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All Journal International Journal of Management, Economic and Accounting
Isa Indrawan
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Economics, Econometrics & Finance

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The Effect of Motivation and Work Discipline on Job Satisfaction with Compensation as an Intervening Variable at the Representative Office of Bank Indonesia Pematangsiantar Fandi Wardana Sinuraya; Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.310

Abstract

This study aims to see the Influence of Motivation and Work Discipline on Job Satisfaction with Compensation as an Intervening Variable at the Bank Indonesia Pematangsiantar Representative Office. Human resources are the most important factor in the growth and development of an organization or business. That in the conditions of globalization, the quality of human beings in companies is always a competitive material. Companies that want to grow and develop well must organize their human resources intellectually, spiritually, creatively, morally and responsibly. The results of this study 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 had a psoitative and significant effect on Compensation with the original sample value of 0.269 and p values of 0.042. Compensation had a psoitative and significant effect on job satisfaction with the original sample value of 0.350 and p values of 0.011. Motivation had a positive and significant effect on Job Satisfaction with the original sample value of 0.315 and p values of 0.045. Motivation had a positive and significant effect on Compensation with the original sample value of 0.624 and p values of 0.000. Work Discipline had a positive and significant effect on Job Satisfaction through Compensation with the original sample value of 0.094 and p values of 0.105. Motivation had a positive and significant effect on Job Satisfaction through Compensation with the original sample value of 0.218 and p values of 0.014.
The Influence of Leadership Style, Human Resource Quality and Organizational Citizenship Behavior (OCB) on Organizational Commitment in Communication Mediation at Bank Indonesia Representative Office in North Sumatra Province Hendru Marpaung; Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.311

Abstract

The first step in human resource management is to assign human resources so that they obtain work assignments that are in accordance with the work performed. Human resources (HCs) or staff members have become a top priority in any organization because their quality is crucial in facing the current business climate. This study aims to see the influence of leadership style, quality of human resources and organizational citizenship behavior (OCB) on organizational commitment in communication mediation at the Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Leadership Style has a positive and significant effect on Organizational Commitment with the original sample value of 0.374 and p values of 0.001. Leadership Style had a positive and significant effect on Communication with the original sample value of 0.368 and p values of 0.001. Communication had a positive and insignificant effect on Organizational Commitment with the original sample value of 0.100 and p values of 0.179. The quality of human resources has a positive and significant effect on Organizational Commitment with the original sample value of 0.289 and p values of 0.005. The quality of human resources had a non-significant positive effect on communication with the original sample value of 0.205 and p values of 0.070. Organizational Citienship Behavior had a positive and insignificant effect on Organizational Commitment with an original sample value of 0.178 and p values of 0.053. Organizational Citizenship Behavior had a positive and significant effect on Communication with an original sample value of 0.332 and p values of 0.004. Leadership Style had an insignificant positive effect on Organizational Commitment through communication with the original sample of 0.037 and p values of 0.171. The quality of human resources has a positive and insignificant effect on Organizational Commitment through Communication with the original sample value of 0.020 and p values of 0.290. Organizational Citizenship Behavior had a positive and significant effect on Organizational Commitment through Communication with the original sample value of 0.020 and p values of 0.212.
The Effect of Integrity, Competence and Motivation on Job Satisfaction in Mediation by Work Discipline at the Bank Indonesia Representative Office in North Sumatra Province Mhd. Andy Syahputra Siregar; Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.312

Abstract

This study aims to see the Influence of Integrity, Competence and Motivation on Job Satisfaction in Mediation by Work Discipline at the Bank Indonesia Representative Office in 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 study are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with the original sample value of 0.422 and p values of 0.000. Integrity had a positive and significant effect on Work Discipline with the original sample value of 0.358 and p values of 0.000. Integrity had a positive and significant effect on Job Satisfaction with the original sample value of 0.234 and p values of 0.008. Competence had a positive and significant effect on Work Discipline with an original sample value of 0.234 and p values of 0.007. Competence had a positive and insignificant effect on Job Satisfaction with the original sample value of 0.044 and p values of 0.321. Motivation had a positive and significant effect on Work Discipline with the original sample value of 0.394 and p values of 0.000. Motivation had a positive and significant effect on Job Satisfaction with the original sample value of 0.272 and p values 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 p values of 0.003. Competence had a positive and significant effect on Job Satisfaction through Work Discipline with the original sample value of 0.103 and p values of 0.013. Motivation had a positive and significant effect on Job Satisfaction through Work Discipline with the original sample value of 0.170 and p values of 0.004.
The Effect of Reward and Punishment on Job Satisfaction with Work Quality as An Intervening Variable at BPJS Ketenagakerjaan In Medan Raya Erwinda; Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.333

Abstract

BPJS Ketenagakerjaan is organizing work accident insurance programs, death insurance programs, pension insurance programs, old-age insurance programs and job loss insurance programs. BPJS, collects and collects contributions from participants and employers, receives contribution assistance from the government, manages social security funds for the benefit of participants, collects and manages data on social security program participants, provides benefits and finances services in accordance with the provisions of the social security program. The results of this study are as follows: Work quality has a positive and significant effect on job satisfaction with the original sample value of 0.663 and P values 0.000 Punishment has a positive and insignificant effect on job satisfaction with the original sample value of 9.047 and P values 0.295.Punishment had a positive and significant effect on the quality of work with the original sample value of 0.520 and P values of 0.000. Reward had a positive and significant effect on job satisfaction with the original sample of indigo 0.220 and P values 0.004. Reward had a negative and significant effect on the quality of work with the original sample value of 0.439 and P values of 0.000. Punishment had a positive and significant effect on job satisfaction through indirect work quality with the original sample result of 0.345 and P values of 0.000. Reward has a positive and significant effect on job satisfaction through indirect work quality with the original sample value of 0.291 and P values of 0.000.
The Effect Of The Implementation Of Organizational Culture Values And Management Information Systems On Employee Performance With Organizational Commitment As An Intervening Variable In BPJS Ketenagakerjaan Branch Office In Medan Raya Isra Supana; Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.403

Abstract

Organizations should be able to improve the quality of the organization, both the improvement of information culture and management information systems, and the performance of each of its human resources. Building and developing a business in the field of services and consultants that focus on technology and information is indispensable to the role of human resources. Human resources are a necessary activity and have an ideal role in an organization. This study is to see the Effect of the Implementation of Organizational Culture Values and Management Information Systems on Employee Performance with Organizational Commitment as an Intervening Variable at Bpjs Kenagakerjaan, Branch Offices in Medan Raya. The results of this study are as follows: Organizational Culture has a positive and significant effect on Employee Performance with a sample value of 0.411 and p values of 0.000. Organizational Culture had a positive and significant effect on Organizational Commitment with the original sample value of 0.434 and p values of 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with the original sample of 0.339 and p values of 0.000. The Management Information System had a positive and significant effect on Employee Performance with the original sample value of 0.228 and p values of 0.008. The Management Information System had a positive and significant effect on Organizational Commitment with the original sample of 0.541 and p values of 0.000. Organizational Culture has a positive and significant effect on Employee Performance through Organizational Commitment with a value of 0.147 and p values of 0.001. Management Information System has a positive and significant effect on Employee Performance through Organizational Commitment with an original sample value of 0.183 and p values of 0.000.
Co-Authors Ahmad Lufthi Al Riza Siregar Andi Fajar Al Hadi Ardian Oka Azaria Tarigan Dadang Fahruzi Ritonga Dian Renita Napitupulu Drixen Alexander Mawuntu Erni Winari Erwinda Fandi Wardana Sinuraya Fitriyani Hasibuan Hendru Marpaung Isra Supana Mhd. Andy Syahputra Siregar