Article Per Year (5 Year)
p-Index From 2020 - 2025
0.408
P-Index
This Author published in this journals
All Journal IIJSE
Siregar, Zulkifli Musanip
Unknown Affiliation
Economics, Econometrics & Finance

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
The Effect of Compensation, Transformational Leadership on Employee Commitment through Job Satisfaction as a Mediating Variable Astuti, Dewi; Siregar, Zulkifli Musanip; Syahputra, Rizki
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 6 No 1 (2023): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v6i1.2198

Abstract

The study aims to determine the effect of Compensation, Transformational Leadership on Commitment through Employee Job Satisfaction. This research was conducted at the Office of the Head of Bandar Tinggi Village, Bilah Hulu District, Labuhanbatu Regency. Data processing uses IBM SPSS Statistics 26. The data analysis technique used is the path analysis technique. The number of samples used in this study was 30 people. Sampling based on saturated sampling technique. Data collection was carried out by distributing questionnaires and interviews. Based on the research that has been done, it can be concluded that compensation and transformational leadership has a significant effect on commitment through job satisfaction. From the results of the compensation test, it has a significant effect with a value of 0.03 (<0.05). Transformational leadership has a significant effect with a significant value of 0.000 (<0.05). Indirect compensation has a significant effect with a value of 0.208 while the direct effect is -0.204. Transformational leadership also has a significant influence indirectly giving a value of 0.570 and a direct influence of -0.224.
The Effect of Training on Employee Performance by Mediating Organizational Commitment and Motivation at the Labuhanbatu Youth and Sports Culture and Tourism Service Siagian, Mahroni Permata Indah; Siregar, Zulkifli Musanip; Rambe, Bhakti Helvi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 6 No 1 (2023): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v6i1.2199

Abstract

The study aims to analyze the effect of training on employee performance with organizational commitment and motivation as mediating variables. This research was conducted at the Labuhanbatu Youth and Sports Culture and Tourism Office. This study uses a quantitative method with path analysis (Path Analysis). This study uses an analytical tool in the form of IBM SPSS 25 Software to facilitate the analysis process. On the results of the t-test on training (X) on organizational commitment (Z1) it has a tcount (3.84) > ttable (1.66) which means Ha is accepted and Ho is rejected, with a significance value smaller than the probability value or 0.000 <0 .05 it can be concluded that training (X) has a positive and significant influence on organizational commitment (Z1). The t-test on training (X) on motivation (Z2) has a tcount (4.18) > ttable (1.66) which means that Ha is accepted and Ho is rejected, with a significance value smaller than the probability value or 0.000 <0.05, so it can be concluded that training (X) has a positive and significant effect on motivation (Z2). The t-test on training (X) on employee performance (Y) has a tcount (5.54) > ttable (1.66) which means Ha is accepted and Ho is rejected, with a significance value smaller than the probability value or 0.000 <0.05 it can be concluded that training (X) has a positive and significant influence on employee performance (Y). The t-test on organizational commitment (Z1) to employee performance (Y) has a tcount (7.99) > ttable (1.66) which means that Ha is accepted and Ho is rejected, with a significance value smaller than the probability value or 0.000 <0. 05 it can be concluded that organizational commitment (Z1) has a positive and significant influence on employee performance (Y). The t-test on motivation (Z2) on employee performance (Y) has a tcount (11.20) > ttable (1.66) which means Ha is accepted and Ho is rejected, with a significance value smaller than the probability value or 0.000 <0.05 it can be concluded that motivation (Z2) has a positive and significant influence on employee performance (Y).
Co-Authors Dewi Astuti Rambe, Bhakti Helvi Siagian, Mahroni Permata Indah Syahputra, Rizki