Proceedings of the International Conference on Multidisciplinary Science (INTISARI)

The Causes of Unemployment on Relationship Breakdown among the Unemployed Youth in Ghana

Sun, 20 Oct 2024 00:00:00 +0000

The multifaceted bureaucratic delays on public health in the case of the drug clearance crisis in Ghana are growing. The problem at hand is not simply an administrative lapse, but one that affects the lives of countless people who depend on these drugs for survival. This study investigates the impact of bureaucratic delays on the clearance and distribution of life-saving drugs in Ghana, highlighting the resultant effects on public health and the economy. Utilizing a qualitative research design, the research used qualitative data from document analysis and interviews conducted among policymakers, healthcare administrators and international organization representatives with 25 key respondents purposively sampled for the study. The findings revealed significant inefficiencies in the drug clearance process, including redundant paperwork, lack of inter-agency coordination, and prolonged approval times. The study concludes that addressing these bureaucratic delays is crucial for improving health outcomes and economic efficiency in Ghana's healthcare system. By implementing the recommended reforms and inculcating technology, Ghana can enhance the efficiency of its drug clearance processes, ensure timely access to essential medications, and maintain international support.

The Influence of Human Resource Quality and Work-Life Balance on Employee Performance with Job Satisfaction as a Moderating Variable at BPJS Ketenagakerjaan Branch Offices in Medan Raya

Juliani Delima Rumahorbo, Kiki Farida Ferine — Sun, 20 Oct 2024 00:00:00 +0000

This research aims to see the direct and indirect influence between the variables of human resource quality, work-life balance, performance and job satisfaction. This type of research uses quantitative, this research was conducted at BPJS Employment Branch Offices throughout Medan Raya. The population of this study was 132 employees and the sample used was the entire population using a saturated sampling technique. The data source used is a primary data source and data collection was carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of this research are that the Quality of Human Resources has a positive and significant effect on Employee Performance with an original sample value of 0.593 and a P value of 0.000. This means that the quality of human resources has a positive influence on the company and the quality of human resources influences the company's performance significantly. Work-life balance has a positive and insignificant effect on employee performance with an original sample value of 0.041 and a p value of 0.698. This means that Work Life Balance is not able to improve employee performance for the company. Job Satisfaction has a positive and significant effect on Employee Performance with an original sample value of 0.590 and a P value of 0.000 Job Satisfaction is able to moderate the influence of Human Resource Quality on Employee Performance indirectly with the original sample result being 0.277 and p value 0.013. This means that job satisfaction is an intervening variable because it can influence HR quality on employee performance indirectly. Job Satisfaction is able to moderate the influence of Human Resource Quality on Employee Performance indirectly with an original sample value of 0.159 and a p value of 0.168. This means that job satisfaction is an intervening variable that is unable to influence Work Life Balance on employee performance indirectly.

The Influence of Work Discipline and Teamwork on Employee Performance with Organizational Citizenship Behavior as an Intervening Variable at BPJS Branch Offices in Medan Raya

Lasmaida Susy Deliana, Kiki Farida Ferine — Sun, 20 Oct 2024 00:00:00 +0000

This study aims to analyze the direct and indirect effects of work discipline, teamwork, organizational citizenship behavior (OCB), and employee performance at the BPJS Ketenagakerjaan Branch Office in Medan Raya. The research uses a quantitative approach with a population of 82 employees. The sampling technique used is a saturated sample, where the entire population is used as the sample for this study. Data collection was carried out through questionnaires as the primary data source. The research model was analyzed using path analysis with Smart PLS version 3.3.3. The results of the study indicate that work discipline has a positive but insignificant effect on employee performance, with an original sample value of 0.585 and a P-value of 0.218. On the other hand, work discipline has a negative and significant effect on OCB, with an original sample value of -0.949 and a P-value of 0.000. Teamwork shows a negative but insignificant effect on employee performance, with an original sample value of -0.694 and a P-value of 0.304. However, teamwork has a positive and significant effect on OCB, with an original sample value of 1.720 and a P-value of 0.000. Furthermore, OCB has a positive and significant effect on employee performance, with an original sample value of 1.024 and a P-value of 0.003. Work discipline also has a negative and significant effect on employee performance through OCB, with an original sample result of -0.981 and a P-value of 0.011. Teamwork has a positive and significant effect on employee performance through OCB, with an original sample value of 1.775 and a P-value of 0.001. Thus, OCB plays a crucial role as an intervening variable that mediates the effects of work discipline and teamwork on employee performance.

Performance Optimization

Drixen Alexander Mawuntu, Muhammad Isa Indrawan — Sun, 20 Oct 2024 00:00:00 +0000

This research was conducted to determine the influence of organizational culture and Employee Engagement on Employee Performance with Organizational Commitment as a Moderating Variable at the BPJS Employment Office, Medan City Branch and Sumbagut Regional Office. Organizations, both companies and government institutions, in carrying out their activities certainly need human resources that support efforts to achieve the goals set by the organization. The success of an agency/organization is not only determined by the facilities it has, but also the availability of reliable human resources. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.226 and an ap value of 0.015. Employee Engagement has a positive and significant effect on Employee Performance with an original sample value of 0.025. Organizational Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.457 and ap value of 0.003. Organizational culture's influence on employee performance is moderated by organizational commitment with an original sample value of -0.218 and ap value of 0.045. Employee Engagement influences employee performance, moderated by Organizational Commitment with an original sample value of 0.098 and ap value of 0.228.

Performance Determinants

Ikhlasul Amal Maulana, Kiki Farida Ferine — Sun, 20 Oct 2024 00:00:00 +0000

This research aims to examine the influence of organizational culture and individual characteristics on the performance of employees of BPJS Ketenagakerjaan Aceh Raya Branch Office with work experience as a moderating variable. The type of research that researchers use is quantitative research. The population and sample in this research are all permanent employees at PT. BPJS Employment Banda Aceh Branch Office has 70 employees (saturated sample). Data analysis in this research uses Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with an original sample value of 0.334 and a p value of 0.007. Individual Character has a positive and insignificant effect on Employee Performance with an original sample value of 0.382 and a p value of 0.069. Work Experience has a positive and insignificant effect with an original sample value of 0.258 and a p value of 0.147. Organizational culture has a positive and insignificant effect on employee performance and work experience is not able to moderate it with the original sample result being 0.079 and p value 0.671. Individual characteristics have a negative and insignificant effect and are moderated by work experience with an original sample value of -0.084 and a p value of 0.597.

Strategies To Improve Performance

Sarinah Pohan, Wilchan Robain, Sri Rahayu — Sun, 20 Oct 2024 00:00:00 +0000

This research was carried out to see the influence of Work Ethic and Work Discipline on Employee Performance with Competence as an Intervening Variable in the State Civil Service in Medan Baru District. This research used a path analysis model with the smart PLS version 3.3.3 measurement method. Data collection was carried out by giving questionnaires to respondents. This type of research uses quantitative research and primary data sources as the data source. The results of this research are as follows: Work Discipline has a positive and significant effect on Employee Performance with an original sample value of 0.427 and a p value of 0.006. Work Discipline has a positive and significant effect on Competency with an original sample value of 0.756 and a p value of 0.000. Work Ethic has a positive and significant effect on employee performance with an original sample value of 0.267 and a p value of 0.006. Work Ethic has a positive and significant effect on Competency with an original sample value of 0.234 and a p value of 0.000. Competency has a positive and insignificant effect on employee performance with an original sample value of 0.277 and a p value of 0.059. Work Discipline has a positive and insignificant effect on Employee Performance indirectly through Competency with an original sample value of 0.209 and a p value of 0.059. Work Ethic has a positive and insignificant effect on employee performance indirectly through Competency with an original sample value of 0.065 and a p value of 0.091.

Determinants of Organizational Commitment

Netty Helena Br Sigalingging, Kiki Farida Ferine — Thu, 24 Oct 2024 00:00:00 +0000

In this study, researchers wanted to see the direct and indirect effects between the variables of skills and emotional intelligence as independent variables and work motivation as a moderating variable and Organizational Commitment as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment North Sumatra Region. The population of this study were 60 employees and the sample used was the entire population using the saturated sample technique. The data source used is primary data source and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows work skills have a positive and insignificant effect on work motivation with an original sample value of 0.275 and p values of 0.381. Job skills have a positive and significant effect on organizational commitment with an original sample value of 0.580 and p values of 0.000. Emotional intelligence has a positive and significant effect on work motivation with an original sample value of 0.570 and p values of 0.001. Emotional intelligence has a positive and insignificant effect on organizational commitment with an original sample value of 0.117 and p values of 0.612. Emotional intelligence has a positive and significant effect on organizational commitment through work motivation directly with original sample results of 0.179 and p values of 0.001. Job skills have a positive and insignificant effect on organizational commitment through work motivation with an original sample value of 0.181 and p values of 0.388.

Motivation Mediates Performance

Dian Renita Napitupulu, Muhammad Isa Indrawan — Thu, 24 Oct 2024 00:00:00 +0000

BPJS Ketenagakerjaan is (Social Security Administering Agency for Employment) is a public program that provides protection for workers to overcome certain socio-economic risks and its implementation uses a social insurance mechanism as a state institution engaged in the field of social insurance. BPJS Ketenagakerjaan, formerly known as PT Jamsostek (Persero), is the implementer of the labor social security law. This study aims to see the effect of Work Stress and Work Conflict on Employee Performance with Work Motivation as an Intervening Variable at BPJS Ketenagakerjaan Branch Offices throughout Medan Raya. The results of this study are as follows: Work Conflict has a positive and significant effect on Employee Performance with an original sample value of 0.351 and p values of 0.011. Work Conflict has a positive and significant effect on Work Motivation with an original sample value of 0.783 and p values of 0.000. Work Motivation has a positive and significant effect on Employee Performance with an original sample value of 0.481 and p values of 0.001. Work Stress has a positive and insignificant effect on Employee Performance with an original sample value of 0.084 and p values of 0.186. Work Stress has a positive and significant effect on Work Motivation with an original sample value of 0.164 and p values of 0.017. Work Conflict has a positive and significant effect on Employee Performance through Work Motivation with an original sample value of 0.377 and p values of 0.001. Work Stress has a positive and insignificant effect on Employee Performance through Work Motivation with an original sample value of 0.079 and p values of 0.050.

The Role of the Prosecutor's Office in Eradicating Criminal Acts of Corruption in Aceh Tamiang Regency

Fakhrur Razi, Dr. T. Riza Zarzani, S.H. M.H. — Sun, 27 Oct 2024 00:00:00 +0000

This study examines the role of the Attorney General's Office in combating corruption in Aceh Tamiang, Indonesia. Corruption poses a significant threat to societal welfare, undermining economic stability and eroding public trust in government institutions. The research emphasizes the critical functions of the Attorney General’s Office, particularly in their capacity as both prosecutors and investigators in corruption cases. It highlights the legal framework governing their authority and outlines specific initiatives aimed at preventing and addressing corrupt practices. The study reveals that challenges persist, including the complexity of cases, lack of cooperation from witnesses, and the influence of powerful actors shielding corrupt individuals. Furthermore, the findings indicate that successful corruption eradication requires collaborative efforts among law enforcement agencies, increased public awareness, and robust legal instruments. This paper contributes to the understanding of legal mechanisms in anti-corruption efforts and suggests actionable recommendations to enhance the effectiveness of the Attorney General's Office in Aceh Tamiang. Ultimately, it underscores the necessity of a comprehensive approach involving multiple stakeholders to restore integrity and transparency within public administration.

Legal Actions and Consequences for Corporations Involved in Corruption

Yudiansyah B, Dr. T. Riza Zarzani, S.H. M.H. — Sun, 27 Oct 2024 00:00:00 +0000

The purpose of writing this journal is to identify and analyze the methods and motives behind acts of corruption carried out by corporations, as well as to understand the organizational structure and market dynamics that influence these corrupt practices. And to evaluate the legal consequences that apply to corporations involved in acts of corruption and to examine the effectiveness of the application of these penalties in efforts to prevent and overcome corruption among corporations. The approach method used in this study is Normative Law (normative juridical) using a legislative approach, a conceptual approach, and a comparative and empirical approach (field data). The results of the study show that corporations are involved in acts of corruption through various methods that are often complex and covert, driven by motives to increase profits, dominate the market, or avoid regulation. The mechanisms they use range from bribery, tender manipulation, to money laundering practices. Corporations involved in acts of corruption can face a number of legal consequences, ranging from heavy fines, license revocation, asset confiscation, to operational restrictions. Although these penalties are intended to provide a deterrent effect, their effectiveness in preventing corporate corruption often varies. While fines may provide a financial impact, without significant internal changes in corporate culture and governance, the potential for corrupt practices to recur.

Dimensions of Organizational Strategy

Fitriyani Hasibuan, Muhammad Isa Indrawan — Tue, 05 Nov 2024 00:00:00 +0000

BPJS Employment has functions and responsibilities such as, carrying out and receiving registration for BPJS participants, collecting and collecting contributions from participants and employers, receiving contribution assistance from the government, managing social security funds for the benefit of participants, collecting and managing data on social security program participants, provide benefits and financial health services in accordance with the provisions of the social security program, and is also responsible for providing information regarding the implementation of the social security program to participants and the community. This research aims to see the influence of work discipline and work motivation on organizational strategies mediated by work supervision at BPJS Employment throughout Medan Raya. The results of this research are as follows; Work Discipline has a positive and significant effect on Work Supervision with an original sample value of 0.646 and ap value of 0.000. Work Discipline has a positive and significant effect on Organizational Strategy with an original sample value of 0.348 and ap value of 0.000. Work Motivation has a positive and significant effect on Work Supervision with an original sample value of 0.298 and ap value of 0.000. Work Motivation has a positive and insignificant effect on Organizational Strategy with an original sample value of 0.090 and ap value of 0.209. Work Supervision has a positive and significant effect on Organizational Strategy with an original sample value of 0.508 and ap value of 0.000. Work Discipline has a positive and significant effect on Organizational Strategy through Work Supervision with an original sample value of 0.328 and ap value of 0.000. Work Motivation has a positive and significant effect on Organizational Strategy through Work Supervision with an original sample value of 0.151 and ap value of 0.000.

Optimizing Organizational Commitment

Sari Puspita Dewi, Mesra B — Tue, 05 Nov 2024 00:00:00 +0000

This research aims to determine the influence of human resource development and work quality on organizational commitment with work strategy as an intervening variable at the Bpjs Jambi City Branch. This research uses quantitative, primary data as well as a data source. The collection technique used is by distributing questionnaires to respondents and the population. Used were 60 employees, the sample used was the entire population because it used a saturated sampling technique. The results of this research are as follows, Work Quality has a positive and significant effect on Organizational Commitment with an original sample value of 0.070 and ap value of 0.362, Work Quality has a positive and significant effect on Work Strategy with an original sample of 0.462 and ap value of 0.000, HR Development has a positive and significant effect on Organizational Commitment with the original sample of 0.371 and p value 0.014. HR development has a positive and significant effect on Work Strategy with an original sample value of 0.440 and ap value of 0.000. Work Strategy has a positive and significant effect on Organizational Commitment with an original sample value of 0.380 and ap value of 0.012. Work Quality has a positive and significant effect on Organizational Commitment through Work Strategy with an original sample value of 0.175 and ap value of 0.035. HR development has a positive and significant effect on Organizational Commitment through Work Strategy with an original sample value of 0.167 and ap value of 0.029.

Influence of the Work Environment and Communication on Employee Productivity at PT. Agro Lestari

Wahyu Purwanto, Subandrio, Raden Rudi Alhempi — Wed, 30 Oct 2024 00:00:00 +0000

This study investigates the impact of the work environment (WE), workplace communication (WC), and management policies (MP) on employee productivity (EP), with employee motivation (EM) acting as a moderating variable. The research was conducted at PT. Agro Lestari, utilizing a quantitative approach and total sampling of 30 employees. Data were collected through structured questionnaires and analyzed using Smart PLS (Partial Least Squares) to assess both direct and indirect relationships between the variables. The results show that WE, WC, and MP have significant direct effects on EP, while EM enhances these effects through mediation. The work environment and effective communication were found to significantly increase employee motivation, which in turn improves productivity. Additionally, fair and transparent management policies play a crucial role in motivating employees, further driving their performance. The findings highlight the importance of fostering a supportive work environment, clear communication channels, and sound management policies to enhance employee productivity, particularly in sectors like agriculture.

Performance Optimization

Isra Supana, Muhammad Isa Indrawan — Thu, 31 Oct 2024 00:00:00 +0000

Organizations should be able to improve the quality of the organization, both improving information culture and management information systems and the performance of each of its human resources. Building and developing a business in the service and consultancy sector that focuses on technology and information really requires the role of human resources. Human resources are necessary activities and have an ideal role in an organization. This research is to see the effect of implementing organizational cultural values and management information systems on employee performance with organizational commitment as an intervening variable in Bpjs Employment branch offices throughout Medan Raya. The results of this research are as follows: Organizational culture has a positive and significant effect on employee performance with a sample value of 0.411 and ap value of 0.000. Organizational Culture has a positive and significant effect on Organizational Commitment with an original sample value of 0.434 and ap value of 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with the original sample being 0.339 and p values 0.000. Management Information Systems have a positive and significant effect on Employee Performance with an original sample value of 0.228 and ap value of 0.008. Management Information Systems have a positive and significant effect on Organizational Commitment with an original sample of 0.541 and ap value of 0.000. Organizational Culture has a positive and significant effect on Employee Performance through Organizational Commitment with a value of 0.147 and a value of 0.001. Management Information Systems have a positive and significant effect on Employee Performance through Organizational Commitment with an original sample value of 0.183 and ap value of 0.000.

The Influence of Employee Training on Productivity Through Incentive Intervention at PT. Kawasan Industri Wijayakusuma (Persero)

Subandrio, Wahyu Purwanto, Raden Rudi Alhempi — Thu, 31 Oct 2024 00:00:00 +0000

This study examines the impact of employee training on employee productivity and performance at PT Kawasan Industri Wijayakusuma (Persero), considering the mediating role of incentives. Utilizing a quantitative research design, the study employed a total sampling technique, gathering data from 50 employees. Path analysis was conducted using Smart PLS to evaluate direct and indirect effects. The findings reveal significant direct relationships between and both and Perf, with coefficients of 0.300 and 0.280, respectively. Furthermore, the analysis showed significant indirect effects, with coefficients of 0.180 for and 0.150 for Perf through. These results indicate that effective training enhances productivity and performance not only directly but also indirectly by increasing employee motivation through incentives. The study underscores the necessity of integrating training and incentive systems to maximize organizational outcomes. By fostering a supportive environment for learning and recognition, organizations can improve employee engagement and overall performance.

Ethical Leadership in Tech Startups: Managing Growth Without Compromising Values

Laode Sarfan, Raden Rudi Alhempi — Thu, 31 Oct 2024 00:00:00 +0000

This study examines the impact of ethical leadership practices, organizational culture, and employee engagement on the business growth of Gojek’s driver-partners and merchant partners in Padang. Using a quantitative approach, data were collected from a sample of 63 participants through random sampling. The analysis, conducted using SPSS, included t-tests, F-tests, and R² tests to assess the relationships between the independent variables (ethical leadership, organizational culture, and employee engagement) and the dependent variable (business growth). The results show that ethical leadership practices, organizational culture, and employee engagement have a significant positive influence on business growth, collectively explaining 58.5% of its variance. Ethical leadership emerged as the strongest predictor, followed by organizational culture and employee engagement. The findings suggest that fostering ethical, transparent leadership and a positive organizational culture, alongside encouraging active partner engagement, are crucial for the sustainable growth of Gojek’s driver-partners and merchants. This research provides practical insights for platform-based companies on improving partnership management strategies. However, further investigation is needed to explore additional factors influencing business growth in the gig economy context.

Proof of Participation in the Crime of Theft

Asmita Br. Sitepu, Mhd. Azhali Siregar — Thu, 31 Oct 2024 00:00:00 +0000

This study examines and reviews participation (deelneming) which includes the form of participation/involvement of a person, both psychologically and physically, by committing an act so that a criminal act occurs. The crime of participation is regulated in Article 55 of the Criminal Code, which means that there are two or more people who commit a criminal act. This study is a type of normative research using secondary legal sources and using qualitative descriptive analysis. The results of this study are that the forms of participation crimes can be divided into two parts, namely: first, the perpetrator consisting of: the perpetrator (pleger), the one who orders it (doenpleger), the one who participates (madepleger) and the advocate (uitlokker); second, the assistant consisting of: the assistant at the time the crime was committed and the assistant before the crime was committed.

Criminal Sanctions Against Narcotics Traffickers

Berry Prima, Mhd. Azhali Siregar — Thu, 31 Oct 2024 00:00:00 +0000

Drug-related crimes have increasingly become a pressing issue in recent times. Law No. 35 of 2009 on Narcotics lacks specific definitions for categories such as users, sellers, distributors, and dealers, focusing instead on the types and quantities of narcotics. This ambiguity often leads to confusion when determining ownership of illicit substances, as roles among users, owners, and dealers sometimes overlap, particularly when large quantities are involved. In the case of Decision Number: 327/Pid.Sus/2023/PN.Mdn, the imposition of the death penalty on a suspect identified as a drug dealer aligns with Article 114, paragraph (2) of the Narcotics Law. This study employs normative legal research, utilizing statutory and philosophical approaches to explore the application of criminal sanctions for narcotics dealers. The findings reveal that the death penalty is the most severe punishment prescribed for drug dealers, as regulated in Article 114, paragraph (2). In narcotics-related offenses, investigators use evidence as outlined in Article 184 of the Criminal Procedure Code, which includes witness testimonies, expert opinions, documentary evidence, indications, and defendant statements. Article 114, paragraph (2) and Article 119, paragraph (2) of the Narcotics Law specify that individuals involved in offering, selling, buying, brokering, exchanging, transferring, or receiving narcotics in defined quantities and types qualify as dealers and are subject to the death penalty.

Legal Protection for Children as Intermediaries in the Sale and Purchase of Narcotics

Diana Gultom, Mhd. Azhali Siregar — Thu, 31 Oct 2024 00:00:00 +0000

The involvement of children in narcotics crimes as drug couriers is a series of evil conspiracy in carrying out illegal drug trafficking, but in the capacity of the category of children who help in trading or distribution by accompanying the owner of the goods with promises or enticements has often hit children of that age, this is a very concerning thing where the child has faced the law and is classified as having committed a drug crime. In this case, the child has committed an act, an evil conspiracy without rights or against the law offering for sale, selling, buying, receiving, being an intermediary in buying and selling, exchanging or handing over Class I Narcotics in the form of plants weighing more than 1 (one) kilogram or more than 5 (five) tree trunks or in the form of non-plants weighing more than 5 (five) grams. As a result of the action, the child as regulated and threatened with criminal penalties in Article 114 Paragraph (2) Jo Article 132 Paragraph (1) of Law Number 35 of 2009 concerning Narcotics Jo Law Number 11 of 2012 concerning the Child Criminal Justice System. The type of research in writing this thesis is carried out with a type of normative legal research in the form of library research using 3 legal materials, namely primary legal materials, secondary legal materials and tertiary legal materials. This legal research focuses on library studies which means that it will examine and review more existing and applicable legal regulations. The results of this study indicate that Legal Protection for Children as Intermediaries in the Sale and Purchase of Narcotics in the Indonesian Legal System in Decision Number: 18/Pid.Sus-Anak/2023/PN.Bnj. namely by referring to Article 114 Paragraph (2) Jo Article 132 Paragraph (1) of Law Number 35 of 2009 concerning Narcotics Jo Law Number 11 of 2012 concerning the Juvenile Criminal Justice System, then the Child isMuhammad Pajar,proven legally and convincingly guilty of committing the crime of "Without the Right to Commit Evil Conspiracy"Selling Class I Narcotics that are not Plants Weighing More than 5 Grams The Panel of Judges at the Binjai District Court hasAssigning actions to childrenMuhammad Pajar, in the form of Action returned to parents and Order AA child named Muhammad Fajar was released from detention at the Temporary Child Placement Institution (LPAS). The basis for the judge's consideration is the Child Criminal Justice System as regulated in Article 69 paragraph (1) of the Republic of Indonesia Law Number 11 of 2012 concerning the Child Criminal Justice System. This Criminal Policy is a grand design of the Indonesian Government's legal policy that recognizes children's human rights with the aim that children are the Nation's Capital Assets that can be useful in the future so that Special Regulations are needed in Resolving Cases that befall them. With the hope that the Child can Return to Society as the Nation's Capital Assets in the future.

Problems of Law Enforcement Against Drug Users

Roslina Tiur Melia, Mhd. Azhali Siregar — Thu, 31 Oct 2024 00:00:00 +0000

The distribution and abuse of narcotics is one of the national problems that is considered serious by the government, because it can damage the nation's morals. Perpetrators of narcotics crimes often receive sentences based on court decisions that do not fulfill a sense of justice and legal certainty. In narcotics cases, there are several articles that are often used to ensnare perpetrators, namely Article 114, Article 112, and Article 127 of Law Number 35 of 2009 concerning Narcotics. Of the three articles, there are two articles that are open to multiple interpretations and unclear formulations, namely Article 112 and Article 127 of Law Number 35 of 2009 concerning Narcotics. The multi-interpretable articles will result in perpetrators of narcotics crimes (dealers) taking cover as if they were victims of narcotics crimes. That this will have an impact on the imposition of sentences with short sentences, thus causing injustice in the implementation process. This research is of a normative legal nature, namely a method that describes or explains a fact systematically, then the analysis is carried out legally by linking the data and facts obtained by analyzing court decisions relating to criminal sanctions against perpetrators of narcotics crimes and linked to applicable laws and regulations. The results of this study are that in this study, however, in the field of narcotics law enforcement, this seems to be much more difficult. Prioritizing criminal penalties seems to be very inherent in our law enforcement. Extraordinary encouragement is needed both at the local, national and international levels. So in relation to the case in this study, the Medan District Court Judge decided the defendant was legally and convincingly guilty in accordance with the provisions of Article 112 paragraph (1) of Law No. 35 of 2009 concerning Narcotics by sentencing the defendant Veri Suriana alias Veri to a prison sentence of 6 (six) years and a fine of Rp. 1,000,000,000, - (one billion rupiah) with the provision that if the fine is not paid, it must be replaced with a prison sentence of 6 (six) months.

The Role of The Criminal Investigation Unit (Satreskrim) of The Deli Serdang Police Region in Identifying Victims of Criminal Acts

Edi Winata, H. Abdul Razak Nasution, S.H.Int., M.Sc. — Thu, 31 Oct 2024 00:00:00 +0000

The rapid development of various aspects of social, political, economic, security, and cultural life has led to an increase in the quantity and quality of criminal acts, which significantly disrupts society. Criminal acts are unlawful acts committed either intentionally or unintentionally by an individual who can be held accountable for their actions and which are punishable by law. The primary objective of formal criminal law is to seek material truth, and the process of investigation is essential in this regard. The Indonesian National Police, under Law Number 2 of 2002, play a crucial role in conducting investigations using Scientific Crime Investigation (SCI) methods, which integrate science and technology in forensic functions. Scientific Crime Investigation involves gathering and processing evidence with scientific methods, making it one of the most reliable tools in criminal investigations. The role of police identification units in processing crime scenes (TKP) is vital, as even the smallest evidence can be crucial for solving crimes. This research examines the role of the Criminal Investigation Unit (Satreskrim) of the Deli Serdang Police in identifying victims of criminal acts. The findings highlight the importance of forensic evidence in criminal investigations and the crucial role of police units in uncovering the truth.

Determinants of Job Satisfaction

Indri Mandasari Pohan, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

This research aims to examine the influence of compensation and organizational climate on job satisfaction in moderating organizational commitment at the Bank Indonesia Representative Office in North Sumatra Province. Human Resource Management (HRM) is an important factor and the heart of every business. This is caused by the vigilant attitude of the human resources management team towards the workforce of each employee in the company. The results of this research are as follows: Compensation has a negative and insignificant effect on Job Satisfaction and is moderated by organizational commitment with a value of -0.019 and a value of 0.455. Organizational climate has a negative and insignificant effect on job satisfaction and is moderated by organizational commitment with a value of -0.074 and a value of 0.296. Organizational climate has a positive and significant effect on job satisfaction with a value of 0.273 and a value of 0.045. Organizational Commitment has a positive and significant effect on Job Satisfaction with an original sample value of 0.496 and ap value of 0.000. Compensation has a positive and significant effect on Job Satisfaction with an original sample value of 0.215 and ap value of 0.006.

Performance Determinants

Azhari, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

This research aims to change the organization's bad habits and make improvements to cover its shortcomings, and to determine the influence of training and motivation on performance in teamwork moderation at the Bank Indonesia Representative Office, North Sumatra Province. Every company really needs an organization that is useful for meeting human needs. The general goal of a company is to realize quality production results and maintain the survival of a company. In an effort to achieve these goals, the main driving factor is humans. Human Resources (HR) is one of the main factors for the survival of a company. The results of this research are as follows: Training has an effect on performance moderated by teamwork, getting positive results but not significant with a sample value of 0.072 and a p value of 0.229. Motivation's influence on performance is moderated by teamwork with an original sample value of -0.140 and a p value of 0.129. Teamwork has a positive and significant effect on performance with an original sample value of 0.310 and a p value of 0.006. Motivation has a positive and significant effect on performance with an original sample value of 0.462 and a p value of 0.000. Training has a positive and insignificant effect on performance with the original sample 0.157 and p value 0.116.

Performance Optimization

Ibrahim Hasim Hasibuan, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

Human resources are a very strategic and fundamental factor in an organization. Compared to other factors, human resources are the most valuable asset. The role of human resources will greatly determine the success or failure of the organization in achieving the vision and mission that has been set, therefore human resources are very important for the organization. Apart from determining success, the position of human resources in organizations today is not only as a means of production but also as a driver and determinant of the ongoing activities of the organization. The results of this research are as follows: Job Satisfaction has a positive and significant effect on Performance with original sample values of 0.246 and p values 0.000. Job Satisfaction has a positive and significant effect on Role Conflict with an original sample value of 0.545 and ap value of 0.000. Teamwork has a positive and significant effect on Performance with an original sample value of 0.268 and ap value of 0.004. Teamwork has a positive and significant effect on Role Conflict with an original sample value of 0.560 and ap value of 0.002. Role Conflict has a positive and significant effect on Performance with an original sample value of 0.446 and ap value of 0.000. Role Conflict has a positive and significant effect on Performance with an original sample value of 0.446 and ap value of 0.000. Job Satisfaction has a positive and significant effect on Performance through Role Conflict indirectly with an original sample value of 0.243 and ap value of 0.002. Teamwork has a positive and significant effect on performance through role conflict indirectly with an original sample value of 0.161 and ap value of 0.007.

Performance Determinants

Intan Lydia Tarida Mahdalena, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

In this case, HR is clearly not the main asset but rather a well-defined and expandable asset, compared to the investment portfolio, and not vice versa as a liability (loss, expense). From this point of view, HR is an investment for a more mature institution or organization. The results of this research are as follows: Communication has a positive and significant effect on employee performance with an original sample value of 0.493 and an ap value of 0.000. Work Quality has a positive and significant effect on Employee Performance with an original sample value of 0.370 and ap value of 0.008. Work Quality has a positive and significant effect on Communication with an original sample value of 0.779 and ap value of 0.000. Work Stress has a negative and insignificant effect on employee performance with an original sample value of -0.026 and ap value of 0.398. Work Stress has a positive and significant effect on communication with an original sample value of -0.176 and p value of 0.016. Work Quality has a positive and significant effect on Employee Performance through Communication with an original sample value of 0.385 and p value of 0.001.

Tips to Improve Performance

Julian, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

HR is one component of the organizational system, which ironically is also one component of the employment management system which prioritizes competition in achieving work results, both in individual and organizational environments. Human resources (HR) are a crucial element. The results of this research are as follows: Teamwork has a positive and significant effect on employee performance with an original sample value of 0.531 and a p value of 0.000. Work Quality has a positive and significant effect on Teamwork with an original sample value of 0.325 and a p value of 0.000. Work Quality has a positive and insignificant effect with an original sample value of 0.123 and a p value of 0.127. Organizational Citizenship Behavior has a positive and significant effect on Teamwork with an original sample value of 0.424 and a p value of 0.000. Organizational Citizenship Behavior has a positive and significant effect on Employee Performance with an original sample value of 0.188 and a p value of 0.026. Training has a positive and significant effect on Teamwork with an original sample value of 0.236 and a p value of 0.021. Training has a positive and insignificant effect on employee performance with an original sample value of 0.136 and a p value of 0.077. Work Quality has a positive and significant effect on Employee Performance through Teamwork with an original sample value of 0.173 and a p value of 0.003. Organizational Citizenship Behavior has a positive and significant effect on Employee Performance through Teamwork with an original sample value of 0.225 and a p value of 0.002. Training has a positive and significant effect on employee performance through teamwork with an original sample value of 0.125 and a p value of 0.035.

Job Satisfaction Effectiveness

Khairuddin, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

In any organization, human resources are very important in carrying out the activities carried out by the organization, because human resources function as a stepping stone for the organization to achieve its business success goals. This research aims to determine the influence of the work environment, integrity and work flexibility on job satisfaction with competency as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Job Flexibility has a positive and insignificant effect on Job Satisfaction with an original sample value of 0.095 and a p value of 0.316. Work Flexibility has a positive and significant effect on Competency with an original sample value of 0.427 and a p value of 0.000. Integrity has a positive and insignificant effect on job satisfaction with an original sample value of 0.085 and a p value of 0.365. Integrity has a positive and significant effect on competence with an original sample value of 0.347 and a p value of 0.002. Competency has a positive and significant effect on Job Satisfaction with an original sample value of 0.520 and a p value of 0.026. Work Environment has a positive and insignificant effect on Job Satisfaction with a value of 0.108 p value 0.272. Work Environment has a positive and significant effect on Competency with an original sample value of 0.191 and a p value of 0.032. Job Flexibility has a positive and insignificant effect on Job Satisfaction through Competency with an original sample value of 0.222 and a p value of 0.052. Integrity has a positive and insignificant effect on Job Satisfaction through Competency with an original sample value of 0.181 and a p value of 0.058. Work Environment has a positive and insignificant effect on Job Satisfaction through Competency with an original sample value of 0.100 and a p value of 0.106.

The Effect of Supervision and Quality of Work Life on Organizational Commitment in Moderation of Work Discipline in The Representative Office of Bank Indonesia, North Sumatera Province

M. Agus Hidayat, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

Human resources are essentially people who work for an organization as planners, thinkers and movers to achieve its goals. Human resources (HR) personnel are often highly skilled individuals who serve as the backbone of an organization. This research aims to examine the influence of supervision and quality of work life on organizational commitment in moderating work discipline at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Work Discipline has a positive and significant effect on Organizational Commitment with an original sample value of 0.300 and an ap value of 0.028. Supervision has a negative and insignificant effect on organizational commitment, moderated by Work Discipline with an original sample value of -0.094 and ap value of 0.232. Quality of Work Life has a positive and insignificant effect on organizational commitment, moderated by Work Discipline with an original sample value of 0.141 and ap value of 0.148. Quality of Work Life has a positive and significant effect on Organizational Commitment with an original sample value of 0.278 and ap value of 0.033. Supervision has a positive and significant effect on Organizational Commitment with an original sample value of 0.344 and ap value of 0.018.

Optimizing Organizational Commitment

M. Ilham Hidayat, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

In this era of globalization, quality human resources are needed and become capital for the business world to continue to grow and prosper. To achieve results that meet expectations, human resource development must be pursued as closely as possible. Supervision is essentially a function inherent in a leader or top management in any organization, along with other basic management functions such as planning and implementation. This research was conducted with the aim of examining the influence of supervision and work climate on organizational commitment with work discipline as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. The results of this research are as follows: Work Discipline has a positive and insignificant effect on Organizational Commitment with the original sample being 0.126 and p value 0.289. Work Climate has a positive and significant effect on Work Discipline with an original sample value of 0.264 and ap value of 0.012. Work Climate has a positive and significant effect on Organizational Commitment with an original sample value of 0.525 and ap value of 0.004. Supervision has a positive and significant effect on work discipline with an original sample value of 0.639 and ap value of 0.000. Supervision has a positive and insignificant effect on Organizational Commitment with an original sample value of 0.131 and ap value of 0.251. Work Climate has a positive and insignificant effect on Organizational Commitment through Work Discipline with an original sample value of 0.033 and an ap value of 0.312. Supervision has a positive and insignificant effect on Organizational Commitment through Work Discipline with an original sample value of 0.081 and an ap value of 0.293.

Performance Determination

Leo Fauzi Hasibuan, Kiki Farida Ferine — Thu, 31 Oct 2024 00:00:00 +0000

This research was conducted to determine the influence of human resource quality and work ethics on employee performance with organizational commitment as an intervening variable at the Bank Indonesia Representative Office, North Sumatra Province. Effective and efficient achievement of company goals requires the continuous implementation of internal human resource management. The efficacy and efficiency of a company greatly depends on the advantages and disadvantages of resource development. This means that the company's human resources must be developed and nurtured in order to be able to improve their work capabilities, which will ultimately have an impact on improving performance. The results of this research are as follows: Work Ethics has a positive and insignificant effect on Employee Performance with the original sample being 0.079 and p value 0.322. Work Ethics has a positive and significant effect on Organizational Commitment with the original sample being 0.665 and p value 0.000. Organizational Commitment has a positive and significant effect on Employee Performance with an original sample value of 0.831 and ap value of 0.000. HR quality has a positive and insignificant effect on employee performance with an original sample value of 0.020 and ap value of 0.428. HR quality has a positive and significant effect on Organizational Commitment with an original sample value of 0.263 and ap value of 0.006. Work Ethics has a positive and significant effect on Employee Performance through Organizational Commitment indirectly with an original sample value of 0.552 and ap value of 0.000. HR quality has a positive and significant effect on employee performance through organizational commitment indirectly with the original sample being 0.218 and p value 0.009.