JURNAL EKONOMI BISNIS DAN MANAJEMEN
JURNAL EKONOMI BISNIS DAN MANAJEMEN (JISE) berfokus pada penerbitan artikel berkualitas tinggi yang didedikasikan untuk semua aspek penelitian, masalah, dan perkembangan terbaru di bidang Ilmu Manajemen. Topik dalam Jurnal ini berkaitan dengan aspek apapun dari manajemen, namun tidak terbatas pada topik berikut : Manajemen Sumberdaya Manusia , Manajemen Keuangan, Manajemen Pemasaran, Manajemen Sektor Publik, Manajemen Operasional, Manajemen Rantai Pasokan, Corporate Governance, Etika Bisnis, Akuntansi Manajemen dan Pasar Modal dan Investasi. berfokus pada penerbitan artikel berkualitas tinggi yang didedikasikan untuk semua aspek Ekonomi, Bisnis dan Akuntansi. Jurnal ini memberikan ruang bagi para peneliti untuk berdiskusi, mengejar dan meningkatkan pengetahuan di bidang Ilmu Ekonomi Bisnis dan Akuntansi yang terus berkembang. Artikel dapat ditulis dalam bahasa Inggris atau bahasa Indonesia Jurnal ini terbit 1 tahun 4 kali (Januari, April, Juli dan Oktober)
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<![CDATA[EFEKTIVITAS PENGELOLAAN DANA BANTUAN OPERASIONAL SEKOLAH DALAM MENINGKATKAN SARANA DAN PRSARANA PENDIDIKAN SMP SWASTA HKBP SIBOLGA ]]>
<![CDATA[Vitra Linda Mawaty Pasaribu]]>;
<![CDATA[Yacub Hutabarat]]>;
<![CDATA[Tiurlina Hasmawati Sihite]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 2 (2023): April ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i2.138
<![CDATA[This study aims to find out the opinions of teachers and administrative staff regarding the management of BOS funds at the HKBP Sibolga Private Middle School in terms of the procedures for managing, using, and targeting BOS funds. This research is quantitative descriptive. The subjects of this study were all teachers and administration staff of the HKBP Sibolga Private Middle School for the 2020/2021 academic year, a total of 20 people. Data collection techniques used questionnaires and documentation to obtain data regarding the management of BOS funds related to the procedures for managing, using, and targeting BOS funds. The analysis technique uses cross tabulation and crosstab methods. The results showed that 90% of respondents (18 teachers and 2 administrative staff) stated that the procedures for managing BOS funds at HKBP Private Middle Schools complied with the 2021 BOS technical guidelines and only 10% of respondents (1 teacher and 2 administrators) stated it is not in accordance with. Regarding the use of BOS funds at HKBP Sibolga Private Middle School, 88.5% of teacher respondents (15 people and 1 uhsah administrative staff) stated that it was appropriate and only 11.5% (1 teacher) stated that it was not on target. So, it can be concluded that the majority of respondents are of the opinion that the management of BOS funds at the HKBP Sibolga Private Middle School for the 2021/2022 school year from the procedures for managing, using, and targeting BOS funds is in accordance with the technical guidelines for using BOS funds in 2022]]>
<![CDATA[PENGARUH PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KINERJA PEGAWAI PADA KANTOR CAMAT SIBOLGA SAMBAS ]]>
<![CDATA[Azman Pasaribu]]>;
<![CDATA[Nelly a sinaga]]>;
<![CDATA[Jeniusman hutagalung]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 1 (2023): Januari ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i1.140
<![CDATA[Writing this thesis aims to determine the effect of training and human resource development on employee performance at the Sibolga Sambas sub-district office. The problem encountered in this study is that there are employees who are not disciplined and lack experience in their work.The formulation of the problem in this study is what is the effect of training and human resource development on employee performance at the Sibolga Sambas sub-district office? Meanwhile, the purpose of this research is to find out whether there is an effect of training and human resource development on employee performance at the Sibolga Sambas sub-district office. The proposed hypothesis is that there is an effect of training and human resource development on employee performance at the Sibolga Sambas sub-district office. The population in this study were PNS and THL employees at the Sibolga Sambas sub-district office totaling 70 people. The data collection technique is done by distributing questionnaires. The data analysis technique used is quantitative analysis.It can be concluded that, Ha is accepted. For this reason, it is recommended that companies pay attention to HR training and development in order to improve employee performance. However, this application is not the only strategy that must be done, because there are many other strategies to improve employee performance which are not the author's study.]]>
<![CDATA[PENGARUH DISIPLIN KERJA DAN PENGALAMAN KERJA TERHADAP KINERJA PEGAWAI PADA KANTOR PEMERINTAHAN KECAMATAN SIBOLGA SAMBAS ]]>
<![CDATA[Bella Saputri Tanjung]]>;
<![CDATA[Mansur Tanjung]]>;
<![CDATA[Nurainun Hasibuan]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 1 (2023): Januari ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i1.141
<![CDATA[Writing this thesis aims to determine the effect of work discipline and work experience on employee performance at the Sibolga Sambas government office. The problem encountered in this study is that there are still employees who are not disciplined and lack experience in their work.The formulation of the problem in this research is Is There Any Influence Of Work Discipline And Work Experience On Employee Performance At The Sibolga Sambas Government Office? While the purpose of this study was to find out whether there is an influence of work discipline and work experience on employee performance at the Sibolga Sambas Government Office? The proposed hypothesis is that there is an effect of work discipline and work experience on employee performance at the Sibolga Sambas government office. The population in this study were PNS and THL employees at the Sibolga Sambas District Government Office totaling 70 people. The data collection technique is done by distributing questionnaires. The data analysis technique used is quantitative analysis.The results of the study show that the relationship between work discipline and work experience on employee performance is a strong category, where the calculation of the normality of the data is 1.65. While the coefficient of determination obtained 26.3%. T-test > t table 3,810 > 2,02108 at a significance level of 0.0000 < 0.05. The equation of the simple linear regression model is Y = 36,112 + -0,512.It can be concluded that, Ha is accepted. For this reason, it is recommended that companies pay attention to the application of work discipline and work experience in order to improve employee performance. However, this application is not the only strategy that must be done, because there are many other strategies to improve employee performance which are not the author's study.]]>
<![CDATA[PENGARUH ETIKA KERJA DAN PENGALAMAN KERJA TERHADAP PRESTASI KERJA PEGAWAI PADA KANTOR SEKRETARIAT DPRD KOTA SIBOLGA ]]>
<![CDATA[Christamara Simanjuntak]]>;
<![CDATA[Kaharuddin]]>;
<![CDATA[Rosmita Ambarita]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 2 (2023): April ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i2.142
<![CDATA[The formulation of the problem in this study is whether work ethics and work experience simultaneously influence the work performance of employees at the Sibolga City DPRD Secretariat Office? The purpose of this study is to find out and analyze whether there is an effect of work ethics and work experience on employee performance at the Sibolga City DPRD Secretariat Office. The hypothesis of this study is that there is an effect of work experience on employee performance at the Sibolga City DPRD Secretariat Office. The population is 108 people and the sample is 52 people. The results showed that work ethics and work experience simultaneously affect employee performance, where Fcount (86.578) is greater than Ftable (3.18) and Sig.á (0.000b) is smaller than α 5% (0.005). There is an influence of work ethics on employee performance, where the tcount value of 5.511 is greater than the ttable value of 2.008 or a significant (Sig-t) of 0.000 less than α (0.05). There is the influence of work experience on employee performance, where the tcount value of 2.780 is greater than the ttable value of 2.008 or a significant (Sig-t) of 0.008 less than α (0.05). 77.9% work ethics and work experience can affect employee performance. The positive sign in the multiple linear regression equation, namely Y = 4.825 + 0.552X1 + 0.314X2 indicates that employee performance will increase if work ethics and work experience are good.]]>
<![CDATA[PENGARUH ETOS KERJA DAN BEBAN KERJA TERHADAP SEMANGAT KERJA PADA PEMERINTAHAN KECAMATAN SIBOLGA KOTA ]]>
<![CDATA[Revina Tanjung]]>;
<![CDATA[Kaharuddin]]>;
<![CDATA[Mansur Tanjung]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 2 (2023): April ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i2.144
<![CDATA[The essence of the work ethic is to see work as more than just it a way to seek income alone, but to find existence and dignity as a human being. Someone will be excited to work, if the workload given is in accordance with their abilities. The formulation of the problem in this study is Is there an influence of work ethic and workload on work enthusiasm in the Sibolga City District Government? The purpose of this study was to find out whether there is an influence of work ethic and workload on work enthusiasm in the Sibolga City District Government. The hypothesis in this study is that work ethic and workload have a positive effect on work enthusiasm at the Sibolga Kota District Government Office. This type of quantitative research with a survey approach. The population is 85 people and used as a sample. Source of data comes from primary and secondary data. Data were analyzed using descriptive analysis and quantitative analysis. The results of the determination test show that the variables of work ethic and workload can influence the variable of employee morale in the Sibolga Kota District Government, it is known from the magnitude of the coefficient of determination (R Square) that is 0.547. Work ethic and workload together or simultaneously have a positive and significant effect on the morale of employees in the Sibolga Kota District Government. Where the Fcount value is greater than the Ftable value (45.363 > 3.11). Partially, work ethic has a positive and significant effect on employee morale in the Sibolga Kota District Government. Where tcount = (2.515) is greater than ttable value (1.992), Partially the most dominant workload affects morale, meaning that the workload variable is more decisive in increasing employee morale compared to work ethic. Where the value of tcount = (4.441) is greater than the value of ttable (1.992). The multiple linear regression equation Y = 9.965 + 0.250X1 + 0.582X2 employee morale shows a positive direction]]>
<![CDATA[Persepsi Dukungan Organisasional dan Kualitas Hidup Kerja Terhadap Organizational Citizenship Behavior dengan Work Engagement Sebagai Variabel Pemediasi ]]>
<![CDATA[Arik Nur Cahyo]]>;
<![CDATA[Indra Prasetyo]]>;
<![CDATA[Woro Utari]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 3 (2023): Juli ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i3.145
<![CDATA[The purpose of this study is to describe Organizational Citizenship Behavior, work engagement, organizational support and quality of work life of employees at the Department of Public Works, Bina Marga and Spatial Planning, Bojonegoro Regency. And to analyze the effect of organizational support and quality of work life on Organizational Citizenship Behavior through work engagement. This type of research uses explanatory research with a quantitative research approach. The population in this study were all employees of the Department of Public Works, Highways and Spatial Planning, Bojonegoro Regency, totaling 52 people and the sample was also 52 people using a census sampling technique. Methods of data collection using questionnaires and documentation. Methods of data analysis using SEM with PLS. The results showed Organizational Citizenship Behavior, work engagement, organizational support and quality of work life of employees in the high category. Organizational support for work engagement has a positive but not significant effect. Quality of work life has a significant effect on work engagement. Organizational support, quality of work life and work engagement have a significant effect on OCB. Organizational support for OCB through work engagement has an insignificant effect, quality of work life for OCB through work engagement has a significant effect.]]>
<![CDATA[Pengaruh Servant Leadership Style dan Komunikasi Interpersonal Terhadap Motivasi Kerja Pegawai Melalui Komitmen Organisasi ]]>
<![CDATA[Danang Khurniawan]]>;
<![CDATA[Indra Prasetyo]]>;
<![CDATA[Woro Utari]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 3 (2023): Juli ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i3.146
<![CDATA[The aims of this study are to describe work motivation, organizational commitment, Servant Leadership Style and interpersonal communication of employees at the Bojonegoro Regency Pusda Office. To analyze the effect of Servant Leadership Style and interpersonal communication on employee motivation through organizational commitment. This type of research is explanatory research and the approach in this research is quantitative. The population is all employees of the Bojonegoro District Pusda Office, totaling 52 people. The sampling technique uses total sampling or saturated sampling, so the sample used is 52 people. In this study, data analysis used Structural Equation Modeling (SEM) and PLS (Partial Least Square) software. The results showed Servant Leadership Style, Interpersonal Communication, Organizational Commitment and Work Motivation in the high category. There is no significant effect between Servant Leadership Style on organizational commitment. There is a significant influence between interpersonal communication on organizational commitment. There is no significant effect between Servant Leadership Style on work motivation. There is a significant influence between interpersonal communication on work motivation. There is a significant influence between organizational commitment on work motivation. There is no significant effect between Servant Leadership Style on work motivation through organizational commitment. There is a significant influence between interpersonal communication on work motivation through organizational commitment.]]>
<![CDATA[PENGARUH INSENTIF FINANSIAL DAN KARAKTERISTIK INDIVIDUAL TERHADAP KINERJA PEGAWAI PADA DINAS PERIZINAN KABUPATEN TAPANULI TENGAH ]]>
<![CDATA[Joshua Hans Moan Lumban Tobing]]>;
<![CDATA[Mansur Tanjung]]>;
<![CDATA[Yusi Tri Utari Panggabean]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 3 (2023): Juli ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i3.181
<![CDATA[One of the goals of providing financial incentives is to encourage employees to have high performance. Besides that, individual characteristics make a difference when they are given assignments. But in reality the performance shown by employees is less than optimal. The purpose of this study was to find out whether financial incentives and individual characteristics jointly influence the performance of employees at the Central Tapanuli District Licensing Service. The hypothesis that the author proposes is that financial incentives and individual characteristics jointly influence the performance of employees at the Licensing Service of Tapanuli Tenga Regency. The population is 34 people and used as a sample. The results of the study found that financial incentives and individual characteristics simultaneously had a positive effect on employee performance at the Central Tapanuli District Licensing Service, where Fcount (44.747) > Ftable (3.13) Partially the financial incentive variable had the most dominant effect on employee performance, where the t-value count 4.056 > ttable value 2.004 Partially individual characteristic variables have a positive and significant effect on employee performance, where the t-count value is 2.823 > ttable value 2.004 (2.823 > 2.004) 55.4% employee performance can be influenced by financial incentives and individual characteristics. It is recommended that agencies need to pay attention to employees, especially THL, by providing financial incentives, not just employees with civil servant status, because the service wheels for the community serve more THL]]>
<![CDATA[PENGARUH DISIPLIN KERJA DAN PENGEMBANGAN KARIR TERHADAP PRESTASI KERJA PEGAWAI PADA DINAS PERHUBUNGAN KABUPATEN TAPANULI TENGAH ]]>
<![CDATA[Ratna Sari Dewi Sigalingging]]>;
<![CDATA[Nelly Azwarni Sinaga]]>;
<![CDATA[Sahat Simatupang]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 3 (2023): Juli ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i3.182
<![CDATA[The objectives to be achieved in this study are to determine and analyze the influence of work discipline and career development on employee performance at the Central Tapanuli Regency Transportation Service? The hypothesis in this study is that work discipline and career development have a simultaneous positive effect on employee performance at the Department of Transportation, Central Tapanuli Regency. population amounted to 117 people and a sample of 54 people. The type of data in this study is primary data obtained from field research and literature studies. The results obtained work discipline and career development simultaneously have a positive effect on employee performance at the Department of Transportation of Central Tapanuli Regency, where Fcount (44.747) is greater than Ftable (3, 13) or (44.747 > 3.13) Partially, the work discipline variable has the most dominant effect on employee performance, where the t-count value is 4.056 > t-table value is 2.004. Partially the career development variable has a positive and significant effect on employee performance, where the t-count value is 2.823 > the t-table value is 2.004. The results of calculating the coefficient of determination R Square of 0.554 means that 55.4% of employee performance can be influenced by work discipline and career development. While the remaining 44.6% can be influenced by other factors not discussed in this study.]]>
<![CDATA[ANALISIS GAYA KEPEMIMPINAN DEMOKRATIS PADA SUKU BADAN KESATUAN BANGSA DAN POLITIK JAKARTA UTARA ]]>
<![CDATA[Dhany Asmara Hidayat]]>;
<![CDATA[Osly Usman]]>;
<![CDATA[Rizki Firdausi Rachmadania]]>
<![CDATA[ JURNAL EKONOMI BISNIS DAN MANAJEMEN Vol. 1 No. 3 (2023): Juli ]]>
Publisher : <![CDATA[CV. ALIM'SPUBLISHING ]]>
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DOI: 10.59024/jise.v1i3.195
<![CDATA[Penelitian ini dilakukan pada lembaga Suku Badan Kesatuan Bangsa dan Politik Jakarta Utara dengan tujuan untuk meningkatkan keterampilan seseorang dalam memimpin suatu organisasi maupun lembaga pemerintahan dan mengetahui apakah tata cara implementasi gaya kepemimpinan demokratis tersebut sudah dilakukan dengan baik atau tidak. Hasil analisis penelitian ini di susun dengan metode analisis deskriptif dengan hasil yang didapatkan melalui teknik pengumpulan data melalui observasi dan wawancara. Hasil dari penelitian ini menyatakan bahwa pada lembaga Suku Badan Kesatuan Bangsa dan Politik Jakarta Utara belum berjalan dengan optimal dikarenakan pada saat dilakukannya gaya kepemimpinan demokratis masih terdapat kendala-kendala seperti miss-communication, pimpinan kurang optimal dalam melakukan gaya kepemimpinan demokratis dan kurang tepat dalam mengambil keputusan bersama. Dengan Adanya Penelitian ini diharapkan dapat memberikan solusi dan informasi untuk meningkatkan keterampilan seseorang dalam memimpin suatu organisasi ataupun lembaga dengan baik yang sesuai dengan lingkungan kerja dan juga para pegawainya.]]>
