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The development of the business world in the digital era requires every company to adapt quickly and implement innovative strategies in order to remain competitive. PT Eurotruk Transindo Samarinda faces increasingly fierce competition due to the emergence of various new companies in various sectors, thus requiring optimal human resource management that is in line with the dynamics of digital transformation. This study aims to analyze the influence of non-physical work environment, job satisfaction, and motivation on employee performance at PT Eurotruk Transindo. This study uses a quantitative approach with data collection techniques through observation and the distribution of questionnaires to 50 respondents, which were then analyzed using statistical tests with the assistance of SPSS version 31. The results of the study indicate that non-physical work environment and work motivation have a positive and significant impact on employee performance, while job satisfaction does not have a significant impact. Simultaneously, all three variables have a significant impact on employee performance. These findings emphasize the importance of aligning human resource management strategies with business transformation to enhance employee performance and maintain competitiveness in the digital era.

This study assesses the influence of organizational culture, physical work environment, and non-physical work environment on employee performance at UD. Sumber Rejeki. Organizational culture is understood as the values, norms, and patterns of behavior agreed upon by members. The physical work environment refers to tangible conditions such as layout, lighting, and cleanliness. The non-physical work environment relates to the psychological climate and social relationships in the workplace. The research design is quantitative with a census or saturated sample technique. All 32 employees were respondents. The instrument was compiled using a Likert scale. The data were processed using SPSS 25. The analysis stages included validity, reliability, normality, multicollinearity, heteroscedasticity, multiple linear regression, t-test for partial effects, f-test for simultaneous effects, and the coefficient of determination R². The partial test results showed that organizational culture did not have a significant effect on employee performance. Conversely, the physical work environment and non-physical work environment had a positive and significant effect. The simultaneous test confirmed that the three variables together had a positive and significant effect on performance. These findings indicate that improvements in physical aspects such as room comfort, equipment, and safety standards, as well as strengthening non-physical aspects such as supervisor support, role clarity, and communication, are more directly related to performance improvement than existing cultural characteristics. In practical terms, management needs to prioritize programs to improve the physical work environment and psychological climate, accompanied by periodic evaluations so that the impact can be measured against performance indicators.

This study aims to analyze the influence of performance appraisal, supervision, and non-physical work environment on employee performance at PT Pos Indonesia (Persero) Kediri Branch Office. A quantitative approach was employed with saturated sampling, in which all 64 employees were included as respondents. The research instrument was a questionnaire based on validated theoretical and empirical indicators. Data were analyzed using multiple linear regression, t-test, F-test, and the coefficient of determination. The findings indicate that, partially, performance appraisal, supervision, and non-physical work environment have a positive and significant effect on employee performance. Simultaneously, these three variables contribute 70% to the variation in employee performance, with the non-physical work environment being the most dominant factor. These results highlight the importance of integrating transparent performance appraisal systems, consistent supervision, and a supportive organizational climate to improve employee productivity. This research contributes academically by reinforcing the Goal Setting theory and Perceived Organizational Support, and provides practical implications for PT Pos Indonesia’s human resource management.

The purpose of this study is to analyze the influence of organizational culture and non-physical work environment on the work-life balance of Generation Z employees in Bekasi. Generation Z, born between 1997 and 2012, has unique characteristics and special needs that companies need to understand in the world of work. An integrative and collaborative organizational culture and a flexible, adaptable, and non-physical work environment are believed to play an important role in achieving work-life balance. The research method used is quantitative with data collection using a questionnaire of 50 respondents, then processing it using SmartPLS to test validation, reliability, and relationships between variables. The results show that organizational culture significantly affects work life balance, while the non-physical work environment has no significant effect on work life balance.

The purpose of this study is to know and analyze the impact between work discipline, work motivation, non-physical work environment and job placement of employee satisfaction at PT. BPR BKK Purwokerto.This research was included in a quarantinative study with a population of 201 employees and a sample of 136 responders taken with a proportional stratified random trampling method, Studies indicate that work discipline, work motivation, non - physical work environment and job placement have a positive and significant effect on employees' satisfaction, So all hypotheses accepted

This research was carried out at the Ugi Village Office, Sabbangparu District, Wajo Regency. The implementation of the research will start from March to June 2024. This study aims to find out the working environment of employees at the Ugi Village Office, Sabbanparu District, Wajo Regency, to find out the organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency, and to find out the relationship between the work environment and organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency. The method used is a census type with a quantitative associative approach.The results of this study show that the work environment carried out at the Ugi Kacamatan Sabbangparu Village Office, Wajo Regency, has a value of 297 and is included in the category of both the average ideal value in the dimensions of the physical work environment and the non-physical work environment. The organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency is included in the good category with a score of 361 from the average ideal value. This is seen from the dimension of organizational commitment based on personalization, job characteristics, structural characteristics and work experience. To find out the work environment is positively and significantly related to the organization's commitment to the Ugi Village Office, Sabbangparu District, Wajo Regency.    

This research was carried out at the Ugi Village Office, Sabbangparu District, Wajo Regency. The research will begin from March to June 2024. This research aims to determine the work environment of employees at the Ugi Village Office, Sabbanparu District, Wajo Regency, to determine organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency, and to determine the relationship between the work environment and organizational commitment at the Office. Ugi Village, Sabbangparu District, Wajo Regency. The method used is a census type with a quantitative associative approach. The results of this research show that the work environment carried out at the Ugi Village Office, Sabbangparu Subdistrict, Wajo Regency, has a score of 297 and is included in the good category of the average ideal score in the dimensions of the physical work environment and non-physical work environment. Organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency is included in the good category with a score of 361 from the average ideal score. This can be seen from the dimensions of organizational commitment based on personal, job characteristics, structural characteristics and work experience. To find out that the work environment has a positive and significant relationship to organizational commitment at the Ugi Village Office, Sabbangparu District, Wajo Regency.

This research is motivated by a company engaged in the field of online transportation, because in the company of human resources is a determinant of success. The purpose of this study to explain the effect of work motivation, communication and non-physical work environment on employee performance. The study was conducted on Maxim drivers in Kediri. The research method used is quantitative method. This study used purposive sampling technique. The population of this study was 1000 drivers and the sample used was 69 respondents. The data analysis techniques used are multiple linear regression analysis, coefficient of determination (R2), t test and f test. The results obtained by this study concluded that work motivation has a positive and insignificant effect on performance. Communication has a negative and insignificant effect on performance. The non-physical work environment has a positive and significant effect on performance. Simultaneously work motivation, communication and non-physical work environment have a positive and significant effect on performance.

The purpose of this study was to prove and analyze the influence of non-physical work environment and workload have a significant effect on employee performance and job satisfaction at the Surabaya II Rayon Fire and Rescue Service; as well as to prove and analyze Job satisfaction has a significant effect on the performance of the Surabaya II Rayon Fire and Rescue Service employees. This type of research used is quantitative research. How to collect data using a questionnaire and using a Likert scale as an answer. Sampling using saturated samples and PLS as analytical tools. Source of data used is primary data. The sample population is the Surabaya II District Fire and Rescue Service employees. Based on the results of data analysis, it shows that the Non-Physical Work Environment has a significant effect on Employee Performance and Job Satisfaction at the Surabaya II Rayon Fire and Rescue Service; and Workload has no significant effect on Employee Performance, but Workload has a significant effect on Job Satisfaction of employees of the Surabaya II Rayon Fire and Rescue Service; and Job Satisfaction has a significant effect on Employee Performance at the Surabaya II Rayon Fire and Rescue Service. The advice given in this study, in order to increase Job Satisfaction, refers to previous research that by improving the Non-Physical Work Environment and Workload will increase Job Satisfaction and by improving organizational culture, work motivation and job satisfaction that occur, the performance of the Fire Department employees and Rescue Rayon Surabaya II, and are expected to be able to add or develop other variables apart from the variables used in this study which are thought to affect employee performance such as promotion, leadership, and others.    

The purpose of this study is to analyze and provide empirical evidence about the influence of budgeting participation and budget goal characteristics on managerial performance with a non-physical work environment as moderation. Population variables in this study are all leaders and financial officers in private vocational schools in the city of Semarang listed in the structure of the division of school work in 2016 which amounted to 14 vocational high schools and each was taken by 3 people so that there were 42 respondents, while the sampling technique used the census method. Data analysis method used is Regression Moderation Analysis (MRA) Hypothesis 1 test results note that the value of t arithmetic = 3.012> t table = 1.694 with a number of significance = 0.003 <α = 0.05 (significant), so the hypothesis (H1) that participation budgeting has a positive effect. on proven managerial job performance. Regression coefficient β1 = 0.567 (positive sign), it can be interpreted that the higher the participation in budgeting, the higher the managerial performance. Hypothesis 2 testing is known that the value of t = 2.723> t table = 1.694 with a significance value = 0.010 <α = 0.05 (significant), so the hypothesis (H2) that the characteristics of the budgetary objectives have a positive effect on managerial performance of the work proved. Stepwise coefficient = 0.279 (benchmark), can be interpreted more clearly the characteristics of the managerial level budget objectives. Testing hypothesis 3 is known that the value of t 2.484> t table = 1.694 with a significance value = 0.026 <α = 0.05 (significant), so the hypothesis (H3) that the work environment is not moderate, moderate moderate positive positive effect on budget participation on managerial work performance proven. Testing hypothesis 4 is known that the value of t arithmetic 2.333> t table = 1.694 with the number of significance = 0.032 <α = 0.05 (significance nt). Thus the hypothesis (H4) that the non-physical work environment positively influences the characteristics of budgetary goals on proven managerial work performance. Interaction test results show β4 = 0.163 (positive sign), it can be interpreted that the existence of a non-physical work environment that is conducive will strengthen the influence of the characteristics of the budget objectives on managerial work performance. Keywords: Budget participation, characteristics of budget objectives, non-physical work environment, managerial work performance