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This study aims to optimize employee performance at PT. Surya Putra Sejahtera Jakarta by designing an integrated motivation and training program. In the context of increasingly fierce business competition, companies must ensure that employees have high motivation and adequate skills. This study employs a qualitative research method using Cresswell’s triangulation approach, combining in-depth interviews, observations, and document analysis to obtain comprehensive data. Training needs analysis was conducted through surveys and interviews with employees and managers to identify areas requiring improvement. The research results show that a motivation program designed based on employee needs and aspirations, along with training tailored to specific tasks and responsibilities, significantly enhances productivity and job satisfaction. The implementation of this program not only improves technical skills but also fosters employee commitment and loyalty to the company. Performance evaluations were conducted before and after program implementation to measure its impact. The results indicate a significant improvement in various aspects of performance, including work quality, efficiency, and team collaboration. This study concludes that an integrated approach combining motivation and training is highly effective in creating a productive work environment. The recommendation for the management of PT. Surya Putra Sejahtera is to continuously adapt this program to meet evolving needs and future challenges.

This study highlights the importance of implementing human relations principles in creating a harmonious and productive work environment. Open communication, empathy, and constructive conflict management were found to be key factors in building positive work relationships between employees and managers. Employees who feel valued and listened to tend to be more engaged in their work, increasing motivation and morale, which ultimately impacts the performance of the team and the organization as a whole. In addition, effective conflict management can strengthen interpersonal relationships and create a work atmosphere that is more conducive to collaboration and innovation. This study also shows that poorly managed conflict can damage work relationships and reduce productivity. In such situations, a tense work environment can lower employee morale, increase turnover rates, and hinder the achievement of organizational goals. Therefore, organizations need to actively develop strategies that support clear and effective communication, as well as pay attention to employee emotional well-being. Building an inclusive work culture and providing constructive conflict resolution mechanisms are essential to maintaining the stability and sustainability of productivity in the long term.

Employee performance, particularly in the customer care department, is crucial as all aspects of hospital care related to patient experience. Effective and responsive interactions can enhance patient satisfaction, build trust, and create a supportive environment that aids the healing process. Additionally, customer care employees serve as a bridge between patients and medical staff, ensuring that patients' needs and inquiries are addressed with distinction. Therefore, it is essential for hospital management to maintain employee performance by providing work motivation, discipline, and appropriate compensation. This study aims to analyze the partial and simultaneous effects of work motivation, work discipline, and compensation on improving employee performance in the Customer Care Department of Bandung Adventist Hospital. This descriptive quantitative research was conducted with 30 customer care employees at Bandung Adventist Hospital in early September 2024. The findings indicate that work motivation and compensation do not significantly affect employee performance according to the data analysis, whereas work discipline has a significant impact on employee performance. However, when considered together, work motivation, work discipline, and compensation collectively have a significant effect, accounting for 44.1% of the variance. From this data, it can be concluded that maintaining work motivation, discipline, and compensation together can help sustain employee performance in the Customer Care Department of Bandung Adventist Hospital.

This study aims to analyze the influence of motivation, incentives, and work discipline on employee performance in the Finance Department of Bandung Adventist Hospital. The method used is multiple linear regression analysis to determine the relationship between independent variables (motivation, incentives, and work discipline) and the dependent variable (employee performance). The analysis results indicate that motivation has a significant and positive effect on employee performance, with a regression coefficient of 0.326 and a significance level of 0.009, supporting the hypothesis that motivation plays an important role in enhancing employee productivity and commitment. Conversely, the incentive and work discipline variables show a negative and non-significant effect on performance, with coefficients of -0.162 and -0.208, respectively. This suggests that the current incentive and work discipline practices are not fully effective or do not meet employee expectations. Simultaneously, the three independent variables have a significant effect on employee performance, with the F-test showing a significance level of 0.009. This study recommends that management prioritize motivation improvement through training programs, rewards, and the development of a supportive work environment. Additionally, it is essential to evaluate the incentive system and adopt a more flexible disciplinary approach to align with employee needs and expectations.

Human resources are an asset for organizations and agencies, because humans are part of the elements in every organization that can trigger creativity. Without effective human resources, it will be impossible for the organization to achieve its goals.The analysis used to test the research hypothesis uses descriptive analysis and path analysis. The results of this study show that there arethere is a positive influence of the physical environment on work motivation, there is a positive influence of situational leadership on work motivation, there is a positive influence of the physical environment on teacher performance, there is a positive influence of situational leadership on teacher performance, there is a positive influence of work motivation on teacher performance, there is a direct influence of the physical environment on performance through work motivation, there is a direct influence of situational leadership on performance through work motivation.In an effort to improve teacher performance, management ensures that the physical work environment is adequate, and that situational leadership is supportive so that it can increase work motivation.

This study aims to explore the influence of work motivation, leadership style, and compensation on employee performance at Rumah Sakit Advent Bandung. With a total population of 720 employees, the study uses a simple random sampling technique to select a sample of 88 respondents, deemed sufficiently representative. Data collection is conducted through a Likert-scale questionnaire designed to capture respondents' perceptions of work motivation, leadership style, and compensation variables. To ensure data quality, the instrument's validity is tested through factor analysis, and its reliability is measured using Cronbach’s Alpha to guarantee consistency in results. Hypothesis testing is carried out using classical assumption tests and multiple linear regression analysis via SPSS version 27.The results reveal that work motivation and compensation have a positive and significant impact on employee performance, indicating that higher motivation and compensation are associated with improved employee performance. In contrast, leadership style does not show a significant effect on employee performance, possibly due to varying perceptions of the role of leadership within this organizational context. Collectively, work motivation, leadership style, and compensation variables have a significant effect on employee performance. The obtained R Square value of 0.309 indicates that 30.9% of the variation in employee performance can be explained by these three variables, while the remaining 69.1% is influenced by other factors outside this model, such as work environment, organizational culture, or other individual factors. These findings provide valuable insights for management in designing strategies to enhance employee performance.

Salary reform as a structural improvement in a company’s compensation system is a widely applied strategy to enhance employee motivation and performance. Compensation policies that are responsive to employee needs are expected to create a work environment that supports productivity, where intrinsic motivation can be strengthened through fair and proportional rewards. This study aims to explore the extent of the influence of salary reform on improving employee motivation and performance within organizations by using a literature review method. Based on analyses of previous studies, it was found that salary reform not only plays a significant role in fostering employees' intrinsic motivation but also impacts the overall productivity of the organization. Reforms that include salary structure adjustments, performance-based incentives, and increased transparency in compensation management have proven effective in reducing disparities, enhancing loyalty, and improving workplace climate. These findings strongly imply that management should continuously develop adaptive compensation policies focused on employee needs and well-being, with the aim of optimally contributing to achieving the company’s strategic goals and enhancing organizational competitiveness.

This research reveals that effective Human Resource Management (HRM) is essential to improve the competitiveness of MSMEs. In this research that uses descriptive qualitative methods, researchers review how improving the competence and quality of HRM through continuous training and development can help MSMEs adapt to market changes and improve their performance. The result of this study is how good HR Management not only improves the quality of the workforce, but also contributes to the sustainability and competitiveness of MSMEs in an increasingly competitive market. So that by optimising HR management, MSMEs can create a positive work environment, which in turn increases employee motivation and productivity.

Organizational achievement is influenced by the work environment where employees carry out activities also have an important role in improving their performance. The work environment refers to the material and psychological conditions of employees in the organization. This study aims to determine the effect of work motivation and work environment on employee performance at the Kulon Progo Regency Small and Medium Enterprises Cooperative Office. In this study, the data collection techniques used were questionnaires, observation, documentation and literature study. The analysis used is instrument test, classical assumptions, multiple regression, hypothesis testing, and R2 estimation. Sampling by distributing questionnaires directly to 37 samples. The results of data processing from motivation (X1) have a positive and significant effect on employee performance, namely tcount 2.573> ttable 2.032 with a significance of 0.015 <0.05 and the work environment (X2) has a positive and significant effect on employee performance, namely tcount 2.903> ttable 2.036 with a significance of 0.006 <0.05. Fcount value 7.803> Ftable 3.28, with a significance value of 0.002 <0.05. This means that motivation and work environment simultaneously affect employee performance. The results of the coefficient of determination test obtained an R-square value of 0.315 or 31.5%, which means that the influence of the independent variables on the dependent variable and the rest is influenced by other factors outside the research variables.

This research aims to determine the influence of work communication variables (X1), motivation (X2) and work environment (X3) on employee performance (Y) of UKM Elha Baby. This type of research is quantitative research. The data collection techniques used are primary data and secondary data. The sample selection obtained was 35 respondents from UKM Elha Baby. This research data was obtained through questionnaires, interviews and literature studies. The analysis techniques used are Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, T Test, F Test and Coefficient of Determination Test. The results of the research obtained the multiple linear regression equation Y= -4.381 + 0.331X1 + 0.238 + 0.298 Work motivation has a partially significant effect on performance, with a sig. 0.048 > 0.05. The work environment has a partially significant effect on performance, with the result being a sig. 0.005 > 0.05. The F test results obtained Fcount results of 34,203 > from Ftable 3.28 with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that Communication, Work Motivation and the Environment simultaneously have a significant effect on the Performance of UKM Elha Baby Employees.

The performance of an employee is the ability of each employee to perform the tasks assigned to them. Employee performance can affect the stability of the business. Where good employee performance affects the performance of the company. So, companies should pay attention to things that can improve employee performance like work environment and work motivation. This study aims (1) to determine the effect of work environment on employee performance of PT Bumi Asri Pasaman (2) to determine the effect of work motivation on employee performance of PT Bumi Asri Pasaman (3) to determine the effect of work environment and work motivation on employee performance of PT Bumi Asri Pasaman. This study aims (1) to determine the effect of work environment on employee performance of PT Bumi Asri Pasaman (2) to determine the effect of work motivation on employee performance of PT Bumi Asri Pasaman (3) to determine the effect of work environment and work motivation on employee performance of PT Bumi Asri Pasaman. This study uses a quantitative approach method with a sample population of 47 people. The sampling technique uses saturated samples, there are 47 respondents in this study. The data analysis method used is instrument test, test, classical assumptions, multiple linear regression test and hypothesis testing. The results of the research work environment and work motivation have a positive and significant influence on employee performance. The work environment and motivation together have a significant influence simultaneously on employee performance. While the results of the calculation of the coefficient of determination (R²) are known to be 0.419 or 41.9%, which means that the influence of the work environment and work motivation on employee performance is only 41.9% while the remaining 58.1% can be influenced by other variables not explained in the study.

Humans are an important asset in a company or organization, without someone's vision it is impossible for a company or organization to develop its vision and mission. Quality employees will play an important role in supporting the development and movement of the organization and play an important role in the organization's efforts to achieve its goals and mission. In the workplace, employee performance is very important for the success of the organization. Factors such as motivation and work environment play a very important role. Many studies have been conducted to examine the influence of work motivation and work environment on employee performance. This research aims to determine whether there is an influence of motivation and work environment on employee performance at PT. BVI Visitor Handling section either partially or simultaneously. The type of research used in this thesis is quantitative research. The research sample consisted of 39 employees using saturated sampling techniques. The data collection methods used were observation, questionnaires and literature study. The analysis used was data quality testing (validity test and reliability test), classical assumption test, hypothesis testing (T test and F test), and coefficient of determination test with the help of the SPSS version 26 application. Based on the results obtained, motivation and work environment significantly affects employee performance both partially and simultaneously.

This study aims to examine the effect of leadership style, compensation and work environment on performance with motivation as an intervening variable. The study was conducted on employees at the Branch Collection Unit & Recovery Asset Sales of PT Bank Tabungan Negara, West Java Regional Office. Sampling was carried out using saturated sampling technique, with a total sample size of 123 samples, which were spread across 10 offices of PT. Bank Tabungan Negara, West Java Regional Office. The research instrument used was a questionnaire with a Likert scale. The analysis technique used structural equation modeling with the smartPLS application. The results of this study indicate that, leadership style, compensation, work environment, motivation and performance, in very good condition. Leadership style, compensation and work environment have a positive and significant effect on motivation. Leadership style, compensation and work environment have a positive and significant effect on performance. Motivation has a positive and significant effect on performance. Leadership style, compensation and work environment affect performance with motivation as an intervening variable.  

This study aims to examine the influence of leadership style and motivation on the performance of teachers at SMAN 6 in Tasikmalaya City. This study focuses on understanding how several aspects of leadership, such as creating a conducive work environment, implementing discipline, and recognizing teacher contributions, impact their performance and motivation. Data was collected by a structured questionnaire distributed to 49 teachers, encompassing 18 indicators for leadership style, 8 indicators for work motivation, and 10 indicators for performance measured using a Likert scale. This research design is quantitative in nature, aiming to gather empirical evidence on the variables under investigation. Structured questionnaires are utilized to gather data from a sample of teachers at SMAN 6 Tasikmalaya. The research sample consisted of 49 respondents, and data analysis was conducted using SPSS. The research findings indicate that the leadership style of the school principal has a significant positive impact on teacher performance. Key aspects such as maintaining physical facilities, ensuring a clean and comfortable environment, and facilitating effective communication contribute to higher levels of teacher satisfaction and performance. Furthermore, the work motivation of teachers, driven by recognition of their efforts and consistent implementation of discipline, also significantly affects their performance. This finding indicates that both leadership style and work motivation are crucial in enhancing teachers' performance. Effective leadership that supports a positive and disciplined work environment, coupled with enough recognition and appreciation for teachers' contributions, leads to improved teacher performance. This research emphasizes the significance of strategic leadership and motivation in the educational environment, and suggests that school administrators prioritize these factors to achieve better educational outcomes.

PT Efrata Garmindo Utama Sukoharjo itself operates in the retail sector which makes batik clothes (men, women and children) with its flagship brand, namely Bateeq. This research is a survey with quantitative data, namely data on the number of employees and the number of respondents to the questionnaire. Primary data in this research is the result of distributing questionnaires given to employees of PT Efrata Garmindo Utama. The population in this study were all employees of PT Efrata Garmindo Utama, totaling 502 employees. The sample in this study was narrowed using the Slovin formula to 85 respondents using a purposive sampling technique. The data collection technique uses a questionnaire. Test research instruments with validity and reliability tests, classic assumption tests including multicollinearity tests, autocorrelation tests, heteroscedasticity tests and normality tests. The data analysis method uses descriptive analysis, multiple linear regression test, t test, F test and R² test. The results of the validity test for all instruments obtained a significance value = 0.000 < 0.05, meaning that all instruments were valid. Reliability test results for all reliable variables. The results of the multicollinearity test, autocorrelation test, heteroscedasticity test, normality test for all variables passed the test. The results of the multiple linear regression test obtained the regression equation Y = 17.062 + 27.571 X₁ – 47.771 X₂ + 0.013 The results of the t test for the work ethic variable have no significant effect on employee performance with ρ-value = 0.378 > 0.05. Work discipline has a significant effect on employee performance with ρ-value = 0.012 < 0.05. Work motivation has a significant effect on employee performance with ρ-value = 0.000< 0.05. The results of the F test show a calculated F of 34.876 with a ρ-value of 0.000 < 0.05, meaning that the model used to test the influence of the independent variables is variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) on The dependent variable, namely employee performance (Y), is correct. The R² test results obtained a value (Adjusted R²) of 0.574, meaning that the contribution of the independent influence of variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) to Y (employee performance) was 54.7%. The remainder (100% - 54.7%) = 45.3% is explained by other variables outside the model, for example quality of work life, workload, work environment, job satisfaction and leadership style.

The aim of this research is to analyze the significance of the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. This research uses qualitative and quantitative data types. The data source used is the acquisition of primary data and secondary data. The population in this study was 40 employees of the Karanganyar Regency Dispermades, so the sampling technique in this study used a census technique, so that the entire population was sampled. The data analysis techniques used in this research are descriptive analysis, multiple linear regression analysis, t test, F test, and coefficient of determination (R2). The results of this research show that leadership (X1) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the first hypothesis is proven to be true. Job satisfaction (X2) has no significant effect on the performance of Karanganyar Regency Dispermades employees, thus the second hypothesis is not proven true. Motivation (X3) has a significant effect on the performance of Karanganyar Regency Dispermades employees, thus the third hypothesis is proven to be true. The results of the F test show a significance value of 0.000, which means the model is correct in predicting the influence of leadership, job satisfaction and motivation on the performance of Karanganyar Regency Dispermades employees. The R2 test result is 0.915, meaning that the contribution of the leadership, job satisfaction and motivation variables to employee performance is 91.5%, the remainder (100% - 91.5%) = 8.5% is explained by other variables outside the model, for example discipline work, work environment, rewards, etc.

To achieve this goal, companies need to pay attention to employees in all aspects of their work because this becomes an incentive for employees to carry out their work activities and achieve organizational goals. For this reason, it is natural to pay attention to the whereabouts of employees from the start. Employees who are company assets need to know their needs and desires so that they are expected to be able to produce job satisfaction, good performance and high loyalty to the company so as to achieve company goals. Effective human resource management requires managers to find the best way to employ employees to achieve goals. company. There are many things that can be done to empower good human resources, including efforts that include level education, training, and creating a conducive work situation or environment so that employees feel at home carrying out their work. Compensation is an important aspect in determining employee performance. Company attention is important because employees try to achieve the performance determined by the company. Realizing the importance of compensation for company performance, compensation management should be important. In providing compensation, the timeliness of providing compensation and the amount of compensation given by the company to employees affects employee morale, motivation, work performance and performance. An employee's absolute income level will determine the scale of his life and relative income shows his status and dignity. Therefore, if employees perceive that the compensation they receive is inadequate, this will cause employee morale, motivation, work performance and performance to decline drastically. Motivation is a condition that drives employees who are directed or focused on achieving company goals. Achieving this goal means also achieving the personal goals of the members concerned.

Based on the results of initial observations obtained from PT. Elang Reaksi Cepat, information was obtained that one of the problems that must be resolved at this time is how to encourage employees to further improve their performance. It was informed that the performance conditions of employees at PT. Elang Reaksi Cepat is still low. The aim of this research is to determine the partial and simultaneous influence of work motivation and work environment on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta. The method used in this research is a survey method, using a quantitative correlational approach, namely looking at cause-and-effect relationships. The sample used was part of the population in this study, namely 78 employees using a saturated sample. This research can be concluded either partially or simultaneously, work motivation and work environment have a significant effect on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta.

This research aims to examine in depth the influence of completing the principal’s tasks on teacher work motivation in schools. Teacher work motivation is an important element that can influence the quality of teaching and learning in the classroom, which ultimately has an impact on student achievement. The principal has a central role in managing the school and supporting teachers through a variety of administrative and personnel tasks. Effective completion of the principal’s duties is expected to create a conducive work environment, provide clear direction, and improve the work environment. The research method used is a quantitative research method with a correlational type. This research used a total sampling technique with a sample size of all educators and education staff totaling 37. The research instrument for this research was a questionnaire consisting of 25 statements for each variable.  The results of hypothesis testing show that the completion of the principal’s duties has an influence on teacher work motivation of 0.149 x 100% = 14.9%. Through the t test that has been carried out, it turns out that the t count = 4.709 while the t table value = 2.042. Because t count (4.709) > t table (2.042), this shows that there is a positive and significant contribution between the principal’s task completion variable and teacher work motivation at Pahlawan National Middle School in Medan in the form of a linear and predictive relationship via a regression line Ŷ = 126.564 + 0.855 X.

Performance is a description of a result that can be measured by the effectiveness and efficiency of work carried out by human resources in realizing the targets, goals, vision and mission that are realized through a company's planning strategy. This research aims to determine and analyze the influence of the environment and motivation on employee performance at PT Pratama Rindo Raya. This research uses a quantitative statistical approach method. The sampling technique used was saturated sampling which had 38 respondents. Data collection techniques use observation through questionnaires. The results of this research show that the work environment (X1) has a significant effect with a value of 0.848 or 84.8%, which means that the work environment variable (X1) has a strong influence on employee performance (Y). Motivation (X2) has a significant effect with a value of 0.842 or 84.2%, which means that the motivation variable (X1) has a strong influence on employee performance (Y). The work environment (X1) and motivation (X2) simultaneously (together) have a significant influence on employee performance (Y) at PT Pratama Rindo Raya with a value of 90.4% and the remaining 9.6% is influenced by factors others that researchers are not careful about.