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All Journal Journal of Economic, Bussines and Accounting (COSTING) Maneggio: Jurnal Ilmiah Magister Manajemen Martabe : Jurnal Pengabdian Kepada Masyarakat NUSANTARA : Jurnal Ilmu Pengetahuan Sosial JOURNAL OF SCIENCE AND SOCIAL RESEARCH JUMAN Tools (Jurnal Manajemen Tools) Jurnal Bisnis Dan Kajian Strategi Manajemen AGRISAINS: Jurnal Ilmiah Magister Agribisnis GOVERNANCE: Jurnal Ilmiah Kajian Politik Lokal dan Pembangunan Journal of Research in Social Science and Humanities Indo-MathEdu Intellectuals Journal International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Fokus Manajemen Jurnal Minfo Polgan (JMP) Jurnal Ekonomi dan Bisnis Digital (MINISTAL) Formosa Journal of Social Sciences (FJSS) Indo-Fintech Intellectuals: Journal of Economics and Business Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital (JEKOMBITAL) International Journal of Economic, Technology and Social Sciences (Injects) Journal of Management, Economic, and Accounting International Journal of Management, Economic and Accounting Jurnal Cendekia Ilmiah Proceedings of The International Conference on Computer Science, Engineering, Social Sciences, and Multidisciplinary Studies
Muhammad Yalzamul Insan
Program Studi Manajemen, Fakultas Sosial Sains, Universitas Pembangunan Panca Budi
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science 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 Recruitment, Training, And Work Motivation In Improving Employee Performance At PT. Perkasa Internusa Mandiri Jonatan Pebrianto Siagian; Muhammad Yalzamul Insan; Eli Delvi Yanti
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.v6i2.11070

Abstract

This study aims to analyze the influence of recruitment, training, and work motivation on employee performance at PT. Perkasa Internusa Mandiri. This study uses a quantitative approach with a survey method of 80 employees which is also used as a sample. Data were collected through questionnaires and analyzed using multiple linear regression with the help of the SPSS program. The results showed that recruitment had a regression coefficient (B) of 0.187 with a t-value of 1.909 and a significance of 0.060, so that it had a positive but insignificant effect on employee performance. The training has a regression coefficient (B) of 0.538 with a t-value of 4.821 and a significance of 0.000, which means that it has a positive and significant effect on employee performance. Work motivation has a regression coefficient (B) of −0.283 with a t-value of −2.968 and a significance of 0.004, so that it has a negative and significant effect on employee performance. The results of the simultaneous test showed an F value of 27.253 with a significance of 0.000, which indicates that recruitment, training, and work motivation together have a significant effect on employee performance. A determination coefficient value (R²) of 0.518 indicates that 51.8% variation in employee performance can be explained by the research model. Training is the most dominant variable in improving employee performance.
The Influence of Career Development, Work Motivation and Discipline on Employee Performance BKAD PROVSU Reza Ananda Harefa; Yohny Anwar; Muhammad Yalzamul Insan
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1262

Abstract

This study aims to determine the effect of career development, work motivation, and work discipline on employee performance at the Regional Finance and Asset Agency of North Sumatra Province. This study was a quantitative associative study with a sample size of 95 civil servants using a saturated sampling technique. Data were collected through questionnaires and analyzed using SPSS version 25.0, using validity and reliability tests, classical assumptions, multiple linear regression, hypothesis testing, and the coefficient of determination. The results indicate that career development, work motivation, and work discipline have a positive and significant effect on employee performance, both partially and simultaneously. The simultaneous test (F-test) indicates that all three variables together have a significant effect on employee performance, with an F-value of 310.020 > F-table = 3.03 and a sig. = 0.000 < 0.05. The Adjusted R² value of 0.908 indicates that 90.8% of the variation in employee performance is explained by career development, work motivation, and work discipline, while the remaining 9.2% is influenced by factors outside this study.
The Influence Of Leadership And Communication On Employee Work Discipline At The Department Of Cooperatives, Small And Medium Enterprises, Industry And Trade In Medan City Resti Alvi Syahri; Muhammad Yalzamul Insan; Samrin Samrin
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1474

Abstract

The research analysis aims to analyze the Influence of Leadership and Communication on Employee Work Discipline at the Cooperatives, Small and Medium Enterprises, Industry and Trade Office of Medan City. The data analysis technique used is the associative research method with the help of the SPSS version 23 program. This study uses multiple linear regression analysis. The sample in this study was 69 respondents. Primary data collection used a questionnaire. The results showed that the t-value of 4.041> t-table of 1.99 with a significant value of 0.000 <0.05, so the hypothesis H1 is accepted and H0 is rejected, meaning that leadership has a positive and significant effect partially on employee work discipline. The test results show a calculated t value of 2.711> t table of 1.99 with a significant value of 0.009 <0.05, so the hypothesis H2 is accepted and H0 is rejected, meaning that communication has a positive and significant partial effect on employee work discipline. The results of the simultaneous test with a calculated F value of 18,817 which is greater than 3,14 and a significant value of 0.000 which is smaller than 0.05 so it can be concluded that leadership and communication have a significant effect simultaneously on employee work discipline.
Analysis Of The Influence Of Leadership Style, Work Environment, And Motivation On Employee Performance In The Marketing Division At PT Ingco Teknika Indonesia Bella Cyintia Maramis; Muhammad Yalzamul Insan; Kholilul Kholik
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1521

Abstract

This study aims to analyze the influence of Leadership Style, Work Environment, and Motivation on Employee Performance in the Marketing Sector at PT. Ingco Teknika Indonesia. This study uses a quantitative method involving 40 employees as respondents. Data collection was carried out using questionnaires. The data obtained were analyzed using statistical formulas, namely by using the normality test, multicollinearity test, heteroscedasticity test and multiple linear regression analysis with the SPSS Version 23.0 program. The results of this study indicate that leadership style has a positive and significant influence partially on performance.This can be seen from the t-value of 4.947 which is greater than the t-table of 2.02 with a significance level of 0.000, thus, H1 is accepted and H0 is rejected. The work environment has a positive and partially significant influence on performance. This can be seen from the t-value of 3.523 which is greater than the t-table of 2.02 with a significance level of 0.001, thus, H2 is accepted and H0 is rejected. Motivation has a positive and partially insignificant influence on performance. This can be seen from the t-value of 0,283 which is smaller than the t-table of 2.02 with a significance level of 0.779, thus, H3 is rejected and H0 is accepted. Leadership style, work environment and motivation have a significant influence simultaneously on performance. This can be seen from the F-value of 100.530 with a significance level of 0.000, thus, H4 is accepted and H0 is rejected.
Analysis Of The Effects Of Job Satisfaction, Work Discipline And Work Motivation On Employee Performance At Ptpn Ii Sei Semayang Tria Friska Ayu; Muhammad Yalzamul Insan; Yohny Anwar
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1576

Abstract

The research analysis aims to analyze the organizational culture and work environment on employee performance at the Medan Perjuangan District Office. The data analysis technique used is the associative research method with the help of the SPSS version 23 program. This study uses multiple linear regression analysis. The sample in this study was 100 respondents. Primary data collection used a questionnaire. The results of the study indicate that the organizational culture variable has a t count of 3.651 and a t table of 1.984723, so t count > t table (3.651 > 1.984723) with sig. 0.000 < 0.05 so that the results of the study accept H1. It can be explained that the organizational culture variable (X1) influences the employee performance variable of the Medan Perjuangan Sub-district Office. The work environment variable has a t count of 2.345 and a t table of 1.984723, so t count > t table (2.345 > 1.984723) with sig. 0.021 < 0.05 so that the results of the study accept H1. It can be explained that the work environment variable (X2) influences the employee performance of the Medan Perjuangan Sub-district Office. The value obtained is f count = 92.290 > f table 3.09 with sig. 0.000 < 0.05. So it can be concluded that H1 is accepted. Where the variables of organizational culture (X1) and work environment (X2) simultaneously have a positive and significant effect on the performance of employees at the Medan Perjuangan District Office.
The Effect Of Employee Engagement, Career Development, And Compensation On Employee Job Satisfaction At The National Narcotics Agency Of Binjai City Dedek Mulya Ardana; Muhammad Yalzamul Insan; Wilchan Robain
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1598

Abstract

This research seeks to examine the effects of employee engagement, career development, and compensation on job satisfaction among employees at the National Narcotics Agency (BNN) of Binjai City. A quantitative approach with an associative design was employed. The population consisted of all 42 employees of BNN Binjai City, and a saturated sampling technique was applied, meaning the entire population served as the research sample. Data were collected using a Likert-scale questionnaire. The data were analyzed through validity and reliability testing, classical assumption testing, multiple linear regression, partial tests (t-test), simultaneous testing (F-test), and the coefficient of determination (R²). The findings from the multiple linear regression reveal that, individually, employee engagement, career development, and compensation each exert a positive and statistically significant influence on job satisfaction, as indicated by significance levels below 0.05. The simultaneous test further demonstrates that these three variables collectively have a positive and significant impact on job satisfaction, with a significance value lower than 0.05. In addition, the coefficient of determination (R²) shows that employee engagement, career development, and compensation account for a substantial proportion of the variance in employee job satisfaction, while the remaining variance is explained by other factors not included in this study. These results suggest that strengthening employee engagement, implementing well-structured career development programs, and providing fair and proportional compensation systems are key factors in enhancing employee job satisfaction at the National Narcotics Agency of Binjai City.
The Effect Of Physical Work Environment And Work Discipline On Employee Performance At The Youth And Sports Agency Of North Sumatera Province Fatmasari Fatmasari; Hasrul Azwar Hasibuan; Muhammad Yalzamul Insan
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1600

Abstract

This study was carried out to investigate how physical work environment variable along with work discipline variable impact civil servant achievement at Youth and Sports Agency of North Sumatra Province. Quantitative methodology featuring causal associative pattern was applied. A total of 83 Civil Servants were designated as both population and sample using the saturated sample method. Data collection was conducted using a five-point Likert-scaled questionnaires, then processed using multiple linear regression analysis with IBM SPSS application version 25. Research findings show that physical work environment variable have a positive and significant impact on civil servant performance, shown by t-value 3.168 with significance 0.002 (< 0.05). the work discipline variable also showed a positive and significant impact with t-value 6.433 and significance 0.000 (< 0.05). Simultaneously, both variables have a positive and significant on civil servant performance with F-value 103.858 and significance 0.000 (< 0.05). Determination coefficient (R²) figure of 0.722 demonstrates that 72.2% of civil servant performance variation can be explained by physical work environment variable and work discipline variable, while remaining portion is influenced by factors outside research framework.
Co-Authors , Nashrudin Setiawan , Samrin , Wilchan Robain Ade Rizka Adellina Batsyeba Br Pinem Afriansa, Fandi Ahmad Aswan Waruwu Ahmad Aswan Waruwu Akhmad Taufik Ansyahri Ramdahan Aryanti, Meilisa Bagus Pangestu Bella Cyintia Maramis Dalimunthe, Ritha F. Damrus, Damrus Dedek Mulya Ardana Delyana R. Pulungan Dian Yulis Wulandari Edi Saputra Matondang Edi Saputra Matondang Eka Kurniati Eli Delvi Yanti Fandi Afriansa Fanny Amanda Farah Witri Az Zahra Fatmasari Fatmasari Fidhia, Maulidina Fitra Arlina Nasution Hasrul Azwar Hasibuan Ikhah Malikhah Ikhah Malikhah Jhon Rico Tarigan Jonatan Pebrianto Siagian Khairunisa, Michrum Kholilul Kholik Maulidina Fidhia Maurizka Chairunisa, Siti Miranti, Yasmin Mutia Ridhayana Sitepu Nadhiea Ramadhany Nadhiea Ramdhany Najla Lubis Nashrudin Setiawan Nasution, Irfan Hafiz Niken Wulandari Niken Wulandari Nisa Hafiza Onom, Jojor Pratama, Siswa Prihatin Lumbanraja Puasari, Sherlyna Putri, Dwi Ananda Ramdhany, Nadhiea Resti Alvi Syahri Reza Ananda Harefa Riri Andriani Rangkuti Rizka, Ade Robain , Wilchan Ruth Riah Ate Tarigan Safitri, Karisma Sari, Vina Sheila Wardani Simon Simanjuntak Simon Simanjuntak Sindya Rani Siswa Pratama Siswahyudianto Siti Maurizka Chairunisa Siti Maurizka Chairunisa Siti Natasya Alfadiah Soulthan Saladin Batubara Sulthan Saladdin Tampubolon , Sinta Romarito Tria Friska Ayu Vina Sari Wakhyuni, Emi Yanti, Eli Delvi Yohny Anwar Yulis Wulandari, Dian