Publication Search

The purpose of this study was to determine the direct effect of personality characteristics and intellectual abilities on employee performance in the digital era and competence, the effect of competence on performance, and the indirect effect of personality variables and intellectual abilities on employee performance in the digital era through competence as an intervening variable in BPSDM Jambi Province. The type of research used is quantitative research with primary and secondary data. Sampling used a simple random sampling technique so that 65 employees were selected as respondents. Data collection used a questionnaire and data analysis used Smart PLS. The results of the analysis showed that personality characteristics directly affect performance and competence with a significance value of P <0.05, intellectual abilities do not affect performance and competence with a significance value of P>0.05, and competence does not affect the performance of BPSDM Jambi Province employees in the digital era with a significance value of P>0.05. Furthermore, the direct effect shows that employee competence does not mediate the influence of personality characteristics and intellectual abilities on employee performance. This shows that personality characteristics and intellectual abilities do not affect performance through employee competence as an intervening variable.

This study examines the influence of technology utilization, records management, infrastructure, and training on employee performance at the Regional Financial and Asset Management Agency (BPKAD) of Batam City. A quantitative approach with an associative design was employed to identify relationships between variables and measure their effects. The study involved 89 employees as respondents using a saturated sampling method to ensure all members of the population were included. Data were collected through structured questionnaires and analyzed using multiple linear regression along with F-test and t-test to assess both simultaneous and partial effects. The findings reveal that all independent variables simultaneously have a significant impact on employee performance, while individually technology, records management, infrastructure, and training also demonstrate significant positive effects. These results indicate that the effective use of digital systems, well-organized archival practices, adequate and supportive facilities, and continuous training programs play a crucial role in enhancing employee performance and productivity, as well as improving efficiency, accuracy, and overall organizational effectiveness. The study suggests that organizations should strengthen technological implementation, improve document management systems, provide sufficient work facilities, and conduct sustainable training programs to achieve optimal and long-term organizational outcomes.

This study examines the influence of work discipline, employee motivation, and work environment on employee performance at the Office of Women Empowerment, Child Protection, Population Control, and Family Planning (DP3AP2KB) of Batam City. The research applies a quantitative approach with an associative design to determine the relationship and influence among variables. Data were collected from all employees using a structured questionnaire that had been tested for validity and reliability to ensure the accuracy of the research instrument. The analysis technique used is multiple linear regression to evaluate both partial and simultaneous effects of the independent variables on employee performance. The findings indicate that work discipline, motivation, and work environment collectively contribute significantly to improving employee performance. Individually, each variable also shows a meaningful and positive effect, reflecting the importance of both internal and external factors in shaping employee outcomes and productivity. These results imply that strengthening discipline, enhancing employee motivation, and creating a supportive, comfortable, and conducive work environment are essential strategies for improving organizational performance and achieving institutional goals effectively. Therefore, organizations are encouraged to implement policies and programs that support employee development, maintain a positive work atmosphere, and improve overall work quality in a sustainable manner.

This study aims to analyze the influence of incentives and physical work environment on employee performance with motivation as a mediating variable at the Denpasar City Cultural Office. This study uses a quantitative approach with a survey method. The research population was all employees of the Denpasar Cultural Office totaling 54 people, all of whom were sampled using saturated sampling techniques. Data were collected through a questionnaire with a Likert scale and analyzed using Structural Equation Modeling based on Partial Least Square (SEM-PLS). The results of the study showed that incentives had a positive and significant effect on employee performance, while the physical work environment did not have a significant effect on employee performance. In addition, motivation has a positive and significant effect on employee performance. Mediation testing showed that motivation was able to mediate the influence of incentives on employee performance, but was unable to mediate the influence of the physical work environment on employee performance. These findings indicate that improving employee performance is more effective through providing the right incentives and increasing work motivation compared to improving the physical work environment alone.

This study aims to analyze the influence of organizational culture on employee performance through job satisfaction at the Banda Aceh City Environmental, Sanitation, and Beautification Office. This study employs a quantitative approach using an associative method. The study population consisted of 44 civil servants, all of whom were included in the sample using a census method. Data collection was conducted via a questionnaire using a Likert scale, supplemented by observations and interviews. The data analysis techniques employed included path analysis, t-tests, the coefficient of determination (R²), and the Sobel test to examine the mediating role. The results of the study indicate that organizational culture has a positive and significant effect on employee performance, with a significance value of 0.004 and a calculated t-value of 3.014. Organizational culture also has a positive and significant effect on job satisfaction, with a p-value of 0.003 and a t-statistic of 3.940. Furthermore, job satisfaction has a positive and significant effect on employee performance with a significance value of 0.000 and a t-value of 5.174. A mediation test using the Sobel test indicates that job satisfaction significantly mediates the effect of organizational culture on employee performance with a t-value of 3.818 (>1.96). The coefficient of determination of 0.832 indicates that 83.2% of the variation in employee performance can be explained by organizational culture, job satisfaction, and their interaction, while the remainder is influenced by other variables outside the scope of this study. Thus, it can be concluded that organizational culture has a strong influence on improving employee performance, both directly and through job satisfaction as a mediating variable.

This Study aims to examine the effect of job placement on employee performance through competence as an intervening variable the sample consisted of 64 employees of the Regional Office of Youth, Sport, and Tourism of Morowali Regency. The sampling technique used was saturated sampling. Data were collected using questionnaires and anlyzed with the assistance of the SmartPLS 4 program. The result of the study indicate that job placement and competence have a direct thourism of Morowali Regency. In addition, job placement has an indirect effect on employee performancethtougt competence at the same institution. The coefficient of determination shows an R-square value of 0,182, indicating that 18.2% of the experience, while 80.8% is influenced by other factors not examined in this study. Meanwhile, competence obtained an R-square value of 1.134, indicating that 13.4% of the variance in competence is influenced by job placement, while 80.6% is influenced by other variable not examined is this study.

Abstraks Tujuan penelitian ini adalah untuk mengidentifikasi faktor-faktor yang mempengaruhi kinerja kerja di Puskesmas Lasem, khususnya dengan melihat iklim kerja, disiplin kerja, dan motivasi karyawan. Output karyawan merupakan variabel dependen dalam analisis ini, dengan ketiga faktor tersebut sebagai variabel independen. Penelitian ini terutama didasarkan pada tanggapan kuesioner, dan menggunakan data primer. Informasi pribadi subjek penelitian menjadi dasar penelitian ini. Sampel yang digunakan berjumlah 85 orang. Proses pengambilan sampel menggunakan sampel jenuh. Penelitian ini menggunakan analisis regresi linier berganda sebagai pendekatan analisis datanya. Hasil penelitian memperlihatkan adanya hubungan positif dan signifikan secara statistik antara variabel lingkungan kerja dan kinerja karyawan, serta hubungan positif dan tidak signifikan secara statistik antara variabel disiplin kerja dan kinerja karyawan.   Abstact The purpose of this research is to identify the factors that affect job performance at the Lasem District Health Center, specifically looking at the workplace climate, work discipline, and employee motivation. Employee output is the dependent variable in this analysis, with the aforementioned three factors serving as independent ones. Primarily based on responses to a questionnaire, this study draws on primary data. Research subjects' personal information is what the research relies on. Using a sample size of 85 people. The sampling process makes use of saturated samples. The research used multiple linear regression analysis as its data analysis approach. The study found that there is a positive and statistically significant relationship between the work environment variable and employee performance, as well as a positive and statistically insignificant relationship between the work discipline variable and employee performance.

This study aims to determine the influence of Diklat on employee performance at the Department of Education and Culture of Gorontalo Province. The sample in this study consisted of 58 respondents. The data used in this research were primary. Data collection was conducted through the distribution of questionnaires. The data analysis technique employed was simple linear regression. The results of this study indicate that Diklat have a positive and significant influence on employee performance at the Department of Education and Culture of Gorontalo Province, with a coefficient of determination of 66.90%, while the remaining 33.10% is influenced by other variables not examined in this study, such as organizational culture, work environment, leadership, career management, work commitment, work supervision, and information technology within the organization. The positive test results imply that the improvement in employee performance at the Department of Education and Culture of Gorontalo Province occurs due to intensive Diklat that align with the needs of human resource development in public sector organizations.

This study aims to analyze the effect of transformational leadership and compensation on job satisfaction with employee performance as an intervening variable at PT Cipta Kridatama Site KIM Jambi. This research employed a quantitative approach using a survey method. The population of this study consisted of all employee of PT Cipta Kridatama Site KIM Jambi totaling 862 employees. The sample was determined using the slovin formula with a 10 percent error tolerance, resulting in 90 respondents. The sampling technique used was proportionate stratified random sampling. Data were collected through structural questionnaires and analyzed using Structural Equation Modeling based on Partial Least Squares (PLS-SEM) With The Assistance Of Smartpls 3 Software.  The result of  the study indicate that transformational leadership and compensation have a positive and significant effect on employee performance. Transformational leadership and compensation also have a positive and significant effect on job satisfaction. Furthermore, employee performance has a positive adn significant effect an job satisfaction.  The mediation test result show that employee performance is able to mediate the effect of transformational leadership and compensation on job satisfaction.These findings suggest that improving job satisfaction cannot be achieved solely through leadership and compensation policies, but also requires efforts to enhance employee performance. Therefore, organizations are encouraged to implement effective transformational leadership practices and fair compensation systems to improve employee performance and job satisfaction, particularly in high demand industries such as mining services.

This study aims to examine the effect of leadership style and organizational communication on employee performance with work motivation as an intervening variable at the Department of Transportation of Pariaman City. The data analysis method uses questionnaires with a sample of 85 respondents. Data were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) program. The results of this study indicate that: (1) There is a positive and significant effect of leadership style on work motivation, (2) There is no positive and significant effect of organizational communication on work motivation, (3) There is no positive and significant effect of leadership style on employee performance, (4) There is no positive and significant effect of organizational communication on employee performance, (5) There is a positive and significant effect of work motivation on employee performance, (6) Work motivation does not mediate the effect of leadership style on employee performance, (7) Work motivation does not mediate the effect of organizational communication on employee performance. This study provides insights for human resource management in government agencies.

Employee performance is an important factor in supporting the success of public services, especially in government agencies that deal directly with the public. Efforts to improve employee performance need to be supported by the implementation of good work discipline and the implementation of job training that is appropriate to employee needs. This study aims to analyze the effect of work discipline and job training on employee performance at the Regional Tax Collection Service Unit (UPPPD) of West Jakarta. This study uses a quantitative method, data collection techniques are carried out by distributing questionnaires to employees with a population of 78 respondents. Sampling uses a total sampling technique. Data analysis was carried out using SPSS version 26 through multiple linear regression tests, t-tests, F-tests, and coefficient of determination (R²) tests. The results of the study indicate that work discipline has a positive and significant effect on employee performance with a significance value of 0.000 <0.05 and a calculated t-value of 11.577. Job training also has a positive and significant effect on employee performance with a significance value of 0.000 <0.05 and a calculated t-value of 11.368. Simultaneously, work discipline and job training significantly influence employee performance, with a calculated F-value of 132.931 and a significance level of 0.000 < 0.05. The coefficient of determination indicates that these two variables explain 78.0% of the variation in employee performance (R² = 0.780), while the remaining 22.0% is influenced by other variables outside this study.

This study examines the influence of Work Motivation, Leadership Style, Work Commitment, and Teamwork on the Work Performance of employees at the Directorate of Security (Ditpam) of the Batam Business Agency (BP Batam). A quantitative approach with an associative research design was employed. The population consisted of all Ditpam BP Batam employees, totaling 94 respondents, selected using a purposive sampling technique. Data were collected through questionnaires that had been tested for validity and reliability. The collected data were analyzed using multiple linear regression, along with simultaneous testing (F-test) and partial testing (t-test). The results indicate that simultaneously, Work Motivation, Leadership Style, Work Commitment, and Teamwork have a significant effect on employee Work Performance, as shown by an F-count of 12.455, which exceeds the F-table value of 2.47, and a significance value of 0.001 (< 0.05). Partially, each independent variable also demonstrated a significant influence on work performance, with t-count values exceeding the critical t-table value. These findings suggest that higher motivation, effective leadership, strong work commitment, and solid teamwork play an important role in improving employee performance. Therefore, it is recommended that the management of the BP Batam Security Directorate continuously enhance employee motivation, apply participatory leadership practices, strengthen organizational commitment, and foster harmonious teamwork to improve overall work performance.

The availability of quality human resources provides an opportunity for leaders to select the best employees for strategy implementation. However, the effectiveness of strategy implementation depends not only on human resources but also on the organizational culture and leadership style applied. Based on the results of the first hypothesis test, it was found that the organizational culture variable has a positive and significant effect on employee performance at the Pesisir Selatan Regency DPMDPPKB. Therefore, in this study, the first hypothesis (H1) is accepted. Based on the results of the second hypothesis test, it was found that the leadership style variable has a positive and significant effect on employee performance at the Pesisir Selatan Regency DPMDPPKB. Therefore, in this study, the second hypothesis (H2) is accepted. Organizational culture partially has a positive and significant effect on employee performance. Therefore, it can be concluded that if organizational culture improves, employee performance will also improve. Leadership style has a positive and significant effect on employee performance. Therefore, it can be concluded that if leadership style improves, employee performance will also improve. Organizational Culture and Leadership Style simultaneously have a positive and significant effect on employee performance at the Pesisir Selatan Regency DPMDPPKB. Therefore, it can be concluded that if Organizational Culture and Leadership Style improve simultaneously, employee performance will also improve.

Penelitian ini bertujuan untuk menganalisis pengaruh iklim kerja dan komepensasi finansial baik secara langsung maupun tidak langsung melalui kepuasan kerja terhadap kinerja pegawai. Populasi yang digunakan dalam penelitian ini adalah pegawai OPD Pengelola Pendapatan Daerah Kabupaten Pemalang. Populasi dalam penelitian ini berjumlah 110 responden, penelitian ini menggunakan teknik sampel jenuh, yaitu teknik di mana seluruh anggota populasi dijadikan sampel. Populasi dalam penelitian ini adalah seluruh pegawai OPD Pengelola Pendapatan Daerah Kabupaten Pemalang berjumlah 110 responden. Hasil penelitian menunjukkan bahwa iklim kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, kompensasi finansial berpengaruh positif dan signifikan terhadap kinerja pegawai. Iklim kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Kompensasi finansial berpengaruh psitif dan signifikan terhadap kepuasan kerja. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai

Penelitian ini bertujuan untuk menganalisis pengaruh knowledge sharing dan pemberdayaan pegawai terhadap kinerja pegawai melalui kepuasan kerja sebagai variabel intervening pegawai di Dinas Pemberdayaan Perempuan, Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten Pekalongan. Populasi yang digunakan dalam penelitian ini adalah seluruh pegawai di Dinas Pemberdayaan Perempuan, Perlindungan Anak, Pengendalian Penduduk dan Keluarga Berencana Kabupaten Pekalongan yang berjumlah 105 orang. Jumlah sampel yang digunakan adalah 84 orang yang dipilih dengan Slovin secara proporsional random sampling. Teknik analisis data yang digunakan adalah Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa knowledge sharing dan pemberdayaan pegawai berpengaruh positif dan signifikan terhadap kepuasan kerja dan kinerja pegawai. Kepuasan kerja juga berpengaruh signifikan terhadap kinerja pegawai. Hasil penelitian juga menunjukkan bahwa kepuasan kerja memiliki peran mediasi dalam memediasi knowledge sharing dan pemberdayan pegawai terhadap kinerja pegawai.

Penelitian ini bertujuan untuk menganalisis pengaruh kedisiplinan dan kompetensi  baik secara langsung maupun tidak langsung melalui kualitas pelayanan pada pegawai Dukcapil Kabupaten Pekalongan. Populasi yang digunakan pada penelitian ini adalah pegawai yang bekerja di Dukcapil Kabupaten Pekalongan dengan jumlah 67 orang pegawai, teknik pengambilan sampel dengan menggunakan sampel jenuh, jumlah sampel yang digunakan sebanyak 67 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah analisis linier berganda. Hasil penelitian menunjukkan bahwa kedisiplinan berpengaruh positif dan signifikan terhadap kinerja pegawai, kompetensi berpengaruh positif dan signifikan terhadap kinerja pegawai. Kedisiplinan berpengaruh positif dan signifikan terhadap kualitas pelayanan, kompetensi berpengaruh positif dan signifikan kualitas pelayanan dan kualitas pelayanan berpengaruh positif dan signifikan terhadap kinerja. Hasil uji mediasi menunjukkan bahwa kualitas pelayanan dapat memediasi pengaruh kedisiplinan terhadap kinerja pegawai, dan kualitas pelayanan dapat memediasi pengaruh kompetensi terhadap kinerja pegawai.

digital baik secara langsung maupun tidak langsung melalui komitmen organisasi pada pegawai Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Pemalang. Populasi yang digunakan pada penelitian ini adalah pegawai yang bekerja di Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Pemalang dengan jumlah 64 orang pegawai, dengan teknik pengambilan sampel menggunakan sample jenuh. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa berbagi pengetahuan berpengaruh positif dan signifikan terhadap kinerja pegawai, kepemimpinan digital berpengaruh positif dan signifikan terhadap kinerja pegawai. Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Berbagi pengetahuan berpengaruh posotif dan signifikan terhadap komitmen organisasi, kepemimpinan digital berpengaruh positif dan signifikan terhadap komitmen organisasi. Komitmen organisasi dapat memediasi pengaruh berbagi pengetahuan tehadap kinerja pegawai dan komitmen organisasi dapat memediasi pengaruh kepemimpian digital terhadap kinerja pegawai

Penelitian ini dilatarbelakangi oleh pentingnya peningkatan kinerja pegawai sektor publik yang sering terkendala birokrasi, budaya organisasi hierarkis, dan regulasi ketat. Kepemimpinan autentik dan penyesuaian pekerjaan dipandang sebagai faktor yang dapat   memengaruhi kinerja pegawai baik secara langsung maupun melalui keterlibatan kerja. Kepemimpinan autentik berperan dalam menciptakan iklim kerja yang terbuka dan penuh integritas, sedangkan penyesuaian pekerjaan memberi ruang bagi pegawai menyesuaikan pekerjaan dengan kekuatan dan preferensi pribadi. Penelitian ini menggunakan metode kuantitatif dengan survei terhadap 153 pegawai Dinas Perhubungan Kabupaten Pemalang. Instrumen berupa kuesioner berskala Likert yang diuji validitas dan reliabilitasnya. Analisis data dilakukan dengan Partial Least Squares Structural Equation Modeling (PLS-SEM) untuk menguji hubungan langsung maupun mediasi antar variabel berdasarkan teori JD-R, COR, dan Authentic Leadership. Hasil penelitian menunjukkan empat hipotesis diterima dan satu ditolak. Penyesuaian pekerjaan berpengaruh positif dan signifikan terhadap keterlibatan kerja dan kinerja pegawai, serta menjadi prediktor paling kuat bagi kinerja (β = 0,432). Kepemimpinan autentik berpengaruh positif terhadap keterlibatan kerja (β = 0,335), namun tidak signifikan terhadap kinerja (β = 0,120). Keterlibatan kerja terbukti memediasi sebagian hubungan penyesuaian pekerjaan dengan kinerja, tetapi tidak memediasi pengaruh kepemimpinan autentik. Model penelitian mampu menjelaskan 44,2% varians keterlibatan kerja dan 60,8% varians kinerja pegawai. Temuan ini menegaskan pentingnya faktor individual seperti penyesuaian pekerjaan dibandingkan faktor kepemimpinan top-down dalam meningkatkan kinerja pegawai di sektor publik. Implikasi praktis penelitian ini adalah perlunya organisasi pemerintah mengembangkan program penyesuaian pekerjaan, memperkuat keterlibatan kerja, serta membangun kepemimpinan autentik sebagai fondasi budaya kerja yang positif.

Penelitian ini bertujuan untuk menganalisis peran kepemimpinan digital, knowledge sharing baik secara langsung maupun tidak langsung melalui perilaku inovasi terhadap kinerja pegawai pada pegawai Kecamatan se-Kabuptaen Pemalang. Populasi yang digunakan pada penelitian ini adalah pegawai ASN sebanyak 217 responden. Sampel yang digunakan menggunakan rumus slovin sebanyak 141 responden. Sumber data yang digunakan data primer, dengan metode pengumpulan data kuesioner. Teknik analisis yang digunakan adalah Partial Least Square. Hasil penelitian menunjukkan bahwa kepemimpinan digital berpengaruh positif dan signifikan terhadap kinerja pegawai, knowledge sharing berpengaruh positif dan signifikan terhadap kinerja pegawai. Kepemimpinan digital berpengaruh positif dan signifikan terhadap perilaku inovasi, knowledge sharing berpengaruh positif dan signifikan terhadap perilaku inovasi. Perilaku inovasi berpengaruh positif dan signifikan terhadap kinerja pegawai. Perilaku inovasi dapat memediasi pengaruh kepemimpinan digital terhadap kinerja pegawai dan perilaku inovasi dapat memediasi pengaruh knowledge sharing terhadap kinerja pegawai.

This study aims to determine the influence of work discipline (variable X1) and work culture (variable X2) on employee performance (variable Y). The research method used is a descriptive and verifiable method with a quantitative approach. Data collection techniques include observation, interviews, documentation, and literature studies to obtain comprehensive and relevant data for the purpose of the research. Data analysis techniques are carried out systematically, starting from the data compilation process, data tabulation, to the hypothesis testing stage. Data analysis uses multiple linear regression to determine the influence of each independent variable on the dependent variable. The results showed that the determination coefficient (R²) value was 69.8%, which means that work discipline and work culture simultaneously have a significant effect on employee performance. Meanwhile, 30.2% of employee performance was influenced by other factors outside of the study, such as motivation, work ability, leadership, personality, job satisfaction, work environment, and employee loyalty. Thus, it can be concluded that improving work discipline and a positive work culture plays an important role in improving.