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
402 Documents
<![CDATA[The Effect Of Performance Evaluation On Employee Performance At The Investment Office, Dairi Regency One-Stop Integrated Service For Manpower ]]>
<![CDATA[Debby Nur Malawati]]>;
<![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.v2i2.397
<![CDATA[The purpose of this study was to determine and analyze the effect of Performance Evaluation on Employee Performance at the Investment Service and One-Stop Integrated Services for Manpower in Dairi Regency. This study employed a quantitative associative causal approach. The sample consisted of all civil servant employees, totaling 39 individuals, selected using purposive sampling. The results showed that Performance Evaluation had a positive and significant effect on Employee Performance. This was indicated by a t-value of 44.054, which was greater than the t-table value of 1.66412, with a significance value of 0.000, which is less than 0.05. The regression coefficient showed that for every 1-unit increase in Performance Evaluation, Employee Performance would increase by 0.957 units, assuming other variables remained constant. Additionally, the determination test results showed an Adjusted R Square value of 0.950 or 95.00%, indicating that Performance Evaluation had a very high impact on Employee Performance, while the remaining 5.00% was influenced by other factors not examined in this study. Therefore, it can be concluded that, partially, Performance Evaluation had a positive and significant effect on Employee Performance at the Investment Service and One-Stop Integrated Services for Manpower in Dairi Regency. This finding identifies that improvements in Performance Evaluation can contribute to enhancing Employee Performance.]]>
<![CDATA[The Effect Of Additional Income On Performance In Dairi Regency Inspectorate Office ]]>
<![CDATA[Heraldo Zinggra]]>;
<![CDATA[Muhammad 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.v2i2.398
<![CDATA[This study aims to analyze the effect of Additional Income on Employee Performance at the Dairi Regency Inspectorate Office. This study uses a causal associative quantitative method with the total population of 43 employees in the Dairi Regency Inspectorate Office, and the sampling technique used is a saturated sample where the entire population of 43 employees is used as a sample. Data was obtained through questionnaires distributed to employees from various divisions. The results of the study show that Additional Income has a positive and significant effect on Employee Performance. This is evidenced by a t-count value of 10.690 > t-table 1.68288, and a significance value of 0.000 < 0.05. The regression coefficient of 1,322 shows that every 1 unit increase in Additional Income will increase Employee Performance by 1,322 points, assuming other variables remain constant. The results of the determination coefficient test showed an Adjusted R Square value of 0.730 or 73%, which showed that Additional Income had a significant influence on Employee Performance, and the remaining 27% was influenced by other factors that had not been studied in this study. Overall, this study concludes that Additional Income can contribute positively to improving Employee Performance at the Dairi Regency Inspectorate Office.]]>
<![CDATA[The Effect Of Work Discipline On Employee Performance At The Binjai City Regional Inspectorate Office ]]>
<![CDATA[Inggit Gemiasih]]>;
<![CDATA[Abdi Sugiarto]]>
<![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.v2i2.399
<![CDATA[This study was a quantitative associative causal research aimed at analyzing the relationship pattern between variables and determining the influence of two independent variables (exogenous) on the dependent variable. The research was conducted at the Secretariat Office of Binjai City, with apopulation of 68 employees. The sampling technique used is saturated sampling, which is a technique where all members of the population are selected as samples. The data used in this study were obtained from questionnaires distributed to respondents consisting of all employees from various divisions. The results showed that Work Discipline has a positive and significant effect on Employee Performance. This is evidenced by the t-count value of 20.338 > t-table value of 1.99656, with a significance value of 0.000 < 0.05. The regression coefficient of 1.852 indicates that for every 1-point increase in Work Discipline, Employee Performance will increase by 1.852 points, assuming other variables remained constant. Additionally, the coefficient of determination test results show an Adjusted R Square value of 0.862 or 86.20%, indicating that Work Discipline had a very high impact on Employee Performance, with the remaining 13.80% influenced by other factors not examined in this study. Overall, the results of this study identified that improving work discipline could contribute to enhancing employee performance at the Secretariat Office of Binjai City.]]>
<![CDATA[The Effect Of Rewards On Employee Performance In Sidikalang Sub-District Office ]]>
<![CDATA[Hairul Anwar Bintang]]>;
<![CDATA[Muhammad 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.v2i2.400
<![CDATA[This study aimed to analyze the relationship pattern between variables and examine the effect of two independent (exogenous) variables on the dependent variable. This type of research was a quantitative associative causal study. The study was conducted at the Camat Sidikalang Office, with a population of 48 employees. The sampling technique used was saturated sampling, which is a technique where all members of the population are selected as samples. The data used in this study were obtained from questionnaires distributed to respondents, consisting of all employees from all divisions. The results of the study showed that Reward had a positive and significant effect on Employee Performance. This was evidenced by a t-count value of 5.731 > t-table value of 1.66827, and a significance value of 0.000 < 0.05. The regression coefficient of 0.606 indicated that every 1-point increase in Reward would lead to an increase of 0.606 points in Employee Performance, assuming other variables remain constant. Furthermore, the coefficient of determination test results showed an Adjusted R Square value of 0.404 or 40.40%, indicating that Reward had a relatively high effect on Employee Performance, with the remaining 59.60% being influenced by other factors not explored in this study. Overall, the findings of this study identified that increasing Reward could contribute to improving Employee Performance at the Camat Sidikalang Office.]]>
<![CDATA[The Effect Of Competence On Employee Performance On South Binjai Sub-District Office ]]>
<![CDATA[Nila Rela Simanjuntak]]>;
<![CDATA[Mesra B]]>
<![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.v2i2.402
<![CDATA[This study aimed to analyze the relationship pattern between variables and examine the effect of two independent (exogenous) variables on the dependent variable. This type of research was a quantitative associative causal study. The study was conducted at the Camat Sidikalang Office, with a population of 48 employees. The sampling technique used was saturated sampling, which is a technique where all members of the population are selected as samples. The data used in this study were obtained from questionnaires distributed to respondents, consisting of all employees from all divisions. The results of the study showed that Kompetensi had a positive and significant effect on Employee Performance. This was evidenced by a t-count value of 5.731 > t-table value of 1.66827, and a significance value of 0.000 < 0.05. The regression coefficient of 0.606 indicated that every 1-point increase in Kompetensi would lead to an increase of 0.606 points in Employee Performance, assuming other variables remain constant. Furthermore, the coefficient of determination test results showed an Adjusted R Square value of 0.404 or 40.40%, indicating that Kompetensi had a relatively high effect on Employee Performance, with the remaining 59.60% being influenced by other factors not explored in this study. Overall, the findings of this study identified that increasing Kompetensi could contribute to improving Employee Performance at the Camat Sidikalang Office.]]>
<![CDATA[The Effect Of The Implementation Of Organizational Culture Values And Management Information Systems On Employee Performance With Organizational Commitment As An Intervening Variable In BPJS Ketenagakerjaan Branch Office In Medan Raya ]]>
<![CDATA[Isra Supana]]>;
<![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.v2i2.403
<![CDATA[Organizations should be able to improve the quality of the organization, both the improvement of information culture and management information systems, and the performance of each of its human resources. Building and developing a business in the field of services and consultants that focus on technology and information is indispensable to the role of human resources. Human resources are a necessary activity and have an ideal role in an organization. This study is to see the Effect of the Implementation of Organizational Culture Values and Management Information Systems on Employee Performance with Organizational Commitment as an Intervening Variable at Bpjs Kenagakerjaan, Branch Offices in Medan Raya. The results of this study are as follows: Organizational Culture has a positive and significant effect on Employee Performance with a sample value of 0.411 and p values of 0.000. Organizational Culture had a positive and significant effect on Organizational Commitment with the original sample value of 0.434 and p values of 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with the original sample of 0.339 and p values of 0.000. The Management Information System had a positive and significant effect on Employee Performance with the original sample value of 0.228 and p values of 0.008. The Management Information System had a positive and significant effect on Organizational Commitment with the original sample of 0.541 and p values of 0.000. Organizational Culture has a positive and significant effect on Employee Performance through Organizational Commitment with a value of 0.147 and p values of 0.001. Management Information System has a positive and significant effect on Employee Performance through Organizational Commitment with an original sample value of 0.183 and p values of 0.000.]]>
<![CDATA[The Effect Of Work Ethic And Competence On Employee Performance With Job Promotion As An Intervening Variable In PT PLN Nusantara Power Up Arun ULPL Pulo Banana ]]>
<![CDATA[Dedi Supriyatano]]>;
<![CDATA[M. Alfahmi]]>
<![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.v2i2.404
<![CDATA[This study aims to find out and analyze the Influence of Work Eos and Competence on Employee Performance with Position Promotion as an Intervening Variable in PT PLN Nusantara Power UP Arun ULPL Pulo Pisang. This study uses the PLS-SEM analysis method involving 53 respondents. Data collection was carried out using questionnaire distribution. The data obtained was analyzed and the management was carried out with the PLS-SEM analysis program. The results of this study are as follows: Work ethic has a positive and significant effect on Employee Performance with the original sample value of 0.249 and p values of 0.048. Work Ethic had a positive and significant effect on Position Promotion with an original sample value of 0.338 and p values of 0.001. Competence had a positive and significant effect on Employee Performance with an original sample value of 0.310 and p values of 0.041. Competence has a positive and significant effect on Position Promotion with an original sample value of 0.583 and p values of 0.000. Position promotion had a positive and significant effect on Employee Performance with an original sample value of 0.301 and p values of 0.047. Work Ethic has a positive and significant effect on Employee Performance through Position Promotion with a value of 0.102 and p values of 0.087. Competence has a positive and significant effect on Employee Performance through Position Promotion with a value of 0.176 and p values of 0.052.]]>
<![CDATA[The Effect Of Education Level On Employee Performance At The Mandailing Natal Regency Environmental Agency ]]>
<![CDATA[Nur Azizah Matondang]]>;
<![CDATA[Abdi Sugiarto]]>
<![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.v2i2.405
<![CDATA[This study aimed to analyze the effect of education level on employee performance at the Environmental Agency of Mandailing Natal Regency. This research was conducted using a quantitative associative causal approach. The sample consisted of all employees, totaling 71 people, selected through purposive sampling Based on the data analysis, the study found that education level had a positive and significant effect on employee performance. The hypothesis test results showed a t-value of 44.211, which was greater than the t-table value of 1.99495, with a significance level of 0.000, which was less than 0.05. The regression coefficient indicated that every one-unit increase in education level resulted in a 0.957-unit improvement in employee performance, assuming other variables remained constant. Additionally, the determination test results showed that education level explained 97% of the variability in employee performance, indicating a very high impact. The remaining 3% was influenced by other factors not examined in this study. Therefore, education level had a positive and significant effect on employee performance at the Environmental Agency of Mandailing Natal Regency.]]>
<![CDATA[The Effect Of Work Discipline On Employee Performance At The Dairi Regency Regional Disaster Management Agency Office ]]>
<![CDATA[Roy Enddharta Tumangor]]>;
<![CDATA[Mesra B]]>
<![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.v2i2.406
<![CDATA[This study aimed to analyze the effect of Work Discipline on Employee Performance at the Regional Disaster Management Agency (BPBD) in Dairi Regency. The population in this study consisted of 43 employees. The hypothesis test results showed that Work Discipline had a positive and significant effect on Employee Performance, with a t-value of 43.223, which was greater than the t-table value of 2.01954, and a significance value of 0.000, which is less than 0.05. The regression coefficient showed that for every 1-unit increase in Work Discipline, Employee Performance would increase by 0.987 units, assuming other variables remained constant. Additionally, the determination test results showed an Adjusted R Square value of 0.960 or 96.00%, indicating that Work Discipline had a very high impact on Employee Performance, while the remaining 6.00% was influenced by other factors not examined in this study. Therefore, Work Discipline had a positive and significant effect on Employee Performance at the Regional Disaster Management Agency (BPBD) in Dairi Regency]]>
<![CDATA[The Effect Of Work Discipline On Work Performance In The Office South Binjai Sub-District ]]>
<![CDATA[Salamudin]]>;
<![CDATA[Mesra B]]>
<![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.v2i2.407
<![CDATA[This study aimed to analyze the effect of Work Discipline on Work Performance at the Binjai Selatan Subdistrict Office. This research used a quantitative causal associative method. The study was conducted with a population of 117 employees. The sampling technique used was saturated sampling, where all members of the population were included as samples. The data used were obtained from questionnaires distributed to respondents, consisting of all employees from various divisions within the office. The results showed that Work Discipline had a positive and significant effect on Work Performance. This was proven by a t-value of 13.416, which was greater than the t-table value of 1.99656, and a significance value of 0.000, which was less than 0.05. The regression coefficient of 1.267 indicated that every 1-point increase in Work Discipline would lead to an increase of 1.267 points in Work Performance, assuming other variables remained constant. Furthermore, the results of the coefficient of determination test showed an Adjusted R Square value of 0.628 or 62.8%, indicating that Work Discipline had a significant influence on Work Performance, with 37.2% influenced by other factors not included in the study. Overall, the findings of this research identified that improving Work Discipline could significantly contribute to enhancing Work Performance at the Binjai Selatan Subdistrict Office.]]>
