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As part of the system factor, reward (reward) is an important element to create high employee performance. Reward (reward) is one way used to motivate someone to do good and work achievements or performance.  This study aims to find out whether the provision of rewards to employees at Citilink companies affects the performance of Citilink employees at Yogyakarta International Airport and how much influence the provision of rewards has on employee performance at Citilink Yogyakarta International Airport. Quantitative research was employed in this study. Questionnaires are sent in order to collect data. All Citilink Indonesia Airlines personnel at Yogyakarta International Airport comprised the population under study, totaling 20, and 20 persons made up the sample because the population was under 100. Data analysis techniques use instrument tests, namely validity tests, and reliability tests, as well as hypothesis tests, namely Simple Linear Regression, T Test, and Determination coefficient test. A significant value for the partial effect of X on Y is 0.008 < 0.05 and with the results of the t table and t value calculated, then 2.955 > 2.10092, it can be concluded that there is an effect of giving rewards on the performance of Citilink Airlines employees at Yogyakarta International Airport. This study found a relationship between the provision of rewards and employee performance. The partial effect of Variable X on Variable Y (0.327 R Square) is 32.7%, with additional factors not included in this research influencing the other portions.

With the increasing demand for air transportation services, it must be accompanied by an increase in aviation safety and security, both safety and security in airspace, aircraft and airports. Airport security is determined by the active role of Aviation Security to implement security programs set by the government. Increasing the quality of AVSEC is very urgent and needs to be carried out in a planned, directed and sustainable manner in order to increase capability and professionalism. To support this, it is necessary to have soft skill behavior to guide performers to improve and form quality attitudes and behaviors that can produce maximum performance in order to realize goals and benefits properly. The purpose of this study was to determine the influence of soft skills on the performance of aviation security and to find out how much influence soft skills have on the performance of aviation security at Mopah Merauke International Airport, Papua. This research used a quantitative method using the Non Probability Sampling technique using a saturated sample. The sample used was 30 respondents, the results of distributing questionnaires to all Avsec employee respondents at Mopah Merauke International Airport, Papua. Retrieval of data on the number of samples using a survey with an instrument in the form of a questionnaire. Data were analyzed using simple linear regression, T test and coefficient of determination with soft skills as the independent variable and Avsec employee performance as the dependent variable which were processed using the SPSS Version 26.0 application. The results showed that the t count > t table with a value of 7.987 > 0.374 with a significant level of 0.05, so it can be concluded that Ho is rejected and Ha is accepted which means that there is an influence of soft skills on the performance of Avsec employees at Mopah Merauke International Airport, Papua partially accepted . The percentage based on the coefficient of determination test shows that the R square is 0.695. This means that the influence of soft skills on the performance of Avsec employees at Mopah Merauke International Airport, Papua is 69.5%.

Mustofa Yusuf Rohmad 961201026, The effect of job training on employee work productivity at PT PAL Indonesia (Persero). Warship Division High School of Youth Economics Advisor Anisa Nur Aini, S.PD,. M.PD The purpose of this study was to determine the effect of training and work discipline on employee work productivity at PT PAL Indonesia (Persero) warship division. The type of research used in this research is quantitative research with a descriptive approach. The sampling technique used is a saturated sample. The population that is the focus of the research is 122 employees who have worked permanently in the Warship Division of PT. PAL Indonesia (Persero). Observation data collection techniques, questionnaires. The results of this study indicate that work training (X1) partially has a positive and significant effect on work productivity.  

PT Wahana Kasih Mulia is a PT engaged in the manufacture of baby equipment. In the production process, which uses a lot of machines and heavy equipment such as cutting machines, pressing machines, and sewing machines, there are potentials and hazards that can cause accidents to operators/employees. This research was conducted by measuring failure in every activity in PT. Wahana Kasih Mulia, measurements were made on every machine in the factory area. Data processing is done by calculating the failure rate, failure effect, incident rate, then determining the detection rate and calculating the RPN value to determine which priority should be taken using the Job Safety Analysis method. Research results There are work accidents at PT. Rides of Noble Love, Hands pierced by needles, Cuts by cutting machines, hands exposed Penulis 1./ Job Safety Analysis Sebagai Upaya Pengendalian Resiko Kecelakaan Kerja., Januari 2023 pp. 1-4 to electric presses, Eyes exposed to dacron dust, Fall of piles of finished materials, skin irritation from dacron dust, Breathing problems due to dirty dust. Proposed improvements that can be given are adding some personal protective equipment that is appropriate to the work and factory environment, operators must use safety glasses, face shields, mask earmuffs, safety gloves, safety shoes.

The research objective is to analyze the calculation of Article 21 Income Tax after the implementation of the HPP Law no. 7 of 2021 concerning changes to tax rates for employees who receive overtime pay as an additional income and calculating PPh using the Gross method and the Gross Up method. The sampling technique used Total Sampling, namely as many as 50 employees of the Ngadiredjo Sugar Factory who received overtime pay. The results of this study are that changes in tax rates and overtime pay also affect income taxes, such as new regulations causing employee taxes payable to be lower than the old regulations, tax payable per year is Rp.4,451,051.44 for taxes payable per month is Rp. 370,920.95 while in the new regulations in the HPP Law No. 7 for tax payable per year of Rp.3,451,051.44 and for tax payable per month of Rp.287,587.62. In determining the if method, use the Gross Up Method. The payable tax that must be paid by employees is Rp. 278,050.15 per month, whereas if the company uses the Gross Up Method, the tax payable per year is Rp. 13,743,899.44 and Rp. 1,145,324.95 for the monthly tax payable. Based on these data, the Gross Method will be more profitable for companies because the employees themselves will pay the tax owed on their income so that the company will also not bear the tax burden on employees and can save expenses on tax expenses.

The background of this research is that the performance of employees of the Ciamis Regency Investment and One-Stop Services Office is still not optimal. This is thought to be caused by not optimal work attitudes and implementation of organizational learning. The purpose of this study was to find out 1) The effect of work attitude on employee performance at the Investment and One-Stop Services Office of Ciamis Regency; 20 The effect of organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency; 3) The influence of work attitudes and organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. In this study used a survey method with a quantitative data approach. The population in this study were ASN employees at the Ciamis Regency Investment and One-Stop Services Office, totaling 35, so the authors took samples using a saturated sampling technique so that the number of samples in this study were 35 people. Analysis was carried out on the data collected both from the results of observations, interviews, and questionnaires. The stages of data analysis begin with validity, reliability and verification/quantitative data analysis. The results of the study show that: 1) There is a positive and significant effect of work attitude on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the work attitude at the Ciamis Regency One Stop Investment and Integrated Services Service, the employee's performance will increase; 2) There is a positive and significant effect of organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the organizational learning at the Investment and One-Stop Service Office of Ciamis Regency, the employee's performance will increase; 3) There is a positive and significant effect of work attitude and organizational learning on employee performance at the Investment and One-Stop Services Office of Ciamis Regency. This means that the better the work attitude and organizational learning at the Investment and One-Stop Services Office of Ciamis Regency, the employee's performance will increase.

Leadership in LPPBMN is currently being implemented in implementing units under the unit coordinator, so that the decision-making process requires more time. This leadership ineffectiveness has an impact on employees, including saturation in work effectiveness, which causes a decrease in the level of morale. Besides that, an uncomfortable work environment has an impact on decreased morale, resulting in low work performance. This study aims to determine 1) The influence of leadership on Employee morale, 2) The influence of the work environment on Employee morale, and 3) The influence of leadership and work environment on the morale of LPPBMN Kemenhub Employees. This research uses quantitative research methods. The results of the study show that leadership affects employee morale, the work environment influences employee morale, and leadership and work environment affect employee morale of LPPBMN Kemenhub. This means that the better the leadership and work environment, the morale will also increase, and vice versa.

The hospital is a workplace that is very loaded with potential hazards to the health and safety of its workers, one of the hazards is fire. The risk of fire in hospitals has a fairly high level of danger compared to other places. Therefore, a fire management system is needed that can prevent and deal with fires such as management policies, organization and procedures, identification and analysis of fire risks, evaluation of fire risks, coaching and training, fire protection facilities. The purpose of this study is to analyze the relationship between perceptions of the completeness of the fire safety system, knowledge and attitudes with fire risk preparedness at Tamansari West Jakarta Hospital in 2023. This type of research is an analytic survey with a cross sectional approach. This research was conducted in August 2022─May 2023 at Tamansari Hospital, West Jakarta. The population of this study are employees who work in Tanabsari Hospital services. With the Slovin formula, the research sample was obtained, namely 114 respondents with the sampling technique used, namely purposive sampling. This study used the chi square statistical test using SPSS 22. The validity and reliability of the questionnaire was tested on 10 respondents who were estimated to have good insight and in accordance with the theme studied in January 2023. The results showed that fire risk preparedness with statistical test results obtained a value continuity correction 1,000, knowledge obtained a value of 0.000 and attitude obtained a value of 0.023 (p-value <0.05). This value states that there is a significant relationship between knowledge and attitudes and fire risk preparedness, but there is no relationship between the completeness of the fire safety system and fire risk preparedness. It is hoped that they will be able to take part in Building Fire Safety Management training in order to increase their knowledge and attitude in fire emergency evacuation.

The purpose of this study was to analyze the effect of work discipline on employee performance, analyze the effect of work stress on employee performance, and analyze the effect of work motivation on employee performance. The object of this research is at Bank BRI Cabang Pattimura Semarang. The method in this study is a survey research method with a quantitative approach. The population in this study were all employees at Bank BRI Cabang Pattimura Semarang. The number of samples in this study were 80 respondents who were obtained using saturated sampling, namely the sampling technique when all members of the population are used as samples. Methods of data collection through questionnaires and data analysis using SPSS which includes validity test, reliability test, classic assumption test, multiple linear regression analysis, hypothesis testing using t test, R² test. The results showed that the independent variables, namely work discipline (X1), work stress (X2), work motivation (X3) have a positive and significant effect on employee performance (Y) partially or simultaneously (together). Based on the coefficient of determination of 0.565, which means that the variables of work discipline (X1), work stress (X2), and work motivation (X3) are simultaneously able to explain the employee performance variable (Y) of 56.5%. The remaining 43.5% of employee performance (Y) is explained by other variables not included in this study.

This study aims to investigate the effect of work culture and working conditions on employee productivity at Arin Bakery. The sample of this study consisted of 30 employees from the total population. The sampling method used was saturated sample sampling technique, in which all members of the population were part of the research sample. Data were collected through a survey using a questionnaire that had been tested for validity and reliability. The questionnaire included questions related to work culture, working conditions, and work productivity. The collected data were then analyzed using regression analysis. The results showed that there is a positive and significant influence between work culture on employee productivity at Arin Bakery partially. This can be seen from the t-value (2.852) which is greater than the t-table (1.699) with a significance level of 0.008 which is smaller than 0.05, and a regression coefficient of 0.508. Furthermore, the results also show that there is a positive and significant influence between working conditions on employee productivity at Arin Bakery partially. It can be seen from the t-value (2.109) which is greater than the t-table (1.699) with a significance level of 0.000 which is also smaller than 0.05, as well as a regression coefficient value of 0.529. In addition, this study also shows that simultaneously, work culture and working conditions together have a significant influence on employee productivity at Arin Bakery. This can be seen from the results of the F test (74.176) which is greater than the F-table (8.169) with a significance level of 0.000 which is smaller than 0.05.

This study has the main objective, namely to find out how the effect of job training and work motivation on employee performance at the Primkoppabri branch of Brebes. This research uses quantitative research with the SPSS 22 analysis tool. The population used in this research is Primkoppabri employees, totaling 74 employees. The sample in this study uses a saturated sample where all the number of employees is used in the sample. The method of data collection is done by distributing questionnaires. The results of the t test show that the job training variable has a significant positive effect on employee performance with a t count > t table (2.618 > 1.993) and a sig value of 0.011 <0.05. The variable of work motivation has a significant positive effect on employee performance with a t count > t table (6.428 > 1.993) and a sig value of 0.00 <0.05. Then through the F test it is known that the variables of job training and work motivation simultaneously influence employee performance with F count > F table (84.066 > 2.50). Adjuster R square of 70.4% indicates that job training and work motivation variables affect employee performance, and the rest is influenced by other variables.  

In this era of digital revolution, technological developments have occurred in an evolution in media technology and one of them is the personnel management information system. The management information system assists in carrying out the duties of all State Civil Apparatuses within the Civil Service Agency and Human Resources Development in the city of Padangsidimpuan. Judging from the importance of SIMPEG, this research will analyze how SIMPEG is implemented in the Office of the Personnel and Human Resources Development Agency in Padangsidimpuan City. The aim is to find out the SIMPEG implementation process and the obstacles experienced, as well as how it impacts the community related to the Personnel and Human Resources Development Agency of the City of Padangsidimpuan. The research method used was by distributing questionnaires filled in by employees. The results of this study are that the application of SIMPEG in the Office of the Personnel and Human Resources Development Agency in the city of Padangsidimpuan is in the effective category which makes it easier for employees to carry out their work and speeds up administrative processes, especially in the field of staffing.

The background of this research is that the incentives given are not in accordance with the wishes of the employees. Inadequate amount of incentives given, sometimes the timing of the incentives is not in accordance with a predetermined date. organizational climate is still not optimal. Leaders are still not consistent in giving assignments. sometimes the tasks given by the leadership are far outside the employee's working hours. Employees face many job risks that are not taken into account the causes and consequences. employee job satisfaction has not been achieved, where there are still many employees who feel dissatisfied. Employee work discipline is still not optimal. not a few employees who come to work outside the hours that have been set. many employees are not yet committed to their work, service orientation is still not optimal. Employee integrity is still not optimal. Thus, the purpose of this study was to determine the effect of incentives, organizational climate and job satisfaction on the work commitment of UPTD employees at the Manonjaya Health Center, Tasikmalaya Regency. The research method is descriptive quantitative, with the results of incentive research tending to be good as well as job satisfaction tending to be good. However, incentives have no significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if the provision of incentives is increased, it will not have a significant effect on employee work commitment. The smallest value of the respondent's response to the incentive variable is an indicator of social incentives, while the highest value is found in the non-material incentives indicator. Organizational climate tends to be good as well as job satisfaction tends to be good. Thus, organizational climate has a significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if the organizational climate is improved, it will have an impact on increasing work commitment. The smallest value of the respondent's response to the organizational climate variable is an indicator of conflict, while the highest value is found in the indicator of warmth between employees. . Job satisfaction tends to be good as well as job satisfaction tends to be good. However, job satisfaction has no significant effect on the work commitment of UPTD Manonjaya Health Center employees. This means that if job satisfaction is increased, it will not have a significant impact on increasing work commitment. The smallest value of the respondent's response to the variable job satisfaction is an indicator of turnover, while the highest value is found in the indicator of responsibility. Providing incentives, organizational climate and job satisfaction affect the work commitment of UPTD Manonjaya Health Center employees. This means that if the provision of incentives, organizational climate and job satisfaction is increased then work commitment will also increase

PBA Surya Alam is one of the industries engaged in the natural stone processing industry (PBA) which has a fairly high risk of work accidents due to the lack of hazard control in the production process for workers. The application of occupational safety and health at PBA Surya Alam has been implemented, but its application has not been maximized, such as in terms of worker awareness in using personal protective equipment (PPE). From 2020 the cutting station experienced 7 work accident cases, in 2021 the cutting station experienced 4 work accident cases, and in 2022 the cutting station experienced 2 work accident cases. The purpose of this study was to determine the potential for work accidents, risk assessment, and efforts to control hazard risks in natural stone production process activities. In addition, this study aims to determine the most dominant risk controls and provide suggestions for controlling work accident factors in the natural stone production process. Therefore, this study uses the HIRARC (Hazard Identification Risk Assessment and Risk Control) method, which is a method for determining potential hazards that occur, knowing risk assessment to determine risk levels and knowing risk controls to reduce the occurrence of work accidents. The results of calculations using the HIRARC and 5W + 1 H methods show that there are 6 cases of potential hazards recorded at PBA Surya Alam with each risk, namely 6 cases of potential hazards with extreme risk, then as many as 8 potential cases hazard with high risk (high risk), as many as 5 cases of potential hazard with high risk. Whereas for the 5 W + 1 H method in the process of cutting Natural Stone from the results of observations and observations in the field making control proposals such as installing SOP signs at Natural Stone production stations so as a reminder when operators are working, safety controls for employees and safety helmets to minimize falling products (PPE), and controlling the use of gloves. 

Leadership is a science that comprehensively examines how to direct, influence and supervise others to carry out tasks in accordance with planned orders. motivation is a process of trying to influence someone to do something he wants. According to Amstron and Baron, performance is the result of work that has a strong relationship to the organization's strategic goals, customer satisfaction and makes an economic contribution. This research focuses on "The Role of Leadership in Motivating and Improving the Performance of Employees of PT Sambu Island, Kuala Enok Village, Tanah Merah District, Indragiri Hilir Regency". The objectives of this study are 1). To find out the role of leadership in motivating and improving the performance of employees of PT Sambu Island. 2). To find out the obstacles faced by leadership in motivating the performance of employees of PT Sambu Island. This type of research when viewed from the research plan can be classified into qualitative research. Based on the results of my research in chapter IV, it can be concluded, 1. That the leader or leader at PT.Pulau Sambu always strives so that in his leadership he can make employees always enthusiastic in carrying out the assigned tasks, the performance of employees at PT.Pulau Sambu has not yet reached the expected target because there are still employees who cannot complete their work according to the given target. 2. The obstacles faced by the leader or leader when motivating employees are that each employee has a different type or character. In overcoming the problem of motivating the leader or leader must further improve personal relationships with employees. By understanding the character and personality of employees, it will make it easier for the leader or leader to provide motivation.

The background of this research is the not yet optimal work performance of employees which can be seen from the fact that there are still several criteria that have not reached the targets that have been set, although there are some that have achieved the target for example in 2020 on high dedication in carrying out tasks and disclosing cases of prostitution. This is thought to be caused by the not optimal need for self-actualization and appreciation which can be seen from the lack of initiative from employees and the decline. The purpose of this study was to find out 1) The effect of self-actualization needs on employee performance in the Purwaharja Sector Police in Banjar City; 2) The effect of appreciation on employee performance in the Banjar City Purwaharja Sector Police; 3) The effect of self-actualization needs and appreciation on employee performance in the Purwaharja Sector Police in Banjar City. In this study used a survey method with a quantitative data approach. The population in this study were the Purwaharja Sector Police of the City of Banjar as many as 30 people, so the authors took samples using a saturated sampling technique so that the number of samples in this study were 30 people. Analysis was carried out on the data collected both from the results of observations, interviews, and questionnaires. The stages of data analysis begin with validity, reliability and verification/quantitative data analysis. The results of the study show that: 1) The need for self-actualization in the Purwaharja Sector Police in Banjar City has been good so far, because it is in accordance with the indicators of the need for actualization which show it is good. Furthermore, based on the results of testing the hypothesis, it is known that there is a positive and significant influence of self-actualization needs on employee performance in the Purwaharja Sector Police in Banjar City; 2) The award for the Purwaharja Sector Police in Banjar City has been good so far, because it has been in accordance with the award indicators which show it has been good. Furthermore, based on the results of testing the hypothesis, it is known that there is a positive and significant influence on employee performance in the Banjar City Purwaharja Sector Police; 3) The performance of employees in the Purwaharja Sector Police of the City of Banjar so far is high, because it is in accordance with work performance indicators which show it is already good. Furthermore, based on the results of testing the hypothesis, it is known that there is a positive and significant influence on the need for self-actualization and respect for employee performance in the Purwaharja Sector Police in Banjar City. This means that the better self-actualization and appreciation, the work performance of the Police will increase.

The purpose of this study is to determine and analyze the effect of the work environment on the work productivity of employees of production division of CV. Shahama Tasikmalaya. The research method used is a quantitative method with a cencus approach to 65 respondents who are employees of the production division of CV. Shahama Tasikmalaya. The types of data used are primary data and secondary data. The analytical method used in this study is multiple linear regression analysis. The result of the study prove that the work environment has a positive and significant effect simultaneously or partially on the work productivity of employees of CV. Shahama Tasikmalaya.

Human resources are the main asset and support for the organization to achieve the goals that have been set. Employees as one of the organizational assets have significant differences from other assets. This is because employees are talented human beings who have creativity and creativity so that they are able to develop optimally and produce everything that is the goal of the organization. This study aims to determine the influence work ethic and work discipline on employee performance at the Bima District Transportation Office. Where research uses associative, namely to find out the independent variables, namely work ethic (X1) and work discipline (X2) on the dependent variable, namely employee performance (Y) with a sampling technique, namely purposive sampling, namely based on the considerations in determining the sample, namely civil servants (PNS) ) in the District Transportation Office. Bima as many as 44 people. 1) there is a partial significant effect of work ethic on performance at the Bima Regency Transportation Service. count value of 5.628. 2) there is no significant effect partially on work discipline on employee performance at the Bima District Transportation Office. The calculated value is 0.545. 3). there is a simultaneous significant effect of work ethic and work discipline on employee performance at the Bima Regency Transportation Service obtained an F count of 36.506

The phenomenon of the problem in this research is that the complaints that are often reported by customers are related to sudden blackouts for hours, the most complaints are also followed by APP/KWH meter disturbances which are usually caused by the PLN server having an error or problem.The purpose of this study was to analyze the performance of bright PLN in responding to complaints in Batam City, to find out what PLN customer complaints were, to find out customer satisfaction related to bright PLN's performance. The approach used in this research is descriptive and qualitative research. A qualitative approach is a research technique that produces descriptive data in the form of written/oral words about individuals or observed behavior. This approach aims holistically on the background and the individual. Qualitative descriptive research is to describe the informants' opinions as they are in accordance with the research questions. The focus in this study, the authors put more emphasis on one main indicator to assess the performance of Bright PLN Batam City employees. The indicator is Responsiveness. Data collection techniques in this study were interviews, observation, documentation review. Informants in this study amounted to 14 people.

This study aims to examine and analyze the effect of motivation, innovation, and entrepreneurial competence on the success of with business ability as an intervening variable. The sample in this study was 110 respondents who were employees of Jenang Mubarokfod Cipta Delicia Kudus. The sampling technique in this study used the Probability Sampling Technique with proportional random sampling. The data analysis technique used is PLS-SEM (Partial Least Square-Structural Equation Model). The processing of this research data uses the SmartPLS 3.0 tool. Based on this research, it shows that motivation influences the success of Jenang Mubarokfood Cipta Delicia Kudus with a P-Value (0.004). Innovation has no effect on the success of Jenang Mubarokfood Cipta Delicia Kudus with a P-Value of (0,147). Entrepreneurial competence influences the success of Jenang Mubarokfood Cipta Delicia Kudus with a P-Value of (0.000). Motivation has no effect on success which is mediated by business ability in Jenang Mubarokfood Cipta Delicia Kudus with a P-Value of (0.545). Innovation has an effect on success which is mediated by business ability in the Jenang Mubarokfood Cipta Delicia Kudus with a P-Value of (0.001). Entrepreneurial competence has an effect on success which is mediated by business ability in Jenang Mubarokfood Cipta Delicia Kudus  with a P-Value of (0.007).