KUKIMA : Kumpulan Karya Ilmiah Manajemen

PENGARUH REKRUTMEN, PELATIHAN DAN INSENTIF TERHADAP KINERJA KARYAWAN PADA PT. BPR NBP 17 SUNGGAL

Rini Situmorang — 2025-10-22

This study aims to analyze the influence of recruitment, training, and incentives on employee performance at PT. BPR NBP 17 Sunggal. The population of this study consists of 33 employees, all of whom were used as the research sample through a saturated sampling technique (census). Data were collected through questionnaires and analyzed using SmartPLS version 4.0. The results show that the recruitment variable has a t-statistic value of 3.115, which exceeds the t-table value of 1.96, with a p-value of 0.002 (< 0.05). Therefore, the first hypothesis is accepted, indicating that recruitment has a positive and significant effect on employee performance. The training variable has a t-statistic value of 4.757 and a p-value of 0.000 (< 0.05), supporting the acceptance of the second hypothesis, indicating that training also has a positive and significant effect on employee performance. Similarly, the incentive variable yields a t-statistic value of 2.274 with a p-value of 0.023 (< 0.05), supporting the acceptance of the third hypothesis, which suggests that incentives have a positive and significant impact on employee performance. These findings suggest that recruitment, training, and incentives play a crucial role in enhancing employee performance. Based on the results and discussion, it is recommended that PT. BPR NBP 17 Sunggal provides incentives that are aligned with employee contributions to enhance overall performance

PENGARUH PROMOSI JABATAN, KOMPETENSI KARYAWAN DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. BPR PIJER PODI KEKELENGEN CABANG SIMPANG SELAYANG MEDAN

Ida Permata Aruan — 2025-10-22

This study aims to examine the influence of leadership, individual capability, and supervision on employee performance at CU Cinta Kasih Tigapanah Cooperative. The research population consists of 37 employees, with a saturated sampling technique applied. Data collection was conducted through questionnaires and analyzed using SmartPLS version 4.0. The results indicate that leadership has a positive and significant effect on employee performance, with a T-statistic value of 4.082 (greater than 1.96) and a P-value of 0.000 (less than 0.05). Similarly, individual capability also significantly affects employee performance, with a T-statistic value of 2.073 and a P-value of 0.019. Moreover, supervision positively and significantly influences employee performance, with a T-statistic value of 2.014 and a P-value of 0.022. These findings demonstrate that leadership, individual capability, and supervision collectively have a positive and significant impact on employee performance at CU Cinta Kasih Tigapanah.

PENGARUH PROGRAM LOYALTY DAN PROMOSI TERHADAP PANGSA PASAR BANK PERKREDITAN RAKYAT NUSANTARA BONA PASOGIT 7 PEMATANG RAYA

Ribka Meilinda Saragih — 2025-10-22

This research discusses the influence of loyalty programs and promotions on the market share of BPR NBP 7 Pematang Raya. The data was obtained through a survey using questionnaires distributed to 99 customers of BPR NBP 7 Pematang Raya. The sampling technique used was random sampling, and the data analysis method employed was multiple linear regression using SPSS 26 software. The research method applied in this study is quantitative. Based on the analysis using SPSS 26, the obtained regression equation is: Y = 1.272 + 0.228X1 + 0.887X2.

There is a significant influence of the loyalty program on market share, as seen from the t-value (2.257) which is greater than the t-table value (1.984). There is also a significant influence of promotion on market share, with a t-value (7.892) greater than the t-table value (1.984). The coefficient of determination (R Square) is 0.775, indicating that 77.5% of the variation in market share can be explained by the loyalty program and promotion, while the remaining 22.5% is explained by other variables not examined in this study, such as customer satisfaction and trust

PENGARUH BEBAN KERJA, ETOS KERJA DAN KEPEMIMPINAN TERHADAP KINERJA KARYAWAN PADA PT PERKEBUNAN NUSANTARA IV REGIONAL II MEDAN

Owen Ocktapiandotua Situmorang — 2025-10-22

This research aims to identify and analyze the influence of workload, work ethic, and leadership on employee performance at PT. Perkebunan Nusantara IV Regional II Medan. This research employs a quantitative method using a saturated sampling/census technique through questionnaires distributed to all 47 employees of PT. Perkebunan Nusantara IV Regional II Medan in the Technical and Processing Division. The analytical techniques used in this research include validity and reliability tests, multiple linear regression analysis, and hypothesis testing. Data processing was carried out using SPSS Version 25 for Windows. The results of this research formulate the multiple linear regression equation as follows: Y = 11.416 – 0.360(X1) + 0.655(X2) + 0.526(X3) + ei. The findings indicate that workload (X1) has a negative and significant partial effect on employee performance, while work ethic (X2) and leadership (X3) have a positive and significant partial effect on employee performance. The F-test results show that workload, work ethic, and leadership simultaneously have a positive and significant influence on employee performance. The coefficient of determination (R²) shows that workload, work ethic, and leadership collectively explain 74.1% of the variance in employee performance, while the remaining 25.9% is influenced by other factors not examined in this research, such as teamwork, employee commitment, and compensation

PENGARUH BEBAN KERJA, PELATIHAN, DAN INSENTIF TERHADAP KINERJA KARYAWAN PADA PT. BPR NBP 17 SUNGGAL

Selvy Anggia Manullang — 2025-10-22

This research aims to identify and analyze the influence of workload, training, and incentives on employee performance at PT. BPR NBP 17 Sunggal. This research employs a quantitative method using a saturated sampling/census technique through questionnaires distributed to all 33 employees of PT. BPR NBP 17 Sunggal. The analytical techniques used in this research include validity and reliability tests, multiple linear regression analysis, and hypothesis testing. Data processing was carried out using SPSS Version 27 for Windows. The results of this research formulate the multiple linear regression equation as follows: Y = 11,891 - 0.421(X₁) + 0.391(X₂) + 0.656(X₃) + ei. The findings indicate that workload (X1) has a negative and significant partial effect on employee performance, while training (X2) and incentives (X3) have a positive and significant partial effect on employee performance. The F-test results show that workload, training, and incentives simultaneously have a positive and significant influence on employee performance, with an F-value of 22.972 greater than the F-table value of 2.95. The coefficient of determination (R²) shows that workload, training, and incentives collectively explain a substantial portion of the variance in employee performance, while the remaining variance is influenced by other factors not examined in this research, such as leadership, motivation, and organizational culture.

PENGARUH LIKUIDITAS, PROFITABILITAS DAN SOLVABILITAS TERHADAP NILAI PERUSAHAAN PADA PERUSAHAAN MANUFAKTUR DI BURSA EFEK INDONESIA (BEI) PERIODE 2021-2024

Esli Silalahi — 2025-10-22

The aims of this reseach is analyze the effect of liquidity, profitability, and solvency on firm value in manufacturing companies listed Stock Exchange Indonesia for period 2021–2024. The independent variables are liquidity as measured by the Current Ratio (CR), profitability as measured by the Return on Assets (ROA), and solvency as measured by the Debt to Equity Ratio (DER), while the dependent variable is firm value as proxied by Price to Book Value (PBV). This research is quantitative with a descriptive approach. The data used are secondary data obtained from the company's annual financial reports on the official IDX website. The sample used was 23 companies selected through a purposive sampling technique over a four-year observation period. The data analysis techniques used were multiple linear regression analysis and descriptive statistical analysis. Hypothesis testing was conducted using the t-test and F-test with a significance level of 5%. The results showed that partially, liquidity (CR) has a positive and significant effect on firm value, profitability (ROA) has a positive and significant effect on firm value, and solvency (DER) has a positive and significant effect on firm value. Simultaneously, these three variables also significantly influence firm value. Liquidity, profitability, and solvency account for 0.734, or 73.4% of firm value, as indicated by the R-squared value. The remaining 26.6% is influenced by other variables not examined in this study

PENGARUH KARAKTERISTIK PEKERJAAN, PROMOSI JABATAN DAN KONDISI KERJA TERHADAP KINERJA KARYAWAN PADA PT MUTIFA MEDAN

Pandapotan Sitompul — 2025-10-22

This study aims to analyze the influence of job characteristics, job promotions and working conditions on employee performance at PT. Mutifa Medan. This study was conducted using a quantitative approach with a survey method where the sampling technique used saturated or census sampling techniques with a sample size of 50. The results of the study stated that job characteristics partially have a positive and significant effect on employee performance at PT. Mutifa Medan. This can be seen from the t test that job characteristics (X1) have a significance level of 0.004 <0.05; Job promotions partially have a positive and significant effect on employee performance at PT. Mutifa Medan. This can be seen from the t test that job promotions (X2) have a significance level of 0.002 <0.05; Working conditions partially have a positive and significant effect on employee performance at PT. Mutifa Medan. This can be seen from the t test that working conditions (X3) have a significance level of 0.000 <0.05; Job characteristics (X1), job promotion (X2) and working conditions (X3) simultaneously have a positive and significant effect on employee performance (Y) at PT. Mutifa Medan. This can be seen from the F test that F count > F table is 36.037 > 2.81 and the significance level is 0.000 < 0.05. From the results of the discussion that has been presented, it can be concluded that job characteristics have a positive and significant effect on employee performance, job promotion has a positive and significant effect on employee performance, working conditions have a positive and significant effect on employee performance. Employee performance can be explained by the influence of job characteristics, job promotion and working conditions by 70.20%.

KAJIAN LITERATUR TENTANG TRANSFORMASI PEMASARAN ULOS BATAK DI ERA DIGITAL : INOVASI DAN PELUANG PENGEMBANGAN PASAR

Peran Simanihuruk — 2025-10-22

Ulos Batak is an Indonesian cultural heritage rich in historical, philosophical, and symbolic values, especially for the Batak community in North Sumatra. Ulos cloth not only serves as a complement to traditional attire but also holds social and spiritual significance in various rituals. However, with the development of the times, ulos has begun to transform into a creative economic product that needs to be marketed innovatively to attract the interest of the modern market, particularly the younger generation. This study reviews the potential of digital marketing as the main strategy in transforming the marketing of Batak ulos, considering that conventional marketing limitations have caused this cultural product to be less widely favored. Previous research shows that digital marketing through social media, e-commerce, and digital content effectively broadens the market reach for traditional cultural products. Moreover, product innovation, emotional branding through cultural storytelling, and the development of digital platforms are key to maintaining the relevance and competitiveness of Batak ulos in the era of globalization. Case studies of Galeri Ulos Sianipar and the development of a web marketing application in Medan demonstrate success in integrating cultural preservation with modern business approaches. This study recommends emphasizing digital literacy for business actors, multisector collaboration, product certification, and continuous evaluation to ensure cultural sustainability and improve the welfare of Batak ulos artisans in the digital era.

PENGARUH PENGEMBANGAN KARIR, LINGKUNGAN KERJA DAN BEBAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. CIPTA NIAGA SEMESTA SUNGGAL DELI SERDANG

Orlando Sidauruk — 2025-10-22

This study aims to examine and analyze the influence of career development, work environment, and workload on employee performance at PT. Cipta Niaga Semesta Sunggal Deli Serdang. The data used in this study are primary data. The population consists of all 196 employees of PT. Cipta Niaga Semesta Sunggal Deli Serdang, with a sample of 132 employees selected using stratified random sampling. Data analysis was conducted using SPSS version 25. The analytical techniques employed in this study include validity and reliability tests as well as multiple linear regression analysis. The results of the study obtained the multiple linear regression equation as follows: KK = 15.193 + 0.486PK+ 0.510LK – 0.245BK + ei, which means that career development and work environment have a positive effect on employee performance, while workload has a negative effect on employee performance at PT. Cipta Niaga Semesta Sunggal Deli Serdang. Partial testing showed that the t-value for career development (5.522) > t-table (1.656) with a significance level of 0.000 < 0.05. The t-value for work environment (8.628) > t-table (1.656) with a significance level of 0.000 < 0.05. The t-value for workload (-2.764) < t-table (1.656) with a significance level of 0.007 < 0.05. Simultaneous testing showed that the F-value (37.031) > F-table (2.67), indicating that career development, work environment, and workload simultaneously have a significant effect on employee performance at PT. Cipta Niaga Semesta Sunggal Deli Serdang. The coefficient of determination (R²) is 0.465, meaning that employee performance can be explained by career development, work environment, and workload variables by 46.5%, while the remaining 53.5% is explained by other factors not included in this study, such as communication, compensation, and work motivation.