Employee Performance Research Articles

Pengaruh Lingkungan Kerja dan Disiplin Kerja terhadap Kinerja Pegawai pada Kantor Kecamatan Beji Kota Depok

Beji Sub-district Office is 1 of 11 sub-districts in the city of Depok which has the task of assisting the Mayor in coordinating the administration of general government affairs, government affairs in the field of community empowerment and urban villages as well as the delegation of part of government affairs in other fields. The purpose of this study was to determine the effect of work discipline and work environment on the performance of Beji District employees in Depok City. The research was conducted for 3 months (April - June 2024). Data collection methods are through interviews, questionnaires and observations distributed to 58 respondents. The analysis method is quantitative statistics. Data analysis includes instrument quality tests consisting of validity and reliability tests, classical assumption tests, t tests and F tests. The results of this study indicate that the Work Environment partially has a positive and significant effect on the Performance of Employees of the Beji District Office. Work Discipline partially has a positive and significant influence on the Performance of Employees of the Beji District Office. Work Environment and Work Discipline simultaneously have a positive and significant influence on the Performance of Employees of Beji Subdistrict Office. The implication of the results of this study is that providing a good work environment and work discipline will improve employee performance..

Live Survival Strategy to Grow Entrepreneurial Interest in the Perspective of Maqashid Asy-Syari'ah (On Deaf-Mute Disabilities UPT RSBRW - Pasuruan)

Difficulties for people with hearing and speech impairments in accessing formal employment because companies only open and look for workers in the physically & mentally healthy category, to increase productivity & effectiveness of employee performance. While getting a job is very important & fundamental for sustainability & continuity. One of the problems faced by people with hearing impairments is how to develop skills & knowledge according to their talents and interests, so that they are able to move independently in fulfilling and prospering their needs & desires without depending on the informal sector.This research is descriptive research with a qualitative approach. The researcher will describe survival strategies to foster interest in entrepreneurship for people with hearing and speech impairments according to field conditions with the aim of finding a comprehensive survival strategy formulation. From the results of data analysis in the field, it is clear that the concept of success in the presence of limitations / impairments is that there are 3 types of survival strategies used by people with hearing and speech impairments, namely: active strategy (having, independence, confidence, enthusiasm, optimism, perseverance), passive strategy (making savings in meeting needs: dharuriyat, hajiyat, tahsiniyat, and implementing rational consumption patterns/ mustahlik al-aqlani), network strategy (using available accessibility & building relationships with related agencies).

Pengaruh Beban Kerja dan Lingkungan Kerja terhadap Kinerja Pegawai Kecamatan Beji Kota Depok

The function of human resources is very important. In achieving organizational goals, it is seen as an important driving force. Only with the hard work of the organization's human resources can the company's goals be realized. This study aims to determine whether the variables of workload, work environment partially affect employee performance and to determine whether workload and work environment simultaneously affect employee performance at the Beji District Office, Depok City. This research method uses a quantitative method. The sampling technique in this study used a saturated sampling technique of 58 people. This study uses primary data and data collection techniques using questionnaires which will then be analyzed using validity tests, reliability tests, normality tests, heteroscedasticity tests, multicollinearity tests, linearity tests, multiple linear regression tests, t tests, f tests, determination coefficient tests. The results of this study indicate that workload partially affects employee performance positively and significantly, while the work environment partially does not affect employee performance positively and significantly. So it can be concluded that workload and work environment simultaneously affect employee performance positively and significantly

Generative AI as a catalyst for HRM practices: mediating effects of trust

This study investigated the impact of generative AI tools on human resource management practices, organizational commitment, employee engagement, and employee performance. The authors also investigated the mediating role of trust in the relationship between user perception and organizational commitment. A structured questionnaire was used to collect the data from the information technology industry employees to measure the 9 reflective constructs optimism, innovativeness, ease of use, usefulness, trust, organizational commitment, vigor, dedication, and employee performance. Two constructs, ease of use and usefulness, are modeled as a higher-order construct – User Perception, whereas vigor and Dedication are modeled as another higher-order construct, Employee Engagement. The mode-fit indices were assessed for both the higher- and lower-order constructs, and the model-fit indices for both the models, higher- and lower-order constructs reveal an excellent model fit. Positive and statistically significant impacts were observed between the study constructs. The impact of organizational commitment on employee engagement was positive and statistically significant, and in turn, the impact of employee engagement on employee performance was also positive and statistically significant. Trust partially mediated the relationship between user perception and organizational commitment, fostering enhanced employee engagement and performance. The theories of technology readiness, stimulus-organization-response, and technology acceptance model were utilized in the development of the study’s theoretical framework, which provided fresh perspectives on how employee engagement, organizational commitment, and performance are influenced by user experience and trust in the context of generative AI. Theoretically, it opens up new applications such as personalized education and services, digital art, and realistic virtual assistants that were previously unfeasible or impractical for automation. The practical implications are that the field of interdisciplinary research as well as the information technology industry will be greatly impacted by generative AI. To facilitate swift adoption, the principles of generative AI are conceptualized from model-, system-, and application-level perspectives in addition to a social-technical perspective, where they are explicated and defined. In the end, our research has given future scholars a significant research agenda that will enable them to study generative AI from different theoretical perspectives while incorporating the concepts from these theories.

Pengaruh Pelatihan Kerja terhadap Kinerja Karyawan dengan Kompetensi Karyawan Sebagai Variabel Mediasi pada Departemen Produksi pada Salah Satu Perusahaan Tambang di Indonesia

This study aims to analyze the impact of job training on employee performance, with employee competency serving as a mediating variable. This quantitative research collected data through questionnaires. The respondents comprised 202 employees from the production department of PT XYZ, selected using proportional stratified random sampling. Data processing employed Structural Equation Modeling Partial Least Squares (SEM PLS), incorporating convergent validity tests, discriminant validity tests, and composite reliability tests. The analysis techniques included path coefficient analysis, R-square testing, bootstrapping, and specific indirect effect testing. The findings of this study are: (1) job training has a significant effect on employee performance; (2) job training significantly influences employee competency; (3) competency significantly impacts employee performance; and (4) competency significantly mediates the effect of job training on employee performance. This research provides new insights into the mediating role of employee competency in the relationship between job training and employee performance within the context of an mining industry. The study contributes to the body of knowledge by highlighting the importance of competency development through job training to enhance employee performance. It offers practical implications for human resource practices in similar industrial settings, emphasizing the critical role of competency as a mediator.

Pengaruh Motivasi dan Lingkungan Kerja Terhadap Kinerja Karyawan Kompartemen Sekretariat Perusahaan & Tata Kelola PT Pusri Palembang dengan Disiplin Kerja Sebagai Variabel Intervening

The study aims to determine the Influence of Motivation and Work Environment on Employee Performance in the Corporate Secretariat Compartment & Governance of PT Pusri Palembang with Work Discipline as an Intervening Variable. The population of this study was 42 people. Data analysis used in this study is the Structural Equation Model (SEM) analysis method operated through the Partial Least Square (PLS) program. The results of the study indicate that there is an Influence of Motivation and Work Environment on Employee Performance in the Corporate Secretariat & Governance Compartment of PT Pusri Palembang with Work Discipline as an Intervening Variable with the equation Y = 0.419x1 + 0.407x2 + ε1 and the equation Z = 0.244x1 + 0.142x2 + 0.665Y + ε2 there is an influence of Motivation on Work Discipline indicated by the equation of the t-statistic value of 2.545> 1.960 and p-values ​​of 0.011 <0.05, the Work Environment has a significant effect on Work Discipline indicated by the t-statistic value of 2.492> 1.960 and p-values ​​of 0.013 <0.05, Motivation has an effect on Employee Performance indicated by the t-statistic value of 2.534> 1.960 and p-values ​​of 0.012 <0.05, Work Environment affects Employee Performance indicated by t-statistics of 2,289> 1,960 and p-values ​​of 0.022 <0.05, Work Discipline affects Employee Performance with t-statistics of 7,584> 1,960 and p-values ​​of 0.000 <0.05. The R2 value for the latent variable Work Discipline of Work Discipline as a mediating variable is 0.541, which means that the value identifies that variations in employee Work Discipline can be explained by exogenous latent variables (Motivation and Work Environment) of 54.1% while the remaining 45.9% is explained by other variables. The R2 value for the latent variable Employee Performance is 89.7% while the remaining 10.3% is explained by variables not included in the study. The larger the R-square number indicates that the greater the independent variable can explain the dependent variable, so the better the structural equation.

Optimalisasi Kinerja Karyawan: Hubungan Motivasi Kerja, Pembinaan Disiplin, dan Persepsi Atasan di Departemen Human Resource Pada PT. X

The decline in employee performance in terms of employee performance appraisal aspects of PT X company still has to be improved, especially in terms of processing time and conformity to standards in work, this is expected to increase if work motivation and discipline coaching are improved. The purpose of this study was to see respondents' responses about work motivation and employee discipline coaching on performance. The Human Resource Department of PT X is in good criteria. The sample used was 37 respondents and direct supervisors in the Human Resource Department. In the sampling technique, a saturated sampling method was used, and the data was analyzed using multiple linear regression. The results of this study indicate that work motivation does not have a positive effect on employee performance. However, employee discipline development has a positive effect on employee performance. Additionally, work motivation and discipline development simultaneously affect employee performance at PT. X.

IGNITING PEAK PERFORMANCE IN THE BANKING SECTOR: THE DYNAMIC SYNERGY OF LEADERSHIP, MOTIVATION, AND JOB SATISFACTION AT MAYBANK SABAH

This study investigates the influence of leadership styles, motivation, and job satisfaction on employee performance at Maybank Sabah. A quantitative approach was used to explore the complex relationships between these factors. Data was collected through self-administered questionnaires, which were distributed to the staff of Maybank, Sabah. A total of 279 employees participated and contributed to the data analysis and conclusion of this study. The data was analysed using SmartPLS 4. The findings reveal that all three variables significantly impact employee performance, with job satisfaction emerging as the strongest predictor. While leadership and motivation play crucial roles, job satisfaction has the most profound effect on enhancing employee outcomes. The study emphasizes the importance of creating a motivating work environment and fostering job satisfaction to optimize productivity. By focusing on the banking sector in East Malaysia, this research addresses a notable gap in the literature. Additionally, this study provides actionable insights for bank managers aiming to enhance employee performance and organizational excellence. The results carry significant implications for management practices, offering guidance on how to refine leadership strategies and improve motivation to drive productivity in the competitive financial industry.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0797/a.php" alt="Hit counter" /></p>

Pengaruh Reward, Punishment dan Motivasi Kerja terhadap Kinerja Karyawan

Recently global era, such an extraordinary competitive power increasingly tight also broad. Human redources are among thise so crucial aspect of company. At successfully achieve the target. The target the following study was for analyzing the effect reward, punishment also working motivation at employee performance on PT Rapi Trans Logistik. The method of collecting samples used purposive sampling with the criteria permanent employee respondents who had work period at least 1 period. By using Roscoe's theory, the sample used was 86 respondents. The questionnaire was applied to obtain data. compiler tool, also SPSS 25 was used as a data testing tool. Data processing acquisition were at the declaration of informant explanations, variable explanations, validity trial acquisition, reliability trial acquisition, F trial acquisition, coefficient test results (R²) and hypothesis trial result. Discussion results show rewards has a positively also significantly impact at worker performance, punishment doesn’t having impact at worker performance, also working motivation has positively also significant impact at worker performance

Pengaruh Disiplin Kerja, Pelatihan Kerja dan Fasilitas Kerja terhadap Prestasi Kerja Karyawan pada PT Kealyn Mandiri Sejahtera

This study examines the factors that influence employee performance at PT. Kealyn Mandiri Sejahtera, namely work discipline, work training, and work facilities. The purpose of this study is to provide recommendations for the company and to increase insight for readers. The study was conducted by distributing questionnaires using the Likert Scale (1-5). The results showed a positive and significant influence between work discipline (X1) on performance (Y). Meanwhile, work training (X2) did not show a significant influence, and work facilities (X3) had a significant positive influence on performance (Y). Overall, a combination of good work discipline (X1) and work facilities (X3) had a significant influence on the performance (Y) of PT. Kealyn Mandiri Sejahtera employees.

Pengaruh Kompetensi dan Disiplin terhadap Kinerja Pegawai Dimediasi Motivasi pada Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas IV Muara Sabak

This study aims to determine and describe the picture of competence, discipline, motivation and performance of employees at the Port Master and Port Authority Office Class IV Muara Sabak and to determine and analyze the influence of competence and discipline on employee performance mediated by motivation at the Port Master and Port Authority Office Class IV Muara Sabak. The type of research uses descriptive verification research. The object of this study is the Port Authority Office and Class IV Muara Sabak Port Authority. This study uses the PLS analysis method. Based on the results of the study, competence has a positive and significant effect on motivation, discipline has a positive and significant effect on motivation, competence has a positive and significant effect on employee performance, discipline has a positive and significant effect on employee performance, motivation has a positive and significant effect on employee performance, competence has a positive and significant effect on employee performance and discipline has a positive and significant effect on employee performance mediated by motivation at the Port Authority Office and Class IV Muara Sabak Port Authority.

Pengaruh Gaya Kepemimpinan Transformasional dan Fasilitas Kerja terhadap Kinerja Aparatur Sipil Negara dengan Pengawasan Kerja Sebagai Variabel Intervening pada Biro Umum Sekretariat Daerah Provinsi Jambi

Transformational and work facilities on performance with work supervision as an intervening variable at the General Bureau of the Jambi Province Regional Secretariat. The method used in this research is descriptive and quantitative descriptive statistics. The research object in this study is the influence of transformational leadership style and work facilities on employee performance with work supervision as an intervening variable at the General Bureau of the Regional Secretariat of Jambi Province with a total of 91 specimens. This research uses the Smart PLS 3.0 analysis tool. Based on the reflection of the transformational leadership style, work facilities, supervision of activities and results of activities of employees of the General Bureau of the Regional Secretariat of Jambi Province, it shows that the transformational leadership style has a total score of 4366 in the good category. Then, for an overview of the work facilities variable, it shows that the work facilities at the General Bureau of the Regional Secretariat of Jambi Province are higher with a total score of 2499 in the very good category. Furthermore, the description of the work supervision variable shows a total score of 3449 with good criteria, while the reflection of objects resulting from the activities of the State Civil Service with a total score of 4495 is quite satisfactory. Based on the results of a study using the Smart PLS 3.0 application, transformational leadership style has a relevant impact on monitoring activities, work facilities have a relevant impact on monitoring activities, transformational leadership style has a positive and relevant impact on the activities of the State Civil Service, work facilities have a positive and relevant impact on the activities of the State Civil Apparatus, supervision has a good and relevant impact on the activities of the State Civil Service, transformational leadership style has a relevant impact on activities.

Emotional Intelligence and Organizational Performance in Commercial Banks in Uyo Metropolis, Akwa Ibom State

The study was designed to examine the relationship between Emotional Intelligence and Organizational Performance in commercial banks in Uyo Metropolis of Akwa Ibom State. A cross-sectional survey was adopted for the study and a sample of 162 respondents was drawn from the population of 271 using Taro Yamane’s scientific sampling technique. For the objectives of the study to be achieved, two hypotheses were formulated and tested. The study utilized structured questionnaire and interview as the major instruments for data collection. 162 questionnaires were distributed and 135 were returned. Data were collected and analyzed using simple percentage and ordinal logistic regression. Results showed that there is a significant and positive relationship between variables of emotional intelligence such as self-control, self-management and, and employee performance in commercial banks in Uyo Metropolis of Akwa Ibom State. It was recommended that, self-control should be sustained by bank employees by continually developing the capacity to alter their thoughts, feelings, and behaviors to align them with organizational goals to enhance performance as well as developing the capacity to manage emotions as one of the major determinants of harmonious relationship among members in an organization.

The Role of E-Leadership on Sustainable Employee Performance with the Mediating Effect of Perceived Team Dynamics and Moderating Effect of Organizational Support

The purpose of the study is to investigate the interaction between e-leadership and sustainable performance and how this relation is affected by perceived team dynamics and perceived organizational support in software development houses. Using an empirical approach, the current study is based on quantitative research, collecting responses through online surveys from the employees of software development companies present in three main cities of Punjab province, Pakistan. Purposive sampling techniques have been used and different statistical techniques have been applied for the analysis of data. The results showed a significant relation between e-leadership and employee sustainable performance. There exists a positive mediating and moderating effect of perceived team dynamics and perceived organizational support respectively. This research has contributed to the literature on e-leadership and using the mediating and moderating effect of perceived team dynamics and perceived organizational support specifically in software development companies for sustainable employee performance.

Pengaruh Motivasi Kerja dan Kepuasan Kerja terhadap Kinerja Karyawan pada PT Anugrah Mitra Investa Depok

This study is entitled "The Effect of Work Motivation and Job Satisfaction on Employee Performance at PT Anugrah Mitra Investa". Human resources are important elements needed by companies to achieve their goals. Work motivation and job satisfaction are two main factors that can affect employee performance. Lack of motivation and job satisfaction in working makes employee performance less than optimal in achieving the goals of an organization. This study aims to determine how much influence Work Motivation and Job Satisfaction have on employee performance partially and simultaneously. The sample of this study used a saturated sampling technique, with a total population of 45 employees. The data collection technique used was primary data, namely observation, interviews, and questionnaires. The data analysis method used is multiple linear regression using the SPSS version 26 application. The results of the partial hypothesis test (T-Test) on the Work Motivation variable (X1) show a calculated t value> t table, which is 2.715> 2.017 and has a sig of 0.10> 0.05, meaning that the Work Motivation variable (X1) has an effect and is significant to the Employee Performance variable (Y) at PT. Anugrah Mitra Investa Depok. And the results of the partial hypothesis test (T-Test) on the Job Satisfaction variable (X2) show that the calculated t value> t table is 3.121> 2.017 and a sig of 0.003 <0.05. , meaning that the Job Satisfaction variable (X2) has an effect and sig on Employee Performance (Y) at PT. Anugrah Mitra Investa Depok. The results of the simultaneous hypothesis test (F Test) on the Work Motivation variable (X1) and the Job Satisfaction variable (X2) show a calculated f value > f table, which is 21,500 > 4,047 and has a sig value of 0.001 < 0.005. So it can be concluded that the Work Motivation variable (X1) and the Job Satisfaction variable (X2) together (Simultaneously) have a significant effect on the Employee Performance variable (Y) at PT Anugrah Mitra Investa Depok.

The Important Role of Human Resource Management Practices, Worker Motivation, Leadership, Work Commitment, and Employee Performance

The performance of a company can be seen from the performance of the human resources in it. Employee performance can be influenced by several supporting factors such as employee motivation, leadership, human resource management practice, and work commitment. This study aims to examine how human resource management practice, employee motivation and leadership impact employee performance with work commit-ment as an intervening variable. This research includes quantitative descriptive research using a questionnaire as a tool to collect data. The number of respondents in this study was 435 using purposive sampling method. Analysis using PLS with a predetermined research method to get the results of the study. Based on the test results obtained, HRMP has a positive effect on work commitment. Leadership, work commitment and work motivation have a positive effect on employee performance. HRMP has a positive effect on employee performance mediated by work commitment. Based on the results of existing research, it is necessary to conduct further research on other sectors other than the technology industry because this sector is quite different from other sectors.

THE IMPACT OF CLOUD-BASED MANAGEMENT INFORMATION SYSTEMS ON HRM EFFICIENCY: AN ANALYSIS OF SMALL AND MEDIUM-SIZED ENTERPRISES (SMEs)

Cloud-based management information systems (MIS) are becoming integral to the operational success of small and medium-sized enterprises (SMEs), particularly in enhancing the efficiency of human resource management (HRM) processes. This article, based on a comprehensive review of 75 peer-reviewed studies, investigates how the adoption of cloud-based MIS positively impacts critical HRM functions such as employee management, recruitment, training, and performance monitoring. The findings indicate that cloud-based systems significantly streamline these HR tasks by reducing time, costs, and the administrative burdens traditionally associated with manual or localized HR operations. Moreover, the integration of real-time data analytics through cloud-based platforms enhances decision-making capabilities, enabling HR professionals to make data-driven and timely decisions that improve overall workforce management. The reviewed studies also emphasize that cloud-based MIS are essential for improving strategic HR planning. These systems allow SMEs to access advanced tools for workforce analytics, employee engagement, and performance tracking, which were previously only accessible to larger corporations. The flexibility and scalability offered by cloud-based MIS enable SMEs to quickly adapt to changes in staffing needs, business growth, and external market conditions without the need for costly infrastructure. Furthermore, the review highlights the role of cloud technology in fostering innovation within HR departments by supporting predictive analytics and AI-driven decision-making, which can further enhance operational efficiency. In addition to operational benefits, cloud-based MIS facilitate a more seamless integration of HR functions across geographically dispersed teams, allowing for enhanced collaboration and communication. This capability is especially critical as SMEs continue to adopt remote and hybrid work models.

ROC and COPRAS Algorithms in a Decision Support System for Employee Career Assessment

PT. Union Confectionery, a long-established company in the confectionery production industry, had encountered significant challenges in managing employee career progression, including transfers, demotions, and promotions. The primary issue faced was the difficulty in conducting objective employee performance assessments and determining the appropriate criteria for career development. These assessments involved various complex factors such as work experience, discipline, education level, age, job performance, attendance, teamwork, and work ethics. To address these challenges, this study proposed the implementation of a web-based Decision Support System (DSS) utilizing the Rank Order Centroid (ROC) method for criteria weighting and the Complex Proportional Assessment (COPRAS) method for ranking decisions. The implementation of this system was expected to assist the management of PT. Union Confectionery in making more accurate and transparent decisions, while also improving employee satisfaction and operational efficiency. This research also compared previous studies that used similar methods for performance assessment, albeit with a narrower focus, specifically at the supervisory level. The findings from this study were anticipated to provide a comprehensive and innovative solution for employee career management across all levels of PT. Union Confectionery’s organization, as well as contribute to the development of more effective human resource management practices.

The Effect of Work Motivation, Work Environment, and Communication on Employee Performance at SMP Bonavita Tangerang

is study was conducted to analyze and determine the influence of work motivation, work environment, and communication on employee performance at Bonavita Tangerang Junior High School. This study aims to understand how work motivation, work environment, and communication, both individually and together, affect employee performance. This study uses a quantitative approach, data collection through questionnaires and then analyzed using the SPSS version 25 program. The results of regression analysis show that work motivation, work environment, and communication have a positive and significant influence on employee performance. Work motivation affects performance by 58.7%, work environment by 80.9%, and communication by 67.8%. Overall, the influence of these three variables on employee performance is stronger than other factors. Based on the results of statistical analysis, the calculated f-value for the independent variables that were analyzed simultaneously was 51.100, which exceeded the table f-value of 8.594. These findings indicate that the null hypothesis (Ho) is rejected and the alternative hypothesis (Ha) is accepted. Thus, it can be concluded that work motivation, work environment, and communication have a positive and significant effect on employee performance at Bonavita Tangerang Junior High School.

Impact of HRM Practices on Employees Performance on SDG in Pharmaceutical Companies

Purpose: The main aim of the study is to examine the impact of HRM practices on employee performance in Pharmaceutical companies in Goa. In addition to this, the study also focuses on Human Resource Management Practices and Firms’ Performance in Pharmaceutical Industry. Additionally, it focuses on HRM Practices and it’s Impact on Employee Satisfaction in the pharmaceutical industry. Lastly, the study examines the effect of Human Resource Management Practices on Job Satisfaction. Theoretical framework: Goa has become a major pharmaceutical hub, with over 30 major companies establishing operations there. They use state-of-the-art equipment and technology in their facilities and export their items to countries all over the globe. Design/methodology/approach: The study is secondary. Findings: While this list is by no means exhaustive, some representative names include Cipla, Watson, Whyte, Teva, Lupin Abbott, Indoco, Ranbaxy, Merck, etc. Goa's current annual exports of over Rs. 10,000 crores have been anticipated by a number of experts to increase dramatically to well over Rs. 20,000 crores by 2020. Research, Practical & Social implications: Examining the impact of human resource management (HRM) practises on employee performance within pharmaceutical companies located in Goa offers a valuable contribution to the current scholarly understanding. Originality/value: The study titled "The Influence of Human Resource Management Practises on Employee Performance in the Pharmaceutical Sector in Goa, India" is distinguished by its unique emphasis on the pharmaceutical industry within the specific geographical setting of Goa.