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145 Documents
<![CDATA[Performance Improvement Through Communication Synergy and Teamwork ]]>
<![CDATA[Yunita BR Hutauruk]]>;
<![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[In this research, the researcher aims to see the results of the influence of communication and teamwork on employee performance by synergy as an intervening variable at the BPJS Padang Sidempuan Raya and Pematang Siantar Raya branch offices. The phenomenon that occurred at the Padang Sidempuan Raya and Pematang Siantar Raya branch offices was the influence of communication and teamwork on employee performance with increased synergy as an intervening variable at the Padang Sidempuan Raya and Pematang Siantar Raya branch offices. Where communication is very important in employee performance to increase synergy and cooperation within the team. When communication and teamwork work poorly, employee performance in improving company synergy will be delayed. So a good relationship between communication and teamwork is needed to build synergistic performance. The results of this research are as follows: Teamwork has a positive and significant effect on employee performance with a value of 0.177 and a significant value of 0.005. Teamwork has a positive and significant effect on synergy with a value of 0.196 and a significant value of 0.023. Communication has a positive and significant effect on employee performance with a sample of 0.259 and a sig of 0.016. Communication has a positive and significant effect on Synergy with a value of 0.733 and a sig of 0.000. Synergy has a positive and significant effect on employee performance with a value of 0.533 and a significant value of 0.000. Teamwork has a positive and significant effect on employee performance indirectly through Synergy with a value of 0.104 and a significant value of 0.041. Communication has a positive and significant effect on employee performance indirectly through Synergy with a value of 0.391 and a significant value of 0.000.]]>
<![CDATA[Optimizing Employee Performance Through Job Satisfaction ]]>
<![CDATA[Romulus Desyanyo Gultom]]>;
<![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[Human resources (HR) are closely related to aspects of employee employment and organizational management. The phenomenon that occurs at BPJS Employment Pematang Siantar and Kisaran Branch Offices is that the lack of employee discipline in work and time makes employee performance less good. This is because employees feel dissatisfied with their work because there is no organization that pays attention to employees and there is no compensation so that employee performance decreases. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original value of 0.858 and ap value or sig of 0.000. Work Discipline has a positive and significant effect on Employee Performance with an original value of 0.174 and ap value or sig of 0.006. Job Satisfaction has a positive and significant effect on Employee Performance with an original value of 0.770 and ap value or sig of 0.000. Work Discipline influences employee performance indirectly through Job Satisfaction with an original value of 0.661 and ap value or sig of 0.000.]]>
<![CDATA[Improving Performance Through Job Satisfaction ]]>
<![CDATA[Haikal Nurseha]]>;
<![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 see the influence of mutation and work environment on employee performance with job satisfaction as an intervening variable. With quantitative as the type of research, primary as the source and data collection is used by distributing questionnaires and Likert scales, the research population is 60 employees and the sample is also 60 employees because all the sampling techniques used are saturated sampling techniques. 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 0.443 and ap value of 0.000. Work Environment has a positive and significant effect on Job Satisfaction with an original sample value of 0.461 and ap value of 0.001. The work environment has a positive and significant effect on employee performance with an original sample value of 0.275 and ap value of 0.021. Mutations have a positive and significant effect on Job Satisfaction with a value of 0.443 and a value of 0.002. Mutations have a positive and significant effect on employee performance with an original sample value of 0.239 and ap value of 0.032. The work environment influences employee performance indirectly through job satisfaction positively and significantly with an original sample value of 0.204 and ap value of 0.014. Mutations influence employee performance indirectly through job satisfaction with an original sample value of 0.196 and ap value of 0.010.]]>
<![CDATA[Optimizing Organizational Commitment Through Organizational Culture ]]>
<![CDATA[Apri Tantri Hutagaol]]>;
<![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[One of the companies that carries out human resource management is BPJS Ketenagakerjaan (Employment Social Security Administering Agency) which is a public program that provides protection for workers to overcome certain socio-economic risks and its implementation uses social insurance mechanisms as a State institution that operates in the insurance sector. social BPJS Ketenagakerjaan, formerly known as PT Jamsostek (Persero), is the implementer of the labor social security law. The results of this research are as follows: Organizational Culture has a positive and significant effect on Organizational Commitment with a value of 0.431 and a sig of 0.000. Teamwork has a positive and significant effect on Organizational Culture with a value of 0.347 and sig 0.001. Teamwork has a positive and significant effect on Organizational Commitment with a value of 0.380 and sig 0.001. Organizational Citizenship Behavior has a positive and significant effect on Organizational Culture with a value of 0.573 and a sig of 0.000. Organizational Citizenship Behavior has a positive and significant effect on Organizational Commitment with a value of 0.113 and a sig of 0.204. Teamwork has a positive and significant indirect effect on Organizational Commitment through Organizational Culture with a value of 0.150 and a sig of 0.007. Organizational Citizenship Behavior has a positive and significant indirect effect on Organizational Commitment through Organizational Culture with a value of 0.247 and a sig of 0.000.]]>
<![CDATA[Employee Performance Termination ]]>
<![CDATA[Ginta Fernandes Ginting]]>;
<![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 leadership style on employee performance with organizational strategy as an intervening variable. By using quantitative research, primary data sources and collecting data by conducting questionnaires and sharing them with respondents, the population of this study was 80 employees and the sample used was also 80 respondents using a saturated sampling technique as the sampling technique. This research model uses phat analysis. The results of this research are as follows: Leadership style has a positive and insignificant effect with a value of 0.053 and a significant value of 0.172 > 0.05. BPJS Employment Sumbagut Regional Office. Leadership style has a positive and significant effect on Organizational Strategy with a value of 0.785 and a significant value of 0.000 <0.05. BPJS Employment Sumbagut Regional Office. Organizational Strategy has a positive and significant effect on Employee Performance with a value of 0.898 and a significant value of 0.000 <0.05 at. BPJS Employment Sumbagut Regional Office. Leadership Style has an indirect effect on Employee Performance positively and significantly through Organizational Strategy with a value of 0.705 and a significant value of 0.000 <0.05 at. BPJS Employment Sumbagut Regional Office.]]>
<![CDATA[The Influence of Organizational Commitment and Organizational Culture on Employee Performance Through Employee Job Satisfaction as an Intervening Variable (Study on BPJS Employment in Aceh Raya Region) ]]>
<![CDATA[Kurniadi Kurniadi]]>;
<![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 determine the influence of organizational commitment and organizational culture on employee performance through employee job satisfaction as an intervening variable. With the type of quantitative research used, the primary data source used was data collection by distributing questionnaires, a population of 107 employees and a sample of 107 employees and a saturated sampling technique used, this research model is phat analysis, the results of this research are as follows: Culture Organization has a positive and significant effect on Job Satisfaction with an original sample value of 0.687 and ap value of 0.000. Organizational culture has a positive and significant effect on performance with an original sample value of 0.370 and ap value of 0.003. Job satisfaction has a positive and significant effect on performance with an original sample value of 0.338 and ap value of 0.002. Organizational Commitment has a positive and significant effect on Job Satisfaction with an original sample value of 0.237 and a P value of 0.001. Organizational Commitment has a positive and significant effect on performance with an original sample value of 0.198 and a P value of 0.014. Organizational Culture has a positive and significant indirect effect on Performance through Job Satisfaction with an original sample value of 0.232 and a P value of 0.002. Organizational Commitment has a positive and significant indirect effect on Performance through Job Satisfaction with an original sample value of 0.800 and a P value of 0.014.]]>
<![CDATA[Legal Responsibility for the Concurrent Crimes of Fraud and Embezzlement ]]>
<![CDATA[Adlin Adlin]]>;
<![CDATA[Saiful Asmi Hasibuan]]>
<![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[The legal regulation on concurrent criminal acts serves as a guideline for addressing situations where an individual commits multiple offenses that have not yet been adjudicated by the court. This regulation ensures a structured approach to resolving such cases and determining appropriate penalties. In the context of crimes such as fraud and embezzlement, concurrent penalties involve a legal assessment that views each criminal act as distinct and separate, even if they were committed in a connected or sequential manner. This perspective is crucial because it recognizes the individuality of each offense, leading to the imposition of penalties that reflect the seriousness and impact of each act. The combination of concurrent penalties thus ensures that justice is served in a manner that acknowledges the complexity and multiplicity of criminal behavior, providing a comprehensive resolution that addresses all aspects of the crime(s) committed. This approach not only upholds the principles of fairness and proportionality in sentencing but also reinforces the legal system's commitment to treating each offense with the gravity it deserves.]]>
<![CDATA[Legal Analysis of Criminal Acts of Extortion and Threats Through Electronic Media ]]>
<![CDATA[Andri Andri]]>;
<![CDATA[Saiful Asmi Hasibuan]]>
<![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[The rapid development of information technology has changed human life to be easier. This has caused changes in human life activities in various fields which have also directly influenced the birth of new criminal acts related to information technology. One of these crimes is extortion and threats through information technology which in principle are the same as conventional extortion and threats, the only difference is that the means are through information technology. The legal regulations used in criminal acts of extortion and threats through information technology are Law Number 19 of 2016 concerning Amendments to Law Number 11 of 2008 concerning Information and Electronic Transactions]]>
<![CDATA[Criminal Acts of Narcotics Abuse for Oneself Based on Law Number 35 of 2009 Concerning Narcotics ]]>
<![CDATA[Purwoko Purwoko]]>;
<![CDATA[Yasmirah Mandasari Saragih]]>
<![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[The existence and use of narcotics are legal in terms of legal aspects. Law Number 35 of 2009 concerning Narcotics only prohibits the use of narcotics not in accordance with the provisions of the law or referred to as drug abuse. Drug abuse for oneself is seen as a perpetrator of a crime as well as a victim, based on this, the sanctions that will be applied to drug abuse for oneself must be taken through rational policies.]]>
<![CDATA[Legal Analysis of the Criminal Act of Trading in Protected Animals Based on Law Number 5 of 1990 Concerning Conservation of Natural Resources and Ecosystems ]]>
<![CDATA[Risa Damayanty]]>;
<![CDATA[Yasmirah Mandasari Saragih]]>
<![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[The crime of trading protected animals is prohibited by law in Indonesia. Because it can threaten the existence of various animals that have spread throughout Indonesia. For that reason, Law Number 5 of 1990 concerning Conservation of Natural Resources and Ecosystems has formulated and threatened criminal penalties for various methods and consequences of actions that commit the crime of trading protected animals.]]>
