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Dependent Every company definitely wants all of its employees to be professional, disciplined and responsible. Therefore, employee performance can be interpreted as one of the most important things in a company to achieve goals. Achieving high labor productivity requires good work discipline from employees. In addition to work discipline, work stress can effect an employee’s ability to increase or decrease performance. The purpose of this study was to determine the effect of work discipline and work stress on employee performance and the Administrative Bureau of the Secretariat General of West Java Province. The method used is a quantitative method with a descriptive and verification approach. Data collection techniques using simple random sampling. Samples are taken randomly from the population without regard to the population. Validity, reliability analysis, classical acceptance test, multiple linear regresi analysis, f-test and t-test were used for data analysis. The results of things study indicate that work discipline has a positive and significant effect on employee performnace, while work stress has a positive and insignificant effect on 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]

This paper provides a perspective on the concept of employee performance based on e-HRM in the coal mining service industry in Indonesia. The research methodology uses documentary analysis of empirical studies and examines the perceptions of managers working in the HRM field. e-HRM is human resources management that is supported by digital technology, while employee performance in this case is the performance of employees who work in coal mining companies. This study aims to identify e-HRM practices to improve employee performance in terms of green employee behavior in the workplace. The results show that employee performance is closely related to e-HRM, green employee motivation, and person-job fit. Dynamic business conditions are a challenge for companies to be able to achieve productivity, and efficiency and always pay attention to the impact of safety, health and environment (SHE). HRD Department must provide support and develop appropriate competencies for its employees to improve employee professionalism. Managers must also be adept at empowering employees, caring about employee welfare, and maintaining employee safety & health. This empirical study and interview of respondents are very necessary for companies that are trying to carry out digital transformation in the HRM field to build production performance and employee awareness of the conditions of the work environment. [ABSTRACT FROM AUTHOR]

The role of the workforce as one of the resources in the business world is getting clearer, various concepts have been born to encourage the motivation of the workforce, which is expected to have good performance. Performance or achievement are the results obtained from jobs or activities over a period of time. The purpose of this article is to analyze the effect of Knowledge Based Human Resources (KB) on employee performance (PE), the effect of organizational commitment (OC) on PE, the effect of KB on Emotional Intelligence (EI), OC on EI, EI mediates the relationship between OC and PE, and EI mediate the relationship between KB and PE in modern retail in the city of Tangerang. Cross-sectional quantitative research. The results obtained were analyzed using the SMART-PLS method, the results showed that both OC and EI had a significant positive effect on PE, while KB had a positive effect on PE, while OC and KB significantly affected EI. For the mediating impact of EI, it turns out that EI strengthens the relationship between OC and PE, while EI weakens the relationship between KB and PE. From this study it was found that EI is the most dominant factor influencing PE compared to the other two factors, this shows the need to increase EI for Modern Retail employees by building a system that includes EI indicators in the process of hiring, learning and development. The second factor that also has a significant influence on PE is OC, this shows that the Modern Retail organization must strengthen the work culture and organizational values so that it can increase the strong desire for employees to continue to work on behalf of the organization and remain as members of the organization. [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 achievement of revenue targets for PUD (Regional Public Enterprises) Market of Medan was not as expected, which shows the performance of PUD Market of Medan is not optimal. Many factors affect the achievement of revenue targets, one of which is the human factor, in this case, is the absence of PUD Market employee performance. If the employee has a good performance, then the trader as the party renting selling space will be more loyal and impact increasing the occupancy rate of the market. This study aims to analyze PUD Market of Medan employee performance and its influence factor. This type of research in this study is correlational research consisting of four independent variables and the dependent variable of employee performance. Analysis of the data used is multiple regression analysis. The result showed that the performance of employees PUD Market in Medan by 39.1% was influenced by competence, work culture, organizational communication, and motivation. [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]

Human Resources are the main principle in an organization to achieve the expected goals. The performance of employees, especially at the Institute of Domestic Administration (IPDN) North Sulawesi Campus, requires evaluation, especially for civil service educators, namely caregivers. This study aimed to determine the performance and factors that affect the performance of employees (caregivers) at IPDN North Sulawesi Campus. The research used a qualitative approach, while the data collection techniques in this study are observation, interviews, and documentation. The informants in this study were the Head of the Civil Service Administration, the Head of the Parenting Subdivision, the employees (caregivers), and the IPDN Praja North Sulawesi Campus. In general, the results of this research are; 1) The performance of employees (caregivers) of IPDN North Sulawesi Campus is in a reasonably good category, this is based on the results of research where from five employee performance indicators, there are still two indicators included in the good enough category, namely “service orientation and work discipline, 2) Factors that affect the performance of employees (caregivers) of IPDN North Sulawesi Campus, there are four namely a) HR development, b) work motivation, c) supervision and d) work environment. It can also be seen that of the four factors that affect employee performance, only one factor supports the performance of IPDN North Sulawesi Campus employees, namely the work environment. In comparison, the other factors are HR development and work motivation. Furthermore, supervision does not support IPDN North Sulawesi Campus employees (caregivers) taking out the job. [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]

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]