This study aims to examine the Effect of Workload and Work Stress on Turnover intention through Pay grade in Sidoarjo small industry employees. The data collection technique uses saturated samples by distributing questionnaires with a sample of 99 respondents. The data analysis method used is descriptive quantitative analysis with a research design using partial least squares (PLS) using the SmartPLS Version 3.0 software program. The results obtained in this study stated that 4 of the 5 formulated hypotheses were accepted and 1 hypothesis was rejected. It is proven that one of the hypotheses has a t statistic value of 0.724 <1.96 with a P value of 0.353. this indicates that workload has a negative and insignificant effect on turnover intention through pay grade. While workload, work stress, pay grade have a positive and significant effect on turnover intention. Furthermore, in the results of the mediation test, the results of Workload -> Pay grade -> Turnover intention have a P Value of 0.734 which means it is not significant because the P Value > 0.05 and the T statistic value < 1.96 so it can be said that pay grade does not mediate workload on turnover intention. While Work Stress-> Pay grade-> Turnover intention has a P Value of 0.000 which indicates that this variable has a significant effect and has a statistical T value <1.96 so that it can be said that Pay grade mediates Job Stress Against Turnover intention.

This research aims to assess employee performance conducted on CV. Mitra Jaya's creation is to produce qualified and highly dedicated employees so that they get results in accordance with the target or can exceed the predetermined target. In this study, employee performance assessment used a strategy based on Key Performance Indicators (KPI). Every manager and company leader must be familiar with the so-called KPI. One of these management tools is a very effective tool to lift the performance of companies that want to scale up their business to a higher level. In addition to being simple and simple indicators used in KPIs, they are able to present business developments over time very clearly and specifically. This research uses a quality method. The results showed that there was a positive and significant influence on employee performance after the company implemented Key Performance Indicators (KPI) as an assessment of its performance. One of the benefits obtained is an increase in production results and weekly targets achieved even exceeding predetermined targets.

The quality of human resources HR is one of the main factory in increasing the productivity of a company’s employees. Therefore competent human resources are are needed because they can improve employee performance. The study aims to describe how the implementation of human resource development system in improving employee performance. This study used a qualitative method with descriptive analysis approach. The data used in this study are data obtainaed from primary data source through direct intervies. Then the result are used to analyze the achievement of employee performance, namely the probability of company productivity. The research result obtaines are the implementation of a human resource development system, namely training, seminars, and rewards which have a very positive effect on employee performance competencies.

Pada penelitian ini bertujuan sebagai analisis berdasarkan data dan mengetahui tentang pengaruh Organization Citizenship Behaviour (OCB) terhadap Quality of Work Life dan Employee Performance di PT Tirta Agung Plastik. Dalam penelitian ini, digunakan metode penelitian deskriptif kuantitatif dengan jumlah populasi dari penelitian ini 350 Pegawai yang tergabung pada bagian Produksi yang memiliki dua bidang yaitu Cutting dan Tiup PT Tirta Agung Plastik. Sampel yang digunakan dalam penelitian ini yaitu Karyawan pada bagian produksi di sub produksi dalam bidang Tiup yang berjumlah 100 orang karyawan di PT Tirta Agung Plastik. Analisis data pada penelitian ini menggunakan olah data metode Statistical Package for the Social Sciences (SPSS) versi 3.3.3. Hasil kesimpulan dari perhitungan uji pada penelitian ini bahwa variabel Organization Citizenship Behaviour (OCB) berpengaruh terhadap Employee performance yang ditandai dengan nilai uji-t statistik 2.206 > 1.96 dengan nilai P Value sebesar 0.028. kemudian, Organization Citizenship Behaviour (OCB) memiliki pengaruh besar terhadap Quality of Work Life (QWL) yang ditandai dengan nilai uji-t statistik 10.751 > 1.96 dengan nilai P Value sebesar 0.000. Selanjutnya, Quality of Work Life (QWL) berpengaruh positif dan signifikan terhadap Employee Performance yang di tandai dengan hasil dari nilai uji-t statistik 9.041 > 1.97 dengan nilai P value sebesar 0.000