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This study investigates the impact of digital gamification on employee motivation, engagement, and productivity in technology companies. Gamification, which integrates game design elements such as rewards, badges, and leaderboards into non-game environments, has gained popularity as a tool for enhancing employee performance in workplaces. The research employs a quantitative survey methodology to gather data from employees in technology firms that have implemented gamified systems. The findings reveal that gamification significantly increases employee motivation by tapping into intrinsic motivators such as autonomy, competence, and relatedness. Employees reported higher levels of engagement, with many attributing their increased participation to the fun and competitive nature of gamified tasks. Additionally, productivity improvements were observed, particularly among employees in roles that require individual performance, such as software engineers, where autonomy and goal-setting were key factors. The study also identifies variations in the effectiveness of gamification based on factors such as job role and organizational culture, emphasizing the need for customization to suit different employee needs. Despite these positive outcomes, challenges such as employee resistance, poorly designed systems, and resource constraints were noted as barriers to successful gamification implementation. These findings suggest that gamification is an effective strategy for improving motivation and engagement in technology companies but requires thoughtful design and alignment with company culture to maximize its impact. Future research should explore the long-term effects of gamification and examine how specific elements, such as leaderboards and rewards, influence employee behavior across different demographics.

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.

This research aims to explore and analyze the application of transformational leadership in Village Service Offices. Through a qualitative approach with a case study method, data was collected through in-depth interviews with Village Heads and their staff, field observations, and analysis of related documents. The research results show that the characteristics of transformational leadership, such as Idealized Influence, Intellectual Stimulation, Individualized Consideration and Inspirational Motivation have created an inspiring and inclusive work environment. The Damarsi Village Head actively motivates village officials and the community to contribute optimally in realizing the village development vision. Positive impacts are also seen in the active participation of team members in decision making, increased creativity and innovation, and development of individual skills. However, several challenges and areas for improvement were also identified.

Review Article: Leadership and Work Environment Impact Employee Performance. A scientific article that generates research hypotheses on variable interactions for Performance Management research. This Literature Review article used Google Scholar, Mendeley, and other academic online platforms for literature research. This Literature Review concludes: 1) Leadership; 2) Work environment; 3) Leadership's impact on employee performance. These two exogenous variables affect motivation and performance, along with many others like organizational culture, job satisfaction, and workload. Many other factors, such as effective leadership and work environment, affect motivation and performance in addition to the two exogenous variables

This research aims to determine the influence of work discipline, work environment and motivation on the performance of medical personnel at Cut Mutia RSU, North Aceh Regency. This type of research is associative research. Data collection in this research was carried out using a survey approach with a quantitative descriptive type of research by distributing questionnaires to 54 respondents, while the population used in this research was employees of the Cut Mutia RSU medical staff. Data collection techniques were carried out using interviews, questionnaires and documentation studies. The data analysis tool used in this research uses SPSS (Statistical Product Software Solution). The data analysis techniques in this research are descriptive analysis, multiple linear regression analysis, hypothesis testing using a partial significant test (t test), simultaneous significant test (F test), and testing the coefficient of determination (R2). The results of this research show that simultaneously work discipline, work environment and motivation have a positive and significant effect on employee performance at Cut Mutia RSU with the research results showing that the Fcount value is (254.089) > Ftable (2.62) and the significance level is 0.00 < 0.05

Amidst a progressively intricate and constantly evolving corporate landscape, the performance of employees holds significant significance in attaining organisational triumph. The correlation between leadership style and the degree of motivation in the work environment has a substantial impact on the quality and productivity of employees. The objective of this study is to ascertain the impact of leadership style and motivation on employee performance in the workplace. For this study, we employed a thorough literature review as our research methodology, gathering pertinent and current information from relevant scholarly articles, journals, and books. Empirical evidence demonstrates that the manner in which leaders lead and the level of motivation present in the work setting exert a substantial impact on enhancing employee performance. This knowledge provides a valuable foundation for the development of more efficient leadership methods and motivating programs that can be implemented in the workplace.

Organizations need human resources as the main support in achieving the desired goals. Quality human resources are able to contribute to advancing the organization and increasing organizational productivity. Employee performance is influenced by several factors including work environment, work discipline, organizational culture, leadership, and work motivation. However, there are still many employees who are not optimal in carrying out their responsibilities due to a lack of work motivation and poor organizational culture. One effort that can be made to overcome this problem is by providing education through print media such as posters. The aim of this psychoeducational activity is to increase employee work motivation and awareness, especially employees at one of the news agencies in the city of Surakarta, to create a good organizational culture. The methods used in implementing this activity are observation and psychoeducation through posters. The target of this activity is employees who work at one of the news agencies in the city of Surakarta. The results of this activity are positive changes shown by employees in terms of work discipline and enthusiasm in carrying out their work..  

This research aims to examine the influence of work ethic, communication and work motivation on employee work discipline. Work discipline is an important factor in increasing organizational productivity and performance. Factors such as work ethic, communication and work motivation have a significant role in shaping the level of employee work discipline in the work environment. This research uses a quantitative approach by collecting data through questionnaires distributed to 100 employee respondents from various backgrounds and levels of position. The collected data was analyzed using statistical methods such as regression to assess the relationship between the independent variables (work ethic, communication and work motivation) and the dependent variable (work discipline). The results of the analysis show that there is a positive and significant influence of work ethic, communication and work motivation on employee work discipline. The SmartPLS 4 application was also used in this research to assist in the analysis of the data obtained. The findings of this research provide an important contribution to human resource management and organizational development.

The study aims to find out the impact on compensation, motivation, and the working environment in creating job satisfaction which in turn is expected to have a positive impact on employee performance. The method used in this research is a quantitative method with a descriptive analysis approach. The data was collected through the distribution of online questionnaires using the Microsoft Forms platform. The survey respondents consisted of 101 employees of different age ranges in one company. The data obtained from the questionnaire is measured using a Likert scale from one to five, which allows respondents to give the level of agreement or disagreement with statements related to compensation, motivation, work environment, job satisfaction, and employee performance. Data analysis is done using several steps, including the Outer Model and the Inner Model. Outer Models involve calculations of Convergent Reliability, Discriminant Validity, Composite Reliability, and Cronbach's Alpha. This aims to ensure the validity and reliability of the data used in the research. Meanwhile, the Inner Model involves statistical T, R-Square, f-square and VIF calculations using the SmartPLS (Partial Least Square) analysis tool version 4.0.9.3. Research results show that compensation, motivation, and the working environment have a positive and significant influence on employee job satisfaction.

The purpose of this SLR is to review the relationship between job satisfaction variables and employee performance variables, or job performance, in a company or organization. This SLR research uses the PRISMA method as a data analysis technique. This study examined and reviewed 35 journal articles that were published in the 2019–2023 period, and then researchers filtered topics and sub-topics using the Emerald database. ScienceDirect, Google Scholar, and Taylor & Francis From this database, 50 eligible journal articles were obtained, then filtered again, and the results were 35 eligible journal articles, which the researchers included in this systematic literature review journal article. The results of this analysis show that almost 35 journal articles state that job satisfaction will influence employee performance, which is influenced by several other factors, such as work environment, work motivation, and commitment.

Work motivation, work environment and leadership are factors that affect employee performance. This study aims to analyze and test how work motivation and work environment affect employee performance as an interference variable. Quantitative method is the method used in this research using descriptive analysis. Then using purposive random sampling method to collect data is done. The Slovin formula is used to calculate how many samples are taken in this study using a sample with 110 employees. The research will use an outer model that uses discriminant validity, composite reliability, Cronbach's alpha and an inner model that calculates r-square, f-square and path coefficient. The results of this study indicate that motivation at work, work environment conditions, and leadership have a positive and significant impact on employee performance. 

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.

This research is inspired by the statement that a good leader must always be able to motivate his subordinates in such a way that in carrying out their duties, teachers will have high work effectiveness and are expected to be able to produce satisfactory results, both for the madrasah and the teachers themselves. The research approach uses qualitative methods. The data collection techniques are participant observation, in-depth interviews and documentation. The research uses individual site and cross-site data analysis. The validity check of data is based on several criteria including: degree of trust, transferability, dependability and confirmability. The results of this research are: 1) The leadership of the madrasah headmaster in raising teachers’ awareness at MIN 9 and MIN 14 Blitar, is carried out by improving the performance of his personnel and by giving awards to subordinates. The head of the madrasah provides a role model and attention, supports welfare, sets a good example, and motivates subordinates. The head of the madrasah supports and appreciates the achievements of his subordinates. The madrasah principal also always tries to take a personal approach by building a good relationship. The setting of a calm and pleasant work atmosphere will increase teacher performance, apart from that, creating a conducive physical environment will increase the motivation of education staff in carrying out their duties. Teacher awareness to increase their ability results of winning national scale literacy competitions. 2) The leadership of the madrasah headmaster in upgrading the capacity of teachers at MIN 9 and MIN 14 Blitar is carried out by ensuring that teachers can professionally carry out their duties by participating in preparing lesson plans, selecting teachers who are competent in guiding students in self-development, providing explanation and motivation to subordinates about how to carry out tasks in the madrasah, informing instructions to subordinates to galvanize their abilities by forming a well-organized work team, arranging a regular learning schedule, and fulfilling school facilities and infrastructure that are adequate and meet standards so that cleanliness and the amenities of the school environment is always maintained. 3) The leadership of the madrasah headmaster in empowering teachers at MIN 9 and MIN 14 Blitar is carried out by inviting subordinates to improve teacher competence, motivating teachers to work, coordinating in terms of work results, always evaluating teacher activities, holding official meetings, providing motivation to teachers during official meetings, being an example by arriving earlier to school and motivating teachers to continue their studies. The madrasah headmaster strives to increase teacher empowerment by giving them duty and authority to oversee superior or extra-curricular programs in the form of arts, religion, scouting and sports.

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.

 Background: Fatigue is a process of decreased work performance, work efficiency, and reduced physical strength or endurance to continue activities or work. Data from the International Labor Organization (ILO) in 2012 states that every year 2.3 million people die due to disease or work accidents. In a day there are 847 cases of work accidents, of which around 36% of work accidents that occur are caused by fatigue. Several factors cause fatigue, including environmental factors, namely noise and lighting. The impacts of work fatigue include decreased motivation, and performance, low productivity, work errors, work-related illnesses, and work accidents. Based on initial information from several workers at POM PT. X, it is known that some workers claim to be tired at work. Objective: To determine the relationship between noise intensity and work fatigue in workers at POM PT. X Rokan Hulu 2020.Method: Analytical observational research with a cross-sectional approach, sample of 135 people. The sampling technique was carried out by total sampling which was tested statistically using the chi-square test. Results: There is a relationship between noise intensity and work fatigue (p-value = 0.022).

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.