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<![CDATA[Performance Optimization ]]>
<![CDATA[Lufthi Al Riza Siregar, Ahmad]]>;
<![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[Companies really need competent and quality human resources, especially in this era of globalization. All business organizations must be ready to adapt and strengthen themselves in order to compete so that they are able to answer all challenges in the future. Human resources in this case are employees who always play an active and dominant role in every organizational activity because humans are planners, actors and determinants of the realization of goals. This research aims to examine the influence of rewards and competencies on employee performance with punishment as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Competency has a positive and insignificant effect on employee performance with an original sample value of 0.127 and ap value of 0.210. Competence has a positive and significant effect on Punishment with an original sample value of 0.433 and ap value of 0.000. Punishment has a positive and significant effect on employee performance with an original sample value of 0.601 and ap value of 0.002. Rewards have a positive and insignificant effect on employee performance with an original sample value of 0.158 and ap value of 0.216. Rewards have a positive and significant effect on Punishment with an original sample value of 0.541 and ap value of 0.000. Competence has a positive and significant effect on employee performance through punishment with an original sample value of 0.260 and ap value of 0.006. Rewards have a positive and significant effect on employee performance through punishment with an original sample value of 0.325 and ap value of 0.006.]]>
<![CDATA[Determinants of Organizational Commitment ]]>
<![CDATA[Fajar Al Hadi, Andi]]>;
<![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 the work environment and organizational culture on organizational commitment, mediated by work stress at the Bank Indonesia Representative Office, North Sumatra Province. Bank Indonesia is an independent state institution tasked with considering economic policy in Indonesia. Apart from these functions, Bank Indonesia has a scope of internal work which is under the management of the Internal Management sector. One of the sections under Bank Indonesia's internal division is the Human Resources (HR) section. Bank Indonesia HR has several tasks in managing employees, one of which is processing employee health data. The results of this research are as follows: Organizational Culture has a positive and insignificant effect on Organizational Commitment with an original sample value of 0.129 and an ap value of 0.205. Organizational Culture has a negative and significant effect on Job Stress with a sample value of -0.498 and ap value of 0.000. Work Environment has a positive and insignificant effect on Organizational Commitment with an original sample value of 0.483 and ap value of 0.002. Work Environment has a negative and significant effect on Work Stress with an original sample value of -0.476 and ap value of 0.000. Job Stress has a negative and significant effect on Organizational Commitment with an original sample value of -0.107 and ap value of 0.308. Organizational Culture has a positive and significant effect on Organizational Commitment through Work Stress indirectly with an original sample value of 0.053 and ap value of 0.315. Work Environment has a positive and insignificant effect on Organizational Commitment through Job Stress with an original sample value of 0.051 and ap value of 0.306.]]>
<![CDATA[The Impact of Job Satisfaction on Commitment ]]>
<![CDATA[Oka, Ardian]]>;
<![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[HR is an abbreviation of "Human Resources". This term is generally used in the context of organizational or corporate management to refer to the department or function responsible for managing aspects related to human resources, such as recruitment, training, employee development, performance management, and personnel administration needs to be paid attention to by the leadership of an organization or company in providing maximum service and satisfaction to the community, for this reason skilled and reliable human resources are needed Work has a positive and significant effect. on Employee Commitment with an original sample value of 0.303 and ap value of 0.004. HR Quality has a positive and significant effect on Job Satisfaction with an original sample value of 0.459 and an original sample value of 0.001 0.222 and p value of 0.052 original sample value of 0.443 and ap value of 0.002. Work Motivation has a positive and significant effect on Employees Commitment with an original sample value of 0.370 and ap value of 0.003. HR quality has a positive and significant effect on employee commitment through job satisfaction with an original sample value of 0.139 and ap value of 0.006. Work Motivation has a positive and insignificant effect on Employee Commitment through Job Satisfaction with an original sample value of 0.134 and ap value of 0.055.]]>
<![CDATA[Optimizing Commitment ]]>
<![CDATA[Tarigan, Azaria]]>;
<![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[Support for facilities and infrastructure as well as adequate financial sources are other important elements in moving the wheels of an organization, but without the support of reliable human resources, organizational activities will not run, so optimizing the achievement of organizational goals cannot be achieved. This condition suggests that human resource development is an inevitable demand in order to ensure the availability of quality human resources according to organizational demands. The results of this research are as follows: Discipline has a positive and significant effect on Job Satisfaction with a value of 0.353 and a significant 0.012. Work Discipline has a positive and insignificant effect on Organizational Commitment with a value of 0.090 and a significant value of 0.323. Job Satisfaction has a positive and significant effect on Organizational Commitment with a value of 0.745 and a significant value of 0.000. Organizational Citizenship Behavior has a positive and significant effect on Job Satisfaction with a value of 0.557 and a significant 0.000. Organizational Citizenship Behavior has a positive and insignificant effect on Organizational Commitment with a value of 0.070 and a significant value of 0.301. Work Discipline has a positive and significant effect on Organizational Commitment through Job Satisfaction with a value of 0.263 and a significant value of 0.008. Organizational Citizenship Behavior has a positive and significant effect on Organizational Commitment through Job Satisfaction with a value of 0.415 and a significant value of 0.004.]]>
<![CDATA[Determinants of Job Performance ]]>
<![CDATA[Winari, Erni]]>;
<![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[Human resource management (HRM) is a field of study and practice that focuses on the management and management of human resources in an organization. The aim is to ensure that the organization has a qualified, motivated and productive workforce to achieve its strategic goals. It is important for organizations to pay attention to human resources because the performance and success of the organization is very dependent on the quality and productivity of the workforce. Investments in HR development can increase employee loyalty, increase retention, reduce recruitment and retraining costs, and increase efficiency and productivity throughout the organization. The results of this research are as follows: Job satisfaction is unable to moderate organizational commitment to job performance with an original sample value of 0.004 and ap value of 0.486. Job Satisfaction is able to moderate and weaken Job Quality on Job Performance with an original sample value of -0.173 and ap value of 0.018. Job Satisfaction has a positive and significant effect on Job Performance with an original sample value of 0.495 and ap value of 0.001. Organizational Commitment has a positive and insignificant effect on Job Performance with an original sample value of 0.098 and ap value of 0.260. Work Quality has a positive and significant effect on Work Performance with an original sample value of 0.203 and ap value of 0.033.]]>
<![CDATA[Optimizing Work Performance ]]>
<![CDATA[Fahruzi Ritonga, Dadang]]>;
<![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[Employees are not just resources, but rather capital or assets for institutions or organizations. Because of this, a new term emerged outside of human resources, namely human capital. Here human resources are seen not just as the main asset, but an asset that is valuable and can be multiplied, developed (compared with an investment portfolio) and not vice versa as a liability (expense). Here the perspective of human resources as an investment for institutions or organizations is more prominent. The results of this research are as follows: Organizational Culture has a positive and significant effect on Organizational Commitment with a value of 0.518 and a significant value of 0.000. Organizational Culture has a positive and significant effect on Work Performance with a value of 0.195 and a significant value of 0.035. Organizational Commitment has a positive and significant effect on Job Performance with a value of 0.554 and a significant 0.000. Job Stress has a negative and significant effect on Organizational Commitment with a value of -0.412 and a significant value of 0.000. Job Stress has a negative and significant effect on Job Performance with a value of -0.211 and a significant value of 0.036. Organizational culture has a positive and significant effect on work performance through organizational commitment with a value of 0.287 and a significant value of 0.000. Job Stress has a negative and significant effect on Job Performance through Organizational Commitment with a value of -0.228 and a significant value of 0.001.]]>
<![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.]]>
