Employee Performance PT Research Articles

The Influence of Leadership on Employee Performance of PT. Actual Kencana Adhijaya Moderated by Organizational Culture

PT. Actual Kencana Adhijaya engaged in asset assessment (appraisal) and financial management and business consulting services. The purpose of this study is to determine the partial and simultaneous influence of Leadership and Organizational Culture variables on Employee Performance using Linear Regression Analysis. In this study, the influence of the Moderating Variable (Organizational Culture) in Strengthening or Weakening the Influence of Leadership on Employee Performance. From the results of the analysis carried out, it is known that 1) Leadership has a significant influence on Employee Performance with a calculated t value (5.403)> t table (1.985). Where leadership has an influence of 23.5% on employee performance; 2) Organizational Culture has a significant influence where Organizational Culture Weakens the Influence of Leadership on Employee Performance with a calculated F value (64.874)> from F Table (3.094). Where leadership and organizational culture have an influence of 67.7%

The Impact of Quality of Work Life on Employee Performance of PT. Tunas Dwipa Matra Lampung

The Impact of Quality of Work Life on Employee Performance of PT. Tunas Dwipa Matra Lampung

The Influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency

This study aims to analyze the influence of Organizational Culture, Incentives and Motivation on Employee Performance of PT. Niaga Sejahtera Plastik Indonesia in Purwosari, Pasuruan Regency. The total sample of the study was 100 people. The variables used are organizational culture, incentives and motivation as independent variables and employee performance as the dependent variable. Data collection was carried out using a questionnaire and then analyzed using multiple linear regression analysis methods. Hypothesis testing used is the simultaneous significance test (F-test) and partial significance test (T-test). The results of the F test of this study indicate that the variables of organizational culture ( ), incentives ( ), and motivation ( ) have a simultaneous effect on employee performance. While the T test shows that the variable of organizational culture ( ), does not have a partial effect on employee performance, while the variables of incentives ( ), and motivation ( ) have a partial effect on employee performance.

Effect of Organizational Culture, Organizational Communication Mediated by Work Commitment on Employee Performance PT Tata Bara Utama in Central Kalimantan

Research Aims: This study aims to determine the effect of organizational culture, organizational communication mediated by working commitment on employee performance of PT Tata Bara Utama in Central Kalimantan. Design/methodology/approach: This research is a quantitative study by examining the cause-and-effect relationship of the variables of organizational culture, organizational communication mediated by work commitment to the performance of employees a sample of 46 respondents who are still working on the Central Kalimantan project. This research was processed using SmartPLS 3.2. Research Findings: 1) directly organizational culture and organizational communication have a significant and positive effect on employee performance. 2) commitment has no effect on employee performance. 3) Organizational culture has a significant and positive effect on employee performance. 4) organizational communication has no effect on employee performance. 5) indirectly organizational culture and organizational communication have no effect on employee performance mediated by commitment. Theoretical Contribution/Originality: with the research, steps that can be taken by management, namely the need to approach lower-line employees to increase commitment so that it can affect employee performance. Keywords: organizational culture, organizational communication, commitment, employee performance, project.

The Influence of Organizational Culture on Employee Performance in PT. Gas Sembilan Semangat

The Influence of Organizational Culture on Employee Performance in PT. Gas Sembilan Semangat

The Influence Of Job Training and Job Stress on Employee Performance at PT. Muhyi Bazana Putra

In research entitled the influence of Job Training and Job Stress on employee performance, the number of samples taken was 53 PT respondents. Muhyi Bazana Putra, Depok City. The method used is a questionnaire research instrument distributed to employees processed using the SPSS version 25 application. This research was carried out at PT. Muhyi Bazana Putra, Depok City. The variables Job Training (X1) and Job Stress (X2) on employee performance (Y) are processed using correlation analysis, regression analysis, t test, f test and coefficient of determination. The results of this research show that the Job Training variable (X1) has a significant and positive effect on employee performance (Y), the Job Stress variable (X2) has a significant and negative effect on employee performance (Y). Simultaneously Job Training (X1) and Job Stress (X2) have a significant and positive effect on employee performance (Y) PT. Muhyi Bazana Putra, Depok City.

The Effect of Islamic Selection, Training and Job Rotation on Employee Performance PT Rampai Berkah Bersama

Human Resources are required to organize and manage the Company. Companies have to improve the quality of human resources training, starting from selection, training and job rotation. This study aims to determine the effect of Islamic Selection, Training and Job rotation on Employee Performance of PT Rampai Berkah Bersama. This research uses descriptive quantitative by distributing questionnaires to 73 employees of PT Rampai Berkah Bersama, then analyzed using multiple regression analysis. The results showed that partially Islamic selection did not affect the performance of employees of PT Rampai Berkah Bersama, which was indicated by the calculated T value of 0.454>T table 0.230 or a p-value of 0.651>0.05. Training has a significant effect on the performance of employees of PT Rampai Berkah Bersama, which is indicated by the T value of 4.081>T table 0.230 or a p-value of 0.000<0.05. Work rotation has a significant effect on employee performance of PT Rampai Berkah Bersama, which is indicated by the T value of 5.478>T table 0.230 or a p-value of 0.000<0.05. Simultaneously all independent variables (Islamic Selection, Training and Job rotation) have a positive and significant effect on the performance of employees of PT Rampai Berkah Bersama. The results showed no influence between Islamic Selection on the performance of employees of PT Rampai Berkah Bersama, the company should optimize the selection process during interviews, and also be more thorough in the administrative process. Also increase employee training and rotation so that the performance of PT Rampai Berkah Bersama employees can increase.

The Influence of Leadership Communication on Employee Performance of PT. Duta Karya Bersatu Surabaya

Communication is needed in various areas of human life, including in the economic sector, namely business. Communication is important in an organizational group. Employee performance can also be interpreted as the results achieved by an employee in carrying out his duties and responsibilities in working in the company. This research is to find out how the influence of leadership communication on the performance of employees of PT. Duta Karya Bersatu. The type of research in this study is quantitative research. The scale used by the researcher is the Likert scale. The sample in this study is all employees of PT. Duta Karya Bersatu totaling 34 people. Simultaneous leadership communication has an influence of 13.6%, with a significance value (0.032< 0.05) while 86.4% of employee performance is influenced by other variables that are not studied. It is important for companies to continue to develop strong communication to improve employee performance, in order to advance and strengthen the company's foundation.

PENGARUH REWARD DAN PUNISHMENT TERHADAP KINERJA KARYAWAN PADA PT POS INDONESIA (PERSERO) KOTA PADANG

This study aims to determine the effect of reward on employee performance and the effect of punishment on employee performance of PT. Pos Indonesia (Persero) Padang City. With rewards and punishments, it can help the management of human resources that have the potential to improve their performance within the company. This research consists of the theory of human resource management, and the theory of reward, punishment, and employee performance, as well as previous research, frameworks, and hypotheses. This study uses causal associative with a quantitative approach. The population of this study was 133 employees and the sample in this study was 52 employees based on the non-probability sampling technique using the Purposive Sampling Method. Data were collected by using a questionnaire that had been tested for validity and reliability. The data analysis technique used multiple linear regression. Based on the results of the research that the author has researched, it can be concluded that the hypothesis testing for reward and punishment variables on employee performance, based on the F test it was found that H3 was accepted = there was a positive and significant influence between reward and punishment on employee performance. Reward and punishment affect employee performance, this is based on the R2 value of the variation of reward and punishment can be explained by independent variables that can be influenced by other factors not examined in this study. Suggestions from the author to the leadership of PT. Pos Indonesia (Persero) Padang City, to manage the rewards that have been given so far to be adjusted to the standard of work that has been completed by employees, so that employees feel more concerned about their welfare by the company.

The Influence of Work Environment and Authoritarian Leadership with Work Experience as a Moderating Variable on Job Satisfaction and its Impact on Employee Performance PT. XYZ

The Influence of Work Environment and Authoritarian Leadership with Work Experience as a Moderating Variable on Job Satisfaction and its Impact on Employee Performance PT. XYZ

The Effect Of Training And Career Development On Employee Performance PT. Indofood Bengkulu City

This study aims to determine the influence of training and career development on the performance of PT employees. Indofood Bengkulu City. This type of research uses quantitative descriptive research methods. The population used in this study was employees of PT. Indofood Bengkulu City. The number of respondents in the study amounted to 55 people. The method of data collection is using questionnaires and using analysis techniques using multiple linear regression analysis test and hypothesis test i.e. test t and f test. Based on the results of multiple linear regression, the form of regression equation Y= 2.441 + 0.479 X1 + 0.351 X2 and the results of t test and f test this study can be concluded that Training has a positive and significant effect on Employee Performance, this is evidenced by the results of t test showing the value of thitung > ttable (3.392 > 1.674) and (sig α = 0.002 < 0.005). This means that H_0 is rejected and H_a is accepted. Career Development has a positive and significant effect on Employee Performance, this is evidenced by t test results showing thitung values > ttable (3.197 > 1.674) and (sig α = 0.001 < 0.005). This means that H_0 is rejected and H_a is accepted. Training (X1) and Career Development (X2) together have a significant effect on the Performance of Employees (Y) at PT. Indofood City Bengkulu, this is proved by the F test showing a count value > ftable, i.e. 21,277 > 3.17 and (sig α = 0.000 < 0.005). This means that H_0 is rejected and H_a is accepted.

The Influence of Motivation and Organizational Culture on Employee Performance PT Madubaru PG/PS Madukismo

This research examines (1) motivation on employee performance at PT Madubaru PG/PS Madukismo, (2) organizational culture on employee performance at PT Madubaru PG/PS Madukismo, and (3) motivation that determines employee performance and the influence of organizational culture. At PT Madubaru PG/PS Madukismo. This research will study cause and effect relationships using a quantitative approach. This research is classified as survey research whose research instrument is a questionnaire. The sample for this research consisted of 120 employees from all departments of PT Madubaru PG/PS Madukismo. The sampling technique used was proportional sampling. Data was collected using a questionnaire which was tested for validity and reliability. The data analysis technique used is multiple regression. The test results state: (1) motivation has a positive and significant effect on the performance of PT Madubaru PG/PS Madukismo employees. It can be seen that the beta coefficient (β) is 0.135 (p=0.039) and contributes to the influence of motivation on employee performance at PT Madubaru PG/PS Madukismo of (∆R2) 0.045; (2) organizational culture has a positive and significant effect on the performance of PT Madubaru PG/PS Madukismo employees. It can be seen from the beta coefficient (β) of 0.281 (p=0.003) and the contribution of organizational culture to employee performance at PT Madubaru PG/PS Madukismo of (∆R2) 0.090; and (3) motivation and organizational culture have a positive and significant influence on the performance of PT Madukismo employees. It can be seen using the statistical results of the regression test that motivation with a beta coefficient (β) of 0.276 (p=0.024) and organizational culture (β) of 0.123 (p=0.003) have a positive and significant effect on employee performance. The contribution of the influence of motivation and organizational culture on employee performance is (∆R2) 0.085 (8.5%) and the rest are other variables.

The Mediating Role of Job Satisfaction on Training and Compensation on Employee Performance PT. Micro Madani Institute

Analyzing training affects employee job satisfaction, compensation affects employee job satisfaction, training affects work performance, compensation affects employee work performance, employee job satisfaction affects work performance training affects performance through employee job satisfaction, compensation affects work performance through employee job satisfaction. Quantitative research using PLS4 to measure Likert scale. Samples are 101 PT Micro Madani employees. The results are training has significant effect on job satisfaction, compensation has significant effect on job satisfaction, training has no significant effect on performance, compensation has significant effect on performance, job satisfaction has significant effect on performance, training has no significant effect on performance through job satisfaction as an intervening, compensation has significant effect on performance through job satisfaction as an intervening

The Influence of Human Resources Audit and Internal Control System on Employee Performance in PT. Subur Sedaya Maju Prabumulih

The Influence of Human Resources Audit and Internal Control System on Employee Performance in PT. Subur Sedaya Maju Prabumulih

Effect of Work Quality On Employee Performance In PT. Summa Logistics Nusantara

Effect of Work Quality On Employee Performance In PT. Summa Logistics Nusantara

The Influence of Organizational Culture, Work Environment, and Leadership on Employee Performance PT Talenta Heba Parnita Depok

This study aims to determine the direct influence of organizational culture, work environment, and leadership on employee performance at PT Talenta Heba Parnita Depok. The sample in this study 57 people were using the method of determining saturated sampling techniques. The instrument test technique in this study uses the IBM Statistical Package For Social Sciences (SPSS) software application with the regression analysis method. The results showed that organizational culture, work environment, and leadership simultaneously and partially had a positive and significant effect on employee performance.

The Effect of Work-Life Balance and Compensation on Employee Performance Through Job Satisfaction as an Intervening Variable

This study aims to determine and analyze whether there is an influence of work-life balance and compensation on employee performance with job satisfaction as an intervening variable in employees of PT Indominco Mandiri, East Kalimantan. This research is a quantitative study with descriptive and explanatory research methods. The population in this study were employees at PT Indominco Mandiri, East Kalimantan, totaling 230 people while the research sample was obtained as many as 145 people. Data collection techniques in this study were questionnaires, interviews, and observations. Data analysis techniques using associative and quantitative approaches with SmartPLS shower. The results showed that work-life balance has a negative and insignificant effect on the employee performance of PT Indominco Mandiri. Compensation has a positive and significant effect on the employee performance of PT Indominco Mandiri. Work-life balance has a positive and significant effect on the job satisfaction of PT Indominco Mandiri employees. Compensation has a positive and significant effect on the job satisfaction of PT Indominco Mandiri employees. Job satisfaction has a positive and significant effect on the employee performance of PT Indominco Mandiri. Work-life balance indirectly through job satisfaction as an intervening variable has a positive and significant effect on employee performance of PT. Indominco Mandiri. Compensation indirectly through job satisfaction as an intervening variable has a positive and significant effect on the employee performance of PT Indominco Mandiri

The Effect of Job Training on Employee Performance PT. XYZ (Karawang Plant)

This research is entitled The Effect of Job Training on Employee Performance at PT.XYZ plant Karawang. The aim of this research is to explain the effect of job training on employee performance at the company. This research uses a form of survey research with the formulation of associative hypotheses carried out on 46 employees as respondents at the company. The data collection technique in this research uses a questionnaire with a Likert measurement scale. The t test can be produced with a calculated t count of 10.828 > t table 1.678, simple linear regression can produce a constant value of 3.039, and a coefficient for variable B of 0.909 and from the results of calculating the coefficient of determination, an r² value of 72% is obtained, meaning that the job training variable has an influence positive impact on the performance of PT.XYZ with calculations using the SPSS program. while the rest is influenced by other variables.

The Influence of Organizational Motivation and Commitment on Employee Performance PT Harian Rakyat Merdeka South Jakarta

The purpose of this research is to determine the influence of motivation and organizational commitment on employee performance at PT Harian Rakyat Merdeka Jakarta. The method used is quantitative. The sampling technique used saturated sampling and a sample of 60 respondents was obtained. Data analysis uses validity tests, reliability tests, classical assumption tests, regression analysis, correlation coefficients, coefficients of determination and hypothesis testing. The results of this research are that motivation has a significant effect on employee performance with a coefficient of determination value of 35.9%. Proven by the calculated t value > t table = (5.836 > 1.984). Organizational commitment has a significant effect on employee performance with a coefficient of determination value of 34.6%. Proven by the calculated t value > t table = (5.042 > 1.984). Motivation and Organizational Commitment simultaneously have a significant effect on employee performance with the regression equation Y = 1.881 + 0.670 x1 + 0.366 x2, a correlation value of 0.751. The coefficient of determination value is 34.6% while the remaining 65.4% is caused by other factors. Hypothesis testing obtained calculated F value > F table or (36.913 > 3.092).

The Effect of Compensation and Rewards on Employee Performance of Pt. Hasjrat Multifinance

Compensation and rewards are important aspects to improve employee performance. Compensation is an individual driver in carrying out activities and providing good results. The awards given will spur employees' enthusiasm in working to achieve the company's goals. The purpose of the study was to determine the influence of compensation and rewards on employee performance. The population in this study is all employees of PT. Hasjrat Multifinance. Sampling was carried out by simple random sampling. The number of samples in this study was 115 respondents. The results obtained Compensation had a positive and partially significant influence on Employee Performance with a tcount of 3.113 > ttable 1.65845 and a significance of 0.002 < 0.05. The award had a negative and negative effect on Employee Job Satisfaction as evidenced by the Tcount test result score of 3.963 < Ttable 1.65845 and significance of 0.000 < 0.05. Furthermore, Compensation and Awards have a positive and significant effect simultaneously on the variables bound by Employee Performance. This result was obtained from the results of Fcal 12,980 > Ftable 3.08 and 0.000 < 0.05 The influence of both Compensation and Reward on the Employee Performance variable was 18.8%. Furthermore, the other 81.2% were influenced by other factors.