Publication Search

This research is based on the gap phenomenon in the form of the level of work achievement of employees which is considered not optimal. Condition can demonstrated through reports on the work achievements of Purbalingga Regency Education and Culture Service employees and research gaps in the form of differences in research results for each variable. The aim of this research is to analyze the influence of work motivation, training, competence and job satisfaction on the work performance of employees of the Purbalingga Regency Education and Culture Service. The population in this study ASN employees of the Purbalingga Regency Education and Culture Service, totaling 86 people with a sample of 75 respondents. The data analysis method used is multiple linear regression and hypothesis testing using t test calculations. The results of this research show work motivation, training, competence and job satisfaction influence work performance. From the results the research, can be implied that the leadership of the Purbalingga Regency Education and Culture Office needs to provide recognition to employees, needs to pay more attention to the qualifications of trainers for employees, increases responsiveness in carrying out work, needs to pay attention to the amount of payment an employee receives as needed.

This research aims to investigate theoretical and practical approaches in optimizing the potential of human resources and employees. The research method used is a literature review with a qualitative approach to explore the conceptual framework supporting effective HR management practices. The literature review includes an in-depth review of relevant academic literature, covering key concepts in HR management such as motivation, leadership, career development, and performance measurement. Critical analysis of various theories and models helps in understanding the complexity and dynamics of HR management. The findings of this literature review indicate that theoretical approaches provide a solid conceptual foundation for understanding the basic principles in HR management, while practical approaches enable the implementation of strategies appropriate to the organizational context. The integration of theory and practice is key to developing effective and sustainable HR management strategies. The findings of this literature review provide valuable insights for practitioners in designing and implementing successful HR management practices. By understanding the theoretical framework and applying it contextually, organizations can optimize the potential of their human resources and employees, thereby enhancing organizational performance and competitiveness in the dynamic global market.

This research discusses the importance of teamwork in improving employee performance in a company. Teamwork is an effective way to unite all employees in achieving company goals with better results. Several important aspects of teamwork include clear goals, open and honest communication, cooperative decision making, and an atmosphere of trust. Research shows that teamwork has a positive influence on employee performance, especially in teams involved in complex knowledge work. Other factors that influence employee performance include competence, work motivation, leadership, and work environment. Employee performance assessments are carried out to improve work quality, career development and compensation adjustments. This research uses qualitative methods with literature studies to explore information from various relevant sources.

The aim of this research is to find out the influence of work motivation, work discipline and learning organization on the performance of PDAM Tirta Musi Palembang Unit 3 Ilir employees. The data collection technique used in this research is using a questionnaire method with closed questions so that respondents choose the answers that have been provided and the analysis method used is Multiple Linear Regression Analysis. The results of this research are that the variables Motivation, Work Discipline, and Learning Organization influence employee performance. Based on the f test results of 0.022, the value of 0.022 is smaller than 0.05, so it can have an influence on employee performance. Increasing high employee performance is very important in a company, because with high employee performance it will be possible to increase employee work productivity. With increased productivity, the company's goals will be achieved automatically. Therefore, a company always tries to improve the performance of its employees, so that the company's goals can be achieved immediately. Factors that can influence performance itself are motivation, employee work discipline, and learning organization.

Regarding the implementation of employee performance of the Housing, Residential Areas and Land Agency of Cilacap Regency, it is marked by the fact that there are still delays in completing tasks and work for employees. This results in delays in providing reports on their tasks and work to the leadership, and low employee awareness of the tasks/obligations that are their responsibility and inadequate employee abilities for the tasks assigned to the work apparatus. The formulation of the problem proposed in this study includes: 1. How does work motivation affect employee performance? 2. How does competence affect employee performance? 3. How much influence do work motivation and competence have on employee performance? The method used in this study uses a quantitative method. To analyze it, using statistical correlation and multiple regression test data analysis using the SPSS program. The results of the analysis prove that motivation has a positive and significant effect on employee performance. This means that the higher the motivation, the higher the employee performance, this is evidenced by the results of the analysis of the contribution data of X1 to Y with a coefficient of determination (r2) of 0.407 (40.7%) and then competence has a positive and significant effect on employee performance. This means that the higher the competence, the higher the employee performance, this is evidenced by the results of the analysis of the contribution data of X2 to Y with a coefficient of determination (r2) of 0.453 (45.3%). Furthermore, motivation and competence have a positive and significant effect on employee performance. This means that if there is motivation and competence, then employee performance will also increase. This is evidenced by the results of the analysis which states the contribution of variables X1 and X2 to Y with a correlation (r) of 0.722. If consulted with the table of interpretation values ​​r, then the level of relationship between X1 and X2 to Y is included in the fairly strong category. The coefficient of determination (r2) is 0.521 which means that motivation and competence affect employee performance by 52.1% while the remaining 47.9% is influenced by other factors outside that are not studied.

There are many factors that influence employee or employee performance at work. that performance is basically influenced by many factors, one of which is work motivation in carrying out tasks. One of the factors that can influence employee performance is work motivation, incentives (compensation), and leadership. The aim of this research is to determine and analyze the influence of leadership style on the performance of medical and non-medical service staff at Tarempa Hospital, Anambas Islands, Riau in 2024. This type of research uses a descriptive analytical survey with a cross-sectional design. The population in this study was all the medical and non-medical service installation staff at Tarempa Regional Hospital, Anambas Islands, Riau, totaling 78 people. While the sample numbered 78 people, this population sampling was carried out with the total population. Data analysis was carried out using univariate, bivariate and multivariate analysis. Based on the results of the chi-square test, it is known that the performance of medical and non-medical service staff has an influence on Militaristic Leadership Style, Paternalistic Leadership Style, Laissirez Fair Leadership Style and Democratic Leadership Style p = 0.000, meaning that there is an influence of Militaristic Leadership Style, Paternalistic Leadership Style, Leadership Style Laissirez Fair and Democratic Leadership Style. on the performance of medical and non-medical service staff. From the results of the multivariate analysis, it is known that the most influential variable in this study is the Democratic Leadership Style variable with an odds ratio (OR) value of 62,850 which predominantly influences medical and non-medical service staff. The conclusion in this research is that the appropriate leadership style applied by medical and non-medical services is a democratic leadership style. This is because based on research results, democratic leadership style is the most dominant influence on the performance of medical and non-medical service staff. It is recommended that medical and non-medical service staff strive to improve the performance of medical and non-medical services through reading and discussion activities and discipline when entering work.    

This research aims to investigate the relationship between leadership style, level of work discipline, motivation and employee performance at the Economic Bureau of the Governor's Office of West Sumatra Province, with motivation as an intervening variable. The research method used is a qualitative approach to gain a deeper understanding of organizational dynamics. Data was collected through interviews and observations of employees and leaders at the Economic Bureau. The research results show that effective leadership styles, such as transformative and participative leadership, have a positive influence on employee motivation and performance. On the other hand, a high level of work discipline also has a positive impact on employee motivation and performance through creating a structured and supportive work environment. Employee motivation, as a mediator, plays an important role in linking leadership style, work discipline, and employee performance. This research provides valuable insight into the factors that influence employee performance in the Economic Bureau and their effectiveness on the effectiveness of economic management at the provincial level.

The performance of health workers as a consequence of public demands for the need for excellent service or highquality service. It is expected to be able to show its professional contribution significantly in improving the quality of health services. The purpose of the study was to analyze the effect of internal communication on employee performance at the Anambas Islands Regency Population Control and Family Planning Health Office. The research design used the Analytical Survey method with a Cross Sectional approach. The population in this study were all employees as many as 98 people, all of whom were used as research samples with total sampling technique. Data analysis used univariate analysis, bivariate with chi-square test and multivariate with logistic regression. The results of logistic regression research show that there is an influence of leadership p = 0.001, motivation p = 0.000, trust p = 0.000, and appreciation p = 0.000. While the dominant factor that affects employee performance is appreciation p = 0.000 with Exp(B) 55.590. The conclusion of this study is that there is an influence of leadership, motivation, trust and appreciation. The dominant factor, namely appreciation, affects employee performance at the Anambas Islands Regency Population Control and Family Planning Health Office. It is recommended that the Anambas Islands Regency Population Control and Family Planning Health Office needs to provide direction to employees at work so that they have creativity at work so that employees continue to improve so that employee performance increases.

Employee performance at the P2KBP3A Service is not optimal, which can be seen from the delays in completing work and the work results achieved are not in accordance with the established standards. Then the performance of these employees is also influenced by the merit system which is not optimal, which is caused by the fact that ASN are still found not showing their professionalism in serving the community and an attitude of underestimating work arises because they realize that they have the abilities and expertise that are highly expected and are the mainstay of the leadership. Employee performance is also influenced by motivation which is not optimal, this is caused by the lack of dedication and loyalty of employees in working even though they have received a decent salary and the level of promotion for employees who excel is not optimal. This study aims to study, find out, and analyze (1) The effect of the merit system on the performance of employees at the P2KBP3A Service of Ciamis Regency. (2) The effect of motivation on the performance of employees at the P2KBP3A Service of Ciamis Regency. (3) The effect of the merit system and motivation on the performance of employees at the P2KBP3A Service of Ciamis Regency. This type of research is an explanatory survey, while the technical data analysis is validity test, reliability test, descriptive statistics, Inductive Statistical Analysis (Inferential) with Multiple Regression. The results of the study inform that (1) The merit system has a positive effect on employee performance at the P2KBP3A Office of Ciamis Regency. This means that if the merit system is improved, then employee performance at the P2KBP3A Office of Ciamis Regency will also increase. (2) Motivation has a positive effect on employee performance at the P2KBP3A Office of Ciamis Regency. This means that if motivation is improved, then employee performance at the P2KBP3A Office of Ciamis Regency will also increase. (3) The merit system and motivation have a positive effect on employee performance at the P2KBP3A Office of Ciamis Regency.

This research aims to analyze the impact of organizational culture and motivation on employee performance in the work environment. Organizational culture includes the values, norms, and beliefs that shape the identity of an organization, while motivation refers to the internal and external drives that drive individuals to achieve their goals. This research uses a quantitative approach through surveys and statistical data analysis to determine the relationship between organizational culture, motivation and employee performance. The research results show that a strong and positive organizational culture can increase employee motivation, which in turn contributes to improving their performance. Factors such as leadership, organizational communication, and recognition of achievements also play a key role in influencing the relationship between organizational culture, motivation, and employee performance. The managerial implications of these findings include the importance of building an organizational culture that supports and motivates employees to achieve organizational goals.

This research aims to determine and analyze the influence of leadership on the Performance of Regional Government Employees in North Penajam Paser Regency, determine and analyze the influence of Work Motivation on the Performance of Village Employees in Penajam sub-district, North Penajam Paser Regency and determine and analyze the Influence of leadership and Work Motivation on the Performance of Village Employees in Penajam sub-district, North Penajam Paser Regency. The research method used is quantitative descriptive research using Multiple Linear Regression data analysis using SPSS software. Primary data was obtained from respondents, namely Pegawai sub-district, Penajam sub-district, North Penajam Paser Regency. The population was 395 ASN and through sampling using the Slovin formula with a margin of error of 5%, a sample of 199 respondents was obtained. The results of the research show that partially there is a positive influence between Leadership and Work Motivation on the Performance of Village Employees in Penajam District, North Penajam Paser Regency. Together, leadership and work motivation also have a positive influence on the performance of village employees in Penajam District, North Penajam Paser Regency.

This research aims to determine the influence of motivation and leadership style together on performance and to determine the influence of motivation and leadership style partially on the performance of employees of the Kenanga Gemilang Foundation, Semarang. A leader in leading an organization should use existing human resources to achieve goals set by the organization. Employees are resources that can be utilized to achieve organizational goals as fully as possible, and this is very important for a leader to practice a leadership style that suits the organization. The results show that work motivation and leadership style have a positive and significant influence on employee performance. The magnitude of F 282,919 (R2) is 0.953, with a coefficient of determination value of 0.953; thus, it can be interpreted that the magnitude of the influence of the two variables, motivation and leadership style, on performance is 95.3%, while the remaining 4.7% is influenced by other variables.

Human resources are the most important capital and wealth in every human activity, meaning that a company cannot function properly without human resources. Employees have a role as planners, implementers and supervisors who always play an active role in realizing company goals. The success of a company greatly influences the performance of its employees, because employee performance is a very important starting point for the success of the company. This research aims to determine the effect of work discipline and leadership on employee performance with work motivation as an intervening variable at PT. XYZ This research design uses a quantitative research design. The population and sample size in this study were all 68 employees of PT XYZ. The data source used is primary data in the form of a questionnaire. The measurement scale used is the Likert scale. The data analysis technique used is Partical Least Square (PLS) with SmartPLS 3.2.9 software. The research results show that; work discipline, leadership, and motivation have a positive and significant effect on performance; work discipline and leadership have a positive and significant effect on motivation; and work discipline and leadership have a positive and significant influence on performance which mediates motivation.

Employee performance must always be maintained so that the company survives. Research to determine the influence between variables of Leadership, Motivation and Work Discipline on Employee Performance at NEO Hotel, Kebayoran, Jakarta. This research method uses quantitative research methods by conducting parametic statistical analysis in the form of multiple linear regression analysis. The data used is primary data obtained from the answers of 40 respondents.The results showed that leadership and motivation had a significant effect partially and simultaneously all of them had a significant effect on employee performance and the correlation value was 75.4% and the remaining 24.6% was found in other factors that were not studied.

This research was conducted with the aim of knowing partially and simultaneously the independent variables, namely Leadership Style, Motivation and Work Discipline, on the dependent variable, namely Employee Performance. This research was conducted at PT. Champ Resto Indonesia Bekasi branch. The data analysis used is the classical analysis test and multiple regression analysis, to test and prove the research hypothesis using the SPSS Version 26 application. Data collection was carried out by distributing questionnaires to 51 employees at PT. Champ Resto Indonesia Bekasi branch. Partially the results show that the Leadership Style variable has a significant effect on Employee Performance, with the results showing t-count (4.017) > t-table (2.012) sig (0.01) < (0.05) the Motivation variable has a significant effect on Performance Employees, with the results showing t-count (3.045) > t-table (2.012) sig (0.03) < (0.05). And the Work Discipline variable has a significant effect on Employee Performance, with t-count results (4.496) > (2.012) sig (0.00) < (0.05). Simultaneously, the results obtained from this research are that the Leadership Style, Motivation and Work Discipline variables simultaneously have a significant effect on the Employee Performance variable with results showing f-count (7.998) > f-table (2.80) sig (0.00) < (0.05). Contribution of Leadership Style, Motivation and Work Discipline to PT Employee Performance. Champ Resto Indonesia Bekasi Branch 68.1%.      

This research aims to investigate the role of leadership style in increasing employee performance effectiveness in the context of modern organizations. The main focus of this research is to analyze how different leadership styles, including transformational, transactional, and democratic leadership, influence employee motivation, engagement, and performance. Qualitative analysis methods are used to gain an in-depth understanding of employee perceptions of the leadership style applied in the workplace. This research involved in-depth interviews with a number of employees from various hierarchical levels in the organization. The data obtained was analyzed using a thematic approach, where the main patterns and themes surrounding employee experiences of leadership styles were explored and analyzed. The Donggala Regency Central Statistics Agency applies a democratic leadership style, where decision making involves deliberation to reach agreement. Leaders appreciate employee potential through research, while employees show responsibility in completing their tasks.

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.

Dispora or Youth and Sports Service is a regional government located in the province or district/city. Dispora has an important role in developing youth potential and advancing the field of sports in a country or certain city district, and its objectives include developing leadership, creativity and youth skills. , as well as increasing achievement and participation in sports activities to support overall Community Health and Development. The general aim of this research is to find out what influences employee/worker loyalty in completing performance programs that will be implemented in the Youth and Sports Department. This research uses a research method with a qualitative approach, where the research carried out is descriptive. The focus of this research is the achievement of work results (performance) of government officials at the Youth and Sports Department in increasing loyalty to performance by analyzing problems, especially regarding employee readiness and response to performance and loyalty. The results of this research are that employee loyalty is one of the keys to the success of a program. performance, so as to reduce the risk of failure in the performance program, suggestions: To increase employee morale and work motivation, leaders should act more wisely, so that appropriate work programs are created.

Review Article: Leadership and Work Environment Impact Employee Performance. A scientific article that generates research hypotheses on variable interactions for Performance Management research. This Literature Review article used Google Scholar, Mendeley, and other academic online platforms for literature research. This Literature Review concludes: 1) Leadership; 2) Work environment; 3) Leadership's impact on employee performance. These two exogenous variables affect motivation and performance, along with many others like organizational culture, job satisfaction, and workload. Many other factors, such as effective leadership and work environment, affect motivation and performance in addition to the two exogenous variables

This research aims to analyze the influence of leadership style and performance evaluation on employees at PT. Shopee Indonesia with a qualitative approach. The research method uses analysis of documents, articles, websites and journals related to leadership policies and employee performance evaluation. Leadership style, especially transformational, has a significant positive influence on employee motivation and performance at PT. Shopee Indonesia. Performance evaluation has also been shown to play a role in shaping employee perceptions of recognition for their contributions. This provides insight for company management in optimizing leadership practices and performance evaluation systems to improve work quality and employee productivity.