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This study aims to determine the influence of transformational leadership style and compensation through mediating variables of organizational commitment to employee performance CV Multi Warna Grafika Semarang, with saturated sample collection techniques taken based on non-probability sampling techniques. Data analysis was carried out using the Partial Least Square (PLS) method using SmartPLS 3 software. The results showed that transformational leadership style affects employees' organizational commitment. Compensation affects the organizational commitment of employees. Organizational commitment affects employee performance. Transformational leadership style has no effect on employee performance. Compensation has no effect on employee performance. Transformational leadership styles influence employee performance mediated by organizational commitment. Compensation affects employee performance mediated by organizational commitment.

Currently, SMEs are the main pillar of the economy in Indonesia, but the large number of SMEs in Indonesia cannot be separated from existing difficulties, including accounting fraud. This study aims to determine the impact of the effectiveness of internal control, compliance with accounting rules, suitability of compensation to the tendency of accounting fraud by using a population of 25 Culinary SMEs in Surakarta City with 125 employees as respondents. This research is a type of quantitative research. The sampling method used is purposive sampling technique. The questionnaire was chosen as a data collection technique. This study uses quantitative analysis with validity, reliability, normality, multicollinearity, heteroscedasticity, multiple linear regression analysis, coefficient of determination, F test, and t test using the IBM SPSS version 19 assistance program. has a negative effect on the tendency of accounting fraud, while the suitability of compensation has a no effect on the tendency of accounting fraud

An organization is established because it has a goal that it wants and must achieve. A government organization is established with the aim of providing civil and economic rights services to every citizen optimally. A company organization is established by a group of people because they want to gain business profits, while a non-profit organization is established with the aim of community service. The purpose of this study is to determine and describe the influence of job placement on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The influence of compensation on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The influence of the work environment on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The influence of job placement, compensation, and work environment on the performance of employees of the Sub-district Statistics Coordinator of the Central Statistics Agency of Ciamis Regency. The method used in this study is descriptive and verification research. Based on the results of the research and discussion, the following conclusions are obtained. Job placement tends to increase and employee performance tends to increase. Thus, job placement affects employee performance at the Central Statistics Agency of Ciamis Regency. Compensation tends to increase and employee performance tends to increase. Thus, compensation affects employee performance at the Central Statistics Agency of Ciamis Regency. The work environment tends to increase and employee performance tends to increase. Thus, the work environment affects employee performance at the Central Statistics Agency of Ciamis Regency. Job placement tends to increase, compensation tends to increase and the work environment tends to increase and employee performance tends to increase. Thus, job placement, compensation and work environment affect employee performance at the Central Statistics Agency of Ciamis Regency  

This research is motivated by the results of preliminary observations that the Implementation of Sustainable Food Agriculture seems too forced, without any review of the existing situation and conditions. In Regional Regulation Number 1 of 2014 concerning the Implementation of Sustainable Food Agriculture, it is known that there is a clause on sustainable food land zoning, whereas the existence of the Regional Spatial Plan (RT RW) which is the reference is in the process of technical review related to the formation of the New Autonomous Region of Pangandaran Regency. As a result of all that, it is indicated that the quality of agricultural products is not being considered, whereas the main purpose of the regulation is to improve the quality of food crops. The method used is a qualitative descriptive research method. The population in this study was 10 people. The results of the study obtained are as follows: (1. The implementation of Regional Regulation Number 1 of 2014 concerning the Implementation of Sustainable Food Agriculture in Ciamis Regency is said to be effective if it meets the criteria for effectiveness such as the existence of policy objectives or targets, the existence of activities or activities to achieve objectives, and the existence of activity results. (2. The obstacles faced by the government in the implementation of Regional Regulation Number 1 of 2014 concerning the implementation of sustainable food agriculture are the status of land ownership owned by individuals; inventory and determination of land that may not be converted are difficult to carry out; the application of incentives and compensation is very difficult to implement; protection and empowerment of farmers; financing in the protection of food agricultural land requires a lot of money/funds. (3. The obstacles faced by the government in the implementation of Regional Regulation Number 1 of 2014 concerning the implementation of sustainable food agriculture are the status of land ownership owned by individuals; inventory and determination of land that may not be converted are difficult to carry out; the application of incentives and compensation is very difficult to implement; protection and empowerment of farmers; financing in protecting agricultural land requires a lot of money/funds. (4. Efforts made by the government in implementing Regional Regulation Number 1 of 2014 concerning the Implementation of Sustainable Food Agriculture, are Sovereignty of agricultural land by the State; Financing the implementation of sovereign food agriculture, the authority is assigned to the central level; and the authority to organize food agriculture must be returned to the central level.

This research was conducted on employees of PT Giga Nusantara. This study aims to determine the effect of motivation, compensation, and commitment to employee performance. In this study the data was collect with a tool in the form of observation, interviews and questionnaires to 110 respondenst with purposive sampling technique, which aims to determine respondents perceptions of each variable. The analysis used includes data instrument test (validity test, reliability test), multiple linear regression analysis, classical assumption test (normality test, multicollinearity test, heteroscedasticity test), and hypothesis testing (F test, t test, coefficient of determination). From the result of the analysis using regression can be seen that the variable of motivation, compensation, and commitment, all have a positive effect on employee performance. From the t test, the result of motivation, compensation, and commitment are obtained, which have a significant partial effect on employee performance.

Effectiveness is a measurement in the sense of achieving predetermined goals. Management Control System is a collection of elements that are interconnected and interact in one unit to carry out a process of achieving a main goal. Salary is part of the largest compensation provided by the agency as remuneration for its workforce. The East Medan Sub-District Office located in the Medan area, North Sumatra is one of the government agencies that functions as a community service. The research that the author conducted aims to analyze the Effectiveness of the Management Control System for Employee and Non-Employee Payrolls at the East Medan Sub-District Office. This study uses qualitative research methods that are descriptive and tend to use analysis. The data collection stage is carried out through interviews, literature studies, and there is also an addition from searching on the website. The types of data used in this study are Primary and Secondary Data. In this study, the authors analyze the existing data using a Data Processing Application (Software NVivo 11 Plus), which can be proven by a Model (Brainware Analysis). Based on the analysis carried out, it was concluded that the cause of the delay in the effectiveness of the management control system on the payroll of employees and non-employees at the East Medan Sub-district Office, namely due to lack of supervision, as well as the unequal time of payroll. Meanwhile, the obstacles that hinder the effectiveness of the management control system on employee payroll are the Delay in Reporting Periodic Salary Increases/ Promotions, and the efforts made in the various problems faced, namely reporting employee salaries or ASN (State Civil Apparatus), and updating employment data, so that they become better and more effective.

The problems faced in this study include (1) How does motivation affect employee performance in Dahlia Furniture, Kawali District, Ciamis Regency? (2) How does compensation affect employee performance in Dahlia Furniture, Kawali District, Ciamis Regency? (3) How does motivation and compensation affect employee performance in Dahlia Furniture, Kawali District, Ciamis Regency? This study aims to study, know, and analyze (1) The influence of motivation on employee performance in Dahlia Furniture, Kawali District, Ciamis Regency. (2) The effect of compensation on employee performance in Dahlia Furniture, Kawali District, Ciamis Regency. (3) The effect of motivation and compensation on employee performance in Dahlia Furniture, Kawali District, Ciamis Regency. The method used in this study is explanatory survey, while the technical data analysis is validity test, reliability test, descriptive statistics, Inductive Statistical Analysis (Inferential) with Multiple Regression. The results of the study inform that (1) Motivation has a positive effect on employee performance in Dahlia Furniture, Kawali District, Ciamis Regency. This means that if motivation is increased, the performance of employees in Kawali District, Ciamis Regency will also increase. (2) Compensation has a positive effect on employee performance at Dahlia Furniture, Kawali District, Ciamis Regency. This means that if the compensation is increased, the performance of employees at Mebel Dahlia, Kawali District, Ciamis Regency will also increase. (3) Motivation and compensation have a positive effect on employee performance at Dahlia Furniture, Kawali District, Ciamis Regency. This means that if motivation and compensation are increased, then employee performance at Mebel Dahlia Kawali District, Ciamis Regency will also increase.

The purpose of this study is to determine whether executive compensation, institutional ownership and executive risk preference affect tax avoidance. An empirical study on LQ 45 companies listed on the Indonesia Stock Exchange from 2016 to 2020. The sample in this study consisted of 11 LQ 45 companies with a total of 55 data processed with Eviews-9 software. The analysis technique in this research is quantitative using panel data regression method. The results of this study indicate that executive compensation has an effect on tax avoidance, while institutional ownership and executive risk preference have no effect on tax avoidance.

Penelitian ini bertujuan untuk menganalisis pengaruh kompensasi terhadap kepuasan kerja pegawai, menganalisis pengaruh kompensasi terhadap kinerja pegawai, menganalisis pengaruh motivasi terhadap kepuasan kerja pegawai, kepuasan kerja terhadap kinerja pegawai. Selain itu, penelitian ini juga bertujuan untuk menganalisis kepuasan kerja sebagai mediasi antara kompensasi dan kinerja pegawai dan menganalisis kepuasan kerja sebagai mediasi antara motivasi dan kinerja pegawai. Untuk menganalisis variabel tersebut, peneliti menggunakan metode pengumpulan data antara lain kuesioner dan wawancara. Populasi penelitian ini adalah seluruh pegawai pada Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas IV Tegal sebanyak 44 pegawai, sekaligus dijadikan sebagai jumlah sampel. Teknik penentuan sampel dalam penelitian ini menggunakan sampling jenuh atau sensus. Teknik analisis yang digunakan adalah Regresi Linier Berganda (Model 1 dan 2) dan Regresi Linier Sederhana (Model 3). Uji hipotesis yang digunakan adalah Uji T dan Uji Mediasi.Hasil penelitian mwnunjukkan bahwa kompensasi berpengaruh positif dan signifikan berperhadap kinerja pegawai, kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja pegawai, motivasi berpengaruh positif dan signifikan terhadap kinerja pegawai, motivasi berpengaruh positif dan signifikan terhadap kepuasan kerja pegawai, kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai.

PT Ungaran Sari Garment is one of the Largest Export Oriented Apparel Company in Indonesia, operating world-class factories in various locations in Java supported by 11,000 skilled and professional workers. Ungaran Sari Garments' production capacity can handle 1.7 million dozen garments per year and still with great potential for expansion. In 2022 to 2024 experienced an increase and decrease in Actual Performance Production. Production Performance data at PT Ungaran Sari Garment for the last 3 years has experienced, indicates that there is a decrease in employee performance at PT Ungaran Sari Garment.

This study aims to analyze the influence of servant leadership and compensation on employee performance either directly or through organizational commitment. The population in this study is 122 people. The size of the sample is 93 respondents. The data source used is primary data with questionnaire data collection method which gather using the simple random sampling techniques. The analysis technique used is path analysis. The results of the research showed that servant leadership and compensation has a positive and significant effect on organizational commitment. Servant leadership and compensation has a positive and significant effect on employee performance. The Sobel test results indicated that the variable of organizational commitment can mediate the influence of servant leadership and compensation on employee performance.

This article discusses the civilian aspect in defamation cases which is intended to reform law enforcement against defamation cases. This article uses normative research methods and uses a legislative approach. Defamation is indeed an act that violates the law and certainly harms the person whose reputation is tarnished, but with this loss, it is seen that it is possible to resolve this issue can be resolved through a civil law approach with aspects of illegal acts. This is because the application of criminal sanctions is the ultimate medium, and also of course the essence is to look at the resolution of the problem. Reformulation of law enforcement policy in defamation cases leading to civil settlement is of course intended so that the aggrieved person also receives compensation from the perpetrator, and also the perpetrator is obliged to pay compensation, so as not to release the perpetrator of defamation for the act committed, but not in the presence of criminal sanctions law enforcement.

Abstract. This study aims to determine the effect of compensation, motivation and work stress on employee performance. The sampling method is purposive sampling method with a sample of 68 respondents. The criteria used in this study are active Gojek drivers, members of the Gojek 24 Yogyakarta community, the second is the main job as a Gojek driver and has no other job. The analytical method used is Multiple Linear Regression Analysis. The results showed that compensation had a positive effect, motivation had a positive effect, and work stress had a negative effect on employee performance. The coefficient of determination shows that 88.8% of compensation, motivation and work stress variables affect employee performance, while the remaining 11.2% is influenced by other variables not examined.

This study was conducted to determine the factors that influence the dependent variable, namely tax avoidance. The independent variables used in this study are profitability, executive compensation and capital intensity. The research data used is secondary data taken from the annual report on the Indonesia Stock Exchange (IDX) for 2017-2020. The population of this research are property and real estate companies. Based on the purposive sampling method, the researches obtained 136 samples from 34 companies for 4 years, namely 2017-2020. This study uses panel data analysis techniques and Eviews program tools. The results obtained show that the executive compensation variable is a factor that influences the dependent variable in this study. Executive compensation has a significant positive effect. Meanwhile, the factors that do not affect tax avoidance are profitability and capital intensity variables.

Businesses in various fields face increasingly fierce competition. In the face of competition, only using advanced technology in the company's production and operations is not enough. The company's use of advanced technology must be supported by reliable personnel, because no matter how sophisticated the technology used, if it is not supported by reliable personnel, it may not necessarily contribute to the smooth operation of the company. The purpose of this research is to find out and test whether compensation has an effect on employee performance, whether compensation has an effect on job satisfaction, and whether job satisfaction has an effect on employee performance. This research is included in the quantitative research using the Partial Least Square (PLS) method. The population in this study were employees of the plastic romen sport factory. The sample in this study used slovin using 55 people. The analysis technique in this research is descriptive and inferential statistical analysis using the Partial Least Square (PLS) method. The results of this study show that compensation affects employee performance, does compensation affect job satisfaction, and does job satisfaction affect employee performance?

This study aims to analyze how much the influence of Intrinsic Motivation, Financial Compensation and Organizational Climate on OCB and its impact on employee performance at PT. Central Mega Kencana. This study uses a survey method by distributing questionnaires to employees at PT. Central Mega Kencana as the respondent. Quantitative research methods with Structural Equation Modeling (SEM)analysis techniques with the application of AMOS version 22. The samples in this study were 145 respondents. The results showed that Intrinsic Motivation, Financial Compensation and Organizational Climate directly had a positive effect on employee performance. and OCB has a positive and significant effect on the performance of employees at PT. Central Mega Kencana.

This study aims to analyze "The Influence of Competence, Compensation, and Work Discipline on the Performance of Non ASN Employees (Study of the Regional Human Resource Development Agency (BPSDMD) of Central Java Province)". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 71 respondents were employees at the Regional Human Resources Development Agency (BPSDMD) of Central Java Province. Based on the results of testing the competency variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 2.335 > 1.667 with a sig value. 0.023 > 0.05 and the regression coefficient (β1) is positive at 0.271 which means that the higher the employee's competency, the higher the employee's performance. So the hypothesis is proven. The compensation variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.613 > 1.667, with a sig. of 0.001 <0.05 and the regression coefficient (β2) is positive at 0.411 which means that the more satisfying the compensation given, the higher the employee's performance. So the hypothesis is proven. While the work discipline variable has a positive effect on employee performance. This is shown by the greater t-count value of t-table, namely 2.548 > 1.667, with a sig. 0.013 < 0.05 and the regression coefficient (β3) is positive at 0.285 which means that the higher the employee's work discipline, the higher the employee's performance. So the hypothesis is proven.

Research Objectives To determine the influence of discipline, motivation and compensation variables on employee work performance at PT. Wesitan Development Consultation in Makassar. To find out what variables are most dominant in employee work performance at PT. Wesitan Development Consultation in Makassar. The research method used is a quantitative research method. Simultaneously shows that discipline, motivation and compensation factors have a significant effect on employee work performance at PT. Wesitan Development Consultation in Makassar. Partially, discipline, motivation and compensation factors significantly influence employee work performance at PT. Wesitan Development Consultation in Makassar. Partially, compensation factors have a dominant influence on employee work performance, followed by discipline and motivation factors in community service.

This study aims to determine and prove the influence of leadership, work environment and compensation on work productivity of employees of the Class II Railway Engineering Center for Southern Sumatra Region with Job Satisfaction as an Intervening Variable either directly or indirectly. The population in this study were all employees of the Class II Railway Engineering Center for the Southern Sumatra Region, while the sample was part of the population that would be the object of research. In this study, the total population was 91 people. Sampling in this study used the Saturated Sample technique, namely sampling was carried out as a whole from the total population. In line with the opinion above, in this study, by considering a population of 91 people, the authors took a total of 91 people as research samples. The data analysis used in this study was to use the Structural Equation Model (SEM) analysis method which was operated through the Partial Least Square (PLS) program.

The purpose of this study was to determine the effect of organizational culture (X1) and direct financial compensation (X2) on employee job satisfaction (Y). This research is a quantitative approach by performing parametric statistical analysis in the form of multiple linear regression analysis. The population in this study were 207 employees and a sample of 52 respondents using the Nonprobability Sampling technique. Data collection techniques using a questionnaire. The data was processed using SPSS (Statistics of Package for the Social Sciences) version 22 for window. The results showed that partially variable X1 and Variable X2 had significant effect on variable Y. Meanwhile, simultaneously, organizational culture and financial compensation had a positive and significant effect on job satisfaction and the determinant coefficient was 69.6%.