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Employee engagement is critical to organizational performance, employee well-being, and long-term sustainability. In hybrid work contexts, generational differences have become increasingly evident, particularly between Generation Y and Generation Z employees. Generation Y tends to emphasize work–life balance, career development, and meaningful collaboration, while Generation Z prioritizes flexibility, job security, digital integration, and the use of technology in the workplace. This study adopts a systematic literature review (SLR) approach by synthesizing findings from various peer-reviewed studies related to employee engagement and hybrid work practices across generations. The review focuses on identifying key factors that influence employee engagement in modern work environments. The results indicate that hybrid work can significantly enhance employee engagement when organizations provide flexibility, autonomy, adequate technological support, professional development opportunities, and fair reward systems. In addition, supportive organizational culture and effective leadership are important in maintaining employee motivation and commitment. However, differences in generational expectations require organizations to implement adaptive managerial strategies, including flexible work policies, personalized communication approaches, and inclusive leadership practices to strengthen employee engagement across different generations in hybrid work settings.

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.

In the current era of globalization, various problems must be faced by organizations, from within and outside the organization. Organizations are required to make strategies to be able to deal with existing problems and be able to serve the public or clients properly and optimally. This study aims to examine the effect of work environment, motivation, and the combined effect of work environment and motivation on employee performance at RSU Bunda Jembrana. This research uses quantitative methodology. The research methodology used in is a quantitative approach. The data sources used are primary and secondary. There is primary data obtained from observation methods, interviews, and questionnaires to respondents. Secondary data sources are data from certain records obtained through journals, modules and books in accordance with this research problem. The sample of this study amounted to 20 participants who worked at RSU Bunda Jembrana. This research data analysis through Validity Test, t test, and f test. The findings of this study show that the work environment has a positive effect on work motivation at RSU Bunda Jembrana, motivation has a positive effect on employee performance, and a positive effect of work environment and motivation on overall employee performance.

This study aims to test and determine the effect of work environment, work motivation, and work discipline on the performance of MSMEs in Demak Regency. This study uses a quantitative method. The population in this study, the author uses the population of MSME actors in Dempet District, Demak Regency in the culinary, fashion, automotive, and agribusiness sectors, totaling 282 MSMEs. Based on the sample calculation using the Slovin formula, it can be seen that the sample in this study is 165 MSMEs. The sampling technique used in this study is the probability sampling method, all elements (eg: people, households) in a population have an equal opportunity to be selected in the sample. The results of this study are that the work environment affects performance, work motivation affects performance, and work discipline affects the performance of MSMEs in Demak Regency.

Human Resources plays a very important role in the company and can be used to run other workforce to achieve company goals. This research is to determine the influence of Motivation and Work Environment on Employee Performance at PT. HAHA Indonesian Spectrum. In this research, the research design used by the author uses quantitative methods. The sampling technique in this research used a saturated sampling technique. Data collection on respondents' answers in this research questionnaire used a Likert scale. The number of samples used was 41 employees at PT. HAHA Spektrum Indonesia and tested using SPSS Version 25. In the calculation results of the hypothesis test, an F value of 32.433 > 3.24 F Table was obtained and was supported by a significant value of 0.000, where the conditions accepted in this hypothesis were a significant value of less than 0, 05 and obtained a t value of 2.262 > t table 2.024 with a significant value of 0.029, where the significant value is less than 0.05. So from the test results in the problem formulation in this research, it is stated whether there is an influence on Motivation and Work Environment on Employee Performance at PT. HAHA Indonesian Spectrum, namely the existence of influence and Hypothesis H3 is accepted.

This research aims to examine the influence of work ethic, communication and work motivation on employee work discipline. Work discipline is an important factor in increasing organizational productivity and performance. Factors such as work ethic, communication and work motivation have a significant role in shaping the level of employee work discipline in the work environment. This research uses a quantitative approach by collecting data through questionnaires distributed to 100 employee respondents from various backgrounds and levels of position. The collected data was analyzed using statistical methods such as regression to assess the relationship between the independent variables (work ethic, communication and work motivation) and the dependent variable (work discipline). The results of the analysis show that there is a positive and significant influence of work ethic, communication and work motivation on employee work discipline. The SmartPLS 4 application was also used in this research to assist in the analysis of the data obtained. The findings of this research provide an important contribution to human resource management and organizational development.

The study aims to find out the impact on compensation, motivation, and the working environment in creating job satisfaction which in turn is expected to have a positive impact on employee performance. The method used in this research is a quantitative method with a descriptive analysis approach. The data was collected through the distribution of online questionnaires using the Microsoft Forms platform. The survey respondents consisted of 101 employees of different age ranges in one company. The data obtained from the questionnaire is measured using a Likert scale from one to five, which allows respondents to give the level of agreement or disagreement with statements related to compensation, motivation, work environment, job satisfaction, and employee performance. Data analysis is done using several steps, including the Outer Model and the Inner Model. Outer Models involve calculations of Convergent Reliability, Discriminant Validity, Composite Reliability, and Cronbach's Alpha. This aims to ensure the validity and reliability of the data used in the research. Meanwhile, the Inner Model involves statistical T, R-Square, f-square and VIF calculations using the SmartPLS (Partial Least Square) analysis tool version 4.0.9.3. Research results show that compensation, motivation, and the working environment have a positive and significant influence on employee job satisfaction.

This study aims to dietierminie thie ieffiect of disciplinie, motivation and work ienvironmient on work pierformancie at PT JS CiORP BiOYiOLALI, thie riesiearch miethiod usied is quantitativie with a tiotal samplie iofsamplie 100 iemplioyieies at PT JS CiORP BiOYiOLALI. Thie data ciolliectiion tiechniquie usied is a quiestiionnairie. Thie sampling miethiod usied ispriobability sampling with simplie randiom sampling tiechniquie. Thie data analysis miethiod ismultiplie liniear riegriessiion analysis with thie hielp iof SPSS 22 sioftwarie. Thie riesult iof this study shiow that simultanieiously thie indiepiendient variablies iof wiork disciplinie, wiork miotivatiion,and wiork ienvirionmient havie a significant ieffiect ion thie diepiendient variablie, namiely iemplioyieie wiork pierfiormancie.