International Journal of Management, Economic and Accounting
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.
Articles
406 Documents
<![CDATA[The Influence of Leadership Style on Employee Performance with Organizational Strategy as an Intervening Variable in BPJS Ketenagakerjaan Northern Sumatra Regional Office ]]>
<![CDATA[Ginta Fernandes Ginting]]>;
<![CDATA[Kiki Farida Ferine]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.301
<![CDATA[This study was conducted to see the Influence of Leadership Style on Employee Performance with Organizational Strategy as an Intervening Variable. By using the type of quantitative research, primary data sources and data collection by conducting questionnaires and sharing them with responses, the population of this study is 80 employees and the sample used is also 80 respondents using the saturated sample technique as the sample technique, this research model uses analysis methods. The results of this study are as follows: Leadership Style has a positive and non-significant effect with a value of 0.053 and a significant value of 0.172 > 0.05 on. BPJS Ketenagakerjaan Sumbagut Regional Office. Leadership style had a positive and significant effect on Organizational Strategy with a value of 0.785 and a significant value of 0.000 < 0.05 on. BPJS Ketenagakerjaan Sumbagut Regional Office. Organizational Strategy has a positive and significant effect on Employee Performance with a value of 0.898 and a significant 0.000 < 0.05 at. BPJS Ketenagakerjaan 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 0.000 < 0.05 at. BPJS Ketenagakerjaan Sumbagut Regional Office.]]>
<![CDATA[Rice Marketing Supports The Improvement Of Farmers Welfare In Sukamaju Village Sunggal ]]>
<![CDATA[Ocdy Amelia]]>;
<![CDATA[Sulardi]]>;
<![CDATA[Hardiansyah Putra]]>;
<![CDATA[Muhammad Bahij Albaqy]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.302
<![CDATA[This study aims to determine the increase in rice craftsmen's income, and the impact of regional and village productivity development, the sampling method is using Total Sample (census) is a data collection where the entire population is investigated without exception. All populations used as samples are 5 samples. The analysis method used is descriptive and SWOT Matrix. The success of increasing rice collectors' income can be realized if supported by the availability of good rice, the availability of tools and machines, and capital loans to collectors, where this study plays an active role in running and increasing the income of rice craftsmen's businesses. From the results of visits and interviews, the average value of rice craftsmen's business income in the research area was Rp. 8,171,500.-/month. This shows that business activities have a fairly moderate income in creating family welfare. The right SWOT strategy for rice craftsmen in Sunggal in developing their business and increasing their income is the Aggressive Strategy based on the SO strategy. The quality factor of the rice is a factor that can be utilized by Craftsmen in Sunggal to increase the selling price. So that the income received by the craftsmen's businesses will also increase and be sufficient to support their families.]]>
<![CDATA[Swot Analysis Of Marketing System Soy Milk In Sunggal Deli Serdang ]]>
<![CDATA[Ocdy Amelia]]>;
<![CDATA[Sulardi]]>;
<![CDATA[Hardiansyah Putra]]>;
<![CDATA[Muhammad Bahij Albaqy]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.303
<![CDATA[Soy milk is a beverage product made from soybeans with the aim of increasing protein consumption. Soy milk itself has been widely known as an alternative milk to replace cow's milk for people who are allergic and do not like cow's milk or for those who cannot afford the relatively expensive price of cow's milk. The process of processing soybeans into good soy milk can create added value and also the utility value of the product so that it can increase the development of the current soy milk business. The partner in this activity is the soy milk business. In this home industry, the marketing management carried out is limited to products entrusted by street vendors, stalls and shops located near the production site. The lack of marketing management certainly causes the marketing area of the product to be less extensive. Therefore, a broader marketing management is needed.]]>
<![CDATA[The Effect Of Human Resource Quality And Work Motivation On Employee Commitment With Job Satisfaction As An Intervening Variable In Bank Indonesia Representative Offices North Sumatra Province ]]>
<![CDATA[Ardian Oka]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.304
<![CDATA["HR" stands for "Human Resources". The term is generally used in the context of the management of an organization or company to refer to a department or function responsible for managing aspects related to human resources, such as recruitment, training, employee development, performance management, and personnel administration. Human resource management needs to be considered by the leadership of an organization or company in providing maximum service and satisfaction to the community, for that it requires skilled and reliable human resources. The results of this study are as follows: Job Satisfaction has a positive and significant effect on Employee Commitment with the original sample value of 0.303 and p values of 0.004. The quality of human resources has a positive and significant effect on Job Satisfaction with the original sample value of 0.459 and p values of 0.001. The quality of human resources had a positive and insignificant effect on Employee Commitment with the original sample value of 0.222 and p values of 0.052. Work Motivation had a positive and significant effect on Job Satisfaction with the original sample value of 0.443 and p values of 0.002. Work Motivation had a positive and significant effect on Employee Commitment with an original sample value of 0.370 and p values of 0.003. The quality of human resources has a positive and significant effect on Employee Commitment through Job Satisfaction with the original sample value of 0.139 and p values of 0.006. Work Motivation had a positive and insignificant effect on Employee Commitment through Job Satisfaction with the original sample value of 0.134 and p values of 0.055.]]>
<![CDATA[The Effect of Reward and Competency on Employee Performance with Punishment as an Intervening Variable at the Bank Indonesia Representative Office in North Sumatra Province ]]>
<![CDATA[Ahmad Lufthi Al Riza Siregar]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.305
<![CDATA[Companies are in dire need of competent and qualified human resources, especially in this era of globalization. All business organizations must be ready to adapt and strengthen themselves in order to compete so that they can answer all challenges in the future. Human resources in this case are employees who always play an active and dominant role in every organizational activity because humans are planners, actors and determinants of the realization of goals. This study aims to see the Effect of Reward and Competency on Employee Performance with Punishment as an Intervening Variable at the Bank Indonesia Representative Office in North Sumatra Province. The results of this study are as follows: Competence has a positive and insignificant effect on Employee Performance with the original sample value of 0.127 and p values of 0.210. Competence had a positive and significant effect on Punsihment with the original sample value of 0.433 and p values of 0.000. Punishment had a positive and significant effect on employee performance with the original sample value of 0.601 and p values of 0.002. Rewards had a positive and insignificant effect on employee performance with an original sample value of 0.158 and p values of 0.216. Reward had a positive and significant effect on Punishment with the original sample value of 0.541 and p values of 0.000. Competence has a positive and significant effect on Employee Performance through Punishment with an original sample value of 0.260 and p values of 0.006. Reward has a positive and significant effect on Employee Performance through Punishment with an original sample value of 0.325 and p values of 0.006.]]>
<![CDATA[The Influence of Work Environment and Organizational Culture on Organizational Commitment in Mediation by Work Stress at Bank Indonesia Representative Office in North Sumatra Province ]]>
<![CDATA[Andi Fajar Al Hadi]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.306
<![CDATA[This study aims to see the Influence of Work Environment and Organizational Culture on Organizational Commitment in Mediation by Work Stress at the Bank Indonesia Representative Office in North Sumatra Province. Bank Indonesia is an independent state institution tasked with considering economic policies in Indonesia. In addition to these functions, Bank Indonesia has an internal scope of work that is under the management of the Internal Management field. One of the sections under the internal division of Bank Indonesia is the Human Resources (HR) section. Bank Indonesia's human resources have several tasks in managing employees, one of which is the processing of employee health data. The results of this study are as follows: Organizational Culture has a positive and insignificant effect on Organizational Commitment with the original sample value of 0.129 and p values of 0.205. Organizational Culture had a negative and significant effect on Work Stress with a sample value of -0.498 and p values of 0.000. The Work Environment had a non-significant positive effect on Organizational Commitment with the original sample value of 0.483 and p values of 0.002. The Work Environment had a negative and significant effect on Work Stress with the original sample value of -0.476 and p values of 0.000. Work Stress had a negative and significant effect on Organizational Commitment with the original sample value of -0.107 and p values of 0.308. Organizational Culture has a positive and significant effect on Organizational Commitment through Work Stress indirectly with the original sample value of 0.053 and p values of 0.315. The Work Environment had a positive and insignificant effect on Organizational Commitment through Work Stress with the original sample value of 0.051 and p values of 0.306.]]>
<![CDATA[The Effect of OCB Organizational Citizenship Behavior and Work Discipline on Organizational Commitment in Mediation with Job Satisfaction at Bank Indonesia Representative Office in North Sumatra Province ]]>
<![CDATA[Azaria Tarigan]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.307
<![CDATA[The support of facilities and infrastructure as well as adequate sources of funds are other important elements in moving the wheels of the organization, but without the support of reliable human resources, organizational activities will not run, so that the optimization of the achievement of organizational goals is impossible to achieve. This condition indicates that human resource development is an inevitable demand to ensure the availability of quality human resources according to the demands of the organization. The results of this study are as follows: Discipline has a positive and significant effect on Job Satisfaction with a value of 0.353 and a significant value of 0.012. Work Discipline had a positive and insignificant effect on Organizational Commitment with a value of 0.090 and a significant 0.323. Job Satisfaction had a positive and significant effect on Organizational Commitment with a value of 0.745 and a significant 0.000. Organizational Citizenship Behavior had a positive and significant effect on Job Satisfaction with a value of 0.557 and a significant 0.000. Organizational Citizenship Behavior had a positive and insignificant effect on Organizational Commitment with a value of 0.070 and a significant 0.301. Work Discipline had a positive and significant effect on Organizational Commitment through Job Satisfaction with a value of 0.263 and a significant score of 0.008. Organizational Citizenship Behavior has a positive and significant effect on Organizational Commitment through Job Satisfaction with a value of 0.415 and a significant value of 0.004.]]>
<![CDATA[The Effect of Organizational Commitment and Employee Work Quality on Work Performance in Job Satisfaction Moderation at Bank Indonesia Representative Office in North Sumatra Province ]]>
<![CDATA[Erni Winari]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.308
<![CDATA[Human resource management (HRM) is a field of study and practice that focuses on the management and management of human resources in an organization. The goal is to ensure that the organization has a qualified, motivated, and productive workforce to achieve its strategic goals. It is important for organizations to pay attention to human resources because the performance and success of the organization is highly dependent on the quality and productivity of the workforce. Investing in HR development can increase employee loyalty, increase retention, reduce recruitment and retraining costs, and improve overall efficiency and productivity of the organization. The results of this study are as follows: Job Satisfaction is not able to moderate the organization's commitment to Work Performance with the original sample value of 0.004 and p values of 0.486. Job Satisfaction can moderate and weaken Job Quality against Job Achievement with the original sample value of -0.173 and p values of 0.018. Job satisfaction had a positive and significant effect on Job Achievement with the original sample value of 0.495 and p values of 0.001. Organizational Commitment had a positive and insignificant effect on Work Performance with an original sample value of 0.098 and p values of 0.260. Work Quality had a positive and significant effect on Work Achievement with the original sample value of 0.203 and p values of 0.033.]]>
<![CDATA[The Effect of Work Stress and Organizational Culture on Work Performance with Organizational Commitment as an Intervening Variable at the Bank Indonesia Representative Office in North Sumatra Province ]]>
<![CDATA[Dadang Fahruzi Ritonga]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.309
<![CDATA[Employees are not mere resources, but more in the form of capital or assets for institutions or organizations. Therefore, a new term emerged outside of human resources, namely human capital. Here, human resources are seen not only as the main asset, but as an asset that has value and can be multiplied, developed (compared to an investment portfolio) and not the other way around as a liability (burden). Here, the perspective of human resources as an investment for institutions or organizations is more prominent. The results of this study are as follows: Organizational Culture has a positive and significant effect on Organizational Commitment with a value of 0.518 and a significant 0.000 Organizational Culture has a positive and significant effect on Work Performance with a value of 0.195 and a significant 0.035. The Organization's commitment has a positive and significant effect on Work Performance with a value of 0.554 and a significant 0.000. Work Stress had a negative and significant effect on Organizational Commitment with a value of -0.412 and a significant 0.000. Work Stress had a negative and significant effect on Job Achievement with a value of -0.211 and a significant 0.036. Organizational Culture has a positive and significant effect on Work Achievement through Organizational Commitment with a value of 0.287 and a significant 0.000. Work Stress has a negative and significant effect on Work Achievement through Organizational Commitment with a value of -0.228 and a significant value of 0.001.]]>
<![CDATA[The Effect of Motivation and Work Discipline on Job Satisfaction with Compensation as an Intervening Variable at the Representative Office of Bank Indonesia Pematangsiantar ]]>
<![CDATA[Fandi Wardana Sinuraya]]>;
<![CDATA[Isa Indrawan]]>
<![CDATA[ International Journal of Management, Economic and Accounting Vol. 2 No. 2 (2024): December 2024 ]]>
Publisher : <![CDATA[Yayasan Multidimensi Kreatif ]]>
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DOI: 10.61306/ijmea.v2i2.310
<![CDATA[This study aims to see the Influence of Motivation and Work Discipline on Job Satisfaction with Compensation as an Intervening Variable at the Bank Indonesia Pematangsiantar Representative Office. Human resources are the most important factor in the growth and development of an organization or business. That in the conditions of globalization, the quality of human beings in companies is always a competitive material. Companies that want to grow and develop well must organize their human resources intellectually, spiritually, creatively, morally and responsibly. The results of this study are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.267 and a p value of 0.048. Work Discipline had a psoitative and significant effect on Compensation with the original sample value of 0.269 and p values of 0.042. Compensation had a psoitative and significant effect on job satisfaction with the original sample value of 0.350 and p values of 0.011. Motivation had a positive and significant effect on Job Satisfaction with the original sample value of 0.315 and p values of 0.045. Motivation had a positive and significant effect on Compensation with the original sample value of 0.624 and p values of 0.000. Work Discipline had a positive and significant effect on Job Satisfaction through Compensation with the original sample value of 0.094 and p values of 0.105. Motivation had a positive and significant effect on Job Satisfaction through Compensation with the original sample value of 0.218 and p values of 0.014.]]>
