Articles
<![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.]]>
<![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.]]>
