Influence Employee Performance Research Articles

Pengaruh Budaya Organisasi dan Komitmen Organisasi Terhadap Kinerja Karyawan Melalui Organizational Citizenship Behavior pada Savana Hotel & Convention Malang

This research aims to examine the variables that influence employee performance and their influence on service sector employees at Savana Hotel and Convention Malang. The type of research used is quantitative with an explanatory approach. Primary data in this study used a questionnaire which was distributed using a questionnaire sheet. The population in this study were employees of the Savana Hotel and Convention Malang and a sample of 100 respondents. Using the Partial Least Square (PLS) analysis method 4. Based on the research results, it shows that the variables of organizational culture and organizational commitment have a significant effect on employee performance at the Savana Hotel and Convention. And the organizational citizenship behavior (OCB) variable is able to mediate organizational culture and organizational commitment on employee performance for Savana Hotel and Convention employees. It can be concluded that if organizational culture improves it will support the formation of organizational commitment then these two variables will encourage high levels of organizational citizenship behavior (OCB), this is usually called employee loyalty, this will increase employee performance.

Pengaruh Lingkungan Kerja dan Disiplin Kerja Terhadap Kinerja Pegawai pada Satuan Polisi Pamong Praja Karawang

The research aims to determine the influence of the work environment and work discipline on employee performance. The research was carried out at the Karawang Civil Service Police Unit office located at Jl. A. Yani No.70, Nagasari, Kab. Karawang. The research method is quantitative descriptive verification with multiple linear regression analysis using SPSS V.25 software. The population of the Karawang Civil Service Police Unit is 110 employees and the sample is 86 employees using the Slovin formula. Based on the research results, it can be concluded, 1) work environment with a score of 249 criteria is quite good, 2) work discipline with a score of 240 criteria is quite good, 3) employee performance with a score of 259 criteria is quite good, 4) work environment partially has a very significant positive effect on sig value is 0.000 < 0.05 and tcount is 5.920 > 1.988, 5) work discipline has a significant positive effect with sig value 0.001 < 0.05 and tcount is 3.511 > 1.988 on employee performance in the Karawang Civil Service Police Unit, 6) work environment and work discipline has a very significant simultaneous effect with a sig value of 0.000 < 0.05 and fcount 50.820 > ftable 3.107 on the performance of the Karawang Civil Service Police Unit employees. The determination value is 0.550 or 55%, while the remaining 0.450 or 45% is another variable that was not examined in this study. If the agency creates a comfortable work environment, employees will be more disciplined in their work so that it can influence employee performance to improve in the future in the Karawang Civil Service Police Unit.

Pengaruh Motivasi dan Disiplin Kerja Terhadap Kinerja Karyawan CV. Santoso Teknik Karawang

The main objective of this research is to assess the individual and combined impact of work discipline and work motivation on employee performance at CV Santoso Teknik Karawang. Descriptive and verification strategies were used in the quantitative analysis of this research. Fifty people from CV Santoso Teknik Karawang became the population or research subjects. Sampling using saturated sampling means conducting a survey of all workers at CV. Santoso Teknik Karawang has fifty employees. Data were collected via a Google Forms survey in which various items were rated using a Likert scale. Various data validity and reliability tests, as well as classic assumption tests are available in the SPSS version 22 application. Multiple linear regression, t-test, f-test, and coefficient of determination are part of this series of tests. Motivation and work discipline partially influence employee performance, based on the results of the t test. Apart from that, the f test confirms that there is a significant simultaneous influence between motivation and work discipline on the performance of CV Santoso Teknik Karawang..

Enhancing Performance: The Role of Organizational Culture, Commitment, and Support in Indonesian Paper Industry

Human resources play an important role in the successful achievement of performance. Employee performance is the result of the work achieved by employees in a company. This study aims to investigate the impact of organizational culture, organizational commitment, and perceived organizational support on employee performance at a paper manufacturing plant. The descriptive data and SEM were analyzed using The Jeffreys’s Amazing Statistics Program (JASP) method. Data were collected from 107 respondents who participated in paper manufacturing plants (52 males (48.6%), 55 females (51.4%); MageMage= 38, SD = 8.4). The results showed that (1) organizational culture has a significant effect on employee performance (β = 0,533, p 0,05). (3) Perceived organizational support has no significant effect on employee performance (β = 0,039, p > 0.05). In this study, organizational commitment and perceived organizational support did not influence employee performance. Among employees, expectations for increasing organizational commitment and perceptions of organizational support for improving employee performance are still not high enough. The findings of this study highlight that organizational culture has the strongest influence compared to organizational commitment and perceived organizational support on employee performance. To improve employee performance, organizations can internalize cultural values through socialization activities, corporate culture training, and cultural rituals so that employee work behavior will develop, contributing to improved performance in the organization.

The Role of Work Motivation, Workload, and Competency in Influencing Employee Performance through Job Satisfaction

In a dynamic and competitive financial industry, employee performance (performance) plays a key role in determining the success and growth of the organisation. This study aims to analyse the effect of work motivation, workload, and competency on job satisfaction, and its impact on performance in the financial industry in Jakarta. This research uses quantitative methods by distributing questionnaires to employees in the financial industry in Jakarta. The data collected was then analysed using regression analysis to test the effect of independent variables on the dependent variable. The results showed that work motivation, workload, and competency have a significant effect on job satisfaction. Furthermore, job satisfaction was also found to have a significant effect on employee performance. These findings confirm the importance of paying attention to these factors in improving employee performance in the financial industry. Organisations need to develop effective strategies and policies to increase work motivation, manage workload, and develop employee competencies. By paying attention to these factors, it is expected to increase job satisfaction and ultimately improve employee performance in the highly competitive financial industry. This study concludes that work motivation, workload, and competency have a significant effect on job satisfaction, which in turn has an impact on improving employee performance in the financial industry. The findings provide practical implications for organisations to pay attention to these factors in an effort to improve employee performance.

The remote revolution: assessing the impact of working from home on finance professionals

The aim of this study is to investigate how remote work affects job performance. It suggests that factors such as the work environment, employee productivity, and work-life balance play a role in mediating this impact. The study also explores how remote work influences employee performance through these variables. The findings of this research have practical implications for businesses looking to evaluate the effectiveness of their remote work policies, especially during the ongoing coronavirus crisis. One distinctive feature of this study is its questionnaire, which has been specifically designed to capture the effects of COVID-19. Data were collected through an online survey distributed to workers in Syria. The survey, which utilized a Likert scale, was sent via email to around 2650 employees and was also shared on social media platforms. A total of 300 respondents took part in the survey. To address the research questions, structural equation modelling was employed in this study. The results indicated that remote work resulted in increased enjoyment, satisfaction, and motivation among employees, ultimately improving job performance. It is worth noting that while this research focuses on examining these benefits within the context of Syria, there is potential for external validity among other countries affected by the COVID-19 pandemic.

The Influence of Human Resource Information System Career Planning and Development on Employee Performance: A case of the Institute of Accountancy Arusha

This study sought to examine the influence of human resource information system career planning and development on employee performance: A case of the Institute of Accountancy Arusha. Descriptive survey research design and quantitative research approach were employed. Primary data were gathered through structured questionnaires and secondary data were obtained from various sources including published sources and unpublished sources such as books, research reports, journal articles, dissertations, seminars, magazines, and newspapers regarding the influence of HRIS utilization on employee performance in the Institute of Accountancy Arusha. Descriptive statistics was used to analyze data. Findings revealed that human resource information system career planning and development influenced employee performance at IAA through improving working morale, increasing productivity, performing well the work duties, increasing creativity, ability to make a productive decision in employees’ work. It was recommended that human resource information system human resource information system should be strengthened and improved as to continually influence employee’s performance at the Institute of Accountancy Arusha. This can be done by adopting up-to-date (more sophisticated) human resource information systems.

Pengaruh Kompensasi, Beban Kerja, dan Stres Kerja terhadap Kinerja Karyawan pada PT Panca Boga Paramita Cabang TSM Kota Bandung

This research aims to understand the description of employee performance, compensation, workload, and work stress and analyze the influence of compensation, workload, and work stress on employee performance at PT Panca Boga Paramita, TSM Bandung City Branch. The research method used is quantitative with a descriptive and verification approach. Sampling was carried out using total or saturated sampling (census) involving all 30 PT Panca Boga Paramita, TSM Bandung City Branch employees. Data collection was carried out through distributing questionnaires. The data analysis techniques used include multiple linear regression analysis, correlation coefficient analysis, and coefficient of determination analysis. Descriptive analysis shows that employee performance at PT Panca Boga Paramita TSM Bandung Branch scores 784 in the poor category. Compensation has a score of 524 in the excellent category. Workload has a total score of 763 in the high category. Work stress has a total score of 1020 in the medium category. This research shows that compensation affects employee performance, with a correlation value of 0.690. Workload influences employee performance with a correlation value of 0.662. Work stress influences employee performance with a correlation value of 0.689. Simultaneously, compensation, workload, and work stress influence employee performance, according to the results of the simultaneous correlation test, which shows a value of 0.783 with an influence contribution of 64.2%.

The Role of Employee Engagement as Mediation on the Effect of Work Life Balance and Organizational Climate on Employee Performance at PT. Anugerah Agung Alami Bali

The success of a company cannot be separated from the good performance of an employee. Goal Setting Theory by Locke and Latham assumes that there is a relationship between goals and a person's performance in the work they are given. There are many factors that can influence employee performance in a company. Work life balance, organizational climate, Employee Engagement have a positive and significant effect on employee performance at PT. Anugerah Agung Alami Bali, explains that there is a unidirectional and meaningful influence, where Work life balance, Organizational Climate, Employee Engagement increases will tend to be followed by an increase in employee performance. This research aims to analyze and explain the direct influence between Work life balance, Climate Organization and employee performance as well as the indirect influence of work life balance, organizational climate on employee performance through the mediation of Employee Engagement. This research is explanatory research using quantitative research methods, carried out at PT Anugerah Agung Alami Bali with total sampling, where the number of samples studied was 85 people. The analysis tools used are SPSS and Smart-PLS. The results of this research are that work life balance can have a positive and significant influence on employee engagement, organizational climate has a significant positive influence on employee engagement, work life balance has a significant positive influence on employee performance, organizational climate has a significant positive influence on employee performance, Employee Engagement has a positive and significant effect on employee performance. Apart from the direct influence, it was also found that indirect influence in the form of Employee Engagement could partially mediate the influence of Work Life Balance on employee performance and Employee Engagement also succeeded in partially mediating Organizational Climate on employee performance. The conclusion of this research is that hypotheses 1 to 7 are accepted. In this research, the factors that have the greatest impact on improving employee performance at PT are also known. Anugerah Agung Alami Bali, so that management can optimize these factors to improve employee performance.

THE INFLUENCE OF TRAINING AND CAREER DEVELOPMENT ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT AS AN INTERVENING VARIABLE

A company can be said to be successful when the performance of the company's employees is good. Factors that influence employee performance are training, career development and employee engagement. This research aims to determine the influence and response to training, career development, employee engagement and employee performance. This research method is quantitative research with a simple random sampling technique. Data were collected through distributing questionnaires which were tested through validity, reliability, multicollinearity, heteroscedasticity, coefficient of determination, t test, and Sobel tests. The results of this research are that employee performance and employee involvement are in the quite high category, training and career development are in the quite good category. In addition, training and career development have a direct effect on employee engagement and have an indirect effect on employee performance through employee engagement.

Implementation of Path Analysis for Modeling the Influence of Organizational Culture on Work Productivity

This research aims to determine the significant factors of organizational culture that influence employee performance productivity using a path analysis model by looking at the total direct and indirect influence of sub-variables. Path analysis can describe the magnitude of the influence and significant variables using direct and indirect influences. By adapting to this case, direct and indirect modeling is needed to see the magnitude of the influence of these sub-indicators. Research related to organizational culture has been carried out to see how much influence organizational culture and motivation have on employee performance. The result is that the greater the organizational culture and achievement motivation, the higher the influence on employee performance. This type of research uses a qualitative and quantitative approach. This research uses a questionnaire to collect data, which has been tested for validity and reliability. This research was conducted at the Gorontalo District Health Service in 2022. Respondents used in this research were 57 Gorontalo District Health Service employees. Data analysis using software R. Results of the research show that organizational culture variables and sub-variables, namely artifacts (X1), values ​​(X2), and basic assumptions (X3), significantly influence employee performance productivity (Y). The total effect is calculated using the path coefficient calculation of the significant variables. The total influence of organizational culture in the form of artifacts (X1) on employee work productivity (Y) is 72%, and the total influence of organizational culture in the form of values ​​(X2) on employee work productivity (Y) is 65%. The total influence of organizational culture is in the form of basic assumptions (X3 ) on employee work productivity (Y) of 78%. This shows that the organizational culture variable influences the most significant influence, namely basic assumptions (X3). The Gorontalo district health office can consider the results of this analysis to make further policies regarding which organizational culture priorities will be implemented to increase employee productivity to the maximum.

The Influence of Work Discipline and Workload on Employee Performance

This study was done by selecting a sample of 40 respondents from the population. This study investigates the use of SPSS 22 software for Windows operating systems. The research findings are as follows: A study was conducted to assess the work discipline of employees at a bank in Bandung. The data processing revealed that the average rating of respondents' responses was 2.98, which falls within the "Good enough" threshold. The workload of staff at a bank in Bandung was assessed by analyzing data processing results from respondents. The average score received was 3.00, which falls within the "Good enough" requirements for the test findings. The data processing findings from respondents at one of the banks in Bandung provided an overview of employee performance. The average score received was 3.28, which falls within the "Quite good" requirement for test results. The impact of work discipline and workload on employee performance at a bank in Bandung is as follows: the direct influence of work discipline on employee performance is 28.40%, and the indirect influence through work discipline is 17.44%. Therefore, the total influence of work discipline on employee performance is 46.95%. The impact of workload on employee performance at a bank in Bandung is directly influenced by work discipline, accounting for 17.44% of the total influence. Additionally, there is an indirect influence of 29.53% through workload, resulting in a total influence of work discipline on employee performance of 76.8% at this particular bank in Bandung. The impact of work discipline on employee performance at a bank in Bandung is measured at 0.546 or 54.6%, indicating a reasonably good correlation. Similarly, the influence of workload on employee performance at the same bank in Bandung is measured at 0.352 or 35.2%. The criteria are highly stringent, and the correlation between work discipline and workload is 0.892 or 89.2%, indicating a strong association. When considered jointly or concurrently, these factors have a combined total influence of 76.48%, with work discipline accounting for 46.95% and workload accounting for 29.53%. Hence, the overall impact amounts to 76.8%. The results indicate that the impact of these two variables falls within the very significant range, while the remaining elements, which have not been examined, also influence employee performance by 23.2%.

Pengaruh Kepemimpinan dan Disiplin Kerja Terhadap Kinerja Karyawan Pada CV Bintang Makmur Bekasi

Influence of Leadership and Work Discipline on Employee Performance at CV. Bintang Makmur Bekasi.This research aims to find out how the relationship between the variables Leadership (X1) and Work Discipline (X2) influences the Employee Performance variable (Y) at CV Bintang Makmur Bekasi. Research data is data taken using a questionnaire distributed to CV Bintang Makmur Bekasi employees. The population in this study were 44 employees of CV Bintang Makmur Bekasi. Data analysis techniques Data using Descriptive Analysis, Validity Test, Reliability, Simple, Multiple Regression Analysis, Classical Assumption Test, t Test (Partial), F Test (Simultaneous), Correlation Coefficient and Determination. Data processing in research uses SPSS 29. Based on the results, simultaneous tests produce a significance value of 0.001 < 0.05, which means that leadership and work discipline influence employee performance. Furthermore, the results of the coefficient of determination show a figure of 0.885, so 88.5% of Leadership (X1) and Work Discipline (X2) influence Employee Performance (Y) at CV Bintang Makmur Bekasi, while the remaining 21.5% is influenced by intervening variables which Thus, it can be concluded that the first hypothesis (Ha1), second hypothesis (Ha2), and third hypothesis (Ha3) can be accepted.

The Effect of Organizational Culture on Employee’s Performance and Productivity

The objective of this research is to investigate the effects of organizational culture on employee performance and productivity, analyze its impact on employee behavior, and explore its benefits for employees and customers. The primary research questions are: (1) What is the impact of organizational culture on employee performance and productivity? (2) What role does organizational culture play in influencing employee performance and productivity? (3) What benefits does organizational culture provide to employees and customers? The hypotheses are: (1) Organizational culture directly impacts employee performance and productivity. (2) Organizational culture plays a vital role in enhancing employee performance and productivity. (3) Organizational culture increases organizational performance, motivates employees to achieve organizational goals, and affects customer loyalty. The research employs a binary system approach and collects data from both primary and secondary sources. Primary data was gathered through a survey of 50 questionnaires distributed to students at Jahan University. Secondary data was sourced from books, websites, and research papers. The findings indicate that organizational culture is practiced within the organization and is perceived as important for improving employee performance. This is supported by the statistically significant contributions of mission and involvement to employee performance. However, consistency and adaptability, while positively correlated with performance, were not statistically significant. The study concludes that not all cultural dimensions significantly contribute to employee performance, suggesting that other unexamined factors may also play a role.

The Influence of Motivation, Training and Compensation on Employee Performance

Purpose: This study examines the impact of motivation, training, and compensation on employee performance at the Secretariat of the DPRD of Jayapura Regency. Research Design and Methodology: The research employs a quantitative approach, utilizing surveys and statistical analysis to evaluate the effects of motivation, training, and compensation on employee performance. Data was collected from employees at the Secretariat of the DPRD of Jayapura Regency and analyzed using simultaneous testing methods to determine the significance of each variable. Findings and Discussion: The results indicate that motivation, training, and compensation significantly influence employee performance individually and collectively. These findings highlight the potential for significant improvement in employee performance. Motivation enhances performance by fostering a positive work environment and employee engagement. Training improves performance by developing employee skills and competencies. Compensation boosts performance by providing financial and non-financial rewards that increase employee satisfaction and motivation. These findings underscore the critical role of these factors in organizational success and provide a hopeful outlook for the future. Implications: This study underscores the importance of a comprehensive approach to enhancing employee performance through motivation, training, and compensation. To create a motivated and productive workforce, organizational leaders and managers should focus on supportive leadership, continuous skill development, and fair compensation policies. These strategies can foster a conducive work environment, driving organizational success. Future research should explore these factors in diverse contexts and over extended periods to validate and expand upon these findings.

Pengaruh Interaksi Sosial dan Social Support terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Moderasi

The aim of this research is to analyze the influence of social interaction and social support on employee performance with job satisfaction as moderation. The analysis used in this research is a quantitative approach. The population of this study was employees from several companies totaling 65 people. The data collection techniques used in this research were questionnaires, interviews and literature studies, and the analysis method used Smart PLS software. The findings in this research are that social interaction and social support influence employee performance. Job satisfaction as a moderating variable is able to moderate social interaction and social support on employee performance.

Pengaruh Kemampuan Komunikasi Terhadap Kinerja Karyawan di Instansi Penerbangan: Studi pada Karyawan di UPBU Kelas 1 Mutiara Sis Al-Jufri Palu

Effective communication is crucial for enhancing efficiency and human resource quality in aviation organizations like UPBU class 1 Mutiara Sis Al-Jufri Palu. Both leaders and employees rely heavily on communication to perform their tasks effectively. This research aims to assess the impact of communication skills on employee performance in this institution. The study employs a quantitative approach, collecting data through questionnaires and literature review. Comprehensive analysis includes testing data validity, reliability, and normality, as well as conducting simple linear regression analysis, partial t-tests, and coefficient of determination (R²) tests to evaluate the relationship between communication skills and employee performance at UPBU class 1 Mutiara Sis Al-Jufri Palu. The findings indicate that communication skills significantly influence employee performance, with an R Square value of 0.629, suggesting that approximately 62.9% of the variability in employee performance can be explained by their communication abilities

Analysis of Employee Performance Through Compensation: Literature Review

of company goals. In companies, compensation is considered one of the main factors that influence employee performance or productivity. This research uses a descriptive method which is collected through scientific journals. All journals are sourced from Sinta, Google Scholar and Garuda.The research results show that there is a positive and significant relationship between compensation and employee performance. Based on theory, relevant articles and discussions, a hypothesis for further research can be formulated, namely that compensation has a positive effect on employee performance.

Bagaimana Penerapan Budaya Organisasi Pada Karyawan Yang Seharusnya

In an industrial context, it is important to highlight the role of organizational culture because of its impact on employee performance. The culture embedded in a company can influence how effectively employees carry out their duties. This research aims to explore the extent to which organizational culture influences employee performance improvement. By cultivating a positive culture, companies can provide good examples of how to work effectively to employees, which in turn can lead to increased productivity and quality of work. Organizational culture has become one of the key factors in the success of modern companies. This research aims to investigate how the implementation of organizational culture affects employees in the work environment.

Analisis Pengaruh Standar Operasional Prosedur, Teknologi Informasi, dan Pengawasan Terhadap Kinerja Karyawan (Studi Kasus pada PT. Fore Coffee Malang)

The purpose of this research is to evaluate the impact of standard operating procedures (SOP), information technology, and supervision on employee performance at PT. Fore Coffee Malang. This study utilizes a quantitative data method with multiple linear regression, obtained from primary data of respondents. Sampling is carried out through purposive sampling technique involving 48 employees at PT. Fore Coffee Malang. Data analysis involves scale range, classical assumption tests, multiple linear regression tests, and hypothesis testing such as t-test and F-test. The results of the research indicate that standard operating procedures (SOP) and information technology have a positive and significant impact, while supervision has a positive but insignificant impact on employee performance at PT. Fore Coffee Malang. In conclusion, the implementation of standard operating procedures (SOP), information technology, and effective supervision can influence employee performance, with the potential to enhance company productivity.