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All Journal Jurnal Riset Akuntansi dan Bisnis JURNAL ILMIAH MANAJEMEN & BISNIS EDUTECH: Jurnal Ilmu Pendidikan dan Ilmu Sosial Jurnal Akuntansi dan Pajak Maneggio: Jurnal Ilmiah Magister Manajemen LIABILITIES (JURNAL PENDIDIKAN AKUNTANSI) Paedagoria : Jurnal Kajian, Penelitian dan Pengembangan Kependidikan NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Ensiklopedia Education Review Jurnal Scientia Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Journal of Research in Social Science and Humanities Jurnal Fokus Manajemen Jurnal Manajemen Dan Akuntansi Medan Indo-Fintech Intellectuals: Journal of Economics and Business International Journal of Economic, Technology and Social Sciences (Injects) Journal of Management, Economic, and Accounting Jurnal Ekonomi, Manajemen, Akuntansi
Soulthan Saladin Batubara
Universitas Pembangunan Panca Budi
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education 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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Analysis of Individual Competence, Motivation, and Team Effectiveness in Human Resource Development to Support the Regeneration of Medan Theater Members Gilang Ramadani; Emi Wakhyuni; Soulthan Saladin Batubara
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.v5i3.1611

Abstract

The sustainability of arts organizations is largely determined by the success of their member regeneration processes. In the context of Medan Teater, regeneration depends not only on the recruitment of new members but also on the quality of human resource development, which is influenced by individual competence (X1), motivation (X2), and team effectiveness (X3). This study aims to analyze the effects of individual competence, motivation, and team effectiveness on human resource development (Y) in supporting the regeneration of Medan Teater members. This research employs a quantitative approach with a causal associative design. The respondents consisted of 54 members of Medan Teater, selected using the sampling technique applied in this study. Data were collected through Likert-scale questionnaires. The data were analyzed using validity and reliability tests, classical assumption tests, and multiple linear regression analysis, including t-tests, F-tests, and the coefficient of determination (R²), with the assistance of the SPSS program. The results indicate that, partially, individual competence, motivation, and team effectiveness have a positive and significant effect on human resource development. Simultaneously, these three independent variables also exert a significant influence on human resource development in supporting member regeneration. Accordingly, the null hypothesis (H0) is rejected and the alternative hypothesis (Ha) is accepted. These findings suggest that successful regeneration at Medan Teater requires the enhancement of individual competencies, the strengthening of motivation, and effective teamwork as the primary foundations of the member development process.
Analysis of The Effect of Rewards, Organizational Structure, and Job Design on Employee Performance of Pt Pelabuhan Indonesia (Persero) Regional I Yunita Sari Lingga; Soulthan Saladin Batubara
Journal of Research in Social Science and Humanities Vol 5, No 4 (2025)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v5i4.517

Abstract

This research was conducted at PT Pelabuhan Indonesia (Persero) Regional I. The purpose of this research was to determine and analyze the influence of rewards, organizational structure, and product design on employee performance at PT Pelabuhan Indonesia (Persero) Regional I. The subjects of this study were 52 employees of PT Pelabuhan Indonesia (Persero) Regional I. The sample was drawn using the Slovin formula and random sampling technique. The method used was quantitative with an associative type. Data collection was carried out using a questionnaire and a Likert scale for variable measurement. The data analysis tool for this research was multiple linear regression using Statistical Package for the Social Sciences (SPSS) 24.0 software. The results showed that rewards had a positive and significant effect on employee performance, organizational structure had a positive and significant effect on employee performance, and job design had a positive and significant effect on employee performance. The results of this study found that rewards, organizational structure, and job design simultaneously had a positive and significant effect on employee performance at PT Pelabuhan Indonesia (Persero) Regional I.
The Influence of Organizational Culture, Work Environment, and Organizational Commitment on Employee Job Satisfaction at De Tonga Hotel Medan Teguh Setia Jaya Waruwu; Daud Arifin; Soulthan Saladin Batubara
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 6 No. 01 (2026): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien)
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v6i01.2558

Abstract

This research aimed to analyze the influence of organizational culture, work environment, and organizational commitment on employee job satisfaction at De Tonga Hotel Medan. The population in this study consisted of 61 employees of De Tonga Hotel Medan, with a sample size of 61 respondents. The sampling technique used was saturated sampling. This research utilized primary quantitative data collected through questionnaires and processed using SPSS Version 25. The research was conducted in 2026. The data analysis technique employed a multiple linear regression model. The results of the research showed that organizational culture partially had a positive and significant effect on employee job satisfaction at De Tonga Hotel Medan, with a regression coefficient of 0.388, a t-value of 3.220, and a significance value of 0.008. The work environment partially had a positive and significant effect on employee job satisfaction, with a regression coefficient of 0.691, a t-value of 6.039, and a significance value of 0.000. Organizational commitment partially had a positive and significant effect on employee job satisfaction, with a regression coefficient of 0.596, a t-value of 5.513, and a significance value of 0.036. Simultaneously, organizational culture, work environment, and organizational commitment had a positive and significant effect on employee job satisfaction, with a significance value of 0.000 and an F-value of 337.750. The most dominant variable influencing employee job satisfaction was the work environment, with the largest Standardized Coefficients Beta value of 0.634. Additionally, 94.3% of employee job satisfaction could be explained by organizational culture, work environment, and organizational commitment, while the remaining 5.7% was influenced by other factors outside the research model. Employee job satisfaction had a very strong correlation with organizational culture, work environment, and organizational commitment, as indicated by an R-value of 0.978.
Pengaruh Lingkungan Kerja, Kompensasi, dan Pengembangan Karir Terhadap Kepuasan Kerja Karyawan pada KUD Plasma Makarti Khodijah Batubara; Ahmad Aswan Waruwu; Soulthan Saladin Batubara
Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien) Vol. 6 No. 2 (2026): Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (Jasmien)
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/jasmien.v6i2.2585

Abstract

Penelitian ini bertujuan untuk mengkaji pengaruh lingkungan kerja, kompensasi, dan pengembangan karir terhadap kepuasan kerja karyawan pada KUD Plasma Makarti. Penelitian menggunakan pendekatan kuantitatif dengan metode asosiatif. Penelitian ini dilakukan tahun 2026. Populasi berjumlah 42 karyawan dan seluruhnya dijadikan sampel melalui teknik sampling jenuh, sehingga jumlah responden sebanyak 42 orang. Data primer dikumpulkan melalui penyebaran kuesioner dan diolah menggunakan perangkat lunak SPSS versi 24. Analisis dilakukan dengan regresi linear berganda untuk menguji hubungan antara variabel bebas dan variabel terikat. Hasil penelitian menunjukkan bahwa lingkungan kerja, kompensasi, dan pengembangan karir secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kepuasan kerja. Lingkungan kerja memiliki koefisien regresi sebesar 0,291 dengan thitung 3,128 dan nilai signifikansi 0,003. Kompensasi memiliki koefisien regresi sebesar 0,605 dengan thitung 5,881 dan signifikansi 0,000. Pengembangan karir memiliki koefisien regresi sebesar 0,333 dengan thitung 4,340 dan signifikansi 0,000. Secara simultan diperoleh nilai Fhitung sebesar 375,912 dengan signifikansi 0,000. Kompensasi merupakan variabel yang paling dominan memengaruhi kepuasan kerja karena memiliki nilai koefisien regresi dan thitung tertinggi. Nilai koefisien determinasi (adjusted R²) sebesar 0,984 menunjukkan bahwa 96,5% variasi kepuasan kerja dapat dijelaskan oleh ketiga variabel tersebut, sedangkan sisanya dipengaruhi faktor lain di luar penelitian. Nilai koefisien korelasi (R) sebesar 0,984 mengindikasikan bahwa hubungan antara variabel bebas dan variabel terikat berada pada kategori sangat kuat.
Kajian Empiris Kinerja ASN ditinjau dari Perspektif Kepemimpinan, Budaya Organisasi dan Lingkungan Kerja Soulthan Saladin Batubara; Niken Wulandari; Bima Satria
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 1: November 2024
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i1.5907

Abstract

Aparatur Sipil Negara (ASN) sebagai ujung tombak pelayanan dituntut untuk memiliki kinerja secara optimal guna memenuhi pencapaian tujuan institusi dalam memberikan pelayanan publik, yaitu kesejahteraan masyarakat. Penelitian ini bertujuan untuk mengetahui dan menganalisis bagaimana pengaruh Budaya Organisasi (X1), Lingkungan Kerja (X2) terhadap Kinerja (Y) aparatur sipil pada Aparatur Sipil pada Dinas Perindustrian, Perdagangan, Energi dan Sumber Daya Mineral Provinsi Sumatera Utara. Penelitian ini menggunakan pendekatan kuantitatif dalam pengolahan data maupun informasi yang diperoleh. Populasi pada penelitian ini merupakan seluruh Aparatur Sipil Aparatur Sipil pada Dinas Perindustrian, Perdagangan, Energi dan Sumber Daya Mineral Provinsi Sumatera Utara yang didapat dengan menggunakan teknik sensus. Pada penelitian ini, data dikumpulkan menggunakan quesioner, wawancara serta studi dokumentasi. Hasil jawaban kuesioner dihitung dengan satuan pengukuran skala Likerts, yang diolah menggunakan metode analisis regresi dengan menggunakan program statistical product and service solution. Hasil penelitian menunjukkan bahwa secsara parsial kepemimpinan, budaya organisasi dan lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja.
The Role of HR Analytics as a Moderator in the Integration Model of HR Capabilities and Strategic Alignment on the Sustainable Performance of Plantation Sector Companies in North Sumatra Saidan Sany Lubis; Soulthan Saladin Batubara; Iskandar Muda
International Journal of Economic, Technology and Social Sciences (Injects) Vol. 6 No. 2 (2025): October 2025
Publisher : CERED Indonesia Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53695/injects.v6i2.1433

Abstract

This research seeks to examine the function of HR Analytics as a moderating variable in the integration model of HR Capabilities and Strategic Alignment concerning Sustainable Performance in plantation sector enterprises in North Sumatra. The study's background stems from the significance of the plantation sector as a primary contributor to the regional GRDP, despite encountering challenges in sustainability, digital readiness, and HR competencies. This study employed a quantitative methodology utilizing the PLS-SEM technique, involving 162 participants, including HR managers, plantation managers, departmental assistants, and sustainability officers. The results show that HR Capabilities don't have a big effect on Sustainable Performance, but Strategic Alignment does have a big negative effect. HR Analytics has a big effect on Sustainable Performance, but it doesn't change the link between HR Capabilities and performance. On the other hand, HR Analytics makes the link between Strategic Alignment and Sustainable Performance worse. These results show that HR digitalization and the use of analytics are important for plantation companies to make their business processes more flexible, efficient, and long-lasting.
Peran Disiplin dan Motivasi Kerja dalam Meningkatkan Kepuasan Kerja Karyawan Muhammad Yalzamul Insan; Soulthan Saladin Batubara
Maneggio: Jurnal Ilmiah Magister Manajemen Vol 8, No 2 (2025): SEPTEMBER
Publisher : Magister Manajemen Universitas Muhammadiyah Sumatera Utara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30596/maneggio.v8i2.26939

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan motivasi kerja terhadap kepuasan kerja karyawan pada perusahaan pertanian di Medan. Dengan menggunakan metode simple random sampling, penelitian ini mengambil sampel sebanyak 81 karyawan dari populasi yang ada. Data yang digunakan merupakan data primer yang diolah menggunakan IBM SPSS Statistics 26, dengan teknik analisis regresi linier berganda dan analisis moderasi. Hasil penelitian menunjukkan bahwa disiplin kerja dan motivasi kerja secara simultan berpengaruh positif dan signifikan terhadap Kepuasan Kerja karyawan. Secara parsial, kedua variabel tersebut juga memiliki pengaruh positif dan signifikan terhadap Kepuasan Kerja karyawan, yang dibuktikan dengan nilai t hitung disiplin kerja sebesar 3,291 (signifikansi 0,001) dan t hitung motivasi kerja sebesar 2,986 (signifikansi 0,004). Selain itu, hasil uji F menunjukkan nilai F hitung sebesar 20,462, lebih besar dari F tabel sebesar 2,72, yang berarti disiplin kerja dan motivasi kerja secara bersama-sama memberikan kontribusi positif dan signifikan terhadap peningkatan Kepuasan Kerja karyawan pada perusahaan pertanian di Medan.
Pengaruh Reward dan Kompetensi Kerja terhadap Kinerja Pegawai pada Dinas Kepemudaan dan Keolahragaan Provinsi Sumatera Utara Safina Tu Zahara; Ahmad Aswan Waruwu; Soulthan Saladin Batubara
Jurnal Manajemen Dan Akuntansi Medan Vol. 8 No. 2 (2026): Jurnal Manajemen dan Akuntansi Medan
Publisher : Yayasan Cita Cendikiawan Al Kharizmi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47709/jumansi.v8i2.9397

Abstract

Latar belakang: Kinerja pegawai merupakan faktor penting dalam menentukan keberhasilan organisasi dalam mencapai tujuan yang telah ditetapkan. Berdasarkan hasil observasi awal pada Dinas Kepemudaan dan Keolahragaan Provinsi Sumatera Utara, terlihat masih adanya beberapa kendala yang menyangkut capaian kerja pegawai, misalnya pekerjaan yang tidak selesai sesuai jadwal, laporan yang harus diperbaiki berkali-kali, hingga sasaran kerja yang belum tercapai sepenuhnya. Kondisi tersebut diduga dipengaruhi oleh sistem reward dan kompetensi kerja pegawai. Metode Penelitian: Penelitian ini menggunakan metode kuantitatif dengan populasi sebanyak 83 pegawai pada Dinas Kepemudaan dan Keolahragaan Provinsi Sumatera Utara. Teknik pengambilan sampel menggunakan teknik sampling jenuh, sehingga semua anggota populasi dijadikan sampel penelitian. Data dikumpulkan melalui kuesioner dengan skala Likert, lalu data diolah melalui regresi linier berganda, uji t, uji F, beserta koefisien determinasi (R²). Hasil Penelitian: Hasil penelitian menunjukkan bahwa reward berpengaruh positif dan signifikan pada kinerja pegawai, terbukti dengan nilai t-hitung 6,129 beserta signifikansi 0,000. Kompetensi kerja juga berpengaruh positif dan signifikan terhadap kinerja pegawai, ditunjukkan lewat t-hitung 6,539 dengan signifikansi 0,000. Secara simultan, reward dan kompetensi kerja sama-sama berpengaruh positif dan signifikan terhadap kinerja pegawai dengan nilai F-hitung sebesar 107,146 dan signifikansi 0,000. Nilai Adjusted R Square sebesar 0,721 memberi gambaran bahwa 72,1% keragaman kinerja pegawai dapat dijelaskan oleh reward dan kompetensi kerja. Kesimpulan: Reward dan Kompetensi kerja terbukti berpengaruh positif dan signifikan terhadap kinerja pegawai baik secara parsial maupun simultan. Oleh karena itu, Organisasi perlu mendorong perbaikan mekanisme reward sekaligus pengembangan kompetensi pegawai untuk mendukung peningkatan kinerja secara optimal.
The Influence Of Work Motivation, Leadership, And Organizational Culture On Employee Performance At PT Pelindo Multi Terminal Jiehan Ukhti Harissa; Teguh Wahyono; Soulthan Saladin Batubara
Jurnal Fokus Manajemen Vol 6 No 1 (2026): Februari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i1.10197

Abstract

This research aims to analyze the influence of work motivation, leadership, and organizational culture on employee performance at PT Pelindo Multi Terminal Branch Belawan. Employee performance is an important aspect in achieving company goals, which can be influenced by the level of motivation, leadership style, and work culture applied. The method used is a quantitative approach with a survey technique, involving 98 respondents who are permanent employees. Data was obtained through the distribution of questionnaires and analyzed using multiple linear regression. The results showed that work motivation, leadership, and organizational culture simultaneously have a significant influence on employee performance. Partially, these three variables also provide a positive and significant influence. Work motivation: t-count value of 1.410 < t-table 1.661 (n–k = 98–4 = 95, α = 0.05) with a significance of 0.002 < 0.05. This indicates that motivation has a positive and significant effect on employee performance, so Ha is accepted and Ho is rejected. Leadership: t-count value 9.214 > 1.661 with a significance of 0.000 < 0.05. This means that leadership has a positive and significant effect on employee performance. Organizational culture: t-count value 3.519 > 1.661 with a significance of 0.001 < 0.05. This proves that organizational culture also has a positive and significant effect on employee performance.
The Influence of Work Culture, Work Experience and Work Ethics on Employee Performance at the North Sumatra Provincial Trade and Industry Office Siti Hafsyah Permatasari; Soulthan Saladin Batubara; Juniarti Juniarti
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.v6i2.10975

Abstract

The aim of this study is to determine if work culture has a positive and substantial influence on employee performance at the North Sumatra Provincial Department of Industry and Trade. Does work experience have a major and somewhat positive impact on employee performance at the North Sumatra Provincial Department of Industry and Trade? Does work ethics considerably and somewhat improve employee performance at the North Sumatra Provincial Department of Industry and Trade? Do work culture, work ethics, and work experience all have a substantial and positive impact on employee performance at the North Sumatra Provincial Department of Industry and Trade? A quantitative approach to data analysis is used using the SPSS program. In this paper, multiple linear regression analysis is used. The sample for the research consisted of 43 responders. To gather primary data, a questionnaire was used. The results of the research demonstrate that work culture has a favourable and substantial influence on employee performance at the North Sumatra Provincial Department of Industry and Trade. Work experience has a positive and considerable influence on employee performance at the North Sumatra Provincial Department of Industry and Trade. Work ethics have a favourable and considerable influence on employee performance at the North Sumatra Provincial Department of Industry and Trade. At the North Sumatra Provincial Department of Industry and Trade, work ethics, work culture, and work experience all have a positive and substantial effect on employee performance.
Co-Authors , Rahima Br Purba Ahmad Aswan Waruwu Amelia Rosanti Amran, Ali Arini Zannah Bima Satria Daud Arifin Dedy Husrizal Syah, Dedy Husrizal Delyana R. Pulungan Diana Sari Harahap Dito Aditia Darma Nasution Edi Saputra Matondang Faisal Rahman Dongoran Fandi Afriansa Febri Yanti Debora Malau Fitra Arlina Nasution Gilang Ramadani Iskandar Muda Jiehan Ukhti Harissa Juniarti Juniarti Khodijah Batubara M. Chaerul Rizky Mika Debora Br Barus Muhammad Firza Alpi, Muhammad Firza Muhammad Yalzamul Insan Musfa Yenty Nana Wahyuni Niken Wulandari Putri Indriati Ramadhan, Puja Rizqy Rifky Budi Setiawan Safina Tu Zahara Saidan Sany Lubis Saimara A.M Sebayang Shakila Zhuhrinanda Siti Hafsyah Permatasari Teguh Setia Jaya Waruwu Teguh Wahyono Vhasco AG. Siagian Vina Sari Yunita Sari Lingga Zuhdi Zakwan