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In an organization, individual performance greatly affects the performance of the organization, both government and private organizations in achieving predetermined goals. Good employee performance will have an impact on overall organizational performance, which in turn can be seen from organizational achievements. Some important factors that are taken into consideration by an employee performing well, among others; Employee salary, incentives/bonuses, work motivation, workload/quantity of work, reliability, and employability. This study uses a data mining classification approach using the c4.5 method in making a decision tree. The results of a trial of 25 datasets using the decision tree method were able to provide a conclusion that employees will be able to improve their performance if the organization provides a policy in the form of providing monthly incentives to employees as a bonus reward to those who are diligent in carrying out their work, such as having activeness and being able to work together. [ABSTRACT FROM AUTHOR]

The purpose of this research is to analyze the importance of supervisor support in motivating the work of operational employees and its implications for employee performance and retention in 5-star hotels in Bali. The problem in this research is how important supervisor support is in improving employee performance and retention and what the implications are. The population of this study was all permanent employees of 5-star hotels in Bali. A sampling of 5-star hotels used sampling areas, namely in Badung and Gianyar Regencies. The number of research respondents was 125 people, determined by purposive sampling. Data collection techniques through observation, interviews, and research questionnaires. Quantitative descriptive analysis is used to see the current condition of supervisors based on supervisor support, work motivation, performance, and employee retention so that it is known the importance of supervisor support in improving the performance and retention of 5-star hotel employees in Bali in the future. The results showed that supervisors' support increased employee performance and retention with an average value in the interval 4.21-5.00. This means that supervisors support employee motivation, which affects high employee performance and retention. [ABSTRACT FROM AUTHOR]

The purpose of the study was to determine the effect of competence, cooperation, and organizational climate on employee performance mediated by work motivation (a study in the food and agriculture office clump work unit in Merauke Regency). The research uses a quantitative research approach. The sampling technique used purposive sampling method. The research sample as many as 117 employees were selected from Civil Servants (PNS) as structural or implementing officials, not as Field Agricultural Extension Officers (PPL) or civil servants who were not on duty in the unit. The data comes from the answers to the questionnaire according to the employee's perception. The results of the questionnaire were tabulated and analyzed using Structural Equation Modeling (SEM) using the SmartPLS application. The results of the analysis prove that competence has a significant effect on performance, competence has an effect on work motivation, and motivation mediates the influence of competence on employee performance. Cooperation has no effect on performance, but has an effect on motivation and work motivation mediates the effect of cooperation on employee performance. Organizational climate does not affect employee performance but organizational climate affects work motivation and work motivation mediates the relationship between organizational climate and employee performance. Motivation has a significant effect on performance. The results of the study have implications for competence and motivation that need to be improved in order to improve employee performance. Motivation variable affects performance by 48.6% and competence affects performance by 28.2%. Increasing work motivation can be done by increasing cooperation and organizational climate. [ABSTRACT FROM AUTHOR]