Article Per Year (5 Year)
p-Index From 2021 - 2026
0.702
P-Index
This Author published in this journals
All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis ProBisnis : Jurnal Manajemen Journal of Management, Economic, and Accounting
Kholilul Kholik
Universitas Pembangunan Panca Budi Medan
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Energy Industrial & Manufacturing Engineering Social Sciences Other

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
Analisis Dampak Kelumpuhan Ekonomi Pascabencana terhadap Kinerja Sektor Agribisnis di Kabupaten Bener Meriah Kholilul Kholik; Yusni haujar
ProBisnis : Jurnal Manajemen Vol. 17 No. 1 (2026): February: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

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

Abstract

Bencana banjir bandang dan tanah longsor di Kabupaten Bener Meriah menimbulkan gangguan signifikan terhadap aktivitas ekonomi daerah, khususnya pada sektor agribisnis yang menjadi penopang utama perekonomian masyarakat. Penelitian ini bertujuan untuk menganalisis dampak kelumpuhan ekonomi pascabencana terhadap kinerja sektor agribisnis dari perspektif ekonomi manajerial. Metode penelitian yang digunakan adalah penelitian kualitatif deskriptif dengan pendekatan studi kasus. Data diperoleh melalui studi dokumentasi dan studi literatur yang bersumber dari laporan pemerintah, data agribisnis, serta publikasi terkait. Hasil penelitian menunjukkan bahwa kerusakan infrastruktur dan terputusnya jalur distribusi menyebabkan terganggunya rantai pasok, penurunan kualitas produk, peningkatan biaya operasional, serta tekanan terhadap arus kas pelaku usaha agribisnis. Kondisi tersebut meningkatkan risiko gagal kontrak dan memunculkan disparitas harga antara tingkat petani dan pasar luar daerah. Selain itu, lemahnya penerapan manajemen risiko, khususnya ketiadaan perencanaan cadangan (contingency plan), memperbesar dampak ekonomi yang ditimbulkan oleh bencana. Oleh karena itu, percepatan pemulihan infrastruktur, stabilisasi pasar, serta dukungan kebijakan pemerintah daerah menjadi faktor penting dalam menjaga keberlanjutan sektor agribisnis pascabencana. Penelitian ini diharapkan dapat memberikan kontribusi dalam pengembangan kajian ekonomi manajerial serta menjadi rujukan dalam perumusan strategi pemulihan ekonomi di wilayah rawan bencana.
The Influence Of Leadership, Work Environment And Work Motivation On Employee Performance At The Manpower Office Of North Sumatra Province Devi Santika; Kholilul Kholik; Kiki Farida Ferine
Journal of Management, Economic, and Accounting Vol. 5 No. 3 (2026): July
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v5i3.1599

Abstract

Tujuan penelitian ini adalah untuk menguji pengaruh kepemimpinan, lingkungan kerja, dan motivasi kerja terhadap kinerja karyawan di Dinas Tenaga Kerja Provinsi Sumatera Utara. Penelitian ini mengkaji atribut kinerja karyawan (Y), lingkungan kerja (X2), motivasi kerja (X3), dan kepemimpinan (X1). Penelitian ini menggunakan metodologi asosiatif kuantitatif. Penelitian dilakukan di Dinas Tenaga Kerja Provinsi Sumatera Utara di Medan, dengan sampel 72 karyawan. Regresi linear berganda digunakan untuk menganalisis data yang diperoleh menggunakan kuesioner skala Likert. Analisis meliputi uji parsial (uji-t), uji simultan (uji-F), dan koefisien determinasi. Hasil penelitian menunjukkan bahwa: Lingkungan kerja Dinas Tenaga Kerja Provinsi Sumatera Utara memiliki pengaruh yang signifikan dan positif terhadap kinerja karyawan, yang ditunjukkan oleh nilai regresi 0,331, t-hitung 3,147, t-tabel 1,995, dan nilai signifikansi 0,002. 2) Kinerja staf di Dinas Tenaga Kerja Provinsi Sumatera Utara sebagian dan secara substansial dipengaruhi secara positif oleh kepemimpinan, sebagaimana ditunjukkan oleh koefisien regresi sebesar 0,380, nilai t sebesar 2,853, nilai t-tabel sebesar 1,995, dan tingkat signifikansi sebesar 0,006. 3) Kinerja karyawan di Dinas Tenaga Kerja Provinsi Sumatera Utara sebagian dan secara signifikan dipengaruhi secara positif oleh motivasi kerja, sebagaimana ditunjukkan oleh koefisien regresi sebesar 0,222, statistik t sebesar 2,067, nilai t-kritis sebesar 1,995, dan tingkat signifikansi sebesar 0,016. 4) Kinerja karyawan di Dinas Tenaga Kerja Provinsi Sumatera Utara secara signifikan dan menguntungkan dipengaruhi oleh kepemimpinan, lingkungan kerja, dan motivasi kerja, dengan persentase sebesar 55,6%.
The Influence Of Human Resource Development, Leadership And Organizational Culture On Employee Performance With Work Ethic As An Intervening Variable In The Housing And Regional Office Langkat Regency Settlement Ferisna Yuliamita Saragih; Kholilul Kholik; Saimara A.M Sebayang
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.11934

Abstract

This research aims to analyze the influence of human resource development, leadership, and organizational culture on employee performance with work ethic as an intervening variable in the Langkat Regency Housing and Settlement Area Office. This study uses a quantitative approach. The population in this study is all employees of the Langkat Regency Housing and Settlement Areas Office which totals 50 people. Because the population is relatively small, the entire population is used as a sample with a total sampling technique, so that the research sample totals 50 respondents. Data was collected through the distribution of questionnaires with a Likert scale and analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study show that human resource development has a positive and significant effect on work ethic with a coefficient of 0.357 and on employee performance with a coefficient of 0.644. Organizational culture has a positive and significant effect on work ethic with a coefficient of 0.452, but does not have a significant effect on employee performance with a coefficient of 0.049. Work ethic has a positive and significant effect on employee performance with a coefficient of 0.258. Furthermore, leadership does not have a significant effect on work ethic with a coefficient of 0.145, but has a positive and significant effect on employee performance with a coefficient of 0.581. In the indirect influence, organizational culture has a significant effect on employee performance through work ethic with a coefficient of 0.217, and human resource development also has a significant effect on employee performance through work ethic with a coefficient of 0.192. Meanwhile, leadership does not have a significant effect on employee performance through work ethic with a coefficient of 0.138. The R Square value shows that work ethic can be explained by 82.4%, while employee performance can be explained by 87.0% by the research model. This research shows that the development of human resources, leadership, and organizational culture has an important role in improving employee performance, both directly and indirectly through work ethic. Therefore, agencies need to improve human resource development programs, strengthen leadership, and build a good organizational culture to encourage improvement in work ethic and employee performance.
The Influence Of Human Resource Development, Competence And Leadership On Employee Performance With Workload As An Intervening Variable In The Medan Religious Court Samsir Toona; Kholilul Kholik; Yohny Anwar
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.11947

Abstract

This study aims to analyze the influence of Human Resource development, competence, and leadership on employee performance with workload as an intervening variable in the Medan Religious Court. This study uses a quantitative approach with data collection techniques through the distribution of questionnaires to all 60 employees, so that the sampling technique used is a saturated sample. The data analysis method used is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the help of SmartPLS 3.0 software.The results showed that workload had a positive and significant effect on employee performance with a coefficient of 0.414, t-statistic of 3.854, and p-value of 0.000. Leadership had a positive and significant effect on employee performance with a coefficient of 0.306, t-statistic of 2.325, and p-value of 0.020, but had no significant effect on workload with a coefficient of 0.304, t-statistic of 1.853, and p-value of 0.064. Competency had a positive and significant effect on workload with a coefficient of 0.870, t-statistic of 6.233, and p-value of 0.000, and had a positive and significant effect on employee performance with a coefficient of 0.301, t-statistic of 2.188, and p-value of 0.029. Human resource development has a positive and significant effect on workload with a coefficient of 0.303, t-statistics of 2.502, and p-value of 0.013, and has a positive effect on employee performance with a coefficient of 0.142 and p-value of 0.047.In the indirect influence, the workload was unable to mediate the influence of leadership on employee performance with a coefficient of 0.126, t-statistic of 1.498, and p-value of 0.135. On the other hand, workload was able to mediate the influence of competency on employee performance with a coefficient of 0.360, t-statistic of 3.325, and p-value of 0.001, and was able to mediate the influence of human resource development on employee performance with a coefficient of 0.225, t-statistic of 1.989, and p-value of 0.049. Thus, it can be concluded that competence is the most dominant variable affecting workload, while workload is the most dominant variable affecting employee performance.
Co-Authors Devi Santika Ferisna Yuliamita Saragih Kiki Farida Ferine Saimara A.M Sebayang Samsir Toona Yohny Anwar Yusni haujar