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This research has the objective of analyzing the relationship between the work environment, work culture and workload related to employee performance in an agency or company. This research uses quantitative methods through descriptive analysis, as well as online data collection using the Microsoft Forms Platform with a Likert scale of 1 to 5 with the Purposive Sampling method, there are 57 respondents with the age criteria 18-30 and currently working. Processed using the SmartPLS 4.0.9.2 application program. with Structural Eqution Modeling (SEM). The results showed that, the work environment is influential in supporting or improving the performance of its employees for the better and can produce quality work done by its employees. The work environment can be maximized when a company can implement or create a conducive, collaborative environment, and pay attention to all aspects such as the physical and psychological of its employees. Such factors as sufficient facilities, social support, and job security can increase employee performance productivity. Organizational work culture also plays an important role in shaping employee performance. Organizations with a culture that encourages innovation, collaboration, and employee motivation have better performance. Conversely, a work culture that does not support employees can hinder employee performance. Workload in accordance with individual capacity also affects employee performance. Too high a workload can lead to excessive stress and fatigue, which negatively impacts productivity. Therefore, wise management in determining workload is essential. From this study, it can be concluded that a good work environment, positive work culture, and workload adjustment can significantly improve employee performance. A company or an agency needs to pay attention to these factors to achieve optimal productivity and job satisfaction in the midst of intense competition between agencies.

Motivation is the driving force for a person or individual to carry out activities toward obtaining the desired thing, both positively and negatively. With this motivation, an effort is made to encourage employees to be more active at work to achieve maximum service to the community. Performance is how employees show their work performance through concrete actions. Employee performance is influenced by internal and external factors. Internal factors include work motivation, personality, attitudes, and behavior. While external factors include superior leadership style, employee relations, and the work environment, The purpose of this study aimed to examine the relationship between work motivation and the performance of administrative employees at Tugu Koja Hospital. The method in this study used a quantitative method with a descriptive approach, and the test used was Spearman's rho. This res earch was conducted at Tugu Koja General Hospital in the administrative section with a total of 37 respondents. The results obtained after the Spearman rho test were 0.861, with a significant value of 0.000. Based on the test results, it was concluded that there is a strong relationship between the performance of health administration employees and it can be concluded that there is a significant relationship between work motivation and employee performance at Tugu Koja Hospital.

This study aims to analyze the influence of training and work motivation on employee performance in the working environment of Salopa District, Tasikmalaya Regency. Training and work motivation play a crucial role in enhancing employee performance in the public sector, including at the district level. The research employed a quantitative approach, involving employees as respondents in Salopa District. The collected data were analyzed using descriptive statistical techniques and regression analysis to identify the relationship between training, work motivation, and employee performance. The results of the study indicate that training has a positive and significant impact on employee performance in the working environment of Salopa District. With relevant and effective training, employees have the opportunity to develop the skills, knowledge, and competencies required to perform their tasks more effectively. Training can enhance the efficiency, effectiveness, and professionalism of employees in providing services to the community. Furthermore, work motivation also has a significant influence on employee performance. Motivational factors such as recognition, rewards, incentives, organizational support, and career development opportunities can influence employees’ attitudes, work enthusiasm, and dedication to their jobs. Motivated employees tend to have higher performance levels and contribute positively to the achievement of organizational goals

This study discusses the effect of work discipline, job satisfaction and physical work environment on employee performance at the Brilliant English Course Pare, Kediri Regency. This study aims to determine and explain the results of the influence of work discipline, extrinsic motivation and compensation on employee performance at the Brilliant English Course Pare, Kediri Regency. The sample of this research is all employees who are in the office, namely as many as 30 employees. The sampling technique was carried out using the saturated sample type method, namely non-probability sampling. The analysis technique used is the classical assumption, multiple linear regression. The results of this study are that there is a positive and significant effect of work discipline on employee performance with a significant value of 0.02 <0.05. There is a positive and significant influence of extrinsic motivation on employee performance with a significant value of 0.02 <0.05. There is a positive and significant effect of compensation on employee performance with a significant value of 0.000 <0.05. There is the influence of work discipline, extrinsic motivation and compensation simultaneously on employee performance with a significant value of 0.000 <0.05.    

Esources such as capital and office infrastructure. Human resources are the most important thing for an institution, because humans have the ability to set goals, collaborate, and work so that planned goals are achieved. Likewise, it is no less important than the office infrastructure in an institution that has a big influence in efforts to increase work efficiency and effectiveness. Therefore, an institution really needs office infrastructure that can be used by employees in carrying out their duties and responsibilities so that administrative activities and other operational activities can run well and smoothly. Office infrastructure is one of the factors that supports the success of an institution in achieving the organization's goals. Office facilities and infrastructure are an important part that need to be prepared ideally and continuously so that they can ensure the smooth running of employee work activities. Considering that office facilities and infrastructure are very important in efforts to facilitate employee work activities, therefore it is necessary to manage adequate facilities and infrastructure. Means are anything that is used as a tool to achieve aims and objectives, means are more indicated for moving objects such as computers and machines. Infrastructure is something that is the main support for the implementation of the process (Business, Development, Project), infrastructure is more indicated for immovable objects such as buildings, space, land. Work effectiveness is a condition that shows the level of success of management activities in achieving goals including quantity work, quality of work, and timeliness in completing work. Effectiveness is often associated with an efficient system, so that the service process takes place effectively, optimally and on time, thereby eliminating the need for overtime work with its implications. The efficiency of work processes, the level of effectiveness of office technology users, and the comfort of the work environment will directly and indirectly influence employee performance in completing assigned tasks. Apart from that, there are also various factors that influence work effectiveness, including: time, tasks, productivity, motivation, work evaluation, supervision, work environment, equipment and facilities. It is logical and appropriate if increasing effectiveness is made one of the government's long-term targets in implementing its strategy. Based on the phenomena presented above, it is clear that the Office of Industry, Trade, Energy and Mineral Resources of North Sumatra Province has not been well managed regarding infrastructure and has not complied with the appropriate regulatory principles. Problems like this should be addressed immediately and maximized so that in the future it can be as good as it should be. If this is resolved, it will certainly create a comfortable and conducive atmosphere so that employees can carry out their work responsibilities well and optimally. Therefore, the researcher was interested and conducted research as a result of an internship, with the title "The influence of the lack of office infrastructure on the effectiveness of employee performance

This research is motivated by a company engaged in the field of online transportation, because in the company of human resources is a determinant of success. The purpose of this study to explain the effect of work motivation, communication and non-physical work environment on employee performance. The study was conducted on Maxim drivers in Kediri. The research method used is quantitative method. This study used purposive sampling technique. The population of this study was 1000 drivers and the sample used was 69 respondents. The data analysis techniques used are multiple linear regression analysis, coefficient of determination (R2), t test and f test. The results obtained by this study concluded that work motivation has a positive and insignificant effect on performance. Communication has a negative and insignificant effect on performance. The non-physical work environment has a positive and significant effect on performance. Simultaneously work motivation, communication and non-physical work environment have a positive and significant effect on performance.

This research aims to find out whether work motivation, work ability, and the work environment have a partial or simultaneous influence on employee performance of UD Rahayu Kec. Gurah District Kediri. Sampling technique in this research, the saturated sample method was used, namely the entire number population of 38 employees. The data source for this research was obtained through observation, interviews, library or literature studies, questionnaires, and dokumentation. Data processing is through the SPSS 21 program. Data analysis techniques used are validity test, reliability test, classical assumption test, regression analysis multiple linear, hypothesis testing, and analysis of the coefficient of determination (R2). The research results show that: (1) Work motivation has a signifiant effect on employee performance, with the t test results obtained a significance value of 0,001 and the calculated t value is 3,473. (2) Work ability has significant effect on employee performance, with the t test results obtained a significance value of 0,009 and the calculated t value is 2,772. (3) The work environment has a significant effect on employee performance, with the t test results obtained a significance value of 0,005 and the calculated t value is 2,966. (4) Work motivation, work ability and work environment has a significant effect on employee performance, with the F test results obtained a significance value of 0,000 and a calculated F of 18,287.

This research aims to determine the influence of work discipline, work environment, work motivation both partially and simultaneously on employee performance at the Shopee Express Kediri Office. The population in this study was office and operational employees at the Shopee Express Kediri Office, totaling 35 people. The sample in this research was obtained using a saturated sampling technique with a sample size of 35 respondents. Data sources were obtained by means of observation, interviews, questionnaires and documentation. This research data measurement uses a Likert scale. The analysis technique uses multiple linear regression analysis with the SPSS IBM 26 application. The results of this research show that the work discipline variable has a significant effect on employee performance. Work environment variables are significant on employee performance. The work motivation variable does not have a significant effect on employee performance. And the variables of work discipline, work environment and work motivation simultaneously have a significant effect on employee performance.

Employee performance measures the success of an organization in achieving its mission and completing a task. The work culture must be designed in such a way that it achieves the goals of the organization and at the same time realizes the individual goals of employees. Competence can affect the improvement of the performance of an employee when the employee has good competence in a professional attitude such as having a cooperative relationship with a colleague in completing a job. The research method used in this research is statistical quantitative. The population in this study is the entire employee of NISD & Partners with a total population of 36 employees. The data collection technique used is a survey method by spreading the questionnaire. The research uses data analysis methods such as validity test, reliability test, classical assumption test, double linear regression test and hypothesis test. Data analysis uses the IMB program SPSS Statistic Ver. 25. The results of this study show that work culture variables have a positive and significant influence on employee performance.

Employee performance is crucial to the success of an organization. To improve and optimize performance, factors such as work motivation and work environment play a crucial role. The study used a total sampling technique or a saturated sample, with a total sample of 38 people from a total population of 60 people. These data were analyzed by the authors using validity tests, reliability tests, classical assumption tests, and hypothesis tests using the Statistical Product and Service Solutions (SPSS) application program, Version 22. Based on the results of the research, it is partially and simultaneously known that motivation and working environment have a positive and significant impact on the performance of employees at PT Adira Dinamika Multi Finance Branch Margonda Depok.

This study aims to determine and analyze the influence of work motivation factors consisting of compensation, promotion and work environment on employee performance at the Banjar City Transportation Agency. The formulation of the problem posed in this study is as follows: 1. How does compensation affect employee performance? 2. How does promotion affect employee performance? 3. How does the work environment affect employee performance? 4. How does the effect of compensation, promotion and work environment simultaneously on the performance of employees at the Banjar City Transportation Service? The method used in this study uses quantitative methods. Data collection techniques through questionnaires, literature, and documentation. With a research sample of 56 employees and data analysis used through statistical tests of correlation and multiple regression using SPSS version 26.00 for windows. The research results show: 1). Compensation tends to be good and employee performance is high, so that compensation has a positive and significant effect on employee performance. This means that the better the compensation, the better the performance of employees at the Banjar City Transportation Service. 2). Promotion tends to be good and employee performance is high, so promotion has a positive and significant effect on employee performance. This means that the better the promotion, the better the performance of employees at the Banjar City Transportation Service. 3). The work environment tends to be good and employee performance is high, so that the work environment has a positive and significant effect on employee performance. This means that the better the work environment, the better the performance of employees at the Banjar City Transportation Service 4). Compensation, promotion and work environment tend to be good and employee performance is high, so compensation, promotion and work environment have a positive and significant effect on employee performance. This means that the better the compensation, promotion and work environment, the better the performance of employees at the Banjar City Transportation Service   Keywords: Compensation, Promotion, Work Environment, Employee Performance

The purpose of this study was to determine the effect of workload, work environment, and work motivation on the performance of employees at PT. Satria Nusantara Sakti. This study uses a quantitative approach with the category of causal associative research. The population in this study are employees of PT. Satria Nusantara Sakti as many as 35 people, with the entire population being sampled. Data collection was carried out by distributing questionnaires. The data analysis technique used multiple linear regression analysis with the help of the SPSS 22 program. The results showed that workload had a positive and significant effect on employee performance, the work environment had a positive and significant effect on employee performance, and work motivation had a positive and significant effect on employee performance. The results of the study also show that workload, work environment, and work motivation simultaneously influence employee performance.  

In this era, all companies are competing to develop their respective businesses so they can compete. The most effective way of developing a business is by maximizing the management of existing resources, and the resource that has the most important role, namely human resources. Companies can maximize the management of their human resources so that they can produce a maximum performance. There are several things that can affect performance, namely the work environment, work discipline and work motivation. The purpose of this research is to determine the effect of the work environment and work discipline on employee performance with work motivation as an intervening variable at UD. Eko Plastik. This research was conducted by distributing questionnaires to UD. Eko Plastik employees. The population in this study are all employees of UD. Eko Plastik. The sample of this research was 250 people using saturated sample technique. The data analysis technique uses SEMPLS with the help of the SmartPLS program. The results of this reseacrh are that the work environment has a direct positive and significant effect on work motivation, work discipline has a direct positive and significant effect on work motivation, the work environment has a direct positive and significant effect on employee performance, work discipline has a direct positive and significant effect on employee performance, work motivation has a direct positive and significant effect on employee performance, the work environment has a positive and significant indirect effect on employee performance through work motivation, work discipline has an indirect positive and significant effect on employee performance through work motivation.    

This research is motivated by the existence of problems where iIncentives are still lacking so that they affect employee motivation. There is still little ability to communicate between records. Still low employee motivation. Employees are less responsible in carrying out work in accordance with accountability. The risk indicators have not been implemented which is marked by the assigning employee to carry out the assigned task quickly and precisely, the less optimal execution of the signing of the marker, marked by the lack of desire of the employee to be successful at work by increasing performance by obtaining a score of 52%. Incentives affect enthusiasm at work. Poor communication between employees affects work motivation, thus the purpose of this study is to determine the effect of incentives and the quality of communication on work motivation in the Public Housing, Settlement Area and Environment (DPRKLH) Office of Ciamis Regency. The research method used is quantitative descriptive with the results of research that incentives tend to be high, as well as high employee motivation. Thus, the incentives affect the work motivation of employees of the freelance daily workers of the Public Housing, Residential Areas and Environment Office of Ciamis Regency. The highest average score obtained from the research results is found in the supporting indicators. Meanwhile, the lowest average value is found in work performance indicators. The quality of communication tends to be high, as well as high employee motivation. Thus, the quality of communication has an effect on the work motivation of the employees of the freelance workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency. This means that if the quality of communication increases, employee motivation also increases. As for the acquisition of the highest average score from the results of the study found on the communicant indicator. Meanwhile, the lowest value is found in the media indicator. Incentives and quality of communication tend to be high, as well as high employee motivation. Thus, the incentives and quality of communication have an effect on the motivation of employees of the freelance daily workers of the Public Housing, Settlement Areas and Environment Office of Ciamis Regency.

Leadership is the ability to influence the behavior of a group towards achieving goals. The main focus of this research is the behavioral approach of leadership in the context of management. This approach emphasizes the behavior and actions of leaders as the main factors in influencing individual and group performance in organizations. The purpose of this study is to analyze various theories and research related to the behavioral leadership approach, the concept of leadership behavior approach, leadership style based on the behavioral approach, various behavioral approach theories, such as the Michigan study, the Ohio study, and the Managerial Grid/Leadership grid, as well as various case studies from previous studies. The method used is a literature review study method, such as from books, journals, and several previous studies. The results of this study emphasize the importance of an effective leadership behavior approach in achieving organizational goals. Leader behavior has a significant influence on employee motivation, performance, and satisfaction. Therefore, it is important for organizations to understand and implement effective leadership principles and styles to create a productive and motivating work environment.

The scope of this study focuses on work motivation (X1) and non-physical work environment (X2) variables on the dependent variable, namely employee performance (Y). The population of employees of PT. Mitra Distribusi Mandiri Sungai Pareman Branch Makassar as many as 30 people. This research uses quantitative methods.The sampling technique uses a saturated side approach. Data analysis techniques used in this study are validity and reliability test instruments, classic assumption test, multiple linear regression test, coefficient of determination, t test and F test. From the results of this study that the variable work motivation has a partially significant effect on employee performance, this can be seen from the significant t value of 0,000 < 0,05. The non-physical work environment has a partially significant effect on employee performance, this can be seen from the significant t value of 0,000 < 0,05. Simultaneously work motivation and non-physical work environment have a significant influence on employee performance, this can be seen from the significant F value of 0,000 < 0,05.

This purpose of this study is to analyze the role of behavioral accounting in addressing organizational performance at PT Indofood, a leading food and beverage company in Indonesia. Behavioral accounting focuses on understanding and influencing the behavior of individuals within an organization to improve performance. The study explores the application of behavioral accounting techniques and their impact on the overall performance of PT Indofood. By examining the relationship between behavior and organizational outcomes, this analysis provides insights into the effectiveness of behavioral accounting in enhancing performance and achieving organizational goals. The findings highlight the importance of integrating behavioral accounting practices in PT Indofood's management strategies to foster a positive work environment, enhance employee motivation, and ultimately improve organizational performance

The purpose of this study was to prove and analyze the influence of non-physical work environment and workload have a significant effect on employee performance and job satisfaction at the Surabaya II Rayon Fire and Rescue Service; as well as to prove and analyze Job satisfaction has a significant effect on the performance of the Surabaya II Rayon Fire and Rescue Service employees. This type of research used is quantitative research. How to collect data using a questionnaire and using a Likert scale as an answer. Sampling using saturated samples and PLS as analytical tools. Source of data used is primary data. The sample population is the Surabaya II District Fire and Rescue Service employees. Based on the results of data analysis, it shows that the Non-Physical Work Environment has a significant effect on Employee Performance and Job Satisfaction at the Surabaya II Rayon Fire and Rescue Service; and Workload has no significant effect on Employee Performance, but Workload has a significant effect on Job Satisfaction of employees of the Surabaya II Rayon Fire and Rescue Service; and Job Satisfaction has a significant effect on Employee Performance at the Surabaya II Rayon Fire and Rescue Service. The advice given in this study, in order to increase Job Satisfaction, refers to previous research that by improving the Non-Physical Work Environment and Workload will increase Job Satisfaction and by improving organizational culture, work motivation and job satisfaction that occur, the performance of the Fire Department employees and Rescue Rayon Surabaya II, and are expected to be able to add or develop other variables apart from the variables used in this study which are thought to affect employee performance such as promotion, leadership, and others.    

Motivation is an inner or psychological process that occurs in a person who is strongly influenced by several factors, namely internal factors and external factors. These internal factors are factors that are inherent in every human being such as nature, experience, level of education, desires and hopes for the future. While external factors are the environment / working conditions, leadership and leadership. Robbins and Coulter (2010: 109) state that motivation is a process in which a person's efforts are energized, directed, and sustained towards achieving a goal. One of the intended goals is to achieve high performance, such as the theory put forward by Mangkunegara (2009:67) that motivation is one of the factors that influence performance. The results of research by Rizal et al (2014) found a significant and positive effect of motivation on employee performance.

The Importance of Employee Performance in Company Development and the Role of Human Resources in Achieving Goals at the Universitas Muslim Indonesia. Various factors affect employee performance, such as education, training, a conducive work environment, motivation, and appropriate compensation. This article explains how providing appropriate compensation can influence work performance, motivation, and job satisfaction, as well as how an adequate work environment can improve employee performance. In conclusion, this article states that employee performance is a crucial factor in the success of a company, and companies must pay attention to employee needs to achieve organizational goals. The importance of human resources in improving company performance is also highlighted. The key factor in achieving success at the Universitas Muslim Indonesia is through the potential and performance of each employee. Companies can improve employee performance by providing education, training, and appropriate compensation and creating a conducive work environment and motivation. Compensation is part of the reciprocal relationship between the company and human resources. The work environment also plays a vital role in enhancing employee performance. Therefore, the company must provide an adequate work environment, both physically and psychologically, to improve employee performance.