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Democratic country has an obligation to ensure the fulfillment of its citizens’ rights, including access to quality public services. However, in Indonesia, the quality and effectiveness of public services currently face significant challenges, as evidenced by the decline in service standards. This study highlights the importance of psychological capital in improving job performance among public service employees, with job engagement as a mediating factor. Utilizing quantitative methods and convenient sampling, this study involved 317 participants. The variables were measured using the Individual Job Performance Questionnaire, Psychological Capital Questionnaire, and Utrecht Job Engagement Scale. The results showed that psychological capital predicts job performance, psychological capital predicts job engagement, and job engagement predicts job performance. In addition, this study showed that job engagement mediates the relationship between psychological capital and job performance. Therefore, increasing psychological capital and job engagement can improve the quality of public services, which has a positive impact on public trust and welfare.

The study of the influence of assertive communication style and organizational culture on employee performance with job satisfaction as an intervening factor was conducted by taking a sample of 72 respondents from the Al Ummah Education and Human Resources Foundation who were placed in Assalaam Integrated Islamic Junior High School Pekalongan City. From the results of the study, it was found that assertive communication style has a positive effect on job satisfaction; organizational culture has a positive impact on job satisfaction; Assertive communication style has a positive effect on employee performance, organizational culture has a positive impact on employee performance, job satisfaction has a positive effect on employee performance, job satisfaction does not mediate the influence of assertive communication style on employee performance, job satisfaction mediates the impact of organizational culture on employee performance.

This study was an attempt to explore the nexus between career development and employee job performance in UNTAG Semarang, Central Java, Indonesia. The study was necessitated following the need to institute career development programs in organizations for employees to acquire additional knowledge for improved job performance. This study was a survey-type of research that employed a correlational design in an attempt to ascertain the magnitude of the relationship between the studied variables. Structured questionnaires were administered to a sample size of 250 drawn from the population of the study. The Likert 5- point scale was used in quantifying responses while simple regression was employed in determining the degree of the relationship between career development and employee job performance. The result shows a strong relationship between career mentoring and the quality of employee job performance in the organization and concludes that organizations that wish to improve on employee job performance must institute and entrench career mentoring necessary for skill acquisition. The study recommends that organizations should encourage career counseling activities as a leeway to providing a sustainable framework upon which employees acquire the needed operational skills that will enhance their job performance in a typical organization.

For more than a year, the Covid-19 pandemic has hit, causing many changes and giving birth to new norms and practices in the social, political, and economic order, both at the individual, community, institutional, state governance, and relations between nations. One of those affected is the office sector, but agencies are required to optimize performance without neglecting the health protocols set by the government. This study aims to determine the effect of workload and digital competence on employee performance at the Batang Regency Public Works and Spatial Planning Office. The population in this study were all employees of the State Civil Apparatus totaling 133 people. The sampling method is using a census. The data collection technique used a questionnaire and the analytical method used was multiple linear regression. The results of the analysis show that the workload has no significant positive effect on employee performance. The workload is an obligation that must be completed by employees following the specified time so that the level of workload does not affect employee performance. Digital competence has a positive and significant effect on employee performance. This finding implies that employees within the Batang Regency Public Works and Spatial Planning Office can operate digital devices.

This study aims to analyze the influence of servant leadership and compensation on employee performance either directly or through organizational commitment. The population in this study is 122 people. The size of the sample is 93 respondents. The data source used is primary data with questionnaire data collection method which gather using the simple random sampling techniques. The analysis technique used is path analysis. The results of the research showed that servant leadership and compensation has a positive and significant effect on organizational commitment. Servant leadership and compensation has a positive and significant effect on employee performance. The Sobel test results indicated that the variable of organizational commitment can mediate the influence of servant leadership and compensation on employee performance.

This study took the object of the Great Mosque of Demak. This study aims to determine the effect of the work environment and work responsibilities on the performance of the employees of the Great Mosque of Demak. The purpose of this study was to determine the effect of the work environment and work responsibilities on the performance of the employees of the Great Mosque of Demak. In this study, the sampling technique used was the saturated sampling technique or the sampling technique where all members of the population were used as samples so that a sample of 40 respondents was obtained. The results of the study indicate that there is a positive and significant influence between the work environment on employee performance and there is a positive and significant influence between work responsibility and employee performance.

Leadership style plays a very important role in determining employee discipline because the leader can be used as an example and determinant for his subordinates. The style of a disciplined leader can affect the discipline of employees / subordinates. Another phenomenon is the provision of proper motivation, where it will be able to generate enthusiasm, passion and sincerity of work. The purpose of this study was to determine and analyze: 1) the influence of women's leadership style on work discipline, 2) the effect of work motivation on work discipline, 3) the influence of women's leadership styles on performance, 4) the effect of work motivation on performance, and 5) the effect of work discipline on performance. This type of research is causal associative quantitative with a survey approach. This research was conducted on a ship crew where there was a female leader/officer on the deck and the engine department with a total population of 60 people. The results showed 1) leadership style had a significant effect on work discipline, 2) work motivation had a significant effect on work discipline, 3) women's leadership style had a significant effect on performance, 4) work motivation had a significant effect on performance and 5) work discipline had significant effect on performance.

This study aims to describe the current and preferred organizational culture profile of PT Eddy Transport Raya based on the perceptions of all employees. The sampling method in this study is included in the type of saturated sample, where all the population numbers are samples. The total population in this study was 33 consisting of all employees of PT Eddy Transport Raya, so there were 33 people to be used as samples for research data collection. Primary data collection was carried out by distributing OCAI (Organizational Culture Assessment Instrument) questionnaires to all employees. The variable in this study is organizational culture with 4 indicators indicator or type of culture namely Clan, Adhocracy, Market and Hierarchy. The results of these 4 indicators provide an understanding of the organizational culture of the company. Thus it can help leaders in terms of communication and decision making within the company. In this study, employees have the perception that the current organizational culture of PT Eddy Transport Raya is more towards clan culture. In addition, employees have the desire to change and improve the organizational culture to become adhocracy.

Human Resources is one of the resources that determine the success of an organization. Proper management of human resources can create a strong managerial system to support the productivity and success of the company. Therefore, it is necessary to have factors that can form quality human resources. This article aims to explore employee performance which is influenced by transformational leadership and internal CSR. Internal CSR also has a role as an intervening variable between transformational leadership and employee performance. The research model is multivariate and the analysis will use SMARTPLS. The research was conducted at the Public Works and Spatial Planning Office of Grobogan Regency with 110 employees who participated in this study. The sampling method used accidental sampling. The results show that transformational leadership and internal CSR can affect employee performance. Internal CSR can act as a mediation between transformational leadership and employee performance.

Abstract. This study aims to determine the effect of compensation, motivation and work stress on employee performance. The sampling method is purposive sampling method with a sample of 68 respondents. The criteria used in this study are active Gojek drivers, members of the Gojek 24 Yogyakarta community, the second is the main job as a Gojek driver and has no other job. The analytical method used is Multiple Linear Regression Analysis. The results showed that compensation had a positive effect, motivation had a positive effect, and work stress had a negative effect on employee performance. The coefficient of determination shows that 88.8% of compensation, motivation and work stress variables affect employee performance, while the remaining 11.2% is influenced by other variables not examined.

This study aims to determine the effect of motivation, organizational culture, and work environment on employee performance at Yogya Mall Brebes. Methods of collecting data by observing, interviewing and distributing questionnaires to respondents of employees of Yogya Mall Brebes through offline using a questionnaire. The population of Yogya Mall's fashion division employees is 40 employees. The data analysis method is using multiple regression analysis using spss 22. The results of the multiple regression test show that the partial t test of the motivation variable has a positive effect on employee performance with a tcount value of 2.680 > from 1.68830 with a significant level of 0.02 the level is smaller of 0.05, the Organizational Culture variable has a positive effect on employee performance with a tcount value of 1.943 > from 1.68830 with a significant level of 0.00 the level is smaller than 0.05, the Organizational Culture variable has a positive effect on employee performance with a tcount value of 1.690 > from 1.68830 with a significant level of 0.003 the level is smaller than 0.05, has a positive effect on employee performance at Yogya Mall Brebes. Then simultaneously (F) Fcount of 2.941 > Ftable 2.87 with a probability of 0.01 <0.05, then the hypothesis that all independent variables have a simultaneous effect can be accepted.

PT. Telkom Access is a subsidiary of PT. Telekomunikasi Indonesia, Tbk (Telkom) whose shares are wholly owned by Telkom. Telkom Access is engaged in the business of providing construction services and managing network infrastructure. PT. Telkom Access still uses facilities in the form of Google Drive to help monitor the results of new installations of Indihome and there has been no sales performance for its employees to use, but this is not completely smooth, sometimes it is slow and cannot be accessed due to several things such as the internet network is experiencing interference, poor access. concurrently, and other constraints, so as to access and monitor the final results of the design to make "Indihome new Install Information System Design and Web-Based Sales Performance at PT Telkom Access which makes it easy for sales and management to evaluate new installs and sales performance that has been faster and more accurate because online and realtime. 

Kinerja pegawai pada suatu perusahaan dapat dipengaruhi oleh Budaya Organisasi dan Kompetensi yang baik dan sesuai, dimana Budaya Organisasi dan Kompetensi yang ada pada perusahaan dapat meningkatkan Kinerja Karyawan pada PT. Penjalindo Nusantara – Purwakarta. Penelitian ini bertujuan untuk menjelaskan gambaran Budaya Organisasi, Kompetensi, dan Kinerja Karyawan pada PT. Penjalindo Nusantara – Purwakarta, serta untuk menguji pengaruh variabel Budaya Organisasi dan Kompetensi secara parsial dan simultan terhadap Kinerja Karyawan. Penelitian ini dilakukan dengan menggunakan metode Deskriptif dan Verifikatif, yaitu mengumpulkan, menyajikan, menganalisis, dan melakukan pengujian hipotesis, serta membuat kesimpulan dan saran. Sampel dikumpulkan dengan menggunakan Probability Sampling dengan metode Simple Random Sampling, dengan jumlah sampel sebanyak 111 responden dari populasi 153 orang. Teknik analisis data yang digunakan yaitu teknik analisis rentang skala dan analisis jalur dengan bantuan Method of Successve Interval (MSI), Program Komputer Microsoft Excel 2010, dan SPSS versi 16. Dari hasil analisis data penelitian, diperoleh beberapa kesimpulan bahwa: Budaya Organisasi sebesar 6122 berada pada kriteria Setuju. Kompetensi sebesar 6471 berada pada kriteria setuju. Kinerja Karyawan sebesar 6597 berada pada kriteria setuju. Terdapat Korelasi antara Budaya Organisasi dan Kompetensi sebesar 0,512 hal ini menunjukkan bahwa hubungan yang sedang dan searah karena memiliki nilai yang positif. Terdapat pengaruh parsial antara Budaya Organisasi dan Kinerja Karyawan sebesar 0,181 atau 18,1% dan terdapat pengaruh parsial antara Kompetensi dan Kinerja Karyawan sebesar 0,812 atau 81,2%. Dan terdapat pengaruh simultan antara Budaya Organisasi dan Kompetensi Terhadap Kinerja Karyawan pada PT. Penjalindo Nusantara – Purwakarta sebesar 0,842 atau 84,2%, adapun sisanya 0,158 atau 15,8% merupakan kontribusi variabel lain (????) yang tidak diteliti.

Businesses in various fields face increasingly fierce competition. In the face of competition, only using advanced technology in the company's production and operations is not enough. The company's use of advanced technology must be supported by reliable personnel, because no matter how sophisticated the technology used, if it is not supported by reliable personnel, it may not necessarily contribute to the smooth operation of the company. The purpose of this research is to find out and test whether compensation has an effect on employee performance, whether compensation has an effect on job satisfaction, and whether job satisfaction has an effect on employee performance. This research is included in the quantitative research using the Partial Least Square (PLS) method. The population in this study were employees of the plastic romen sport factory. The sample in this study used slovin using 55 people. The analysis technique in this research is descriptive and inferential statistical analysis using the Partial Least Square (PLS) method. The results of this study show that compensation affects employee performance, does compensation affect job satisfaction, and does job satisfaction affect employee performance?

Performance Management is a procedure related to how to guide and develop the quality of employees at work. Where, the work of employees becomes a benchmark for the company’s budgeting system. By optimizing performance, good performance management is needed to realize the company’s goals. The research subject is Cafe Uncle Jack, has been operating for 5 years (2017) as a culinary business and consists of Mrs. Lina as Leader, Mrs. Lini as Manager, Barista, Cashier, Waitress, and Cooker. The purpose of this study is to evaluate the management of human resources at Cafe Uncle Jack including several series of activities provided by the new employment. In a series of activities that occur in Uncle Jack’s Cafe, a qualitative descriptive method will be formulated in the form of interviews related to performance management. Based on the results of the interview, Cafe Uncle Jack gives full attention ti it’s employees so that the quality of performance and customer satisfaction can be guaranteed.

The purpose of this study was to determine leadership style and work stress on employee performance in the Sangsit Village Perbekel office. As for this type of research, it is causal quantitative research. The analytical techniques used in this study are validity and reliability tests, classical assumption tests, multiple linear regression analysis and t-tests using as many as 32 samples,namely the apparatus who works in the Sangsit Village Perbekel office Office As for the results obtained, it shows that: 1. Leadership style affects the performance of employees in the Sangsit Village Perbekel Office 2. Work stress affects the performance of employees at the Sangsit Village Perbekel Office.

Performance management in question is with the aim of increasing the strategic focus and effectiveness of the company in ensuring continuous improvement of individual and team performance. The most popular approach is to use the BSC (Balanced Scorecard). Cafe Red&Blue wants to grow and maintain its business. Therefore, in this study we want to design an instrument for measuring performance at Red&Blue cafes using the BSC. The initial stage in designing the instrument is to conduct internal and external analysis to determine the position of the business in the industry and the strategy that must be used. The SWOT approach is used in the analysis of the internal and external environment. From the SWOT analysis, it can be seen that the Red&Blue cafe is in quadrant I position. The strategy that must be applied is an offensive and defensive strategy as a complement. This strategy requires Red&Blue to improve its marketing strategy in order to bring even greater opportunities to the business. The next stage is through the formulation of strategic objectives, the objectives of which are designed; increase profits, increase customer loyalty, improve relationships with new customers, develop quality products with innovation, develop good and quality services, improve employee job satisfaction, increase employee skills, and knowledge employee knowledge. The eight strategic objectives are translated into 2 key financial performance indicator (KPI) perspectives, 3 internal business process KPIs, 4 customer KPI perspectives, and 5 KPI growth and learning perspectives, with targets for each KPI set based on discussions with Red&Blue cafe owners.

This study aims to analyze how much the influence of Intrinsic Motivation, Financial Compensation and Organizational Climate on OCB and its impact on employee performance at PT. Central Mega Kencana. This study uses a survey method by distributing questionnaires to employees at PT. Central Mega Kencana as the respondent. Quantitative research methods with Structural Equation Modeling (SEM)analysis techniques with the application of AMOS version 22. The samples in this study were 145 respondents. The results showed that Intrinsic Motivation, Financial Compensation and Organizational Climate directly had a positive effect on employee performance. and OCB has a positive and significant effect on the performance of employees at PT. Central Mega Kencana.

This research is a quantitative research type. Aims to determine the effect of employee discipline and supervision on employee performance at the Maluku Province Community and Village Empowerment Office against the background of problems regarding employee performance that have not been maximized. The sample in this study amounted to 41 respondents. The data collection techniques used were observation, questionnaires using multiple linear regression analysis models, and classical assumption tests. The results of this study indicated that the effect of employee discipline on employee performance partially provided an effective contribution of 75.3%. The effect of supervision on employee performance partially provided an effective contribution of 75.5%. Simultaneously, employee discipline and supervision made an effective contribution of 71% to employee performance, and 29% was influenced by other variables not examined by researchers. This is seen based on the value obtained from data processing using the SPSS version 26 application, which showed that the significance value (sig) of the T test and F test is smaller than the probability value of 0.05. In improving employee performance, of course, other variables are needed to encourage better employe performance.

This study aims to analyze "The Influence of Leadership Style, Workload, and Incentives on Employee Performance at CV Gemilang Abadi Semarang." Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 82 respondents were employees at CV Gemilang Abadi Semarang. Based on the results of the study, leadership style has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.632 > 1.664, with a sig value. of 0.001 <0.05. Leadership style (β1) has a positive sign of 0.266 which means that the better the leadership style, the higher the employee performance. Thus it can be concluded that H1 is accepted, so the hypothesis stating that leadership style has a positive effect on employee performance is proven. Workload has a positive effect on employee performance. This is shown by the t-value that is greater than the t-table, namely 3.941 > 1.664, with a sig. By 0.000 > 0.05. Workload (β2) has a positive sign of 0.295 which means that the more appropriate the workload is, the better the employee's performance. Thus it can be concluded that H2 is accepted, so the hypothesis stating that workload has a positive effect on employee performance is proven. Incentives have a positive effect on employee performance. This is shown by the greater t-count value of t-table, namely 8.699 > 1.664, with a sig. 0.000 < 0.05. Incentives (β3) have a positive sign of 0.590 which means that the higher the incentives given, the higher the employee's performance. Thus it can be concluded that H3 is accepted, so the hypothesis stating that incentives have a positive effect on employee performance is proven.