International Journal of Society and Law
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.
Articles
216 Documents
<![CDATA[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 ]]>
<![CDATA[Muhammad Arif Pohan]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.160
<![CDATA[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.]]>
<![CDATA[The Effect of Work Ability and Professionalism on Employee Performance Through Additional Income at the Binjai City Tourism Office ]]>
<![CDATA[Wira Juwita]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.161
<![CDATA[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]]>
<![CDATA[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 ]]>
<![CDATA[Yani Utami Leo]]>;
<![CDATA[Mesra B]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.162
<![CDATA[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.]]>
<![CDATA[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 ]]>
<![CDATA[Yurlinda]]>;
<![CDATA[Muhammad Isa Indrawan]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.163
<![CDATA[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.]]>
<![CDATA[The Effect of Competence on Performance With Training as an Intervening Variable in Regional Apparatus North Sumatra Province ]]>
<![CDATA[Neny Prestiany]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.164
<![CDATA[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.]]>
<![CDATA[The Influence of Organizational Climate on Employee Commitment With Job Satisfaction and Motivation as Intervening Variables at Pt. Persada Engineering Media ]]>
<![CDATA[Riswan Sidik]]>;
<![CDATA[Abdi Sugiarto]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.165
<![CDATA[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.]]>
<![CDATA[The Effect of Empowerment Leadership on Employee Intrinsic Motivation With Psychological Empowerment as an Intervening Variable in the Binjai City Environment ]]>
<![CDATA[Rukun]]>;
<![CDATA[Abdi Sugiarto]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.166
<![CDATA[Empowerment leadership, which provides authority and support to subordinates, will improve employee intrinsic motivation as well as organizational performance. The purpose of this study is to find out and analyze the influence of Empowerment Leadership on Intrinsic Motivation mediated by Psychological Empowerment at the Binjai City Environmental Office. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 75 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that empowerment leadership did not have a significant influence on intrinsic motivation (T-statistic 0.985 < 1.96; P-value 0.328 > 0.05), which indicates that improving empowerment leadership does not directly increase employee intrinsic motivation. However, empowerment leadership had a positive and significant effect on psychological empowerment (T-statistic 43,372 > 1.96; P-value 0.000 < 0.05), indicating that improved empowerment leadership significantly improved employee psychological empowerment. Furthermore, psychological empowerment had a positive and significant effect on intrinsic motivation (T-statistic 4.848 > 1.96; P-value 0.000 < 0.05), which means that increased psychological empowerment significantly increases intrinsic motivation. Indirect influence analysis showed that psychological empowerment was able to intervene in the influence between empowerment leadership and intrinsic motivation (T-statistic 4.747 > 1.96; P-value 0.000 < 0.05). These findings provide insight that psychological empowerment plays a significant mediator role in the relationship between empowerment leadership and intrinsic motivation, emphasizing the importance of psychological empowerment in increasing employee intrinsic motivation.]]>
<![CDATA[The Effect of Transformational Leadership on the Performance of Employees With Affective Commitment as a Mediation Variable at the Salapian Sub-district Office, Langkat Regency ]]>
<![CDATA[Sugiono]]>;
<![CDATA[Mesra B]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.167
<![CDATA[The purpose of this study is to find out and analyze the influence of transformational leadership on Employee Performance mediated by affective commitment at the Salapian Sub-district Office. This research was conducted with a causal associative quantitative approach. The sample used was all employees of the company, with a total of 50 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that transformational leadership has a positive and significant effect on employee performance. This can be seen from the T-statistical value of 5.312 < 1.96. Transformational leadership also has a positive and significant effect on affective commitment, the T-Statistical value data obtained is 69.760 > 1.96. Likewise, affective commitment has a positive and significant influence on Employee performance with a T-Statistic value of 9.332 > 1.96. Meanwhile, in the results of indirect influence, it was explained that affective commitment was able to significantly intervene in the influence of transformational leadership on Employee Performance with the results of T-Statistics of 8.974 > 1.96 with a P-Value of 0.000 < 0.05. This identifies that Meaning, improvements in transformational Leadership can contribute to an increase in affective Commitment, which in turn has an impact on improving Employee performance]]>
<![CDATA[The Influence of the Work Environment and Work Morale on Employee Performance With Work Quality as a Variable Intervening at Bank Syariah Indonesia Area Medan Raya ]]>
<![CDATA[Syahnant]]>;
<![CDATA[Mesra B]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.168
<![CDATA[A conducive work environment and high morale are very important factors in achieving optimal performance quality in the face of increasingly fierce industry competition. The purpose of this study is to find out and analyze the influence of the work environment and work morale on employee performance mediated by the quality of work at Bank Syariah Indonesia in the Medan Raya area. This research was conducted with a causal associative quantitative approach. The sample used was 100 employees taken from 287 populations with a random sample technique using the slovin formula. The results of data analysis used Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of the study showed that the work environment had no effect on employee performance, with a T-statistical value of 0.043 < 1.96 and a P-value of 0.966 > 0.05, so that the improvement of the work environment would not improve employee performance. On the contrary, work morale has a positive and significant influence on employee performance, shown by a T-statistical value of 4.963 > 1.96 and a P-value of 0.000 < 0.05, indicating that increasing work morale can improve employee performance. The work environment also had a positive and significant effect on the quality of employees' work, with a T-statistical value of 3.048 > 1.96 and a P-value of 0.003 < 0.05. However, work morale did not have a significant effect on the quality of employee work, with a T-statistical value of 1.335 < 1.96 and a P-value of 0.185 > 0.05. In addition, the quality of work did not have a significant effect on employee performance, with a T-statistical value of 1.181 < 1.96 and a P-value of 0.240 > 0.05. The quality of work is also unable to intervene in the influence of the work environment on employee performance, shown by the T-statistical value of 1.151 < 1.96 and the P-value of 0.253 > 0.05. Similarly, work quality was unable to intervene in the influence of work morale on employee performance, with a T-statistical value of 0.645 < 1.96 and a P-value of 0.521 > 0.05. These results provide insight that factors such as work environment and work morale do not have a mediating effect through work quality on employee performance at Bank Syariah Indonesia in the Medan Raya area.]]>
<![CDATA[The Effect of Supervision on Employee Performance With Work Commitment as a Variable Moderation at PT. Media Persada Technique ]]>
<![CDATA[Zulpedri]]>;
<![CDATA[Mesra B]]>
<![CDATA[ International Journal of Society and Law Vol. 2 No. 2 (2024): Agust 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijsl.v2i2.169
<![CDATA[Challenges in maintaining the effectiveness of the oversight system, lack of resources, and low levels of employee commitment underscore the importance of a holistic approach to improving organizational performance. The purpose of this study is to find out and analyze the influence of supervision on employee performance moderated by work commitment at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 employees. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) Supervision had no effect on employee performance with a T-statistic value of 0.816 < 1.96 and a P-Value of 0.418 > 0.05. 2) Work commitment has a positive and significant effect on employee performance with a T-statistic value of 3.169 > 1.96 and a P-Value of 0.002 < 0.05. 3) Moderating variables, namely work commitment, were not able to significantly strengthen the influence of supervision on employee performance with a T-Statistic value of 0.002 < 1.96 and a P-Value of 0.999 > 0.05. The implications of these findings explain that management must be able to take a more holistic approach to managing human resources, by focusing more on organizational culture through the involvement of work commitment, while considering effective and not excessive supervision in improving employee performance]]>
