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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 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.

"Insider" practices and "privileges" are often overlooked in human resource management (HRM) discourse, despite their significant impact on organizational justice, employee motivation, and overall performance. This article explores how informal connections and preferential treatment undermine meritocratic systems, distort perceptions of fairness, and reduce job satisfaction and employee commitment. Using a qualitative case study approach, the findings reveal that perceptions of injustice caused by informal practices—such as promotions based on personal ties, biased performance evaluations, and exclusive access to opportunities—can significantly weaken both intrinsic and extrinsic employee motivation. The study highlights the urgency of implementing transparent, accountable, and performance-based reward systems as strategic efforts to foster a fair and healthy organizational culture. Practically, organizations must develop HRM policies that are not only procedurally fair but also perceived as equitable to sustain long-term employee productivity and retention.

Organizational Citizenship Behavior (OCB) refers to voluntary actions that are not directly rewarded by the formal reward system but that contribute to organizational effectiveness. Organizational citizenship behavior (OCB) is a reflection of the added value of employees and contributes to job performance, job satisfaction, and organizational commitment. PT Erindo Mandiri is a company engaged in the production of bottled mineral water. This study aims to evaluate the effect of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) at PT Erindo Mandiri, as well as to ascertain how HR management can improve company effectiveness through OCB. In this case, the researcher employs an associative method with the objective of discerning the impact of job satisfaction (X1) and organizational commitment (X2) on the organizational citizenship behavior variable (Y) at PT Erindo Madiri. The results of the research conducted at PT Erindo Mandiri indicate that job satisfaction and organizational commitment exert a positive influence on organizational citizenship behavior (OCB). The conjunction of these two variables engenders augmented individual and collective efficacy, as well as organizational systems that culminate in superior HR performance, characterized by minimal absenteeism and negligible deviations.

Educational supervision is a very important thing to do to improve the quality of education. Teacher performance is a result of work achieved by a teacher in carrying out the tasks assigned to him based on skills, experience, and sincerity as well as time.The research method in this thesis is a descriptive qualitative approach, data collection can use primary data sources and secondary data sources, data collection techniques using observation, interviews, documentation.The results of the study show that the supervisory role of the school principal in improving teacher performance at Nurul Falah Islamic Middle School Mangaran Situbondo is to provide guidance to teachers related to theoretical and practical learning, involve teachers in training, provide opportunities for teachers to take part in various education and training at the cluster or sub-district level regularly, subject teacher deliberations (MGMP), supervising teacher deliberations (MGP), and teacher working groups (KKG), as well as seminar workshop discussions, and provision of learning resources. providing motivation to teachers, collaborating with foundations that oversee the Nurul Falah Islamic Middle School Mangaran Situbondo, school committees, and the community. The motivation of school principals in improving teacher performance at Nurul Falah Islamic Middle School Mangaran Situbondo through regulation of the physical environment, regulation of the work atmosphere, discipline, applying the principles of rewards and punishments.      

Rumah sakit sebagai lembaga pelayanan kesehatan memerlukan kinerja karyawan yang optimal dalam memberikan pelayanan yang berkualitas kepada pasien. Kinerja karyawan dapat dipengaruhi oleh berbagai faktor, termasuk keterampilan, pengetahuan, motivasi, dan lingkungan kerja. Oleh karena itu, diperlukan strategi yang efektif untuk meningkatkan kinerja karyawan di rumah sakit. Penelitian ini bertujuan untuk mengevaluasi strategi peningkatan kinerja karyawan di rumah sakit. Metode yang digunakan adalah studi literatur, yaitu dengan melakukan tinjauan terhadap artikel, jurnal, dan buku yang relevan dengan topik penelitian. Penelitian ini mengidentifikasi beberapa strategi yang dapat digunakan untuk meningkatkan kinerja karyawan di rumah sakit, antara lain pelatihan dan pengembangan karyawan, pemberian insentif dan reward, peningkatan komunikasi dan kolaborasi antar departemen, serta peningkatan kualitas lingkungan kerja. Hasil dari studi literatur menunjukkan bahwa strategi pelatihan dan pengembangan karyawan merupakan strategi yang paling efektif untuk meningkatkan kinerja karyawan di rumah sakit. Pelatihan dan pengembangan karyawan dapat meningkatkan keterampilan dan pengetahuan karyawan, sehingga mereka dapat memberikan pelayanan yang lebih baik kepada pasien. Selain itu, pemberian insentif dan reward juga dapat meningkatkan motivasi karyawan, sehingga mereka lebih termotivasi untuk memberikan pelayanan yang berkualitas. Kesimpulannya, strategi peningkatan kinerja karyawan di rumah sakit perlu diimplementasikan secara efektif dan terencana, dengan memperhatikan faktor-faktor yang mempengaruhi keberhasilan dari strategi tersebut. Dalam jangka panjang, strategi tersebut dapat meningkatkan kinerja karyawan, sehingga meningkatkan kualitas pelayanan di rumah sakit dan memberikan kepuasan kepada pasien.  

This study aims to examine the effect of training, capacity building, and reward provision on improving the performance of human resources at the Kapalo Destination of Banda Taram, Lima Puluh Kota Regency. This study used a questionnaire distributed in the Destination of Kapalo Banda Taram, Kabupaten Lima Puluh Kota as many 53 respondents using the Structural Equation Model (SEM) PLS data analysis technique. The results of this study indicate that Training and Rewards have a positive and significant effect on improving the performance of managers at the Kapalo Banda Taram Destination while the capacity building has no significant effect on improving performance at the Kapalo Banda Taram Destination. This research implies that the existence of training and rewards can make performance better, especially in the Destination of Kapalo Banda Taram, Regency of Lima Puluh Kota.