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This research aims to analyze the partial and simultaneous influence of Organizational Culture (X_1), Discipline (X_2), Leadership (X_3), and Workload (X_4) on Employee Performance (Y) at PT. PELINDO III (Persero) Tanjung Emas Branch Semarang. Utilizing a quantitative associative approach, data were collected from 50 employee respondents and analyzed using multiple linear regression. The analysis confirmed that X_1, X_2, and X_3 positively and significantly influence Employee Performance, while Workload (X_4) significantly influences performance negatively (\beta = -0.091). Organizational Culture (X_1) was identified as the most influential factor (\beta = 0.461), followed by Leadership (X_3, \beta = 0.313) and Discipline (X_2, \beta = 0.149). The results highlight the critical need for a strong organizational culture and effective leadership in overcoming the inevitable challenges posed by workload pressure in the demanding port environment. The model demonstrated a strong fit, explaining approximately 68.5\% of the variation in Employee Performance. Managerial implications suggest prioritizing culture reinforcement and leadership development to mitigate the negative impact of high operational workload.

This research is motivated by the importance of improving employee performance in the public sector, particularly at the Department of Education of Kediri City, which faces challenges related to work discipline, workload, and the phenomenon of cyberloafing. The study aims to analyze the influence of work discipline, workload, and cyberloafing on employee performance. A quantitative research method was employed, with data collected through questionnaires distributed to 69 respondents. The data were analyzed using multiple linear regression tests to determine both partial and simultaneous effects. The results indicate that, partially, work discipline and workload have a significant influence on employee performance, while cyberloafing has no significant effect. Simultaneously, all three variables have a joint impact on performance. These findings suggest that effective management of employee discipline and workload can enhance performance levels, whereas controlling cyberloafing behavior helps maintain productivity and work focus. Practically, this research contributes to the formulation of strategic human resource policies that can increase efficiency, optimize task distribution, and reduce unproductive online behavior among government employees.

This study aims to analyze the effect of wages, workload, and work discipline on employee performance at Bakpia Latief MSME in Kediri. The research method employed is quantitative with a survey technique. The sample consists of 32 respondents selected through a saturated sampling technique. Primary data were collected using a Likert-scale questionnaire that had been tested for validity and reliability, while secondary data were obtained from documentation and literature review. Data analysis was conducted using multiple linear regression preceded by classical assumption tests. The results indicate that wages have a positive and significant effect on employee performance, while workload and work discipline do not have significant partial effects. However, simultaneously, the three independent variables significantly influence employee performance, with a coefficient of determination (R²) of 0.579, indicating that 57.9% of employee performance variation can be explained by wages, workload, and work discipline. This study highlights the importance of a fair wage policy in enhancing performance, although other factors such as workload and discipline still need to be managed proportionally.

This study aims to analyze the influence of workload, work discipline, and the work environment on employee performance at the Tarokan District Office. Employee performance is a crucial element in achieving organizational objectives, as human resources are considered the most valuable asset of an institution. Workload, work discipline, and the work environment are three interrelated factors that often determine whether employees can achieve optimal performance levels. This research employs a quantitative approach with data collected through questionnaires distributed to employees of the Tarokan District Office. The analysis was conducted to examine both partial and simultaneous effects of the three variables on employee performance. The findings reveal that workload partially has a significant effect on employee performance, indicating that a balanced workload improves effectiveness while excessive workload may hinder output. Similarly, work discipline partially demonstrates a significant effect, highlighting the role of adherence to rules and punctuality in enhancing performance outcomes. The work environment also partially exerts a significant effect, suggesting that supportive facilities, comfortable conditions, and positive interpersonal relationships contribute to higher productivity. Furthermore, the results show that workload, work discipline, and work environment simultaneously have a significant effect on employee performance. These findings provide important implications for organizational leaders in designing policies that ensure sustainable performance improvements.

This study aims to determine the effect of Work Division (X1), Work Discipline (X2), and Workload (X3) variables on Employee Performance (Y) at PR Gudang Rasa Srikaton Ringinrejo Kediri. The type of research employed is quantitative with an associative approach. Data collection techniques involved primary data obtained through questionnaires and secondary data derived from company documents. The sampling technique used was a saturated sample, in which the entire population was taken as respondents, resulting in 50 employees as the research sample. The data analysis techniques applied included Validity and Reliability Tests to ensure the quality of the instrument, Classical Assumption Tests to test the feasibility of the model, and Multiple Linear Regression Analysis as the primary method to measure the influence between variables. Furthermore, hypothesis testing was conducted through the t-test, F-test, and the Coefficient of Determination (R²). The partial test results (t-test) show that the work division variable has a positive and significant effect on employee performance with a t-value of 3.611 and a significance of 0.001. The work discipline variable also has a significant effect with a t-value of 2.719 and a significance of 0.009. Meanwhile, workload has a significant effect with a t-value of 2.349 and a significance of 0.023. Simultaneously, the F-test indicates that the three independent variables significantly affect employee performance, with an F-value of 26.652 and a significance of 0.000. The R Square value of 0.635 indicates that 63.5% of the variation in employee performance can be explained by work division, work discipline, and workload, while the remaining percentage is influenced by other factors. Thus, this study concludes that work division, workload, and work discipline, both partially and simultaneously, play an important role in improving employee performance at PR Gudang Rasa Srikaton Ringinrejo Kediri.

This study aims to analyze the effect of workload, organizational culture, and work discipline on employee productivity at UD. Berkah Andita Mandiri II. In today’s competitive business environment, employee productivity is considered a crucial determinant of organizational performance and sustainability. The research employed a quantitative approach using a survey method by distributing structured questionnaires to employees. A total of respondents participated, and the data collected were processed using multiple linear regression analysis to test both partial and simultaneous influences of the independent variables. The findings reveal that workload has a negative and significant impact on employee productivity, indicating that excessive demands can reduce performance and efficiency. On the other hand, organizational culture and work discipline show positive and significant effects on productivity, suggesting that a strong cultural foundation and consistent discipline practices can enhance employee performance. Moreover, the simultaneous test results confirm that workload, organizational culture, and work discipline collectively have a significant effect on employee productivity. These results emphasize the importance of balancing employee workload to prevent burnout, promoting a positive organizational culture that fosters collaboration and motivation, and consistently enforcing discipline to ensure accountability. Overall, the study highlights that effective human resource management practices play a key role in improving employee productivity and, consequently, in achieving organizational goals.

Most agencies recognize the importance of work discipline as a foundation for shaping obedient and responsible employees. At KSP Semarak Dana Mojokerto, the implementation of work discipline, workload distribution, and motivation has been carried out to improve performance. However, issues such as low discipline, workload imbalance, and uneven motivation still persist, affecting employee performance. This study aims to examine the influence of work discipline and workload on employee performance, with work motivation as an intervening variable. The research was conducted through questionnaire distribution to employees. The population consisted of all active employees of KSP Semarak Dana Mojokerto. A total of 35 respondents were selected using non-probability sampling with the census or total sampling method. Data analysis was performed using path analysis with the SPSS 25 program. The results indicate that work discipline has a positive and significant effect on employee performance, while workload does not significantly affect performance. Work discipline also has a positive and significant effect on motivation, and workload has a positive and significant effect on motivation. However, motivation is not able to significantly mediate the relationship between work discipline or workload and employee performance at KSP Semarak Dana Mojokerto.

This study was conducted with the aim of analyzing the influence of work discipline, workload, and work environment on employee performance, with a focus on Indomaret employees located in the West Jakarta area. The number of samples used in this study was 110 respondents who were directly selected from the employee population, with the data collection technique through the distribution of questionnaires using a Likert scale. The collected data were then analyzed using the multiple linear regression method with the help of SPSS software version 30. The results of the study indicate that partially, the variables of work discipline, workload, and work environment are proven to have an influence on employee performance, where each factor makes a different contribution in supporting or hindering work productivity. Meanwhile, simultaneously, the three independent variables are proven to have a significant influence on the dependent variable, namely employee performance. This finding confirms that the combination of good work discipline factors, balanced workload management, and a conducive work environment is very important in creating sustainable performance improvements. Thus, this study is expected to provide practical contributions as input for Indomaret management in the West Jakarta area in designing more effective human resource management strategies, both through policies to improve discipline, proportional workload management, and the creation of a work environment that is more supportive of employee comfort and motivation.

Employee performance, which is a reflection of their competence in completing tasks, is very important for achieving organizational goals. Therefore, improving performance is a top priority for the company.This quantitative research aims to analyze the factors that influence employee performance in the Quality Control division of PT. Hwa Seung Indonesia, Jepara. Of the total 174 employees, 121 were used as research samples selected using the Slovin formula. Data collection was carried out through questionnaires with saturated sampling techniques. The collected data was then analyzed using various statistical methods, including multiple linear regression analysis. The research results show that the variables workload, compensation (t-value 2.865), work discipline (t-value 4.707), and motivation (t-value 4.425) together have a positive and significant influence on employee performance.

This study aims to determine the influence of work discipline, workload, and work environment on employee performance at the Mranggen village office.The method used in this study is a quantitative approach. The population in this research consists of employees working at the Mranggen village office, with a sample of 40 respondents selected using Saturation Sampling  technique. The data analysis method used is multiple linear regression analysis.The results of the study show that, based on the t-test and F-test, work discipline and work environment have a positive and significant effect on employee performance. Meanwhile, workload has a negative and significant effect on employee performance. Furthermore, work discipline, workload, and work environment simultaneously have a significant effect on employee performance.This study supports various theories that highlight the significant role of work discipline and work environment in shaping employee performance. The implication of this research is expected to contribute to the improvement of employee performance.

This study aims to analyze the influence of workload on employee performance, the effect of job satisfaction on employee performance, and work discipline on employee performance. The unit of analysis of the research is PD. Karya Bearing Motor Bekasi, Data collection was carried out by distributing questionnaires, with a total of 25 respondents. This study uses a descriptive method through a quantitative approach with the help of SPSS version 27. The results of the study show that the value of sig. The workload variable is 0.741 > 0.05, the workload variable has no effect on employee performance. The value of sig. Of the job satisfaction variables, which are 0.868 > 0.05, the job satisfaction variable has no effect on employee performance. The value of sig. From the work discipline variables, which are 0.989 > 0.05, the work discipline variable has no effect on employee performance. Then simultaneously the variables of workload, job satisfaction, and work discipline have no effect on the performance of PD employees. Karya Bearing Motor.

This study aims to determine the effect of training, compensation, and work facilities on employee performance at the Regional Disaster Management Agency (BPBD) of Langsa City. The approach used in this research is quantitative, with a population of 156 employees. The sample determination in this study is a random sampling technique, and the calculation uses the Slovin formula with an error rate of 5% (0.05), so that the number of respondents in this study is 112 people. The data analysis method used is multiple linear regression, t test for partial analysis, F test for simultaneous analysis, and the coefficient of determination test (Adjusted R²). So from the results of multiple linear regression, the equation Y = 10.491 + 0.247X₁ + 0.275X₂ + 0.255X₃ is obtained. Thus, based on the t-test results, it shows that training has a significant value (t sig.) of 0.000 < 0.05, compensation of 0.001 < 0.05, and work facilities of 0.012 < 0.05. This result indicates that training, compensation, and work facilities significantly affect employee performance at BPBD Langsa City. Furthermore, the F test results show a significant value (F sig.) of 0.000 < 0.05, which explains that training, compensation, and work facilities simultaneously significantly influence employee performance. The coefficient of determination test (Adjusted R²) produces a value of 0.336, which indicates that the variables of training, compensation, and work facilities affect employee performance by 33.6%. The remaining 66.4% is influenced by other variables not included in this study, such as occupational safety and health (OHS), work stress, work experience, competence, workload, job satisfaction, work culture, work discipline and external organisational factors.

 This study aims to test and analyze the influence of leadership style , organizational culture and organizational justice partially and simultaneously on the performance of employees of the Bank Indonesia Jember Representative Office. The population in this study were all employees of Bank Indonesia Jember with a sampling technique of saturated sampling technique totaling 42 employees. The analysis method used is multiple linear regression analysis. Based on the results of the data analysis, it shows that partially, leadership style does not have a significant effect on employee performance. However, certain aspects such as decision making, motivation, communication, employee control, and emotional control play an important role. Improvements in this aspect can support performance indirectly. Organizational culture significantly affects employee performance. Self-awareness, aggressiveness, personality, performance, and team orientation play a role in creating a productive work environment. Organizational justice does not significantly affect employee performance. Indicators such as resource allocation, procedural fairness, and personal relationships play an important role. The three variables ( leadership style , organizational culture, and organizational justice) together affect employee performance. In addition, the researcher's suggestions for further research are expected to complement the limitations of the researcher's problems such as increasing the number of samples, for example all employees of KpwBI Jember, or adding independent variables to be studied, for example motivation, discipline, workload, occupational health and work life balance.

The performance of UPT PT HMT Batu employees plays a vital role in achieving successful cow milk production. Because whether a company is successful or not is greatly influenced by the performance of its human resources. UPT PT HMT Batu will not be able to run well if it does not have employees who can carry out their duties well. The time and location of the research were carried out from 6 – 27 November 2023 at UPT PT HMT Batu. The research method used is a mixture or combination of quantitative and qualitative methods in one study. The data collection technique was carried out using a Likert scale questionnaire given deliberately to 30 respondents selected using purpose sampling who were UPT PT HMT Batu employees. Research data was analyzed using multiple linear analyses to determine the relationship between the independent and dependent variables. The research results show that the independent variables, namely work quality, time discipline, and work experience, influence the success of cow's milk production, and the workload and working hours variables do not significantly influence.