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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 216 Documents
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The effect of public services, motivation and income on employee performance through job satisfaction At the binjai city BPKPAD Office Andi Antorio Ginting; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.150

Abstract

The purpose of this study is to find out and analyze the influence of Public Services, Motivation and Income on Performance mediated by Job Satisfaction at the BPKPAD Office of Binjai City. This research was carried out at the BPKPAD Office of Binjai City. The type of research is quantitative associative. The population in this study is 190 employees with ASN and honorary status in the General Section of the BPKPAD Office in Binjai City. The sampling technique in this study uses the slovin technique which is as many as 129 people. The results of the study show that Public Services have a significant influence on Performance as shown by the T-Statistic value of 10,702 > 1.96 and the P Value of 0.000 < 0.05. The influence of Motivation on performance is shown by a T-Statistic value of 3,209 > 1.96 and a P Value of 0.001 < 0.05 which shows that there is an influence between motivation and employee performance. In the effect of Income on Employee Performance, data on the T-Statistical value was obtained from 3,057 > 1.96 and a P-Value value of 0.001 < 0.05 or there was an effect of Income on Performance. Public Services had a significant effect on Employee Job Satisfaction with a T-Statistic value of 2,393 > 1.96 with a P-Value of 0.031 < 0.05. Motivation has a significant effect on Employee Job Satisfaction. This can be seen from the results of the T-Statistic value of 15,735 > 1.96 with a P-Value of 0.000 < 0.05. On the effect of Income on Job Satisfaction, a T-Statistic value of 4,302 < 1.96 was obtained with a P-Value of 0.000 > 0.05 which means that Income has a significant effect on the Job Satisfaction of Employees of the BPKPAD Office in Binjai City. In the indirect influence of the results, the results show that Job Satisfaction does not have a role as an intervention variable in explaining the relationship between Public Service, Motivation and Income on Performance. This shows that improvements in Public Services, Motivation and Income cannot increase Job Satisfaction, which in the end will not contribute to improving Performance at the BPKPAD Office of Binjai City.
The Effect of Transformational Leadership on the Performance of Employees Who Are Intervened by Job Loyalty at the Kutambaru Sub-district Office Edy Anta Tarigan; Muhammad Isa Indrawan
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.151

Abstract

The purpose of this study is to find out and analyze the influence of transformational leadership on Employee Performance intervened by Work Loyalty at the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is quantitative associative. The sample in this study is 15 employees with ASN and honorary status at the Kutambaru District Office. The sampling technique in this study used the entire population of 15 people. The results of the study show that Transformational Leadership has a significant influence on Employee performance as shown by a T-Statistic value of 2.839 > 1.96 and a P Value of 0.012 < 0.05. Transformational Leadership has a significant effect on Employee Work Loyalty with a T-Statistic value of 15.276 > 1.96 with a P-Value of 0.000 < 0.05. Work Loyalty has a significant effect on Employee Performance, this is seen from the results of the T-Statistic value of 2.218 > 1.96 with a P-Value of 0.002 < 0.05. In Indirect Influence, the results show that Work Loyalty has a role as an intervention variable in explaining the relationship between Transformational Leadership and Employee performance. This shows that improvements in Transformational Leadership can increase Work Motivation, which ultimately contributes to improving Employee performance at the Kutambaru District Office.
The Influence of Transformational Leadership on Performance Employees With Affective Commitment as a Variable Mediation at the Binjai City Inspectorate Officethe Influence of Transformational Leadership on Performance Employees With Affective Commitment a EDY PIMANTA TARIGAN; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.152

Abstract

The purpose of this research is to determine and analyze the influence of Transformational Leadership on Employee Performance which is mediated by Affective Commitment in Binjai City Inspectorate Office Employees. This research was carried out at the Binjai City Inspectorate Office. The type of research is associative quantitative. The sample in this study was 60 employees of the Binjai City Inspectorate Office. The sampling technique in this research uses saturated samples so that the entire population will be a sample of 60 people. The research results show that Transformational Leadership has a significant influence on Employee Performance as shown by the T-Statistic value of 3.013 > 1.96 and the P Value of 0.003 < 0.05. On the influence of Transformational Leadership on Affective Commitment, the T-Statistic data obtained was 0.650 < 1.96 and the P-Value was 0.516 > 0.05 or there was no influence of Transformational Leadership on Affective Commitment. Affective Commitment has a significant effect on Employee Performance with a T-Statistic value of 6,322 > 1.96 with a P-Value of 0.000 < 0.05. In terms of indirect influence, the results show that Affective Commitment does not have a role as an intervening variable that will explain the relationship between Transformational Leadership and the Performance of Binjai City Inspectorate Office Employees. This shows that improvements in Transformational Leadership cannot increase Affective Commitment, which in turn cannot contribute to improving the performance of Binjai City Inspectorate Office Employees at the Binjai City Inspectorate Office.
The Effect of Compensation on Job Satisfaction Levels Through Employee Attachment as an Intervening Variable in the Women's Empowerment, Child Protection and People of Binjai City Endah Rahayu; Abdi Sugiarto
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.153

Abstract

Optimal organizational conditions in achieving the goals of government institutions must emphasize the role of job satisfaction and employee engagement as key variables that mediate the relationship between compensation and job satisfaction in the public sector. The purpose of this study is to find out and analyze the effect of Compensation on Job Satisfaction mediated by Employee Attachment at the Office of Women's Empowerment, Child Protection, and the 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) showed that there was a significant influence between Compensation on Job Satisfaction, with a T-Statistic value of 3.659 > 1.96 and a P-Value of 0.001 < 0.05, which showed that increasing compensation could increase job satisfaction. In addition, Compensation also had a positive and significant effect on Employee Engagement, with a T-Statistic value of 17.432 > 1.96 and a P-Value of 0.000 < 0.05, indicating that an increase in compensation can significantly increase employee engagement. Furthermore, Employee Engagement has a positive and significant effect on Job Satisfaction, with a T-Statistic value of 42.903 > 1.96 and a P-Value of 0.005 < 0.05, which means that an increase in employee engagement will significantly increase job satisfaction. On the indirect influence, a T-Statistic value of 2.760 > 1.96 with a P-Value of 0.008 < 0.05 was obtained, indicating that Employee Attachment was able to intervene in the influence between Compensation and Job Satisfaction. These results provide insight into how the intermediate variable of Employee Attachment can affect the relationship between Compensation to Job Satisfaction at the Office of Women's Empowerment, Child Protection, and the Binjai City Community.
The Influence of Work Culture on Employee Commitment With the Work Environment as a Moderation Variable At the Binjai City Regional Secretariat Office Eva Herdalina Pardede; Mesra B
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.154

Abstract

A work culture that is not clearly understood and a low level of employee commitment will cause inconsistency in behavior and lack of motivation of employees at work. The purpose of this study is to find out and analyze the role of the work environment in strengthening the influence of work culture on employee commitment at the Binjai City regional secretariat office. This research was conducted with a causal associative quantitative approach. The sample used was all ASN employees with a total of 82 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that: 1) Work culture had a positive and significant effect on work commitment with a T-statistic value of 25.026 > 1.96 and a P-Value of 0.000 < 0.05; 2) The work environment has a positive and significant effect on work commitment with a T-statistic value of 4.164 > 1.96 and a P-Value of 0.000 < 0.05; and 3) the work environment was not able to significantly strengthen the influence of work culture on work commitment with a T-Statistic value of 0.791 < 1.96 with a P-Value of 0.431 > 0.05. These findings confirm that in the context of this study, the work environment does not have a significant impact in strengthening the relationship between work culture and employee work commitment. This shows that while a conducive work environment is important in improving employee satisfaction and well-being, when it comes to work commitment, other factors also need to be considered. Rewrite neatly without diminishing meaning
The Effect of Work Flexibility on Employee Performance With Organizational Culture as a Mediation Variable at the Kutambaru Sub-district Office Irwansyah; Kiki Farida Ferine
International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijsl.v2i2.155

Abstract

The purpose of this study is to find out and analyze the influence of Work Flexibility on Employee Performance mediated by Organizational Culture on Employees of the Kutambaru District Office. This research was carried out at the Kutambaru District Office. The type of research is quantitative associative. The sample in this study is 15 employees of the Kutambaru District Office. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 15 people. The results of the study show that Work Flexibility does not have a significant influence on Employee Performance as shown by the T-Statistic value of 0.357 < 1.96 and the P Value of 0.721 > 0.05. In the effect of Work Flexibility on Organizational Culture, data on T-Statistics values were obtained from 2.594 > 1.96 and P-Value values of 0.010 < 0.05 or there was an influence of Work Flexibility on Organizational Culture. Organizational Culture has a significant effect on Employee Performance with a T-Statistic value of 2,459 > 1.96 with a P-Value of 0.014 < 0.05. In the indirect influence, the results show that Organizational Culture has a role as an intervening variable in explaining the relationship between Work Flexibility and Employee Performance of Kutambaru District Office. This shows that improvements in Work Flexibility can improve Organizational Culture, which ultimately contributes to improving the Performance of Employees of Kutambaru District Office.
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): Agust 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): Agust 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): Agust 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): Agust 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.

Page 7 of 22 | Total Record : 216

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