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This study aims to analyze the effect of leadership style and compensation on employee performance with work motivation as an intervening variable at Pamella Tiga Yogyakarta. The population and sample in this study were Pamela Tiga Yogyakarta employees totaling 45 respondents. This research uses a quantitative approach with survey method and data analysis using SmartPLS with Concurrent Validity test, Loading Factor, Average Variane Extracked (AVE), Discriminant Validity, Fornel Larcker, Cross Loading, Reliability, Cronbach Alpha, Composite Reliability, R Square and Hypothesis Testing. The results showed that there was no positive and significant effect of Leadership Style (X1) on employee performance (Y) at Pamella Tiga Yogyakarta, there was a positive and significant effect of Compensation (X2) on employee performance (Y) at Pamella Tiga Yogyakarta, there was a positive and significant effect of Leadership Style (X1) on Work Motivation (Z) at Pamella Tiga Yogyakarta, There is a positive and significant effect of Compensation (X2) on Work Motivation (Z) at Pamella Tiga Yogyakarta, There is a positive and significant effect of Work Motivation (Z) on employee performance (Y) at Pamella Tiga Yogyakarta, There is no positive and significant effect of Leadership Style (X1) on employee performance (Y) mediated by Work Motivation (Z) at Pamella Tiga Yogyakarta, There is no positive and significant effect of Compensation (X2) on employee performance (Y) mediated by Work Motivation (Z) at Pamella Tiga Yogyakarta.

The purpose of this study is to examine how Super Dazzle Gejayan's pay and work environment affect staff performance, using job satisfaction as a mediating variable. Quantitative research is the research methodology employed. The 142 employees of Super Dazzle Gejayan made up the study's population. Partial Least Square (PLS) with Convergent Validity, Factor Loading, Cronbach Alpha Discriminant Validity, Cross Loading, Reliability, Composite Reliability, R Square, and Hypothesis Testing tests were used to analyse the study's sample of 60 respondents. According to the study's findings, pay has no bearing on worker performance, while work environment has a positive and significant impact on worker performance. Job satisfaction also has a positive and significant impact on worker performance, and compensation has a positive and significant impact on worker satisfaction. Job satisfaction also acts as a mediating variable in the relationship between work environment and worker performance.

Developments in technology and information systems provide changes and play an important role in people's lives. In government, these developments can increase the effectiveness and efficiency of the government system. The government made innovations in archiving by launching the Integrated Dynamic Archives Information System (SRIKANDI) application to create convenience in organizing correspondence and archiving processes. The purpose of this research is to find out how the implementation of the SRIKANDI application at agency X. This research is qualitative research with data collection techniques through observation, interviews, and documentation. Sampling in this study used a non-probability sampling method with a purposive sampling method. The results showed that the application of the SRIKANDI application at agency X provides many benefits and conveniences in managing letters and archives. However, there are still shortcomings in its application, namely the quantity of use in each work unit that is still different, leadership commitment, and conventional processes that are still carried out simultaneously. The obstacles in the process of implementing this application are applications or servers that are often slow or down, not all employees are skilled in using the application, and application security that cannot be 100% guaranteed from data leaks or hackers.

This study aims to determine the work productivity of employees at the Colorbox Sun Plaza Medan store, a local fashion retailer serving the young women’s segment. The research employs a descriptive qualitative method with a case study approach. Data were obtained through in-depth interviews with five informants, comprising one Store Manager, one Supervisor, and three employees. The results show that employee productivity is measured by sales target achievement, display area compliance, minimal inventory losses, and positive customer feedback. Factors affecting productivity include work motivation, operational management systems, task allocation, and a supportive work environment. Although overall productivity is satisfactory, challenges such as low visitor traffic and weak supervision in the fitting room area were identified. Therefore, enhancements in motivation, training, and the strengthening of supervisory systems are needed to ensure sustained improvements in work productivity.

This study aims to test and analyze the influence of Leadership and Skills on Employee Performance with an understanding of Employee Job Satisfaction as a moderating variable in Brown Sugar MSMEs in Pegajahan Village, Deli Serdang. The urgency of this research is expected to provide benefits to the general public in terms of HR management in the business world, and especially the owners and employees of Brown Sugar MSMEs in Pegajahan Village, Deli Serdang. Where MSMEs are one of the means of improving the people's economic welfare and alleviating poverty. To be able to perform optimally, leadership knowledge and qualified skills are needed. To be able to improve company performance, it is necessary to pay attention to employee job satisfaction. This study uses an associative approach. The population in this study is all brown sugar MSMEs in Pegajahan Village, totaling 100 people. The sample used is a saturated sample of 100 people in Pegajahan Village MSMEs. Data collection uses observation and questionnaires. Data analysis uses a quantitative descriptive approach, using statistical analysis using the Author Model analysis test, Inner Model and Hypothesis Testing. Data processing using PLS (Partial Least Square) software. This study shows that Leadership and Work Skills have a significant effect on employee performance. Satisfaction is able to mediate the influence of Leadership and Work Skills on Employee Performance in Brown Sugar MSMEs in Pegajahan Village, Deli Serdang Regency. Leadership, Skills and Job Satisfaction affect Employee Performance with an R-Square value of 0.718. The variability of the Performance construct can be explained by the variability of the Leadership, Skills and Job Satisfaction constructs of 71.80%.

The problem in the research is that the work given exceeds the provisions of written regulations, company leaders do not pay enough attention to their employees or do not provide enough motivation to their employees, performance fluctuates from year to year because employees are less careful in their work. The aim of this research is to determine the workload and motivation of employee performance at PT. Mandiri Abadi Permai. The type of this research is quantitative. The population in this research is employees of PT. Mandiri Abadi Permai, totaling 140 respondents. Determining the number of samples using the Slovin formula was 58 respondents, while the sampling technique was carried out randomly. The data sources in this research are primary and secondary data. Then the data collection methods in this research are observation, interviews, questionnaires and documentation. Meanwhile, the data analysis technique used is multiple linear regression analysis. Multiple linear regression test results Y=8.137+0.5221+0.532X2+e. The results of the test (t) or partial test show that workload has a positive and significant effect on employee performance which can be seen from tcount 6.477>ttable 2.004 and the Motivation variable has a positive and significant effect on employee performance where it can be seen tcount 11.166>ttable value 2.004. Then simultaneously (F test), the F value is 83.947> F table 3.16. So that workload and motivation have a positive and significant effect on employee performance at PT. Mandiri Abadi Permai. The results of the coefficient of determination for the Adjusted R square value are 0.744 (74.4%). So it can be said that 74.4% of the variation in the independent variables in workload and motivation contributes to employee performance variables at PT. Madiri Abadi Permai, while the remaining 25.6% is influenced by other variables outside the model.

Employee retention is a crucial aspect of human resource management, reflecting an organization's ability to retain its workforce over the long term. This study aims to analyze the effect of organizational commitment on employee retention, with job satisfaction as a mediating variable. The study was conducted at PT. BPR Tri Darma Putri Klungkung, involving a total of 57 employees as respondents. A quantitative associative approach was employed, and data were collected using a structured questionnaire. Data analysis was carried out using Partial Least Squares (PLS) based on Structural Equation Modeling (SEM). The results reveal that organizational commitment has a significant positive effect on employee retention. Additionally, organizational commitment significantly affects job satisfaction, and job satisfaction, in turn, has a significant positive influence on employee retention. Furthermore, job satisfaction partially and complementarily mediates the relationship between organizational commitment and employee retention at PT. BPR Tri Darma Putri Klungkung. This study reinforces social exchange theory and offers practical implications for company management to enhance employee retention through strengthening commitment and job satisfaction.

This study aims to determine the effect of job rotation, career development and motivation on employee performance at PT. Kemuning Group Medan Branch II. The population in this study are employees at PT. Kemuning Group Branch Medan II, amounting to 56 people, while the determination technique using the saturated sampling method. The data sources in this study are primary and secondary data. And the data analysis technique used is quantitative analysis and multiple linear regression. The results of the multiple linear regression analysis are: Y = 21,162 + 0,496X1 + -0,146X2 + 0,543X3+e. The results of the t-test (partial): 1) job rotation, with a tcount value of 7.148 > ttable 1.674, so that compensation (X1) has a significant effect on employee performance (Y) partially. 2) career development with tcount 1.538 < ttable 1.674, so career development (X2) does not have a significant effect on employee performance (Y) partially. 3) motivation with a value of tcount 6.213 > ttable 1.674 so that motivation (X3) has a significant effect on employee performance (Y) partially. F count = 35.706 > F table 2.78. Then the coefficient of determination (R2) is 0.673 (67.3%). So that it can be said that 67.3% of the variation of the independent variables, namely job rotation, career development and motivation in the model can explain the variables of employee performance at PT. Kemuning Group Branch Medan II while the remaining 32.7% is influenced by other variables outside the model.

This study is a survey study on employees of PT. Telkom Indonesia Witel Solo. The purpose of this study is to examine the effect of self-efficacy, workload and work life balance on job satisfaction. The type of data used is quantitative data, the data source used is primary data. Data collection in this study was carried out by distributing researcher questionnaires to the relevant respondents. The population in this study were employees of PT. Telkom Indonesia Witel Solo. The sampling technique in this study used simple random sampling technique and obtained a sample of 120 respondents. Data were collected with a questionnaire that had been tested for validity and reliability. The data analysis technique used multiple linear regression analysis, t-test, F-test and coefficient of determination (R2).The results of this study indicate that self-efficacy has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. Workload has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. Work life balance has a significant effect on employee job satisfaction at PT. Telkom Indonesia Witel Solo. The results of the determination coefficient obtained an adjusted R square value of 0.438, which means that the contribution of the influence of the variables self-efficacy, workload and work life balance to the job satisfaction variable is 43.8%

This study aims to examine and analyze, both partially and simultaneously, the influence of system knowledge, coworker support, and frequency of system usage on the effectiveness of computerized financial reporting and trust in the system. Furthermore, this research investigates the moderating role of trust in the system in the relationship between those three independent variables and reporting effectiveness. This study is considered novel as it incorporates three variables not previously explored in combination—particularly trust in the system as a moderating factor. The study was conducted on 391,500 employees from 94 banks across Indonesia, with a sample of 100 employees selected using Slovin’s formula. The independent variables in this research are system knowledge, coworker support, and frequency of system usage; the dependent variable is the effectiveness of computerized financial reporting; and the moderating variable is trust in the system. A quantitative descriptive approach was employed, and data were analyzed using Structural Equation Modeling (SEM) with SmartPLS 4.0. The findings reveal that system knowledge, coworker support, and frequency of system usage each significantly affect both computerized financial reporting effectiveness and trust in the system. Trust in the system is also found to significantly impact the effectiveness of computerized financial reporting. Simultaneously, only system knowledge and usage frequency show a significant effect when trust in the system serves as a moderating variable, whereas coworker support does not exert a significant influence under the same condition.

Employee turnover intention remains one of the pressing challenges for organizations striving to maintain workforce stability. This study investigates how emotional intelligence influences employees’ intention to leave, with job satisfaction positioned as a mediating factor. Grounded in the Traditional Turnover Theory, the research was conducted at PT. Mabhakti, located at Jl. Nangka No. 29, Dangin Puri Kaja, North Denpasar, Bali, Indonesia. The study involved a total of 40 employees, all of whom were included as respondents using a census or saturated sampling approach. Data collection was carried out through structured interviews and questionnaires, and the analysis was performed using path analysis via SPSS. The findings reveal that emotional intelligence negatively and significantly affects turnover intention, while it positively and significantly influences job satisfaction. Additionally, job satisfaction itself negatively affects turnover intention and plays a significant mediating role in the relationship between emotional intelligence and turnover intention. These outcomes reinforce the Traditional Turnover Theory, highlighting that emotionally intelligent employees are more likely to experience internal positive drivers—such as self-motivation and emotional resilience—that contribute to job satisfaction and, consequently, a reduced desire to leave. The study underscores the importance of fostering emotional intelligence and enhancing job satisfaction as strategic approaches to curbing turnover intention and promoting organizational stability and productivity.

This study aims to determine the effect of self-efficacy, self-esteem, and self-control on employee performance at the Lubuklinggau City Transportation Agency, and to test the role of self-esteem as a moderating variable. The problem of this study is based on the phenomenon of decreasing employee performance productivity caused by the inability of employees to complete tasks independently, lack of motivation, and suboptimal teamwork. This study uses a quantitative method with an associative design. The sample in this study were 56 State Civil Apparatus (ASN) employees who were selected purposively. Data collection techniques were carried out through observation, questionnaires, interviews, and documentation. Data were analyzed using regression analysis with the help of statistical software. The results of the study showed that self-efficacy, self-esteem, and self-control had a significant effect on employee performance. In addition, self-esteem was proven to be able to moderate the relationship between self-efficacy and self-control on employee performance. These findings indicate that internal psychological factors play a very important role in supporting optimal employee performance in government organizations

The purpose of this study was to analyze the relationship between noise levels and work stress among employees at Karunia Kasih Hospital. This study used a cross-sectional design with a population consisting of all employees in the Front Office, Polyclinic Nurses, and Specialist Doctors. The study sample consisted of 80 respondents selected using total sampling technique. Noise levels were measured using a Sound Level Meter, while work-related stress was assessed using a questionnaire. Data analysis was conducted using the chi-square test with a significance level of α = 0.05. The measurement results indicated that 80% of the work areas had noise levels exceeding the NAB 65 dBA threshold. The Outpatient Corridor area had the highest noise level (83 dBA). A total of 65% of workers experienced moderate to severe work-related stress. There was a significant relationship between noise levels and work-related stress (p-value = 0.001). Age (p-value = 0.024) and length of service (p-value = 0.037) also showed a significant relationship with work-related stress. There is a significant relationship between noise levels and work-related stress among workers at Karunia Kasih Hospital. Efforts to control noise levels and comprehensive stress management programs are needed to protect worker health.

This study aims to analyze the importance of building trust and mutual understanding among organizational members to enhance team performance and work effectiveness at Greet Bear Bowl Restaurant. Trust is developed through open communication, organizational justice, and recognition of individual contributions. Meanwhile, mutual understanding is supported by active participation, aligned goals, and a positive organizational culture. The study adopts a qualitative approach using in-depth interviews with four permanent employees. The results indicate that trust and understanding play a crucial role in strengthening work relationships, improving coordination, and supporting the effective and sustainable achievement of organizational goals.

This study was conducted on employees of SMKS Muhammadiyah 1 Sintang with the aim of identifying the influence of motivation and discipline on employee performance. A quantitative research method was used with data analysis through the SPSS program. The research population consisted of administrative staff and teachers at SMKS Muhammadiyah 1 Sintang, with a sample of 40 respondents selected using the total sampling method. Data collection techniques used an online questionnaire, and the research instrument employed a Likert scale. Data analysis methods included validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, and hypothesis testing. The results of this study indicate that: 1. Based on descriptive analysis, the motivation variable had an average value of 4.36 (very high category), the discipline variable 4.44 (very high category), and the performance variable 4.31 (very high category). 2. Motivation (X1) does not have a significant positive effect on employee performance (Y) with a calculated t-value of 1.631. 3. Discipline (X2) has a significant positive effect on employee performance (Y) with a calculated t-value of 2.871. Motivation (X1) and Discipline (X2) together have a significant effect on employee performance with a significance value of 0.000 < 0.05 and a calculated F value (12.129) > table F value (4.10).  

This study aims to explore the relationship between work discipline and employee performance at PT. TVS Motor Company Indonesia. Work discipline is one of the key factors influencing the achievement of work targets and the improvement of employee productivity. This research uses a qualitative method with a descriptive approach. Data were collected through in-depth interviews, observations, and document studies with employees of PT. TVS Motor Company Indonesia. The results show that there is a strong relationship between work discipline and employee performance. A high level of discipline is reflected in punctual attendance, compliance with company regulations, and a strong sense of responsibility, all of which have a positive impact on performance achievement. These findings are expected to serve as a basis for management in formulating policies to foster work discipline and continuously improve employee performance.

This study employs a descriptive qualitative method with the aim of describing and analyzing issues related to employee work discipline. A qualitative approach is utilized by relying on both primary and secondary data. The primary data in this research were obtained through direct field observation, interviews, and documentation of employee work activities, while secondary data were collected from books, journals, and other literature relevant to the topic of work discipline. The main data sources consist of interview transcripts with four informants, including from HRD, Project Control, and two staff at PT Safemax Indonesia. Informants were selected purposively, as they were considered to have a deep understanding of the situation and dynamics of work discipline within the company. The primary objective of this research is to understand how work discipline is implemented, the influencing factors, and the challenges faced in its application. The findings reveal that although the company has established clear standards and rules, the implementation of work discipline still faces challenges such as ineffective communication, high workload, fatigue, and external factors like weather and field conditions. These findings highlight the need for improved managerial strategies and more adaptive motivational approaches to foster a more disciplined and productive work culture.

This study aims to determine the relationship between individual and environmental factors with the level of eye fatigue in employees. This quantitative study used a cross-sectional design. A total of 60 respondents were selected using total sampling. Data were collected through questionnaires and analyzed using the chi-square test. The variables assessed included age, gender, history of visual impairment, duration of screen use, and lighting intensity in the workplace. The results showed that only gender had a statistically significant association with eyestrain (p = 0.034). Other variables-age (p = 0.859), history of visual impairment (p = 0.482), duration of screen use (p = 0.764), and lighting intensity (p = 0.158)-had no significant association. Most respondents (71.7%) experienced moderate levels of eyestrain. Gender was the only factor significantly associated with eyestrain in administrative workers. While other variables did not show a significant relationship, they are still relevant in the effort to maintain eye health in the workplace.

This study aims to analyze the implementation of online attendance systems in enhancing employee discipline at the Bali Province Regional Revenue Agency. Employing a descriptive qualitative approach, data were collected through observation, interviews, and documentation, and analyzed using George C. Edward III’s implementation theory, which encompasses four key indicators: communication, resources, disposition, and bureaucratic structure. The findings reveal that communication has been effective, characterized by clear and consistent information delivery, thereby reducing employee resistance. While human and financial resources are adequate, the limited availability of supporting facilities hinders optimal implementation. In terms of disposition, employees demonstrate strong commitment and integrity in utilizing the attendance application. The bureaucratic structure has also been appropriately followed, aligning with the usage guidelines set by the Bali Province Office of Communication, Informatics, and Statistics. The study recommends improvements such as enhancing internet infrastructure, increasing supporting facilities, and providing printed user manuals to optimize the implementation of the online attendance system.

This Study aims to examine the influence of leadership and work discipline on employee performance at PT. Agro Afiat Nusantara in Barito Kuala, a non-subsidized fertilizer distribution company operating in South Kalimantan. The research focuses on two main variables: leadership and work discipline, both of which are theoretically considered essential in improving employee performance. A quantitative approach was employed, with data collected through questionnaires distributed to all 30 employees using a saturated sampling method. The data were analyzed using multiple linear regression with the assistance of SPSS (Statistical Package for the Social Sciences) version 27. The analysis revealed that (1) leadership, when tested partially, does not have a significant effect on employee performance; (2) in contrast, work discipline has a positive and significant effect; and (3) simultaneously, both variables significantly contribute to enhancing performance. These findings highlight the crucial role of consistent and structured work discipline particularly in terms of punctuality, responsibility, and adherence to rules as a key factor in supporting employee performance. Practically, the study suggests a reassessment of the leadership style applied within the company and emphasizes the need to strengthen a culture of discipline as part of a sustainable human resource management strategy.