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This study took the object of the Great Mosque of Demak. This study aims to determine the effect of the work environment and work responsibilities on the performance of the employees of the Great Mosque of Demak. The purpose of this study was to determine the effect of the work environment and work responsibilities on the performance of the employees of the Great Mosque of Demak. In this study, the sampling technique used was the saturated sampling technique or the sampling technique where all members of the population were used as samples so that a sample of 40 respondents was obtained. The results of the study indicate that there is a positive and significant influence between the work environment on employee performance and there is a positive and significant influence between work responsibility and employee performance.

For more than a year, the Covid-19 pandemic has hit, causing many changes and giving birth to new norms and practices in the social, political, and economic order, both at the individual, community, institutional, state governance, and relations between nations. One of those affected is the office sector, but agencies are required to optimize performance without neglecting the health protocols set by the government. This study aims to determine the effect of workload and digital competence on employee performance at the Batang Regency Public Works and Spatial Planning Office. The population in this study were all employees of the State Civil Apparatus totaling 133 people. The sampling method is using a census. The data collection technique used a questionnaire and the analytical method used was multiple linear regression. The results of the analysis show that the workload has no significant positive effect on employee performance. The workload is an obligation that must be completed by employees following the specified time so that the level of workload does not affect employee performance. Digital competence has a positive and significant effect on employee performance. This finding implies that employees within the Batang Regency Public Works and Spatial Planning Office can operate digital devices.

The study of the influence of assertive communication style and organizational culture on employee performance with job satisfaction as an intervening factor was conducted by taking a sample of 72 respondents from the Al Ummah Education and Human Resources Foundation who were placed in Assalaam Integrated Islamic Junior High School Pekalongan City. From the results of the study, it was found that assertive communication style has a positive effect on job satisfaction; organizational culture has a positive impact on job satisfaction; Assertive communication style has a positive effect on employee performance, organizational culture has a positive impact on employee performance, job satisfaction has a positive effect on employee performance, job satisfaction does not mediate the influence of assertive communication style on employee performance, job satisfaction mediates the impact of organizational culture on employee performance.

This study aims to analyze the influence of servant leadership and compensation on employee performance either directly or through organizational commitment. The population in this study is 122 people. The size of the sample is 93 respondents. The data source used is primary data with questionnaire data collection method which gather using the simple random sampling techniques. The analysis technique used is path analysis. The results of the research showed that servant leadership and compensation has a positive and significant effect on organizational commitment. Servant leadership and compensation has a positive and significant effect on employee performance. The Sobel test results indicated that the variable of organizational commitment can mediate the influence of servant leadership and compensation on employee performance.

Human Resources is one of the resources that determine the success of an organization. Proper management of human resources can create a strong managerial system to support the productivity and success of the company. Therefore, it is necessary to have factors that can form quality human resources. This article aims to explore employee performance which is influenced by transformational leadership and internal CSR. Internal CSR also has a role as an intervening variable between transformational leadership and employee performance. The research model is multivariate and the analysis will use SMARTPLS. The research was conducted at the Public Works and Spatial Planning Office of Grobogan Regency with 110 employees who participated in this study. The sampling method used accidental sampling. The results show that transformational leadership and internal CSR can affect employee performance. Internal CSR can act as a mediation between transformational leadership and employee performance.

Abstract. This study aims to determine the effect of compensation, motivation and work stress on employee performance. The sampling method is purposive sampling method with a sample of 68 respondents. The criteria used in this study are active Gojek drivers, members of the Gojek 24 Yogyakarta community, the second is the main job as a Gojek driver and has no other job. The analytical method used is Multiple Linear Regression Analysis. The results showed that compensation had a positive effect, motivation had a positive effect, and work stress had a negative effect on employee performance. The coefficient of determination shows that 88.8% of compensation, motivation and work stress variables affect employee performance, while the remaining 11.2% is influenced by other variables not examined.

This study aims to analyze "The Influence of Leadership Style, Workload, and Incentives on Employee Performance at CV Gemilang Abadi Semarang." Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 82 respondents were employees at CV Gemilang Abadi Semarang. Based on the results of the study, leadership style has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.632 > 1.664, with a sig value. of 0.001 <0.05. Leadership style (β1) has a positive sign of 0.266 which means that the better the leadership style, the higher the employee performance. Thus it can be concluded that H1 is accepted, so the hypothesis stating that leadership style has a positive effect on employee performance is proven. Workload has a positive effect on employee performance. This is shown by the t-value that is greater than the t-table, namely 3.941 > 1.664, with a sig. By 0.000 > 0.05. Workload (β2) has a positive sign of 0.295 which means that the more appropriate the workload is, the better the employee's performance. Thus it can be concluded that H2 is accepted, so the hypothesis stating that workload has a positive effect on employee performance is proven. Incentives have a positive effect on employee performance. This is shown by the greater t-count value of t-table, namely 8.699 > 1.664, with a sig. 0.000 < 0.05. Incentives (β3) have a positive sign of 0.590 which means that the higher the incentives given, the higher the employee's performance. Thus it can be concluded that H3 is accepted, so the hypothesis stating that incentives have a positive effect on employee performance is proven.

This study aims to analyze "The Influence of Competence, Work Motivation and Career Development on Employee Performance at PT Kayamas Intitama Semarang". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 60 respondents is an employee at PT Kayamas Intitama Semarang. Based on the results of the study, the competence variable has a positive effect on employee performance. This is indicated by the calculated t value that is greater than the t table, namely 5.608 > 1.672, with a sig value. of 0.000 <0.05 (significant). The magnitude of β1 0.402 (positive sign) means that the higher the competence, the higher the employee's performance. Work motivation has a positive effect on employee performance. This is with the calculated t value of 6.400 > t table, namely 1.672 with a sig. of 0.000 <0.05 (significant). The magnitude of β2 is 0.467 (positive sign), meaning that the better the work motivation, the higher the employee performance. Career development has a positive effect on employee performance. This is indicated by the calculated t value which is equal to 5.042 > t table which is 1.672 with a sig value. of 0.000 <0.05 (significant). The magnitude of β3 is 0.345 (positive sign), meaning that the higher the employee's career development, the higher the employee's performance.

This study aims to analyze "The Influence of Competence, Compensation, and Work Discipline on the Performance of Non ASN Employees (Study of the Regional Human Resource Development Agency (BPSDMD) of Central Java Province)". Methods of data collection using a questionnaire. The sampling technique used random sampling technique. A sample of 71 respondents were employees at the Regional Human Resources Development Agency (BPSDMD) of Central Java Province. Based on the results of testing the competency variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 2.335 > 1.667 with a sig value. 0.023 > 0.05 and the regression coefficient (β1) is positive at 0.271 which means that the higher the employee's competency, the higher the employee's performance. So the hypothesis is proven. The compensation variable has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.613 > 1.667, with a sig. of 0.001 <0.05 and the regression coefficient (β2) is positive at 0.411 which means that the more satisfying the compensation given, the higher the employee's performance. So the hypothesis is proven. While the work discipline variable has a positive effect on employee performance. This is shown by the greater t-count value of t-table, namely 2.548 > 1.667, with a sig. 0.013 < 0.05 and the regression coefficient (β3) is positive at 0.285 which means that the higher the employee's work discipline, the higher the employee's performance. So the hypothesis is proven.

The purpose of this study is to determine and explain whether there is an influence between the variables of communication, work discipline and work environment on the performance of UD Tenun Ikat Kodok Ngorek employees. Several factors including communication, work discipline and work environment at UD Kodok Ngorek have an influence on employee performance using the sampling method with a saturated sampling approach. The data analysis technique is using the instrument test of validity and reliability, multiple linear test, classical assumption test, t test and F test of the coefficient of determination (R2). The number of samples is 30 employees. The results obtained include a partially significant effect of communication on work performance with the value of Sig. 0.000 < 0.05. The partial effect of work discipline on employee performance has a value of Sig. 0.037 <0.05 which means that it has a significant effect then the influence of the work environment on employee performance partially also has a significant effect on the value of Sig. 0.002 < 0.05. The simultaneous influence of the variables of communication, work discipline and work environment on employee performance has a Sig value result. 0.000 <0.05 indicates that communication, work discipline, and work environment have a positive influence in improving employee performance at UD Tenun Ikat Kodok Ngorek.

This study aims to determine and explain whether there is an influence of work conflict, work stress, workload and work motivation on employee performance at the Imam Bonjol clinic in Kediri. The sampling technique used is saturated sampling technique, with data analysis technique using validity test, reliability test, multiple linear test, classical assumption test, t test and F test. The number of samples used is 30 employees. The results of this study are that there is a partial effect of work conflict on employee performance with the value of Sig. 0.000 <0.05, which means it has a significant effect. The effect of work stress partially on employee performance with the value of Sig. 0.001 <0.05 which means it has a significant effect. Partial effect of workload on employee performance with the value of Sig. 0.015 <0.05, which means it has a significant effect and work motivation partially has an influence on employee performance with a Sig value. 0.025 <0.05 which means that work motivation has a significant effect on employee performance. On the simultaneous influence of the variables of work conflict, work stress, workload and work motivation on employee performance, the results of the value of Sig. 0.000 <0.05 which indicates that work conflict, work stress, workload and work motivation have a significant influence that can improve employee performance at the Imam Bonjol Clinic, Kediri.

A finance company is a company that provides loans to prospective borrowers with certain guarantees such as PT. Internusa Tribuana Citra Multi Finance Medan Branch. In this business, company funds are often embedded because of debtors who are in arrears. Therefore, the company has a field officer who functions to collect debtor's house and make a withdrawal of the financing unit that has exceeded the reasonable limit of the time of payment. The implementation of billing activities carried out is definitely related to the work safety of each field officer. Work safety issues such as beatings experienced by field officers have an impact on the implementation of billing. This resulted in the billing process becoming less than optimal because the officers were worried about their safety. In addition, the work environment also impacts on employee performance, such as lack of work space that makes employees not free to work, relationships that are not good affect the communication process in decision making and document filing that is not neat will affect the document search process. The purpose of this study was to determine the effect of work safety and work environment on the performance of employees. The analytical method used is quantitative descriptive analysis method. The population in this study were 51 people who were employees of PT. ITC Multi Finance Medan Branch and also as a respondent. The method of data collection is done by interviewing, distributing questionnaires, documentation and literature. Variables taken with a Likert scale. The data analysis model used to answer the hypothesis is multiple linear regression analysis.The results showed that simultaneously the work safety and work environment did not significantly influence the performance of PT. Medan Branch Internusa Tribuana Citra Multi Finance, and partially has no effect on performance.

The purpose of this study was to determine the relationship between increasing skills, self-motivation and workforce supply strategies that directly and indirectly affect HR career development through work productivity as an intervening variable. This study only describes the effect of career advancement through skill improvement, HR self-motivation and labor supply strategies by the government that affect HR work productivity, where skill improvement, self-motivation and workforce provision are government programs to help improve career advancement through work productivity. . The novelty of this research is improving skills, self-motivation and strategies for providing manpower to increase HR careers and work productivity. The research method used in this research is descriptive quantitative research method using path analysis. Partially, only the skill improvement and self-motivation variables have a positive and significant effect on the work productivity variable and the HR career improvement variable. Meanwhile, simultaneously, the variables of increasing skill and self-motivation have a positive and significant effect on the work productivity variable through the HR career improvement variable as an intervening variable. With the increase in the skills possessed by HR, they will always motivate themselves to be better and can increase their competence, so that it will affect their ability to be productive, so as to be able to create work productivity of each individual which leads to increased employee performance.

This study aims to determine the motivation variable has a significant effect on work discipline and work motivation has a significant effect on employee performance. The sample in this study were 60 employee respondents who worked at PT. Samitex Bantul. Research analysis using multiple linear regression. The test results show that the work discipline variable has a significant effect on employee performance. It can also be said that every time there is an increase in work discipline, it will affect employee performance. Work motivation variable has an influence on employee performance. That is, every time there is an increase in work motivation will improve employee performance.

The purpose of this study was to determine the effect of work discipline, work attitude and job satisfaction on employee performance at PT. Nusa Jaya Farma Indonesia. The population of this study are employees of PT. Nusa Jaya Farma Indonesia, which has a total of 778 employees. The samples were taken using a random sampling technique, namely a number of 89 respondents. This research data analysis tool uses multiple linear regression. The results showed that job satisfaction has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 2.246 > 1.664 with a sig value smaller than alpha, namely 0.027 <0.05, so it is significant. The regression coefficient of work discipline (β1) has a positive sign of 0.211 which means that the better the work discipline, the higher the employee performance. Work attitude has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.239 > 1.664 with a sig value smaller than alpha, namely 0.002 <0.05, so it is significant. The work attitude regression coefficient (β2) is positive at 0.302 which means that the higher the work attitude, the higher the employee's performance. Work discipline has a positive effect on employee performance. This is shown by the value of t count is greater than t table, namely 3.151 > 1.664 with a sig value smaller than alpha, namely 0.002 <0.05, so it is significant. The regression coefficient of job satisfaction (β3) is positive at 0.316 which means that the higher the job satisfaction, the higher the employee performance.

This research is motivated by the achievement of work targets for employees of PT. MAS Silueta Indonesia Semarang which has not been maximized. This study aims to analyze leadership style (X1), work discipline (X2), and work environment (X3) on employee performance (Y) in the Office of Supervision and Service of Customs and Excise Middle Type Tanjung Emas Customs. The analytical method in this study is Multiple Linear Regression. Samples were taken using saturated sampling techniques, namely a number of 130 respondents. The results showed that leadership style has a positive effect on the performance of employees at PT. MAS Silhouette Semarang. Work discipline has a positive effect on the performance of employees of PT. MAS Silhouette Semarang. The work environment has a positive effect on the performance of employees of PT. MAS Silhouette Semarang. Based on the results of the research, suggestions can be given to improve the work leadership style at PT. MAS Silueta Semarang by frequently providing stimulus in the form of bonuses for those who excel and awards or promotions. Improving employee work discipline by evaluating employee discipline periodically. Give rewards to disciplined employees and threaten those who are not disciplined Improve the quality of the work environment because based on research the work environment does not affect employee performance. If the quality of the work environment has been improved, it is likely that employee performance will also increase.

This research is motivated by the performance achievements of the employees of the Tanjung Emas Middle Type Customs and Excise Office of Supervision and Service Office which have not been achieved. The purpose of this study was to analyze the influence of Motivation (X1) and Competence (X2) on Employee Performance (Y) in the Customs and Excise Supervision and Service Office of the Middle Type of Customs Tanjung Emas. Descriptive analysis in this study uses the index number method. Determining the number of samples was calculated based on the slovin formula and obtained a sample of 71 employees from a total population of 248 employees. The sampling method uses simple random sampling technique. The results of the analysis show that motivation has no significant positive effect on employee performance. This is indicated by the calculated t value which is smaller than t table, namely 0.481 <1.667 (df = 68), with a significance value of 0.632 which is greater than α = 0.05. Motivation (β1) is positive at 0.042 which means that there is no effect of motivation on performance (not significant). The results of the analysis show that competence has a significant positive effect on employee performance. This is indicated by the calculated t value that is greater than t table, namely 8.028 > 1.667 (df = 68), with a significance value of 0.000 which is smaller than α = 0.05. Competence (β2) has a positive sign of 0.705 which means that the higher the competency, the higher the employee's performance (significant).

The occupational safety and occupational health program created by the company in an effort to reduce the number of work accidents that occur when employees work and have an impact on employee performance so that company goals cannot be achieved optimally. Therefore, researchers are interested in studying more deeply and aim to find out how much influence occupational safety and occupational health have on the performance of employees. PT. Primatexco Indonesia. The population of this study was 216 employees and a sample of 68 employees. This research uses a quantitative approach and its analytical techniques, namely double liniear regression analysis. The results of the research obtained occupational safety (X1) has an effect and is significant on employee performance and occupational health (X2) has an effect and is significant on employee performance.