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THE INFLUENCE OF DISCIPLINE AND WORK MOTIVATION ON TEACHER PERFORMANCE AT DEVELOPMENT PRIVATE HIGH SCHOOL TANAH JAVA DISTRICT SIMALUNGUN DISTRICT Lilis Hutagalung; Riahdo Agustian Purba; Hadi Panjaitan
International Conference on Health Science, Green Economics, Educational Review and Technology Vol. 1 (2019): International Conference on Health Science, Green Economics, Educational Review and T
Publisher : Universitas Efarina

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ihert.v1i1.259

This study aims to determine the effect of discipline and work motivation on teacher performance at SMA swasta Bina Guna, Tanah Jawa district, Simalungun regency. The research method used is descriptive quantitative method with data analysis, namely validity test, reliability test, normality test, multiple linear regression analysis, coefficient of determination (r2), and hypothesis testing. The population in this study were all teachers of SMA Swasta Bina Guna Tanah Jawa as many as as 34 people. The data source of this research is primary data by using research instrument in the form of a questionnaire. The results of this study indicate that partially the discipline variable (X1) and work motivation variable (X2) have a significant positive effect on teacher performance at SMA Swasta Bina Guna Tanah Jawa.

The Effect of Human Resources Quality and Work Professionalism on Employee Performance at UD. Nacen Rupat Serdang Bedagai Hadi Panjaitan
International Journal of Economics (IJEC) Vol. 1 No. 1 (2022): January-June
Publisher : PT Inovasi Pratama Internasional

This study aims to determine whether the quality of human resources, work professionalism has a significant influence on employee performance at UD. Nacen Rupat Serdang Bedagai. T e knik a n a lis d a ta which will be used by the author in this study is to use SPSS software version 18 with statistical techniques. Statistics play an important role in research, both in modeling, in formulating hypotheses, in developing data collection tools and instruments, in preparing research designs, in determining samples, and in data analysis. The t-count value of the HR quality variable (X1) is 19.360, thus t-count < t table, then H0 is accepted and H1 is rejected, which means that the HR quality variable (X1) has a significant effect on performance. The t-count value of the work environment variable (X2) is 0.156, thus t-count > t table, then H0 is rejected and H1 is accepted, which means that the work professionalism variable (X2) has no significant effect on performance. The calculated F value is 187.496 while the F table value is 3.44. Thus, F count > F table means that the variables of HR quality and work professionalism together have a positive and significant effect on performance. The variables of human resource quality and work professionalism contribute to the influence of performance by 94.5%. This result is the result of (R 2 x 100%), while the remaining 5.5% is influenced by other variables not examined in this study.

The Influence of Organizational Culture and Work Ability on Employee Performance in CV. Laju Bersama Furniture Tanjung Morawa Hadi Panjaitan; Jopinus Saragih; Demak Manik
International Journal of Economics (IJEC) Vol. 1 No. 1 (2022): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v1i1.345

This study aims to determine whether organizational culture and work ability both partially and simultaneously have a significant effect on employee performance at CV. Laju Bersama Furniture and how much influence it has. The method used in this study is a quantitative method with several tests, namely reliability analysis , classical assumption deviation test and linear regression . Based on the regression results of the primary data processed using SPSS 20, the multiple linear regression equation is obtained as follows: Y = 16.243 + 0.171 X 1 + 0.420 X 2. Partially, organizational culture variable (X 1 ) has a significant effect on employee performance (Y) at CV. Maju Bersama Furniture. This means that the hypothesis in this study is accepted, as evidenced by the t count > t table (2.498 > 1.978). While the work ability variable (X 2 ) has a significant influence on employee performance (Y) at CV. Laju Bersama Furniture. This means that the hypothesis in this study is accepted, as evidenced by the t count > t table (5.381 > 1.978). Simultaneously, organizational culture variables (X 1 ) and work ability (X 2 ) have a significant influence on employee performance (Y) at CV. Laju Bersama Furniture. This means that the hypothesis in this study is accepted, as evidenced by the calculated F value > F table (18.753 > 3.06). Organizational culture variables (X 1 ) and work ability (X 2 ) are able to contribute to the influence of employee performance variables (Y) by 22.1% while the remaining 77.9% are influenced by other variables not examined in this study. From the conclusions above, the authors suggest that employees and leaders should further improve the organizational culture within the internal company so that it becomes a corporate culture and characteristic.

PENGARUH KOMITMEN DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI DI DINAS PENDIDIKAN KABUPATENSERDANG BEDAGAI Hadi Panjaitan; Jopinus Saragih; Diana Florenta Butar – Butar; Diny Afrya Pardede; Nurul Syahfitri
EKONOMIKA45 : Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan Vol. 10 No. 1 (2022): Desember : Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan
Publisher : Fakultas Ekonomi Universitas 45 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30640/ekonomika45.v10i1.795

Penelitian ini bertujuan untuk mengetahui apakah komitmen dan beban kerja berpengaruh signifikan terhadap kinerja pegawai di Dinas Pendidikan Kabupaten Serdang Bedagai dan seberapa besar pengaruhnya. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan beberapa uji yakni reliability analysis, uji penyimpangan asumsi klasik dan regression linier. Berdasarkan hasil regresi data primer yang diolah dengan menggunakan SPSS 20, diperoleh persamaan regresi linier berganda sebagai berikut: Y = 12,596 + 0,180 X1 + 0,496 X2. Secara parsial, variabel komitmen (X1) tidak memiliki pengaruh yang signifikan terhadap kinerja pegawai Dinas Pendidikan Kabupaten Serdang Bedagai, terbukti dari nilai t hitung < t tabel (1,679 < 1,992). Variabel beban kerja (X2) memiliki pengaruh yang signifikan terhadap kinerja pegawai Dinas Pendidikan Kabupaten Serdang Bedagai, terbukti dari nilai t hitung > t tabel (4,916 > 1,992). Secara simultan, variabel komitmen (X1) dan beban kerja (X2) memiliki pengaruh yang signifikan terhadap kinerja pegawai Dinas Pendidikan Kabupaten Serdang Bedagai. Artinya hipotesis pada penelitian ini diterima, terbukti dari nilai F hitung > F tabel (16,098 > 3,12). Variabel komitmen (X1) dan beban kerja (X2) mampu memberikan kontribusi pengaruh terhadap variabel kualitas pelayanan sebesar 30,0% sedangkan sisanya sebesar 70,0% dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini. Dari kesimpulan di atas, penulis memberikan saran bahwa Kepala Dinas Pendidikan Kabupaten Serdang Bedagai hendaknya memberikan penegasan perihal komitmen dalam bekerja. Hal ini dikarenakan komitmen tidak berpengaruh secara signifikan terhadap kinerja. Hendaknya pegawai bekerja dengan senang hati tanpa adanya beban saat bekerja.

Pengaruh Reward Dan Pengembangan Karier Terhadap Semangat Kerja Karyawan Di Pt. Aerofood Indonesia Cabang Kualanamu International Medan Hadi Panjaitan
EKONOMIKA45 : Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan Vol. 9 No. 1 (2021): Desember : Jurnal Ilmiah Manajemen, Ekonomi Bisnis, Kewirausahaan
Publisher : Fakultas Ekonomi Universitas 45 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30640/ekonomika45.v9i1.798

Penelitian ini bertujuan untuk mengetahui apakah reward dan pengembangan karier baik secara parsial maupun simultan memiliki pengaruh yang signifikan terhadap semangat kerja karyawan di PT. Aerofood Indonesia Cabang Kualanamu International Medan dan seberapa besar persentasenya. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan beberapa uji yakni reliability analysis, uji penyimpangan asumsi klasik dan regression linier. Berdasarkan hasil regresi data primer yang diolah dengan menggunakan SPSS 18, diperoleh persamaan regresi linier berganda sebagai berikut: Y = 5,040 + 0,332 X1 + 0,526 X2 + e. Secara parsial, variabel reward (X1) memiliki pengaruh yaang signifikan terhadap semangat kerja karyawan, terbukti dari nilai t hitung > t tabel (5,743 > 1,994). Variabel pengembangan karier (X2) memiliki pengaruh yang signifikan terhadap semangat kerja karyawan, terbukti dari nilai t hitung > t tabel (3,260 > 1,994). Secara simultan, variabel reward (X1) dan pengembangan karier (X2) memiliki pengaruh yang signifikan terhadap semangat kerja karyawan. Artinya hipotesis pada penelitian ini diterima, terbukti dari nilai F hitung > F tabel (24,702 > 3,13). Variabel reward (X1) dan pengembangan karier (X2) mampu memberikan kontribusi pengaruh terhadap variabel keputusan pembelian sebesar 41,7% sedangkan sisanya sebesar 58,3% dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini. Dari kesimpulan di atas, penulis memberikan saran melihat kurang tingginya persentase pengaruh variabel reward dan pengembangan karier terhadap semangat kerja karyawan maka pihak perusahaan harus lebih menggencarkan program untuk menunjang profesionalitas karyawan agar pengembangan karier karyawan ikut meningkat dan karyawan yang memiliki profesionalitas yang baik layak diberikan reward. Diharapkan ada penelitian yang mendalam di masa yang akan datang yang dilakukan peneliti-peneliti lainnya mengenai variabel reward dan pengembangan karier terhadap semangat kerja.

The Effect of Human Resources Quality and Work Professionalism on Employee Performance at UD. Nacen Rupat Serdang Bedagai Hadi Panjaitan
International Journal of Economics (IJEC) Vol. 1 No. 1 (2022): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v1i1.173

This study aims to determine whether the quality of human resources, work professionalism has a significant influence on employee performance at UD. Nacen Rupat Serdang Bedagai. T e knik a n a lis d a ta which will be used by the author in this study is to use SPSS software version 18 with statistical techniques. Statistics play an important role in research, both in modeling, in formulating hypotheses, in developing data collection tools and instruments, in preparing research designs, in determining samples, and in data analysis. The t-count value of the HR quality variable (X1) is 19.360, thus t-count < t table, then H0 is accepted and H1 is rejected, which means that the HR quality variable (X1) has a significant effect on performance. The t-count value of the work environment variable (X2) is 0.156, thus t-count > t table, then H0 is rejected and H1 is accepted, which means that the work professionalism variable (X2) has no significant effect on performance. The calculated F value is 187.496 while the F table value is 3.44. Thus, F count > F table means that the variables of HR quality and work professionalism together have a positive and significant effect on performance. The variables of human resource quality and work professionalism contribute to the influence of performance by 94.5%. This result is the result of (R 2 x 100%), while the remaining 5.5% is influenced by other variables not examined in this study.

The Influence of Organizational Culture and Work Ability on Employee Performance in CV. Laju Bersama Furniture Tanjung Morawa Hadi Panjaitan; Jopinus Saragih; Demak Manik
International Journal of Economics (IJEC) Vol. 1 No. 1 (2022): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v1i1.345

This study aims to determine whether organizational culture and work ability both partially and simultaneously have a significant effect on employee performance at CV. Laju Bersama Furniture and how much influence it has. The method used in this study is a quantitative method with several tests, namely reliability analysis , classical assumption deviation test and linear regression . Based on the regression results of the primary data processed using SPSS 20, the multiple linear regression equation is obtained as follows: Y = 16.243 + 0.171 X 1 + 0.420 X 2. Partially, organizational culture variable (X 1 ) has a significant effect on employee performance (Y) at CV. Maju Bersama Furniture. This means that the hypothesis in this study is accepted, as evidenced by the t count > t table (2.498 > 1.978). While the work ability variable (X 2 ) has a significant influence on employee performance (Y) at CV. Laju Bersama Furniture. This means that the hypothesis in this study is accepted, as evidenced by the t count > t table (5.381 > 1.978). Simultaneously, organizational culture variables (X 1 ) and work ability (X 2 ) have a significant influence on employee performance (Y) at CV. Laju Bersama Furniture. This means that the hypothesis in this study is accepted, as evidenced by the calculated F value > F table (18.753 > 3.06). Organizational culture variables (X 1 ) and work ability (X 2 ) are able to contribute to the influence of employee performance variables (Y) by 22.1% while the remaining 77.9% are influenced by other variables not examined in this study. From the conclusions above, the authors suggest that employees and leaders should further improve the organizational culture within the internal company so that it becomes a corporate culture and characteristic.

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