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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 402 Documents
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The Influence Of Transformational Leadership And Job Satisfaction By Motivating Employee Performance At KSP CU. Damai Sejahtera Medan Irvan Malay; Adilman Harefa; Ardyn Sari Sinaga; Rahmat Kurniawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

This study aims to test the effect of transformational leadership and work satisfaction, which is mediated by motivation, on employee performance in the CUSA of Line Banjam (KSP) CU. Peace Seperate Medan. This research uses quantitative approach with survey design. Data obtained through questionnaire that was spreaded to 120 employees working in KSP CU. Peace Seperate Medan. The results of the analysis using multiple linear regression suggest that transformational leadership, job satisfaction, and motivation has a significant effect on employee performance. In addition, motivation proves to mediate the relationship between transformational leadership and job satisfaction on employee performance. This study provides important insights for KUP CS management. Peace to improve employee performance through inspirational leadership, high work satisfaction, and sustainable motivation.
Compensation And Environmental Analysis Work On Employee Performance PT. Saka Pembangunan Karya Medan Atika; Nizamuddin
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

This study aims to examine how Compensation and Work Environment Affect Employee Performance at PT. Empowerment of Saka Mandiri Medan. This study uses a quantitative method with a sample of 40 people. Data collection was carried out by distributing questionnaires. The data obtained was analyzed using SPSS Version 25.0. The results of the quantitative analysis showed that Compensation partially had a positive and significant effect on Employee Performance, this was evidenced by the calculated value of 3.933 > ttable 1.685 and significant 0.00 < 0.05. So it can be concluded that the hypothesis (H1) in this study is accepted. The Work Environment partially has a positive and significant effect on the Employee Performance of PT. The empowerment of Saka Mandiri Medan, this is evidenced by the tcount value of 2.759 > ttable 1.685 and significant 0.009 < 0.05. So it can be concluded that the hypothesis (H2) in this study is accepted, in this study it is accepted. Compensation and Work Environment simultaneously have a positive and significant effect on the Employee Performance of PT. The empowerment of Saka Mandiri Medan, this is evidenced by the value of Fcal 13.906 > Ftable 2.64 and significant 0.000 < 0.05. So it can be concluded that the hypothesis (H4) in this study is accepted.
The Effect Of Incentives On Employee Performance Through Career Development As A Variable Intervening In The Employment Service General And Spatial Planning Asahan Regency Ira Junianty; Muhammad Isa Indrawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Providing the right incentives and structured career development programs are important factors in improving employee performance in government organizations. This study aims to find out and analyze the influence of incentives on employee performance mediated by career development at the Asahan Regency Public Works and Spatial Planning Office. This study uses a causal associative quantitative approach. The sample used was the entire employee population of 145 people with a saturated sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that incentives did not have a significant direct influence on employee performance, with a T-statistical value of 1.516 < 1.96 and a P-value of 0.132 > 0.05. However, incentives had a positive and significant effect on career development, with a T-value of 55,921 > 1.96 and a P-value of 0.000 < 0.05, indicating that incentives encourage employee involvement in career development programs. Career development also had a positive and significant effect on employee performance, with a T-statistical value of 8.826 > 1.96 and a P-value of 0.000 < 0.05, indicating that career development is able to improve employee performance. In addition, career development mediates the influence of incentives on employee performance, shown by a T-statistical value of 8.389 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that structured career development can strengthen the incentive effect in improving employee performance at the Asahan Regency Public Works and Spatial Planning Office.
The Effect Of Human Resource Empowerment On Employee Performance With Training As A Moderating Variable In The Personnel And Human Resource Development Agency Binjai City Irma Lestari Silaban; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Optimal employee training and development is an important factor in improving employee performance in the government sector. This study aims to determine and analyze the effect of HR development on employee performance mediated by training at the Office of the Human Resources Development and Personnel Agency of Binjai City. This study uses a causal associative quantitative approach. The sample used was the entire employee population of 145 people, with a saturated sampling technique. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that HR development had a positive and significant effect on employee performance, with a T-statistic value of 2.189> 1.96 and a P-value of 0.031 <0.05, indicating that increasing HR development can improve employee performance. In addition, HR development has a positive and significant effect on training, with a T-statistic value of 40.287> 1.96 and a P-value of 0.000 <0.05, indicating that HR development supports increasing employee training. Training also has a positive and significant effect on employee performance, with a T-statistic value of 3.930 > 1.96 and a P-value of 0.000 < 0.05, indicating that increased training can improve employee performance. In addition, training mediates the effect between HR development and employee performance, indicated by a T-statistic value of 3.884 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that HR development and training are effective strategies in improving employee performance at the Office of the Human Resources Development and Personnel Agency of Binjai City.
Influence Conflict Work To Performance Employee Which Interven Ted By Burden Work On Office Subdistrict West Binjai M. Safwan Siddin; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Work conflict and workload are important factors that can affect employee performance, especially in the West Binjai District Office. This study aims to analyze the effect of work conflict on employee performance with workload as an intervening variable. This research approach uses a causal associative quantitative method with 80 employees as respondents. Data were collected through questionnaires and analyzed using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that work conflict had a negative effect on employee performance, with a T-statistic value of 0.735 <1.96 and a P-value of 0.464> 0.05, indicating that work conflict cannot improve employee performance. Work conflict also has a significant effect on workload, with mark T-statistic 0.552 < 1.96 And P-value 0.302 > 0.05. Burden Work proven own significant negative influence on employee performance, with a T-statistic value of 0.735 < 1.96 And P-value 0.001 < 0.05. The indirect effect test shows that workload can intervene in the influence of work conflict on employee performance, with a T-statistic value of 0.733 > 1.96 and a P-value of 0.001 < 0.05. This study concludes that work conflict and workload need managed effectively to improve employee performance. Suggestions for the West Binjai District Office are to implement conflict management strategies, distribute workloads evenly, and create a supportive work environment to improve employee productivity and welfare.
The Effect Of Competence Through The Use Of Technology On Employee Performance At The South Binjai Sub-District Office Nila Rela Ria Simanjuntak; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

This study aims to examine the influence of competence on employee performance with the use of technology as an intervening variable at the South Binjai Sub-district Office. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 117 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the results showing that competence has a positive and significant effect on the use of technology, shown by a T-Statistic value of 55.648 and a P-Value of 0.000. However, competence has no direct influence on employee performance, with a T-Statistic value of 0.007 and a P-Value of 0.995. On the contrary, the use of technology directly has a positive and significant effect on employee performance with a T-Statistic value of 7.873 and a P-Value of 0.000. The findings also show an indirect influence between employee competence and performance through the use of technology as an intervening variable, with a T-Statistic value of 7.475 and a P-Value of 0.000. The implications of this study suggest that organizations prioritize competency development and access to the right technology to optimize employee performance. The study also prompted further studies of other intervening variables, such as organizational culture or psychological capital, that could strengthen the relationship between competence and performance.
The Influence Of Work Discipline And Supervision On Work Performance With Job Satisfaction As A Mediating Variable At The South Binjai Sub-District Office Salamudin; Mesra B
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Effective work discipline and supervision are expected to increase job satisfaction, which in turn has an impact on improving work performance. This study aims to analyze the influence of Work Discipline and Supervision on employee work performance mediated by job satisfaction at the South Binjai District office. Data was obtained through a survey with a quantitative approach and analyzed using the Partial Least Squares (PLS) method with a sample of 117 employees. The results of the hypothesis test showed that work discipline and supervision had a positive and significant effect on Work Performance, with T-Statistics of 3,589 and 6,264, respectively, and P-Value < 0.05. This shows that increased discipline and supervision will improve employee work performance. In addition, work discipline and supervision also had a positive effect on Job Satisfaction, with T-Statistic values of 5,266 and 4,842. Job Satisfaction was proven to have a significant positive influence on Job Performance, with a T-Statistic of 8,140, showing the important role of Job Satisfaction in driving employee performance. The results of the indirect influence test show that Supervision and Supervision have a significant effect on Job Performance through Job Satisfaction as a mediator. The indirect influence of Work Discipline and Supervision on Work Performance through Job Satisfaction had T-Statistics of 4.920 and 3.637 > 1.96, respectively, and P-Value < 0.05 < 0.05. These findings indicate that the influence of these two variables on Job Achievement is more effective when facilitated by high Job Satisfaction.
The Effect Of Human Resource Development On Employee Performance Through Training At The Regional Inspectorate Office Binjai City Septy Wanna Masayu; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Human Resource Development (HR) has a strategic role in improving employee training and performance. This study aims to analyze the influence of human resource development on employee performance with training as an intervening variable at the Binjai City Regional Inspectorate Office. This study uses an associative quantitative method with a causal approach, involving 68 respondents who are employees in the office. The data was analyzed using the Partial Least Squares (PLS) method to measure the direct and indirect influence between the research variables. The results of the study showed that human resource development had a positive and significant effect on training with a T-Statistic value of 27.607 > 1.96 and a P-Value of 0.000 < 0.05. In addition, human resource development also has a significant direct influence on employee performance, as evidenced by the T-Statistic value of 5.788 > 1.96 and the P-Value of 0.000 < 0.05. The training proved to have a significant effect on employee performance with a T-Statistic value of 3.269 > 1.96 and a P-Value of 0.002 < 0.05. The indirect influence shows that the training is able to intervene the relationship between human resource development and employee performance, with a T-Statistic value of 3.139 > 1.96 and a P-Value of 0.003 < 0.05. The implications of this study emphasize the importance of effective human resource development policies, not only in the form of salaries and benefits, but also structured training. This policy, accompanied by a supportive work environment, will create a synergistic effect in increasing employee productivity and loyalty.
The Effect Of Work Stress And Work Ethic On Employee Performance By Providing Incentives As An Intervening Variable In The Public Works And Spatial Planning Office Of Asahan Regency Shandy Evanda Santayana; Kiki Farida Ferine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Work stress and work ethic are important factors that affect employee performance, especially in a competitive work environment. This study aims to find out and analyze the influence of work stress and work ethic on employee performance with incentives as an intervening variable in the Public Works and Spatial Planning Office of Asahan Regency. The research uses a causal associative quantitative approach with the Structural Equation Modeling (SEM) method based on Partial Least Square (PLS). The sample used was 145 employees with a saturated sample technique. The results showed that work stress had a negative influence on employee performance, with a T-statistical value of 1.027 < 1.96 and a P-value of 0.306 > 0.05. On the contrary, work ethic has a positive and significant influence on employee performance, with a T-statistical value of 3.371 > 1.96 and a P-value of 0.001 < 0.05. Incentives have also proven to have a significant effect on employee performance, with a T-statistical value of 12.108 > 1.96 and a P-value of 0.000 < 0.05. However, incentives were unable to mediate the effect between work stress and employee performance, as shown by the T-statistical value of 1.692 < 1.96 and the P-value of 0.093 > 0.05. On the contrary, incentives were able to mediate the influence of work ethic on employee performance significantly, with a T-statistical value of 11.565 > 1.96 and a P-value of 0.000 < 0.05. These results provide insight that the right incentive management strategy can strengthen the positive influence of work ethic on employee performance, while work stress management needs to be optimized to minimize its negative impact on performance.
The Influence Of Transformational Leadership Style And Motivation For Employee Performance By Communication Quality As A Variable Intervening In The Employment Service General And Spatial Planning Asahan Regency Sujarwo; Mesra B; Abdi Sugiarto
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

This study aims to examine the influence of transformational leadership style and motivation on employee performance, as well as the role of communication quality as an intervening variable. This type of research is quantitative associative causal, carried out at the Office of Public Works and Spatial Planning of Asahan Regency from September to November 2024, with the entire employee population of 145 people as a sample. The data analysis technique uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with SmartPLS 3.0 software. The results showed that transformational leadership style and motivation had a positive and significant influence on employee performance, with T-statistical values of 4.265 and 6.718 and P-values of 0.000 < 0.05, respectively. Transformational leadership style also has a significant influence on the quality of employee communication (T-statistic 6,428), as well as motivation (T-statistic 3,851), which means that improved leadership and motivation can improve the quality of communication. However, the quality of communication had no significant influence on employee performance (T-statistic 1.342, P-value 0.182 > 0.05) and was unable to intervene in the relationship between transformational leadership style and motivation on employee performance, with T-statistical values of 1.372 and 1.114, respectively. The implication of these findings is that employee performance improvement is more effectively achieved through a focus on developing transformational leadership styles and motivation, without relying on communication quality as an intermediary factor. This study recommends that institutions focus more on leadership strategies and motivation that directly impact performance to achieve optimal results.

Page 28 of 41 | Total Record : 402

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