KARYA ILMIAH BUDI ALAMSYAH SIREGAR

65
The Effect of Job Satisfaction and Workload on 
Employees Performance of PT Bank Tabungan Negara 
(BTN) Syariah Pekanbaru 
Cengiz Kayacilar1, R. Rudi Alhempi2, Mulyani Rodi Muin3, 
Muhammad Fahrozi4, Budi Alamsyah Siregar5 
1Nigde Omer Halisdemir University, Turkey
2,3,4STIE Persada Bunda Pekanbaru
5Universitas Pembinaan Masyarakat Indonesia
Email : rudi.alhempi@gmail.com

Abstract
This study was conducted to determine the effect of job satisfaction and workload on the performance of employees of PT. State Savings Bank Syariah Branch Office Pekanbaru. The method used in this study is a descriptive method with a quantitative approach. The object of this research is all employees of PT Bank Tabungan Negara (BTN) Syariah Pekanbaru. The research location was conducted at PT Bank Tabungan Negara (BTN) Syariah Pekanbaru. The population in this study were employees of PT Bank Tabungan Negara Syariah Pekanbaru. The sample taken in this study were 47 respondents. The sampling technique in this study is the census method technique with data analysis using the SPSS version 20 program using validity test, reliability test, multiple linear regression, partial test (t test), simultaneous test (F test), coefficient of determination (R2) . Multiple regression analysis was used to test the hypothesis of this study. The results of the study stated that the variables of workload and job satisfaction had a significant effect simultaneously on employee performance. And it can be concluded that the most dominant workload variable affects employee performance. The value of the coefficient of determination (R 2) is 0.876. This means that the variables of job satisfaction and workload simultaneously affect employee performance variables by 87.6%.
Keywords: Job Satisfaction, Workload, Employee Performance

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THE INFLUENCE OF WORK CHARACTERISTICS,
ORGANIZATIONAL CULTURE, AND LEADERSHIP ETHICS ON
THE LOYALTY OF EMPLOYEES IN INDO FURNITURE 
Budi Alamsyah Siregar1, Dewi Suma2, R. Djoko Goenawan3
 1,2Universitas Pembinaan Masyarakat Indonesia, Medan
3Universitas Persada Indonesia Jakarta
Email: 1siregarbas@upmi.ac.id 2dewisuma@upmi.ac.id 3guncloudjoko@gmail.com

Abstract
Every company considers human resources the most important asset in developing a business or company itself. This study aims to determine whether the characteristics of the work affect the Loyalty of Indo Furniture Employees. To find out whether Organizational Culture affects Indo Furniture’s Employee Loyalty. To find out whether Leadership Ethics affect the Loyalty of Indo Furniture Employees. To determine whether work characteristics, organizational culture, and leadership ethics affect employee loyalty. The research approach used by the author is to use a quantitative approach. Results: the effect of job characteristics obtained t value 16.992 with a value of t sig = 0, 000 < 0.05). Thus, it can be stated that the Job Characteristics partially affect Indo Furniture Employees’ Loyalty. The influence of organizational culture obtained t value of 2.436 with a value of sig = 0.001 > 0.05). Organizational Culture Affects Indo Furniture’s Employee Loyalty. The influence of Leadership Ethics obtained t-value of 3.612 with a value of sig = 0.001 > 0.05. Leadership Ethics Affects Indo Furniture’s Employee Loyalty.
Keywords: Job characteristics, Organizational Culture, Leadership Ethics, Employee Loyalty

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THE EFFECT OF ETHICAL LEADERSHIP ON EMPLOYEE
PERFORMANCE AND INCREMENTAL INNOVATION WITH INTERNAL
MOTIVATION AS AN INTERVENING VARIABLE IN THE DISTRICT
LIBRARY AND ARCHIVES DEPARTMENT DELI SERDANG
Budi Alamsyah Siregar1, Ahmad Ibrahim Nasution2
1,2Management University Pembinaan Masyarakat Indonesia Medan
1Email: siregarbas@upmi.ac.id
2Email: ahmad1975ibrahim@gmail.com

Abstract
Technological changes are so fast, putting leaders under pressure. The purpose of this research is to partially determine the effect of ethical leadership and internal motivation on employee performance. To determine the effect of ethical leadership on internal motivation. To determine the effect of ethical leadership on incremental innovation. The results of the study show that ethical leadership has a significant effect on internal motivation as indicated by the results of Sig. (0.001 <0.05). Ethical leadership has a significant effect on employee performance with Sig. (0.010 <0.05). Ethical leadership has a significant effect on incremental innovation as indicated by the results of Sig. (0.009 <0.05). Internal motivation has no effect on employee performance as indicated by the results of Sig. (0.795 > 0.05). Internal motivation has a significant effect on incremental innovation as indicated by the results of Sig. (0.002 <0.05). Ethical leadership has no effect on employee performance through internal motivation as shown by the results of Sig. 0.871 > 0.05. Ethical leadership has no effect on incremental innovation through internal motivation as shown by the results of Sig. (0.896 > 0.05).
Keywords: Ethical Leadership, Job Performance, Innovation, Motivation

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Effect of Environmental Uncertainty, Competence of Human 
Resources and Infrastructure on Quality of Financial Statements
Mawar Permata Sari1, Firdaus AR2, Windi Arinka Pibriani3, Syahrial Saddiq4, Budi Alamsyah 
Siregar5, R. Rudi Alhempi6
1,2,3Dept. Of Accounting, Universitas Islam Riau, Pekanbaru, Indonesia
4Dept. Of Management, Universitas  Cahaya Bangsa, Indonesia
5Dept.  of Mangement, Universitas Pembinaan Masyarakat Indonesia
6Dept. of Management, STIE Persada Bunda, Indonesia

Abstract
This study aimed to determine the effect of environmental uncertainty, competence of human resources and infrastructure on the quality of financial reports through a survey on OPD Indragiri Hulu Regency). This research is a quantitative research conducted by using a questionnaire. The research sample was 30 by OPD in Indragiri Hulu Regency. The data of this study analyzed using multiple linear regression using SPSS. The results of this study indicate that the variables of environmental uncertainty, competence of human resources and infrastructure together affect the Quality of Financial Reports extent and regressions results are good. Partially, environmental uncertainty variables affect the quality of financial reports at OPD Indragiri Hulu Regency, human resource competence affects the quality of financial reports at OPD Indragiri Hulu Regency and infrastructure affects the quality of financial reports at OPD Indragiri Hulu Regency.
Keywords: Environmental Uncertainty, Competence of Human Resources, Infrastructure, Quality of .Financial Reports.

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The Relationship Between Employee 
Engagement and Goal Orientation 
Towards Competence and Employee 
Performance
Haji Mustaqim1, R. Rudi Alhempi2, Budi Alamsyah Siregar3, Sumardin4, Sabri5,
Syahrial Shaddiq6
1,4,5Department of Management, Faculty of Economics, Universitas Ibnu Sina (UIS), Batam, Indonesia
2Department of Management, Sekolah Tinggi Ilmu Ekonomi (STIE) Persada Bunda, Pekanbaru, Indonesia
3Department of Management, Faculty of Economics, Universitas Pembinaan Masyarakat Indonesia (UPMI), Medan, Indonesia
6Department of Management, Faculty of Law and Business, Universitas Cahaya Bangsa (UCB), Banjarmasin, Indonesia
Email: ms.syurah@gmail.com1, rudi.alhempi@gmail.com2, siregarbas@upmi.ac.id3, sumardin@uis.ac.id4,
sabri_s67@yahoo.co.id5, syahrial.s@youcb.ac.id6
*Corresponding Author

Abstract
This study examines the relationship between employee engagement and goal orientation towards competence and the relationship between competence and employee performance in financial institutions. Questionnaires were given to several financial institutions in Aceh, North Sumatra, and Riau. Selection of financial institutions as a place for distributing questionnaires, based on the similarity of their business products. The similarities such as mortgage marketing, multipurpose, and investment. These three regions are the most central provinces and have high levels of trade in western Indonesia. The sampling technique was carried out purposively based on specific criteria for the respondents. Partial Least Square (PLS) carried out the data analysis technique. The findings are Employee Involvement (EI) has a significant effect on Employee Performance (EP) with a path coefficient of 0.396 and a value of t = 3.765 (significance 0.000 less than 0.05). Employee Engagement (EE) will encourage an increase in Employee Performance (EP). The first hypothesis is accepted. Goal Orientation (GO) has no significant effect on Employee Performance (EP) with path coefficient -0.022 and t value = 0.460 (significance 0.645 greater than 0.05). Goal Orientation (GO) does not encourage an increase in Employee Performance (EP) The second hypothesis is rejected. Employee Involvement (EI) has a significant effect on Competence (COM) with a path coefficient of 0.920 and a value of t = 52.790 (significance 0.000 less than 0.05). Employee Involvement (EI) encourages an increase in Competence (COM). The third hypothesis is accepted. Goal Orientation (GO) has no significant effect on Competence (COM) with path coefficient -0.045 and t value = 1.316 (significance 0.189 is greater than 0.05). Goal Orientation (GO) does not encourage an increase in Competence (COM). The fourth hypothesis is rejected. Competence (COM) has a significant effect on Employee Performance (EP) with a path coefficient of 0.485 and a value of t = 4.646 (significance 0.000 less than 0.05). Competence (COM) will encourage Employee Performance (EP). The fifth hypothesis is accepted. The next step is to test the hypothesis of the indirect impact of the mediating variable Competence (COM). First, the predictor variable Employee Engagement (EE) has a significant effect on Employee Performance (EP) through Competence (COM) with a path coefficient of 0.446 and a value of t = 4,607 (significance 0.000 less than 0.05). Employee Engagement (EE) drives Employee Performance (EP) through Competence (COM). Hypothesis six is accepted. Second, the predictor variable Goal Orientation (GO) has no significant effect on Employee Performance (EP) through Competence (COM) with path coefficient -0.022 and t value = 1.252 (significance 0.211 greater than 0.05). Goal Orientation (GO) encourages Employee Performance (EP) through Competence (COM). Hypothesis seven is rejected. Furthermore, this study provides recommendations on practices and policies in producing employee productive work behavior in improving organizational performance. Another unique aspect of this research is that employees need to think and act out of the box to increase their competencies to become superior employees. As a result, employees still get high ratings from the leadership.
Keywords: Employee involvement; goal orientation; competence, employee performance

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The Influence Of Leadership Behavior, Work Environment, 
Compensation On Employee Work Outcomes
Budi Alamsyah Siregar1, Dewi Suma2
1,2Department Management, Faculty of Economics, Universitas Pembinaan Masyarakat Indonesia 
Jl. Teladan No 15B Medan, Sumatera Utara, 20227, Indonesia
Email: siregarbas@upmi.ac.id

Abstract
This study examines the relationship between leadership behavior, work environment, and compensation to motivation and the relationship between motivation and work productivity of employees. Data collection was carried out by interviewing and distributing questionnaires to employees at PT. Sinar Pantja Daja, Central Java Province, Indonesia. The Central Java region in Indonesia is known as an industrial area. The sampling technique was carried out purposively based on specific criteria. Data analysis using Structural Equation Modeling (SEM). This research review provides practical recommendations and strategic policies in managing and increasing employee productivity. The results showed that motivation has an essential role as a mediator in increasing employee productivity. Research respondents numbered 232 employees, limited to one work department to not represent the entire population.
Keywords: Leadership Behavior, Work Environment, Compensation, Motivation, Work Productivity

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Analysis of Production Budget Implementation As a Management Tool In
Company Profit Management at PT. Sari Incofood Corporation

Budi Alamsyah Siregar1, Dewi Suma2
1Department Management, Faculty of Economics, Universitas Pembinaan Masyarkat Indonesia
Jl. Teladan No 15B Medan, Sumatera Utara, 20142, Indonesia
Email: siregarbas@upmi.ac.id

Abstract :
The purpose of this study is to analyze the implementation of the production budget as a management tool in managing company profits at Pt. Sari Incofood. The research used in this research is descriptive qualitative research with secondary data. In this study, the results were obtained using the production budget at PT. Sari Incofood Corporation is still not completely perfect and has become a management tool. The Indocafe Maxtea product in 2017, 2018, and 2019 and the Indocafe Cappuccino product in 2017 can still earn a profit between the cost of production. However, the realization of production with a total of Rp. 11,660,000,000 (Favourable Variable) in the company’s profit management on Indocafe Cappuccino products in 2018 and 2019 still has a detrimental difference or cannot earn a profit between the total cost of production and the realization of production with a total of Rp.785,000,000 (Unfavorable Variable)
Keywords: Production Budget, Production Realization, and Profit Management

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PENGARUH PERENCANAAN DAN PENGORGANISASIAN TERHADAP KINERJA GURU
Ali Mukti Tanjung1, Budi Alamsyah Siregar2, Ahmad Karim3, Ari Kartiko4, Dian Saputra5
Universitas Pembinaan Masyarakat Indonesia1,2,3,5
Institut Pesantren Kh. Abdul Chalim Pacet Mojokerto4
 Email: alimuktitanjung445@gmail.com, bs20.siregar@gmail.com,
ahmadkarimk1973ok@gmail.com, artikartiko5@gmail.com
saputra356@gmail.com

Abstract:
This study aims to determine how much influence planning has on teacher performance in public elementary schools throughout Pagar Merbau District, Deli Serdang Regency. Knowing how much influencers teachers’ performance in SD Negeri in Pagar Merbau District, Deli Serdang Regency. Knowing how much influence planning and organization have on teacher performance in Public Elementary Schools in Pagar Merbau District, Deli Serdang Regency. This type of research is categorized as field research, namely research carried out in the arena or field where symptoms occur. The results of this study were planning on teacher performance of 0.245 or 24.5%. These results indicate that the planning variable has a low influence on teacher performance in public elementary schools throughout Pagar Merbau District Deli Serdang Regency by 0.245 or 24.5%. Organization of 0.712 or 71.2%. These results indicate that the organizing variable has a strong influence on teacher performance of 0.712 or 71.2%. Planning and organizing on teacher performance is 0.746 or 74.6%, which means that we can conclude from the third hypothesis that it is proven that there is a strong influence between the two independent variables on the dependent variable.
Keywords: Teacher Planning, Organizing and Performance.

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BUSINESS MANAGEMENT DEVELOPMENT STRATEGY IN MICRO, SMALL
AND MEDIUM ENTERPRISES
Budi Alamsyah Siregar1, Dewi Suma2
1,2Universitas Pembinaan Masyarakat Indonesia
Email: siregarbas@upmi.ac.id

Abstrak
Domestic MSMEs that are highly competitive, innovative and creative are able to expand the ASEAN Economic Community market. However, there are problems that often hinder the development of MSMEs in Deli Serdang Regency, namely weak institutional and individual factors, for this reason efforts are needed to increase the growth of MSMEs with competitive strategies, especially in facing the AEC. The method used is a literature study using descriptive analysis techniques and qualitative research. The results of this research are Porter’s Five Forces model consisting of: threat of new entrants, strength of supplier’s bargaining position, strength of buyer’s bargaining position, threat of substitute or substitute products, strength of competition or competitors, has not been sufficiently applied to MSMEs in Deli Serdang Regency and is very It is necessary to develop a model with the addition of 2 more indicators that will support MSMEs to be able to survive, compete and excel in facing the ASEAN Economy. Community (AEC), namely: Governance, Innovation Capability and Mastery of Technology, Effective Low Cost Strategy for MSMEs in Deli Serdang Regency. This can be seen from the expected goals for business actors (MSMEs), namely being able to increase profits by reducing costs and setting prices which is in accordance with the average industry and business actors (MSMEs), can increase market share by applying lower prices and still achieve or obtain adequate profits from each sale of products or services because costs have been reduced.
Kata kunci : Strategy, Business Management, MSMEs

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THE INFLUENCE OF ORGANIZATIONAL CULTURE AND EMOTIONAL
INTELLIGENCE ON WORK INVOLVEMENT MEDIATED BY EMPLOYEE
INTERPERSONAL COMMUNICATION
Budi Alamsyah Siregar1, Dewi Suma2
1,2Faculty of Economics, Universitas Pembinaan Masyarakat Indonesia, Medan
Email: siregarbas@gmail.com

ABSTRACT
This study aimed to determine the effect of organizational culture and emotional intelligence on work involvement mediated by interpersonal communication—a total of 210 samples of finance company employees. Samples were selected proportionally by random sampling. Data was obtained through a questionnaire. The data analysis technique uses a structural equation model (SEM) with Smart-PLS version 3.0. The study results show that emotional intelligence is the variable that has the most significant influence in influencing employee work involvement. This study also found that organizational culture is the second most significant influence that can increase work engagement. The subsequent finding from this study is that interpersonal communication is not an influential mediating variable to bridge the increase in organizational culture and emotional intelligence on employee work engagement. Finance companies should be able to improve employees’ emotional intelligence with indicators of self-knowledge, self-control, self-motivation, and empathy from employees. Employees are directed to realize their weaknesses and strengths, which can increase self-confidence and ability to solve problems in their work. Employees must be able to control themselves, not be selfish, control themselves, and be responsible. Employees must be able to think of positive things, not give up quickly, and be able to motivate themselves. Employees who increase their work involvement will be able to feel what other people feel, help co-workers who are having problems at work, can motivate co-workers. The benefits of employee involvement can be felt if employees can become problem solvers and are willing to accept open criticism for criticism from both leaders and co-workers.
Keywords: Organizational Culture, Emotional Intelligence, Interpersonal Communication, Work Involvement

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THE EFFECT OF WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH REWARD AND PUNISHMENT AS INTERVENING VARIABLES
(CASE STUDY : PT SALIM IVOMAS PRATAMA KOTA PEKANBARU)

Rini Elfina1, Budi Alamsyah Siregar2, Dewi Suma3, R. Rudi Alhempi4, Rumanintya Lisaria Putri5
1FEB Universitas Ibnu Sina Batam
2,3Universitas Pembinaan Masyarakat Indonesia Medan
4Sekolah Tinggi Ilmu Ekonomi (STIE) Persada Bunda Pekanbaru
5Badan Riset dan Inovasi Nasional
Corresponden Author: rudi.alhempi@gmail.com

Abstrak
The era of globalization where every company must compete to maintain and develop its existence, including PT Salim Ivomas Pratama. The main activities of PT Salim Ivomas Pratama start from research, seeding, processing to marketing, the complexity of all activities at PT Salim Ivomas Pratama must be supported by qualified employees and good human resource management. . One of the important elements to improve employee performance is motivation and work discipline. While the reward and punishment system plays a role in maintaining the motivation of high-performing employees. The study aims to determine the effect of work motivation and work discipline on employee performance with reward and punishment as mediation variables. Quantitative research using SEM-PLS analysis with the help of Smart PLS application version 3.0. The research instrument was in the form of a questionnaire with a total of 132 respondents. The results of the study found that reward and punishment variables mediate work motivation variables on employee performance by providing a positive and significant influence shown through calculated values of 2.441<1,979 tables and p-values of 0.015 < 0.05. Furthermore, reward and punishment can mediate between the variability of work discipline on employee performance positively and significantly indicated by a calculated value of 4.323< 1,979 ttable and p-value 0.000< 0.05.
Kata kunci : Work Motivation, Work Discipline, Employee Performance and Reward And Punishment

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The influence of work motivation and work environment on 
organizational citizenship behavior (ocb) by job satisfaction as 
an intervening variable (case study of KPP Pratama Medan Polonia)
Budi Alamsyah Siregar
Department Management, Universitas Pembinaan Masyarakat Indonesia, Medan, Indonesia
Email: siregarbas@upmi.ac.id

Abstak
This study aims to determine the effect of work motivation, and work environment on organizational citizenship behavior (OCB) with job satisfaction as an intervening variable. This research was conducted at KPP Pratama Medan Polonia. This research uses associative research statistics with a quantitative approach with SEM PLS (Partial Least Square) chosen as the test tool in this study. The sample of this research is KPP Pratama Medan Polonia employees totaling 100 people. The measurement method used in this study uses a Likert scale. The application used is Partial Least Square (PLS) with the SmartPLS version 3.0 program to present descriptive statistical data. Based on the results of the study, it can be concluded that (1) work motivation has a relevant influence on job satisfaction variables at KPP Pratama Medan Polonia. (2) work environment has a relevant influence on job satisfaction variables at KPP Pratama Medan Polonia. (3) work motivation has an influence on organizational citizenship behavior (OCB) at KPP Pratama Medan Polonia. (4) work environment has an influence on organizational citizenship behavior (OCB) at KPP Pratama Medan Polonia. (5) work motivation has a significant influence on OCB both directly and indirectly by intervening in job satisfaction at KPP Pratama Medan Polonia. (6) work environment has a relevant influence on OCB both directly and indirectly with job satisfaction intervening. (7) job satisfaction has an influence on organizational citizenship behavior (OCB) at KPP Pratama Medan Polonia.
Kata Kunci : Job Satisfaction; Organizational Citizenship; Work Environment; Work Motivation.

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The Impact Of Human Capital Quality, Public Health, Education  
Quality, And Public Services On Governance, All Of Which Have 
Implications For Community Well-Being
Budi Alamsyah Siregar1, Dewi Suma2, Reza Nurul Ichsan3
1,2,3Management Universitas Pembinaan Masyarakat Indonesia
Email: siregarbas@upmi.ac.id

Abstract
The objective of this study was to assess the impact of human resource quality, public health, education quality, and public services on governance, which has an impact on community welfare. A random sampling approach was used to randomly select 330 respondents. Questionnaires were used to collect data. SEM-PLS with structural equation modelling (SEM) was used for data analysis. Based on the findings of the study, the quality of human resources, public health, quality of education, public services, and governance all have a significant impact on community welfare. These five research variables are prioritised for improvement. The quality of human resources, public health, education, and public services show useful results, which can be a solution to welfare problems to achieve good governance, as long as they are within the framework of improving community welfare and not exploiting them for other personal gains. This research also shows the importance of the Muara Enim Regency government in preventing corrupt practices, especially since corrupt practices have a significant impact on people’s welfare, because they not only make administrative procedures slow, expensive, and inefficient, but also divert resources to local governments. The Muara Enim Regency Government is expected to be able to equip its people with quality human resources, health services, public education, and public services, resulting in superior governance. This research also proposes that the Muara Enim Regency Government be more successful in making policies to stay on track and improve the human development index.
Keywords: Quality of Human Resources, Public Health, Quality of Education, Community Welfare, Governance, Public Services

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BUKU REFERENSI

KEPEMIMPINAN DAN BUDAYA ORGANISASI
Penerbit : AZKA PUSTAKA
ISBN : 978-623-5364-54-4
Penulis : Budi Alamsyah Siregar
Terbit : April 2022
Buku : Pdf
Hak Cipta : Pdf

BUDAYA & KEPEMIMPINAN DALAM ORGANISASI
Penerbit : CV. ZT CORPORA
ISBN : 978-623-5400-98-3
Penulis : Dr. Budi Alamsyah Siregar, SE, M
Terbit : November 2023
Buku : Pdf
Hak Cipta : Pdf

 


BAHAN AJAR BISNIS DIGITAL
Penerbit : AZKA PUSTAKA
ISBN : 978-623-8044-85-6
Penulis : Dewi Suma
  Budi Alamsyah Siregar
Terbit : Januari 2023
Buku : Pdf