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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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Analysis Of The Influence Of Organizational Culture And Competencies On The Performance Of Employees Of The Sinembah Tanjung Muda Hulu Sub-District Office Dian Utami; Soulthan Saladin Batubara; Firman Ario
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

The research analysis aims to analyze the influence of organizational culture and competence on the performance of employees of the Sinembah Tanjung Muda Hulu Sub-district Office. The data analysis technique used is an associative research method with the help of the SPSS version 25 program. This study uses multiple linear regression analysis. The sample in this study was 37 respondents. Primary data collection uses questionnaires. The results of the study showed that thetest results for the organizational culture variable showed a t-value of 2.964 > a t-table of 2.03 with a significant value of 0.005 < 0.05, then the H1 hypothesis was accepted and H0 was rejected, meaning that organizational culture had a positive and partially significant effect on the performance of employees of the Sinembah Tanjung Muda Hulu Sub-district Office. The test results for the competency variable showed at-value of 5.161 > a t-table of 2.03 with a significant value of 0.00 < 0.05, then the H2 hypothesis was accepted and H0 was rejected, meaning that competence had a positive and partially significant effect on the performance of employees of the Sinembah Tanjung Muda Hulu Sub-district Office. The results of the simultaneous hypothesis test or F test prove that the value of F is calculated as 71.841 which is greater than 3.28 and the significant value of 0.000 is less than 0.05 so that it can be concluded that H3 is accepted and H0 is rejected so that it can be concluded that organizational culture and compensation have a significant effect simultaneously on the performance of employees of the Sinembah Tanjung Muda Hulu Sub-district Office.
Analysis Of The Influence Of The Work Environment, Career Development And Work Responsibility On Job Satisfaction In The Personnel Agency And Resource Development Humans In Binjai City Shintya; Emi Wakhyuni; Darmilisani
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

The research analysis aims to find out whether the work environment, career development and job responsibility affect job satisfaction. The data analysis technique used is an associative research method with the help of the SPSS version 25 program. This study uses multiple linear regression analysis. The sample in this study was 39 respondents. Primary data collection uses questionnaires. The results of the study show that the tcount value is 3.440 > ttable is 2.03 with a significant value of 0.002 < 0.05, then the H3 hypothesis is accepted and H0 is rejected, meaning that responsibility has a positive and partially significant effect on the job satisfaction of employees of the Personnel and Human Resources Development Agency in Binjai City. The calculation value of 0.854 < table of 2.03 with a significant value of 0.399 > 0.05, then the H2 hypothesis was rejected and H0 was accepted, meaning that career development did not have a significant partial effect on job satisfaction. The calculation value is 2.581 > the table is 2.03 with a significant value of 0.014 < 0.05, then the H3 hypothesis is accepted and H0 is rejected, meaning that responsibility has a positive and partially significant effect on job satisfaction. The value of F is calculated as 53.520 which is greater than 2.87 and the significant value of 0.000 is less than 0.05 so it can be concluded that hypothesis 4 is accepted and hypothesis 0 is rejected, namely work environment, career development and responsibility have a significant effect simultaneously on job satisfaction.
The Influence Of Transformational Leadership Style And The Work Environment On Employee Performance With Work Motivation As A Mediating Variable At The Population And Civil Registration Office Of Dairi Regency Agus Raja Gukguk; 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

Employee performance is influenced by various factors, including transformational leadership style and work environment provided by the organization. An effective transformational leadership style and the right work environment can increase Motivation, which further contributes to improved performance. This study aims to identify the influence of transformational leadership style and work environment on employee performance by considering the role of Motivation as a mediating variable in the Population and Civil Registration Office of Dairi Regency. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that transformational leadership style and work environment had a positive and significant influence on motivation, with T-Statistic values of 4.718 and 4.838, respectively, and P-Value of 0.000. Motivation is proven to have a positive and significant influence on Employee Performance with a T-Statistic value of 9.799 and a P-Value of 0.000, emphasizing the importance of Motivation as a performance driving factor. Indirect influence analysis shows that transformational leadership style and work environment significantly affect Employee Performance through Motivation, with an influence coefficient of 0.384. These findings indicate that improving transformational leadership style and work environment will be more effective in encouraging Employee Performance when facilitated by high motivation. Advice is provided to institutions to improve access to technology and training, as well as evaluate transformational leadership style strategies and existing work environments. Researchers are further encouraged to explore other mediating variables, such as organizational culture and psychological capital, in the context of performance improvement.
The Effect Of Training And Competency Development On Personnel Performance With Job Satisfaction As An Intervening Variable In UPT. Firefighter Dairi Regency Amudi Parulian Situmeang; Kiki Farida Farine
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

Personnel Performance is influenced by various factors, including Training and Competency Development provided by the organization. Effective training and relevant competency development programs can improve Job Satisfaction, ultimately contributing to improved performance. This study aims to identify the influence of Training and Competency Development on Personnel Performance by considering the role of Job Satisfaction as an intervening variable in UPT. Dairi Regency Fire Department. Data was obtained through a survey with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Training had a positive and significant influence on Job Satisfaction with a T-Statistic value of 4.215 and a P-Value of 0.000. However, the direct influence of Training on Personnel Performance showed significant negative results with a T-Statistic value of 4.572 and a P-Value of 0.000. Competency Development is proven to have a positive and significant influence on both Job Satisfaction (T-Statistic 3.525, P-Value 0.001) and Personnel Performance (T-Statistic 4.652, P-Value 0.000). In addition, Job Satisfaction has a positive and significant influence on Personnel Performance, with a T-Statistic value of 4.324 and a P-Value of 0.000. Indirect influence analysis shows that Training and Competency Development have a significant effect on Personnel Performance through Job Satisfaction as a mediating variable. These findings indicate that the improvement of Training and Competency Development will be more effective in driving Personnel Performance when facilitated by high Job Satisfaction. Suggestions are given to institutions to improve training methods and strengthen competency development programs, as well as consider increasing job satisfaction as an effort to optimize performance. The researcher is further advised to explore other intervening variables that may play a role in improving personnel performance.
The Effect Of Performance Evaluation And Career Development On Employee Performance Mediated By Motivation To Work In The Office Sidikalang District Dairi Regency Anny Fonisa Nasution; 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

Employee performance is influenced by various factors, including Performance Evaluation provided by the organization. Effective Performance Evaluation and proper Career Development can increase Motivation, which further contributes to improved performance. This study aims to identify the influence of Performance Evaluation and Career Development on Employee Performance by considering the role of Motivation as an intervening variable in the Sidikalang District Office, Dairi Regency. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Performance Evaluation had a positive and significant influence on work motivation, with a T-Statistic value of 1.227 and a P-Value of 0.000. Career Development also has a positive and significant influence on Work Motivation, with a T-Statistic value of 5.022 and a P-Value of 0.000. Work Motivation is proven to have a positive and significant influence on Employee Performance, with a T-Statistic value of 5.782 and a P-Value of 0.000, emphasizing the importance of Motivation as a performance driving factor. However, Performance Evaluation has a positive but not significant influence on Employee Performance, with a T-Statistic value of 0.957 and a P-Value of 0.000. Career Development also showed a positive but not significant influence on Employee Performance, with a T-Statistic value of 0.376 and a P-Value of 0.000. Indirect influence analysis showed that Work Motivation significantly mediated the relationship between Career Development and Employee Performance, with a T-Statistic value of 3.988 and an influence coefficient of 0.856. On the other hand, Work Motivation as a mediator in the relationship between Performance Evaluation and Employee Performance showed a not significant influence, with a T-Statistic value of 1.181 and an influence coefficient of 0.246. These findings indicate that improving Performance Evaluation and Career Development will be more effective in encouraging Employee Performance if facilitated by high work motivation.
The Influence Of Interpersonal Communication And Management Conflicts On Employee Performance With Transformational Leadership As Intervening Variables In The Office Sidikalang District Dairi Regency Dameika Tambunan; 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

This study aims to analyze the effect of interpersonal communication and conflict management on employee performance with transformational leadership as an intervening variable at the Sidikalang District Office, Dairi Regency. The research method used is quantitative associative casual with data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). Data were obtained from questionnaires distributed to 49 employees and analyzed using SmartPLS 3.0 software. The results showed that interpersonal communication has a positive and significant effect on employee performance with a T-Statistic value of 6.805 (> 1.96) and a P-Value of 0.000 (< 0.05). Conversely, conflict management does not have a significant effect on employee performance with a T-Statistic value of 0.562 (< 1.96) and a P-Value of 0.577 (> 0.05). Transformational leadership has a positive and significant effect on employee performance with a T-Statistic value of 6.271 (> 1.96) and a P-Value of 0.000 (< 0.05). This study confirms the importance of interpersonal communication and transformational leadership in improving employee performance optimally.
The Effect Of Performance And Competency Evaluation On Employee Performance Through Service Quality At The Investment Office, Dairi Regency One-Stop Integrated Employment Service Debby Nur Malawati; 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

Employee performance is influenced by various factors, including Performance Evaluation provided by the organization. Effective supervision and proper Competence can increase Job Satisfaction, which further contributes to improved performance. This study aims to identify the influence of Performance Evaluation on Employee Performance by considering the role of Job Satisfaction as an intervening variable in the Investment Office, Dairi Regency One-Stop Integrated Employment Service. Data was obtained through a survey of employees with a quantitative approach and analyzed using the Partial Least Squares (PLS) method. The results of the analysis showed that Performance Evaluation had a positive and significant influence on Job Satisfaction, with T-Statistic values of 4.718 and 4.838, respectively, and a P-Value of 0.000. Job Satisfaction is proven to have a positive and significant influence on Employee Performance with a T-Statistic value of 9.799 and a P-Value of 0.000, emphasizing the importance of Job Satisfaction as a performance driving factor. The analysis of indirect influence shows that Performance Evaluation significantly affects Employee Performance through Job Satisfaction, with an influence coefficient of 0.384. These findings indicate that an increase in Performance Evaluation will be more effective in encouraging Employee Performance when facilitated by high Job Satisfaction. Advice is provided to institutions to improve access to technology and training, as well as evaluate existing Performance Evaluation strategies. Researchers are further encouraged to explore other intervening variables, such as organizational culture and psychological capital, in the context of performance improvement.
The Influence Of Work Discipline, Organizational Commitment And Motivation For Employee Performance Communication And Information Service Binjai City Syafwan Nabawi; Fitra Arlina Nasution; Rifky Budi Setiawan
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

The research analysis aims to find out whether Work Discipline, Organizational Commitment, and Motivation affect the performance of Binjai City Communication and Information Service employees. The data analysis technique used is an associative research method with the help of the SPSS version 25 program. This research uses multiple linear regression analysis. The sample in this study was 45 respondents. Primary data collection uses a questionnaire. The results of the research show that work discipline has a partially positive and significant effect on the performance of employees of the Binjai City Communication and Information Service. Organizational commitment has a partially positive and significant effect on the performance of employees of the Binjai City Communication and Information Service. Motivation hasno a partially effect on the performance of employees of the Binjai City Communication and Information Service. Work discipline, organizational commitment and motivation simultaneously have a positive and significant effect on the performance of employees of the Binjai City Communication and Information Service.
The Influence Of Work Ability, Work Discipline, And Organizational Commitment To Performance Employees In PT Jne's Outbound Division Express Main Branch Medan Ika Yulanda; Niken Wulandari; Emi Wakhyuni
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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Abstract

The research analysis aims to find out whether work ability, work discipline and organizational commitment to employee performance. The data analysis technique used is an associative research method with the help of the SPSS version 25 program. This study uses multiple linear regression analysis. The sample in this study is 55 respondents. Primary data collection uses questionnaires. The results of the study showed that workability had a positive and partially significant effect on the performance of employees of the Out Bound Division of PT JNE Express. Work discipline has a positive and partially significant effect on the performance of employees of PT JNE Express's Out Bound Division. Organizational commitment does not have a significant partial effect on the performance of employees of PT JNE Express's Out Bound Division. Work ability, work discipline and organizational commitment have a positive and significant effect simultaneously on the performance of employees of PT JNE Express's Out Bound Division
The Effect Of Reward And Punishment On Employee Performance Is Mediated By Work Motivation At The Sidikalang Sub-District Office Hairul Anwar Bintang; 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

Employee performance is influenced by various factors, including Reward, Punishment, and Work Motivation. This study aims to analyze the effect of Reward and Punishment on Employee Performance by considering work motivation as an intervening variable in the Sidikalang Sub-district Office with a sample of 48 employees. The research uses a quantitative approach with the Partial Least Squares (PLS) method to process survey data from employees. The results showed that Reward had a positive and significant influence on work motivation (T-Statistic 23.965 > 1.96; P-Value 0.000 < 0.05) and indirectly on Employee Performance through Motivation (T-Statistic 3.599 > 1.96; P-Value = 0.001 < 0.05). On the other hand, Punishment does not have a significant influence either directly or indirectly on Employee Motivation or Performance. Work motivation is proven to have a positive and significant influence on Employee Performance (T-Statistic = 3.972 > 1.96; P-Value = 0.000 < 0.05), confirming its important role as a mediating variable in the relationship between Reward and Employee Performance. However, Punishment is not strong enough to affect work motivation or performance directly or indirectly. These findings show that Reward-based strategies are more effective than Punishment-based approaches in improving employee motivation and performance. Institutions are advised to strengthen the Reward system based on performance achievement and provide development opportunities for employees to maximize their potential.

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