Improve Employee Performance Research Articles

The Effect of Work Motivation and Work Discipline on Employee Performance of PT Yangtze Optical Fibre Indonesia

This study aims to determine the effect of work motivation and work discipline on the performance of PT. Yangtze Optical Fiber Indonesia. Data were collected through observation and questionnaires with 52 final respondents. This study used multiple linear regression method to analyze the data. The results of the analysis prove that partially, work motivation does not affect employee performance, while partially work discipline affects employee performance. Similarly, simultaneously work motivation and work discipline have a significant effect on employee performance. This research can be useful for PT. Yangtze Optical Fiber Indonesia, where to improve employee performance, companies must pay attention to work discipline factors, especially, and work motivation.

Kualitas Komunikasi dan Kreativitas Kerja sebagai Prediktor Kinerja Pegawai Sekretariat Dewan Perwakilan Rakyat Daerah"

The purpose of this study is to evaluate the effect of communication on employee performance at the Secretariat Office of the Regional House of Representatives (DPRD) in Padang City. The respondents consisted of 42 employees who are members of the State Civil Apparatus (ASN) at the Secretariat of the DPRD in Padang City. SPSS version 23 software was used to test the effect of communication and creativity on performance. The results showed that employee communication and creativity had a positive and significant effect on employee performance at the Padang City DPRD Secretariat Office. Furthermore, among the two variables, communication is the most dominant factor in influencing employee performance. This finding implies that it is important to improve communication in the work environment to improve employee performance at the Padang City DPRD Secretariat Office. Therefore, it is necessary to develop a communication training and development program in Padang City DPRD Secretariat to improve the effectiveness of communication between employees, management, and DPRD members and to promote creative initiatives to encourage sustainable performance growth.

The Effect of Employee Competence, Job Placement, and Career Development on Employee Performance at the Medan Belawan Primary Tax Service Office

This study investigates the influence of employee competency, job placement, and career development on employee performance at the Medan Belawan Pratama Tax Service Office. The survey method is used to collect data from respondents who are tax officials. The results of multiple regression analysis show that employee competency, job placement, and career development have a significant influence on employee performance. These findings highlight the importance of competency development, appropriate placement, and career development programs in improving employee performance in government institutions. Managerial implications and recommendations for future research are also discussed.

Performance Appraisal in Reliance's Smart Bazaar Stores

Performance Appraisal in Reliance's Smart Bazaar Stores

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

The Effect of Work Motivation and Reward System on Employee Performance at Travel Agent: Case Study Travelinn

This study discusses the effect of work motivation and the Reward system on employee performance at a travel agent in the Menteng area. The research method used is quantitative. This study uses primary data using a questionnaire which is then distributed to respondents, namely 10 employees who are at Travelinn. Data collection is also by direct observation. Descriptive statistics are used to provide an overview of data from work motivation variables, reward systems and employee performance, as well as the distribution of items from each variable. The inferential analysis used in this study is multiple linear regression involving the t test and F test. The results showed that work motivation has a positive and significant effect on employee performance and the Reward system also has a positive and significant effect on employee performance. It is recommended to travel agent management to focus on work motivation factors and reward systems that can improve employee performance. This research also confirms the importance of paying attention to motivational and reward factors in achieving organizational goals in the travel industry.

The Influence of person-organization Fit, Psychological Climate, and Work Stress on the Performance of Employees of the Public Works Department Bina Marga in East Java Province

This research investigates the complex dynamics of the Highways Public Works Department in East Java Province, exploring the multifaceted influence of Person-Organization Fit (POF), Psychological Climate, and Job Stress on employee performance. Person-Organization Fit, which reflects the alignment between individual values and organizational culture, is examined for its role in shaping employee effectiveness. This study assesses how the Psychological Climate in the workplace, which includes factors such as organizational culture and leadership style, contributes to employee well-being and performance. Additionally, the impact of Job Stress on employees in this particular public service context is also investigated. By analyzing these factors comprehensively, this research aims to provide actionable insights for organizational development and management strategy. This study uses a quantitative approach. The population in this study was all employees of the East Java Bina Marga DPU, totaling 667 people. The data collection method used in this research is by using a questionnaire. The data that has been collected is then tested using multiple linear regression analysis. These findings are expected to guide interventions that improve employee performance, job satisfaction, and overall organizational effectiveness. Because the Public Works Department plays an important role in infrastructure development, understanding and optimizing the factors that influence employee performance is important to ensure the successful implementation of public projects and services in East Java Province. This study contributes valuable knowledge at the intersection of organizational psychology and public administration, addressing practical implications for fostering conducive work environments and maximizing employee contributions. This research can be used as a basis for developing new theories or enriching existing theories regarding the influence of person-organization fit, psychological climate, and work stress on employee performance.

Conflict Triggers of KPTS Policy and Poverty Reduction using the Mopohulinta Approach

This research focuses on analyzing indicators that can have a significant impact on employee performance in the organizational environment of PT Idea Indonesia Tbk. The main focus involves several aspects such as work environment, work motivation, and management support as key elements that play an important role in shaping and influencing employee productivity. This study uses quantitative methods to determine how much influence the variable (X), namely performance indicators and variable (Y), namely company employees at PT Idea Indonesia Tbk. The data obtained was analyzed with multiple linear regression tests. As such, this study aims to provide a comprehensive overview of the dynamics involved in improving employee performance. The results of research on performance indicators on employees have an F-test obtained F count of 3, 540 which states that all variables significantly affect the dependent variable (employee).

The impact of placement and work motivation on employee performance in the Gorontalo Provincial social service office

The problem in this research is the lack of leadership motivation and placement that is not in accordance with the employee's educational background on employee performance, making employees less than optimal in completing their tasks and work. This research is descriptive quantitative research with a correlation design that aims to determine the influence of placement and work motivation on employee performance at the Gorontalo Province Social Service Office. The results of this research show that: 1) The test results show that the t-count value for the placement variable is greater than the t-table (2.858 > 0.677). So, Ho is rejected and H1 is accepted, meaning that there is a positive influence from the placement variable on the employee performance variable partially (individually). 2) The test results show that the t-count value of the motivation variable is greater than t-table (6.848 > 0.677). So, Ho is rejected and H2 is accepted, meaning that there is a positive influence of the motivation variable on the employee performance variable partially (individually). 3) The test results show that the t-count value for the placement and motivation variables is greater than the t-table (1.264 > 0.677). So, Ho is rejected and H_3 is accepted, meaning that there is a positive influence of each placement and motivation variable on the employee performance variable partially (individually). From the data analysis, it can be concluded that placement and motivation together have a positive and significant effect on employee performance. From this conclusion, the impact resulting from this research is that good motivation by the leadership and placement in accordance with the educational background will improve employee performance.

Does Working Culture Improve Employee Performance? The Mediation Role of Job Satisfaction  

The role of work culture in improving employee performance is very important. In this case, every organization needs a good environment so that employees have satisfaction when doing their work. This research aims to look at the role of work culture on employee performance with job satisfaction as a mediator for MSME employees in the city of Bandung. This research used a descriptive verification approach, 118 employees were sampled and the technique used used a structural equation model with the help of Amos software version 21. Primary data from this research was obtained from a questionnaire. Meanwhile, secondary data was obtained through notes, publications, and literature. The research results show that organizational work culture has a positive and significant effect on job satisfaction and employee performance, and work culture has a positive effect on performance through job satisfaction. This research is proposed to determine aspects of work culture that are related to employee performance in MSMEs in the city of Bandung and also emphasize aspects of employee job satisfaction that have an impact on performance. It is hoped that the research results can expand the treasures of management literature, especially in the field of HR.

The role of human resource management in improving employee performance

This study aims to evaluate the impact of the role of human resource management on improving employee performance at PT. Agro Hikmah Sejahtera Nguling Pasuruan. The focus of the study is focused on the company and the evaluation of human resource management in the company from the point of view of management economics. This research uses a qualitative approach by applying literature research methods, interviews, and documentation analysis conducted at the research site. Data were analyzed to assess the extent to which the role of human resource management contributed to improved employee performance. The results showed that the role of human resource management has a significant impact in improving employee performance. In addition, the study identifies methods and strategies that can be used to improve employee performance through human resource management roles. From the perspective of management economics, this study provides an overview of the evaluation of human resource management.

Human Resource Development Strategy in an Effort to Increase Employee Performance at PT. Pas Global Teknologi

This research aims to determine Human Resource Development in improving employee performance at PT Pas Global Teknologi. This type of qualitative research is used as a method in this research. The resource persons in this research were 5 employees. The data was collected through interview techniques, observation and preparation of documentation. Or it can be done using triangulation techniques, namely combining various techniques and all existing data sources. The research concluded with the result that training and human resource development activities at PT Pas Global Teknologi were carried out according to the work needs of each individual. The results of the research are (1) PT Pas Global Teknologi has made efforts to develop Human Resources to improve employee performance. The human resource development carried out by PT Pas Global Teknologi includes training, guidance and socialization between employees which is carried out for informal evaluation, namely by sharing sessions regarding employees and company team heads. (2) The performance of PT Pas Global Teknologi employees is good, this can be seen from employees who understand and carry out their duties and responsibilities at work. There are several factors to improve employee performance, namely appropriate salary or incentives, providing motivation from leaders, physical and spiritual health of employees, and good relationships between employees

LITERATURE REVIEW: THE INFLUENCE OF SELF-MANAGEMENT AND STRESS MANAGEMENT IN IMPROVING EMPLOYEE PERFORMANCE IN COMPANIES

This research aims to explore and reveal the importance of the influence of self-management and stress management in improving employee performance in companies or agencies. The research method uses a literature review approach, by collecting 15 journal articles from 2017-2023 from Google Scholar. The results of this research reveal the positive impact of self-management in achieving work goals, conflict management, and improving employee quality of life. Apart from that, the concept of stress management is an important key in living a balanced and healthy life in a world full of challenges. Stress is a natural response to pressure and demands routine life, but if not managed carefully, it can have detrimental impacts on a person's physical and mental well-being as well as an important basis for improving the work environment and employee welfare, which can increase productivity and performance. The research contribution can explain that the more stress management increases, the impact it will have on increasing employee performance. For this reason, there needs to be a balance between soft skills and hard skills. This research has limitations, namely the small number of journals reviewed due to the limited number of relevant topics.

The Effect of Discipline and Work Motivation on Employee Performance at PT Yala Kharisma Shipping, Palembang

This study aims to explore the impact of work discipline and work motivation on employee performance at PT Yala Kharisma Shipping Palembang Branch. Data was collected through observation and distributing questionnaires to 40 respondents. Data analysis used multiple linear regression methods. The results of the analysis show that individually, both work discipline and work motivation have a significant influence on employee performance. In addition, together, the two factors also have a significant effect on employee performance. This research provides implications for PT Yala Kharisma Shipping Palembang Branch, that to improve employee performance, companies must pay attention to both work discipline and work motivation.

ANALISIS PENGARUH BEBAN KERJA, STRES KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN (STUDI KASUS BANK SYARIAH INDONESIA KC JEMBER SUDIRMAN

Activities in the world of work, especially in the banking sector, where banking development must continue to develop every year, causing intense competition in achieving organizational goals. To gain a competitive advantage. It is very important to achieve management efficiency by improving human resources and improving employee performance in the organization. To further increase productivity, PT Bank Syariah Indonesia also increases employee performance which can be improved in various ways, including by instilling an optimal work culture that influences work behavior so that it will increase individual job satisfaction and the productivity of the unit itself which will ultimately influence employee performance. the company as a whole. The purpose of this research is to determine and analyze the influence of workload, work stress, and work environment on the performance of BSI KC Jember employees. This type of research is causality research. The population in this research is BSI KC Jember employees. The sample used was 55 respondents using probability sampling techniques. The analysis tool uses multiple linear regression. The research results prove that workload, work stress, and work environment have a significant effect on the performance of BSI KC Jember employees.

Analysis of The Effect of Job Satisfaction, Organizational Supports, and Leadership Style on Work Motivation in Improving Employee Performance

Purpose – The service sector is a business that prioritizes trust, so client satisfaction is the main thing. Improving the quality of services provided by the company can encourage the achievement of business success now and in the future. Methodology –To answer the objectives set in this research, an online electronic questionnaire was used as a tool to collect data relating to the variables, which were distributed to 210 back-office employee respondents of Holding Company. The collected data is then processed using the SEM test. Findings – six hypothetical conclusions can be drawn, namely that it is proven that job satisfaction, organizational support, and leadership style have a positive and significant effect on employee work motivation. It is proven that work motivation, job satisfaction, and leadership style have a positive and significant effect. Originality – Previous research discussed job satisfaction, organizational culture, leadership style, work motivation, and employee performance. The research's aim, based on the research gap above, is to explain how job satisfaction, organizational support, and leadership style influence work motivation in improving employee performance.

THE EFFECT OF WORKPLACE INCIVILITY, PERCEIVED SUPERVISOR SUPPORT, JOB SATISFACTION ON ORGANIZATIONAL IDENTIFICATION THAT RESULTS EMPLOYEE PERFORMANCE AND TURNOVER INTENTION

Purpose: This study analyses the influence of Workplace Incivility, Perceived Supervisor Support, Job Satisfaction on Organizational Identification and its implications for Employee Performance and Turnover Intention.   Theoretical Framework: Workplace incivility is related to a range of work attitudes, stress indicators, and behaviours, both for the person experiencing incivility as well as for those engaging in uncivilised behaviour. The incivility experienced is closely associated with low job satisfaction and sub-optimal employee performance, high levels of stress and burnout, and a strong desire to leave the job. Perceived supervisor support refers to the perception among employees of how much their supervisors value their contributions and care about their well-being.   Design/Methodology/Approach: Determination of the sample using purposive sampling method involving employees who work in the renewable energy industry in Jakarta as many as 210 respondents. Analysis tool is Structural Equation Modeling (SEM) using AMOS version 22.0.   Findings: It was found that Workplace Incivility does not affect Organizational Identification but, Perceived Supervisor Support and Job Satisfaction have an influence on Organizational Identification. The implication of Organizational Identification has an influence on Employee Performance and Turnover Intention, but Employee Performance does not affect the Turnover Intention of employees working in renewable energy in Jakarta.   Research, Practical & Social Implications: From the results of this study, management can get used to the culture that superiors should pay more attention to the performance of employees. In addition, management can consider that employees are part of the company, with this, employees will be more confident in their identity in the company which will increase Organizational Identification. High Organizational Identification is proven to improve Employee Performance and reduce Turnover Intention of employees.   Originality/Value: The addition of turnover intention variables is the difference between this research and the previous one. The research was conducted in renewable  energy company in Jakarta, Indonesia. This is the uniqueness and originality of this research.

The Influence of Workload on the Performance of Banjarmasin City Land Office Employees Through Motivational Mediation

Workload is an important factor that can influence employee performance. Excessive workload can cause stress and fatigue, which can reduce employee performance. On the other hand, motivation can be a determining factor in improving employee performance. High motivation can encourage employees to work harder and be more productive. This research aims to determine and analyze the effect of workload on performance by mediating motivation among Banjarmasin City Land Office Employees. This research method uses a questionnaire of 40 Banjarmasin City Land Office employees as samples and the sampling technique used is purposive sampling with judgment sampling type. Data analysis uses the SEM-PLS (Structural Equation Modeling - Partial Least Square) method which is processed with the SmartPLS Program. The results of this research conclude that the workload variable has a significant negative effect on the performance variable, the workload variable has a significant positive effect on the motivation variable, the motivation variable has a significant positive effect on the performance variable, and the workload variable has a significant positive effect on the performance variable with the mediation of the motivation variable.

Unveiling employee motivating factors during economic crisis periods: A structural approach

AbstractDespite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non‐financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non‐financial incentives motivate employees most, management should not overlook financial and job‐related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10‐year‐long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis.

Reviewing the effectiveness of reward and punishment in improving employee performance in Jabodetabek

Human resource management involves acquiring, developing, and using human resources to support business goals. Qualifying, rewarding, and punishing employees is crucial for personal growth and professional development. Companies should empower their human resources and implement fair rewards and punishments to improve employee performance. In Indonesia's Jabodetabek region, employee performance is crucial for business growth. Employers must focus on incentives, sanctions, and work discipline to maintain or improve performance. This research examines the effectiveness of rewards and punishments in improving employee performance in the Jabodetabek area. Using the qualitative approach, the study found that companies provide rewards to employees who excel in accordance with company regulations. Sanctions are used to prevent future violations and prevent others from doing the same. Motivational factors and performance satisfaction are crucial in establishing a fair reward and punishment system. The study concludes that effective rewards and punishments can improve employee performance, highlighting the importance of a fair and effective approach in business management.