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All Journal Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Journal of Educational Management Research Jurnal Pengabdian Masyarakat SAPANGAMBEI MANOKTOK HITEI International Journal of Society and Law International Journal of Management, Economic and Accounting
M. Chaerul Rizky
Universitas Pembangunan Panca Budi
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Nursing Social Sciences Other

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The Influence of Leadership Style, Organizational Culture and Communication on Employee Performance at PT Ukindo Blankahan Mill Regency Prisscilla Nova Silaen; M. Chaerul Rizky
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.188

Abstract

This study aims to analyze the influence of leadership style, organizational culture, and communication on employee performance at PT Ukindo Blankahan Mill, Langkat Regency, North Sumatra. A quantitative approach with a survey method is used to collect data from a sample of employees in the company. The research sample was determined through a saturated sample technique, and data was collected using questionnaires that had been tested for validity and reliability. Data analysis was carried out using multiple linear regression to determine the influence of each independent variable on the dependent variable using SPSS version 25 data processing tools. The results of the study show that leadership style has a positive and significant influence on employee performance, which means that effective leaders can increase productivity and work efficiency. Organizational culture has also been found to have a significant effect on performance, suggesting that the values and norms applied in the organization can increase employee motivation and engagement. Communication, as the last variable, does not have a positive and significant influence on employee performance. Simultaneously, the variables of leadership style, organizational culture, and communication have a positive and significant influence on employee performance at PT UKINDO.
Analysis of Teamwork, Organizational Culture, and Work Environment on Employee Job Satisfaction at PT Perkebunan Nusantara IV Regional I Medan Izriyana; Abdi Setiawan; M. Chaerul Rizky
International Journal of Society and Law Vol. 2 No. 3 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i3.318

Abstract

This study aims to find the influence of teamwork, organizational culture And work environment on employee job satisfaction PT Nusantara IV Plantation Region I Medan . The number of samples in this study was 65 respondents in the Human Resources and Management Systems section . This study used quantitative data processed with SPSS 25.0 with a multiple linear regression model. The results of the study showed that teamwork , organizational culture And work environment partially and simultaneously has a positive and significant effect on employee job satisfaction at PT Perkebunan Nusantara IV Regional I Medan . The results of the t-test show that teamwork has a regression value of 0.308, a calculated t value of 2.612 and a significance of 0.000. Organizational Culture has a regression value of 0.252, a calculated t value of 2.274 and a significance of 0.000. Work Environment has a regression value of 0.418 and a calculated t value of 3.461 . The results of the determination coefficient test of 89.4 % job satisfaction can be explained and obtained from the variables of teamwork, organizational culture And work environment while the remaining 10.6% is influenced by other factors.
Analysis Of Compensation And Motivation For Job Satisfaction Of Disaster Management Agency Employees Regional (BPBD) North Sumatra Province M. Chaerul Rizky; Nurul Rafika Husna `
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.v1i2.54

Abstract

This study aims to determine and analyze the positive and significant effect of compensation and motivation on job satisfaction of employees of the Regional Disaster Management Agency (BPBD) of North Sumatra Province both partially and simultaneously. This study used quantitative methods with data analysis techniques used, namely multiple linear regression. The sample in this study was 53 respondents by determining the sample using saturated sampling techniques. The results showed that the compensation variable (X1) partially had a positive and significant influence on job satisfaction (Y) of employees of the Regional Disaster Management Agency of North Sumatra Province. (2) The motivation variable (X2) partially has a positive and significant influence on job satisfaction (Y) of employees of the Regional Disaster Management Agency of North Sumatra Province. (3) The variables compensation (X1) and motivation (X2) simultaneously have a positive and significant influence on job satisfaction (Y) of employees of the Regional Disaster Management Agency (BPBD) office of North Sumatra Province.
The Role of Village Culture and Social Environment on the Behaviour of the Young Generation Gultom, Gomgom Romauli; M Chaerul Rizky; Gerhard Grandnaldy Manurung; Khalisa Umaira Ismail; Dini Andriani Lubis; Puspita Wulandari
Journal of Educational Management Research Vol. 4 No. 1 (2025)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v4i1.862

Abstract

This study investigates the role of village culture and the social environment in shaping the behavior of the younger generation in Belawan Bahagia Village. Amid the challenges of modern social change, preserving local values and fostering a healthy social environment are considered essential. A quantitative approach with multiple linear regression was employed, using data from 66 young respondents selected through purposive sampling. Classical assumption tests—normality, multicollinearity, and heteroscedasticity—confirmed the feasibility of the regression model. The F-test results (Sig. = 0.000) indicate that both independent variables significantly influence youth behavior. Partial T-tests show that village culture (β = 0.494; Sig. = 0.000) has a more dominant effect than the social environment (β = 0.353; Sig. = 0.002). The findings underscore the importance of strengthening local cultural values and social cohesion as strategic efforts to foster responsible and constructive youth behavior. The study highlights the critical role of educational management in shaping youth behavior by integrating local cultural values and social norms into the curriculum and extracurricular activities. Therefore, educational policies and practices should prioritize academic achievement and the cultivation of ethical values and social cohesion among the younger generation. However, the study is limited to internal community factors and excludes broader external influences.
PENGENALAN POTENSI FINTECH LENDING DALAM MENDUKUNG PENGEMBANGAN EKONOMI KREATIF DI DESA PEMATANG SERAI, KABUPATEN LANGKAT Noni Ardian; Pipit Buana Sari; M Chaerul Rizky; Ika Nurhaliza
Jurnal Pengabdian Masyarakat Sapangambei Manoktok Hitei Vol. 4 No. 2 (2024): Jurnal Pengabdian Masyarakat SAPANGAMBEI MANOKTOK HITEI
Publisher : Universitas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36985/krwmj495

Abstract

This community service aims to introduce the potential of fintech lending as an innovative financing solution to support the development of the creative economy in Pematang Serai Village, Langkat Regency. The village has significant potential in the creative economy sector; however, limited access to capital is a major barrier to the growth of small and medium enterprises (SMEs) in the area. Fintech lending, as a technology-based lending platform, offers faster and more accessible funding for entrepreneurs. This community service activity includes outreach and education on the concept of fintech lending, its benefits, and how to use it. Additionally, technical training is provided to the villagers and creative business entrepreneurs on how to access and leverage fintech lending platforms. The results of this activity show that the villagers are beginning to understand the importance of fintech lending in supporting their creative businesses, and some entrepreneurs have started applying for financing through these platforms.
THE EFFECT OF TRAINING AND COMPETENCY ON WORK PERFORMANCE WITH JOB PROMOTION AS AN INTERVENING VARIABLE IN THE OFFICE OF THE REGENT OF LANGKAT Hairul Amin Ritonga; M. Chaerul Rizky
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 4 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i4.3533

Abstract

In recent decades, human resource management (HR) is the most important asset owned by a company. Human resource management is a very important and most responsible part of human resource management. In order for employee performance to be optimal, it is necessary to have a promotion as a company appreciation for the efforts that have been made by employees. The results of this study are that Competence has a positive and insignificant effect on Work Achievement with the original sample value of 0.251 and p values of 0.081. Competency had a positive and significant effect on Position Promotion with an original sample value of 0.567 and p values of 0.000. The training had a positive and insignificant effect on Work Achievement with the original sample value of 0.230 and p values of 0.060. Pelathan had a positive and significant effect on Position Promotion with the original sample value of 0.350 and p values of 0.013. Position promotion had a positive and significant effect on Work Performance with an original sample value of 0.478 and p values of 0.000. Competence has a positive and significant effect on Work Performance through Position Promotion with an original sample value of 0.271 and p values of 0.002. Training had a positive and significant effect on Job Achievement through Position Promotion with an original sample value of 0.167 and p values of 0.027.
ANALYSIS OF CAREER DEVELOPMENT, COMPETENCIES AND WORK DISCIPLINE ON MEDIATED EMPLOYEE PERFORMANCE JOB SATISFACTION IN THE SOCIAL SERVICE NORTH SUMATRA PROVINCE Rahmayusiah; M. Chaerul Rizky
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 2 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i2.3690

Abstract

The background of this research is based on the importance of improving employee performance in supporting social services to the community, during human resource challenges that continue to develop. The research method uses a quantitative approach with data collection techniques through questionnaires with a research population of 377 people, consisting of 264 ASN and 113 Non-ASN. The data was analyzed using Structural Equation Modeling based on Partial Least Squares. The results of the study show that career development, competence, and work discipline have a positive effect on employee performance. The research population is 377 people, consisting of 264 ASN and 113 Non-ASN. Job satisfaction has been proven to mediate the relationship between the two variables, namely career development and work discipline on employee performance. Pre-survey identification shows that career path understanding, training participation, and access to promotions are still the main obstacles in career development. In terms of competence, innovation and technology use still need to be improved. Meanwhile, in work discipline, compliance with work schedules shows realization that is still below the target. Career Development (X1) has a positive and significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.304, with a P-Values value = 0.000 (Accepted Hypothesis). Career Development (X1) has a positive and significant effect on Job Satisfaction (Z), with a path coefficient value (Original Sample column) of 0.233, with a value of P-Values = 0.000 (Accepted Hypothesis). Competency (X2) has a positive but not significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.134, with a P-Values value = 0.089 (Hypothesis Rejected because the significance value is above 0.05). Competency (X2) has a positive but insignificant effect on Job Satisfaction (Z), with a path coefficient value (Original Sample column) of 0.023, with a P-Values value = 0.697 (Hypothesis Rejected because the significance value is above 0.05). Job Satisfaction (Z) has a positive and significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.496, with a P-Values value = 0.002 (Accepted Hypothesis). Work Discipline (X3) has a positive but not significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.090, with a P-Values value = 0.435 (Hypothesis Rejected because the significance value is above 0.05). Work Discipline (X3) has a positive and significant effect on Job Satisfaction (Z), with a path coefficient value (Original Sample column) of 0.754, and significant, with a value of P-Values = 0.000 (Accepted Hypothesis). Job satisfaction (Z), significantly mediated the relationship between career development (X1) and employee performance (Y) with a P-Values value = 0.116 > 0.018 (Accepted Mediation Hypothesis). Job satisfaction (Z), insignificant mediated the relationship between competence (X2) and employee performance (Y), with a P-Values value = 0.012 < 0.712 (Hypothesis rejected because the significance value was above 0.05). Job satisfaction (Z), significantly mediated the relationship between work discipline (X3) and employee performance (Y), with a P-Values value = 0.374 > 0.002 (Accepted Mediation Hypothesis). This research makes a practical contribution in formulating effective human resource management strategies in the government sector.
ANALYSIS OF TRAINING AND CAREER DEVELOPMENT ON NON-ASN PERFORMANCE ASSESSMENT WITH COMPETENCE AS A MODERATING VARIABLE MEDAN BARU DISTRICT Reni Sihombing; M. Chaerul Rizky; Kiki Farida Ferine
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 3 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i3.4167

Abstract

This study aims to analyze the influence of training and career development on the performance assessment of Non-Civil Servant (Non-ASN) employees in Medan Baru District, with competency as a moderating variable. This study was conducted to explore how much training and career development can influence the performance assessment of Non-ASN employees and how competency plays a role in strengthening the relationship between these variables. The method used in this study is quantitative with a Structural Equation Modeling (SEM) analysis approach using SmartPLS software. The sample of this study was 64 Non-ASN employees who are the population in Medan Baru District. The results of the study indicate that training has a positive and significant influence on the performance assessment of Non-ASN employees, as well as career development and competency which have a significant influence on performance assessment. Competence was also found to strengthen the relationship between training and performance assessment. However, career development does not have a significant effect on performance assessment that is strengthened by competency. This study provides an important contribution to human resource management in the public sector, particularly in the management of Non-ASN employees, by providing suggestions to improve the effectiveness of training and career development that are more relevant and focused on employee needs. It is hoped that the results of this study can strengthen human resource management policies in improving employee performance in the government sector.
Co-Authors Abdi Setiawan Dini Andriani Lubis Gerhard Grandnaldy Manurung Gultom, Gomgom Romauli Hairul Amin Ritonga Ika Nurhaliza Izriyana Khalisa Umaira Ismail Kiki Farida Ferine Noni Ardian Nurul Rafika Husna ` Pipit Buana Sari Prisscilla Nova Silaen Puspita Wulandari Rahmayusiah Reni Sihombing