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This study aims to systematically review the literature related to teamwork in the context of formal organizations, with a focus on concept mapping, identification of key factors, and remaining research gaps. The method used is Systematic Literature Review (SLR) by analyzing 797 articles published in 2021-2025. The selection process was rigorous using inclusion and exclusion criteria, followed by thematic coding to identify key patterns. The analysis showed that effective communication, participative leadership, and psychological safety are the main factors that shape solid teamwork and positively impact employee performance and job satisfaction. However, there were a number of organizational contexts where teamwork did not contribute significantly, indicating the need for attention to contextual factors, organizational culture and psychosocial dynamics. This study makes theoretical and practical contributions to designing evidence-based organizational interventions to sustainably improve teamwork effectiveness.

This study aims to analyze the influence of work discipline, incentives, and work motivation on employee performance at PT Citra Mandiri Distribusindo. The background of this research is based on issues such as low employee discipline, unequal incentive distribution, and lack of motivation, which lead to fluctuating employee performance. The research used a descriptive quantitative method with a survey approach, employing questionnaires distributed to all employees except Directors, General Managers, and HRD, with a total of 109 respondents. The data analysis technique used multiple linear regression to examine the influence of each variable. The results showed that partially and simultaneously, work discipline, incentives, and work motivation significantly influence employee performance. The implication of this research is that the company must enhance employee discipline, clarify the incentive system, and foster motivation through effective communication and recognition to achieve optimal employee performance.

The intention of this research is to examine the impact of workload on employee performance of PT. Semen Indonesia Logistik by using job burnout as an intervening variable. This research uses quantitative research methods. The research participants were employees at PT. Semen Indonesia Logistik. Determination of the sample using saturated sample technique as many as 37 employees. Data collection using questionnaires distributed to employees. Statistical analysis of Structural Equation Modeling (SEM) Partial Least Squares 4.0 was used to test the hypothesis. Based on the research results, workload has a significant negative effect on employee performance. Workload also has a considerable impact on employee performance due to job burnout.

This study investigates how compensation and organizational culture impact employee performance at Mastin Education Center (MEC). Employee performance is critical to achieving organizational goals, especially in the era of globalization and increasing competition. Therefore, this study is based on this understanding. This study used a quantitative method with a survey design, and used a saturated sampling technique for every ten MEC workers. Data were collected through questionnaires and analyzed using multiple linear regression using IBM SPSS Statistic 26. The t-test results showed that compensation (significance value 0.235) did not significantly affect employee performance. In contrast, organizational culture (significance value 0.001) had a positive impact. The F test results show that compensation and organizational culture simultaneously affect employee performance (significance value 0.005). An Adjusted R Square value of 0.800 indicates that these two factors can explain 80 percent of the variation in employee performance. Other factors not included in this study influence the remaining variation. These findings suggest that improving organizational culture and updating the compensation system are critical to improving employee performance.

This study aims to determine the effect of work environment and rotation on employee performance at the Secretariat of the Human Resources Development Agency (BPSDM) of the Ministry of Transportation. A conducive work environment and the implementation of proper job rotation are believed to be able to increase employee motivation and work productivity. This study uses a quantitative approach with a survey method by distributing questionnaires to 30 respondents who are employees of the BPSDM Secretariat. Data analysis was carried out using multiple linear regression to test the simultaneous and partial effects between independent variables and dependent variables. The results of the study indicate that both the work environment and rotation have a positive and significant effect on employee performance, both partially and simultaneously. This indicates that improving the quality of the work environment and implementing proper job rotation can contribute to improving employee performance. Data collection used in this study was a questionnaire whose results were calculated using SPSS Version 25. The results of the F test in this study, the calculated F value obtained was 173.617 which means> F table 3.35 where the significance level is <0.05, which is 0.000. Therefore, the hypothesis that simultaneously states that the Work Environment and Rotation have a significant effect on employee performance is accepted.

study aims to analyze the influence of job description on employee performance at the Sumenep Regency Population and Civil Registration Office. The background of this research is based on the importance of clarity of job descriptions in supporting the optimal performance of employees, especially in public service agencies that deal directly with the community. This study uses a quantitative approach with the Partial Least Square (PLS) data analysis technique through the help of Smart PLS 2.0 M3 software. Primary data was obtained through the distribution of questionnaires to 20 respondents who were selected using the purposive sampling technique. The results showed that job description had a positive and significant effect on employee performance, with a path coefficient value of 0.808 and an R-square value of 0.652. This shows that the clearer the job description received by employees, the higher the level of performance produced. Job descriptions play an important role in improving work efficiency, minimizing role conflicts, clarifying responsibilities, and supporting an objective performance evaluation process. This study suggests that government agencies regularly update and socialize job descriptions to all employees to improve the performance of individuals and organizations as a whole.

Work enthusiasm is one of the efforts that can be made to optimize employee performance. There are several important factors that can affect employee work enthusiasm, including leadership style, compensation, and work motivation. This study aims to determine the effect of leadership style, compensation, and work motivation on employee work enthusiasm at the Kediri City Education Office. The research method used is a quantitative approach through Likert scale data. The sample in this study amounted to 69 respondents taken from the total number of employees using saturated sampling techniques. The analysis technique in this study is multiple linear analysis, t-test, and f-test processed using SPSS software version 25. The results of the study prove that leadership style, compensation, and work motivation partially have a significant effect on work enthusiasm. Also, simultaneously leadership style, compensation, and work motivation have a significant effect on employee work enthusiasm.

This study examines the influence of leadership and motivation on employee performance at PT. Lingkar Sakti Mas Gas Station in Banjarmasin. The research problem is the suboptimal employee performance caused by a lack of leadership attention and low work motivation. The purpose of this research is to analyze the effect of leadership and motivation on employee performance, both partially and simultaneously. The study uses a quantitative method with an associative approach, involving all 32 employees as respondents using a saturated sample technique. Data collection was carried out through questionnaires, and the data were analyzed using validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, and F-tests. The findings reveal that leadership and motivation both have significant positive effects on employee performance, both partially and simultaneously, with a coefficient of determination (R²) of 63.3%. This indicates that leadership and motivation explain 63.3% of the variation in employee performance. The study concludes that improving leadership integrity and enhancing motivational factors such as compensation and recognition are essential to optimize employee performance in the public service sector, particularly at gas stations.

An employee's performance can affect the company's success in competing with its competitors to achieve its goals. However, there are several factors that can affect the rise and fall of employee performance. This study aims to determine the effect of the work environment, work discipline, and work conflict on employee performance. This study uses quantitative methods to evaluate the relationship between variables. Data were obtained through questionnaire results analyzed using SPSS Version 25 software. The total questionnaire data was 31 respondents from the number of J&T Express and J&T Cargo employees at the Kras, Ngadiluwih, and Mojo Branches. The results of this study prove that the work environment, work discipline, and work conflict have a partial and simultaneous effect on employee performance. The coefficient of determination supports the results of this study with a percentage level of 81.9% of variable (X) affecting variable (Y). Also, the work environment successfully dominates its influence on employee performance.

Human Resource Management is the development of human resource that carry out planning, implementation, recruitment, career development of employees, employees and carry out initiatives on organizational development in an organization, or company. This study aims to analyze the implementation of employee performance management in a notary office. Performance management is a systematic process of organizational goals. In the notarial work environment, performance management plays a crucial role in ensuring legal service are accurate, timely, and professional. This research uses a qualitative approach with data collection techniques including interviews, observations, and document analysis. The result indicate that performance management has been applied through the setting of work targets, monitoring of outcomes, and the provisions of evaluations and feedback. However some challenges remain, such as the absence of structured evaluation system and a lack of regular training. The conclusions of this study emphasizes the importance of developing a more formal and measurable work management system in order to increase employee motivation and overall performance. The implications of the research are expected to be a reference in human resource development in notary office and other legal service institutions.

This study aims to determine the effect of internal motivation and transformational leadership on employee performance with spiritual intelligence as a moderating variable at the Lubuklinggau City Social Service. The background of this study is based on the importance of the role of human resources in achieving organizational goals and the decline in employee work productivity as seen from monthly performance achievement data. This study uses a quantitative approach with an associative method. The sample used was all 31 employees of the Lubuklinggau City Social Service, with a saturated sampling technique. Data were collected through observation, interviews, documentation, and questionnaires with a Likert scale. Data analysis was carried out using SmartPLS 3.0 software. The results of this study are expected to provide empirical evidence that internal motivation and transformational leadership have an effect on employee performance, and spiritual intelligence can moderate this effect. This study also provides theoretical contributions to the development of human resource management science and practical benefits in improving the performance of public organizations.

This study aims to analyze the influence of work motivation on employee performance at PT Subur Plus. Work motivation is considered one of the crucial factors in enhancing both individual and team performance. The research employs a quantitative approach using a survey method with questionnaires distributed to 50 permanent employees in the operational and administrative divisions. Work motivation is measured through intrinsic and extrinsic factors, while employee performance is assessed based on quantity, quality, timeliness, and responsibility. The results of the analysis indicate that work motivation has a positive and significant effect on employee performance. The coefficient of determination (R²) of 94.7% shows that most of the variation in employee performance is influenced by work motivation. These findings highlight the importance of implementing effective strategies to enhance employee motivation through training programs, rewards, and the development of a supportive work environment.

This study aims to determine the effect of Work Motivation (X1) and Work Environment (X2) on Employee Performance (Y). This is a quantitative study. The population in this research consists of nurses at RS PKU Muhammadiyah Gamping, with a sample of 72 respondents. Data collection was conducted using a questionnaire with a Likert scale. The data analysis methods used include classical assumption tests (normality test, multicollinearity test, heteroscedasticity test), multiple linear regression analysis, and hypothesis testing (t-test, F-test, and R² test). The analysis results show the significance level of Work Motivation (X1) and Work Environment and whether they have an effect on Employee Performance. Based on the t-test results: (1) The effect of Work Motivation (X1) shows a value of 2.071 with a significance of 0.042 < 0.05, indicating that Work Motivation (X1) has a significant effect on Employee Performance (Y) at RS PKU Muhammadiyah Gamping. (2) The effect of Work Environment (X2) shows a value of 4.766 with a significance of 0.000 < 0.05, indicating that the Work Environment (X2) has a significant effect on Employee Performance (Y). The F-test results show that Work Motivation (X1) and Work Environment (X2) together significantly affect Employee Performance (Y), with an F-value of 38.247 and a significance level of 0.000 < 0.05, indicating a simultaneous significant effect on Employee Performance (Y) among nurses at RS PKU Muhammadiyah Gamping.

Relationships between coworkers are one of the important elements in the work environment that affect employee performance. A harmonious work environment and good social relations can create psychological comfort, increase motivation, and encourage effective teamwork. This study aims to determine the effect of the environment of coworkers on employee performance at PT. Pilar Blessing Indonesia located in Karawang. The method used is a descriptive qualitative approach with data collection through observation, interviews, and documentation. The results of the study indicate that relationships between coworkers based on mutual trust, openness, and smooth communication can improve individual and team performance. Conversely, less harmonious work relationships can reduce work enthusiasm and hinder productivity. These findings indicate the importance of managing interpersonal relationships in the workplace as part of a strategy to improve overall organizational performance.

Generation Z consists of people born from 1995 to 2010. This generation has been familiar with technology since childhood. The purpose of this study is to determine the relationship between transformational leadership style and characteristics of generation Z employee members. This study uses a systematic literature review to identify and analyze the transformational leadership style on the characteristics of generation Z employee members, so that it can be used as a reference for future research and to help organizations understand better what they are doing. The results show that there is a match between transformational leadership style and the characteristics of generation z who value flexibility, collaboration, and innovation, often preferring workspaces that allow social interaction. Transformational leadership style is beneficial to improve the spirit, performance and participation of generation Z in public, business and social organizations.

The Enterprise University Website is an academic platform for internship students and employees at PT Petrokimia Gresik. This study aims to measure user satisfaction with the Enterprise University website and identify priority improvements using the e-Servqual and IPA methods. The e-Servqual method is applied through seven dimensions: Efficiency, System Availability, Fulfillment, Privacy, Responsiveness, Compensation, and Contact. Based on these, service indicators that should be the main focus for improvement are determined using the Importance-Performance Analysis (IPA) method. This research is a quantitative study. The sample consists of 49 Merdeka internship students at PT Petrokimia Gresik who are also users of the Enterprise University website. The results show that based on e-Servqual calculations, the overall average gap between user perceptions and expectations is (-0.61). This indicates that the service quality of the Enterprise University website is still lacking and does not provide user satisfaction. Furthermore, data analysis using the IPA method, as shown in the Cartesian diagram, reveals that the top improvement priorities lie in three indicators located in Quadrant I. The findings of this study can serve as a basis for strategic decision-making by platform managers to optimize services and enhance user satisfaction in the academic processes at PT Petrokimia Gresik.

In the current era of globalization, the quality of human resources is a determinant for a country in facing increasingly competitive competition with the advancement of technological development and science has experienced rapid growth that has a significant impact on business progress and development. Human Resources (HR) are key in organizations and companies. For good management, companies need to have skilled and highly knowledgeable employees. This study aims to examine the influence of communication, teamwork and work environment on employee performance located at PT. Kutai Kartanegara Waste Management (PLKK) in Balikpapan. This research method uses quantitative research. Data collection technique using questionnaire with Likert scale. Sampling technique using nonprobability approach technique, namely purposive sampling is a sampling technique using certain criteria. With a population of 235 employees who will be sampled as many as 33 respondents with the criteria of employees at the company PT. Kutai Kartanegara Waste Management in balikpapan who have worked for at least 1 year. The analysis technique used in this study is to use the validity test, reliability test, normality test, multicollinearity test, heteroscedasticity test, multiple linear regression test, determination coefficient test (R2) Hypothesis testing, namely, t test, f test with prog tools. The results of this study indicate that the three independent variables, namely communication, teamwork and work environment have a significant effect both partially and simultaneously on employee performance. The R square value of the equation is 0.827, meaning that the dependent variable, namely employee performance, can be explained by the communication, teamwork and work environment (independent) variables in this study by 82.7%, while 17.3% is influenced by other variables not explained in this study.

Internal communication is one of the important elements in human resource management, playing a role in shaping organizational culture, increasing employee involvement, and supporting overall organizational performance. This article reviews five selected scientific journals that highlight the relationship between internal communication and organizational performance, focusing on employee engagement as an intermediate variable. From the analysis of the five journals, it was found that effective communication has a positive influence on employee loyalty, motivation, and productivity. These studies also highlight the importance of the role of digital technology, communicative leadership, and an open organizational culture in strengthening internal communication.

This study aims to determine the influence of work discipline and incentives on employee performance at PT Sun Star Prima Motor Dealer Mitsubishi Siliwangi. The background of this research is based on the importance of internal factors such as discipline and incentivization in encouraging increased work productivity in the automotive sector, especially in the motor vehicle dealer environment. The research method used was quantitative with an associative approach, where data was collected through questionnaires distributed to 53 respondents who were permanent employees in the operational and administrative departments. The data analysis technique uses multiple linear regression to test the extent to which the variables of work discipline (X₁) and incentives (X₂) affect employee performance (Y). The results of the study show that work discipline has a significant positive effect on employee performance and the incentives provided, proven to have a significant and positive influence on performance improvement. Simultaneously, the two independent variables made a significant contribution to improving employee performance with a calculated f-value of 33.695 which means > f the table or 33.695 > 3.187 and a significance value of 0.000 which is smaller than 0.05 or 0.000 < 0.05. The conclusion of this study is that managerial efforts in improving work discipline and providing appropriate incentives can be an effective strategy in encouraging employee performance in the automotive dealer sector.

This study aims to map and analyze the development of literature related to diversity management, organizational culture, leadership, and human resource management through a systematic literature review approach. The method used is content analysis of 12 selected scientific journals published between 2017 and 2024. The results of the study indicate that diversity management significantly contributes to improving employee performance, with inclusive leadership, training and development programs, and fair policies as the main supporting factors. Research on organizational culture indicates that organizational values, norms, and customs play an important role in shaping employee loyalty and commitment, although their influence on organizational performance varies depending on the situation and environment. Additionally, it was found that organizational communication factors have a greater influence on performance compared to organizational cultural factors. In terms of leadership, transformational leadership style has been proven to have a positive impact on employee job satisfaction and productivity. Based on this mapping, an integrated framework has been developed that can be used as a reference for further research and strategies for managing workforce diversity, particularly in the context of Indonesia, which has high social and cultural diversity. In general, these findings emphasize the importance of implementing a comprehensive approach to human resource management to achieve organizational effectiveness in a diverse work environment.   Keywords: Diversity Management, Organizational Values, Leadership Style, Human Resources, Employee Performance.