Human resources are one of the factors that need to be well managed by companies. Human resource management must be done professionally in order to produce competent human resources so that they can improve the performance of individuals and companies. This study aims to determine the influence of organizational culture and organizational commitment on employee performance through work ethics at PT. PLN (Persero) Belawan. This study is associative research with a quantitative approach. The sample in this study has as many as 175 respondents, and the data analysis techniques used to test the hypothesis are descriptive analysis and structural equation modeling (SEM) analysis. According to the findings, organizational culture has a positive and significant impact on work ethic. Work ethics are positively influenced by organizational commitment. Work ethic has a positive and significant impact on employee performance. Organizational culture has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance, while indirect effect results show that organizational culture has a positive and significant effect on employee performance through work ethic. Organizational commitment has a positive and significant effect on employee performance through work ethic. Keywords: Organizational Culture, Organizational Commitment, Work ethic, Employee Performance
Masyarakat Kampung Nelayan Seberang Belawan sudah ada sejak 1957. Sejumlah nelayan awalnya menjadikan pinggiran hutan mangrove di Pesisir Belawan sebagai tempat singgah sementara selama melaut, namun seiring waktu kini berkembang menjadi perkampungan nelayan. Kehidupan nelayan pesisir masih sangat tradisonal dan cenderung marginal dari kegiatan pembangunan. Mereka mengandalkan penghidupan dari hasil tangkapan laut seperti ikan, kepiting dan udang. Keberadaan hutan mangrove yang berstatus hutan lindung dan hutan produksi terbatas di sekitar perkampungan nelayan belum banyak berdampak terhadap kesejahteraan. Bahkan di tahun 2000an banyak yang memanfaatkan mangrove secara illegal untuk dibuat menjadi arang, sehingga menurunkan produktivitas tangkapan laut serta mengancam kelestarian lingkungan. Kegiatan pengabdian kepada masyarakat dengan konsep Desa Binaan USU di Pesisir Belawan ini dirancang dengan tujuan untuk meningkatkan kesejahteraan nelayan melalui pemanfaatan jasa lingkungan ekowisata hutan mangrove berbasis ekonomi masyarakat. Metoda yang digunakan LPPM USU yaitu memfasilitasi pembentukan kelembagaan wisata dengan pola kemitraan nelayan dan Dinas Kehutanan Provinsi Sumatera Utara serta pelatihan pengelolaan ekowisata. Analisis potensi wisata menunjukkan hutan mangrove sangat terbuka untuk dikembangkan menjadi ekowisata di Pesisir Belawan. Pengelolaan ekowisata diharapkan menjadi pintu akses masyarakat terhadap pemanfaatan hutan mangrove secara legal serta adanya alternatif penghidupan yang berkelanjutan.
The purpose of this paper is to investigate the impact of transformational leadership (TL) and psychological empowerment (PE) on innovative work behavior (IWB) of frontline employees at public sector in North Sumatera. This study examines the effects of PE as a moderator on the relationship between transformational leadership and innovative work behavior (IWB). The data were collected from 786 frontline employees through an online survey. Partial least square structural equation modeling analysis by the bootstrap method were used for the data analysis. Results indicated that TL and PE have positive influence on innovative work behavior, however specifically, the result showed that PE does not moderates on the relationship between TL and IWB of frontline employees in North Sumatera.
The purpose of this study was to analyze the effect of talent management and self-efficacy on employee performance through career development at PT. Pos Indonesia (Persero) Binjai Region. This type of research is causal with a quantitative approach. The population in this study were all employees of PT. Pos Indonesia (Persero) Binjai Region, totaling 80 employees. The sampling method used is using a questionnaire and secondary data collection using SPSS with path analysis. The results of this study found that talent management has a positive and significant effect on career development. Self-efficacy has a positive and significant effect on career development. Talent management has a positive and significant effect on employee performance. Self-efficacy has a positive and significant effect on employee performance. Then indirectly talent management through career development has a positive and significant effect on employee performance and self-efficacy through career development has a positive and significant effect on employee performance at PT. Pos Indonesia (Persero) Binjai region. Keywords: Talent Management, Self-Efficacy, Career Development and Employee Performance.
Efforts to improve the performance of local governments are a challenge for regional work units to improve the welfare of local people. The performance of public services in South Tapanuli which still looks unprofessional does not just happen, but is a consequence of the existence of a bureaucratic design that is not prepared as a public servant. Service in the social sector is one form of public service that is very important. Some people who need services complain because the services at the Regional Social Service Office of South Tapanuli Regency are not yet optimal. As a result, the implementation of the main tasks and functions of the Regional Social Service of South Tapanuli Regency cannot be achieved optimally. Therefore, it is important to see how competence and soft skills through satisfaction improve performance at the South Tapanuli Social Service. The purpose of this study was to analyze the effect of competence, soft skills on employee performance through job satisfaction as an intervening variable at the Regional Social Service Office of South Tapanuli Regency. The population of this research is ASN who work in the Regional Social Service of South Tapanuli Regency, amounting to 30 people. Data analysis is descriptive analysis and path analysis using SPSS software. The results showed that competence and soft skills directly had a positive and significant effect on job satisfaction, then competence, soft skills and job satisfaction also had a positive and significant effect on employee performance. Indirectly, job satisfaction is able to positively and significantly mediate the relationship between competence and soft skills variables on employee performance. Keywords: Competence, Soft Skill, Job Satisfaction, Employee Performance.
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