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This study aims to determine the influence of motivation on nurse performance, the influence of the work environment on nurse performance and the influence of motivation and the work environment on nurse performance in the nursing and ER fields at the Mamasa Community Health Center. The type of data used in this research is quantitative data obtained from questionnaires distributed and related to the problem being studied with a sample size of 44 people. The research results show that the motivation variable has a significant level of 0.000, which is smaller than 0.05 with a coefficient value of 0.465 indicating that the influence given is positive on the independent variable. The work environment variable has a significance level of 0.000 with a coefficient value of 0.0448 indicating that the influence given is positive on the independent variable

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.    

Educational supervision is a very important thing to do to improve the quality of education. Teacher performance is a result of work achieved by a teacher in carrying out the tasks assigned to him based on skills, experience, and sincerity as well as time.The research method in this thesis is a descriptive qualitative approach, data collection can use primary data sources and secondary data sources, data collection techniques using observation, interviews, documentation.The results of the study show that the supervisory role of the school principal in improving teacher performance at Nurul Falah Islamic Middle School Mangaran Situbondo is to provide guidance to teachers related to theoretical and practical learning, involve teachers in training, provide opportunities for teachers to take part in various education and training at the cluster or sub-district level regularly, subject teacher deliberations (MGMP), supervising teacher deliberations (MGP), and teacher working groups (KKG), as well as seminar workshop discussions, and provision of learning resources. providing motivation to teachers, collaborating with foundations that oversee the Nurul Falah Islamic Middle School Mangaran Situbondo, school committees, and the community. The motivation of school principals in improving teacher performance at Nurul Falah Islamic Middle School Mangaran Situbondo through regulation of the physical environment, regulation of the work atmosphere, discipline, applying the principles of rewards and punishments.      

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.

This research is motivated by several crucial roles in achieving effective team performance. In understanding team leadership, a strong theoretical and conceptual framework is needed. Team leadership also influences team performance motivation. Effective leaders can influence team motivation through effective communication, providing positive feedback, providing rewards and recognition, and creating a supportive work environment. The key factors that influence great team performance also need attention. factors such as team trust, collaboration, effective communication and leader support are major factors that contribute to great team performance. This study uses the literature study method and aims to determine the role of leadership in organizations. In conclusion, team leadership plays an important role in achieving effective team performance in organizations. By understanding a strong theoretical and conceptual framework, leaders can develop the practical and strategic insights needed to lead teams effectively. Effective leaders influence team performance motivation, manage conflict, build teamwork, and create a supportive work environment. The importance of effective team performance is also underpinned by the key factors that influence great team performance. In practice, leaders must be able to apply these insights practically to achieve the desired results.

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.

One of the main factors affecting health performance is their motivation in working. Motivation is a factor that encouragwes a person to perform a certain activity that leads to the achievement of a particular goal. The purpose of this study to determine the relationship between motivation with the performance of health personnel at Puskesmas Ridge Biak Numfor District. This research is an analytic survey research with cross sectional study method population number 55 people. Sample is 55 with purposive sampling tecniue. Data collection and processing using computer program SPSS version 16,0 by using fisher’s exact test. The reault of this research is the reward p=0,038<0,005,it show there is no relation between reward with performance of health worker, kia peer relations p=0,004.<0,005 it there is a relationsip between the co-worker relationship with Perfoemance of health worker, enviromental condition of p=o,ooo<o,oo5it there is reltion between work environment condition with health worker performance. Conclusion in this research is there is there is relation between reward an c0-worker and condition of work environment with performance of health worker. It is suggested to the Ridge Comunity Health Center to furher improve the relationships of good colleagues and increase health facilities and infratructure in providing services so that health workers can improve their performance.

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.

In terms of improving human resources in the company, it is necessary to evaluate employee performance. By evaluating employee performance, companies have supporting data and information to evaluate human resources to make them even better. Employee performance is important in a company because it will affect the achievement desired by the company. The purpose of this study was to analyze the significant influence of work motivation, work discipline, and work environment simultaneously on the performance of employees in family companies in Surabaya. This study used a quantitative approach using multiple regression analysis because the sample used was a questionnaire with a total of 73 respondents. The results showed that some work motivation, work discipline, and work environment have a significant effect on employee performance. Simultaneously, work motivation, work discipline, and work environment have a significant effect on the performance of employees in family companies in Surabaya.

Motivation in a company is very important to be able to move all the power and limits of human capabilities and other facilities. The right motivation will be able to advance and develop the company. The problem of motivation in a company is the responsibility of management to create, organize and implement it, so management must be able to create motivation that is able to foster people's motives so that they want to act according to the company's wishes. The objectives of this study are: 1). Knowing the work motivation of employees of the marketing division at PT. BPRS Fajar Sejahtera Bali. 2) Knowing the performance of the employees of the marketing division at PT. BPRS Fajar Sejahtera Bali. This research method is descriptive qualitative. Data collection techniques, namely observation, interviews and documentation. The informants in this study were the Head of Marketing Division and eight marketing staff at PT. BPRS Fajar Sejahtera Bali, the procedure for determining informants by means of purposive sampling. Marketing division at PT. BPRS Fajar Sejahtera Bali has the following motivations: There is a work environment that has a positive influence on employees, there is protection and security provided by the company in the form of BPJS Health and Employment, and the company provides a form of recognition or respect for employees who excel and have company leaders who are competent in their fields, 2) Marketing division at PT. BPRS Fajar Sejahtera Bali has the following motivations: There is a work environment that has a positive influence on employees, there is protection and security provided by the company in the form of BPJS Health and Employment, and the company provides a form of recognition or respect for employees who excel and have company leaders who are competent in their fields, 2) Employee performance of the marketing division of PT. BPRS Fajar Sejahtera Bali still has not reached the company standards presented, employees are still not optimal in carrying out their duties and responsibilities.

Loyalty is someone's allegiance that indicates dedication to something, it can be a person or a group of people, ideals, tasks or goals that are given constantly. This study aims to determine whether leadership style, motivation and work environment have a partial and simultaneous influence on employee loyalty in the Department of Industry and Trade, and also among the three variables, which variable has the most dominant effect on the dependent variable. This type of research is quantitative research. This study uses secondary data, namely data on the number of employees for the last 5 years from the 2017-2021 period. The results of the analysis through the T test show that leadership style has no significant effect on employee loyalty, motivation has a significant effect on employee loyalty and work environment has a significant effect on employee loyalty. While the results of the analysis through the F test show that leadership style, motivation and work environment affect employee loyalty in the Department of Industry and Trade of North Sumatra Province.

This study aims to dietierminie thie ieffiect of disciplinie, motivation and work ienvironmient on work pierformancie at PT JS CiORP BiOYiOLALI, thie riesiearch miethiod usied is quantitativie with a tiotal samplie iofsamplie 100 iemplioyieies at PT JS CiORP BiOYiOLALI. Thie data ciolliectiion tiechniquie usied is a quiestiionnairie. Thie sampling miethiod usied ispriobability sampling with simplie randiom sampling tiechniquie. Thie data analysis miethiod ismultiplie liniear riegriessiion analysis with thie hielp iof SPSS 22 sioftwarie. Thie riesult iof this study shiow that simultanieiously thie indiepiendient variablies iof wiork disciplinie, wiork miotivatiion,and wiork ienvirionmient havie a significant ieffiect ion thie diepiendient variablie, namiely iemplioyieie wiork pierfiormancie.