QWL STUDY ON PALM OIL PLANTATION, INDONESIA ... - USC

Applied Econometrics and International Development Vol. 18-2 (2018)

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DISTINCTION ON LOCATION AND WORK CONTENTMENT: QWL STUDY ON PALM OIL PLANTATION, INDONESIA

Rizabuana ISMAIL Ria MANURUNG

Mhd Reza ARDILLAH Ivana TIAR

Abstract Working environment concept is an indicator of the workers whether they do their job in harmonious working environment or not. Plantations in Indonesia as the legacy of Dutch colonialization is still regarded as preserving inharmonious working environment and condition, structurally and culturally. This research was done at one unit of plantation at the area in Simalungun Regency which is the property of a state-owned company in North Sumatra province. Samples consist of workers in administration (office), processing techniques (factory) and plantation workers at afdeling who has been working for more than 5 years. Based on Anova test, it is found that there are two workers groups with different views about working environments, which are between workers in office and workers in factory, and on the other hand the workers at afdeling. There are four items of QWL discovered in the research that could explain the differences in working environment on both workers group, which are: 1). inharmonious situation arises on income variable and insufficient compensation, 2). the disparity of income through overtime of afdeling workers which causes inequality, thus results in high level of inconvenience, fatigue and overwhelm. 3). The harmoniousness is seen among afdeling workers but the inharmoniousness appears among other workers in other sections. Appreciation towards managerial side was given by the workers because the workers’ job-related inputs were acknowledged. 4). Inharmoniousness resurfaces when quality time with family is reduced due to long working hour especially to receive additional fee. Afdeling workers consider this disturbing the harmoniousness in working environment Keywords: Quality Of Working Life (QWL), Human Resources, Plantation Workers,

Palm Oil Plantation in North Sumatera 1. Introduction

The nationalization of Dutch plantation became the beginning of growing plantation sector in Indonesia by Undang-Undang No. 86 Tahun 1958. This nationalization was centered in North Sumatra (now PT. Perkebunan Nusantara 2) which had full control on plantations that belonged to Dutch colonial government and took over the plantations after the independence of Indonesia was declared. Jacobus Nienhuys is the first person who did the trade business of plantations in Indonesia and recruited workers from Southern China. During the 1970’s, the government of China started restricting the number of workers exported and he began bringing in workers from Java to Sumatra island. This arrival of local workers caused the rapid growth of the total number of laborers in East Sumatra (Saidin, 2015).

* Lecturer at Universitas Sumatera Utara, Medan, Indonesia. ** Lecturer at Universitas Indonesia, Jakarta, Indonesia. Correspondence Author: [email protected]


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Because of the influx of workers, the assimilation process was inevitable. Numbers of workers who entered East Sumatra territory (now North Sumatra) also affected the working environment at that time. The characteristics of working environment of plantation workers in Indonesia have not changed much since the Dutch colonial era. The working environment or atmosphere is closely related to the situation as a casual worker: such as low wages, lack of job security, and the absence of assurance for the worker. The salary given is also small and not in accordance with the minimum wage in the area. This does not only happen to non-permanent workers, but also happen to workers who have permanent, full-time status. For 3-5 years, they still get a minimum wage and the wages they receive are often insufficient for everyday needs. On the other hand, the freedom to form or participate in groups of workers’ association is not well supported (Manik, 2013).

Quality of Working Life (QWL) is one of the concepts or instruments used by many researchers, especially to see how the working conditions of employees in a company. This concept is established by a management researcher who develops ways on how workers should be comfortable doing their job. Some researchers believe that QWL suits perfectly to see the daily conditions of the workers. QWL can also be used to look at the characteristics of the workers, especially the comfort level of the workers. In the next stage, QWL can indeed be juxtaposed with several disciplines to delve into the in-depth analysis conducted due to the elaboration of both (QWL + sociology) (de Pries, 2014).

2. Literature Study and Review

The development of QWL can be traced back to the beginning of the management era. Management theories such as Frederick Taylor and Elton Mayo show that humans play an important role in determining company performance (Bagtasos, 2011). However, both have contrasting way of perceiving the humanitarian aspect. Taylor is more focused on quantitative aspect, while Mayo focuses more on people and their environment. Their idea of respecting a person as a human being is valid. Recent developments in QWL have been further heightened by the theory of need (Sirlow Efraty, Siegel & Lee, 2001). These theories indicate that the basic needs of individual surfaces over time and there are some excess effects on their personal and family life.

Traditionally, management encourages employees to separate the scope of work and the family environment. This condition suggests that individual work and life functions operate separately. Thus there is no conflict (Titmuss, 1968). However, current social and demographic changes see that the individual will function as well as life and a well-balanced personal life. This situation led to the study of QWL. The study of QWL varies, focusing on work variables and non-working variables. Some efforts identify the impact of QWL on customer satisfaction (Lau & May 1998), while others require a link between QWL and productivity (Bagtasos, 2011). The author finds that QWL benefits the company's long-term relationship with customers and ultimately leads to company growth. In another study by Normala (2010) and Ma, Ma, Yu & Hao (2011,) QWL was found to have a significant relationship with organizational commitment. This study supports other contributions by Bhatia & Valecha (1981) and Kavoussi (1998) suggesting that absence rates decreased with increasing QWL. In another study by Koonmee, Singhapakdi, Virakul & Lee (2011),


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QWL mediated the relationship between institutional ethics in the company and related work. This study shows the importance of managers understanding QWL to improve company performance.

In the study of the relationship between commitment and QWL (Lee, Singhapakdi & Sirgy, 2007; Johnsrud, 2002; Karrir & Khurana 1996), it indicates that employees are satisfied with their work once the QWL program is applied. Job satisfaction is also an indicator for QWL. By definition, job satisfaction is "a pleasant or positive emotional state because of the judgment of one's work experience" (Locke & Lathan 1979). Therefore, once a person is satisfied, he is expected to be willing to participate and this leads to an improvement in the quality of his life. Meanwhile, work involvement is defined as the level of psychological identification that meets a person's needs. (Kanungo, 1982). In a study by Igbaria, Parasuraman & Badawy (1994), job involvement can enhance an individual's experience that contributes to quality of life, but in certain situations, job involvement will lead to a more stressful life. Meanwhile, job security refers to the level of stability and continuation of perceived work (Probst, 2010). It is hoped that once a person feels that his job is secured, he is more willing to be an active participant guiding towards a higher QWL. A study by Cuyper & Witte (2010) suggests that labor unrest will result in differences in attitudes and welfare among permanent and non permanent employees. Based on the above literature, there is no conclusive proof of the relationship between job satisfaction, job engagement and job security against QWL.

3. Methodology

This paper aims to explore the existence of the working environment of the employees who work in one of the state-owned plantations called the Perusahaan Terbatas Perkebunan Nusantara (PTP Nusantara). According to the definition made by Gay and Airsian (2000), Ary et al. (2006) and Creswell (2008), the target population is a group of individuals (or groups of organizations) with certain specific characteristics that can be recognized by the researcher. The selection of research sites considers the social issues that exist there. The target population in this study is estimated to be 220 (two hundred and twenty-two) workers divided into 1). technical workers, office workers and afdeling workers. The category of technical workers are: a). employees working in the processing field, i.e. workers at palm oil mills or factory where palm fruit is processed into palm oil, b). laboratory employees assigned to measure derivative or quality of CPO produced, c). employees of the civil service working in the administrative office and d). workshop employees who are tasked to perform maintenance related to the company's machines. 2). The category of office workers consists of: a). Administrative and administration employees working in the manager's office. While 3). category of afdeling workers are workers who are dealing directly with palm crops, land and palm oil production. Their works include harvesting palm fruits, fertilizing crops, cleaning wild plants and pests around palm oil, sowing seeds, and doing maintenance of palm oil plants. The sample of workers is distributed in 3 afdeling locations. The total sample is 97 respondents.

The prepared questionnaire covers two sections. The first section deals with demographic variables, which contains questions about gender, educational


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background, current position, income and duration of work. The second section takes in the form of Likert Scale and contains 50 questions consisting of 8 dimensions of Walton (1975) namely 1) Adequate and fair compensation, (2) Safe and healthy working condition, (3) Immediate opportunity to use and develop human capacities and talents , (4) Social integration in the work organization, (7) Work and total life space, and (8) Social relevance of work life. The questions and their contents were developed based on a literature review and local social situations to ensure its validity. The questionnaire was validated with the help of SPSS version 22.0 software by testing the validity and reliability. The experiment was held in the plantation unit which was the location of the study.

Trials were conducted to determine the reliability of the questionnaire by referring to the Cornbach alpha coefficient to evaluate the internal consistency of the research instrument. The questionnaire was distributed to 30 employees divided into 3 aforementioned workers criterias. The results of this trial are used to evaluate the reliability of the questionnaire. Norland (1990) refers to the reliability in the research method as a random error in measurements that represent the accuracy or precision of the measuring instrument. The trial attempts to answer the question: does the questionnaire consistently measure by size? The data collected from the trials are encoded in the SPSS program. The scale reliability for QWL is done through trials among 30 employees comprising office workers, technical, and afdeling workers. The total coefficient of Cornbach alpha overall dimensions is 0.688

The gender details are as follows: 93.8% (n = 91) male and 6% (n = 6) female. All participants responded to this question (n = 97). Furthermore, the academic qualifications of the respondents consist of high school graduates / equivalents and Bachelors. 94.8% (n = 92) of respondents have high school diploma / equal and 5.2% have master's degree (n = 5). Then, from the age group of respondents there are 30-39 years old respondents which equals to 21.6% (n = 21), respondents of 40-49 years of age are as much as 54.6% (n = 53), and respondents of 50-59 years old are as many as 23.7% (n = 23).

3.Description of Working Comfort Condition To All Workers

From the calculation of frequency tabulations, that particularly workers in the technical field say that the salary they received is sufficient and only 14.3% who said their salary is not sufficient. This data is in line with that found in office workers that are 93.3% of workers consider their salary is sufficient. But the conditions are different in afdeling workers, they say that 59% of them say that the salary received is not sufficient; the rest says the salary is acceptable and not excessive. That means, there are no savings from the salary received but sufficient to make ends meet. The company also provides facilities such as free medication, rice supply (89.3%) and most employees say it is appropriate. In fact, the company also finances the official trip of each of its employees when performing the tasks for work purposes. For this reason, almost all three divisions agree with the facilities provided by the company.

In addition to adequate salary / wages, the health and safety environment provided by the company greatly support the comfort of employee’s work. Respondents reply that the number of working hours assigned to employees is


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acceptable and do not interfere with other activities with the following portions: technical workers (78.6%), office workers (73.3%), and afdeling workers (79.5%). The use of technology, especially in the technical field continues to be advanced. As many as 64.3% of employees say that they work mostly using sophisticated technological tools. However, unlike the conditions of workers in afdeling, 56.4% of afdeling respondents say that they do not use sophisticated technological tools.

With the support of healthy work environment, workers are also eager to make improvements at the company. It is clear that 13 respondents say they were very happy when the superiors asked them to give feedback. It indicates that during this time employees continue to work well and enrich the innovations in the related field. In contrast with afdeling group employees, 43.6% said that there was very little possibility for afdeling employees to provide feedback on the job. A little more contrast situation occurs to office workers when the response from the office employees, which is equal to 73.3%, stated that they only waited for orders from superiors. That is because the nature of work in the administration which already has its own format and does not change dynamically.

With the upgrade of ideas at the workers level, the company gives a positive signal to its employees. The company provides an opportunity for its employees to be promoted when they are viable. That is, each employee has the same opportunity to move up. A total of 22 respondents said that the company allowed the great possibility to move up on the ranks. It is also similar to the responses of office workers and afdeling workers who say that the opportunity to be promoted is wide open, it just takes time for the promotion process.

Besides, the company also requires employees to continue to have a high social sense whether it is expressed in the organization or among fellow workers. Employee structure itself consists of various ethnicities even though it is dominated by ethnic of Java itself. The existence of the multiethnics does not make the company discriminate the treatment of each employee. A total of 15 respondents said that their relationship with fellow employees were very good even 71.4% of respondents still fostered good relationships with their superiors. The same response is also said by office and afdeling employees whose percentages are 87.2% and 93.3% respectively that the relationships established among fellow employees are not based on certain social groups.

The company also does not prohibit its employees to be involved in organizations either within the company or outside the company. As many as 75% of respondents say that the company gives freedom of expression for its employees and 85% of respondents say that the company respects the behavior of each employee. Slightly different responses are found on office workers and afdeling, they say that freedom of expression in the company is quite well supported. Freedom of expression can be in forms of stating opinions, carrying out activities outside the company, and others.

The high demand of working hours assigned to employees is enough to make an impact on the family routine. As many as 63% of respondents say that the effect of work on family routine is quite large. When the production of FFB is rising, the amount overtime will increase so that quality time with the family will also be consumed. The decrease of that personal time do not take any days, event on holidays into consideration as it keeps going and it is counted as overtime. This is also in


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accordance with the response of afdeling workers that is equal to 48.7%. Abundant amount of work makes spare time with the family become very limited. It occurs during fertilization, large production, plant maintenance to factory machinery.

After a good relationship between workers and company is formed, then a social bond between the two is materialized. The employees will be proud to use the company's attributes because it has built a good 'image'. As many as 67.8% of respondents said they were proud of the work done in the present. It is also similar to what afdeling employees said, 79.5% assumed that the image owned by the company was good enough and they felt proud of the company's presence in the community. For that, overall, the company has treated employees well as much as 85, 7% respondents reacted.

5. Description of Variance Test Among Three Workers Groups By doing Anova test, there is a significant variation to the environment that arises among the three characteristics of the employees.

Table I. QWL Differences on Workers in Plantation Unit

Quality Of Working Life Workers

F Sig Office Afdeling Technical

Adequate and fair compensation 4.08 3.60 3.99 16,924 .000 Safe and healthy working condition 4.09 3.53 3.96 11,534 .000 Immediate opportunity to use and develop human capacities and talents

3.74 3.90 3.70 1,915 .153

Opportunity for continued growth and security

3.38 3.28 3.29 .434 .649

Social integration in the work organization, 2.94 2.70 2.86 5.287 .007 Constitutionalism in the work organization 4.45 4.33 4.40 .639 .530 Work and total life space 3.33 3.02 3.39 6,148 .003 Social relevance of work life. 4.70 4.60 4.52 .793 .456

There are other factors that still determine the uncomfortable environment in this Plantation Company, namely: adequate and fair compensation, safe and healthy working conditions, social integration in the work organization and work and total life space. From the calculation result, the most visible difference is between the group of afdeling workers and the other two groups of workers, office workers and factory or technical workers. The differences emerge due to several treatments to the group. From a moderately fair income item, there is a noticeable difference between the office employees with the technical employees and the afdeling employees. The difference is seen as much as 2.89 units. Conditions that happen resemble the other three items which is a significant difference that occurs between groups of afdeling workers and office workers with technical workers. The average difference value is also in the numbers of 3,949, 1,685 and 1,231 respectively. From Post Hoc test results it can be seen that the highest average difference lies on environmental items that ensure health and safety. The average difference also occurs in the group of afdeling workers and office workers with technical workers.

From the results of the study, not all items have different working environments for each employee (Afdeling, Office, Technical) at plantation unit. These four items illustrate the presence of a less comfortable and less harmonious working


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environment in their working space. Discomfort that occurs in the group of employees also occurs to afdeling, office and technical workers. The difference is also based on several factors that can be explained in accordance with the history of plantation companies. The different job locations results in different job conditions as well. The location of the working space of the office workers and the the factory workers is adjacent to the corporate administration office when being compared to the location of the afdeling workers. Location of afdeling can be interpreted as an administrative area in which each area is in charge of the area of plantations within the area of 1000 ha (flat land) and 800 ha (hillside land). The remote location far from the administration office causes a different work culture and working group on the employees. The expression some afdeling workers responded during the interview:

... .. The location of our residence known as afdeling is, very far from city and paved road. It takes more than 1 hour to reach our settlement after a paved road, with poor road conditions. Getting information and communication is also difficult. Not only the road, but television and mobile phone signals are also not good ....

On the "fair and appropriate" item afdeling employees felt that it has not been enough for daily needs. The reason is interpreted by afdeling workers by looking at the proportion of work they do. The assumptions of heavy and direct work with exposing themselves to solar heat radiation (such as crop maintenance, plant maintenance, and harvesting) should enable afdeling workers being paid well, compared to the proportion of office / administration workers and factory or technical workers. Job risk encountered by afdeling employees is greater than that of administrative office employees. On the other hand, afdeling employees also have a higher job risk when being compared to technical workers (in this case in the Palm Oil Factory). Although, the risk of working in factories may also include disability to death. It is just that the application of SOP (Standard Operational Procedure) in Palm Oil Factory is still run procedurally and able to minimize work accidents on employees. Observations on some of the afdeling units involved in the study sample showed that many workers did not refer to the arbitrary work procedures. The lack of use of occupational health and safety equipment is one of the factors of high rates of occupational accidents.

This is reinforced by the average difference in "environment that guarantees health and safety" items of 3,949 and greater when compared to other items. Very different from the condition of work atmosphere in office employees who have a proportion of work with a job risk that is not too high. On the "whole living space" item it appears that office employees spend more time with their families when compared to afdeling employees. Furthermore, the high proportion of employment makes time with families consumed with the work at hand. Especially when the high number of FFB (Fresh Fruit Bunches) will be harvested, in this case the harvest officers often face overtime hours. In contrast to the office worker where the work will accumulate when going to work on the monthly report of the garden unit, starting from the administrate report until the report of the harvest obtained.


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2. Frequency Table Analysis Based on Different Criteria In this sub-chapter we show four different variables compared to other

variables of Quality of Working Life. The tables below are the frequency tables of the statistical tests on the afdeling workers. The frequency table of the afdeling workers is shown to sharpen the statistical analysis of the previous difference test. Afdeling workers was selected because of the three types of employees tested, afdeling workers provided different answers to QWL variables.

Table II. Item Fair and Appropriate Compensation

Question 1 2 3 4 5 Mean Std

Deviation Company gives sufficient salary to the employee

8 20.5%

15 38.5%

16 41%

0 0%

0 0%

2.21 0.767

Salary given is proportional to the job and basic necessities of family

1 2.6%

14 35.9%

11 28.2%

12 30.8%

1 2.6%

2.95 0.944

Salary given is proportional to skills and educational background acquired

1 2.6%

12 30.8%

12 30.8%

13 33.3%

1 2.6%

3.03 0.932

Rice supply fee is given to the employee

0 0%

0 0%

1 2.6%

28 71.8%

10 25.6%

4.23 0.485

Free medical cost for employee and member

0 0%

0 0%

0 0%

12 30.8%

27 69.2%

4.69 0.468

Working trip cost and expenditure out of town

0 0%

1 2.6%

2 5.1%

11 28.2%

25 64.1%

4.54 0.720

59% of afdeling workers in afdeling stated that the salary they received was not sufficient. Only 33.4% of respondents said that the salary they received was enough to cover family needs. The remaining 66.6% of respondents stressed that the salary / wages they got were not able to make ends meet for the family. However, they feel quite satisfied with some facilities provided by companies such as free medical expense, rice supply fee and travel expenses.

A total of 79.5% of respondents considered that the number of working hours provided to employees is sufficient and does not interfere with other activities. But on the other hand, as many as 25.6% of workers feel uncomfortable with the number of overtime hours provided. Overtime here is attributed to the income received and the level of difficulty of work performed.


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Table III. Item Safe And Healthy Working Condition


Deviation Working hour set to employee

0 0%

0 0%

8 20.5%

25 64.1%

6 15.4%

3.95 0.605

Overtime comfort 10

25.6% 0

0% 11

28.2% 14

35.9% 4

10.3% 3.05 1.356

Using technological tools for working

12 30.8%

3 7.7%%

7 17.9%

9 23.1%

8 20.5%

2.95 1.555

Convenience in using sophisticated technological tools

10 25.6%

2 5.1%

6 15.4%

14 35.9%

7 17.9%

3.15 1.479

Providing protective work tools

1 2.6%

0 0%

8 20.5%

16 41%

14 35.9%

4.08 0.900

The safety and comfortness of protective work tools

0 0%

0 0%

1 2.6%

25 64.1%

13 33.3%

4.31 0.521

Fatigue and overwhelmed felt during the work

3 7.7%

9 23.1%

9 23.1%

12 30.8%

6 15.4%

3.23 1.202

Table IV. Item Social Integration In The Work Organization


Deviation Consist of multiple ethnicities

0 0%

0 0%

0 0%

14 35.9%

25 64.1%

1.64 0.486

There has been a discrimination incident in work among workers

22 56.4%

12 30.8%

3 7.7%

2 5.1%

0 0%

1.62 0.847

Getting different treatment in work

3 7.7%

26 66.7%

5 12.8%

5 12.8%

0 0%

2.31 0.800

Relationship with co-workers

0 0%

2 5.1%

2 5.1%

20 51.3%

15 38.5%

4.23 0.777

Relationship with managerial superior

2 5.1%

7 17.9%

5 12.8%

22 56.4%

3 7.7%

3.44 1.046

Like to work in team 0

0% 38

97.4% 0

0% 0

0% 1

2.6% 2.05 0.320

Ideas are well-apreciated by superiors

0 0%

2 5.1%

15 38.5%

16 41%

6 15.4%

3.67 0.806

Afdeling workers are usually engaged with quite heavy jobs, especially for taking care of the plants to harvesting the palm fruit. In addition, the use of technology also is not implemented thoroughly and as many as 30.6% of respondents said they were working without technological tools and the rest felt comfortable when using technological equipment in their daily work. Based on observations at harvest time, harvesting tools used are still conventional and not yet upgraded. The use of equipment and technology is needed by workers to increase the amount of palm fruit that can be harvested and this is related to the amount of wages earned. With these conventional appliances, 30.8% of respondents said they were quite tired and overwhelmed while working.


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Although dominated by Javanese ethnicity, workers generally understand the diversity among them and there has never been any friction and conflict caused by ethnic differences. Differences in the treatment of work are expressed only by 12.8% of respondents and the occurrence of employment discrimination by fellow workers expressed by 5.1% of respondents. In terms of relationships with fellow employees in afdeling, 89.8% say their relationship is harmonious but does not like working in a team. On the other hand, as many as 23% of employees consider the relationship with managerial is not harmonious and the ideas in work are always appreciated by superiors.

Table V. Work And Total Life Space


Deviation The effect of work routine to family

2 5.1%

17 43.6%

18 46.2%

2 5.1%

0 0%

2.51 0.683

Uneasy to spend spare time with family

3 7.7%

14 35.9%

21 53.8%

1 2.6%

0 0%

2.51 0.683

Proportional working hour 8

20.5% 4

10.3% 1

2.6% 21

53.8% 5

12.8% 3.28 1.395

Sufficient break time 0

0% 7

17.9% 0

0% 26

66.7% 6

15.4% 3.79 0.923

The heavy burden of working hours set for employees is quite influential on family life. As many as 48.7% of respondents said that their personal life were also affected and 43.6% of the workers said that their free time with many families were consumed by overtime work hours. This can happen, when the production of palm fruit is increasing then overtime will increase so that the time with the family will also be reduced. This is done to earn extra income other than fixed salary earned each month. The decrease of family time also do not consider any days, even on holidays and it is counted as overtime.

3. Conclusion

This study shows that there is a difference in working environment on employees who work in the lowest unit in the palm oil plantation sector owned by state plantation companies. This difference is obtained by using the 8 dimensional measurements of Walton (1975) namely 1) Adequate and fair compensation, (2) Safe and healthy working condition, (3) Opportunity for continued growth growth and security, (5) Social integration in the work organization, (6) Constitutionalism in the work organization, (7) Work and total life space, and (8) Social relevance of work life. The wages given by the plantation company are considered acceptable by all three categories of plantation workers, which are office workers, technical workers and afdeling workers. However some afdeling workers consider their salaries insufficient and there are significant discrepancies with other groups of employees especially when being deemed to the heavier physical workloads and overtime fees. In detail, through this study it can be summarized as follows:


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1. Inharmoniousness occurs at inadequate income and compensation variables in afdeling workers when being compared to technical and office workers.

2. The overtime obligation and lower overtime wages compared to technical and office workers, make the afdeling workers feel uncomfortable. This is what causes high levels of fatigue and overwhelm.

3. There is no apparent inharmoniousness among afdeling workers. The inharmoniousness expressed by afdeling workers is caused by striking differences in terms of facilities and infrastructures obtained between the office workers and the factory workers. They consider discrimination in employment and differences treatment in work, especially in terms of salary.

4. Other inharmoniousness arises when leisure time with the family is taken away due to the considerable number of working hours and inadequate overtime pay for additional wages. Afdeling workers assume that this can disrupt the harmony in the daily work.

This research is funded by Ministry of Research, Technology and Higher Education (Kemristek Dikti) through Directorate General of Research (Dirjen Riset dan Pengabdian Masyarakat) done in 2016 by the research scheme of BPPTN University of North Sumatra according to Surat Tugas No. 6049/UN5.1.R/PPM/2016, July 19, 2016

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