The success and failure of an organization is influenced by competent Human Resources (HRM) who are oriented towards efficiency, quality, and productivity. This research aims to determine the role of principal supervision, organizational culture, motivation, and compensation as predictors of job satisfaction. The research design used a quantitative approach to causality. To obtain research data using documentation instruments and distributing questionnaires online. The sample used in the study was 215 respondents. The basis for determining the sample is oriented towards a non-probability sampling approach using a purposive sampling formula. To examine the relationship between principal supervision, organizational culture, motivation, and compensation on job satisfaction, then the structural equation modeling (SEM) approach is used using partial least squares. Findings. In accordance with the results of the study, it was found that the supervision of the principal has a significant effect on job satisfaction. Furthermore, organizational culture has a significant influence on job satisfaction. Furthermore, motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction. motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction. motivation has a significant effect on job satisfaction. Then compensation also has a significant effect on job satisfaction.
The analysis of this study aims to determine whether recruitment positive and significant effect on the performance of employees in the Manufacturing Company. To know able to moderate recruitment monitoring the performance of employees in the Manufacturing Company. Data analysis technique used is quantitative method with SPSS version 16.0. This study uses regression analysis moderating. The population in this study were all employees Manufacturing Company, and a sample of 44 respondents. The primary data using questionnaires. The results showed that recruitment positive and significant effect on the performance of employees in the Manufacturing Company. Supervision able to moderate recruitment to employee performance on a Manufacturing Company
Micro, Small and Medium Enterprises (MSMEs) are the lifeblood of the regional and national economy. In general, MSMEs in the national economy have the following roles: (1) as the main actors in economic activities, (2) the largest provider of employment, (3) important players in local economic development and community empowerment, (4) creating new markets and sources of innovation, and (5) its contribution to the balance of payments. In addition, MSMEs also have an important role, especially in the perspective of employment opportunities and sources of income for the poor, income distribution and poverty reduction, and MSMEs also play a role in rural economic development. The existence of the 2019 Coronavirus disease (Covid 19 pandemic) at the end of 2019 became an international problem, including in Indonesia. The COVID-19 pandemic has had economic, social, and and politics in almost all countries, including Indonesia. The economic impact of the COVID-19 pandemic has also been felt by the MSME sector in Samosir Regency. The impact caused by this pandemic includes 5 aspects, namely 1) Sales aspects. The average decline in MSME sales is 61%, 2) Aspects of operating profit. The average decrease in operating profit is 62%, 3) Capital aspect. The number of MSMEs experiencing capital problems increased to 71.4%, 4) Aspects of the number of employees. In this aspect, MSMEs reduced the number of employees by 22%, and 5) Aspects of the ability to pay bank installments. Almost all MSME actors (especially micro-enterprises) experience problems in carrying out their obligations to banks. This study also found that MSME actors in Samosir Regency had implemented an online sales strategy, although not all. The number of MSMEs that carry out online strategies has increased during the Covid 19. The survival ability of MSMEs that sell online is stronger than MSMEs that only sell offline.
The Corona Virus Disease 2019 pandemic was first discovered in the city of Wuhan, China at the end of December 2019. This virus spreads very quickly and has spread to almost all countries, including Indonesia. As a result of the spread of the Corona virus, it has a negative impact on several sectors such as the economic sector, business, tourism, industry, health and so on. The tourism sector has been hit hard by the Covid-19 pandemic. Until now, almost all tourist destinations in Indonesia are closed. This is a very difficult condition, in Indonesia almost all tourist destinations, hotels, facilities, and entertainment are closed and are only allowed for 50% of visitors based on Government recommendations. The Karo Regency Government is also facing the same problem, one of the sectors that is relied upon to support Karo Regency's Original Regional Revenue (PAD) is from the tourism sector, and Brasatagi Subdistrict is one of the sub-districts that is the mainstay of the tourism sector in Karo Regency. Speaking of the tourism sector, the industry that is most closely related is Hotels and Restaurants. Throughout 2020 until mid-2021, the hotel occupancy rate in the Brastagi District fell by almost 90%. The very significant decline in the level of tourist visits, hotel occupancy and restaurant visitors in Brastagi District has caused entrepreneurs of tourist sites, hotels and restaurants to suffer huge losses. Employers are no longer able to cover all operational costs, including the cost of wages for workers. This forces employers to rearrange their working hours and calculate the number of workers that they still allow them to employ. Some of this is done by applying alternate vacations or leave to their employees, some of them who are no longer able to survive, are forced to lay off temporarily, cut wages. or terminate the employment of its employees. The findings in this study are that employers are still required to pay wages in full in the form of basic wages and fixed allowances as long as workers are laid off during the COVID-19 pandemic and are required to provide severance pay for workers who have been laid off in accordance with Article 156 of Law No. 2003 concerning Manpower and the Ninth Part, Article 37 concerning Payment of Wages in a State of Bankruptcy in the Government Regulation concerning Wages no. 78 of 2015.
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