Work Performance Variables Research Articles

The Effect of Performance Allowances on Work Motivation and Employee Performance at the Ministry of Religion of Bengkulu City

This study aims to analyze the effect of performance allowances on work motivation and employee performance at the Ministry of Religion (Kemenag) of Bengkulu City. this uses quantitative method as an explanatory research approach, the data analysis technique used is multiple regression. The statistical test results show that there is a positive and significant influence between performance allowances and employee work motivation, as well as between performance allowances and employee performance. The analysis also identified several potential problems related to the provision of performance allowances, including unclear criteria, unequal distribution, and delays in payment. To address these issues, it is recommended that performance allowance policies be clear, transparent, and involve employees in program planning and evaluation. The importance of effective and open communication in managing performance benefits is also emphasized. The general benefits of performance allowances, such as high motivation, increased productivity, and improved psychological well-being of employees, were positively highlighted in this study. With the results of calculations using SPSS, it was found that work motivation and performance variables jointly significantly affect employee performance allowances. The test results state the rejection of the null hypothesis, indicating that the higher the value of performance allowance, the higher the work motivation and performance of employees of the Ministry of Religious Affairs of Bengkulu City.

The Influence of Job Performance, Social Security, and Employee Incentives on Employee Job Satisfaction Mathematical Multicollinearity Test Method

This research aims to determine the significant influence of work performance, social security and employee incentives on employee job satisfaction. This research was carried out using quantitative research. The population in this research was 35 with 35 samples taken. The sampling technique in this research used a total sampling technique. This research used secondary data obtained from distributing questionnaires. Using the Multiple Regression Analysis method, using SPSS 22. Based on the results of the first hypothesis test, it is known that the significant value of work performance is 3.894 > 2.03951. The work performance variable has a significant influence on the employee job satisfaction variable. The second hypothesis shows that social security has a significant value of 0.477 < 2.03951, meaning that the social security variable has no significant influence on the employee job satisfaction variable. The third hypothesis shows that employee incentives are significant, namely 2.510 > 2.03951, meaning that the employee incentive variable has a significant influence on the employee job satisfaction variable. The fourth hypothesis shows a significant Fcount value of 20.093 which is compared to Ftable of 2.90 (20.093 > 2.90), meaning that the variables of work performance (X1), social security (X2) and employee incentives (X3) simultaneously have a significant influence. with employee job satisfaction variables

The Influence of Commitment, Quality of Work, and Organizational Culture to Employee’s Achievement

ABSTRACT
 This research was conducted with the aim to study and analyze the Commitment, Quality of Work, and Organizational Culture of Employee Job Performance at the Secretariat of the Film Censorship Institution of the Ministry of Education and Culture. The population in this study were all employees of the Film Censorship Institution Secretariat and the sample used was 121 saturated newspaper reports. In conducting this research, the authors used a quantitative method using Structural Equation Modeling (SEM) with the help of Lisrel 8.8 software. and Annova. There is a significant difference and there is a positive difference between the variable Work Quality with Work Performance (t value> 1.96) and there is a significant difference but there is no difference between Organizational Culture and Work Performance variables (t value <1.96).

Effects of different load weights on the work performance and physiological and hematobiochemical responses in working water buffalo.

Working animals are important in agriculture because they play a role in various agricultural activities, including milk and meat production. Thus, they contribute to the development of rural communities. In this study, we aimed to evaluate the effects of different load weights on the work performance and the physiological and hematological responses of working water buffalo (Bubalus bubalis). The work performances of 12 buffaloes (average weight 782.16 ± 21.62 kg) transporting 200, 350, and 500 kg of African palm fruits in metal baskets placed on their backs were evaluated. Work performance variables evaluated immediately after work were as follows: total number of trips (n), total weight (kg), distance traveled (km/day), working period (h), stopped time (h), and average speed (km/h). In addition, we evaluated physiological, biochemical, and hematological variables at three different times: before the start of work, immediately after work, and on the rest day. Among the load weights, 500 kg (total load carried = 4,138.88 kg) improved work efficiency compared to 200 kg loads (total load = 3,322.22 kg) (p = 0.0281). However, 500 kg loads resulted in slower average speed (2.4 km, p = 0.0164), shorter working period (2.39 h, p < 0.0001) and distance traveled (7.29 km, p < 0.0001), and less total number of trips (8.27 trips, p < 0.0001) compared to 350 and 200 kg load weights (3.45 and 3.52 km/h, 2.55 and 2.79 h, 8.71 and 9.75 km, 10.94 and 16.61 trips, respectively); and the heaviest loads resulted in significantly higher (p < 0.005) respiratory rate, pulse, heart rate, rectal temperature, glucose, lactate dehydrogenase, creatine kinase, total protein, white blood cell count, neutrophils, lymphocytes, monocytes, eosinophils, and basophils. In contrast, was associated with lower levels of red blood cells, hemoglobin, and hematocrit compared to lower loads. All differences were more pronounced in 500 kg (p < 0.005) compared to 200 kg loads. Working buffaloes responded to work related to the transport of African palm fruits through various physiological, biochemical, and hematological changes. However, some variables remained close to the reference values reported in the literature for water buffaloes, and in general, all variables were reestablished during the rest day, indicating that these animals have adapted to working conditions.

Improving Employee Achievement with Training and Compensation Empirical Study in PT. Sesawi Prima Mandiri

This research aims to determine the effect of training and compensation on increasing employee work performance at PT. Sesawi Prima Mandiri. This type of research is quantitative. The data source used in this research is a questionnaire by employee respondents at PT Sesawi Prima Mandiri with a sample size of 50 respondents. This research uses multiple regression analysis. Based on the research results, it is known that training and compensation partially and simultaneously have a significant positive effect on employees at PT. Sesawi Prima Mandiri. The analysis results through calculating the correlation coefficient (R) show a solid positive relationship between training and compensation factors and employee work performance variables (Y). The results of the analysis through calculating the coefficient of determination (R2) show that training and compensation factors have a reasonably significant contribution or contribution to the variation (up and down) of employee work performance (Y), in addition to the variation explained by other factors.

Analysis of the Effect of Work Stress and Workload on Work Performance in FMC Bogor Hospital Nurses in 2023

The hospital provides services in inpatient, outpatient and emergency departments. The increase in the number of hospitals every year from 2016 amounted to 2046, expanding in 2021 to a total of 2514 public hospitals in Indonesia. (Statistics Center data for 2016-2021). This shows that the level of hospital competition is getting tighter, so the demands for hospitals to improve nurse performance are getting higher. Work performance can be affected by several things, including stress and workload based; research in local Indian hospitals showed 34% of nurses experienced moderate stress, and as many as 2% experienced high stress, to cause physical and mental health problems; another study involving nurse subjects at Makassar hospital also showed nurses who experienced stress and felt a heavy workload until work performance decreased by 91.7%. This study aims to see the relationship and significant influence between work stress and nurse workload on nurses' work performance. The research method is a cross-sectional analytical study and a method of research sampling with total sampling techniques. The results of univariate studies showed that most subjects were female, 65.7%, age range 26-30 years, high level of work stress (53.9%), and moderate workload (76.3%). The bivariate results in this study showed a relationship between nurses' work stress and workload (p value 0.024). Research shows no workload relationship to work performance (p value 0.84). The results of multivariate analysis with logistic regression showed that the variable work stress was associated with p value 0.011, with high stress having 11,014 times and low stress 3.522 against low work performance. The conclusion of the study can be seen in the relationship of work performance variables to stress, and high stress causes nurses to have a risk of 11,014 times experiencing low work performance.

Pengaruh Prestasi Kerja, Jaminan Sosial, dan Insentif Karyawan Terhadap Kepuasan Kerja Karyawan (Studi Kasus PT. BSI KC Medan S Parman)

This study aims to determine the significant effect of work performance, social security, and employee incentives on job satisfaction. This research was conducted using quantitative analysis. The population in this study numbered 35, with 35 samples taken. The sampling technique in this study used a total sampling technique. This study used secondary data obtained from questionnaires. Using the Multiple Regression Analysis methods, using SPSS 22. Based on the results of the first hypothesis test, it is known that the significant value of work performance is 3.894 &gt; 2.03951. The variable of work performance has a substantial effect on the variable of employee job satisfaction. The second hypothesis shows that social security has an essential value of 0.477 &lt; 2.03951 means that the social security variable has no significant effect on the employee job satisfaction variable. The third hypothesis shows a powerful employee incentive, namely 2.510 &gt; 2.03951, meaning that the employee incentive variable significantly affects the employee job satisfaction variable. The fourth hypothesis shows a significant Fcount value of 20.093 compared to Ftable of 2.90 (20.093 &gt; 2.90), meaning that work performance variables (X1), social security (X2) and employee incentives (X3) simultaneously (simultaneously) have a significant influence with variable employee job satisfaction.

Kompensasi, Motivasi, dan Komitmen Kerja Terhadap Kinerja

This researcher aims to find out the impact of substandard wages, encouragement to work and commitment to the performance of PT. Mighty Steel. This research method is quantitative and quantitative descriptive. Multiple linear regression is a statistical analysis method used to determine the relationship involving one dependent variable with two or more independent variables. The results showed that the calculated F test value of 1.275 F was tabled at 1.66 and had a significance level of 0.000 &lt;0.05 from the Y (bound) variable of Performance which could be explained through the X (free) variable compensation, motivation, and work commitment, and as many as 98 .9% is translated through different variables outside the variables applied in this Case Study. In conclusion, simultaneously that the variables of compensation (X1), motivation (X2), and work commitment (X3) have a significant good impact on work performance variables for PT. Sarana Baja Perkasa workers in Medan Raya Harbor 2 Kampung Salam Belawan.&#x0D; Keywords: Employee Performance, Work Commitment, Compensation, Motivation

The Effect of Training, Compensation and Work Discipline on Employee Achievement

This study aims to examine the effect of training, compensation and work discipline on work performance. Information obtained from the results of this study can be used as input for further researchers and companies. The population used in the study amounted to 99 people, using a total sampling method with a sample of 89 people. The research data is primary and secondary data, ,primary data obtained from questionnaires given to respondents and secondary data obtained from companies. The analytical model used in this study is a multiple linear regression analysis model. To find out the significance of the independent variable partially to the dependent variable used the t test technique. Meanwhile, to determine the effect of the independent variables as a whole on the dependent variable, the F test was used. The results showed that partially the training variable had an influence on the Work Performance variable, compensation had an effect on work performance, whilethe discipline variable had no positive effect on work performance variables. Overall the variables tested are able to explain changes in employee performance.

PENGARUH DISIPLIN DAN PRESTASI KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN PT. SETIA KAWAN ABADI TULUNGAGUNG

This study aims to determine and analyze the influence of discipline and work performance on employee productivity at PT. Setia Kawan Abadi Tulungagung. The data of this study were obtained from questionnaires consisting of 5 questions for discipline variables, 6 questions for work performance variables and 7 questions for work productivity variables, literature study, interviews and documentation in accordance with research objectives. Data obtained using the help of SPSS 16.0 (Statistical Product and Service Solutions). The number of respondents is 73 employees of PT Setia Kawan Abadi Tulungagung. Analytical techniques in this study using the validity test, reliability test, multiple linear regression to test the effect of discipline and work performance on employee productivity. The result of the research shows that the regression equation is as follows: Y = 0,492 + 0,495 X1 + 0,794 X2. In F test found F count equal to 369,955 with sig. 0.000 which means discipline and job performance simultaneously have a significant effect on employee work productivity. While from result of t test analysis show value t count of discipline (X1) is 9,948 and work performance (X2) is 18,506 with sig value. = 0.000 because sig value &lt;0,05 hence can be said variable of discipline and work performance have positive effect to work productivity of employees at PT. Setia Kawan Abadi Tulungagung.

Effect of Merit System and Work Achievement on Employee Competence at PT Purnatarum Murni Rahayu Bandung

Purnatarum Murni Rahayu is engaged in providing Liquid Petroleum Gas (LPG) services for the Greater Bandung area, as a company that functions as storage, the employees are required to have good competence, this is related to employee performance and employee recruitment planning. This study aims to determine whether the merit system variable has a significant effect on employee competence and whether work performance has a significant effect on employee competence. The research method used is descriptive, verification, namely by describing each variable and testing the three variables with a quantitative (statistical) approach which is then analyzed and compared with existing theories and problems to conclude. Simultaneously the magnitude of the effect of the merit system and work performance is 67.4% on competence while other factors are not examined (epsilon) but affect competence at 33.6%. The results of the study which are based on the partial hypothesis state that the merit system and work performance variables can be detected from the magnitude of the influence of each factor consisting of the merit system factor (X1of32.1%, work performance factor (X235) of,5%, to the competence of employees at PT. Purnatarum Murni Rahayu. This study concludes that the merit system has an effect on employee competence and work performance has a more dominant influence on employee competence than the merit system

Interpersonal Relations, Work Performance and Competence on Employee Performance

This study aims to determine the effect of interpersonal relationships, work performance and competence on employee performanceat the Office of Women's Empowerment, Child Protection, Population Control and Family Planning in Langsa City. The method used in sampling was nonprobability sampling with saturated sampling technique and the number of samples in this study were 31 respondents. Data analysis in this study used the t test, F test and the coefficient of determination. The results showed that partially the interpersonal relationship variable has a positive and significant effect on employee performance. Work performance variable has a positive but not significant effect on employee performance. And competence has a positive but not significant effect on employee performance. Simultaneously interpersonal relationships, work performance and competence have a positive but not significant effect on employeeperformance. The results of the resulting multiple linear regression equation, it can be concluded that the interpersonal relationship variable has a positive influence on employee performance of 0.468X1. The work performance variable has a positive influence on employee performance of 0.043X2. And competency variables have a positive influence on employee performance of 0.153X3. Of the three independent variables that exist, the one that has the greatest positive influence on employee performance is the interpersonal relationship variable. From the results of the determination coefficient test it can be explained that 12.2% of the interpersonal relations variable, work performance and competency can explain the performance variable

Pengaruh Budaya Kerja dan Evaluasi Kerja terhadap Prestasi Kerja Karyawan PT Larasindo Duta Persada Medan

Employee performance is very important in the company to achieve its goals, so various efforts are made to improve it. Employee performance is influenced by many factors such as work culture and employee job evaluation. The purpose of this study was to determine the effect of work culture and work evaluation on employee performance at PT Larasindo Duta Persada Medan. The research method used is a survey approach analysis method, the type of research is quantitative descriptive, the research method is carried out by questionnaires, interviews, and documentation studies. The analytical method used is multiple linear regression. The population is employees of PT Larasindo Duta Persada Medan. The sample in the study to be tested is 45 people. The data analysis technique used is the reliability validity test, the classical assumption test, the coefficient of determination (R2) test, multiple regression analysis, and hypothesis testing. The results of this study indicate that simultaneously work culture and work evaluation affect the work performance of PT Larasindo Duta Persada Medan employees. The work culture variable partially has no effect on work performance, while the partial job evaluation has a significant effect on work performance. work culture and work evaluation explain its effect on employee performance at PT Larasindo Duta Persada Medan with a coefficient of determination of 0.230 which means that 23% of work performance variables can be explained by work culture and work evaluation variables and the remaining 77% is varied by other factors that are not researched such as organizational culture, job satisfaction and others

The The influence of the competence and training of state civil servants on work performance in the West Java provincial education office

This study aims to test empirically competence and training on work performance in institution. This analysis uses independent variables, competency and performance. The dependent variabel is worK performance. The sample of this research are employees who work at the Education Office of West Java Province as many as 86. The sample was taken by purposive sampling metode. Data analysis using multiple linear regression analysis, by testing the hypothesis test statistic t. the results of this study indicate that competence significantly positively influences performance which ultimately leads to work performance. Based on hypothesis testing using the t test partially, it is obtained that H1 is rejected and H2 is accepted, which means that there is a positive and significant influence with a sig value of 0.000 &lt; 0.005 between competency varables on training. The coefficient of determination (R2) is 0.487, meaning that the contribution of competence and training variabels to work performance variable is 0.487 or 48,7%, while the remaining 51,33% is influenced by other variables which are ignored or not examined in this study.

The Relationship Between Work Stress and Locomotive Maintenance Officer Performance

Limited human resources and time demands can increase workload resulting in faster work stress. If handled over time, it will have an impact on the performance of officers and can also increase work stress. Therefore, this study aims to determine the relationship between work stress and the performance of locomotive maintenance workers at the Purwokerto Locomotive Depot. This study uses a type of quantitative research. Data collection methods used in this research are primary and secondary data sources. The data analysis technique used is the instrument test, Spearman rank correlation and Spearman rank hypothesis test. Calculate the rho count on the work stress variable with a performance showing a value of 0.479, while for the comparison results, the value of the rho table shows several 0.439. In the hypothesis decision-making criteria that rho count &gt; rho table 0.479 &gt; 0.439, there is a relationship between work stress and employee performance which can also be seen from sig. (2-tailed) of 0.028. Based on retrieval, if the sig. (2-tailed) 0.028 &lt;0.05 means that there is a significant relationship between work stress and performance variables. Spearman's rank hypothesis test found a relationship with a correlation value of -0.479, meaning that the relationship is vital in the moderate category. The direction of the relationship from this study is harmful or not unidirectional. And the rho count is greater than the rho table, which is 0.479, which is greater than 0.439, so the hypothesis shows a relationship between work stress and employee performance.

Analisis Peran Lingkungan Kerja Dan Cyberloafing Terhadap Performa Karyawan Perusahaan Pengendalian Dan Perlindungan Mesin Manufaktur

This study aims to analyze whether related to cyberloafing and work environment on employee performance. The research model used is a quantitative method. This study consists of three variables namely, cyberloafing protection variables and free work environment variables, and employee performance variables as supporting variables. The data collection process was carried out using a questionnaire distributed to 100 respondents as a sample at PT. Putranata Adi Mandiri selected through simple random sampling technique. Data processing using IBM SPSS Version 20. The results of the study indicate that cyberloafing and work environment are positive and significant on employee performance. Cyberloafing behavior variables have a positive and significant effect on employee performance, and work performance variables are positive and significant on employee performance.&#x0D; Keyword: Cyberloafing Behavior, Wrok Enviroment, Employee Performance

PENGARUH JAMINAN SOSIAL, PENGHARGAAN DAN KEBUTUHAN SOSIAL TERHADAP PRESTASI KERJA PEGAWAI DI KANTOR BUPATI DELI SERDANG

This study aims to determine and analyze the effect of social security, awards and social needs on employee performance at the Deli Serdang Regent's Office. The sampling technique used saturated sampling amounted to 61 respondents. The data collection method used a questionnaire/questionnaire. The results of multiple linear regression analysis obtained the equation Y = 1.238 + 0.499X1 + 0.328X2 + 0.178X3. In the partial test (t test) the social security variable has a positive and significant effect on work performance with a t value > t table (4.335 > 2.002) and a significant value of 0.000 < 0.05, the award variable has a positive and significant effect on work performance with a t value count > t table (3,037 > 2.002) and a significant value of 0.004 < 0.05 and the social needs variable has a positive and significant effect on work performance with a t value of > t table (3,000 > 2.002) and a significant value of 0.004 < 0.05. Simulative significant test results (F test) variables of social security, appreciation and social needs have a positive and significant effect on work performance with a calculated F value > F table (101,626 > 3.16) and a significant value of 0.000 < 0.05. The results of the coefficient of determination (R2) obtained an R Square value of 0.842, meaning that the work performance variable can be explained by 84.2% by the variables of social security, appreciation and social needs, while the remaining 15.8% is explained by other variables not included in the study. this.Keywords: Social Security, Awards and Social Needs

How to Increase Teacher Performance through Engagement and Work Efficacy

Work engagement, work efficacy and performance are key concepts in today’s human resources field, impacting both personal and organisational levels. However, not many studies investigate them in a core professional area: pre-university teachers. After measuring the work engagement, work efficacy and work performance variables of teachers, we identified the differences in teachers’ work engagement, work efficacy and work performance according to their seniority in education and the position of the high school in the top national rankings. Our paper’s focus is on exploring the relationship between work engagement and work performance among pre-university teachers from Romanian high schools. This relationship is analysed both directly and indirectly by including work efficacy as a mediating factor. A sample of 817 Romanian high school teachers participated in this study (questionnaire applied in April 2021). The results can lead to a better understanding of human resources behaviour, and, on this basis, to the formulating of human resource policies in the educational field.

Factorial structure of Individual Work Performance Questionnaire (Version 1.0) revisited: Evaluation of acquiescence bias.

The objective of this study is to evaluate the factorial structure of the Spanish version of the Individual Work Performance Questionnaire (Version 1.0) and to estimate the impact that acquiescence has on it as response bias. Exactly 500 workers from organizations from different industries, primarily located in Ecuador, participated in this study. The comparison of different models using Confirmatory Factor Analysis proved that when acquiescence is not controlled, evidence leads to the rejection of a one-dimensional-or essentially one-dimensional-structure (bifactor model), thus questioning the initial conceptualization of the construct. But when this response bias is controlled, both the one-dimensional model (χ2 = 429.608 [223], p < .001; CFI = .974; TLI = .982; RMSEA = .043; SRMR = .063) and the bifactor model (χ2 = 270.730 [205], p = .001; CFI = .992; TLI = .994; RMSEA = .026; SRMR = .047) show relevant improvement in terms of goodness of fit over the three-correlated-factors model (χ2 = 537.038 [132], p < .001; CFI = .950; TLI = .942; RMSEA = .079; SRMR = .070). However, the low reliability of the substantive factors of the bifactor model makes the one-dimensional model preferable in applied studies. Finally, the results show how mistakes could be made when concluding on the possible relationships between work performance and other relevant variables, in case acquiescence is not controlled.

Analisis Pengaruh Budaya Kerja Islam dan Motivasi Kerja terhadap Kinerja Pegawai Kementerian Agama Sidoarjo

This research was aim to determine the effect of islamic work culture and work motivation on employee performance at the office of Ministry of Religion Sidoarjo. The approach that do to this research using quantitative approach. Variable that used on this research is islamic work culture (X1) and work motivation (X2) as independent variable and employee performance as dependent variable (Y). Population that used on this research is the employee at Ministry of Religion office. Data that used is primer data type, with the accumulation technic data by offline questionaire which containe some statement that support the succesment of the research. The answer from respondent be measured by likert scale. This questionnaire was tested using validity and reliability tests. This research uses descriptive analysis method and simple linear regression analysis. The result of this research indicated that Islamic work culture and work motivation had a parcial positive and significant effect on the employee performance of the Sidoarjo Ministry of Religion office. Significance value &lt; 0,05 describe Islamic work culture and work motivation had a simultaneous and significant on the employee performance. The value of the coefficient of determintation (R2) is 0.572 its means that the variabel of Islamic work culture and work motivation have 57% effect on the work performance variable of the Sidoarjo Ministry of Religion office employees, the rest is influenced by other variables that not examined in this research.