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All Journal International Journal of Management, Economic and Accounting
Kiki Farida Farine
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Economics, Econometrics & Finance

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Journal : International Journal of Management, Economic and Accounting

 1 
The Effect of Human Resource Quality and Work Ethic on Employee Performance with Organizational Commitment as an Intervening Variable at Bank Indonesia Representative Office in North Sumatra Province Leo Fauzi Hasibuan; Kiki Farida Farine
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.v2i2.297

Abstract

This study was conducted to determine the influence of human resource quality and work ethic on employee performance with organizational commitment as an intervening variable at the Bank Indonesia Representative Office in North Sumatra Province. Achieving effective and efficient corporate goals requires the continuous implementation of internal human resource management. The efficacy and efficiency of a company are highly dependent on the advantages and disadvantages of resource development. This means that the company's human resources must be developed and nurtured in order to be able to improve their work capabilities, which will ultimately have an impact on improving performance. The results of this study are as follows: Work Ethic has a positive and insignificant effect on Employee Performance with the original sample of 0.079 and p values of 0.322. Work Ethic had a positive and significant effect on Organizational Commitment with the original sample of 0.665 and p values of 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.831 and p values of 0.000. The quality of human resources had a positive and insignificant effect on Employee Performance with the original sample value of 0.020 and p values of 0.428. The quality of human resources has a positive and significant effect on Organizational Commitment with the original sample value of 0.263 and p values of 0.006. Work Ethic has a positive and significant effect on Employee Performance through Organizational Commitment indirectly with the original sample value of 0.552 and p values of 0.000. The quality of human resources has a positive and significant effect on Employee Performance through Organizational Commitment indirectly with the original sample of 0.218 and p values of 0.009.
The Effect Of Training And Competency Development On Personnel Performance With Job Satisfaction As An Intervening Variable In UPT. Firefighter Dairi Regency Amudi Parulian Situmeang; Kiki Farida Farine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Personnel Performance is influenced by various factors, including Training and Competency Development provided by the organization. Effective training and relevant competency development programs can improve Job Satisfaction, ultimately contributing to improved performance. This study aims to identify the influence of Training and Competency Development on Personnel Performance by considering the role of Job Satisfaction as an intervening variable in UPT. Dairi Regency Fire Department. Data was obtained through a survey with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Training had a positive and significant influence on Job Satisfaction with a T-Statistic value of 4.215 and a P-Value of 0.000. However, the direct influence of Training on Personnel Performance showed significant negative results with a T-Statistic value of 4.572 and a P-Value of 0.000. Competency Development is proven to have a positive and significant influence on both Job Satisfaction (T-Statistic 3.525, P-Value 0.001) and Personnel Performance (T-Statistic 4.652, P-Value 0.000). In addition, Job Satisfaction has a positive and significant influence on Personnel Performance, with a T-Statistic value of 4.324 and a P-Value of 0.000. Indirect influence analysis shows that Training and Competency Development have a significant effect on Personnel Performance through Job Satisfaction as a mediating variable. These findings indicate that the improvement of Training and Competency Development will be more effective in driving Personnel Performance when facilitated by high Job Satisfaction. Suggestions are given to institutions to improve training methods and strengthen competency development programs, as well as consider increasing job satisfaction as an effort to optimize performance. The researcher is further advised to explore other intervening variables that may play a role in improving personnel performance.
Co-Authors Amudi Parulian Situmeang Leo Fauzi Hasibuan