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All Journal Journal of Research in Social Science and Humanities Jurnal Fokus Manajemen Indo-Fintech Intellectuals: Journal of Economics and Business Journal of Management, Economic, and Accounting International Journal of Management, Economic and Accounting Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan
Eli Delvi Yanti
Universitas Pembangunan Panca Budi
Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Social Sciences Other

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Analisis Pelatihan Kerja, Komunikasi, dan Pengembangan Karir Terhadap Kinerja Karyawan PT. Indomarco Prismatama Cabang Medan Nadra Nadhilah; Eli Delvi Yanti
Indo-Fintech Intellectuals: Journal of Economics and Business Vol. 4 No. 5 (2024): Indo-Fintech Intellectuals: Journal of Economics and Business (in-Press)
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/ifijeb.v4i5.1808

Abstract

This study aims to find the influence of job training, communication, and career development on the performance of employees of PT Indomarco Prismatama Medan Branch. This type of research is causal research with a quantitative approach. The number of samples in this study is 73 employees. The data collection technique used is a questionnaire technique. This study uses quantitative data processed with SPSS 25.0 with a multiple linear regression model. The results of the study show that partial and simultaneous job training, communication, and career development have a positive and significant effect on the performance of employees of PT Indomarco Prismatama Medan Branch. The results of the t-test showed that the job training had a regression value of 0.223, a tcal value = 2.559 and a significant = 0.000. Communication has a regression value of 0.414, has a tcal value = 4.747 and significant = 0.000. Career development has a regression value of 0.255 and a calculation value of 3,682. The results of the determination coefficient test of 91.6% of employee performance can be explained and obtained from the variables of job training, communication, and career development while the remaining 8.4% is influenced by other factors.
Financial Literacy Analysis, Financial Management and Needs for Economic Conditions (Case Study of Kwala Sefragile Village Community, Langkat) Maya Macia Sari; Eli Delvi Yanti; Rizco Rama Doni
International Journal of Management, Economic and Accounting Vol. 1 No. 2 (2023): December 2023
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v1i2.37

Abstract

This study aims to analyze the influence of Financial Literacy, Financial Management Patterns and Needs on Economic Conditions. The location of the study was conducted in Kwala Sefragile Village, Tanjung Pura District, Langkat Regency. The sample in this study was a community of business actors as many as 70 respondents. The analysis method used is multiple linear regression analysis. The results of the study show that Financial Literacy has a partial positive but not significant effect on the State of the Economy. Financial Management has a positive and significant effect on the State of the Economy. Needs have a positive and significant effect on the State of the Economy. While simultaneously Financial Literacy, Financial Management and Needs have a positive and significant effect on the State of the Economy. The contribution of the influence of Financial Literacy, Financial Management and Needs on Economic Conditions is 66.4%
The influence of organizational culture, work commitment, and employee loyalty on employee performance on PT Millennium Pharmacon Eli Delvi Yanti; Afrizal Ramadhan Siregar
International Journal of Management, Economic and Accounting Vol. 1 No. 2 (2023): December 2023
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v1i2.40

Abstract

This research aims to determine and analyze the positive and significant influence of organizational culture, organizational commitment and loyalty on employee performance at PT Millennium Pharmacon both partially and simultaneously. This research uses quantitative methods with the data analysis technique used, namely multiple linear regression. The sample in this study was 90 respondents. The results of the research show that: (1) The organizational culture variable has a calculated t value (7.753) > t table (1.66277) and a significance value of 0.000 < 0.05, which means that the organizational culture variable (X1) partially has a positive influence and significant impact on employee performance (Y) at PT Millennium Pharmacon. (2) The organizational commitment variable has a calculated t value (3.424) > t table (1.662) and a significance value of 0.001 < 0.05, which means that the organizational commitment variable (X2) partially has a positive and significant influence on performance (Y ) employees at PT Millennium Pharmacon and (3) The loyalty variable has a calculated t value (3.191) > t table (1.662) and a significance value of 0.002 < 0.05 which means that the loyalty variable (X3) partially has a positive influence and significant impact on employee performance (Y) at PT Millennium Pharmacon. (4) The variables organizational culture, organizational commitment and loyalty have a calculated F value (89.301) > F table (2.71) with a sig level of 0.000 < 0.05, which means that the variables organizational culture (X1), organizational commitment (X2) , and loyalty (X3) simultaneously have a positive and significant influence on employee performance (Y) at PT Millenium Pharmacon, (5) while the magnitude of the influence that the independent variable has on the dependent variable is 74.9%. Meanwhile, the remaining 25.1% was influenced by other factors outside this research.
The Influence of Leadership Style, Work Motivation, and Organisational Culture On Employee Retention At SPD Communication Echa Ferina Br. Purba; Eli Delvi Yanti
Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Vol. 6 No. 2 (2025): April
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/emak.v6i2.2326

Abstract

This study examines the influence of leadership style, work motivation, and organisational culture on employee retention at SPD Communication. The high employee turnover rate has become a serious problem for many companies, including SPD Communication, which has an impact on productivity and operational costs. The purpose of this study is to analyse the extent to which these factors influence employees' desire to stay with the company. The research method used is a quantitative approach with a survey design. Data was collected through questionnaires distributed to 51 employees of SPD Communication. Data analysis was conducted using multiple linear regression methods to test the research hypothesis. The results showed that leadership style and work motivation have a positive and significant effect on employee retention, with t-count values of 7.768 and 2.934, respectively, which are greater than the t-table (2.01174) and significance less than 0.05. In contrast, organisational culture negatively affects employee retention. In contrast, organisational culture negatively affects employee retention with a t-count value of -2.459 and a significance of 0.018. ANOVA analysis shows that the three variables together can explain 63.6% of the variation in employee retention, with an F-value of 27.423 and significance <0.001.
The Influence of Work Motivation, Work Discipline, and Work Environment on Employee Performance at PT. Prima Medan Lestari Sindya Rani; Muhammad Yalzamul Insan; Eli Delvi Yanti
Journal of Research in Social Science and Humanities Vol 6, No 1 (2026)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v6i1.577

Abstract

This research endeavors to ascertain how employee performance at PT. Prima Medan Lestari is influenced by work motivation, work discipline, and the work environment. All the workers at PT. Prima Medan Lestari constitute the focus of this research. The year this investigation took place was 2025. Using a saturated sampling approach, the study included a sample and population of 40 respondents. The data were processed utilizing SPSS version 24. Classical assumption tests and multiple linear regression ana lysis were among the data analysis strategies used. According to the research findings, the t-test for the work motivation variable (X1) reveals a t-value of 7.722, which is greater than the t-table value of 2.028, and a significance value of 0.000, which is less than 0.05, suggesting that, in part, work motivation has a favorable and noteworthy impact on how well employees perform. The t-test result for the work discipline variable (X2) indicates a t-value of 2.727, which exceeds the t-table value of 2.028, alongside a significance value of 0.008, which is less than 0.05, implying that work discipline, in isolation, exerts a beneficial and substantial influence on employee performance. Regarding the work environment variable (X3), the t-test yields a t-value of 2.213, which is greater than the t-table value of 2.028, and a significance value of 0.033, which is less than 0.05, thereby signifying that the work environment, in part, positively and significantly affects employee performance.  The outcome of the F-test reveals that the computed F-statistic of 27.099 surpasses the F-critical value of 2.641, accompanied by a noteworthy significance level of 0.000, which is less than the threshold of 0.05. The R- squared value, which measures the proportion of variance explained, stands at 0.668, or 66.8%, signifying the extent to which the predictor variables, namely work motivation (X1), work discipline (X2), and work environment (X3), account for the variation observed in the employee performance variable (Y).The outcomeoftheF-testreveals thatthe computed F-statistic of27.099 surpassestheF-critical value of2.641, accompanied byanoteworthysignificancelevel of0.000, which islessthanthethreshold of0.05. The R-squared value, which measures the proportion of variance explained, stands at 0.668, or 66.8%, signifying the extent to whichthepredictor variables, namely work motivation (X1), work discipline (X2), and work environment (X3), account for the variationobserved in the employee performance variable (Y).
Analysis Of The Influence Of Work Discipline, Supervision And Workload On Employee Performance At The Badan Pengelolaan Keuangan Dan Aset Daerah Kota Medan Eka Kurniati; Eli Delvi Yanti; Muhammad Yalzamul Insan
Jurnal Fokus Manajemen Vol 6 No 1 (2026): Februari
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i1.10627

Abstract

This study aims to analyze the influence of work discipline, supervision, and workload on employee performance at the Medan City Regional Financial and Asset Management Agency. This study uses an associative quantitative approach with a sample of 42 employees selected through a saturated sampling technique. Data collection was carried out using a questionnaire, while data analysis used SPSS version 25 through validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and coefficient of determination tests. The results showed that work discipline had a significant effect on employee performance with a t-value of 2.840 > t-table 1.682 and sig. 0.000 < 0.05. Supervision also had a significant effect and became the dominant variable with a t-value of 6.438 > 1.682 and sig. 0.000 < 0.05. Workload had a significant effect with a t-value of 3.648 > 1.682 and sig. 0.000 < 0.05. Simultaneously, these three variables significantly influenced employee performance, with an F-value of 353.133 > F-table 3.03 and a significance level of 0.000 < 0.05. The Adjusted R² value of 0.949 indicates that 94.9% of the variation in employee performance is explained by work discipline, supervision, and workload, while 5.1% is influenced by factors outside this study.
Analysis of Work Experience, Workload, and Physical Work Environment on Employee Work Productivity at PT. Sujin Ray Indonesia Yunira Khairani; Eli Delvi Yanti; Kholilul Kholik
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.10961

Abstract

Employee work productivity is a crucial factor in supporting organizational success, particularly in manufacturing companies that require timeliness, work accuracy, and operational efficiency. Work productivity is influenced by various factors, including work experience, workload, and the physical work environment. This study aims to analyze the effect of work experience, workload, and physical work environment on employee work productivity at PT. Sujin Ray Indonesia. This research employed a quantitative approach with an associative research design. The population of this study consisted of all permanent employees of PT. Sujin Ray Indonesia, totaling 42 employees, and a saturated sampling technique was applied, where the entire population was used as the sample. Data were collected through questionnaires using a Likert scale and analyzed using multiple linear regression analysis. The analysis procedures included validity testing, reliability testing, classical assumption tests, and hypothesis testing using t-tests and F-tests with the assistance of SPSS 25.0 software. The results indicate that work experience, workload, and work environment individually have a positive and significant effect on employee work productivity. Furthermore, the simultaneous test results show that work experience, workload, and work environment jointly have a significant effect on employee work productivity. The coefficient of determination (Adjusted R²) value of 0.860 indicates that 86% of the variation in work productivity can be explained by work experience, workload, and work environment, while the remaining 14% is influenced by other factors not examined in this study. This research is expected to provide practical insights for companies in improving employee productivity through effective human resource management.
The Influence Of Recruitment, Training, And Work Motivation In Improving Employee Performance At PT. Perkasa Internusa Mandiri Jonatan Pebrianto Siagian; Muhammad Yalzamul Insan; Eli Delvi Yanti
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.11070

Abstract

This study aims to analyze the influence of recruitment, training, and work motivation on employee performance at PT. Perkasa Internusa Mandiri. This study uses a quantitative approach with a survey method of 80 employees which is also used as a sample. Data were collected through questionnaires and analyzed using multiple linear regression with the help of the SPSS program. The results showed that recruitment had a regression coefficient (B) of 0.187 with a t-value of 1.909 and a significance of 0.060, so that it had a positive but insignificant effect on employee performance. The training has a regression coefficient (B) of 0.538 with a t-value of 4.821 and a significance of 0.000, which means that it has a positive and significant effect on employee performance. Work motivation has a regression coefficient (B) of −0.283 with a t-value of −2.968 and a significance of 0.004, so that it has a negative and significant effect on employee performance. The results of the simultaneous test showed an F value of 27.253 with a significance of 0.000, which indicates that recruitment, training, and work motivation together have a significant effect on employee performance. A determination coefficient value (R²) of 0.518 indicates that 51.8% variation in employee performance can be explained by the research model. Training is the most dominant variable in improving employee performance.
An Analysis Of Work Motivation, Supervision, And Work Commitment On Employee Work Discipline At The Office Of The Confederation Of All Indonesian Workers Muhammad Halim Fajar; Eli Delvi Yanti; Saimara A.M. Sebayang
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1490

Abstract

This study aims to examine the influence of work motivation, supervision, and employee commitment on work discipline at the Confederation of Indonesian Trade Unions (Konfederasi Serikat Pekerja Seluruh Indonesia). The research adopts a quantitative approach with a causal asositif design to analyze the relationships among variables. The entire population, consisting of 48 employees, was included as research respondents. Data were collected through questionnaires and analyzed using multiple linear regression techniques. The results indicate that: (1) work motivation (X1) has a significant and positive effect on employee discipline (Y); (2) supervision (X2) also significantly enhances employee discipline (Y); (3) employee work commitment (X3) exerts a significant positive influence on work discipline (Y); and (4) simultaneously, work motivation, supervision, and employee commitment affect employee discipline, contributing 85.1% to the explained varianc e, while the remaining 14.9% is influenced by other factors beyond the scope of this study. These findings suggest that higher levels of motivation, effective supervision, and stronger commitment contribute to improved employee discipline within the organization.
Analysis Of The Effects Of Communication, Work Facilities, And The Work Environment On Employee Performance At The Office Of Population And Civil Registration In North Padang Lawas Fitria Lubis; Eli Delvi Yanti; Ikhah Malikhah
Journal of Management, Economic, and Accounting Vol. 5 No. 2 (2026): April
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i2.1509

Abstract

This study aims to examine the influence of communication, work facilities, and the work environment on employee performance at the Population and Civil Registry Office in North Padang Lawas. The research method used was quantitative, with multiple linear regression as the data analysis technique, and data processing using SPSS version 23. The sample in this study consisted of 40 employees. Primary data collection used a questionnaire. The results of the study indicate that communication has a positive and significant partial effect on employee performance at the Population and Civil Registration Service in North Padang Lawas, seen from the results of t count > t table (9.239 > 2.028094) with sig. 0.000 < 0.05 so that the results of the study accept H1. Work facilities have a positive and significant partial effect on employee performance at the Population and Civil Registration Service in North Padang Lawas, seen from the results of t count > t table (11.697 > 2.028094) with sig. 0.000 < 0.05 so that the results of the study accept H2. The work environment has a positive and significant partial effect on employee performance at the Population and Civil Registration Service in North Padang Lawas, seen from the results of t count > t table (13.029 > 2.028094) with sig. 0.000 < 0.05 so that the results of the study accept H3. Communication, facilities, and work environment have a significant simultaneous effect on employee performance at the Population and Civil Registry Service in North Padang Lawas, as seen from the results of f count = 101.141 > f table 2.86 with sig. 0.000 < 0.05. Therefore, it can be concluded that H4 is accepted.
Co-Authors Abdi Setiawan Abellia Divana Ahmad Aswan Waruwu Amelia Nadin Ananta Amelia Putri Anggun Anugrah Darmilisani Echa Ferina Br. Purba Eka Kurniati Fira Ismailani Fitria Lubis Hasrul Azwar Hasibuan Ikhah Malikhah Jonatan Pebrianto Siagian Kholilul Kholik Maya Macia Sari Muhammad Halim Fajar Muhammad Yalzamul Insan Nadra Nadhilah Rizco Rama Doni Saimara A.M Sebayang Saimara A.M. Sebayang Sindya Rani Siregar, Afrizal Rhamadan Yunira Khairani