The Effect of Additional Compensation on Employee Performance Mediated by Job Satisfaction of Employees of PT Telkom Indonesia Tbk.

The purpose of this research is to determine the effect of additional compensation on employee performance at PT Telkom Indonesia, Tbk Witel Medan. To determine the effect of job satisfaction and employee performance on additional compensation at PT. Telkom Indonesia, Tbk Witel Medan. To determine the effect of job satisfaction on employee performance at PT Telkom Indonesia, Tbk Witel Medan. To determine the effect of additional compensation and employee performance on job satisfaction at PT Telkom Indonesia, Tbk Witel Medan. The approach in this research is included in the quantitative research approach. The population used as a sample is all employees of PT Telkom Indonesia, Tbk Witel Medan, totalling 70 people. The data analysis technique in this study uses Structural Equational Modelling (SEM) using Smart-PLS 3. The results of testing the first hypothesis show that the additional compensation variable has a positive and significant effect on employee performance at PT Telkom. The results of testing the third hypothesis show that the additional compensation variable has a positive and significant effect on employee job satisfaction at PT Telkom. The results of testing the fifth hypothesis show that the job satisfaction variable has a positive and significant effect on employee performance at PT Telkom. The results of the sixth test show that employee job satisfaction mediates the effect of additional compensation on performance at PT Telkom by showing a positive but insignificant effect

The Effect Of Supervision And Compensation On Mediated Work Achievement By Employee Discipline At Hall Great Development Guarantee Quality Of Vocational Education Field Building And Electricity

This type of research is quantitative associative.The sample used in this study was a saturated sample, meaning that the entire population of 35 people was used as a sample. Data collection techniques in this study used documentation, questionnaires, and interviews. This study uses partial regression analysis (Partial Least Square/PLS) to test the seven hypotheses proposed in this study. Each hypothesis will be analyzed using Smart PLS 2.0 software to test the relationship between variables. The results of testing the first hypothesis show that the supervision variable has a positive and significant effect on work performance. The results of testing the second hypothesis show that the compensation variable has a positive and significant effect on work performance. The results of testing the third hypothesis show that the supervision variable has a positive and significant effect on work discipline. The results of testing the fourth hypothesis show that the compensation variable has a positive and significant effect on work discipline. The results of testing the fifth hypothesis show that the work discipline variable has a positive and significant effect on work performance. The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of testing the fourth hypothesis show that the compensation variable has a positive and significant effect on work discipline. The results of testing the fifth hypothesis show that the work discipline variable has a positive and significant effect on work performance. The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of testing the fourth hypothesis show that the compensation variable has a positive and significant effect on work discipline. The results of testing the fifth hypothesis show that the work discipline variable has a positive and significant effect on work performance. The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect The results of the sixth test show that employee work discipline mediates supervision of work performance by showing a positive but not significant effect. The results of the seventh test show that work discipline mediates compensation on work performance by showing a positive but not significant effect

Analysis of Resilience Priorities for Micro, Small and Medium Enterprises (MSMEs) in Deli Serdang District

The COVID-19 virus pandemic during 2020 has become the material for research & investigation in building a priority model for the resilience of Micro, Small and Medium Enterprises (MSMEs). The purpose of this study is to provide empirical evidence on the resilience of MSMEs in coastal, urban and Plateau agricultural areas in Deli Serdang Regency, North Sumatra Province (PSU). Data collection techniques in this study are secondary data collection (the income and production aspects of one-quarter of MSME during the COVID-19 pandemic which is calculated by averages and regional positions), observation and interviews. The analysis technique used is the Analysis Hierarchy Process. The results show the trend of MSME resilience in the aspects of income and production, researchers who get production value always experience a general decline, so that prioritization in decision making in MSME resilience becomes a solution for decision-makers, product packaging, distribution networks and the need for agricultural and food products are priorities major for the community. Dissemination and guidance on awareness using a marketing model through social media for MSME actors has an impact on changing thinking and income, and the role of all decision-makers in obtaining information as an effective workflow and policy to build sustainable small and medium industries amid the COVID-19 pandemic. Keywords: agribusiness, analysis hierarchy process, north sumatera, resilience of small and medium enterpris

PENGARUH KEPEMIMPINAN DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DIMEDIASI OLEH DISIPLIN KERJA PADA DINAS PENCEGAH DAN PEMADAM KEBAKARAN KOTA MEDAN

The purpose of this study was to determine the effect of leadership and work motivation on employee performance mediated by work discipline at the Medan City Fire Department and Prevention Service. Quantitative associative methodology is used in this research. All employees of the Medan City Fire Prevention and Service Office became the population in this study. The sample used was 50 respondents. Questionnaires and interviews that have been tested for validity and reliability are the data collection techniques used. The data analysis used in this study were: (1) Analysis of the measurement model analysis (outer model), (2) Structural model analysis (inner model), and (3) Single test path analysis). The results showed that (1) the influence of leadership on employee performance was positive and significant with a value of 0.267, (2) the effect of work motivation on employee performance was positive and significant with a value of 0.259, (3) the influence of leadership on employee work discipline was positive and significant. with a value of 0.933, (4) the effect of work motivation on employee work discipline is positive and significant with a value of 0.027, (5) the effect of work discipline on employee performance is positive and significant with a value of 0.052, (6) the influence of leadership on employee performance through work discipline positively and significantly with a value of 0.048, meaning that work discipline acts as an intervening variable (mediator), and (7) the effect of work motivation on performance through work discipline is positive and significant with a value of 0.011 which means that work discipline acts as an intervening variable (mediator)

Person-Organization Fit and Employee Performance: Mediation Role Job Satisfaction and Organizational Commitment

Purpose – This study aimed to investigate and assess the effect of person-organization fit (POF) on employee performance (EP), with job satisfaction (JS) and organizational commitment (OC) acting as mediators. Methodology – Questionnaires were used in this quantitative study, to obtain information from 61 employees, with subsequent analysis implementing the Structural Equation Model SmartPLS 4.0. Results – The results showed that EP was significantly influenced by POF, JS, and OC. This indicated that POF relevantly influenced employee JS. POF and JS also significantly influenced OC. Moreover, the compatibility between employees and organization significantly influenced EP through JS and OC. POF also substantially influenced OC, mediated by JS. Based on the mediation by OC, JS then significantly influenced EP. Originality – This study investigated the employee issues that significantly and widely impacted organizational performance. It also provided a deeper comprehension of the personal relationships between organization fit, employee engagement, and JS

Servant Leadership and Organizational Culture on Organizational Citizenship Behavior: The Mediation Role of Job Satisfaction

 Objectives: This study aims to examine the process of forming Organizational Citizenship Behavior (OCB) in employees. This study uses job satisfaction as a mediating variable to clarify the mechanism of the influence of servant leadership and organizational culture on Organizational Citizenship Behavior (OCB).Methodology: This study uses a causal type of research using a quantitative approach with a sample of 67 respondents who are employees of PT Pelabuhan Indonesia (Persero) Branch TPK Perawang Pekanbaru.  To evaluate the seven hypotheses put out in this study, data was collected via interviews and a list of assertions, such as questionnaires and data analysis methods employing Partial Least Square (SmartPls).Findings: The results of this study indicate that servant leadership and organizational culture have a positive and significant effect on Job Satisfaction and Organizational Citizenship Behavior. Job satisfaction also plays a role in mediating the influence of servant leadership and organizational culture on Organizational Citizenship Behavior.Conclusion: This study examines how servant leadership and organizational culture influence employee job satisfaction and organizational citizenship behavior to achieve company goals. As a result, this condition is undoubtedly a source of concern for the company in terms of improving leadership and aligning all employees' perceptions of the organizational culture system that will be implemented in the company

Leader-Member Exchange, Perceived Organisational Support And Job Satisfaction: Mediating Role Of Employee Engagement

This study examined the influence of leader-member exchange and perceived organisational support on job satisfaction, with employee engagement as a mediator, either directly or indirectly. This study employs a quantitative associative methodology. This study's participants were all PT Pelabuhan Indonesia (Persero) TPK Perawang employees. This study's sample consisted of a total of 67 employees who were selected using the saturated sampling procedure. Interviews and questionnaires were used for data collection in this study. This investigation employed SEM-PLS for data analysis. This investigation processes data using the Partial Least Square software tool. This study demonstrates that Leader-Member Exchange, Perceived Organisational Support, and Employee Engagement significantly affect Job Satisfaction. Leader-member exchange and Perceived Organisational Support significantly affect Employee Engagement. Leader-member exchange has a significant impact on Job Satisfaction through Employee Engagement, and Perceived Organisational Support has a significant impact on Employee Engagement