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All Journal IKRA-ITH EKONOMIKA Jurnal Widya Global Insights in Management and Economic Research
Sinaga, Irwan Nopian
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Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Electrical & Electronics Engineering Social Sciences

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PENGARUH MOTIVASI DAN INSENTIF TERHADAP TURNOVER KARYAWAN PADA PT. MANDIRI ABADI PERMAI Oktania, Fina; Sinaga, Irwan Nopian; Bako, Evi Novalin
IKRAITH-EKONOMIKA Vol. 8 No. 2 (2025): IKRAITH-EKONOMIKA Vol 8 No 2 Juli 2025
Publisher : Universitas Persada Indonesia YAI

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Abstract

Permasalahan dalam penelitian ini adalah terjadinya peningkatan turnover karyawansepanjang tiga tahun terakhir, kurangnya motivasi karyawan dan belum adanya desaininsentif yang sesuai dengan kebutuhan karyawan. Penelitian ini bertujuan untukmengetahui pengaruh motivasi dan insentif terhadap turnover karyawan pada PT. MandiriAbadi Permai. Penelitian ini adalah penelitian kuantitatif. Populasi dalam penelitian iniadalah seluruh karyawan PT. Mandiri Abadi Permai yang berjumlah 142 orang. Penentuanjumlah sampel menggunakan rumus Slovin menjadi 59 orang. Adapun sumber data dalampenelitian ini yaitu data primer dan sekunder. Metode pengumpulan data yaitu observasi,wawancara, kuesioner, dan dokumentasi. Teknik analisis data menggunakan analisisregresi linear berganda. Pengolahan data menggunakan SPSS versi 23.Hasil analisis berganda yaitu Y=22.159+0,658X1+1.000X2+e. Hasil uji t atau uji parsialbahwa motivasi berpengaruh positif dan signifikan terhadap turnover karyawan thitung63,355>ttabel 2,00324. Variabel insentif berpengaruh positif dan signifikan terhadapturnover karyawan thitung 87,683> nilai ttabel 2,00324. Secara simultan (uji F), nilaFhitung 14,822> Ftabel 3,16. Sehingga motivasi dan insentif berpengaruh positif dansignifikan terhadap turnover karyawan pada PT. Mandiri Abadi Permai. Hasil koefisiendeterminasi Adjusted R square 0,323(32,3%). Sehingga dapat dikatakan bahwa 32,3%variasi variabel bebas pada motivasi dan insentif memiliki kontribusi untuk variabelturnover karyawan pada PT. Madiri Abadi Permai, sedangkan sisanya 67,7% dipengaruhioleh variabel lain diluar model.
PENGARUH MOTIVASI BELAJAR DAN DISIPLIN BELAJAR TERHADAP PRESTASI BELAJAR SISWA SMK SWASTA INDONESIA MEMBANGUN 1 MEDAN Aritonang, Imelda Christina; Sinaga, Irwan Nopian; Bako, Evi Novalin
IKRAITH-EKONOMIKA Vol. 8 No. 2 (2025): IKRAITH-EKONOMIKA Vol 8 No 2 Juli 2025
Publisher : Universitas Persada Indonesia YAI

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Permasalahan dalam penelitian ini adalah prestasi belajar siswa di SMK Swasta IndonesiaMembangun 1 Medan yang belum optimal selama tahun ajaran 2023–2024. Hal ini didugadisebabkan oleh rendahnya motivasi belajar serta disiplin belajar yang belum memadai.Tujuan dari penelitian ini adalah untuk mengetahui pengaruh motivasi belajar dan disiplinbelajar terhadap prestasi belajar siswa.Penelitian ini jenis penelitian kuantitatif. Populasi dan sampel dalam penelitian ini adalahseluruh siswa kelas XI TKJ di SMK Swasta Indonesia Membangun Medan sebanyak 30siswa. Teknik pengambilan sampel menggunakan metode sampling jenuh. Data yangdigunakan adalah data primer dan sekunder. Analisis data dilakukan dengan metode regresilinear berganda menggunakan bantuan program SPSS versi 25.Hasil penelitian menunjukkan bahwa persamaan regresi linear berganda yang diperolehadalah:Y = -5,738 + 0,371X₁ + 0,439X₂ + e, yang menunjukkan bahwa motivasi belajar(X₁) dan disiplin belajar (X₂) berpengaruh positif terhadap prestasi belajar siswa (Y). Hasiluji parsial (uji t) menunjukkan bahwa motivasi belajar berpengaruh positif dan signifikanterhadap prestasi belajar dengan nilai thitung = 6,861 > ttabel = 2,05183. disiplin belajarjuga berpengaruh positif dan signifikan dengan nilai thitung = 4,401> ttabel = 2,05183.Hasil uji simultan (uji F) menunjukkan bahwa Fhitung = 78,813 > Ftabel = 3,35, yangberarti motivasi belajar dan disiplin belajar secara bersama-sama berpengaruh signifikanterhadap prestasi belajar siswa. Nilai koefisien determinasi (R²) sebesar 0,843 atau 84,3%,menunjukkan bahwa motivasi belajar dan disiplin belajar mampu menjelaskan 84,3%variasi dalam prestasi belajar siswa, sementara sisanya sebesar 15,7% dijelaskan olehfaktor lain di luar model, seperti lingkungan keluarga, dan kondisi psikologis siswa
PENGARUH KOMPETENSI DAN GAYA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DI BALAI PEMASYARAKATAN KELAS I MEDAN Nadeak, Ira Riswana; Sinaga, Irwan Nopian; Junaidah, Siti
IKRAITH-EKONOMIKA Vol. 8 No. 2 (2025): IKRAITH-EKONOMIKA Vol 8 No 2 Juli 2025
Publisher : Universitas Persada Indonesia YAI

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Permasalahan dalam penelitian ini adalah kinerja pegawai pada Balai Pemasyarakatan Kelas IMedan dimana kinerja kurang maksimal, serta adanya indikasi kurangnya gaya kepemimpinanyang baik dan kompetensi pada beberapa aspek. Tujuan dalam penelitian ini untuk mengetahuipengaruh kompetensi dan gaya kepemimpinan terhadap kinerja pegawai Balai PemasyarakatanKelas I Medan.Penelitian ini mengunakan metode kuantitatif. Populasi dan sampel penelitian adalah pegawaiBalai Pemasyarakatan Kelas I Medan sebanyak 59 pegawai. Pengambilan sampel menggunakanteknik non- probability sampling. Sumber data dalam penelitian ini adalah data primer dansekunder. Metode pengumpulan data dalam penelitian ini yaitu observasi, wawancara, kosioner,dan dokumentasi Metode analisis data menggunakan regresi linier berganda, dengan uji hipotesis(uji parsial, uji simultan, uji kofisien determinasi) di Balai Pemasyarakatan Kelas I Medan,Pengolahan data dengan bantuan SPSS versi 30.Hasil uji regresi linear berganda yaitu Y = 5,348+ 0,739X1 + 0,112X2 + e yang menunjukkankompetensi dan gaya kepemimpinan akan meningkatkan kinerja pegawai. Hasil uji parsial (uji-t)menunjukkan bahwa kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawaidimana dapat dilihat thitung =9,249> t tabel 2,00324. dan gaya kepemimpinan tidak begituberditribusi terhadap kinerja pegawai di mana dapat dilihat thitung =0,171< t tabel 2,00324. Hasiluji simultan (uji F) dapat dilihat nilai nilai Fhitung = 290,408>Ftabel 3,16, artinya secara bersamasama kompetensi dan gaya kepemimpinan berpengaruh positif dan signifikan terhadap kinerjapegawai. Hasil koefisien determinasi dengan nilai regresi korelasi sebesar 0,909(90,90%),sehingga dapat dikatakan bahwa 90,90% variasi variabel bebas yaitu kompetensi dangaya kepemimpinan pada model menjelaskan variabel kinerja pegawai pada BalaiPemasyarakatan Kelas I Medan sedangkan sisanya sebesar 9,1% dijelaskan oleh variabel lain.
Impact of Training, Education, and Physical Work Environment on Employee Productivity: Insights from the Public Works Office Hulu, Helen Saputri; Sinaga, Irwan Nopian; Harahap, Rifqah
Global Insights in Management and Economic Research Vol. 1 No. 3 (2025): Agustus 27, 2025
Publisher : INSPIRETECH GLOBAL INSIGHT

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53905/Gimer.v1i03.25

Abstract

Purpose: This study investigates the impact of job training, formal education, and physical work environment on employee productivity at the Public Works Office in Lubuk Pakam, Indonesia. The research addresses critical gaps in understanding how these human resource development factors synergistically influence organizational performance in public sector institutions. Materials and Methods: A quantitative research design was employed with a saturated sampling technique involving all 75 employees at the Public Works Office in Lubuk Pakam. Data were collected using validated questionnaires with Likert scale measurements. The instruments demonstrated high reliability (Cronbach's Alpha: 0.964 for training, 0.837 for education, 0.925 for physical work environment, and 0.972 for productivity). Multiple linear regression analysis was conducted using SPSS version 27 to examine the relationships between independent variables (job training, education, physical work environment) and the dependent variable (employee productivity). Results: The regression analysis yielded the equation Y = -7.131 + 0.317X₁ + 0.505X₂ + 0.924X₃ + e. Partial t-tests revealed that job training (t = 4.262, p < 0.001), education (t = 2.831, p = 0.006), and physical work environment (t = 6.552, p < 0.001) all exerted positive and statistically significant effects on employee productivity. Simultaneous F-test (F = 216.388, p < 0.001) confirmed the collective significance of all predictors. The model explained 89.7% of variance in productivity (Adjusted R² = 0.897), indicating exceptionally strong predictive power. Conclusions: This study provides robust empirical evidence that holistic investment in employee training, educational advancement, and physical workspace optimization significantly enhances productivity in public sector organizations. The physical work environment emerged as the strongest predictor, followed by job training and education. These findings underscore the critical importance of integrated human resource development strategies for achieving optimal organizational performance in Indonesian public institutions.
PERSPEKTIF MSDM PADA RESILIENSI OPERASIONAL: KAJIAN FENOMENOLOGI PENGAWASAN DAN KESELAMATAN KERJA Sinaga, Irwan Nopian
JURNAL WIDYA Vol. 6 No. 2 (2025): Jurnal Widya (Oktober 2025)
Publisher : Akademi Manajemen Informatika dan Komputer Widya Loka Medan

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This study aims to construct an operational resilience model through the lens of Human Resource Management (HRM) by integrating aspects of occupational safety and managerial supervision. Using a qualitative phenomenological design, this study explores the subjective experiences of 66 employees of PT. Rubber Hock Lie regarding the influence of the psychophysical environment and the effectiveness of competency development on performance stability. The findings indicate that sustainable productivity is a manifestation of harmony between the organization's technical and social systems (Socio-Technical Systems). The analysis identifies a disconnect between OHS infrastructure and the internalization of a safety culture due to repressive supervisory patterns. As a strategic solution, this study proposes a "Participatory Supervision" model that prioritizes psychosocial aspects to strengthen long-term HR resilience. Keywords: HRM, Supervision, Occupational Safety (OHS), Operational Resilience, Phenomenology.
The Impact of Loyalty and Work Discipline on Employee Productivity: Evidence from PT Rubber Hock Lie Bawamenewi, Setia Hati; Sinaga, Irwan Nopian; Butar-Butar, Dwi Fany Fransiska Dewi
Global Insights in Management and Economic Research Vol. 2 No. 01 (2026): February Issue Global Insights in Management and Economic Research
Publisher : INSPIRETECH GLOBAL INSIGHT

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53905/Gimer.v2i01.01

Abstract

Purpose of the study: This study investigates the influence of employee loyalty and work discipline on productivity at PT. Rubber Hock Lie Sunggal, an international rubber manufacturing company based in North Sumatra, Indonesia. Materials and methods: A quantitative approach employing saturated sampling was utilized with 50 employees comprising the total workforce. Data collection involved primary sources through structured questionnaires and secondary sources from company documentation. Multiple linear regression analysis was employed to examine the relationships between variables, supplemented by classical assumption tests and hypothesis testing (t-test, F-test, and coefficient of determination). Results: The multiple linear regression equation Y = 5.448 + 0.038X₁ + 0.602X₂ + e demonstrated that both loyalty and work discipline exert positive and significant effects on employee productivity. Partial testing revealed that loyalty significantly influences productivity (tcalculated = 2.269 > ttable = 2.011; p < 0.05), while work discipline demonstrates a stronger effect (tcalculated = 4.185 > ttable = 2.011; p < 0.001). Simultaneous testing yielded Fcalculated = 39.071 > Ftable = 3.20 (p < 0.001), confirming the combined significant effect. The adjusted R² value of 0.608 indicates that 60.8% of productivity variance is explained by loyalty and work discipline, with 39.2% attributed to other factors. Conclusions: Employee loyalty and work discipline significantly enhance productivity in the rubber manufacturing sector. Work discipline demonstrates a more substantial impact compared to loyalty. Organizations should prioritize strengthening disciplinary systems and fostering employee commitment to optimize workforce productivity. These findings contribute to human resource management strategies in manufacturing industries, particularly in developing economies.
Profitability Underperformance and Benchmark Gaps: Evidence from PT Japfa Comfeed Indonesia Tbk (2019–2023) Zalukhu, Lefina Kristiani; Siswanto, Siswanto; Sinaga, Irwan Nopian
Global Insights in Management and Economic Research Vol. 2 No. 02 (2026): MAY ISSUE Global Insights in Management and Economic Research
Publisher : INSPIRETECH GLOBAL INSIGHT

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53905/Gimer.v2i02.08

Abstract

Purpose of the study: This study aims to assess the financial performance of PT. Japfa Comfeed Indonesia, Tbk. during the period 2019–2023 using profitability ratios, namely Net Profit Margin (NPM), Return on Assets (ROA), Return on Equity (ROE), and Gross Profit Margin (GPM). The research seeks to determine the extent to which the company’s profitability metrics align with established industry benchmarks. Materials and methods: A qualitative descriptive research design was employed utilizing secondary data obtained from the published annual financial statements of PT. Japfa Comfeed Indonesia, Tbk. for the fiscal years 2019–2023. Financial data were sourced from the Indonesia Stock Exchange (IDX) database. Profitability ratios were calculated using standard formulas and subsequently compared against industry average standards. Descriptive statistical analysis, including trend analysis and mean computation, was applied to interpret the data. Results: The findings reveal that all four profitability ratios fell substantially below industry average standards throughout the observation period. The average NPM was 3% (industry standard: 20%), ROA averaged 4% (industry standard: 30%), ROE averaged 11% (industry standard: 40%), and GPM averaged 4% (industry standard: 40%). A declining trend was observed across most indicators from 2021 to 2023, suggesting deteriorating profitability performance. Conclusions: The financial performance of PT. Japfa Comfeed Indonesia, Tbk. based on profitability ratios is considered unsatisfactory over the 2019–2023 period, as all metrics remain significantly below industry benchmarks. The company must implement strategic measures to optimize asset utilization, improve cost management, and enhance capital efficiency to achieve competitive profitability standards. Future research should incorporate additional financial metrics and employ comparative analysis with peer companies.
Co-Authors Aritonang, Imelda Christina Bako, Evi Novalin Bawamenewi, Setia Hati Butar-Butar, Dwi Fany Fransiska Dewi Harahap, Rifqah Hulu, Helen Saputri Junaidah, Siti Nadeak, Ira Riswana Oktania, Fina S Siswanto Zalukhu, Lefina Kristiani