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The development and progress of Village Credit Institutions (LPD) can be seen through various achievements such as financial performance and operational results. A good Village Credit Institution (LPD) is recognized from its financial reporting system and services. In reality, not all (LPD) are able to use AIS wisely and accurately. The purpose of this research is to understand the influence of employee competence, work motivation, and job satisfaction on the performance of the accounting information system. The population consists of LPDs in Ubud Regency, Bali with a representation of 96 people. The data collection techniques used in this study include quantitative. The studies that have been carried out prove that employee ability has a positive effect on AIS performance, work motivation has a positive effect on the use of AIS, and job satisfaction has a positive effect on the use of AIS. We found that it had a positive impact. The magnitude of the influence of independent variables on the use of AIS is 65.4%.

To achieve this goal, companies need to pay attention to employees in all aspects of their work because this becomes an incentive for employees to carry out their work activities and achieve organizational goals. For this reason, it is natural to pay attention to the whereabouts of employees from the start. Employees who are company assets need to know their needs and desires so that they are expected to be able to produce job satisfaction, good performance and high loyalty to the company so as to achieve company goals. Effective human resource management requires managers to find the best way to employ employees to achieve goals. company. There are many things that can be done to empower good human resources, including efforts that include level education, training, and creating a conducive work situation or environment so that employees feel at home carrying out their work. Compensation is an important aspect in determining employee performance. Company attention is important because employees try to achieve the performance determined by the company. Realizing the importance of compensation for company performance, compensation management should be important. In providing compensation, the timeliness of providing compensation and the amount of compensation given by the company to employees affects employee morale, motivation, work performance and performance. An employee's absolute income level will determine the scale of his life and relative income shows his status and dignity. Therefore, if employees perceive that the compensation they receive is inadequate, this will cause employee morale, motivation, work performance and performance to decline drastically. Motivation is a condition that drives employees who are directed or focused on achieving company goals. Achieving this goal means also achieving the personal goals of the members concerned.

This research aims to find out how much influence work motivation and work discipline have on employee performance through job satisfaction at the Class II B State Detention Center in Padang. Documentation methods and types of primary data.. Research results obtained based on partial tests (T tests) obtained: There is a significant positive influence of motivation on job satisfaction at the Kles II B Padang State Detention Center. There is a significant positive influence of Work Discipline on Job Satisfaction at the Kles II B Padang State Detention Center. The largest or dominant value is 0.906. There is an insignificant positive effect of motivation on employee performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.899. There is an insignificant positive influence of Work Discipline on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.906. There is a significant positive influence of Job Satisfaction on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.859. Job Satisfaction is able to mediate Motivation on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.899 and the smallest value is 0.822. Job Satisfaction is able to mediate Work Discipline on Employee Performance at the Kles II B Padang State Detention Center. The largest or dominant value is 0.906.    

Non -communicable disease (PTM) is one of the increasing health problems in society every year and contributes to the largest proportion of death worldwide. According to a global status report on non -communicable diseases, non -communicable diseases can occur due to lack of exercise, smoking and malnutrition, which causes increased blood pressure, increased blood sugar levels and increased blood lipids. If not prevented, this increase will get worse and lead to chronic diseases such as hypertension, diabetes, cholesterol, dysplidemia, gout arthritis and obesity. The World Health Organization (WHO) reports that 40 million people worldwide suffer from non -communicable diseases, with the cause of cardiovascular disease, diabetes and injuries to be the main cause (Syam'ani, 2023).      

Employee performance can be seen from the quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. This research aims to analyze leadership, motivation, and discipline and employee performance in the Medan Perjuangan Village Head. The sample in this study was 32 employees at the Medan Perjuangan Village Head. The data collection instrument uses a questionnaire with a Likert scale, each of which has been tested and has met the validity and reliability requirements. Data analysis used multiple linear regression using SPSS 19.0 for Windows software tools. The results of the partial research show that partial testing for the leadership variable shows a p-value of 0.303, meaning that partial leadership does not have a significant effect on employee performance in the Medan Perjuangan Village Head. The partial test results for the motivation variable show a p-value of 0.009, meaning that motivation partially has a positive and significant effect on employee performance at the Medan Perjuangan Village Head. The partial test results for the work discipline variable show a p-value of 0.000, meaning that discipline partially has a positive and significant effect on employee performance at the Medan Perjuangan Village Head. The results of the simultaneous testing of the calculated F value are 512.757 which is greater than 3.33 and the significant value of 0.000 is smaller than 0.05 so it can be concluded that leadership, motivation and discipline have a significant simultaneous effect on employee performance at the Medan Perjuangan Village Head.

This study aims to analyze how the influence of transformational leadership, self-efficacy and career development on employee performance with achievement motivation as an intervening variable in female officials in the Riau Islands Provincial Government. The analysis used in this research is parametric and non-parametric statistics using SEM-PLS (Structural Equation Modeling-Partial Least Square). Data analysis with parametric and non-parametric statistics regarding research variables, calibration tests / pilot tests, validity and reliability, Outer model and inner model analysis, as well as discussion of the results of hypothesis testing or Path Analysis. This study uses path analysis to examine relationship patterns that reveal the effect of a variable or set of variables on other variables, both direct and indirect effects. The calculation of the path coefficient in this study was assisted by SmartPLS. The test results in this study found that Transformational Leadership and Career Development had no significant effect on the Performance of Women Officials in the Riau Islands Provincial Government, while Self Efficacy had a significant effect on the Performance of Women Officials in the Riau Islands Provincial Government, Career Development and Transformational Leadership had a significant effect on the Performance of Women Officials in the Riau Islands Provincial Government Transformational Leadership, Self Efficacy and Career Development have a significant effect on Performance with Achievement Motivation as an Intervening Variable on Women Officials in the Riau Islands Provincial Government.  

Based on the results of initial observations obtained from PT. Elang Reaksi Cepat, information was obtained that one of the problems that must be resolved at this time is how to encourage employees to further improve their performance. It was informed that the performance conditions of employees at PT. Elang Reaksi Cepat is still low. The aim of this research is to determine the partial and simultaneous influence of work motivation and work environment on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta. The method used in this research is a survey method, using a quantitative correlational approach, namely looking at cause-and-effect relationships. The sample used was part of the population in this study, namely 78 employees using a saturated sample. This research can be concluded either partially or simultaneously, work motivation and work environment have a significant effect on employee performance at PT. Elang Reaksi Cepat, Jagakarsa, South Jakarta.

Employee performance is a good work success that has been achieved by employees through the activities that have been carried out. High performance indicates that employees successfully achieve the desired results, both in terms of quantity and quality of their work. It can be seen in increased productivity, service quality, customer satisfaction, and overall business results. This study aims to identify and analyze the effect of work discipline and work motivation on employee performance at PT Iss Indonesia. The research method used in this study is a quantitative method with a survey approach. Data was collected through questionnaires distributed to 68 employees at PT Iss Indonesia. The data analysis technique used is multiple linear regression analysis to determine the extent to which work discipline and work motivation affect employee performance. The results of this study indicate that work discipline has a significant effect of 0.812 or 81.2%, meaning that work discipline has a strong influence on employee performance. Motivation also has a significant effect of 0.832 or 83.2%, meaning that work motivation has a strong influence on employee performance. Simultaneously there is a positive and significant influence between work discipline and work motivation on employee performance at PT Iss Indonesia with a value of 87.5% and the remaining 12.5% is influenced by other factors.    

The aim of this research is to determine the effect of training, work experience, competence and motivation on performance. The study was conducted on mental health management employees at the Tasikmalaya Regency Regional Health Center. Sampling was carried out using census techniques, with a sample size of 97 samples, consisting of mental health management employees at the Tasikmalaya Regency Regional Health Center, which consists of 40 Community Health Centers. The research instrument used was a questionnaire with a Likert scale. The analysis technique used is path analysis using the SPSS application. The results of this research show that: 1) Training, work experience, competence, motivation and performance are in good condition. 2) Training, work experience and competence have a positive and significant effect on performance, motivation has a positive but not significant effect on performance. 3) Training, work experience, competency and motivation have a significant effect on the performance of mental health management health workers at the Tasikmalaya Regency Regional Health Center

The development of human resources within a company is an effort to enhance the quality of human resources aimed at improving the quality of workers. Every company hopes and strives to advance by implementing various structured methods in education, training, and development programs to enhance employee performance. The purpose of this research is to determine the influence of motivation and work environment on employee job satisfaction at PT. KB Bank Tbk Jakarta. The data collection method in this study was conducted by distributing questionnaires to 70 respondents who are employees of PT. KB Bank Tbk Jakarta. The method used is a quantitative method with a saturated sampling technique. The data utilized consists of primary and secondary data. The results of this study indicate that motivation and work environment have a positive and significant impact on job satisfaction. 

The aim of this research is to determine the influence of teamwork and work motivation on employee performance at PT Amythas South Jakarta. This research was carried out in April-June. In this research the author used quantitative research methods. Data collection uses observation, questionnaires and documentation methods. with a sample size of 60 people. The research results concluded that there was a partially significant influence between teamwork on employee performance, proven based on the results of the t test or partial test with a probability value of 0.001 < 0.05 and a calculated t value > t table of 7.939 > 2.001. There is a partially significant influence between work motivation and employee performance, proven based on the results of the t test or partial test with a probability value of 0.001 < 0.05 and a calculated t value > t table of 10.666 > 2.001. There is a significant simultaneous influence between teamwork and work motivation on employee performance at PT Amythas South Jakarta, proven based on the results of the F test or simultaneous testing with a probability value of 0.001 < 0.05 and a calculated F value > F table, namely 58.576 > 3 .16.

Performance is a description of a result that can be measured by the effectiveness and efficiency of work carried out by human resources in realizing the targets, goals, vision and mission that are realized through a company's planning strategy. This research aims to determine and analyze the influence of the environment and motivation on employee performance at PT Pratama Rindo Raya. This research uses a quantitative statistical approach method. The sampling technique used was saturated sampling which had 38 respondents. Data collection techniques use observation through questionnaires. The results of this research show that the work environment (X1) has a significant effect with a value of 0.848 or 84.8%, which means that the work environment variable (X1) has a strong influence on employee performance (Y). Motivation (X2) has a significant effect with a value of 0.842 or 84.2%, which means that the motivation variable (X1) has a strong influence on employee performance (Y). The work environment (X1) and motivation (X2) simultaneously (together) have a significant influence on employee performance (Y) at PT Pratama Rindo Raya with a value of 90.4% and the remaining 9.6% is influenced by factors others that researchers are not careful about.    

Human resource management has an important role as a driving force in the company, in improving employee performance, periodic training and motivating employees can be carried out. This study aims to determine the effect of training and motivation on employee performance at PT Andalan Rantai Pasok Indonesia. The type of research used is quantitative research. The population in this study was the entire sample size of 31 respondents. The analysis technique used in this study is the validity test method, reliability test, classical assumption test, multiple linear regression, and hypothesis testing using SPSS 26. The results showed that the Training Variable partially had a significant effect on Employee Performance with a t value of 2.244> 2.051 and a Sig value of 0.033 <0.05 and the Motivation Variable partially had a significant effect on Employee Performance with a t value of 3.137> 2.051 and a Sig value of 0.004<0.5.  The F test shows that together, training and motivation have a significant effect on employee performance (F = 10,971, p = 0.000). So it can be concluded that Training and Motivation have a positive and significant effect on employee performance.    

Industry 4.0, with technological advances such as automation, artificial intelligence, and big data, has brought significant changes in the way employees work and productivity in start-up technology companies. This transformation requires employees to develop new skills and adapt to a more dynamic and complex work environment. This research aims to analyze the influence of Industry 4.0 on work behavior and controlling employee productivity through the Systematic Literature Review (SLR). This research uses the Systematic Literature Review (SLR) method to collect and analyze relevant literature regarding the influence of Industry 4.0 on work behavior and employee productivity. Inclusion and exclusion criteria were established to select relevant studies from a variety of sources, including scientific journals, books, industry reports, and other reliable sources. Data were analyzed using a qualitative approach with a focus on identifying main themes from the literature collected. The analysis results show that Industry 4.0 brings significant changes in work behavior, including the need for flexibility and adaptation to new technology. Training and developing digital skills is very important to increase productivity. Transformational leadership has been proven to have a positive impact on employee motivation and performance. Apart from that, effective human resource management and a focus on employee welfare are also key factors in facing the challenges and exploiting the opportunities presented by Industry 4.0. This research concludes that the adoption of Industry 4.0 technology brings many benefits in increasing employee productivity and efficiency, but also demands significant changes in HR management strategies and skills training. Start-up technology companies need to invest in developing digital skills, employ transformational leadership, and create work environments that support employee well-being to maximize the benefits of this transformation. These findings provide valuable insights for companies looking to optimize employee productivity in this digital era.

This study aims to determine the direct and indirect effect of leadership, motivation, training on performance through employee satisfaction of the regional secretariat of bintan regency. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Leadership has a positive and significant effect on Employee Performance. This proves that Leadership can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Performance. This proves that Motivation can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Training has a positive and significant effect on Employee Performance. This proves that Training can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction has a positive and significant effect on Employee Performance. This proves that Job Satisfaction can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Leadership has a positive and significant effect on Employee Job Satisfaction. This proves that Leadership can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Job Satisfaction. This proves that Motivation can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Training has a positive and insignificant effect on Employee Job Satisfaction. Job Satisfaction mediates positively and significantly between Leadership and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and significantly between Motivation and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and insignificantly between Training and the Performance of Employees of the Bintan Regency Regional Secretariat.  

This research aims to determine and analyze the influence of compensation, work discipline and work motivation on employee performance at PT. Eka Silver Gold And Jewelry. This type of research is research with a quantitative approach. The population in this study were all employees of PT. Eka Silver Gold And Jewelry. Determination of the sample in the study used non-probability sampling through saturated samples so that the total sample in this study was 50 employees. The data analysis method in this research uses SPSS analysis tools through validity, reliability, classical assumption tests, namely normality test, multicollinearity test, heteroscedasticity test, multiple linear regression, t test, F test and correlation and determination coefficients. The results of this research show that (1) Compensation Variable with a sig value. 0.000 < 0.05, then the compensation variable influences employee performance (2) Work Discipline variable with a sig value. 0.000 < 0.05, then the work discipline variable influences employee performance (3) The work motivation variable with a sig. 0.000 < 0.05, then the motivation variable influences employee performance (4). From the results of these calculations, an Fcount of 25.680 is obtained, which means an Fcount of 25.680 and a sig value. 0.000 < 0.05 so Ho is rejected and H4 is accepted. So the independent variables Compensation, Work Discipline and Work Motivation together have an influence on employee performance at PT. Eka Silver Gold and Jewelry.

This study aims to determine the effect of discipline, work motivation and work ability on the performance of employees of PT BIJAK Bogor Learning Center Unit either simultaneously or partially. Questionnaires were distributed to 101 respondents. The results of the validity and reliability tests indicated that all questions were stated to be valid and reliable. The results of multiple correlation analysis stated that there were very strong relationships between discipline, work motivation and work ability on the performance of employees of PT BIJAK, the result of the coefficient of determination can be explained by 70.8%. The multiple regression analysis F test (simultaneous) states that there is a positive and significant effect simultaneously between discipline, work motivation and work ability on the performance of employees of PT WISE. The results of the t (partial) test state that discipline has a positive and significant effect on employee performance, work motivation has a positive and significant effect on employee performance, and work ability has a positive and significant effect on employee performance at PT. BIJAK Bogor Learning Center Unit.

Human resource management (HR) is a method of managing human resources in an organization so that it is able to achieve the organization's goals optimally through developing human resources themselves. Based on the results of testing the first hypothesis, it was found that the motivation variable had a positive and significant effect on nurses at RSU Bunda Padang. So, in this study the first hypothesis (H1) was accepted. Based on the results of testing the second hypothesis, it was found that the Job Stress variable had a positive and significant effect on nurses at RSU Bunda Padang. So, in this study the second hypothesis (H2) was accepted. Role Conflict partially has a positive and significant effect on employee performance at RSU Bunda Padang. Thus, it can be concluded that if role conflict among employees increases, nurse performance will decrease. Job Stress partially has a negative but not significant effect on the performance of nurses at RSU Bunda Padang. Thus it can be concluded that if work stress increases it will not affect employee performance. Role Conflict, Multiple role work stress simultaneously has a positive and significant effect on Nurse Performance at RSU Bunda Padang. Thus it can be concluded that if Role Conflict, Job Stress and Performance increase together, then the performance of nurses will increase.

The aim of this research is to partially determine whether motivation has a significant effect on employee performance, motivation has an effect on job satisfaction, job satisfaction has an effect on performance, and whether job satisfaction mediates work motivation on employee performance. This research was conducted quantitatively using an explanatory and descriptive approach and data collection through questionnaires. A total of 40 employees of the Sukoharjo Regency Satu Pindu Investment and Integrated Services Service consist of 27 civil servants, 3 PPPK and 10 freelance daily workers (THL). Regression correlation analysis was used. The results of the analysis show that work motivation has a significant effect on performance and job satisfaction, job satisfaction has a significant effect on performance and job satisfaction has succeeded in mediating work motivation on employee performance.

The problem in this research is whether there is a significant influence of work discipline, compensation and motivation on employee performance. The aim of this research is to analyze the significance of the influence of work discipline, compensation and work motivation on employee performance. The type of data used is quantitative. The data source used is primary data. The sampling technique used was purposive sampling with a total of 30. Data collection techniques in this research used observation, questionnaires and literature study. The research results show that the work discipline variable has a positive and significant effect on employee performance, the compensation and work motivation variables have an insignificant effect on employee performance.