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This study aims to determine the effect of, Organizational Culture,Physical Work Environment and Compensation (Reward) on Employee Performance at PT. Adroady, Jakarta. The data of this study used primary data in the form of questionnaires to 158 employees of PT. Adroady, Jakarta. Data analysis techniques using multiple linear regression analysis and using the SPSS program. The results showed an influence between Organizational Culture (X1), Employee Performance (Y) of 0.351 and an influence of 35,1%. Similarly, the variable Physical Work Environment (X2) on Employee Performance (Y) of 0.233 and has an influence of 23.3%. Then for the variable Compensation (Reward) (X3) on Employee Performance (Y) of 0.199 and has an influence of 19,9%. Partially or simultaneously have a strong influence among the three variables, the most significant is the Organizational Culture variable of 0,000. The results of this research hope that companies can increase compensation (Rewards) which can support employee performance. [ABSTRACT FROM AUTHOR]

"The Influence of Organizational Culture, Work Attitudes, Work Behavior and Work Conflict On The Employee's Performance of PT. Hastari" is a research article that examines the impact of organizational culture, work attitudes, work behavior, and work conflict on employee performance at PT. Hastari in South Jakarta. The study surveyed 100 respondents and used inference and descriptive analysis to analyze the data. The findings indicate that organizational culture, work attitudes, work behavior, and work conflict all have a significant and positive influence on employee performance. The article emphasizes the importance of understanding these factors to enhance employee performance and contribute to organizational success. [Extracted from the article]

Human resources play an important role in achieving organizational or company goals. Rapid changes in the business environment and full of uncertainty make companies strive to produce high-performance employees. At PT XYZ throughout 2020-2022, there was a decrease in employee performance. The decline in performance is influenced by various factors, one of which is the internal factor of employees in the form of work ethic. In addition to work ethic, organizational culture factors also affect employee performance. This study aims to find out how about work ethic, organizational culture and performance at PT. XYZ Bandung, and how much influence work ethic and organizational culture have on employee performance at PT. XYZ Bandung either partially or simultaneously. The type of research used is quantitative, causal relationship with descriptive and verifiative approaches. The sample in this study was 139 respondents. Data collection techniques through the distribution of questionnaires, and data analysis using PLS structural equation modeling (SEM). The results showed that the work ethic of PT XYZ employees resulted in an average of 562.8 (81%) being in the high category. The organizational culture of PT XYZ resulted in an average of 530.8 (76.4%) being in the strong category. Hypothesis testing shows that partially and simultaneously work ethic and organizational culture have a significant effect on the performance of PT XYZ employees. The amount of influence of work ethic and organizational culture on employee performance is 0.588 or 58.8%. The results of the study provide an overview of the condition of PT XYZ Company. And the results of this research will provide a foundation in employee development at PT XYZ to be able to improve employee performance [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 higher the level of competition in the industrial sector, it is necessary for the company's efforts to respond well to this in order to survive through internal strategies in the form of improving employee performance. Organizational culture is found to be one of the factors that can improve employee performance. The main purpose of this study is to build a model in an effort to improve employee performance involving innovative work behavior as an intervening variable for the influence of organizational culture on employee performance. The population in this study were employees of companies engaged in the manufacturing sector with 276 employees. Samples were taken 127 employees using purposive random sampling method. Structural Equation Modeling (SEM) was used to test the statistical significance of the path coefficients against the three (3) established hypotheses. The findings of the study indicate that organizational culture and innovative work behavior have a positive and significant influence on employee performance. Innovative work behavior can be an intervening variable for the influence of organizational culture on employee performance. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine and analyze the influence of organizational culture on employee performance at the Maluku Provincial Social Service. The method used in this study is associative research method using observation, interviews, questionnaires, and literature studies to 77 respondents. Based on the results of the analysis using the product moment correlation formula, the data shows that the correlation between Organizational Culture (X) and Employee Performance (Y) is 0.435, there is a moderate relationship because it is in the range 0.400 – 0.599. and the significance level test shows that the t-count is greater than the t-table (4.185 > 1.671) meaning that there is a significant influence between organizational culture on employee performance. While the coefficient of Determinant (R2) the influence of independent variables on changes in the dependent variable is 18.9%, while the remaining 81.1% is influenced by variables other than organizational culture variables that are not included in this study. [ABSTRACT FROM AUTHOR]