,32 dan nilai sig 0,000 < 0,05. Berdasarkan nilai koefisien determinasi, sebesar 66,5% variasi dalam kinerja guru dapat dijelaskan oleh kedua variabel bebas tersebut, sementara sisanya sebesar 33,5% dipengaruhi oleh faktor lain di luar model penelitian ini. Kata Kunci: Gaya Kepemimpinan, Disiplin Kerja Dan Kinerja Guru
The Influence Of Human Resource Development, Leadership And Organizational Culture On Employee Performance With Work Ethic As An Intervening Variable In The Housing And Regional Office Langkat Regency Settlement Ferisna Yuliamita Saragih; Kholilul Kholik; Saimara A.M Sebayang
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.11934

Abstract

This research aims to analyze the influence of human resource development, leadership, and organizational culture on employee performance with work ethic as an intervening variable in the Langkat Regency Housing and Settlement Area Office. This study uses a quantitative approach. The population in this study is all employees of the Langkat Regency Housing and Settlement Areas Office which totals 50 people. Because the population is relatively small, the entire population is used as a sample with a total sampling technique, so that the research sample totals 50 respondents. Data was collected through the distribution of questionnaires with a Likert scale and analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study show that human resource development has a positive and significant effect on work ethic with a coefficient of 0.357 and on employee performance with a coefficient of 0.644. Organizational culture has a positive and significant effect on work ethic with a coefficient of 0.452, but does not have a significant effect on employee performance with a coefficient of 0.049. Work ethic has a positive and significant effect on employee performance with a coefficient of 0.258. Furthermore, leadership does not have a significant effect on work ethic with a coefficient of 0.145, but has a positive and significant effect on employee performance with a coefficient of 0.581. In the indirect influence, organizational culture has a significant effect on employee performance through work ethic with a coefficient of 0.217, and human resource development also has a significant effect on employee performance through work ethic with a coefficient of 0.192. Meanwhile, leadership does not have a significant effect on employee performance through work ethic with a coefficient of 0.138. The R Square value shows that work ethic can be explained by 82.4%, while employee performance can be explained by 87.0% by the research model. This research shows that the development of human resources, leadership, and organizational culture has an important role in improving employee performance, both directly and indirectly through work ethic. Therefore, agencies need to improve human resource development programs, strengthen leadership, and build a good organizational culture to encourage improvement in work ethic and employee performance.
The Influence Of Human Resource Development, Competence And Leadership On Employee Performance With Workload As An Intervening Variable In The Medan Religious Court Samsir Toona; Kholilul Kholik; Yohny Anwar
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.11947

Abstract

This study aims to analyze the influence of Human Resource development, competence, and leadership on employee performance with workload as an intervening variable in the Medan Religious Court. This study uses a quantitative approach with data collection techniques through the distribution of questionnaires to all 60 employees, so that the sampling technique used is a saturated sample. The data analysis method used is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the help of SmartPLS 3.0 software.The results showed that workload had a positive and significant effect on employee performance with a coefficient of 0.414, t-statistic of 3.854, and p-value of 0.000. Leadership had a positive and significant effect on employee performance with a coefficient of 0.306, t-statistic of 2.325, and p-value of 0.020, but had no significant effect on workload with a coefficient of 0.304, t-statistic of 1.853, and p-value of 0.064. Competency had a positive and significant effect on workload with a coefficient of 0.870, t-statistic of 6.233, and p-value of 0.000, and had a positive and significant effect on employee performance with a coefficient of 0.301, t-statistic of 2.188, and p-value of 0.029. Human resource development has a positive and significant effect on workload with a coefficient of 0.303, t-statistics of 2.502, and p-value of 0.013, and has a positive effect on employee performance with a coefficient of 0.142 and p-value of 0.047.In the indirect influence, the workload was unable to mediate the influence of leadership on employee performance with a coefficient of 0.126, t-statistic of 1.498, and p-value of 0.135. On the other hand, workload was able to mediate the influence of competency on employee performance with a coefficient of 0.360, t-statistic of 3.325, and p-value of 0.001, and was able to mediate the influence of human resource development on employee performance with a coefficient of 0.225, t-statistic of 1.989, and p-value of 0.049. Thus, it can be concluded that competence is the most dominant variable affecting workload, while workload is the most dominant variable affecting employee performance.
Analisis Lingkungan Kerja Non Fisik, Fasilitas Kerja dan Kepemimpinan Terhadap Kepuasan Kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai: Analysis of Non-Physical Work Environment, Work Facilities and Leadership on Job Satisfaction of Civil Servants at SMA Negeri 2 Binjai Ina Febrina; Kholilul Kholik
Jurnal Kolaboratif Sains Vol. 7 No. 4: APRIL 2024 - Jurnal Kolaboratif Sains (JKS)
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/jks.v7i4.3990

Abstract

Tujuan penelitian ini untuk mengetahui pengaruh dari lingkungan kerja non fisik, fasilitas kerja dan kepemimpinan terhadap kepuasan kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai. Penelitian ini menggunakan pendekatan asosiatif-kuantitatif dengan model regresi linear berganda. Data penelitian diolah dengan SPSS 26.0. Hasil penelitian menunjukkan bahwa Lingkungan Kerja non Fisik, Fasilitas Kerja dan Kepemimpinan berpengaruh positif dan signifikan terhadap Kepuasan kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai baik secara parsial maupun secara simultan. Lingkungan Kerja Non Fisik secara parsial berpengaruh positif dan signifikan terhadap Kepuasan Kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai, dimana nilai thitung Lingkungan Kerja Non Fisik 2,037 > 1,999 dan signifikansi 0,046 < 0,050, sehingga H1 diterima.Fasilitas Kerja secara parsial berpengaruh positif dan signifikan terhadap Kepuasan Kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai. Dengan nilai thitung Fasilitas Kerja sebesar 2,079 > 1,999, dan nilai signifikansi 0.042 < 0.050, sehingga H2 diterima. Kepemimpinan secara parsial berpengaruh positif dan signifikan terhadap Kepuasan Kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai, dimana nilai thitung Kepemimpinan sebesar 16,105 > 1,999 , dan nilai signifikan 0.000 < 0.050 sehingga H3 diterima. Lingkungan Kerja non Fisik, Fasilita Kerja dan Kepemimpinan secara bersama-sama (simultan) berpengaruh positif dan signifikan terhadap Kepuasan Kerja Pegawai Negeri Sipil SMA Negeri 2 Binjai. Dimana nilai Fhitung > Ftabel , 123,922 > 2,755 pada signifikan 0,000 < 0,05, Maka hipotesis (H4) sebelumnya diterima. Dapat disimpulkan hipotesis H1, H2, H3, dan H4 terbukti benar dan dapat diterima karena hasil penelitian sejalan dengan hipotesis yang diajukan.
Sistem Pengawasan Dana Desa dalam Meningkatkan Perekonomian Masyarakat Desa di Kabupaten Deli Serdang: Village Fund Monitoring System in Improving the Economy of Village Communities in Deli Serdang Regency Kholilul Kholik
Jurnal Kolaboratif Sains Vol. 7 No. 12: Desember 2024 - Jurnal Kolaboratif Sains (JKS)
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/jks.v7i12.6769

Abstract

Pengelolaan dana desa merupakan salah satu strategi penting dalam pembangunan ekonomi masyarakat pedesaan. Penelitian ini bertujuan untuk menganalisis sistem pengawasan dana desa dalam upaya meningkatkan perekonomian masyarakat desa di Kabupaten Deli Serdang. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif, melibatkan wawancara, observasi, dan studi dokumen sebagai teknik pengumpulan data. Hasil penelitian menunjukkan bahwa pengawasan dana desa yang efektif membutuhkan keterlibatan berbagai pihak, termasuk pemerintah daerah, Badan Permusyawaratan Desa (BPD), dan masyarakat desa itu sendiri. Transparansi dan akuntabilitas dalam pengelolaan dana desa terbukti menjadi faktor kunci dalam mencegah penyalahgunaan anggaran dan memastikan penggunaan dana sesuai dengan kebutuhan prioritas masyarakat. Lebih lanjut, pengawasan yang baik mampu mendorong peningkatan kegiatan ekonomi lokal, seperti pengembangan usaha kecil dan menengah (UKM), infrastruktur desa, dan program pelatihan kerja. Penelitian ini merekomendasikan penguatan kapasitas pengelola desa, peningkatan partisipasi masyarakat, serta penggunaan teknologi informasi untuk mendukung sistem pengawasan yang lebih efisien. Dengan demikian, pengelolaan dana desa yang diawasi secara optimal dapat memberikan kontribusi signifikan terhadap peningkatan kesejahteraan masyarakat di Kabupaten Deli Serdang.
Analysis of the Influence of Motivation, Human Resource Development, and Job Satisfaction on Employee Work Discipline at PT Panca Niaga Jaya Lestari Kisaran Putri Melinda Cahya; Kholilul Kholik
International Journal of Health, Economics, and Social Sciences (IJHESS) Vol. 6 No. 3: July 2024 - International Journal of Health, Economics, and Social Sciences (IJHESS)
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/ijhess.v6i3.5458

Abstract

This research aimed to investigate the influence of work motivation, human resource development, and job satisfaction on employee work discipline at PT Panca Niaga Jaya Lestari Kisaran. The population of this research comprised all non-managerial employees, totaling 89 individuals. The sample size was also 89 respondents, employing the saturated sampling technique. The research was conducted in the year 2024. This research used primary quantitative data collected through the distribution of questionnaires and processed using SPSS 24.0 with a multiple linear regression analysis model. The results indicated that work motivation, HR development, and job satisfaction, both partially and simultaneously, had a positive and significant effect on work discipline at PT Panca Niaga Jaya Lestari Kisaran. Work motivation emerged as the most dominant variable influencing work discipline, with a regression value of 0.459 and a t-value of 5.593. Approximately 90.4% of employee work discipline could be explained and derived from work motivation, HR development, and job satisfaction, while the remaining percentage was influenced by other factors. Work discipline had a very strong/close relationship with work motivation, HR development, and job satisfaction.
Analysis of the Influence of Competency, Work Motivation, and Work Environment on Employee Performance of PT Graha Sakura Jaya (Grand Sakura Hotel) Medan Darni Br Barus; Kholilul Kholik
International Journal of Health, Economics, and Social Sciences (IJHESS) Vol. 6 No. 4: October 2024 - International Journal of Health, Economics, and Social Sciences (IJHESS
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/ijhess.v6i4.6421

Abstract

This study aims to analyze the influence of competence, work motivation, and work environment on employee performance at PT Graha Sakura Jaya (Hotel Grand Sakura) Medan. This research method is quantitative with an associative approach. Data collection was carried out by distributing questionnaires. The research data was processed with SPSS 25. The results showed that Competence, Work Motivation and work environment have a positive and significant effect on employee performance at PT Graha Sakura Jaya (Hotel Grand Sakura) Medan both partially and simultaneously. Competence has a positive and significant effect partially on employee performance at PT Graha Sakura Jaya, where the t count value is 3.245 and t table 1.99547 or t count> t table = 3.245> 1.99547 with a significant value of 0.031 which means the significant value is greater than 0.05 (0.031 <0.05). So H1 is accepted. Work Motivation partially has a positive and significant effect on Employee Performance of PT Graha Sakura Jaya where the t count value is 3.101 and t table 1.99547 or t count> t table = 3.101> 1.99547 with a significant value of 0.049 which means the significant value is greater than 0.05 (0.049 <0.05). So H2 is accepted. The work environment partially has a positive and significant effect on Employee Performance of PT Graha Sakura Jaya where the t count value is 3.524 and t table 1.99547 or t count> t table = 3.524> 1.99547 with a significant value of 0.005 which means the significant value is greater than 0.05 (0.001 <0.05). So H3 is accepted. Competence, work motivation and work environment together (simultaneously) have a positive and significant influence on employee performance at PT Graha Sakura Jaya (Hotel Grand Sakura Jaya) Medan where the calculated f value is 5.507 and f table 2.740 or calculated f> f table = 5.507> 2.740 with a significant value of 0.002 which means the significant value is smaller than 0.05 (0.002 <0.05). So H4 is accepted. It can be concluded that the hypotheses H1, H2, H3, and H4 are proven true and can be accepted because the results of the study are in line with the proposed hypothesis.
Analysis of the Influence of Work Discipline, Work Environment, and Job Satisfaction on Employee Performance at the Military Court Office I-02 Medan Yunita Arianty; Kholilul Kholik
International Journal of Health, Economics, and Social Sciences (IJHESS) (Special Issue) - International Journal of Health, Economics, and Social Sciences (IJHESS) - January
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/ijhess.v7i1.6981

Abstract

This study uses an associative-quantitative approach with a multiple linear regression model. Data collection was carried out by distributing questionnaires. The results of the study indicate that Work Discipline, Work Environment and Job Satisfaction have a positive and significant effect on the performance of employees of the Medan I-02 Military Court Office both partially and simultaneously. Work Discipline has a partial positive and significant effect on the performance of employees of the Medan I-02 Military Court Office, where the t-count value is 3.485 and t-table 1.676 with a significant value of 0.001 which means the significant value is greater than 0.05 (0.001 <0.05). So H1 is accepted. Work Environment partially has a positive and significant effect on the performance of employees of the Medan I-02 Military Court Office where the t-count value is 3.687 and t-table 1.676 or t-count> t-table with a significant value of 0.000 which means the significant value is greater than 0.05 (0.000 <0.05). So H2 is accepted. Job satisfaction partially has a positive and significant effect on the performance of employees of the Medan I-02 Military Court Office, where the t-value is 4.745 and t-table 1.676 with a significant value of 0.000 which means the significant value is greater than 0.05 (0.000 <0.05). So H3 is accepted. Work discipline, work environment and job satisfaction together (simultaneously) have a positive and significant effect on the performance of employees of the Medan I-02 Military Court Office where the f-value is 102.824 and f-table or f-count> f-table = 102.824> 3.10 with a significant value of 0.000 which means the significant value is smaller than 0.05 (0.000 <0.05). So H4 is accepted
Challenges of Human Resource Management Towards Optimizing Public Service Performance in Realizing Sustainable Development at the Population and Civil Registration Service of Medan City Kholilul Kholik; Mohammad Yusri
International Journal of Health, Economics, and Social Sciences (IJHESS) (Special Issue) - International Journal of Health, Economics, and Social Sciences (IJHESS) - January
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/ijhess.v7i1.7057

Abstract

This study aims to analyze various obstacles and strategies in human resource management to improve the quality of sustainable public services. The research method used is a qualitative approach with data collection techniques through in-depth interviews, observations, and documentation studies. The results of the study indicate that the main challenges include limited human resource competencies, lack of work motivation, and inadequate infrastructure and technology systems. To overcome this, efforts are needed to increase human resource capacity through continuous training, implementation of an effective reward and punishment system, and modernization of information technology-based service systems. The conclusion of this study emphasizes that optimizing public service performance can be achieved through effective human resource management that is oriented towards sustainable development, so as to improve the quality of life of the community and support sustainable development goals (Sustainable Development Goals/SDGs) in Medan City.
Analysis of the Effect of Work Stress, Work Load and Work Environment on Teacher Performance at TRI Karya Sunggal School Deli Serdang Sovia Delviana Br Kaban; Kholilul Kholik
International Journal of Health, Economics, and Social Sciences (IJHESS) (Special Issue) - International Journal of Health, Economics, and Social Sciences (IJHESS) July 2025
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/ijhess.v7i3.8326

Abstract

This study aims to analyze the influence of work stress, workload, and work environment on teacher performance at Tri Karya Sunggal School, Deli Serdang Regency. The background of this study is based on the importance of the role of teachers in improving the quality of education, which is greatly influenced by the psychological conditions and work environment they experience. The method used in this study is a quantitative approach. Samples were taken purposively from 50 permanent teachers at Tri Karya Sunggal School. The research instrument was a questionnaire that had been tested for validity and reliability. Data were analyzed using multiple linear regression to determine the simultaneous and partial effects of each independent variable on teacher performance. The results of the analysis showed that work stress, workload, and work environment simultaneously had a significant effect on teacher performance. Partially, work stress had a negative and significant effect, workload had a negative but not significant effect, while the work environment had a positive and significant effect on teacher performance. These findings indicate that improving teacher performance requires attention to managing work stress and creating a conducive work environment. This study recommends that schools conduct workload management evaluations and build psychosocial support systems for educators.
Co-Authors , Wilchan Robain Abdi Setiawan Adelia Sarumaha Agung Saputra Ahmad Fauzi Lubis Aladin Aladin Anton Sobirin Anton Sobirin Ardani Putra Yudha Bambang Pramono Bella Cyintia Maramis Cut Liana Meilani Darmilisani Darni Br Barus Deni Spartan Deni Spartan Desi Astuti Devi Santika Eli Delvi Yanti Elidawaty Purba Fahri Dwi Wardana Farid Chairmawan Faustyna Faustyna Ferisna Yuliamita Saragih Geiger Fransisco Nainggolan Gracely Agatha Malau Hanifah Helmaini Sinaga Hilfan Helmy Ibnu Ikhlas Sirait Iin Juliani Saragih Iman Sudirman Ina Febrina Iwan Van Heru Purba Juan Ardian Kiki Farida Ferine Kuni Inayati M. Chaerul Rizky M. Chaerul Rizky M. Toyib Daulay Mafazan Nuha Annisa Mahfud Syukri Melynia Amira Putri Mila Trisna Sari Minarti Sri Wachyuni Mohammad Yusri Monica Fransiska Gultom Muhammad Ihsan Harahap Muhammad Ikhlas Muhammad Toyib Daulay Muhammad Yalzamul Insan Ody Rinaldi Sinaga Putri Melinda Cahya Ria Suryani Saragih Ricky Ganda Risha Joanda Riska Anggraini Risliana Octavia Siregar Sahrim Sahrim Saimara A.M Sebayang Samsir Toona Sarifah Rista Maulina Savika Amanda SITI HAJAR Siti Humairah Sovia Delviana Br Kaban Sri Rahayu Sri Rahayu Sri Rahayu Stefen Daniel Berkat Hutabarat Surya Ananta Febrianti Syafrizal Syafrizal Syaiful Kadri Tegar Aryo Nugroho Lubis Teguh Hari Permana Putra Teguh Wahyono Teguh Wahyono Yana Diana Yohny Anwar Yolanda Yolanda Yonny Anwar Yunira Khairani Yunita Arianty Yusni haujar Yusril Mahendra Tanjung Yusriyyah Nabiilah Yusuf Arifin