Publication Search

The Regional Drinking Water Company (Perusahaan Daerah Air Minum/PDAM) Lae Nciho, Dairi Regency, faces significant challenges related to the low level of financial literacy and financial behavior of its human resources, which negatively affect financial performance, particularly the Return on Equity (ROE) indicator. A lack of understanding and discipline in internal financial management has led to waste and operational inefficiency. This phenomenon highlights the importance of improving financial literacy and financial behavior as a strategic effort to enhance the company’s efficiency and profitability. The purpose of this study is to examine and analyze the influence of human resources’ financial behavior and operational efficiency on financial performance, with financial literacy serving as a moderating variable. This research applies a quantitative descriptive approach, using data analysis with the SEM PLS 3.0 method. The study involved a total population and sample of 70 employees of the Regional Drinking Water Company (Perumda Air Minum) Lae Nciho in Dairi Regency, particularly those working in finance and operations divisions, selected through purposive sampling techniques. The findings reveal that, partially, the variables of human resources’ financial behavior and operational efficiency significantly influence financial performance and affect financial literacy. Moreover, financial literacy significantly influences financial performance. However, simultaneously, financial behavior and operational efficiency do not significantly affect financial performance when moderated by financial literacy.

In the era of rapid globalization, human resource management has become a crucial element in achieving optimal productivity, where employee performance is strongly influenced by several factors. This study identifies obstacles related to work motivation and discipline, as well as environmental conditions that may affect performance, such as tardiness and unexcused absences. The purpose of this research is to analyze the influence of work environment, work motivation, and work discipline on employee performance at UD Rahayu Indah. This research employs a quantitative method with a population of 76 respondents. The sample also consists of 76 respondents, determined using the saturated sampling technique. The analytical tool used in this study is SPSS 25.0. The findings indicate that the work environment has a significant partial effect on employee performance, work motivation has a significant partial effect on employee performance, work discipline has a significant partial effect on employee performance, and the work environment, work motivation, and work discipline simultaneously have a significant effect on employee performance.

This study aims to analyze the influence of work discipline, job satisfaction, and motivation on the performance of billman employees at PT. PLN Electricity Services ULP Kediri City. Employee performance plays a strategic role in ensuring the company’s service quality and operational sustainability, particularly in the field of billing services which directly impacts customer satisfaction and company revenue. The research employs a quantitative approach with a multiple linear regression method to assess both partial and simultaneous effects of the independent variables. The population of this study consisted of all 33 billman employees of PT. PLN Electricity Services ULP Kediri City, and due to the small size, a saturated sampling technique was used so that the entire population served as respondents. Primary data were collected through questionnaires distributed to all employees and then analyzed statistically. The findings indicate that, partially, work discipline has a negative and insignificant effect on employee performance, suggesting that discipline alone does not guarantee productivity improvement. On the other hand, job satisfaction and motivation both have a positive and significant effect on employee performance, showing that intrinsic and psychological factors contribute more strongly to optimal work outcomes. Furthermore, when tested simultaneously, work discipline, job satisfaction, and motivation collectively exert a positive and significant influence on employee performance. The coefficient of determination (R²) of 0.786 indicates that 78.6% of variations in performance can be explained by the three variables, while the remaining 21.4% is influenced by other factors outside this research model. These findings emphasize the importance of fostering job satisfaction and motivation through supportive management policies to enhance employee contributions and organizational effectiveness.

The performance of a company is highly influenced by its employees. Therefore, human resources deserve substantial attention from management, particularly regarding employee discipline, work quality, and the potential to improve work discipline. This study employed a quantitative descriptive method with a sample of 95 respondents. Data were collected through observation, interviews, questionnaires, and documentation. The findings reveal a significant partial effect between work discipline and employee performance, as demonstrated by the results of the t-test (probability value 0.000; t-value 3.369 > t-table 1.66159). Furthermore, there is a significant partial influence between work motivation and employee performance, as evidenced by the t-test results (probability value 0.000; t-value 4.251 > t-table 1.66159). In addition, a significant simultaneous effect of work motivation and work discipline on employee performance was identified at the Head Office of Export and Trade Services Human Resources Training. This was confirmed by the F-test results (probability value 0.000; F-value 9.598 > F-table 2.70). These results indicate that both work discipline and work motivation play a critical role in shaping employee performance. Strengthening employee discipline and motivation can therefore enhance organizational effectiveness and lead to improved performance outcomes. This study underscores the importance of human resource management practices focused on discipline and motivation as key drivers of organizational success and sustainable performance improvements in service-oriented institutions.

PT. CKL Indonesia Raya is a national logistics company established in 2015 in Jakarta, providing services in land, sea, air, and export-import logistics. Recognized for its professionalism and discipline, the company was awarded “Airfreight Forwarder of the Year 2024” by Supply Chain Indonesia. Employee productivity plays a crucial role in determining organizational success, and factors such as work culture and discipline are key in shaping a productive and competitive work environment. This study aimed to analyze the influence of work culture and discipline on employee productivity at PT. CKL Indonesia Raya. The research employed a quantitative method with a survey approach, using questionnaires distributed to 86 employees as respondents. Validity and reliability tests confirmed the appropriateness of the instrument. Data analysis was conducted using t-tests and F-tests. The results showed that both work culture and discipline had significant partial effects on employee productivity (t-count = 4.550 and 5.116 > t-table = 1.663; sig. = 0.001 < 0.05). Furthermore, the simultaneous test indicated a significant combined effect (F-count = 125.092 > F-table = 3.10; sig. = 0.001 < 0.05). These findings demonstrate that strong work culture and high discipline significantly contribute to enhancing employee productivity. Therefore, companies are advised to strengthen these factors through consistent policies, clear communication, and fair implementation to further improve employee performance and organizational competitiveness in the logistics industry.advised to strengthen both through fair and consistent policies to improve performance and competitiveness.

Companies face a variety of human resources with varying characteristics and abilities, which significantly impact employee performance. The influence of work culture, work morale, and employee performance, including variables such as discipline, mutual respect, individual passion, team spirit, quality, punctuality, workers, salary, promotions, supervision, and coworkers, is crucial in determining how significantly they influence employee job satisfaction at PT RJN. By understanding this relationship, the director or leader of PT RJN can predict employee responses to job satisfaction, maintain it, and improve it so employees feel more comfortable and at ease in their work. The sampling technique in this study used a saturated sampling method, a non-probability sampling method. This research employed a quantitative approach with a concrete data processing methodology. The population consisted of 40 employees in the production, administration, marketing, and distribution departments. The sample used in this study was derived from primary data obtained from 40 respondents from the production department who were still actively working at PT RJN. Data were obtained through questionnaires and observations. From the results of the analysis that has been done, based on the results of partial testing, the job satisfaction of PT RJN employees is positively and significantly influenced by the variables of work culture, work spirit, and employee performance. Based on the results of simultaneous testing, the job satisfaction of PT RJN employees is significantly influenced by the variables of work culture, work spirit, and performance characteristics. significantly influence employee job satisfaction. This is known from the correlation analysis as follows: r value = 0.377 or 37.7% and then the remaining 62.3% comes from various factors outside this concentration and is influenced by other variables not examined in this study.

Employee performance is the result of the work carried out by the employee to fulfill their duties and responsibilities in accordance with the discipline entrusted to them. This research aims to determine and analyze organizational culture, salary, and employee welfare on the performance of employees at the BPBD of Nganjuk Regency. The method used is a quantitative approach with causal research, which is capable of explaining the cause-and-effect relationship between variables. Research data was obtained through the distribution of questionnaires to 50 respondents who are employees of the BPBD of Nganjuk Regency. To ensure data quality, a series of tests were conducted including validity tests, reliability tests, classical assumption tests, multiple linear regression, t-tests, F-tests, and the coefficient of determination (R2) which were processed using SPSS version 25. The research results show that organizational culture has a significant influence on employee performance, indicating that the stronger the applied organizational culture, the better the resulting employee performance will be. Salary also proves to significantly affect employee performance, which shows that providing a decent salary in accordance with job responsibilities can enhance the resulting employee performance. Likewise, employee welfare significantly influences employee performance, indicating that employee welfare, both physically and psychologically, can improve the resulting employee performance. Simultaneously, these three variables have an effect on employee performance. The coefficient of determination value of 0.693 indicates that 69.3% of the influence on the employee performance variable comes from company culture, salary, and employee welfare, while 30.7% comes from other external factors

This study aims to analyze the influence of work environment and work discipline on employee performance at PT. Miftah Putra Mandiri Group. The main problems faced are the conditions of the work environment that are not conducive and the low level of discipline, which has a negative impact on employee performance. The method used in this study is a quantitative approach with an associative design. The population studied was all employees of PT. Miftah Putra Mandiri Group which totals 53 people, and all employees are used as samples using saturated sampling techniques. Data collection was carried out through the distribution of questionnaires using the Likert scale. The data obtained were analyzed using SPSS version 25, by conducting validity, reliability, classical assumptions, multiple linear regression, t-test, F-test, and determination coefficient. The results of the study show that both work environment variables and work discipline partially or simultaneously have a significant influence on employee performance. The t-test showed a significance value of 0.000 for both variables, which was smaller than 0.05, while the F-test yielded an Fcal value of 66.745 with a significance of 0.000. A determination coefficient (R²) of 0.723 indicates that 72.3% of the variation in employee performance can be explained by both variables. These findings affirm the importance of creating a comfortable work environment and improving work discipline as a key factor in improving employee performance in the company.

This study aims to explore the impact of work discipline and available facilities on the performance of employees at the Community and Village Empowerment Office. In the era of public service reform, employee performance is considered a critical factor in achieving organizational goals and providing quality services to the community. The research employed a quantitative approach, with data collected through questionnaires distributed to employees. The collected data were then processed and analyzed using SPSS software. Prior to hypothesis testing, validity, reliability, and classical assumption tests were conducted to ensure the quality of the instruments and the suitability of the data. The results of the t-test show that work discipline has a positive and significant effect on employee performance, with a t-value of 4.217 greater than the t-table of 2.01174 and a significance value of 0.000 less than 0.05. Similarly, work facilities also demonstrate a positive and significant effect, indicated by a t-value of 2.185 greater than the t-table and a significance value of 0.034 less than 0.05. Furthermore, the results of the F-test indicate that work discipline and work facilities simultaneously influence employee performance, with an F-value of 28.344, higher than the F-table value of 3.19, and a significance level of 0.000. These findings highlight the importance of maintaining strict discipline and providing adequate work facilities to enhance overall employee performance in public institutions.

This study aims to examine and analyze the performance of employees at the Village Office of Bottopenno, Majauleng District, Wajo Regency. The research employed a descriptive analysis method with a total population and sample of 27 employees, all of whom were designated as respondents. Data collection techniques included observation, documentation, and questionnaires distributed to the employees. The collected data were then analyzed using quantitative descriptive analysis to provide a clear picture of employee performance conditions. The findings indicate that employees at the Bottopenno Village Office are able to position and apply their abilities effectively in carrying out the tasks assigned by their superiors. Employees not only complete tasks according to instructions but also demonstrate a high sense of responsibility in handling every duty. This is reflected in the alignment between the work targets set and the outcomes achieved. The performance of employees also meets expectations in terms of discipline, timeliness, and the quality of public services provided. Overall, the performance of the Bottopenno Village Office employees can be categorized as very good. Their work results are in line with the expectations of their superiors and with established regulations, thereby fostering a conducive work environment and ensuring optimal public services. Consequently, the performance of village officials has been running effectively and is expected to continue improving to support the achievement of sustainable village governance goals.

This study aims to analyze the effect of job satisfaction and organizational commitment on employee productivity at the Semarak Dana Mojokerto Savings and Loan Cooperative.  The problem of low discipline and performance of marketing staff is an important background, given the limited empirical studies on human resource factors in micro cooperatives in Indonesia.  This study uses a quantitative approach with a total sampling technique on 35 respondents.  The instrument, in the form of a questionnaire, consisted of 28 statement items measured on a 1–5 Likert scale, with validity and reliability tests showing good results (Cronbach's Alpha > 0.70). Multiple linear regression analysis was used with the help of SPSS 26. The results of the study show that job satisfaction has a significant positive effect on productivity (β = 0.723, p < 0.05), as does organizational commitment (β = 0.555, p < 0.05). Simultaneously, these two variables contribute to an increase in employee productivity with a coefficient of determination of 77.8%.  These findings support the theories of Locke (1976) and Meyer & Allen (1991) and are in line with previous studies, although the context of micro cooperatives provides unique characteristics. The practical implications of this study encourage cooperatives to strengthen their reward systems, provide training, and improve work SOPs, particularly in marketing services. The limitations of this study lie in the small sample size and cross-sectional design. Future research is recommended to use a larger sample, a longitudinal approach, and include moderator variables such as work motivation or organizational culture.

Compensation for employee has a significant impact on employee discipline and performance. According to Hasibuan, compensation includes all types of income received by employees, both in the form of money and goods, either directly or indirectly in return for the contribution they make. The purpose of this study is to test the compensation and work discipline that affect the performance of PT Prima Soeaka Buana employees. The method used is a descriptive quantitative method, namely with multiple linear regression analysis. The results showed a calculated value of 9.326 > a table of 1.998 and a value of Sig. 0.000 < 0.05 so that compensation and employee performance were partially influential and significant. Seen on the T test, it shows that Ho is rejected and H1 is accepted. For work discipline, there is no positive and partially significant influence on employee performance. Seen in the T test with a tcal value of 0.649 < ttable of 1.998 and a Sig. value of 0.519 > 0.05. So, Ho was accepted and H2 was rejected. In both variables of compensation and work discipline, there is a simultaneous positive and significant influence on employee performance. Seen in the F test with a fcal value of 43.930 > ftable 3.140 and a Sig. value of 0.000 < 0.05. So, Ho refused H3 to accept.

This study was conducted with the aim of analyzing the influence of work discipline, workload, and work environment on employee performance, with a focus on Indomaret employees located in the West Jakarta area. The number of samples used in this study was 110 respondents who were directly selected from the employee population, with the data collection technique through the distribution of questionnaires using a Likert scale. The collected data were then analyzed using the multiple linear regression method with the help of SPSS software version 30. The results of the study indicate that partially, the variables of work discipline, workload, and work environment are proven to have an influence on employee performance, where each factor makes a different contribution in supporting or hindering work productivity. Meanwhile, simultaneously, the three independent variables are proven to have a significant influence on the dependent variable, namely employee performance. This finding confirms that the combination of good work discipline factors, balanced workload management, and a conducive work environment is very important in creating sustainable performance improvements. Thus, this study is expected to provide practical contributions as input for Indomaret management in the West Jakarta area in designing more effective human resource management strategies, both through policies to improve discipline, proportional workload management, and the creation of a work environment that is more supportive of employee comfort and motivation.

Most agencies recognize the importance of work discipline as a foundation for shaping obedient and responsible employees. At KSP Semarak Dana Mojokerto, the implementation of work discipline, workload distribution, and motivation has been carried out to improve performance. However, issues such as low discipline, workload imbalance, and uneven motivation still persist, affecting employee performance. This study aims to examine the influence of work discipline and workload on employee performance, with work motivation as an intervening variable. The research was conducted through questionnaire distribution to employees. The population consisted of all active employees of KSP Semarak Dana Mojokerto. A total of 35 respondents were selected using non-probability sampling with the census or total sampling method. Data analysis was performed using path analysis with the SPSS 25 program. The results indicate that work discipline has a positive and significant effect on employee performance, while workload does not significantly affect performance. Work discipline also has a positive and significant effect on motivation, and workload has a positive and significant effect on motivation. However, motivation is not able to significantly mediate the relationship between work discipline or workload and employee performance at KSP Semarak Dana Mojokerto.

This study aims to analyze the influence of work discipline, work motivation, and work environment on employee performance at PT. PLN (Persero) Rayon Kuta by involving all employees as the research population. The approach used is quantitative with data collection through distributing questionnaires to respondents. The number of respondents was 100 people determined using a saturated sampling technique, namely the entire population was sampled because it was considered to meet the appropriate criteria, namely active employees of PT. PLN (Persero) Rayon Kuta. The data obtained were then analyzed using linear regression, with a t-test to test the partial effect of each variable and an F-test to determine the simultaneous effect. The results of the t-test indicate that work discipline, work motivation, and work environment individually have a positive and significant effect on employee performance, meaning that the better the level of discipline, the higher the motivation, and the more conducive the work environment, the more optimal the employee performance produced. Meanwhile, the results of the F-test show that the three variables simultaneously also have a significant effect on employee performance. Thus, this study confirms that the factors of work discipline, work motivation, and work environment have an important role in increasing productivity, work quality, and the achievement of company goals. Therefore, companies need to pay attention to these three aspects continuously to maintain and improve employee performance in the future.

This study aims to determine the effect of work environment and work discipline on employee performance. The type of research used is quantitative research. The study was conducted at the Official Honda Tridjaya Motor Subang Motorcycle Dealer. The number of respondents was 35 people. This study distributed questionnaires to employees. Data processing and analysis techniques used SPSS version 25. The results of the study stated that the Work Environment and Work Discipline had a significant effect individually and a significant effect together on the Performance of Employees at the Official Honda Tridjaya Motor Subang Motorcycle Dealer.A comfortable work environment and a high level of discipline will improve employee performance.

Employee performance is a crucial factor in supporting a company's success, particularly in the tourism sector, which demands optimal human resource quality. Factors such as work motivation, work environment, and work discipline are believed to significantly influence employee performance. However, the extent to which these three factors contribute to improved employee performance in tourism companies still requires empirical research. This study aims to determine the partial effect of work motivation, work environment, and work discipline on employee performance at PT. Wisata Titiannusantara Pelangi. The study population comprised all 40 employees, with the sampling technique using the saturation method (sampling the entire population). Data analysis was performed using multiple linear regression processed using SPSS version 22. The results show that work motivation has a positive and significant effect on employee performance, meaning that the higher an employee's motivation, the better their performance. The work environment also proved to have a positive and significant effect on performance, indicating that a comfortable and supportive work environment can improve employee performance. Furthermore, work discipline has a positive and significant effect on employee performance, indicating that discipline in carrying out tasks contributes significantly to achieving optimal work results. Overall, this study confirms that motivation, work environment, and work discipline are important factors that must be considered by management in efforts to improve employee performance, especially in companies operating in the tourism sector.

This study aims to determine the influence of motivation on employee performance at the Regional Disaster Management Agency (BPBD) Office of Sidenreng Rappang Regency. Motivation is seen as one of the fundamental factors in human resource development because it can encourage increased work morale, effectiveness, and efficiency in carrying out employee duties and responsibilities. Highly motivated employees will be encouraged to work more disciplined, creative, and productive, so that they can make a positive contribution to the achievement of organizational goals, especially in public service and disaster management.nThis study uses a quantitative approach with a survey method. The sampling technique chosen is a saturated sample, namely all employees and honorary personnel at BPBD Sidenreng Rappang Regency are made respondents. This consideration is made because the population is relatively small so that it can be reached as a whole. The research data was collected using a questionnaire compiled based on indicators of work motivation and employee performance, then analyzed using a simple regression test to determine the relationship and influence between variables.nThe results showed that the calculated t value of 2.167 was greater than the t table of 2.048 at a significance level of 5%. This proves that there is a positive and significant influence between motivation on employee performance. Motivation contributes 15.7% to performance improvement, while the rest is influenced by other factors such as work discipline, work environment, competence, and leadership. Nevertheless, these findings emphasize that motivation continues to play an important role as the main driver of employee performance.nThus, increasing motivation through the provision of awards, incentives, and continuous coaching can be an important strategy in strengthening the quality of performance of BPBD employees in Sidenreng Rappang Regency.

Employee performance appraisal is an important process in human resource management that aims to evaluate individual work achievements based on certain criteria set by the organization. This process not only serves to assess the extent to which an employee meets work standards, but also serves as a basis for strategic decision-making, such as job promotions, bonus awards, and career development planning. However, in practice, CV. Surya Perkasa Makassar faces serious obstacles in the form of subjectivity in the assessment process, because the benchmarks used still tend to be based on the likes or dislikes of superiors. This causes the evaluation results to be less objective, inconsistent, and potentially reduce employee work motivation. To overcome these problems, this study aims to develop a decision support system for employee performance appraisal using the Tsukamoto Fuzzy Logic method. This method was chosen because it is able to accommodate uncertainty in the assessment, resulting in more objective, measurable, and consistent decisions. This study uses a Research and Development (R&D) approach with a Black Box Testing method to ensure system functionality. The assessment criteria used include five main aspects, namely work quality, work quantity, discipline, responsibility, and cooperation. Data from these criteria is processed through fuzzification, inference, and defuzzification stages to obtain the final employee performance score. Test results indicate that all system features function as expected. The system is able to prevent data duplication, validate input, and produce accurate final performance scores. The implementation of the Tsukamoto Fuzzy Logic method has proven effective in reducing the level of subjectivity that typically occurs in manual assessments. Therefore, this system can be used as a reliable tool in managerial decision-making, both regarding promotions, bonus awards, and planning employee future career development.  

This study aims to analyze the role of organizational culture in optimizing employee performance in Lebak Bulus Village, South Jakarta. A strong organizational culture is considered to have a significant contribution in improving the effectiveness of government officials and the quality of public services to the community. This study uses a qualitative descriptive approach with a phenomenological method, which emphasizes an in-depth understanding of the experiences, views, and behaviors of employees in carrying out their duties in their work environment. The research focuses on actors (employees), social situations, and activities that occur within the village environment. Data collection techniques were carried out through observation, in-depth interviews with key and primary informants, and documentation. Data validity was tested through triangulation of sources and techniques to increase the validity of the research results. The results show that the organizational culture in Lebak Bulus Village has strengths in the aspects of innovation and risk-taking, orientation towards results, orientation towards people, and stability. However, several weaknesses were still found, such as low individual initiative, lack of attention to detail, weak team orientation, minimal levels of aggressiveness, and limited employee experience and accuracy. Opportunities for improvement can be pursued through ongoing training and the digitalization of public services, although challenges remain, including a passive work culture and resistance to policy change. Overall, organizational culture plays a crucial role in supporting employee performance improvement, but a sustainable strategy is needed to strengthen professionalism and build a more adaptive and progressive work culture. Efforts to address identified weaknesses, such as improving communication between employees, developing leadership skills, and enhancing discipline in carrying out tasks, are essential for the continued development of a positive organizational culture. Furthermore, awareness of the importance of collaboration across organizational divisions must be instilled to create a more productive and efficient work environment.