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Pengaruh Beban Kerja, Kepuasan Kerja, Dan Work Life Balance Terhadap Kinerja Karyawan Pt. Multimestika Daya Semesta Malvin Teddy; Elva Angelia Astakho; Fajar Rezeki Ananda Lubis; Thezar Fiqih Hidayat Hasibuan
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 2 (2024): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i2.8964

The purpose of this study was conducted in order to see the strong influence of workload, job satisfaction, and work life balance to employee performance. A hundred respondents were sampled and used simple random sampling techniques, as well as multiple linear analysis. Data was taken from interviews and filling out questionnaires. The calculation of H1 (Workload variable) is tcount (3.697) > ttable (1.985) and sig (0.000) < (0.05), has a positive and significant influence. The calculation of H2 (Job satisfaction variable) is tcount (3.704) > ttable (1.985) and sig (0.000) < (0.05), has a positive and significant effect. Calculation of H3 (Worklife balance variable) is tcount (3.697) > ttable (1.985) and sig (0.000) < (0.05), has a positive and significant effect. calculation of H4 (Workload variable, job satisfaction, work life balance) is Fhitung (210.395) > Ftabel (3.09) and sig (0.000) < (0.05), together have a positive and significant effect. Keywords: Workload, Job Satisfaction, Work Life Balance, Employee Performance

The Influence of Creativity, Transformational Leadership, Job Engagement, and Job Satisfaction on employee performance Fajar Rezeki Ananda Lubis
International Journal of Economics, Business and Innovation Research Vol. 2 No. 03 (2023): May, International Journal of Economics, Business and Innovation Research
Publisher : Cita konsultindo

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

Errors in bureaucratic management are often detrimental to many companies. Management and worker quality are determinants of the company's progress, as happened in the PTPN III and IV plantation companies, which had decreased income in recent years. This study uses an explanatory research type to explain the causal relationship between several variables. So the need for research to determine the determinants of employee performance at PT. Nusantara Plantations III and IV in North Sumatra. The results showed that Transformational Leadership, Job Engagement, and Job Satisfaction significantly influence employee performance. Thus, if the aspects contained in the organizational culture can be implemented correctly, it can dramatically improve the performance of implementing employees at PTPN III and IV. Meanwhile, employee creativity does not have a significant influence on employee performance. Thus it can be concluded that the aspects displayed by research respondents through answers to each statement related to employee creativity are not yet at an optimal level, so the level of significance is also not optimal in influencing the performance of PTPN III and IV implementing employees.

Pengaruh Managerial Coaching dan Team Autonomy terhadap Kinerja Karyawan di Perusahaan Perkebunan dan Pengolahan Kelapa Sawit di Pulau Sumatera: The Influence of Managerial Coaching and Team Autonomy on Employee Performance in Palm Oil Plantation and Processing Companies in Sumatra Fajar Rezeki Ananda Lubis; Syaifuddin Syaifuddin; Yusniar Lubis; Nasib Nasib
Society Vol 11 No 2 (2023): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v11i2.587

This study aims to examine the influence of managerial coaching and team autonomy on employee performance and to evaluate the mediating role of work climate on the influence of managerial coaching and team autonomy on work engagement. Additionally, this study investigates the role of work engagement as a mediator between managerial coaching, team autonomy, and work climate on employee performance in palm oil plantations and processing companies in Sumatra. The sample consists of 523 employees. Structural Equation Modeling Partial Least Squares (SEM PLS) is the analysis method. The results indicate that managerial coaching significantly influences work climate and work engagement, and team autonomy also significantly influences work climate and engagement. Work climate significantly influences work engagement and employee performance, and work engagement significantly influences performance. The indirect effects analysis shows that work climate mediates the influence of team autonomy on work engagement, and work engagement mediates the influence of managerial coaching and team autonomy on performance.

Peran Motivasi dalam Memoderasi Pengaruh Kecerdasan Emosional, Keseimbangan Kehidupan Kerja, Kepemimpinan, dan Etos Kerja terhadap Kinerja Karyawan: The Role of Motivation in Moderating the Impact of Emotional Intelligence, Work-Life Balance, Leadership, and Work Ethic on Employee Performance Yusniar Lubis; Fajar Rezeki Ananda Lubis; Syaifuddin Syaifuddin; Nasib Nasib
Society Vol 11 No 2 (2023): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v11i2.588

This research assesses the direct and indirect impact of emotional intelligence, work-life balance, leadership, and work ethics on employee performance at the Camait office in Central Tapanuli Regency, North Sumatra. Employing a quantitative analytic approach, the study sampled 146 workers, from which 88 employees were selected using the Slovin formula. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that emotional intelligence, work-life balance, leadership, and motivation directly, positively, and significantly impact employee performance. In contrast, work ethic does not significantly affect employee performance. Moreover, motivation is a moderating variable that can indirectly influence the relationships between work-life balance, leadership, work ethic, and employee performance. However, motivation alone cannot effectively moderate the relationship between work ethic and employee performance at the Central Tapanuli Regency Head Office. This study underscores the importance of enhancing emotional intelligence, achieving a better work-life balance, and cultivating effective leadership to boost employee performance. Furthermore, it highlights the crucial role of motivation as a moderating factor in improving overall job performance. However, it emphasizes that motivation should be complemented with other strategies to address work ethic issues effectively.

Pengaruh Kemampuan Kerja, Job Burnout, Disiplin Kerja Dan Gaya Kepemimpinan Terhadap Kinerja Karyawan Pada PT Karsa Prima Permata Nusa Alpin Wijaya; Fajar Rezeki Ananda Lubis; Steven Steven; Thezar Fiqih Hidayat Hasibuan
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 4 (2024): Journal of Economic, Bussines and Accounting (COSTING)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i5.11256

Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis pengaruh Kemampuan Kerja, Job Burnout, Disiplin Kerja dan Gaya Kepemimpinan secara simultan terhadap Kinerja Karyawan. Pendekatan penelitian ini berdasarkan pendekatan kuantitatif. Populasi dan sampel penelitian adalah 95 responden. Teknik analisa data menggunakan analisis regersi linear berganda. Hasil perhitungan hipotesis secara parsial dan secara bersamaan Kemampuan Kerja, Job Burnout, Disiplin Kerja dan Gaya Kepemimpinan berpengaruh positif dan signifikan terhadap Kinerja Karyawan.

PENGARUH BUDAYA ORGANISASI, KOMPENSASI DAN IKLIM ORGANISASI TERHADAP KINERJA PEGAWAI DI KANTOR DINAS KEPENDUDUKAN DAN CATATAN SIPIL KOTA MEDAN Adjhie Mawisguna; Fajar Rezeki Ananda Lubis; Michelle Paulina Munthe; Thezar Fiqih Hidayat Hasibuan
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 5 (2024): Journal of Economic, Bussines and Accounting (COSTING)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i5.12195

This research aims to investigate the impact of organizational culture, compensation, and organizational climate on the performance of Civil Servants at the Office of Population and Civil Registration in Medan City. The respondents in this study are the Civil Servants working in this office. The analysis method applied utilizes the SMART PLS technique, which helps in assessing the validity and reliability of the variables and identifying whether the independent variables contribute positively or negatively to the performance of the Civil Servants. Through this approach, it is expected to gain a deeper understanding of the various factors influencing the performance of Civil Servants at the Office of Population and Civil Registration in Medan City.

Pengaruh Managerial Coaching dan Team Autonomy terhadap Kinerja Karyawan di Perusahaan Perkebunan dan Pengolahan Kelapa Sawit di Pulau Sumatera Fajar Rezeki Ananda Lubis; Syaifuddin Syaifuddin; Yusniar Lubis; Nasib Nasib
Society Vol 11 No 2 (2023): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v11i2.587

This study aims to examine the influence of managerial coaching and team autonomy on employee performance and to evaluate the mediating role of work climate on the influence of managerial coaching and team autonomy on work engagement. Additionally, this study investigates the role of work engagement as a mediator between managerial coaching, team autonomy, and work climate on employee performance in palm oil plantations and processing companies in Sumatra. The sample consists of 523 employees. Structural Equation Modeling Partial Least Squares (SEM PLS) is the analysis method. The results indicate that managerial coaching significantly influences work climate and work engagement, and team autonomy also significantly influences work climate and engagement. Work climate significantly influences work engagement and employee performance, and work engagement significantly influences performance. The indirect effects analysis shows that work climate mediates the influence of team autonomy on work engagement, and work engagement mediates the influence of managerial coaching and team autonomy on performance.

Peran Motivasi dalam Memoderasi Pengaruh Kecerdasan Emosional, Keseimbangan Kehidupan Kerja, Kepemimpinan, dan Etos Kerja terhadap Kinerja Karyawan Yusniar Lubis; Fajar Rezeki Ananda Lubis; Syaifuddin Syaifuddin; Nasib Nasib
Society Vol 11 No 2 (2023): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v11i2.588

This research assesses the direct and indirect impact of emotional intelligence, work-life balance, leadership, and work ethics on employee performance at the Camait office in Central Tapanuli Regency, North Sumatra. Employing a quantitative analytic approach, the study sampled 146 workers, from which 88 employees were selected using the Slovin formula. Data analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The findings reveal that emotional intelligence, work-life balance, leadership, and motivation directly, positively, and significantly impact employee performance. In contrast, work ethic does not significantly affect employee performance. Moreover, motivation is a moderating variable that can indirectly influence the relationships between work-life balance, leadership, work ethic, and employee performance. However, motivation alone cannot effectively moderate the relationship between work ethic and employee performance at the Central Tapanuli Regency Head Office. This study underscores the importance of enhancing emotional intelligence, achieving a better work-life balance, and cultivating effective leadership to boost employee performance. Furthermore, it highlights the crucial role of motivation as a moderating factor in improving overall job performance. However, it emphasizes that motivation should be complemented with other strategies to address work ethic issues effectively.

Menelusuri Pengaruh Kreativitas Hijau Karyawan terhadap Kinerja Hijau melalui Perilaku Hijau Sukarela Yusniar Lubis; Wan Suryani; Siswa Panjang Hernosa; Fajar Rezeki Ananda Lubis; Nasib Nasib
Society Vol 13 No 1 (2025): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v13i1.771

This study aims to analyze the effect of employee green creativity on green performance through voluntary green behavior at Hotel Grand Aston Medan. A quantitative approach was employed, utilizing a survey method with 150 hotel employees conducted during 2023. The data were analyzed using path analysis to test the relationships between variables. The results indicate that employee green creativity has a significant direct effect on both voluntary green behavior and green performance. Furthermore, voluntary green behavior was found to be a significant mediator between employee green creativity and green performance. These findings highlight the importance of employee creativity in generating environmentally friendly solutions, which in turn contribute to enhancing the hotel’s green performance. This study provides strategic insights for the management of Hotel Grand Aston Medan to improve sustainable performance by empowering employee creativity and voluntary green behavior.

Pengaruh Kepemimpinan Transformasional, Kompensasi Dan Komitmen Organisasional Terhadap Kinerja Karyawan PT. Lautan Benua Nusantara Indonesia Medan Sherly Tantriana; Kelvin Halim Wijaya; Fajar Rezeki Ananda Lubis; Nasib Nasib
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 2 (2025): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v7i2.10204

Lautan Benua Nusantara Indonesia, perusahaan yang bergerak dalam sektor transportasi laut, saat ini menghadapi tantangan berupa penurunan kinerja karyawan. Hal tersebut ditandai dengan keterlambatan penyelesaian pekerjaan, meningkatnya kesalahan operasional, serta menurunnya kualitas dan efisiensi kerja. Kondisi ini semakin diperburuk oleh praktik kepemimpinan transformasional yang belum berjalan optimal, di mana pimpinan belum mampu memberikan inspirasi, motivasi, serta perhatian terhadap kebutuhan individual karyawan. Akibatnya, semangat kerja, inisiatif, dan keterlibatan tim cenderung melemah. Selain itu, ketidakpuasan terhadap kompensasi yang dianggap tidak sepadan dengan beban kerja dan risiko turut menurunkan motivasi serta loyalitas karyawan. Hal ini berdampak pada menurunnya produktivitas dan meningkatnya potensi terjadinya turnover. Faktor lain yang memengaruhi kinerja adalah rendahnya komitmen organisasional, yang tercermin dari lemahnya keterikatan emosional dan rasa kepedulian karyawan terhadap pencapaian tujuan perusahaan. Kondisi tersebut tidak hanya mengurangi daya saing individu, tetapi juga menimbulkan kesulitan bagi perusahaan dalam mempertahankan talenta serta menjaga stabilitas operasional. Populasi penelitian ditetapkan pada seluruh karyawan perusahaan yang berjumlah 139 orang. Teknik pengambilan sampel menggunakan simple random sampling, yaitu metode pengambilan secara acak tanpa memperhatikan strata, di mana setiap anggota populasi memiliki peluang yang sama untuk terpilih menjadi sampel. Dengan menggunakan rumus Slovin pada tingkat kesalahan 5%, jumlah sampel yang diperoleh adalah 103 karyawan. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional berpengaruh signifikan terhadap kinerja karyawan PT. Lautan Benua Nusantara Indonesia Medan. Demikian pula, kompensasi terbukti berpengaruh terhadap kinerja karyawan, dan komitmen organisasional juga memiliki pengaruh yang berarti terhadap peningkatan kinerja. Secara simultan, kepemimpinan transformasional, kompensasi, dan komitmen organisasional bersama-sama memberikan kontribusi yang signifikan terhadap kinerja karyawan di perusahaan tersebut.

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