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The aim of this research is to determine the effect of training, work experience, competence and motivation on performance. The study was conducted on mental health management employees at the Tasikmalaya Regency Regional Health Center. Sampling was carried out using census techniques, with a sample size of 97 samples, consisting of mental health management employees at the Tasikmalaya Regency Regional Health Center, which consists of 40 Community Health Centers. The research instrument used was a questionnaire with a Likert scale. The analysis technique used is path analysis using the SPSS application. The results of this research show that: 1) Training, work experience, competence, motivation and performance are in good condition. 2) Training, work experience and competence have a positive and significant effect on performance, motivation has a positive but not significant effect on performance. 3) Training, work experience, competency and motivation have a significant effect on the performance of mental health management health workers at the Tasikmalaya Regency Regional Health Center

This research is entitled "The Influence of Organizational Citizenship Behavior, Organizational Commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable (Case Study at PT. Casuarina Harnessido Pemalang)". The purpose of this study was to determine the effect of Organizational Citizenship Behavior, organizational commitment and Organizational Culture on the Performance of Production Employees with Job Satisfaction as an Intervening Variable. In this research using purposive sampling technique with a total sample of 90 respondents. The testing in this research was carried out by testing validity, reliability testing, classical assumption test, multiple linear regression analysis, hypothesis testing in the form of t test, F test, R2 test, path analysis and Sobel test. In this research, there is a partially significant positive effect between the OCB variable on the performance of production employees with a value of tcount > ttable (2.184>1.662), organizational commitment to the performance of production employees with a value of tcount> ttable (3.689>1.662), organizational culture on the performance of production employees. with a value of tcount > ttable (3.160>1.662), job satisfaction affects the performance of production employees with a value of tcount > ttable (2,606>1,662). From the Sobel test results show that job satisfaction mediates the effect of OCB on the performance of production employees with a value of tcount > ttable (3.0496>1.6619), job satisfaction mediates the effect of organizational commitment on employee performance. production with a value of tcount > ttable (1.7531>1.6619), job satisfaction mediates the effect of organizational culture on the performance of production employees with a value of tcount > ttable (1.9392>1.6619).

The purpose of this research is to determine the effect of reward and punishment on employee performance at CV. Premium Indonesian Snacks. The informants in this research were all CV employees. Premium Nusantara snacks with a sample of 49 people. In determining the sample the author uses a saturated sample, that is, if all members are included as a sample. The data collection techniques used in this research were observation, questionnaires and interviews. The analytical assistance method used is simple linear regression with SPSS 20. The results of this research show that Reward and Punishment together or simultaneously have a positive and significant effect on employee performance at CV. Premium Indonesian Snacks.

The development of human resources within a company is an effort to enhance the quality of human resources aimed at improving the quality of workers. Every company hopes and strives to advance by implementing various structured methods in education, training, and development programs to enhance employee performance. The purpose of this research is to determine the influence of motivation and work environment on employee job satisfaction at PT. KB Bank Tbk Jakarta. The data collection method in this study was conducted by distributing questionnaires to 70 respondents who are employees of PT. KB Bank Tbk Jakarta. The method used is a quantitative method with a saturated sampling technique. The data utilized consists of primary and secondary data. The results of this study indicate that motivation and work environment have a positive and significant impact on job satisfaction. 

The aim of this research is to determine the influence of teamwork and work motivation on employee performance at PT Amythas South Jakarta. This research was carried out in April-June. In this research the author used quantitative research methods. Data collection uses observation, questionnaires and documentation methods. with a sample size of 60 people. The research results concluded that there was a partially significant influence between teamwork on employee performance, proven based on the results of the t test or partial test with a probability value of 0.001 < 0.05 and a calculated t value > t table of 7.939 > 2.001. There is a partially significant influence between work motivation and employee performance, proven based on the results of the t test or partial test with a probability value of 0.001 < 0.05 and a calculated t value > t table of 10.666 > 2.001. There is a significant simultaneous influence between teamwork and work motivation on employee performance at PT Amythas South Jakarta, proven based on the results of the F test or simultaneous testing with a probability value of 0.001 < 0.05 and a calculated F value > F table, namely 58.576 > 3 .16.

Performance is a description of a result that can be measured by the effectiveness and efficiency of work carried out by human resources in realizing the targets, goals, vision and mission that are realized through a company's planning strategy. This research aims to determine and analyze the influence of the environment and motivation on employee performance at PT Pratama Rindo Raya. This research uses a quantitative statistical approach method. The sampling technique used was saturated sampling which had 38 respondents. Data collection techniques use observation through questionnaires. The results of this research show that the work environment (X1) has a significant effect with a value of 0.848 or 84.8%, which means that the work environment variable (X1) has a strong influence on employee performance (Y). Motivation (X2) has a significant effect with a value of 0.842 or 84.2%, which means that the motivation variable (X1) has a strong influence on employee performance (Y). The work environment (X1) and motivation (X2) simultaneously (together) have a significant influence on employee performance (Y) at PT Pratama Rindo Raya with a value of 90.4% and the remaining 9.6% is influenced by factors others that researchers are not careful about.    

For employees, organizational culture consists of a variety of implementation guidelines to technical guidelines. Every leader has his or her own passionate leadership style. Effective leadership requires the ability to adapt to various situations. When employees receive adequate compensation, performance will usually increase, but if compensation is inadequate, employee performance may decrease. This research has the aim of knowing whether the compensation given to employees is equal to the responsibility for their performance. The compensation indicator raises the enthusiasm of employees, how not, with the compensation of employees will be more prosperous. This study chose descriptive and quantitative methods. The results showed that leadership style, organizational culture, and simultaneous and partial rewards had a significant effect on employee performance, obtained from a significance value of 0.037, 0.025, and 0.003. The significant value is greater than alpha (0.000 < 0.05).    

This study aims to analyze the effect of work stress and workload on employee work productivity at PT Bank Aceh Syariah Kutacane Branch. The research employed a quantitative approach using a survey method. The population consisted of all employees of PT Bank Aceh Syariah Kutacane Branch, totaling 42 respondents, therefore the sampling technique used was saturated sampling. Data were collected through questionnaires and analyzed using multiple linear regression with the assistance of SPSS software. The results showed that all research instruments were valid and reliable. The partial test (t-test) revealed that work stress had a significant effect on employee work productivity. Workload was also found to have a significant effect on work productivity. Furthermore, the simultaneous test (F-test) indicated that work stress and workload simultaneously had a significant influence on employee work productivity at PT Bank Aceh Syariah Kutacane Branch. This study concludes that effective management of work stress and proportional workload distribution are important factors in improving employee productivity in the Islamic banking sector. Therefore, the company is expected to create a conducive work environment and conduct periodic workload evaluations in order to maintain sustainable employee performance quality.

This study aims to test how much influence Organizational Culture and Work Environment have on Employee Performance with Job Satisfaction as an Intervening Variable at PT. Padang Distribusindo Raya DC Padang Aro. The population in this study was 40 respondents with a sample of the population, namely 40 employee respondents of PT. Padang Distribusindo Raya DC Padang Aro. The sampling method of the study was carried out by questionnaire and observation. The research sample technique used was the Saturated Sampling technique using Structur Equation Modeling (SEM) and Partial Least Square (PLS) by distributing questionnaires to 40 respondents. The results of the data analysis concluded that there was a significant influence of organizational culture on job satisfaction. There was a significant influence of the work environment on job satisfaction. There was a significant influence of organizational culture on employee performance. There was a positive insignificant influence of the work environment on employee performance. There was a significant influence of job satisfaction on employee performance. There was a significant influence of organizational culture on employee performance through job satisfaction. There was a positive insignificant influence of the work environment on employee performance through job satisfaction.    

Currently, technological advances are very rapid and sophisticated. It is not surprising that this progress is utilized by many sectors, both private and government. The government must use technology to develop more sophisticated and inventive government systems. One of them is a unique finger impression-based attendance method that is used to discipline employees in carrying out their duties. The purpose of this research is to find out how effective the use of unique finger impressions is to discipline employees at the Malang Regency Transportation Service, how effective the use of unique finger impressions is to increase employee discipline, and the steps taken to improve employee discipline. This study is based on an inductive approach combined with a descriptive approach. Data collection methods include interviews, observation, and documentation. According to Tangkilisan (2005: 141), there are four ways to evaluate effectiveness: target achievement, adaptability, job satisfaction, and responsibility. By using unique finger impressions, employee discipline and organizational performance improve. However, there are several challenges, one of which is that employees continue to come for unique finger impressions rather than performance, which hinders them from completing tasks on time. One of the efforts made by the Malang Regency Transportation Service is to carry out direct supervision from the leadership and apply disciplinary penalties objectively and according to procedures. The author suggests improving or updating unique fingerprint scanning machine technology, especially the sensitivity of the scanner in reading fingerprints, and adding one unit of unique fingerprint scanning machine

This research took the location, namely the Denpasar City Health Service. Within the company there are 5 fields available to support integrated health service programs for the community, with a total human resource population of 61 emoployee. The health development program has been implemented with reference running into half decade Strategic Planning which is outlined in the annual performance plan. The health development was carried out in the form of 18 existing health development programs. The pre-survey results showed the influence of employee performance variables using seven questions. 14 samples said they did not agree to the seventh question, 5 respondents answered by choosing the word "disagree" to the sixth question. , namely "work equipment and facilities are adequate and support me in my work", there is a research gap that took place in I News Jakarta stating the results show that communication variables have no effect on employee performance. The aim of this research was to find out how organizational communication influences employee performance, find out the effect of communication on job satisfaction, find out the effect of job satisfaction on employee performance, and find out the role of job satisfaction in mediating organizational communication on employee performance. The research methods used include the interview process and questionnaires. This research measurement used saturated sampling a sample sized are 61 employee was used. The research results found that the organizational communication variable had a significantly positive effect on employee performance, organizational communication had a significantly positive effect on job satisfaction, organizational communication had a significantly positive effect on job satisfaction and the influence of job satisfaction significantly positively mediated organizational communication affect performance employee.

Human resource management has an important role as a driving force in the company, in improving employee performance, periodic training and motivating employees can be carried out. This study aims to determine the effect of training and motivation on employee performance at PT Andalan Rantai Pasok Indonesia. The type of research used is quantitative research. The population in this study was the entire sample size of 31 respondents. The analysis technique used in this study is the validity test method, reliability test, classical assumption test, multiple linear regression, and hypothesis testing using SPSS 26. The results showed that the Training Variable partially had a significant effect on Employee Performance with a t value of 2.244> 2.051 and a Sig value of 0.033 <0.05 and the Motivation Variable partially had a significant effect on Employee Performance with a t value of 3.137> 2.051 and a Sig value of 0.004<0.5.  The F test shows that together, training and motivation have a significant effect on employee performance (F = 10,971, p = 0.000). So it can be concluded that Training and Motivation have a positive and significant effect on employee performance.    

Industry 4.0, with technological advances such as automation, artificial intelligence, and big data, has brought significant changes in the way employees work and productivity in start-up technology companies. This transformation requires employees to develop new skills and adapt to a more dynamic and complex work environment. This research aims to analyze the influence of Industry 4.0 on work behavior and controlling employee productivity through the Systematic Literature Review (SLR). This research uses the Systematic Literature Review (SLR) method to collect and analyze relevant literature regarding the influence of Industry 4.0 on work behavior and employee productivity. Inclusion and exclusion criteria were established to select relevant studies from a variety of sources, including scientific journals, books, industry reports, and other reliable sources. Data were analyzed using a qualitative approach with a focus on identifying main themes from the literature collected. The analysis results show that Industry 4.0 brings significant changes in work behavior, including the need for flexibility and adaptation to new technology. Training and developing digital skills is very important to increase productivity. Transformational leadership has been proven to have a positive impact on employee motivation and performance. Apart from that, effective human resource management and a focus on employee welfare are also key factors in facing the challenges and exploiting the opportunities presented by Industry 4.0. This research concludes that the adoption of Industry 4.0 technology brings many benefits in increasing employee productivity and efficiency, but also demands significant changes in HR management strategies and skills training. Start-up technology companies need to invest in developing digital skills, employ transformational leadership, and create work environments that support employee well-being to maximize the benefits of this transformation. These findings provide valuable insights for companies looking to optimize employee productivity in this digital era.

This study aims to determine the direct and indirect effect of leadership, motivation, training on performance through employee satisfaction of the regional secretariat of bintan regency. This type of research uses quantitative research methods with primary and secondary data sources. The population in this study was 109 Civil Servants (PNS) who worked at the Bintan Regency Regional Secretariat office. In this study, data collection was carried out using the census method in which the entire population was taken as a sample. By using the census method, this study aims to obtain accurate and representative data from the entire existing population. This step will make it easier for researchers to analyze and describe the characteristics and events that occur in the population. This research uses Smart-Pls as a data processing tool. The results of this study, Leadership has a positive and significant effect on Employee Performance. This proves that Leadership can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Performance. This proves that Motivation can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Training has a positive and significant effect on Employee Performance. This proves that Training can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction has a positive and significant effect on Employee Performance. This proves that Job Satisfaction can affect the Performance of Employees of the Bintan Regency Regional Secretariat. Leadership has a positive and significant effect on Employee Job Satisfaction. This proves that Leadership can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Motivation has a positive and significant effect on Employee Job Satisfaction. This proves that Motivation can affect the Job Satisfaction of Employees of the Bintan Regency Regional Secretariat. Training has a positive and insignificant effect on Employee Job Satisfaction. Job Satisfaction mediates positively and significantly between Leadership and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and significantly between Motivation and the Performance of Employees of the Bintan Regency Regional Secretariat. Job Satisfaction mediates positively and insignificantly between Training and the Performance of Employees of the Bintan Regency Regional Secretariat.  

Performance is the result of work in terms of quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. This study aims to identify the Relationship Between Organizational Commitment and Workload with Nurse Performance at Kembangan Hospital in 2024. The research method used is correlation analysis with a cross-sectional design approach. The sample of this study consisted of 88 nurses working at Kembangan Hospital, the technique used was total sampling. Data were collected through a questionnaire that measured the level of organizational commitment, workload, and nurse performance. The results showed that organizational commitment had a positive and significant effect on nurse performance (p <0.05). This means that the higher the organizational commitment of the nurse, the better the performance shown. Conversely, workload has a negative and significant effect on nurse performance (p <0.05). This shows that high workload tends to reduce nurse performance. Conclusion: The results of the study show a Relationship Between Organizational Commitment and Workload with Nurse Performance at Kembangan Hospital in 2024.

This research aims to determine the influence of career development variables (X1), competency (X2) and job satisfaction (X3) on employee performance (Y) at the Central Statistics Agency Office. This type of research is quantitative research. The data collection techniques used are primary data and secondary data. The sample selection used the saturated sampling method, the number of samples in the study was 34 respondents at the Central Statistics Agency Office. 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= -0.915 + 0.472X1 + 0.394X2 + 0.947X3 and the t test results of the variables career development, competence, job satisfaction had a partially significant effect on employee performance. The F test results obtained Fcount results with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that career development, competence, job satisfaction have a simultaneous and significant effect on the performance of employees at the Central Bureau of Statistics.    

One way to produce good representative performance is to have satisfactory scientific knowledge. Ability has an impact on employee performance. Skills and knowledge are not the only components of ability. Capacity as information can be framed through training and experience, while ability is formed from training. One of the abilities that can be monitored by workers themselves is the ability to appreciate individuals deeply. The ability to appreciate people more deeply can help someone utilize their mental capacity (information) according to their greatest potential. Emotional intelligence needs to be cultivated in order to maximize its potential in boosting employee performance. This research aims to determine the potential impact of emotional intelligence in human resources on the quality and quantity of a company's output.  

Organizational Citizenship Behavior (OCB) refers to voluntary actions that are not directly rewarded by the formal reward system but that contribute to organizational effectiveness. Organizational citizenship behavior (OCB) is a reflection of the added value of employees and contributes to job performance, job satisfaction, and organizational commitment. PT Erindo Mandiri is a company engaged in the production of bottled mineral water. This study aims to evaluate the effect of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) at PT Erindo Mandiri, as well as to ascertain how HR management can improve company effectiveness through OCB. In this case, the researcher employs an associative method with the objective of discerning the impact of job satisfaction (X1) and organizational commitment (X2) on the organizational citizenship behavior variable (Y) at PT Erindo Madiri. The results of the research conducted at PT Erindo Mandiri indicate that job satisfaction and organizational commitment exert a positive influence on organizational citizenship behavior (OCB). The conjunction of these two variables engenders augmented individual and collective efficacy, as well as organizational systems that culminate in superior HR performance, characterized by minimal absenteeism and negligible deviations.

This study analyzes the employee performance assessment system at the Malang Regency Transportation Office, based on observations and interviews with several employees. Performance assessments are carried out annually with quarterly evaluations by the head of the sub-division. Evaluations include employee performance, financial administration, and staffing. The assessment process involves several stages: Annual Work Plan (RKT), Performance Agreement, Employee Performance Targets (SKP), and the use of the "SIAP KERJA" Application. The RKT is prepared as an elaboration of the Agency's strategy and facilitates program evaluation. A Performance Agreement is a commitment document between leaders and subordinates related to the implementation of tasks with performance indicators. SKP includes targets that must be achieved in a certain period, measured based on quantity, quality, time, and cost. The results of this assessment are then summarized in the "SIAP KERJA" Application, which experiences technical problems such as frequent errors or maintenance. The suggested solution is to fill in daily activities regularly. This performance assessment aims to improve the integrity, accountability, transparency, and performance of the apparatus, as well as be the basis for evaluation, awards, and sanctions to employees.

The research is aimed at examining the influence of the quality of work life variable on employee performance and job satisfaction as a moderating variable in the IPC Pelindo II Jambi City. Data collection was carried out by distributing questionnaires with a Likert scale to 70 IPC Pelindo II Jambi City employees. Data testing used includes measurement model testing (outer model) and structural model testing (inner model) using the SmartPls 3 application. The results of the research show that the quality of work life has a positive and significant effect on employee performance at IPC Pelindo II Jambi City, quality of work life has a positive and significant effect on job satisfaction at IPC Pelindo II Jambi City, job satisfaction has a positive and significant effect on employee performance at IPC Pelindo II Jambi City, and quality of work life has a positive and significant effect on employee performance through job satisfaction at IPC Pelindo II City Jambi. Therefore, it is recommended that companies from the quality of work life aspect need to encourage employees to convey ideas and suggestions, from the job satisfaction aspect there needs to be a periodic review of the salary structure to ensure employees feel appreciated according to their contribution, from the performance aspect the company is able to provide incentives for employees who are able to complete more tasks than the set target.