The Influence of Employee Feedback and Incentives on Employee Work Motivation at CV BWS Trans Lintang, Palembang City

Work motivation is a key factor influencing employee productivity and performance within a company. This study aims to analyze the impact of employee feedback and incentives on increasing employee work motivation at the shipping service company CV BWS Trans Lintang. The research employs a quantitative method, with data collected through questionnaires distributed to all company employees. The obtained data were analyzed using multiple linear regression with the assistance of SPSS version 26. The results indicate that employee feedback has a positive and significant effect on work motivation. Clear and structured feedback enhances employees’ understanding of company expectations and provides encouragement for performance improvement. Additionally, incentives also positively influence work motivation, both in financial and non-financial forms, as they serve as recognition and foster employee loyalty and commitment to the company. Simultaneously, employee feedback and incentives significantly contribute to increasing work motivation. Therefore, the company needs to develop more effective feedback strategies and implement a fair and transparent incentive system. This study provides managerial implications for CV BWS Trans Lintang, emphasizing the importance of improving performance evaluation mechanisms and incentive policies to create a conducive work environment and enhance employee productivity.

Voluntary staff turnover is becoming increasingly common, especially in the IT sector. It can impact job performance and the factors which shape it, such as work motivation. Given this fact, the aim of this paper is to empirically verify the impact of voluntary staff turnover on job performance and work motivation of employees in the IT sector and to verify whether voluntary staff turnover can be a moderator of the relationship between work motivation and job performance of employees in the IT sector. The formulated research hypotheses were verified on a sample of 151 employees from organisations within the IT sector in Poland. To verify the impact of voluntary staff turnover on work motivation and job performance, a correlation analysis was conducted. In order to verify the moderation effect, a regression analysis with a moderator was used. The results of the research reveal that voluntary staff turnover has a negative impact on the job performance of employees from the IT sector. Moreover, voluntar staff turnover is a moderator for the relationship between work motivation and job performance of employees from the IT sector and has a negative impact on this relationship, which means that an increase in voluntary staff turnover reduces the positive impact of work motivation on job performance for employees from the IT sector. In this way, it has been proven that – in terms of impact of work motivation on job performance – the phenomenon of voluntary staff turnover is a negative one, although it is common among employees from the IT sector.

This research was conducted at PT. Rismawan Pratama Bersinar, Sukabumi. In this study using two independent variables namely financial incentives as (X1) and non-financial incentives as (X2) and work motivation as the dependent variable (Y) which has the purpose of knowing: (1) the effect of financial incentives on employee work motivation, (2) the effect of non-financial incentives on employee work motivation, and (3) the effect of financial incentives and non-financial incentives on employee work motivation. The research method in this study is a survey method using a questionnaire distributed to all employees of PT. Rismawan Pratama Bersinar as research respondents totaling 63 people. Quality testing techniques used by researchers are by testing validity and reliability. For data analysis techniques using descriptive analysis, while to test the hypothesis the researcher uses multiple linear regression, partial test and simultaneous test. The results of the calculation of the data that has been processed using the SPSS 25 program shows that (1) financial incentives has a positive and significant effect on work motivation, (2) non-financial incentives has a negative and significant effect on work motivation, and (3) simultaneously financial and non-financial incentives have a positive and significant effect on the work motivation of employees of PT. Rismawan Pratama Bersinar, Sukabumi.

The purpose of this study was to determine the effect of work environment on employee work motivation, determine the effect of organizational commitment on employee work motivation, know the effect of work environment on employee performance, find out the effect of organizational commitment on employee performance, find out the effect of work motivation on employee performance, know the role work motivation in mediating the relationship between work environment and employee performance and knowing the role of work motivation in mediating the relationship between organizational commitment and employee performance. The object of research is employees in the Regional Secretariat of Dharmasraya Regency with a population of 85 people. The sampling technique is done by non-probability sampling with saturation sampling technique where all members of the population are used so that the number of research samples is 85 people. The type of data used is primary data, the data collection method uses questionnaires with a Likert scale. Test the research instrument to test the validity and reliability. Data analysis techniques consist of test data description, assumption test, path analysis and hypothesis testing. The results of the study found that there was a positive and significant influence of the work environment on work motivation, there was a positive and significant effect on organizational commitment to work motivation, there was a positive and significant effect on the work environment on employee performance, there was a positive and significant effect on organizational commitment to employee performance, there was an influence positive and significant work motivation on employee performance, there is no role of work motivation in mediating the relationship between work environment and employee performance with the value of an indirect influence smaller than its direct influence, there is no role of work motivation in mediating the relationship between organizational commitment and employee performance with the value of the indirect effect is smaller than the direct effect. The results of the study suggest that to improve employee performance, it is expected that an increase in work motivation, a conducive work environment and an increase in organizational commitment.

The objective of the paper was to determine the extent of communication dynamics which significantly affects workers motivation and to measure and compare job satisfaction and job motivation of government and private hospital employees. The samples of this study were 157 employees, 97 from a government and 60 from a private hospital. The study used the descriptive research design. Results showed that in the terms of communication dynamics in the workplace, the respondents were satisfactorily satisfied with their respective employer. For work motivation indicators, results revealed that both public and private hospitals were motivated moderately on the aspect of salary and fringe benefits. Moreover, work motivation of employees can be predicted with the type of information flow, feedback and appropriate timing practiced in each institution. The study also showed that there was a positive relationship between communication dynamics and work motivation in such a way that increased management communication activities positively affect employee’s motivation and vice versa. The respondents’ profile, age, length of work experience, employment status and type of hospital affiliation significantly affect the employees’ work motivation. Private medical employees were more motivated to work than did their public counterpart. Keywords - Communication dynamics, Effective feedback, Medical Employees, Type of hospital, work motivation and relationship.

This study aims to determine the implications of organisational justice on increasing work motivation in BJA Medan employees with the research subject of BJA Medan employees. The approach used in this research is qualitative and quantitative. The technique used to reveal the research variables with semi-structured interviews with employees from various backgrounds and the provision of work motivation measurement tools to determine the level of employee work motivation. The results of the analysis show that there is a consensus among employees that distributive justice is a key factor affecting work motivation. Employees feel motivated when distributive justice, procedural justice, interactional justice are met in balance. In conclusion, this study illustrates the influence of organisational justice on work motivation. Distributive justice, procedural justice, and interactional justice were identified as factors that influence employees' work motivation. The findings provide valuable insights for organisations in designing policies and practices that promote organisational justice, thereby enhancing employee work motivation and overall performance.

The aim of this research is to analyze the contribution of: (1) work discipline to teacher performance; (2) work motivation to teacher performance; (3) work environment to performance; and (4) discipline, work motivation, and work environment simultaneously to teacher performance. The research was carried out at state elementary schools in Rantau Utara District, Labuhanbatu Regency. The research population was 396 teachers, and the research sample was 162 teachers. The sampling technique employed in the study involved the use of Isaac and Michael tables along with probability sampling methods. The results of research on simultaneous performance are 80.51%, 3.74%, and 15.76%, meaning that work discipline is the most dominant factor in influencing teacher performance. Teachers who are disciplined in carrying out their duties, show high commitment, are able to manage their time well, and comply with established rules and procedures. Even though the percentage is small, work motivation is an important factor in improving teacher performance. Teachers who have high work motivation will be encouraged to work more enthusiastically, creatively, and innovatively in teaching. A conducive and supportive work environment can help improve teacher performance by providing adequate facilities and infrastructure, creating a positive work atmosphere, and providing opportunities for teachers to develop themselves professionally. Teachers who demonstrate a high level of work discipline tend to contribute to increased performance in carrying out tasks; teachers who have work motivation tend to contribute positively to increased teacher performance; and a conducive work environment tends to contribute to increased overall teacher performance.

This research aims to determine the influence of work discipline and organizational culture on employee performance with work motivation as an intervening variable in the Public Works and Spatial Planning Department of Palembang City. This type of research is associative. The variables used by researchers are work discipline, organizational culture, work motivation and performance. The sample in this research was 125 employees of the Public Works and Spatial Planning Department of Palembang City who were selected using cluster sampling. The data used in this research is primary data with a questionnaire data collection method. The data analysis technique used is Structural Modeling Equation (SEM) with the Lisrel Program Application. The results of this research show that: (1) work discipline has an insignificant effect on employee performance, (2) organizational culture has a positive and significant effect on employee performance, (3) work discipline has a positive and significant effect on employee work motivation, (4) organizational culture positive and significant effect on employee work motivation, (5) work motivation has a positive and significant effect on employee performance in the Palembang City Public Works and Spatial Planning department.

Motivation of subordinates is very important because with motivation they are expected to work hard and enthusiastically so that they can achieve high work productivity. Increasing work motivation can be done by providing incentives, social security, creating a good organizational culture and having superior policies that are easy for employees to accept. BPOM Samarinda Center really needs employees who have high work motivation so that they will have high productivity in improving services to the community in the field of drug and food control. The purpose of this research is to analyze various variables that are used as factors that influence employee work motivation at the Samarinda Balai BPOM. The data analyzed came from questionnaires distributed to 96 employees. Data collection uses saturated sampling (population) techniques. Data analysis used multiple linear regression analysis using the SPSS 22 program. The results showed that simultaneously all independent variables had a significant effect on employee work motivation, while partially only the incentive variable had no significant effect on employee work motivation, whereas social security, organizational culture and policy superiors partially have a significant effect on employee work motivation.

This study aims to analyze the influence of emotional intelligence and transformational leadership on the performance and work motivation of employees at the Regional Revenue Agency of South Konawe Regency, with a total of 61 employees. The method used was SEM-PLS analysis with data collected through questionnaires. The results of the study show that emotional intelligence has a positive and significant effect on employee performance, especially in managing workload, effective communication, and harmonious working relationships. Meanwhile, transformational leadership also improves employee performance through individualized attention, role modeling, motivation, and intellectual stimulation. Emotional intelligence also increased work motivation, but the influence of transformational leadership on work motivation was not significant, suggesting the variability of its effectiveness depending on the specific situation. Employee performance plays a significant role in increasing work motivation, both directly and as a mediator in the relationship of emotional intelligence and transformational leadership to work motivation.

This research is motivated by the storage of archives that are not all in place, and there is still a build-up of archives next to the table or under the table. No special care is taken of the archives that are stored only when there is a rearrangement of the room, and the archives will be cleaned sober. This research was conducted with the aim of 1) Analyzing the influence of employee competence on Records Management; 2) Analyzing the influence of the work environment on Records Management; 3) Analyzing the influence of information technology on Records Management; 4) Analyzing the effect of work motivation on Records Management; 5) Analyze the effect of employee competence on employee work motivation; 6) Analyze the influence of the environment on employee work motivation; 7) Analyze the influence of information technology on employee work motivation. The population is employees of the Ministry of Religious Affairs of Kerinci Regency, with 43 respondents with saturated sampling techniques. The data analysis technique used in this study is quantitative analysis. The data collected in this study were taken from two sources, namely primary and secondary data. Hypothesis testing in this study was carried out by path analysis. Based on the results of the analysis and discussion, it is known that: 1) Employee competence has a significant effect on Archives Management; 2) Work environment has a significant effect on Archive Management; 3) Information technology has a significant effect on Archives Management; 4) Work automation has a significant effect on Archives Management; significant to Records Management; 5) Employee competence has a significant effect on employee work motivation; 6) Environment has a significant effect on employee work motivation; 7) Information technology has a significant effect on employee work motivation.

The results of the regression equation are Y = 13,962 + 0,257X1 + 0,263X2+3,937, Based on this value, it can be said that work ability and work motivation have a positive influence on employee performance at the Regional Secretariat of Seluma Regency. This illustrates that if the variables of work ability and work motivation increase, the performance of employees will also increase. The result of the determination test area 0.334 or (33.4%). This shows that work ability and work motivation affect employee performance at the Regional Secretariat of Seluma Regency by 33.4%, while the rest (100 - 33.4% = 66.6%) are influenced by other variables not examined. Work ability and motivation to work together have an influence on the performance of the employees of the Regional Secretariat of Seluma Regency which can be seen from the significant value of 0.000 which is smaller than 0.05. It can be seen that there is an increase in work ability and work motivation of employees so that the performance of employees at the Regional Secretariat of Seluma Regency will also increase. Work ability has a positive and significant influence on employee performance at the Regional Secretariat of Seluma Regency, it can be seen from the significant value of 0.000, which is smaller than 0.05. Where the work ability of employees at the Regional Secretariat of Seluma Regency can improve employee performance. Work motivation has a positive and significant effect on employee performance at the Regional Secretariat of Seluma Regency, it can be seen from the significant value of 0.003 which is smaller than 0.05. Where the work motivation of employees at the Regional Secretariat of Seluma Regency can improve employee performance.

The Covid-19 pandemic has an impact on employee anxiety to leave the house for activities for a long period of time, this condition triggers a decrease in work discipline in the company which is known from employees arriving late, not being in place during working hours and high levels of employee absenteeism. Another phenomenon is a decrease in employee work motivation which is known from employees who are less diligent, unfocused, less responsive, and less proficient at work. The phenomenon of work discipline and work motivation has an impact on decreasing employee performance. This research aim is to test and analyze the effect of work discipline and work motivation on employee performance at PT. Samawood Utama Works Industries Medan during the covid 19 pandemic. The method used is a quantitative approach with quantitative descriptive research. Methods of collecting data were interviews and questionnaires. The data analysis method used is multiple linear regression. The results obtained are work discipline and motivation individually and simultaneously affect the performance of employees. The ability of the employee performance variable to explain work discipline and work motivation is 73.4%, the remaining 26.6% is explained by variables not observed in this research such as leadership, work environment, and others.

The important role of PT Cahaya Adin Abadi Surabaya is to implement industrial revolution and industrial transformation strategies. This company is a pioneer of human resource placement services, labor recruitment, training and human resource consultants in Surabaya. Based on the background of the problem and the formulation of the problem above, the purpose of this study is to obtain clarity or to describe and analyze, to determine the extent to which the influence of employee development and work motivation together or simultaneously affects the performance of employees of PT Cahaya Adin Abadi Surabaya, to determine the extent to which the influence of employee development and work motivation respectively or partially affects the performance of employees of PT Cahaya Adin Abadi Surabaya, and to determine which of the employee development and work motivation variables has the most dominant influence on the performance of employees of PT Cahaya Adin Abadi Surabaya. In this study, the data analysis technique used Multiple Linear Regression Analysis. This model was chosen because researchers wanted to know how much influence the factors of employee development and work motivation on employee performance in the environment consisted of both simultaneously and partially. Processing the data using the SPSS Ver 21.00 program, the magnitude of the influence of employee development and work motivation on employee performance will be known. Hypothesis testing is done using statistical tests and classical assumption tests. The conclusions that can be drawn from the results of this study include: Employee Development and Work Motivation have a real influence simultaneously (together) on the performance of employees of PT Cahaya Adin Abadi Surabaya (Y), Employee Development and Work Motivation have a real influence partially (individually) on the performance of employees of PT Cahaya Adin Abadi Surabaya (Y), and Among Employee Development and Work Motivation, it turns out that employee development has a dominant influence on the performance of employees of PT Cahaya Adin Abadi Surabaya (Y), with a partial influence of 40.6%.

This study aims to see the influence of 1) Leadership style on employee work motivation 2). Compensation for employee motivation 3). Work motivation on employee performance 4). Leadership style towards employee performance 5). Compensation for employee performance 6). Leadership style towards employee performance with work motivation as an intervening variable. 7). The effect of compensation on employee performance with work motivation as an intervening variable. The study's demographic and sample consisted of all 50 West Sumatra Shipping Polytechnic workers. the process of employing total sampling to calculate the number of samples. By meeting the conditions of the classical assumption test for normality, linearity, multicollinearity, and heteroscedasticity, the data analysis approach employs route analysis. The West Sumatra Shipping Polytechnic personnel' job motivation is significantly impacted by their leadership style and salary, according to the study's findings. In addition, salaries, job motivation, and leadership style all have a big impact on how well West Sumatra Shipping Polytechnic personnel perform. The study's recommendations include that West Sumatra Shipping Polytechnic pay attention to the leadership styles that emerge in workers at work, that the agency focus on raising compensation, and that increased work motivation be taken seriously since it will lead to an improvement in performance.