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Employee performance and work environment are two key elements in the success of an organization. The relationship between employee performance and the work environment has become a major focus for many organizations to improve productivity, employee satisfaction, and overall organizational performance. This study aims to determine the development of research with the theme Employee Performance and Work Environment in the range of 2014 to 2023 through the help of the Vosviewers application in visualizing data. The method used in this study is qualitative research with a literature study approach. Asforthe data found, 98 documents were obtained and analyzed. These datasets are converted to CSV format, BibTeX, and RIS format and imported into bibliophilia for bibliometrics and analysis. The results showed that 2023 is the year with the highest number of publications on the topic of Employee Performance and Work Environment. Indonesia is the country that influences scientific publications the most. Samani, S.A. is the most prolific writer with 3 documents in the field of Employee Performance and Work Environment. Great potential for further research in areas such as Compensation, leadership, training, work-life balance, and work engagement, which still has the potential to be explored more deeply in the context of Employee Performance and Work Environment. [ABSTRACT FROM AUTHOR]

The role of leadership is very strategic and important for the achievement of the mission, vision and goals of an organization, is one of the motives that encourage humans to always investigate the intricacies associated with leadership. Transformational leadership basically encourages subordinates to do better Behavior demanded by today's organizations is not only in-role behavior but also extra- role behavior. Extra-role behavior is also called the Organizational itizenship Behavior.OCB is a term used to identify the employee behaviors that can be called a "good employee". If employees in the organization have OCB, efforts to control employee declined, since employees can control their own behavior or being able to choose the best behavior for the benefit of the organization. OCB will enhance transformational leadership because the good nature of OCB will influence the behavior of the leader. There is a significant influence ith the value of P = 0.00 between OCB and transformational leadership. This shows there is an increase in transformational leadership due to OCB behavior. [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]

The emergence of coworker support has become a hot topic of debate in academic circles because it has an impact on job satisfaction, performance improvement, and reduces employee desire to resign. This research uses systematic literature review with the aim of providing an overview of the development of the topic through the latest data and providing suggestions for future research development. The literature taken over the last ten years since 2013 was processed using the Watase UAKE application to obtain article extraction in the form of article information, the theory underlying the article, to future research opportunities. The results show that 2022 is the year with the most relevant articles, the International Journal of Hospitality Management as the most cited or cited journal, and China as the country with the most publications. Of the 27 articles extracted, resource conservation theory is the theory most widely used as a basis for research. [ABSTRACT FROM AUTHOR]

Human resources are an asset in the organization. HR has a very important role in achieving organizational goals and at the same time being the driving force of the organization in achieving and realizing the goals and objectives set. The population of this study was respondents to employees of the Tirta Raja Regional Water Supply Company (PDAM) in Ogan Komering Ulu Regency. The population numbered 180 respondents. The sample is part of the population (part or representative of the population studied). The sample of this study is a portion of the population taken as a data source and can be representative of the entire population. The OKU Regional Drinking Water Company is a Regional Owned Enterprise of Ogan Komering Ulu Regency, which was established in 1979 and fully operational in 1981 by the Department of Public Works, Directorate General of Cipta Karya, Clean Water Sub Project (PAB) South Sumatra under the name of the OKU Drinking Water Management Agency (BPAM). Supervision has a positive and significant effect on the performance of employees at the Regional Water Supply Company (PDAM) Tirta Raja, Ogan Komering Ulu Regency. [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 Research type which is used in this thesis is quantitative research, with sample counted 99 employees in Company Of Sub-Province of Semarang. accurate variable cover giving of fee, Cultural of activity of Islami, Religiusitas, Performance Officer, Satisfaction of Activity. Method data collecting through kuesioner, data analysis use statistical and descriptive analysis with doubled linear regression. Under the result of research in PT Kamaltex, PT. Ungaran Gist, Sari of Garment, PT Apac of[is Core of indicating that: giving of fee have an effect on positive and significant to officer performance, Cultural of activity of Islami have an effect on positive and signifikan to Performance Officer, Religiusitas have an effect on positive and do not signifikan to Performance Officer, giving of fee have an effect on positive and signifikan to satisfaction of activity, Cultural of activity of Islami have an effect on positive and signifikan to satisfaction of activity, Religiusitas have an effect on positive and signifikan to satisfaction of activity, Satisfaction of activity have an effect on positive and signifikan to officer performance, Satisfaction of activity can memediasi influence of giving of fee to officer performance, Satisfaction of activity can cultural influence memediasi of activity of islami to officer performance, Satisfaction of activity can memediasi influence of religiusitas to officer performance in Company of Sub-Province of Semarang. [ABSTRACT FROM AUTHOR]