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The study aims to analyze in greater depth the influence of work motivation and employee loyalty on employee performance at PT ABC. This research employs a quantitative approach with an explanatory design intended to systematically explain the relationships among variables. Data were collected through the distribution of questionnaires using a Likert scale (1–5) to employees with a minimum of one year of tenure, as they are considered to have an adequate understanding of organizational conditions. Data analysis was conducted using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method with the assistance of SmartPLS 4 software to obtain more accurate and comprehensive results. The findings indicate that all research indicators have met the established validity and reliability criteria. The structural model test shows that work motivation has a positive and significant effect on employee performance (β = 0.207; p = 0.007), and employee loyalty also has a positive and significant effect (β = 0.718; p = 0.000). The R-square value of 0.753 indicates that both variables are able to explain 75.3% of the variation in employee performance. These findings emphasize that work motivation and employee loyalty play important roles in improving performance, with loyalty being the most dominant factor influencing employee performance.

This study aims to examine the application of heart-centered communication based on Nonviolent Communication (NVC) Theory in interactions between employees and guests at the Masainn Hotel, Kuta, Bali. NVC, developed by Marshall Rosenberg, stresses empathetic engagement built on four core components: observation, feelings, needs, and requests. Using a descriptive qualitative approach, data were collected through in-depth interviews with guests and direct field observations of daily service interactions. The findings indicate that employees consistently apply empathy-driven communication by offering warm greetings, attentive service, and genuine emotional presence. These behaviors help create a family-like environment that makes guests feel comfortable and emotionally connected to the hotel. Notably, one guest reported returning to the hotel for three consecutive years, having been introduced by a friend who has been a loyal customer for nine years. This demonstrates that NVC-based communication contributes significantly to guest satisfaction, trust, and long-term loyalty. Furthermore, the study highlights the strategic role of emotional intelligence and compassionate communication in shaping service quality within the hospitality industry. By integrating NVC principles into daily service practices, hotels can foster stronger interpersonal relationships, enhance guest experiences, and build sustainable customer retention.

Penelitian ini bertujuan untuk menganalisis strategi penguatan human capital dalam meningkatkan kompetensi dan perencanaan karier karyawan di PT. Wang Bintan Konsultan. Permasalahan utama yang dihadapi perusahaan meliputi belum optimalnya sistem manajemen kinerja, penilaian yang masih subjektif, kurangnya indikator kerja yang jelas, sistem insentif yang belum efektif, rendahnya motivasi dan disiplin kerja, serta lemahnya kerja sama tim. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif, di mana data diperoleh melalui observasi, wawancara, dan dokumentasi. Hasil penelitian menunjukkan bahwa sistem penilaian kinerja perlu diperkuat dengan indikator terukur (KPI) dan Balanced Scorecard, sementara kompensasi harus dikaitkan langsung dengan pencapaian kerja (performance-based system). Selain itu, perusahaan perlu menanamkan budaya disiplin, memberikan pelatihan rutin, serta membangun kolaborasi tim yang kuat. Strategi penguatan human capital yang terintegrasi dengan sistem pembinaan, penghargaan, dan komunikasi dua arah terbukti mampu meningkatkan motivasi, kompetensi, dan loyalitas karyawan terhadap organisasi.

This study aims to analyze the effectiveness of the reward program in improving employee loyalty and work discipline at Bank Mandiri. The research employs a qualitative descriptive approach using the literature study method, through the collection and analysis of secondary data obtained from official Bank Mandiri reports, academic journals, labor regulations, and media articles related to human resource management policies. The findings reveal that the implementation of both financial rewards (competitive salaries, performance-based bonuses, and welfare benefits) and non-financial rewards (recognition, promotions, and career development programs) has a positive impact on enhancing employee loyalty and work discipline. A fair, transparent, and sustainable reward system fosters a sense of belonging, strengthens affective commitment, and cultivates a productive and professional work culture. Moreover, the data indicate a decline in disciplinary violations over the past three years, demonstrating the effectiveness of the reward system as a form of positive reinforcement. This study highlights the importance of reward policies as a strategic instrument in human resource management and recommends that companies continuously adapt their reward systems to align with employee needs and the evolving work environment.

Penelitian ini dimaksudkan untuk mengkaji pengaruh kompensasi finansial, kepuasan kerja, dan work-life balance terhadap loyalitas karyawan yang berasal dari Generasi Z. Latar belakang dari penelitian ini didasari oleh meningkatnya tingkat mobilitas kerja pada kelompok Generasi Z, yang menciptakan tatantangan sendiri bagi perusahaan dalam mempertahankan tenaga kerja muda yang memiliki potensi tinggi. Penelitian ini menerapkan pendekatan kuantitatif dengan menggunakan metode survei yang melibatkan 80 responden dari kalangan Generasi Z yang bekerja di sektor manufaktur. Pengolahan data dilakukan dengan bantuan SPSS versi 22, dengan menggunakan sejumlah tahapan pengujian yang mencakup pengujian validitas dan reliabilitas, pengujian asumsi klasik, serta analisis regresi linier berganda. Analisis yang dilakukan dalam penelitian ini mengungkapkan bahwa ketiga variabel independen, yaitu kompensasi finansial, kepuasan kerja, dan work-life balance secara signifikan berpengaruh terhadap loyalitas karyawan, baik secara parsial maupun simultan. Temuan ini menegaskan bahwa upaya untuk menciptakan keseimbangan yang optimal antara kehidupan profesional dan personal berperan sebagai aspek strategis yang berkontribusi secara signifikan terhadap peningkatan loyalitas karywan di lingkungan kerja.  Penelitian ini memberikan implikasi bahwa perusahaan perlu lebih memperhatikan aspek work life balance dalam strategi manajemen sumber daya manusia untuk mendorong retensi dan komitmen karyawan.  

Penelitian ini bertujuan untuk menganalisis pengaruh etos kerja, motivasi intrinsik, dan kepuasan kerja terhadap kinerja karyawan di perusahaan-perusahaan yang beroperasi di Kota Cirebon. Kinerja karyawan menjadi salah satu indikator penting dalam menjamin keberlangsungan dan daya saing perusahaan. Namun, ketidaksesuaian antara potensi sumber daya manusia dan hasil aktual di lapangan masih sering terjadi, ditandai dengan rendahnya produktivitas, tingginya turnover, serta loyalitas karyawan yang lemah. Penelitian ini menawarkan kebaruan dengan menguji ketiga variabel psikologis internal secara simultan dalam satu model penelitian, berbeda dari studi sebelumnya yang menguji secara parsial. Metode penelitian yang digunakan adalah kuantitatif dengan desain kausal asosiatif. Data diperoleh melalui kuesioner skala Likert yang disebarkan kepada 50 responden menggunakan teknik purposive sampling. Analisis dilakukan menggunakan regresi linier berganda dengan bantuan SPSS versi 25 untuk mengukur pengaruh masing-masing variabel bebas terhadap variabel dependen, baik secara parsial maupun simultan. Hasil penelitian menunjukkan bahwa etos kerja, motivasi intrinsik, dan kepuasan kerja secara signifikan memengaruhi kinerja karyawan. Etos kerja memiliki hubungan positif, motivasi intrinsik menunjukkan pengaruh negatif jika tidak selaras dengan dukungan organisasi, dan kepuasan kerja berkontribusi dalam menciptakan kenyamanan dan loyalitas. Secara simultan, ketiga variabel tersebut menjelaskan proporsi signifikan terhadap variasi kinerja. Penelitian ini memberikan implikasi bahwa perusahaan perlu menyusun strategi pengelolaan SDM yang tidak hanya berfokus pada aspek teknis, tetapi juga pada penguatan faktor psikologis karyawan secara menyeluruh.

This study aims to analyze the effect of work discipline, work environment, and effective communication on employee loyalty at PT. Sentong Sultan Keraton Majapahit in Kediri City. This research uses a quantitative associative approach with a survey method. The population consists of 35 employees, all of whom were selected as samples using the total sampling technique. Data were collected through questionnaires using a five-point Likert scale and analyzed using multiple linear regression with SPSS version 25. The results show that work discipline and work environment have a positive and significant effect on employee loyalty, while effective communication has a positive but not significant effect. Simultaneously, all three independent variables significantly influence employee loyalty, with a determination coefficient (R²) of 0.779, indicating that 77.9% of loyalty variation is explained by these factors. Therefore, this study concludes that consistent implementation of work discipline and the creation of a conducive work environment are key determinants of employee loyalty, while effective communication should be strengthened to optimize its role in maintaining harmonious workplace relationships.

Penelitian ini bertujuan untuk menganalisis pengaruh Lingkungan Kerja, Motivasi, dan Work-Life Balance terhadap Loyalitas Karyawan di Perusahaan EPC di Jakarta, dengan Kepuasan Kerja sebagai variabel mediasi dan moderasi. Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan total 259 responden yang dipilih melalui teknik purposive sampling. Data dikumpulkan menggunakan kuesioner terstruktur dan dianalisis dengan metode Partial Least Squares-Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa Lingkungan Kerja, Motivasi, dan Work-Life Balance memiliki pengaruh positif dan signifikan terhadap Loyalitas Karyawan. Selain itu, ketiga variabel tersebut juga berpengaruh positif dan signifikan terhadap Kepuasan Kerja. Temuan lain menunjukkan bahwa Kepuasan Kerja turut memberikan kontribusi positif dan signifikan terhadap Loyalitas Karyawan, namun tidak berperan sebagai variabel moderasi. Sebaliknya, Kepuasan Kerja berfungsi sebagai variabel mediasi dalam hubungan antara Lingkungan Kerja, Motivasi, dan Work-Life Balance dengan Loyalitas Karyawan. Penelitian ini diharapkan mampu memberikan kontribusi praktis bagi strategi manajemen sumber daya manusia, khususnya dalam meningkatkan retensi karyawan, serta memberikan implikasi teoretis yang dapat memperkaya kajian akademik di masa mendatang.

Based on the results of interviews with HRD BW Luxury Hotel Jambi, it is stated that there are still employees who are often late for work every month. As many as 27% of employees have less than 1 year of service, indicating a high employee turnover rate. In addition, there is no compensation system provided to employees. The employee turnover rate also reached 13%, this became the focus of my research on the influence of work environment and compensation on employee loyalty at BW Luxury Hotel Jambi. Information collection was carried out through distributing questionnaires that had proven their validity and reliability to 90 respondents selected using the total sampling technique. This research is a quantitative descriptive study that uses the clausal associative method. Data analysis was carried out using multiple linear regression tests with the help of SPSS software. The results showed that: work environment variables were in the sufficient category with a percentage of 34.4%, compensation variables were categorised as sufficient with a percentage of 36.6%, and work environment variables were categorised as good with a percentage of 42.2%. The R Square value obtained is 0.325 with a sig level. 0.00 <0.05, then the effect of work environment variables and compensation variables on loyalty is 32.5% and the rest is influenced by other factors.

This study aims to find out whether the influence of leadership style, work motivation, and the provision of work compensation on efforts to increase employee loyalty of the Special Region of Yogyakarta (DIY) Post Office. The type of research used in this study is a quantitative research approach. The research conducted sampling at the Special Region Post Office of Yogyakarta. The sampling technique is using the Nonprobability Sampling technique with a saturated sampling approach. The sample used was 56 respondents. The data collection method used a questionnaire that had been tested for validity, reliability, classical assumption test, multiple linear analysis, hypothesis test and determinism coefficient. The data was analyzed using SPSS version 25. The results of the study showed that partially the variables of leadership style had a positive and insignificant effect on the variables of employee loyalty, partially the variables of work motivation had a positive and insignificant effect on employee loyalty, and partially the work compensation had a positive and significant effect on employee loyalty. At the same time, it was shown that the variables of leadership style, work motivation, and work compensation had a positive and significant effect on the loyalty variables of employees of the Special Region of Yogyakarta Post Office.

Employee loyalty is an important aspect in maintaining organizational sustainability, because high loyalty will have an impact on improving the company's performance and success in the long term. Factors such as job characteristics, work flexibility, and work motivation are thought to have an important role in influencing employee loyalty, especially in government agencies that demand high dedication. Therefore, this study was conducted to analyze the influence of job characteristics, work flexibility, and work motivation on employee loyalty at the Directorate General of Minerals and Mineral Resources of the Republic of Indonesia. This study used a quantitative approach with data collection techniques through questionnaires. The sampling technique used was non-probability sampling with a sample size of 90 respondents. Data analysis was carried out using multiple linear regression with the help of SPSS version 26 software, and supplemented with descriptive analysis of the primary data obtained. The results showed that the regression equation obtained was Y = 8.219 + 0.464X1 + 0.110X2 + 0.429X3. This equation indicates that job characteristics, work flexibility, and work motivation have a significant effect on employee loyalty. Partially, work flexibility is proven to have a positive and significant effect on employee loyalty. Similarly, work motivation also has a positive and significant partial effect on loyalty. This confirms that better job characteristics, greater flexibility, and stronger motivation mean higher levels of employee loyalty. This research implies that organizations need to consider job design, work system flexibility, and motivation-boosting strategies to build sustainable employee loyalty.

The retail industry is one of the choices for people to fulfill their needs. With the dynamics of the retail industry that had slumped, one of the local retailers in Yogyakarta, Pamella Supermarket, became the favorite choice of the people of Yogyakarta. One of the Pamella Supermarket branches, Pamella 9 Supermarket Wonosari, is always crowded with customers and its existence absorbs the youth workforce of Gunungkidul area. The existence of competition in this industry requires many supporting factors to survive.  In this study, several important factors are examined, including work motivation, work environment, work experience and employee loyalty. This study aims to analyze the simultaneous influence of work motivation, work environment and work experience on employee loyalty at the Pamella 9 supermarket in Wonosari. The research data was collected from 60 respondents through interviews and questionnaires. To analyze the data obtained, multiple linear regression techniques were used and processed with SPSS version 27.The results showed some important conclusions: first, work motivation did not have a significant influence; second, the work environment had a positive and significant influence; third, work experience also had a positive and significant influence; fourth, overall, work motivation, work environment and work experience had a significant effect on employee loyalty at Pamella 9 Supermarket in Wonosari.

This study aims to analyze the relationship between job satisfaction and employee loyalty in an industrial environment. Job satisfaction is measured based on several factors, such as compensation, work environment, opportunities for development, and recognition of performance, all of which have a significant effect on employee loyalty. The method used is a literature study with a quantitative descriptive approach, reviewing various theories and previous research findings related to the two variables. The results of the study indicate that high job satisfaction is directly related to higher levels of employee loyalty, which is reflected in positive attitudes towards the company, long-term commitment, and reduced turnover rates. Therefore, companies in the industrial sector are advised to focus on improving employee job satisfaction in order to strengthen loyalty and support the long-term success of the organization.

This study aims to determine the significant effect of compensation and job satisfaction, both partially and simultaneously, on employee loyalty at Astra Motor Godean Yogyakarta Company. This study is a survey study with a quantitative approach. The population in this study is employee loyalty at Astra Motor Godean Yogyakarta Company, totaling 117.56. The sample in this study amounted to 54 respondents. With data collection techniques through questionnaires and literature studies. The test tools used are instrumental research tests (validity test and reliability test), multiple linear regression analysis, hypothesis testing (t-test and F-test), and determination coefficient test (adjusted R-square). Data are processed using the IBM SPSS Version 25 application. The results of the study indicate that compensation has a significant effect on employee loyalty with a significance value of 0.000 < 0.05, while job satisfaction has an effect on employee loyalty with a significance value of 0.001 < 0.05. Simultaneously, compensation and job satisfaction have a significant effect on employee loyalty, with a significant value of F of 0.000 < 0.05. The Adjusted R Square (R2) Determination Coefficient value shows that the contribution of the compensation and job satisfaction variables to employee loyalty at Astra Motor Godean Yogyakarta Company is 67.5%, while the remaining 32.5% is influenced by other factors examined in this study.

Employee loyalty is an important factor in the sustainability and productivity of a company. This research aims to analyze the efforts made by PT. Jambi Regional Development Bank in increasing employee loyalty and its implications for company productivity.The research method used is a qualitative method. Data was collected through interviews with employees of the credit division of PT. Jambi Regional Development Bank and documentation studies. The research results show that there is a positive and significant relationship between efforts to increase employee loyalty and company productivity. Factors such as increased welfare, career development, a conducive work environment, and effective internal communication play an important role in increasing employee loyalty. The higher the level of employee loyalty, the higher the level of productivity achieved by the company. The implication of this research is that companies need to continue to develop strategies to maintain and increase employee loyalty in order to achieve optimal levels of productivity. The recommendations provided include improving the incentive system, increasing employee involvement in decision making, and providing ongoing training programs.

Penelitian ini menyoroti tantangan retensi karyawan Generasi Z di Indonesia, yang memiliki preferensi kerja berbeda dari generasi sebelumnya. Dengan menggunakan Systematic Literature Review (SLR) dari 35 penelitian antara 2013-2024, ditemukan bahwa fleksibilitas kerja, pengembangan karier, kompensasi yang kompetitif, dan budaya organisasi yang mendukung inovasi adalah faktor utama yang meningkatkan loyalitas Generasi Z. Perusahaan yang menawarkan lingkungan kerja fleksibel, sistem kompensasi berbasis penghargaan, serta program pelatihan dan mentoring berbasis teknologi lebih efektif dalam mempertahankan karyawan muda. Disarankan agar organisasi mengadopsi kebijakan retensi adaptif, termasuk program kesejahteraan mental, kepemimpinan transparan, dan optimalisasi teknologi digital. Penelitian lebih lanjut diperlukan untuk mengeksplorasi peran mentoring, kesejahteraan mental, dan dampak platform kerja digital dalam meningkatkan keterikatan karyawan Generasi Z.

Every organization needs to have the right strategy to survive in carrying out its operational activities. Employee loyalty has attracted much attention because it is the expectation that motivated and loyal employees will act in the best interests of the organization. This research aims to determine the influence of work motivation, job satisfaction, and work environment on employee loyalty at CIMB Niaga Bank, South Jakarta. The respondents for this research were 125 respondents with criteria based on gender aged 17 - 55 who worked at CIMB Niaga Bank, South Jakarta in the last 3 months. The analysis method used is Multiple Linear Regression. The research results parcial show that work motivation has a significant effect on employee loyalty, job satisfaction has a significant effect on employee loyalty and the work environment has no effect on employee loyalty. Then simultaneously work motivation, job satisfaction and work environment have a significant effect on employee loyalty.

The purpose of this research is to determine the influence of employee roles (Attitude, Attention and Action) on achieving customer loyalty at PT. North Sumatra Bank Medan Karya Sharia Branch Office. The influence of employee roles (Attitude, Attention and Action) has a positive effect on achieving customer loyalty at PT. North Sumatra Bank Medan Karya Sharia Branch Office. Quantitative research is research that uses data in the form of numbers. This shows that (Attitude, Attention and Action) have a positive effect on achieving customer loyalty at PT. North Sumatra Bank Medan Karya Sharia Branch Office. (Attitude, Attention and Action) has an influence of 98.4% on achieving customer loyalty at PT. North Sumatra Bank Medan Karya Sharia Branch Office. Meanwhile, 1.6% is influenced by other factors not included in the regression model. The significance of the variables (Attitude, Attention and Action) is 0.000, which is less than the significant value level used, namely 0.05. The attitude variable is 26.116, the value is above the research value, namely 1.984. The Attention variable is 7.708, the value is above the research value, namely 1.984. The Action variable is 8.256, the value is above the research value, namely 1.984.

Human resources are an important aspect in a small group, organization or company. Human resources must be managed properly to be able to create a good workforce to provide optimal results. Even though technology is currently developing very rapidly, it does not mean that it does not require human labor anymore, because the company's goals do not depend on technology but on quality human resources. This study aims to determine the effect of work discipline, motivation and loyalty on employee performance partially and simultaneously. This study uses a type of quantitative research through an associative approach with a Likert scale. The sampling technique used is purposive sampling technique with a sample of 105 respondents from PT Majau Inti Jaya employees. This study uses Statistical Package for the Social Science (SPSS Version 26) software to test the hypothesis. The results of this study indicate that there is a significant effect on motivation and loyalty while work discipline has no significant effect on employee performance. However, simultaneously the three variables have a significant influence on employee performance

The effect of work motivation and compensation on employee loyalty. High work motivation and fair compensation have proven to play an important role in increasing employee loyalty. High employee loyalty, in turn, can encourage company sustainability in the midst of intense competition. In this research, the method used is a literature review that relies on data from various journals, books, and articles related to the topic. The results show that both work motivation and compensation have a positive and significant relationship with employee loyalty. This suggests that companies need to pay serious attention to both factors to create a supportive work environment. Therefore, companies are advised to strategically manage work motivation and compensation to improve employee productivity and business sustainability, as well as create stronger relationships between employees and organizations.