Osnaživanje zaposlenih i njegov uticaj na performanse u ekonomijama u razvoju - posrednička u loga psihološkog kapitala

This study aims to analyze the influence of motivation, organizational culture, and work discipline on employee performance at Dr. Soetomo Hospital, using the Structural Equation Modeling - Partial Least Squares (SEM-PLS) method to evaluate the relationship between variables. Data were obtained through questionnaires filled out by 50 hospital employees. The results show that motivation has a very significant and positive influence on employee performance, with a T-Statistic of 3.522 and a P-Value of 0.000. Organizational culture also shows a significant and positive influence, with a T-Statistic of 3.524 and a P-Value of 0.000. In addition, work discipline also has a significant effect on employee performance, with a T-Statistic of 2.004 and a P-Value of 0.046. However, the effect of motivation on work discipline is not significant at the 95% confidence level (T-Statistic = 1.800 and P-Value = 0.072), although it is close to being significant at the 90% confidence level. The influence of organizational culture on work discipline is also not significant (T-Statistic = 0.158 and P-Value = 0.875). This study concludes that motivation and organizational culture play an important role in improving employee performance, with work discipline also contributing significantly. Further research is recommended to expand the sample and explore additional variables. Keywords: Motivation, Organizational Culture, Work Discipline, Employee Performance, Hospital Penelitian ini bertujuan untuk menganalisis pengaruh motivasi, budaya organisasi, dan disiplin kerja terhadap kinerja karyawan di RSUD Dr. Soetomo, menggunakan metode Structural Equation Modeling - Partial Least Squares (SEM-PLS) untuk mengevaluasi hubungan antar variabel. Data diperoleh melalui kuesioner yang diisi oleh 50 karyawan rumah sakit. Hasil menunjukkan bahwa motivasi memiliki pengaruh sangat signifikan dan positif terhadap kinerja karyawan, dengan nilai T-Statistic 3,522 dan P-Value 0,000. Budaya organisasi juga menunjukkan pengaruh signifikan dan positif, dengan T-Statistic 3,524 dan P-Value 0,000. Selain itu, disiplin kerja juga berpengaruh signifikan terhadap kinerja karyawan, dengan T-Statistic 2,004 dan P-Value 0,046. Namun, pengaruh motivasi terhadap disiplin kerja tidak signifikan pada tingkat kepercayaan 95% (T-Statistic = 1,800 dan P-Value = 0,072), meskipun mendekati signifikan pada tingkat kepercayaan 90%. Pengaruh budaya organisasi terhadap disiplin kerja juga tidak signifikan (T-Statistic = 0,158 dan P-Value = 0,875). Penelitian ini menyimpulkan bahwa motivasi dan budaya organisasi berperan penting dalam meningkatkan kinerja karyawan, dengan disiplin kerja turut memberikan kontribusi signifikan. Penelitian selanjutnya disarankan untuk memperluas sampel dan mengeksplorasi variabel tambahan. Kata Kunci: Motivasi Budaya Organisasi, Disiplin Kerja, Kinerja Karyawan, Rumah Sakit

Background: This study aims to find out an overview of employee training, competencies, and performance at the XYZ Health Foundation. In addition, this study aims to determine the influence of each variable that can affect Employee Performance at the XYZ Health Foundation, namely training and competence. Research sample The sample to be taken in this study includes male and female employees at the XYZ Health Foundation with a total of 106 employees using purposive sampling techniques. Method: The analysis method used is a quantitative method with descriptive and verifiable/causative analysis. The instrument test was carried out with a validity test consisting of convergent validity and discriminant validity. In addition, a reliability test was carried out using a composite reliability approach. Data analysis was carried out using the Partial Least Square – Structural Equation Modeling (PLS-SEM) approach which will be processed with the help of Smart PLS 4.0 software. Results and Conclusions:The results of the study show that training has a positive influence on employee performance and competence also has a significant effect on employee performance. Training and competency simultaneously have a significant effect on employee performance at the XYZ Health Foundation. Effective training is able to support competency development, which ultimately contributes to improving overall employee performance.

Purpose:This study aims to determine the direct and indirect effects of employee empowerment and organizational commitment on the job performance of Islamic bank employees, with the presence of a mediating variable. Design/Method:The study employs a quantitative approach using Partial Least Squares Structural Equation Modeling (PLS-SEM) to assess the measurement model (validity and reliability) and the structural model (hypothesis testing using path coefficients, R2, and bootstrapping). The population consists of 941 Islamic bank employees, from which 273 respondents were selected via questionnaire, following sampling criteria aligned with established guidelines such as Krejcie and Morgan. Findings:The results show that employee empowerment and organizational commitment have a positive and significant effect on employee performance. This indicates that greater autonomy and stronger attachment to the organization enhance employees’ work outcomes. Furthermore, organizational commitment mediates the relationship between employee empowerment and performance, suggesting that empowerment improves performance both directly and indirectly by strengthening employees’ commitment within Islamic banking contexts.Practical Implications:The findings imply that Islamic banks should implement concrete strategies to enhance employee performance through empowerment and organizational commitment. This can be achieved by delegating authority, providing continuous training, fostering a participative work environment, and strengthening an organizational culture grounded in Islamic values such as amanah (trust) and responsibility to improve employee loyalty and performance.Originality/Value:This study provides empirical evidence on the mediating role of organizational commitment in the relationship between employee empowerment and employee performance within Islamic banks in Riau Province.

This study aims to examine the influence of intrinsic and extrinsic motivation on employee task-related behavior and performance at PT. Admiral Lines. The background of this study is the instability of employee performance, so a study was conducted to determine the dominant motivational factors that influence employee task-related behavior and performance. The population of this study were employees of PT. Admiral Lines, with samples taken using purposive sampling techniques totaling at least 85 respondents. This study used a quantitative method with the Structural Equation Modeling - Partial Least Square (PLS-SEM) approach. The results of the study showed that intrinsic motivation has a positive influence on task-related behavior, but does not have a positive effect on employee performance. Conversely, extrinsic motivation has been shown to have a positive influence on employee task-related behavior and performance. In addition, task-related behavior also plays a significant mediation role in the relationship between motivation (intrinsic and extrinsic) and employee performance. These findings indicate that in order to improve employee performance, companies need to pay attention to motivational factors, especially extrinsic motivation, such as financial rewards and incentives, which have proven effective in influencing employee performance. After conducting the study, the researcher suggested expanding the population to the branches of PT. Admiral Lines which are located in other regions in Indonesia, in order to represent more answers from PT. Admiral Lines employees throughout Indonesia. In addition That way, you can add other supporting variables to measure employee performance such as job satisfaction and employee engagement or other relevant variables as research innovations. Keywords : intrinsic motivation, extrinsic motivation, task-related behavior, employee performance

This study examines the performance of millennial employees in four-star hotels in Medan, with harmonious dedication as an intervening variable. The research employs the Partial Least Square – Structural Equation Model (PLS-SEM) for data analysis. The findings indicate that workload does not significantly influence harmonious dedication or employee performance. Conversely, worker autonomy positively impacts both harmonious dedication and employee performance. Work passion significantly affects employee performance but does not contribute to harmonious dedication. Work innovation plays a crucial role, significantly influencing both harmonious dedication and employee performance. Additionally, harmonious dedication enhances employee performance and serves as a mediating variable in the relationship between work innovation and employee performance. However, it does not mediate the effect of work passion on performance. These results highlight the importance of worker autonomy and work innovation in improving employee performance, while workload and work passion have limited direct effects. The study provides insights for hotel management to focus on enhancing autonomy and innovation to boost employee dedication and performance. Future research can explore additional factors influencing millennial employee performance in the hospitality industry.

Career growth has an important role in human resource design strategies to achieve productivity, maintain retention, and improve company image. The purpose of this study is to determine the effect of employee learning, knowledge, creativity, satisfaction, benefits, and performance on career growth and employee turnover intention. Further factors can be seen in the variables of employee learning, employee knowledge, employee creativity, employee satisfaction, employee benefits, employee performance, career growth and turnover intention. This research use quantitative methods with purposive sampling technique distributed through questionnaires to 260 respondents in the Quality Control department employees in the footwear industry located in the JABODETABEK area. Primary data analysis was carried out using the Partial Least Square - Structural Equation Modeling (PLS-SEM) method. The results of this study show that employee learning variables are found to have a role in determining the level of employee knowledge, employee creativity, and employee performance positively. Employee creativity has significant positive effect on employee satisfaction. Employee benefits have significant positive effect on employee satisfaction. Employee benefits have negative effect on employee performance. Employee knowledge has significant positive effect on employee performance. Employee satisfaction has significant positive effect on employee performance. Employee performance has significant positive impact on career growth. Career growth has negative effect on turnover intention. Next, in providing an intermediary impact, employee knowledge has impact between employee learning and employee performance. Employee benefits have impact between employee satisfaction and employee performance. This research is expected to contributes to the company for important implications in terms of company efficiency and productivity. The results of this study suggest to future researchers to expand the scope of sampling and extend the duration of the study.

This research aims to obtain an overview regarding the level of education, competence, length of service, work discipline, motivation and performance of employees at PT. Wirakarya Sakti and to determine the influence of education level, competency, length of service and work discipline on work motivation and employee performance; and to determine the effect of work motivation on employee performance. The approach used is a combination of descriptive and inferential methods. The population is 1,130 PT employees. Wirakarya Sakti with a sample of 92 respondents. To analyze the data, the Structural Equation Modeling – Partial Least Squares (SEM-PLS) technique was used. The results of this research conclude that the level of education, competency, length of service, work discipline, work motivation and employee performance at PT. Wirakarya Sakti is in quite high condition. Apart from that, the level of education, competency, length of service and work discipline have a positive and significant influence on work motivation and employee performance at PT. Wirakarya Sakti. Likewise, work motivation has a positive and significant influence on employee performance.

The purpose of this study is to analyze the relationships between project leadership style and performance, innovation work behavior and performance, and openness to experience and performance. A quantitative research method was employed, and the analysis was conducted using Partial Least Squares–Structural Equation Modeling (PLS-SEM) via SmartPLS software version 4.0.9.9. PLS-SEM was chosen for its suitability in analyzing complex models with multiple constructs and pathways, particularly in exploratory research contexts. The study surveyed 430 SME employees, selected through snowball sampling based on the accessibility of reliable participants—those who had already completed the questionnaire. PLS-SEM is especially effective for handling small to medium sample sizes, non-normal data distributions, and both reflective and formative constructs. It also prioritizes maximizing the explained variance of dependent variables and is well-suited for testing relationships between latent constructs. A five-point Likert scale was used to measure respondents’ agreement with statements related to the variable indicators, ranging from 1 (strongly disagree) to 5 (strongly agree). The data analysis included validity testing, reliability testing, significance testing, and hypothesis testing. The results indicate that project leadership style has a positive and significant relationship with performance. Similarly, innovation work behavior and openness to experience both show positive and significant associations with performance.

Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM)In view of its essential role in knowledge creation, multivariate data analysis prevails in the social sciences literature. The field of tourism is not an exception, specifically in the widely adoption of structural equation modeling (SEM), a multivariate technique, by tourism researchers over the past decade. While there are two major types of SEM including covariance-based SEM (CB-SEM) and variance-based SEM (PLS-SEM), the former dominated previous tourism research. However, increasing use of PLS-SEM in tourism research has been witnessed in recent years. This upward trend is likely to persist in the near future given the growing popularity of PLS-SEM in other social sciences domains like marketing, strategic management, and management information system, as specified in the preface of the book. Indeed, PLS-SEM, in relative to CB- SEM, provides more flexibility in handling of data. For instance, PLS-SEM is well-suited for accommodating small sample sizes and complex model, fortesting a model containing both formative and reflective constructs, and for handling single-item measures. To this end, the timely introduction of the book A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) helps tourism researchers stand at the front edge of the SEM technique and make effective use of the PLS-SEM in data analysis. Additionally, the book illustrates the application of PLS-SEM with a free downloadable software namely SmartPLS which is essential to extend the application of PLS-SEM in tourism research.Authored by Hair, Hult, Ringo, and Sarstedt, the book consists of eight chapters. To equip the readers with the basic knowledge of PLS- SEM, Chapter 1 delineates the meaning of SEM and its relationship with multivariate data analysis, followed by a description of the major elements in multivariate data analysis. Then the basic elements of PLS-SEM are explained. Finally, PLS-SEM is distinguished from its counterpart namely CB-SEM while the major characteristics of PLS-SEM and the conditions where the PLS-SEM are more adequate than CB-SEM and vice versa are discussed. To step in the application of PLS- SEM, Chapter 2 firstly explicates the concepts in structural model specification including mediation, moderation, and higher-order models. Then specification of measurement model is explained with a special focus on the differences between reflective and formative measures. After that, the issues that need to be addressed after data collection are discussed. The chapter ends by creating the model in the SmartPLS is illustrated. With an established model, Chapter 3 focuses on model estimation. The chapter explains the algorithm underpinning the estimation and the statistical properties of the PLS-SEM method, as well as the options and parameter settings for running the algorithm. Following that, the issues about interpretation of results are explained. The final section illustrates the execution of model estimation in the SmartPLS.Based on the model estimation, empirical measures of the measurement and structural models are derived, where evaluation of the models takes place. Chapter 4 exhibits the major steps in model evaluation in the beginning. Thereafter, the chapter explains the evaluation of reflective measurement models according to three major criteria including internal consistency reliability, convergent validity, and discriminant validity, followed by an illustration with the SmartPLS. Chapter 5 explains the assessment of formative measurement models with respect to the criteria of convergent validity, collinearity, and significance and relevance of the formative indicators. The chapter also elucidates the basic concepts of bootstrapping which is used to examine the statistical significance of estimates in PLS- SEM. An illustration of the assessment of formative measurement model in the SmartPLS follows. Chapter 6 continues the topic on model evaluation by focusing on the assessment of structural model. …

Employee performance is a crucial aspect in public sector organizations, which is influenced by various factors such as organizational climate, organizational commitment, and employee engagement. This study aims to analyses the effect of organizational climate on employee performance with organizational commitment and employee engagement as mediating variables. This research uses a quantitative approach with the Structural Equation Modeling - Partial Least Square (SEM-PLS) method on 153 employees of the Bali-Penida River Basin Organization. The results showed that organizational climate, organizational commitment, and employee engagement have a significant effect on employee performance. In addition, organizational commitment and employee engagement proved to be able to partially mediate the relationship between organizational climate and employee performance. Thus, an increase in positive organizational climate can encourage employee commitment and engagement which has an impact on improving employee performance.

Employees are the organization's most important asset and play a strategic role in the organization as constituents and managers of its activities to achieve company goals. Employee performance is the result of work performed by an individual in carrying out a given task. With high employee performance it is hoped that organizational goals can be achieved. Many factors such as motivation are important and work environment that can affect employee performance. The purpose of this study is to prove that there is a relationship between all variables in non-academic staff at a university located in West Jakarta. This study uses a structural equation model (SEM) involving 120 respondents who are non-academic staff employees at the University located in West Jakarta. Analysis of data processing in this study used Partial Least Square-Structural Equation Modeling (PLS-SEM) with SmartPLS 3.0. Some of the findings in this study are that Organizational Culture affects Employee Engagement. Meanwhile, employee engagement cannot improve employee performance. Furthermore, organizational culture has a positive influence on employee performance. Conversely, employee engagement cannot mediate organizational culture and employee performance.
 Keywords : Organizational Culture, Employee Engagement, Employee Performance.

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.

In an era of increasingly fierce competition, human resources (HR) are crucial to a company's success. Competence, training, and HR development are important elements in improving employee performance. A positive work culture also significantly contributes to employee performance. Insurance Company X, facing challenges in meeting performance targets, is committed to improving HR quality through training and cultivation. Through Insurance Company X's work culture, the purpose of this study is to inspect how employee competence, employee training, and human resource development affect employee performance. The permanent employees of Insurance Company X serve as the unit of analysis in this quantitative study. Data were obtained through an online questionnaire filled out by 136 permanent employees. Data analysis was conducted using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The findings stated that employee competence, employee training, human resource development, work culture have a significant and positive impact on employee performance. By focusing on improving competence, HR development, training, and a good company work culture, the company can ensure that employees are ready to face existing challenges and provide maximum contribution to achieving organizational goals. This study combines four key variables-competence, training, HR development, and work culture in one framework to analyze their influence on employee performance in the insurance industry. The results of this study can be used by management to design strategies to improve employee performance through structured training, competency improvement, continuous HR development, and strengthening a positive work culture that supports productivity and achievement of organizational targets.

Employee performance is a vital issue that attracts the attention of scholars, researchers and practitioners across the globe. In Nigeria, employee performance is becoming an important matter in both public and private organizations. Manufacturing sector in the country is believed to be an engine of economic growth and development. However, the sector has largely been left out of growth process due to its low contribution to the nation’s gross domestic product. Similarly, report on the analysis of Nigerian manufacturing sector by Central Bank of Nigeria revealed that the total contribution of the sector has been declining. Thus, this study examined the effect of job recognition and training on employee performance in manufacturing firms: mediating role of intrinsic motivation. Cross-sectional research design was used to collect data from the 327 respondents. The population of the study comprises of all employees of four major pharmaceutical manufacturing firms in Kano State. The data collected were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) version 3. The result shows that training and job recognition have positive and significant effect on employee performance. At the mediation model, it was found that intrinsic motivation does not significantly mediate the relationship between job recognition, training and employee performance. The study therefore, made recommendations based on the findings.

This study aims to assess how motivation, working conditions, and skills influence employee performance, with work discipline as a mediator, among engineering service staff at PT PLN (Persero) ULP Pangkalan Susu. A quantitative method was used, incorporating survey techniques. This study covered all engineering service staff, and 76 participants were selected using a saturated sampling method. Information was collected through a questionnaire and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results of the study indicate that work discipline has a positive and significant impact on employee performance. It was found that both motivation and skills positively and significantly influence work discipline, while skills also have a positive and significant direct influence on employee performance. On the other hand, the work environment does not show a significant influence on work discipline or employee performance. In addition, work discipline acts as a mediator for the influence of motivation and skills on employee performance, but does not mediate the influence of the work environment on performance. These results indicate that to improve employee performance at PT PLN (Persero) ULP Pangkalan Susu, efforts must prioritize improving employee discipline, motivation, and skills to achieve the best performance improvement.