Publication Search

This study aims to analyze the influence of work motivation on employee performance at PT Subur Plus. Work motivation is considered one of the crucial factors in enhancing both individual and team performance. The research employs a quantitative approach using a survey method with questionnaires distributed to 50 permanent employees in the operational and administrative divisions. Work motivation is measured through intrinsic and extrinsic factors, while employee performance is assessed based on quantity, quality, timeliness, and responsibility. The results of the analysis indicate that work motivation has a positive and significant effect on employee performance. The coefficient of determination (R²) of 94.7% shows that most of the variation in employee performance is influenced by work motivation. These findings highlight the importance of implementing effective strategies to enhance employee motivation through training programs, rewards, and the development of a supportive work environment.

This study aims to determine the effect of work environment and rotation on employee performance at the Secretariat of the Human Resources Development Agency (BPSDM) of the Ministry of Transportation. A conducive work environment and the implementation of proper job rotation are believed to be able to increase employee motivation and work productivity. This study uses a quantitative approach with a survey method by distributing questionnaires to 30 respondents who are employees of the BPSDM Secretariat. Data analysis was carried out using multiple linear regression to test the simultaneous and partial effects between independent variables and dependent variables. The results of the study indicate that both the work environment and rotation have a positive and significant effect on employee performance, both partially and simultaneously. This indicates that improving the quality of the work environment and implementing proper job rotation can contribute to improving employee performance. Data collection used in this study was a questionnaire whose results were calculated using SPSS Version 25. The results of the F test in this study, the calculated F value obtained was 173.617 which means> F table 3.35 where the significance level is <0.05, which is 0.000. Therefore, the hypothesis that simultaneously states that the Work Environment and Rotation have a significant effect on employee performance is accepted.

Relationships between coworkers are one of the important elements in the work environment that affect employee performance. A harmonious work environment and good social relations can create psychological comfort, increase motivation, and encourage effective teamwork. This study aims to determine the effect of the environment of coworkers on employee performance at PT. Pilar Blessing Indonesia located in Karawang. The method used is a descriptive qualitative approach with data collection through observation, interviews, and documentation. The results of the study indicate that relationships between coworkers based on mutual trust, openness, and smooth communication can improve individual and team performance. Conversely, less harmonious work relationships can reduce work enthusiasm and hinder productivity. These findings indicate the importance of managing interpersonal relationships in the workplace as part of a strategy to improve overall organizational performance.

Human Resource Management is the development of human resource that carry out planning, implementation, recruitment, career development of employees, employees and carry out initiatives on organizational development in an organization, or company. This study aims to analyze the implementation of employee performance management in a notary office. Performance management is a systematic process of organizational goals. In the notarial work environment, performance management plays a crucial role in ensuring legal service are accurate, timely, and professional. This research uses a qualitative approach with data collection techniques including interviews, observations, and document analysis. The result indicate that performance management has been applied through the setting of work targets, monitoring of outcomes, and the provisions of evaluations and feedback. However some challenges remain, such as the absence of structured evaluation system and a lack of regular training. The conclusions of this study emphasizes the importance of developing a more formal and measurable work management system in order to increase employee motivation and overall performance. The implications of the research are expected to be a reference in human resource development in notary office and other legal service institutions.

At PT Win Access Telecommunication Banjarmasin, the target-based salary system that drives performance actually causes stress and dissatisfaction due to the imbalance of compensation and a less supportive work environment, which has a negative impact on motivation, productivity, and stability of the company, so a comprehensive assessment is needed to create optimal working conditions according to the needs of employees and the organization. The objectives of this study are to: 1) Determine and test the effect of salary on employee performance at PT Win Access Telecommunication Banjarmasin; 2) Determine and test the effect of the work environment on employee performance at PT Win Access Telecommunication Banjarmasin, and; 3) Determine and test the effect of salary and work environment on employee performance at PT Win Access Telecommunication Banjarmasin. This quantitative study examines the effect of salary and work environment on employee performance at PT Win Access Telecommunication Banjarmasin in March-June 2025 with a sample of 84 out of 509 employees using a Likert scale questionnaire, data were analyzed through descriptive statistics, validity tests, reliability, classical assumptions, multiple linear regression, and partial and simultaneous hypothesis tests to determine the relationship between variables significantly. The results of this study are: 1) There is a significant influence between Salary partially on the performance of PT Win Access Telecommunication Banjarmasin; 2) There is a significant influence between Work Environment partially on the performance of PT Win Access Telecommunication Banjarmasin), and; 3) There is a significant influence between salary and work environment simultaneously on the performance of PT Win Access Telecommunication Banjarmasin.

This study aims to analyze the effect of work motivation on teacher performance by considering the mediation role of the work environment. The problems raised are uneven work motivation and several aspects of the work environment that do not support teacher performance at SMK Ma'arif NU Bobotsari. This study uses a quantitative method with the Partial Least Square (PLS-SEM) analysis technique. The population and sample in this study were all 78 teachers. The data collection method used a questionnaire. The results of the study showed that work motivation had a positive and significant effect on the performance of SMK Ma'arif NU Bobotsari teachers, work motivation had a positive and significant effect on the work environment of SMK Ma'arif NU Bobotsari teachers, the work environment had a positive and significant effect on the performance of SMK Ma'arif NU Bobotsari teachers, and the work environment was able to mediate work motivation on the performance of SMK Ma'arif NU Bobotsari teachers. These findings indicate that creating a conducive work environment can increase work motivation on the performance of SMK Ma'arif NU Bobotsari teachers. The result of the R-square calculation is only 39.3% which is still in the moderate category and means that there are still 61% of other variables that affect performance.

Human resources play a fundamental role as a key component in supporting the success of an organization or agency, including village governments, as they serve as the link between formulated visions, missions, and targets and their actual implementation in the field. This study specifically focuses on examining the influence of transformational leadership, communication, and the work environment on the performance of village officials, with job satisfaction as a key mediating variable. The research method employed a quantitative approach with purposive sampling, involving 79 village officials deemed representative of the population. The findings indicate that transformational leadership partially has a significant impact on increasing the motivation, loyalty, and work ethic of village officials, as visionary leaders are able to direct, inspire, and encourage employees to work more optimally. Communication has also been shown to play a significant role, as open, two-way, and transparent communication minimizes misunderstandings and creates harmonious working relationships among employees and between superiors and subordinates. A conducive work environment, both physically, psychologically, and socially, contributes to a sense of security, comfort, and higher work morale. Furthermore, this study confirms that job satisfaction is a crucial mediating factor in linking transformational leadership, communication, and the work environment with the performance of village officials. This is because when employees are satisfied with their jobs, their commitment, productivity, and dedication to their tasks increase significantly. Therefore, this study emphasizes the need for an integrated strategy in human resource management at the village level, with an emphasis on an inspirational leadership style, an effective communication system, the creation of a healthy work environment, and increasing job satisfaction as a sustainable effort.

The professionalism of civil servants (PNS) is a requirement that must be achieved by an employee to demonstrate their abilities, potential, and desires positively, which will ultimately affect the performance of personnel and organizations, in this case, the Indonesian National Armed Forces (TNI), including in the environment of the Indonesian Navy Academy (AAL). The participation of civil servants in the AAL environment, hereafter referred to as AAL civil servants, greatly aids the implementation of the main duties and functions of AAL as an educational institution within the Indonesian Navy that has a specific function of educating the youth of Indonesia to become officers of the Indonesian Navy through academic-level education. Since human resources play an essential role, the researcher conducts a study to determine the extent to which job placement, education, and training influence civil servants at the Indonesian Navy Academy. The independent variables used are job placement, education, and training, while the dependent variable is the performance of civil servants.  The research analysis used multiple linear regression analysis with hypothesis testing using t-test (partial) and F-test (simultaneous). The population of the study consisted of 225 individuals with a sample of 144 people using explanatory research methods. The results showed that (1) Performance, job placement, education, and training of Civil Servants at the Naval Academy are categorized as fairly good, as evidenced by the performance assessment of members by their superiors. (2) Job placement, education, and training simultaneously have a significant effect on the performance of Civil Servants at the Naval Academy by 39.0%, with the remaining 61.0% influenced by other variables besides job placement, education, and training. (3) Job placement, education, and training partially have a significant effect on the performance of Civil Servants at the Naval Academy. Job placement has a significant partial effect of 29.8% on the performance of Civil Servants at the Naval Academy. Education and training partially have a significant influence of 28.0% on the performance of Civil Servants at the Navy TNI Academy.

Human resources have an important position in very organization because to achieve maximum organizational performance it is necessary to utilize its resources including human resources. Utilizing individuals in the organization to participate in maximizing organizational performance is the task of human resources manajement. This study aims to determine the importance of human resources manajement in improving organizational performance. This research use a qualitative approach with the miles and Huberman interactive analysis model. Qualitative data analysis is carried out interactively and continuously until completion, so that the data is saturated and consists of 3 main activities, namely: data reduction, data presentation, and conclusion drawing. Based on the research, the importance of human resource manajement (HRM) in improving organizational performance has been proven to be significant in the context of business ang manajement. HRM plays an important role in creating a healthy work culture, increasing employee motivation, and improving overall organizational productivity. By paying attention to factors such as transformational leadership, employee development, diversity management, and result-based performance management, HRM caan create an effective work environment and ensure that the organization has a qualified and high- performing work team, so that it can face businnes challenges, improve competitiveness, and achieve long-term success.

 The instructional leadership of school principals is a strategic factor in improving the quality of education, particularly in shaping teacher performance and professionalism. In the context of modern educational challenges, school principals do not only act as administrative managers but also as educational leaders capable of guiding, mentoring, and developing teachers' capacities. This study aims to identify the influence of instructional leadership on teachers' performance and professionalism, as well as to uncover the dominant leadership strategies used in schools. The research questions addressed are: (1) How does instructional leadership influence teacher performance and professionalism? and (2) What are the dominant instructional leadership strategies in improving education quality? The study method uses a systematic literature review (SLR) approach by searching articles through Google Scholar and Publish or Perish (PoP) using the keyword ‘guided inquiry search.’ Out of a total of 50 articles, five main articles were analysed in depth. The findings indicate that instructional leadership significantly influences teachers' work motivation, self-efficacy, and professional development. The most dominant strategies include academic supervision, strengthening the school's vision, and fostering a collaborative work environment. This study underscores the urgency of strengthening the instructional role of school principals and recommends further studies based on meta-analysis and a cross-national contextual approach.

This research aims to determine the influence of organizational culture on employee work discipline at PT Wira Mas Permai in Banggai Regency. The research employs a quantitative method, with data processed using descriptive statistics, classical assumption tests, and hypothesis testing. The data were analyzed using simple linear regression with the assistance of IBM SPSS 21 software. The type of data used in this research is primary data, which was collected through questionnaires distributed to the employees of PT Wira Mas Permai in Banggai Regency. This research consists of a dependent variable, namely employee work discipline at PT Wira Mas Permai in Banggai Regency, and an independent variable, namely organizational culture. The results indicate that the organizational culture variable has a positive and significant influence on employee work discipline. The regression analysis indicates a positive coefficient of 0.651, which means that every increase in organizational culture will improve employee work discipline. Organizational culture contributes 42% to employee work discipline, while the remaining 58% is influenced by other factors such as leadership, motivation, and the work environment.

This research focuses on examining the impact of organizational behavior and work motivation on the performance of employees at PT. Sentosa Harmony Steel Cikande. A quantitative methodology was utilized, employing a survey approach to gather data through questionnaires distributed among the employees of PT. Sentosa Harmony Steel. The analysis revealed that both organizational behavior and work motivation significantly contribute to enhancing employee performance. These results imply that a positive work environment, robust managerial support, and strong motivational factors can lead to increased productivity and success among employees. The study suggests that the company should consistently promote positive organizational behavior and adopt strategies to boost work motivation to achieve optimal performance.

The performance of Mayapada Bank employees at Darmo 57 Surabaya Branch can be assessed from their ability to complete tasks well and on time. This good performance is very important for the success of the company. However, several factors such as lack of motivation, low discipline, negative work environment influences, and lack of role models can hinder employee performance. At this time, Mayapada Bank Darmo 57 Branch finds it difficult to build and improve employee performance, therefore employee performance must be improved to improve the quality of employee work. The data analysis technique needed is data reduction (data reduction) reducing data means summarizing and data display (data presentation) limiting a presentation as a set of structured information that allows for drawing conclusions and taking action. Source triangulation to test data credibility is done by checking the data that has been obtained. Technique triangulation to test data credibility is done by checking data to the same source with different techniques. Time triangulation often affects data credibility. Based on the results of interviews conducted by researchers, several factors emerged that influenced the quality of employee performance, namely a Comfortable Work Environment, Leadership Style, Salary, Routine Meetings.

This study aims to analyse the effect of work climate on teacher morale at MAN 1 Medan. Work climate is an important factor in creating a work atmosphere that supports the performance and motivation of educators. Teachers' morale, as an indicator of the success of the education process, is influenced by various aspects, including interpersonal relationships, leadership of the madrasah head, and work environment conditions. This study used a quantitative approach with a survey method. Data were collected through questionnaires distributed to 50 teachers at MAN 1 Medan. Work climate variables were measured through dimensions such as leadership, openness of communication, and peer support. Meanwhile, morale was measured through indicators of productivity, motivation, and commitment to duty. Data analysis was conducted using simple linear regression technique to determine the relationship and influence between the two variables. The results showed that work climate has a significant influence on teachers' morale at MAN 1 Medan. This finding indicates that a positive work climate, characterised by open communication, adequate support, and inspirational leadership, can significantly improve teachers' morale. Conversely, a less conducive work climate negatively impacts teachers' motivation and performance. This study concludes that effective work climate management is an important strategy in improving teachers' morale. The madrasah is advised to pay attention to the aspects that make up the work climate, such as rewarding performance, creating a harmonious working atmosphere, and ensuring good communication between the madrasah head and teachers. Thus, the quality of education at MAN 1 Medan can continue to be improved through strengthening the morale of the teaching staff.

The role of job training, self-efficacy, and human resource development (HRD) in improving employee performance is discussed in this study. The problem raised is how these three components can synergistically influence employee work efficiency, considering the many challenges faced by organizations in optimizing their human resource potential. The library method and literature review approach are used in this study. This involves the analysis of primary and secondary data from reliable international journals indexed by Scopus and national journals indexed by Shinta. These data were collected through a review of relevant literature covering theories and empirical research on self-efficacy, job training, HRD, and their effects on performance. The results of the study indicate that increasing employee motivation and confidence to complete assigned tasks is very important. Technical skills and adaptability to changes in the work environment are improved through competency-based job training. Meanwhile, an innovative and productive work culture is generated through continuous learning and mentoring programs. When used together, these three components can contribute to improving individual and organizational performance. According to this study, to maintain the sustainability and competitiveness of organizations in the modern era, a holistic approach to HR management is essential

Building effective leadership in schools is key to creating a productive and harmonious educational environment. A managerial psychology approach can provide in-depth insight into effective ways of leading, by considering psychological aspects that influence individual behavior and performance in school organizations. This approach focuses on understanding the psychological characteristics of leaders and team members, managing emotions, and effective communication in building mutually supportive relationships. In an educational context, managerial psychology can help school leaders to manage team dynamics, increase motivation, and create a positive work climate. Therefore, it is hoped that the application of managerial psychology principles in leadership in schools can produce more effective school management, both in the aspects of teaching, management and human resource development.  

This study aims to examine the effect of Work Life Balance (WLB) and Job Satisfaction (JS) on employee performance at PT PLN ULP Banjarbaru, both jointly and individually, while also identifying the most dominant factor influencing performance. The research background is based on theoretical frameworks, expert opinions, and the researcher’s direct observations of workplace conditions. To achieve the research objectives, hypotheses were formulated and tested using empirical data. The study employed a quantitative approach with a saturated sampling technique, involving the entire employee population. A total of 37 respondents participated as the research sample. The collected data underwent validity and reliability testing to ensure the accuracy and consistency of the measurement instruments. Furthermore, classical assumption tests were performed to meet the requirements of multiple linear regression analysis. The results of the analysis demonstrate that both Work Life Balance and Job Satisfaction have a significant effect on employee performance, both simultaneously and partially. Among the two independent variables, Work Life Balance was identified as the most dominant factor influencing performance, indicating that employees who maintain a better balance between their personal and professional lives tend to perform better in their work. The adjusted R² value of 0.862 signifies that 86.2% of the variation in employee performance can be explained by the two independent variables studied, while the remaining 13.8% is influenced by other variables not included in this research model, such as leadership style, work motivation, or organizational culture. These findings highlight the importance of maintaining a healthy work-life balance and ensuring job satisfaction to optimize employee performance. The study suggests that organizations should implement policies and practices that promote flexibility, support employee well-being, and foster a positive work environment to enhance both individual and organizational outcomes.

Hotel Management's Responsibility towards employees plays an important role in creating a positive work environment. Management is responsible for providing training and development to improve employee skills and abilities, as well as ensuring employee welfare through fair policies. This research aims to identify Management Responsibilities especially at Hilton Bandung Hotel in building an atmosphere that supports employee comfort and well-being. The method used from this research is qualitative method with interviews to HRD and Employees. The result of this study shows that the Management of Hilton Bandung Hotel implements various strategies, such as training, welfare policies, and open communication to improve employee motivation and work. The implication of this research is that a positive work environment can improve employee performance, as well as contribute to the quality of service provided to guests, thus impacting the reputation and sustainability of the hotel. This research is expected to be a reference for other hotel management in creating a better work environment.

Organizational communication is crucial in enhancing performance, productivity, and creating a harmonious work environment. In management psychology, communication serves as a tool for information exchange and a means to build interpersonal relationships and manage conflicts. This study employs a literature review method by analyzing five key articles related to organizational communication. The results indicate that effective communication can enhance motivation, reduce conflicts, and strengthen employee engagement. Barriers such as perceptual differences and information overload can be addressed through appropriate communication strategies, including the use of technology and psycholinguistic approaches. Therefore, good communication should be a priority within organizations to create a more efficient and collaborative work system

In the current era of globalization, various problems must be faced by organizations, from within and outside the organization. Organizations are required to make strategies to be able to deal with existing problems and be able to serve the public or clients properly and optimally. This study aims to examine the effect of work environment, motivation, and the combined effect of work environment and motivation on employee performance at RSU Bunda Jembrana. This research uses quantitative methodology. The research methodology used in is a quantitative approach. The data sources used are primary and secondary. There is primary data obtained from observation methods, interviews, and questionnaires to respondents. Secondary data sources are data from certain records obtained through journals, modules and books in accordance with this research problem. The sample of this study amounted to 20 participants who worked at RSU Bunda Jembrana. This research data analysis through Validity Test, t test, and f test. The findings of this study show that the work environment has a positive effect on work motivation at RSU Bunda Jembrana, motivation has a positive effect on employee performance, and a positive effect of work environment and motivation on overall employee performance.