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Abstract
This study aims to determine the effect of morale, compensation and work conflict as an intervening factor at the North Tapanuli Regency Social Service Office. In this study using a type of quantitative research, with the sampling technique in this study was saturated sampling with a sample of 58 respondents. This research method is non propability sampling using SmartPLS 4.0 software. The results of this study indicate that: (1) The Work Morale variable directly has no significant effect on Employee Performance with a significant level of 0.710> 0.05. (2) Work Morale variable directly has no significant effect on Work Conflict with a significant level of 0.401> 0.05. (3) Compensation variable directly has no significant effect on Employee Performance with a significant level of 0.687 > 0.05. (4) The Compensation variable does not directly have a significant effect on Conflict with a significant level of 0.028> 0.05 (5) The Work Conflict variable directly has a significant effect on Employee Performance This is evidenced by the significant results of 0.00> 0.05. (6) The Work Morale variable through Work Conflict as an Intervening variable directly has no significant effect on Employee Performance with a significant level of 0.408> 0.05. (7) Compensation variable through Work Conflict as an Intervening variable directly has a significant effect on Employee Performance with a significant level of 0.022 <0.05.Based on the results of simultaneous testing, this study is able to prove that there is (1) Work Morale variable directly has a positive but insignificant effect on Employee Performance, (2) Work Morale variable directly has a positive but insignificant effect on Work Conflict, (3) Compensation variable directly has a positive but insignificant effect on Employee Performance, (4) Compensation variable directly has a positive and significant effect on Work Conflict, (5) Work Conflict variable directly has a positive and significant effect on Employee Performance, (6) Work Morale variable through Work Conflict as an Intervening variable directly has a positive but insignificant effect on Employee Performance, (7) Compensation variable through Work Conflict as an Intervening variable directly has a positive and significant effect on Employee Performance.
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References
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References
Chandra, D. A., & Setiawan, R. (2018). Pengaruh Lingkungan Kerja dan Iklim Organisasi terhadap Semangat Kerja Karyawan Pt.diantri. Agora, 6(1), 287082.
Fahrul Rozi. (2021). Pengaruh Lingkungan Kerja aan Motivasi Terhadap Semangat Kerja Karyawan (Studi Kasus: PT Jaya Anugrah Sukses Abadi Pada Brastagi Supermarket Gatot Subroto Medan). Journal Economic and Strategy (Jes), 2(1), 12–20.
Marjaya, I., & Pasaribu, F. (2019). Pengaruh Kepemimpinan, Motivasi, Dan Pelatihan Terhadap Kinerja Pegawai. Maneggio: Jurnal Ilmiah Magister Manajemen, 2(1), 129–147. https://doi.org/10.30596/maneggio.v2i1.3650
Maulidiyah, N. N., Rofish, T. N., & Nuruddin Armanto. (2021). Kompensasi Dan Kepuasan Kerja Sebagai Alternatif Peningkatan Kinerja Karyawan. Al-Idarah : Jurnal Manajemen Dan Bisnis Islam, 2(1), 41–48. https://doi.org/10.35316/idarah.2021.v2i1.41-48
Sarani, R. (2023). Pengaruh Kebahagiaan di Tempat Kerja terhadap Kinerja Karyawan di PT Yupi Bogor. Arus Jurnal Pendidikan, 3(2), 75–81. https://doi.org/10.57250/ajup.v3i2.244
Siahaan, S., & Bahri, S. (2019). Pengaruh Penempatan, Motivasi, Dan Lingkungan Kerja Terhadap Kinerja Pegawai. Maneggio: Jurnal Ilmiah Magister Manajemen, 2(1), 16–30. https://doi.org/10.30596/maneggio.v2i1.3402
Sitorus, S. A. (2016). Manajemen Sumber Daya Manusia Terhadap Produktiftas Usaha Melalui Kualitas Sdm Di Industri Kecil Dan Menengah (Ikm) Di Provinsi Sumatera Utara. 11(3), 1–23.
Wenur, G., Sepang, J., & Dotulong, L. (2018). Pengaruh Konflik Kerja Dan Stres Kerja Terhadap Kinerja Karyawan Pada PT Bank Negara Indonesia (Persero) Tbk Cabang Manado. Jurnal EMBA, 6(1), 51–60.