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This study aims to analyze the influence of work discipline, work motivation, and work environment on employee performance at PT. PLN (Persero) Rayon Kuta by involving all employees as the research population. The approach used is quantitative with data collection through distributing questionnaires to respondents. The number of respondents was 100 people determined using a saturated sampling technique, namely the entire population was sampled because it was considered to meet the appropriate criteria, namely active employees of PT. PLN (Persero) Rayon Kuta. The data obtained were then analyzed using linear regression, with a t-test to test the partial effect of each variable and an F-test to determine the simultaneous effect. The results of the t-test indicate that work discipline, work motivation, and work environment individually have a positive and significant effect on employee performance, meaning that the better the level of discipline, the higher the motivation, and the more conducive the work environment, the more optimal the employee performance produced. Meanwhile, the results of the F-test show that the three variables simultaneously also have a significant effect on employee performance. Thus, this study confirms that the factors of work discipline, work motivation, and work environment have an important role in increasing productivity, work quality, and the achievement of company goals. Therefore, companies need to pay attention to these three aspects continuously to maintain and improve employee performance in the future.

This study also highlights the importance of education and training for farmers to improve their technical skills in farming and managing their farms. Training in the use of modern agricultural technologies, such as automated fertilizing tools and efficient irrigation systems, can help farmers reduce production costs and increase yields. Furthermore, training in digital marketing can help farmers market their products more effectively through online platforms, reducing reliance on intermediaries and increasing profit margins. Furthermore, it is crucial for the government to provide support in the form of extension services and easy access to business capital. More accessible capital will enable farmers to invest in more efficient equipment and more environmentally friendly organic fertilizers. Targeted microcredit distribution to farmer groups can also accelerate the adoption of new, more productive agricultural technologies. The adoption of sustainable and environmentally friendly agricultural practices should be a long-term focus to ensure the registration of shallot farming businesses. Farmers need to be incentivized to use organic fertilizers and natural pesticides that are safer for the soil and air. Furthermore, the implementation of integrated and environmentally friendly farming systems such as agroforestry can also be an alternative to increase agricultural yields without damaging the environment. With improvements in education, training, access to capital, and the adoption of more efficient technology, shallot farming in Pasir Village can develop better and become more sustainable in the future. Furthermore, collaboration between farmer groups and local research institutions and universities can also be key to introducing new agricultural innovations.

This study aims to analyze the influence of work experience, professional skills, and work attitudes on employee performance at UD Rahayu Indah Kediri. This study uses a quantitative approach with a population of 76 respondents, which is also used as a sample through the saturated sampling method. Data were collected using questionnaires and analyzed with the help of Statistical Package for the Social Science (SPSS) software version 25.0. The independent variables in this study include work experience, professional skills, and work attitudes, while the dependent variables are employee performance. The results of the analysis show that the three independent variables have a significant influence on employee performance. Work experience contributes to shaping work effectiveness and efficiency, professional skills play a role in improving quality and productivity, while work attitudes affect individual motivation and responsibility in carrying out tasks. These findings indicate that improving employee performance can be achieved through strengthening work experience, developing professional skills, and forming a positive work attitude. This research provides practical implications for company management to design human resource development strategies that focus on improving competencies and work behaviors. Thus, companies can create a productive and highly competitive work environment.

The employee recruitment system is a crucial aspect in maintaining the quality of human resources in healthcare institutions, particularly hospitals based on Islamic values. Muhammadiyah Ponorogo General Hospital, as a hospital based on Muhammadiyah principles, faces the challenge of ensuring that every employee is not only technically competent but also aligned with Islamic values ​​and culture. This study aims to describe the employee recruitment process, identify the challenges faced, and explore best practices implemented at Muhammadiyah Ponorogo General Hospital. The study used a qualitative approach with data collection through in-depth interviews with Human Resources Development (HRD) and relevant stakeholders, direct observation of the selection process, and internal document review. Data were analyzed thematically to discover patterns and deeper meanings within the recruitment process. The results show that recruitment is carried out through the stages of identifying workforce needs, administrative selection, written tests, in-depth interviews to assess technical competency and Islamic value alignment, and medical examinations. The main challenge is the limited number of candidates who meet the dual criteria of having both professional expertise and moral integrity in line with Muhammadiyah values. Furthermore, maintaining transparency and objectivity in the selection process is also a crucial concern. The findings of this study indicate that the success of the recruitment system at Muhammadiyah Ponorogo General Hospital (RSU Muhammadiyah Ponorogo) depends heavily on good coordination between HRD and management, as well as the need to strengthen the value-based selection process. This way, the hospital can produce a workforce that is not only professional but also capable of supporting the institution's vision and mission of providing superior and Islamic healthcare services.

This study aims to determine the contribution of work-family balance to work engagement in employees in long-distance marriages (LDM). The phenomenon of LDM is becoming increasingly common in the modern workplace, especially for couples who must live apart due to work demands in different locations. This condition can pose challenges in maintaining a balance between work and family life demands, which in turn can affect individual engagement in their work. Therefore, this study is important to understand the extent to which work-family balance plays a role in increasing the morale and work engagement of employees in LDM. This study involved 41 employees in LDM, with ages ranging from 24 to 50 years. The data collection method used two measuring instruments: the Utrecht Work Engagement Scale (UWES) developed by Schaufeli and Bakker (2004), and the work-family balance scale developed by Carlson et al. (2009). Data analysis was conducted using simple regression analysis techniques to determine the contribution of the independent variables to the dependent variable. The results showed that work-family balance contributed 65% to work engagement in employees in LDM. These findings indicate that the higher the level of work-family balance, the higher the employee's engagement in their work. Therefore, it is important for organizations to create policies and work environments that support work-family balance, especially for employees in long-distance marriages.

The Human Resources (HR) is a key element in carrying out organizational operational activities. Quality HR can provide the best service to customers. The quality and competence of employees can be influenced by effective industrial relations management. This study aims to analyze the needs of human resources and industrial relations management at RSUD Bandung Kiwari. The research method used is qualitative analysis with a descriptive approach. The results of the study show that the analysis of human resource needs and industrial relations management are interrelated. The analysis of human resource needs aims to determine the quantity, qualifications, and competencies needed by the organization, while industrial relations management aims to create a conducive and harmonious work environment. The administrative human resource needs are measured by workload analysis. Industrial relations management for administrative employees at RSUD Bandung Kiwari is already conducive and harmonious, in accordance with the provisions in the employment agreement.

In this study, a quantitative research approach was used, with two variables: motivation as the independent variable and work productivity as the dependent variable. The survey method was employed, with a sample of 26 employees from the Wajo Intellectual Mandiri Job Training Institute. The data analysis techniques used included quantitative descriptive analysis, correlation analysis, and simple regression analysis. Data collection was carried out through observation, questionnaires, and documentation. The findings indicate that both the motivation and work productivity variables are rated highly, based on the respondents' answers from the questionnaire distribution. The results demonstrate a positive relationship between motivation and employee work productivity at the Wajo Intellectual Mandiri Job Training Institute in Wajo Regency. This study highlights the importance of motivation in enhancing work productivity and provides valuable insights for improving organizational performance by fostering motivation among employees. The findings can be used as a basis for developing strategies to optimize employee productivity in similar organizational settings. 

This research aims to test whether Work Discipline, Work Motivation and Work Communication have an effect on employee performance. The method used in this research uses quantitative methods. The population in this study were employees at PT. Alpha Technology Indonesia. The sample used in this research used a saturated sample using the Slovin formula calculation to obtain 133 respondents. Data analysis using SmartPLS 4.0 The analysis method used is descriptive analysis, validity test, reliability test, R-Square test, F-Square test and hypothesis test. The research results show that work discipline has no effect on employee performance with a t-statistic of 0.790 < 1.96, then the research results also show that work communication has no effect on employee performance, this is shown by a t-statistic value of 0.910 < 1.96 However, there is a positive and significant influence between work motivation on employee performance with a t-statistic value of 6.635 > 1.96. This shows that the greater the employee's motivation, the better the employee's performance will be  

This research aims to find out how much influence work motivation and work discipline have on employee performance with job satisfaction as an intervening variable at the West Sumatra Population and Civil Registration Service. Documentation methods and types of primary data.. Research results obtained based on partial tests (T tests) obtained: There is a significant positive influence between work motivation and job satisfaction at the West Sumatra Population and Civil Registration Service. With an influence of 0.007. There is an insignificant positive influence between Work Discipline on Job Satisfaction at the West Sumatra Population and Civil Registration Service. With an influence of 0.612. There is an insignificant positive influence between work motivation on employee performance at the West Sumatra Population and Civil Registration Service. With an influence of 0.188. There is an insignificant negative influence between Work Discipline on Employee Performance at the West Sumatra Population and Civil Registration Service. With an influence of 0.101. There is a significant positive influence between Job Satisfaction on Employee Performance at the West Sumatra Population and Civil Registration Service. With an influence of 0,000. There is an insignificant positive influence on Job Satisfaction mediating Work Motivation on Employee Performance at the West Sumatra Population and Civil Registration Service. With an influence of 0.040. There is an insignificant positive influence on Job Satisfaction mediating Work Discipline on Employee Performance at the West Sumatra Population and Civil Registration Service. With an influence of 0.587.    

This study aims to determine the effect of work environment and work discipline on employee performance. The type of research used is quantitative research. The study was conducted at the Official Honda Tridjaya Motor Subang Motorcycle Dealer. The number of respondents was 35 people. This study distributed questionnaires to employees. Data processing and analysis techniques used SPSS version 25. The results of the study stated that the Work Environment and Work Discipline had a significant effect individually and a significant effect together on the Performance of Employees at the Official Honda Tridjaya Motor Subang Motorcycle Dealer.A comfortable work environment and a high level of discipline will improve employee performance.

This study aims to determine the relationship between the number of incoming letters and outgoing letters in the form of Assignment Letters (SPT) and Official Travel Orders (SPPD). The research employs a quantitative approach using simple linear regression analysis, with data collected through direct observation and official document records. The findings indicate a positive relationship between incoming and outgoing letters; however, the relationship is not statistically significant (p-value = 0.068). The coefficient of determination (R²) is 0.358, meaning that 35.8% of the variation in outgoing letters is influenced by incoming letters, while the rest is affected by other factors. These results underscore the need for stronger administrative management systems to improve bureaucratic efficiency and accountability.

This research aims to determine the influence of the work environment and motivation on employee work discipline at Hotel Balairung Jakarta. The method used in the research is a quantitative method with a causal associative approach. The respondents in the research population were all employees of Hotel Balairung Jakarta with a sample size of 62 respondents. Data collection is carried out by filling out questionnaires or questionnaires which have been prepared using a Likert scale. To test the hypothesis, multiple linear regression analysis was used. The research results show that work environment variables do not have a significant effect on work discipline, while motivation variables have a significant effect on work discipline. But together the work environment and motivation variables have a significant effect on work discipline.

This study aims to examine the influence of Occupational Health and Safety (OHS), workload, and compensation on employee productivity at PT Cahaya Karya Bersama. The background of this research lies in the importance of human resource management in enhancing company performance amid intense business competition. Despite the company’s efforts in providing safety facilities and implementing OHS systems, issues still arise such as low employee awareness of safety procedures, unequal workload distribution, and dissatisfaction with compensation systems, particularly in relation to BPJS Health services. This study employs a quantitative approach by distributing questionnaires to 40 respondents via Google Form, with data analyzed using SPSS 25. The results indicate that partially, OHS, workload, and compensation variables have a significant effect on employee productivity. Furthermore, these three variables also jointly contribute significantly to productivity enhancement. Therefore, the company must further optimize OHS implementation, ensure workload alignment with employee capacity, and improve its compensation system to create a productive and sustainable work environment.

This study aims to analyze the impact of generational diversity, organizational culture, and leadership style on employee retention at PT Idea Solusi Indonesia in Tangerang City. This research employs a quantitative approach with descriptive data analysis, correlation, and hypothesis testing using multiple linear regression. The sampling method used is Non-Probability Sampling with a Total Sampling technique, where data is collected through questionnaires using a Likert scale. The collected data is then processed using Microsoft Excel software for further analysis. The results of this study show that the generational diversity variable does not have a significant impact on employee retention. Despite differences in age and background among employees, these factors do not significantly affect their decision to stay with the company. On the other hand, organizational culture and leadership style have a significant influence on employee retention. An inclusive organizational culture that supports teamwork, open communication, and recognition of individual contributions has been shown to improve employee satisfaction and loyalty. Additionally, a leadership style that supports individual development, provides support, and focuses on employee empowerment helps strengthen employee commitment to remain with the company. This study offers important managerial implications for PT Idea Solusi Indonesia in formulating policies to improve employee retention. The company needs to strengthen an organizational culture that promotes well-being and inclusivity, while also enhancing leadership styles that motivate and empower employees. By implementing these measures, the company can create a more conducive work environment that not only encourages loyalty but also boosts employee motivation and productivity in the long run. This is expected to improve the overall performance of the company and ensure more stable operational continuity.

Unemployment is a very serious problem in the economy because it affects a person's life physically and mentally. The government responded to this problem by creating a labor-intensive program. The labor-intensive program is an initiative that aims to empower the community, especially productive poor families. This program is designed to achieve several goals, namely reducing unemployment, alleviating poverty, and increasing people's sources of income through the use of natural resources, technology, and workers. This research aims to evaluate the implementation of community empowerment through labor-intensive programs in Gubeng District. This research was conducted with a qualitative descriptive approach and used George C. Edward III's policy implementation theory. The research results show that the implementation of the labor-intensive program in Gubeng District is in accordance with Surabaya Mayor Regulation Number 83 of 2023. However, there are several obstacles to implementation, namely the lack of public interest in the labor-intensive program. Therefore, it is hoped that the Gubeng District government will be more aggressive in providing information regarding labor-intensive programs via social media with the aim of increasing public interest. The government must also evaluate and carry out direct monitoring in the field in the implementation of labor-intensive programs in Gubeng District.  

This research aims to determine the influence of organizational culture and career development on employee performance at PT Sinergi Aitikom, South Jakarta City, both partially and simultaneously. This study uses quantitative methods. The population is all 81 employees. Sampling uses saturated sampling techniques. The analysis methods used are validity testing, reliability testing, classical assumption testing, multiple regression analysis, correlation coefficient analysis (r), determination coefficient analysis and hypothesis testing t-test, f-test. The results show that organizational culture (t-value 7.597> t-table 1.990; sig. 0.000 <0.05), this means that organizational culture partially influences employee performance. Career development (t-value 8.932> t-table 1.990; sig. 0.000 <0.05), this means that career development partially influences employee performance. The f test shows the calculated f value (244.849 > f table 3.11; sig. 0.000 < 0.05), simultaneously organizational culture and career development influence employee performance. The coefficient of determination is 0.859, meaning that 85.9% of the influence between organizational culture and career development simultaneously on employee performance is 85.9%. While the remaining (100-85.9% = 14.1%) is influenced by other variables not studied.

Employee loyalty is an important aspect in maintaining organizational sustainability, because high loyalty will have an impact on improving the company's performance and success in the long term. Factors such as job characteristics, work flexibility, and work motivation are thought to have an important role in influencing employee loyalty, especially in government agencies that demand high dedication. Therefore, this study was conducted to analyze the influence of job characteristics, work flexibility, and work motivation on employee loyalty at the Directorate General of Minerals and Mineral Resources of the Republic of Indonesia. This study used a quantitative approach with data collection techniques through questionnaires. The sampling technique used was non-probability sampling with a sample size of 90 respondents. Data analysis was carried out using multiple linear regression with the help of SPSS version 26 software, and supplemented with descriptive analysis of the primary data obtained. The results showed that the regression equation obtained was Y = 8.219 + 0.464X1 + 0.110X2 + 0.429X3. This equation indicates that job characteristics, work flexibility, and work motivation have a significant effect on employee loyalty. Partially, work flexibility is proven to have a positive and significant effect on employee loyalty. Similarly, work motivation also has a positive and significant partial effect on loyalty. This confirms that better job characteristics, greater flexibility, and stronger motivation mean higher levels of employee loyalty. This research implies that organizations need to consider job design, work system flexibility, and motivation-boosting strategies to build sustainable employee loyalty.

Employee performance is a crucial factor in supporting a company's success, particularly in the tourism sector, which demands optimal human resource quality. Factors such as work motivation, work environment, and work discipline are believed to significantly influence employee performance. However, the extent to which these three factors contribute to improved employee performance in tourism companies still requires empirical research. This study aims to determine the partial effect of work motivation, work environment, and work discipline on employee performance at PT. Wisata Titiannusantara Pelangi. The study population comprised all 40 employees, with the sampling technique using the saturation method (sampling the entire population). Data analysis was performed using multiple linear regression processed using SPSS version 22. The results show that work motivation has a positive and significant effect on employee performance, meaning that the higher an employee's motivation, the better their performance. The work environment also proved to have a positive and significant effect on performance, indicating that a comfortable and supportive work environment can improve employee performance. Furthermore, work discipline has a positive and significant effect on employee performance, indicating that discipline in carrying out tasks contributes significantly to achieving optimal work results. Overall, this study confirms that motivation, work environment, and work discipline are important factors that must be considered by management in efforts to improve employee performance, especially in companies operating in the tourism sector.

This study aims to analyze the influence of intrinsic motivation, work atmosphere, and work environment on employee productivity and performance at Hotel Kridawisata Bandar Lampung. A total of 30 employees from the hotel were selected as the population for this study, using a saturated sampling approach to obtain a representative sample. Data was collected through questionnaires and analyzed using SPSS version 25.0 to examine the correlation and influence between independent variables (work motivation and work atmosphere) and employee performance. The analysis revealed a significant positive correlation between employee work motivation and their performance, with a regression coefficient of 0.389. This indicates that higher work motivation leads to better performance. Additionally, the work atmosphere had a positive and significant impact on employee performance, with a regression coefficient of 0.467. These findings suggest that a supportive and comfortable work atmosphere can significantly enhance employee performance. Based on the obtained R-square value of 0.493 or 49.3%, it can be concluded that work motivation and work atmosphere have an influence on employee performance at Hotel Kridawisata. In other words, approximately 49.3% of the variation in employee performance can be explained by these two factors, while the remaining 50.7% is influenced by other factors not covered in this study. This highlights the importance of both work motivation and the work environment in driving employee performance. Therefore, it is recommended that the management of Hotel Kridawisata continue to improve employee motivation and create a more conducive work atmosphere. This will not only enhance employee performance but also contribute to improving the quality of hotel services, which in turn can increase guest satisfaction and the hotel's operational success.

This study aims to determine the influence of leadership and work motivation on employee performance at Tiara Dewata Supermarket. The research model used a quantitative descriptive method, and data collection techniques used a questionnaire, using 100 samples. The analytical methods used were multiple linear regression analysis, t-tests, and F-tests to determine the influence of independent variables on the dependent variable. SPSS for Windows version 25 was used for data processing. The results of this study indicate that partially, leadership and work motivation have a positive and significant effect on employee performance, as indicated by values of 0.005 and 0.006, respectively, which are <0.05. Simultaneously, leadership and work motivation have a positive and significant effect on employee performance, with a value of 0.000, which is <0.05. This study recommends that companies pay attention to leadership and work motivation factors to improve employee performance.