Abstract:To get the best results from the existence of employees in the organization, it is necessary to define the right strategy, including thinking about how to manage employees so that they want to achieve the vision and mission…
ion of the organization. set out, and to create work motivation to achieve high performance and loyalty to the work of employees. The aim of this study was to know whether compensation and motivation at work affect performance. This study is a quantitative study, with a sample of 35 employees, with the results concluding that pay and work motivation have a significant effect in part on performance, which is highlighted by table t counts > t, after the test results, it is concluded that salary and work motivation have a simultaneous effect, this is shown by the calculated value F > table F. Wage and motivation work also provides almost all the variance values of the performance variable, i.e. 87.9%. Based on the research results, the author suggests that leaders should care or develop policies related to compensation or ways to motivate employees. can increase employee loyalty and work capacity so it has a positive impact on performance
Abstract:The purpose of this study was to determine the effect of organizational culture and leadership style on employee performance in this type of research is a quantitative study using multiple linear regression methods. The…
analysis used includes instrumental testing, classical hypothesis testing, and hypothesis testing. The result of this research is the value of Y = -6.784+0.672X1+0.633X2. In a sense, corporate culture has a significant impact on performance. From the t count > t in the table, namely 7,803 > 1,683, with sig 0.000 <0.05, it can be seen that leadership style has a significant effect on performance. 0.000<0.05. Organizational culture and leadership test scores affect performance simultaneously when Fcount > Ftable (62.090 > 4.08) of 0.000 <0.05. Based on the results of testing the coefficient of determinants of organizational culture and leadership style, the adjusted R-square value is 75.8%, meaning that organizational culture and leadership style contribute 75.8% to variations in performance. and other offers 24.2% influenced by other factors not examined in this study.
Abstract:The purpose of this research is to determine the improvement in performance and learning outcomes of Physics with the Google Form Assisted Inquiry Learning Model for Class X SMA Asuhan Daya Medan. The type of research used…
ed is classroom action research which aims to determine whether there is an increase in performance and learning outcomes of the subjects, namely students. The population of this research is all students of Class X SMA Asuhan Daya Medan. The sample is class X-IPA, totaling 25 students, who are taught using the inquiry learning model based on the concept of freedom of learning. This type of research is carried out using two cycles to achieve good learning outcomes. The instrument in this question consists of 14 multiple-choice questions with options (a, b, c, d and e) which are tested for validity, reliability and level of test difficulty. Learning outcomes are obtained using the Gain value according to the results of the hypothesis test, learning outcomes increase from ???? ̅ pre-cycle = 36.36 to ???? ̅ cycle I = 68.91 N-Gain = 0.44 and is classified as neutral. learning improvement from ???? ̅ diaphragm = 36.36 ???? ̅ cycle II = 85.09 with N-Gain = 0.74 is classified as high. The increase in learning activity ???? ̅ cycle I meeting 1 = 40.94 to ???? ̅ cycle and I fulfill the first N-Gain = 0.19 less classified as meeting 2 = 52.00, then the learning activity increases ???? ̅ cycle I 1 = 40.94 to meeting II = 66.06 seconds N With - Gain = 0.42 is classified as moderate, and the increase in active learning ???? ̅ cycle I meeting 1 = 40.91 to ???? ̅ cycle II meeting 2 = 85.09 with the third N-Gain = 0.85 is classified as high. The results of this research show an increase in performance and higher learning outcomes in the learning process using the Google Form Assisted Inquiry Learning Model for Class X of SMA Asuhan Daya Medan in the 2023/2024 academic year.
Abstract:Realization of the vision and mission of an organization determined by performance And effectiveness of its employees in operate assigned tasks and responsibilities. Organizations and companies on generally expect employees…
ees are able to carry out tasks assigned individually efficient, productive And professional. Type study this is study quantitative with use method regression multiple linear with population And sample totaling 36 people employee, with use data primary And source direct from staff Fave Hotel S. Parman Medan . Results test regression produce Y = 7,497 + 0.260X1 + 0.516X2 Which It means every increase on variables leadership And discipline Work will impact also to variables performance. Based on results test partial variables leader obtained mark t - count (6,543) > t -t table (1,688), sig 0,000 <0> t - table (1,688), sig 0,000 <0> F - table (3.18), sig Array 0,000 <0> F (3.18), sig 0,000 <0> 0.05. It means variables leadership And discipline Work in a way simultaneously or together influence variables performance.
Abstract:This research intends to try the influence of motivation, work discipline and work environment on employee performance at PT. Asei Indonesia Insurance Medan Branch. In this research, there is a conclusion that the problem…
m is whether motivation, work discipline and work environment have a significant effect on the ability of employees at PT. Ace? Therefore this research was attempted to identify and analyze the effects. Encouragement, Activity Discipline and Activity Areas to the Ability of Employees at PT. Asei Indonesia Insurance Medan Branch. In this research using quantitative research procedures. The population in this research is all employees of the Asei Indonesia insurance industry, agents in the research illustration area, totaling 71 people. The information analysis method used is descriptive analysis of respondents, descriptive analysis of variables, classical assumption experiments, multiple linear regression analysis and assumption experiments (t experiments, F experiments and determinant coefficient experiments). The results of the research processed with the SPSS type 23 program, based on the t experiment proved that motivation, activity discipline and the activity environment have a positive and jointly important effect on employee abilities, the adjusted R square number is 0.735 or 73.5%, which means Employee ability is influenced by motivation, activity discipline and activity area and more than 26.5% can be explained by other factors that were not examined in this research. compared to the results of the previous research of the Great God Kresna Valiant. 2017 the effect of communication, encouragement, sports environment on the happiness of employees' activities in the Denpasar city area proves that there is a positive and important effect on employee activity satisfaction. It can be concluded that the results of this research are in line with the results of previous research by AA Besar Oka Pramadita 2015
Abstract:In general, the goal of every company, both private and public, is to improve the quality of its human resources to produce good performance. This research was conducted to determine the influence of Leadership, Motivation…
on and Work Environment on the Performance of Civil Servants at the Medan Petisah Sub-district Office. The sample used amounted to 32 respondents. This study used a quantitative method with data collection techniques through distributing questionnaires. The data analysis technique used was multiple linear regression analysis using the SPSS Version 22 program. The results showed that the regression equation Y=12.801+0.426X1+0.607X2+0.030X3. The results of this research show that leadership partially has a significant effect on employee performance with a t-count > t-table (3.027 > 2.048) and a sig value (0.005 <0.05). Motivation partially has a significant effect on employee performance with t-count > t-table (5.891 > 2.048) and sig value (0.000 < 0.05). The work environment has partially no significant effect on employee performance with a t-count < t-table (0.214 < 2.048) and a sig value (0.832 > 0.05). Leadership, Motivation and Work Environment simultaneously have a positive and significant effect on Employee Performance with Fcount > Ftable (116.027 > 2.95) with a sig value (0.000 <0.05). The coefficient of determination of Adjuted R Square is 0.918 which means 91.8% of employee performance at the Medan Petisah Sub-District Office is influenced by the variables of Leadership, Motivation and Work Environment.
Abstract:This study aims to analyze the financial performance of PT. Askrindo with a focus on liquidity and solvency ratios. Insurance companies play a crucial role in providing services to address future risks. The performance of…
f these financial companies is evaluated using financial statements consisting of balance sheets and income statements. Liquidity and solvency ratios were chosen as the primary analytical tools in this study. The analysis results indicate that PT. Askrindo has good liquidity performance, where current assets can adequately cover current liabilities. The liquidity ratio during the period 2019 to 2022 showed a positive increase, reaching an average of 297% in 2022. However, there was a decline in the solvency ratio, especially in the debt-to-equity ratio, which decreased from an average of 1.05% in 2019 to 0.78% in 2022. This situation can affect the company's ability to bear high risks, especially due to high premiums. Therefore, PT. Askrindo needs to take steps to increase capital and ensure efficient use of assets to strengthen its overall financial position. In conclusion, although PT. Askrindo has good liquidity performance, so the company needs to increase capital and improve its solvency ratio. This is expected to increase creditor and investor confidence and strengthen the company's ability to face future risks.
Abstract:his study aims to determine "The Influence of Providing Rewards and Punishments on Employee Performance at the Investment Service and One-Stop Services in Medan City." with a total sample of 57 people. This study uses primary…
imary data obtained by distributing questionnaires to employees who work at the Medan City Investment and One-Stop Services Office. Data analysis techniques used in this study were validity, reliability, classical assumption tests, multiple linear regression and hypothesis testing operated by SPSS ver 23 software. Partial testing of the effect of Rewards on Employee Performance obtained a t-count value of 3,243 > t- table 2,005 and has a significant value of 0.002 <0.04 it can be concluded that it has a positive and significant effect on employee performance. Based on the partial test results of the effect of Punishment on Employee Performance, the t-count value is 5,921 > t-table 2,005 and has a significant value of 0.000 <0.05. It can be concluded that Punishment has a positive and significant effect on Employee Performance. Based on the results of the F test count 56,161 > F table 3.17 and have a significant value of 0.000 <0.05 it can be concluded that simultaneously or together have a positive and significant effect on Reward and Punishment on Employee Performance at the Investment Service and One-Stop City Integrated Services Medan. The result of the coefficient of determination R2 is 0.663 or 66.3%, which means that employee performance is influenced by reward and punishment while the remaining 33.7% can be explained by other variables that were not examined in this study. So it can be concluded that Reward and Punishment have a positive influence or jointly on Employee Performance.
Abstract:Poor communication is caused by a lack of communication , unclear task formulation, unclear responsibilities in units, which causes complicated procedures and work implementation, and employees are unaware of each other's…
s cooperation. This condition will certainly lead to poor coordination and influence employee performance that is less than optimal. The purpose of this study was to determine the effect of organizational communication climate on employee performance at the Karo Regency Regional Disaster Management Agency (BPBD) . This research used the methods of validity testing of research instruments, reliability testing of research instruments, classical assumption testing, descriptive statistical analysis, multiple linear regression analysis, and research hypothesis testing. Linear regression equation Y = 7, 429 + 7 74 X. The results of the t-test of Organizational Communication Climate (X) with the calculated t-value of the Organizational Climate variable is 1 8.378 and the t- table value is 1.70814 , so the calculated t-value > t -table (1 8.378 > 1.70814 ) and the sig value < 0.05 (0.000 <0.05) . The results of the R- square coefficient of determination are 932. This shows the understanding that the increase in the Performance of Karo Regency Regional Disaster Management Agency (BPBD) Employees is influenced by 93.2% by the Organizational Communication Climate while the remaining 6.8% is influenced by other factors outside this study such as personal factors, situational factors, leadership style and compensation.
Abstract:This study examines the effect of export value on Indonesia’s economic growth during the 2020–2024 period. The purpose of the research is to determine whether export performance contributes to the increase of national economic…
l economic growth in both the short and long term. The research applies a quantitative design using secondary time series data obtained from official institutions, including export data from the Ministry of Trade of the Republic of Indonesia and economic growth data from the Central Statistics Agency. The analysis technique employed is the Vector Error Correction Model, which identifies short-run and long-run relationships between variables. The results show that in the short run, export value has a positive and significant influence on economic growth, while in the long run, it shows a positive but insignificant relationship.