Articles
<![CDATA[The Effect of Workload, Interpersonal Conflict on Work Stress with Work Motivation as A Variable Moderating at BPJS Employment Branch Offices in Medan Raya ]]>
<![CDATA[Ilham Jusuf, Ade]]>;
<![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 ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[In this study, researchers wanted to see the direct and indirect effects between workload variables and interpersonal conflict as independent variables and work motivation as a moderating variable and job stress as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment Branch Office Se-Medan Raya. The population of this study was 80 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and the data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows Interpersonal conflict has a positive and insignificant effect on work stress with an original sample value of 0.096 and p values 0.514. Workload has a positive and significant effect on job stress with an original sample value of 0.580 and p values of 0.000. Interpersonal conflict has a positive and significant effect on job stress through work motivation directly with the original sample result of 0.179 and p values 0.001. Workload has a positive and insignificant effect on work stress through work motivation with an original sample value of 0.013 and p values of 0.802.]]>
<![CDATA[Factors That Influence Work Performance ]]>
<![CDATA[Syahrani, Desi]]>;
<![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 ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[In this study, researchers wanted to see the direct and indirect effects between transactional leadership variables as independent variables and organizational commitment as a mediating variable and work performance as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment Branches throughout Greater Medan consisting of BPJS Employment City Medan Branch Office, North Medan Branch, Tanjung Morawa Branch and Binjai Branch. The population of this study was 82 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows transactional leadership has a positive and significant effect on organizational commitment with an original sample value of 0.683 and P values of 0.000. Transactional leadership has a positive and significant effect on work performance with an original sample value of 0.391 and p value of 0.012. Organizational commitment has a positive and significant effect on job performance with an original sample value of 0.177 and p values of 0.001. Transactional leadership has a positive and significant effect on work performance through organizational commitment directly with the original sample result of 0.124 and p value 0.003.]]>
<![CDATA[Performance Determination ]]>
<![CDATA[Muslim, Aziz]]>;
<![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 ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[In this study, researchers wanted to see the direct and indirect effects between employee motivation variables and organizational commitment as independent variables and organizational culture as an intervening variable and employee performance as the dependent variable. This type of research uses quantitative, this research was conducted at the BPJS Employment Branch Office in Kisaran. The population of this study was 55 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data source and the data collection carried out is to spread the questionnaire. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows: Employee motivation has a positive and significant effect on employee performance with an original sample value of 0.652 and P values of 0.000. Employee motivation has a positive and significant effect on organizational culture with an original sample value of 0.642 and p values of 0.000. Organizational commitment has a positive and insignificant effect on employee performance with an original sample value of 0.090 and p values of 0.229. Organizational commitment has a positive and insignificant effect on organizational culture with an original sample value of 0.109 and p values of 0.256. Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.206 and p values of 0.003. Employee motivation has a positive and insignificant effect on employee performance through organizational culture indirectly with the original sample result of 0.132 and p values 0.250. Organizational commitment has a positive and significant effect on employee performance through organizational culture with an original sample value of 0.022 and p values of 0.011.]]>
<![CDATA[Employee Performance Optimization ]]>
<![CDATA[Magdalena Togatorop, Damseria]]>;
<![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 ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[In this study, researchers wanted to see the direct and indirect effects between work discipline variables and management information systems as independent variables and motivation as an intervening variable and employee performance as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment Branch Office Se-Medan Raya. The population of this study was 80 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and the data collection carried out is to distribute questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows: Work discipline has a positive and significant effect on employee performance with an original sample value of 1.246 and P values of 0.000. Work discipline has a positive and insignificant effect on motivation with an original sample value of 0.247 and p values of 0.074. Motivation has a positive and significant effect on employee performance with an original sample value of 0.278 and p values of 0.000. Management information system has a negative and significant effect on employee performance with an original sample value of -0.599 and p values of 0.009. Management information system has a positive and significant effect on motivation with an original sample value of 0.403 and p value of 0.012. Work Discipline has a positive and insignificant effect on employee performance through motivation indirectly with original sample results of 0.069 and p values of 0.104. Information Management System has a positive and significant effect on employee performance through motivation with an original sample value of 0.111 and p values of 0.022.]]>
<![CDATA[The Influence of Career Development on Employee Performance with Training as an Intervening Variable at the North Sumatra Culture and Tourism Service ]]>
<![CDATA[Khairunnisah, Khairunnisah]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 2 (2024): July ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.47353/ijema.v2i2.169
<![CDATA[This research was conducted to determine the effect of career development on employee performance with training as an intervening variable at the North Sumatra Culture and Tourism Service by conducting a path analysis research method, this type of research uses quantitative, and the source of this research uses primary data sources. This research collects data by means of distributed questionnaires, the population used was 119 employees and a sample was drawn using the Slovin formula to become 92 employees. The results of this research are as follows: Training has a positive and significant influence on employee performance with the original sample being 0.316 and P values 0.035 < 0.05 meaning hypothesis accepted. Career Development has a positive and significant effect on Employee Performance with an original sample value of 0.621 and a P value of 0.000 < 0.05, meaning the hypothesis is accepted. Career Development has a positive and significant effect on Training with an original sample value of 0.933 and ap value of 0.000 <0.05, meaning the hypothesis can be accepted. Career development has a positive and significant effect on employee performance indirectly through training with an original sample value of 0.294 and a P value of 0.032 < 0.05, the hypothesis can be accepted.]]>
<![CDATA[The Influence of Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable at the BPJS Employment Kisaran and Kediri Branch Offices ]]>
<![CDATA[Hendra Siregar, Alex]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 2 (2024): July ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.47353/ijema.v2i2.170
<![CDATA[This research aims to determine the influence of organizational culture on employee performance with work motivation as an intervening variable at the BPJS Employment Kisaran and Kediri branch offices. This research was conducted at BPJS Employment in two branches, namely at the Kisaran Branch Office Jl. Sisingamaraja No. 460, Kisaran, Sendang Sari, Asahan, Asahan Regency, North Sumatra 21211 and at the Kediri Branch Office Jl. Mayor Bismo No.34, Semampir, Kota District, Kediri City, East Java 64121. This type of research is quantitative, the research population is 71 employees and the sample used is also 71 employees and uses a saturated sampling technique. The data collection used was a questionnaire and the data source was primary, the model used was phat analysis of the results of this research as follows: Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.435 and ap value of 0.000 <0.05. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.771 and ap value of 0.000 <0.05. Work Motivation has a positive and significant effect on Employee Performance with an original sample value of 0.474 and ap value of 0.000 < 0.05. Organizational Culture has an indirect and significant positive effect on Employee Performance through Work Motivation with an original sample value of 0.366 and ap value of 0.000.]]>
<![CDATA[The Influence of Motivation and Work Discipline on Employee Performance with the Level of Employee Satisfaction as an Intervening Variable at BPJS Pematang Siantar Branch Office and Padang Sidimpuan Branch Office ]]>
<![CDATA[Amat Hasudungan Simanjuntak, Bastian]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 2 (2024): July ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.47353/ijema.v2i2.171
<![CDATA[This research is to look at the influence of motivation, work discipline, and job satisfaction on employee performance. The phenomenon that occurs at the BPJS Employment Pematang Siantar and Padang Sidimpuan Branch Offices is that the motivation given sometimes does not work for employees, it is only used as a formality for employees but is not carried out by employees, many employees are also undisciplined due to time problems and also work so that employee performance will not be optimal if employees do not comply with regulations, this occurs due to the employee's lack of satisfaction with the organization which does not pay attention to and improve the welfare of its employees so that employees prefer to work according to the standard and do not show their commitment to the organization. The results of this research are as follows: Work Discipline has a positive and significant effect on Employee Job Satisfaction with a value of 0.750 and a value of 0.000 <0.05. Work Discipline has a positive and significant effect on Employee Performance with a value of 0.406 and a value of 0.005 <0.005. Employee Job Satisfaction has a positive and significant effect on Employee Performance with a value of 0.361 and a value of 0.011 <0.05. Motivation has a positive and significant effect on Employee Job Satisfaction with a value of 220 and a value of 0.005. Motivation has a positive and significant effect on employee performance with a value of 0.210 and a value of 0.016 <0.05. Work Discipline has a positive and significant indirect effect on Employee Performance through Employee Job Satisfaction with a value of 0.271 and a value of 0.022. Motivation has a positive and significant indirect effect on employee performance through employee job satisfaction with a value of 0.079 and a value of 0.038.]]>
<![CDATA[The Influence of Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable at BPJS BPJS North of Sumatera Regional Office (Case Study of Tanjung Morawa Branch and Pematang Siantar Branch) ]]>
<![CDATA[Tahara, Anisa]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 2 (2024): July ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.47353/ijema.v2i2.173
<![CDATA[This research aims to see the influence between variables and the title Influence of Organizational Culture on Employee Performance Through Work Motivation as an Intervening Variable at the Bpjs Employment Sumbagut Regional Office, Case Study at the Tanjung Morawa and Pematang Siantar Branches. The type of research used is quantitative, this research was conducted on Jl. Sakti Lubis No. 5 Timbang Galung, Pematang Siantar City and Tanjung Morawa Branch Office: Jl. Raya Medan Tanjung Morawa KM 14.5 Bangun Sari Baru Village, Bangun Sari Baru, Kec. Tj. Morawa, Deli Serdang Regency, North Sumatra. The population of this study was 65 employees and the sample of this study was 65 and used a saturated sampling technique. Primary data sources are research data sources and questionnaires are data collection techniques. Phat analysis is a research model. 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 0.881 and a P value of 0.000 <0.05. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.686 and a P value of 0.000 <0.05. Work Motivation has a positive and insignificant effect on Employee Performance with an original sample value of 0.064 and a P value of 0.189. Organizational culture has a positive but not significant indirect effect on employee performance through work motivation with an original sample value of 0.044 and a P value of 0.194.]]>
<![CDATA[The Effect of Communication and Teamwork on Employee Performance with Employee Satisfaction as an Intervening Variable at at BPJS Pematang Siantar Branch Office and Padang Sidimpuan Branch Office ]]>
<![CDATA[Sartika Sitepu, Dewi]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 2 (2024): July ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.47353/ijema.v2i2.174
<![CDATA[Basically, human resources remain a valuable resource and an obstacle that must be overcome by the business world in the era of globalization. Human dignity is a factor that contributes to the successful and effective operation of an organization. The phenomenon that occurs at BPJS Employment at the Pematang Siantar and Padang Sidimpuan Branch Offices is a lack of communication between employees so that misunderstandings often occur in work, this occurs because of poor teamwork between employees so that employee job satisfaction is not good, many employees do not feel satisfied with their work if the work has to be done with people they don't like so that the employee's performance decreases and the work done takes a long time. The results of this research are as follows: Job Satisfaction has a positive and insignificant effect on Employee Performance with an original sample value of 0.066 and ap value of 0.273 > 0.05. Teamwork has a positive and significant effect on Job Satisfaction with an original sample value of 0.589 and ap value of 0.000 <0.05. Teamwork has a positive and significant effect on employee performance with an original sample value of 0.432 and ap value of 0.001 <0.05. Communication has a positive and significant effect on Job Satisfaction with an original sample value of 0.225 and ap value of 0.027 <0.05. Communication has a positive and significant effect on employee performance with an original sample value of 0.408 and ap value of 0.000 <0.05. Teamwork has a positive and insignificant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.039 and ap value of 0.287. Communication has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.015 and ap value of 0.292.]]>
<![CDATA[The Influence of Work Culture and Competence on Employee Performance with Commitment as an Intervening Variable at BPJS Employment Branch Offices in Medan Raya ]]>
<![CDATA[Putri Tampubolon, Dionica]]>;
<![CDATA[Isa Indrawan, Muhammad]]>
<![CDATA[ International Journal of Economics, Management and Accounting (IJEMA) Vol. 2 No. 10 (2025): March ]]>
Publisher : <![CDATA[Lafadz Jaya Publisher ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.47353/ijema.v2i10.248
<![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 ap value of 0.002. Work Culture has a positive and insignificant effect on Commitment with an original sample value of 0.110 and ap value of 0.153. Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.298 and ap value of 0.016. Competency has a positive and significant effect on employee performance with an original sample value of 0.370 and ap value of 0.012. Competence has a positive and significant effect on Commitment with an original sample value of 0.804 and ap 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 ap 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 ap value of 0.027.]]>
