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This research aims to analyze the influence of job placement, fringe benefits, and work facilities on the performance of employees at Jawa Pos Kediri, both partially and simultaneously. The method used is quantitative with a descriptive and associative approach. Data were collected through the distribution of questionnaires to 50 respondents who are employees of Jawa Pos Kediri. The data analysis techniques used include multiple linear regression, t-test (partial), F-test (simultaneous), and the coefficient of determination (R²). The results indicate that both partially and simultaneously, job placement, fringe benefits, and work facilities have a positive and significant impact on employee performance. The R² value of 0.944 indicates that 94.4% of the variation in employee performance can be explained by these three variables, while the remaining 5.6% is influenced by other factors. Therefore, this study emphasizes that appropriate job placement, adequate benefits, and sufficient work facilities are important factors in improving employee performance at Jawa Pos Kediri. Thus, the company management needs to pay more attention to these three aspects to create a productive and sustainable work environment.

This study aims to analyze the influence of leadership style, motivation, and work environment on employee performance at UD. Nur Amalina, Kediri Regency. The research employed a quantitative descriptive approach involving 38 employees as the total population, using a census sampling technique. Data were collected through a five-point Likert scale questionnaire and analyzed using multiple linear regression analysis with IBM SPSS version 25.0. The results reveal that leadership style, motivation, and work environment have a positive and significant effect on employee performance, both partially and simultaneously. Among these variables, leadership style shows the most dominant influence in improving employee performance. The coefficient of determination (R²) value of 0.925 indicates that 92.5% of employee performance variation can be explained by these three variables, while the remaining 7.5% is influenced by other factors outside the research model. These findings highlight the crucial role of effective leadership, fair motivation systems, and a supportive work environment in enhancing employee performance and productivity within the agribusiness sector.

This study aims to analyze the influence of work facilities, competence, and work conflict on employee productivity at UD Karya Pala Kediri, both partially and simultaneously. The research employed a quantitative approach with a causal associative design. The population consisted of 36 employees, all of whom were included as respondents using a saturated sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using validity, reliability, classical assumption tests, and multiple linear regression analysis. The results indicate that work facilities, competence, and work conflict have a positive and significant effect on work productivity, both partially and simultaneously, with a coefficient of determination (R²) value of 0.862. This means that 86.2% of the variation in work productivity is explained by these three variables, while the remaining 13.8% is influenced by other factors outside the research model. The findings highlight that improving employee productivity can be achieved through adequate work facilities, continuous competence development, and constructive conflict management within the workplace.

This study aims to analyze the effect of work discipline, work environment, and effective communication on employee loyalty at PT. Sentong Sultan Keraton Majapahit in Kediri City. This research uses a quantitative associative approach with a survey method. The population consists of 35 employees, all of whom were selected as samples using the total sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using multiple linear regression with SPSS version 25. The results show that work discipline and work environment have a positive and significant effect on employee loyalty, while effective communication has a positive but not significant effect. Simultaneously, all three independent variables significantly influence employee loyalty, with a determination coefficient (R²) of 0.779, indicating that 77.9% of loyalty variation is explained by these factors. Therefore, this study concludes that consistent implementation of work discipline and the creation of a conducive work environment are key determinants of employee loyalty, while effective communication should be strengthened to optimize its role in maintaining harmonious workplace relationships.

This study aims to analyze the influence of work discipline, work motivation, and incentive provision on employee performance in the production department of PT Wonojati Wijoyo. The study employed an associative quantitative approach, with 65 respondents selected using a purposive sampling technique. Data were collected through a five-point Likert-scale questionnaire that passed validity and reliability tests. The data were analyzed using multiple linear regression with SPSS version 29, including classical assumption tests, t-test, F-test, and the coefficient of determination (R²). The results show that work discipline has a positive and significant effect on employee performance, while work motivation and incentive provision have no significant effect. However, simultaneously, the three variables significantly affect employee performance, with a coefficient of determination of 77.9%, indicating that the remaining 22.1% is influenced by other factors not included in the model. These findings highlight the importance of implementing human resource management policies that balance discipline, reward systems, and motivation programs to improve employee performance sustainably.

This study aims to analyze the effect of physical work environment, work motivation, and teamwork on employee performance at PT Adira Dinamika Multi Finance Tbk. The research employed a quantitative approach with a survey method involving all 51 employees as the total sample using a saturated sampling technique. Data were collected using a five-point Likert scale questionnaire developed from the theories of Herzberg, Luthans, and Tuckman. Validity and reliability tests were conducted to ensure instrument quality, while data were analyzed using multiple linear regression with SPSS version 26. Classical assumption tests, including normality, multicollinearity, heteroscedasticity, and autocorrelation, were performed to verify the model’s adequacy. The results indicate that the physical work environment, work motivation, and teamwork have positive and significant effects on employee performance, both partially and simultaneously. Among these variables, work motivation exerts the strongest influence on performance improvement. Overall, the three independent variables explain 84.2% of the variation in employee performance, while the remaining 15.8% is explained by other factors not included in the model. These findings highlight the importance of strengthening employee motivation, improving workplace conditions, and fostering a collaborative work culture to enhance human resource management effectiveness in the financial service industry.

This study aims to analyze the effect of wages, workload, and work discipline on employee performance at Bakpia Latief MSME in Kediri. The research method employed is quantitative with a survey technique. The sample consists of 32 respondents selected through a saturated sampling technique. Primary data were collected using a Likert-scale questionnaire that had been tested for validity and reliability, while secondary data were obtained from documentation and literature review. Data analysis was conducted using multiple linear regression preceded by classical assumption tests. The results indicate that wages have a positive and significant effect on employee performance, while workload and work discipline do not have significant partial effects. However, simultaneously, the three independent variables significantly influence employee performance, with a coefficient of determination (R²) of 0.579, indicating that 57.9% of employee performance variation can be explained by wages, workload, and work discipline. This study highlights the importance of a fair wage policy in enhancing performance, although other factors such as workload and discipline still need to be managed proportionally.

This study aims to analyze the influence of work-family conflict, job stress, and compensation on employee performance at PT Nusa Gas Pratiwi. A quantitative approach with a survey method was employed, and data were collected through questionnaires distributed to 35 permanent employees. The data were analyzed using multiple linear regression with SPSS software. The results indicate that work-family conflict, job stress, and compensation have a positive and significant effect on employee performance both partially and simultaneously. The coefficient of determination (R²) of 0.900 implies that these three variables explain 90% of employee performance variation, while 10% is influenced by other factors outside the model. These findings reinforce the Job Demand-Resource and Role Enrichment theories, suggesting that job stress and role conflict can become positive driving forces when balanced with fair compensation and organizational support. Therefore, maintaining equilibrium between psychological and economic factors is essential to enhance employee productivity and loyalty.

This study aims to analyze the influence of work stress, work discipline, and work environment on employee productivity at UD. Podo Seneng. A quantitative approach was employed using survey methods through questionnaires, interviews, and observations. The sampling technique applied was saturated sampling, involving the entire population of 40 employees. Data analysis included validity and reliability tests, classical assumption tests, and multiple linear regression analysis supported by t-tests, F-tests, and the coefficient of determination (R²). The results show that, partially, work stress has a negative but insignificant effect on productivity. In contrast, work discipline and work environment have a positive and significant effect on productivity. Simultaneously, the three variables significantly influence employee productivity, contributing 49.7% to the variance. These findings indicate that strengthening work discipline and creating a conducive work environment are dominant factors in improving productivity, while the effect of work stress remains inconsistent and requires further investigation in different organizational contexts.

In the era of rapid globalization, human resource management has become a crucial element in achieving optimal productivity, where employee performance is strongly influenced by several factors. This study identifies obstacles related to work motivation and discipline, as well as environmental conditions that may affect performance, such as tardiness and unexcused absences. The purpose of this research is to analyze the influence of work environment, work motivation, and work discipline on employee performance at UD Rahayu Indah. This research employs a quantitative method with a population of 76 respondents. The sample also consists of 76 respondents, determined using the saturated sampling technique. The analytical tool used in this study is SPSS 25.0. The findings indicate that the work environment has a significant partial effect on employee performance, work motivation has a significant partial effect on employee performance, work discipline has a significant partial effect on employee performance, and the work environment, work motivation, and work discipline simultaneously have a significant effect on employee performance.

This study aims to analyze the performance of state-owned enterprises (BUMN) from a financial aspect based on the financial ratios stated in the Ministerial Decree No. KEP-100/MBU/2002 at PT. Adhi Karya (Persero) Tbk for the 2019-2023 period. This type of research is quantitative descriptive research. Using secondary data in the form of related company financial reports. The sampling technique was carried out using the purposive sampling method and obtained 5 financial reports from the company PT Adhi Karya (Persero) Tbk for the 2019-2023 period. The results of the study showed that the ROE calculation results experienced a drastic decline in 2020 with a value of 0.43% and began to increase in the following years, ROI increased in 2021 with a value of 22.99% but decreased again in the following year and showed unstable performance, The cash ratio showed significant growth and reached its highest value in 2023 at 18.03%, the current ratio showed unstable performance, reaching its lowest point in 2021 at 101.52%, The collection period value reached its highest point in 2023 with a total of 124.06 days, inventory turnover experienced an increase in performance so that in 2023 it was recorded at 103.37 days, TATO showed unstable performance reaching its lowest value in 2022 with a value of 87.36%, and Total Equity to Total Assets reached its lowest value in 2021 at 14.18% and began to increase in the following year.

This study aims to analyze the effect of job satisfaction and organizational commitment on employee productivity at the Semarak Dana Mojokerto Savings and Loan Cooperative.  The problem of low discipline and performance of marketing staff is an important background, given the limited empirical studies on human resource factors in micro cooperatives in Indonesia.  This study uses a quantitative approach with a total sampling technique on 35 respondents.  The instrument, in the form of a questionnaire, consisted of 28 statement items measured on a 1–5 Likert scale, with validity and reliability tests showing good results (Cronbach's Alpha > 0.70). Multiple linear regression analysis was used with the help of SPSS 26. The results of the study show that job satisfaction has a significant positive effect on productivity (β = 0.723, p < 0.05), as does organizational commitment (β = 0.555, p < 0.05). Simultaneously, these two variables contribute to an increase in employee productivity with a coefficient of determination of 77.8%.  These findings support the theories of Locke (1976) and Meyer & Allen (1991) and are in line with previous studies, although the context of micro cooperatives provides unique characteristics. The practical implications of this study encourage cooperatives to strengthen their reward systems, provide training, and improve work SOPs, particularly in marketing services. The limitations of this study lie in the small sample size and cross-sectional design. Future research is recommended to use a larger sample, a longitudinal approach, and include moderator variables such as work motivation or organizational culture.

The research findings indicate that, on a partial basis, only the Work-Life Balance variable has a significant effect on employee performance, with a significance value of 0.029 and a t-value of 2.311. In contrast, the Physical Work Environment and Interpersonal Communication variables show no significant impact, with significance values of 0.774 (t-value -0.290) and 0.217 (t-value 1.264), respectively. Simultaneously, the three variables do not exhibit a significant influence on performance, as evidenced by a significance value of 0.056 on an F-value of 2.845. The coefficient of determination (Adjusted R²) of 0.240 suggests that the model explains only 24% of the variability in employee performance. These results imply that employee performance at PT Daihatsu Jolo Abadi is more strongly influenced by work-life balance than by the physical work environment or social interactions in the workplace. Therefore, strengthening work-life balance should be a strategic priority for enhancing performance, alongside exploring other relevant variables for future studies.

Most agencies recognize the importance of work discipline as a foundation for shaping obedient and responsible employees. At KSP Semarak Dana Mojokerto, the implementation of work discipline, workload distribution, and motivation has been carried out to improve performance. However, issues such as low discipline, workload imbalance, and uneven motivation still persist, affecting employee performance. This study aims to examine the influence of work discipline and workload on employee performance, with work motivation as an intervening variable. The research was conducted through questionnaire distribution to employees. The population consisted of all active employees of KSP Semarak Dana Mojokerto. A total of 35 respondents were selected using non-probability sampling with the census or total sampling method. Data analysis was performed using path analysis with the SPSS 25 program. The results indicate that work discipline has a positive and significant effect on employee performance, while workload does not significantly affect performance. Work discipline also has a positive and significant effect on motivation, and workload has a positive and significant effect on motivation. However, motivation is not able to significantly mediate the relationship between work discipline or workload and employee performance at KSP Semarak Dana Mojokerto.

This study aims to determine the effect of work environment and work discipline on employee performance. The type of research used is quantitative research. The study was conducted at the Official Honda Tridjaya Motor Subang Motorcycle Dealer. The number of respondents was 35 people. This study distributed questionnaires to employees. Data processing and analysis techniques used SPSS version 25. The results of the study stated that the Work Environment and Work Discipline had a significant effect individually and a significant effect together on the Performance of Employees at the Official Honda Tridjaya Motor Subang Motorcycle Dealer.A comfortable work environment and a high level of discipline will improve employee performance.

This research discusses the application of McKinsey's 7S model in increasing profitability at PT BPRS Karya Mugi Sentosa Surabaya. McKinsey's 7S model consists of seven main elements: strategy, organizational structure, operational system, leadership style, staffing, skills, and shared values. The research used a qualitative approach with direct observation methods, structured interviews, and in-depth data analysis to evaluate the effectiveness of the model. The results showed that the harmonization of the elements of McKinsey's 7S model contributed significantly to improving profitability, reflected in the increase in assets, growth in the number of customers, and stability of financial statements over the past five years. However, challenges such as HR adaptation to the new strategy and consistency of implementation are concerns that need to be addressed. This study concludes that the implementation of McKinsey's 7S model is able to encourage the strengthening of corporate strategy and competitiveness in the midst of intense competition in Islamic banking.

This study aims to analyze the impact of education and training, motivation, and compensation on employee performance at Bank BNI Main Branch Yogyakarta. A quantitative method using survey and multiple linear regression analysis was employed. A sample of 75 respondents was selected using Slovin's formula from a population of 238 employees. The results indicate that all three variables significantly affect employee performance. Education and training enhance employee skills, while motivation drives employees to commit more to their work. Fair and competitive compensation contributes to employee satisfaction and productivity. This study provides valuable insights for organizations in developing employee-related policies. However, the research is limited to a single branch and employs a quantitative approach, suggesting the need for further studies with a qualitative approach and a broader sample size for more comprehensive results.

The purpose of this study was to determine and analyze the effect of work experience and workload on employee performance at PT. Astra Honda Motor Unaaha. The location of this study was conducted at the showroom of PT. Astra Honda Motor Unaaha, which is located in Tumpas Village, Unaaha District, Konawe Regency. In this study, all populations were sampled, namely 30 employees. To measure the effect of work experience and workload on employee performance, a measuring instrument in the form of a questionnaire was used, the answer categories for questions using the Likert Scale. Work experience and workload have a significant effect on employee performance, this means that the more work experience and balanced workload will increase employee performance, where the partial test of the work experience variable (X1) obtained a t significance of 0.001 smaller than 0.05, then partially the work experience variable (X1) has an effect on employee performance variables (Y). And the partial test on the workload variable (X2) obtained a t significance of 0.000, or a t significance of less than 0.05, so partially the workload variable (X2) has an effect on the employee performance variable (Y).

The implementation of MYOB Accounting at the Blue Campus Prosperous Employee Cooperative is a strategic step to increase efficiency and accuracy in financial management. Previously, this cooperative used a manual system which was prone to errors and took time in the process of recording transactions. By switching to MYOB Accounting, cooperatives can automate various financial processes, from recording daily transactions to monthly financial reports. This implementation not only speeds up the administrative process, but also increases the transparency and accountability of financial reports. As a result, the Biru Sejahtera Campus Employee Cooperative has experienced an increase in data-based decision making, as well as making it easier for members to access financial information. It is hoped that the implementation of this software-based accounting system can become a model for other cooperatives in improving financial management professionally and efficiently.

The aim of this research is to determine the influence of the work environment, individual characteristics and employee performance at Bank Syariah Indonesia. This research uses a qualitative approach using literature study and technical content analysis. In the work environment at Bank Syariah Indonesia there is a huge support for the creation of a company's activity processes. With a good working environment, good and pleasant working conditions will be created, this can provide employee morale. According to (Rahmawanti et al., 2014). a work environment that is always around workers who are able to influence them in carrying out the tasks they have been burdened with. Meanwhile, individual characteristics are that each person must have different views, goals, abilities and needs from each other. These differences will bring habits into the world of work, which will cause self-satisfaction and cause differences between each other even though they work in the same place. An employee's performance is the result of a person's work during the period of work, for example standards, targets or target criteria that have been determined in advance and have been mutually agreed upon.