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All Journal Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Educational Review, Law And Social Sciences (IJERLAS) International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) East Asian Journal of Multidisciplinary Research (EAJMR) Indonesian Journal of Business Analytics (IJBA) Neraca Manajemen, Akuntansi, dan Ekonomi International Journal of Economics and Management Sciences Green Inflation: International Journal of Management And Strategic Business Leadership
Ritha F. Dalimunthe
Unknown Affiliation
Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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ANALYSIS OF THE INFLUENCE OF TRANSACTIONAL LEADERSHIP STYLE, COMPENSATION AND WORK MOTIVATION ON WORK PERFORMANCE OF OPERATOR EMPLOYEES OF PT PELABUHAN INDONESIA I (PERSERO) BELAWAN INTERNATIONAL CONTAINER TERMINAL (BICT) BRANCH Fadhli Ahmad; Ritha F. Dalimunthe; Sitti Raha Agoes Salim
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1998

Abstract

Operator Work Performance calculated in the Electronic Performance Management (EPM) Application has decreased from 2013 to 2015. From the results of the pre-survey of the General Manager Leadership Style of PT. Pelindo I BICT Branch, the majority of employees, 78%, showed a transactional leadership style. The discrepancy between attendance according to the Operator and attendance according to the EPM affects the amount of Operator Compensation. This condition is related to Motivation, namely the Motivation of Operators who arrive late and go home earlier than their working hours. The purpose of this study was to determine and analyze the effect of Transactional Leadership Style, Compensation and Motivation on Work Performance. This type of research is quantitative descriptive and the nature of this research is explanatory research. The population in this study was 77 employees and the sample of this study was the entire population to be observed (census research). Data analysis used multiple linear regression. The results of the study showed that partially Transactional Leadership Style had a positive and insignificant effect on Work Performance. However, Compensation and Work Motivation partially had a positive and significant effect on Work Performance. Simultaneously, Transactional Leadership Style, Compensation, and Work Motivation have a significant influence on Work Performance.
Gamification in Gig Economy for Ride Hailing Drivers in Medan Shalsabilla Shafira; Ritha F. Dalimunthe; R. Hamdani Harahap
Indonesian Journal of Business Analytics Vol. 5 No. 4 (2025): August 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v5i4.14958

Abstract

Gamification has become a key strategy used by ride-hailing platforms in regulating and controlling driver behavior through mission elements, points, levels, performance, ratings, challenges and rewards designed to increase driver engagement in work. This study explores in depth how gamification mechanisms affect the working conditions of Gojek and Grab drivers in Medan. The research method used is qualitative with an interpretivist epistemology approach, in-depth interviews with 16 drivers and analyzed with Nvivo12 software. The research findings reveal that drivers face very long working hours with an average of 14 hours per day, while their income is uncertain due to the nature of gig work and gamification mechanisms that prioritize drivers with the highest performance levels. In addition, the work environment is also not entirely safe, given the security risks in Medan and the potential for suspension by the platform based on customer assessments that are often subjective. The gamification system implemented by the platform forms an unequal power relationship between the company and the driver, the platform has great control over the work process, mission access, which has an impact on the driver's income. This creates high work pressure, income uncertainty, and strong dependence on the platform, thus blurring claims of freedom in the gig economy and indicating hidden exploitation. The study also found that bottom-up gamification based on solidarity between drivers can be an alternative solution to create fairer working conditions, although its implementation is still difficult due to internal divisions among Medan drivers. This finding emphasizes the importance of state presence and regulation to eliminate the vulnerability of workers in the gig economy which is further exacerbated by one-sided gamification mechanisms and unequal power relations between platforms and workers.
The Influence of Employee Engagement and Self-Efficacy on Employee Performance Through Innovative Work Behavior at Pt Asam Jawa Medan Zhafirah Hanan; Ritha F. Dalimunthe; Yeni Absah
East Asian Journal of Multidisciplinary Research Vol. 3 No. 8 (2024): August 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v3i8.9898

Abstract

This study aims to examine how employee engagement and self-efficacy affect employee performance through innovative work behavior at PT Asam Jawa Medan. It is categorized as quantitative descriptive research. The sample included 125 respondents selected using a non-probability sampling method. Data analysis was performed using both the outer model and inner model with the SmartPLS program. The results indicate that employee engagement, self-efficacy, and innovative work behavior positively and significantly impact employee performance. However, employee engagement has a negative and insignificant effect on innovative work behavior and does not significantly influence employee performance through innovative work behavior.
Co-Authors Debora Tifani Turnip Elva Citra Sari Endang Sulistya Rini Fadhli Ahmad Fakhita Hannan Nasutioin Fionita Idanesia Br Tarigan Johan Manurung Kartika Dinda Udhaty M. Ikmal Husein Lubis Mario Tondi Partogi Lubis Muhammad Syahrizal Nasution Mu’thial Abadi Nico Tri Aganta Nur Aisyah Fitri Nurul Huda Chasanah Parapat Gultom Pesta Damayanti Prihantin Lumbanraja Prihatin Lmbanraja Prihatin Lumbanraja Putri Khalijah Tricahyanti Siregar Qori Fadla Ajmilia R. Hamdani Harahap Robert Sanjaya Sembiring Samuel Morales Simanjuntak Sartika Ningsih Shalsabilla Shafira Siti Putri Luthfiyyah Sitti Raha Agoes Salim Sri Annisa Tety Novriyanti Zebua Utari Tri Handayani Yeni Absah Zhafirah Hanan