Jurnal Fokus Manajemen

The Influence Of Information Systems On Public Service Delivery At The Investment And One-Stop Integrated Services Office Of Tebing Tinggi City

Hairani Siregar — 2026-10-17

The development of information and communication technology has significantly influenced public sector organizations in improving economic growth, national stability, and community welfare. Information is data that has been processed into a more useful and meaningful form for its users. Through the availability of information, systems are expected to provide benefits and support decision-making processes for users. A system itself is a collection of interconnected elements that interact to achieve specific objectives.

This study employed a quantitative research approach because it sought to objectively measure the influence of information systems on public services through the collection and analysis of numerical data, which were subsequently analyzed using statistical methods.

The results of the study indicate that information systems have a positive effect on public services at the Investment and One-Stop Integrated Services Office of Tebing Tinggi City. This finding suggests that the better the implementation of information systems, the higher the quality of public services provided to the community.

The Effect Of Compensation And Work Environment On Job Satisfaction Among Employees At The Luas Subdistrict Office, Kaur Regency

Asty Eka Fitriani — 2026-11-04

This study aims to examine the effects of compensation and the work environment on employee job satisfaction at the Luas Subdistrict Office in Kaur Regency. This study employs a quantitative approach using a survey method. The study population consisted of all employees at the Luas Subdistrict Office, with a total sample of 32 respondents selected using a census technique. Data were collected using a structured questionnaire and analyzed using multiple linear regression with IBM SPSS Statistics 20. The results showed that compensation had a positive and statistically significant effect on employee job satisfaction, with a significance value of 0.048. Similarly, the work environment was found to have a positive and statistically significant effect on employee job satisfaction, with a significance value of 0.045. Furthermore, compensation and the work environment together had a significant effect on employee job satisfaction, as evidenced by a significance value of 0.035. The coefficient of determination (R²) of 0.129 indicates that compensation and the work environment account for 12.9% of the variation in employee job satisfaction, while the remaining 87.1% is attributed to other factors beyond the scope of this study. Based on these findings, it can be concluded that both compensation and the work environment have a positive and significant effect on employee job satisfaction at the Luas Subdistrict Office, Kaur Regency.

The Effect of Store Layout, Service Quality, and Promotional Availability on Customer Satisfaction at Informa Deli Park

Najwa Hafilda — 2026-11-04

This study aims to analyze the influence of store layout, service quality, and promotional availability on customer satisfaction at Informa Deli Park. The study employs a quantitative approach using a survey method, specifically by distributing a Likert-scale questionnaire to respondents who are customers of Informa Deli Park. Data analysis was conducted using validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, partial tests (t-tests), simultaneous tests (F-tests), and the coefficient of determination (R²). The results indicate that store layout, service quality, and promotional availability have a positive influence on customer satisfaction, both partially and simultaneously. It is hoped that the findings of this study will contribute to the development of marketing management research, particularly regarding customer satisfaction in the modern retail sector, and serve as a reference for companies in formulating strategies to improve customer satisfaction through store layout management, service quality improvement, and the optimization of promotional activities.

Analysis of the Contribution of Job Training and Work Motivation to Employee Performance at PT Anesta Agung

Anisyha Putri Syahrani — 2026-11-04

The competitiveness of a company is strongly influenced by It depends on the quality of the available workforce. Therefore, companies are expected to adopt several measures to improve employee performance, including strengthening job training and increasing work motivation. This research examines the extent to which job training and work motivation contribute to employee performance at PT. Anesta Agung. The study employs a quantitative method and analyzes the data using multiple linear regression. All 60 drivers were used as respondents through a saturated sampling technique, meaning no sample selection was carried out. The findings indicate that job training and work motivation each have a positive and significant effect on employee performance, both individually and collectively. Additionally, the R² value of 68.7% suggests that these two variables explain most of the changes in performance levels. Therefore, enhancing training effectiveness and strengthening employee motivation are essential for improving overall performance, improving training programs and strengthening employee motivation are necessary to enhance overall performance within the company

The Effect of Technological Innovation, Digital Competence, and SOP Implementation on Employee Performance at LPP RRI Bukittinggi

Ranti Junnita — 2026-11-04

This study aims to analyze the effect of technological innovation, digital competence, and Standard Operating Procedure (SOP) implementation on employee performance at the Public Broadcasting Institution Radio Republik Indonesia (LPP RRI) Bukittinggi. This study used a quantitative approach with a survey method. The population consisted of all employees of LPP RRI Bukittinggi. The sample consisted of 72 respondents selected using a saturated sampling technique. Data were collected through questionnaires using a Likert scale and analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS).The results show that technological innovation has a positive and significant effect on employee performance, with a path coefficient of 0.237, t-statistics of 2.611, and p-values of 0.009. Digital competence has a positive but insignificant effect on employee performance, with a path coefficient of 0.238, t-statistics of 1.886, and p-values of 0.059. SOP implementation has a positive and significant effect on employee performance, with a path coefficient of 0.471, t-statistics of 4.649, and p-values of 0.000. The R-square value of 0.682 indicates that the three independent variables explain 68.2% of the variance in employee performance. This study was conducted in only one research setting with a limited number of respondents, so the generalization of the findings should beconducted cautiously. This study contributes to the development of human resource management and digital transformation studies, particularly in the context of public broadcasting organizations.

Career Development, Rewards, and Punishment For ASN Performance at the Medan Helvetia District Office

Muhammad Fauzi — 2026-11-04

The research analysis aims to determine whether work attitude and labor efficiency have an effect on employee productivity at PT Bank Rakyat Indonesia, Stabat Branch. The data analysis technique used is the associative research method with the help of the SPSS version 25 program. This study uses multiple linear regression analysis. The sample in this study was 45 respondents. Primary data collection used a questionnaire. The results of the study indicate that work attitude partially has a positive and significant effect on employee work productivity at PT Bank Rakyat Indonesia, Stabat Branch. Labor efficiency partially has a positive and significant effect on employee work productivity at PT Bank Rakyat Indonesia, Stabat Branch. Work attitude and labor efficiency simultaneously have a positive and significant effect on employee work productivity at PT Bank Rakyat Indonesia, Stabat Branch.

Analysis Of The Influence Of Financial Literacy, Lifestyle, And Locus Of Control On Student Consumptive Behavior With Financial Attitude As An Intervening Variable

Khairunnisa Tarigan — 2026-11-04

This study aims to analyze the influence of financial literacy, lifestyle, and locus of control on consumptive behavior, with financial attitude as an intervening variable. (a case study of financial management students at Universitas Pembangunan Panca Budi). The research employs a quantitative approach with a causal-associative design. Data were collected via Likert-scale questionnaires distributed to 71 respondents using a saturated sampling technique. Data analysis was conducted using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with SmartPLS software. The results indicate that financial literacy, lifestyle, and locus of control have a positive and significant effect on both financial attitude and consumptive behavior. Furthermore, financial attitude has a positive and significant impact on consumptive behavior and exerts the strongest influence among the variables studied. Mediation analysis reveals that financial attitude significantly mediates the effects of financial literacy, lifestyle, and locus of control on consumptive behavior. An R-Square value of 0.710 indicates that 71% of the variance in consumptive behavior is explained by the variables in this study, while an R-Square value of 0.514 indicates that 51.4% of the variance in financial attitude..

Analysis Of The Influence Of Leadership, Work Motivation, And Competence On Employee Performance Through Work Involvement As An Intervening Variable At The West Medan Sub-District Office

Siti Fatimah Hia — 2026-11-04

This study aims to test and analyze the influence of leadership, work motivation, and competence on employee performance through work involvement as an intervening variable at the West Medan Sub-district Office. This study uses a quantitative approach with a population as well as a sample of 60 State Civil Apparatus employees. The sampling technique used saturated sampling, while data collection was carried out through the distribution of questionnaires with a Likert scale. The data was analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study show that leadership has a positive and significant effect on employee performance and work engagement. Work motivation has a positive but not significant effect directly on employee performance, but has a positive and significant effect on work involvement. Competency has a positive and significant effect on employee performance and work involvement. Work involvement also has a positive and significant effect on employee performance. The results of the indirect influence test showed that work involvement was able to mediate the influence of leadership, work motivation, and competence on employee performance. The R-square value of work involvement of 0.365 indicates that leadership, work motivation, and competence are able to explain work involvement by 36.5%. Meanwhile, the R-square value of employee performance of 0.524 shows that leadership, work motivation, competence, and work involvement are able to explain employee performance by 52.4%. The results of the study confirm that the improvement of employee performance is not only determined by leadership and competence, but also through increased work involvement. Work motivation will have a more optimal influence on performance if it is able to encourage employees to be more enthusiastic, dedicated, and fully involved in their work..

The Effect Of Service Quality And E-Service Quality (Coretax) On Taxpayer Compliance With Attitude As An Intervening Variable Among Taxpayers At KPP Pratama Lubuk Pakam

Umriza Makrufan Nasution — 2026-11-04

This study aims to analyze the influence of Coretax's service quality and e-service quality on tax compliance with taxpayer attitudes as an intervening variable in individual taxpayers at KPP Pratama Lubuk Pakam. This study uses a quantitative approach with a survey method. The research sample amounted to 395 respondents who were selected using the probability sampling technique based on the Slovin formula. The data was analyzed using the Structural Equation Modeling method based on Partial Least Square (PLS-SEM) with the help of SmartPLS 3.0. The results of the study show that service quality has a positive and significant effect on taxpayers' attitudes and tax compliance. Coretax's e-service quality also has a positive and significant effect on taxpayer attitudes and tax compliance. In addition, the attitude of taxpayers has a positive and significant effect on tax compliance. The test results also prove that taxpayers' attitudes are able to mediate the influence of service quality and e-service quality on tax compliance. These findings indicate that improving the quality of direct and digital services through Coretax can form a positive attitude of taxpayers which ultimately increases tax compliance. The research model was able to explain the variation in attitudes by 38.6% and tax compliance by 54.7%, while the rest was influenced by other variables outside the research model

The Effect of External and Internal Motivational Factors on Employee Performance at State Islamic Junior High School 3 Deli Serdang

Muhammad Rafi Kaweruhan — 2026-11-04

This study aims to determine the effect of external motivation and internal motivation on employee performance at MTs. Negeri 3 Deli Serdang. External and internal motivation are believed to be important factors in improving employee performance in carrying out their duties and responsibilities within the madrasah environment. This study employs a quantitative approach using the associative-causal method. The population of this study consists of 45 employees, who also serve as the study sample (saturation sampling). Data collection was conducted via a questionnaire and analyzed using statistical tests, including validity tests, reliability tests, tests of classical assumptions, multiple linear regression analysis, t-tests, F-tests, and the coefficient of determination (R²) with the aid of SPSS. The results indicate that external motivation has a positive and significant effect on the performance with a calculated t-value of 2.143 > the critical t-value of 1.68195 and a p-value of 0.038 < 0.05. Internal Motivation also has a positive and significant effect on Employee Performance with a calculated t-value of 7.024 > the critical t-value of 1.68195 and a p-value of 0.000 < 0.05. Simultaneously, external motivation and internal motivation have a significant effect on employee performance, with a calculated F-value of 51.432 > the critical F-value of 2.83 and a significance level of 0.000 < 0.05. The coefficient of determination (R²) of 0.710 indicates that these two variables account for 71% of the variation in employee performance, while the remainder is influenced by other variables outside the scope of this study. Based on these findings, it can be concluded that both external and internal motivation play an important role in improving employee performance at MTs. Negeri 3 Deli Serdang.

The Effect of Work Environment, Compensation, and Job Satisfaction on Employee Performance PT. Zisheng Pasific Tranding Medan City

Nadilla Novriyan — 2026-11-05

This study aims to determine the partial significant influence of the work environment, compensation and job satisfaction on the performance of employees of PT Zisheng Pacific Tranding, and determine the simultaneous significant influence of the work environment, compensation and job satisfaction simultaneously on the performance of employees of PT Zisheng Pacific Tranding. This study is a descriptive quantitative questionnaire instrument with a population of 65 people. Furthermore, the withdrawal of samples with saturated samples obtained samples of 65 people. Data analysis test in the form of validity and reliability test, classical assumption test, multiple linear regression analysis, hypothesis test and determinant coefficient. The results of the study is the work environment has a significant effect on employee performance, with a sig value of 0.000 < 0.05, compensation has a significant effect and is the dominant variable affects the performance of employees with a sig value of 0.000 < 0.05, job satisfaction has a significant effect on employee performance, with a sig value of 0.002 < 0.05, then, with a sig value of 0.000 < 0.05, the value of Adjust RSquare is 0.963 or R2 x 100% of 96.30%, meaning that the independent variables of the study provide a very strong relationship in explaining the performance of PT Zisheng Pasifi Tranding medan employees by 96.30% while the remaining 3.70% are influenced by other factors. The limitation of this study is on a very small sample so that further research needs to be done with a larger number of samples so that a more significant effect is obtained with a wider research locationThis research is expected to contribute to the employees outlet PT Zisheng Pasific Tranding in Medan in improving employee performance in the future.

The Influence of Organizational Culture, Competence, and Job Training on Employee Performance at the Department of Industry, Trade, Energy, and Mineral Resources of North Sumatra Province

Sabillah Priatna Priatna — 2026-11-05

This study aims to evaluate the impact of organizational culture, capabilities, and job training on employee performance at the Department of Industry, Trade, Energy, and Mineral Resources in North Sumatra Province. The underlying problem of this study is suboptimal employee performance, reflected in low work target achievement, time efficiency, regulatory compliance, and collaboration among employees. Furthermore, it is acknowledged that organizational culture, capabilities, and job training have not been implemented optimally. The research findings show that organizational culture has a positive and significant impact on employee performance. Capability also has a positive and significant impact on employee performance. Job training also shows a significant positive impact on employee performance. Simultaneously, organizational culture, capabilities, and job training have a positive and significant influence on employee performance at the Department of Industry, Trade, Energy, and Mineral Resources in North Sumatra Province. The capability variable is the element that has the greatest influence on improving employee performance. Therefore, strengthening a supportive organizational culture, developing capabilities, and implementing effective job training can be strategies to improve employee performance.

The Influence of Leadership and Work Motivation on the Performance of Employees at the Medan Tembung District Office

Rifki Wahyu Aditya — 2026-11-05

This study employed a quantitative approach using an associative research design. The population consisted of all 32 employees of the Medan Tembung Subdistrict Office. A saturated sampling (census) technique was applied, in which the entire population was used as the research sample. Data were collected through questionnaires, while data analysis was conducted using validity testing, reliability testing, classical assumption tests, multiple linear regression analysis, partial hypothesis testing (t-test), simultaneous hypothesis testing (F-test), and the coefficient of determination (R²) with the assistance of SPSS software. The results of the study indicate that, partially, leadership has a positive and significant effect on employee performance, as evidenced by a t-value of 2.267 with a significance level of 0.021 < 0.05. Work motivation also has a positive and significant effect on employee performance, with a t-value of 2.574 and a significance level of 0.015 < 0.05. Simultaneously, leadership and work motivation have a positive and significant effect on employee performance, as indicated by an F-value of 36.315, which is greater than the F-table value of 3.33, and a significance level of 0.000 < 0.05. The coefficient of determination (R²) yielded a value of 0.715, indicating that 71.5% of the variation in employee performance can be explained by leadership and work motivation, while the remaining 28.5% is influenced by other factors outside the research model. Based on these findings, it can be concluded that leadership and work motivation are important factors in improving employee performance.

Salary Analysis, Promotion Opportunities and Monitoring of Job Satisfaction The Medan Deli Health Center

Putri Oktavia — 2026-11-05

This study aims to determine the partial significant effect of salary, promotion opportunities and supervision on employee job satisfaction Medan Deli Health Center, and determine the simultaneous significant effect of salary, promotion opportunities and supervision simultaneously on employee job satisfaction in Medan Deli Health Center. This study is a descriptive quantitative questionnaire instrument with a population of 37 people. Furthermore, the withdrawal of samples with saturated samples obtained samples of 37 people. Data analysis test in the form of validity and reliability test, classical assumption test, multiple linear regression analysis, hypothesis test and determinant coefficient. The results of the study were salary significantly affect employee job satisfaction, with a sig value of 0.010 < 0.05, promotion opportunities significantly affect and is the dominant variable affecting employee job satisfaction, supervision significantly affect employee job satisfaction, with a sig value of 0.010 < 0.05, then simultaneously salary promotion opportunities and supervision significantly affect employee job satisfaction at the Medan Deli Health Center, with a sig value of 0.000 < 0.05 the value of Adjust RSquare is 0.964 or R2 x 100% of 96.40%, this means that the independent variables of the study provide a very strong relationship in explaining the job satisfaction of employees of Medan Deli Health Center by 96.40% while the remaining 3.60% is influenced by other factors. The limitation of this study is on a very small sample so that further research needs to be done with a larger number of samples so that a more significant effect is obtained with a wider research location, This research is expected to contribute to the Health Center employees in Medan in improving employee performance in the future.

The Influence of Perception, Personality, and Employee Motivation on Employee Performance at PT. Herfinta Farm and Plantation

Nurul Hamini — 2026-11-05

This study aims to examine and analyze the influence of perception, personality, and work motivation on employee performance at PT. Herfinta Farm & Plantation. Employees’ perceptions of their work environment affect how they interpret, evaluate, and carry out their responsibilities. In addition, personality reflects individual characteristics that shape employees’ behavior and work patterns. Meanwhile, work motivation serves as an internal driving force that enhances employees’ enthusiasm, commitment, and dedication in achieving organizational goals. The combination of positive perceptions, supportive personality traits, and high work motivation is expected to contribute to improved employee performance. This research employed a quantitative approach with a population of 64 employees of PT. Herfinta Farm & Plantation. The data were analyzed using multiple linear regression through the Statistical Package for the Social Sciences (SPSS) version 24.0. The results revealed that: (1) perception has a positive and significant effect on employee performance; (2) personality has a positive and significant effect on employee performance; (3) work motivation has a positive and significant effect on employee performance; and (4) perception, personality, and work motivation simultaneously have a positive and significant effect on employee performance at PT. Herfinta Farm & Plantation. These findings indicate that better employee perceptions, more positive personality traits, and higher levels of work motivation are associated with improved employee performance.

Transformational Leadership Analysis And Work Motivation On Employee Performance Through Job Satisfaction

Rita Nesia Nasution — 2026-11-05

This study aims to analyze the influence of transformational leadership and work motivation on employee performance through job satisfaction as an intervening variable in the Human Resources Bureau of the North Sumatra Regional Police. Employee performance is an important factor in achieving organizational goals, so leadership that is able to provide inspiration, strong work motivation, and job satisfaction that supports performance improvement is needed. This study uses a quantitative approach with a population and a sample of 115 employees of the Human Resources Bureau of the North Sumatra Regional Police using a saturated sampling technique. Data was collected through the distribution of questionnaires with a Likert scale and analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS application. Model testing is carried out through external model and inner model analysis to test the validity, reliability, and relationship between research variables. The results of the study show that transformational leadership has a positive and significant effect on employee performance and job satisfaction. Work motivation also has a positive and significant effect on employee performance and job satisfaction. Furthermore, job satisfaction has a positive and significant effect on employee performance. The results of the mediation test showed that job satisfaction was able to mediate the influence of transformational leadership and work motivation on employee performance. The R-square value shows that transformational leadership and work motivation are able to explain job satisfaction by 38.6%, while transformational leadership, work motivation, and job satisfaction can explain employee performance by 53.8%.

The Influence Of Leadership And Work Culture On Operational Safety Through Safety Awareness At Pt. Indonesian Railways (Persero) Regional Division I North Sumatra

Ibnu Ikhlas Sirait — 2026-11-05

This study aims to test and analyze the influence of leadership and work culture on operational safety through safety awareness at PT Kereta Api Indonesia (Persero) Regional Division I North Sumatra. This research is motivated by the ongoing challenges of operational safety, especially related to crossing incidents and the importance of human behavior factors in supporting work safety. This study uses a quantitative approach with primary data sources obtained through the distribution of questionnaires to employees of operational units. The study population was 609 people, with a sample of 86 respondents determined using the Slovin formula. The sampling technique uses purposive sampling. The data was analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method with the help of SmartPLS 3.0. The results showed that all indicators met the validity criteria with an outer loading value above 0.70 and met the reliability criteria based on Cronbach's Alpha and Composite Reliability values. The R-square value shows that leadership and work culture are able to explain safety awareness by 45.6%, while leadership, work culture, and safety awareness are able to explain operational safety by 50.1%. The results of the hypothesis test show that leadership has a positive and significant effect on operational safety and safety awareness. Work culture also has a positive and significant effect on operational safety and safety awareness. Furthermore, safety awareness has a positive and significant effect on operational safety. The results of the indirect influence test showed that safety awareness was able to mediate the influence of leadership and work culture on operational safety. Thus, improving operational safety depends not only on procedures and infrastructure, but also on leadership qualities, a work culture that supports safety, and employee safety awareness.

Comparative Analysis of Offline and Online Sales on the Sales Volume of Attabee Kids Fashion Store in Palembang City

Diki Fadillah Afdal — 2026-11-05

This study aims to analyze the comparison between offline sales and online sales on the sales volume of Attabee Kids Fashion Store in Palembang City. The study was motivated by the rapid development of digital technology, which has encouraged business owners to implement two sales channels, namely offline and online sales. Therefore, it is necessary to analyze the differences in the contribution of both sales channels to sales volume. This research employed a comparative study with a mixed-method approach, combining quantitative and qualitative methods. Quantitative data were obtained from the sales reports of Attabee Kids Fashion Store for the period of January–December 2025, while qualitative data were collected through observation, interviews, and documentation. Data were analyzed using descriptive statistics, the Shapiro-Wilk normality test, and the Paired Sample t-test with the assistance of SPSS software. The results showed that the average online sales reached 780.00 units, which was higher than the average offline sales of 543.33 units. The normality test indicated that the data were normally distributed, with significance values of 0.069 for offline sales and 0.062 for online sales. Furthermore, the Paired Sample t-test produced a t-value of -10.759 with a significance value of 0.000 (< 0.05), indicating that H₀ was rejected and H₁ was accepted. Therefore, there is a significant difference between offline and online sales in terms of sales volume at Attabee Kids Fashion Store in Palembang City. Online sales contribute more significantly to increasing sales volume due to their wider market reach and greater convenience for consumers. Therefore, integrating both offline and online sales strategies is expected to enhance sales volume and strengthen the store's competitiveness.

The Effect of Internal Communication and Workload on Employee Performance at PT Bali Kharisma Persada’s Palembang Branch

Yosi Andriani — 2026-11-05

This study aims to determine the effect of Internal Communication and Workload on Employee Performance at PT. Bali Kharisma Persada Palembang Branch, both partially and simultaneously. PT. Bali Kharisma Persada Palembang Branch is a maintenance partner for Telkomsel's Base Transceiver Station (BTS) towers, operating across a wide working area covering Palembang, Banyuasin, and Musi Banyuasin, making effective internal communication and proportional workload management critical to operational success. This study used a quantitative associative approach with a saturated sampling technique involving all 68 employees as respondents. Data were collected through a Likert-scale questionnaire and analyzed using multiple linear regression with SPSS. The results show that Internal Communication has a positive and significant partial effect on Employee Performance (t-value 7.525 > t-table 1.997; significance <0.001), and so does Workload (t-value 3.578 > t-table 1.997; significance <0.001). Simultaneously, both variables have a positive and significant effect on Employee Performance, with an F-value of 257.329 > F-table 3.14 (significance <0.001). The coefficient of determination (R²) of 0.888 indicates that Internal Communication and Workload explain 88.8% of the variation in Employee Performance, while the remaining 11.2% is explained by other factors outside this study. The resulting regression equation is Y = -0.498 + 0.413X1 + 0.350X2. These findings indicate that improving the quality of internal communication and managing workload proportionally can continuously drive improvements in employee performance.

The Influence Of Talent Management And Learning Organization On Employee Performance Through Employee Engagement

Tanty Anggraeni Sembiring — 2026-11-05

This study aims to test and analyze the influence of talent management and learning organization on employee performance with employee engagement as an intervening variable in the Human Resources Bureau of the North Sumatra Police. This study uses a quantitative approach. The research population consists of all employees of the Human Resources Bureau of the North Sumatra Police which totals 115 people. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through questionnaire deployment using the Likert scale. The data analysis technique used Partial Least Squares–Structural Equation Modeling (PLS-SEM) with the help of the SmartPLS 3.0 program. The results of the study show that talent management has a positive and significant effect on employee performance and employee engagement. Learning organization also has a positive and significant effect on employee performance and employee engagement. Furthermore, employee engagement has a positive and significant effect on employee performance. The results of the indirect influence test showed that employee engagement was able to positively and significantly mediate the influence of talent management on employee performance and the influence of learning organization on employee performance. The R-square value of employee engagement of 0.315 shows that talent management and learning organization are able to explain the variation in employee engagement by 31.5%, while the remaining 68.5% is explained by other variables outside the research model. The R-square value of employee performance of 0.492 indicates that talent management, learning organization, and employee engagement are able to explain the variation in employee performance by 49.2%, while the remaining 50.8% is explained by other variables. The findings of the study confirm that improving employee performance can be done through proper talent management, strengthening the learning organizational culture, and increasing employee involvement in work and organization.

Analysis of Organizational Change and Employee Resilience Towards Employee Performance Through Employee Involvement

Susy Elfrida Siregar — 2026-11-05

This study aims to analyze the influence of organizational changes and employee resilience on employee performance through employee involvement as an intervening variable in the North Sumatra Regional Police Supervision Inspectorate. Organizational change is an important factor in improving employees' adaptability to the demands of bureaucratic reform, while employee resilience plays a role in maintaining work effectiveness in conditions full of pressure and change. This study uses a quantitative approach with a survey method. The population as well as the research sample amounted to 98 employees of the North Sumatra Police Supervision Inspectorate with saturated sampling techniques. Data collection was carried out using a questionnaire with a Likert scale. Data analysis was carried out using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study showed that organizational changes had a positive and significant effect on employee performance with a t-statistical value of 3.268 and a p-value of 0.001. Organizational changes also have a positive and significant effect on employee engagement with a t-value of 6.148 and a p-value of 0.000. Furthermore, employee resilience was proven to have a positive and significant effect on employee performance with a t-statistic value of 6.273 and a p-value of 0.000, as well as a positive and significant effect on employee engagement with a t-statistic value of 7.999 and a p-value of 0.000. Employee involvement also has a positive and significant effect on employee performance with a t-statistic value of 7.015 and a p-value of 0.000. Testing the effect of mediation showed that employee involvement was able to mediate the influence of organizational change on employee performance with a t-statistic value of 4.300 and a p-value of 0.000 and mediated the influence of employee toughness on employee performance with a t-statistic value of 5.515 and a p-value of 0.000. This study shows that the improvement of employee performance is not only influenced by organizational structural factors, but also influenced by the psychological aspects of employees through work involvement. Therefore, organizations need to strengthen change strategies, build employee resilience, and create a work environment that is able to increase employee engagement in a sustainable manner.

Digital Leadership Analysis And Work Flexibility Towards Employee Performance Through Employee Involvement

Suryanata Turputra — 2026-11-05

This study aims to analyze the influence of digital leadership and work flexibility on employee performance through employee involvement as an intervening variable in the Human Resources Bureau of the North Sumatra Regional Police. This study uses a quantitative approach with a population of 115 employees. The sampling technique used is saturated sampling, so that all members of the population are used as research samples. Primary data was collected through the distribution of questionnaires on the Likert scale. Data analysis was carried out using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study show that digital leadership has a positive and significant effect on employee performance with a path coefficient of 0.230. Work flexibility has a positive and significant effect on employee performance with a coefficient of 0.350. Digital leadership and work flexibility also had a positive and significant effect on employee engagement, with coefficients of 0.358 and 0.483, respectively. Furthermore, employee involvement has a positive and significant effect on employee performance with a coefficient of 0.361. The results of the indirect influence test proved that employee involvement was able to mediate the influence of digital leadership on employee performance with a coefficient of 0.129 and mediate the effect of work flexibility on employee performance with a coefficient of 0.175. The R-square value shows that digital leadership and work flexibility are able to explain employee engagement by 39.8%, while digital leadership, work flexibility, and employee engagement can explain employee performance by 52.2%. Thus, improving digital leadership and implementing the right work flexibility can increase the involvement and performance of employees of the North Sumatra Police Human Resources Bureau.

Analysis of the Adoption of Human Resources Technology and Digital Competencies towards Employee Performance through Employee Involvement

Amelia Pohan — 2026-11-05

This study aims to analyze the influence of the adoption of human resource technology and digital competence on employee performance, both directly and through employee involvement as an intervening variable in the Human Resources Bureau of the North Sumatra Regional Police. The study used a quantitative approach with a population of 115 employees. All members of the population were sampled through saturated sampling techniques. Primary data were collected using a Likert scale questionnaire and analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the SmartPLS 3.0 application. The results of the study show that the adoption of HR technology has a positive and significant effect on employee engagement with a path coefficient of 0.357 and on employee performance of 0.215. Digital competence has a positive and significant effect on employee engagement with a path coefficient of 0.474 and on employee performance of 0.356. Employee involvement also has a positive and significant effect on employee performance with a path coefficient of 0.395. In addition, employee involvement positively and significantly mediated the influence of HR technology adoption on employee performance with an indirect influence coefficient of 0.141, and mediated the influence of digital competence on employee performance of 0.188. The R-square value shows that the adoption of HR technology and digital competencies is able to explain employee engagement by 39.6%, while the adoption of HR technology, digital competence, and employee engagement is able to explain employee performance by 56.7%. Thus, the improvement of employee performance is not only determined by the use of human resources technology and mastery of digital competencies, but also by the organization's ability to build employee involvement. The North Sumatra Police Human Resources Bureau needs to strengthen the use of human resource technology, digital competency development, and a work environment that is able to increase employee involvement in a sustainable manner.

Analysis of Work Discipline, Organizational Justice, and Intrinsic Motivation for Employee Performance Through Job Satisfaction

Ririn Pebrina Br Marpaung — 2026-11-05

This study aims to test and analyze the influence of work discipline, organizational justice, and intrinsic motivation on employee performance with job satisfaction as an intervening variable in the Human Resources Bureau of the North Sumatra Police. This study uses a quantitative approach. The research population consists of all employees of the Human Resources Bureau of the North Sumatra Police which totals 115 people. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through the distribution of questionnaires on the Likert scale. The data analysis technique used Partial Least Squares–Structural Equation Modeling (PLS-SEM) with the help of the SmartPLS 3.0 program. The results of the study show that work discipline, organizational fairness, and intrinsic motivation have a positive and significant effect on employee performance and job satisfaction, respectively. Job satisfaction also has a positive and significant effect on employee performance. The results of the indirect influence test showed that job satisfaction was able to positively and significantly mediate the influence of work discipline, organizational fairness, and intrinsic motivation on employee performance. The R-square value of job satisfaction of 0.386 indicates that work discipline, organizational fairness, and intrinsic motivation are able to explain job satisfaction by 38.6%, while the remaining 61.4% is explained by other variables outside the research model. The R-square value of employee performance of 0.509 indicates that work discipline, organizational fairness, intrinsic motivation, and job satisfaction are able to explain employee performance by 50.9%, while the remaining 49.1% is explained by other variables. The findings of the study confirm that improving employee performance can be done through strengthening work discipline, applying organizational justice, increasing intrinsic motivation, and establishing better job satisfaction.

Analysis of Work Environment and Organizational Culture on Organizational Commitment Mediated by Job Stress at BPJS Employment Regional Office Northern Sumatra

Rianda Mauli Siregar — 2026-11-05

This study aims to analyze the effect of work environment and organizational culture on organizational commitment, with job stress as a mediating variable at the BPJS Employment Regional Office of Northern Sumatra. The study was motivated by the relatively low level of organizational commitment, suboptimal work environment and organizational culture, and high employee job stress. This research employed a quantitative approach with an associative design. The population consisted of 75 employees from the BPJS Employment Regional Office of Northern Sumatra, Medan Utara Branch Office, and Binjai Branch Office. A saturated sampling technique was used, involving all members of the population as respondents. Data were collected through questionnaires and analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with SmartPLS. The results show that organizational culture has a positive and significant effect on organizational commitment and a negative and significant effect on job stress. The work environment has a negative and significant effect on job stress but does not have a significant direct effect on organizational commitment. Job stress has a negative and significant effect on organizational commitment. Furthermore, job stress significantly mediates the effects of organizational culture and work environment on organizational commitment. These findings indicate that strengthening organizational commitment requires not only a strong organizational culture and a supportive work environment but also effective management of employee job stress.

An Analysis of Leadership, Ethics, and Organizational Culture Employee Performance Through Organizational Commitment

Ikbal Alrasyid — 2026-11-05

This study aims to test and analyze the influence of leadership, ethics and organizational culture on employee performance through organizational commitment as an intervening variable in the Human Resources Bureau of the North Sumatra Regional Police. This study uses a quantitative approach. The research population consists of all employees of the Human Resources Bureau of the North Sumatra Regional Police as many as 115 people. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through the distribution of questionnaires using the Likert scale. Data analysis was carried out using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 application. The results of the study show that ethical leadership has a positive and significant effect on employee performance with a coefficient of 0.264 and on organizational commitment with a coefficient of 0.319. Organizational culture has a positive and significant effect on employee performance with a coefficient of 0.357 and on organizational commitment with a coefficient of 0.474. Organizational commitment has a positive and significant effect on employee performance with a coefficient of 0.352. The results of the indirect influence test showed that organizational commitment was able to mediate the influence of ethical leadership on employee performance with a coefficient of 0.112 and mediate the influence of organizational culture on employee performance with a coefficient of 0.167. The R-square value shows that ethical leadership and organizational culture are able to explain organizational commitment by 33.6%, while ethical leadership, organizational culture, and organizational commitment can explain employee performance by 51%. Thus, the application of ethical leadership and strengthening organizational culture can increase organizational commitment which further encourages improved employee performance.

The Influence of Motivation, Work Discipline and Work Environment on Employee Performance at the North Sumatra Provincial Youth and Sports Office

Ayu Amanda — 2026-11-05

Employee performance is an important factor in supporting the effectiveness of public sector organizations. However, the achievement of optimal performance is influenced by various factors, including work motivation, work discipline, and work environment. This study aims to analyze the influence of work motivation, work discipline, and work environment on employee performance at the North Sumatra Provincial Youth and Sports Office. The research uses a quantitative approach with an associative type of research. The research population amounted to 89 employees and the entire population was sampled through the saturated sampling technique. Data collection was carried out using questionnaires that have met the validity and reliability tests. Data were analyzed using multiple linear regression analysis supported by classical assumption tests, partial tests, simultaneous tests, and determination coefficients with the help of the IBM SPSS program. The results of the study showed that work motivation and work discipline had a positive and significant effect on employee performance, while the work environment did not have a significant effect on employee performance partially. Simultaneously, work motivation, work discipline, and work environment have a significant effect on employee performance. The value of the determination coefficient (R²) of 0.782 showed that the three independent variables were able to explain 78.2% of the variation in employee performance, while the rest were influenced by other factors outside the research model.

The Influence of Hedonistic Lifestyle and Financial Behavior on the Financial Literacy of Generation Z Employees at SayGroup Medan Office

Ayu Aulia — 2026-11-05

This study aims to analyze the influence of hedonistic lifestyle and financial behavior on financial literacy among Generation Z employees at SayGroup Medan, both partially and simultaneously. This study employed a quantitative approach using a survey method. The population consisted of Generation Z employees at SayGroup Medan, with a total sample of 30 respondents. Data were collected through a Likert-scale questionnaire and analyzed using SPSS, including validity testing, reliability testing, classical assumption testing, multiple linear regression analysis, partial test (t-test), simultaneous test (F-test), and coefficient of determination. The findings show that hedonistic lifestyle has a negative and significant effect on financial literacy, while financial behavior has a positive and significant effect on financial literacy. Simultaneously, hedonistic lifestyle and financial behavior significantly affect the financial literacy of Generation Z employees at SayGroup Medan. The research model also demonstrates a very strong explanatory power for variations in financial literacy. This study contributes to the development of behavioral financial management studies, particularly regarding factors influencing the financial literacy of Generation Z employees. Practically, the findings can serve as input for companies and young workers to improve financial management through lifestyle control and better financial behavior.

Digital Competency Analysis, Work-Balance and Organizational Support for Employee Performance Through Job Satisfaction

Jenni Theresia Tampubolon — 2026-11-05

This study aims to test and analyze the influence of digital competencies, work balance, and organizational support on employee performance through job satisfaction as an intervening variable in the Human Resources Bureau of the North Sumatra Police. This study uses a quantitative approach with a population of 115 employees. The sampling technique uses saturated sampling so that all members of the population are used as research samples. Primary data was collected through the distribution of questionnaires on the Likert scale. Data analysis was carried out using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the help of the SmartPLS 3.0 program. The results of the study show that digital competence, work balance, and organizational support have a positive and significant effect on employee performance and job satisfaction, respectively. Job satisfaction also has a positive and significant effect on employee performance. The results of the indirect influence test showed that job satisfaction was able to positively and significantly mediate the influence of digital competence, work balance, and organizational support on employee performance. The R-square value of job satisfaction of 0.385 shows that digital competence, work balance, and organizational support are able to explain job satisfaction by 38.5%. Meanwhile, the R-square value of employee performance of 0.493 shows that digital competence, work balance, organizational support, and job satisfaction are able to explain employee performance by 49.3%. The findings of the study confirm that improving employee performance can be done through strengthening digital competencies, creating work balance, increasing organizational support, and establishing better job satisfaction.

The Influence of Financial Literacy, Lifestyle, and Social Pressure on UNPAB Management Students’ Decisions to use Online Loans

Adera Feby Mutia — 2026-11-05

This study analyzes the effect of financial literacy, lifestyle, and social pressure on the decision of Management students at UNPAB to use online loans, partially and simultaneously. A quantitative descriptive study with 100 active students (2022 cohort, accidental sampling). Data were collected via a 40-item five-point Likert questionnaire (validated and reliable) and analyzed using multiple linear regression in SPSS. Partially, financial literacy (Sig. 0.297), lifestyle (Sig. 0.313), and social pressure (Sig. 0.206) had no significant effect. Simultaneously, the three variables significantly affected the decision (F=12.478; Sig. 0.000), contributing 28.1% (R Square). The sample was limited to one cohort and one study program (accidental sampling); the relatively low R Square indicates other factors outside the model. Useful for personal financial management and higher education in designing financial education programs integrated with lifestyle and social resilience aspects.

The Effect of Income and Consumptive Behavior on Financial Literacy of Housewives in Sunggal Village Medan City

Salwa Salsabilla — 2026-11-05

This study aims to analyze the partial and simultaneous effects of income level and consumptive behavior on the financial literacy of housewives in Sunggal Village, Medan City. A quantitative associative survey approach was used by distributing a 5-point Likert scale questionnaire to 100 respondents selected via Slovin's formula and purposive sampling, which was then analyzed using multiple linear regression in IBM SPSS Statistics. The results indicate that income level has a positive and significant effect on financial literacy, whereas consumptive behavior has a negative and significant effect. Simultaneously, both variables significantly affect financial literacy with an Adjusted R Square value of 0.521. The limitation of this study lies in its scope, which focuses on a single village, and its exclusion of other demographic variables such as education level and digital financial inclusion. Nevertheless, these findings contribute to enriching family financial management literature and serve as a practical reference for local authorities and financial institutions in designing targeted financial literacy education programs.

The Effect of Social Media and Facilities on Employee Performance at CV. Rait Jaya in Tanjung Gusta

Friska Lamria Panjaitan — 2026-11-05

This study aims to analyze the effect of social media and work facilities partially and simultaneously on employee performance in carrying out tasks. The research population consisted of employees working in the company, totaling 45 people. The sampling method used saturated sampling, resulting in a sample size of 45 respondents. Data collection techniques used literature studies and surveys by providing questionnaires to respondents. Data analysis techniques used multiple linear regression analysis, data quality tests, classical assumption tests, and hypothesis testing. The results showed that social media and work facilities partially and simultaneously had a significant effect on employee performance. There was a strong correlation between social media and work facilities with employee performance in carrying out tasks in the company. Employee performance in the company could be explained by social media and work facilities by 57.20%, while the remaining 42.80% was explained by other variables not examined. This study only used two independent variables, namely social media and work facilities, with a sample size of 45 respondents in one company. This study is expected to contribute to the development of human resource management, particularly regarding the effect of social media and work facilities on employee performance, and to serve as a consideration for companies in improving employee performance.

The Influence of Situational Leadership and Employee Engagement on Employee Performance at The Alts Hotel Palembang

Siti Nabila — 2026-11-05

Human resources play a crucial role in organizational success, particularly in the hospitality industry. Situational leadership and employee engagement can drive employee performance. This study aims to determine the influence of these two variables on employee performance at The Alts Hotel Palembang. This study used a quantitative approach with descriptive methods and involved 94 respondents. Data were obtained through questionnaires and analyzed using multiple linear regression with SPSS 27. The results showed that situational leadership and employee engagement had a positive and significant effect on employee performance, both partially and simultaneously (0.000 < 0.05). The results indicate that leaders who adapt their leadership style to employee conditions and who maintain high employee engagement can encourage employees to work optimally. These two factors also contribute to improved employee performance at The Alts Hotel Palembang. Based on the results, situational leadership and employee engagement significantly influence employee performance. The Adjusted R Square value of 0.690 indicates that both variables explain 69% of the variation in employee performance. The company is advised to improve situational leadership and employee engagement.

The Influence of Financial Planning and Control on the Quality of the Pencak Silat Open Tournament Organized by the South Sumatra Provincial IPSI

Adila Wulan Dari — 2026-11-05

This study aims to examine the effect of financial planning and financial control on match quality in the Open Tournament of Pencak Silat IPSI South Sumatera Province, both partially and simultaneously, and to obtain a deeper explanation of how these financial aspects are implemented in tournament management. The study employed a mixed-methods approach using an explanatory sequential strategy, in which quantitative data were collected and analyzed first and qualitative data were subsequently collected to explain and strengthen the quantitative findings. Quantitative data were obtained through questionnaires and documentation from 100 respondents consisting of participants and organizing committee members. Quantitative analysis used multiple linear regression, t-test, F-test, correlation analysis, and the coefficient of determination with SPSS version 25. Qualitative data were obtained through in-depth/semi-structured interviews with the Treasurer and General Secretary of IPSI South Sumatera Province and analyzed through data condensation, data display, and conclusion drawing and verification. The quantitative results show that financial planning has a positive and significant effect on match quality, with a t-value of 2.954 and a significance value of 0.004. Financial control also has a positive and significant effect, with a t-value of 20.552 and a significance value of 0.000. Simultaneously, both variables have a positive and significant effect, with an F-value of 441.127 and a significance value of 0.000. The Adjusted R Square of 0.899 indicates that 89.9% of the variation in match quality can be explained by financial planning and financial control, while 10.1% is explained by other factors. Qualitative findings strengthen these results through budgeting practices based on tournament needs and previous experience, monitoring of fund utilization, priority setting under budget constraints, and post-tournament evaluation. The study also identifies a sustainability challenge because tournament funding remains highly dependent on participant registration fees.

The Influence Of Leadership Style, Work Environment, And Workload On Employee Performance At The Binjai City Education Office

Saputri Nurbaiti — 2026-11-05

Employee performance at the Binjai City Education Office has not been fully optimal, requiring an examination of the organizational factors that influence it. This study analyzes the effects of leadership style, work environment, and workload on employee performance. A quantitative associative design was applied to a saturated sample of 61 civil servants, government contract employees, and honorary employees. Data were collected through questionnaires, interviews, and documentation and analyzed using multiple linear regression in SPSS after instrument-quality and classical-assumption testing. Leadership style had a positive and significant effect on employee performance (t = 2.694; p = 0.009), and workload also had a positive and significant effect (t = 4.556; p < 0.001), whereas the work environment had no significant effect (t = 1.960; p = 0.055). Simultaneously, the three variables had a significant effect (F = 131.869; p < 0.001) and explained 86.7% of the variation in employee performance. The study is limited to one institution and a relatively small sample. The findings highlight the importance of improving leadership quality and managing workloads proportionally to strengthen employee performance.