Publication Search

Human Resource Management (HRM) plays a crucial role in ensuring that a company is able to grow, compete, and sustain its operations in an increasingly dynamic business environment. Effective HRM practices help organizations optimize employee performance, improve productivity, and maintain workforce stability. One of the key aspects of HRM that significantly influences employee performance is workload and job satisfaction. An imbalance in workload or low levels of job satisfaction may lead to decreased motivation, stress, and reduced work performance. This research aims to explore and evaluate the levels of workload and job satisfaction among employees at PT Indomarco Tangerang 1. Understanding these factors is essential to identify potential problems that may affect employee performance and organizational effectiveness. The study employs a quantitative research approach, which involves collecting numerical data that can be statistically analyzed to provide objective and measurable results. Data were gathered through structured questionnaires distributed to employees. A total of 30 employees from various divisions at PT Indomarco Tangerang 1 participated in this study. Statistical analysis was used to assess the relationship between workload and job satisfaction, as well as their overall condition within the company. The findings of this research are expected to provide useful insights for management in developing appropriate strategies to manage workload effectively and enhance job satisfaction. Ultimately, improving these aspects is expected to contribute to higher employee performance and support the long-term success of the company.

This study aims to determine the influence of work discipline (variable X1) and work culture (variable X2) on employee performance (variable Y). The research method used is a descriptive and verifiable method with a quantitative approach. Data collection techniques include observation, interviews, documentation, and literature studies to obtain comprehensive and relevant data for the purpose of the research. Data analysis techniques are carried out systematically, starting from the data compilation process, data tabulation, to the hypothesis testing stage. Data analysis uses multiple linear regression to determine the influence of each independent variable on the dependent variable. The results showed that the determination coefficient (R²) value was 69.8%, which means that work discipline and work culture simultaneously have a significant effect on employee performance. Meanwhile, 30.2% of employee performance was influenced by other factors outside of the study, such as motivation, work ability, leadership, personality, job satisfaction, work environment, and employee loyalty. Thus, it can be concluded that improving work discipline and a positive work culture plays an important role in improving.

This research aims to determine the effect of organizational support, work environment, and communication on employee performance at the Investment and One-Stop Integrated Services Office (DPM-PTSP) of Muaro Jambi Regency, both partially and simultaneously. The method used is quantitative analysis with a population and sample consisting of all 44 employees, determined through a saturated sampling technique. Data were collected using a Likert scale-based questionnaire, and the analysis was carried out using multiple linear regression with the help of SPSS software. The results of the study showed that (1) organizational support has a positive and significant effect on employee performance, (2) work environment has a positive and significant effect on employee performance, (3) communication has a positive and significant effect on employee performance, and (4) organizational support, work environment, and communication simultaneously have a positive and significant effect on employee performance. The recommendations/suggestions from this research are expected to improve employee performance by enhancing organizational support through fair task distribution, reward programs, and development opportunities; creating a comfortable and well- equipped work environment that encourages productivity; and strengthening effective communication between superiors and subordinates as well as among employees through regular meetings and discussion forums.

This study aims to analyze the influence of organizational culture, work environment, and workplace boredom on employee performance through Cyberloafing behavior among employees at PT Geo Dipa Energi (Persero). The research employed a survey method with a quantitative descriptive approach, enabling systematic collection of numerical data to identify relationships among variables. The sample consisted of 339 employees selected purposively to reflect diverse perceptions regarding organizational culture, working conditions, and levels of boredom. Data analysis was conducted using Partial Least Square-Structural Equation Modeling (PLS-SEM), which allows testing both direct and indirect effects among variables. The results indicate that organizational culture, work environment, and workplace boredom significantly affect employee performance, both directly and through Cyberloafing behavior. Cyberloafing was found to mediate the relationship between organizational culture, work environment, and employee boredom with performance, thereby either strengthening or weakening the influence of these variables on work outcomes. These findings highlight the importance of managing an organizational culture that promotes productivity, improving a conducive work environment, and reducing employee boredom levels. Additionally, controlling Cyberloafing behavior is crucial for optimizing employee performance. The study provides practical implications for the management of PT Geo Dipa Energi (Persero) in designing effective policies and programs to enhance work efficiency and employee satisfaction.

This study aims to determine how much influence simultaneously between internal communication and work environment on employee performance at PT AMYTHAS. This research method uses a quantitative descriptive approach with data collection techniques through distributing questionnaires to 51 respondents who are employees from various divisions. The data analysis technique uses multiple linear regression through the SPSS version 26 application. The results of the study show that partially the internal communication variable has a t-value of 2.711> Ttable 2.010 and a significance of 0.009 <0.05, so it can be concluded that internal communication has a significant effect on employee performance. Likewise with the work environment which has a t-value of 4.359> Ttable 2.010 with a significance of 0.000 <0.05, so the work environment also has a significant effect on employee performance. Simultaneously, internal communication and work environment have a significant effect on employee performance with a significance value of 0.000 <0.05 and an F count of 144.407> F table 3.19. So it can be concluded that internal communication and work environment have a joint influence on the performance of PT AMYTHAS employees.

This study was conducted to evaluate and confirm hypotheses related to communication, work discipline, and work environment as determinants of employee performance at Pabrik Rokok Cengkir Gading Nganjuk. A quantitative approach with an associative method was adopted. The research utilized a non-probability sampling strategy, specifically the saturated sample method, by involving all 53 employees in the production section. Data were processed using SPSS version 26 and analyzed through validity, reliability, normality, linearity, multicollinearity, heteroscedasticity, multiple linear regression, t-tests, F-tests, and the coefficient of determination (R²). Findings indicate that communication has a positive but insignificant effect on performance (Sig. 0.131 > 0.05). In contrast, work discipline significantly and positively influences performance (Sig. 0.016 < 0.05), while the work environment has a positive but insignificant effect (Sig. 0.052 > 0.05). On the other hand, communication, work discipline, and work environment together significantly affect employee performance (Sig. 0.000 < 0.05). The overall contribution of these three independent variables is 47.9%, with the remaining 52.1% explained by other unobserved variables.

This study aims to analyze the influence of work discipline, job satisfaction, and motivation on the performance of billman employees at PT. PLN Electricity Services ULP Kediri City. Employee performance plays a strategic role in ensuring the company’s service quality and operational sustainability, particularly in the field of billing services which directly impacts customer satisfaction and company revenue. The research employs a quantitative approach with a multiple linear regression method to assess both partial and simultaneous effects of the independent variables. The population of this study consisted of all 33 billman employees of PT. PLN Electricity Services ULP Kediri City, and due to the small size, a saturated sampling technique was used so that the entire population served as respondents. Primary data were collected through questionnaires distributed to all employees and then analyzed statistically. The findings indicate that, partially, work discipline has a negative and insignificant effect on employee performance, suggesting that discipline alone does not guarantee productivity improvement. On the other hand, job satisfaction and motivation both have a positive and significant effect on employee performance, showing that intrinsic and psychological factors contribute more strongly to optimal work outcomes. Furthermore, when tested simultaneously, work discipline, job satisfaction, and motivation collectively exert a positive and significant influence on employee performance. The coefficient of determination (R²) of 0.786 indicates that 78.6% of variations in performance can be explained by the three variables, while the remaining 21.4% is influenced by other factors outside this research model. These findings emphasize the importance of fostering job satisfaction and motivation through supportive management policies to enhance employee contributions and organizational effectiveness.

This study investigates the influence of employee engagement, digital training, and reward systems on employee productivity at the Central Statistics Agency of Kediri Regency. The research adopts a quantitative approach with a questionnaire as the primary data collection tool. A total of 33 employees participated as respondents, determined using a saturated sampling technique, which ensures that all members of the population were included. The instrument utilized was a Likert-scale questionnaire, designed to capture perceptions and experiences related to engagement, training, and rewards. The data were analyzed using multiple linear regression to measure both the partial and simultaneous effects of the independent variables on productivity. The results reveal that employee engagement plays a significant role in enhancing productivity, with a significance value of 0.003. Similarly, digital training and reward systems also exert a positive and significant influence, with significance values of 0.037 and 0.0002, respectively. When tested simultaneously, the three independent variables collectively demonstrate a substantial impact on employee productivity, as evidenced by an F-value of 76.069. Furthermore, the Adjusted R Square value of 87.6% indicates that the research model possesses strong explanatory power, meaning that most variations in productivity can be explained by employee engagement, digital training, and reward systems. These findings highlight the strategic importance of integrating engagement initiatives, continuous digital skill development, and fair reward mechanisms to foster higher levels of productivity. For organizations, particularly government institutions, the study underscores the necessity of adopting a holistic human resource development framework that addresses both intrinsic and extrinsic motivational factors to maximize employee performance.

This study aims to analyze the role of organizational culture in optimizing employee performance in Lebak Bulus Village, South Jakarta. A strong organizational culture is considered to have a significant contribution in improving the effectiveness of government officials and the quality of public services to the community. This study uses a qualitative descriptive approach with a phenomenological method, which emphasizes an in-depth understanding of the experiences, views, and behaviors of employees in carrying out their duties in their work environment. The research focuses on actors (employees), social situations, and activities that occur within the village environment. Data collection techniques were carried out through observation, in-depth interviews with key and primary informants, and documentation. Data validity was tested through triangulation of sources and techniques to increase the validity of the research results. The results show that the organizational culture in Lebak Bulus Village has strengths in the aspects of innovation and risk-taking, orientation towards results, orientation towards people, and stability. However, several weaknesses were still found, such as low individual initiative, lack of attention to detail, weak team orientation, minimal levels of aggressiveness, and limited employee experience and accuracy. Opportunities for improvement can be pursued through ongoing training and the digitalization of public services, although challenges remain, including a passive work culture and resistance to policy change. Overall, organizational culture plays a crucial role in supporting employee performance improvement, but a sustainable strategy is needed to strengthen professionalism and build a more adaptive and progressive work culture. Efforts to address identified weaknesses, such as improving communication between employees, developing leadership skills, and enhancing discipline in carrying out tasks, are essential for the continued development of a positive organizational culture. Furthermore, awareness of the importance of collaboration across organizational divisions must be instilled to create a more productive and efficient work environment.

This study aims to examine and analyze the influence of work discipline, organizational culture, and work ethics on employee performance at PT Amaze Indonesia Jaya. The background of this study is based on the importance of human resources as a company's main asset, where the level of discipline, established work culture, and applied work ethics can influence employee performance achievement. This study uses a quantitative approach by utilizing primary data obtained through questionnaires and secondary data obtained from company documents. The study population is all employees of PT Amaze Indonesia Jaya, with a total of 50 people who are also used as research samples using saturated sampling techniques. The research instrument has been tested for validity and reliability to ensure the feasibility of the collected data. Data analysis was carried out through validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing using t-tests and F-tests. The results of the study indicate that partially, work discipline has a positive and significant effect on employee performance, which means that the higher the discipline, the better the performance produced. Organizational culture has also been proven to have a positive and significant effect on employee performance, indicating that the values, norms, and habits that apply in the organization can motivate employees to work more optimally. Furthermore, work ethics has a positive and significant impact on performance, indicating that employee integrity, responsibility, and professionalism contribute to the achievement of work targets. Simultaneously, the F-test results indicate that work discipline, organizational culture, and work ethics collectively have a significant impact on employee performance.

This study aims to examine the influence of compensation and work discipline on employee performance at Cahaya Nikmah Bakery located in Samarinda City. More specifically, this study analyzes three main things: first, the influence of compensation on employee performance; second, the influence of work discipline on employee performance; and third, the simultaneous influence of compensation and work discipline on employee performance. This study was conducted on 40 permanent employees who work at Cahaya Nikmah Bakery as research subjects. The method used in this study is a quantitative approach, with data collection techniques through observation, interviews, and questionnaires. The collected data were then analyzed using multiple linear regression techniques to determine the relationship and influence between the variables studied. The results of the data analysis show that the calculated F value of 35.898 is greater than the F table of 2.87 at a significance level of 5%. In addition, the significance value of 0.000 is below the critical limit of 0.05. This indicates that there is a simultaneous significant influence between compensation and work discipline on employee performance at Cahaya Nikmah Bakery. In other words, the combination of the two independent variables has a real contribution in influencing the level of employee performance. In addition to the simultaneous effect, the partial test results also show that each variable, namely compensation and work discipline, has a significant influence on individual employee performance. This is evidenced by the significance value for both variables, which is 0.000, which is also less than 0.05. The conclusion of this study shows that adequate compensation and the implementation of good work discipline can significantly improve employee performance. Therefore, company management is advised to continue developing a fair compensation system and strengthening a culture of work discipline to support overall company productivity and efficiency.

Employee performance, which is a reflection of their competence in completing tasks, is very important for achieving organizational goals. Therefore, improving performance is a top priority for the company.This quantitative research aims to analyze the factors that influence employee performance in the Quality Control division of PT. Hwa Seung Indonesia, Jepara. Of the total 174 employees, 121 were used as research samples selected using the Slovin formula. Data collection was carried out through questionnaires with saturated sampling techniques. The collected data was then analyzed using various statistical methods, including multiple linear regression analysis. The research results show that the variables workload, compensation (t-value 2.865), work discipline (t-value 4.707), and motivation (t-value 4.425) together have a positive and significant influence on employee performance.

The problem in this study is the lack of communication between superiors and employees. There are still employees who are not disciplined in company regulations, the physical work environment at CV. Asia Mega Mas is inadequate and employee performance appraisal data has decreased from 2021-2023. The purpose of this study is to determine the effect of communication, work discipline and work environment on employee performance at CV. Asia Mega Mas.  The type of research is quantitative. The population in this study is employees of CV. Asia Mega Mas totaling 48 samples while the sampling technique uses the saturated sampling method. The sources in this study come from primary data and secondary data. The data collection method uses observation, interviews, questionnaires and documentation. The data analysis technique used is multiple linear regression. Data processing is assisted by the SPSS version 25 tool.  The results of the (t) test or partial test show that the communication variable (0.001) is greater than the alpha 5% (0.05) or t count = 3.561> t table 2.015. The work discipline variable (0.000) is greater than the alpha 5% (0.05) or t count = 4.168> t table 2.015. And the environmental variable (0.009) is greater than the alpha 5% (0.05) or t count = (-2.728)> t table 2.015. Then simultaneously the (F) test significant value F is smaller than 5% or 0.05 or the f count value = 36.243> F table 2.82. The results of the determination coefficient (R2) The adjusted R Square value is 0.692 (69.2%). So it can be said that 69.2% of the variation in communication, work discipline and environment variables in the model can explain employee performance variables, while the remaining 31.8% is influenced by other variables outside the model.

The problem in the research is that the work given exceeds the provisions of written regulations, company leaders do not pay enough attention to their employees or do not provide enough motivation to their employees, performance fluctuates from year to year because employees are less careful in their work. The aim of this research is to determine the workload and motivation of employee performance at PT. Mandiri Abadi Permai. The type of this research is quantitative. The population in this research is employees of PT. Mandiri Abadi Permai, totaling 140 respondents. Determining the number of samples using the Slovin formula was 58 respondents, while the sampling technique was carried out randomly. The data sources in this research are primary and secondary data. Then the data collection methods in this research are observation, interviews, questionnaires and documentation. Meanwhile, the data analysis technique used is multiple linear regression analysis. Multiple linear regression test results Y=8.137+0.5221+0.532X2+e. The results of the test (t) or partial test show that workload has a positive and significant effect on employee performance which can be seen from tcount 6.477>ttable 2.004 and the Motivation variable has a positive and significant effect on employee performance where it can be seen tcount 11.166>ttable value 2.004. Then simultaneously (F test), the F value is 83.947> F table 3.16. So that workload and motivation have a positive and significant effect on employee performance at PT. Mandiri Abadi Permai. The results of the coefficient of determination for the Adjusted R square value are 0.744 (74.4%). So it can be said that 74.4% of the variation in the independent variables in workload and motivation contributes to employee performance variables at PT. Madiri Abadi Permai, while the remaining 25.6% is influenced by other variables outside the model.

This study aims to determine the effect of self-efficacy, self-esteem, and self-control on employee performance at the Lubuklinggau City Transportation Agency, and to test the role of self-esteem as a moderating variable. The problem of this study is based on the phenomenon of decreasing employee performance productivity caused by the inability of employees to complete tasks independently, lack of motivation, and suboptimal teamwork. This study uses a quantitative method with an associative design. The sample in this study were 56 State Civil Apparatus (ASN) employees who were selected purposively. Data collection techniques were carried out through observation, questionnaires, interviews, and documentation. Data were analyzed using regression analysis with the help of statistical software. The results of the study showed that self-efficacy, self-esteem, and self-control had a significant effect on employee performance. In addition, self-esteem was proven to be able to moderate the relationship between self-efficacy and self-control on employee performance. These findings indicate that internal psychological factors play a very important role in supporting optimal employee performance in government organizations

This study was conducted on employees of SMKS Muhammadiyah 1 Sintang with the aim of identifying the influence of motivation and discipline on employee performance. A quantitative research method was used with data analysis through the SPSS program. The research population consisted of administrative staff and teachers at SMKS Muhammadiyah 1 Sintang, with a sample of 40 respondents selected using the total sampling method. Data collection techniques used an online questionnaire, and the research instrument employed a Likert scale. Data analysis methods included validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing. The results of this study indicate that: 1. Based on descriptive analysis, the motivation variable had an average value of 4.36 (very high category), the discipline variable 4.44 (very high category), and the performance variable 4.31 (very high category). 2. Motivation (X1) does not have a significant positive effect on employee performance (Y) with a calculated t-value of 1.631. 3. Discipline (X2) has a significant positive effect on employee performance (Y) with a calculated t-value of 2.871. Motivation (X1) and Discipline (X2) together have a significant effect on employee performance with a significance value of 0.000 < 0.05 and a calculated F value (12.129) > table F value (4.10).  

This study aims to analyze the application of Organizational Theory at PT Kereta Api Indonesia (Persero) in the context of organizational communication, organizational culture and employee performance. PT Kereta Api Indonesia as a state-owned company engaged in the transportation sector has unique challenges and opportunities in managing its human resources and operations. Through a qualitative approach, this study collected data from interviews with managers and employees, as well as analysis of internal company documents. The results of this study indicate that effective communication and a strong organizational culture contribute significantly to improving employee performance. In addition, the implementation of clear organizational values ​​and ongoing training are key factors in creating a productive work environment. This study is expected to provide insight for PT Kereta Api Indonesia management in optimizing organizational strategies to achieve better company goals.  

Iren Mailuhu (64210645), The Influence of Competency and Work Discipline on Employee Performance at PT. PLN (Persero) Customer Service Implementation Unit (UP3) Depok PT. PLN (Persero) PT. PLN (Persero) is a company owned by the state. The task of this company is to provide electricity distribution services and organize its main service units into several parts that are appropriate to the electric power system, such as generation, transmission and distribution. PT. PLN (Persero) in managing human resources needs to pay attention to the competency and work discipline of each employee in order to produce employees who are of good quality and superior performance. This research aims to determine the influence of competence and work discipline on employee performance at PT. PLN (Persero) Customer Service Implementation Unit (UP3) Depok. The research method used is a quantitative method with data collection using saturated samples or non-probability sampling. A total of 56 respondents were sampled and the data obtained was processed using SPSS version 27 with multiple linear regression analysis techniques, The results of the analysis show that Y = 6.651, X1 = 0.625, Based on the coefficient of determination test, it was found that the two independent variables had an influence of 68.1% on employee performance.

Physical work environment and work discipline are important to improve performance. managing the physical work environment is to create optimal conditions for employees to work comfortably, efficiently and productively, while the application of work discipline in the organization is to create a structured and productive work environment by ensuring that all employees comply with the policies, procedures and standards set by has been set. This research examines the influence of the physical work environment, work discipline, and employee performance at Solo Swalayan. The physical work environment includes factors such as work space comfort, lighting, ventilation, and ergonomics, while work discipline includes compliance with policies, rules, and procedures established by the company. Using quantitative methods, Multiple Linear Regression statistical data with Solo Swalayan employees as research objects. This research evaluates how these two variables affect overall employee performance. Based on the research results, it shows that the physical work environment and work discipline partially have a significant effect on employee performance. As well as the research results, physical work environment variables and work discipline simultaneously have a significant effect on the performance of Solo Swalayan employees.

The analysis intends to evaluate the impact of company values also workload on staff performance at Bank Syariah Indonesia KC Depok Margonda 2. Utilizing a quantitative statistical method, data collection involves observations and surveys provided to 33 employees. Using SPSS version 27, data assessment included aNOVA, correlation analysis, chi-square test, and R-squared value. Outcomes from the t-test reveal workplace culture (X1) adversely affects employee output (Y), yielding a t-value of -5.266, greater t-table 1.697 a significance value of 0.000. In conclusion, workload (X2) contributes positively and considerably to performance, reflected by a t-value of 5.765 > t-table 1.697 also a significance of 0.000. The F-test confirms that both variables jointly affect performance significantly (F-value 16.700 > F-table 3.316). The coefficient of determination (R²) measures 52.7%, revealing that work culture and workload together affect performance, with the remaining 47.3% influenced by different variables.