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This research aims to analyze work stress, work ethic and supervision of employees at PT. Bank Central Asia, Tbk, especially the Bidakara Tower Main Branch Office, with a total of 100 research samples taken from permanent employees and interns. Research results using Multiple Linear Regression Analysis show that work supervision is more dominant in influencing employee performance than work stress and work ethic. Work stress has a positive and significant effect on employee performance. Bank BCA strives to be better at managing work stress to meet employee needs and produce good performance. Work ethic also has a positive but not too big effect on employee performance. BCA Bank pays attention to a high work ethic because it is rooted in strong cooperation and strong commitment from employees. Work ethic is very important to motivate employees to improve their performance. Supervision influences employee performance more dominantly than work stress and work ethic. Good supervision will reduce the rate of work errors. Work supervision also influences employee work motivation to provide and improve their own good performance. [ABSTRACT FROM AUTHOR]

This research aims to analyze the influence of democratic leadership style, work discipline, intrinsic motivation and physical work environment on the employees' performance of PT. Straw Plus East Jakarta. This research data uses primary data in the form of a questionnaire to 100 respondents using the multiple linear regression method which was processed using SPSS 17.0 software. From data that has met the validity test, reliability test and classical assumption test. the variables are democratic leadership style, work discipline, intrinsic motivation and physical work environment on employee performance. From the model feasibility test, it shows that the four independent variables studied are proven to have a positive and real effect on the dependent variable together. Through testing the coefficient of determination (R2), it can be seen that democratic leadership style, work discipline, intrinsic motivation and physical work environment, each have an influence on employee performance, namely 93.9%, meaning that 93.9% of the dependent variable of employee performance can be explained by the independent variables are democratic leadership style, work discipline, intrinsic motivation and physical work environment. Meanwhile, the remaining 6.1% is explained by other variables that were not included in this research. [ABSTRACT FROM AUTHOR]

This study aimed to analyze the effects of job stress work conflict and work discipline on the performance of employees of PT. Pelindo II-IPC Jakarta in 2016. The results of research using primary data in the form of a questionnaire to 100 respondents in PT. Pelindo II-IPC Jakarta in 2016 showed that there is influence between Conflict Work, Work Stress and Work Discipline on employee performance PT. Pelindo II-IPC Jakarta. This is evidenced by F count larger than F table and t greater than t table. The results of calculations based on t test obtained t for Conflict Work (X1) of 10.386 and thitung for Work Stress (X2) is 5,918 bigger than t table 1.660, meaning that the work conflict and work stress and significant positive effect on employee performance of PT Pelindo II. While thitung for Work Discipline (X3) of 1.178 is smaller than 1,660, which means ttabel Discipline had no effect on employee performance of PT Pelindo II. While the regression model as follows Y = 0,571X1 + 0,383X2 + 0,080X3 This suggests that the three independent variables X1, X2, and X3 affect the Y. [ABSTRACT FROM AUTHOR]

This study aims to analyze how strong the influence of Compensation, Communication Effectiveness, and Promotion on Employee Performance partially, this research was conducted at PT. Globalindo Artistic Creations, Bekasi. This study was conducted using primary data obtained from the distribution of questionnaires, a population of 140 employees with a sample of 104 respondents. Management of analytical data using validity and reliability tests as well as regression and correlation tests using SPSS 20. Based on the results of the study, multiple regression equations Y = 1.034 + 0.233 X1 + 0.250 X2 + 0.492 X3 + e The results showed that Compensation (X1) has a positive influence on employee performance (Y), Communication Effectiveness (X2) has a positive influence on employee performance (Y) and Promotion Against (X3) has a positive influence on employee performance (Y). The result of the correlation between Compensation, Communication Effectiveness, and Promotion on employee performance (Y). And the results of the F Test of Compensation, Communication Effectiveness, and Promotion together have a positive and significant effect on Employee Performance. [ABSTRACT FROM AUTHOR]

This research aims to analyze how much influence Financial Compensation, Work Motivation and Work Discipline on employee performance. In this research using primary data obtained from questionnaires to 116 employees as respondents in companies jabbek. This research uses descriptive analysis and inferential analysis methods. Data were analyzed using multiple linear regression correlation analysis, test instruments, test the feasibility of the model, and the t test. The results of this study indicate a positive and significant effect on Employee Performance, which is generated from the results of the regression equation model in the Coefficients Y table = 5.653 + 0.508 + 0.082+ 0.234. In the model feasibility test results obtained significant value of 0,000 which means the model is said to be significant and the model is said to be feasible to use in this study. On the results of the t-test hypotheses obtained sig value on the variable Financial Compensation of 0,000, the sig value on the Work Motivation variable is 0.046, and the sig value in the Work Discipline is 0,000. Then it can be concluded that the partial meaning of the three variables has a positive and significant influence on the dependent variable of employee performance. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine the effect of work environment, individual characteristics, communication and work discipline on employee performance in PT. Bank Negara Indonesia (Persero) Tbk. Jakarta City Region. With a sample of 120 employees/respondents. Seals are obtained using the Probability Sampling technique, that is, the required information obtained from all elements has the opportunity to be selected as a sample. Hypothesis testing uses multiple linear regression analysis using SPSS version 24.0. The results showed that work environment, individual characteristics, communication and work discipline on employee performance. [ABSTRACT FROM AUTHOR]

This study aims to analyze how much influence incentives, work environment and work discipline have on employee job satisfaction. In this study using primary data obtained from the distribution of questionnaires to 142 employees as respondents at PT, XYZ cakung branch. This study used descriptive analysis methods and inferential analysis. Data were analyzed using multiple linear regression correlation analysis, instrument test, model feasibility test, and t test. The results of this study show a positive and significant influence on employee job satisfaction, resulting from the results of the regression equation model in the Coefficients table Y = 4.307 + 0.246 + 0.241 + 0.202. In the feasibility test of the model, a significant value of 0.000 was obtained, which means that the model is said to be significant and the model is said to be feasible to be used in this study. In the results of the t-test hypothesis value, the sig value on the incentive variable is 0.000, the sig value on the work environment variable is 0.008, and the sig value on work discipline is 0.000. So it can be concluded that partially these three variables have a positive and significant influence on the dependent variable of employee performance. If the management provides good incentives and creates a comfortable and conducive work environment as well as implementing good discipline in the work environment to stimulate employees to do their jobs better, it will be able to influence employees to do their jobs better. Which will have an impact on achieving common goals. [ABSTRACT FROM AUTHOR]

This research aims to review the influence of non-financial compensation, organization culture and work stress on the performances of employee at Directorate of Drug Investigation Polda Mtero Jaya, South Jakarta. Research method used in this research that is quantitative descriptive with a population in this research is the employee of Directorate of Drug Investigation Polda Mtero Jaya, South Jakarta. There are four variables investigated in this study that is the nonfinancial compensation (X1), organization culture (X2), work stress (X3) as independent variable and employee performance (Y) as dependent variable. Sample used in this research as many as 100 respondents. This research data using primary data in the form of a questionnaire the method of linear regression double processed using the software SPSS 17.0. The results of research based on linear regression shows that non-financial compensation, organization culture, work stress positive influential and significant to employee performance. [ABSTRACT FROM AUTHOR]

The purpose of this study was to analyze the effect of work discipline, compensation, career development and work environment on employee performance at the Ministry of Religion's Office in South Jakarta. In this study using primary data obtained from distributing questionnaires to 100 employees at the Ministry of Religion in South Jakarta City. This study uses the method of Multiple Linear Regression, the results of this study indicate that there is a positive and significant effect on employee performance. The results showed that each variable, namely Work Discipline, Compensation, Career Development and Work Environment had a positive and significant effect on Employee Performance at the Ministry of Religion in South Jakarta. [ABSTRACT FROM AUTHOR]

This study aims to determine and analyze employee motivation, discipline, and work environment and its effects on employee performance. This research was conducted at PT. Rekayasa Aplikasi Digital. In addition, this study aims to provide information and advice to the Human Resources Management of PT. Rekayasa Aplikasi Digital. Data was collected using a questionnaire with a Likert scale. The respondents in this study were 100 employees at PT. Rekayasa Aplikasi Digital itself. The analyses used in this study are quantitative descriptive analysis and qualitative analysis. The results showed that motivation, work discipline and work environment had a positive and significant effect on employee performance. This is shown from the coefficients table in the regression equation model KK = 0,261 M + 0,284 DK + 0,221 LK. The results of the conclusion of the hypothesis on the t-test partially obtained a significant value on the motivation variable of 0.05, while on the work discipline variable of 0.02 and on the work environment variable of 0.017. So it can be partially concluded that the three independent variables have a significant influence on the dependent variable. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of financial compensation, intrinsic motivation and physical work environment on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. The type of research used is quantitative research. This study used primary data by distributing questionnaires to as many as 138 respondents. Data analysis uses descriptive and inferential analysis. In the implementation of the study using primary data obtained through the distribution of questionnaires and processed with SPSS 25. The results of the study showed that the financial compensation variable (X1) had a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. The intrinsic motivation variable (X2) has a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. Physical work environment variables (X3) have a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. [ABSTRACT FROM AUTHOR]

This study aims to determine and analyze the effect of Compensation, Transformational Leadership, and Work Environment on Employee Performance at Ojju K-Food Restaurant Jakarta. The data of this study used primary data in the form of a questionnaire to 102 employees of the Ojju K-Food Restaurant Jakarta. Data analysis techniques using multiple linear regression analysis and using the SPSS program. The results of this study indicate that there is an effect of compensation (X1) on employee performance (Y) of 0.332 and has an effect of 33.2%. Then the variable Transformational Leadership (X2) on Employee Performance (Y) is 0.134 and influences 13.4%. Likewise the variable Work Environment variable (X3) on Employee Performance (Y) of 0.403 and has an effect of 40.3%. Then to partially or simultaneously have a strong influence among the three variables, the most significant is the Work Environment variable of 0.000. The results of this study expect the company to be able to improve the work environment to help improve employee performance. [ABSTRACT FROM AUTHOR]

This study aims to analyze the effect of communication, work stress, and work environment on employee performance at Ichsan Medical Center Hospital, South Tangerang. The sample in this study was 120 respondents based on the Yamane formula. This study uses primary data with data collection methods through the distribution of questionnaires to 120 respondents. The data analysis technique used inferential analysis with multiple linear regression. The results obtained in this study are communication has a positive effect on employee performance, job stress has a positive effect on employee performance, and the work environment has a positive effect on employees performance. Therefore, Ichsan Medical Center Hospital South Tangerang must provide a better impact so that communication, work stress and the work environment can be maintained at a stable level. [ABSTRACT FROM AUTHOR]

This research is the results of research on the effect of work motivation, work abilities, and work discipline on employee's performance at PT. The Nielsen Company Indonesia The research method used is the quantitative method. The results of this study used primary data in the form of a questionnaire to 100 respondents. The results of the study stated that there was a positive and significant influence between the variables of work motivation, work abilities, and work discipline on the performance of employees at PT. The Nielsen Company Indonesia. [ABSTRACT FROM AUTHOR]

This thesis is the result of a quantitative study that aims to analyze the effect of Transformational Leadership Style, Organizational Culture and Work Motivation on Employee Performance at PT. Happy Idkho Independent. The technique used is to use primary data in the form of questionnaires to 109 employee respondents who work at PT. Bahagia Idkho Mandiri with the Simple Random Sampling method. Based on the results of the Model Feasibility test (F Test), the results of Fcount were 42.905 > Ftable 2.69 with a Sig value of <.001, which is below 0.05. And if seen from the results of the Hypothesis Test (t test) obtained t count (X1) Transformational Leadership Style is 3.288, (X2) Organizational culture is 2.355 and (X3) Work motivation is 5.769 and the Sig value (X1) Transformational Leadership Style is 0.001, (X2) Organizational culture is 0.024 and (X3) Work motivation is <.001 which means all Sign numbers are <0.05. From the results of the evidence above, it can be concluded that the results of the analysis of the Influence of Transformational Leadership Style, Organizational Culture and Work Motivation are proven positive and significant for employee performance at PT. Happy Idkho Independent. [ABSTRACT FROM AUTHOR]

This study aims to analyze the influence of the physical work environment, work motivation and compensation on the performance of employees of the Directorate General of Human Rights. This type of research uses quantitative techniques, descriptive methods and data analysis methods using differential analysis of multiple linear regression and uses primary data in the form of a closed questionnaire to 100 respondents assisted by using the Statistical Product and Service Solution (SPSS) program application version 23.0. The results of the analysis in this study prove that the three variables of physical work environment, work motivation and compensation have a significant influence on the defending variables, namely performance in employees. From the results of this study, it is expected that the Institute will pay attention to and evaluate employee performance in order to improve employee performance in order to be good and effective. [ABSTRACT FROM AUTHOR]

Kharisma Wanapadu, South Jakarta, totaling 100 workers. The instrument tests in this review are coordinated to use validity and reliability tests. The information-checking strategy in this study was coordinated to utilize a variety of direct relapse investigation methods. The results of the review show that the factors of Compensation, Competence, and Work Discipline have a good effect on the presentation of its representatives, at PT. Harta Charisma Wanapadu, South Jakarta with an importance. The background of this research is to obtain data related to the Impact of Compensation, Competence, and Work Discipline on the Implementation of Representatives at PT. Harta Kharisma Wanapadu, South Jakarta. This study combines quantitative reports, where the research instruments is a questionnaire. The sample in this study were representatives at PT.Harta level below 5%. [ABSTRACT FROM AUTHOR]

This research was conducted with the aim of determining the effect of training and work motivation on employee performance at the Bank Indonesia Representative Office, South Sumatra Province. The population and sample in this research are 50 Non-Officer Employees and Assistant Directors of the Bank Indonesia Representative Office for South Sumatra Province in 2023. The results of multiple linear regression analysis show that training and work motivation have a positive and significant effect on employee performance. Training, it is hoped that it is necessary to select the type of training given to employees according to the employee's needs. Choosing a training provider is also important, where the chosen organizer must also be suitable and knowledgeable in this field and have experience and a good image. Work motivation, the role of superiors which is very necessary in looking at relationships between fellow employees. Where if within a division there are colleagues who do not have a harmonious relationship, then the role of superiors is to create a more neutral and professional atmosphere in carrying out work. [ABSTRACT FROM AUTHOR]

This study aims to analyze the positive and significant effect of Training, Compensation and Work Discipline on Employee Performance. The research methodology used is quantitative method and uses multiple linear regression analysis with processing using Statistical Product and Service Solutions (SPSS) version 26 with data collection method through questionnaires to 70 employees of PT. Pegadaian. The results of this study indicate that there is an influence between Training (X1) and Employee Performance (Y) of 0.515 and has an effect of 51.5%. For the influence variable between Compensation (X2) and Employee Performance (Y) of 0.180 and has an effect of 18%. The influence variable between Work Discipline (X3) and Employee Performance (Y) is 0.153 and has an effect of 15.3%. The results showed that Training, Compensation and Work Discipline had a positive and significant effect on Employee Performance at PT. Pegadaian. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of the Work Environment, Work Motivation, and Work Experience on employee performance. This research technique utilizes a quantitative approach, the selected survey method being the primary data source. The primary data used for this study was in the form of a questionnaire given to 67 employees of PT. Pranaja Trimitra Indonesia. The data analysis technique in this study included multiple linear regression and hypothesis testing (t-test) which were processed using the SPSS 23 application. From the results of the study, it can be seen that work experience has a positive effect on employee performance, while the work environment and work motivation do not have a positive effect on employee performance. [ABSTRACT FROM AUTHOR]

This research aims to determine the influence of motivation and work ability on employee performance at PT Jasa Marga Toll Road Operator. The population in this research was 150 employees who worked at PT Jasa Marga Toll Road Operator, while the sample in this research used cluster random sampling. So the units selected as samples were not individuals, but organized groups of individuals, where the samples were all 120 operational employees. The results of multiple linear regression analysis show that motivation and work ability have a positive and significant effect on employee performance. For motivation variable, hoped that there will be an opportunity to provide promotions to employees by simplifying the conditions and stages in the consideration and selection process provided. Meanwhile, for the work ability variable, hoped that the Company can become a forum that facilitates employees to improve their abilities. Apart from that, companies also need to provide opportunities for employees to provide input and responses in resolving the problems and challenges. [ABSTRACT FROM AUTHOR]

This research was conducted with the aim of determining the influence of transformational leadership style and job transfers on employee performance at BPJS Employment. The population in this study is all permanent employees of BPJS Employment, South Sumatra regional office in 2022-2023, totaling 100 employees. In this research, the respondents in this research are all 100 permanent employees at BPJS Employment in 2022-2023 and all of them are the number of respondents in this research using the census technique method. The results of multiple linear analysis show that transformational leadership style and job transfer have a positive and significant effect on employee performance. Transformational leadership style has a dominant influence on employee performance. Transformational leadership style, it is expected that the role of superiors needs to be an evaluation. Superiors are expected to provide enthusiasm and appreciation for employee performance results by giving awards to employees who provide good performance results and achieve achievements. Job transfers, it is hoped that the process for carrying out this rotation will need to be adjusted again. Where, if employees are often given work rotation, employees have to change their work environment and living environment. [ABSTRACT FROM AUTHOR]

PT Perkebunan ABC is always encouraged to be able to achieve targets and increase the productivity of its employees. The problem in this study is whether conflict and work stress affect the performance of PT Perkebunan ABC employees with the hypothesis being conflict and work stress affect the performance of PT Perkebunan ABC employees. The theories used in this study are Human Resource Management (HRM), conflict management and organizational behavior related to conflict, work stress and employee performance. The purpose of this study is to determine what factors influence conflict and work stress on the performance of PT Perkebunan ABC employees and formulate managerial policies that can be implied in order to improve employee performance. This research is in the form of correlational research with a research population of 749 people, all of whom are Executive Employees. The analytical method used in this study is the Structural Equation Model (SEM) analysis method. The results showed that conflict was the most dominant factor affecting the performance of PT Perkebunan ABC employees. The conclusion of this study is that the most dominant factor affecting the performance of Executive Employees (Karpel) at PT Perkebunan ABC Asahan is conflict with the magnitude of the influence reaching 91%. [ABSTRACT FROM AUTHOR]

Quality of Work Life (QWL) is an organization's effort to control behavior and maintain the work performance of its employees so that it continues to improve continuously. This study aims to determine the influence of organizational culture, leadership serve and personality on turnover with mediated by the quality of work life. Example 134 respondents. PT Nipindo Primatama Group North Jakarta City. Research Data were analyzed using SEM PLS analysis techniques with the help of SmartPLS program. The results of this study showed that organizational culture, leadership work positive and significant to the quality of work life, the better the organizational culture, leadership serve and personality then the better the quality of employee work life. The results also showed that the leadership serve, personality and quality of working life affect negatively on turnover, while organizational culture directly does not affect on turnover. Quality of employee work life, while a good organizational culture cannot always improve the quality of employee work life, organizational culture can degrade the high quality of employee work life. [ABSTRACT FROM AUTHOR]

This paper provides a perspective on the concept of employee performance based on e-HRM in the coal mining service industry in Indonesia. The research methodology uses documentary analysis of empirical studies and examines the perceptions of managers working in the HRM field. e-HRM is human resources management that is supported by digital technology, while employee performance in this case is the performance of employees who work in coal mining companies. This study aims to identify e-HRM practices to improve employee performance in terms of green employee behavior in the workplace. The results show that employee performance is closely related to e-HRM, green employee motivation, and person-job fit. Dynamic business conditions are a challenge for companies to be able to achieve productivity, and efficiency and always pay attention to the impact of safety, health and environment (SHE). HRD Department must provide support and develop appropriate competencies for its employees to improve employee professionalism. Managers must also be adept at empowering employees, caring about employee welfare, and maintaining employee safety & health. This empirical study and interview of respondents are very necessary for companies that are trying to carry out digital transformation in the HRM field to build production performance and employee awareness of the conditions of the work environment. [ABSTRACT FROM AUTHOR]

In this digital era, it is essential for a company to consistently grow in order to compete and meet the expectations of stockholders and stakeholders. Achieving this requires good performance and constantly sustainably making improvements and development. Employee performance can be influenced by organizational culture, personality, and motivation, either directly or indirectly. Organizational culture is one factor that influences motivation, and personality can also influence motivation, which ultimately affects employee performance. This study aims to analyze the influence of organizational culture, personality, and motivation on employee performance. This research sample is an employee of PT Jasa Raharja East Kalimantan Branch. Data analysis using SEM-PLS. The results showed a positive and significant influence of organizational culture and personality on motivation, motivation to employee performance, and organizational culture and personality to employee performance. [ABSTRACT FROM AUTHOR]

The achievement of revenue targets for PUD (Regional Public Enterprises) Market of Medan was not as expected, which shows the performance of PUD Market of Medan is not optimal. Many factors affect the achievement of revenue targets, one of which is the human factor, in this case, is the absence of PUD Market employee performance. If the employee has a good performance, then the trader as the party renting selling space will be more loyal and impact increasing the occupancy rate of the market. This study aims to analyze PUD Market of Medan employee performance and its influence factor. This type of research in this study is correlational research consisting of four independent variables and the dependent variable of employee performance. Analysis of the data used is multiple regression analysis. The result showed that the performance of employees PUD Market in Medan by 39.1% was influenced by competence, work culture, organizational communication, and motivation. [ABSTRACT FROM AUTHOR]

Human Resources are the main principle in an organization to achieve the expected goals. The performance of employees, especially at the Institute of Domestic Administration (IPDN) North Sulawesi Campus, requires evaluation, especially for civil service educators, namely caregivers. This study aimed to determine the performance and factors that affect the performance of employees (caregivers) at IPDN North Sulawesi Campus. The research used a qualitative approach, while the data collection techniques in this study are observation, interviews, and documentation. The informants in this study were the Head of the Civil Service Administration, the Head of the Parenting Subdivision, the employees (caregivers), and the IPDN Praja North Sulawesi Campus. In general, the results of this research are; 1) The performance of employees (caregivers) of IPDN North Sulawesi Campus is in a reasonably good category, this is based on the results of research where from five employee performance indicators, there are still two indicators included in the good enough category, namely “service orientation and work discipline, 2) Factors that affect the performance of employees (caregivers) of IPDN North Sulawesi Campus, there are four namely a) HR development, b) work motivation, c) supervision and d) work environment. It can also be seen that of the four factors that affect employee performance, only one factor supports the performance of IPDN North Sulawesi Campus employees, namely the work environment. In comparison, the other factors are HR development and work motivation. Furthermore, supervision does not support IPDN North Sulawesi Campus employees (caregivers) taking out the job. [ABSTRACT FROM AUTHOR]