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This study aims to determine how workload and work environment affect employee performance at the Medan Satria Subdistrict Office, Bekasi City. This type of research uses a quantitative approach. The population in this study were 49 respondents with the sampling technique using saturated sampling technique. Data collection using primary data and secondary data. The data analysis technique uses the help of SPSS 25.00 by conducting data quality tests, classical assumption tests, multiple linear regression tests, hypothesis testing, and the coefficient of determination (R2) test. The results showed that partially workload affects employee performance, partially work environment affects employee performance and simultaneously workload and work environment affect employee performance Furthermore, the results of the coefficient of determination (R2) test indicate that workload and work environment have an influence on employee performance by 40% and the remaining 60% is influenced by,other variables not examined in this study.

Work motivation and job satisfaction are important things to improve performance. Work motivation provides a driving force that produces enthusiasm for work so that they want to  collaborate, work effectively, and combine all efforts to achieve satisfaction (Hasibuan, 2018: 65), while job satisfaction is a positive behavior of a worker towards his job (Afandi, 2018: 74). This research focuses on proving the effect of work motivation and satisfaction on the performance of PT Supraco Lines employees. This research system is qualitative research that is converted to a quantitative scale using multiple linear regression analysis with PT Supraco Lines employees as objects. The sample of this study was 50 respondents, using path analysis, this study tested 3 hypotheses. From the results of the research showed that work motivation and job satisfaction could not affect employee performance partially, but when the two variables were tested simultaneously, the results were able to significantly affect the job satisfaction of PT Supraco Lines employees.

This study aims to analyze the influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency. The total sample of the study was 100 people. The variables used are organizational culture, incentives and motivation as independent variables and employee performance as the dependent variable. Data collection was carried out using a questionnaire and then analyzed using multiple linear regression analysis methods. Hypothesis testing used is the simultaneous significance test (F-test) and partial significance test (T-test). The results of the F test of this study indicate that the variables of organizational culture ( ), incentives ( ), and motivation ( ) have a simultaneous effect on employee performance. While the T test shows that the variable of organizational culture ( ), does not have a partial effect on employee performance, while the variables of incentives ( ), and motivation ( ) have a partial effect on employee performance.

The Regional Secretariat (SEKDA) of Malacca Regency is an assistant element of the district government leadership led by a regional secretary who is under and responsible to the Regent. This study aims to analyze the effect of work ability, organizational culture on employee performance through leadership in the Regional Secretariat (SEKDA) of Malacca Regency. The sample used in this study was 58 employees. The method used is linear regression analysis. The results showed that there was a partially significant effect of work ability, organizational culture and leadership variables on employee performance. The work ability variable has a significant effect on employee performance. Organizational culture has a significant influence on employee performance.

This research aims to determine the influence of work communication variables (X1), motivation (X2) and work environment (X3) on employee performance (Y) of UKM Elha Baby. This type of research is quantitative research. The data collection techniques used are primary data and secondary data. The sample selection obtained was 35 respondents from UKM Elha Baby. This research data was obtained through questionnaires, interviews and literature studies. The analysis techniques used are Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, T Test, F Test and Coefficient of Determination Test. The results of the research obtained the multiple linear regression equation Y= -4.381 + 0.331X1 + 0.238 + 0.298 Work motivation has a partially significant effect on performance, with a sig. 0.048 > 0.05. The work environment has a partially significant effect on performance, with the result being a sig. 0.005 > 0.05. The F test results obtained Fcount results of 34,203 > from Ftable 3.28 with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that Communication, Work Motivation and the Environment simultaneously have a significant effect on the Performance of UKM Elha Baby Employees.

Organizational achievement is influenced by the work environment where employees carry out activities also have an important role in improving their performance. The work environment refers to the material and psychological conditions of employees in the organization. This study aims to determine the effect of work motivation and work environment on employee performance at the Kulon Progo Regency Small and Medium Enterprises Cooperative Office. In this study, the data collection techniques used were questionnaires, observation, documentation and literature study. The analysis used is instrument test, classical assumptions, multiple regression, hypothesis testing, and R2 estimation. Sampling by distributing questionnaires directly to 37 samples. The results of data processing from motivation (X1) have a positive and significant effect on employee performance, namely tcount 2.573> ttable 2.032 with a significance of 0.015 <0.05 and the work environment (X2) has a positive and significant effect on employee performance, namely tcount 2.903> ttable 2.036 with a significance of 0.006 <0.05. Fcount value 7.803> Ftable 3.28, with a significance value of 0.002 <0.05. This means that motivation and work environment simultaneously affect employee performance. The results of the coefficient of determination test obtained an R-square value of 0.315 or 31.5%, which means that the influence of the independent variables on the dependent variable and the rest is influenced by other factors outside the research variables.

This qualitative literature review investigates the dynamics of risk sharing and performance-based compensation (PBC) in professional workplaces, aiming to bridge the gap between theoretical frameworks and practical applications. By analyzing existing literature, the review reveals that PBC can effectively align employee incentives with organizational goals, enhancing performance and commitment. However, the success of these systems hinges on various factors, including transparent evaluation processes, equitable risk distribution, and the relevance of performance metrics. The findings highlight that while risk-sharing models can drive long-term engagement, they may also expose employees to financial uncertainties, particularly in volatile industries. Moreover, perceptions of fairness and equity in compensation structures play a crucial role in influencing employee motivation and satisfaction. The review emphasizes the necessity for organizations to carefully design PBC systems that consider industry-specific characteristics and employee preferences to mitigate potential adverse effects. Overall, this research contributes to a deeper understanding of the complexities surrounding PBC and risk sharing, paving the way for future studies to explore their implications in diverse contexts.

Tujuan utama dari penelitian ini untuk mengetahui apakah Perilaku Inovatif memiliki efek mediasi pada hubungan antara Disiplin kerja , Budaya kerjam dan Pelatihan dengan kinerja. Data dikumpulkan dari 170 tenaga Kesehatan pada 10 Puskesmas yang berada di Wilayah Kabupaten dan Kota Madia Pekalongan, Provinsi Jawa Tengah. Responden dipilih dengan menggunakan teknik purposive sampling. Pemodelan persamaan struktural digunakan untuk menganalisis data yang dikumpulkan. Studi ini mengungkapkan: 1) Disiplin kerja berpengaruh signifikan terhadap perilaku Inovatif, 2) Budaya kerja berpengaruh signifikan terhadap kinerja, 3) Pelatihan mempunyai pengaruh signifikan terhadap kinerja , 4) Disiplin kerja berpengaruh signifikan terhadap kinerja, 5) Budaya kerja berpengaruh signifikan terhadap perilaku inovatif, 6) Pelatihan mempunyai pengaruh signifikan terhadap perilaku inovatif 6) Perilaku inovatif mampu memediasi hubungan Disiplin kerja, Budaya kerja, dan Pelatihan dengan kinerja. Penelitian ini merekomendasikan kinerja Pegawai Puskesmas di Pekalongan dapat ditingkatkan dengan meningkatkan disiplin kerja, Budaya kerja, dan Pelatihan melalui efek tidak langsung melalui variabel Perilaku Inovatif dari pegawai. Kata kunci: Disiplin kerja, Budaya kerja, Pelatihan, Perilaku Inovatif, Kinerja.   Abstract The main objective of this study was to determine whether Innovative Behavior has a mediating effect on the relationship between Work Discipline, Work Culture,  and Training with performance. Data were collected from 170 Health workers at 10 Health Centers located in the Regency and City of Pekalongan, Central Java Province. Respondents were selected using purposive sampling techniques. Structural equation modeling was used to analyze the collected data. This study revealed: 1) Work discipline has a significant effect on Innovative behavior, 2) Work culture has a significant effect on performance, 3) Training has a significant effect on performance, 4) Work discipline has a significant effect on performance, 5) Work culture has a significant effect on innovative behavior, 6) Training has a significant effect on innovative behavior 6) Innovative behavior is able to mediate the relationship between Work Discipline, Work Culture, and Training with performance. This study recommends that the performance of Health Center Employees in Pekalongan can be improved by improving Work Dicipline, Work Culture, and Training through indirect effects through the Innovative Behavior variable of employees.

PT Multicentral Aryaguna is a subsidiary of Indomobil Group which is engaged in the field of building management and rental service sector. The purpose of this study was to determine the effect of leadership style and punishment on the performance of employees of PT Multicentral Aryaguna East Jakarta. In this study, researchers used statistica quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that leadership style partialy has a positive and significant effect on employee performance with a significant level of 0.032 <0.05 and t test results of 2.226> 2.024. Punishment partialy has a positive and significant effect on employee performance with a significant level of 0.000 <0.05 and t test results of 4.992> 2,024. Leadership style and punishment simultaneously have a positive and significant effect with a significant level of 0.000 < 0.05 and F test results of 35.176> 3.25 on employee performance.

Every company has a role for employees in carrying out all activities within a company. Employees are an important part that has a huge influence on the success of a company. Therefore, companies need to pay more attention to employee performance so that they are more active, especially in terms of compensation and career development. This research aims to determine the effect of compensation and career development on employee performance at PT. Inasentra Unisatya. The research method used is a quantitative approach. Data collection methods in this research are interviews, questionnaires and literature study. The population in this study were permanent employees of PT. Inasentra Unisatya in the field of personnel has 53 employees.. The sampling technique used was quota sampling with a sample size of 30 respondents. The data analysis techniques used are data quality testing, classical assumption testing, hypothesis testing, and coefficient of determination testing which are processed using the SPSS version 25.0 application.. The results of this research show that compensation partially has a positive and significant effect on employee performance. Career development partially has a positive and significant effect on employee performance. Simultaneously compensation and career development have a positive and significant effect on employee performance.

Sinar Inti Telaga was founded in 1986, then transformed into PT Serasi Autoraya in 1990 by introducing the trademark "Toyota A Car". PT. Serasi Autoraya (TRAC) is an international subsidiary. Tbk which is now widely known as one of the largest transportation and logistics service companies in Indonesia. The aim of this research is to determine the effect of compensation and work discipline on the performance of PT. Serasi Autoraya (TRAC) in this research uses independent variables, namely compensation (X1) and work discipline (X2) as well as the dependent variable, namely employee performance (Y). The population of this study were employees of PT. Serasi Autoraya (TRAC). The sample used the Puprosive Sampling method, data collection by collecting questionnaires online with Google from to 50 respondents. The method in this research uses quantitative statistical methods. Quantitative statistical analysis includes validity tests, reliability tests, multiple linear analysis. Other hypothesis testing includes classical assumption tests, including data normality test, multicollinearity test, heteroscedasticity test, T test, F test, and coefficient of determination test (R2). The data was processed using the SPSS (Statistical Package for Social Science) 25.0 photo windows program. The test results of the T (Partial) test on the compensation variable (X1) show that the sig 0.004 < 0.05 and t value 3,028 > 2,010 (t table) test results on the T (Partial) test on the work discipline variable, namely 0.000 < 0.05 and t value 6,081 > 2,010 (t table). The test results of the F test (Simultaneous) show that the sig value is 0.000 < 0.05 and the calculated f value is 49,966 > 3.19 (f table) and it can be concluded that compensation (X1) and work discipline (X2) have a positive and significant effect on performance employee (Y).

Human resource management is the development of human resources that functions in carrying out human resource planning, implementation, recruitment, training, employee career development and conducting initiatives for the organizational development of an organization or company. The purpose of this study was to determine the organizational culture and work discipline affect employee performance. In this study, researchers used statistical quantitative analysis, multiple linear regression analysis and coefficient of determination analysis with the help of IBM SPSS 25 software. The sample used in this study was a saturated sample of 40 employees. The results of this study obtained using the t test that organizational culture partially has a positive and significant effect on employee performance with a significant level of 0.002 <0.05 and t test results of 3.316> 2.022. Work discipline partially has a positive and significant effect on employee performance with a significant level of 0.001 <0.05 and t test results of 3.491> 2.022. Organizational culture and work discipline simultaneously have a positive and significant effect with a significant level of 0.000 <0.05 and F test results of 17,066> 3.25 on employee performance.

This study aims to examine “The effect of work motivation and salary on employee productivity performance”. The background of this research is the decline in productivity that occurred at PT Integra Indocabinet in 2012 and during the Covid-19 pandemic. The sample in this study were employees at PT Integra Indocabinet Sedati Sidoarjo East Java, totaling 100 people as respondents taken using the Slovin formula. The sampling technique used in this study is non probability sampling, namely techniques that do not buy opportunities or become samples. By using a questionnaire method 4 Likert scale. From the results of hypothesis testing, it shows that 1) motivation has no significant positive effect on employee performance when the t statistical test is carried out, 2) salary has a significant positive effect on employee performance, 3) motivation and salary on productivity simultaneously have a significant positive effect.

The main aspect that needs to be considered by organizations or companies to achieve their goals is the HR aspect. Therefore, companies need to pay more attention to employee performance to be even better, especially in terms of recruitment and job training. This study aims to determine the effect of recruitment and job training on employee performance at PT. Inasentra Unisatya. The research method used is a quantitative approach. Data collection methods in this study are interviews, observations, questionnaires, and literature studies. The population in this study were permanent employees of PT. Inasentra Unisatya in the field of personnel as many as 53 employees. The sampling technique used was a saturated sample with a sample size of 53 respondents. The data analysis techniques used were data quality testing, classical assumption testing, hypothesis testing, and determination coefficient testing processed using the SPSS version 25.0 application. The results of this study indicate that partially recruitment has a positive and significant effect on employee performance. Partial job training has a positive and significant effect on Employee Performance. Simultaneously recruitment and job training have a positive and significant effect on employee performance.

The Office of the Ministry of Religious Affairs in Bogor Regency continues to strive to improve its performance and services. One of the efforts made is through a work training program for employees. The purpose of this research is to determine the influence of organizational culture and work training on employee performance. The research method used is a quantitative approach with data collection techniques using saturated samples or non-probability sampling, where the entire population is used as a sample. The population in question includes all employees of the personnel division of the Office of the Ministry of Religious Affairs in Bogor Regency, totaling 52 respondents, using a questionnaire measured on a Likert scale. In processing the data for analysis using SPSS 26 software with multiple linear analysis techniques, the research results showed that Y = 4.434, X1 = 0.402, and X2 = 0.361, which includes instrument tests, classical assumption tests, partial hypothesis tests with T values of 3.560 for X1 and 3.325 for X2. Simultaneously, both independent variables obtained an F value of 18.588. The coefficient of determination test indicated that the two independent variables have a 43.1% influence on employee performance

The performance of an employee is the ability of each employee to perform the tasks assigned to them. Employee performance can affect the stability of the business. Where good employee performance affects the performance of the company. So, companies should pay attention to things that can improve employee performance like work environment and work motivation. This study aims (1) to determine the effect of work environment on employee performance of PT Bumi Asri Pasaman (2) to determine the effect of work motivation on employee performance of PT Bumi Asri Pasaman (3) to determine the effect of work environment and work motivation on employee performance of PT Bumi Asri Pasaman. This study aims (1) to determine the effect of work environment on employee performance of PT Bumi Asri Pasaman (2) to determine the effect of work motivation on employee performance of PT Bumi Asri Pasaman (3) to determine the effect of work environment and work motivation on employee performance of PT Bumi Asri Pasaman. This study uses a quantitative approach method with a sample population of 47 people. The sampling technique uses saturated samples, there are 47 respondents in this study. The data analysis method used is instrument test, test, classical assumptions, multiple linear regression test and hypothesis testing. The results of the research work environment and work motivation have a positive and significant influence on employee performance. The work environment and motivation together have a significant influence simultaneously on employee performance. While the results of the calculation of the coefficient of determination (R²) are known to be 0.419 or 41.9%, which means that the influence of the work environment and work motivation on employee performance is only 41.9% while the remaining 58.1% can be influenced by other variables not explained in the study.

The objective of this study is to analyze the impact of organizational commitment and job satisfaction on personnel performance, with work discipline as a mediating variable. The study population includes all 115 employees of the Support Company, Yonif 753/AVT Korem 173/PVB Kodam XVII/Cenderawasih, with a sample size of 98 respondents selected using the census method. Data were analyzed using regression analysis and processed with SPSS. The results indicate that organizational commitment and job satisfaction have a positive and significant effect on work discipline. Work discipline also has a positive and significant impact on personnel performance. Furthermore, organizational commitment and job satisfaction positively and significantly influence personnel performance. The Sobel test demonstrates that work discipline can mediate the effects of organizational commitment and job satisfaction on personnel performance

Humans are an important asset in a company or organization, without someone's vision it is impossible for a company or organization to develop its vision and mission. Quality employees will play an important role in supporting the development and movement of the organization and play an important role in the organization's efforts to achieve its goals and mission. In the workplace, employee performance is very important for the success of the organization. Factors such as motivation and work environment play a very important role. Many studies have been conducted to examine the influence of work motivation and work environment on employee performance. This research aims to determine whether there is an influence of motivation and work environment on employee performance at PT. BVI Visitor Handling section either partially or simultaneously. The type of research used in this thesis is quantitative research. The research sample consisted of 39 employees using saturated sampling techniques. The data collection methods used were observation, questionnaires and literature study. The analysis used was data quality testing (validity test and reliability test), classical assumption test, hypothesis testing (T test and F test), and coefficient of determination test with the help of the SPSS version 26 application. Based on the results obtained, motivation and work environment significantly affects employee performance both partially and simultaneously.

This study aims to determine the effect of Total Quality Management (TQM), work motivation, and organizational commitment on managerial performance at PT Semen Padang using a quantitative approach method. The population in the study were all managers and senior managers working at PT Semen Padang totaling 140 people. In this study, the sampling technique used the purposive sampling method. The sources in this study were employees who held managerial positions at PT Semen Padang. The data collection method that will be used in this study is a questionnaire. Data were processed using SPSS 25.0. The results of the study indicate that Total Quality Management and work motivation have a positive and significant effect on managerial performance, organizational commitment does not have a significant effect on managerial performance. Total quality management, work motivation and organizational commitment have a significant positive effect on managerial performance at PT Semen Padang.

This study aims to examine the relationship between workload and performance of medical support staff at PKU Muhammadiyah Sukoharjo Hospital. The healthcare system is constantly growing, and medical support staff play a vital role in ensuring quality care. However, an excessive workload can negatively impact employee performance. This quantitative research employs a cross-sectional approach and includes 76 medical support staff as respondents. The workload was measured using indicators such as job conditions, time usage, and target achievement, while performance was assessed based on work quality, quantity, collaboration, responsibility, and initiative. Data were collected through questionnaires and analyzed using the Kruskal-Wallis statistical test. The findings show that 6.6% of the staff experience a heavy workload, 48.7% a moderate workload, and 44.7% a light workload. In terms of performance, 1.3% have poor performance, 25% moderate, and 73.7% good. The statistical analysis reveals a significant relationship between workload and performance (p-value = 0.001), indicating that higher workloads lead to decreased performance. This study highlights the importance of managing workload effectively to maintain employee performance in medical support services.