scholarly journals The Determinant Factors Affecting the Employee Performance Improvement of Educational Institution, State Institution and State-owned Enterprise

2018 ◽  
Vol 1 (2) ◽  
pp. 116
Author(s):  
Ana Sriekaningsih ◽  
Mariman Darto ◽  
Agus Subekti
Keyword(s):  
Organizational Citizenship ◽  
Work Motivation ◽  
Employee Performance ◽  
Educational Institution ◽  
State Institution ◽  
The State ◽  
State University ◽  
Factors Affecting ◽  
East Kalimantan ◽  
And Performance

<p><em>This study focuses on the factors that affect the employee performance in terms of institutions where they work. </em><em>There are three objects or locations that become the research focus, namely educational institutions represented by the state university in East Kalimantan, government institutions represented by the State AdministrationInstitution (LAN) and state-owned institutions represented by PT. Pupuk Kaltim Tbk. The research results show that employee performance is influenced by three factors, namely competence, work motivation, and organizational culture.The performance of government employees is influenced by three factors, namely religiosity, organizational culture, and organizational citizenship behaviors (OCB).</em><em> </em><em>And performance of state-owned employees is influenced only by work motivation.</em><em></em></p>

scholarly journals Discipline Analysis Of Work, Motivation And Loyalty Towards Employee Performance (Case Study At Gorontalo State University)

2021 ◽  
Vol 7 (2) ◽  
pp. 449
Author(s):  
Fandy Nugroho Hardiknasiono Musa ◽  
Altje Tumbel ◽  
Magdalena Wullur
Keyword(s):  
Significant Influence ◽  
Work Motivation ◽  
Positive Impact ◽  
Employee Performance ◽  
Strong Support ◽  
The State ◽  
State University ◽  
Employee Loyalty ◽  
University Environment ◽  
High Level

<p>This study aims to partially determine the positive and significant influence of work discipline, motivation and loyalty on employee performance at Gorontalo State University. The population in this study is the State Civil Apparatus at Gorontalo State University, amounting to 247 people. The data collection method uses a questionnaire that is by collecting data through a list of questions and distributing questionnaires to employees at Gorontalo State University. The research results obtained that there is a significant influence by work discipline on employee performance in the Gorontalo State University environment. The better the application of work discipline on employees will also improve employee performance. There is a significant influence by work motivation on employee performance in the State University of Gorontalo. The high level of motivation possessed by employees is one of the keys in improving employee performance. So the existence of programs that are motivating work must be intensified even more. There is a significant influence by loyalty on the performance of employees in the environment of Gorontalo State University. Employee loyalty is the reason why labor turn over is so low. This was also triggered by the university's commitment to opening opportunities for its employees including honorary employees in achieving good career paths. There is a significant influence by work discipline, motivation, and loyalty simultaneously on employee performance in Gorontalo State University. This indicates that work discipline alone is not enough to stimulate employee performance. The implementation of preventive policies to direct employee behavior to be disciplined must also be supported by the existence of programs that can motivate employee work. That way employee loyalty can also be created and enhanced. Synergy between the three variables will have a positive impact on improving employee performance so that it will also affect the overall university performance as an outcome of employee performance. All of these factors are needed considering the vision of the university as a leading university in the Southeast Asian region which certainly requires strong support and commitment as well as good performance from all elements in Gorontalo State University.</p>

Moderating effect of organizational citizenship behavior on the effect of organizational commitment, transformational leadership and work motivation on employee performance

2018 ◽  
Vol 60 (4) ◽  
pp. 953-964 ◽  
Author(s):  
Marcy Rita ◽  
Otto Randa Payangan ◽  
Yohanes Rante ◽  
Ruben Tuhumena ◽  
Anita Erari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
And Performance ◽  
The Relationship

PurposeThis study aims to examine the relationship between transformational leadership, organizational commitment, motivation, organizational citizenship behavior (OCB) and employee performance.Design/methodology/approachThis research is located in the province of Papua, and more specifically at the District Secretariat Papua Province. The study was conducted in the months from April to June 2016. This study tested the effect of transformational leadership, organizational commitment, work motivation, OCB and performance Officer Regional Secretariat Papua Province, then the variable research is transformational leadership, organizational commitment, work motivation, OCB and performance officer. Structural equation modeling (SEM) calculation tool is commonly used is the program analysis of moment structures.FindingsThe results of studies show that moderating OCB does not significantly affect the relationship between organizational commitment, transformational leadership, work motivation and the performance of employees at the District Secretariat in Papua Province.Originality/valueOriginality of this paper is on the comprehensive study that combines the variables of transformational leadership, organizational commitment, work motivation, OCB and performance into a complete model of study. Originality for this paper shows the moderation effect of OCB on the effect of organizational commitment, transformational leadership and work motivation on employee performance. This research is located in the Province of Papua, and more specifically at the District Secretariat Papua Province.

scholarly journals FACTORS AFFECTING EMPLOYMENT MOTIVATION AND PERFORMANCE OF EMPLOYEES IN THE DEPARTMENT OF POPULATION AND CIVIL REGISTRATION

2021 ◽  
Vol 8 (8) ◽  
pp. 625-640
Author(s):  
Agung Raka Raka
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Service Employees ◽  
Factors Affecting ◽  
Civil Registration ◽  
Study Results ◽  
Endogenous Variables ◽  
Study Support ◽  
And Performance

Public service employee are required to provide good performance to people who need population administration services. This study aimed to analyze the factors that influence work motivation and official employee performance. This study used a sample of 108 state civil servants through the purposive sampling technique at the Department of Population and Civil Registration. The exogenous variables in this study are incentives and workload, while the endogenous variables are work motivation and employee performance. The measurement of the variables was carried out using a Likert scale. Path Analysis did data analysis with a multiple linear regression approach. The study results indicate a direct and positive, and significant effect between the incentive variables and employee work motivation, workload and employee work motivation, incentives and employee performance, workload and employee performance, and work motivation and employee performance. This effect can be shown by the coefficient values of 0.154, 0.132, 0.145, 0.126, and 0.529. The results of this study support that the incentive factors and workload are given to employees can improve the performance of the Population and Civil Registration Service employees. Clarity and openness to sources of motivation need to be done to support employee performance. Research provides recommendations on the importance of attention to improve employee professionalism so that employees will be able to perform well.

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PADANG

2020 ◽  
Author(s):  
Lidya Agusti
Keyword(s):  
Leadership Style ◽  
Spatial Planning ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Public Works ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Independent Variable ◽  
And Performance

The purpose of this study are: 1. To explain the presence or absence of influence of leadership style, work motivation and work discipline on the performance of employees Public Works Department and Spatial Planning Padang City. 2. Measuring the magnitude of the influence of leadership style, organizational culture and organizational commitment to the performance of employees of Public Works and Spatial Planning Padang City. This research was conducted in August 2017 at Public Works Department and Spatial Planning of Padang City The samples used in this study were 83 respondents. The independent variable in this research is Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3). The dependent variable is Employee Performance (Y) Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count&gt; R-table item declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic&gt; R-table so the item is declared valid. Leadership Style (X1), Work Motivation (X2), Work Discipline (X3) and Performance (Y) Valid. All of the research variables had Cronbach's alpha values above 0.70 and thus expressed reliably or reliably. The value of Cronbach's alpha variable Leadership Style (X1) is 0.857, Job Motivation (X2) is 0.813, Job Discipline (X3) is 0.736, and the performance variable (Y) is 0.844. In the hypothesis testing of the study found the result that the significance value of leadership style variable (X1) is with the value (sign β = 0,049, p &lt;0,05), Work Motivation variable (X2) with value (sign β = 0.001 p &lt;0.05) , and Work Discipline variable (Y) with value (sign β = 0,041 p &lt;0,05). With the finding of sign β above mentioned, it is stated that Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3) have a significant effect on performance (Y) of Public Works and Spatial Planning Official of Padang City. The magnitude of the influence of the three variables on the performance of employees of Public Works Department and Spatial Planning Padang City is 27.8% (R2 = 0.278).

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

scholarly journals Pengaruh Gaya Kepemimpinan Kepemimpinan dan Penempatan Pegawai Terhadap Motivasi Kerja Serta Dampaknya Pada Kinerja Pegawai di Biro Umum Setda Provinsi Jambi

2020 ◽  
Vol 5 (2) ◽  
pp. 276
Author(s):  
M Zahari MS ◽  
Fakhrul Rozi Yamali ◽  
A Irfani
Keyword(s):  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Good Condition ◽  
Employee Motivation ◽  
Analysis Tool ◽  
Analysis Techniques ◽  
Indirect Influence ◽  
Several Variables ◽  
And Performance

Theoretically outlined, Employee Performance can be influenced by several variables including Leadership Style, Placement, and Work Motivation. Therefore, the performance of employees at the General Bureau of Setda Jambi Province can also be attributed to these three variables, this is what inspired the authors to conduct the research. Research objectives: 1. To find out the description of leadership style, placement,, motivation, and performance of Employees in the General Bureau of Setda Jambi Province, 2. To know the direct and indirect influence of leadership style and placement on the work motivation of employees in the General Bureau of Setda Jambi Province, 3. To know the direct and indirect influence of leadership style and placement on the performance of Employees in the General Bureau of Setda Jambi Province, 4. To know the influence of leadership style and placement through work motivation on Kinerja Employees in The General Bureau of Setda Jambi Province. This research that became the object of the research was employees of the General Bureau of Setda Jambi Province with a population of 130 people who were used as a research sample. Analysis techniques using Path Analysis tool using SPSS 22 software. The results showed that: 1. Leadership style, placement, motivation and employee performance are in good condition, 2. Leadership and placement styles directly and indirectly affect employee motivation, 3. Leadership and placement styles directly and indirectly affect employee performance, 4. Leadership and placement styles through motivation directly and indirectly affect performance.

scholarly journals The Effect of Work Culture and Work Motivation on Employee Performance at Manado State University

2021 ◽  
Vol 21 ◽  
pp. 167-175
Author(s):  
Megalia Riane Kaseger ◽  
Itje Pangkey ◽  
Abdul Rahman Dilapanga
Keyword(s):  
Organizational Climate ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
State University ◽  
Validity And Reliability ◽  
Data Collection Technique ◽  
And Behavior ◽  
Attitudes And Behavior

This research was conducted to know the influence of work culture and work motivation partially and simultaneously on the performance of employees at Unima. The research uses a quantitative approach. The population is all Unima employees totaling 335 employees spread over six work units. The sampling technique was proportional stratified random sampling with the amount determined by the Slovin rule, and 182 employees were obtained. The data collection technique is a questionnaire that has been tested for validity and reliability. Data analysis is multiple regression analysis through the help of the SPSS program. The results of the study reveal that (1) organizational culture has a positive and significant effect on employee performance at Unima, (2) work motivation has a positive and significant effect on employee performance at Unima, (3) work culture and work motivation simultaneously has a positive and significant effect on performance. Employees at Unima. It is recommended to strengthen work culture, so socialization in order to increase understanding and acceptance of values and norms that have governed attitudes and behavior of working and interacting in the work environment, carried out continuously in line with developments and demands of the organizational environment so that it is strongly internalized. In addition, the organizational climate should be created in a conducive and transparent manner so that employees are free to express their various needs related to their work. The fulfillment of the needs related to his work will encourage him to carry out his duties well.

scholarly journals Effect Of Compensation, Environment and Leadership Style On Employee Spirit and Performance Through Motivation

2021 ◽  
Vol 7 (1) ◽  
pp. 1-20
Author(s):  
Muhammad Yani
Keyword(s):  
Work Environment ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Employee Morale ◽  
And Performance ◽  
The Relationship

This study aims to examine the effect of compensation, environment and leadership style on employee morale and performance through study motivation at PT. EX. This study used a sample of 95 respondents, namely employees of the production section of PT. EX. which is taken using non-probability sampling techniques from the population or production employees. The data analysis technique used the Structural Equation Modeling (SEM) Partial Least Square (PLS) approach using the Smart PLS version 3.0 software. The results showed that: Compensation and work environment have a positive and significant effect on work motivation, compensation and work environment have a positive and significant effect on morale, work motivation has a positive and significant effect on employee performance and employee morale. Leadership style has no effect on work motivation, employee performance and morale. Compensation and work environment have no effect on employee performance. Compensation has a positive and significant effect on employee performance through work motivation, work environment has a positive and significant effect on employee performance through work motivation, compensation has a positive and significant effect on work motivation through work motivation, the environment has a positive and significant effect on morale through work motivation. In addition, motivation cannot mediate the relationship between leadership style and employee performance, and motivation cannot mediate the relationship between leadership style and morale.

scholarly journals Improving Employee Performance in Industrial Parks: An Empirical Case of Garment Enterprises in Binh Duong Province, Vietnam

2019 ◽  
Vol 10 (1) ◽  
pp. 44-58
Author(s):  
Thanh-Lam Nguyen ◽  
Pham Xuan Giang
Keyword(s):  
Employee Performance ◽  
Key Factors ◽  
Factors Affecting ◽  
Overtime Work ◽  
Industrial Parks ◽  
Overall Performance ◽  
Job Promotion ◽  
And Performance ◽  
Fierce Competition ◽  
Reward And Recognition

In responding to the current international integration and fierce competition on marketplace, over the last few decades, most businesses have tried to continuously improve their performance for better competitiveness. One of the preferred approaches is to enhance their employee performance; thus, fully capturing its determinants is critical. Thus, this study aimed at identifying key factors affecting employee performance so that businesses can create proper policies and actions to improve their overall performance. Specifically, as a common phenomenon, most employees working in industrial parks not only live far away from their workplaces as well as work a lot of overtime. These issues were carefully considered in this study to investigate their impacts on the employee satisfaction and performance. In the empirical case of garment enterprises in Binh Duong industrial parks, it was found that job satisfaction and employee performance are positively affected by eight factors: (1) reward and recognition; (2) development and training; (3) job promotion; (4) income; (5) work environment; (6) relationship with superiors; (7) relationship with colleagues; and (8) work procedure and role. In addition, it was found to be negatively affected by the house–work distance and overtime work, which are two new factors proposed in this study.

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