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This research aims to analyze the influence of supervision and employee competency together on employee performance in the Safety Development Sector of the South Tangerang City Transportation Service. The hypotheses tested are: (1) There is an influence of supervision on employee performance in the Safety Development Sector of the South Tangerang City Transportation Service. (2) There is an influence of employee competency on employee performance in the Safety Development Sector of the South Tangerang City Transportation Service. (3) There is a joint influence of employee supervision and competence on employee performance in the Safety Development Sector of the South Tangerang City Transportation Service. This research includes explanatory research, associative research and quantitative analysis with a survey approach. In this research, the sampling technique used is Simple Random Sampling, where this method is used if members of the population are considered homogeneous because the sample is representative or the sample is taken randomly. The sample in this study consisted of 72 respondents. The data analysis technique uses the correlation coefficient analysis method, coefficient of determination analysis, partial significance test (t test), simultaneous significance test (F test), and simple and multiple regression analysis. From the research results, the following conclusions were obtained: First, supervision has a strong and significant influence on employee performance with a correlation coefficient value of 0.722 and a coefficient of determination (r²) value of 0.521, meaning that the supervision variable contributes 52.1% to the employee performance variable. [ABSTRACT FROM AUTHOR]

This study aims to test and analyze the effect of organizational learning, job satisfaction on employee performance by involving organizational commitment as a mediator variable. This study used primary data from questionnaire processing which was disseminated with responses from 197 respondents. Data from the questionnaire was then analyzed using SEM-PLS with the help of WarpPLS 7.0 software. The sampling technique used is purposive sampling. The results of the study provide empirical evidence that organizational learning does not have a significant effect on employee performance but has a significant effect on organizational commitment, and job satisfaction has a significant effect on employee performance and jobsatisfaction has a significant effect on commitment. Organizational commitment has a significant effect on employee performance and organizational commitment does not mediate the relationship between organizational learning and employee performance. Organizational commitment mediates the relationship between job satisfaction and employee performance. Factors such as wage levels, career openness, career fairness, promotion opportunities, teamwork, leadership trust and good working relationships in the company environment are proven to be the constituents of excellent job satisfaction variables that have an impact on improving employee performance. [ABSTRACT FROM AUTHOR]

The importance of the role of human resources or employees in achieving organizational goals is explained through efforts to improve employee capacity and performance. Employee performance is measured through the achievement of assigned tasks and responsibilities, and to achieve organizational goals, there needs to be organizational supervision and commitment. The purpose of this study is to determine and analyze the effect of leadership supervision on employee performance at the Constitutional Trial and Corrections Bureau at the General Secretariat of the People's Consultative Assembly of the Republic of Indonesia. The results showed that leadership supervision of employee performance at the Constitutional Court and Corrections Bureau, General Secretariat of the People's Consultative Assembly of the Republic of Indonesia, was found to have a significant influence, as indicated by a high correlation level of 0.674. Likewise, employee commitment to the performance of their duties in the same Bureau shows a strong impact on performance, with a correlation coefficient of 0.698. Furthermore, when leadership supervision and employee commitment are considered together, both are proven to have a strong influence on employee performance at the Constitutional Court and Corrections Bureau, General Secretariat of the People's Consultative Assembly of the Republic of Indonesia, with a correlation coefficient reaching 0.746. [ABSTRACT FROM AUTHOR]