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This study aims to analyze how strong the influence of Compensation, Communication Effectiveness, and Promotion on Employee Performance partially, this research was conducted at PT. Globalindo Artistic Creations, Bekasi. This study was conducted using primary data obtained from the distribution of questionnaires, a population of 140 employees with a sample of 104 respondents. Management of analytical data using validity and reliability tests as well as regression and correlation tests using SPSS 20. Based on the results of the study, multiple regression equations Y = 1.034 + 0.233 X1 + 0.250 X2 + 0.492 X3 + e The results showed that Compensation (X1) has a positive influence on employee performance (Y), Communication Effectiveness (X2) has a positive influence on employee performance (Y) and Promotion Against (X3) has a positive influence on employee performance (Y). The result of the correlation between Compensation, Communication Effectiveness, and Promotion on employee performance (Y). And the results of the F Test of Compensation, Communication Effectiveness, and Promotion together have a positive and significant effect on Employee Performance. [ABSTRACT FROM AUTHOR]

This research aims to analyze how much influence Financial Compensation, Work Motivation and Work Discipline on employee performance. In this research using primary data obtained from questionnaires to 116 employees as respondents in companies jabbek. This research uses descriptive analysis and inferential analysis methods. Data were analyzed using multiple linear regression correlation analysis, test instruments, test the feasibility of the model, and the t test. The results of this study indicate a positive and significant effect on Employee Performance, which is generated from the results of the regression equation model in the Coefficients Y table = 5.653 + 0.508 + 0.082+ 0.234. In the model feasibility test results obtained significant value of 0,000 which means the model is said to be significant and the model is said to be feasible to use in this study. On the results of the t-test hypotheses obtained sig value on the variable Financial Compensation of 0,000, the sig value on the Work Motivation variable is 0.046, and the sig value in the Work Discipline is 0,000. Then it can be concluded that the partial meaning of the three variables has a positive and significant influence on the dependent variable of employee performance. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of financial compensation, intrinsic motivation and physical work environment on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. The type of research used is quantitative research. This study used primary data by distributing questionnaires to as many as 138 respondents. Data analysis uses descriptive and inferential analysis. In the implementation of the study using primary data obtained through the distribution of questionnaires and processed with SPSS 25. The results of the study showed that the financial compensation variable (X1) had a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. The intrinsic motivation variable (X2) has a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. Physical work environment variables (X3) have a positive and significant effect on the performance of employees of the Human Resources Development Agency of the Republic of Indonesia. [ABSTRACT FROM AUTHOR]

This research is the results of research on the effect of work motivation, work abilities, and work discipline on employee's performance at PT. The Nielsen Company Indonesia The research method used is the quantitative method. The results of this study used primary data in the form of a questionnaire to 100 respondents. The results of the study stated that there was a positive and significant influence between the variables of work motivation, work abilities, and work discipline on the performance of employees at PT. The Nielsen Company Indonesia. [ABSTRACT FROM AUTHOR]

Kharisma Wanapadu, South Jakarta, totaling 100 workers. The instrument tests in this review are coordinated to use validity and reliability tests. The information-checking strategy in this study was coordinated to utilize a variety of direct relapse investigation methods. The results of the review show that the factors of Compensation, Competence, and Work Discipline have a good effect on the presentation of its representatives, at PT. Harta Charisma Wanapadu, South Jakarta with an importance. The background of this research is to obtain data related to the Impact of Compensation, Competence, and Work Discipline on the Implementation of Representatives at PT. Harta Kharisma Wanapadu, South Jakarta. This study combines quantitative reports, where the research instruments is a questionnaire. The sample in this study were representatives at PT.Harta level below 5%. [ABSTRACT FROM AUTHOR]

This research was conducted with the aim of determining the effect of training and work motivation on employee performance at the Bank Indonesia Representative Office, South Sumatra Province. The population and sample in this research are 50 Non-Officer Employees and Assistant Directors of the Bank Indonesia Representative Office for South Sumatra Province in 2023. The results of multiple linear regression analysis show that training and work motivation have a positive and significant effect on employee performance. Training, it is hoped that it is necessary to select the type of training given to employees according to the employee's needs. Choosing a training provider is also important, where the chosen organizer must also be suitable and knowledgeable in this field and have experience and a good image. Work motivation, the role of superiors which is very necessary in looking at relationships between fellow employees. Where if within a division there are colleagues who do not have a harmonious relationship, then the role of superiors is to create a more neutral and professional atmosphere in carrying out work. [ABSTRACT FROM AUTHOR]

This study aims to determine the effect of the Work Environment, Work Motivation, and Work Experience on employee performance. This research technique utilizes a quantitative approach, the selected survey method being the primary data source. The primary data used for this study was in the form of a questionnaire given to 67 employees of PT. Pranaja Trimitra Indonesia. The data analysis technique in this study included multiple linear regression and hypothesis testing (t-test) which were processed using the SPSS 23 application. From the results of the study, it can be seen that work experience has a positive effect on employee performance, while the work environment and work motivation do not have a positive effect on employee performance. [ABSTRACT FROM AUTHOR]

This research was conducted aiming to determine the effect of motivation and compensation on employee performance mediated by organizational citizenship behavior at Sinergia Group Indonesia. This research was conducted because it saw the phenomenon of declining employee performance at Sinergia Group Indonesia. Employee performance can be influenced by factors such as personal factors, leadership factors, team factors, system factors, contextual/situational factors. The sampling method used is saturated sampling, because the entire population is used as a sample. This study used a sample of 40 people, using multiple linear regression techniques, path analysis and causal steps. The conclusions of this study are (1) the variable of motivation has a positive and significant effect on organizational citizenship behavior, (2) the variable of compensation has a positive and insignificant effect on organizational citizenship behavior, (3) motivation has a negative and insignificant effect on employee performance, (4) compensation variables have a positive and insignificant effect on employee performance, (5) organizational citizenship behavior variables have a positive and significant effect on employee performance, (6) organizational citizenship behavior variables are able to fully mediate the influence between motivational variables on employee performance, (7) organizational citizenship variables behavior is able to fully mediate the influence between compensation variables on employee performance. [ABSTRACT FROM AUTHOR]

The conservation community needs to improve the quality and quantity of evidence to address urgent and complex environmental challenges. The growth of Upstream Conservation Initiatives (UCIs) such as those designed to eliminate deforestation by shifting consumer or corporate behavior, exemplify the tension between the urgency to act and the need to build evidence to enable progressive improvements in implementation. These initiatives—often led by non-governmental organizations (NGOs)—are rarely evaluated rigorously in terms of their causal effect on intended outcomes, contributing to the evidence deficit. Impact evaluations have been useful tools to analyze effectiveness and build evidence in other fields. However, they are seldom used in the conservation field broadly or in UCIs specifically. To help practitioners involved in UCIs make better use of these tools, we introduce the field of impact evaluation, its core concepts, and how it contrasts with and complements traditional performance measurement approaches. Using these concepts, we propose a guidance process which can be used by practitioners at the project design phase to weigh tradeoffs and consider the most appropriate impact evaluation methodologies. We then use this guidance process to analyze two UCIs implemented by an NGO in Indonesia. Through these case studies we show how impact evaluation concepts could have been employed in project design to improve implementation and promote progressive learning, even if actual impact evaluations were infeasible. We conclude by proposing recommendations on how implementers, donors, and academia can build off these ideas to improve learning and strengthen the evidence base. • Impact evaluation is underutilized in the conservation field, limiting evidence. • Upstream Conservation Initiatives (UCIs) can benefit from impact evaluation. • Evaluations of UCIs must balance feasibility, rigor, and relevance. • Concepts from impact evaluation strengthen standard performance measurement. • Implementing organizations can apply principles at low cost to improve evidence. [ABSTRACT FROM AUTHOR]

All companies in the world are currently in a condition affected by the effects of the Covid-19 pandemic that emerged at the end of 2019. The purpose of this study was to determine how the direct influence of the work environment on employee performance, the direct influence of motivation on employee performance, and to determine the effect of the work environment through motivation and its impact on employee performance at The Body Shop Indonesia Distribution Center. The population and sample of the object of this research are all employees who work in the Distribution Center of The Body Shop Indonesia, totaling 39 people. The results of the study indicate that there is a direct and significant influence of the work environment on employee performance, then there is also a direct and significant influence of motivation on employee performance and proves that there is an influence of the work environment through motivation on employee performance at the Distribution Center of The Body Shop Indonesia. [ABSTRACT FROM AUTHOR]

This study aims to determine the level of health, growth and business prospects of the employees of the PT. X cooperative. The results of this study indicate that employees of general health level PT. X are in the category "moderately healthy" obtaining the average score of 68.00. Based on the result of a common size analysis of the balance sheet and operating result for the 2014-2018 period, PT. X did not experience significant growth and was really stable. Although based on the analysis of the segment report, the multipurpose loan business is the business with the most prospects for development. [ABSTRACT FROM AUTHOR]

Objective: To assess whether the Expanding Maternal and Neonatal Survival (EMAS) program was associated with improved care provided during hospital-based childbirth.Methods: A quasi-experimental study with two rounds of data collection examined whether EMAS interventions improved facility-based labor and childbirth care. Direct clinical observations were conducted for 1208 deliveries across 13 hospitals in 12 districts. Primary outcome measures included implementation of standard practices to reduce the risk of complications during labor and childbirth for both women and newborns.Results: Adjusted difference-in-difference analysis compared the mean difference in quality scores between EMAS intervention hospitals and comparison sites and consistently found significantly better performance in EMAS sites: 14 points higher for labor monitoring (β-coefficient 14.1; 95% confidence interval [CI], 7.1-21.0); 38 points higher for newborn resuscitation readiness (β-coefficient 38.1; 95% CI, 31.1-45.2); and 33 points higher for infection prevention practices (β-coefficient 32.6; 95% CI, 28.5-36.8).Conclusion: EMAS approaches emphasizing facility readiness and adherence to performance standards significantly improved labor monitoring and complication prevention practices during childbirth. [ABSTRACT FROM AUTHOR]

The development of Battery Management System (BMS) standards in Indonesia has been carried out causing the FACTS approach. That's approach makes it possible to accommodate all stakeholder requirements. However, the approach has not yet considered a technical review of the regulated standards. Based on this, this study undertook a comprehensive review of BMS performance parameters set out in the standard. In order that the regulated standard s not only accommodate the needs of stakeholders but also consider BMS technical studies in order not to impede the future development of BMS. [ABSTRACT FROM AUTHOR]

This paper describes the influence of job characteristics, rewards, relations with superiors, relations with co-workers, and fulfillment of higher order needs, as job facets, on the job satisfaction of workers in Indonesian construction companies. A questionnaire survey was conducted in Jakarta (the capital city) and Bandung (one of Indonesia's major cities). The results revealed that workers in different occupational groups and managerial positions perceive differently the conditions of job facets and that there are different levels of job satisfaction among different categories of workers. This research indicates that workers care about the quality of their work and company's performance and that these aspects affect significantly their job satisfaction. Reward is also revealed to have an important influence on workers’ job satisfaction. [ABSTRACT FROM AUTHOR]