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All Journal Quantitative Economics and Management Studies Daengku: Journal of Humanities and Social Sciences Innovation
Abdul Halim
Labuhanbatu University, Jalan Sisingamangaraja No.126 A KM 3.5, Labuhanbatu, 21418, Indonesia
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Other

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The Effect of Work Experience, Work Ethos, Training, and Improving Work Achievement on Employee Performance at PT PLN UP 3 Rantauprepat Novridha Laylani; Siti Lam'ah Nasution; Abdul Halim
Daengku: Journal of Humanities and Social Sciences Innovation Vol. 3 No. 2 (2023)
Publisher : PT Mattawang Mediatama Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35877/454RI.daengku1521

Abstract

The purpose of this study was to analyze the effect of work experience, work ethic, training and work performance improvement on employee performance at PT. PLN UP.3 Rantauprapat Labuhanbatu Regency, North Sumatra Province. Data collection techniques used in this study were observation, documentation and questionnaires using a Likert scale. The research population is the employees of PT. PLN UP.3 Rantauprapat as many as 86 people. Samples were taken using saturated sampling techniques using all populations as research subjects. The results of this study prove that work experience has a positive and significant effect on employee performance. Work Ethics has a positive and significant effect on Employee Performance. Training has a positive and significant effect on Employee Performance. Improved work performance has a positive and significant effect on employee performance. Work experience, work ethic, work performance improvement training simultaneously have a positive and significant effect on employee performance at PT. PLN UP.3 Rantauprapat. The R Square value from the analysis of the coefficient of determination is 0.696, meaning that employee performance (Y) can be explained by the variables of work experience (X1), work ethic (X2), training (X3) and increased work performance (X4) of 69.6%.
The Influence of Organizational Climate, Organizational Culture, Leadership, and Position Promotion on Employee Performance at the Office of Cooperatives and SMEs in Labuhanbatu Regency Nurjanah Nurjanah; Elvina Elvina; Abdul Halim
Quantitative Economics and Management Studies Vol. 4 No. 2 (2023)
Publisher : PT Mattawang Mediatama Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35877/454RI.qems1519

Abstract

This research was conducted at the Office of Cooperatives and SMEs in Labuhanbatu Regency, with the aim of knowing the effect of Organizational Climate, Organizational Culture, Leadership and Position Promotion on Employee Performance. This study uses quantitative methods, with several analytical techniques such as the classical assumption test, multiple linear regression test, hypothesis testing and coefficient of determination test. All hypotheses in the research are stated to be valid, it can be proven by the following description, organizational climate variable (2,520) > ttable (1.691) which means that Ha is accepted and Ho is rejected. While the significant value is smaller than the probability value of 0.017 or a significant value of 0.000 <0.017. Thus it can be concluded that the Organizational Climate variable (X1) has a positive and significant effect on Employee Performance. Organizational Culture (X2) has a tcount (3.145) > ttable (1.691) which means that Ha is accepted and Ho is rejected. While the significant value is smaller than the probability of 0.004 or a significant value of 0.000 <0.004. Thus it can be concluded that Organizational Culture (X2) has a positive and significant effect on Employee Performance. Leadership (X3) has a tcount (2.857) < ttable (1.691) which means that Ha is rejected and Ho is accepted, while the significant value is smaller than the probability of 0.05 or 0.000 <0.007. Thus it can be concluded that Leadership (X3) has a positive and significant effect on Employee Performance. Promotion (X4) has a tcount (2.457) > ttable (1.691) while the significant value is smaller than the probability of 0.05 or 0.000 <0.019. Thus it can be concluded that Promotion (X4) has a positive and significant effect on Employee Performance. The results of the F test show that the Fcount value is 11,521 > Ftable 2.503 with a significance value of 0.000 <0.05. From these results, it can be concluded that Organizational Climate (X1), Organizational Culture (X2) Leadership (X3), and Promotion (X4) simultaneously have a positive and significant effect on Employee Performance (Y). Furthermore, an analysis of the coefficient of determination was carried out to analyze the contribution of the influence of the independent variables, namely organizational climate.
The Effect of Work Environment, Work Quality, Emotional Intelligence, and Intellectual Intelligence on Employee Performance at PUDAM Tirta Bina Labuhanbatu Regency Muksin Kurniawan; Siti Lam'ah Nasution; Abdul Halim
Daengku: Journal of Humanities and Social Sciences Innovation Vol. 3 No. 2 (2023)
Publisher : PT Mattawang Mediatama Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35877/454RI.daengku1508

Abstract

This type of research is quantitative in nature, and the place of implementation of this research is PUDAM Tirta Bina, Labuhanbatu Regency. Data collection techniques used in this study were observation, documentation and questionnaires using a Likert scale. In this study, the population was 110 employees of the Tirta Bina Public Water Supply Company (PUDAM) in Labuhanbatu Regency. Samples were taken using the slovin formula, which was determined or a significance level of 0.05, so the sample size in this study was 86 people. The Fcount value in this study is equal to 37,005 > Ftable 2.48 with a significance value of 0.000 <0.05. From these results, it can be concluded that the Work Environment (X1), Work Quality (X2), Emotional Intelligence (X3) and Intellectual Intelligence (X4) simultaneously have a positive and significant effect on Employee Performance (Y). R Square from the analysis of the coefficient of determination of 0.646 means that Employee Performance (Y) can be explained by the variables Work Environment (X1), Work Quality (X2), Emotional Intelligence (X3) and Intellectual Intelligence (X4) of 64.6%, while the rest is 35.4% can be explained by other variables not examined in this study
Co-Authors Elvina Elvina Muksin Kurniawan Novridha Laylani Nurjanah Nurjanah Siti Lam'ah Nasution