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<![CDATA[The Influence of Human Resource Quality and Work-Life Balance on Employee Performance with Job Satisfaction as a Moderating Variable at BPJS Ketenagakerjaan Branch Offices in Medan Raya ]]>
<![CDATA[Delima Rumahorbo, Juliani]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to see the direct and indirect influence between the variables of human resource quality, work-life balance, performance and job satisfaction. This type of research uses quantitative, this research was conducted at BPJS Employment Branch Offices throughout Medan Raya. The population of this study was 132 employees and the sample used was the entire population using a saturated sampling technique. The data source used is a primary data source and data collection was carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of this research are that the Quality of Human Resources has a positive and significant effect on Employee Performance with an original sample value of 0.593 and a P value of 0.000. This means that the quality of human resources has a positive influence on the company and the quality of human resources influences the company's performance significantly. Work-life balance has a positive and insignificant effect on employee performance with an original sample value of 0.041 and a p value of 0.698. This means that Work Life Balance is not able to improve employee performance for the company. Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.590 and a P value of 0.000 Job Satisfaction is able to moderate the influence of Human Resource Quality on Employee Performance indirectly with the original sample result being 0.277 and p value 0.013. This means that job satisfaction is an intervening variable because it can influence HR quality on employee performance indirectly. Job Satisfaction is able to moderate the influence of Human Resource Quality on Employee Performance indirectly with an original sample value of 0.159 and a p value of 0.168. This means that job satisfaction is an intervening variable that is unable to influence Work Life Balance on employee performance indirectly.]]>
<![CDATA[The Influence of Work Discipline and Teamwork on Employee Performance with Organizational Citizenship Behavior as an Intervening Variable at BPJS Branch Offices in Medan Raya ]]>
<![CDATA[Susy Deliana, Lasmaida]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This study aims to analyze the direct and indirect effects of work discipline, teamwork, organizational citizenship behavior (OCB), and employee performance at the BPJS Ketenagakerjaan Branch Office in Medan Raya. The research uses a quantitative approach with a population of 82 employees. The sampling technique used is a saturated sample, where the entire population is used as the sample for this study. Data collection was carried out through questionnaires as the primary data source. The research model was analyzed using path analysis with Smart PLS version 3.3.3. The results of the study indicate that work discipline has a positive but insignificant effect on employee performance, with an original sample value of 0.585 and a P-value of 0.218. On the other hand, work discipline has a negative and significant effect on OCB, with an original sample value of -0.949 and a P-value of 0.000. Teamwork shows a negative but insignificant effect on employee performance, with an original sample value of -0.694 and a P-value of 0.304. However, teamwork has a positive and significant effect on OCB, with an original sample value of 1.720 and a P-value of 0.000. Furthermore, OCB has a positive and significant effect on employee performance, with an original sample value of 1.024 and a P-value of 0.003. Work discipline also has a negative and significant effect on employee performance through OCB, with an original sample result of -0.981 and a P-value of 0.011. Teamwork has a positive and significant effect on employee performance through OCB, with an original sample value of 1.775 and a P-value of 0.001. Thus, OCB plays a crucial role as an intervening variable that mediates the effects of work discipline and teamwork on employee performance.]]>
<![CDATA[Performance Determinants ]]>
<![CDATA[Amal Maulana, Ikhlasul]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to examine the influence of organizational culture and individual characteristics on the performance of employees of BPJS Ketenagakerjaan Aceh Raya Branch Office with work experience as a moderating variable. The type of research that researchers use is quantitative research. The population and sample in this research are all permanent employees at PT. BPJS Employment Banda Aceh Branch Office has 70 employees (saturated sample). Data analysis in this research uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.334 and a p value of 0.007. Individual Character has a positive and insignificant effect on Employee Performance with an original sample value of 0.382 and a p value of 0.069. Work Experience has a positive and insignificant effect with an original sample value of 0.258 and a p value of 0.147. Organizational culture has a positive and insignificant effect on employee performance and work experience is not able to moderate it with the original sample result being 0.079 and p value 0.671. Individual characteristics have a negative and insignificant effect and are moderated by work experience with an original sample value of -0.084 and a p value of 0.597.]]>
<![CDATA[Determinants of Organizational Commitment ]]>
<![CDATA[Helena Br Sigalingging, Netty]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[In this study, researchers wanted to see the direct and indirect effects between the variables of skills and emotional intelligence as independent variables and work motivation as a moderating variable and Organizational Commitment as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment North Sumatra Region. The population of this study were 60 employees and the sample used was the entire population using the saturated sample technique. The data source used is primary data source and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows work skills have a positive and insignificant effect on work motivation with an original sample value of 0.275 and p values of 0.381. Job skills have a positive and significant effect on organizational commitment with an original sample value of 0.580 and p values of 0.000. Emotional intelligence has a positive and significant effect on work motivation with an original sample value of 0.570 and p values of 0.001. Emotional intelligence has a positive and insignificant effect on organizational commitment with an original sample value of 0.117 and p values of 0.612. Emotional intelligence has a positive and significant effect on organizational commitment through work motivation directly with original sample results of 0.179 and p values of 0.001. Job skills have a positive and insignificant effect on organizational commitment through work motivation with an original sample value of 0.181 and p values of 0.388.]]>
<![CDATA[Determinants of Job Satisfaction ]]>
<![CDATA[Mandasari Pohan, Indri]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to examine the influence of compensation and organizational climate on job satisfaction in moderating organizational commitment at the Bank Indonesia Representative Office in North Sumatra Province. Human Resource Management (HRM) is an important factor and the heart of every business. This is caused by the vigilant attitude of the human resources management team towards the workforce of each employee in the company. The results of this research are as follows: Compensation has a negative and insignificant effect on Job Satisfaction and is moderated by organizational commitment with a value of -0.019 and a value of 0.455. Organizational climate has a negative and insignificant effect on job satisfaction and is moderated by organizational commitment with a value of -0.074 and a value of 0.296. Organizational climate has a positive and significant effect on job satisfaction with a value of 0.273 and a value of 0.045. Organizational Commitment has a positive and significant effect on Job Satisfaction with an original sample value of 0.496 and ap value of 0.000. Compensation has a positive and significant effect on Job Satisfaction with an original sample value of 0.215 and ap value of 0.006.]]>
<![CDATA[Performance Determinants ]]>
<![CDATA[Azhari, Azhari]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to change the organization's bad habits and make improvements to cover its shortcomings, and to determine the influence of training and motivation on performance in teamwork moderation at the Bank Indonesia Representative Office, North Sumatra Province. Every company really needs an organization that is useful for meeting human needs. The general goal of a company is to realize quality production results and maintain the survival of a company. In an effort to achieve these goals, the main driving factor is humans. Human Resources (HR) is one of the main factors for the survival of a company. The results of this research are as follows: Training has an effect on performance moderated by teamwork, getting positive results but not significant with a sample value of 0.072 and a p value of 0.229. Motivation's influence on performance is moderated by teamwork with an original sample value of -0.140 and a p value of 0.129. Teamwork has a positive and significant effect on performance with an original sample value of 0.310 and a p value of 0.006. Motivation has a positive and significant effect on performance with an original sample value of 0.462 and a p value of 0.000. Training has a positive and insignificant effect on performance with the original sample 0.157 and p value 0.116.]]>
<![CDATA[Performance Optimization ]]>
<![CDATA[Hasim Hasibuan, Ibrahim]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Human resources are a very strategic and fundamental factor in an organization. Compared to other factors, human resources are the most valuable asset. The role of human resources will greatly determine the success or failure of the organization in achieving the vision and mission that has been set, therefore human resources are very important for the organization. Apart from determining success, the position of human resources in organizations today is not only as a means of production but also as a driver and determinant of the ongoing activities of the organization. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Performance with original sample values of 0.246 and p values 0.000. Job Satisfaction has a positive and significant effect on Role Conflict with an original sample value of 0.545 and ap value of 0.000. Teamwork has a positive and significant effect on Performance with an original sample value of 0.268 and ap value of 0.004. Teamwork has a positive and significant effect on Role Conflict with an original sample value of 0.560 and ap value of 0.002. Role Conflict has a positive and significant effect on Performance with an original sample value of 0.446 and ap value of 0.000. Role Conflict has a positive and significant effect on Performance with an original sample value of 0.446 and ap value of 0.000. Job Satisfaction has a positive and significant effect on Performance through Role Conflict indirectly with an original sample value of 0.243 and ap value of 0.002. Teamwork has a positive and significant effect on performance through role conflict indirectly with an original sample value of 0.161 and ap value of 0.007.]]>
<![CDATA[Performance Determinants ]]>
<![CDATA[Lydia Tarida Mahdalena, Intan]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[In this case, HR is clearly not the main asset but rather a well-defined and expandable asset, compared to the investment portfolio, and not vice versa as a liability (loss, expense). From this point of view, HR is an investment for a more mature institution or organization. The results of this research are as follows: Communication has a positive and significant effect on employee performance with an original sample value of 0.493 and an ap value of 0.000. Work Quality has a positive and significant effect on Employee Performance with an original sample value of 0.370 and ap value of 0.008. Work Quality has a positive and significant effect on Communication with an original sample value of 0.779 and ap value of 0.000. Work Stress has a negative and insignificant effect on employee performance with an original sample value of -0.026 and ap value of 0.398. Work Stress has a positive and significant effect on communication with an original sample value of -0.176 and p value of 0.016. Work Quality has a positive and significant effect on Employee Performance through Communication with an original sample value of 0.385 and p value of 0.001.]]>
<![CDATA[Tips to Improve Performance ]]>
<![CDATA[Julian, Julian]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[HR is one component of the organizational system, which ironically is also one component of the employment management system which prioritizes competition in achieving work results, both in individual and organizational environments. Human resources (HR) are a crucial element. The results of this research are as follows: Teamwork has a positive and significant effect on employee performance with an original sample value of 0.531 and a p value of 0.000. Work Quality has a positive and significant effect on Teamwork with an original sample value of 0.325 and a p value of 0.000. Work Quality has a positive and insignificant effect with an original sample value of 0.123 and a p value of 0.127. Organizational Citizenship Behavior has a positive and significant effect on Teamwork with an original sample value of 0.424 and a p value of 0.000. Organizational Citizenship Behavior has a positive and significant effect on Employee Performance with an original sample value of 0.188 and a p value of 0.026. Training has a positive and significant effect on Teamwork with an original sample value of 0.236 and a p value of 0.021. Training has a positive and insignificant effect on employee performance with an original sample value of 0.136 and a p value of 0.077. Work Quality has a positive and significant effect on Employee Performance through Teamwork with an original sample value of 0.173 and a p value of 0.003. Organizational Citizenship Behavior has a positive and significant effect on Employee Performance through Teamwork with an original sample value of 0.225 and a p value of 0.002. Training has a positive and significant effect on employee performance through teamwork with an original sample value of 0.125 and a p value of 0.035.]]>
<![CDATA[Job Satisfaction Effectiveness ]]>
<![CDATA[Khairuddin, Khairuddin]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 2 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[In any organization, human resources are very important in carrying out the activities carried out by the organization, because human resources function as a stepping stone for the organization to achieve its business success goals. This research aims to determine the influence of the work environment, integrity and work flexibility on job satisfaction with competency as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Job Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.095 and a p value of 0.316. Work Flexibility has a positive and significant effect on Competency with an original sample value of 0.427 and a p value of 0.000. Integrity has a positive and insignificant effect on job satisfaction with an original sample value of 0.085 and a p value of 0.365. Integrity has a positive and significant effect on competence with an original sample value of 0.347 and a p value of 0.002. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.520 and a p value of 0.026. Work Environment has a positive and insignificant effect on Job Satisfaction with a value of 0.108 p value 0.272. Work Environment has a positive and significant effect on Competency with an original sample value of 0.191 and a p value of 0.032. Job Flexibility has a positive and insignificant effect on Job Satisfaction through Competency with an original sample value of 0.222 and a p value of 0.052. Integrity has a positive and insignificant effect on Job Satisfaction through Competency with an original sample value of 0.181 and a p value of 0.058. Work Environment has a positive and insignificant effect on Job Satisfaction through Competency with an original sample value of 0.100 and a p value of 0.106.]]>
