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International Journal of Management, Economic and Accounting
Published by Yayasan Sinergi Multidimensi Kreatif
ISSN : -     EISSN : 30255627     DOI : https://doi.org/10.61306/ijmea
Core Subject : Economy,
Economics, Econometrics & Finance
The International Journal of Management, Economic and Accounting is an academic journal published bimonthly. This journal features the latest research in the fields of management, economics, and accounting, covering topics such as strategic management, micro and macroeconomics, corporate finance, management accounting, and more. Through a rigorous peer-review process, this journal aims to serve as a valuable resource for readers interested in exploring and advancing knowledge in these disciplines.
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 406 Documents
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The Effect of Teamwork and Job Satisfaction on Performance Mediated by Role Conflicts at Bank Indonesia Representative Office in North Sumatra Province Ibrahim Hasim Hasibuan; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.289

Abstract

Human resources are one of the most strategic and fundamental factors in an organization. Compared to other factors, human resources are the most valuable asset. The role of human resources will greatly determine the success or failure of the organization in achieving the vision and mission that has been set, therefore human resources are very important for the organization. In addition to determining success, the position of human resources in the organization today is not only as a means of production but also as a driver and determinant of organizational activities. The results of this study are as follows: Job satisfaction has a positive and significant effect on performance with the original sample value of 0.246 and p values of 0.000. Job Satisfaction had a positive and significant effect on Role Conflict with an original sample value of 0.545 and p values of 0.000 Teamwork had a positive and significant effect on Performance with an original sample value of 0.268 and p values of 0.004. Teamwork had a positive and significant effect on Role Conflict with the original sample value of 0.560 and p values of 0.002. Role Conflict had a positive and significant effect on Performance with the original sample value of 0.446 and p values of 0.000. Role Conflict had a positive and significant effect on Performance with the original sample value of 0.446 and p values of 0.000. Job Satisfaction had a positive and significant effect on Performance through Role Conflict indirectly with the original sample value of 0.243 and p values of 0.002. Teamwork had a positive and significant effect on Performance through Role Conflict indirectly with the original sample value of 0.161 and p values of 0.007.
The Influence of Financial Ratios on Net Profit Growth in Manufacturing Companies in the Basic and Chemical Industry Sub-Sectors Listed on the Indonesia Stock Exchange Adella Viona; Maya Syaula; Noni Ardian
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.291

Abstract

This study aimed to analyze the influence of the current ratio, debt-to-equity ratio, return on assets, total asset turnover, and price-to-book value on net profit growth among manufacturing companies within the basic and chemical sectors listed on the Indonesia Stock Exchange. Data for the research, spanning the years 2017 to 2023, was sourced from www.idx.co.id, and the study was carried out in 2024. From a population of 61 companies, a sample of 38 was selected. Quantitative data analysis was performed using Eviews 9, employing a panel data regression approach. Findings indicated that, individually, only the return on assets had a positive and statistically significant impact on net profit growth, while the current ratio, debt-to-equity ratio, total asset turnover, and price-to-book value showed no significant partial effect on net profit growth. However, collectively, these variables (current ratio, debt-to-equity ratio, return on assets, total asset turnover, and price-to-book value) significantly and positively affected net profit growth in the targeted manufacturing companies. Together, these variables contributed 26.05% to net profit growth, demonstrating a fairly strong correlation with the dependent variable.
The Effect of Training and Motivation on Performance in the Moderation of Team Cooperation of Bank Indonesia Representative Office in North Sumatra Province Azhari; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.292

Abstract

This research aims to change the organization's bad habits and make improvements to cover its shortcomings, and to determine the influence of training and motivation on performance in teamwork moderation at the Bank Indonesia Representative Office, North Sumatra Province. Every company really needs an organization that is useful for meeting human needs. The general goal of a company is to realize quality production results and maintain the survival of a company. In an effort to achieve these goals, the main driving factor is humans. Human Resources (HR) is one of the main factors for the survival of a company. The results of this research are as follows: Training has an effect on performance moderated by teamwork, getting positive results but not significant with a sample value of 0.072 and a p value of 0.229. Motivation's influence on performance is moderated by teamwork with an original sample value of -0.140 and a p value of 0.129. Teamwork has a positive and significant effect on performance with an original sample value of 0.310 and a p value of 0.006. Motivation has a positive and significant effect on performance with an original sample value of 0.462 and a p value of 0.000. Training has a positive and insignificant effect on performance with the original sample 0.157 and p value 0.116.
The Influence of Organizational Citizenship Behavior (OCB), Work Quality and Training on Employee Performance Mediated by Teamwork in North Sumatra Province Julian; Kiki Farida Ferrin
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.293

Abstract

Human resources are one of the components of the organizational system, which ironically is also one of the components of the employment management system that prioritizes competition in achieving work results, both in the individual and organizational environment. Human resources (HR) are a crucial element. The results of this study are as follows: Teamwork has a positive and significant effect on Employee Performance with the original sample value of 0.531 and p values of 0.000. Work Quality had a positive and significant effect on Teamwork with the original sample value of 0.325 and p values of 0.000. The quality of work had a positive effect was insignificant with the original sample value of 0.123 and p values of 0.127. Organizational Citizenship Behavior had a positive and significant effect on Teamwork with a sample value of 0.424 and a p value of 0.000. Organizational Citizenship Behavior had a positive and significant effect on Employee Performance with an original sample value of 0.188 and p values of 0.026. The training had a positive and significant effect on Teamwork with the original sample size of 0.236 and p values of 0.021. Training had a non-significant positive effect on Employee Performance with an original sample value of 0.136 and p values of 0.077. Work Quality had a positive and significant effect on the performance of the Auditors through Teamwork with the original sample value of 0.173 and p values of 0.003. Organizational Citizenship Behavior had a positive and significant effect on the performance of the Operator through Teamwork with the original sample value of 0.225 and p values of 0.002. The training had a positive and significant effect on the performance of the Instructor through Teamwork with the original sample value of 0.125 and the p value of 0.035.
Employees with Communication as an Intervening Variable at Bank Indonesia Representative Office in North Sumatra Province Intan Lydia Tarida Mahdalena; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.294

Abstract

In this case, HR is clearly not a major asset but rather a well-defined and expandable asset, compared to an investment portfolio, and also not the other way around as a liability. From this point of view, HR is an investment in a more mature institution or organization. The results of this study are as follows: Communication has a positive and significant effect on Employee Performance with the original sample value of 0.493 and p values of 0.000. Work Quality had a positive and significant effect on Employee Performance with the original sample value of 0.370 and p values of 0.008. Work Quality has a positive and significant effect on Communication with an original sample value of 0.779 and p values of 0.000.Work Stress has a negative and insignificant effect on employee performance with an original sample value of -0.026 and p values of 0.398 Work Stress has a positive and significant effect on communication with an original sample value of -0.176 and p values of 0.016 Work Quality has a positive and significant effect on Employee Performance through Communication with an original sample value of 0.385 and p values 0.001.
The Influence of Compensation and Organizational Climate on Job Satisfaction in The Moderation of Organizational Commitment in Representative Office of Bank Indonesia, North Sumatra Province Indri Mandasari Pohan; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.295

Abstract

This study aims to see the Effect of Compensation and Organizational Climate on Job Satisfaction in Moderation of Organizational Commitment at the Representative Office of Bank Indonesia in North Sumatra Province. Human Resource Management (HRM) is an important factor and the heart of every business. This is due to the alert attitude of the human resource management team towards the workforce of each employee in the company. The results of this study are as follows: Compensation has a negative and insignificant effect on Job Satisfaction and is moderated by organizational commitment with a value of -0.019 and p values 0.455. Organizational Climate has a negative and insignificant effect on Job Satisfaction and is moderated by organizational commitment with a value of -0.074 and p values 0.296. Organizational Climate has a positive and significant effect on Job Satisfaction with a value of 0.273 and p values 0.045. Organizational Commitment has a positive and significant effect on Job Satisfaction with an original sample value of 0.496 and p values 0.000. Compensation has a positive and significant effect on Job Satisfaction with an original sample value of 0.215 and p values of 0.006.
The Effect Of Work Environment, Integrity And Work Flexibility On Job Satisfaction With Competence As An Intervening Variable In Bank Indonesia Representative Office North Sumatera Province Khairuddin; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.296

Abstract

In any organization, human resources are very important in carrying out activities carried out by the organization, because human resources function as a stepping stone for the organization to achieve its business success goals. This study aims to determine the Influence of Work Environment, Integrity and Work Flexibility on Job Satisfaction with Competence as an Intervening Variable at the Representative Office of Bank Indonesia, North Sumatra Province. The results of this study are as follows: Work Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.095 and p values 0.316. Work Flexibility has a positive and significant effect on Competence with an original sample value of 0.427 and p values 0.000. Integrity has a positive and insignificant effect on job satisfaction with an original sample value of 0.085 and p values 0.365. Integrity has a positive and significant effect on competence with an original sample value of 0.347 and p values 0.002. Competence has a positive and significant effect on Job Satisfaction with an original sample value of 0.520 and p values of 0.026. Work Environment has a positive and insignificant effect on Job Satisfaction with a value of 0.108 p values 0.272. Work Environment has a positive and significant effect on Competence with an original sample value of 0.191 and p values 0.032. Work Flexibility has a positive and insignificant effect on Job Satisfaction through Competence with an original sample value of 0.222 and p values 0.052. Integrity has a positive and insignificant effect on Job Satisfaction through Competence with an original sample value of 0.181 and p values 0.058. Work Environment has a positive and insignificant effect on Job Satisfaction through Competence with an original sample value of 0.100 and p values 0.106.
The Effect of Human Resource Quality and Work Ethic on Employee Performance with Organizational Commitment as an Intervening Variable at Bank Indonesia Representative Office in North Sumatra Province Leo Fauzi Hasibuan; Kiki Farida Farine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.297

Abstract

This study was conducted to determine the influence of human resource quality and work ethic on employee performance with organizational commitment as an intervening variable at the Bank Indonesia Representative Office in North Sumatra Province. Achieving effective and efficient corporate goals requires the continuous implementation of internal human resource management. The efficacy and efficiency of a company are highly dependent on the advantages and disadvantages of resource development. This means that the company's human resources must be developed and nurtured in order to be able to improve their work capabilities, which will ultimately have an impact on improving performance. The results of this study are as follows: Work Ethic has a positive and insignificant effect on Employee Performance with the original sample of 0.079 and p values of 0.322. Work Ethic had a positive and significant effect on Organizational Commitment with the original sample of 0.665 and p values of 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.831 and p values of 0.000. The quality of human resources had a positive and insignificant effect on Employee Performance with the original sample value of 0.020 and p values of 0.428. The quality of human resources has a positive and significant effect on Organizational Commitment with the original sample value of 0.263 and p values of 0.006. Work Ethic has a positive and significant effect on Employee Performance through Organizational Commitment indirectly with the original sample value of 0.552 and p values of 0.000. The quality of human resources has a positive and significant effect on Employee Performance through Organizational Commitment indirectly with the original sample of 0.218 and p values of 0.009.
The Effect of Supervision and Quality of Work Life on Organizational Commitment in Work Discipline Moderation at Bank Indonesia Representative Office in North Sumatra Province M. Agus Hidayat; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.298

Abstract

Human resources are essentially people who work for an organization as planners, thinkers, and movers to achieve its goals. Human resources (HR) personnel are often highly-skilled individuals who serve as the backbone of an organization. This study aims to see the Influence of Supervision and Quality of Work Life on Organizational Commitment in Work Discipline Moderation at Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Work Discipline has a positive and significant effect on Organizational Commitment with the original sample value of 0.300 and p values of 0.028. Supervision had a negative and insignificant effect on organizational commitment moderated by Work Discipline with an original sample value of -0.094 and p values of 0.232. The quality of Work Life had a non-significant positive effect on the organization's commitment moderated by Work Discipline with the original sample value of 0.141 and p values of 0.148. The quality of Work Life had a positive and significant effect on Organizational Commitment with the original sample value of 0.278 and p values of 0.033. Supervision had a positive and significant effect on Organizational Commitment with the original sample value of 0.344 and p values of 0.018.
The Effect of Training and Motivation on Performance in the Moderation of Team Cooperation of Bank Indonesia Representative Office in North Sumatra Province Azhari; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024
Publisher : Yayasan Multidimensi Kreatif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61306/ijmea.v2i2.299

Abstract

This study aims to change the bad habits of organizations and can improve them to cover their shortcomings, and to determine the influence of training and motivation on performance in the moderation of the Bank Indonesia Representative Office Team in North Sumatra Province. In every company, there is a great need for a useful organization to meet the needs of humans. The goal in general in a company is to realize quality production results and maintain the survival of a company. In an effort to achieve this goal, the main driving factor is humans. Human Resources (HR) is one of the main factors for the survival of a company. The results of this study are as follows: Training has an effect on performance moderated by Teamwork obtained positive but not significant results with a sample value of 0.072 and p values of 0.229. Motivation had an effect on performance moderated by Teamwork with an original sample value of -0.140 and p values of 0.129. Teamwork had a positive and significant effect on Performance with the original sample value of 0.310 and p values of 0.006. Motivation had a positive and significant effect on Performance with the original sample value of 0.462 and p values of 0.000. The training had a positive and insignificant effect on Performance with the original sample of 0.157 and p values of 0.116.

Page 13 of 41 | Total Record : 406

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