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"Vol. 2 No. 2 (2019): Cross-border"
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<![CDATA[PENGARUH KEPUASAN KERJA TERHADAP KINERJA PEGAWAI ]]>
<![CDATA[Budi Budi]]>;
<![CDATA[Syaiful Anwar]]>;
<![CDATA[Dewi Zahra]]>;
<![CDATA[Rudi Rudi]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[One of the secrets to the success of an organization or organization lies in the performance of its employees. Thus, company organizations or agencies must be able to handle human resources, namely employees, so that all employees in the agency can maintain balance. The approach in this study uses quantitative methods related to the effect of job satisfaction on performance of the employees of the Village Office, Sei Rampah District, Serdang Bedagai Regency, North Sumatra Province. Very real effect on employee performance with a value of Fcount> Ftable (25.276> 2.81) and a significant value of 0.000 dan. Job satisfaction has a positive and significant effect on employee performance in the Village Office of Sei Rampah District with tcount> ttable (2.846> 2.014) and a significant value of 0.007.]]>
<![CDATA[PENGARUH GAYA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI DI PT. PEGADAIAN (PERSERO) ]]>
<![CDATA[Darma Satria]]>;
<![CDATA[Azhadi Halomoan]]>;
<![CDATA[Rizaldy Syahputra]]>;
<![CDATA[Vadly Syafril]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[Globalization has had a strong influence on Human Resource Management (HRM) and has created a complexity of problems. These challenges must be faced by making a paradigm shift and improving management in each organization, by placing Human Resources (HR) as a priority. The lack of regulations that bind employees is also an obstacle so that disciplinary issues cannot be applied clearly. All of these things are increasingly having an impact on less than optimal performance to the company. The approach used in this research is the quantitative method. Test data quality using validity and reliability tests. The research location was conducted at PT. Pegadaian (Persero) Medan Regional Office. The object of this research is leadership style as variable X and employee performance as variable Y. Variables of leadership style, work motivation and individual competence show a very real influence on employee performance at PT. Pegadaian (Persero) Medan with a value of Fcount> Ftable (18,681> 2.73) and a significant value of 0.000. Leadership style has a positive and significant effect on employee performance at PT. Pegadaian (Persero) Medan with tcount> ttable (3.547> 1.993) and a significant value of 0.001.]]>
<![CDATA[PENGARUH IKLIM KERJA TERHADAP KEPUASAN KERJA PEGAWAI DI KEPOLISIAN DAERAH (POLDA) ]]>
<![CDATA[Edwin Tampubolon]]>;
<![CDATA[Dea Okviar Egano Napitupulu]]>;
<![CDATA[Muhammad Syafri Umri]]>;
<![CDATA[Solli Maarip Pangaribuan]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[Employee job satisfaction is an important factor because it affects the operations of the entire organization. The satisfaction felt by employees at work shows that they have a pleasant feeling in carrying out work tasks. Job satisfaction is also a positive attitude of employees towards various situations in the workplace. "The Effect of Work Climate on Employee Job Satisfaction in the Regional Police (Polda) North Sumatra". The data analysis technique used in this research is quantitative data analysis, namely testing and analyzing data by calculating numbers and then drawing conclusions from the test. The constant value is 10,576, this means that if the work climate variable is variable, then the Employee Job Satisfaction value is 10,576. The regression coefficient for the work climate variable is 0.393, this indicates that every 1% increase in the work climate factor will increase employee job satisfaction by 39.3%. The regression coefficient for the employee characteristic variable is 0.231, this shows that every 1% increase in the employee characteristics factor will increase the employee's job satisfaction by 23.1%.]]>
<![CDATA[PENGARUH FASILITAS KERJA DAN KEPUASAN KERJA TERHADAP MOTIVASI KERJA DAN DAMPAKNYA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR PEGAWAI ]]>
<![CDATA[Mhd. Ikhwanda Nawawi]]>;
<![CDATA[Yuliana Sari]]>;
<![CDATA[Sarah Mardhika Lestari]]>;
<![CDATA[Teguh Prasetyo]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[This study is to determine the effect of the effect of work facilities and job satisfaction on work motivation on employees of the Tanjung Rejo sub-district, Medan Sunggal sub-district, Medan city. The population of this research is 33 employees of Tanjung Rejo Village, Medan Sunggal Subdistrict, Medan City. The research method used is path analysis with the motivation variable as an intervening variable, and the data collection method is through a questionnaire with a Likert scale. The results showed that simultaneously working facilities and work motivation of employees of Tanjung Rejo Village, Medan Sunggal Subdistrict, Medan City. Based on the results of the analysis carried out at the 5% significance level, the conclusion that can be put forward in this study is that work facilities have a positive and significant effect on work motivation. Work motivation correctly is an intervening variable.]]>
<![CDATA[PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KEPUASAN KERJA TERHADAP KINERJA GURU ]]>
<![CDATA[Masrian Fauzan]]>;
<![CDATA[Hilman Saidi Raja Bakkol Harahap]]>;
<![CDATA[Trisman Barus]]>;
<![CDATA[Olivia Herpanny]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[This study is to determine the effect both jointly and partially between transformational leadership styles and job satisfaction on teacher performance. The problem in this study is how transformational leadership style and job satisfaction affect teacher performance at Madrasah Tsanawiyan Negeri 1 Deli Serdang. This research uses quantitative methods with explanatory research using primary data and secondary data. The results of the regression analysis showed that of the three independent variables included in the regression model (transformational leadership style, job stress and job satisfaction). The transformational leadership style variable has a positive and significant effect on teacher performance at Madrasah Tsanawiyah Negeri 1 Deli Serdang. It is clear that teacher performance is influenced by the transformational leadership style (hypothesis 1 is accepted). So it can be concluded that job satisfaction has an effect on teacher performance (hypothesis 3 is accepted). The results showed that the variables transformational leadership style, job stress and job satisfaction simultaneously had a positive and significant effect on teacher performance at Madrasah Tsanawiyah Negeri 1 Deli Serdang, it can be explained that transformational leadership style, job stress and job satisfaction have an effect on teacher performance (fourth hypothesis received). The results showed that the coefficient of determination (R2) was 72.3%, and the remaining 27.7% was caused by other factors such as organizational culture, work environment, and work discipline.]]>
<![CDATA[PENGARUH DISIPLIN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI ]]>
<![CDATA[Cut Meutia Mustika Suri]]>;
<![CDATA[Yohana Kartika]]>;
<![CDATA[Masrian Fauzan]]>;
<![CDATA[Arham Syaukani]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[It is important to know the effect both jointly and partially between discipline and motivation on employee performance. This research uses quantitative methods with explanatory research using primary data and secondary data. The population in this study were employees at the Regional Company Offices of Pasar Kota Medan and as many as 82 employees were used as research samples. The data analysis technique used is multiple and partial linear regression using SPSS 24.0. The discipline variable is significant at 0.029, so it can be concluded that employee performance is influenced by discipline (hypothesis 1 is accepted). The motivation variable has a significant value at 0.013. So it can be concluded that motivation affects employee performance (hypothesis 2 is accepted). The work facility variable has a significant value at 0.016. So it can be concluded that work facilities have an effect on employee performance (hypothesis 3 is accepted). The results showed that the discipline variables and work motivation together had a positive effect on employee performance. This is evidenced by the statistical results of the regression test which obtained a probability value of 0.000 smaller than α (α = 0.05), it can be explained that discipline and work motivation have a positive effect on employee performance. Then the fourth hypothesis is accepted.]]>
<![CDATA[MANAJEMEN KELAS RESPONSIF GENDER ]]>
<![CDATA[Susilawati Susilawati]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[Class management is very important for the implementation of good management. The study of this research is qualitative in which the results show that to develop gender responsive education management includes the following: (a) the provision of access to quality education, especially basic education equally for boys and girls, both through schooling and external education. school; (b) providing equal access to education for adults who are unable to attend school education; (c) increasing the provision of literacy education services for the adult population, especially women; (d) increasing coordination, information and education in order to prioritize gender-based education; and (e) institutional development of educational institutions both at the central and regional levels regarding gender-based education.]]>
<![CDATA[DAMPAK DANA DESA TERHADAP TINGKAT PEREKONOMIAN MASYAKARAT DI DESA TANJUNG BUGIS ]]>
<![CDATA[Ahmad Yasir]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[This study aims to determine the results of the implementation of development activities from village funds, the impact of village funds on the community economy from infrastructure development programs, improving the quality of human resources (both formal and non-formal education) on the level of community income. This research was conducted in the village of Tanjung Bugis which has 3 hamlets and 12 RTs, the number of respondents in the study was 100 respondents with a sample distribution according to the number of 12 RTs in 3 hamlets plus 10 village officials. The data analysis technique used in this research is qualitative descriptive analysis, using data collection methods that can be obtained directly from respondents by filling out questionnaires, in-depth interviews, making observations and from discussions. The results showed that the infrastructure and human resources development program that had been planned, the achievement of physical development in the last 3 years had reached 80% of the target and the achievement of human resource development had been realized by 45% of the target. There has been an increase in the welfare of the community as a result of the infrastructure development program and the improvement of human resources through skills training to improve the welfare of the community.]]>
<![CDATA[MAKNA DAN HAKIKAT PENDIDIKAN BIDANG POLITIK DALAM ALQURAN ]]>
<![CDATA[Aslan Aslan]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[Education is not only in the social and cultural scope, but covers all fields, including the political field. The study of this research is literature by searching related literature and looking for research findings from this study. The findings of this study that; First, politics teaches us about power, which is obtained by education. Second, the Qur'an also teaches humans about good politics without bringing down opponents.]]>
<![CDATA[PENGEMBANGAN POTENSI EKONOMI WILAYAH MENUJU DESA MANDIRI STUDI PADA SUMBER HARAPAN KABUPATEN SAMBAS ]]>
<![CDATA[Sumar’in Sumar’in]]>
<![CDATA[ Cross-border Vol. 2 No. 2 (2019): Cross-border ]]>
Publisher : <![CDATA[Lembaga Penelitian Dan Pengabdian Masyarakat Institut Agama Islam Sultan Muhammad Syafiuddin Sambas Kalimantan Barat ]]>
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<![CDATA[The rural development paradigm that must be developed is aspirational development that prioritizes community participation and accommodates developing aspirations as the main factor in development planning and implementation. The independent village is the highest village status among the four other statuses, that independent village has an increasing level of community welfare and a low amount of poverty. The author in conducting field research (field research) with a qualitative descriptive analytical approach. The sample in this study is the village of Sumber Harapan. The conclusion of the study is that the Pontensi Desa Sumber Harapan that can be developed based on the analysis of the researcher includes 2 (two) aspects, namely the first aspect of weaving and the second aspect of agriculture and plantations.]]>
