The Influence of Work Motivation and Compensation on the Performance of Service Division Employees

This study examines the impact of Work Motivation and Employee Competence on Employee Performance within technology sector organizations in the creative industry. Job motivation and employee competency were the primary factors significantly influencing job effectiveness and efficiency. This study employs a quantitative methodology via a survey approach, wherein data is gathered via questionnaires administered to employees. The analytical results indicate that Work Motivation and Employee Competence strongly influence Employee Performance. Work motivation exerts a more significant influence than employee competence, yet both positively enhance performance.This study revealed a strong correlation between Work Motivation and Employee Competence, indicating that highly motivated individuals typically exhibit superior competence. This discovery underscores the need to focus on these two elements to enhance employee performance. This study suggests that factors beyond Work Motivation and Employee Competence also influence Employee Performance, warranting more investigation to discover these elements.The study's findings suggest that management in the technology sector creative organizations should prioritize enhancing employee work motivation by offering rewards and incentives and fostering a supportive work environment. Moreover, initiatives to enhance Employee Competence via training and professional development are crucial to guarantee that employees possess sufficient skills and knowledge. Consequently, employee performance may be markedly enhanced. This study offers insights for firms to develop more successful human resource management strategies, emphasizing motivation and competence as crucial elements for achieving optimal performance.

In the context of today's advanced economic development, companies aim to create jobs and improve the economy. This study examines the influence of organizational culture, compensation, and work motivation on employee performance at PT. Romi Violeta, a furniture company. Despite extensive research on employee performance determinants, the specific impacts of these factors within the Indonesian furniture industry remain underexplored. This study addresses this gap by utilizing a quantitative method with a sample of 133 employees selected through purposive sampling. Data analysis was performed using multiple linear regression with SPSS version 22. The findings reveal that organizational culture, compensation, and work motivation each positively affect employee performance. Furthermore, when considered together, these factors significantly enhance employee performance. Among them, compensation is the most dominant factor due to the substantial impact of adequate wages on optimizing employee performance. These results suggest that fostering a strong organizational culture, providing fair compensation, and enhancing work motivation are crucial strategies for improving employee performance in similar industrial contexts. Highlight: Positive Impacts: Organizational culture enhances employee performance. Dominant Factor: Compensation most influences employee performance. Combined Effect: Culture, compensation, and motivation jointly boost performance. Keywoard: Organizational Culture, Compensation, Work Motivation, Employee Performance, Quantitative Analysis

Purpose:This research investigates the mediating role of Organizational Citizenship Behavior (OCB) in the relationship between organizational commitment, work motivation, and employee performance at Eden Hotel Kuta Bali. Specifically, the study aims to assess how organizational commitment and work motivation influence employee performance directly and indirectly through OCB, thereby providing insights into strategies for improving employee performance and achieving organizational goals in the hospitality industry. Methodology:This research utilizes a quantitative approach to examine the impact of organizational commitment and work motivation on employee performance, with organizational citizenship behavior (OCB) serving as an intervening variable at Eden Hotel Kuta Bali. The study's population includes all 106 Eden Hotel Kuta Bali employees, with a census. Inferential Analysis: Employs Structural Equation Modeling (SEM), specifically Partial Least Squares (PLS), to test the empirical model and hypotheses proposed in the study. Findings:The results of this study indicate that among the three variables examined for their impact on employee performance, organizational commitment, work motivation, and organizational citizenship behavior all have a positive and significant effect on employee performance at Eden Hotel Kuta Bali. Employee performance is also expected to increase as organizational commitment, work motivation, and organizational citizenship behavior improve. Implication:This research indicates that organizational commitment, work motivation, and organizational citizenship behavior all positively and significantly impact employee performance at Eden Hotel Kuta Bali. Additional studies will help identify and understand other aspects influencing employee performance in a broader context, providing deeper insights into the factors contributing to improved employee performance across various organizational settings

This research aims to identify the influence of the health information system (SIK) and work motivation on employee satisfaction and performance at the Surabaya City Health Service Community Health Center, with job satisfaction as a mediating variable. This research uses a quantitative approach with a survey method. Data was collected through questionnaires distributed to 317 respondents selected using cluster techniques random sampling. Data analysis was carried out using a Structural Equation Model (SEM) based on Partial Least Square (PLS) to test the research hypothesis. The research results show that GIC has no effect on satisfaction. Work motivation was found to have a significant influence on job satisfaction. Motivated employees tend to have higher job satisfaction, driven by factors such as recognition, responsibility, and advancement opportunities. Apart from that, this research found that SIK did not have a significant effect on employee performance but work motivation had a positive effect on employee performance. Job satisfaction was also found to have a significant effect on employee performance, indicating that satisfied employees tend to have better performance. Job satisfaction is not proven to mediate the influence of SIK on employee performance, but it does mediate the influence of work motivation on employee performance. This research provides practical implications for Puskesmas management and policy makers in the health sector to focus on developing effective SIK and programs to increase work motivation to increase employee satisfaction and performance. The results of this research also provide theoretical contributions by enriching the literature on the influence of SIK and work motivation on individual performance in the context of health service organizations.

This study aims to analyze various factors that influence employee performance at Coffee Coftea Kendari. Specifically, this study examines (1) the influence of the work environment on employee performance, (2) the influence of work discipline on employee performance, (3) the influence of the work environment on employee performance, (4) the influence of work discipline on employee performance, (5) the influence of work motivation on employee performance, (6) the influence of the work environment on employee performance through work motivation, and (7) the influence of work discipline on employee performance. The results of the study indicate that the work environment has a positive and significant effect on employee performance at Coffee Coftea Kendari. This means that the better the work environment provided, the higher the employee performance. However, the work environment does not have a significant effect on work motivation. This shows that although a comfortable work environment can improve performance, work motivation factors are more influenced by other variables, such as work discipline. Work discipline has been shown to have a positive and significant effect on work motivation and employee performance. This shows that employees who have high work discipline tend to have a stronger motivation to work well, which in turn improves their performance. Work motivation was also found to have a positive and significant influence on employee performance, confirming that high motivation can encourage employees to improve their productivity and work quality. Furthermore, this study also found that work motivation only significantly mediated the effect of work discipline on employee performance, but did not mediate the effect of the work environment on employee performance. This means that although work motivation plays an important role in improving performance influenced by work discipline, motivation does not act as a mediator linking the work environment to employee performance.

The formulation of the problem in this research is how the influence of organization climate on employees performance. How influence of work motivation on employees performance. How influence of work satisfaction on employees performance. How influence of organization climate, work motivation and work satisfaction on employees performance. The purpose of this research is for know influence and analize of organization climate on employees performance. For know influence and analize of work motivation on employees performance. For know influence and analize work satisfaction on employees performance. For know influence and analize organization climate, work motivation and work satisfaction on employees performance. The sample in this research is 95 employees, with data analysis technique used is multiple linear regression analyze. The results of this research explain that organization climate effect has a positive and significant on employee performance. Work motivation effect has a positive and significant on employee performance. work satisfaction effect has a positive and significant on employee performance. Organization climate, work motivation and work satisfaction effect have a positive and significant on employee performance.

This study aims to determine the effect of work discipline and work motivation on employee performance at PT. Exabb Energy Nusantara. The research method used is quantitative, with a total population and sample of 80 respondents. Data analysis includes validity and reliability tests, classical assumption tests, regression analysis, correlation analysis, determination analysis, and hypothesis testing. The results of this study indicate a strong correlation between work discipline and work motivation in influencing employee performance. The multiple linear regression equation shows that an increase in work discipline positively impacts employee performance, as does an increase in work motivation. The coefficient of determination suggests that work discipline and work motivation contribute significantly to improving employee performance, while the remaining portion is influenced by other factors. Furthermore, hypothesis testing confirms that work discipline and work motivation simultaneously have a significant impact on employee performance. These findings provide valuable insights for organizations in formulating policies and strategies aimed at enhancing employee performance. Improving work discipline and motivation can be an effective approach to achieving better organizational outcomes.

The role of good leadership tends to diminish, likewise with employee motivation which influences low employee performance. A decrease in employee performance has a significant impact on employee work results. This condition affects the profits generated by the company. If this happens continuously, of course, there will be a deficit that the company will experience. This research aims to determine the influence of leadership style on employee performance, the influence of work motivation on employee performance, to determine the influence of leadership style and work motivation on employee performance. 
 The results of the coefficient of determination test or R square value are 0.726, so it can be concluded that leadership style and work motivation have a strong influence on employee performance. The results of hypothesis testing regarding the influence of leadership style on employee performance resulted in the t-count of leadership style being 2.508 > 1.998 so it can be concluded that there is a significant influence between leadership style on employee performance. The influence of work motivation on employee performance results in a t-count of work motivation of 2.878 > 1.998 so it can be concluded that there is a significant influence between work motivation and employee performance. The hypothesis test (F test) produces F - count > F - table, namely 5.133 > 2.36. This means that there is a significant simultaneous influence between the variables of leadership style and work motivation on employee performance.
 Keywords: Leadership Style, Motivation, and Employee Performance.

In limiting the scope of this research, the author focuses only on the influence of work motivation, work environment and work culture on the performance of employees in the Bengkulu City Trade and Industry Department. The research object is permanent employees of the Bengkulu City Trade and Industry Department. The type of research used in this research is explanatory research. Based on the results of research on work motivation variables, it can be concluded that partially work motivation variables influence employee performance. The T-test value for Work Motivation (X1) is 11.995 > 1.673 with a sig value of 0.000 > 0.05, so H0 is rejected and H1 is accepted. Regarding work environment variables, it can be concluded that partially work environment variables influence employee performance. The T-test value for the Work Environment (X2) is 2.683 > 1.673 with a sig value of 0.010 > 0.05, so H0 is rejected and H1 is accepted. Regarding the work culture variable, it can be concluded that the work culture variable partially influences employee performance. The T-test value for Work Culture (X3) is 3.220 > 1.673 with a sig value of 0.002 > 0.05, so H0 is rejected and H1 is accepted. Regarding the variables of work motivation, work environment and work culture, it can be concluded that simultaneously the variables of work motivation, work environment and work culture influence employee performance. The Fcount test result was 55.363, while the Ftable value was used at a significance level of 5% with df= n-k (59-3-1=55) so that an Ftable of 2.01 was obtained. meaning that work motivation (X1), work environment (X2), work culture (X3) have a significant effect on employee performance (Y).

Competence is the ability of an employee to carry out tasks. Work motivation is an encouragement that comes from the employee. Performance is the result of work both in quality and quantity. This study aims to determine the effect of work competence and motivation on employee performance at Dinas Perikanan Kabupaten Pesisir Barat.The research conducted was quantitative descriptive research. This study used 56 research respondents. There are three variables in this study, namely: 2 (two) independent variables (X1 and X2) and 1 (one) dependent variable where competence (X1) and work motivation (X2) are independent variables and employee performance (Y) as the dependent variable.From the results of data processing, the following hypothesized answers have been found; there is the influence of competence (X1) on employee performance (Y), with a level of influence of 65.7% There is an influence of work motivation (X2) on employee performance (Y) with a level of influence of 70.8%. There is an influence of competence (X1) and work motivation (X2) together on employee performance (Y), with a level of influence of 77.2%. Keywords : Competence, work motivation, employee performance

The study aims to determine the effect of work stress and work motivation on employee performance. Specifically this study aims to find out how the influence of job stress on employee performance and know how well the influence of work motivation on employee performance, and to know the influence of work stress and work motivation on employee performance at PT. Tirta Mahakam Resources Tbk Samarinda. In this study the main problem is whether there is influence of work stress and work motivation on employee performance at PT. Tirta Mahakam Resources Tbk Samarinda partially or simultaneously. The method of analysis used in this research is descriptive analysis method and quantitative analysis that is by multiple linear regression analysis. The population in this study is the number of permanent employees in the production of PT. Tirta Mahakam Resources Tbk Samarinda in 2017 as many as 792 population. The sample in this research using simple random sampling by using slovin formula technique, so sample taken as many as 266 samples of employees remain part production PT. Tirta Mahakam Resources Tbk Samarinda. The results showed that the value of F arithmetic = 143,844, using the significance limit of 0.05, then obtained the significance value is smaller than 0.05 is 0.000, it means that simultaneously the variable work stress and work motivation significantly influence employee performance. The coefficient of determination (R2) is 0,522 or 52,2%, hence coefficient simultaneously in explaining variation or change of dependent variable (Y) found the influence of free variable 52,2%, while the rest is 47,8%. The result of hypothesis testing (H1) through the calculation results obtained t count value of 15,444 with the significance level of 0.000 results is smaller than 0.05, which means that the hypothesis in this study Ho rejected and Ha accepted. This test statistically proves that work stress has positive and dominant effect to employee performance. The result of hypothesis testing (H2) through the calculation results obtained t count value of 3.215 with the significance of the result of 0.001 is smaller than 0.05, which means that the hypothesis in this study Ho rejected and Ha accepted. This test statistically proves that the motivation has a positive effect on the performance of employees of PT. Tirta Mahakam Resources Tbk Samarinda.

Achieving the SDGs (Sustainable Development Goals) targets and being linked to Minimum Service Standards (SPM), for this reason it is necessary to make efforts to improve health programs that touch directly to the community, equalize access and improve the quality of health services, develop health and management systems that are able to improve and developing health workers. To achieve all this, it is very necessary to have optimal employee performance. Therefore, it is necessary to know the factors that can influence employee performance, both direct and indirect influences. This research was conducted at the Kampar District Health Service which is located on Jalan DR. A Rahman Saleh No.22, Bangkinang, Bangkinang District, Kampar Regency City, Riau 28463. The aim of this research is to find out and analyze; 1) the influence of supervision on employee work motivation; 2) the influence of work culture on employee work motivation, 3) the direct influence of supervision on employee performance, 4) the direct influence of work culture on employee performance, 5) the influence of work motivation on employee performance, 6) the indirect influence of supervision on employee performance through employee work motivation and 7) the indirect influence of work culture on employee performance through employee work motivation. This research uses primary data and secondary data obtained by distributing questionnaires, interviews, documentation and research files. The population of this research was all employees at the Kampar District Health Service, totaling 85 employees and all of them were used as samples. The data analysis tool in this research uses the Structural Equation Modeling (SEM) model and in data processing the SmartPLS version 3.0 software is used, and hypothesis testing is carried out at an alpha of 5%. The results of this research conclude that 1) supervision has proven to have a significant effect on employee motivation; 2) work culture is proven to have a significant influence on employee work motivation, 3) direct supervision is proven to have a significant influence on employee performance, 4) work culture is not proven to have a significant influence on employee performance, 5) work motivation is proven to have a significant influence on employee performance, 6 ) indirect supervision is proven to have a significant effect on employee performance through work motivation and 7) work culture is indirectly proven to have a significant effect on employee performance through employee work motivation

The problems in this research are: how the influence of the work environment, professional commitment, motivation and work stress partially and jointly on the performance of employees at the Pratama Pekanbaru Tax Service Office Handsome ?. Research objectives: To find out the effect of the work environment, professional commitment, work motivation and stress partially and jointly on employee performance at the Pratama Pekanbaru Tax Office Handsome. The hypothesis proposed is: Work environment, professional commitment, work motivation and stress partially and simultaneously have a significant effect on employee performance at the Pratama Pekanbaru Tampan Tax Office. The study was conducted at the Pratama Pekanbaru Tax Service Office Handsome Road Ring Road Arengka II / SM Amin Road Simpang Baru Pekanbaru, with a population of 98 people, and a study sample of 96 people. Based on the results of the analysis, there is a significant influence between the work environment on the performance of the Pratama Pekanbaru Tampan Tax Office employees, because according to the results of the analysis t count t-table (2.932 1.67) at n = 96 with a 95% significance level. There is a significant influence between the professional commitment to the performance of the Pratama Pekanbaru Tampan Tax Office employees, the result of the analysis is t count t-table (1.975 1.67) at n = 96 with a significance level of 95%. There is a significant influence between work motivation on the performance of the Pratama Pekanbaru Tampan Tax Office employee, because according to the results of the analysis t count t-table (2.007 1.67) at n = 96 with a significance level of 95%. There is a significant effect between work stress on the performance of the Pratama Pekanbaru Tampan Tax Office employees, because according to the results of the t-count analysis t-table (-1.605 1.67) at n = 96 with a significance level of 95%. Value of F-count F table (14,321 2,46) together (multiple) there is a positive and significant influence of work environment, professional commitment, motivation and work stress on the performance of the Pratama Pekanbaru Tampan Tax Office employees. Thus the hypothesis proposed is accepted by the truth.

Facing increasingly tight competition in the era of economic globalization requires PT. Freeport Indonesia Industri to improve work ability, work motivation and work discipline in order to improve employee performance. The problem faced is that employee performance is not optimal, so that work ability, work motivation and work discipline need to be further improved. The purpose of this study: to determine the effect of work ability on work performance at PT Freeport Indonesia to determine the effect of discipline on performance at PT Freeport Indonesia To determine the effect of motivation on employee performance at PT Freeport Indonesia to determine the effect of discipline and motivation on employee performance at PT Freeport Indonesia. There is an influence of work ability, discipline and motivation on employee performance at PT. Freeport Indonesia. There is an influence of motivation on employee performance on the influence of work ability, discipline and motivation on employee performance at PT. Freeport Indonesia There is an influence of discipline on employee performance at PT Freeport Indonesia In this study an associative approach was used. Approach and quantitative work ability, work ability Discipline and motivation have a significant effect on employee performance, meaning that the more work ability is improved, discipline will increase, then performance will increase and if the motivation given is better, performance will also increase significantly.

This study aims to determine the influence of organizational culture, job rotation, and work motivation simultaneously on employee performance at the Lubuk Pakam Pratama Tax Services Office. The research was conducted at the Lubuk Pakam Pratama Tax Services Office on Jalan P Diponegoro Number 30-A, Medan, with a population of 122 individuals and a research sample of 55 individuals. Data collection was carried out through interviews, questionnaires, and documentation. The data analysis method used was multiple regression analysis using the IBM SPSS Statistics software version 25. The findings of the analysis reveal that the performance of employees at the Lubuk Pakam Pratama Tax Services Office is positively influenced by organizational culture, as evidenced by the results of the t-table analysis (3.603 > 2.008) at n = 55 and a 95% significance level. Job rotation does not significantly affect the performance of Lubuk Pakam Pratama Tax Services Office employees, supported by the t-value < t-table analysis (0.444 < 2.008) at n = 55 at a 95% significance level. On the other hand, work motivation has a significant impact on the performance of employees at the Lubuk Pakam Pratama Tax Services Office, as supported by the t-value > t-table (3.613 > 2.008) at n = 55 with a 95% significance level. The calculated F-value > F-table (21.926 > 2.79) indicates that collectively, there is a positive and significant influence of organizational culture, job rotation, and work motivation on the performance of Lubuk Pakam Pratama Tax Services Office employees.