Publication Search

This research investigates the relationship between public service motivation (PSM) and employee performance (EP) within public sector organizations. Utilizing a mixed-methods approach, the study analyzes quantitative data from employee surveys and qualitative insights from interviews with public sector employees. The findings reveal a significant positive correlation between PSM and EP, indicating that employees who are motivated by a desire to serve the public tend to exhibit higher performance levels. Additionally, the research identifies key factors that enhance this relationship, including organizational support, leadership styles, and job design. The study highlights the importance of fostering a motivating work environment to improve employee performance in the public sector. Based on these findings, recommendations for future research and practical implications for public sector management are provided, emphasizing the need for targeted training programs and employee engagement strategies. This research contributes to the understanding of how intrinsic motivations can drive performance outcomes in public service settings.

This research aims to test how much influence workload and work environment have on employee performance with work stress as an intervening variable at the Department of Highways, Cipta Karya and Spatial Planning, West Sumatra Province. The sample in this study consisted of 53 respondents. The population in this study were employees of the Secretariat of the Department of Highways, Cipta Karya and Spatial Planning, West Sumatra Province. (1) There is a positive and significant influence between Work Load and Work Stress at the Department of Highways, Cipta Karya and Spatial Planning. (2) There is a positive and significant influence between the Work Environment on Job Stress at the Bina Marga Cipta Karya and Spatial Planning Service. (3) There is a positive and significant influence between Workload on Employee Performance at the Highways, Cipta Karya and Spatial Planning Services. (4) There is no positive and significant influence between the Work Environment and Employee Performance at the Bina Marga Cipta Karya and Spatial Planning Service. (5) There is a positive and significant influence between Job Stress on Employee Performance at the Highways, Cipta Karya and Spatial Planning Services. (6) Work Stress is accepted/mediated by Work Load on Employee Performance. (7) Work Stress is accepted/mediated by Work Environment on Employee Performance.

The policies decided regarding employee interests have not considered employee aspirations and the lack of adequate coordination of targets and action plans at each level of the organization indicates poor communication between leaders or management and employees at BSI KCP Kuala Meulaboh. Leadership and work environment are benchmarks for determining employee performance in relation to measuring how far the employee's contribution or results are for the company. The purpose of this study was to determine the effect of leadership and work environment on employee performance at BSI KCP Kuala Meulaboh. The location of this study was at the KCP Kuala Meulaboh Office located on Jalan Meulaboh - Jeuram Gampong Simpang Peut, Nagan Raya Regency. The sample in this study was 17 employees of BSI KCP Kuala Meulaboh. The objects of this study were leadership, work environment and employee performance. Based on the results of the study, it shows that partially leadership influences employee performance with a significant value of 0.004 (<0.05) and partially the work environment influences employee performance with a significant value of 0.001 (<0.05). Simultaneously (F test), human relations and physical work environment have a significant effect on the work ethic of BSI KCP Nagan Raya 1 employees, with a significance value of (0.000 <0.05). Therefore, the results of this study state that both independent variables support the hypothesis. While the magnitude of the influence of the two variables (leadership and work environment) on employee performance is 57.2% and the remaining 42.8% is influenced by other variables not included in the research model.    

This research investigates the impact of work environment and training on the performance of employees at the Suikoharjo Regency Popuilation and Civil Registration Office. All 50 employees of the office constituited the stuidy popuilation. The stuidy employed work environment, training, and employee performance as key variables. Data collection methods incluided observation, interviews, and quiestionnaires, with data analysis conduicted uising SPSS 26. Findings indicate a positive buit insignificant relationship between work environment and employee performance, a positive and significant relationship between training and employee performance, and a combined influience of both work environment and training on employee performance.

Loyalty is someone's allegiance that indicates dedication to something, it can be a person or a group of people, ideals, tasks or goals that are given constantly. This study aims to determine whether leadership style, motivation and work environment have a partial and simultaneous influence on employee loyalty in the Department of Industry and Trade, and also among the three variables, which variable has the most dominant effect on the dependent variable. This type of research is quantitative research. This study uses secondary data, namely data on the number of employees for the last 5 years from the 2017-2021 period. The results of the analysis through the T test show that leadership style has no significant effect on employee loyalty, motivation has a significant effect on employee loyalty and work environment has a significant effect on employee loyalty. While the results of the analysis through the F test show that leadership style, motivation and work environment affect employee loyalty in the Department of Industry and Trade of North Sumatra Province.