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Product Innovation on Customer Satisfaction and Brand Loyalty of Smartphone Users Yuni Winarti; Sumitro Sarkum; Abd. Halim
Agregat: Jurnal Ekonomi dan Bisnis Vol. 5 No. 2 (2021)
Publisher : Universitas Muhammadiyah Prof. DR HAMKA.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22236/agregat_vol5/is1pp78-96

This study investigates the effect of product innovation attributes (Relative advantage, Complexity, Compatibility, Trialability, and observability) on customer satisfaction and loyalty with experience as a moderator between customer satisfaction and brand loyalty. This study uses quantitative methods, using the help of SPSS 23, and uses a path analysis approach to determine the relationship between variables. Based on a sample of 100 people living in the Labuhan Batu Regency area, it was found that Relative advantage, Complexity, Compatibility, Trialability, and Observability had a positive effect on customer satisfaction. These results also found that the product innovation attribute was a major predictor of customer satisfaction. The results of the study reveal that loyal customers use smartphone services in accordance with and consistent with the given perceptions. In addition, the research results illustrate that customer satisfaction has a significant effect on brand loyalty. Furthermore, this study also found that experience significantly moderates customer satisfaction and brand loyalty. As a practical implication in good market competition, companies need to understand the needs of customers and provide added value to customers by providing innovative products. Innovation in a product can increase customer satisfaction and make customers commit to a brand. managers need to understand customer needs by creating value accordingly. This study is the first to investigate the relationship between product innovation attributes, customer satisfaction and experience as a moderator. Future research is expected to analyze the role of experience as an independent variable in influencing customer satisfaction and brand loyalty.

Work Involvement, Work Attitude, Discipline and Commitment to Employee Productivity Office Regional Revenue Agency Labuhanbatu Regency Irmayani Irmayani; Siti Lam'ah Nasution; Abd. Halim
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.3877

This study aims to analyze work involvement, disciplined work attitude and commitment to employee productivity at the Regional Revenue Agency Office of Labuhanbatu Regency. This type of research is quantitative. In this study, the population was 90 employees of the Regional Revenue Agency Office of Labuhan Batu Regency. The sampling technique used is saturated sampling. Saturated sampling technique is a sampling technique when all members of the population are used as samples. Since the number of employees of the Labuhanbatu Regency Regional Revenue Agency is 90 people (less than 100 people), all employees are taken as objects of research. The analysis used is multiple linear regression. Observation, documentation and questionnaires using a Likert scale is a data collection technique used in this study. The multiple linear regression equation is as follows: Y=1,337+0,385X1+0,209X2 +0,256X3+0,733X4. Table 6 explains that the B value on work involvement (B1) is 0.385. The value of work attitude (B2) is 0.209. Discipline value (B3) is 0.256. The commitment value (B4) is 0.733, and the constant value (a) is 1.337. The description of the multiple linear regression equation shows that the variables of work involvement (X1), work attitude (X2), discipline (X3) and commitment (X4) have a positive direction coefficient on employee productivity. The value of Fcount is 27.571> Ftable 2.48 with a significance value of 0.000 <0.05. From these results, it can be concluded that work involvement (X1), work attitude (X2), discipline (X3) and commitment (X4) simultaneously have a positive and significant effect on employee productivity (Y). The value of R Square from the analysis of the coefficient of determination of 0.565 means that work productivity can be explained by the variables of work involvement (X1), work attitude (X2), discipline (X3) and commitment (X4) of 56.5%, while the remaining 43.5% can be explained by other variables not examined in this study

Participatory Leadership, Supervision, and Discipline on Employee Performance of Labuhanbatu Regional Development Planning Agency Muhammad Ardiansah; Pitriyani Pitriyani; Abd. Halim
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.3868

This study aims to analyze participatory leadership, supervision, and discipline on the performance of employees of the Labuhanbatu Development Planning Agency. The data in this study were processed usingIBM SPSS Software.The analytical techniques used include; 1) classic assumption test; 2) multiple linear regression test; 3) hypothesis testing; 4) coefficient of determination. The results of this study indicate that all independent variables have a positive and significant influence on the dependent variable, it can be seen from the value oftcount participatory leadership variable (X1) 5,69 > ttable 1,67with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the participatory leadership variable has a positive and significant effect on employee performance. Marktcount monitoring variable (X2) 4.94 > ttable1.67 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the supervisory variable has a positive and significant effect on employee performance. Marktcount discipline variable (X3) 8.72 > ttable 1.67 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the discipline variable has a positive and significant effect on employee performance. Simultaneously, the variables of participatory leadership, supervision, and discipline have a positive and significant influence on employee performance. This means that the hypothesis in this study is accepted, as evidenced by the value of Fcount 53.15 > Ftable 2.77.

Influence of Work Supervision System, Communication and Emotional Intelligence on Employee Performance Development Planning Agency at Sub-National Level Labuhanbatu Regency Zati Rizky Agung; Siti Lam’ah Nasution; Abd. Halim
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.3854

This study aims to analyze the effect of work supervision, communication and emotional intelligence systems on employee performance at the Regional Development Planning Agency of Labuhanbatu Regency. The population in this study were 60 people. The sampling technique used was saturated sampling, so the sample size in this study was 60 people. The data collection method used a questionnaire/questionnaire. The results of multiple linear regression analysis obtained the equation Y = 1.063 + 0.803X1 + 0.564X2 + 0.166X3. In the partial test (t test) the regression coefficient of the work supervision system variable (X1) obtained a t value of 5.707 > t table 2.003 which means that the work supervision system variable has a positive and significant effect on the employee performance variable with a significant value of 0.000 < 0.05. The communication variable (X2) has a t-count value of 4.187 > t-table 2.003, which means that the communication variable has a positive and significant effect on the employee performance variable with a significant value of 0.000 <0.05. Emotional intelligence variable (X3) obtained t value of 2.105 > t table 2.003 which means that emotional intelligence variable has a positive and significant effect on employee performance variables with a significant value of 0.040 <0.05. The results of the F test obtained that the Fcount value of 56.845 > Ftable 2.77 with a significant value of 0.000 <0.05 which means that the work supervision system, communication and emotional intelligence simultaneously have a positive and significant effect on employee performance. The results of the coefficient of determination test indicate that the work supervision, communication and emotional intelligence system variables have an influence of 75.3% on the employee performance variable, while the remaining 24.7% is influenced by other variables outside this study.

Situational Leadership, Work Culture, and Intrinsic Motivation towards Employee Performance PT. PLN (Perusahaan Listrik Negara) Persero Labuhan Batu Regency Area Mhd. Husaini Annasri Lubis; Siti Lam'ah Nasution; Abd. Halim
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.3869

This study aims to analyze situational leadership, work culture, and intrinsic motivation on employee performance at PT PLN (State Electricity Company) Persero Area Labuhanbatu Regency. This research uses quantitative methods, with analytical toolsSoftware IBM SPSS 25. The analysis techniques used include classical assumption test, multiple linear regression, hypothesis testing, and coefficient of determination. The results of the t test in this study indicate that the value oftcount situational leadership variable (X1) 4,09 > ttable1.68 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the situational leadership variable has a positive and significant effect on employee performance. Marktcount work culture variable (X2) 3.07 > ttable1.68 with a significant value of 0.004 < from a probability value of 0.05 so it can be concluded that the work culture variable has a positive and significant effect on employee performance. Marktcount intrinsic motivation variable (X3) 6.26 > ttable1.68 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the intrinsic motivation variable has a positive and significant effect on employee performance.Simultaneously, the variables of situational leadership, work culture, and intrinsic motivation have a positive and significant influence on employee performance. This means that the hypothesis in this study is accepted, as evidenced by the value of Fcount > Ftable (25.19 > 2.86).

The Effect of Individual Personality, Capabilities, Commitments and Work Facilities on Performance of Employees of the Regional Disaster Management Agency of Labuhanbatu Regency Muhammad Soleh; Elvina Elvina; Abd. Halim; Zuriani Ritonga
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.4208

This research was conducted at the Regional Disaster Management Agency of Labuhanbatu Regency, with the aim of analyzing the influence of individual personality, ability, commitment and work facilities on employee performance, either simultaneously or partially. The results of the study indicate that partially and simultaneously, all independent variables have a positive and significant influence on employee performance, this can be proven by the t test and F test. The results of the t test can be described as follows, the individual personality variable (X1) has a tcount value (3.59) > ttable (1.66) which means Ha is accepted and Ho is rejected. While the significant value is smaller than the probability value of 0.05 or a significant value of 0.001 <0.05. Thus it can be concluded that the individual personality variable (X1) has a positive and significant effect on employee performance. Ability (X2) has a value of tcount (4.08) > ttable (1.66) which means Ha is accepted and Ho is rejected. While the significant value is smaller than the probability of 0.05 or 0.000 <0.05. Thus it can be concluded that the ability (X2) has a positive and significant effect on employee performance. Commitment (X3) has a value of tcount (6.56) > ttable (1.66) which means Ha is accepted and Ho is rejected, while the significant value is less than the probability of 0.05 or 0.000 <0.05. Thus it can be concluded that commitment (X3) has a positive and significant effect on employee performance. Work facilities (X4) have a value of tcount (9.30) > ttable (1.66) which means Ha is accepted and Ho is rejected, while the significant value is less than the probability of 0.05 or 0.000 <0.05. Thus it can be concluded that work facilities (X4) have a positive and significant effect on employee performance. The value of Fcount is 148.39 > Ftable 2.47 with a significance value of 0.000 <0.05. From these results, it can be concluded that individual personality, ability, commitment and work facilities simultaneously have a positive and significant influence on employee performance.

Employee Performance Based on Work Environment, Motivation and Corporate Culture Abd. Rasyid Syamsuri; Abd. Halim; Lukman Nasution; Julianto Hutasuhut; Adrial Falahi
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.4910

This study aims to analyze the effect of work environment, motivation and corporate culture on employee performance CV. Vulkanisir Ban Makmur Perbaungan Serdang Bedagai, North Sumatra. Data collection in this study was carried out through a survey approach with the type of explanatory research. The population that was sampled in this study were employees of CV. Vulkanisir Ban Makmur Perbaungan Serdang Bedagai North Sumatra with a total of 68 respondents. Data collection techniques were carried out by studying documentation and questionnaires. The data analysis tools used in this study were multiple linear regression analysis, hypothesis testing using a partial significant test (T test), simultaneous significant testing (F test), and testing the coefficient of determination (R2). The results showed that partially (T test) and simultaneously (F test) it was known that the work environment, motivation and corporate culture had a significant effect on the direction of a positive relationship on employee performance CV. Vulkanisir Ban Makmur Perbaungan Serdang Bedagai, North Sumatra. Analysis of the test with the coefficient of determination (R2) obtained a value of 0.556, which means 55.6% of the employee performance factors of CV. Vulkanisir Ban Makmur Perbaungan Serdang Bedagai North Sumatra can be explained by the work environment, motivation and corporate culture, while the remaining 44.4% is explained by other factors not examined in this study.

The Influence of Work Culture, Ability and Commitment to the Performance of the Office of the National Land Agency of Labuhan Batu Regency Anwar Siregar; Elvina Elvina; Abd. Halim
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.3851

The role of human resources as an institutional driver in achieving goals must be in accordance with the work achieved. Efforts to develop this goal can be done by developing a work culture, ability and commitment so that employee performance can be realized. This study aims to analyze the influence of work culture, ability and commitment on the performance of the employees of the National Land Agency Office of Labuhanbatu Regency. This type of research is quantitative with data collection techniques used are observation, documentation and questionnaires. The population in this study were 119 employees of the National Land Agency Office of Labuhanbatu Regency. The research sample was taken using the slovin formula, with a total of 92 person. The analysis used in this research is multiple linear regression. The multiple linear regression equation obtained in this study is: Y=1.031+0.203X1+0.557X2 +0.448X3. The coefficient value on Work Culture is 0.203, Ability is 0.557 and Commitment is 0.448, with a constant value of 1.031. The results of the partial test with a t-count value of 2.337 > t-table 1.6623 indicate thatwork culture (X1) has a positive and significant effect on employee performance variables (Y). Then the value of t arithmetic is 3.498 > t table 1.6623 explains that ability (X2) has a positive effect on employee performance variable (Y). Furthermore, the t-count value of 4.176 > t table 1.6623 can be interpreted that commitment (X3) has a positive effect on the employee performance variable (Y). Simultaneous test results with the value of Fcount is 71.667> Ftable 2.71 and a significance value of 0.000 <0.05. The results of this study conclude that Work Culture (X1), Ability (X2) and Commitment (X3) simultaneously have a positive and significant effect on employee performance (Y). The value of R Square from the analysis of the coefficient of determination of 0.588 means that Employee Performance (Y) can be explained by the variables of Work Culture (X1), Ability (X2) and Commitment (X3) of 71%, while the remaining 29% can be explained by other variables that do not investigated in this study.

Transformational Leadership, Reward System, and Organizational Climate to Employee Commitment Office Regional Revenue Agency Labuhanbatu Regency Imas Riana Sirait; Junita Lubis; Abd. Halim
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i2.4709

This study aims to analyze the effect of transformational leadership, reward system and organizational climate on the commitment of employees of the Regional Revenue Agency Office of Labuhanbatu Regency. This study uses quantitative methods with analytical techniques such as classical assumption test, multiple linear regression, hypothesis testing, and the coefficient of determination.IBM SPSS Softwareused by researchers to facilitate the process of data processing. The research data was obtained through interviews and distributing questionnaires given to the related employees. The results of this study indicate that all independent variables are partially dependent on the dependent variable, this is evident from the results of the t test which can be described as follows, the value oftcount transformational leadership variable (X1) 7,18 > ttable1.66 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the transformational leadership variable has a positive and significant effect on employee commitment. Marktcount reward system variable (X2) 6.70 > ttable1.66 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the group cooperation variable has a positive and significant effect on employee commitment. Marktcount organizational climate variable (X3) 11.17 > ttable1.66 with a significant value of 0.000 < from a probability value of 0.05 so it can be concluded that the organizational climate variable has a positive and significant effect on employee commitment. Simultaneously, the variables of transformational leadership, reward system, and organizational climate have a positive and significant influence on employee commitment. This means that the hypothesis in this study is accepted, as evidenced by the value of Fcount > Ftable (86.02>2.71).

Training, Work Experience and Motivation on the Performance of the Regional Revenue Agency Office of Labuhanbatu Regency Candra Kirana; Zulkifli Musannip Efendi Siregar; Abd. Halim
Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 5, No 1 (2022): Budapest International Research and Critics Institute February
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i1.4342

This study aims to analyze Training, Work Experience and Motivation on the Performance of Employees of the Regional Revenue Agency Office of Labuhanbatu Regency.This type of research is quantitative, and the place of this research is the Regional Revenue Agency Office of Labuhan Batu Regency. Data collection techniques used in the study were observation, documentation and questionnaires using a Likert scale. The population in this study were employees of the Regional Revenue Agency of Labuhan Batu Regency as many as 90 people. The sampling technique used is saturated sampling. Saturated sampling technique is a sampling technique when all members of the population are used as samples, thus all employees are used as respondents in this study. The analytical method used in this research is validity and reliability test, classical assumption test which includes: data normality test, heteroscedasticity test, and multicollinearity test. Multiple linear regression analysis was tested using partial (t), simultaneous (F) testing, and the coefficient of determination. The test results partially prove that the value of t count is 3.809 > t table 1.6629 which indicates thattraining (X1) has a positive effect on employee performance variables (Y). The t-count value is 2.629 > t table 1.6629 explaining that experience (X2) has a positive effect on employee performance variable (Y). Furthermore, the value of t count is 4.087 > t table 1.6629 which means that motivation (X3) has a positive effect on employee performance variable (Y). Simultaneous test results obtained Fcount value of 61.537> Ftable 2.48 with a significance value of 0.000 <0.05. The results of this F test explain that training (X1), work experience (X2), and motivation (X3) simultaneously have a positive and significant effect on employee performance (Y). The value of R Square from the analysis of the coefficient of determination is 0.682, which means that employee performance (Y) can be explained by the training variable (X1), work experience (X2).

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