Influence of Employee Skills, Coordination, and Job Description on Employee Performance

This study aims to analyze the effect of work facilities and incentives on employee performance, with work discipline as a mediating variable at the Regional Drinking Water Company (Perumdam) Tirta Mayang in Jambi City. Employee performance is a key factor in improving the quality of public services, particularly in the clean water supply sector. This study used a quantitative approach with a survey method. The study population was all 153 employees of Perumdam Tirta Mayang in Jambi City. The sample size was determined using the Slovin formula with a tolerance of 7.5%, resulting in a sample size of 111 respondents. Data analysis used Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results showed that work facilities and incentives had a positive and significant effect on work discipline. Work facilities and incentives also had a positive and significant effect on employee performance. Furthermore, work discipline had a positive and significant effect on employee performance and mediated the effect of work facilities and incentives on employee performance. These findings emphasize the importance of providing adequate work facilities and a fair incentive system to improve employee discipline and performance.

This study aims to analyze the influence of Public Service Motivation (PSM) on the performance of State Civil Apparatus (ASN) by considering the role of functional positions as a mediating variable in ASN at the Central Statistics Agency (BPS) of North Sumatra Province. The research method used was a quantitative approach with an explanatory design. Data were collected through a survey using a structured questionnaire measured on a Likert scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the help of SmartPLS 4. The results showed that PSM had a positive and significant effect on functional positions (β = 0.636; p < 0.001), PSM had a positive and significant effect on ASN performance (β = 0.660; p < 0.001), and functional positions had a positive and significant effect on ASN performance (β = 0.257; p = 0.001). Testing for indirect effects indicates that functional positions partially mediate the influence of PSM on ASN performance (β = 0.163; p = 0.001). Furthermore, the research model has strong explanatory power, with an R² value of 0.716 for the ASN performance variable. The conclusion of this study is that Public Service Motivation is the primary factor driving improved ASN performance, both directly and through institutional mechanisms such as functional positions. Therefore, strengthening public service motivation and optimizing the functional position system need to be synergistically implemented to improve the performance of public sector organizations. Keywords: Public Service Motivation, ASN Performance, Functional Position, Mediation

This study aims to examine the impact of work motivation on employee satisfaction and performance at Al-Qur’an Nurul Falah Islamic Boarding School located in East Java. In addition, the study explores the role of employee satisfaction as a mediating variable in the relationship between work motivation and employee performance. The research employs a quantitative approach, utilizing data analysis techniques through Structural Equation Modeling–Partial Least Squares (SEM-PLS). Data were collected through a survey using questionnaires distributed to employees within the boarding school environment. To evaluate the research model, tests were conducted to assess validity and reliability using convergent validity, discriminant validity, composite reliability, as well as path coefficient analysis to determine the relationships between variables. The results indicate that work motivation has a significant and positive influence on employee satisfaction, with a T-statistic value of 4.636 (p < 0.05). Furthermore, employee satisfaction significantly and positively affects performance, with a T-statistic value of 3.473 (p < 0.05). However, work motivation does not have a significant direct effect on employee performance, as shown by the significance value of 0.166 (> 0.05). Nonetheless, work motivation has an indirect influence on performance through employee satisfaction as a mediating variable, as evidenced by the path coefficient value, which indicates a full mediation effect. These findings provide recommendations for the management of Al-Qur’an Nurul Falah Islamic Boarding School to formulate policies that enhance work motivation and employee satisfaction in order to improve performance. Moreover, this study contributes theoretically to the development of human resource management studies, particularly within the context of Islamic-based educational institutions.

Tujuan dari penelitian ini adalah untuk mengetahui apakah terdapat pengaruh dari Disiplin Kerja, Motivasi Kerja, dan Kompensasi terhadap Kinerja Karyawan yang ada di PT Pioneerindo Gourmet International Tbk. Jumlah sampel yang digunakan pada penelitian ini adalah berjumlah 100 responden yang dipilih menggunakan teknik purposive sampling. Data yang diperoleh dianalisis dengan teknik Structural Equation Modeling-Partial Least Square (SEM-PLS) menggunakan software Smart PLS versi 4. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif Disiplin Kerja terhadap Kinerja Karyawan, terdapat pengaruh positif Motivasi Kerja terhadap Kinerja Karyawan, dan terdapat pengaruh positif Kompensasi terhadap Kinerja Karyawan pada PT Pioneerindo Gourmet International Tbk. The purpose of this research is to find out whether there is an influence of Work Discipline, Work Motivation, and Compensation on Employee Performance at PT Pioneerindo Gourmet International Tbk. The number of samples used in this research was 100 respondents selected using purposive sampling techniques. The data obtained were analyzed using the Structural Equation Modeling-Partial Least Square (SEM-PLS) technique using Smart PLS version 4 software. The results of this study show that there is a positive influence of Work Discipline on Employee Performance, there is a positive influence of Work Motivation on Employee Performance, and there is the positive influence of compensation on employee performance at PT Pioneerindo Gourmet International Tbk.

The Chips-Chips Lumer product is an innovative product produced by Pak Eko's Cheese Banana MSMEs which has been marketed since August 2023. The purpose of this study is to determine the effect of the marketing mix on customer loyalty through customer satisfaction for Chips-Chips Lumer products. In addition, this study also provides recommendations for improvement to related businesses. This research is supported by literature study, interviews with the owner of Pak Eko Cheese Banana business, and distributing questionnaires to 80 respondents. Data analysis used the Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results showed a significant effect of the marketing mix on customer satisfaction with a direct effect of 82% and then a significant effect of 77% on customer loyalty. The customer satisfaction variable did not succeed in becoming a mediating variable between the influence of the marketing mix on customer loyalty because it produced an insignificant effect. Keywords : Marketing Mix, Customer Satisfaction, Customer Loyalty, Structural Equation Modeling-Partial Least Square (SEM-PLS). ABSTRAK Produk Chips-Chips Lumer merupakan produk inovasi diproduksi UMKM Pisang Keju Pak Eko yang dipasarkan sejak bulan Agustus 2023. Tujuan dari penelitian ini mengetahui pengaruh bauran pemasaran terhadap loyalitas pelanggan melalui kepuasan pelanggan produk Chips-Chips Lumer. Selain itu, penelitian ini juga membxerikan rekomendasi perbaikan kepada usaha terkait. Penelitian ini didukung studi pustaka, wawancara dengan pemilik usaha Pisang Keju Pak Eko, dan penyebaran kuesioner kepada 80 orang responden. Analisis data menggunakan metode Structural Equation Modeling-Partial Least Square (SEM-PLS). Hasil penelitian menghasilkan adanya pengaruh signifikan dari bauran pemasaran terhadap kepuasan pelanggan dengan pengaruh langsung sebesar 82% lalu berpengaruh signifikan sebesar 77% terhadap loyalitas pelanggan. Variabel kepuasan pelanggan tidak berhasil menjadi variabel mediasi antara pengaruh bauran pemasaran terhadap loyalitas pelanggan karena menghasilkan pengaruh yang tidak signifikan. Kata kunci : Bauran Pemasaran, Kepuasan Pelanggan, Loyalitas Pelanggan, Structural Equation Modeling-Partial Least Square (SEM-PLS).

In a competitive healthcare industry, employee performance is the main determinant of service quality. Hospital X, as a private hospital, faces challenges in maintaining the optimal performance of its nurses. Organizational competence and support are thought to strongly influence performance, with career development as a potential mediating factor. This research aims to investigate the factors that influence employee performance with a focus on competence, organizational support, and career development at Hospital X. The research population consisted of 104 permanent employees from the Nursing Department. Data analysis was conducted using the Structural Equation Model Partial Least Square (SEM-PLS). The results show that competence has a significant positive effect on employee performance and career development. Likewise, organizational support significantly influences both employee performance and career development. Career development is found to have a strong and positive impact on employee performance. Moreover, career development significantly mediates the relationship between competence and employee performance, as well as the relationship between organizational support and employee performance. These findings suggest that enhancing employee competence and providing organizational support, along with facilitating career development, are critical strategies to improve employee performance.

This study aims to examine the effects of employee engagement, employee communication, attitude, transformational leadership, and Neuro-Linguistic Programming (NLP) Learning on Sustainable Human Resource Management (Sustainable HRM), with employee performance serving as a mediating variable. This research employs a quantitative approach using a survey method. The research population consists of managerial-level employees (leaders to managers) from companies in West Java who participated in training programs conducted by Job Training Institute (LPK) “X”. A total of 360 respondents were selected using purposive sampling. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that employee engagement, employee communication, transformational leadership, and NLP Learning have a positive and significant effect on employee performance, while attitude does not have a significant effect on employee performance. Furthermore, employee performance is found to have a positive and significant effect on Sustainable HRM. Mediation analysis reveals that employee performance partially mediates the relationship between employee engagement, transformational leadership, and NLP Learning and Sustainable HRM. However, employee performance does not significantly mediate the effects of employee communication and attitude on Sustainable HRM. These findings highlight that the achievement of Sustainable HRM is not solely determined by individual and organizational practices directly, but is strongly influenced by the organization’s ability to enhance employee performance as a key mediating mechanism. This study contributes theoretically by reinforcing the role of employee performance as a mediator in the Sustainable HRM framework and by introducing NLP Learning as a relevant human resource development approach in the Indonesian organizational context. Practically, the findings provide insights for organizations and job training institutions in designing performance-oriented and sustainability-driven human resource development strategies.

This study aims to analyze the influence of Job Training and Competency on Employee Performance, as well as the role of Work Motivation as a mediating variable in Bank Aceh Syariah. Employee performance is a key factor in increasing a company's productivity and competitiveness, so it's important to know the factors that affect it. The approach used in this study is quantitative with the Structural Equation Modeling–Partial Least Square (SEM-PLS) method to analyze the relationships between variables. The number of samples used was 122 respondents, who were active employees with in Bank Aceh Syariah. The results of the study show that Competence has a positive and significant effect on Employee Performance and Work Motivation. Work Motivation has also been proven to have a significant effect on Employee Performance. Meanwhile, Job Training has a significant effect on Work Motivation, but does not have a direct effect on Employee Performance. The mediation analysis showed that Work Motivation was able to mediate the influence of Competency on Employee Performance, but did not mediate the influence of Job Training on Employee Performance. This study concludes that improving employee competence and work motivation is a strategic step in encouraging optimal performance. Therefore, Bank Aceh Syariah is advised to continue to develop a structured human resource development program that is structured, measurable, and oriented towards increasing employee motivation and competence in a sustainable manner.

The main issue underlying this research is the suboptimal employee performance caused by weak discipline, an unconducive work environment, and ineffective leadership styles. This research uses a quantitative approach through a survey method by distributing questionnaires to 73 respondents who are employees of LPD Kerobokan. Data were analyzed using the Structural Equation Modeling–Partial Least Squares (SEM-PLS) method. The results of the study show that: (1) Leadership has a positive and significant effect on employee performance; (2) The work environment does not have a significant effect on employee performance; (3) Work discipline has a positive and significant effect on employee performance; (4) Leadership has a positive and significant effect on work discipline; (5) The work environment does not have a significant effect on work discipline; (6) Leadership has a positive and significant indirect effect on employee performance through work discipline; and (7) The work environment does not have a significant indirect effect on employee performance through work discipline. These findings indicate that leadership and work discipline play a crucial role in improving employee performance, while the work environment does not show a significant influence, either directly or indirectly.

The hospitality industry is highly dependent on the quality of human resources, and employee performance is crucial for maintaining competitiveness and the sustainability of hotel operations. This study aims to examine how work ethic and work-life balance impact employee performance at the Cross Paasha Bali Seminyak Hotel, with job satisfaction as the mediating variable. This study selected a quantitative methodology with a causal associative design. Using the census method as the sampling technique, the population in this study was 78 hotel employees. The SmartPLS 4.0 program was selected to analyze primary data, which was collected through a Likert-scale questionnaire. The Structural Equation Modeling–Partial Least Squares (SEM-PLS) method was also used. The study findings indicate that work-life balance and work ethic have a positive and significant effect on job satisfaction. Although job satisfaction does not affect employee performance, work ethic has a positive and significant effect on employee performance, but work-life balance does not significantly affect employee performance. Furthermore, there is no evidence that job satisfaction mediates the effect of work ethic or work-life balance on employee performance. These findings indicate that improving employee performance in the hospitality industry does not solely depend on work-life balance and employee job satisfaction, but is more influenced by the implementation of a strong work ethic and other operational factors that directly drive employee performance

The hospitality industry in Indonesia faces intense competition and rapid changes in business environments, requiring effective leadership to sustain employee performance and support successful change management. The suboptimal implementation of transformational leadership and the presence of work conflict have the potential to decrease productivity and hinder organizational adaptability. This study aims to analyze the influence of transformational leadership and work conflict on employee performance and change management, as well as examine the moderating role of transformational leadership in the relationship between work conflict and employee performance. This research employed a quantitative approach using a survey method by distributing questionnaires to 160 employees of Ascott Group Jakarta. Data were analyzed using Structural Equation Modeling–Partial Least Square (SEM-PLS). The findings indicate that transformational leadership has a significant positive effect on employee performance and change management, while work conflict negatively influences employee performance. Moreover, transformational leadership can weaken the negative impact of work conflict on employee performance. This study provides practical implications for hotel management in optimizing transformational leadership to enhance performance, manage conflict, and support successful organizational change.

Employee performance is a key determinant of organizational success in achieving its strategic goals. This study aims to analyze the influence of transformational leadership, organizational commitment, work motivation, and organizational culture on employee performance in private companies in Indonesia. Using a quantitative approach with a cross-sectional survey design, this study involved 320 employees from 18 private companies in Medan City, North Sumatra, selected through a proportionate stratified random sampling technique. Data were collected using a structured questionnaire with a 5-point Likert scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with SmartPLS 4.0 software. The results showed that transformational leadership had a positive and significant effect on employee performance (β = 0.312; p < 0.001), organizational commitment had a positive and significant effect (β = 0.274; p < 0.001), work motivation had a positive and significant effect (β = 0.198; p < 0.01), and organizational culture had a positive and significant effect (β = 0.167; p < 0.05) on employee performance. Simultaneously, the four independent variables explained 68.4% of the variance in employee performance (R² = 0.684). Transformational leadership proved to be the strongest predictor of employee performance. The findings of this study provide important implications for human resource management practices in Indonesian private companies, particularly in developing transformative leaders, strengthening employee commitment and motivation, and building an adaptive and high-achieving organizational culture.

The implementation of the Electronic-Based Government System (SPBE) requires civil servants, particularly Internal Government Supervisory Apparatus (APIP), to possess adequate digital competence and strong work motivation in order to support effective and accountable supervisory performance. The Metro City Inspectorate, as a regional APIP institution, still faces challenges related to digital adaptation and work motivation that affect employee performance. This study aims to analyze the effect of digital competence and work motivation on employee performance at the Metro City Inspectorate, both partially and simultaneously. A quantitative research approach was employed using a survey method involving all 52 employees of the Metro City Inspectorate. Data were collected using questionnaires and analyzed using the Structural Equation Modeling–Partial Least Square (SEM-PLS) method. The results show that digital competence has a positive and significant effect on employee performance, with a path coefficient of 0.418, a t-statistic value of 4.389, and a p-value of 0.000. Work motivation also has a positive and significant effect on employee performance, with a path coefficient of 0.512, a t-statistic value of 5.275, and a p-value of 0.000, and is identified as the most dominant variable. Simultaneously, digital competence and work motivation are able to explain 78.0% of the variation in employee performance, with an R-square value of 0.780, This result indicates that digital competence and work motivation play a very important role in determining employee performance. This study concludes that improving employee performance at the Metro City Inspectorate requires strengthening digital competence and work motivation simultaneously.

This study aims to analyze the effect of the digital attendance system and leadership on employee performance, with work discipline as a mediating variable at the Ministry of Religious Affairs Office in Pasangkayu Regency, West Sulawesi Province. The research is grounded in the growing need for bureaucratic reform, enhanced employee accountability, and the adoption of digital systems to improve work monitoring and efficiency within government institutions. The expansion of digital public administration highlights the importance of accurate, transparent, and tamper-resistant attendance systems that support reliable employee supervision. At the same time, leadership plays a crucial role in shaping behavioral commitment, strengthening compliance with organizational rules, and encouraging a productive and performance-oriented work environment. A quantitative research method was applied using Structural Equation Modeling–Partial Least Squares (SEM-PLS), with data collected from 142 employees through questionnaires distributed between June and July 2024. The findings reveal that both the digital attendance system and leadership exert a positive and significant influence on employee performance, both directly and indirectly through work discipline. The results further demonstrate that accurate and technology-based attendance mechanisms enhance punctuality and accountability, while effective leadership characterized by communication, role modeling, and motivation strengthens organizational engagement. This study concludes that integrating technological monitoring tools with leadership development is essential for fostering a high-performance organizational culture and advancing modernization within public sector governance. The implications suggest that policymakers should simultaneously prioritize digital infrastructure and leadership capacity-building to sustainably improve employee performance outcomes.

Abstract: This research aims to analyze the influence of workload and training on employee performance with job satisfaction as an intervening variable at Mazarzo Traditional Wedding Organizer. The background of this research is based on the high demand for services that is not proportional to the available human resources, as well as the suboptimal employee training that may reduce performance. The approach used is quantitative, employing methods such as observation, interviews, and questionnaires, with a saturated sampling technique involving 53 employees as respondents. Data analysis was conducted using Structural Equation Modeling-Partial Least Square (SEM-PLS) with the SmartPLS 4.0 software. The results of the study indicate that: (1) workload has a positive and significant effect on job satisfaction; (2) workload has a negative and insignificant effect on employee performance; (3) training has a positive and insignificant effect on job satisfaction; (4) training has a positive and insignificant effect on employee performance; (5) job satisfaction has a positive and significant effect on employee performance; (6) workload has a positive and significant effect on employee performance through job satisfaction; (7) training has a positive and insignificant effect on employee performance through job satisfaction. These findings highlight the importance of proportional workload management and structured training to optimally enhance employee satisfaction and performance..