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All Journal SINERGI: Jurnal Ilmiah Ilmu Manajemen Journal of Educational Research and Evaluation Journal of Humanities and Social Studies Maker: Jurnal Manajemen Jurnal Ilmiah Matematika Realistik Jurnal Jeumpa Strategic: Journal of Management Sciences Jurnal Prointegrita International Journal of Entrepreneurship, Business, and Creative Economy Applied Quantitative Analysis (AQA) Jurnal Manajemen Kreatif dan Inovasi Maslahah: Jurnal Manajemen dan Ekonomi Syariah Glow: Jurnal Pengabdian Kepada Masyarakat Digital Innovation : International Journal Of Management Jurnal Manajemen Dayasaing

Sofiyan Sofiyan

University Prima Indonesia

Author-ID : 5549359

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Biochemistry, Genetics & Molecular Biology Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Immunology & microbiology Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

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THE EFFECT OF TRAINING AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT THE MEDAN CITY FIRE PREVENTION SERVICE Donny Marasutan Harahap; Sofiyan Matondang; Erwin Pardede
JURNAL PROINTEGRITA Vol 3 No 3 (2019): DESEMBER
Publisher : JURNAL PROINTEGRITA

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (289.293 KB)

Performance can be influenced by many factors, including management factors, abilities, discipline, training and also work motivation. But the most important factors are the factors of training and work motivation. This study aims to determine the effect of training and work motivation partially and simultaneously on employee performance in the Medan City Fire Prevention Service. The population of this study amounted to 250 employees. To determine the number of samples used Slovin formula, obtained as many as 71 people. Data collecti on techniques in this study were questionnaires and documentation studies. While the data analysis technique used is the classic assumption test, multiple regression, t test, F test and coefficient of determination. The results showed that training and work motivation had a positive and significant effect partially and simultaneously on employee performance in the Medan City Fire Prevention Service. The coefficient of determination (R Square) is 0.724. That is, variations in employee performance can be explained by training and work motivation by 72.40%, while the remaining 27.60% is explained by other factors. It is thus recommended that a trainer instructor who truly masters the training material, and design training materials to suit the needs of all the trainees are recommended. Agencies need to pay attention to their employees by providing financial benefits that are comparable to the work charged to the employees concerned. Training and motivation contributed greatly to the performance of the Medan City Fire Fighting Agency, which amounted to 72.40%, but there were still opportunities to improve performance by providing leadership training and career development.

PENGARUH KEDISIPLINAN DAN KEPUASAN KERJA DENGAN MOTIVASI SEBAGAI VARIABEL INTERVENING TERHADAP KINERJA PEGAWAI Faisan Achmad Nasution; Sofiyan Matondang; Nikous Soter Sihombing
JURNAL PROINTEGRITA Vol 5 No 3 (2021): DESEMBER
Publisher : JURNAL PROINTEGRITA

This research was conducted at the Pirngadi Hospital in Medan. This research was focused on non-medical employees as research objects. Based on the data and reports obtained, the researcher hypothesized that there were four non-medical civil servant behavior that was the cause of the low quality of service, namely discipline, job satisfaction, motivation and performance. These four behaviors are then called variables. Researchers classify the discipline and job satisfaction variables into independent variables, motivation into intervening variables and performance into the dependent variable. This study aims at analyzing how the influence of the independent or independent variables on the dependent or dependent variable, and how the indirect effect of the independent variable through the mediating or intervening variables on the dependent variable. The research data were obtained through primary sources and filling out questionnaires by ninety-six samples. Hypothesis testing used path analysis using statistical analysis software. Based on the results of the path analysis method, it was concluded that the discipline variable had no effect on employee performance while the job satisfaction variable had an influence on employee performance. And indirectly there is an effect of discipline and job satisfaction through motivation on employee performance.

Pengaruh Komunikasi dan Budaya Organisasi terhadap Kinerja Pegawai Badan Pengelola Pajak dan Retribusi Daerah Kota Medan Lestari, Endang Tri; Matondang, Sofiyan
JURNAL PROINTEGRITA Vol 5 No 1 (2020): APRIL
Publisher : LPPM Universitas Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (773.393 KB)

Performance is a set of measures regarding how well a job can be done compared with established assessment standards. This study aims at determining the effect of communication and organizational culture partially and simultaneously on the performance of employees of the Medan City Regional Tax and Retribution Management Agency. The population of this study is 329 employees of the Medan City Regional Tax and Retribution Management Agency. Slovin formula was used to determine the number of samples, obtained as many as 181 people. Data collection techniques in this research were questionnaire, interview and documentation study. While the data analysis technique used is the classic assumption test, multiple regression, ttest, Ftest and the coefficient of determination. The results show that there is a significant influence of communication on employee performance. There is a significant influence of work culture on employee performance. There is a significant influence of communication and organizational culture simultaneously on the performance of employees of the Medan City Regional Tax and Retribution Management Agency. The coefficient of determination (R Square) is 0.638, meaning that variations in employee performance can be explained by communication and organizational culture by 63.80%, while the remaining 36.20% is again explained by other factors, such as the work environment, training and other factors which is not explained in this research model.

THE EFFECT OF WORK DISCIPLINE AND WORK MOTIVATION ON EMPLOYEE WORK ACHIEVEMENT AT EDUCATION OFFICE OF NORTH SUMATERA PROVINCE Darwis, Darwis; Matondang, Sofiyan; Sianturi, Marudut
JURNAL PROINTEGRITA Vol 5 No 1 (2020): APRIL
Publisher : LPPM Universitas Darma Agung

This study aims at implementing work discipline, work motivation, and job performance at the Education Office of North Sumatra Province, the influence of work discipline on work performance at the Education Office of North Sumatra Province, the influence of work motivation on job performance at Education Office of North Sumatera Province, the influence of work discipline and work motivation on job performance at Education Office of North Sumatera Province. The population of research is all employees at Education Department of North Sumatera Province in 2015 as many as 140 people. In this study, the confidence level was set 95% then the sample size (n) = 96.04 is about 96 people. Sample determination technique is stratified random sampling, that is samples taken from each section evenly, that is member of population divided by total of population multiplied by research sample. The work discipline has a positive and significant effect on the employee's performance as seen from the tcount of 7,000 > = 0.05, meaning that the high performance of employees in Education Office of North Sumatera Province is influenced by factors discipline. Work motivation has positive and significant effect on employee performance as seen from titung value of 7,305attable 1,986 (sig 0,000), which is significantly smaller than > = 0,05, meaning that the high of employee performance in Education Office of North Sumatera Province is influenced by factors motivation. Work discipline and work motivation have a positive and significant effect on employee performance as seen from the value of Fhitung 45,983attable 1,986 (sig 0,000), which is significant t less than > Ftable 3,09 with sig 0,000 <0,05. Adjusted R-Square value is 0.486, it is known that the contribution of work discipline and work motivation to work performance of 48.60%. This means that the variables of work discipline and work motivation contribute to work performance is 48.60% while the rest of 51.40%, contributed by other un-researched variables such as organizational culture, supervision, leadership, and others. In order for employees to further improve the discipline of work by coming and returning on time, and doing work in accordance with established work procedures, head section should be in upholding discipline so as not to discriminate between employees with one another. In order for employees to further improve the work motivation by not delaying the work to be completed, and to the head of the section should always provide encouragement or motivation by always giving attention in the form of awards to employees who excel or in the form of reprimands to employees who make mistakes in work. In order for employees to pay more attention to their work performance like doing the job that is given seriously and responsible for the work done.

PENGARUH PELATIHAN, PERENCANAAN KARIR, DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DI KANTOR PELAYANAN PAJAK PRATAMA MEDAN TIMUR Siahaan, Andri Christian; Matondang, Sofiyan; Sianturi, Marudut
JURNAL PROINTEGRITA Vol 5 No 2 (2020): AGUSTUS
Publisher : LPPM Universitas Darma Agung

ABSTRACT This study aims at finding the effect of training, career planning, and work discipline segmentally and simultaneously on employee performance at KPP Pratama Medan Timur. The population of this research is 102 employees working as staff employees (outside the Head of the Office, Head of Section, and Supervisor). The number of samples taken is 81 people using the Proportionate Stratified Random Sampling method. Data collection is using questionnaires, interviews, and documentation study while the data analysis technique used is the classical assumption test, multiple regressions, t test, F test, and the coefficient of determination. The results show that the better the employee training, the higher the performance; the better the employee career planning, the higher the performance; the better the work discipline, the higher the performance. The variables of training, career planning, and work discipline simultaneously have a significant effect on performance variables. The coefficient of determination Adjust R2 is 0.969. This means that variations in employee performance can be described by training, career planning, and work discipline by 96.9%, while the remaining 3.1% is explained by other factors, such as organizational culture, compensation, and other factors.

PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN, DAN KOMPENSASI TERHADAP KINERJA PEGAWAI DI KANTOR PELAYANAN PAJAK PRATAMA MEDAN PETISAH Ginting, Kiki Lala Rosi; Sianturi, Marudut; Matondang, Sofiyan
JURNAL PROINTEGRITA Vol 5 No 2 (2020): AGUSTUS
Publisher : LPPM Universitas Darma Agung

This study aims at finding the influence of organizational culture, leadership, and compensation segmentally and simultaneously on employee performance at KPP Pratama Medan Petisah. The population of this research is 105 employees working as staff employees (outside the Head of Office and Head of Section). The number of samples taken is 83 people using Probability Sampling with the Proportionate Stratified Random Sampling method. Data collection is using questionnaires, interviews, and documentation study while the data analysis technique used is the classical assumption test, multiple regressions, t test, F test, and the coefficient of determination. It is found that the better the organizational culture, the higher the performance; the better the leadership, the higher the performance; the better the employee compensation, the higher the performance. The variables of organizational culture, leadership, and compensation simultaneously have a significant effect on employee performance variables. The coefficient of determination Adjust R2 is 0.975. This means that variations in employee performance can be explained by organizational culture, leadership, and compensation of 97.5%, while the remaining 2.5% is explained by other factors such as training, work discipline, and other factors.

Co-Authors Acai Sudirman Anggriani, Rini Aulia Arief Nasution Benny S H Saragih Butarbutar, Marisi Christine Loist Darwin Lie darwis darwis, darwis Devi Wulandari Donny Marasutan Harahap Edy Dharma Efendi, Efendi Erbin Chandra Erwin Pardede Faisan Achmad Nasution Fitria Halim Ginting, Kiki Lala Rosi Hadi Suriono Ibrahim Ahmad John Lidia John Lidia Lestari, Endang Tri Lora Ekana Nainggolan Lubis, Susanti Sri Rezeki Marihot Manullang Marthin Hutler Ambarita Nana Triapnita Nainggolan Nelly Ervina Ni Made Ayu Gemuh Rasa Astiti Ni Putu Maha Lina Nikous Soter Sihombing Novita Novi Sari Olympic Olympic Rasmulia Sembiring Rizki Amalia Robert Tua Siregar Robert Tua Siregar Rosmaida Rosmaida Salman Faris Sherly Sherly Siahaan, Andri Christian Sianturi, Marudut Silitonga, Hery Pandapotan Sisca Sisca Sonya Putri Shinta Purba Syaifuddin Syaifuddin Syaifuddin Syaifuddin Syaifuddin syaifuddin syaifuddin Syaiful Amri Tampubolon, Vebriana Vebriana Tampubolon Yansen Siahaan Yuris Danilwan

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