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<![CDATA[Employee Assessment Through Job Satisfaction ]]>
<![CDATA[Ferry Satiandra Putra Dalimunthe]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research was conducted to examine the influence of competency and motivation on job satisfaction with work discipline as an intervening variable. This type of research uses quantitative, primary data sources as the data source, the collection technique used is quantitative. The population used was 80 employees. The sample used was also 80 employees using a saturated sampling technique. The research model used is method analysis. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.390 and a p value of 0.000 <0.05. Competence has a positive and insignificant effect on Work Discipline with an original sample value of 0.071 and a p value of 0.257 > 0.05. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.234 and a p value of 0.001 < 0.05. Motivation has a positive and significant effect on Work Discipline with an original sample value of 0.722 and a p value of 0.000 <0.05. Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.377 and a p value of 0.000 <0.05. Competency has an indirect positive and insignificant effect on Job Satisfaction through Work Discipline with an original sample value of 0.028 and a p value of 0.262. Motivation has a positive and significant influence on Job Satisfaction indirectly through Work Discipline with an original sample value of 0.281 and a p value of 0.000.]]>
<![CDATA[Employee Assessment Through Performance ]]>
<![CDATA[Fridholin Hatoguan Pasaribu]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to examine the influence of competency, integrity and organizational culture on employee performance with job satisfaction as an intervening variable. The phenomenon that occurs at BPJS Employment in the range and in Palu is that there is still a lack of employee competency so that employee performance is not optimal. There are employees who are competent but there are not many. This is because the organizational culture is bad and uncontrolled so that employee integrity is also compromised. In this incident, many employees feeling dissatisfied with the organization's attention to its employees is the reason why employees do not express their abilities to the organization because the organization does not treat employees well to the point that employees limit themselves to working at BPJS Employment in the range and city of Palu. The results of this research are as follows: Organizational Culture has a positive and significant effect on Job Satisfaction with an original sample value of 0.397 and a p value of 0.000. Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.233 and a p value of 0.002. Integrity has a positive and significant effect on Job Satisfaction with an original sample value of 0.357 and a p value of 0.000. Integrity has a positive and insignificant effect on employee performance with an original sample value of 0.069 and a p value of 0.171. Job satisfaction has a positive and significant effect on employee performance with a value of 0.644 and a p value of 0.000. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.194 and a p value of 0.009. Competence has a positive and insignificant effect on employee performance with an original sample value of 0.023 and a p value of 0.383. Organizational Culture has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.256 and a p value of 0.000. Integrity has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.230 and a p value of 0.000. Competency has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.125 and a p value of 0.020.]]>
<![CDATA[Improving Competency Through Employee Performance ]]>
<![CDATA[Hendrik Timbul H Manullang]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Human Resources (HR) are very important and must be possessed in an effort to achieve organizational or company goals. Human resources are the main element of an organization compared to other resource elements such as capital and technology, because humans themselves control other factors. The problem that occurs as a phenomenon in the BPJS Employment organization Tanjung Morawa and Pematang Siantar Branches is that the quality of human resources is still not good, meaning that organizational goals have not been achieved, the lack of training and knowledge makes employees less qualified in responding to their work so that employee performance is inadequate and they have to do a lot of training. , not all employees also have good competence in their abilities so that there is still a lot of work not completed on time. The results of this research are as follows:Competency has a positive and significant effect on employee performance with an original sample value of 0.498 and a p value of 0.000 <0.05. HR quality has a positive and significant effect on employee performance with an original sample value of 0.445 and a p value of 0.000 <0.05. Human resource quality has a positive and significant effect on competency with an original sample value of 0.814 and a p value of 0.000 <0.05. HR quality has a positive and significant indirect effect on employee performance through competency with an original sample value of 0.405 and a p value of 0.000.]]>
<![CDATA[Improving Employee Performance Through Work Motivation ]]>
<![CDATA[Heru Fajrin]]>;
<![CDATA[Mesra B]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research was conducted to determine the influence of organizational culture, work motivation on employee performance.In observations conducted by researchers at BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices, there is an organizational culture phenomenon within it that has an influence on employee motivation and performance. There are differences in organizational culture within BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices and other company offices. This can be seen from differences- in employee behavior to the regulations within them. As happened at the Padang Sidempuan branch of BPJS, where the employees' behavior was more communicative with each other than with the Lhoksumawe branch. Another difference is that the working hours at the Lhoksumawe branch of BPJS are more flexible than those at the Padang Sidempuan branch. This different organizational culture will of course result in different motivation and performance in each branch. Therefore, researchers are very interested in taking up this discussion. Based on the above background, the author is interested in conducting research entitled "The Influence of Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable at "BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices" The results of this research are as follows: Organizational Culture has a positive and significant effect on Employee Performance with an original sample value of 0.442 and a p value of 0.000. Organizational culture has a positive and significant effect on work motivation with an original sample value of 0.900 and a p value of 0.000. Work Motivation has a positive and significant effect on employee performance with an original sample value of 0.529 and a p value of 0.000. Organizational culture has a positive and significant indirect effect on employee performance through employee performance with an original sample value of 0.476 and a p value of 0.000.]]>
<![CDATA[Improving Performance Through Training ]]>
<![CDATA[Khairunnisah Khairunnisah]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research was conducted to determine the effect of career development on employee performance with training as an intervening variable at the North Sumatra Culture and Tourism Service by conducting a path analysis research method, this type of research uses quantitative, and the source of this research uses primary data sources. This research collects data by means of distributed questionnaires, the population used was 119 employees and a sample was drawn using the Slovin formula to become 92 employees. The results of this research are as follows: Training has a positive and significant influence on employee performance with the original sample being 0.316 and P values 0.035 < 0.05 meaning hypothesis accepted. Career Development has a positive and significant effect on Employee Performance with an original sample value of 0.621 and a P value of 0.000 < 0.05, meaning the hypothesis is accepted. Career Development has a positive and significant effect on Training with an original sample value of 0.933 and a p value of 0.000 <0.05, meaning the hypothesis can be accepted. Career development has a positive and significant effect on employee performance indirectly through training with an original sample value of 0.294 and a P value of 0.032 < 0.05, the hypothesis can be accepted.]]>
<![CDATA[Optimization of Job Satisfaction Through Competencies ]]>
<![CDATA[Lasber Manullang]]>;
<![CDATA[Mesra B]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research is useful for looking at the influence of work environment, flexibility on job satisfaction and competence.This research took as its object a BPJS Employment company office, Pematang Siantar and Kisaran Branches. The lack of work environment at BPJS Employment Pematang Siantar and Kisaran Branches can also affect work flexibility, because these two things have a close continuity. The conditions of the work environment around the research actually have several problems for the employees who work there. Employee discomfort at work will certainly affect employee flexibility so that the satisfaction of company officials will certainly have an influence. Even though the assessment of the work environment is again a personal assessment of each employee, in general, in fact it does have an influence on work flexibility and job satisfaction. Several things that happened at BPJS Employment Pematang Siantar Branch and Kisaran Branch were the lack of communication between employees and even between employees and superiors, which was one of the reasons for the poor working environment. This lack of communication between employees will cause new problems that will affect work flexibility and possibly even more employees' future. The results of this research are as follows:Work Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.161 and a p value of 0.154. Work Flexibility has a positive and significant effect on Competency with an original sample value of 0.786 p value 0.000. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.583 and a p value of 0.000. Work Environment has a positive and significant effect on Job Satisfaction with an original sample value of 0.193 and a p value of 0.016. Work Environment has a positive and significant effect on Competency with an original sample value of 0.165 and a p value of 0.016. Job Flexibility has a positive and significant indirect effect on Job Satisfaction through Job Satisfaction with a value of 0.457 and a p value of 0.000. Work Environment has a positive and significant indirect effect on Job Satisfaction through competency with an original sample value of 0.096 and a p value of 0.000.]]>
<![CDATA[Determination of ASN Performance ]]>
<![CDATA[Andi Syahputra]]>;
<![CDATA[Nizamuddin Nizamuddin]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Human resources (HR) are a very important factor that cannot be separated from an organization, whether institutional or company. HR is also the key that determines the company's development. In essence, HR is in the form of humans who are employed in an organization as movers, thinkers and planners to achieve the organization's goals. The location of the research was carried out at Rumkit Tk II Iskandar Muda, the population of this study was 226 and the sample after being broken down using the Slovin formula was 144. The results of this research are as follows: Work Discipline has been a positive and significant effect on ASN Performance with an original sample value of 0.527 and p value 0.000. Loyalty has a positive and significant effect on Work Discipline with an original sample value of 0.599 and ap value of 0.000. Loyalty has a positive and significant effect on performance with an original sample value of 0.200 and ap value of 0.021. Work Motivation has a positive and significant effect on Work Discipline with an original sample value of 0.324 and ap value of 0.000. Work Motivation has a positive and insignificant effect on performance with an original sample value of 0.169 and ap value of 0.056. Loyalty has a positive and significant indirect effect on performance through work discipline with an original sample value of 0.316 and ap value of 0.000. Work Motivation has a positive and significant indirect effect on performance through Work Discipline with an original sample value of 0.171 and ap value of 0.001.]]>
<![CDATA[Optimizing Employee Performance Through Competency ]]>
<![CDATA[Herawati Butarbutar]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to see the effect of communication on employee performance with competency as an intervening variable at BPJS Employment Padang Sidimpuan Branch and BPJS Employment Kisaran Branch. The phenomenon that occurs at BPJS Employment in the Padang Sidimpuan Branch and Kisaran Branch is the influence of communication on employee performance and work competency. Because there are still many individuals who lack the ability to comprehend and understand communication, the effectiveness of communication cannot run smoothly. When an individual sends a message in communication, the recipient of the message must understand the meaning of the message so that employee performance and competence can run well with the aim of achieving the success of a company. The results of this research are as follows: Competency has a positive and significant effect on employee performance with a value of 0.604 and a significant value of 0.000. Communication has a positive and significant effect on employee performance with a value of 0.307 and a significant value of 0.001. Communication has a positive and significant effect on Competency with a value of 0.768 and a significant value of 0.000. Communication has a positive and significant effect on employee performance indirectly through Competency with a result of 0.463 and a significant value of 0.000.]]>
<![CDATA[Determination of Employee Performance ]]>
<![CDATA[Maryanto Purba]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[Bad human resources will cause an organization to have big or small problems, this will definitely happen if human resources in the organization are low. Human Resources (HR) in general are productive individuals who work as drivers of an organization, both within institutions and companies who function as assets and must be trained and developed. The phenomenon that occurs at BPJS Ketenagakerjaan, Padang Sidimpuan and Pematangsiantar branch offices, each branch has its own problems, but there are similarities between the mistakes of both organizations, namely a poor and toxic organizational culture that reduces employee performance, this culture makes employees less enthusiastic about working. Due to the lack of positive interaction between employees with each other, a culture of indifference also mushrooms in that place. Poor work causes employee performance to decline. This is due to a lack of work motivation and strict arrangements to change a toxic organizational culture into a positive organizational culture. in every job and communication. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with a value of 0.398 and a significant value of 0.000. Organizational culture has a positive and significant effect on work motivation with a value of 0.896 and a significant value of 0.000. Work Motivation has a positive and significant effect on Employee Performance with a value of 0.542 and a significant value of 0.000. Organizational culture has a positive and significant effect on employee performance indirectly through work motivation with a value of 0.485 and a significant value of 0.000.]]>
<![CDATA[Determinants of Employee Performance Through Job Satisfaction ]]>
<![CDATA[Sara Kurnia D Situmorang]]>;
<![CDATA[Mesra B]]>
<![CDATA[ Proceedings of the International Conference on Multidisciplinary Science (INTISARI) Vol. 1 No. 1 (2024): Proceedings of the International Conference on Multidisciplinary Science (INTIS ]]>
Publisher : <![CDATA[PT. Multidisciplinary Press Indonesia ]]>
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<![CDATA[This research aims to see the results of the influence of work motivation on employee performance with job satisfaction as an intervening variable at the Pematang Siantar and Tanjung Morawa branch offices. By using quantitative as the type of research, primary data source, questionnaire as data collection technique, the research population was 65 employees and the sample used was also 65 employees with a saturated sampling technique, the research method used was phat analysis with Smart PLS as the calculation tool. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.603 and ap value of 0.000. Work Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.842 and ap value of 0.000. Work Motivation has a positive and significant effect on employee performance with an original sample value of 0.348 and ap value of 0.000. Work Motivation has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.508 and ap value of 0.000.]]>
