Level Of Employee Performance Research Articles

EVALUASI KINERJA KARYAWAN PADA SUBBAG KEPAGAWAIAN DAN TATA USAHA BALAI BESAR VETERINER WATES

Human resources in this digitalization era have entered into a strategic function not only as a personnel management but also a an asset. The potential of human resources must be utilized as well as possible, so as to be able to provide optimal output for the organization. The objectives of this study are (1) to understand the causes of the level of employee performance in the Employment and Administration Sub-Division of Wates Veterinary Center, and (2) to formulate efforts to improve employee performance in the Employment and Administration Sub-Division of Wates Veterinary Center. This research was conducted using qualitative descriptive methods. Data gathering was done by observation, interview and documentation. The informants of this study were 6 people, representatives from the Financial Sub-Division, Household Sub-Parts and Supplies, Sub-Division of Personnel and Administration. The data gathered was carried out a credibility test using data triangulation methods and technical analysis steps through several stages, namely data reduction, data display and making conclusions. The results of the analysis show the causes of employee in the Sub-Division of Personnel and Administration of the Wates Veterinary Center not optimal, including many tasks outside their main tasks, lack of communication, lack of understanding of the details of their duties, lack of employee motivation from the leader. Whereas the efforts to improve employee performance in the Employment and Administration Sub-Division of the Wates Veterinary Center are paying attention to quality of employee (training or education, coaching and work motivation), other supporting facilities for giving awards and spiritual guidance.

Motivation, Discipline, and Work Environment: COVID-19 Impact on Employee Performance

This quantitative study aimed to investigate the effects of motivation, discipline, and work environment on employee commitment and performance in the context of the COVID-19 pandemic. The research sample consisted of 72 respondents from PT Wings Surya Surabaya in Indonesia. Data were collected through a questionnaire, and path analysis was employed for data analysis. The findings revealed that commitment had a positive influence on employee performance during the COVID-19 crisis. Moreover, motivation, discipline, and work environment were significant predictors of work commitment, as evidenced by the t-test results (p < 0.05). This study provides valuable insights into the crucial factors influencing employee performance and commitment in times of crisis, highlighting the need for organizations to prioritize and enhance motivational factors, discipline, and a conducive work environment to foster commitment and ensure optimal employee performance. 
 Highlights:
 
 Motivation drives performance: Explore how employee motivation during the COVID-19 pandemic impacts their overall performance and productivity.
 Discipline fosters commitment: Investigate the role of discipline in maintaining employee commitment and dedication towards work amidst the challenges posed by the pandemic.
 Work environment influence: Examine how the work environment, whether remote or in-person, influences employee performance and commitment levels during the COVID-19 pandemic.
 
 Keywords: Motivation, Discipline, Work Environment, Employee Performance, Commitment

THE MEDIATING ROLE OF WORKPLACE HAPPINESS IN THE EFFECT OF HUMBLE LEADERSHIP ON EMPLOYEE PERFORMANCE

The present study aims to investigate the relationships between humble leadership, employee performance and workplace happiness. 156 employees were surveyed to collect data, which was subsequently analyzed using the SPSS 22.0 and Amos software programs in line with the study’s objectives. The analysis findings showed that humble leadership positively affects both employee performance and workplace happiness. The findings also revealed that workplace happiness has a partial mediating role in humble leadership’s effect on employee performance. According to the findings, humble leaders who take it as a mission to be open to criticism and feedback, to appreciate their followers and to learn from mistakes not only contribute to happiness and positive emotions in the organization, but also increase the performance levels of employees.

Impact of Motivation Factors on the Employees of Airlines Industry

Employees play pivotal role in shaping the accomplishment expansion and even downfall of an organization. Hence there is a need for proper motivation of the employees so that they feel instigated and energized in their task that paves the way for the betterment of the organization. This analysis will predict the potency and efficacy of Human Resource Management approach and methodologies adopted by Human Resource Management of the Airlines Industries to persuade rather influencing their employees thus bestowing them with prolificacy and self -contentment about their job. The study focuses on the action performed by Human Resource Management in stimulating the employees and recognizing several workers inspiration factors for the development of a superior organization. No matter whatever may be the circumstances ,there is consistently and invariably its necessary and high demand for the commitment of the staffs in Airlines Industry. Employee Motivation is of foremost important concern that affect the performance level of employees in Aviation Industry. The main concern of this research work is to bring into lime light the various facets that helps in stir up and dynamize the spirit of the employees , so that they can never feel pressurized by their work load and enjoy every bit of their job to the optimum.

ANALYSIS OF WAGE LEVELS DYNAMICS IN UKRAINE AND THE EU COUNTRIES AS A COMPONENT RESEARCH OF THE LABOUR MARKET CONDITIONS

At the present stage of deepening the processes of Ukraine's European integration, studies of the state and prospects of development of the labour markets of Ukraine and the European Union countries are becoming increasingly relevant, since in recent years, according to some indicators of the labour market functioning, there has been a process of their separation (structural divergence), which has disintegration potential. In particular, one of the structural factors of their divergence is the imbalance in the field of remuneration.The article is devoted to the study and analysis of the dynamics of wages in Ukraine and the European Union as one of the components of the labour market research process. To achieve this goal, the author used a number of general scientific andspecial research methods interrelated and consistently applied in the work: the method of abstraction, theoretical generalisation, analysis and synthesis, induction, graphical and analytical method (graphs of dynamic changes in indicators).Based on a review of the minimum wages in the European Union, it is determined that in 2022 the EU countries will be divided into three groups: with a national minimum wage of more than EUR 1,500 per month; with a national minimum wage above EUR 1,000 but below EUR 1,500 per month; and with a national minimum wage below EUR 1,000 per month.It is established that the EU labour market has gender and cross-country imbalances in remuneration, while the Ukrainian labour market has gender and regional imbalances. It is determined that there are a number of global problems in the labour market. In the area of remuneration, these include low levels of minimum and average wages, excessive differentiation in remuneration in different regions and sectors of the economy, high and growing wage arrears, lack of connection between wages and the level of employee's qualifications and performance, and the existence of shadow remuneration schemes. The labour market conditions in Ukraine are of a falling type, as they are characterised by an excess of demand over supply (a decrease in vacancies and an increase in the number of unemployed) and a decrease in market prices (the real wage index)

IMPACT OF MOTIVATION FACTORS ON THE EMPLOYEES OF AIRLINES INDUSTRY

Employees play pivotal role in shaping the accomplishment expansion and even downfall of an organization. Hence there is a need for proper motivation of the employees so that they feel instigated and energized in their task that paves the way for the betterment of the organization. This analysis will predict the potency and efficacy of Human Resource Management approach and methodologies adopted by Human Resource Management of the Airlines Industries to persuade rather influencing their employees thus bestowing them with prolificacy and self -contentment about their job. The study focuses on the action performed by Human Resource Management in stimulating the employees and recognizing several workers inspiration factors for the development of a superior organization. No matter whatever may be the circumstances, there is consistently and invariably its necessary and high demand for the commitment of the staffs in Airlines Industry. Employee Motivation is of foremost important concern that affect the performance level of employees in Aviation Industry. The main concern of this research work is to bring into lime light the various facets that helps in stir up and dynamize the spirit of the employees , so that they can never feel pressurized by their work load and enjoy every bit of their job to the optimum.

Hubungan Organizational Citizenship Behavior (OCB), Komitmen Organisasi, Kepuasaan Kerja terhadap Kinerja Perawat Rawat Inap di RSUD Dr. Adjidarmo Kabupaten Lebak

One indicator of the success of the healthcare industry, especially hospitals, is the level of employee performance. One of the performances that plays an important role is the performance of nurse services to patients, nurses have an obligation to provide medical and non-medical services to patients. Good performance reflects the performance of a hospital, so performance is important to be optimized so that the hospital's success rate is optimal. Organizational Citizenship Behavior (OCB) is an important aspect that every nurse needs to have to support effectiveness at work, the level of commitment to the organization is an aspect that plays a role for every nurse in supporting the achievement of hospital goals, and a high level of job satisfaction makes nurses provide the best service. Research data will be collected through a physical questionnaire which will be given to 100 inpatient nurses at RSUD Dr. Adjidarmo Lebak district. Data analysis used the Smart PLS application version 4.0.7.8 and the partial least square equation analysis method. There is a positive and significant effect between OCB, organizational commitment, and job satisfaction on the performance of inpatient nurses at RSUD Dr. Adjidarmo Lebak disctrit.

Literature Study The Influence Of Corporate Culture On Employee Performance And Innovation

Corporate culture has a relationship with employee performance; the better the corporate culture, the higher the level of employee performance. Furthermore, it was found that corporate culture has a relationship with employee innovation, and if the corporate culture is better, then employees can contribute to the growth of innovation. This is consistent with published theory and research and has served as a foundation for the notion that innovation and collaboration within an organization have implications for overall organizational health. Therefore, the authors are encouraged to be more detailed about the relationship between the cultural business community and employee motivation and performance, which can be revealed through several general indicators that will be discussed in this article

PENGUKURAN KINERJA SUMBER DAYA MANUSIA MENGGUNAKAN METODE HUMAN RESOURCE SCORECARD

In recent research, employee performance evaluations have not been carried out comprehensively. However, problems related to employee performance are the increasing number of complaints and the achievement of project targets on time. This study aims to determine the level of employee performance and provide suggestions for improving key performance indicator (KPI) below the target. The sampling method is non-probability sampling with purposive sampling. The method used is the Human Resource Scorecard (HRS) supported by the Analytical Hierarchy Process (AHP) and Traffic Light System (TLS). The results showed that the performance measurement score of PT. Modern Pulsa Investama in 2021 is 2,23 (less) with a TLS of 2,90; in 2022, it is 2,99 (medium), with a TLS of 5,86, indicating satisfactory performance. Based on 15 KPIs in 2021, 4 were obtained in the green group, 5 in the yellow group, and 6 in the red group. Of the 15 KPIs in 2022, 6 were obtained in the green group, 6 in the yellow group, and 3 in the red group. KPIs that go on a yellow to red scale are the focus of improvement. PT. Modern Pulsa Investama is a company that develops bill payment applications and online product purchases.

STUDI TINGKAT KINERJA PEGAWAI DINAS PERPUSTAKAAN DAN ARSIP PROVINSI KALIMANTAN TENGAH

This study aims to determine the level of performance of employees of the Central Kalimantan Province Library and Archives Service, seen from the dimensions: (1) Service Orientation, (2) Integrity, (3) Commitment, (4) Discipline, and (5) Cooperation. The type of research used is descriptive quantitative. The population in this study were employees at the Central Kalimantan Province Library and Archives Service, totaling 18 people with Echelon III and IV status, where all populations were samples (total sample). The data collection technique is a questionnaire / questionnaire. The results showed that in general the performance level of employees at the Central Kalimantan Province Library and Archives Service was in the "Fair enough" category. The results of this study answered and strengthened the phenomena that the researchers found in the initial study, where in reality the high or low results of employee performance appraisals based on PKP did not necessarily reflect the actual conditions in the field. Discipline of employees (librarians) is still a real problem that must be immediately addressed by the Central Kalimantan Province Library and Archives Service in an effort to improve the quality of service for users.

The Causes of Job Insecurities among Employees of Textile Industry- The Case of Zaman Textile Mills Private Limited

Abstract
 The employee job insecurities problem could directly hit to the performance level of employees of textile sector. The success of an organization to achieve goals and objectives is largely determined by the performance of employees. This study is conducted to evaluate the factors that have influence on the employee’s job insecurities of the textile sector. Analytical approach is used for the conduction of this project and the data is qualitative in nature. The findings of the project disclosed that all the factors like employee’s job insecurities, monetary rewards, intrinsic motivations and performance of the employees working in textile industry. The action of prompting a reduced the employees’ job insecurities as that can increase the performance level ofthe workforce.

ENHANCING ORGANIZATIONAL EFFECTIVENESS THROUGH PERFORMANCE EVALUATION: A CASE STUDY OF COOPERATIVE ORGANIZATIONS IN SURKHET VALLEY

This study explores the significance of performance evaluation systems in enhancing employee performance and organizational effectiveness within cooperative organizations in Surkhet Valley, Nepal. Using a quantitative and descriptive research design, data was collected from 120 managers and chairpersons. The research aims to understand prevalent performance evaluation practices, assess employee performance levels, identify factors influencing performance, and evaluate the existing evaluation system’s effectiveness. Findings highlight the critical role of adaptability, effective communication, creativity, problem-solving, and cooperative behavior in driving employee performance. Customized performance evaluation systems that foster a cooperative work environment and acknowledge employee dedication are emphasized to promote organizational success and contribute to economic and social development in the region. The study advocates for adopting effective performance evaluation practices that align individual efforts with organizational goals, foster a positive work environment, and empower employees. Overall, this research contributes valuable insights to cooperative organizations, supporting their growth and success in Surkhet Valley and advancing the region’s economic and social development.

Implementation of Work Discipline That Affects Employee Performance in the General Administrative Services Section in the Pebayuran District Office Bekasi District

This study aims to determine the implementation of work discipline that affects the performance of employees in the general administration service section at the Pebayuran District Office, Bekasi Regency, which is located at Jalan Raya Pebayuran, Kertasari Village. The research method used is a qualitative descriptive method. To obtain information, data collection techniques were carried out by triangulation (combined) using the methods of observation, interviews, questionnaires and data sources. The population of this study were all employees of the Pebayuran sub-district office, totaling 40 employees and the sample of this study was 8 employees in the general administration service division. The results of the study show that the level of discipline for employees of the general administration service section at the Pebayuran sub-district office, namely attendance is quite low in 2021, the low level of employee absenteeism affects the level of employee performance in making E-KTP in 2021, it is necessary to take action from the leadership to can increase the employee's absenteeism by giving punishment in the form of a verbal warning if the employee commits a minor violation, SP1 and SP2 if the employee commits a moderate violation, SP3 if the employee commits a serious violation, then the leadership provides an attendance or fingerprint application for all employees. It is hoped that in the future, after the application of work discipline, the performance of the general administration service employees of the Pebayuran sub-district office will increase, and their discipline and performance will also increase.

MANAGEMENT PRACTICES AND EMPLOYEE PERFORMANCE OF SELECTED PRIVATE HIGHER EDUCATION INSTITUTIONS IN CALAMBA CITY, LAGUNA

This study determined the level of manifestation of management practices and the level of employee performance among the selected private higher education institutions in Calamba City Laguna. The research design used was descriptive. The data were gathered using a survey questionnaire. Respondents were members of management and employees of selected private higher education institutions in Calamba City Laguna. Random sampling was used to select the respondents. This study used Pearson Product-Moment Correlation as a statistical tool to analyze and interpret the data. Results show that selected private higher education institutions in Calamba City were able to manifest the best management practices highly. Employees were highly encouraged to collaborate and participate to accomplish the task for the betterment of the organization while instilling in them the institution’s mission, vision, and core values. They also enjoyed different benefits like scholarships and other benefits. The study further manifested that employees had excellent task performance. Employees knew how to set priorities to identify what must be done first. Also, it was very evident that employees had outstanding contextual performance. Employees were very particular about keeping their job knowledge up-to-date and improving their performance at work. In general, task performance and contextual performance of employees were significantly related to the Division of Work, Authority, Discipline, Unity of Command, Unity of Direction, Subordination of Individual Interest, Scalar Chain, Order, Initiative, and Esprit de Corps. On the contrary, task performance and contextual performance of employees did not have a significant relationship with Remuneration, Centralization/Decentralization, Equity, and Stability of Tenure of Personnel.

EMPLOYEE PERFORMANCE AT THE GENERAL BUREAU OF THE AUDIT AGENCY OF THE REPUBLIC OF INDONESIA

This study aims to determine how big the effect of promotions and mutation on employee performance. The research method used is quantitative descriptive analysis. The population of this study is the General Bureau of the Supreme Audit Agency of the Republic of Indonesia (BPK RI) with a total of 183 employees. The sample research method uses the Slovin Formula with a total of 65 employees who can represent the population. Data analysis was performed using the classic assumption test, hypothesis testing using the t test, simple regression analysis, multiple regression analysis, correlation analysis, coefficient of determination, data processing assisted by the IBM SPSS Statistics 2.3 Software program (Statistical Product and Service Solution). The results of the study show that the regression line equation obtains a constant coefficient value of 39.589, meaning that promotion (X1) and mutation (X2) are equal to zero, the level or level of employee performance (Y) is 39.589. Price coefficient b1 = 0.027, the promotion value (X1) has increased by 1%, the other independent variables are fixed, the level of employee performance (Y) has increased by 2.7%. The coefficient value b2 = 0.336 the mutation value (X2) has increased by 1%, the other independent variables are fixed, the level of employee performance (Y) has increased by 33.6%. These results can be a reference for various government agencies in order to improve employee performance. For this reason, it is necessary to pay attention to promotion within the organization.

PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL MEDIASI DI PT ANGSA KUSUMA INDAH DENPASAR

That Performance is basically the result of an employee's work. The success or failure of an employee is influenced by the level of employee performance individually or in groups. The purpose of this study was to analyze the effect of job satisfaction on employee performance with organizational commitment as a mediating variable at PT. Angsa Kusuma Indah. This research was conducted at PT. Angsa Kusuma Indah, with the samples of 48 employees using a saturated sampling technique. The Data collection was carried out using observation and interviews, with the research instrument used was a questionnaire. The collected data was then analyzed using variant-based SEM or PLS. The results of the study found that job satisfaction has a positive and significant effect of employee performance at PT. Angsa Kusuma Indah. The Job satisfaction has a positive and significant effect on organizational commitment at PT. Angsa Kusuma Indah. Organizational commitment has a positive and significant effect on employee performance at PT.Angsa Kusuma Indah. In this way, the organizational commitment partially mediates the effect of job satisfaction on employee performance at PT. Angsa Kusuma Indah.

Faculty commitment and performance in Montfortian educational institutions: Basis for a faculty development program

This descriptive-correlational study aims to determine the level of employee commitment and performance of the faculty members of Montfortian educational institutes in Southeast Asia having locale, employment status, educational attainment, and years of service as the selected variables for analysis. The randomly selected sample respondents for the study were the 81 teachers employed in two Montfortian Educational Institutions in Southeast Asia. The level of commitment was measured in three dimensions: Affective commitment, continuance commitment, and normative commitment. The level of performance was measured using four dimensions: Knowledge of the subject matter, knowledge of the nature of the learners, professionalism, and community engagement. Statistical analysis was made using the T-test and ANOVA. The findings of the study showed a “Very High” level of commitment of the faculty members both taken as a whole and when classified according to the selected variables. The exception is the level of continuance commitment among those who have served the school for more than 20 years. The level of performance was found to be “Very Good,” although it varied from “Very Good” to “Excellent” when analyzed by variables. A “Moderate Significant Relationship” between the levels of commitment and the levels of performance was established. The “locale” of the respondents significantly made a difference in the levels of commitment and in the relationship between the level of commitment and the level of performance. The result of the study shall be the basis for the formulation of a faculty development program to address the perceived gaps based on the findings of the research study.

THE IMPLICATIONS OF OCCUPATIONAL SAFETY AND HEALTH, DISCIPLINE, AND MOTIVATION ON EMPLOYEE PERFORMANCE AND PRODUCTIVITY AT PT. SARANA WARNA MEGAH SURABAYA

The industrial sector is experiencing competitive pressure as a function of the desire to better manage its resources, especially their human resources. Therefore, the corporation must create the most of its efforts to improve these human resources if it is to attain high levels of employee performance and productivity. The targets or goals for PT. Sarana Warna Megah are not even reached because of several their employee problems. The objective of this research is to indicate and examine the potential simultaneous, partial, and dominating impacts that work discipline, motivation, and occupational safety and health variables may have on employee performance and productivity at PT. Sarana Warna Megah Surabaya. 60 respondents composed the sample for this research. Probability sampling was used to conduct out the sampling process. Multiple linear regression analysis is the analysis method employed, and the f-test (simultaneous), t-test (partial), and dominant are utilized for hypothesis testing. The results of this research indicate that employee performance and productivity are significantly influenced by work discipline, motivation, and occupational safety and health. The findings indicate that factors such as work discipline, motivation, and occupational safety and health have a partial impact on employee performance and productivity. Occupational discipline and motivation are other factors that affect employee performance and productivity, but occupational safety and health are the ones that have the biggest impact.

PENGARUH UPAH KERJA TERHADAP KINERJA KARYAWAN PADA YAYASAN INSAN MEGA MULIA BREBES

Human resources play an important role in a company, because the human factor (employees) is the prime mover in every activity within the company, because employees carry out company activities from planning, implementing, to controlling every activity and activity of the company. This study aims to determine the effect of wages on employee performance at the Insan Mega Mulia Brebes Foundation. The research conducted was descriptive quantitative research. The population in this study were employees who worked at the Insan Mega Mulia Brebes Foundation. Sampling using saturated sampling technique, with a total sample of 18 respondents. The data collection method in this study used a questionnaire. The method of data analysis in this study uses descriptive statistics using scores, percentages, and tables. Based on the analysis that has been done, it can be concluded that wages have an effect on employee performance. This can be seen from the average percentage of the wage variable as much as 85% positive response and the employee performance variable as much as 97% positive response given by respondents. This shows that the better the level of remuneration by the company, the better the level of employee performance. The results of this study indicate that wages affect employee performance.

Kajian Tingkat Kinerja Pegawai


 ABSTRACT
 Research to determine the level of employee performance was carried out at SMA N 1 Katibung and SMA N 1 Sragi, South Lampung Regency. The level of employee performance is proxied by a comparison of employee performance in this case teachers by age. The type of research used is quantitative with a comparative method. The researchers used a population of teachers from SMA N 1 Katibung and SMA N 1 Sragi as many as 78 teachers and a set sample of 34 honorary teachers. The sample is divided into teachers with an old age category of 18 honorary teachers and teachers in the young age category of 16 honorary teachers. The sampling technique uses purposive sampling techniques and independent t-Test data analysis. The result of this study is that there are differences in the performance of employees or teachers in the old age category and teachers with the young age category at SMA N 1 Katibung and SMA N 1 Sragi Lampung Selatan.