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Employee performance is a critical determinant of service quality and operational success in hospitals. High-performing employees contribute directly to patient satisfaction, service efficiency, and overall institutional reputation. This study investigates the influence of intrinsic and extrinsic motivation on the performance of employees at Petrokimia Gresik Hospital, aiming to provide empirical evidence to guide strategic human resource management in healthcare settings. A quantitative research design was employed, with data collected using structured questionnaires. The respondents consisted of 85 permanent employees selected through simple random sampling, ensuring that the sample fairly represented the hospital's workforce. The questionnaire was designed to measure aspects of both intrinsic motivation (such as self-fulfillment, recognition, and meaningful work) and extrinsic motivation (such as salary, benefits, and job security), along with indicators of employee performance. Data were analyzed using multiple linear regression analysis to examine the individual and joint effects of the motivational variables on performance. The results revealed that both intrinsic motivation (β = 0.532, p < 0.05) and extrinsic motivation (β = 0.487, p < 0.05) had a statistically significant and positive impact on employee performance. The model showed that the combination of these two factors accounted for 68.2% of the variation in employee performance (R² = 0.682), indicating a strong explanatory power. These findings underscore the importance of a balanced motivational strategy in hospital management. Relying solely on financial incentives is insufficient; efforts must also be made to cultivate a positive and fulfilling work environment. Therefore, hospital administrators are encouraged to design integrated motivation programs that address both intrinsic and extrinsic factors to enhance employee engagement, productivity, and ultimately, the quality of healthcare services provided.

Human resource management is a branch of management science that specifically focuses on managing interactions between individuals in a company or institution. Employee management is a challenge in itself, because each individual brings different characteristics, potentials and backgrounds. This study aims to determine the influence of leadership style and organizational culture on employee performance. In this study, the researcher used quantitative statistical analysis, multiple linear regression analysis and determination coefficient analysis with the help of IBM SPSS software version 21. The sample used in this study was a saturated sample of 40 employees. The results of this study were obtained using the t-test that leadership style partially had a positive and significant effect on employee performance with a significance level of 0.018 < 0.05 and the t-test results were 2.477 > 2.026. Organizational culture partially had a positive and significant effect on employee performance with a significance level of 0.001 < 0.05 and the t-test results were 3,530 > 2.026. Leadership style and Organizational culture simultaneously have a positive and significant effect with a significance level of 0.000 < 0.05 and the F test results are 12,692 > 3.25 on employee performance.

This study investigates the correlation between mental health and turnover intention among working students at STIE IBMI Medan who fulfill dual roles as both students and employees. These individuals are particularly vulnerable to psychological stress arising from academic responsibilities and workplace demands. The objective of this research is to examine the influence of mental health on their tendency to resign from their jobs. An associative quantitative research method was adopted, with data collected through structured interviews involving 71 respondents. The analysis was conducted using simple linear regression via the SPSS application. The findings reveal that mental health has a significant negative effect on turnover intention, with a significance value of 0.001. This suggests that students who experience better mental health are less likely to consider leaving their jobs. The coefficient of determination (R Square) is 14.6%, indicating that mental health explains 14.6% of the variation in turnover intention. The remaining 85.4% may be attributed to other contributing factors, such as high work pressure from supervisors, poor work-life balance, financial stress, inflexible schedules, and lack of organizational support. The implication of these results is that efforts to support and maintain the psychological well-being of working students are essential for reducing employee turnover. Educational institutions and employers should collaborate to create supportive environments through counseling services, flexible scheduling, mental health awareness programs, and policies that accommodate the dual responsibilities of student workers. By addressing these mental health concerns, institutions can improve student performance and job retention simultaneously. This study highlights the importance of integrating mental health strategies in workforce and academic management, especially for populations that manage competing academic and professional obligations.

Employee work motivation stands as a pivotal aspect capable of significantly enhancing employee performance within any organizational setting. This qualitative study endeavors to comprehensively gather information regarding the multifaceted factors that influence employee work motivation, ultimately impacting their overall performance. Utilizing a qualitative research methodology with a robust literature review approach, this investigation systematically reviews and synthesizes findings from an array of prior studies. The synthesis of our findings reveals two primary categories of factors critically affecting employee work motivation: external and internal factors. External factors encompass crucial elements such as the work environment, salary structures, the quality of supervisor treatment, and prevailing company policies. Conversely, internal factors primarily involve an individual's personal desires and inherent needs that require fulfillment within the employee. In light of these findings, it is imperative for organizations to address and fulfill these identified factors, particularly external ones, as a strategic endeavor to elevate and sustain employee performance.

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

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

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

Organizational success will be achieved if a positive work culture motivates individuals to work with high intensity. The purpose of this study is to measure how much influence organizational culture has on the performance of employees of the South Sulawesi Provincial Health Office. The research method used is a case study where variables are measured on a Likert scale of 1-5. The population taken was 263 employees then selected based on a 10% significant level sampling to 73 people. Data collection used survey, observation and documentation methods, while data analysis used a multiple regression model through SPSS version 29. The results of the study obtained 1) The simultaneous influence of organizational culture on performance has an impact of 47.78% (moderate). 2) The partial influence of the dimensions of Involvement, Consistency and Adaptability does not show a significant influence on Performance. However, the Mission dimension is proven to have a significant impact so that employees tend to focus more on working effectively and efficiently. 3) Descriptive analysis of Denison's organizational culture model at the South Sulawesi Provincial Health Office emphasizes Involvement which tends towards team orientation on cooperation, collaboration and involvement of team members so as to create employee satisfaction to prevent conflict in the organization. A good organizational culture will create a balanced atmosphere, which is reflected in work productivity, motivation, and employee commitment.

This study aims to analyze the influence of Organizational Citizenship Behavior (OCB) and Adversity Quotient on employee performance at CV. Mitra Pratiwi. OCB refers to employee voluntary behavior that goes beyond their formal duties, while Adversity Quotient describes an individual's ability to face challenges and work pressures. The research method used is quantitative with data collection techniques through questionnaires. The sample of this study consisted of 50 employees selected using purposive sampling techniques. The results of the study indicate that OCB and Adversity Quotient have a positive and significant influence on employee performance, both simultaneously and partially. This finding confirms that employees with high levels of OCB and good resilience in facing difficulties are more likely to have superior work performance. Therefore, companies need to improve a work culture that encourages positive voluntary behavior and builds employee mental resilience in facing work challenges.                              

This study aims to examine: (1) the influence of Key Performance Indicators (KPIs) on employee performance at PT Nogopatmolo Banjarmasin, (2) the influence of employee performance on company productivity at PT Nogopatmolo Banjarmasin, (3) the influence of KPIs on company productivity at PT Nogopatmolo Banjarmasin, and (4) the influence of KPIs on company productivity through employee performance as a mediating variable. This research employed a quantitative approach. The population consisted of all employees at PT Nogopatmolo Banjarmasin, totaling 120 individuals. A sample of 54 respondents was selected using the Slovin formula. Primary data were collected through interviews and questionnaires, while secondary data were obtained through documentation studies. The data were analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method with the SmartPLS 3.0 application. The results of the study indicate that: (1) KPIs have a positive and significant effect on employee performance at PT Nogopatmolo Banjarmasin, (2) employee performance has a positive and significant effect on company productivity, (3) KPIs have a positive and significant effect on company productivity, and (4) KPIs have a positive and significant effect on company productivity through employee performance as a mediating variable. These findings suggest that the proper implementation of KPIs can enhance employee work quality and sustainably boost company productivity. A single paragraph, maximum 250 words. Abstract content must contain (1) an overview of the object of research, (2) problems, and research objectives, (3) proposed methods, (4) main findings and results and synthesis of main ideas, and (5) conclusions.

This research was conducted with the aim of evaluating the extent of the professionalism of the apparatus within the Central Bangka Regency Government by examining how performance affects it, as well as evaluating the extent to which competence, motivation, and organizational culture contribute to the achievement of the performance of Government Employees with Employment Agreements (PPPK). By applying a quantitative approach and explanatory research design, data was obtained through a survey of 191 respondents, then analyzed using multiple linear regression methods and simple linear regression. The results of the analysis show that the three independent variables simultaneously or separately have a significant influence on employee performance, where organizational culture emerges as the most dominant factor. In addition, performance has been proven to make a positive and significant contribution to the formation of apparatus professionalism. These findings confirm that the level of professionalism cannot be separated from the work performance displayed, which is substantially determined by individual abilities, motivational drive, as well as the collective values that live in the organization's culture. Based on these results, the policy recommendations that can be drawn highlight the urgency to strengthen the organizational culture based on the core values of the State Civil Apparatus, encourage the development of competencies in accordance with the needs of the position, and reorganize the incentive system and performance evaluation to build a more professional and responsible bureaucracy.

This study aims to analyze the influence of Organizational Citizenship Behavior (OCB) and Adversity Quotient on employee performance at CV. Mitra Pratiwi. OCB refers to employee voluntary behavior that goes beyond their formal duties, while Adversity Quotient describes an individual's ability to face challenges and work pressures. The research method used is quantitative with data collection techniques through questionnaires. The sample of this study consisted of 50 employees selected using purposive sampling techniques. The results of the study indicate that OCB and Adversity Quotient have a positive and significant influence on employee performance, both simultaneously and partially. This finding confirms that employees with high levels of OCB and good resilience in facing difficulties are more likely to have superior work performance. Therefore, companies need to improve a work culture that encourages positive voluntary behavior and builds employee mental resilience in facing work challenges.

The professionalism of civil servants (PNS) is a requirement that must be achieved by an employee to demonstrate their abilities, potential, and desires positively, which will ultimately affect the performance of personnel and organizations, in this case, the Indonesian National Armed Forces (TNI), including in the environment of the Indonesian Navy Academy (AAL). The participation of civil servants in the AAL environment, hereafter referred to as AAL civil servants, greatly aids the implementation of the main duties and functions of AAL as an educational institution within the Indonesian Navy that has a specific function of educating the youth of Indonesia to become officers of the Indonesian Navy through academic-level education. Since human resources play an essential role, the researcher conducts a study to determine the extent to which job placement, education, and training influence civil servants at the Indonesian Navy Academy. The independent variables used are job placement, education, and training, while the dependent variable is the performance of civil servants.  The research analysis used multiple linear regression analysis with hypothesis testing using t-test (partial) and F-test (simultaneous). The population of the study consisted of 225 individuals with a sample of 144 people using explanatory research methods. The results showed that (1) Performance, job placement, education, and training of Civil Servants at the Naval Academy are categorized as fairly good, as evidenced by the performance assessment of members by their superiors. (2) Job placement, education, and training simultaneously have a significant effect on the performance of Civil Servants at the Naval Academy by 39.0%, with the remaining 61.0% influenced by other variables besides job placement, education, and training. (3) Job placement, education, and training partially have a significant effect on the performance of Civil Servants at the Naval Academy. Job placement has a significant partial effect of 29.8% on the performance of Civil Servants at the Naval Academy. Education and training partially have a significant influence of 28.0% on the performance of Civil Servants at the Navy TNI Academy.

Employee performance is the result of an individual's efforts in carrying out their duties and responsibilities, which is reflected in the quality and quantity of work achieved. PT. Mitra Tunas Harapan, a company engaged in providing construction services in Cilegon, has various activities that include planning, design, project supervision, and construction management services. To achieve company goals, employee performance is one of the important factors influencing the company's operational success. Several factors believed to influence employee performance include communication and workload. This study aims to analyze the effect of communication and workload on employee performance at PT. Mitra Tunas Harapan. This study involved a population consisting of 36 employees at the company. The sampling technique used was nonprobability sampling with a total sampling method, meaning the entire population was sampled in this study. The results showed that communication partially had a positive and significant effect on employee performance. This indicates that good communication between superiors and employees, as well as between employees, can improve task understanding and streamline work processes, which ultimately contribute to improved performance. In addition, workload was also shown to have a positive and significant effect on employee performance. A workload that matches employee capacity can improve their productivity and work quality. Simultaneously, both communication and workload have a positive and significant impact on employee performance. Therefore, companies need to address both factors to improve employee performance and optimally achieve company goals. Furthermore, this study highlights the importance of effective communication management within organizations. Clear and open communication between managers and employees can reduce misunderstandings and improve coordination in carrying out tasks.

Surya Indo Plastic is a pioneer company that provides exceptional quality recycled plastic food packaging for the food and beverage industry. Established in 2006 in Indonesia. The company wants to make a positive impact and contribute to protecting the environment by offering food packaging that contains 100 percent recycled plastic, which meets the highest quality and performance standards. The company works hard to accelerate the recycling of its products. Because every cup, every lid must make a difference. PT. Surya Indo Plastic is an example that packaging can be made sustainably, to prevent plastic waste from entering our environment. By raising awareness, supporting the circular economy, and encouraging individuals and companies to recycle. SIP's ambition is to provide the best quality food packaging made from sustainable recycled plastic materials while providing the best customer service. PT Surya Indo Plastic's goal is to make a difference in food packaging through innovation, responsibility, and collaboration. The purpose of this study was to determine the effect of authentic leadership, organizational identity and employee engagement on job satisfaction and company performance at PT. Surya Indo Plastic in Sidoarjo. This study uses a quantitative method with primary data sources obtained from distributing questionnaires. The population of the study were employees of PT. Surya Indo Plastic in Sidoarjo. The selection of respondents was carried out using the saturated non-probability sampling method with a total of 208 respondents. The data analysis method used descriptive analysis and SEM-PLS analysis. The results showed that the variables of authentic leadership, organizational identity and employee engagement influenced job satisfaction and company performance of PT. Surya Indo Plastic in Sidoarjo.

This study explores the relationship between religiosity and Organizational Citizenship Behavior (OCB) within contemporary organizations by adopting a positive psychology perspective. OCB is defined as discretionary behaviors by employees that go beyond their formal job duties and contribute positively to the overall functioning and success of the organization. Examples include helping colleagues, being punctual, and demonstrating initiative, which foster a cooperative and productive work environment. Religiosity, on the other hand, is understood as a belief system that shapes an individual’s values, attitudes, and behaviors, both intrinsically—stemming from internal spiritual commitment—and extrinsically—motivated by external social or cultural influences. Through a systematic review of ten national and international academic journals, this study identifies several common dimensions of OCB, such as altruism (helping others selflessly), civic virtue (active and responsible participation in organizational affairs), and conscientiousness (going beyond minimal job requirements). The findings reveal a consistent positive correlation between religiosity and OCB, especially in sectors like education, Islamic banking, and healthcare, where religious principles strongly influence organizational culture. The integration of religious values into organizational practices encourages employees to exhibit behaviors that promote harmony, ethical conduct, and a sense of community within the workplace. This is particularly evident in employees who possess high levels of intrinsic religiosity, as their internalized beliefs motivate them to engage in prosocial actions that benefit the organization. The study recommends that human resource management strategies incorporate religious or spiritual values to cultivate a positive organizational culture. Such integration can be achieved through training programs, leadership development, and reward systems that emphasize ethical behavior and social responsibility, ultimately leading to improved employee satisfaction, loyalty, and overall organizational performance.

Human resources have an important position in very organization because to achieve maximum organizational performance it is necessary to utilize its resources including human resources. Utilizing individuals in the organization to participate in maximizing organizational performance is the task of human resources manajement. This study aims to determine the importance of human resources manajement in improving organizational performance. This research use a qualitative approach with the miles and Huberman interactive analysis model. Qualitative data analysis is carried out interactively and continuously until completion, so that the data is saturated and consists of 3 main activities, namely: data reduction, data presentation, and conclusion drawing. Based on the research, the importance of human resource manajement (HRM) in improving organizational performance has been proven to be significant in the context of business ang manajement. HRM plays an important role in creating a healthy work culture, increasing employee motivation, and improving overall organizational productivity. By paying attention to factors such as transformational leadership, employee development, diversity management, and result-based performance management, HRM caan create an effective work environment and ensure that the organization has a qualified and high- performing work team, so that it can face businnes challenges, improve competitiveness, and achieve long-term success.

This study aims to analyze the implementation of competency-based performance management in the digital era at Telkom Maumere. Amid the ongoing digital transformation, organizations are required to enhance employee performance through structured systems that are adaptive to technological changes. Competency-based management has become a key strategy to ensure that every individual possesses the skills and behaviors aligned with organizational goals. This research employs a qualitative descriptive approach with data collected through interviews, observations, and document analysis. The findings indicate that Telkom Maumere has adopted a performance management system integrated with digital technologies, such as the use of e-performance applications and online evaluation systems. However, challenges remain in terms of digital training and comprehensive competency mapping. The study concludes that competency-based performance management in the digital era can enhance work productivity, provided it is supported by adequate technological infrastructure and an adaptive organizational culture.

This study aims to examine the implementation of competency-based human resource management (HR) in improving employee professionalism at Devos Jok, an SME engaged in the automotive interior manufacturing sector. A descriptive qualitative approach is used to explore in depth the HR practices carried out, the challenges faced, and the impact on employee work quality. The results of the study indicate that the transformation of the HR system from an administrative pattern to a competency-based one has made a significant contribution to improving individual and organizational performance. The strategies implemented include competency-based recruitment, ongoing training, flexible payroll systems, and adaptation to digital platforms. However, challenges remain, especially in overcoming resistance to change and limited training resources. This study provides theoretical and practical contributions to the development of a competency-based SME HR system in the context of today's creative and digital industries.