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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]

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]

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]

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]