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Darmilisani
Universitas Pembangunan Panca Budi
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Analysis of Work Stress, Work Conflicts and Workload on Employee Performance in the General Section of the Medan Mayor's Office Ice Lediana Br Ginting; Darmilisani Darmilisani; Nashrudin Setiawan
Journal of Research in Social Science and Humanities Vol 4, No 2 (2024)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v4i2.173

Abstract

This study aims to analyze the influence of work stress, work conflicts, and workload on employee performance in the General Section of the Medan Mayor's Office. The method used is an associative quantitative approach with the aim of testing the hypothesis that has been prepared. The population of this study consisted of all employees in the General Section of the Medan Mayor's Office, which amounted to 30 people, and the entire population was sampled. Primary data were collected through questionnaires measured using the Likert scale. The data collection method is carried out by observation and dissemination of questionnaires. The data obtained was analyzed using IBM SPSS 26 statistical software. The results of the study show that work stress, work conflict, and workload each have a significant effect on employee performance. In addition, simultaneously, work stress, work conflicts, and workload also have a significant effect on employee performance in the General Section of the Medan Mayor's Office.
Pengaruh Motivasi Ekstrinsik dan Kompensasi Non Finansial Terhadap Kinerja Pegawai Dinas Kepemudaan dan Keolahragaan Provinsi Sumatera Utara Laila Hanna Harahap; Darmilisani; Wilchain Robain
International Journal of Economics and Management Vol. 4 No. 02 (2026): IEM : International Journal of Economics and Management
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/iem.v4i02.313

Abstract

Penelitian ini dilakukan pada Dinas Pemuda dan Olahraga Sumatera Utara dengan tujuan penelitian untuk mengetahui pengaruh motivasi kerja ekstrinsik dan kompensasi non finansial terhadap kinerja pegawai dalam melakukan tugasnya. Populasi adalah pegawai yang bekerja di Dinas Pemuda dan Olahraga sebanyak 83 orang dan pengambilan sampel dengan sampel jenuh sehingga jumlah sampel digunakan sebanyak 83 responden. Dalam penelitian ini, jenis datanya adalah data primer yang didukung oleh sumber data sekunder. Pengumpulan data penelitian dilaksanakan dengan memanfaatkan teknik studi kepustakaan, survei, dan observasi. Teknik analisis data yang dipakai mencakup regresi linear berganda, uji asumsi klasik, dan uji hipotesis. Berdasarkan hasil penelitian diperoleh bahwamotivasi kerja ekstrinsik dan kompensasi non finansial secara parsial dan simultan terhadap kinerja pegawai. Terdapat korelasi yang sangat kuat antara motivasi kerja ekstrinsik dan kompensasi non finansial dengan kinerja pegawai dan besarnya persentase yaitu 74,60% dan sisanya 25,4% dapat dijelaskan oleh variabel lain yang tidak diteliti.
Analisis Pengaruh Sistem Informasi SDM (HRIS), Kompetensi, dan Disiplin Kerja terhadap Kinerja Karyawan PT Kereta Api Indonesia (Persero) Balai Yasa Pulubrayan Dinda Widayanti; Ahmad Aswan Waruwu; Darmilisani Darmilisani
International Journal of Economics and Management Vol. 4 No. 02 (2026): IEM : International Journal of Economics and Management
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/iem.v4i02.323

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh sistem informasi SDM, kompetensi, dan disiplin kerja terhadap kinerja karyawan pada PT Kereta Api Indonesia (Persero) Balai Yasa Pulubrayan. Penelitian ini menggunakan pendekatan kuantitatif dengan metode asosiatif. Populasi penelitian terdiri dari 91 orang karyawan dengan sampel yang diambil juga sebanyak 91 responden teknik sampling jenuh. Data primer diperoleh melalui penyebaran kuesioner yang hasilnya diolah menggunakan perangkat lunak SPSS versi 24. Analisis data dilakukan melalui regresi linear berganda untuk menguji hubungan antara variabel bebas dan variabel terikat menunjukkan bahwa sistem informasi SDM, kompetensi, dan disiplin kerja baik secara parsial maupun simultan berpengaruh positif dan signifikan terhadap kinerja karyawan karyawan. Sistem Informasi SDM memiliki nilai regresi sebesar 0,256, thitung (3,742), dan sig. (0,000). Kompetensi memiliki nilai regresi sebesar 0,328, thitung (3,988) , dan sig. (0,000). Disiplin kerja memiliki nilai regresi sebesar 0,306, thitung (3,715) , dan sig. (0,000). Secara simultan, didapatkan nilai Fhitung (169,790) dan Sig. (0,000). Kompetensi menjadi variabel yang paling dominan memengaruhi kinerja karyawan dengan nilai regresi tertinggi. Nilai koefisien determinasi (adjusted R²) sebesar 0,849 mengindikasikan bahwa sebesar 84,9% variasi dalam kinerja karyawan dapat dijelaskan oleh sistem informasi SDM, kompetensi, dan disiplin kerja. Selain itu, kekuatan hubungan antara variabel bebas dan variabel terikat tergolong sangat kuat dengan nilai koefisien korelasi (R) sebesar 0,924.
Analisis Pengaruh Motivasi Kerja, Gaya Kepemimpinan dan Lingkungan Kerja Terhadap Disiplin Kerja pada Kantor Kecamatan Medan Johor Eka Juraida; Ikhah Malikhah; Darmilisani
International Journal of Economics and Management Vol. 4 No. 02 (2026): IEM : International Journal of Economics and Management
Publisher : Cattleya Darmaya Fortuna

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54209/iem.v4i02.324

Abstract

Penelitian ini dilakukan pada Kantor Kecamatan Medan Johor dengan tujuan penelitian untuk mengetahui dan menganalisis pengaruh motivasi kerja, gaya kepemimpinan dan lingkungan kerja terhadap disiplin kerja yang ada di kantor kecamatan tersebut. Populasi adalah pegawai yang bekerja di kantor kecamatan sebanyak 80 pegawai dan metode pengambilan sampel yang dipakai adalah sampel jenuh oleh karena itu, responden berjumlah 80. Jenis data yang dipakai yaitu data primer serta sumber data yang dipergunakan yakni data sekunder, adapun teknik pengambilan data yang dilakukan melalui tiga metode utama, yaitu data penelitian diperoleh melalui studi pustaka, survei, dan observasi sebagai teknik pengumpulan data. Selanjutnya, data dianalisis menggunakan metode regresi linear berganda yang didahului dengan pengujian asumsi klasik dan dilanjutkan dengan pengujian hipotesis. Temuan penelitian mengindikasikan bahwa motivasi kerja, gaya kepemimpinan, dan lingkungan kerja berpengaruh signifikan terhadap disiplin kerja, baik secara individual maupun secara bersama-sama yang ada di kantor kecamatan. Disiplin kerja pegawai diuraikan oleh motivasi kerja, gaya kepemimpinan serta lingkungan kerja sejumlah 48,20% sedangkan bagian lainnya 51,8% dapat diterangkan oleh variabel-variabel lain di luar penelitian ini.
Linking Perceived Organizational Support and Ethical Leadership to Employee Wellbeing: The Mediating Role of Job Crafting Darmilisani Darmilisani; Saimara A. M. Sebayang
Ilomata International Journal of Management Vol. 7 No. 3 (2026): July 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i3.2267

Abstract

This study examines how perceived organizational support and ethical leadership influence employee wellbeing in foreign-invested plantation organizations, addressing a gap in the literature regarding the distinct roles of behavioral and attitudinal mediators in labor-intensive contexts. While prior studies often position job crafting and work engagement as complementary mechanisms, this study explicitly compares their mediating roles within a single framework. Using a quantitative design, data were collected from 170 employees out of a population of 258 through a census-based approach and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that perceived organizational support (β = 0.290, p < 0.05) and ethical leadership (β = 0.372, p < 0.05) have significant positive effects on employee wellbeing. Job crafting also has a significant positive effect on wellbeing and significantly mediates the relationships between perceived organizational support and wellbeing as well as between ethical leadership and wellbeing (p < 0.05). In contrast, work engagement does not have a significant direct or mediating effect (p > 0.05). These findings emphasize job crafting as the key empirically supported mechanism linking organizational support and ethical leadership to employee wellbeing, highlighting the importance of proactive work behaviors over attitudinal states in plantation settings. This study contributes to the literature by clarifying the differential roles of mediators and provides practical implications for designing interventions that foster employee-initiated job redesign to enhance wellbeing in labor-intensive industries.
Implementation Framework for Millennial and Generation Z Employee Retention Strategy: An Operational Model for Indonesian State Owned Banking Enterprises Rusmewahni; Darmilisani; Siti Kadariah; Vina Winda Sari
Fundamental and Applied Management Journal Vol. 4 No. 1 (2026): March
Publisher : Global Research Collaboration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66314/famj.v4i1.875

Abstract

Retaining young employees has become an increasingly important human resource issue for Indonesian State-Owned Enterprises, particularly as Millennials and Generation Z now represent a substantial proportion of the workforce. These generations often bring different expectations regarding meaningful work, career growth, workplace flexibility, recognition, supportive leadership, and organizational care. Traditional retention approaches that emphasize job security, compensation, and seniority-based loyalty are no longer sufficient to address these changing expectations. This study aims to design and evaluate an operational framework for improving the retention of Millennial and Generation Z employees in state-owned banking service enterprises in North Sumatra, Indonesia. A Research and Development design was applied using the ADDIE model, which includes analysis, design, development, implementation, and evaluation stages. Data were collected from 250 actual employee respondents, 15 interview informants, five expert validators, and a pre-implementation and post-implementation evaluation process. Quantitative data were analyzed using descriptive statistics, validity and reliability testing, correlation analysis, multiple regression analysis, and paired-sample comparison. Qualitative data were examined through thematic analysis. The results indicate that organizational commitment, job satisfaction, career development, and recognition are the strongest factors associated with lower turnover intention and stronger intention to stay. The final framework consists of seven components: organizational support, career development, supportive leadership, work-life balance, rewards and recognition, adaptive work environment, and employee engagement. Expert validation confirmed that the framework was relevant, feasible, measurable, and suitable for the characteristics of younger employees. The evaluation results showed improvements in several retention-supporting conditions and a decrease in turnover intention after implementation. However, because the study did not use a control group, the findings should be interpreted as indicative evidence rather than definitive causal proof. This study provides a practical and measurable operational model for strengthening young employee retention in state-owned banking service enterprises.
EFFECT OF HUMAN RESOURCE DEVELOPMENT, LEADERSHIP AND EMPLOYEE ENGAGEMENT ON PERFORMANCE WITH COMMUNICATION AS INTERVENING Juan Ardian; Kholilul Kholik; Darmilisani
International Journal of Management, Economic and Accounting Vol. 4 No. 5 (2026): October 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i5.829

Abstract

This study aims to analyze the influence of Human Resource Development, Leadership, and Employee Engagement on Employee Performance with Communication as an intervening variable at theRepresentative Office of Bank Indonesia of North Sumatra.The research problem is based on the importance of improving employee performance in supporting the achievement of organizational goals, which is influenced by human resource development, leadership, employee engagement, and communication factors. This study employed a quantitative approach with an associative research design. The population consists of all employees of the Bank Indonesia RepresentativeOffice of Bank Indonesia of North Sumatra, totaling 80 employees. The sampling technique used was saturated sampling (census), in which all members of the population were selected as research respondents. The data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the assistance of SmartPLS software. The research results show that Employee Engagement (X3) has a positive and significant effect on Employee Performance (Y), with a T-statistic value of 1.689 and a P-value of 0.046 < 0.05. Employee Engagement (X3) has a positive and significant effect on Communication (Z), with a T-statistic value of 2.073 and a P-value of 0.019 < 0.05. Leadership (X2) has a positive and significant effect on Employee Performance (Y), with a T-statistic value of 2.837 and a P-value of 0.002 < 0.05. Leadership (X2) has a positive and significant effect on Communication (Z), with a T-statistic value of 4.926 and a P-value of 0.000 < 0.05. Human Resource Development (X1) has a positive and significant effect on Employee Performance (Y), with a T-statistic value of 1.921 and a P-value of 0.028 < 0.05. Human Resource Development (X1) has no significant effect on Communication (Z), with a T-statistic value of 0.811 and a P-value of 0.209 > 0.05. Communication (Z) has a positive and significant effect on Employee Performance (Y), with a path coefficient of 0.311, a T-statistic value of 2.581, and a P-value of 0.005 < 0.05. The indirect effect results show that Employee Engagement (X3) has a positive and significant effect on Employee Performance (Y) through Communication (Z), with a T-statistic value of 1.679 and a P-value of 0.047 < 0.05. Leadership (X2) has a positive and significant effect on Employee Performance (Y) through Communication (Z), with a T-statistic value of 2.008 and a P-value of 0.023 < 0.05. Human Resource Development (X1) has no significant effect on Employee Performance (Y) through Communication (Z), with a T-statistic value of 0.711 and a P-value of 0.239 > 0.05. The R-Square value indicates that the research model has a very strong ability to explain the variation in Communication and Employee Performance. Based on the research results, it can be concluded that Leadership, Employee Engagement, and Communication are important factors in improving Employee Performance at the Representative Office of Bank Indonesia, North Sumatra Province, while Human Resource Development has a greater direct effect on Employee Performance than through Communication.
ANALYSIS OF THE EFFECT OF ORGANIZATIONAL COMMITMENT, HUMAN RESOURCES QUALITY AND WORK ENVIRONMENT ON JOB SATISFACTION WITH REWARD AS AN INTERVENING VARIABLE Saut Aprino Tambunan; Darmilisani; Sri Rahayu
International Journal of Management, Economic and Accounting Vol. 4 No. 5 (2026): October 2026
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v4i5.836

Abstract

This study aims to analyze the influence of Organizational Commitment, Human Resource Quality, and Work Environment on Job Satisfaction with Reward as an intervening variable at the Representative Office of Bank Indonesia Pematang Siantar. The research method used is quantitative research with an associative approach. The population in this study consisted of all employees at the Representative Office of Bank Indonesia Pematang Siantar. Data collection techniques were carried out through distributing questionnaires to respondents. Data analysis in this study used the Partial Least Square (PLS) method with the assistance of SmartPLS 3.0 software. The results showed that Organizational Commitment did not have a significant effect on Job Satisfaction, but had a positive and significant effect on Reward. Human Resource Quality did not have a significant effect on either Job Satisfaction or Reward. Work Environment had a positive and significant effect on both Job Satisfaction and Reward. Furthermore, Reward has a positive and significant effect on Job Satisfaction. The results of indirect effect testing indicated that Reward was not able to mediate the influence of Organizational Commitment, Human Resource Quality, and Work Environment on Job Satisfaction.
Co-Authors , Nashrudin Setiawan Ade Ariska Nasution Ade Febri Pratiwi Ahmad Aswan Waruwu Akhmad Taufik Amelia Nadin Ananta Ance Marintan D. Sitohang Daud Arifin Deny Pratama Dinda Aulia Dinda Widayanti Eka Juraida Eka Novika Br Bukit Eli Delvi Yanti Hanifah Harsya Rasta Dewa Helmaini Sinaga Ice Lediana Br Ginting Ikhah Malikhah Juan Ardian Kholilul Kholik Khopipah Nur Kuni Inayati Laila Hanna Harahap M. Chaerul Rizky Muhammad Habibi Arif Nuraini Kemalasari Istiqamah Nuraini Kemalasari Istiqamah Rio Dwi Hariono Riska Fadhillah Hasibuan Riska Fadhillah Hasibuan Rizqita Nurhajizah Lubis Rusmewahni Saimara A.M Sebayang Saut Aprino Tambunan Sindi W. Berampu Siti Kadariah Sri Rahayu Vina Winda Sari Wilchain Robain Yohny Anwar