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The purpose of this research is to determine the effect of reward and punishment on employee performance with work discipline as an intervening variable at PT. Sinar Galesong Pratama. The method used in this research is a quantitative approach carried out through data collection using questionnaires and data analysis. The population in this study was 102 employees, and the sampling technique in this study used saturated samples, where the entire population was sampled. The analytical method used in this research uses partial least squares (PLS). The results of the research show that there is a negative and insignificant influence of reward on work discipline, there is a positive and insignificant influence of punishment on work discipline, there is a positive and insignificant influence of work discipline on employee performance, there is a positive and significant influence of reward on employee performance, there is an influence positive and insignificant influence of punishment on employee performance, there is a negative and insignificant influence of reward on employee performance through work discipline, there is a positive and insignificant influence of punishment on employee performance.

Organizations need human resources as the main support in achieving the desired goals. Quality human resources are able to contribute to advancing the organization and increasing organizational productivity. Employee performance is influenced by several factors including work environment, work discipline, organizational culture, leadership, and work motivation. However, there are still many employees who are not optimal in carrying out their responsibilities due to a lack of work motivation and poor organizational culture. One effort that can be made to overcome this problem is by providing education through print media such as posters. The aim of this psychoeducational activity is to increase employee work motivation and awareness, especially employees at one of the news agencies in the city of Surakarta, to create a good organizational culture. The methods used in implementing this activity are observation and psychoeducation through posters. The target of this activity is employees who work at one of the news agencies in the city of Surakarta. The results of this activity are positive changes shown by employees in terms of work discipline and enthusiasm in carrying out their work..  

The purpose of this research is to determine the effect of Placement (X) consisting of Education (X1), Work Knowledge (X2), Work Skills (X3), and Work Experience (X4) on the Employee Performance variable (Y) at the Tanah Grogot District Court Office Class II. The sample in this study were employees at the Class II Tanah Grogot District Court Office using a saturated sampling technique and the number of samples obtained was 34 people. Employees as samples in this study were given a questionnaire consisting of 13 statements. The responses to this questionnaire were tested for validity and reliability before carrying out multiple linear regression analysis using the SPSS application. The results of testing the instrument, namely the questionnaire, show that the 13 statement items are valid because rcount > rtable is (0.339). Apart from that, all statements are reliable because Cronbach's alpha (α) > 0.60 (0.905 > 0.60). The regression equation obtained is Y = 1.460 – 0.133 X1 + 0.398 X2 – 0.133 X3 + 0.551 X4. The multiple correlation coefficient (R) value is 0.762, which means a strong correlation between the variables Education (X1), Work Knowledge (X2), Work Skills (X3), and Work Experience (X4) on the Employee Performance variable (Y). The coefficient of determination (Adjusted R2) value of 0.522 or 52.2% shows the large contribution of the Placement variable (X) which consists of Education (X1), Work Knowledge (X2), Work Skills (X3), and Work Experience (X4) to the variable Employee Performance (Y) was 52.2%, while the rest was explained by other variables not included in this research amounting to (100-52.2) % = 47.8%. Simultaneous testing (F test) shows that Fcount > Ftable (10.012 > 2.70) or p-value (Fcount) > α (0.000 < 0.05), meaning that H0 is rejected and Ha is accepted so it can be concluded that there is an influence between the placement variables which consists of Education (X1), Work Knowledge (X2), Work Skills (X3), and Work Experience (X4) on the Employee Performance variable (Y) at the Class II Tanah Grogot District Court Office. Partial testing (t test) shows that the value of tcount > ttable on Job Knowledge (X2), namely 3.198 > 1.699 and Work Experience (X4), namely 3.138 > 1.699, there is a significant influence on Employee Performance (Y) at the Class II Tanah Grogot District Court Office, which means H0 is rejected and Ha is accepted, while the value of tcount < ttable for Education (X1) and Work Skills (X3) has no significant influence on Employee Performance (Y) in the Clerk's Office at the Class II Tanah Grogot District Court Office. In the Placement variable (X) which consists of the four variables studied, the dominant variable is Job Knowledge (X2) as evidenced by the highest t-count value of 3.198 and the lowest significant value of 0.003.

The purpose of this research is to determine the influence of communication, teamwork, creativity on the performance of civil servants at the Paser Regency Regional Revenue Agency (BAPENDA). From the results of the validity test of 18 valid statements and the significant limit of rtable is 0.05 and the two-sided test, the rtable value is 0.2876 while rcount > rtable for each statement in this study. The results of the reliability test, the Cronbach Alpha value is 0.903, the N of items is 18. From the results of data analysis and data tabulation, it can be seen that the results of the regression equation are Y= 0.477+0.404 X1+0.245 X2+0.242X3. Based on the calculation results, the R value (correlation coefficient) of 0.842 is at a relationship level of 0.80-1.000, which means it is at a very strong relationship level between the variables communication (X1), teamwork (X2), and creativity (X3) on performance. employee (Y). The Adjusted R Square value (coefficient of determination) is 0.688 or 68.8%. This shows that the variables communication (X1), teamwork (X2), and creativity (X3) contribute or contribute an influence of 68.8% to the performance of civil servants (Y) at the Paser Regency Regional Revenue Agency (BAPENDA). Meanwhile, the remaining 31.2% was influenced by other variables not included in this research. The Fcount test results obtained a value of 34.796 with a significance level of 0.000 while the Ftable value was 2.82 (3:43). So Fcount is 34.796 > Ftable value is 2.82. This means that there is a joint influence between the variables communication (X1), teamwork (X2), and creativity (X3) on employee performance (Y).  The results of the t test obtained a Communication tcount (X1) value of tcount 3.094 > ttable 2.017 with a significance level of 0.003 < 0.05. So H0 is rejected and Ha is accepted. Teamwork (X2) tcount is 2.454 > ttable is 2.017 with a significance level of 0.018 < 0.05. So H0 is rejected and Ha is accepted. Creativity (X3) tcount is 1.983 < ttable is 2.017 with a significance level of 0.054 > 0.05. So H0 is accepted and Ha is rejected.

This research was conducted at the Regional Drinking Water Company (PDAM) in Kapuas Hulu Regency. The aim of this research is to determine Service Management at the Kapuas Hulu Regency Drinking Water Company (PDAM). This research is a type of descriptive research with a qualitative approach, namely the author conducted interviews with informants who were directly involved. In this research, the informants were the heads and staff of PDAM employees who were directly involved in service activities. The author uses data collection techniques, observation, interviews and documentation. The results of this research are the services provided by the Drinking Water Company (PDAM) of Kapuas Hulu Regency, Dihalralpkaln kepaldal petugals Perusalhalaln Daleralh Alir Drinking (PDAlM) Kalbupalten Kalpuals Hulu Dalpalt, which has resulted in reversing the performance of public services in algalr permalsallalhaln permals. allalhaln recognizes turbid flow and the water does not flow and the installation is immediately resolved and the process of carrying out routine internal and external internal checking results in a process of recurrent quality problems.

This research aims to determine the influence of reward, punishment, and work discipline on employee performance. The research strategy uses quantitative research methods with descriptive analysis. The data collection method is by distributing questionnaires online, which are measured using a Likert scale of one to five. The population of this study were employees of PT Steak Prima Indonesia, Jakarta City. The sampling technique is simple sampling. By using the Slovin formula, there were 109 respondents. The data analysis techniques used in this research are: outer model with calculations Convergent Reliability, Discriminant Validity, Composite Reliability, Cronbach's Alpha, and Inner Model with Calculations T statistic, R-Square, f-Square, and VIF, which use the SmartPLS (Partial Least Square) tool version 4.0.9.3. The results of this research show that reward, punishment, and performance appraisal have a positive and significant effect on employee performance.

The study aims to find out the impact on compensation, motivation, and the working environment in creating job satisfaction which in turn is expected to have a positive impact on employee performance. The method used in this research is a quantitative method with a descriptive analysis approach. The data was collected through the distribution of online questionnaires using the Microsoft Forms platform. The survey respondents consisted of 101 employees of different age ranges in one company. The data obtained from the questionnaire is measured using a Likert scale from one to five, which allows respondents to give the level of agreement or disagreement with statements related to compensation, motivation, work environment, job satisfaction, and employee performance. Data analysis is done using several steps, including the Outer Model and the Inner Model. Outer Models involve calculations of Convergent Reliability, Discriminant Validity, Composite Reliability, and Cronbach's Alpha. This aims to ensure the validity and reliability of the data used in the research. Meanwhile, the Inner Model involves statistical T, R-Square, f-square and VIF calculations using the SmartPLS (Partial Least Square) analysis tool version 4.0.9.3. Research results show that compensation, motivation, and the working environment have a positive and significant influence on employee job satisfaction.

This research aims to examine the influence of work ethic, communication and work motivation on employee work discipline. Work discipline is an important factor in increasing organizational productivity and performance. Factors such as work ethic, communication and work motivation have a significant role in shaping the level of employee work discipline in the work environment. This research uses a quantitative approach by collecting data through questionnaires distributed to 100 employee respondents from various backgrounds and levels of position. The collected data was analyzed using statistical methods such as regression to assess the relationship between the independent variables (work ethic, communication and work motivation) and the dependent variable (work discipline). The results of the analysis show that there is a positive and significant influence of work ethic, communication and work motivation on employee work discipline. The SmartPLS 4 application was also used in this research to assist in the analysis of the data obtained. The findings of this research provide an important contribution to human resource management and organizational development.

Employee performance is the main key in a company. Employee performance is influenced by several factors, including leadership style, teamwork, work discipline. This research aims to determine the influence of leadership style, teamwork, work discipline at PT Wana Citra Sentosa. This type of research is research using quantitative research methods. The population determined in this research is employees at PT Wana Citra Sentosa, totaling 54 people. In sampling, the technique used is the Probability Sampling technique using a simple random sampling technique. The data collection method is the analysis method, namely the multiple linear regression method. The data was processed using SPSS (Statistical Program for Social Science ) version 25. The research results showed that the independent variables leadership style, teamwork, work discipline had a positive and significant effect on the dependent variable employee performance at PT Wana Citra Sentosa

This PKM is carried out at the Manpower, Transmigration and Energy Department of DKI Jakarta Province. Jl. H. Naman No.1 RT.1/RW.3, Pd. Klp., District. Duren Sawit, East Jakarta City, Special Capital Region of Jakarta. Currently, employees of the Department of Manpower, Transmigration and Energy are facing various cases of implementing conflicts in the industry that have come but have not been able to overcome them all because the leadership style, organizational commitment and employee performance have not been implemented correctly. Human resource management is a process of dealing with various problems within the scope of employees, employees, workers, managers and other workers to be able to support the activities of an organization or company in order to achieve predetermined goals. To overcome a number of problems faced by this group, solutions with optimal HR management strategies are needed. The methods used in providing community service counseling and training are pretest, lecture, media outreach, and posttest. Based on the results and discussion, it can be concluded that this service activity provided positive results. Because this activity can help employees of the Manpower, Transmigration and Energy Department understand the need for HR management and leadership style, organizational commitment, employee performance in helping with implementation cases in overcoming conflicts in industry so that they have the quality and quality of being a mentor. So that you can implement and solve all the problems that exist in the industry.

This research aims to determine the effect of rewards and work motivation on employee performance at the Andalas Health Center, Makassar City. The object of this research is the Andalas Health Center, Makassar City. Data collection methods include observation, interviews and questionnaires. The data analysis used is quantitative descriptive. The results of this research prove that rewards and work motivation have a significant positive effect on the performance of employees at the Andalas Health Center, Makassar City.

Human resources are important because they affect the efficiency and effectiveness of the organization. One of the things that needs to be considered in HR management is employee performance. High employee performance is of course highly expected by every company because it will encourage the development of the company. The purpose of this research is to determine and analyze employee job satisfaction in an effort to improve employee performance in the Regent's Office in the field of Economics and Natural Resources, Aceh Singkil Regency. The research method used is qualitative descriptive method. The results of the research show that there is a sense of injustice felt by honorary employees. Because they feel that the existing compensation system is not transparent enough. This is of course a separate note for the agency to be able to measure how satisfied employees are with the existing compensation system. In creating job satisfaction, the management of the Regent's Office for Economics and Natural Resources, Aceh Singkil Regency, through the HR department, has focused on creating job satisfaction through three aspects, namely good HR management, a supportive work place and atmosphere, and an organizational culture that is in accordance with the agency's needs.

The purpose of this study is to find out whether there is an influence of self-efficacy, career development and self-esteem on the performance of Yamaha Panorama in Bengkulu City. The method used in this research is distributing questionnaires. This research is a quantitative approach research. The research population was Yamaha Panorama employees in Bengkulu City, 35 samples were selected to represent Yamaha Panorama in Bengkulu City. The analytical tool used in this study uses SPSS 23. The data analysis method used is multiple linear regression. The results showed that (1) Self Efficacy has a significant effect on Yamaha Panorama Employee Performance, (2) Career Development has no significant effect on Yamaha Panorama Employee Performance, (3) Self Esteem has a significant effect on Yamaha Panorama Employee Performance, (4) Self Efficacy, Career Development and Self Esteem have a simultaneous effect on Yamaha Panorama Employee Performance.

The problem is that people with disabilities are always considered not to be independent and are often seen as lacking performance in companies. This greatly influences employees with disabilities in adapting to the work environment. Apart from that, the problem raised is the quality of performance of employees who are considered to have committed fraud. The aim of this research is to look at the quality of performance of accountants with disabilities found in literary works. The research method used is the hermeneutical method. The method used is to understand the text and the problem to be able to understand and know the strengths and weaknesses of the text. This research uses data from the literary work used entitled Love Risk Management by Helen Tanuwan. Theories in research are incongruent. The results of this research show that the main character has hearing problems but there are conditions imposed by his former boss so that the main character must be responsible for the bad credit of one of his customers.    

The purpose of this study is to determine whether there is an influence between recruitment, training and career development on employee performance at CV. New Source. This study uses a quantitative approach with a questionnaire in obtaining data from respondents, totaling 39 employees, and the entire population is used as a sample. Statistical analysis method using SPSS V.24 software. Tests in this study used validity, reliability, normality test, heteroscedasticity test, multicollinearity test, T test, F test, and the coefficient of determination. Based on the results of the research that has been done, it can be concluded that recruitment, training and career development simultaneously have a significant positive effect on employee performance. Partially, the recruitment variable has a significant positive effect on employee performance. The training variable has a positive and significant effect on employee performance. Career development variable has a significant positive effect on employee performance.

This research aims to determine and analyze the influence of Training, Work Discipline and Competency on Performance through Job Satisfaction, both partially and simultaneously. This research uses a quantitative approach with descriptive analysis. The data analysis technique used in this research is filling out a questionnaire. In this study, researchers used a questionnaire with a Likert scale which was distributed to 120 respondents or employees. Analysis tools use Partial Least Square Software (Smartpls 4.0). The calculation results show that: (1) the training variable has a positive and significant effect on employee performance; (2) the discipline variable has a positive and significant effect on employee performance; (3) the competency variable has a positive and significant effect on employee performance.

The psychological and emotional state that a person feels in relation to their job is called job satisfaction. It indicates how satisfied, happy, and content a person is with their work environment. Positive feelings about the job itself, the work environment, relationships with coworkers, pay, promotions, recognition, and other elements of the job can be part of job satisfaction.    The method used in this research is descriptive qualitative research method which requires identifying and analyzing the problems found. Data collection techniques through observation, interviews and documentation. The purpose of this study was to analyze and determine employee job satisfaction that occurs at PT Digivla Indonesia.      The results of pre-research data on 20 employees show that 30% of employees are not satisfied with their jobs and 50% are satisfied with their jobs at PT.Digivla Indonesia. The results of the interview show that job satisfaction affects employee performance, this is supported by the Company's efforts to increase job satisfaction and a supportive environment is one of the factors in employee job satisfaction.

The purpose of this study was to determine the effect of locus of control and perceptions of organizational support on employee performance with employee engagement and proactive work behavior as intervention variables in DP3AP2KB Central Java Province. This study uses a quantitative descriptive which describes the condition of the facts with the data collected from a questionnaire based on direct observation of the Central Java Province DP3AP2KB. The population in the study included all DP3AP2KB Central Java Province workers, totaling 101 workers and the analysis technique used was multiple linear regression analysis, using SPSS Version 24, and it was found that locus of control had the strongest influence on improving employee performance. Perceived organizational support will also improve employee performance through proactive behavior of employees, because perceived organizational support is found to be unable to directly influence employee performance.

This study aims to examine the Influence of Accountability, Transparency, and Human Resource Quality on Employee Performance (A Study in the Villages of Langsa Lama Sub-District, Langsa City). The sample selection in this research utilized purposive sampling, with a total of 75 respondents. Data collection was carried out through the distribution of questionnaires. The obtained data were analyzed using the Statistical Product and Service Solutions (SPSS) program. The analytical methods employed in this study included validity testing, classical assumption testing, and multiple linear regression analysis. The research results indicate that accountability significantly influences employee performance, as evidenced by the t-sig value of 0.000 < 0.05. Transparency does not have a significant impact on employee performance, with a t-sig value of 0.130 > 0.05. Human Resource Quality significantly affects employee performance, as indicated by the t-sig value of 0.007 < 0.05. Simultaneously, accountability, transparency, and human resource quality collectively have a significant influence on employee performance, as demonstrated by the results of the F-test with a significance value of 0.000 < 0.05.     

The low performance produced by employees in carrying out their duties and work is thought to be related to the leadership style applied at the Soppeng Regency Livestock, Animal Health and Fisheries Service. These factors are variables that need to be studied in this research so that the influence of leadership style on the performance of employees of the Department of Animal Husbandry, Animal Health and Fisheries in Soppeng Regency can be determined. The aim of this research is: To determine the influence of leadership style on employee performance at the Department of Livestock, Animal Health and Fisheries, Soppeng Regency. This research was carried out at the Department of Livestock, Animal Health and Fisheries, Soppeng Regency, which is located on Jalan Salotungo Watansoppeng, Lalabta Rilau Village, Lalabata District, Soppeng Regency. So the samples in this study were all 24 employees of the Soppeng Regency Animal Husbandry, Animal Health and Fisheries Service. To determine the effect of leadership style on employee performance, simple linear regression analysis was used. From the results of a simple regression analysis, it can be concluded that: Leadership style has a significant influence on employee performance at the Soppeng Regency Livestock, Animal Health and Fisheries Service. The suggestions given by researchers to the Soppeng Regency Animal Husbandry, Animal Health and Fisheries Service, are to maintain and improve the leadership style currently applied so that the performance of Soppeng Regency Animal Husbandry, Animal Health and Fisheries Service employees.