Articles

An Analysis of the Role of Work Motivation and Work Discipline in Improving Employee Performance: Job Satisfaction as a Mediating Factor (Case study on PT Prima Sejati Sejahtera I)

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This study analyzes how worker motivation and discipline affect performance through job satisfaction. Using primary data, this study is quantitative. This study took a sample of all workers totaling 48 people because the population was below 100. Path analysis and multiple linear regression are used. The hypothesis of this study produces the following conclusions: work motivation, discipline, and job satisfaction improve employee performance at PT Prima Sejati Sejahtera I. Work motivation and discipline increase job satisfaction in employees. PT Prima Sejati Sejahtera I workers will be more productive when job satisfaction is high, because they can moderate the relationship between work motivation and work discipline.

The Relationship between Human Capital Readiness and Digital Leadership towards Employee Performance: Case Study of FMC Program at PT Telkomsel Branch Office X

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The development of the industrial world in the industrial revolution 4.0 will have an impact on various aspects of organizations and human function in industry is one of the various aspects that will have an impact. PT Telkomsel as a state-owned company must of course answer the challenges of the development of the industrial world by presenting the FMC program means that there will be indirectly organizational restructuring and adjustments to the technology used. This technology is of course related to industry 4.0 such as Cloud Computing, Data Processing, and the Internet of Things. In an effort to answer these challenges, organizations need to increase employee understanding of Industry 4.0 as well as hard and soft skills in using the technology used. Apart from that, the role of leaders in implementing organizational programs is an integral part in the smooth implementation of programs and in responding to the challenges of industry 4.0. The research found that Human Capital Readiness in the aspects of knowledge, hard skills and soft skills regarding industry 4.0 has a positive relationship with increasing Employee Performance. Apart from that, the Digital Leadership indicator in Leader such as being open to technological changes, the way they adapt to technology, and the way they communicate with employees can improve aspects of employee readiness and also have an impact on improving employee performance.

The Effects of Motivational Factors on Employee Performance: A Case Study on Telecommunication Sector in Nangarhar, Afghanistan

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This study evaluates the impact of motivating variables on worker performance in Nangarhar, Afghanistan’s telecommunications industry. The data from relevant respondents is gathered using the stratified random sampling technique. The study’s sample size consists of 120 workers from Nangarhar telecommunications industry. The study’s outcome is analyzed using the basic linear regression technique. Positive correlations have been found between motivating elements and employee performance. This suggests that employee performance will rise in tandem with an increase in motivating factors. The degree of relationship is shown by the correlation’s size, which is 73%. This suggests that there is a 73% correlation between motivating factors and employee performance.  According to the anticipated positive coefficient of motivating variables, employee performance would climb with every unit increase in these components. With all other variables held constant, an increase of one unit in motivational factors would result in an average improvement in employee performance of 35.4%, according to the magnitude of the coefficient, which is 0.354. The explanatory power of the study’s independent variables is indicated by the R-square. The study’s R-square of 68 percent indicates that the independent factors contributed 68 percent of the variation in the dependent variable. The model’s overall relevance or fitness is demonstrated by the F-statistics. Since the model’s p-value is less than 5%, the model as a whole is significant.

The Influence of Organizational Culture and Work Motivation on Employee Performance with Job Satisfaction as Mediation Variables (Case Study PT. BPR Eka Ayu Artha Bhuwana)

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This research aims to analyze the influence of organizational culture and work motivation on employee performance with job satisfaction as a mediating variable. The independent variables in this research are organizational culture and work motivation. The dependent variable in this research is employee performance and the mediating variable in this research is job satisfaction. The data collection techniques used in this research were observation, interviews and questionnaires. The data used is primary data and secondary data, with a research sample of 32 people who are employees of PT. BPR Eka Ayu Artha Bhuwana. Hypothesis testing is carried out using a variance-based Structural Equation Model (SEM) or what is called Partial Least Square (PLS). The results of the research show that organizational culture has a positive but not significant effect on job satisfaction, work motivation has a significant positive effect on job satisfaction, organizational culture has a significant positive effect on employee performance, work motivation has a positive and not significant effect on employee performance, job satisfaction has a positive and not significant effect on performance employees, job satisfaction is not a mediation of the relationship between organizational culture and employee performance and job satisfaction is not a mediation of work motivation on employee performance.

The Impact of South Korean Work Culture in Improving Working Performance: A Multiple Regression Method Analysis

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This study aims to assess the South Korean work culture implemented at WITCON Co., Ltd., its impact on enhancing employee performance, and the extent of its influence. This form of research employs a blend of quantitative and qualitative methodologies, sometimes called mixed methods. WITCON Co., Ltd. is at 35 Seochangnamsunhwan-ro 215beon-gil, Namdong-gu, Incheon, Republic of Korea. The acquired data is primarily classed as independent and dependent variables. Work culture is an independent variable, meaning it can influence other variables.

On the other hand, employee performance is classified as a dependent variable, meaning other variables impact it. Both variables were measured using instruments in a questionnaire comprising multiple questions, which were subsequently employed to collect participant data. The poll was administered to the whole foreigner workers at WITCON, comprising 30 people with E-7 and E-9 visas. Hence, the approach employed to examine this study’s findings involves utilizing multiple regression analysis. Multiple linear regression is a regression model that incorporates multiple independent variables. Multiple linear regression analysis is conducted to ascertain the magnitude and direction of the independent variable’s impact on the dependent variable. Furthermore, a Sobel test is conducted to ascertain the statistical significance of the indirect influence of the independent variable on the dependent variable via the mediator variable in a mediation model. The findings indicate that South Korea’s work culture prioritizes the enforcement of discipline in order to attain objectives while still being adaptable and accepting.

Correlation of Employee Performance System Implementation with Budget Performance at Local Government Work Unit in Banda Aceh City Government

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This study aims to examine the correlation between the implementation of the employee e-performance system and budget performance at Local Government Work Unit (SKPD) in Banda Aceh City Government. The population in this study were 43 SKPD in the Banda Aceh City Government that used the employee e-performance system. The sampling technique used was saturated sampling or census, the samples and data sources were obtained from SKPD using the e-performance system so that the total sample was 43 SKPD in the Banda Aceh City Government. The non-parametric statistical data analysis method in this study is the Spearman Rank correlation method which is processed with the SPSS (Statistical Package for Social Science) program. The results showed that the implementation of the employee e-performance system had a positive relationship with budget performance.

The Influence of Job Stress and Work Environment on Employee Performance at PT Majuperkasa Indonesia in Bati-Bati, Tanah Laut Regency

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Employee performance is the most important part in supporting every company performance activity, so every employee needs to be aware that they have a responsibility to the company for the results of their work. This research aims to examine the influence of work stress and the work environment partially and simultaneously on employee performance and to look for variables that dominantly influence the performance of PT Majuperkasa Indonesia employees in Bati-bati, Tanah Laut Regency. This type of research is quantitative, the population in this sample are employees of PT Majuperkasa Indonesia. Determining the number of samples used the Slovin method with a sample size of 74 respondents. Data collection techniques using interviews, observation and distribution of questionnaires. The instrument used was a Likert scale model questionnaire with the data analysis used was multiple linear regression analysis. The results of this research indicate that work stress does not have a significant effect on the performance of PT Majuperkasa Indonesia employees, while the work environment has a significant effect on the performance of PT Majuperkasa Indonesia employees. Work stress and the work environment simultaneously influence the performance of PT Majuperkasa Indonesia employees. The work environment has a dominant influence on the performance of PT Majuperkasa Indonesia employees.

The Effect of Human Resource Training and Development on Increasing Employee Performance with Work Motivation as an Intervening Variable

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This research aims to determine the effect of training and human resource development on improving employee performance with work motivation as an intervening variable at CIMB Niaga Kediri Branch. This research uses quantitative research methods because the research data is in the form of numbers and analyzed using statistics and meets scientific principles, namely concrete, objective, measurable, rational and systematic. The population in this study were 200 employees who worked at the financial institution CIMB Niaga Kediri Branch. Meanwhile, the sample was 67 respondents. Data collection techniques use questionnaires, observation, interviews and documentation. The data analysis method is descriptive analysis and Partial Least Square (PLS). From the results of this research it can be concluded that: (1) Based on data processing carried out by researchers through the bootstrapping method, training has a significant positive effect on employee performance. (2) Based on data processing carried out by researchers using the bootstrapping method, there is a significant positive influence between human resource development variables on improving the quality of employee performance. (3) Based on data processing carried out by researchers using the bootstrapping method, there is a significant positive influence between training and motivation. (4) Based on data processing carried out by researchers using the bootstrapping method, there is a significant positive influence between human resource development variables on motivation. (5) Based on data processing carried out by researchers using the bootstrapping method, there is a significant positive influence between motivation variables on performance. employee. (6) The relationship between training and improving the quality of employee performance is mediated by the motivation variable with a significant positive effect. (7) The relationship between human resource development and improving the quality of employee performance is mediated by the motivation variable with a significant positive effect.

The Influence of Work Competence and Work Motivation on Employee Performance at PT Hardware Clothing Area Banjarbaru

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The aim of this research is to determine: (1) The influence of work competency and work motivation simultaneously on employee performance. (2) The partial influence of work competency and work motivation on employee performance. (3) Which variable is the most dominant between work competence and work motivation on the performance of PT Hardware Clothing Area Banjarbaru employees. This research is quantitative research with a correlation design. Sampling was carried out using a saturated sampling technique with 30 respondents. The data collection technique uses a questionnaire method, then the results of the questionnaire are tested on instruments to test their validity and reliability in order to obtain results that are in accordance with the facts. Next, the data analysis technique is carried out using classical assumption tests, namely the normality test, heteroscedasticity test, and multicollinearity test as regression test requirements for hypothesis testing. The hypothesis test used is multiple linear regression analysis. The results of this research show that work competency and work motivation simultaneously influence employee performance. Partially, work competency has a significant positive effect on employee performance, while work motivation partially has no significant effect on employee performance. Work competency has the most dominant influence on employee performance.

The Effect of Trust, Knowledge Sharing, on Employee Performance through Organizational Commitment as an Intervening Variable in Shipping Companies in Surabaya

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Organizations strive to achieve success because the business environment is very competitive. Regardless of the size of the company and the company’s market share, every organization strives to manage employees so that they are able to work well. The company will manage its employees so that they run in line with the company’s goals, because one of the things that must be paid attention to in the company is the performance of its employees. Good employee performance can be seen from quality work results, producing quantities according to company standards, being on time, having high attendance, and being able to work together with fellow employees (Mathis and Jackson, in Damayanti et al., 2018). According to Mahmudi (2015:21), employee performance can be influenced by various factors, one of which is personal factors such as commitment. Based on Zehir et al. (2012), organizational commitment is a driver of organizational success, having the desire to fight for the organization, and belief in the goals and values ​​of the organization. Organizational commitment is a variable that is influenced by several factors. One factor that can influence organizational commitment is trust (Redha et al., 2022). Aziz and Abadiyah (2022) confirmed that there is a real influence of organizational commitment on employee performance, whereas Kertabudi and Aripin (2014) proved that there is no influence of organizational commitment on employee performance. Mukri et al. (2017), Hardiani and Prasetya (2018) prove the influence of trust on employee performance, however, research by Prasetyo et al. (2018) proves the opposite, namely that trust has no effect on employee performance. Meanwhile, trust has been proven to have no effect on employee performance with organizational commitment as an intervening variable by Aziz and Abadiyah (2022). Referring to the background described previously, it can be seen that there are still inconsistent research results regarding the influence of Trust, Knowledge Sharing, on Employee Performance through Organizational Commitment as an Intervening Variable.