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This study aims to explore the influence of work motivation, leadership style, and compensation on employee performance at Rumah Sakit Advent Bandung. With a total population of 720 employees, the study uses a simple random sampling technique to select a sample of 88 respondents, deemed sufficiently representative. Data collection is conducted through a Likert-scale questionnaire designed to capture respondents' perceptions of work motivation, leadership style, and compensation variables. To ensure data quality, the instrument's validity is tested through factor analysis, and its reliability is measured using Cronbach’s Alpha to guarantee consistency in results. Hypothesis testing is carried out using classical assumption tests and multiple linear regression analysis via SPSS version 27.The results reveal that work motivation and compensation have a positive and significant impact on employee performance, indicating that higher motivation and compensation are associated with improved employee performance. In contrast, leadership style does not show a significant effect on employee performance, possibly due to varying perceptions of the role of leadership within this organizational context. Collectively, work motivation, leadership style, and compensation variables have a significant effect on employee performance. The obtained R Square value of 0.309 indicates that 30.9% of the variation in employee performance can be explained by these three variables, while the remaining 69.1% is influenced by other factors outside this model, such as work environment, organizational culture, or other individual factors. These findings provide valuable insights for management in designing strategies to enhance employee performance.

This study aims to examine the effect of leadership style, compensation and work environment on performance with motivation as an intervening variable. The study was conducted on employees at the Branch Collection Unit & Recovery Asset Sales of PT Bank Tabungan Negara, West Java Regional Office. Sampling was carried out using saturated sampling technique, with a total sample size of 123 samples, which were spread across 10 offices of PT. Bank Tabungan Negara, West Java Regional Office. The research instrument used was a questionnaire with a Likert scale. The analysis technique used structural equation modeling with the smartPLS application. The results of this study indicate that, leadership style, compensation, work environment, motivation and performance, in very good condition. Leadership style, compensation and work environment have a positive and significant effect on motivation. Leadership style, compensation and work environment have a positive and significant effect on performance. Motivation has a positive and significant effect on performance. Leadership style, compensation and work environment affect performance with motivation as an intervening variable.  

PT Efrata Garmindo Utama Sukoharjo itself operates in the retail sector which makes batik clothes (men, women and children) with its flagship brand, namely Bateeq. This research is a survey with quantitative data, namely data on the number of employees and the number of respondents to the questionnaire. Primary data in this research is the result of distributing questionnaires given to employees of PT Efrata Garmindo Utama. The population in this study were all employees of PT Efrata Garmindo Utama, totaling 502 employees. The sample in this study was narrowed using the Slovin formula to 85 respondents using a purposive sampling technique. The data collection technique uses a questionnaire. Test research instruments with validity and reliability tests, classic assumption tests including multicollinearity tests, autocorrelation tests, heteroscedasticity tests and normality tests. The data analysis method uses descriptive analysis, multiple linear regression test, t test, F test and R² test. The results of the validity test for all instruments obtained a significance value = 0.000 < 0.05, meaning that all instruments were valid. Reliability test results for all reliable variables. The results of the multicollinearity test, autocorrelation test, heteroscedasticity test, normality test for all variables passed the test. The results of the multiple linear regression test obtained the regression equation Y = 17.062 + 27.571 X₁ – 47.771 X₂ + 0.013 The results of the t test for the work ethic variable have no significant effect on employee performance with ρ-value = 0.378 > 0.05. Work discipline has a significant effect on employee performance with ρ-value = 0.012 < 0.05. Work motivation has a significant effect on employee performance with ρ-value = 0.000< 0.05. The results of the F test show a calculated F of 34.876 with a ρ-value of 0.000 < 0.05, meaning that the model used to test the influence of the independent variables is variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) on The dependent variable, namely employee performance (Y), is correct. The R² test results obtained a value (Adjusted R²) of 0.574, meaning that the contribution of the independent influence of variable X1 (work ethic), variable X2 (work discipline) and variable X3 (work motivation) to Y (employee performance) was 54.7%. The remainder (100% - 54.7%) = 45.3% is explained by other variables outside the model, for example quality of work life, workload, work environment, job satisfaction and leadership style.

This research aims to determine the influence of Leadership Style, Work Environment, and Work Motivation on the Performance of Wonogiri District Dispora Office Employees, both partially and simultaneously. This research is quantitative using primary and secondary data. Data quality analysis testing uses validity tests and reliability tests. This research uses a survey method by distributing questionnaires. From a population of 32 people, all were sampled using saturated sampling techniques. The analysis used is multiple linear regression. This research shows that Leadership Style partially influences employee performance by 35.1%. The work environment partially influences employee performance by 14.7%. And Work Motivation partially influences employee performance by 20.2%. Leadership style, work environment, and work motivation simultaneously or together also have an influence on employee performance, shown by a significant value of 0.000 < 0.05. Meanwhile, the coefficient of determination test results have an Adjusted R Square value of 92.80%, which means that employee performance variables are influenced by leadership style variables, work environment, work motivation and the remaining 7.208% are influenced by other variables.

The purpose of this research is to find out how the employees of PT. Central Cipta Abadi in Cilegon City in relation to the work environment, motivation and transformational leadership style. Quantitative research methodology was applied. This research used 93 respondents as samples and populations. A technique known as non-probability sampling (saturated sample), to collect data based on questionnaires with measurements using an interval scale. SmartPLS 3.0 analysis tool, which consists of exterior and inner model tests as well as instrument tests. Based on data calculations carried out with SmartPLS 3.0, the following conclusions can be drawn: (1) The work environment has a positive and significant effect on employee performance; (2) There is no significant effect of transformative leadership style on employee performance; (3) Employee performance is positively influenced by work motivation and is significant in this case.

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