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The aim of this research is to find out the influence of work motivation, work discipline and learning organization on the performance of PDAM Tirta Musi Palembang Unit 3 Ilir employees. The data collection technique used in this research is using a questionnaire method with closed questions so that respondents choose the answers that have been provided and the analysis method used is Multiple Linear Regression Analysis. The results of this research are that the variables Motivation, Work Discipline, and Learning Organization influence employee performance. Based on the f test results of 0.022, the value of 0.022 is smaller than 0.05, so it can have an influence on employee performance. Increasing high employee performance is very important in a company, because with high employee performance it will be possible to increase employee work productivity. With increased productivity, the company's goals will be achieved automatically. Therefore, a company always tries to improve the performance of its employees, so that the company's goals can be achieved immediately. Factors that can influence performance itself are motivation, employee work discipline, and learning organization.

There are many factors that influence employee or employee performance at work. that performance is basically influenced by many factors, one of which is work motivation in carrying out tasks. One of the factors that can influence employee performance is work motivation, incentives (compensation), and leadership. The aim of this research is to determine and analyze the influence of leadership style on the performance of medical and non-medical service staff at Tarempa Hospital, Anambas Islands, Riau in 2024. This type of research uses a descriptive analytical survey with a cross-sectional design. The population in this study was all the medical and non-medical service installation staff at Tarempa Regional Hospital, Anambas Islands, Riau, totaling 78 people. While the sample numbered 78 people, this population sampling was carried out with the total population. Data analysis was carried out using univariate, bivariate and multivariate analysis. Based on the results of the chi-square test, it is known that the performance of medical and non-medical service staff has an influence on Militaristic Leadership Style, Paternalistic Leadership Style, Laissirez Fair Leadership Style and Democratic Leadership Style p = 0.000, meaning that there is an influence of Militaristic Leadership Style, Paternalistic Leadership Style, Leadership Style Laissirez Fair and Democratic Leadership Style. on the performance of medical and non-medical service staff. From the results of the multivariate analysis, it is known that the most influential variable in this study is the Democratic Leadership Style variable with an odds ratio (OR) value of 62,850 which predominantly influences medical and non-medical service staff. The conclusion in this research is that the appropriate leadership style applied by medical and non-medical services is a democratic leadership style. This is because based on research results, democratic leadership style is the most dominant influence on the performance of medical and non-medical service staff. It is recommended that medical and non-medical service staff strive to improve the performance of medical and non-medical services through reading and discussion activities and discipline when entering work.    

Today's business competition is increasingly fierce, requiring an organization to have high competitive advantage. In order to obtain the expected quality of performance, the company pays great attention to the sense of job satisfaction of its employees. The sampling method used in this research is the saturated sample method, namely where the total population of Centra Electric employees is 63 people. Descriptive analysis in this research is in the form of respondents' responses to the statements submitted in the questionnaire in the form of frequency, percent, valid percentage and cumulative percentage. This research states that the Motivation variable has a P-Value value of 0.020 < 0.05, and a statistical t value of 2.333 > 1.96 and work compensation has a P-Value value of 0.000 < 0.05, and a statistical t value of 8.446 > 1.96 has an effect on satisfaction. Employee Work. The work motivation variable has a P-value of 0.006 < 0.05, and the statistical t value is 2.778 > 1.96. And the job satisfaction variable has an effect on performance. Partially, job satisfaction has a significant positive effect on employee performance. Meanwhile, the Compensation variable has no effect on Employee Job Satisfaction at Central Electric Semarang City. The research results show that the P-Value value is 0.375>0.05, and the statistical t value is 0.888<1.96. Although compensation can be a significant factor in employee motivation and job satisfaction, there are situations where compensation may not directly impact performance. In conclusion, from the results of this research, non-financial factors can become more dominant in motivating employees. Compensation variables influence employee performance at Central Electric, Semarang City, which is partially mediated by Job Satisfaction.

The article "Literature Review on the Influence of Leadership and Compensation on Motivation and Performance" is a scientific article that aims to develop a research hypothesis about variable interactions that will be used in future research in the field of Human Resource Management. The method used to write this literary review article is library research, which involves collecting information from online sources such as Google Scholar, Mendeley, and other academic online platforms. The results of this literature review article are: 1) Corporate social responsibility has an impact on employee performance. 2) Motivation affects employee achievement. In addition to these two exogenous variables, there are many other factors that affect the endogeneous variables of motivation and performance, such as organizational culture, job satisfaction, and workload.

The purpose of this research is to determine the use of work motivation as a moderating variable in the influence of compensation on employee performance at PT Sukses Mitra Sejahtera located in Kediri Regency. This research uses quantitative methodology and the research sample consists of 87 employees. Data analysis was carried out using Smart PLS software. The research results show that there is a significant influence between compensation on employee performance at PT Sukses Mitra Sejahtera as evidenced by the T-statistic value of 2.430 > 1.96 and the P-value of 0.015 < 0.05. Work motivation does not significantly moderate the interaction between compensation variables and employee performance, shown by T-statistic 1.779 < 1.96 and P-value 0.075 > 0.05.

The study aims to find out the impact on compensation, motivation, and the working environment in creating job satisfaction which in turn is expected to have a positive impact on employee performance. The method used in this research is a quantitative method with a descriptive analysis approach. The data was collected through the distribution of online questionnaires using the Microsoft Forms platform. The survey respondents consisted of 101 employees of different age ranges in one company. The data obtained from the questionnaire is measured using a Likert scale from one to five, which allows respondents to give the level of agreement or disagreement with statements related to compensation, motivation, work environment, job satisfaction, and employee performance. Data analysis is done using several steps, including the Outer Model and the Inner Model. Outer Models involve calculations of Convergent Reliability, Discriminant Validity, Composite Reliability, and Cronbach's Alpha. This aims to ensure the validity and reliability of the data used in the research. Meanwhile, the Inner Model involves statistical T, R-Square, f-square and VIF calculations using the SmartPLS (Partial Least Square) analysis tool version 4.0.9.3. Research results show that compensation, motivation, and the working environment have a positive and significant influence on employee job satisfaction.

This research aims to determine the influence of compensation and motivation on employee performance at the Hasanuddin University Makassar Civil Servant Cooperative which operates in the field of funding and financing product needs. The data used in this research is primary data with a sampling method using saturated sampling, and a data analysis method using multiple linear analysis, while the sample taken was 50 employees. The results of this research have been tested for validity and reliability, and have also been tested. The data analysis method uses multiple linear regression analysis techniques and hypothesis testing. The results of this research show that the Compensation variable (X1) has a positive and significant effect on employee work (Y). This means that providing increased compensation to employees will improve employee performance and motivation (X2) has a positive and significant effect on employee work (Y) at the Hasanuddin University Makassar Civil Servant Cooperative. This means that increasing employee work motivation will also increase the performance of employees of the Hasanuddin University Makassar Civil Servant Cooperative.

This research aims to explain the significant influence of Motivation, Compensation and Job Satisfaction on Employee Performance at PT. Indosat. This research data was obtained from the results of respondents' responses (questionnaires) as well as other research results that are relevant to the object under study. In this case primary data from employees of PT. Indosat with a sample of 55 respondents and used non probability sampling as a sampling technique. The analysis used in this research is multiple linear regression analysis using the SPSS program. The results of this research show that the tcount value is 2.644 > ttable 2.085, so the Motivation variable partially has a significant effect on Employee Performance, then the Compensation variable has a tcount value of 2.808 > ttable 2.085, so the Compensation variable partially has a significant effect on Employee Performance and Job Satisfaction, the tcount value is 2.871 > ttable. 2.085, then the Job Satisfaction variable partially has a significant effect on Employee Performance. Simultaneously the variables Motivation, Compensation and Job Satisfaction influence employee performance at PT. Indosat with Fcount results of 32.421. Apart from that, the results obtained from the Determination Coefficient were 0.809. This indicates that the independent variable has a significant and positive effect on the dependent variable.

Astra Motor Brebes 1 is a motorbike dealer that sells Honda motorbike products and provides Honda motorbike service in Ketangungan. This research has the main objective to determine the influence of Motivation and Compensation on Employee Performance at Astra Motor Brebes 1. The method used is quantitative research. The population of this study is the same as the sample size, namely 60 respondents who are employees of Astra Motor Brebes 1. The data collection technique for this research is by distributing questionnaires online using Google Form. Then the data collected was processed using SPSS 26. The results of the study showed that partially motivation had a positive effect on employee performance, namely the calculated t value was 5.930 > t table 2.005 and the sig value. (0.000 < 0.05). Partial compensation has no influence on employee performance, namely t count 1.976 < t table 2.005 and the sig value. (0.053 > 0.05). It is known that Motivation and Compensation simultaneously influence employee performance by 0.525 or 52.5%.

This study aims to determine the effect of compensation and work motivation on employee performance at PT X using a quantitative approach, The numbernof samples used in this research was 100 PT X employees. The data collection technique used was a questionnaire technique. The data analysis techniques used are multiple linear regression, classical assumption test, t test, f test and coefficient of determination. Based on analysis using the t test, it can be seen that the independent variables compensation (X1) and work motivation (X2), partially have a positive anda significant effect on the dependent variable (Y) is employee performance. Then the result of the analysis using f testcan be seen that the independent variables compensation and work motivation together have a significant effect on the dependent variable, namely employee performance (Y). The result on the analysis using the coefficient of determination show that 61.2% of employee performance is influenced by compensation dan work motivation, while the remaining 38,8% in influenced by other variables not included in this study.

This study discusses the effect of work discipline, job satisfaction and physical work environment on employee performance at the Brilliant English Course Pare, Kediri Regency. This study aims to determine and explain the results of the influence of work discipline, extrinsic motivation and compensation on employee performance at the Brilliant English Course Pare, Kediri Regency. The sample of this research is all employees who are in the office, namely as many as 30 employees. The sampling technique was carried out using the saturated sample type method, namely non-probability sampling. The analysis technique used is the classical assumption, multiple linear regression. The results of this study are that there is a positive and significant effect of work discipline on employee performance with a significant value of 0.02 <0.05. There is a positive and significant influence of extrinsic motivation on employee performance with a significant value of 0.02 <0.05. There is a positive and significant effect of compensation on employee performance with a significant value of 0.000 <0.05. There is the influence of work discipline, extrinsic motivation and compensation simultaneously on employee performance with a significant value of 0.000 <0.05.    

Purpose − In the ever-evolving digital era, the paradigm of employee compensation and rewards is also undergoing a fundamental transformation. Digital Compensation and Rewards concepts have emerged as a response to these changes, with a focus on building adaptive performance systems, innovative bonus approaches, and flexibility in employee rewards. Overall, the Digital Compensation and Rewards paradigm brings modern concepts to human resource management. In the digital era, employee compensation and reward systems are experiencing fundamental changes. The use of technology allows for more efficient implementation of performance-based systems. Findings- The results of the literature review show that technology has a significant positive impact on the employee recruitment stage. Apart from that, the implementation of digital compensation and rewards is also an integral part of employee performance. Design/methodology/approach- By using data-based performance assessments with digital platforms, companies can collect and analyze employee performance data in more detail. This allows for more objective and accurate assessments, as well as providing opportunities for appropriate recognition of individual contributions. Practical implications- Involves improving the recruitment process through the use of digital technology and social media, adjusting the compensation system to include digital performance bonuses and application-based incentives, flexibility in providing rewards tailored to individual preferences, the use of data and analysis to measure employee performance accurately, as well as development of HR skills in integrating digital technology in human resource management. By paying attention to these practical implications, companies can improve their human resource management strategies to face the challenges and opportunities in the digital era, which can support organizational growth and success. Originality/value- This research presents an innovative view of how organizations can use digital technology and more flexible bonus systems to increase employee motivation and productivity. With a focus on the digital era, this paper provides insight into the importance of adapting to technological changes in human resource management. The value of this paper is that it provides practical guidance for companies seeking to improve their human resource management strategies to optimize employee performance and rewards in the ever-changing digital era.

This study aims to determine the effect of compensation on employee performance at PT Kimia Farma Apotek Tasikmalaya Business Unit. The research method used is a quantitative descriptive method with a sample of 79 people. The data analysis tool used in this research is path analysis. The results of this study indicate that compensation has a positive and significant effect on work performance. Employee motivation has a positive and significant effect on work performance. Compensation has a positive and significant effect on employee motivation, compensation through motivation does not have a significant effect on employee performance. This means that motivation is not able to mediate compensation for employee performance.

This study aims to determine and analyze the influence of work motivation factors consisting of compensation, promotion and work environment on employee performance at the Banjar City Transportation Agency. The formulation of the problem posed in this study is as follows: 1. How does compensation affect employee performance? 2. How does promotion affect employee performance? 3. How does the work environment affect employee performance? 4. How does the effect of compensation, promotion and work environment simultaneously on the performance of employees at the Banjar City Transportation Service? The method used in this study uses quantitative methods. Data collection techniques through questionnaires, literature, and documentation. With a research sample of 56 employees and data analysis used through statistical tests of correlation and multiple regression using SPSS version 26.00 for windows. The research results show: 1). Compensation tends to be good and employee performance is high, so that compensation has a positive and significant effect on employee performance. This means that the better the compensation, the better the performance of employees at the Banjar City Transportation Service. 2). Promotion tends to be good and employee performance is high, so promotion has a positive and significant effect on employee performance. This means that the better the promotion, the better the performance of employees at the Banjar City Transportation Service. 3). The work environment tends to be good and employee performance is high, so that the work environment has a positive and significant effect on employee performance. This means that the better the work environment, the better the performance of employees at the Banjar City Transportation Service 4). Compensation, promotion and work environment tend to be good and employee performance is high, so compensation, promotion and work environment have a positive and significant effect on employee performance. This means that the better the compensation, promotion and work environment, the better the performance of employees at the Banjar City Transportation Service   Keywords: Compensation, Promotion, Work Environment, Employee Performance

This study aims to determine the effect of compensation and the environment simultaneously on employee motivation at CV. Nuri City of Tasikmalaya. The effect of organizational culture and job satisfaction partially on employee performance at CV. SPP Corporation. The method used in this research is quantitative with a survey approach. With a research sample of 40 people as respondents to CV. Nuri City of Tasikmalaya based on 40 known population data. The data used is primary data. The analytical tool used in this study is multiple linear regression using the SPSS support application version 25. The results of simultaneous testing of compensation and the environment have a significant effect on employee motivation The results of partial testing of compensation variables have a significant effect on employee motivation, as well as environmental variables that have a partial significant effect on employee motivation.

This research aims to examine the effects of compensation, work discipline, and motivation on employee productivity in PT Fimaha Serang. The study utilized a multiple linear regression analysis to investigate the relationships between the independent variables (compensation, work discipline, and motivation) and the dependent variable (employee productivity). Data was collected from 50 employees working in the production department, and a structured questionnaire was used for data collection. The findings indicated that work discipline had a significant and positive impact on employee productivity, while compensation and motivation showed positive effects, but their contributions were weaker and did not reach statistical significance at the 0.05 level. This study highlights the importance of work discipline in enhancing employee productivity and suggests that further investigation is needed to understand the roles of compensation and motivation in improving employee performance. These findings provide valuable insights for PT Fimaha Serang in optimizing factors that can boost employee productivity, particularly by emphasizing the importance of maintaining and improving work discipline. Further analysis and consideration are recommended when formulating compensation and motivation policies to enhance overall employee productivity.

The aim of the research is to determine the impact of compensation, motivation and discipline variables on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar, South Sulawesi Province. And to find out what variables have the most impact on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar, South Sulawesi Province. The research methods used are quantitative and qualitative research methods. The research results obtained simultaneously show that discipline, motivation and compensation factors have a significant effect on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar. Partially, discipline, motivation and compensation factors significantly influence employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar. Partially, compensation factors have a dominant influence on employee work performance at PT. Sumber Alfaria Trijaya, Tbk in Makassar.

The purpose of this research is to find out and explain whether there is an influence between the variables of intrinsic motivation, work discipline, work facilities, and financial compensation on the performance of employees of CV. Alrava Albasia. The population used in this research is all employees of CV. Alrava Albasia, numbering 80 people. A sample of 80 people and using saturated sampling technique. The analysis technique used is validity test, reliability test, normality test, multicollinearity test, hetoroscedasticity test, autocorrelation test, multiple linear regression analysis, t test (partial), F test (simultaneous). From the results of the study it was obtained that partially there is a significant influence between intrinsic motivation on employee performance, this can be seen from the significant value t of 0.012 <0.05 work discipline has a significant influence on employee performance with a significant value of 0.005 <0.05 work facilities has a significant influence on employee performance with a significant value of 0.010 <0.05 financial compensation has a significant influence on employee performance with a significant value of 0.000 <0.05. Intrinsic motivation, work discipline, work facilities and financial compensation simultaneously affect the performance of CV employees. Alrava Albasia with a significant F value of 0.000<0.05.    

This study wants to explain in detail the influence of motivation, compensation and service on employee productivity. Collecting data in this study using quantitative methods. Processing data using a purposive sampling technique. As for the research sample, namely employees who work at PT Inalum. The results of the study show that by providing great motivation to employees, employee performance is considered to be more productive. Compensation is also essential in increasing employees' morale at PT Inalum. By providing payment to employees, employees will be more diligent in carrying out their respective duties, likewise with training which has a vital role in honing every employee's abilities at PT Inalum. It can be concluded that motivation, compensation and training greatly influence employee work productivity.

Employee performance in a company that is not well managed can be one of the obstacles to company activities in achieving its goals. The purpose of this study is to explain the effect partially and simultaneously skills and work culture on employee performance. This type of research uses quantitative research. Source of data in this study using primary data and secondary data. The sample in this research is 40 employees of UD. Indokey uses a saturated sampling technique in which researchers use all UD employees. Indokey is a sample. The analysis technique used is validity test, reliability test, normality test, linearity test, multicollinearity test, heteroscedasticity test, t test, F test, multiple linear regression analysis, and coefficient of determination test (R2) using the SPSS version 25 program. The results of this study are that partially the skill variable has a positive and significant effect on the performance of employees at UD. Indokey, partially the work culture variable has a positive and significant effect on the performance of employees at UD. Indokey and simultaneously stated that the variable skills and work culture have a significant effect on the performance of employees at UD. Indokey