Proceeding International Conference on Economic, Business, Management and Accounting
THE INFLUENCE OF JOB INVOLVEMENT AND JOB PROMOTION ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT THE INSPECTORATE IN KARO REGENCY
THE INFLUENCE OF JOB INVOLVEMENT AND JOB PROMOTION ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT THE INSPECTORATE IN KARO REGENCYThis study aims to analyze the effect of Job Involvement and Job Promotion on Employee Performance with Job Satisfaction as a mediating variable at the Regional Inspectorate of Karo Regency. The research was conducted on permanent employees, with a population of 40 individuals. Due to the relatively small population size, a saturated sampling technique was applied, resulting in 40 respondents. Data collection employed primary data obtained through questionnaires and secondary data gathered from documentation studies. The data were analyzed using quantitative methods with the assistance of SPSS version 25, applying t-tests, Sobel tests, and path analysis to examine both direct and indirect relationships among variables. The findings reveal that Job Involvement has a positive and significant effect on Job Satisfaction, while Job Promotion also positively and significantly affects Job Satisfaction. Furthermore, both Job Involvement and Job Promotion demonstrate a direct positive and significant impact on Employee Performance. Job Satisfaction is also found to significantly enhance Employee Performance. In addition, the mediation analysis shows that Job Satisfaction partially mediates the relationship between Job Involvement and Employee Performance, as well as between Job Promotion and Employee Performance. Overall, the results highlight the importance of increasing employee involvement and providing fair promotional opportunities to enhance job satisfaction, which in turn strengthens overall performance. These findings provide practical implications for organizational leaders in the public sector, particularly in designing strategies to improve employee motivation, satisfaction, and productivity.
Copyright (c) 2026 Proceeding International Conference on Economic, Business, Management and Accounting
THE EFFECT OF WORK ETHIC AND ORGANIZATIONAL CLIMATE ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT SMKN 1 MERANTI
This study aims to examine the influence of work ethic and organizational climate on employee performance, with job satisfaction serving as an intervening variable at SMKN 1 Meranti. The research involved all 42 permanent employees at the school. Considering the relatively small population, a saturated sampling method was employed, ensuring that every member of the population participated in the study. Data were collected from primary sources through questionnaires and secondary sources through documentation studies, providing comprehensive information about the variables under investigation. Quantitative analysis was conducted using SPSS version 25, applying t-tests, Sobel tests, and path analysis to examine both direct and indirect relationships among variables. The findings indicate that work ethic has a positive and significant effect on job satisfaction, suggesting that employees with higher levels of discipline, responsibility, and dedication tend to feel more satisfied with their work. Similarly, organizational climate also positively and significantly influences job satisfaction, demonstrating that a supportive and harmonious work environment enhances employees’ perceptions of their jobs. Furthermore, both work ethic and organizational climate were found to have direct positive effects on employee performance, indicating that these factors independently contribute to improved productivity and quality of work. Job satisfaction itself significantly affects performance and functions as a mediating variable, bridging the relationship between work ethic and performance, as well as between organizational climate and performance. Overall, the study concludes that the improvement of employee performance at SMKN 1 Meranti depends on a combination of a strong work ethic, a conducive organizational climate, and high job satisfaction. These findings highlight the importance of developing strategies that foster ethical work behavior, supportive organizational environments, and mechanisms to enhance employee satisfaction for achieving optimal performance outcomes.
HUMAN RELATIONS AND PERCEIVED ORGANIZATIONAL SUPPORT AS DETERMINANTS OF EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF MOTIVATION AT SMKN 1 MERANTI
This study aims to examine in depth the influence of Human Relations and Perceived Organizational Support on employee performance with Motivation as an intervening variable at SMKN 1 Meranti. The focus of the study was directed at permanent employees with a population of 42 people. Considering the relatively small population, the sampling technique used was a saturated sample, so that all members of the population were made respondents. In data collection, researchers utilized primary data through questionnaires and secondary data obtained from documentation studies. Furthermore, the data were analyzed using a quantitative approach using the SPSS version 25 program, through a series of statistical tests including the t-test, path analysis, and Sobel test. The results of the study showed that Human Relations were proven to have a positive and significant influence on employee motivation. Similarly, Perceived Organizational Support also had a positive and significant influence on motivation. In addition, both Human Relations and Perceived Organizational Support directly had a positive and significant influence on employee performance. Motivation itself plays an important role because it was proven to have a positive and significant influence on improving performance. Furthermore, this study also found that motivation mediates the relationship between human relations and performance, as well as the This study aims to examine in depth the influence of Human Relations and Perceived Organizational Support on employee performance with Motivation as an intervening variable at SMKN 1 Meranti. The focus of the study was directed at permanent employees with a population of 42 people. Considering the relatively small population, the sampling technique used was a saturated sample, so that all members of the population were made respondents. In data collection, researchers utilized primary data through questionnaires and secondary data obtained from documentation studies. Furthermore, the data were analyzed using a quantitative approach using the SPSS version 25 program, through a series of statistical tests including the t-test, path analysis, and Sobel test. The results of the study showed that Human Relations were proven to have a positive and significant influence on employee motivation. Similarly, Perceived Organizational Support also had a positive and significant influence on motivation. In addition, both Human Relations and Perceived Organizational Support directly had a positive and significant influence on employee performance. Motivation itself plays an important role because it was proven to have a positive and significant influence on improving performance. Furthermore, this study also found that motivation mediates the relationship between human relations and performance, as well as the relationship between perceived organizational support and performance. Therefore, it can be concluded that the better the relationships between employees and perceived organizational support, the higher the motivation that arises, ultimately contributing to improved employee performance at SMKN 1 Meranti.
TRAINING AND CAREER DEVELOPMENT AS DETERMINANTS OF EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF MOTIVATION AT SMKN 1 MERANTI
This study was conducted with the aim of understanding the extent to which Training and Career Development influence employee performance, by considering the role of Motivation as an intervening variable. The object of the study focused on permanent employees at SMKN 1 Meranti, with a population of 42 people. Given the limited population, this study used a saturated sampling technique, where all members of the population were used as research samples. Data collection was carried out through questionnaires as the main instrument to obtain primary data, as well as documentation studies to access secondary data. The collected data were then analyzed quantitatively using SPSS software version 25. The analysis techniques used included the t-test, Sobel test, and path analysis to examine direct and indirect relationships between variables. The results of the study showed that there was a positive and significant influence between Training on employee motivation. A similar thing was also found in the relationship between Career Development and Motivation, where improvements in career development also had a significant impact on increasing work motivation. In addition, Training was proven to have a positive and significant influence on employee performance, as well as Career Development which had a direct impact on increasing performance. Motivation was also proven to be a significant factor in influencing performance. Furthermore, the results of the analysis show that Training and Career Development also indirectly influence Performance through Motivation as an intervening variable.
WORK FACILITIES AND LEADERSHIP AS DETERMINANTS OF EMPLOYEE PERFORMANCE: THE MEDIATING EFFECT OF JOB SATISFACTION AT SMKN 1 AEK KUASAN
This study aims to examine the influence of Work Facilities and Leadership on the performance of employees at SMKN 1 Aek Kuasan, both directly and indirectly through Job Satisfaction as an intervening variable. The research population consisted of all 32 permanent employees of SMKN 1 Aek Kuasan. Due to the relatively small population size, a saturated sampling technique was employed, meaning the entire population was included as the research sample. Data collection was conducted using two sources. Primary data were obtained through structured questionnaires distributed to all employees, while secondary data were gathered through document studies related to organizational and employee records. Quantitative data analysis was carried out using SPSS version 25, employing t-tests, Sobel tests, and path analysis to evaluate the relationships between variables. The results revealed that Work Facilities have a positive and significant impact on Job Satisfaction, as does Leadership. Both variables were also found to positively and significantly influence employee performance directly. Furthermore, Job Satisfaction was demonstrated to have a positive and significant effect on performance, highlighting its role as a crucial mediating factor. Overall, the study confirms that both Work Facilities and Leadership not only contribute directly to enhancing employee performance but also exert an indirect effect through Job Satisfaction. These findings underscore the importance for organizations to invest in adequate work facilities and effective leadership practices, as they can improve employee satisfaction and, in turn, overall organizational performance. This research provides valuable insights for management strategies aiming to optimize employee outcomes in educational institutions.
THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE THROUGH ORGANIZATIONAL CITIZENSHIP BEHAVIOR AS AN INTERVENING VARIABLE AT SMKN 1 AIR JOMAN
This research is designed to explore how job satisfaction and organizational commitment affect employee performance, with Organizational Citizenship Behavior serving as an intervening factor at SMKN 1 Air Joman. Both job satisfaction and organizational commitment are recognized as critical determinants that can directly influence employee performance or indirectly enhance it through the promotion of OCB. The study employs a quantitative research approach, collecting data through structured questionnaires administered to the staff of SMKN 1 Air Joman. Analysis of the data demonstrates that both job satisfaction and organizational commitment exert a positive and statistically significant impact on employee performance. Moreover, these factors also positively affect performance indirectly by fostering OCB, suggesting that employees who are satisfied with their jobs and feel a strong sense of commitment toward their organization are more likely to engage in discretionary behaviors that go beyond their formal responsibilities. Such behaviors include helping colleagues, voluntarily supporting organizational initiatives, and contributing to a cooperative work environment, all of which ultimately enhance overall performance. The findings highlight the importance for school management to focus on strategies that improve employee satisfaction and strengthen commitment, as doing so not only boosts direct performance outcomes but also cultivates OCB, which further reinforces high performance levels. Therefore, proactive attention to these organizational and psychological factors is essential for optimizing employee productivity and ensuring the smooth functioning of the school. By fostering a supportive and engaging work environment, SMKN 1 Air Joman can maximize the potential and effectiveness of its workforce. Keywords: Job Satisfaction, Performance, Organizational Commitment, and Organizational Citizenship Behavior.
TRANSFORMATIONAL LEADERSHIP, WORK-LIFE BALANCE, AND THEIR IMPACT ON EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF JOB SATISFACTION
This study investigates the influence of Transformational Leadership and Work-Life Balance on employee performance, both directly and indirectly through Job Satisfaction, among employees of SMKN 2 Tanjung Balai. The research population consisted of all 31 permanent employees, and due to the small population size, a saturated sampling technique was applied, including all employees as research participants. Primary data were collected using structured questionnaires, while secondary data were obtained through documentation studies. Quantitative analysis was conducted using SPSS version 25, employing t-tests, Sobel tests, and path analysis to examine the relationships between variables. The findings reveal that Transformational Leadership has a positive and significant effect on Job Satisfaction, indicating that effective leadership enhances employee satisfaction. Similarly, Work-Life Balance is shown to positively and significantly influence Job Satisfaction, highlighting the importance of managing personal and professional demands. Both Transformational Leadership and Work-Life Balance also have significant direct effects on employee performance, demonstrating their role in improving productivity and work outcomes. Additionally, Job Satisfaction itself significantly contributes to performance, acting as a crucial mediating factor. The study further confirms that Transformational Leadership and Work Life Balance indirectly enhance performance through increased Job Satisfaction. These results suggest that fostering supportive leadership practices and promoting a healthy work-life balance not only improve employee satisfaction but also strengthen overall performance. In conclusion, organizations aiming to boost productivity should prioritize both leadership development and work-life balance initiatives, as these factors directly and indirectly contribute to enhanced employee performance by cultivating higher levels of job satisfaction. Keywords: Transformational Leadership, Job Satisfaction, Performance, and Work Life Balance .
THE EFFECT OF WORK SPIRIT AND WORK ABILITY ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AS AN INTERVENING VARIABLE AT SMKN 6 TANJUNG BALAI
This study aims to analyze the influence of work morale and work ability on employee performance, with job satisfaction as an intervening variable at SMKN 6 Tanjung Balai. Work morale and work ability are considered important factors that can drive employee productivity and effectiveness, both directly and through job satisfaction. The study sample consisted of 30 employees selected purposively, ensuring that respondents had experience and relevance appropriate to the research focus. Data were collected through a questionnaire designed to measure employee morale, work ability, job satisfaction, and performance. Data analysis was conducted using appropriate statistical techniques to test the relationships between variables and identify direct and indirect influences. The results are expected to demonstrate how work morale and work ability significantly influence employee performance, both directly and through job satisfaction. These findings have important implications for human resource management at SMKN 6 Tanjung Balai, particularly in designing strategies to improve employee performance. By understanding the role of job satisfaction as an intervening variable, management can develop more effective policies and programs to improve employee motivation, competence, and overall performance. This study is also expected to contribute to the educational management literature and serve as a basis for further research on the factors that influence employee performance in secondary education settings. Keywords: Work Ability, Job Satisfaction, Performance, and Work Morale.
THE EFFECT OF LEADERSHIP STYLE AND INTERPERSONAL COMMUNICATION ON EMPLOYEE PERFORMANCE THROUGH MOTIVATION AS AN INTERVENING VARIABLE AT SMKN 1 KISARAN
This study seeks to examine the impact of leadership style and interpersonal communication on employee performance, with motivation serving as an intervening variable at SMKN 1 Kisaran. In educational institutions, employee performance is shaped by a combination of internal and external factors, among which leadership, communication, and work motivation play critical roles. Effective leadership provides direction, guidance, and support, while clear and open interpersonal communication fosters collaboration and understanding among staff, both of which are essential for enhancing motivation and performance. Employing a quantitative research design, this study collected data through surveys distributed to all employees of SMKN 1 Kisaran. The collected data were analyzed using Structural Equation Modeling (SEM) to assess both the direct and indirect effects of leadership style and interpersonal communication on employee performance. The findings reveal that both leadership style and interpersonal communication significantly and positively influence employee motivation. Moreover, motivation is found to mediate the relationship between leadership, communication, and employee performance, indicating that the positive effects of leadership and communication are strengthened when employees are motivated. These results highlight the critical role of effective leadership and interpersonal communication in fostering motivation, which in turn drives better performance outcomes. Practically, this study provides guidance for school management in developing strategies to improve employee performance by enhancing leadership quality, promoting effective communication, and nurturing work motivation, ultimately contributing to a more productive and committed workforce within the educational setting. Keywords: Leadership Style, Performance, Interpersonal Communication and Motivation.
JOB SATISFACTION AS AN INTERVENING VARIABLE BETWEEN WORK ENVIRONMENT, DISCIPLINE, AND EMPLOYEE PRODUCTIVITY AT SMKN 1 AIR JOMAN
This study investigates the influence of the work environment and work discipline on employee productivity, with job satisfaction serving as an intervening variable at SMKN 1 Air Joman. A supportive and well-structured work environment, combined with strong employee discipline, is widely regarded as essential for fostering job satisfaction, which in turn positively impacts overall work productivity. Employing a quantitative research design, this study utilized a survey approach, distributing structured questionnaires to all employees of SMKN 1 Air Joman to obtain relevant data. The collected data were analyzed using path analysis, enabling the examination of both direct and indirect relationships among the variables. The findings reveal that both the work environment and work discipline exert a significant influence on job satisfaction, which subsequently mediates their impact on employee productivity. Specifically, a positive work environment that provides adequate facilities, supportive management, and clear organizational procedures enhances employee morale and commitment, while disciplined work behavior reinforces efficiency and reliability. The indirect effect through job satisfaction underscores the critical role of employee perceptions and attitudes in translating organizational conditions into tangible performance outcomes. These results highlight the necessity for educational institutions and management teams to prioritize the creation of conducive workplaces and the consistent application of disciplinary standards. By doing so, organizations can foster higher levels of job satisfaction, which ultimately drives enhanced productivity and overall organizational effectiveness. The study contributes to the understanding of human resource management practices in educational settings and offers practical guidance for improving employee performance through targeted interventions in both environmental and behavioral domains. Keywords: Work Discipline, Job Satisfaction, Work Environment, and Work Productivity.
THE EFFECT OF WORK FACILITIES AND COMPENSATION ON EMPLOYEE WORK PRODUCTIVITY THROUGH MOTIVATION AT SMKN 1 AIR JOMAN
This study aims to explore the influence of Work Facilities and Compensation on Work Productivity with Motivation as an intervening variable on employees of SMKN 1 Air Joman. The focus of this study is to understand the extent to which the provision of adequate work facilities and an effective compensation system can improve employee performance, and how Motivation plays a mediator in this relationship. The study population consists of all permanent employees of SMKN 1 Air Joman, totaling 53 people. Considering the relatively small population, this study uses a saturated sampling technique, so that all employees are used as research samples. Data collection was carried out through two methods, namely primary data obtained through questionnaires distributed to respondents, and secondary data obtained through documentation studies related to employee conditions and administration. Data analysis was carried out with a quantitative approach using SPSS software version 25, which includes a t-test to see the influence of individual variables, a Sobel test to test the mediation effect, and path analysis to assess direct and indirect relationships between variables. The results of the study show several important findings. First, Work Facilities have a positive and significant influence on employee motivation, indicating that the availability of supportive work facilities and environments can increase employees' intrinsic drive to work more optimally. Second, Compensation also has a positive and significant influence on Motivation, emphasizing the importance of financial and non-financial rewards in stimulating work enthusiasm. Third and fourth, both Work Facilities and Compensation have a direct positive and significant influence on Work Productivity, indicating that both variables not only increase motivation, but also the actual performance of employees. Fifth, Motivation is proven to have a positive and significant influence on Work Productivity, emphasizing the important role of Motivation as a driving factor for performance. Sixth and seventh, Motivation is proven to mediate the relationship between Work Facilities and Work Productivity, as well as between Compensation and Work Productivity, indicating that increasing facilities and compensation will be more effective in increasing productivity if followed by increasing employee motivation. These findings provide practical implications for the management of SMKN 1 Air Joman in designing strategies to increase employee productivity, especially through the provision of adequate work facilities, a fair compensation system, and efforts to continuously increase employee motivation. Keywords: Work Facilities, Compensation, Motivation, and Work Productivity.
THE ROLE OF ORGANIZATIONAL COMMITMENT IN LINKING ORGANIZATIONAL SUPPORT AND CULTURE TO EMPLOYEE PERFORMANCE AT SMAN 5 TANJUNG BALAI
This study investigates the effects of organizational support and organizational culture on employee performance, with organizational commitment as an intervening variable at SMAN 5 Tanjung Balai. The research involved 46 permanent staff members, representing the institution’s entire employee population. Using a quantitative approach, data were collected through structured questionnaires assessing employees’ perceptions of support, cultural values, commitment, and performance. Statistical analyses were conducted to examine both direct and indirect relationships among the variables. The findings are expected to demonstrate that organizational support and a positive organizational culture significantly enhance employee performance, both directly and indirectly through organizational commitment. By exploring these dynamics, the study provides insights into how organizational factors shape employee behavior and performance outcomes. The results also offer practical guidance for school management to design strategies that strengthen support systems, reinforce cultural values, and foster commitment, ultimately improving overall performance. This research contributes to the field of organizational behavior by highlighting the interplay between structural support, organizational culture, and employee engagement within educational settings, providing a model that can be adapted by similar institutions seeking to optimize staff performance. Keywords: Organizational Culture, Organizational Support, Performance, and Organizational Commitment.
THE ROLE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN MEDIATING THE EFFECT OF KNOWLEDGE MANAGEMENT AND PERCEIVED ORGANIZATIONAL SUPPORT ON EMPLOYEE PERFORMANCE AT SMKN 1 MEDAN
In an era of globalization and increasingly competitive work environment, organizations are required to improve the quality of their human resources to achieve optimal performance. High performing employees not only directly contribute to achieving organizational goals but also play a role in creating a productive and harmonious work environment. One factor suspected of influencing employee performance is Knowledge Management (KM), namely the process of managing knowledge within an organization that includes the creation, storage, distribution, and effective application of knowledge. With good KM implementation, employees can utilize available information and knowledge to improve work efficiency, make informed decisions, and enhance creativity and innovation. Furthermore, Perceived Organizational Support (POS), or employee perceptions of organizational support, is also a crucial factor in improving performance. POS reflects the extent to which employees feel valued, cared for, and supported by the organization. Employees who perceive organizational support tend to be highly loyal, more motivated, and more willing to contribute to achieving organizational goals. Previous research has shown that POS can increase employee job satisfaction, commitment, and positive behaviors that contribute to performance. Furthermore, Organizational Citizenship Behavior (OCB) can act as an intervening variable in the relationship between KM and POS on performance. OCB reflects voluntary employee behavior that is not directly regulated by the formal system, but helps the smooth functioning of the organization, such as helping coworkers, showing initiative, and voluntarily complying with regulations. Employees with high OCB tend to show better performance because they not only focus on formal tasks but also support the creation of a positive and productive work environment. SMKN 1 Medan as an educational institution that has a strategic role in producing competent human resources also faces challenges in improving employee performance. Therefore, it is important to examine how Knowledge Management and Perceived Organizational Support can influence employee performance through Organizational Citizenship Behavior as an intervening variable. This study is expected to provide a more comprehensive understanding of the factors that influence employee performance and become a reference for school management in designing effective human resource management strategies. Keywords: Kinerja, Knowledge Management, Organizational Citizenship Behavior, dan Perceived Organizational Support.
CAREER DEVELOPMENT, COMPENSATION, AND EMPLOYEE PERFORMANCE: EMPLOYEE ENGAGEMENT AS A MEDIATING FACTOR IN DOLAT RAYAT,KARO
This study aims to analyze the influence of career development and compensation on employee performance with employee engagement as an intervening variable in Dolat Rayat District, Karo Regency. In the era of public service that demands efficiency and professionalism, improving employee performance is a crucial aspect for government agencies. Planned career development and providing appropriate compensation are believed to increase employee motivation and commitment in carrying out their duties. However, the direct influence of these two variables is not always significant without the emotional and psychological involvement of employees in their work, known as employee engagement. Therefore, this study explores the role of employee engagement as a mediating variable that bridges the relationship between career development and compensation on performance improvement. The results of this study are expected to be the basis for consideration in making human resource management policies in Dolat Rayat District, in order to create high-performance and service-oriented apparatus. Keywords: Employee Engagement , Compensation, Performance, and Career Development.
THE EFFECT OF TRAINING AND LEADERSHIP STYLE ON EMPLOYEE PERFORMANCE THROUGH WORK DISCIPLINE AS AN INTERVENING VARIABLE IN THE PUBLIC WORKS AND SPATIAL PLANNING SERVICE OF KARO DISTRICT
This study aims to determine and analyze the effect of training and leadership style on employee performance, with work discipline as an intervening variable, at the Karo Regency Public Works and Spatial Planning Agency. The background of this study is based on the importance of improving the performance of state civil servants (ASN) in supporting the achievement of regional infrastructure development targets. In its implementation, appropriate training and appropriate leadership style are believed to be able to encourage increased work discipline which ultimately has implications for better employee performance. This study uses a quantitative approach with data collection techniques through questionnaires distributed to a number of service employees who serve as research samples. The data obtained are analyzed using the path analysis method to test the direct and indirect relationships between variables. The results show that training has a positive and significant effect on work discipline and employee performance. Similarly, leadership style has a positive effect on work discipline and employee performance. In addition, work discipline is proven to play a role as an intervening variable that mediates the effect of training and leadership style on employee performance. In other words, training and leadership style not only have a direct effect on performance, but also indirectly through improved work discipline. These findings indicate that to achieve optimal employee performance, government agencies need to prioritize training relevant to job requirements and develop a leadership style that provides clear role models, motivation, and direction for employees. The study's conclusions emphasize the importance of synergy between competency development, effective leadership, and discipline enforcement in efforts to improve the work productivity of local government officials. Keywords: Work Discipline, Leadership Style, Performance, and Training.
THE INFLUENCE OF JOB STRESS, MOTIVATION AND DISCIPLINE ON JOB SATISFACTION OF EMPLOYEES OF THE POPULATION AND CIVIL REGISTRATION OFFICE MEDAN CITY
This study aims to analyze the effect of Job Stress, Work Discipline, Work Motivation on Job Satisfaction of Medan City Population and Civil Registration Service Employees. The sample in this study was 130 respondents who were employees of the Medan City Population and Civil Registration Service. The data collection technique used was a questionnaire. The results of the instrument test stated that the data in this study were valid and reliable. The results of the Classical Assumption Test stated that the data in this study were normally distributed and produced a regression model that was free from multicollinearity and heteroscedasticity. The results of this study prove that: (1) Work stress has a significant and partial effect on Job Satisfaction with a value of 2.064 > 1.988 (2) Work Motivation has a significant and partial effect on Job Satisfaction with a value of 4.536 > 1.988 (3) Work Discipline has a significant and partial effect on Job Satisfaction with a value of 2.057 > 1.988 and simultaneously it is obtained that the F count value (66.204) > F table (2.71). The results of this study provide suggestions for further researchers as accurate information for all parties interested in obtaining information and basic data in conducting further research related to this study, especially regarding other factors that influence increasing Employee Job Satisfaction in order to improve the comfort and welfare of employees of the Population and Civil Registration Service of Medan City. Keywords :Job Stress, Work Motivation, Work Discipline, Job Satisfaction.
The Influence Of Product Features, Product Design And Trust On Mobile Banking User Satisfaction Of Bca Customers In Katamso Village, Medan
As technology advances, the banking sector must be able to facilitate consumer transactions and offer first-class services at competitive prices. Given that consumers are becoming more mobile and demanding, banks today must improve their offerings. This study examines the relationship between variables at BCA Medan using a correlational survey method. All BCA customers in Katamso Village, Medan, who use mobile banking, are the population of this study. Product features have a good and significant impact on mobile banking user satisfaction for BCA customers in Katamso Village, Medan, according to the study's findings. For BCA customers in Katamso Village, Medan, the Product Design variable significantly and positively affects Mobile Banking User Satisfaction. One of the product marketing strategies is product design. Impact of Trust on User Satisfaction with Mobile Banking The study findings show that BCA customer satisfaction with mobile banking in Katamso Village, Medan, is positively and significantly influenced by the trust variable. Keywords: product features, product design, trust, user satisfaction.
Brand Image Mediates Perception of Price and Service Quality on Students Decisions in Choosing UNPRI College
The propose of this study to find out more deeply how brand image mediates price perception and service quality in influencing students' decisions to choose UNPRI college. This study uses a simple random sampling method and the lemeshow formula to determine the type and number of samples, as many as 100 respondents. Data collection was carried out by distributing questionnaires in the Universitas Prima Indonesia area. The data analysis technique in this study used SMART-PLS data processing, which was used to test the validity and reliability of each independent variable against the dependent variable. The results of this study indicate that brand image and service quality have a positive effect on students' decision to choose. However, price is not a strong or significant reason for students' decisions to choose UNPRI. However, overall, both brand image, price perception and service quality provide adequate standard results in influencing students' decisions to choose. The role of brand image also provides significant results in mediating price perception and service quality with students' decisions in choosing. Keywords: Brand Image, Price Perception, Service Quality and Student Decisions
The Effect of Digital Marketing, Electronic Word of Mouth, and Electronic Trust on Purchase Decisions at PT Sutra Texindo Utama
The Indonesian textile industry is growing rapidly with very promising profits, resulting in tight conflicts in the textile industry. This study was conducted to determine the effect of Digital Marketing, Electronic Word of Mouth, and Electronic Trust on purchasing decisions at PT Sutra Texindo Utama. The type of research, techniques and data used are associative causal, quantitative and primary techniques. Where buyers who use E-commerce in North Sumatra are the population with a sample of 150 respondents. The sampling technique used is the non probability sampling technique. The questionnaire is a tool used in collecting data for this study, then using SPSS to analyze multiple linear regression. Based on the results of the study, Digital Marketing, Electronic Word of Mouth, Electronic Trust showed a significant influence on purchasing decisions. Keywords: Purchasing Decisions, Digital Marketing, Electronic Word of Mouth, and Electronic Trust
Transformational Leadership and Organizational Culture Impact on Government Employee Performance Mediated by Work Quality as an Intervening Factor
Unclear task division often leads to less objective performance evaluation, leaving employees uncertain about targets and reducing their motivation to achieve optimal results or improve service quality. This study investigates the impact of transformational leadership and organizational culture on employee performance, with work quality as a mediating variable, at the Tiganderket Sub-district Office. A quantitative approach with path analysis was applied, using data collected from 36 active employees through questionnaires. The findings reveal that transformational leadership positively influences employee performance indirectly through work quality, with a path coefficient of 0.290, T equal 2.846, p equal 0.004, indicating significant mediation. Similarly, organizational culture shows a strong indirect effect on employee performance via work quality, with a path coefficient of 0.440, T equal 4.290, and p less than 0.001. Furthermore, transformational leadership has a positive and highly significant effect on work quality, confirming that improvements in performance are achieved through enhanced work quality rather than direct influence. work quality thus functions as a full mediator between transformational leadership and employee performance. In contrast, organizational culture demonstrates both a very strong direct effect on employee performance and an indirect effect mediated by work quality. Additionally, work quality itself significantly and positively impacts employee performance. Keywords: Dependent Variable, Independent Variable, Intervening, Effect Variable, Indicator Impact, Human Resources
The Influence Of Product Quality, Price And Branding On The Purchase Decision Of Hyundai Stargazer
This study aims to analyze the influence of product quality, price, and branding on the purchase decision of Hyundai Stargazer. In the increasingly fierce competition of automotive industry, Hyundai Stargazer as one of the innovative products in the MPV (Multi Purpose Vehicle) segment needs an effective marketing strategy to attract consumer interest. This study uses a quantitative method by distributing a form to 130 respondents who have purchased or considering purchasing a Hyundai Stargazer. The data analysis technique used was multiple regression analysis to test the relationship between independent variables (product quality, price, and branding) and dependent variables (purchase decisions). Simultaneously, product quality, price and branding contribute significantly to the purchase decision of the Hyundai Stargazer. Our research concludes that product quality, price and branding are important factors that Hyundai needs to consider to improve consumer purchasing decisions. Therefore, companies are advised to continue to improve product quality, maintain competitive pricing strategies, and strengthen branding through innovative marketing. Keywords : product quality, price, branding, purchase decision, Hyundai Stargazer.
The Influence of Price, Brand Image, and Product Quality of Coffee Mix on Consumer Purchase Decisions in Medan Petisah
The residents of Medan Petisah are part of the community in Medan City, living in one of its densely populated and strategically located districts. This area is known as a center of economic, trade, and service activities, especially due to the presence of both traditional and modern shopping centers such as Pasar Petisah. Coffee mix is an instant blend typically consisting of coffee, sugar, and creamer (either milk powder or non-dairy creamer) combined into one convenient product. This study aims to determine the influence of Price, Brand Image, and Product Quality of Coffee Mix on Consumer Purchase Decisions in Medan Petisah District. This research uses a quantitative approach. Since the population is unknown, the sample was determined using the Lemeshow formula, resulting in 96 respondents. The partial results of this study indicate that price has a positive and significant effect on consumer purchase decisions, and brand image also has a positive and significant effect. Simultaneously, product quality has a positive and significant effect on consumer purchase decisions. Keywords: Price, Brand Image, Product Quality, Purchase Decision
The Influence of Organizational Culture, Work Discipline, and Communication on the Performance of Class Medan 1 Prison Employees
This study aims to determine the influence of organizational culture, work discipline, and communication on employee performance in Class I Correctional Institution Medan. Employee performance as one of the indicators of organizational success is influenced by various internal factors, including organizational culture, discipline, and effective communication. The research method used is quantitative with a descriptive and explanatory approach. The sample in this study amounted to 144 employees who were selected using the Slovin formula from a population of 224 employees. The data analysis technique used multiple linear regression, classical assumption test, partial test t-test, simultaneous test F-test, and determination coefficient R2. The results of the study showed that partially, the variables of work discipline had a significant effect on employee performance, while organizational culture and communication had no significant effect. However, simultaneously, these three variables had a significant effect on employee performance with in Class I Correctional Institution Medan. Keywords : Organizational Culture, Work Discipline, Communication, Employee Performance
The Influence Of Price, Testimony And Sales Promotion On Purchase Decision Of Annrich Skincare In Medan City
This study aims to test and analyze the influence of Price, Testimony, and Sales Promotion on Purchase Decision of Annrich Skincare products in Medan City. The research method used is a quantitative approach with a quantitative descriptive research type that is explanatory in nature. The population in this study were consumers who had purchased Annrich Skincare products in Medan City, with a sample size of 100 respondents. The data analysis technique used was multiple linear regression with partial tests (t-test) and simultaneous tests (F-test). The results show that partially, the Price variable has a positive and significant effect on Purchase Decision with a t-count value of 3.280 > t-table 1.985 and significance 0.001 < 0.05. Testimony also has a positive and significant effect with a t-count value of 2.164 > t-table and significance 0.033 < 0.05. Additionally, Sales Promotion has a positive and significant effect on Purchase Decision with a t-count value of 2.508 > t-table and significance 0.014 < 0.05. Simultaneously, the variables Price, Testimony, and Sales Promotion have a positive and significant effect on Purchase Decision with an F-count value of 11.831 > F-table 2.69 and significance 0.000 < 0.05. Thus, it can be concluded that Price, Testimony, and Sales Promotion have a partial and simultaneous effect on Purchase Decision of Annrich Skincare consumers in Medan City. Keywords : Price, Testimony, Sales Promotion, Purchase Decision
The Influence of Job Security and Organizational Commitment on Turnover Intention towards Outsourcing Employee Performance at PT. Perkebunan Nusantara IV
This study aims to analyze the effect of job security and organizational commitment on turnover intention and its impact on the performance of outsourcing employees at PT. Perkebunan Nusantara IV Regional II. This study uses a quantitative approach with the Partial Least Square analysis method to test the relationship between variables. Secondary data used were obtained from questionnaires, with samples selected using the Structural Equation Modeling technique. The results of the study indicate that job security and organizational commitment have a positive effect on turnover intention and its impact on the performance of outsourcing employees. Keywords : Job security, Orgnaizational commitment, Turnover Intention, Employee performance, Outsourcing.
The Influence of Discipline Level, Career Development, Employee Training and Compensation on Employee Performance at PT. Putri Gundaling Indah (Sinabung Hills Berastagi)
This study aims to determine the effect of discipline level, career development, employee training, and compensation on employee performance at PT. Putri Gundaling Indah (Sinabung Hills Berastagi). This type of research is quantitative with an associative approach. Data were collected by distributing questionnaires to 96 respondents from a total population of 125 people. The research instrument consisted of 40 statements that had been tested for validity and reliability, using a Likert scale. Data analysis was carried out by testing validity, reliability, multiple linear regression, t-test, F test, and coefficient of determination (Adjusted R²). The results showed that the level of discipline had a negative and significant effect on employee performance, while career development and compensation had a positive and significant effect. Employee training had no significant effect. Simultaneously, the four independent variables had a significant effect on employee performance with an Adjusted R² value of 0.386, which means that 38.6% of the variation in employee performance can be explained by these variables. This finding emphasizes the importance of career development and compensation as a company priority in improving employee performance. Keywords: Discipline Level, Career Development, Employee Training, Compensation, Employee Performance.
The Effect of Compensation on Employee Performance Through Work Motivation and Job Satisfaction at Palm Oil Mill, Sei Baruhur
This study aims to examine how compensation influences employee performance, both directly and indirectly, through work motivation and job satisfaction. Using a quantitative method and path analysis, data were gathered from 90 employees at Palm Oil Mill, Sei Baruhur through structured questionnaires. The findings show that compensation has a direct and significant effect on both job satisfaction and employee performance. However, compensation does not significantly affect work motivation, and work motivation itself does not significantly influence performance. In contrast, job satisfaction plays a key role in improving employee performance. The mediation analysis indicates that compensation indirectly impacts performance through job satisfaction, but not through work motivation. These results emphasize the importance of job satisfaction as a mediator in the compensation performance relation. It is recommended compensation practices and built a supportive work environment that enchances employee satisfaction to achieve better performance outcomes. Keywords: Compensation, Work Motivation, Job Satisfaction, Employee Performance.
The Effect of Work Flexibility, Incentives, and Work Safety on the Performance of Driver-Partners on the Go-Jek Application in Medan City
P.T Go-Jek Indonesia is a technology company with a social mission that aims to improve the welfare of workers in various informal sectors in Indonesia. Go-Jek's activities are based on three core values: speed, innovation, and social impact. Go-Jek has now grown into a leading on-demand mobile platform and application that provides various comprehensive services ranging from transportation, logistics, payment, food delivery services, and various other on-demand services. The purpose of this research is to identify and analyze the influence of work flexibility, incentives, and work safety on the performance of driver partners on the Go-Jek application in Medan City. The population in this study consists of all active Gojek drivers in Medan City, totaling 95 driver partners in Medan City. The sample used was 48 samples. The approach uses a quantitative approach, descriptive research method, causal research nature, and multiple linear regression analysis method. The results of this research show that partially work flexibility has no positive and insignificant effect on driver partner performance. Incentives have a positive and significant effect on driver partner performance. Work safety has a positive and significant effect on driver partner performance. The R Square value is 40.8% while the remaining 58.2% is explained by independent variables not studied such as work discipline. Work flexibility, incentives, and work safety together have a positive and significant effect on driver partner performance. Keywords : Work Flexibility, Incentives, Work Safety, And Partner Performance
The Influence Of Communication, Work Environment, Motivation On Employee Performance At PTPN IV Regional 1 Medan
This research aims to analyze the influence of communication, work environment and motivation variables on employee performance. The population and sample in this study were 106 employees at PTPN IV Regional I Medan. This research uses quantitative methods with a descriptive approach. Meanwhile, the data analysis technique used is multiple linear regression analysis. Hypothesis testing simultaneously uses the F-test and partially uses the t-test. The research results show that simultaneously the variables of communication, work environment and motivation have no effect and are not significant on employee performance. and partially the variables of communication, work environment, motivation have no effect and are not significant on employee performance. Keywords: Communication, Work Environment, Motivation, Employee Performance
The Effect of Work Environment, Organizational Climate, Competence, and Workload on Employee Performance at North Sumatra PMD, Dukcapil Office
This research analyzes the influence of work environment, organizational climate, competence, and workload on employee performance at the Community and Village Empowerment, Population and Civil Registration Service of North Sumatra Province. Information was collected from seventy respondents and analyzed quantitatively using multiple linear regression. The findings show that the work environment has a significant negative effect on employee performance. Meanwhile, organizational climate, competence, and workload were found to have a positive and significant effect on employee performance. Simultaneously, these four factors significantly affect employee performance. The results highlight the need for improvements in the work environment, organizational climate, competence, and workload management for enhanced employee performance. Keywords : Work Environment, Organizational Climate, Competence, Workload, Employee Performance.
The Influence of Human Resource Development, Office Facilities, and Organizational Culture on Employee Performance at the Tiga Binanga District Office
Changes in leadership styles in an agency certainly have an impact. Using a quantitative approach with path analysis, data were collected through questionnaires distributed and analyzed with statistical software. A regression coefficient of 0.590 indicates that every one-unit increase in HRD contributes significantly to enhancing organizational culture. Similarly, Office Facilities, with a regression coefficient of 0.11, also positively influence organizational culture, demonstrating that adequate infrastructure, workspace, and resources help create a more effective work environment. The results confirm that both HRD and Office Facilities significantly affect Organizational Culture, with probability values of 0.000 < α = 0.05, supporting the proposed hypotheses. The population in this study involved all employees at the sub-district office as many as 35 people. The influence of Human Resource Development (X1) on Employee Performance (Y) has a direct influence and an indirect influence through Organizational Culture (Z), Office Facilities (X2) have a direct influence on Employee Performance (Y) and an indirect influence through Organizational Culture (Z). It is concluded that Organizational Culture significantly mediates the relationship between Human Resource Development and Employee Performance. The better the development of employee human resources, then through a strong organizational culture, will have a positive impact on improving employee performance. Keywords: Human Resource Development, Office Facilities, Organizational Culture, Employee Performance, Impact Variable
The Effect Of Perceived Quality And Customer Experience On Repurchase Intention Through Customer Satisfaction As An Intervening Variable At Sma Global Prima Medan
This research investigates the impact of Perceived Quality and Customer Experience on Repurchase Intention, with Customer Satisfaction serving as an intervening variable at SMA Global Prima Medan. The study involved students of SMA Global Prima Medan as the research subjects, with a total population of 227 individuals. Using the Slovin formula, a representative sample of 145 respondents was determined. Data were collected through questionnaires as the primary source and documentation studies as supporting secondary data. The analysis applied a quantitative approach processed with SPSS version 25, employing t-tests, Sobel tests, and path analysis to validate the proposed hypotheses. The results demonstrate that Perceived Quality significantly and positively affects Customer Satisfaction. Likewise, Customer Experience shows a positive and significant relationship with Customer Satisfaction. In addition, Perceived Quality exerts a direct positive influence on Repurchase Intention, while Customer Experience also contributes significantly to Repurchase Intention. Customer Satisfaction itself is proven to have a positive effect on Repurchase Intention, emphasizing its crucial mediating role. Moreover, the findings confirm that Perceived Quality indirectly influences Repurchase Intention through Customer Satisfaction, and a similar mediating effect is observed between Customer Experience and Repurchase Intention. In conclusion, the study highlights that Perceived Quality and Customer Experience are fundamental determinants of Customer Satisfaction, which subsequently strengthens Repurchase Intention among students. These insights are valuable for educational institutions, suggesting the importance of improving service quality and overall student experience to enhance satisfaction, build loyalty, and encourage sustainable engagement. 200 Keywords: Customer Experience, Customer Satisfaction, Perceived Quality, and Repurchase Intention.
The Influence Of Employee Capability And Intellectual Capital On Performance Through Innovative Behavior As An Intervening Variable At Sei Baruhur Palm Oil Factory (PKS)
This study investigates the influence of intellectual capital and employee capabilities on performance, with innovative behavior serving as an intervening variable, at Sei Baruhur Palm Oil Mill. The research targeted all permanent employees, totaling 122 individuals, and used a saturated sampling method due to the small population. Data were collected through primary sources, using structured questionnaires, and supplemented with secondary data from documentation studies. Quantitative analysis was conducted using SPSS version 25, applying t tests, Sobel tests, and path analysis to assess both direct and indirect relationships among the variables. The findings reveal that employee capabilities significantly enhance innovative behavior, and intellectual capital also has a positive and significant effect on innovative behavior. Both capabilities and intellectual capital directly improve employee performance, while innovative behavior itself positively influences performance. Moreover, innovative behavior mediates the relationship between capabilities and performance, as well as between intellectual capital and performance. These results suggest that organizations can strengthen employee performance by developing both capabilities and intellectual resources, while simultaneously fostering an environment that encourages innovation. The study underscores the importance of integrating human and intellectual capital with innovative practices to achieve higher productivity and organizational effectiveness. The findings provide practical guidance for management at Sei Baruhur Palm Oil Mill to optimize workforce potential, promote creativity, and maintain competitive advantage within the palm oil industry. Keywords: Capability, Innovative Behavior, Intellectual Capital, and Performance.
The Influence Of Job Characteristics And Situational Leadership On Employee Performance: Motivation As A Mediating Variable At The Human Resource Development Agency Of Karo Regency
This study investigates the impact of job characteristics and situational leadership on employee performance, with motivation serving as a mediating variable, at the Human Resource Development Agency of Karo Regency. The research population consisted of 33 permanent employees at the agency. Given the relatively small population, a saturated sampling method was employed, incorporating all 33 employees as respondents. Data were gathered through primary sources using structured questionnaires and supplemented with secondary data obtained from documentation studies. Quantitative analysis was performed using SPSS version 25, applying t tests, Sobel tests, and path analysis to assess the relationships among variables. The study’s findings reveal several significant results: first, job characteristics have a positive and significant effect on motivation; second, situational leadership positively and significantly influences motivation; third, job characteristics significantly affect employee performance; fourth, situational leadership positively impacts performance; fifth, motivation significantly contributes to performance; sixth, job characteristics indirectly influence performance through motivation as a mediating variable; and seventh, situational leadership also indirectly affects performance through motivation. These findings highlight the critical roles of job design and leadership style in enhancing employee motivation, which in turn improves overall performance. The study underscores the importance for organizational management to focus on optimizing job characteristics and adopting situational leadership approaches to foster motivation and achieve higher employee performance within government human resource institutions. Keywords: Job Characteristics, Motivation, Performance, and Situational Leadership.
The Influence Of Job Placement And Self-Efficacy On Employee Performance Through Job Satisfaction As An Intervening Variable At The Personnel And Human Resources Development Agency In Karo Regency
This study investigates the effect of Organizational Culture and Self-Esteem on employee performance, with Organizational Citizenship Behavior (OCB) serving as an intervening variable, at the Personnel and Human Resources Development Agency of Karo Regency. The research population consisted of 33 permanent employees, and due to the small size, the entire population was used as the sample through a saturated sampling technique. Data were collected using primary data in the form of questionnaires and secondary data obtained through documentation. The analysis employed quantitative methods using SPSS version 25, including the t-test, Sobel test, and path analysis. The findings reveal several important relationships. First, Organizational Culture has a positive and significant effect on OCB, indicating that supportive workplace values encourage employees to engage in extra-role behaviors. Second, Self-Esteem also shows a positive and significant effect on OCB, suggesting that individuals with higher self confidence are more likely to contribute beyond formal job requirements. Third, both Organizational Culture and Self-Esteem directly and positively influence employee performance, underscoring their role in shaping work outcomes. Fourth, OCB itself has a positive and significant effect on performance, confirming its importance as a determinant of employee effectiveness. Furthermore, the study demonstrates that OCB mediates the relationship between Organizational Culture and performance, as well as between Self-Esteem and performance, highlighting its role as a key intervening variable. Overall, the results emphasize that cultivating a strong organizational culture and enhancing employees’ self-esteem can foster higher levels of OCB, which in turn improves performance. Keywords: Organizational Citizenship Behavior, Organizational Culture, Performance, and Self-Esteem.
The Influence Of Communication And Job Analysis On Employee Performance Through Motivation As An Intervening Variable At The Communication And Information Office In Karo Regency
This study investigates the effect of communication and job analysis on employee performance, with motivation serving as an intervening variable, at the Karo Regency Communication and Information Office. The research population consisted of 43 permanent employees, and due to the limited size, a saturated sampling technique was employed, resulting in a sample of 43 respondents. Data collection involved primary data from questionnaires and secondary data obtained through document review. Quantitative data were analyzed using SPSS version 25, applying t-tests, Sobel tests, and path analysis. The results reveal several significant findings. First, communication has a positive and significant impact on motivation, while job analysis similarly exerts a positive and significant influence on motivation. Second, both communication and job analysis directly affect employee performance positively and significantly. Third, motivation itself is shown to have a positive and significant effect on performance. Additionally, motivation mediates the relationship between communication and performance, as well as between job analysis and performance, highlighting its role as a crucial intervening variable. These findings emphasize that effective communication and thorough job analysis not only directly enhance employee performance but also indirectly improve performance by fostering motivation. The study underscores the importance of managerial attention to both communication strategies and job structuring to maximize organizational outcomes. By understanding the mechanisms through which motivation links communication and job analysis to performance, organizations like the Karo Regency Communication and Information Office can better design interventions to boost employee productivity and satisfaction. Keywords: Job Analysis, Performance, Communication, and Motivation
The Influence Of Leadership And Training On Employee Performance Through Job Satisfaction As An Intervening Variable At The Department Of Communication And Information Technology In Karo Regency
This research seeks to analyze the impact of leadership and training on employee performance with job satisfaction as an intervening variable at the Department of Communication and Information Technology (Kominfo) in Karo Regency. The study focused on all permanent employees, consisting of 43 individuals. Due to the limited population, a saturated sampling method was applied, making the entire population the sample. Data were obtained through two main sources: primary data collected using questionnaires and secondary data gathered through documentation. The analytical technique employed was quantitative analysis using SPSS version 25, which included the t-test, Sobel test, and path analysis to evaluate the relationships among variables. The study findings highlight several important points. First, leadership has a significant and positive influence on job satisfaction. Second, training also demonstrates a significant and positive effect on job satisfaction. Third, leadership contributes directly and positively to employee performance, while training likewise shows a positive and significant impact on performance. Fourth, job satisfaction is proven to significantly enhance employee performance. In addition, the analysis indicates that job satisfaction mediates the relationship between leadership and performance, as well as between training and performance. In summary, the results confirm that leadership and training not only have direct effects on employee performance but also indirectly improve performance when mediated by job satisfaction. These findings emphasize the importance of developing effective leadership practices and implementing structured training programs to foster employee satisfaction and, in turn, strengthen overall organizational performance. Keywords: Leadership, Job Satisfaction, Performance, and Training
The Influence Of Organizational Culture And Job Characteristics On Employee Performance Through Motivation As An Intervening Variable In Bappedalitbang Of Karo District
This study aims to examine the influence of organizational culture and job characteristics on employee performance with motivation as an intervening variable at BAPPEDALITBANG Karo Regency. Organizational culture and job characteristics are important factors that are thought to be able to influence employee performance both directly and indirectly through increased work motivation. Motivation as an intervening variable is considered to strengthen the relationship between organizational culture and job characteristics on employee performance. The research method uses a quantitative approach with a survey technique, where data are collected through questionnaires distributed to all employees at BAPPEDALITBANG Karo Regency. The research sample was taken using a purposive sampling technique. Data analysis was carried out using multiple regression and path analysis to test the relationship between independent variables, intervening variables, and dependent variables. The results show that organizational culture has a positive and significant effect on employee motivation and performance. In addition, job characteristics also have a significant positive effect on employee motivation and performance. Motivation is proven to play a role as an intervening variable that mediates the influence of organizational culture and job characteristics on employee performance. These findings emphasize the importance of strengthening organizational culture and improving job characteristics that support motivation as an effective strategy in improving employee performance at BAPPEDALITBANG Karo Regency. This research provides a practical contribution to human resource management in creating a conducive work environment to achieve optimal performance. Keywords: Organizational Culture, Job Characteristics, Performance and Motivation.
Influence Of Supervision And Human Relations On Employee Performance Through Motivation: Evidence From The Karo District Environmental Office
This study aims to examine the influence of supervision and human relations on employee performance through motivation: evidence from the Karo District environmental office, with Motivation serving as an intervening variable. The research population consisted of all 31 permanent employees of the agency. Given the relatively small population size, a saturated sampling technique was applied, meaning all members of the population were included as research subjects. Data were collected through questionnaires as the primary source and documentation studies as the secondary source. The data were then analyzed quantitatively using SPSS version 25 with t-tests, Sobel tests, and path analysis. The findings reveal that Supervision has a positive and significant impact on employee Motivation. Similarly, Human Relations were found to positively and significantly influence Motivation. This indicates that effective supervision and harmonious interpersonal relationships contribute to higher levels of work motivation among employees. Furthermore, both Supervision and Human Relations demonstrated a positive and significant effect on employee Performance. Motivation itself was also shown to have a positive and significant effect on Performance, suggesting that employees with stronger motivation tend to achieve better work outcomes. The results of path analysis and the Sobel test confirmed that Motivation mediates the relationship between Supervision and Performance, as well as between Human Relations and Performance. These findings highlight the crucial role of Motivation in strengthening the influence of supervisory practices and interpersonal relations on employee performance. Overall, the study emphasizes that effective supervision, strong human relations, and high motivation are key determinants in improving the performance of employees at the Karo Regency Environmental Agency. Keyword: Human Relations , Performance, Motivation and Supervision
A Study on the Influence of Native Language Sentence Patterns on the Word Order of Adverbials in Chinese Sentences — A Case Study of Chinese Major Students at FS UM
Foreign Chinese students need to be able to produce a good and correct Chinese sentence. However, there are still errors in the placement of the adverbial structure 状语 [zhuàngyǔ] in Chinese sentences due to the difference between native language sentence patterns and Chinese sentence patterns. Therefore, this study aims to explain the form of mistakes made by the research subjects on the placement of the adverbial structure状语 [zhuàngyǔ] in Chinese sentences and to explain the effect of native language sentence patterns on the misplacement of the adverbial structure状语 [zhuàngyǔ] in Chinese sentences. The subjects studied in this study were 36 students of the Chinese Language Education undergraduate program class 2023 Offering B, State University of Malang. The method used in this research is descriptive qualitative with test answers and interviews as data sources. The data analysis technique used is the Miles and Huberman model. The types of adverbial structures discussed in this study include time adverb 时间状语 [shíjiān zhuàngyǔ], place adverb 地点状语 [dìdiǎn zhuàngyǔ], and togetherness adverb 一起状语 [yīqǐ zhuàngyǔ]. Misplacement of adverbial structures in Chinese sentences can change the meaning and logicality of the sentence The results of this study explain that the misplacement of the adverbial structure in Chinese sentences is caused by the influence of the native language sentence pattern which causes the transfer between the native language and Chinese. Keywords: Chinese language; Native language; Grammatical error; Adverb 状语
A Survey Study on International Chinese Language Education Serving China–Indonesia Belt and Road Cooperation 戴一绚1，刘振平2**
Abstract With the advancement of the joint construction of the "Belt and Road", the cooperation between China and Indonesia in the "Five Links" has entered the next stage of development. However, the problems of policy, environment, manpower and language in the cooperation process between the two countries have also emerged. As a bridge of communication, language has always played an important role in international cooperation. Therefore, this paper starts from the demand for Chinese services in the process of deepening the development of the "Five Links" between China and Indonesia, investigates the current situation and problems of Chinese education services in the joint construction of the "Belt and Road" between China and Indonesia, and proposes five development strategies for Chinese education services in the joint construction of the "Belt and Road" between China and Indonesia, in order to provide a reference for exploring the cultivation of Chinese talents in different fields, different nationalities and different needs in Indonesia. Keywords: China-Indonesia; International Chinese Education; Chinese Services for the "Belt and Road"; Development Strategy
A Study on the Syntactic and Semantic Functions of the Preposition “zài”
This study investigates the syntactic and semantic functions of the preposition zài (在) in Mandarin Chinese. Drawing on a large-scale web corpus from the Leipzig Corpora Collection (2019), consisting of 2,547,177 sentences, this research examines the co-occurrence patterns of lexical items appearing to the left and right of zài. The analysis reveals that elements preceding zài are predominantly verbs (57%), indicating that zài frequently follows verbal predicates. In contrast, elements following zài are largely nouns or nominal phrases (65.9%), suggesting that zài typically introduces locative expressions. From a syntactic perspective, zài commonly forms prepositional phrases that function as complements or adverbials within a clause, often appearing in structures such as “verb + zài + noun phrase.” Semantically, zài primarily serves as a locative marker, indicating the place where an action occurs. In many cases, it functions as a resultative complement specifying location, while in others it acts as an adverbial marker of place. The findings demonstrate that zài plays a crucial role in linking predicates with locative arguments, reflecting both its syntactic flexibility and semantic consistency. This study contributes to a deeper understanding of the functional properties of prepositions in Mandarin Chinese, particularly in relation to clause structure and meaning construction. Keywords: Mandarin Chinese, preposition zài, syntactic function, semantic function, corpus linguistics, locative expressions
雅加达国立大学数字化汉语教学项目建设可行性分析
Feasibility study is a study used to determine whether the development of a system project is worth continuing or stopping. Feasibility study on developing a digital-based Mandarin language learning program in the Mandarin Language Education Study Program (PSPBM), Jakarta State University needs to be carried out so that learning can be more optimal, according to needs and on target. This research is part of development research (R&D). Data collection process in this research used a questionnaire instrument prepared based on TELOS theory (technical, economic, legal, operational, and schedule) by Hall (2011). However, this research only carried out a technical feasibility study looking at the readiness of devices, multimedia, networks and personnel in PSPBM. The results of the questionnaire analysis show that the development of this learning program is feasible to continue by considering: the appropriateness of the devices owned and able to be operated by PSPBM lecturers, the diversity of types of multimedia and applications that can be utilized, the availability and quality of good networks, the good competence of PSPBM lecturers to strengthen the implementation of digital-based learning. Keywords: Feasibility study; digital-based learning; Chinese language
汉语表示方向目标的空间介词使用偏误研究
Naturally, human beings always moving and changing locations throughout their lives. In describing the experience of traveling and journeys with direction, spatial prepositions are used. The three most common spatial prepositions in various languages ​​express location, source,and goal. Common Chinese spatial prepositions used and studied include the prepositions zai 'at', cong 'from' and dao 'to'. Although commonly used in speech, prepositions are considered difficult to learn for students who are learning Chinese as a foreign language. When producing directional speech, students often make mistakes in using Chinese spatial prepositions. This study aims to: (1) Find the tendency of types of errors in the use of Chinese goal prepositions; (2) Explain the possible causes of students' errors in the formation and use of spatial prepositions in Chinese directional speech. The data in this study are limited to sentence constructions containing spatial prepositions of the direction of destination obtained from the composition assignments of students of the Chinese Language Education Study Program, Jakarta State University (PSPBM UNJ) class of 2020 during the 4th, 5th, and 6th semester.. The sentence constructions collected are all in written form. This study uses Carl James' error identification model in analyzing errors. The results of the study show that there is a tendency for students to make errors: (1) missing constituents in the form of localizers, (2) choosing prepositions, localizers, (3) sequence errors, and (4) mixing sequence errors and choosing inappropriate prepositions. The author assumes that the use of Chinese spatial prepositions of direction reflects the spatial concept of Chinese speakers which is different from Indonesian speakers, namely considering the interaction between identification of direction and body direction with the logic of the sequence of events important. This assumption still needs to be proven by further research from a cognitive semantic perspective. Keywords: Error analysis; use of prepositions; Chinese spatial prepositions
《发展汉语》阅读课型教材词汇情感倾向定量统计及应用研究
As a language with increasing global influence, the teaching of Chinese faces complex and multidimensional challenges, especially in terms of vocabulary selection and teaching methods in textbooks, which require innovative solutions to adapt to learners from different cultural backgrounds. This article uses various research methods such as literature review, questionnaire survey, interview, case study, and quantitative analysis to deeply analyze the emotional characteristics of vocabulary in the reading textbook "Developing Chinese Language", and examines the emotional expression issues of Chinese Department students at the University of Braga in Indonesia. This study believes that the research on emotional vocabulary in the textbook "Developing Chinese Language" plays an important role in improving the quality of international Chinese education and teaching. This article innovatively applies quantitative statistics and sentiment analysis techniques, integrates them into textbook analysis and vocabulary teaching, and conducts teaching practice in the Chinese department of universities. Therefore, this study provides dual support of theory and practice, providing new perspectives and inspirations for textbook development and teaching method innovation in the field of Chinese language teaching. Keywords: International Chinese Education; Vocabulary teaching; Sentiment analysis; Textbook writing
The Impact of Live Streaming on Young Indonesian Consumers: A Case Study of Shopee Shopping
With the rapid advancement of internet technology, live shopping has become a popular kind of e-commerce on a global scale. The Indonesian market is the main subject of this study, which also looks at the phenomenon of real-time purchasing on the Shopee platform. The goal is to analyze completely how live streaming affects young Indonesian consumers' purchasing decisions and to identify the key elements driving Shopee's attractiveness. The research is to understand customer behaviors and preferences on the Shopee live platform, the impact of Shopee live streaming on purchasing decisions and their determinants, the live shopping experience on Shopee,suggestions for improvement, and the significance of Shopee to consumers. It provides that through combining a review of the literature with questionnaire surveys. The study shows that through rapid incentives, interactive communication, and real-time product presentations, live shopping significantly boosts consumer purchase intent and brand loyalty. Nevertheless it additionally brings up obstacles like network reliability and product information transparency, requiring more improvements from the platform and sellers. The analysis provides several forward-looking suggestions such as improvements to technology, content creation, user engagement and interaction, professional management, and regulatory compliance, building on the study of these issues. The goal behind these suggestions is to encourage the beneficial growth of Indonesia's live streaming market place. Keywords: Shopee Shopping; Online Live Streaming; Indonesian Consumers; Purchasing
The Influence of Chinese Variety Shows on Indonesian Students Studying Chinese in China
This study examines the influence of Chinese variety shows on Indonesian students learning Chinese in China. It explores whether such programs play a significant role in language acquisition and identifies key influencing factors. First, the paper analyzes the dissemination of Chinese variety shows in Indonesia, including their distribution channels and popular genres, to provide a foundation for the study. Second, a questionnaire survey is conducted to investigate their impact on students’ Chinese learning. Based on the survey results and observations of selected programs, the study identifies major influencing factors. Finally, it offers suggestions on how Chinese variety shows can better support Indonesian students in learning Chinese. Keywords: Indonesian students; Chinese variety shows; Chinese language learning；Influence
A comparison between the concept of "Sincerity" in Song Confucianism and Chinese Buddhism
‘Sincerity’ is an important concept shared by Confucianism and Buddhism. Especially in the Song dynasty, from Zhou Dunyi onwards, the concept of ‘sincerity’ has been analysed up to the stage of ontology. In contrast, Chinese Buddhism has a different way of answering the question of ontology, and the interpretation of ‘sincerity’ is limited and submerged in a multitude of other concepts. Confucianism pursues the norms of secular life, and ‘sincerity’ as the moral and ethical foundation of secular life has an important position in Song Confucianism. In Buddhism, which pursues the practice of worldly life, ‘sincerity’ as one of the five precepts also has an important position, but the grandiose world of Buddhist philosophy tends to make people neglect this important concept. Keywords: Sincerity; Song Confucianism; Buddhism
The term “fǎn’ér” plays a vital role in expressing meaning in the Chinese language. Its primary function is to indicate a shift or contrast in ideas. However, in international Chinese language education, students often confuse “fǎn’ér” with other contrastive words such as “xiangfan”, “er”, “que”, and “danshi”. In addition to signaling contrast, “fǎn’ér” can also serve other purposes, such as indicating progression, which can enhance tone or express comparative relationships in specific contexts. Statistics show that a significant portion of errors involving “fǎn’ér” arises from its misuse or confusion with these similar terms. To assist learners of Chinese as a second language in gaining a clearer understanding of the usage of “fǎn’ér”, this article will explore the distinctions between “fǎn’ér” and other contrastive words. It will also discuss effective teaching strategies and curriculum design that enable students to practice and reinforce their understanding and application of “fǎn’ér” in real-life contexts. By focusing on these aspects, educators can help learners appreciate the nuances of “fǎn’ér”, ultimately enhancing their proficiency in Chinese communication. Through targeted instruction and contextual practice, students can become more adept at using “fǎn’ér” appropriately, leading to greater fluency and confidence in their language skills. This deeper comprehension is essential for effective communication and overall mastery of the language. Keywords: International Chinese Education；fǎn’ér；Distinction