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All Journal Jurnal Fokus Manajemen Jurnal Akuntansi, Manajemen dan Bisnis Digital Best Journal of Administration and Management
Muhammad Isa Indrawan
Universitas Pembangunan Panca Budi Medan
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Analysis Of Job Grading And Workload On Work Performance With Competency As A Mediating Variable Among Executive Employees At The Regional Office Ptpn Iv Regional Ii Medan Hendy Sujatmiko; Mesra B; Muhammad Isa Indrawan
Jurnal Akuntansi, Manajemen dan Bisnis Digital Vol 5 No 3 (2026): Juli
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jambd.v5i3.11416

Abstract

Di era globalisasi dan persaingan bisnis yang semakin ketat, perusahaan dituntut untuk mengoptimalkan kinerja karyawan sebagai sumber daya strategis dalam mencapai tujuan organisasi. Kinerja kerja dipengaruhi oleh berbagai faktor manajemen sumber daya manusia, termasuk job grading, beban kerja, dan kompetensi. Penelitian ini bertujuan untuk menganalisis pengaruh job grading dan beban kerja terhadap kinerja kerja dengan kompetensi sebagai variabel mediasi di kalangan pegawai manajerial di Kantor Wilayah PTPN IV Regional II Medan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode sensus pada 123 karyawan manajerial. Data primer dikumpulkan melalui kuesioner dan dianalisis menggunakan metode Partial Least Square–Structural Equation Modeling (PLS-SEM) dengan bantuan SmartPLS. Hasil penelitian menunjukkan bahwa job grading memiliki pengaruh positif dan signifikan terhadap kinerja kerja namun tidak berpengaruh signifikan terhadap kompetensi. Beban kerja memiliki efek negatif dan signifikan terhadap kinerja dan kompetensi kerja. Kompetensi ditemukan memiliki pengaruh positif dan signifikan terhadap kinerja kerja. Pengujian efek mediasi menunjukkan bahwa kompetensi tidak memediasi pengaruh penilaian pekerjaan terhadap kinerja kerja, tetapi mampu memediasi efek beban kerja terhadap kinerja kerja secara signifikan. Temuan ini menunjukkan bahwa manajemen beban kerja yang seimbang dan peningkatan kompetensi karyawan manajerial merupakan faktor kunci dalam meningkatkan kinerja kerja. Penelitian ini diharapkan dapat memberikan kontribusi praktis bagi pengelolaan PTPN IV Regional II Medan dalam merumuskan kebijakan pengembangan sumber daya manusia yang lebih efektif dan berbasis bukti.
Analysis Of School Principal Leadership And Work Environment On Teacher Performance Through Motivation At Smk Negeri 1 Percut Sei Tuan Haryatno Haryatno; Kiki Farida Ferine; Muhammad Isa Indrawan
Jurnal Akuntansi, Manajemen dan Bisnis Digital Vol 5 No 3 (2026): Juli
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jambd.v5i3.11424

Abstract

Kinerja guru merupakan faktor kunci dalam menentukan kualitas pendidikan, terutama di SMK yang menuntut lulusan untuk dipersiapkan terhadap tuntutan tenaga kerja. Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan kepala sekolah dan lingkungan kerja terhadap kinerja guru melalui motivasi kerja sebagai variabel intervensi di SMK Negeri 1 Percut Sei Tuan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Populasi penelitian terdiri dari seluruh 119 guru dan staf di SMK Negeri 1 Percut Sei Tuan, yang juga dijadikan sampel penelitian (sensus). Data dikumpulkan melalui kuesioner dan dianalisis menggunakan metode Partial Least Squares (PLS) dengan bantuan aplikasi SmartPLS. Hasil penelitian menunjukkan bahwa kepemimpinan kepala sekolah dan lingkungan kerja memiliki efek positif dan signifikan terhadap kinerja guru dan motivasi kerja. Motivasi kerja juga terbukti memiliki efek positif dan signifikan terhadap kinerja guru. Selain itu, motivasi kerja bertindak sebagai variabel intervensi yang memperkuat pengaruh kepemimpinan kepala sekolah dan lingkungan kerja terhadap kinerja guru. Koefisien penentuan menunjukkan bahwa kepemimpinan kepala sekolah dan lingkungan kerja menjelaskan 39,2% variasi motivasi kerja, sedangkan kepemimpinan kepala sekolah, lingkungan kerja, dan motivasi kerja bersama-sama menjelaskan 58,6% variasi kinerja guru. Kesimpulan dari penelitian ini menegaskan bahwa peningkatan kinerja guru dapat dicapai melalui penguatan kepemimpinan kepala sekolah yang efektif, meningkatkan lingkungan kerja yang kondusif, dan meningkatkan motivasi kerja guru. Hasil penelitian ini diharapkan dapat diperhatikan oleh sekolah dan pengambil kebijakan pendidikan dalam merumuskan strategi peningkatan kualitas kinerja guru di SMK.
Analysis Of Human Resource Quality And Organizational Culture On Employee Performance With Work Motivation As Mediating Variable In The West Medan District Office Fatma Chairina; Muhammad Isa Indrawan; Elfitra Desy Surya
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.v6i2.11401

Abstract

Employee performance is an important factor in determining the quality of public services in government agencies, including the West Medan Sub-District Office. Variations in employee performance indicate the need for an in-depth study of the factors that influence it. This study aims to analyze the influence of human resource quality and organizational culture on employee performance with work motivation as an intervening variable. The study uses a quantitative approach with a census method of all 60 civil servants (PNS) at the West Medan Sub-District Office as respondents. Data were collected through questionnaires and analyzed using Partial Least Square–Structural Equation Modeling (PLS-SEM) with the help of SmartPLS. The results show that HR quality and organizational culture have a positive and significant effect on employee performance and work motivation. Work motivation was also found to have a positive and significant effect on employee performance. In addition, work motivation acted as an intervening variable that strengthened the effect of HR quality and organizational culture on employee performance. The coefficient of determination showed that the variables of HR quality and organizational culture were able to explain 44.3% of work motivation, while HR quality, organizational culture, and work motivation together explained 52.1% of employee performance. These findings confirm that improving employee performance at the West Medan Sub-District Office does not only depend on structural aspects such as HR quality and organizational culture, but is also greatly influenced by employee work motivation. Therefore, strengthening competencies, establishing a conducive organizational culture, and strategies to increase work motivation need to be prioritized in efforts to improve the quality of public services.
The Influence Of Employee Motivation And Organizational Commitment On Employee Performance With Organizational Culture Organization As An Intervening Variable In BPJS Employment Branch Office Range Aziz Muslim; Muhammad Isa Indrawan
Best Journal of Administration and Management Vol 3 No 1 (2024): Best Journal of Administration and Management
Publisher : International Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/bejam.v3i1.194

Abstract

In this study, researchers wanted to see the direct and indirect effects between employee motivation variables and organizational commitment as independent variables and organizational culture as an intervening variable and employee performance as the dependent variable. This type of research uses quantitative, this research was conducted at the BPJS Employment Branch Office in Kisaran. The population of this study was 60 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and the data collection carried out is to spread the questionnaire. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows: Employee motivation has a positive and significant effect on employee performance with an original sample value of 0.652 and P values of 0.000. Employee motivation has a positive and significant effect on organizational culture with an original sample value of 0.642 and p values of 0.000. Organizational commitment has a positive and insignificant effect on employee performance with an original sample value of 0.090 and p values of 0.229. Organizational commitment has a positive and insignificant effect on organizational culture with an original sample value of 0.109 and p values of 0.256. Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.206 and p values of 0.003. Employee motivation has a positive and insignificant effect on employee performance through organizational culture indirectly with the original sample result of 0.132 and p values 0.250. Organizational commitment has a positive and significant effect on employee performance through organizational culture with an original sample value of 0.022 and p values of 0.011.
Co-Authors , Elfitra Desy Surya Aziz Muslim Fatma Chairina Haryatno Haryatno Hendy Sujatmiko Kiki Farida Ferine Mesra B