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<![CDATA[Optimizing Job Satisfaction ]]>
<![CDATA[Wardana, Fandi]]>;
<![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 aims to examine the influence of work motivation and discipline on job satisfaction with compensation as an intervening variable at the Bank Indonesia Pematangsiantar Representative Office. Humans (HR) are the most important factor in the growth and development of an organization or business. That in conditions of globalization, human quality in companies is always a source of competition. Companies that want to grow and develop well must organize their human resources intellectually, spiritually, creatively, morally and responsibly. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.267 and a p value of 0.048. Work Discipline has a positive and significant effect on compensation with an original sample value of 0.269 and a p value of 0.042. Compensation has a positive and significant effect on job satisfaction with an original sample value of 0.350 and a p value of 0.011. Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.315 and a p value of 0.045. Motivation has a positive and significant effect on compensation with an original sample value of 0.624 and a p value of 0.000. Work Discipline has a positive and significant effect on Job Satisfaction through Compensation with an original sample value of 0.094 and a p value of 0.105. Motivation has a positive and significant effect on Job Satisfaction through Compensation with an original sample value of 0.218 and a p value of 0.014.]]>
<![CDATA[Developing Organizational Strategy ]]>
<![CDATA[Marpaung, Hendru]]>;
<![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[The first step in managing human resources is to assign human resources so that they obtain work assignments that are appropriate for the work being done. Human resources (HC) or staff members have become a top priority in any organization as their quality is crucial in facing the current business climate. This research aims to examine the influence of leadership style, human resource quality and organizational citizenship behavior (OCB) on organizational commitment in communication mediation at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Leadership Style has a positive and significant effect on Organizational Commitment with an original sample value of 0.374 and ap value of 0.001. Leadership style has a positive and significant effect on communication with an original sample value of 0.368 and ap value of 0.001. Communication has a positive and insignificant effect on Organizational Commitment with an original sample value of 0.100 and ap value of 0.179. HR quality has a positive and significant effect on Organizational Commitment with an original sample value of 0.289 and ap value of 0.005. HR quality has a positive and insignificant effect on communication with an original sample value of 0.205 and ap value of 0.070. Organizational Citizenship Behavior has a positive and insignificant effect on Organizational Commitment with an original sample value of 0.178 and ap value of 0.053. Organizational Citizenship Behavior has a positive and significant effect on Communication with an original sample value of 0.332 and ap value of 0.004. Leadership style has a positive and insignificant effect on Organizational Commitment through communication with the original sample of 0.037 and p value 0.171. HR quality has a positive and insignificant effect on Organizational Commitment through Communication with an original sample value of 0.020 and ap value of 0.290. Organizational Citizenship Behavior has a positive and significant effect on Organizational Commitment through Communication with an original sample value of 0.020 and an ap value of 0.212.]]>
<![CDATA[Optimizing Job Satisfaction ]]>
<![CDATA[Andy Syahputra Siregar, Mhd.]]>;
<![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 aims to examine the influence of integrity, competency and motivation on job satisfaction mediated by work discipline at the Bank Indonesia Representative Office, North Sumatra Province. Production factors are needed to produce human output, but without human labor, commodities and services will not provide the same benefits. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.422 and ap value of 0.000. Integrity has a positive and significant effect on Work Discipline with an original sample value of 0.358 and ap value of 0.000. Integrity has a positive and significant effect on Job Satisfaction with an original sample value of 0.234 and ap value of 0.008. Competence has a positive and significant effect on Work Discipline with an original sample value of 0.234 and ap value of 0.007. Competency has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.044 and ap value of 0.321. Motivation has a positive and significant effect on Work Discipline with an original sample value of 0.394 and ap value of 0.000. Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.272 and ap value of 0.002. Integrity has a positive and significant effect on Job Satisfaction through Work Discipline with an original sample value of 0.155 and ap value of 0.003. Competence has a positive and significant effect on Job Satisfaction through Work Discipline with an original sample value of 0.103 and ap value of 0.013. Motivation has a positive and significant effect on Job Satisfaction through Work Discipline with an original sample value of 0.170 and ap value of 0.004.]]>
<![CDATA[Optimizing Performance Through Commitment ]]>
<![CDATA[Putri Tampubolon, Dionica]]>;
<![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 research aims to analyze the influence of work culture and competency on employee performance with commitment as an intervening variable at BPJS Employment Branch Offices throughout Medan Raya. A quantitative approach was used in this research, with data collection through questionnaires distributed to employees as respondents. The data analysis technique uses the Partial Least Square (PLS) method to test direct and indirect relationships between research variables. The results of this research are as follows: Work Culture has a positive and significant effect on Employee Performance with an original sample value of 0.267 and a p value of 0.002. Work Culture has a positive and insignificant effect on Commitment with an original sample value of 0.110 and a p value of 0.153. Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.298 and a p value of 0.016. Competency has a positive and significant effect on employee performance with an original sample value of 0.370 and a p value of 0.012. Competence has a positive and significant effect on Commitment with an original sample value of 0.804 and a p value of 0.000. Work Culture has a positive and insignificant effect on employee performance through Commitment with an original sample value of 0.033 and a p value of 0.173. Competence has a positive and insignificant effect on employee performance through Work Commitment with an original sample value of 0.240 and a p value of 0.027.]]>
<![CDATA[Optimizing Performance through Employee Work Motivation ]]>
<![CDATA[Veri Siregar, Erwin]]>;
<![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[Employee performance is a major factor in the success of an organization, including BPJS Employment. This study aims to analyze the influence of leadership style and organizational culture on employee performance, with motivation as a moderating variable. The research method used is a quantitative approach with data collection techniques through questionnaire surveys distributed to BPJS Employment employees at the Kisaran Branch and Padang Sidempuan Branch. Data analysis was carried out using regression methods and moderation tests to determine the relationship between variables. The results of the study indicate that leadership style has a significant influence on employee performance. A strong organizational culture also contributes to increasing employee productivity and loyalty. In addition, employee motivation has been shown to moderate the relationship between leadership style and organizational culture on performance, where high motivation strengthens the positive impact of leadership and organizational culture on employee performance. The implication of this study is the importance of leaders in implementing an appropriate leadership style and building a positive organizational culture in order to improve employee performance. BPJS Employment is advised to develop leadership training programs, strengthen a productive work culture, and provide incentives that can increase employee motivation.]]>
<![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 Influence of Transformational Leadership on Employee Performance at The Kutambaru District Office ]]>
<![CDATA[Anta Tarigan, Edy]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (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 research is to determine and analyze the influence of transformational leadership on employee performance at the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is associative quantitative. The sample in this study was 15 employees with ASN and honorary status at the Kutambaru District Office. The sampling technique in this study used the entire population of 15 people. The research results show that Transformational Leadership has a significant influence on employee performance as shown by the T-Statistic value of 4.104 > 1.753 and the P Value of 0.001 < 0.05. This shows that improvements in Transformational Leadership can improve employee performance at the Kutambaru District Office.]]>
<![CDATA[The Influence of Basic Disaster Management Training on Competencies in The Human Resources Development Agency of North Sumatra Province ]]>
<![CDATA[Yurlinda, Yurlinda]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[The aim of this research is to determine and analyze the influence of Basic Training on Employee Competency of North Sumatra Human Resources Development Agency employees. This research was carried out at the North Sumatra Human Resources Development Agency. The type of research is associative quantitative. The sample in this study was 107 employees of the North Sumatra Human Resources Development Agency. The sampling technique in this research uses saturated samples so that the entire population will be a sample of 107 people. The research results show that Basic Training has a positive but not significant influence on Employee Competency as indicated by the T-Statistic value of 2.784 > 1.659 and the P Value of 0.000 < 0.05. This shows that improvements in Basic Training will be able to increase the Competency of Employees of the North Sumatra Human Resources Development Agency. The adjusted R Square value is 0.214 or 21.40%, which means that basic training has a low influence on employee competency, while the remaining 78.60% is influenced by other factors that have not been studied.]]>
