SINOMIKA Journal: Publikasi Ilmiah Bidang Ekonomi dan Akuntansi

The Influence of Work Environment and Work Flexibility on Job Satisfaction with Competence as an Intervening Variable in BPJS Employment Pematang Siantar Branch and Kisaran Branch

Lasber Manullang — 2024-05-31

This research is useful for looking at the influence of work environment, flexibility on job satisfaction and competence. This research took as its object a BPJS Employment company office, Pematang Siantar and Kisaran Branches. The lack of work environment at BPJS Employment Pematang Siantar and Kisaran Branches can also affect work flexibility, because these two things have a close continuity. In fact, the conditions of the work environment around the research have several problems for the employees who work there. Employee discomfort at work will certainly affect employee flexibility so that the satisfaction of company officials will certainly have an influence. Even though the assessment of the work environment is again a personal assessment of each employee, in general, in fact, this actually has an influence on work flexibility and job satisfaction. Several things that happened at BPJS Employment Pematang Siantar and Kisaran Branches were the lack of communication between employees and even between employees and superiors, which was one of the reasons for the poor working environment conditions. This lack of communication between employees will cause new problems that will affect work flexibility and possibly even more employees' future. The results of this research are as follows: Work Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.161 and an ap value of 0.154. Work Flexibility has a positive and significant effect on Competency with an original sample value of 0.786 p value 0.000. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.583 and ap value of 0.000. Work Environment has a positive and significant effect on Job Satisfaction with an original sample value of 0.193 and ap value of 0.016. Work Environment has a positive and significant effect on Competency with an original sample value of 0.165 and ap value of 0.016. Job Flexibility has a positive and significant indirect effect on Job Satisfaction through Job Satisfaction with a value of 0.457 and a value of 0.000. Work Environment has a positive and significant indirect effect on Job Satisfaction through competency with an original sample value of 0.096 and ap value of 0.000.

The Influence of Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable at BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices

Heru Fajrin — 2024-05-31

This research was conducted to determine the influence of organizational culture, work motivation on employee performance. In observations made by researchers at BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices, there is an organizational culture phenomenon within it that has an influence on employee motivation and performance. There are differences in organizational culture within the BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices and other company offices. This can be seen from differences in employee behavior to the regulations within them. As happened at the Padang Sidempuan branch of BPJS, where the employees' behavior was more communicative with each other than with the Lhoksumawe branch. Another difference is that the working hours at the Lhoksumawe branch of BPJS are more flexible than those at the Padang Sidempuan branch. This different organizational culture will of course result in different motivation and performance in each branch. Therefore researchers are very interested in taking up this discussion. Based on the above background, the author is interested in conducting research entitled "The Influence of Organizational Culture on Employee Performance with Work Motivation as an Intervening Variable at "BPJS Employment Padang Sidimpuan and Lhokseumawe Branch Offices" The results of this research are as follows: Organizational Culture has a positive and significant effect on Employee Performance with an original sample value of 0.442 and ap value of 0.000 has a positive and significant effect on employee performance with an original sample value of 0.529 and ap value of 0.000. Organizational culture has a positive and significant indirect effect on employee performance through employee performance with an original sample value of 0.476 and ap value of 0.000.

The Influence of Human Resource Quality on Employee Performance with Competence as an Intervening Variable at BPJS Employment Tanjung Morawa Branch and Pematang Siantar Branch

Hendrik Timbul H Manullang — 2024-05-31

Human Resources (HR) are very important and must be possessed in an effort to achieve organizational or company goals. Human resources are the main element of an organization compared to other resource elements such as capital and technology, because humans themselves control other factors. The problem that occurs as a phenomenon in the BPJS Employment organization Tanjung Morawa and Pematang Siantar Branches is that the quality of human resources is still not good, meaning that organizational goals have not been achieved, the lack of training and knowledge makes employees less qualified in responding to their work so that employee performance is inadequate and they have to do a lot of training. , not all employees also have good competence in their abilities so that there is still a lot of work not completed on time. The results of this research are as follows: Competence has a positive and significant effect on employee performance with an original sample value of 0.498 and ap value of 0.000 < 0.05 . HR quality has a positive and significant effect on employee performance with an original sample value of 0.445 and ap value of 0.000 <0.05. Human resource quality has a positive and significant effect on competency with an original sample value of 0.814 and ap value of 0.000 <0.05. HR quality has a positive and significant indirect effect on employee performance through competency with an original sample value of 0.405 and ap value of 0.000.

The Influence of Competency, Integrity and Organizational Culture on Employee Performance with Job Satisfaction as An Intervening Variable at BPJS Employment Kisaran Branch and Palu Branch Offices (Central Sulawesi)

Fridholin Hatoguan Pasaribu — 2024-05-31

This research aims to examine the influence of competency, integrity and organizational culture on employee performance with job satisfaction as an intervening variable. The phenomenon that occurs at BPJS Employment in the range and in Palu is that there is still a lack of employee competency so that employee performance is not optimal. There are employees who are competent but there are not many. This is because the organizational culture is bad and uncontrolled so that employee integrity is also compromised. In this incident, many employees feel dissatisfied with the organization's attention to its employees is the reason why employees do not express their abilities to the organization because the organization does not treat employees well to the point that employees limit themselves to working at BPJS Employment in the range and city of Palu. The results of this research are as follows: Organizational Culture has a positive and significant effect on Job Satisfaction with an original sample value of 0.397 and ap value of 0.000. Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.233 and ap value of 0.002. Integrity has a positive and significant effect on Job Satisfaction with an original sample value of 0.357 and ap value of 0.000. Integrity has a positive and insignificant effect on employee performance with an original sample value of 0.069 and ap value of 0.171. Job satisfaction has a positive and significant effect on employee performance with a value of 0.644 and a value of 0.000. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.194 and ap value of 0.009. Competency has a positive and insignificant effect on employee performance with an original sample value of 0.023 and ap value of 0.383. Organizational Culture has a positive and significant indirect effect on Employee Performance through Job Satisfaction with an original sample value of 0.256 and ap value of 0.000. Integrity has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.230 and ap value of 0.000. Competency has a positive and significant indirect effect on employee performance through job satisfaction with an original sample value of 0.125 and ap value of 0.020.

The Influence of Competency and Motivation on Job Satisfaction with Work Discipline as an Intervening Variable in BPJS Employment Pematang Siantar Branch and Kisaran Branch

Ferry Satiandra Putra Dalimunthe — 2024-05-31

This research was conducted to examine the influence of competency and motivation on job satisfaction with work discipline as an intervening variable. This type of research uses quantitative, primary data sources as the data source, the collection technique used is quantitative. The population used was 80 employees. The sample used was also 80 employees using a saturated sampling technique. The research model used is method analysis. The results of this research are as follows: Work Discipline has a positive and significant effect on Job Satisfaction with an original sample value of 0.390 and ap value of 0.000 <0.05. Competence has a positive and insignificant effect on Work Discipline with an original sample value of 0.071 and ap value of 0.257 > 0.05. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.234 and ap value of 0.001 < 0.05. Motivation has a positive and significant effect on Work Discipline with an original sample value of 0.722 and ap value of 0.000 <0.05. Motivation has a positive and significant effect on Job Satisfaction with an original sample value of 0.377 and ap value of 0.000 <0.05. Competency has an indirect positive and insignificant effect on Job Satisfaction through Work Discipline with an original sample value of 0.028 and ap value of 0.262. Motivation has a positive and significant influence on Job Satisfaction indirectly through Work Discipline with an original sample value of 0.281 and ap value of 0.000.