Articles
<![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 Influence of Work Discipline and Leadership on Employee Performance with Employee Work Motivation as An Intervening Variable at Airport Authority Office Region II Medan ]]>
<![CDATA[Dwipayana, Arya]]>;
<![CDATA[Farida Ferine, Kiki]]>;
<![CDATA[Nuzuliati, Nuzuliati]]>
<![CDATA[ SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi Vol. 2 No. 2 (2023) ]]>
Publisher : <![CDATA[CV. Lafadz Jaya ]]>
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DOI: 10.54443/sinomika.v2i2.1226
<![CDATA[This study aims to see the effect of work discipline and leadership on employee performance with employee work motivation as an intervening variable. Quantitative associative is the type of research used, this research was conducted at the Medan Region II Airport Authority Office. The research population was 96 employees, and the research took all the population into a sample with a saturated sample technique. The research model used is Path analysis and the measuring tool is Smart PLS 3.3.3. Data collection techniques were carried out by distributing questionnaires and surveys. Based on the results of the research that has been done and 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 Employee Performance Work Discipline has a negative but not significant effect on Work Motivation. Leadership has no significant negative effect on employee performance. Leadership has no significant positive effect on work motivation. Work motivation has a positive and significant effect on employee performance. Work Discipline has an effect on Employee Performance through negative and insignificant Work Motivation. Leadership has a positive and insignificant effect on Employee Performance through Work Motivation. Work motivation has a positive and significant effect on employee performance. Work Discipline has an effect on Employee Performance through negative and insignificant Work Motivation. Leadership has a positive and insignificant effect on Employee Performance through Work Motivation. Work motivation has a positive and significant effect on employee performance. Work Discipline has an effect on Employee Performance through negative and insignificant Work Motivation. Leadership has a positive and insignificant effect on Employee Performance through Work Motivation.]]>
<![CDATA[The Influence of Work Engagement and Job Satisfaction on Employee Performance with Competence as an Intervening Variable for BPJS Employment Employees in Aceh Province ]]>
<![CDATA[Roza Fonna, Erfira]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi Vol. 2 No. 3 (2023) ]]>
Publisher : <![CDATA[CV. Lafadz Jaya ]]>
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DOI: 10.54443/sinomika.v2i3.1512
<![CDATA[This research aims to determine the effect of Work Engagement and Job Satisfaction on Employee Performance with Competence as an intervening variable. This research uses associative quantitative research. This research was conducted at the Aceh Province BPJS office. The population of this research was 100 employees and the researcher wanted to take all the population as a sample. researchers used a saturated sampling technique to make all employees into the sample, the tool for calculating research results used smart PLS version 3.3.3. data collection techniques by distributing questionnaires and surveys, this research model is path analysis. Based on the results of the research that has been carried out and data analysis as explained in the previous chapter, the following conclusions are presented from the research results as follows: Job Satisfaction has a positive and insignificant effect on Employee Performance, Job Satisfaction has a negative and insignificant effect on Competency, Competency has a positive and significant effect on Employee Performance, Work Engagement has an insignificant negative effect on Employee Performance, Work Engagement has an insignificant positive effect on Competency, Job Satisfaction has an insignificant negative effect on Employee Performance through Competency, Work Engagement has an insignificant positive effect on Employee Performance through Competency.]]>
<![CDATA[The Influence of Work Motivation on Employee Performance with Compensation as an Intervening Variable in the Consortium Sorong Open Access Development Project PT. Hutama Karya (Persero) - PT. Gerbang Sarana Baja ]]>
<![CDATA[Arjuharrido Rahmardiko, Tegha]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi Vol. 2 No. 3 (2023) ]]>
Publisher : <![CDATA[CV. Lafadz Jaya ]]>
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DOI: 10.54443/sinomika.v2i3.1520
<![CDATA[The purpose of this research is to see the influence of work motivation on employee performance with compensation as an intervening variable in the Sorong Open Access Development Project of the PT. Hutama Karya (Persero) - PT. Gerbang Sarana Baja. This type of research uses quantitative, the research population is 70 employees and the sample used were all 70 employees at PT Hutama Karya (Persero) PT Pintu Sarana Baja. The data source used was a primary data source, data collection was carried out by distributing questionnaires, the research model used was phat analysis and the measuring tool was the Smart PLS version 3.3.3 application. The results of this research are as follows: Compensation has a positive and insignificant effect on employee performance with an original sample value of 0.325 and an ap value of 0.057. Work Motivation has a positive and significant effect on Employee Performance with an original sample of 0.423 and ap value of 0.004. Work Motivation has a positive and significant effect on Compensation with an original sample value of 0.876 and ap value of 0.000. Work Motivation has a positive and insignificant effect on Employee Performance through Compensation with an original sample value of 0.284 and ap value of 0.058.]]>
<![CDATA[The Influence of Work Spirit, Leadership Style and Work Ethic on Employee Achievement of Universitas Pembangunan Panca Budi Medan ]]>
<![CDATA[Damayanti, Riski]]>;
<![CDATA[Farida Ferine, Kiki]]>
<![CDATA[ SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi Vol. 2 No. 4 (2023) ]]>
Publisher : <![CDATA[CV. Lafadz Jaya ]]>
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DOI: 10.54443/sinomika.v2i4.1569
<![CDATA[The purpose of this research is to find out whether work enthusiasm simultaneously and partially has a positive and significant effect on the work performance of Universitas Pembangunan Panca Budi employees, to find out whether leadership style simultaneously and partially has a positive and significant effect on the work performance of Universitas Pembangunan Panca Budi employees, to find out whether work ethic simultaneously and partially has a positive and significant effect on the work performance of Universitas Pembangunan Panca Budi employees. This research was carried out from December 2022 to July 2023, this research used quantitative methods. The population of this study was all employees of Universitas Pembangunan Panca Budi, totaling 198 people, the sample size in this study was 132 employees of Universitas Pembangunan Panca Budi, this sampling used the Slovin formula, in this study the data used was premier data, namely data obtained from questionnaires. Data processing in this research uses the SPSS software program. From the data obtained, the overall coefficient value exceeds 0.30, it can be stated that all question items and scores obtained are valid.]]>
<![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.]]>
