Articles
<![CDATA[THE INFLUENCE OF WORK MOTIVATION ON EMPLOYEE PERFORMANCE WITH PRESENTEEISM AS AN INTERVENING VARIABLE AT THE BPJS OFFICE, TANJUNG MORAWA BRANCH ]]>
<![CDATA[Hanif Nasution, Haikal]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ SIBATIK JOURNAL: Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Vol. 2 No. 12 (2023): November ]]>
Publisher : <![CDATA[Penerbit Lafadz Jaya ]]>
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DOI: 10.54443/sibatik.v2i12.1531
<![CDATA[This research aims to see the influence of work motivation on employee performance with presenteeism as an intervening variable. This research uses a quantitative type of research, this research was conducted at the BPJS Tanjung Morawa branch office, the research population was 70 employees and the sample for this research was the entire population. The sampling technique used was a saturated sample. The data collection used was a questionnaire. The research model used is expert analysis and this research uses SPSS version 25. The results of this research are as follows: Work Motivation has a positive and significant effect on Presenteeism. Work Motivation has a positive and significant effect on Employee Performance. Presenteeism has a positive and insignificant effect on employee performance. Indirect Influence of Work Motivation on Employee Performance through Presenteeism.]]>
<![CDATA[The Influence of Work Discipline and Supervision on Work Performance with Job Satisfaction as an Intervening Variable in the Women's Empowerment Service for Child and Community Protection in Binjai City ]]>
<![CDATA[Yanti Rawi, Mira]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 4 (2023): October ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i4.178
<![CDATA[This study aims to analyze the effect of work discipline and supervision on work performance with job satisfaction as an intervening variable. This research was conducted at the Women's Empowerment, Child and Community Protection Office, Binjai City. The population in this study was 80 employees and the sample used was saturated sample technique. Data collection was carried out by distributing questionnaires. Sources of research data using primary data sources. The research model used is path analysis and the measurement tool is Samart PLS version 3.3.3. The results of the study are as follows: Work Discipline has a positive and significant effect on Job Satisfaction. Work Discipline has a positive and significant effect on work performance. Job satisfaction has a positive and significant effect on work performance. Supervision has a positive and significant effect on job satisfaction. Supervision has a positive but not significant effect on work performance. Work Discipline influences Work Performance and Job Satisfaction and can become an intervening variable for Work Discipline and Work Performance. Supervision has an effect on Job Performance and Job Satisfaction capable of being an intervening for Supervision and Work Performance.]]>
<![CDATA[The Influence of Role Conflict on Employee Work Performance with Job Stress as an Intervening Variable in the Regional Financial Management Agency, Income and Assets in Binjai City ]]>
<![CDATA[Dian Ariani Siregar, Poppy]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 4 (2023): October ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i4.180
<![CDATA[This study aims to analyze the effect of role conflict on employee performance with work stress as an intervening variable. This type of research is associative quantitative. The number in this study was 173 employees. The research sample uses the Slovin formula, so the sample used is 121 employees. The location of the research was carried out at the Regional Finance, Revenue and Asset Management Agency Office of the City of Binjai. The research model uses Path analysis, and the measurement tool is Smart PLS version 3.3.3. The results of this study are Role Conflict has a positive and significant effect on Job Performance. Role conflict has a positive and significant effect on work stress. Work Stress has a positive and significant effect on work performance. Role conflict influences work performance through work stress positively and significantly.]]>
<![CDATA[The Influence of Work Motivation and Work Discipline on Employee Performance Mediated by Organizational Commitment at Teungku Fakinah General Hospital Banda Aceh City ]]>
<![CDATA[Fakhrurrazi, Fakhrurrazi]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 4 (2023): October ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i4.197
<![CDATA[This study aims to see the effect of Work Motivation and Work Discipline on Employee Performance and Organizational Commitment by carrying out research requirements in order to obtain research results in the form of research methods including using associative quantitative research types, this research was conducted at Teungku Fakinah General Hospital, Banda Aceh City, the population was 141 employees and reduced to 104 samples using the slovin technique, data collection techniques were carried out by distributing questionnaires and surveys. The research model used is Path Analysis using research measuring tool in the form of the Smart PLS Version 3.3.3 application. 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 not significant positive effect on Employee Performance. The results can be seen in the Path Coefficients table with an Orginal Sample of 0.298 and P values 0.154 > 0.05 Work Discipline has a positive and significant effect on Employee Organizational Commitment. The results can be seen in the Path Coefficients table with an Original Sample of 0.632 Pvalues 0.000 <0.05. Organizational Commitment has a positive and significant effect on Employee Performance Employee results can be seen in the Path Coefficients table with an Original Sample of 0.614 and P values 0.001 <0.05. Work Motivation has no significant negative effect on Employee Performance. The results can be seen in the Path Coefficients table with an Original Sample of -0.116 and P values of 0.542. Work Motivation has a positive and significant effect on Organizational Commitment. The results can be seen in the Path Coefficients table with an Original Sample of 0.309 P values 0.000 <0.05. Organizational Commitment is able to become an intervening variable and has a positive and significant indirect effect on Work Discipline and Employee Performance. The results can be seen in the Path Coefficients table with an Orginal Sample of 0.388 and P values of 0.002 <0.05. Organizational Commitment is able to become an intervening variable and has a positive and significant indirect effect on Work Motivation and Employee Performance. The results can be seen in the Path Coefficients table with an Original Sample of 0.190 and P values of 0.040 <0.05.]]>
<![CDATA[Analysis Of Job Satisfaction on Performance with Job Loyalty as An Intervening Variable (Case Study at BPJS Ketenagakerjaan All Medan Raya) ]]>
<![CDATA[Dwi Qurbani, Sabda]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 4 (2023): October ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i4.200
<![CDATA[This study aims to see whether Job Satisfaction affects performance and loyalty as a supporting variable positively or negatively and has no effect at all using a saturated sample technique. The total population of 118 will be used entirely as research samples using associative quantitative methods and collecting data using a questionnaire. and surveys, as well as using the Smart PLS 3.3 research tool. as a calculation medium and this research model uses Path analysis. The results of this study are Job Satisfaction has a negative effect on performance. It can be proven by this study with the results of Job Satisfaction having a negative and significant effect on performance as evidenced by the original sample value of -0.185 and p values of 0.002 <0.05. Job Satisfaction has a negative effect on Job Loyalty, which can be proven by this study. Job Loyalty has a positive and significant effect on performance. It can be proven by this research. Job Loyalty can be an intervening variable on Job Satisfaction and Performance negatively and significantly Job loyalty can be an intervening variable but negatively with the original sample results of -0.350 and p values of 0.000.]]>
<![CDATA[The Influence of Leadership on Performance with Work Life Balance as an Intervening Variable at BPJS Employment Sumbagut Regional Office ]]>
<![CDATA[Sitinjak, Aristoteles]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Social Science, Education, Communication and Economics (SINOMICS JOURNAL) Vol. 2 No. 5 (2023): December ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
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DOI: 10.54443/sj.v2i5.218
<![CDATA[This research was conducted to determine the influence of leadership on performance with work life balance as an intervening variable at the BPJS Employment Regional Office of Sumbagut, this type of research uses quantitative, the data source for this research uses primary data, this research was conducted at the BPJS Employment Regional Office of Sumbagut, the population of this research is 130 employees using a sampling technique, namely Slovin, so the sample used is 97 employees. Collecting respondent data using and distributing questionnaires. The research method used is expert analysis and the measuring tool uses Smart PLS version 3. The results of this research are as follows: Leadership has a positive and insignificant effect on performance with an original sample value of 0.068 and a P value of 0.477. Leadership has a positive and significant effect on Work Life Balance with an original sample value of 0.686 and a P value of 0.000. Work Life Balance has a positive and significant effect on performance with an original sample value of 0.812 and a P value of 0.000. Work Life Balance is able to become an intervening variable and influence the Leadership variable on Performance indirectly with an original sample value of 0.557 and a P value of 0.000.]]>
<![CDATA[Performance Optimization ]]>
<![CDATA[Alexander Mawuntu, Drixen]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![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 organizational culture and Employee Engagement on Employee Performance with Organizational Commitment as a Moderating Variable at the BPJS Employment Office, Medan City Branch and Sumbagut Regional Office. Organizations, both companies and government institutions, in carrying out their activities certainly need human resources that support efforts to achieve the goals set by the organization. The success of an agency/organization is not only determined by the facilities it has, but also the availability of reliable human resources. 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 0.226 and an ap value of 0.015. Employee Engagement has a positive and significant effect on Employee Performance with an original sample value of 0.025. Organizational Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.457 and ap value of 0.003. Organizational culture's influence on employee performance is moderated by organizational commitment with an original sample value of -0.218 and ap value of 0.045. Employee Engagement influences employee performance, moderated by Organizational Commitment with an original sample value of 0.098 and ap value of 0.228.]]>
<![CDATA[Motivation Mediates Performance ]]>
<![CDATA[Renita Napitupulu, Dian]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![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[BPJS Ketenagakerjaan is (Social Security Administering Agency for Employment) is a public program that provides protection for workers to overcome certain socio-economic risks and its implementation uses a social insurance mechanism as a state institution engaged in the field of social insurance. BPJS Ketenagakerjaan, formerly known as PT Jamsostek (Persero), is the implementer of the labor social security law. This study aims to see the effect of Work Stress and Work Conflict on Employee Performance with Work Motivation as an Intervening Variable at BPJS Ketenagakerjaan Branch Offices throughout Medan Raya. The results of this study are as follows: Work Conflict has a positive and significant effect on Employee Performance with an original sample value of 0.351 and p values of 0.011. Work Conflict has a positive and significant effect on Work Motivation with an original sample value of 0.783 and p values of 0.000. Work Motivation has a positive and significant effect on Employee Performance with an original sample value of 0.481 and p values of 0.001. Work Stress has a positive and insignificant effect on Employee Performance with an original sample value of 0.084 and p values of 0.186. Work Stress has a positive and significant effect on Work Motivation with an original sample value of 0.164 and p values of 0.017. Work Conflict has a positive and significant effect on Employee Performance through Work Motivation with an original sample value of 0.377 and p values of 0.001. Work Stress has a positive and insignificant effect on Employee Performance through Work Motivation with an original sample value of 0.079 and p values of 0.050.]]>
<![CDATA[Dimensions of Organizational Strategy ]]>
<![CDATA[Hasibuan, Fitriyani]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![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[BPJS Employment has functions and responsibilities such as, carrying out and receiving registration for BPJS participants, collecting and collecting contributions from participants and employers, receiving contribution assistance from the government, managing social security funds for the benefit of participants, collecting and managing data on social security program participants, provide benefits and financial health services in accordance with the provisions of the social security program, and is also responsible for providing information regarding the implementation of the social security program to participants and the community. This research aims to see the influence of work discipline and work motivation on organizational strategies mediated by work supervision at BPJS Employment throughout Medan Raya. The results of this research are as follows; Work Discipline has a positive and significant effect on Work Supervision with an original sample value of 0.646 and ap value of 0.000. Work Discipline has a positive and significant effect on Organizational Strategy with an original sample value of 0.348 and ap value of 0.000. Work Motivation has a positive and significant effect on Work Supervision with an original sample value of 0.298 and ap value of 0.000. Work Motivation has a positive and insignificant effect on Organizational Strategy with an original sample value of 0.090 and ap value of 0.209. Work Supervision has a positive and significant effect on Organizational Strategy with an original sample value of 0.508 and ap value of 0.000. Work Discipline has a positive and significant effect on Organizational Strategy through Work Supervision with an original sample value of 0.328 and ap value of 0.000. Work Motivation has a positive and significant effect on Organizational Strategy through Work Supervision with an original sample value of 0.151 and ap value of 0.000.]]>
<![CDATA[Performance Optimization ]]>
<![CDATA[Supana, Isra]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![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[Organizations should be able to improve the quality of the organization, both improving information culture and management information systems and the performance of each of its human resources. Building and developing a business in the service and consultancy sector that focuses on technology and information really requires the role of human resources. Human resources are necessary activities and have an ideal role in an organization. This research is to see the effect of implementing organizational cultural values and management information systems on employee performance with organizational commitment as an intervening variable in Bpjs Employment branch offices throughout Medan Raya. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with a sample value of 0.411 and ap value of 0.000. Organizational Culture has a positive and significant effect on Organizational Commitment with an original sample value of 0.434 and ap value of 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with the original sample being 0.339 and p values 0.000. Management Information Systems have a positive and significant effect on Employee Performance with an original sample value of 0.228 and ap value of 0.008. Management Information Systems have a positive and significant effect on Organizational Commitment with an original sample of 0.541 and ap value of 0.000. Organizational Culture has a positive and significant effect on Employee Performance through Organizational Commitment with a value of 0.147 and a value of 0.001. Management Information Systems have a positive and significant effect on Employee Performance through Organizational Commitment with an original sample value of 0.183 and ap value of 0.000.]]>
