Factor In Employee Performance Research Articles

Contributing Factors of Employee Performance

The purpose of this study is to examine how training and career development affect employee performance. Quantitative approaches are employed in this study. using methods for gathering data such as interviews and questionnaires. The study included 67 workers from the Director General of Sea Transportation as respondents. Multiple linear regression is the analytical technique employed, and the regression coefficient values are y =6,704+0.467x1 + 0.746x2. The research hypothesis test results indicate that employee performance of Director General of Sea Transportation is influenced by training and career development either in part or entirely at once

Understanding Job Satisfaction and Its Influences in Nigerian Government Firms: A Systematic Literature Review

Job satisfaction is seen as a critical factor in employee performance. This article focuses on a thorough review of the literature to identify the numerous elements that influence job satisfaction and assess their relative importance in shaping employee performance in government-owned firms. The existing literature conceptualizations of job satisfaction are diverse, reflecting the broadness of critical perspectives on the subject. Job satisfaction is conceptualized in various ways in the existing literature, emphasizing the intricacy of key views on the subject. A systematic literature review entailed the following steps: (a) identifying databases and a set of publications; (b) selecting articles and creating a database; and (c) doing bibliometric analysis, content analysis, and verifying the relevance of results to future study. The review included publications from 2013 through 2023 and encompassed psychology, sociology, economics, and management science. Examining existing theoretical writings and practical tests reveals psychological and methodological flaws. Despite countless critical attempts to define exactly what constitutes job satisfaction, no clear and obvious definition has emerged. Similarly, there is a lack of crucial consensus among academics about what factors contribute to job satisfaction, resulting in diverse research methodologies. However, despite the growing popularity of job satisfaction studies, several of these characteristics have yet to be thoroughly investigated, and some research has produced inconsistent conclusions regarding the intensity of specific elements’ influence on job satisfaction. Hence, this study meets that demand by doing a thorough review of the literature and showing the direction of recent research.

Influence of Employee Training and Implementation of Company Operational Procedure Standards on Improving Employee Performance in Prima Freshmart Bogor City

Human resources are the most important asset in an organization, and an important factor in employee performance plays an important role in optimizing their contribution. Companies need training programs and an understanding of SOPs so they tend to be better prepared to carry out their duties. In this case, the Company's target was not achieved and the Company assessed that employee performance had decreased. This research aims to measure the significant influence of training and implementation of SOPs on the performance of Prima Freshmart employees. The results of hypothesis testing and multiple linear regression show that employee training and implementation of SOPs have a positive and significant impact on improving employee performance at Prima Freshmart, Bogor City. The value of the Coefficient of Determination (Adj R2) is 0.826, which means that this indicates that the contribution of the independent variables, namely Employee Training and SOP, to the dependent variable, namely Employee Performance, is 82.6%, while the remaining 17.4% is influenced by other variables that have not yet been determined. researched or not included in the regression in this study.

The Influence Of Training And Work Environment On Employee Performance (Case Study: Tax Inspector at the Directorate General of Taxes)

There are many factors that can influence employees in an organization. The aim of this research is to find out how training and the work environment influence employee performance with competency as an intervening variable. The research method uses a quantitative approach with a questionnaire instrument, purposive sampling data collection techniques with 60 respondents, and Structural Equation Modeling (SEM) analysis methods. Based on the results of this research, it confirms: First, based on the results of this research, it confirms that training has a positive effect on employee performance. Statistical test results show that 65% of employee performance is influenced by training. Of the several indicator variables studied, it shows that the instructor's ability to provide training is the most important factor, followed by the training material factor. From the performance variables, it can be noted that achievement indicators are the strongest factor in employee performance, followed by employee behavior and characteristics. Second, the results of this research show that the work environment has a positive effect on employee performance. Statistical test results show that 46% of employee performance is influenced by the work environment. Of the several indicators studied, the influence of organizational support is the most important factor in the organizational environment, then peer relationships or support and the influence of superiors. Third, the results of this research note that employee competency has a positive influence on employee performance. Statistical test results show that 48% of employee performance is influenced by employee competency. Of the several indicators studied, employee skills/expertise are the most important factors in the competency variable, as are employee self-concept and attitudes. These three factors will have an important influence on employee performance. Keywords: Training, Work Environment, Employee Performance

The Influence of Training And Work Environment on Employee Performance (Case Study: Tax Inspector At The Directorate General of Taxes)

There are many factors that can influence employees in an organization. The aim of this research is to find out how training and the work environment influence employee performance with competency as an intervening variable. The research method uses a quantitative approach with a questionnaire instrument, purposive sampling data collection techniques with 60 respondents, and Structural Equation Modeling (SEM) analysis methods. Based on the results of this research, it confirms: First, based on the results of this research, it confirms that training has a positive effect on employee performance. Statistical test results show that 65% of employee performance is influenced by training. Of the several indicator variables studied, it shows that the instructor's ability to provide training is the most important factor, followed by the training material factor. From the performance variables, it can be noted that achievement indicators are the strongest factor in employee performance, followed by employee behavior and characteristics. Second, the results of this research show that the work environment has a positive effect on employee performance. Statistical test results show that 46% of employee performance is influenced by the work environment. Of the several indicators studied, the influence of organizational support is the most important factor in the organizational environment, then peer relationships or support and the influence of superiors. Third, the results of this research note that employee competency has a positive influence on employee performance. Statistical test results show that 48% of employee performance is influenced by employee competency. Of the several indicators studied, employee skills/expertise are the most important factors in the competency variable, as are employee self-concept and attitudes. These three factors will have an important influence on employee performance.
 Keywords: Training, Work Environment, Employee Performance

Impact of Symmetrical Internal Communication on Determinants of Organizational Employee Performance

The impact of Symmetrical Internal Communication on employee performance factors is explored in this study. Quality employee relationships and supportive attitudes toward the organization could be the outcome of excellent Symmetric Internal Communications. Scholars of public relations have validated this link. As a result, there is a lack of studies on the mechanisms via which Symmetrical Internal Communication affects Employee Performance. However, few researchers look into the aspects that may aid businesses in designing a Symmetrical Internal Communication system in order to improve Employee Performance. Internal communication that is symmetrical adds to employee performance, which, in turn, is a predictor of employee satisfaction with their work Symmetrical Internal Communication and organizational identification on employee performance, providing an integrative conceptual framework and suggesting an improved direction for future research using Symmetrical Internal Communication and Social Identity theory from the perspective of employee communication behavior. 385 employees from various organizations in the Colombo district participated in an online poll. The sample included personnel from the Industry, Service, and Agricultural sectors. The questionnaire contains questions that examine a variety of phenomena, such as respondents’ demographic profile, Symmetrical Internal Communication Characteristics, and Employee Performance.

The impact of administrative skills on the performance of employees: A study of insurance companies’ governance

The study’s goal was to determine the impact of administrative skills on employee performance. The descriptive-analytical method was used for the current study’s objectives. A questionnaire was created to gather data based on theoretical literature and prior research that evaluated the study factors. The study population consisted of 410 employees in Jordanian insurance companies, where the questionnaire was distributed to all of them, and 388 questionnaires valid for statistical analysis were retrieved. The study’s findings showed a statistically significant effect at the level (0.05) of the administrative skills with their dimensions (connection, planning, digital knowledge, team building, and integrity) combined on employee performance in its dimensions (performance efficiency, performance size, and performance type) with Jordanian insurance companies. The study recommends increasing the significance of taking into consideration personal characteristics in administrative work since they play a significant influence in obtaining outstanding performance and emphasizing the importance of factors of employee performance in insurance companies.

Employee Performance Factors at PT. Boston Nusantara

Employees are valuable assets to the organization, and their efforts will help the company accomplish its mission. Companies that cannot manage and monitor their employees' performance will negatively impact the achievement of the company's goals and vision. Employee commitment supported with excellent work discipline and a high level of job satisfaction has an impact on employee performance. However, there are still employees that are uncommitted and lack strong work discipline. This study aims to investigate and identify some of the factors of employee performance at PT. Boston Nusantara, such as employee commitment, work discipline, and job satisfaction. The multiple correlation and the determination coefficient methods were employed in this study. The results showed that (1) Employee Commitment Variable had no effect on Employee Performance, (2). Employee Performance is influenced by Work Discipline Variable. (3). Employee Performance is influenced by Job Satisfaction Variable. (4). Simultaneously, Employee Performance is influenced by the variables of Employee Commitment, Work Discipline, and Job Satisfaction. The implication of this study is that the organization must develop a work environment that encourages employees to maintain persistent commitment, work discipline, and job satisfaction to create a collaborative work environment and achieve the company goals.

Factors of Performance Management System and Work Motivation on Employee Engagement through Employee Performance as a Mediation Variable

This study aimed to identify Performance Management System (PMS), work motivation, and employee performance factors through employee engagement as mediation. Measuring the value of each performance achievement using the PLS SEM method. The research was conducted from March to April 2023. The data collected in this study were primary data obtained from an Indonesian-language questionnaire survey which was distributed via the Google form link using a Likert scale. The sampling method (respondents) used was quota sampling. Data is processed and analyzed using SEM-PLS. The results of the study obtained 240 respondents and showed that all variables had an effect. The managerial implication of this research is that state-owned banking companies in Indonesia are advised to increase their current employee engagement and pay attention to factors that can inhibit or reduce employee engagement to maintain company performance in the future. One of the factors that has an impact on the performance of employees and the company at this time is the occurrence of the Covid-19 pandemic and changes in the company’s internal environment. Thus, communication between companies and employees must be maintained to minimize misunderstandings regarding their work. The ability of employees to manage emotions, control themselves and establish good relations with fellow co-workers will have an impact on improving performance both at work and in social life. Purpose: Therefore, it is necessary to evaluate the company’s performance measurement system with a more in-depth Performance management system approach, so that by providing suggestions for improvements to several aspects of PMS, it is expected to form a company to improve the performance of its employees. Because, performance improvement is very influential for the company, especially in terms of creating profit value for the company. Patients and methods: Measuring the value of each performance achievement using the PLS SEM method. The research was conducted from March to April 2023. The data collected in this study were primary data questionnaire survey which was distributed via the Google form link using a Likert scale. The sampling method (respondents) used was quota sampling. Data is processed and analyzed using SEM-PLS. Results: The results of the study obtained 240 respondents and showed that all variables had an effect. The managerial implication of this research is that state-owned banking companies in Indonesia are advised to increase the engagement of their current employees and pay attention again to the factors that can hinder or reduce their employee engagement to maintain the company’s future performance. One of the factors that has an impact on the current performance of employees and companies is the occurrence of the Covid-19 pandemic and the changing internal environment of the company. Conclusion: The employee engagement variable mediates the influence between the performance management system, work motivation, and employee performance. Employee Engagement is able to partially mediate the effect of work motivation on employee performance. Work motivation in BUMN companies in the banking sector is good and balanced with employees who have high engagement, it will improve the performance of the employees concerned. When employees feel comfortable with their work environment they will be more easily engaged with their work.

Employee Performance Factors in the Nepalese Commercial Banks: Insights from Emerging Markets

Employee Performance Factors in the Nepalese Commercial Banks: Insights from Emerging Markets

Dampak Work-Life Balance Karyawan Terhadap Kinerja Melalui Organizational Citizenship Behavior

Background – Companies that pay attention to the work-life balance of employees will improve performance and cause organizational citizenship behavior. Work-life balance and organizational citizenship behavior of employee can one of factors to impact their performance. So, its can impact to corporate image in society.
 Aim – This study aims to determine the influence of work - life balance and organizational citizenship behavior on employee performance, the influence of organizational citizenship behavior on employee performance, and the influence of work-life balance on employee performance of Bank Jatim Madiun Branch Office through organizational citizenship behavior as a mediating variable
 Design / methodology / approach – The research population is all employees of the Bank Jatim Madiun Branch Office in 2022, totaling 141 people. Sample of 59 people was obtained which was determined by simple random sampling technique. The research instrument used a questionnaire. The data analysis technique uses path analysis method with SmartPLS version 3.0 software.
 Findings – The results showed: 1) Work-life balance affects the performance of employees of Bank Jatim Madiun Branch Office, 2) Work-life balance affects organizational citizenship behavior of employees of Bank Jatim Madiun Branch Office, 3) Organizational citizenship behavior affects the performance of employees of Bank Jatim Office Madiun Branch, 4) Work-life balance affects the performance of Bank Jatim Madiun Branch Office employees through organizational citizenship behavior as a mediating variable.
 Conclusion - The test variables in this article have a significant influence and can explain these conditions in the internal environment of the Bank Jatim Madiun Branch Office.
 Research implication – This research add knowledge about factors of employee performance. So, this result can reference for entrepreneur to more pay attention their employee, especially work-life balance and organizational citizenship behavior of employee. Both of them can concerned to increasing and optimizing performance of employee continually. 
 Limitations – This research only examine about work-life balance, organizational citizenship, and employee performance in Bank Jatim Madiun Branch Office.

THE EFFECT OF REMUNERATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT PT. ASKRIDA SYARIAH INSURANCE MEDAN BRANCH


 
 
 In developing the company, the factors of employee performance are crucial to note; the factor of employee discipline to comply with applicable regulations and the remuneration provided by the company can be seen through attitudes that influence performance achievement with better work results. In this study, the authors conducted research at PT. Askrida Syariah Insurance Medan Branch. This study's methodology combines a quantitative research approach and an explanatory research approach. The population in this study were all employees of PT. Askrida Syariah Insurance Medan Branch has as many as 30 employees, and the data needed is personal data and respondents' views (questionnaire) on remuneration variables, work discipline and employee performance. This study didn't find any real connection between employee remuneration and performance, and the significance value was above 0,111 > 0.05. The significance of work discipline on employee performance was clearly demonstrated by a f- test with a significance value of 0.000 < 0.05. This indicates that both remuneration and work discipline are essential factors for good performance at PT Askrida Syariah Insurance Medan Branch. Around 82% of differences in employee performance can be attributed to differences in the independent variables. The other 18.2% is made up of things that weren't part of this study.
 
 

Kinerja Karyawan Berdasarkan Interaksi Sosial Sebagai Variabel Mediasi Pada UMKM

<p align="justify">In SMEs in the city of Surakarta, this study seeks to examine the relationship between dynamic competence and leadership style and employee performance, with social contact serving as a mediating variable. This study's core data came from a questionnaire that used a Likert scale as a measurement system. In this study, a non-probability sampling strategy was utilized to choose the sample. Using SmartPLS 3.0 software, 105 respondents from coffee shops in Surakarta City served as the sample for the PLS-SEM analysis. The evaluation of measurement models in the outer model and inner model serves as the study's method of data analysis. The findings revealed that: (1) employee performance was positively and significantly impacted by dynamic capability (2) Employee performance was significantly and favorably impacted by the leadership style. (3) Social interaction factors significantly and favorably impacted employee performance (4) Social contact was positively and significantly impacted by dynamic capability. (5) Social interaction is positively and significantly impacted by the element of leadership style. (6) Social interaction factors can operate as a mediator between dynamic capability factors and worker performance. (7) Social interaction factors can operate as a mediator between leadership style factors and employee performance factors.</p><p><strong>Keywords</strong><strong>:</strong><strong> </strong>Dynamic Capability, Employee Performance, Leadership Style, Social Interaction.</p>

Job Satisfaction and Psychological Well-Being as Employee Performance Factors in Educational Institutions

Purpose: This study aims to determine the factors that affect employee performance in higher education, consisting of job satisfaction and psychological well-being, where to produce high performance requires positive employee job satisfaction as well as the psychological well-being of employees in the institutional environment.
 Design/methodology/approach: The research used in this study is quantitative research
 Findings: There is a significant influence of job satisfaction and psychological well-being on employee performance at universities in Balikpapan or hypothesis 1 is accepted. good job satisfaction will result in good performance as well and Good psychological well-being at work is when individuals have motivation, are involved in a job, have positive energy, feel happy with all the activities undertaken and last long at the job they are currently doing.
 Paper type: Research paper

The Effect Of Work Placement, Career Development, And Work Stress On Employee Performance: A Case Study Of One Of The Banking Sectors In Pematangsiantar

The current study aims at analyzing and finding out the effect of work placement, career development, and work stress on employee performance in the head office of one of the banking sectors in Pematangsiantar. 75 people were chosen as the sample using a non-probability sampling technique from 75 people of the population. Analytical Linear Regression was employed as the analytical method with a significance level of 5%. The results have revealed that simultaneously work placement, career development, and work stress have a significant effect on employee performance at one of the banking sectors in Pematangsiantar. The partial test showed that both work placement and career development variables have positive and significant effects on employee performance, whereas work stress has a negative and significant effect on employee performance at one of the banking sectors in Pematangsiantar. Partially, it can be seen that work placement is the most dominant variable influencing employee performance at one of the banking sectors in Pematangsiantar. The determinant result of the coefficient R2 is 0,577, which means that 5,77% of the employee performance factors can be explained by the variable of employment placement, career development, and work stress, while the remaining 42,3% can be explained by other variables that were not examined in this research.

THE EFFECT OF WORK ENVIRONMENT, LEADERSHIP STYLE AND INTRINSIC MOTIVATION ON EMPLOYEE PERFORMANCE AT CV. CIPTA MULYA, MADIUN REGENCY

There are several factors that can affect employee performance, namely the work environment, leadership style and work motivation. The work environment is the conditions that exist around the workplace including aspects of temperature, lighting, air, sound and layout. Leadership style is one of the factors that can build a comfortable work environment. While work motivation is a condition that is formed from a sense of comfort in the work environment and leadership style so that employees are able to work well. The aim of this study was to determine the effect of the work environment, leadership style and work motivation on employee performance. The method used is a quantitative descriptive analysis method. The results of the study show that all factors that can influence employee performance have a positive effect. The existence of this research is expected to be able to show that aligning employee performance factors needs to be continuously developed in order to be able to improve employee performance. Because when employees work well, the company will be younger in achieving its vision and mission.

Training and Career Development: Why and When related to Job Satisfaction and its impact on Employee Performance

This study analyzes the main factors of employee performance, thereby finding a new model as a reference for Islamic banking practitioners in Indonesia. The aim of this research is to measure the effect of Training and Career Development on Job Satisfaction and its impact on Employee Performance. Quantitative research methods are used to analyze research variables consisting of Training, Career Development, Job Satisfaction and Employee Performance through questionnaires distributed to respondents who are the object of research. Research stages are carried out by distributing questionnaires through techniquespurposive sampling was carried out on the population at 7 Islamic banks in the DKI Jakarta area,To determine the object of research, then the questionnaire was distributed using the Google form. The collected questionnaires were then tabulated and processed with Amos 25.0 Structural Equation Modeling (SEM). Which resulted in training, career development and training having an influence on Job Satisfaction, although training turned out to have no significant effect on job satisfaction and also had an impact on Employee Performance.
 The results of this study serve as a reference for the directors of Islamic banking in improving employee and banking performance, so that they pay attention to career development and training factors without neglecting job satisfaction factors.
 
 Keywords:Training, Career Development, Job Satisfaction, Employee Performance

Nurses' professional commitment in COVID-19 crisis: A qualitative study.

Background: Professional commitment is an important factor in employee performance. COVID-19 outbreak has seriously affected the nurses working conditions. Numerous factors can affect nurses' professional commitment in this situation.Aim: To explore the nurses' lived experiences, attitudes, views and perceptions toward professional commitment and factors affecting it in the Covid-19 crisis.Method, Setting and Participants: This qualitative study was conducted using phenomenological approach and content analysis method. Twenty-five nurses were interviewed using semi structured in-depth interviews. Conventional content analysis was used to analyze collected data.Ethical considerations: Ethical approval was obtained from the Ethics Committee of Qazvin University of Medical Sciences.Results: Five themes were extracted as follows: "Collaborative empathetic commitment", "Loyal commitment", "Sacrificial commitment", "Commitment with doubt and concern" and "humanistic commitment".Discussion and Conclusion: The Covid-19 crisis has caused major changes in nurses' working conditions, which have also affected the concept of professional commitment to the nursing profession and revealed new concepts. Identifying internal and external factors that can enhance nurses' commitment to the profession in critical situations such as the Covid-19 outback is of particular importance.

Peran Career Adaptability Terhadap Emotional Intelligence Dan Work Values: Literature Review

Good employee performance factors are supported by good employee Career Adaptability and Emotional Intelligence abilities. Because the level of achievement of individuals or employees in an organization or company can increase productivity if it is supported by good employee emotions and career adaptations in the work environment. The purpose of this article is to analyze the literature on the Role of Career Adaptability on Emotional Intelligence and Work Values. The research method is in the form of literature study by reviewing various related studies recorded in Mendeley's references and Google Schoolars. The results of this study were analyzed and used as material for discussion to determine answers to problems. The results of the analysis explain that there is a positive and significant role in Career Adaptability on Emotional Intelligence and Employee Work Values. So that it has a positive impact on the success of the company.
 Keywords: Career Adaptability, Emotional Intelligence, Work Values

Faktor yang Memengaruhi Kinerja Karyawan: Sebuah Studi Literatur

This study aims to provide an overview of the factors that influence employee performance in a company. This research was conducted using the Systematic Literature Review (SLR) method approach. This research was conducted by reviewing 20 published literature reviews that were collected during the research period from 2015–2022. This study uses secondary data in the form of articles or papers published in the journals Emerald, Semanticcholar, and Google Scholar. The results showed that, based on time, it can be seen that research on employee performance factors experienced a significant increase from 2015-2018, with the most in 2018 and the least research in 2015 and 2019.
 Keywords: Employee Performance Factors, Employee Performance, Employee Performance