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The aim of this research is to determine the significance of  the influence between work facilities and work motivation both partially and simultaneously. Population in this research totaled 212, the sampling technique used was proportionate stratified random sampling using the isaac and michael table so that 131 samples were found. Method the analysis used is quantitative with inferential statistic. Based on partial test it was found that there was a positive and significant influence between work facilities and employee performance. Work motivation has an insignificant effect and has a negative value on the employee performance of PR.Dua Dewi Cabang Kediri.

This research was conducted with the aim of examining the effect of good corporate governance on the financial performance of Islamic banking listed on the Indonesian stock exchange in 2018-2022. This study was tested using 3 independent variables, namely: managerial ownership, independent board of commissioners and audit committee. For the dependent variable, namely Return On Assets. The population used in this research is Islamic banking companies on the Indonesia Stock Exchange in 2018-2022. The samples used in this study amounted to 45 samples. The analysis used in this study was multiple linear analysis and was assisted by SPSS Version 22. The data used were secondary data. The results of this study indicate that Managerial Ownership has no significant effect on Return On Assets (ROA). This can be proven by the results of the t-count value of 1.482 < t-table of 2.020 and a significant value of 0.632 > 0.05, the independent board of commissioners shows that there is a significant influence on Return On Assets (ROA). This can be proven by the results of the t count value of 3.397 > t table 2.020 and a significant value of 0.003 <0.05. The Audit Committee shows that there is a significant influence on Return On Assets (ROA). This can be proven by the results of the t count value of 2.942 > t table of 2.020 and the sig value of 0.019 <0.05. Managerial ownership, independent board of commissioners, and audit committee simultaneously or jointly have a significant effect on Return On Assets (ROA). It is known that the significance value for managerial ownership, independent board of commissioners, and audit committee (X) simultaneously on Return On Asset (ROA) of 0.006 <0.05 and the value of f count > f table (5.259 > 3.02).

Story face is an adaptation of story mapping. The main purpose of this study was to find out whether there was a significant difference in the reading performance of the students between those who are taught by using the story face strategy and who are taught without using the story face strategy. This study used the quantitative research method with quasi-experimental design. The population was 8th grade junior high school and the sample was 60 students. To collect the data, researcher used test and applied  SPSS 27 to analyze the data. It was found that there is a difference in scores between the experimental and control groups. The experimental group's pre-test score was 62.73, and the post-test score was 81.00. There was an increase after receiving the story face strategy treatment. In addition, the control group's score was 62.67, and the post-test was 72.93. The experimental group scored higher. T-test using an Independent Sample Test with Asymp.Sig (2-tailed) value of 0.001 <0.050, so Ha is accepted, and Ho is rejected. T-table test results are df = 30+30-2=58. The researcher used the table of significant degree 5%, so the t-table was -1.671/+1.671. The t-test value surpassed the corresponding t-table value (5.380 > 1.671), and the p-value was 0.001, which is less than the significance level of 0.050. The results showed the effective application of the story face strategy in reading recount text. Students were able to improve their skills in reading comprehend with using story face strategy.

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 research aims to determine the influence of organizational climate and organizational commitment on employee performance at PDAM Kolaka branch.  This research uses a quantitative method approach.  Data collection in this research used observation and questionnaires.  The population of this study were employees of PDAM Kolaka branch.  Meanwhile, the sample in this study amounted to 40 people.  Research instrument testing uses validity and reliability tests with SPSS 25.0.  The data analysis technique used in this research is instrument model testing (outher model) and structural model testing (Inner model) with Smart PLS 3.0.  Based on the research results, it is known that there is a positive and significant influence between the Organizational Climate variable on employee performance as indicated by the T-statistic value of 2.731 and the original sample of 0.369, while the Organizational Commitment variable has a positive and significant influence on employee performance as indicated by the T-statistic value of  3.605 with an original sample value of 0.416.

This research aims to determine the influence of motivation and leadership on employee performance at the Anggeraja District Office, Enrekang Regency. The variables of this research are Motivation (X1), Leadership (X2) as the independent variable and Performance Volume (Y) as the dependent variable. The population in this study were 25 employees at the home office of the sub-district head of Anggeraja sub-district, Enrekang Regency who were also the samples. The sampling technique in this research was carried out using a simple random sampling method (Simple Random Sampling method). Data collection was carried out using a questionnaire. The data analysis technique used is simple linear regression analysis using SPSS 25.00 for Windows Based on the research results and discussion, the conclusion in the research is that Motivation (X1) has t count 6.429 ≥ t table 2.069 and a significant value of 0.000 < 0.05. This can be interpreted as meaning that motivation has a positive and significant effect on employee performance at the Anggeraja District Office, Enrekang Regency. The higher the employee's motivation at work, the better the employee's performance in carrying out their duties. Leadership (X2) is 2.699 ≥ t table 2.069 and a significant value of 0.013 < 0.05 can be concluded that leadership has a positive and significant effect on performance. Employees who have a leadership attitude both in leading themselves and their subordinates and co-workers can have good performance at work.

The problem in the object of research is the lack of effectiveness of job training in the field of technology, while in work discipline there are still employees who do not carry out discipline on time or are late in working. This thesis aims to prove the hypothesis of the researcher: there is a partial influence of Job Training (X1), Work Discipline (X2), on employee performance (Y). This study used quantitative methods with multiple linear regression analysis techniques. This research data was obtained by interview, observation, literature study, and questionnaire methods. The sample return in this study used a saturated sampling technique, namely all employees of UPTD Company. Puskesmas Pagu as many as 32 people. The results of the study using the help of SPSS program proposal version 25, showed that: (1) job training has a partial but not significant effect on employee performance with a calculated value of -1.381 and a value of Sig. 0.178 > 0.05. (2) and work discipline partially affects employee performance with a calculated value of 3.795 and a value of Sig.0.001 < 0.05 (3) job training, and work discipline simultaneously has a significant effect on employee performance with a value of Fcalculate 13.489 and a value of Sig. 0.003 < 0.05. From the test results of multiple linear regression analysis, it produces the equation formula Y = 13.489 + -1.381 X1 + (3.795X2) + e.

The purpose of this research is to find out how rewards and punishment influence employee performance at PT. Miami Creameries. The sample used was 61 employees using saturated sampling technique. This research data collection used observation methods, interviews, distributing questionnaires and literature review. The data obtained was then analyzed using the multiple linear regression formula and hypothesis testing with the help of the SPSS (Statistical Package For Social Science) program. The regression equation formed is Y = 5,406 X1 + 0.305 + 0.808 X2. Simultaneous hypothesis testing: Reward and Punishment together influence employee performance. The magnitude of the influence of reward and punishment on employee performance with an Adjusted R square value of 69.7%. while the rest is influenced by other variables not included in this study.

Increasing business value for MSMEs is no less important. This community service is carried out with the aim of increasing the business value of M-Prod SMEs which is engaged in convection services. The SMART Goal Setting concept is implemented to make M-Prod have added value and can improve its business performance in the future. This community service program takes the form of a tiered workshop with assistance to the MSMEs concerned so that they focus on profit, not just turnover. This community service is one of the efforts to increase the competitiveness of M-Prod SMEs in order to gain a competitive advantage. The problem faced by business actors is that the specific goals of a business are not measurable. Finally partners do not understand how goals are set and how to analyze a measurable goal. This is very influential in terms of business development, this will have an impact on profits.

Cultural festivals are a series of positive activity processes conducted in certain areas to maintain and preserve local and national culture. They are held to include the participation of the community, related parties, and the government together. This research was a type of qualitative research conducted in Gosari Village, Ujungpangkah District, Gresik Regency. Data sources were obtained from the Village Head, Chief Executive, Head of WAGOS Board (Gosari Natural Tourism), religious, and community leaders, and supported by documents and archives. Data collection was conducted through interviews, observation, and documentation techniques. The research findings showed that the Gosari cultural festival is held once a year with a series of activities which include: Resik Sendang Icleaning the bathing place), Kirab Warga (mutually cleaning the environment), Ngadusi Rojo Koyo (bathing the cows), Traditional Snacks Market, review of the book: “History and Mythology of Gosari”, Performance of Traditional Dance and Ludruk Art. The values developed in the implementation process are social, religious, and traditional values. Cultural festivals play a role in developing religious and social values, namely through the optimization in the field of education which is collaborative with nature, and the habituation of community traditions which are held regularly and continuously.

Science, technology and strategy which currently control the progress of mankind are still determined in this world as carriers of various kinds of inequality and pollution, both physical, social, biological and cultural. (Abdurahmat Fathoni, thing: 01 of 2014). Some of these problems were identified as factors indicating that the characteristics of HR competencies in improving employee performance at SMC Hospital were not optimal, thus affecting employee work productivity. This can affect the performance of employees who are less effective so that the implementation of their duties often does not run optimally. This study aims to find out how the analysis of HR competency characteristics in improving employee performance at RSUD SMC Kab. Tasikmalaya. This study uses a qualitative approach that is descriptive. The data used in this study uses primary and secondary data. The objects in this study were ASN employees at RSUD SMC Kab. Tasikmalaya. This data collection technique is by interview, observation, and document study. The results of the analysis of the characteristics of HR competencies based on knowledge, employee knowledge of the SMC District Hospital. Tasikmalaya in carrying out its duties has increased. Analysis of HR competency characteristics based on skills, employee skills in carrying out their duties at RSUD SMC Kab. Tasikmalaya is increasing because employees feel motivated in completing the tasks given, this is due to supervision from each superior over employees in carrying out their duties. However, supervision alone is not enough because it is important for each employee to receive training in order to hone their skills or abilities so that they can maximize their performance. Analysis of the characteristics of HR competencies based on self-concept and values, self-concept and employee values ​​in this case education which greatly influences the productivity of an employee in carrying out his duties. From the results of the study it can be seen that the educational background of employees at the SMC District Hospital. Tasikmalaya is different, but the work assigned can still be carried out as long as the job responsibilities given are in accordance with the education taken by the employees. Analysis of HR competency characteristics based on motives, employee motives at RSUD SMC Kab. Tasikmalaya in carrying out her duties as a nurse the supporting factors in carrying out her duties and functions as an employee in the field are basically relatively the same and also greatly affect the performance of the employees.

Online transportation has become an integral part of urban mobility, providing an efficient and convenient alternative for people. This study aims to analyze user preferences between the two main online transportation platforms, namely Gojek and Grab, in the city of Pasuruan. The TOPSIS (Technique For Order of Preference by Similarity to ideal Solution) method is used to identify user preferences in the context of the city. This research was conducted through a survey of a sample of online transportation users in the city of Pasuruan. The data collected includes factors such as price, convenience, performance and security offered by Gojek and Grab. The data is then processed and normalized to obtain the relative weight of each factor based on user preferences in the city of Pasuruan. Next, positive and negative ideal matrices are formed to compare user preferences for platforms. The results of the analysis using the TOPSIS method show a user preference for Gojek of 0,56, while Grab obtains a preference value of 0,43 in the city of Pasuruan. These findings provide insight into the most influential factors in user decision making in choosing between the two platforms in the city of Pasuruan.

In the current rapid development of the business world, making competition between companies tighter, which requires the company to manage its business better, which in turn the company is able to compete and has superior value compared to other companies. This study aims to determine and analyze the factors that affect the performance of CV Musika employees. The population used in this study consisted of all employees of CV Musika. The number of samples in this study were 92 people with sampling techniques using total sampling. The data analysis technique uses factor analysis with the help of the SPSS 25 program. Of the 38 variables analyzed, 23 variables were obtained and 6 factors were formed that affect employee performance at CV Musika. The results of the study obtained an eigen value of 9.205 for the physical needs factor, reward factor 2.636, discipline factor 1.696, factor carrying out work procedures 1.352, work loyalty factor 1.080, attendance factor on time 1.003, so it can be concluded that these 6 factors are the most influential on employee performance at CV. Musika.    

This study aims to analyze the effect of financial performance, profibility, and capital structure on company value in LQ45 companies listed on the Indonesia Stock Exchange. This study used quantitative methods. Sampling is done using the purposive sampling method which means the sample is selected based on certain considerations. The data used are financial statements obtained through https://old.idx.co.id/ website. In this study only data that met the criteria and needs of the authors were used as samples. The results of the study stated that financial performance had a significant effect on company value, it can be seen from T for financial performance variables is 0.608 0.05, profitability has a significant effect on company value, seen from the calculated value for profitability variables is 0.935 0.05, capital structure has a significant effect on company value,  can be seen from the calculated value for the capital structure variable is 0.633 0.05, and the F test is used to determine the influence of independent variables simultaneously (together) can be seen from the statistical value of F value is 0.155 F value is 0.926 greater than 0.05 then it has no effect on the value of the company.The results of the above research can then be drawn 4 conclusions, namely: 1. Financial performance does not have a significant effect on the value of the company. 2. Profitability has no significant effect on the value of the company. 3. Capital structure has no significant effect on the value of the company. 4. Financial performance, profitability, and capital structure on company value have no effect on company value.LQ45 is listed on Indonesia Stock Exchange.

Customer satisfaction is a level of one's feelings after comparing several related factors such as perceived performance or results which can then be compared with the desired expectations. The purpose of this study was to determine the effect of Wings Air airline service quality at Sultan Muhammad Salahuddin Bima Airport, to determine the effect of Wings Air airline passenger complaints at Sultan Muhammad Salahuddin Bima Airport and to determine how much influence service quality and passenger complaints have on employee performance. This research is quantitative research using primary and secondary data. Primary data was obtained from a questionnaire (questionnaire), while secondary data was obtained from PT. Wings Air, articles and website internet. The analysis technique uses descriptive analysis, multiple regression, t-test, and f-test. The results of this study indicate that the calculated F value is 82.002 and a sig value of 0.00 is less than 0.05.

As part of the system factor, reward (reward) is an important element to create high employee performance. Reward (reward) is one way used to motivate someone to do good and work achievements or performance.  This study aims to find out whether the provision of rewards to employees at Citilink companies affects the performance of Citilink employees at Yogyakarta International Airport and how much influence the provision of rewards has on employee performance at Citilink Yogyakarta International Airport. Quantitative research was employed in this study. Questionnaires are sent in order to collect data. All Citilink Indonesia Airlines personnel at Yogyakarta International Airport comprised the population under study, totaling 20, and 20 persons made up the sample because the population was under 100. Data analysis techniques use instrument tests, namely validity tests, and reliability tests, as well as hypothesis tests, namely Simple Linear Regression, T Test, and Determination coefficient test. A significant value for the partial effect of X on Y is 0.008 < 0.05 and with the results of the t table and t value calculated, then 2.955 > 2.10092, it can be concluded that there is an effect of giving rewards on the performance of Citilink Airlines employees at Yogyakarta International Airport. This study found a relationship between the provision of rewards and employee performance. The partial effect of Variable X on Variable Y (0.327 R Square) is 32.7%, with additional factors not included in this research influencing the other portions.

With the increasing demand for air transportation services, it must be accompanied by an increase in aviation safety and security, both safety and security in airspace, aircraft and airports. Airport security is determined by the active role of Aviation Security to implement security programs set by the government. Increasing the quality of AVSEC is very urgent and needs to be carried out in a planned, directed and sustainable manner in order to increase capability and professionalism. To support this, it is necessary to have soft skill behavior to guide performers to improve and form quality attitudes and behaviors that can produce maximum performance in order to realize goals and benefits properly. The purpose of this study was to determine the influence of soft skills on the performance of aviation security and to find out how much influence soft skills have on the performance of aviation security at Mopah Merauke International Airport, Papua. This research used a quantitative method using the Non Probability Sampling technique using a saturated sample. The sample used was 30 respondents, the results of distributing questionnaires to all Avsec employee respondents at Mopah Merauke International Airport, Papua. Retrieval of data on the number of samples using a survey with an instrument in the form of a questionnaire. Data were analyzed using simple linear regression, T test and coefficient of determination with soft skills as the independent variable and Avsec employee performance as the dependent variable which were processed using the SPSS Version 26.0 application. The results showed that the t count > t table with a value of 7.987 > 0.374 with a significant level of 0.05, so it can be concluded that Ho is rejected and Ha is accepted which means that there is an influence of soft skills on the performance of Avsec employees at Mopah Merauke International Airport, Papua partially accepted . The percentage based on the coefficient of determination test shows that the R square is 0.695. This means that the influence of soft skills on the performance of Avsec employees at Mopah Merauke International Airport, Papua is 69.5%.

The hope for the ASN mental revolution is motivated by the gap between the expected performance (intended performance) and the actual performance produced (actual performance) by ASN. There are still many levels of inefficiency in carrying out tasks which is clear evidence of low competence. Civil servants who lack professionalism and lack moral awareness tend to abuse their authority or misuse state finances. This problem is used as an example that the ASN's mental revolution has not been fully successful, namely in carrying out tasks which are clear evidence of the commitment of the apparatus which is still low. This study aims to determine 1) the effect of internalizing core values ​​on the mental revolution of the State Civil Apparatus, 2) the effect of employer branding on the mental revolution of the State Civil Apparatus, and 3) the effect of internalizing core values ​​and employer branding on the mental revolution of the State Civil Apparatus at the District Secretariat. Cilacap. The research method used is descriptive quantitative method. Meanwhile, data collection techniques used questionnaires, and data analysis used multiple linear regression. The results of the study show that there is an influence between the internalization of core values ​​on mental revolution, there is an influence between employer branding on mental revolution, and there is an influence of internalization of core values ​​and employer branding on the mental revolution of the State Civil Apparatus at the Regional Secretariat of Cilacap Regency. This means that the more successful the internalization of core values ​​and employer branding, the higher the level of success of the mental revolution of the State Civil Apparatus.

The covid-19 pandemic in Indonesia is part of the 2019 coronavirus disease (covid 19) pandemic that is currently taking place throughout the world. During the Covid 19 pandemic there was a system change at Pattimura Ambon Airport, especially in the AOCC unit, namely a change in online system services. The purposes of this study are 1) To determine the impact that the covid pandemic has had on performance at the Airport Operational Control Center (AOCC) unit. 2) To see the positive and negative values ​​due to the impact of the covid pandemic on the Airport Operational Control Center (AOCC) at Pattimura Ambon International Airport. This study uses a qualitative method. The instruments used were the researchers themselves supported by the results of interviews, observations and documentation with supporting documents from the AOCC and the air transport unit at Pattimura Ambon International Airport. To answer the formulation of the research problem, the researcher conducted 3 stages of analysis consisting of data reduction, data presentation, and drawing conclusions. The results of this study show that the Covid pandemic has had a huge impact on airport services because this pandemic has required the government to issue regulations that greatly impact AOCC service activities because it results in changes to the work system so that it also has an impact on the performance of AOCC service officers. This is also related to the solution set by the Airport Operational Control Center Unit, namely changing their work system in providing services to passengers. Previously, Customer Service Staff provided services to passengers directly, so during the pandemic this was changed through a monitor screen. Not only that, the Airport Operational Control Center Unit also changed the working hour limit which was originally until 08.00 Wit. during the pandemic, the limit of working hours for AOCC was only until 04.00 Wit. coupled with the change of staff every day alternately.

This study has the main objective, namely to find out how the effect of job training and work motivation on employee performance at the Primkoppabri branch of Brebes. This research uses quantitative research with the SPSS 22 analysis tool. The population used in this research is Primkoppabri employees, totaling 74 employees. The sample in this study uses a saturated sample where all the number of employees is used in the sample. The method of data collection is done by distributing questionnaires. The results of the t test show that the job training variable has a significant positive effect on employee performance with a t count > t table (2.618 > 1.993) and a sig value of 0.011 <0.05. The variable of work motivation has a significant positive effect on employee performance with a t count > t table (6.428 > 1.993) and a sig value of 0.00 <0.05. Then through the F test it is known that the variables of job training and work motivation simultaneously influence employee performance with F count > F table (84.066 > 2.50). Adjuster R square of 70.4% indicates that job training and work motivation variables affect employee performance, and the rest is influenced by other variables.