Publication Search

The background of this employee's performance of Perumda Wair Pu'an Water Supply Sikka Regency has not been maximized. This research aims to (1) determine the description of employee performance, work motivation, and job satisfaction; (2) analyze the influence of work motivation and job statistics on employee performance both partially and simultaneously. The population in this research were employees of Perumda Wair Pu'an Water Supply Sikka Regency, totaling 50 people. This research was carried out through a census or saturated sampling due to limited population. Data were collected through questionnaires and analyzed using descriptive methods and inferential statistics, namely multiple linear regression. Hypothesis testing was done through the F-test and t-test. The descriptive analysis results showed that the variables of employee. Performance, work motivation, and job satisfaction were categorized as good enough. The statistical results of the F test showed that simultaneously the variables Work Motivation and Job Satisfaction had a significant influence on employee performance. The results of the t-test statistic showed that partially the variables of work motivation and job satisfaction had a significant influence on employee performance. The results of the Determination analysis showed that the two independent variables in this research can explain the fluctuation of employee performance by 30.5%.

This research aims to determine the effect of salary, incentives and motivation on the performance of PT employees. Pan Pacific Jakarta Semarang Branch. The data used is primary data, namely data obtained through questionnaires distributed to PT employees. Pan Pacific Jakarta Semarang Branch The sampling used in this research was simple random sampling. The number of samples in this research was 62 employees from 162 populations by using the Slovin formula. Then the data collection method is through questionnaires and data analysis using SPSS which includes validity testing, reliability testing, classical assumption testing, multiple linear regression analysis, F test, as well as hypothesis testing using the t test and R2. The research results are 1). Salary (X1) has a positive effect on employee performance (Y). This is proven by the calculated t value of 2.384 > t calculated 2.000 with a significance value of 0.020 < 0.05 (significant). 2). Incentives (X2) have no effect on employee performance (Y). This is proven by the calculated t value of 1.453 < t table 2.000 with a significance value of 0.152 > 0.05 (not significant). 3). The influence of motivation (X3) has a positive effect on employee performance (Y). This is proven by the calculated t value of 2.545 > t table 2.000 with a significance value of 0.014 < 0.05 (significant).

This research was conducted to determine the effect of transformational leadership and the physical work environment on the performance of PNPN employees with motivation as an intervening variable in land offices throughout West Priangan (Cianjur Regency, Sukabumi Regency and Sukabumi City). It is hoped that this research can provide input for institutions in improving the quality and quantity of Transformational Leadership, Physical Work Environment and Motivation, in order to improve employee performance. In this research, sampling was used using Simple Random Sampling by distributing questionnaires to 113 ASN employees at the West Priangan Land Office in 2024. Data from the questionnaire were analyzed using SPSS Version 27 and Lisrel 8.80 software. The results of this research state that Transformational Leadership influences Employee Performance, the Physical Work Environment influences Employee Performance, Motivation influences Employee Performance, Motivation is able to mediate the influence of Transformational Leadership on Employee Performance, as well as the Physical Work Environment, Motivation can still mediate its influence on Employee Performance.

The purpose of this research is to determine the influence of accounting information systems, internal control systems and work motivation on employee performance at PT. Selalu Cinta Indonesia. The research location is at PT. Selalu Cinta Indonesia Semarang. Analysis tools use data reduction, presenting data, and verifying conclusions. The analysis method used is multiple linear regression. Hypothesis testing uses a 5% degree of freedom. The results of the reliability and validity tests show that all question items are reliable and the constructs are valid, besides that the regression meets the model fit. The research results showed that the Accounting Information System (X1) had a significant positive effect on employee performance (Y). Internal Control (X2) has a significant positive effect on employee performance (Y). Work motivation (X3) has a significant positive effect on employee performance (Y).  

The purpose of this research is to determine the influence of accounting information systems, internal control systems and work motivation on employee performance at PT. Selalu Cinta Indonesia. The research location is at PT. Selalu Cinta Indonesia Semarang. Analysis tools use data reduction, presenting data, and verifying conclusions. The analysis method used is multiple linear regression. Hypothesis testing uses a 5% degree of freedom. The results of the reliability and validity tests show that all question items are reliable and the constructs are valid, besides that the regression meets the model fit. The research results showed that the Accounting Information System (X1) had a significant positive effect on employee performance (Y). Internal Control (X2) has a significant positive effect on employee performance (Y). Work motivation (X3) has a significant positive effect on employee performance (Y).

Human Resource Management (HRM) plays a crucial role in achieving company strategic goals, especially amidst the challenges of globalization and increasingly fierce competition. This journal discusses the importance of effective HR management in creating competitive advantages and improving organizational performance. With a focus on talent development, employee welfare, and good relationships between management and employees, this research shows that good HRM practices can increase employee motivation, productivity, and loyalty. In addition, this journal highlights the need for strategies that are aligned with business goals to ensure that every individual in the organization contributes optimally. Through analysis of various challenges faced by HR management, including work-life balance and global skills development, this journal provides recommendations for increasing the effectiveness of HR management. It is hoped that the results of this research can become a reference for companies in formulating adaptive and innovative HR strategies, so that they can survive and develop in an era full of uncertainty.

Singular Digital Printing is the name of a business operating in the printing, digital printing, advertising & merchandise sector. As a business activity in providing services to consumers and in the midst of increasingly tight competition, companies are required to provide services quickly and precisely according to the expectations of today's consumers who want smart services. Therefore, in an effort to motivate the performance of its employees, Singular Digital Printing provides rewards in the form of additional income to its employees in the form of incentives, the results of which have yet to be felt. Suryani (2019) states that incentives are stimuli given to employees with the aim of encouraging employees to act and do something for company goals. In this Community Service, the aim is to carry out socialization activities regarding the mechanism/pattern of giving rewards in the form of additional income in the form of incentives so that when implementing incentives there is a standard operational basis/guidelines, and employees know and understand their rights and obligations.  Incentives provided programmatically in the form of performance bonuses, awards or additional allowances have fostered motivation, loyalty and enthusiasm to be more productive and perform better in employees.

Performance management is a systematic process used to improve organizational productivity by aligning individual, team and organizational goals. Effective HR management policies are key in helping companies recruit, develop, motivate and retain quality employees. This research uses the Systematic Literature Review (SLR) method as an approach to examine the issues raised, namely employee performance appraisal in a company. The results of the search and evaluation process in this systematic literature review resulted in 19 research journals relevant to the subject being studied. The results show that effective methods for global performance appraisal, such as 360-degree feedback, Management by Objectives (MBO), and performance appraisal feedback, are proven to improve performance quality by providing constructive feedback, ensuring the linkage of individual and organizational goals, and increasing employee motivation.

The COVID-19 pandemic accelerated the adoption of flexible work arrangements (FWAs), prompting a paradigm shift in the traditional work model. This study aims to systematically review the literature on the impact of FWAs and organizational culture on work productivity. A systematic literature review was conducted using a rigorous methodology, including database searches, screening, data extraction, and thematic analysis. The search focused on peer-reviewed articles published in reputable academic journals. The findings from the literature review indicate that FWAs and organizational culture have a significant impact on work productivity. FWAs can enhance work-life balance, job satisfaction, and employee motivation, leading to increased productivity. However, challenges such as social isolation, decreased collaboration, and difficulty in maintaining work-life boundaries may arise. Organizational culture plays a crucial role in shaping employee behaviour and performance. A positive organizational culture characterized by trust, respect, and open communication can foster employee engagement and productivity. However, negative organizational cultures can hinder employee performance and job satisfaction. This systematic literature review highlights the complex interplay between FWAs and organizational culture in influencing work productivity. Organizations should strive to create a positive organizational culture that supports employee well-being, provides opportunities for professional development, and facilitates effective collaboration. By carefully designing and implementing FWAs, organizations can harness the benefits of flexibility while mitigating potential challenges. Further research is needed to explore the long-term impact of FWAs and organizational culture on employee productivity and organizational performance.

This study aims to analyze the impact of education and training, motivation, and compensation on employee performance at Bank BNI Main Branch Yogyakarta. A quantitative method using survey and multiple linear regression analysis was employed. A sample of 75 respondents was selected using Slovin's formula from a population of 238 employees. The results indicate that all three variables significantly affect employee performance. Education and training enhance employee skills, while motivation drives employees to commit more to their work. Fair and competitive compensation contributes to employee satisfaction and productivity. This study provides valuable insights for organizations in developing employee-related policies. However, the research is limited to a single branch and employs a quantitative approach, suggesting the need for further studies with a qualitative approach and a broader sample size for more comprehensive results.

Every company, whether public or corporate, is established to achieve certain goals. To achieve success, the foundation of competence needs to be considered. Factors are useful to help organizations improve performance. To support the performance of an employee, employees are needed who have performance factors in accordance with the needs needed in a company. This study aims to determine the factors of employee performance seen from indicators of performance knowledge, motivation, organizational culture of the performance of employees of the advanced palm oil plantation cooperative Pirbun West Pasaman in carrying out their duties or work. The research motede used is a qualitative method, data collection techniques are interviews, observations, and document studies. The results of this study obtained the conclusion that the performance factors of employees in the advanced palm oil plantation cooperative (KPS) advanced pirbun pasaman barat are adequate. This can be seen based on indicators put forward by Spencer, namely performance knowledge, motivation, employee performance organizational culture. each of these indicators has been fulfilled in the employees of the advanced palm oil plantation cooperative (KPS) pirbun west pasaman.

This study highlights the importance of implementing human relations principles in creating a harmonious and productive work environment. Open communication, empathy, and constructive conflict management were found to be key factors in building positive work relationships between employees and managers. Employees who feel valued and listened to tend to be more engaged in their work, increasing motivation and morale, which ultimately impacts the performance of the team and the organization as a whole. In addition, effective conflict management can strengthen interpersonal relationships and create a work atmosphere that is more conducive to collaboration and innovation. This study also shows that poorly managed conflict can damage work relationships and reduce productivity. In such situations, a tense work environment can lower employee morale, increase turnover rates, and hinder the achievement of organizational goals. Therefore, organizations need to actively develop strategies that support clear and effective communication, as well as pay attention to employee emotional well-being. Building an inclusive work culture and providing constructive conflict resolution mechanisms are essential to maintaining the stability and sustainability of productivity in the long term.

This study aims to optimize employee performance at PT. Surya Putra Sejahtera Jakarta by designing an integrated motivation and training program. In the context of increasingly fierce business competition, companies must ensure that employees have high motivation and adequate skills. This study employs a qualitative research method using Cresswell’s triangulation approach, combining in-depth interviews, observations, and document analysis to obtain comprehensive data. Training needs analysis was conducted through surveys and interviews with employees and managers to identify areas requiring improvement. The research results show that a motivation program designed based on employee needs and aspirations, along with training tailored to specific tasks and responsibilities, significantly enhances productivity and job satisfaction. The implementation of this program not only improves technical skills but also fosters employee commitment and loyalty to the company. Performance evaluations were conducted before and after program implementation to measure its impact. The results indicate a significant improvement in various aspects of performance, including work quality, efficiency, and team collaboration. This study concludes that an integrated approach combining motivation and training is highly effective in creating a productive work environment. The recommendation for the management of PT. Surya Putra Sejahtera is to continuously adapt this program to meet evolving needs and future challenges.

Asy-Syifa Regional General Hospital in West Sumbawa Regency, as a public health service institution, should have employees who are enthusiastic and motivated to work effectively and efficiently. The salaries and wages given need to be adjusted to the profession, education, and length of service of employees so that they are able to demonstrate high productivity in order to achieve the mission and goals that have been set. However, there are problems at Asy-Syifa Hospital related to the inconsistency in determining employee salaries, incentives, and work motivation. This happens because the salary given is not balanced with the expertise, education, or skills possessed by employees, thus reducing their response and interest in the tasks given by their superiors. The suboptimality in providing incentives and work motivation can be seen from the lack of employee enthusiasm in working, as well as low interest and positive attitudes towards work due to inappropriate rewards, which ultimately have an impact on suboptimal performance. This study aims to determine the effect of Salary, Incentives, and Work Motivation on Employee Performance. The focus of the study was Non-Permanent Employees at Asy-Syifa Hospital, West Sumbawa Regency, with 100 respondents as a sample taken using the Slovin formula. The data were analyzed using multiple linear regression with SPSS Version 27. The results of the study showed that Salary, Incentives, and Work Motivation partially and simultaneously had a significant effect on Employee Performance at Asy-Syifa Hospital, West Sumbawa Regency.  

This study aims to examine the impact of training and work motivation on employee performance, with work discipline acting as an intermediary variable that mediates the influence of both variables on employee performance. This study uses a quantitative method with a descriptive design to gain a deep understanding of the relationship between these variables. The research sample consisted of all 49 employees of the Class II B Bantaeng Detention Center, selected using a saturated sampling technique, where all employees served as respondents. Data were collected through field observations and a questionnaire using a five-point Likert scale, which included questions regarding training, work motivation, work discipline, and employee performance. This questionnaire was designed to measure respondents' perceptions of the factors that influence their performance, as well as the relationship between the variables of training, motivation, work discipline, and employee performance. After the data were collected, an analysis was conducted using path analysis to identify the direct and indirect influences between the variables involved in the research model. The results showed that training and work motivation have a positive and significant influence on work discipline. This means that the better the training provided to employees, and the higher their level of work motivation, the better the employee's work discipline will be. Furthermore, good work discipline has a direct effect on improving employee performance. In other words, work discipline acts as a mediator that strengthens the relationship between training, motivation, and employee performance. These findings confirm that non-technical factors such as training and work motivation play a significant role in improving employee performance by enhancing their work discipline. This study provides important insights into the importance of effective training and high motivation to foster good work discipline, which in turn can improve employee performance.

The purpose of the study was to determine and describe (1) the competence, motivation, and performance of employees of the Ciamis Regency Statistics Agency, (2) the influence of competence on employee performance at the Ciamis Regency Statistics Agency, (3) the influence of motivation on employee performance at the Ciamis Regency Statistics Agency, and (4) the influence of competence and motivation on employee performance at the Ciamis Regency Statistics Agency. With the formulation of the problem how the research objectives are formulated. The method used in this study is descriptive and verification research. Based on the results of the research and discussion, the following conclusions were obtained. The competence of BPS employees based on respondents is included in the good category, with the highest indicator being the attitude indicator with an average score of 144.33 or 78.01% (in the good category) while the lowest average score occurred in the knowledge indicator of 135 or 72.97% (in the good category). The results of data processing show that the competence of BPS employees has a positive effect on employee performance at the Ciamis Regency Statistics Agency. This means that if there is an increase in competence and motivation, it will be followed by an increase in employee performance. With competence and motivation that continue to increase, employee performance will increase further. The work motivation of BPS employees based on respondents is included in the good category, with the work motivation indicator being the indicator of the need for power with the highest average score of 148 or 80% in the good category while the lowest average score is in the indicator of the need for achievement of 145 or 78.70% in the good category. If presented as a whole, the respondents' responses to work motivation are 77.89% when compared to table 4.28. then it is in the 4th interval which means that the respondents' responses to employee performance are included in the good category. The results of data processing show that employee work motivation has a positive effect on employee performance at the Central Statistics Agency of Ciamis Regency. This means that if there is an increase in competence and motivation, it will be followed by an increase in employee performance. With increasing competence and motivation, employee performance will increase. Competence and motivation have a positive effect on employee performance at the Central Statistics Agency of Ciamis Regency. This means that if there is an increase in competence and motivation, it will be followed by an increase in employee performance. With increasing competence and motivation, employee performance will increase.

Kingbread, a bakery that has been operating since 2018, faces a major challenge in the form of employee indiscipline that has the potential to hinder the production and distribution process. To overcome this problem, Kingbread implemented an employee performance appraisal system that aims to improve productivity and discipline. The methods used include interviews, observations, documentation, and quantitative research to collect relevant data. The performance appraisal system is designed with key indicators such as responsibility, punctuality, quality of work, and communication, using a Google Form-based form for efficient data collection. The implementation results showed success in forming a comprehensive performance appraisal guide, creating an integrated data collection system, and producing in-depth performance analysis reports. Recommendations for further PkM include developing a training system based on individual employee needs, increasing the use of technology for data integration, and holding regular employee motivation programs. With this approach, Kingbread can continue to improve the quality of human resources, maintain productivity, and maintain competitiveness in the local market.

This study was initiated because there was a problem of decreasing employee work motivation. So the purpose of this study is to find out and describe: Management of the regional government budget in 2020 at the Banjar City Secretariat. The performance of regional government institutions at the Banjar City Secretariat after experiencing budget refocusing in 2020. The effect of regional budget management on the performance of regional government institutions at the Banjar City Secretariat after experiencing budget refocusing in 2020. The method used in this study is qualitative descriptive research. Based on the results of the research and discussion, it was concluded that Regional Budget Management based on respondents was in the very good category, with the highest average score occurring in the reporting dimension with an average of 252 or 85.59% (in the very good category) while the lowest score occurred in the administration dimension with an average of 211.5 or 71.69% (in the good category). To provide an interpretation of this value. If presented as a whole, the respondents' responses to Regional Budget Management were 80.04% when compared to table 4.16. then it is in the 4th interval which means that the respondents' responses to Regional Budget Management are included in the very good category. Respondents' responses to Regional Government Institution Performance with the highest score are in the relevant dimension with an average of 243 or 82.37% or in the very good category, while the lowest average score is in the Better Process dimension of 226.5 or 73.77% with a good category. If presented as a whole, the respondents' responses to Regional Government Institution Performance are 78.75% when compared to table 4.38. then it is in the 4th interval which means that the respondents' responses to Regional Government Institution Performance are included in the good category.

The phenomenon that occurs in this study is the lack of motivation or encouragement provided by the boss which results in employees not being optimal in achieving the work targets that have been set by the company. So that the role of superiors is very necessary in terms of motivation such as promotion, giving awards, and enthusiasm to build employee morale in doing work. The purpose of the study is to find out partially and simultaneously the relationship between work motivation variables and work discipline that affect employee performance. The type of research method used is a quantitative method with a saturated sample sampling technique. The findings in this study are (1) obtained a motivation calculation t value of 3.546 > ttable 2.003 with a Sig probability of 0.000 < 0.05 then motivation has a positive and significant effect on Employee Performance, (2) a discipline calculation t value of 2.574 > ttable 2.003 with a Sig probability of 0.022 > 0.05, then discipline has a positive but not significant influence on Employee Performance at the Department of Industry, Energy and Mineral Resources Trade North Sumatra Province.

The purpose of this study was to determine the Influence of Competence, Motivation and Work Discipline on the Performance of Employees of the Investment and One-Stop Integrated Service Office of Ciamis Regency. In this study, the author used a quantitative research method, including subject selection, data collection techniques (such as questionnaires, observation and interviews). With the measurement scale used in this study is Likert. With the sampling technique using the total sampling technique, namely all employees of the Investment and One-Stop Integrated Service Office of Ciamis Regency in 2019 as many as 44 people. The results of the study showed that 1). There is an influence of competence on employee performance, the correlation coefficient value (R) of 0.767 means that the better the employee's competence, the employee's performance will increase, 2). There is an influence of motivation on employee performance, the correlation coefficient value (R) of 0.633 means that the better the motivation, the employee's performance will increase, 3). There is an influence of work discipline on employee performance, the correlation coefficient value (R) of 0.672 means that the better the work discipline, the employee's performance will increase, 4). There is an Influence of Competence, Motivation and Work Discipline on Employee Performance, the correlation coefficient value (R) is 0.839, meaning that the better the Competence, Motivation and Work Discipline, the more effective the employee performance will be. Based on the calculation, it is known that F count 31.785> F table 3.23, so the relationship between X1, X2, X3 and Y is significant. In other words, the hypothesis proposed by the author can be accepted because it has been statistically tested.