Articles
<![CDATA[The Effect of Supervision and Quality of Work Life on Organizational Commitment in Moderation of Work Discipline in The Representative Office of Bank Indonesia, North Sumatera Province ]]>
<![CDATA[Hidayat, M. Agus]]>;
<![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 essentially people who work for an organization as planners, thinkers and movers to achieve its goals. Human resources (HR) personnel are often highly skilled individuals who serve as the backbone of an organization. This research aims to examine the influence of supervision and quality of work life on organizational commitment in moderating work discipline at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Work Discipline has a positive and significant effect on Organizational Commitment with an original sample value of 0.300 and an ap value of 0.028. Supervision has a negative and insignificant effect on organizational commitment, moderated by Work Discipline with an original sample value of -0.094 and ap value of 0.232. Quality of Work Life has a positive and insignificant effect on organizational commitment, moderated by Work Discipline with an original sample value of 0.141 and ap value of 0.148. Quality of Work Life has a positive and significant effect on Organizational Commitment with an original sample value of 0.278 and ap value of 0.033. Supervision has a positive and significant effect on Organizational Commitment with an original sample value of 0.344 and ap value of 0.018.]]>
<![CDATA[Optimizing Organizational Commitment ]]>
<![CDATA[Hidayat, M. Ilham]]>;
<![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 era of globalization, quality human resources are needed and become capital for the business world to continue to grow and prosper. To achieve results that meet expectations, human resource development must be pursued as closely as possible. Supervision is essentially a function inherent in a leader or top management in any organization, along with other basic management functions such as planning and implementation. This research was conducted with the aim of examining the influence of supervision and work climate on organizational commitment with work discipline as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Work Discipline has a positive and insignificant effect on Organizational Commitment with the original sample being 0.126 and p value 0.289. Work Climate has a positive and significant effect on Work Discipline with an original sample value of 0.264 and ap value of 0.012. Work Climate has a positive and significant effect on Organizational Commitment with an original sample value of 0.525 and ap value of 0.004. Supervision has a positive and significant effect on work discipline with an original sample value of 0.639 and ap value of 0.000. Supervision has a positive and insignificant effect on Organizational Commitment with an original sample value of 0.131 and ap value of 0.251. Work Climate has a positive and insignificant effect on Organizational Commitment through Work Discipline with an original sample value of 0.033 and an ap value of 0.312. Supervision has a positive and insignificant effect on Organizational Commitment through Work Discipline with an original sample value of 0.081 and an ap value of 0.293.]]>
<![CDATA[Performance Determination ]]>
<![CDATA[Fauzi Hasibuan, Leo]]>;
<![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 was conducted to determine the influence of human resource quality and work ethics on employee performance with organizational commitment as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. Effective and efficient achievement of company goals requires the continuous implementation of internal human resource management. The efficacy and efficiency of a company greatly depends on the advantages and disadvantages of resource development. This means that the company's human resources must be developed and nurtured in order to be able to improve their work capabilities, which will ultimately have an impact on improving performance. The results of this research are as follows: Work Ethics has a positive and insignificant effect on Employee Performance with the original sample being 0.079 and p value 0.322. Work Ethics has a positive and significant effect on Organizational Commitment with the original sample being 0.665 and p value 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.831 and ap value of 0.000. HR quality has a positive and insignificant effect on employee performance with an original sample value of 0.020 and ap value of 0.428. HR quality has a positive and significant effect on Organizational Commitment with an original sample value of 0.263 and ap value of 0.006. Work Ethics has a positive and significant effect on Employee Performance through Organizational Commitment indirectly with an original sample value of 0.552 and ap value of 0.000. HR quality has a positive and significant effect on employee performance through organizational commitment indirectly with the original sample being 0.218 and p value 0.009.]]>
<![CDATA[Optimizing Work Performance ]]>
<![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[The purpose of this study was to see the effect of the work environment and work discipline on work performance with promotion as an intervening variable. Medan Region II Airport. The research population consisted of 96 employees and all populations were sampled and the sample technique used was saturated samples. The research model used was Path analysis and the research calculation tool used Smart PLS 3.3.3. Data collection techniques used were questionnaires and surveys. Based on the results of the research that has been done and the data analysis as explained in the previous chapter, the following conclusions are conveyed from the results of the research as follows: Work Discipline has a positive and significant effect on Work Performance. Work Discipline has a positive and insignificant effect on Promotion. Work environment has a positive and insignificant effect on work performance. Work environment has a positive and significant effect on promotion. Promotion has no significant negative effect on work performance. Work Discipline has an indirect effect on work performance through insignificant negative promotion. The work environment has an indirect effect on work performance through insignificant negative promotion.]]>
<![CDATA[Strategic Management in the Dynamic Business Environment: A Comprehensive Analysis ]]>
<![CDATA[Jayadi, Usman]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 3 (2025): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Strategic management plays a crucial role in ensuring the sustainability and growth of organizations in a competitive and ever-changing business environment. The process of formulating, implementing, and evaluating strategies is vital for organizations to achieve long-term objectives while adapting to market demands and external pressures. This article explores the concept of strategic management, emphasizing the strategic planning process and the various tools and frameworks used to analyze internal and external factors that influence organizational performance. It further examines the role of leadership and decision-making in driving successful strategies, considering both traditional models and contemporary approaches such as agile strategy and innovation-driven growth. Using a case study approach, the article illustrates how different organizations implement strategic management practices to overcome challenges and capitalize on opportunities. The research concludes by discussing the future of strategic management in an increasingly complex global business landscape, stressing the importance of flexibility, sustainability, and alignment with technological advancements. By analyzing relevant theories and practical insights, this article contributes to the existing body of knowledge on strategic management and provides recommendations for managers to improve their strategic decision-making processes.]]>
<![CDATA[The Role of Work Discipline in Mediating the Relationship Between Work Loyalty and Organizational Commitment to Employee Performance at PDAM Tirtasari Binjai ]]>
<![CDATA[Mayna Antika Sari, Dian]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 3 (2025): 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 loyalty and organizational commitment on employee performance through work discipline as an intervening variable at PDAM Tirtasari Binjai in 2025. The research sample of 59 people from a total of 258 employees was determined using the Slovin formula and purposive sampling technique. Primary data were collected through questionnaires and analyzed using an associative quantitative approach with the SEM-PLS method through the SmartPLS 3 application. The results showed that work loyalty and organizational commitment had a positive and significant effect on work discipline but did not have a significant direct effect on performance. Work discipline was proven to have a positive and significant effect on performance and was the most dominant variable. Indirectly, loyalty and organizational commitment through work discipline had a significant effect on performance. Work loyalty and organizational commitment contributed 82.3% to work discipline, while the three together contributed 72.3% to employee performance.]]>
<![CDATA[Unlocking Employee Potential: The Impact of Work Stress, Competence, and Motivation on Performance ]]>
<![CDATA[Dika Sandi, Fara]]>;
<![CDATA[Farida Ferine, Kiki]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 3 (2025): 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 influence of job stress, competence, and work motivation on employee performance, and to examine the role of moderating effects in this relationship. This study uses a quantitative approach with the Partial Least Square (PLS) analysis method on data obtained from employee respondents. The results show that competence and work motivation have a positive and significant effect on employee performance. Competence has the most dominant influence with a coefficient of 0.608 and a p-value of 0.000, followed by work motivation with a coefficient of 0.315 and a p-value of 0.000. Conversely, job stress does not have a significant effect on employee performance, as indicated by a p-value of 0.263. In testing the moderating effects, only one moderation has a significant effect on performance (p = 0.028), although in a negative direction, while another moderating effect is rejected because it is not statistically significant (p = 0.105). These findings emphasize the importance of improving competence and work motivation in driving performance, as well as the need for organizational management to identify and manage factors that have the potential to weaken the relationship between variables. This research provides practical contributions to organizations in designing more effective human resource development strategies.]]>
<![CDATA[Exploring the Impact of Competence, Work Environment, and Motivation on Employee Performance at PT. PLN (Persero) UID North Sumatra ]]>
<![CDATA[Pandito, Gebyar]]>;
<![CDATA[Farida Ferine, Kiki]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 3 (2025): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This study aims to examine the effect of competence and work environment on employee performance with motivation as a mediating variable at PT. PLN (Persero) North Sumatra Main Distribution Unit (UID Sumut). The research employed a quantitative approach using Partial Least Square (PLS) analysis. The sample consisted of 137 employees selected using purposive sampling. The results indicate that competence and work environment have a positive and significant effect on motivation, and both directly and indirectly influence employee performance. Motivation is also proven to be an intervening variable that strengthens the effect of competence and work environment on employee performance. These findings highlight the importance of improving competence, creating a supportive work environment, and enhancing motivation to optimize employee performance at PT. PLN (Persero) UID North Sumatra.]]>
<![CDATA[Shaping Employee Performance: The Mediating Effect of Work Motivation in Situational Leadership ]]>
<![CDATA[Simbara, Harry]]>;
<![CDATA[Farida Ferine, Kiki]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 3 (2025): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This study examines the impact of situational leadership style on employee performance, with work motivation serving as a mediating variable. The research was conducted at [institution name] with a sample of 60 respondents. A quantitative approach was employed, and data were analyzed using SmartPLS 3. The findings reveal that while situational leadership style does not directly influence employee performance, it positively and significantly affects work motivation. Additionally, work motivation is found to significantly enhance employee performance. The study further indicates that work motivation fully mediates the relationship between situational leadership style and employee performance. These results highlight the critical role of leadership style in fostering employee motivation, which in turn drives performance improvements. Based on these findings, organizations are encouraged to implement adaptive leadership approaches that prioritize boosting employee motivation to achieve optimal performance outcomes.]]>
<![CDATA[The Role of Career Development in Improving Employee Performance ]]>
<![CDATA[Siddik, M. Galeh]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 3 (2025): 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 effect of workload and work environment on employee performance, both directly and indirectly through career development as an intervening variable. The research was conducted on 69 respondents who are employees of a certain institution/company (institution name can be added if available). The analytical method used in this study is Partial Least Squares (PLS) with the assistance of SmartPLS software. The results show that workload has a positive and significant effect on employee performance but does not have a significant effect on career development. On the other hand, the work environment has a positive and significant effect on both career development and employee performance. Furthermore, career development also has a positive and significant effect on performance. In terms of indirect effects, the study found that career development does not mediate the relationship between workload and performance. However, it significantly mediates the relationship between the work environment and employee performance. These findings emphasize the importance of a supportive work environment and structured career development programs in enhancing employee performance. Organizations are encouraged to provide conducive working conditions and continuous development opportunities to optimize employee outcomes.]]>
