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International Journal of Society and Law
Published by Yayasan Sinergi Multidimensi Kreatif
ISSN : -     EISSN : 30314763     DOI : https://doi.org/10.61306/ijsl
Core Subject : Education, Social,
Law, Crime, Criminology & Criminal Justice Other
International Journal of Society and Law is a journal that explores important issues in the field of law and society at the international level. This journal provides a platform for a variety of research and analysis related to the interaction between law and social dynamics in global society. Topics discussed in this journal include international law, human rights, public policy, ethics, legal regulations, social developments, and legal issues relevant in a global context. With an emphasis on a multidisciplinary view, the journal aims to promote a better understanding of how law and society influence each other, as well as their impact on global society.
Arjuna Subject : Umum - Umum
Articles 340 Documents
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The Influence of Knowledge Management on the Culture of Knowledge Sharing With Leadership as an Intervening Variable at the Ministry of Religion of Binjai City Kartika Ujiani Nasution; Abdi Sugiarto
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.156

Abstract

Knowledge management in government institutions is essential to improve operational efficiency, innovation, and quality of public services, as well as ensure adaptability, transparency, accountability, and responsiveness to the needs of society in the era of globalization and increasingly fierce competition. The purpose of this study is to find out and analyze the influence of Knowledge Management on the Culture of Knowledge Sharing mediated by the Leadership at the Office of the Ministry of Religion of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 105 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that Knowledge Management has a positive and significant influence on Knowledge Sharing Culture, with T-statistical values of 2.973 > 1.96 and P-Values of 0.003 < 0.05, which means that an increase in Knowledge Management will significantly improve the Knowledge Sharing Culture. In addition, Knowledge Management also has a positive and significant effect on Leadership, shown by a T-statistical value of 78.253 > 1.96 and a P-Value of 0.000 < 0.05, indicating that improving Knowledge Management will significantly improve organizational leadership. Other findings showed that Leadership had a positive and significant effect on the Knowledge Sharing Culture, with a T-statistic value of 5.668 > 1.96 and a P-Value of 0.000 < 0.05, which indicates that an increase in Leadership will significantly improve the Knowledge Sharing Culture. Indirect influence analysis showed that Leadership was able to intervene in the influence between Knowledge Management and Knowledge Sharing Culture, with a T-statistical value of 5.796 > 1.96 and a P-Value of 0.000 < 0.05. These results provide important insights that Leadership plays a significant intermediary variable in the relationship between Knowledge Management and Knowledge Sharing Culture at the Office of the Ministry of Religion of Binjai City. These findings underscore the importance of integrating knowledge management strategies and leadership development to improve the culture of knowledge sharing in government institutions.
The Influence of Empowerment Leadership on Proactive Behavior of Employees With Goal Orientation as a Mediation Variable at the Women's Empowerment Office, Protection Children and the People of Binjai City Kherunisa R. Galua; Abdi Sugiarto
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.157

Abstract

A deep understanding of the relationship between empowering leadership styles, goal orientation, and proactive behavior of employees can be key to optimizing organizational performance in addressing sensitive issues related to women, children, and society more effectively. The purpose of this study is to find out and analyze the influence of Empowerment leadership on Proactive Behavior mediated by the Orientation of the purpose at the Office of Women's Empowerment, Child Protection and Community of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees, with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) There is no influence of Empowerment Leadership on proactive behavior. where the T-statistic value is 0.960 < 1.96 and the P-Value value is 0.341 > 0.05. 2) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value of 0.028 < 0.05 which means that if the leadership Empowerment is improved, then employee goal orientation will increase.3) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value value of 0.028 < 0.05 which means that if Empowerment leadership is improved, employee goal orientation will increase and 4) Goal orientation is able to mediate the influence between Empowerment Leadership and Proactive Behavior with a T-Statistic value of 2.300 > 1.96 and a P-Value of 0.025 < 0.05. The implication of these findings is that management needs to consider implementing appropriate goal-oriented development strategies, along with empowerment leadership practices, to create a work environment that supports and encourages productive and innovative proactive behaviorsLeadership Empowerment
The Influence of Employee Competencies on Increasing Women's Empowerment Through Programs Training at the Empowerment Office Women, Child Protection and Community (Dp3am) Binjai City Lailan Azizah; Muhammad Isa Indrawan
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.158

Abstract

Employee knowledge or competence will increase employee motivation in participating in training and employee performance. The purpose of this study is to find out and analyze the influence of Competence on Performance mediated by Training at the Office of Women's Empowerment, Child Protection and Community Protection (DP3AM) Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that Competence had a significant influence on employee performance (T-statistic 2,567 > 1.96; P-value 0.011 < 0.05), which indicates that improving Competency directly improves employee performance. Competence also had a positive and significant effect on Training (T-statistic 9.042 > 1.96; P-value 0.000 < 0.05), indicating that the improvement of Competency significantly increases employee training. Furthermore, training had a positive and significant effect on Performance (T-statistic 6,091 > 1.96; P-value 0.000 < 0.05), which means that the increase in Training significantly improves Performance. Indirect influence analysis showed that Training was able to intervene in the influence between Competence and Performance (T-statistic 5.974 > 1.96; P-value 0.000 < 0.05). These findings provide insight that Training plays a significant mediator role in the relationship between Competency and Performance, emphasizing the importance of Training in improving employee Performance.
The Effect of Training Programs on Capacity Building of Posyandu Cadres Through Managerial Competence in the Women's Empowerment, Child Protection Office and the People of Binjai City Ruri Aswansari; Muhammad Isa Indrawan
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.159

Abstract

The purpose of this study is to find out and analyze the effect of Training on Knowledge mediated by Managerial Competence in Posyandu Cadres of Employees of the Women's Empowerment, Child Protection and Community Service (DP3AM) of Binjai City. This research was carried out at the Women's Empowerment, Child Protection and Community Protection Office (DP3AM) of Binjai City. The type of research is quantitative associative. The sample in this study was 172 Posyandu Cadres of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City. The sampling technique in this study uses a random sampling technique from the entire population of 1205 people. The results of the study show that Training has a significant influence on Knowledge as shown by the T-Statistic value of 24,882 > 1.96 and the P Value of 0.000 < 0.05. In the effect of Training on Managerial Competence, data on T-Statistical values were obtained from 4,948 > 1.96 and P-Value values of 0.000 < 0.05 or there was an influence of Training on Managerial Competence. Managerial Competence has a significant effect on Knowledge with a T-Statistic value of 3,039 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Managerial Competence has a role as an intervening variable in explaining the relationship between Training and Knowledge of Posyandu Cadres. This shows that improvements in training can improve Managerial Competence, which ultimately contributes to increasing the Knowledge of Posyandu Cadres of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City.
The Influence of Democratic Leadership on Employee Performance With Psychological Empowerment as a Mediation Variable in the Women's Empowerment Office, the Protection of Children and Community (Dp3am) Binjai City Muhammad Arif Pohan; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.160

Abstract

The purpose of this study is to find out and analyze the influence of Democratic Leadership on Employee Performance mediated by Psychological Empowerment in Employees of the Women's Empowerment, Child Protection and Community Service (DP3AM) of Binjai City. This research was carried out at the Women's Empowerment, Child Protection and Community Protection Office (DP3AM) of Binjai City. The type of research is quantitative associative. The sample in this study is 61 employees of the Women's Empowerment, Child Protection and Community Service (DP3AM) of Binjai City. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 61 people. The results of the study show that Democratic Leadership has a significant influence on Employee Performance as shown by a T-Statistic value of 9,023 > 1.96 and a P Value of 0.001 < 0.05. In the influence of Democratic Leadership on Psychological Empowerment, data obtained T-Statistical values were obtained from 10,966 > 1.96 and P-Value values of 0.000 < 0.05 or no influence of Democratic Leadership on Psychological Empowerment. Psychological Empowerment has a significant effect on Employee Performance with a T-Statistic value of 16,939 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Psychological Empowerment also has a role as an intervening variable that will explain the relationship between Democratic Leadership and the Performance of Employees of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City. This shows that improvements in Democratic Leadership will be able to increase Psychological Empowerment, which in turn can also contribute to improving the Performance of Employees of the Women's Empowerment, Child and Community Protection Office (DP3AM) of Binjai City.
The Effect of Work Ability and Professionalism on Employee Performance Through Additional Income at the Binjai City Tourism Office Wira Juwita; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.161

Abstract

The purpose of this study is to find out and analyze the influence of Work Ability and Professionalism on Employee Performance mediated by Additional Income at the Binjai City Tourism Office. This research was carried out at the Binjai City Tourism Office. The type of research is quantitative associative. The sample in this study is 38 employees with ASN and honorary status at the Binjai City Tourism Office. The sampling technique in this study uses a saturated sample where the entire population will be a sample in this study as many as 38 people. The results of the study show that Employability has a significant influence on Employee Performance as shown by a T-Statistic value of 7,311 > 1.96 and a P Value of 0.000 < 0.05. In the effect of Professionalism on Employee Performance, the T-Statistical value data was obtained from 5,570 > 1.96 and the P-Value value was 0.000 < 0.05 or there was an influence of Professionalism on Employee Performance. Workability has a significant effect on Employee Additional Income with a T-Statistic value of 2,401 > 1.96 with a P-Value of 0.002 < 0.05. Professionalism has no effect on Employee Additional Income. This can be seen from the results of the T-Statistic value of 0.668 < 1.96 with a P-Value of 0.548 > 0.05. In the effect of Additional Income on Employee Performance, a T-Statistic value of 3,701 > 1.96 was obtained with a P-Value of 0.009 < 0.05 which means that Additional Income has a significant effect on the Performance of Employees of the Binjai City Tourism Office. In the indirect influence, the results show that Additional Income does not have a role as an intervention variable in explaining the relationship between Work Ability and Professionalism on Employee Performance. This shows that improvements in Workability and Professionalism cannot increase Additional Income, which ultimately does not contribute to the improvement of the Performance of Employees of the Binjai City Tourism Office.Top of Form
The Influence of Democratic Leadership on Employee Performance With Organizational Commitment as an Intervening Variable in the Population and Civil Registry Office of Binjai City Yani Utami Leo; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.162

Abstract

The role of employees in achieving organizational goals is undeniable, along with their behavior and performance which has a significant impact on the overall performance of the organization. Understanding the relationship between democratic leadership, employee performance, and organizational commitment, creates new challenges in optimizing organizational potential. The purpose of this study is to find out and analyze the influence of Democratic leadership on Employee Performance mediated by Organizational Commitment at the Population and Civil Registration Office of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that Democratic Leadership has a positive and significant effect on Employee Performance with a T-Statistical value of 0.2,182 > 1.96 and a P-Value of 0.033 < 0.05, as well as Democratic Leadership has a positive and significant effect on Organizational Commitment with a T-Statistical value of 44,165 > 1.96 and a P-Value of 0.000 < 0.05. However, Organizational Commitment has no effect on Employee Performance with a T-Statistic value of 1.956 < 1.96 and a P-Value of 0.055 > 0.05. Likewise, the organization's commitment was unable to intervene in the influence between Democratic Leadership on Employee Performance with a T-Statistical value of 1.943 < 1.96 and a P-Value of 0.057 > 0.05. These results provide insight into the existence of other mediating factors that can affect the relationship between leadership style and employee performance at the Binjai City Population and Civil Registration Office.
The Effect of Basic Disaster Management Training on Basic Training With Employee Performance as an Intervening Variable at the Human Resource Development Agency North Sumatra Province Yurlinda; Muhammad Isa Indrawan
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.163

Abstract

The purpose of this study is to find out and analyze the influence of Basic Training on Employee Competency mediated by Performance on Employees of the North Sumatra Human Resources Development Agency. This research was carried out at the North Sumatra Human Resources Development Agency. The type of research is quantitative associative. The sample in this study is 107 employees of the North Sumatra Human Resources Development Agency. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 107 people. The results of the study show that Basic Training does not have a significant influence on Employee Competence as shown by the T-Statistic value of 0.265 < 1.96 and the P Value value of 0.791 > 0.05. In the effect of Basic Training on Performance, data on T-Statistics values were obtained from 3,035 > 1.96 and P-Value values of 0.003 < 0.05 or there was an influence of Basic Training on Performance. Performance had a significant effect on Employee Competency with a T-Statistic value of 4,407 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Performance has a role as an intervening variable that will explain the relationship between Basic Education and Training and Employee Competency of the North Sumatra Human Resources Development Agency. This shows that improvements in Basic Training will be able to improve performance, which in turn can also contribute to improving the Competency of Employees of the North Sumatra Human Resources Development Agency.
The Effect of Competence on Performance With Training as an Intervening Variable in Regional Apparatus North Sumatra Province Neny Prestiany; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.164

Abstract

The purpose of this study is to find out and analyze the influence of Competency on Employee Performance mediated by Training for Employees of the North Sumatra Human Resources Development Agency. This research was carried out at the North Sumatra Human Resources Development Agency. The type of research is quantitative associative. The sample in this study is 107 employees of the North Sumatra Human Resources Development Agency. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 107 people. The results of the study show that Competence has a significant influence on Employee Performance as shown by a T-Statistic value of 4,572 > 1.96 and a P Value of 0.000 < 0.05. In the effect of Competency on Training, data on T-Statistical values were obtained from 1,180 < 1.96 and P-Value values of 0.238 > 0.05 or no effect of Competence on Training. Training had a significant effect on Employee Performance with a T-Statistic value of 2,190 > 1.96 with a P-Value of 0.029 < 0.05. In the indirect influence, the results show that training does not have a role as an intervening variable that will explain the relationship between Competency and Employee Performance of Employees of the North Sumatra Human Resources Development Agency. This shows that improvements in Competencies will not be able to improve Training, which in the end will also not be able to contribute to improving the Performance of Employees of the North Sumatra Human Resources Development Agency.
The Influence of Organizational Climate on Employee Commitment With Job Satisfaction and Motivation as Intervening Variables at Pt. Persada Engineering Media Riswan Sidik; Abdi Sugiarto
International Journal of Society and Law Vol. 2 No. 2 (2024): August 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.165

Abstract

A conducive organizational climate and its influence on employee performance, job satisfaction, motivation, and commitment are essential in improving organizational performance. The purpose of this study is to find out and analyze the influence of organizational climate on employee commitment mediated by job satisfaction and motivation at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees at PT. Media Teknik Persada with a total of 67 people. The results of data analysis of this study show that the organizational climate has no influence on employee commitment with a T-statistical value of 0.416 < 1.96 and a P-value of 0.678 > 0.05). However, a conducive organizational climate had a positive and significant effect on job satisfaction with a T-statistical value of 18.076 > 1.96 and a P-value of 0.000 < 0.05 and motivation with a T-statistical value of 11.773 > 1.96 and a P-value of 0.000 < 0.05. Job satisfaction had no effect on employee commitment with a T-statistical value of 0.901 < 1.96 and a P-value of 0.371 > 0.05. Job satisfaction was also unable to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 0.912 < 1.96 and a P-value of 0.365 > 0.05). On the other hand, work motivation had a positive and significant influence on employee commitment with a T-statistical value of 5.802 > 1.96 and a P-value of 0.000 < 0.05) and was able to intervene in the influence of organizational climate on employee commitment with a T-statistical value of 4.401 > 1.96 and a P-value of 0.000 < 0.05). These findings imply that organizations need to improve, pay attention to, maintain, and improve the organizational climate to create a comfortable atmosphere for employees, which in turn increases employee motivation and commitment.

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