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This study investigates the impact of digital gamification on employee motivation, engagement, and productivity in technology companies. Gamification, which integrates game design elements such as rewards, badges, and leaderboards into non-game environments, has gained popularity as a tool for enhancing employee performance in workplaces. The research employs a quantitative survey methodology to gather data from employees in technology firms that have implemented gamified systems. The findings reveal that gamification significantly increases employee motivation by tapping into intrinsic motivators such as autonomy, competence, and relatedness. Employees reported higher levels of engagement, with many attributing their increased participation to the fun and competitive nature of gamified tasks. Additionally, productivity improvements were observed, particularly among employees in roles that require individual performance, such as software engineers, where autonomy and goal-setting were key factors. The study also identifies variations in the effectiveness of gamification based on factors such as job role and organizational culture, emphasizing the need for customization to suit different employee needs. Despite these positive outcomes, challenges such as employee resistance, poorly designed systems, and resource constraints were noted as barriers to successful gamification implementation. These findings suggest that gamification is an effective strategy for improving motivation and engagement in technology companies but requires thoughtful design and alignment with company culture to maximize its impact. Future research should explore the long-term effects of gamification and examine how specific elements, such as leaderboards and rewards, influence employee behavior across different demographics.

This This study evaluates the performance of the customer friend team at the Regional General Hospital (RSUD) of Bogor City and analyzes the factors influencing their performance. The study adopts a qualitative field research method. Effective performance evaluation has been found to enhance employee competence and motivation, while ineffective evaluation can have negative repercussions such as employee complaints, decreased motivation, and turnover. Critical factors influencing the customer friend team's performance include inter-team coordination, customer engagement, and interpersonal communication skills. Training and skill fulfillment are also vital in improving employee performance. Effective performance evaluation aids RSUD Bogor City in enhancing employee competence, work motivation, and achieving organizational goals optimally. Factors such as fairness, transparency, and clear and constructive feedback are important considerations in performance evaluation. The study findings provide a better understanding of the factors influencing the customer friend team's performance and offer practical implications for RSUD Bogor City to enhance service quality and patient relations.

This study aims to determine ''The Influence of Competence, Work Motivation and Job Satisfaction on the Performance of Employees at the Konawe District Attorney's Office'' The population in this study were all employees of the Konawe District Attorney's Office, totaling 41 people. Determination of the sample in this study was carried out by census, meaning that the entire population was sampled. The analytical tool used is multiple linear regression analysis. The results of this study indicate that the variable Competence Work Motivation and Job Satisfaction simultaneously have a significant positive effect. and the results show that partially the competence variable has a significant effect while Work Motivation and Job Satisfaction have no significant effect on the performance of the Konawe District Prosecutor's Office employees.

This study aims to determine the Effect of Competence, Discipline, and Work Motivation on Employee Performance (Case Study at CV. Vin_Case). The population used in this study were all employees of CV. Vin_Case totaling 45 employees. This study uses a quantitative method using a questionnaire. The method of data analysis in this study uses multiple linear analysis with the dependent variable being Employee Performance, while the independent variables are Competence, Discipline and Motivation. In this study using saturated sampling techniques, namely sampling techniques where all members of the population are used as samples. Then the data collection method was through questionnaires and data analysis using SPSS version 21. Data analysis techniques used in this study included validity testing, reliability testing, classical assumption testing, multiple regression analysis, hypothesis testing using the t test and the coefficient of determination test (R2). The results of this study indicate that the independent variables, namely Competence (X1), Discipline (X2) and Motivation (X3) have a positive and significant effect on Employee Performance (Y). Based on the coefficient of determination 58.6 percent of employee performance can be explained by independent variables in this study, while the remaining 41.4 percent is explained by variables not observed in this study.

Employee performance in an organization cannot be separated from experience, motivation and leadership style. The Ministry of Religion of Cilacap Regency really needs effective leaders, who have the ability to influence the behavior of their subordinates in increasing motivation in order to increase their work experience, so that they can improve the performance of their employees to achieve organizational goals. This research aims to determine the influence of experience on employee performance, the influence of motivation on employee performance, the influence of leadership style on performance and the influence of experience, motivation and leadership style together on employee performance at the Cilacap Regency Ministry of Religion Office. The research method uses quantitative descriptive methods. Meanwhile, the data collection technique uses a questionnaire, and data analysis uses multiple linear regression. The research results show that there is an influence between experience, motivation and leadership style together on employee performance at the Cilacap Regency Ministry of Religion Office. This means that the more employee work experience and the higher the employee's work motivation and the better the leadership, the better the employee's performance at the Cilacap Regency Ministry of Religion Office. Vice versa.

Employee performance measures the success of an organization in achieving its mission and completing a task. The work culture must be designed in such a way that it achieves the goals of the organization and at the same time realizes the individual goals of employees. Competence can affect the improvement of the performance of an employee when the employee has good competence in a professional attitude such as having a cooperative relationship with a colleague in completing a job. The research method used in this research is statistical quantitative. The population in this study is the entire employee of NISD & Partners with a total population of 36 employees. The data collection technique used is a survey method by spreading the questionnaire. The research uses data analysis methods such as validity test, reliability test, classical assumption test, double linear regression test and hypothesis test. Data analysis uses the IMB program SPSS Statistic Ver. 25. The results of this study show that work culture variables have a positive and significant influence on employee performance.

This research is motivated by the still not optimal performance of the Banjar City Regional Finance and Revenue Management Agency employees which is characterized by frequent recording and reporting errors involving administrative management, the completion of existing work that is not in accordance with work achievement targets, employees who arrive late from work hours entering work that has been determined, besides that employees often leave the effective time of working hours and delays in completing work. The formulation of the problems posed in this study are as follows: 1. How does competence affect employee performance? 2. How does work motivation affect employee performance? 3. How does work discipline affect employee performance? 4. How does competence, motivation and work discipline simultaneously influence employee performance at the BPKPD in Banjar City? The method used in this study uses quantitative methods. Data collection techniques through questionnaires, literature, and documentation. With a research sample of 50 employee respondents and data analysis used through statistical tests of correlation and multiple regression using SPSS version 26.00 for windows. The research results show: 1). Competence tends to be good and employee performance is high, so competence has a positive and significant effect on employee performance. This means that the better the competence, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency. 2). Work motivation tends to be good and employee performance is high, so work motivation has a positive and significant effect on employee performance. This means that the better the work motivation, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency. 3). Work discipline tends to be good and employee performance is high, so work discipline has a positive and significant effect on employee performance. This means that the better the work discipline, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency 4). Competence, motivation and work discipline tend to be good and employee performance is high, so that competence, motivation and work discipline have a positive and significant effect on employee performance. This means that the better the competence, motivation and work discipline, the better the performance of employees at the Banjar City Regional Revenue and Financial Management Agency.    

ability to cooperate with fellow employees as well and the lack of employee motivation. in carrying out the main tasks and work functions. The formulation of the problems posed in this study are as follows: 1. How does competence affect employee performance? 2. How does work motivation affect employee performance? 3. How does competence and work motivation simultaneously influence employee performance at the Banjar City Archives and Library Office? The method used in this study uses quantitative methods. Data collection techniques through questionnaires, literature, and documentation. With a research sample of 46 employee respondents and data analysis used through statistical tests of correlation and multiple regression using SPSS version 26.00 for windows. The research results show: 1). Competence tends to be good and employee performance is high, so competence has a positive and significant effect on employee performance. This means that the better the competency, the better the performance of employees at the Banjar City Archives and Libraries Office. 2). Work motivation tends to be high and employee performance is high, so work motivation has a positive and significant effect on employee performance. This means that the higher the motivation, the better the performance of employees at the Banjar City Archives and Library Service. 3). Competence and work motivation tend to be good and employee performance is high, so that competence and work motivation have a positive and significant effect on employee performance. This means that the better the competence and high work motivation, the better the performance of employees at the Banjar City Archives and Library Service.  

Employee performance in general is a manifestation of the work done by employees which is usually used as a basis or reference for evaluating employees in an organization. Good or bad performance is determined by the good and bad of existing human resources. To achieve performance, causal factors are needed that encourage better performance such as work motivation and competence. So the purpose of this study was to find out and describe the influence of work motivation and competence on employee performance at the UPTD Adipala II Health Center, Cilacap Regency. The method used is descriptive with a quantitative approach. The results of the study show that motivation has a positive and significant effect on employee performance. This means that if motivation increases, it will be followed by an increase in employee performance. Competence has a positive and significant effect on employee performance. This means that if competence increases, it will be followed by an increase in employee performance. Motivation and competence have a positive and significant effect on employee performance. This means that if motivation and competence increase, it will be followed by an increase in employee performance

Human resources are one of the organizational resources that play an important role in achieving its goals. Every organization is managed by humans. Without humans, the organization will not run. Challenges and opportunities in managing and creating organizations often stem from human-related problems. Therefore, in managing human resources (HR), the most vital resource is a strategic central activity. Based on this, this study aims to analyze the effect of competence, motivation, reward on employee performance with morale as an intervening variable. This research was conducted at Sembako Rahap Putra UMKM.The research method is to use a type of quantitative research. The population of this study is 215 employees, the sample in this study is 140 employees. The technique used in collecting data using observation and questionnaires as data collection instruments. Data processing techniques use the SmartPLS 3 application.Based on research at Sembako Rahap Putra MSME, the research results obtained show that competence is less influential in increasing morale with a P-Value of (0.093), Motivation has less effect in increasing Morale with a P-Value of (0.465), Rewards are less influential in increasing morale with a P-Value of (0.172), Morale has a positive effect on Employee Performance with a P-Value of (0.025), Competence has less effect on Employee Performance through Morale with a P-Value of (0.244) , Motivation has little effect on Employee Performance through Morale with a P-Value of (0.238), Reward has less effect on Employee performance through work enthusiasm with a P-Value of (0.431).  

The purpose of this study was to examine the impact of work motivation variables on employee performance at PDAM Tirta Langkisau. to examine the impact of competency variables on employee performance at PDAM Tirta Langkisau. Collecting data by distributing questionnaires to 50 respondents using saturated sampling technique, in which all members of the population are sampled, using instrument testing (validity test and reliability test), descriptive analysis, classic assumption test (normality test, multicollinearity test and heteroscedasticity test) multiple linear regression and t test, with the help of the SPSS application. The results of the study show that work motivation has a positive and significant effect on employee performance at PDAM Tirta Langkisau, competence has a positive and significant effect on employee performance at PDAM Tirta Langkisau. Which means the first hypothesis is accepted and the second hypothesis is accepted.

This study aims to analyze the influence of leadership style, motivation, and competence on employee performance at the Regional Public Service Agency (BLUD) of Banjar City General Hospital. The problems raised include four main things: (1) the influence of leadership style on employee performance, (2) the influence of motivation on employee performance, (3) the influence of competence on employee performance, and (4) the influence of the combination of leadership style, motivation, and competence on employee performance. The method used is descriptive with data analysis through validity tests, reliability tests, descriptive statistics, and multiple regression analysis. The results of the study indicate that (1) leadership style has a positive effect on employee performance, (2) work motivation has a positive effect on employee performance, (3) competence has a positive effect on employee performance, and (4) increasing leadership style, motivation, and competence together can improve employee performance at BLUD RSU Banjar City.

This study aims to analyze "The Influence of Competence, Work Motivation and Career Development on Employee Performance at PT Kayamas Intitama Semarang". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 60 respondents is an employee at PT Kayamas Intitama Semarang. Based on the results of the study, the competence variable has a positive effect on employee performance. This is indicated by the calculated t value that is greater than the t table, namely 5.608 > 1.672, with a sig value. of 0.000 <0.05 (significant). The magnitude of β1 0.402 (positive sign) means that the higher the competence, the higher the employee's performance. Work motivation has a positive effect on employee performance. This is with the calculated t value of 6.400 > t table, namely 1.672 with a sig. of 0.000 <0.05 (significant). The magnitude of β2 is 0.467 (positive sign), meaning that the better the work motivation, the higher the employee performance. Career development has a positive effect on employee performance. This is indicated by the calculated t value which is equal to 5.042 > t table which is 1.672 with a sig value. of 0.000 <0.05 (significant). The magnitude of β3 is 0.345 (positive sign), meaning that the higher the employee's career development, the higher the employee's performance.

The purpose of this study was to determine the relationship between increasing skills, self-motivation and workforce supply strategies that directly and indirectly affect HR career development through work productivity as an intervening variable. This study only describes the effect of career advancement through skill improvement, HR self-motivation and labor supply strategies by the government that affect HR work productivity, where skill improvement, self-motivation and workforce provision are government programs to help improve career advancement through work productivity. . The novelty of this research is improving skills, self-motivation and strategies for providing manpower to increase HR careers and work productivity. The research method used in this research is descriptive quantitative research method using path analysis. Partially, only the skill improvement and self-motivation variables have a positive and significant effect on the work productivity variable and the HR career improvement variable. Meanwhile, simultaneously, the variables of increasing skill and self-motivation have a positive and significant effect on the work productivity variable through the HR career improvement variable as an intervening variable. With the increase in the skills possessed by HR, they will always motivate themselves to be better and can increase their competence, so that it will affect their ability to be productive, so as to be able to create work productivity of each individual which leads to increased employee performance.

This study aims to determine and analyze the effect of competence and work motivation on employee performance. In this study, the population used was 1,000 employees of the production division of PT. Samkyung Jaya Garment Ungaran which consists of 554 female workers and 446 male workers. The number of samples used were 91 respondents with probability sampling technique. Methods of data collection using questionnaires and literature study. The research analysis used multiple linear regression analysis. The results showed that competence had a positive and significant effect on employee performance. This result shows that if competence is improved, it will be followed by an increase in employee performance. Work motivation has a positive and significant impact on employee performance. This result shows that if work motivation is increased, it will be followed by an increase in employee performance.

Observations that contain the intent to determine how much influence the variable understanding of SIA, compensation, competence, motivation, experience on the performance of employees of PT. Telkom Indonesia Witel Solo. The population contained in this study amounted to 70 employees with sample criteria targeting employees who use accounting information systems totaling 42 employees. The tool to analyze the data is multiple regression analysis. With the results of the partial research test where the variables of understanding accounting information systems, compensation, and work experience have no significant effect on employee performance, while competence and work motivation affect employee performance. And the results of the simultaneous test of all these variables together have a significant effect on employee performance.