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Aspects of human resources is one of the important factors that must be considered in the company. In order for companies to survive in the face of increasingly fierce business competition, management needs to make changes within the company with the aim of being able to further improve employee performance so that it is more optimal. The problem that is often faced by every company is regarding employee performance which tends to decline. One of the factors is the work stress experienced by employees. This study aims to explore the effect of job stress and extrinsic and intrinsic motivation on employee performance through the mediation of job satisfaction at the financing company PT BFI Finance Indonesia Tbk. This study uses data collection methods survey and distribution of questionnaires online, respondents were selected by the method purpose sampling. The sample of this research are employees Head Office working in parts Project Management Office, Asset Management and Human Capital at the staff level with a working period of more than 6 months. Data analysis techniques using Structural Equation Modeling (SEM) with LISREL. The results of this study explain that the variables that influence job satisfaction and employee performance are low levels of stress and intrinsic motivation. There are findings where extrinsic motivation has no positive effect on job satisfaction and employee performance.

Purpose: This study aims to determine the performance of a company by comparing the targets and company achievements to produce the final score of the balanced scorecard achieved. Theoretical framework: This study discusses several theoretical frameworks which include Target Achievement, Company Performance and Balanced Scorecard theory along with company key performance indicators Design/methodology/approach: This research is a descriptive study with quantitative and qualitative approaches using the calculation through the balanced scorecard concept for each key performance indicator in the four balanced scorecard business perspectives by comparing the targets and their achievements to produce the final score of the balanced scorecard achieved by the company. Findings: The results of this study indicate that (1) The balanced scorecard achievement at Company A in 2020 is 4.15. This value indicates that the target achievement achieved by the company is slightly higher than the predetermined target. (2) Key Performance Indicators (KPI) determined by Company A in 2020 are (a) Financial perspective consisting of Profitability index, Return on Capital Employed, Return on Investment, Current Ratio reaching a cumulative Balanced Scorecard score of 1, 58. (b) Customer Perspective which is carried out by analyzing customer satisfaction which consists of physical evidence, reliability, responsiveness, assurance, and care to achieve a BSC cumulative score of 1.00. (c) Internal Business Process Perspective which consists of the innovation ratio and the compliance level ratio reaching the BSC cumulative score of 0.70. (d) Growth and learning perspective consisting of employee satisfaction, the number of employees attending education and training, education and training costs, the implementation time of 0.87. Research, Practical & Social implications: The results are useful for decision makers in finance companies and other organizations on work culture in Indonesia becau

Purpose: This study aims to obtain a strategic model for the arrangement of the Indonesian plywood industry after the monetary crisis with high uncertainty. Theoretical framework: This study discusses several theoretical frameworks which include Strategic Policy, Plywood Industry, and System Dynamic Modeling. Design/methodology/approach: This study was conducted covering the stages of collecting data and information, as well as the stages of Dynamic System Modeling. Findings: The result of the study is the preparation of dynamic systems through formulation into dynamic sub-models, namely: plywood industrial production, sawn timber industry, chip mill industrial production, log raw material production for the wood industry, log economic contribution to the center and the region, illegal export logs, domestic and exports of the wood industry as well as financial feasibility of the plywood industry. Research, Practical & Social implications: The results of the study are useful for decision makers in Plywood Industry Management on work culture of Indonesia fabricaton because they show that the proposed practices have an important impact on organizational company excellence. Originality/value: The policies carried out in the plywood industry structuring strategy include a national plywood production limitation policy, a national sawn wood production limitation policy, and a cutting restriction policy in the form of the Annual Allowable Cutting in various combinations which are outlined in eight main policies scenarios and translated into 28 scenarios.

Purpose: This study aims to find out how the effect of compensation (X1), labor insurance (X2), and old-age insurance (X3) on employee job satisfaction (Y) in a government institution. Nowadays Government Institutions are trying to continuously manage the existence of their employees so that they can work better and can show good work performance so that the organizational goals can be achieved optimally. One of the steps that can be taken is by providing compensation to employees, as well as providing labor insurance and old-age insurance, all of which aim to make employees feel satisfied in working in an organization. Theoretical framework: This study discusses several theoretical frameworks which include Work Compensation, Labor Insurance, Old Age Guarantee, Job Satisfaction and Government Institutions Design/methodology/approach: The method used is survey research, which is a research method that takes samples from a population and uses a questionnaire as a means of collecting and processing data. This type of research is explanatory research, which is a study that explains the causal relationship between research variables through reliable hypothesis testing. Findings: Based on the results of multiple linear regression analysis, the regression model equation Y = 30.458 + 0.430X1 + 0.270X2 + 0.262X3, meaning that compensation (X1), labor insurance (X2), and old-age insurance (X3) partially and simultaneously have an effect which is significant to employee job satisfaction (Y). The factor that has the most dominant influence on employee job satisfaction (Y) in government institutions is the compensation factor (X1), this indicates that the compensation factor (X1) is a factor of urgent need that must be provided by the government institutions to increase employee job satisfaction. Research, Practical & Social implications: The results are useful for decision makers in Government Institutions and other organizations on work culture in Indonesia because they show t

Human resources (HR) is an important factor in an organization or a company. This is because an organization or company will not run if there are no good human resources. It will also not work well if there is no management of human resources in an organization or company. This study aims to analyze the Management of Human Resource Management to improve performance and motivation through the Reward System ". This research analyzes the effect of Management, HR Management, Reward Systems, on efforts to improve Employee Performance and Motivation, a study of Human Resource Management literature. The research results obtained are whatever the form and purpose, the organization or company is made based on the vision and mission to achieve goals for the benefit of humans and is managed by humans as well. Management of human resource management is very important to do and this research work to explain briefly the analysis of what kind of managerial efforts to improve performance and motivation through the Reward System to achieve success in an organization or company.

This study aims to explore the effect of situational leadership and motivation on employee performance through the mediation of job satisfaction in the pharmaceutical industry. This study is a development of previous research that has been conducted in the banking industry. The contribution of this research is expected to have managerial implications in the pharmaceutical industry when a leader has a situational leadership style who can build communication, provide clear directions, and divide tasks among employees, and when employees have high motivation they can feel satisfied. work to improve performance. The sample of this research is employees who work in several pharmaceutical industries in the Bekasi industrial area, West Java. The sample criteria in this study were employees with more than 1 year of service, working in marketing, PPIC, logistics, and production with positions ranging from staff to supervisor. Respondents were selected proportionally using the purposive sampling method. Data was obtained through a questionnaire distributed online. Data analysis technique using Structural Equation Modeling (SEM) with LISREL. From the research conducted, there are findings that motivation does not have a positive effect on employee performance, however, motivation can have a positive effect on employee performance through a mediator variable, namely, job satisfaction.

The development of the Indonesian Navy's strength is carried out through a strategic planning process manifested in four activity programs, namely (1) the Marine Readiness Support Program; (2) Modernization Program for Alutsista and Non-Alutsista as well as the Development of Facilities and Infrastructure for the National Defense for Marine; (3) Professionalism Enhancement Program for Marine Personnel; (4) Marine Management and Operation Implementation Program. The Indonesian Navy realizes that the main strength of all force-building programs lies in the quality of the human resources (HR) possessed by the Indonesian Navy. However, the existing reality reveals various kinds of problems and obstacles that hinder the process of improving the quality of existing human resources. For this reason, the Indonesian Navy seeks to improve the pattern of training for personnel by issuing policies that spur the performance of the personnel development system within the Indonesian Navy. From these problems, a research or modeling is needed that can represent how the influence of the Indonesian Naval Personnel Development Pattern and Indonesian Navy Policy on Officer Professionalism to create superior navy personnel in line with the Indonesian Navy development program towards the World Maritime Axis. The method used in this research is Structural Equation Modeling (SEM). There are 27 indicators consisting of 5 indicators of Angkatan Laut policy variables, 13 indicators of personnel development variables and 9 indicators of professionalism. The results showed that there was a significant direct influence between the Angkatan Laut policy variables on personnel development, personnel development on professionalism and Angkatan Laut policies on professionalism. In addition, there is an indirect influence between Angkatan Laut policies on professionalism through personnel development as a mediating variable.

In the context of education, the teacher's role is one of the most important components needed to build quality education and promote the good name of the school. The most important thing is how to retain qualified teachers and how the principal can set a strategy so that teachers remain bound, committed, and have no intention of leaving the organizational environment of their work. The emergence of teacher turnover intention is a big challenge for school principals not to lose qualified teachers. For this reason, the purpose of this study was to determine the role of organizational justice and job embeddedness on turnover intention mediated by organizational commitment. The research was conducted using a survey using a questionnaire where the respondents used were 275 non-civil servant junior high school teachers. Data were analyzed using Structural Equation Model (SEM). The results of the first study show that there is a relationship between organizational justice and organizational commitment. Second, there is a relationship between organizational justice and turnover intention. Third, there is a relationship between job embeddedness and organizational commitment. Fourth, there is a relationship between job embeddedness and turnover intention. Finally, the fifth conclusion shows that there is a relationship between organizational commitment and turnover intention. In this study, it is necessary to determine other factors that influence organizational commitment and turnover intention such as organizational culture variables. Meanwhile, the managerial implication in this research is the need to create a good organizational culture, as well as build cohesiveness among teachers and the need for rewards from the achievements of the teachers.