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All Journal Tax Literacy and Leadership Agility: Indigenous Peoples Awareness in Paying Taxes Journal of Research in Social Science and Humanities International Journal of Economics, Management and Accounting
Kholilul Kholik
Universitas Pembangunan Panca Budi, Indonesia
Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Social Sciences Other

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The Influence of Leadership Style and Rewards to Performance Assessment With Discipline as Intervening in PT Pelindo Multi Terminal Branch Belawan Muhammad Ikhlas; Sri Rahayu; Kholilul Kholik
Journal of Research in Social Science and Humanities Vol 5, No 4 (2025)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v5i4.587

Abstract

This study aims to analyze the influence of Leadership Style and Reward on Performance Assessment with Discipline as an intervening variable in PT Pelindomulti Terminal Branch Belawan. This type of research is quantitative research with a causal associative approach. The population in this study is all organic and non-organic employees of PT Pelindomulti Terminal Branch Belawan which totals 276 employees. The determination of the number of samples refers to Arikunto's opinion by setting the sample at 25% and obtained 92 respondents who were selected using the proportionate stratified random sampling technique. The data collection technique was carried out through a questionnaire with a Likert scale of 1-5, as well as a documentation study. The data analysis technique uses Structural Equation Modeling (SEM) with a Partial Least Square (PLS) approach through SmartPLS 4.0 software. The results of the study showed that work discipline had an effect on performance assessment, leadership style had an effect on work discipline but did not have a direct effect on performance assessment, and rewards had an effect on work discipline and performance assessment. In addition, work discipline has been shown to mediate the influence of leadership style on performance assessment, but does not mediate the effect of rewards on performance assessment. This research emphasizes the importance of the role of work discipline as a connecting channel between leadership and performance, as well as the need for the management of a reward system that is in line with employee performance achievements. The results of this study also show that the research model has strong predictive ability with an R² value of 78.7% for Work Discipline and 82.3% for Performance Assessment. This study concludes that Leadership Style is the strongest predictor in shaping employee work discipline, and this high discipline then improves employee performance
ADAPTIVE HUMAN RESOURCE DEVELOPMENT IN SUPPORTING SUSTAINABLE DEVELOPMENT BASED ON GEO-TOURISM IN THE LAKE TOBA CALDERA AREA Kholilul Kholik; Siti Hajar
Iapa Proceedings Conference 2025: IAPA 2025 Hybrid Annual Conference & Congress INDIGESNOUS PUBLIC ADMINISTRATION
Publisher : Indonesian Association for Public Administration (IAPA)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30589/proceedings.2025.1364

Abstract

This study aims to analyze how the Adaptive Human Resource Development (AHRD) approach can be a strategic framework in developing local human resource capacity to support sustainable development based on geotourism in the Toba Caldera Area in Samosir Regency, and uses a qualitative approach. The results of the study indicate that the implementation of AHRD integrated with local wisdom values, mastery of digital technology, and strengthening community institutions can be an important foundation in improving the quality of local human resources that are responsive to change and able to play an active role in environmental conservation, sustainable tourism management, and improving community welfare.
Analyzing the Impact of ISO 9001:2015 Implementation and Human Resource Characteristics on Employee Performance: The Role of Organizational Characteristics as an Intervening Variable at PDAM Tirtanadi, North Sumatra Sahrim Sahrim; Kholilul Kholik
International Journal of Economics, Management and Accounting (IJEMA) Vol. 3 No. 3 (2025): August
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/ijema.v3i3.333

Abstract

Successful companies recognize that business improvement is fundamentally based on a system that is implemented consistently and efficiently, leading to better company performance. This system needs to be documented and written down so that employees understand the company's objectives and expectations. Consistent implementation of this system is a key principle in quality management. The implementation of the ISO 9001:2015 Quality Management System can increase employee productivity, which in turn improves the company's effectiveness and efficiency, ultimately enhancing the company's competitiveness. In the ISO 9001:2015 Quality Management System, Organizational Characteristics positively and significantly influence Performance, with an original sample value of 0.343 and a p-value of 0.001. Human Resource Characteristics have a significant impact on Organizational Characteristics, with an original sample value of 0.366 and a p-value of 0.001. Human Resource Characteristics positively and significantly affect Performance, with an original sample value of 0.265 and a p-value of 0.042. The ISO 9001:2015 Quality Management System positively and significantly influences Organizational Characteristics, with an original sample value of 0.535 and a p-value of 0.000. The ISO 9001:2015 Quality Management System positively and significantly influences Performance, with an original sample value of 0.321 and a p-value of 0.004. Human Resource Characteristics have a positive and significant effect on Performance through Organizational Characteristics, with an original sample value of 0.126 and a p-value of 0.015. The ISO 9001:2015 Quality Management System positively and significantly influences Performance through Organizational Characteristics, with an original sample value of 0.184 and a p-value of 0.005.
Co-Authors Muhammad Ikhlas Sahrim Sahrim SITI HAJAR Sri Rahayu