Variable Employee Performance Research Articles

Work From Anywhere, Perlukah ?: Tinjauan Praktis Lingkungan Kerja Terhadap Kinerja Pegawai Selama Pemberlakukan WFH

Work from Anywhere (WFH) is a new concept that was combined after the implementation of the Work Form Home scheme in early 2021 which aims as an effort to minimize the spread of Covid-19 globally. Employees are required to adapt the pattern of working from home that was previously done from the office. In addition, the work environment during the implementation of the WFH scheme is also taken into account for employee performance. This research aims to determine the effect of the Work Environment on employee performance at the State Wealth Service Office and Banda Aceh Auction. This research uses quantitative methods with a correlational approach. The research sample numbered 50 respondents with Nonprobability sampling technique with a saturated sampling approach. The method of collecting data in this study uses questionnaires collected directly by filling out the questionnaire sheet. Data analysis using simple linear regression, test t. accepted hypothesis means that there is a significant influence between Work Environment Variables and Employee Performance Variables. The results of the determination coefficient (R2) test obtained a figure of 31.6%. This means that the variation in the Employee Performance variable can be explained by the Work Environment variation of 31.6%, the remaining about 68.4% is explained by other variables not used in this regression model.

The Influence of Work Discipline and Work Motivation on Employee Performance at the UD. FF Tirta, East Jakarta

At this time the business of bottled drinking water distributors, especially those engaged in the field of Aqua Galon distributors, is indeed experiencing quite significant increase. This increase was balanced with the increasing number of competitors which resulted in a decrease in sales turnover in the field, so that this situation made the business owner have to play strategies in order to increase employee performance, namely by implementing work discipline and providing work motivation to their employees. The purpose of this study is to find out how much the influence of work discipline and work motivation on employee performance in UD. FF Tirta, East Jakarta. The population used was 30 respondents and used saturated sampling. The methods used are validity tests, reliability tests, classical assumptions tests, determination coefficient tests, multiple linear regression tests, and statistical tests. The scale used is a Likert scale. By using SPSS 26 software, so that the results of the multiple linear regression equation y = ? + ?1x1 + ?2x2 + ? = 16,253 - 0.038 - 0.20. The results of partial testing for work discipline variables have a t count value of -3,043 with a significance value of 0.013 <0.05 while for the work motivation variable has a t count value of -10.035 with a significance value of 0.020 <0.05. So that the two variables are the decision to refuse H0. So judging from the decision, the two variables each have partial influence on employee performance variables. From the results of the coefficient of determination, the adjusted R square value is valued at 0.796 or 79.6% means that the independent variables used in the model are work discipline variables (X1), and work motivation (X2) are able to explain 79.6% of the dependent variable, namely employee performance ( Y), while the remaining 20.4% is explained by other factors.

The Effect of Reward Policy and Work Motivation on Employee Performance at PT Natura Nuswantara Nirmala

Based on the results of the analysis carried out in this study, the results show that awards have a significant effect on the performance of employees of PT. Natura Nuswantara Nirmala with the results indicated by a significance value of t of 0.025 which is smaller than a = 0.05 (0.025 <0.05) with a regression coefficient of 0.343. Work motivation has a significant effect on the performance of employees of PT. Natura Nuswantara Nirmala with results indicated by a significance value of t of 0.000 which is smaller than a = 0.05 (0.013 <0.05) with a regression coefficient of 0.535. Appreciation and work motivation simultaneously have a significant effect on the performance of employees of PT. Natura Nuswantara Nirmala with results indicated by a significance value of F of 0.000 less than a = 0.05 (0.000 <0.05) and is able to contribute to the employee performance variable of 0.800 or 80%. The remaining 20% ​​is influenced by other variables not listed and examined in this study.

PENGARUH GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PADA PT BPR TANAOBA LAIS MANEKAT

This study is quantitative research that aims to determine the influence of transformational leadership variables and motivation on employee performance variables. The sample used was 100 employees of PT BPR Tanaoba Lais Manekat with a questionnaire instrument. Instrument quality testing is carried out through validity tests and reliability tests. The data analysis method uses descriptive statistics, classical assumption tests, multiple linear regression analysis, and hypothesis tests. The results showed that, H₁ is accepted which means transformational leadership has a positive and significant effect on employee performance. H₂ is accepted which means motivation has a positive and significant effect on performance. H₃ is accepted which means transformational leadership and motivation variables simultaneously have a positive and significant effect on employee performance. In this study, only examined the variables of transformational leadership and motivation, so there are other variables that affect employee performance that were not included in this study.

PENGARUH GAYA KEPEMIMPINAN, DISIPLIN KERJA, MOTIVASI KERJA TERHADAP KINERJA PEGAWAI (BPBD KABUPATEN EMPAT LAWANG)

The purpose of this study was to determine the effect of leadership style on employee performance, work discipline on employee performance, work motivation on employee performance, and the influence of leadership style, work motivation, work discipline simultaneously on the performance of BPBD employees at Empat Lawang Regency. This research method is associative and data collection by observation, interviews and questionnaires. The population in this study were 38 employees, the data analysis method was "validation test, reliability test, classical assumption test, normality test, heteroscedasticity test, multicollinearity test, multiple regression analysis, f-test, and t-test, and hypothesis testing. "The results showed multiple linear regression of Y=.335(x1)=.324(x2)+.497(X3)+e, where the constant value (a)=.410 . While the -F test (simultaneous) where the significant value is 0.000 <0.05, which means that leadership style, work discipline, work motivation have a positive and significant effect on the performance of BPBD employees in Empat Lawang Regency. In the (partial) t-test of the leadership style variable (X1), t count (3.088) > (3.001954) means that it has an effect on employee performance variables, a significant level of 0.004 < 0.005 indicates leadership style has a positive and significant effect on performance, and work discipline (X2) partially t count (3.559) > (3.001954) and a significant level of 0.001 < 0.005 indicating that the work discipline variable has a positive and significant effect on the performance variable. While work motivation (X3) (6,343) > (3.001954) and significant 0.000 > 0.005 which means that the variable of work motivation has a positive and significant effect on performance. It can be concluded that leadership style (x1) work discipline (x2) and work motivation (X3) simultaneously and partially have a positive and significant effect on the performance (Y) of BPBD employees in Empat Lawang Regency.
 Keywords: Leadership Style, Discipline, Work Motivation and Performance

Pengaruh Lingkungan Kerja, Pengembangan Karir dan Motivasi Terhadap Kinerja Karyawan Manna Kampus Yogyakarta

This study aims to examine the effect of the variables Career Development, Work Environment, and Motivation partially and simultaneously on the performance variables of Manna Campus Yogyakarta employees. The population in this study were employees of the Yogyakarta Campus Manna. Sampling was carried out using a purposive sampling technique and a sample of 85 respondents was obtained. Collecting data in this study using a questionnaire method. The data analysis method used is multiple linear regression analysis. The results showed that the work environment variable partially had a positive and significant effect on employee performance variables. While career development, work environment and motivation variables partially have no significant effect on employee performance variables. The results of the F test show a significance level of 0.000 which is less than the significance level of α = 0.05 so that the work environment,career development and motivation variables simultaneously have a significant effect on employee performance.

PENGARUH REWARD DAN PUNISHMENT TERHADAP KINERJA PEGAWAI PADA DINAS KELAUTAN DAN PERIKANAN PROVINSI BENGKULU

The purpose of this research is to find out how the influence of rewards and sanctions on the performance of workers in the Department of Maritime Affairs and Fisheries of Bengkulu Province. Describe-and-calculate is the type used here.
 This data collection method uses observation techniques and questionnaires, with a sample of 90 respondents. The results of this study indicate multiple linear regression Y = 4.750 + 0.432 (X1) + 0.370 (X2) + 8.374. Where the coefficient is positive, meaning that there is a positive or unidirectional relationship between the variable Reward (X1) Punishment (X2) on employee performance at the Marine and Fisheries Service of Bengkulu Province.
 The results of the t test for the Reward variable (XI) show tcount 2.393 > ttable 1.660 and a significance of 0.019 <0.05, then the results of the hypothesis Ha are accepted and Ho are rejected, meaning Reward (XI) has a positive and significant effect on employee performance at the Provincial Maritime Affairs and Fisheries Service Bengkulu, while the results of the t test variable Punishment (X2) show tcount 4.476 > ttable 1.662 and significance 0.000 <0.05, then the results of the hypothesis Ha are accepted and Ho are rejected, meaning Punishment (X1) has a positive and significant effect on employee performance at the Maritime Service and Fisheries of Bengkulu Province. Then the results of the comparison of the Fcount value with Ftable, then the Fcount value is greater than the Ftable value, namely 14.830 > 2.71. This means that there is a simultaneous influence between Reward (XI) and Punishment (X2) on employee performance variables (Y) at the Maritime Affairs and Fisheries Service of Bengkulu Province.

Analisis Pengaruh Kompensasi dan Motivasi terhadap Kinerja Karyawan PT Kokapura Avia di Bandar Udara Internasional Yogyakarta Kulon Progo


 Human Resources are very important for companies in organizing, managing, and utilizing its employees, so that they can function productively in order to achieve the company's goals. To achieve the goals of a company, it is necessary to have human resources who have good and satisfactory performance. Compensation and motivation are included in the factors that influence employee performance. If the provision of compensation and motivation provided by the company to its employees is good and in accordance with the needs, then the increase in employee performance will also be good. The existence of this study aims to determine the effect of compensation and motivation on the performance of employees of PT. Kokapura Avia at Yogyakarta International Airport. This study uses a quantitative approach. Samples taken at PT. Kokapura Avia at Yogyakarta International Airport, namely 84 respondents who were surveyed in this quantitative study. Data collection is done by giving questionnaires to employees. The results showed that compensation affects the performance of employees at PT. Kokapura Avia at Yogyakarta International airport. This is evidenced by the results of the t_hitung value of 3.234 ˃ t_tabel 1.663 360 with a significant level of 0.002 <0.05. And the variable motivation affects the performance of employees of PT. Kokapura Avia with a proven value of a significant level of 0.008 <0.05 and a t_hitung value of 2.737 ˃ t_tabel 1.663. The influence of the Compensation and Motivation variables together on the Employee Performance variable has a positive and significant influence by having an Adjusted R square value of 0.534 which means 53.4%.Differences in motivational indicators make the Adjusted R square value in this study smaller than previous studies.
 Keywords: Compensation, Motivation, Employee Performance

The Influence of Work Motivation, Organizational Culture and Work Discipline on Employee Performance Through Job Satisfaction as Intervening Variables at BPJS Ketenagakerjaan throughout DKI Jakarta Region

Rewards and motivation are one of the most important instruments in employee performance. Other variables are also included in a study to determine the positive or negative effect of a level of employee satisfaction, where these factors affect the performance of employees working in a company. While the factors that affect job satisfaction can come from the individual itself, social factors, the main job faced and also external factors. Another problem faced by companies in general is the difficulty in measuring the factors that affect employee performance. So, through the questionnaire variables in the form of work motivation, organizational culture and work discipline, measurements are carried out by processing data using the SEM method so that the intervention value will be published as a satisfaction level value that affects employee performance level values. The data collection method used in this study was by using a questionnaire method which was distributed to 300 respondents, namely BPJS Employment employees in the entire DKI Jakarta area. With the results of calculating the average descriptive analysis of the 3 dependent variables, namely work motivation variable 4.79, organizational culture variable 4.93 and work discipline variable 4.86. While the results of the analysis of employee performance variables were 4.94 and the results of the analysis of job satisfaction variables were 4.75. So, it means that motivation, organizational culture and work discipline have a positive effect on job satisfaction and performance.

The Influence Of Work Engagement And Organizational Culture On Employee Performance At The Regional Secretariat Of Lebong District

The purpose of this study was to determine the effect of work engagement and organizational culture on employee performance at the Regional Secretariat of Lebong Regency. The sample in this study was 79 employees at the Regional Secretariat of Lebong Regency who had become civil servants. Data collection using a questionnaire and the method of analysis used is multiple linear regression, determination test and hypothesis testing. The results of the regression analysis showed Y = 13.198 + 0.288X1 + 0.416 X2, this illustrates a positive regression direction, meaning that there is a positive influence between X1 (work engagement) and X2 (organizational culture) on performance (Y). It means that if the work engagement and organizational culture variables increase, performance will increase. The value of the coefficient of determination is 0.376. This means that X1 (work engagement) and X2 (organizational culture) have an effect on performance (Y) of 37.6% while the remaining 62.4% is influenced by other variables not examined in this study. The results of the t test at a significance level of 0.05 explain that partially the work engagement and organizational culture variables have a significant influence on employee performance variables at the Regional Secretariat Office of Lebong Regency. The results of the F test at a significance level of 0.05 explain that the variable work engagement and organizational culture have a significant simultaneous influence on employee performance at the Regional Secretariat Office of Lebong Regency.

Influence of Work Discipline, Motivation and Compensation on Employee Performance through Competence at Health Centers Batam City, Riau Island, Indonesia

The challenges faced by Health Centers in Batam City include Work Discipline, Problems with Motivation, Problems with Compensation, Problems with Competence, and Problems with Employee Performance. Based on this problem, it is necessary to conduct research entitled "The Influence of Work Discipline, Motivation and Compensation on Employee Performance Through Competence at Health Centers Batam City”. The models used are Structural Equation Model (SEM). In this research, the number of respondents who received was 127 respondents. This study’s sample was taken from a population of 186 respondents (Formula Solvin). The research results obtained the following results: Determination of variable Work Discipline to variable Competence positive significant. Determination variable Motivation to variable Competence positive significant. Determination variable Compensation to variable Competence positive significant. Determination variable Competence to variable Employee Performance positive significant. Determination variable Work Discipline to variable Employee Performance positive significant. Determination variable Motivation to variable Employee Performance positive significant. Determination variable Compensation to variable Employee Performance positive no significant. Square Multiple Correlation to Competence = 88,2% to Employee Performance = 98,9%. All variables are determined to be significant except for the Compensation variable. it is suggested that employee compensation needs to be increased so that the performance of Health Center employees increases.

PENGARUH MOTIVASI DAN DISIPLIN KERJATERHADAP KINERJA KARYAWAN PRODUKSI PADA PT. SIERAD PRODUCE, TBK BOGOR

This study aims to determine whether there is an Influence of Motivation and Work Discipline on the Performance of Production Employees at PT. Sierad Produce, Tbk Bogor. The research method carried out in this writing is quantitative, while to obtain data is carried out by distributing questionnaires with respondents to 84 respondents using the slovin test. The analysis methods used are validity tests, reliability tests, classical assumption tests, multiple linear regression analysis, product moment correlation, partial tests, simultaneous tests and coefficients of determination. The results showed that the influence of motivation and work discipline on the performance of production employees at PT. Sierad Produce, Tbk Bogor is currently good. The results of multiple regression analysis obtained Y = 14.770 + 0.315 X1 + 0.290 X2, then the value of constant (a) of 14.770 states that even without the influence of motivation and work discipline variables, employees still have an employee performance level of 14.770. The regression coefficient of 0.315 in the motivation variable, is a positive linear regression direction coefficient, meaning that for every increase in motivation by one unit, employee performance will increase by 0.315 assuming work discipline is considered constant. The regression coefficient of 0.290 in the labor discipline variable, is a positive linear regression direction coefficient, meaning that for every increase in work discipline by one unit, employee performance will increase by 0.290 assuming motivation is considered constant. With a coefficient of determination of 0.444, which means that the variance that occurs in employee performance variables is 44.4% determined by variables of motivation and work discipline, while the remaining 55.6% is determined by variables that are not careful.

THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE MEDIATED JOB SATISFACTION ON CV SUKINEM BAJA INDUSTRY

An essential element in improving employee performance is a leader who can influence subordinates and actively involve them in achieving these goals through an appropriate leadership style. This study aims to uncover the relationship between dependent and independent variable variables. The type of research used in this study is quantitative research with an explanatory research approach that seeks to test the influence of dependent variables on independent variables involving 68 respondents using structural analysis methods using Partial Least Square or PLS software, resulting in the conclusion that transformational leadership style does not have a positive and insignificant effect on variables job satisfaction. Organizational culture has a positive and significant effect on job satisfaction. Transformational leadership style has no positive and insignificant effect on employee performance variables. Organizational culture has no positive and insignificant impact on employee performance variables. Job satisfaction has a positive and significant effect on employee performance. Transformational leadership style has no positive and insignificant effect on employee performance. Organizational culture positively and significantly affects employee performance by mediating job satisfaction.

Unlocking Performance: How to Improve Employee Performance through Transformational Leadership, Motivation, and Work-Life Balance in An Organization

The consumer goods industry consists of daily and non-durable products commonly used by consumers daily. For this reason, good employee performance is needed. This study measures how an organization improves the performance of its employees through transformational leadership, Work Motivation, Work-Life Balance, Job Satisfaction, and Employee Performance variables. This research is a quantitative study with a sample of 481 employees in the consumer goods industry. Data analysis in this study used SEM (Structural Equation Model), which was processed using SmartPLS Software. This study’s results indicate a direct relationship between transformational leadership, Work-Life Balance, and Employee Performance, while Work Motivation does not. In addition, there is a direct relationship between the variables Work Motivation, Work Motivation, and Employee Performance on Job Satisfaction, which does not occur in Job Transformation Leadership. For the indirect relationship, there are two accepted hypotheses: Transformational Leadership and Work-Life Balance on Employee Performance through Job Satisfaction. At the same time, there is no indirect relationship between Work-Life Balance.

Kompensasi, Produktivitas, dan Pengembangan Karir Terhadap Kinerja Karyawan

The purpose of this study was to determine the effect of Compensation, Productivity, and Career Development on Employee Performance at PT. Sumber Alfaria Trijaya, Tbk. In processing research data using SPSS 25. The population of this study consisted of 88 employees at PT. Sumber Alfaria Trijaya, Tbk. In this study, quantitative methodology and methods were used to determine non-probability sampling, namely saturated samples. The results showed that the variables Compensation, Productivity and Career Development all have a positive and significant impact on Employee Performance. Simultaneous test results show that Employee Performance is affected in the same way by Compensation, Productivity and Career Development at the same time. Because the R square result for the coefficient of determination test is 0.774, it can be concluded that the Employee Performance variable can be explained by the Compensation, Productivity, and Career Development variables up to the level of 77.4 percent.
 Keywords: Employee Performance, Compensation, Career Development, Productivity

Work Discipline and Job Satisfaction as the Influencing Factors that Increase the Employee's Performance

This study aims to determine the effect of work discipline and job satisfaction on employee performance. Severe and essential element in a company to manage employees is not so easy because every employee has different characteristics and other factors to improve their performance. Likewise, PT Putra Bali also expects an increase in employee performance to achieve optimal company goals. This study used a quantitative descriptive method; the population was 130 permanent employees at PT Putra Bali in the city of Bandar Lampung. The technique for sampling in this study used a saturated sampling technique. This study processed the data using the SPSS version 25 application to obtain significant results. The results of multiple regression testing show that the variables of Work Discipline and Job Satisfaction positively affect Employee Performance based on the results of the regression equation and with the value of R Square. Based on statistical data, the indicators in this study are valid, and the variables are reliable. Hypothesis testing using the t-test shows that the variables of Work Discipline and Job Satisfaction are proven to affect the Employee Performance variable significantly. Then through the F test, it can be seen that the variables of Work Discipline and Job Satisfaction simultaneously influence employee performance variables with the result that the calculated F value is greater than the F table.

Paradigma Baru Pengelolaan Keuangan Negara: Perubahan Cara Kerja dalam Rangka Peningkatan Kinerja Organisasi

The Covid-19 pandemic has had a tremendous shock on most aspects of life, not only the health and economic sectors but also the social system in society. The change in the work system from offline to online also changes the mechanisms and costs. This study uses a descriptive qualitative method with case studies to analyze the impact of the new work system on organizational performance using secondary data from performance reports and other supporting documents. The result shows that changes in the way of working did not largely affect the achievement of organizational performance targets. Further research can be conducted to identify the impact of the new work system on employee performance and/or other variables that influence organizational performance.

INFLUENCE QUALITY OF WORK LIFE TO PERFORMANCE EMPLOYEE WITH ORGANIZATIONAL COMMITMENT AND WORK SATISFACTION AS AN INTERVENING VARIABLE AT THE SOCIAL LABOR AND TRANSMIGRATION SERVICES

The results of the evaluation of the State Organization of the Republic of Indonesia and the Accountability System of Government Agencies, the strengthening of Bureaucratic Reform by the Kemenpan-RB in the field of social welfare, the social performance of the Yogyakarta City Dinsosnakertrans 3 years in a row is very volatile and has never reached the target of 100 points. The purpose of this study was to determine whether or not there is a direct effect of the quality of work life on the performance of Dinsosnakertrans employees, and to determine the indirect effect of the quality of work life (QWL) on employee performance through organizational commitment and job satisfaction. The research method used is quantitative method. The sample size is calculated using the Non-probability technique (saturated sample), and a sample of 68 employees is obtained. The analytical technique used is descriptive analysis, which aims to describe the demographic data of the respondents, and quantitative analysis using Simple Regression Analysis to see the direct effect, and Path Analysis for the mediated indirect effect. The results showed that QWL directly had a positive and significant effect on employee performance. QWL indirectly has no significant effect on employee performance variables through organizational commitment. QWL indirectly, has no significant effect on employee performance variables through employee satisfaction.

The Effect of Discipline, Motivation, Work Environment on Employee Performance and Their Impact on Job Satisfaction Employees at Bank Muamalat Tulungagung Branch Office

Job satisfaction, in addition to performance, is a component that determines the magnitude of organizational success. Job satisfaction influences performance because it is very important for the development of the company in order to increase employee productivity and performance, with several supporting factors including motivation, discipline and work environment. This study aims to determine the effect of work discipline on employee satisfaction, motivation on employee satisfaction, work environment on employee satisfaction, work discipline on employee performance, motivation on employee performance, work environment on employee performance and discipline, motivation and work environment on employee performance and the impact on employee satisfaction of Bank Muamalat Tulungagung Branch Office. This type of study is explanatory research, and the study method is quantitative. The population in this study amounted to 30 employees. The number of samples is 30 employees using the saturated sample technique (Path). This study uses descriptive quantitative analysis and statistical analysis to determine the direct and indirect relationship between work discipline, work motivation, work environment, employee performance, and job satisfaction variables. The results obtained both partially and simultaneously show that work discipline, work motivation and work environment variables have a positive and significant impact on employee performance through job satisfaction variables with a total effect of 72.9%. In comparison, the remaining 27.7% is influenced by other factors.

The Effect Of Training And Work Motivation On The Performance Of Village Office Employees In Seginim District, South Bengkulu Regency

This study aims to determine "The Effect of Training and Work Motivation on the Performance of Village Office Employees in Seginim District, South Bengkulu Regency", both partially and simultaneously. The type of research used is quantitative research. The population in this study was 127 village office employees in Seginim District, South Bengkulu Regency, using the total side technique, which means that all populations were used as research samples.Based on the t test, it is known that the calculated t value in the training variable of 4.843 is greater than the table t which is 1.960 with the probabilility t which is a sig value of 0.000 which is smaller than the significance limitation of 0.05. Based on the test results, the training variables have a positive and significant effect on employee performance. In the work motivation variable, the calculated value of 4.536 is greater than t table, which is 1,960 with a probabilility t, which is a sig value of 0.000 which is smaller than the significance limitation of 0.05. Based on the results of these tests, the variable work motivation has a positive and significant effect on employee performance. Based on the results of the F test, it was found that the calculated F value was 256,196 greater than F table 2.68 with a sig value of 0.000 smaller than 0.05, which showed that Ho was rejected and Ha was accepted, meaning that training and work motivation together had a positive and simultaneous effect on employee performance variables. The R square value obtained is 0.805. This figure shows that employee performance can be explained by training and work motivation of 80.5%.