scholarly journals EFFECT OF WORK ENVIRONMENT TO EMPLOYEE PERFORMANCE IN PT DWIGUNATAMA BEKASI, INDONESIA

2020 ◽  
Vol 6 (10) ◽  
pp. 37-45
Author(s):  
Nahason Sitohang
Keyword(s):  
Linear Regression ◽  
Work Environment ◽  
Direct Observation ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Coefficient Of Determination ◽  
Correlation Test ◽  
Regression Test ◽  
Correlational Approach

This research was conducted at PT Dwigunatama Bekasi, Indonesia, with the title "Theinfluence of the work environment on employee performance at PT Dwigunatama Bekasi,Indonesia". The purpose of this study was to determine the effect of the work environment onemployee performance at PT Gunatama Bekasi, and how big its influence. The research methodused is the field reserch and librarary reserch method with a correlational approach where inthe process of collecting data a direct observation is conducted on the company in the form ofobservation and questionnaire distribution. work environment is anything that is aroundemployees and that can affect employees. Employee Performance is the spirit of work that is thedesire and sincerity of someone doing a good job and being disciplined to achieve maximumwork performance. The linear regression test is y = 2.55 + 0.93 X and the correlation test is 0.90which means that the effect is quite strong. Test the coefficient of determination of 81% and theremaining 79.03% is influenced by other factors. The hypothesis test is t arithmetic 14.51 and ttable 2.010 means t arithmetic> from t table then Ho is rejected and Ha is accepted which meansthere is a strong enough influence between the work environment on Employee Performance.

The Influence of Discipline and Work Environment on Employees’ Performance

2020 ◽  
Vol 10 (1) ◽  
pp. 25
Author(s):  
Septa Putra ◽  
Edy Liswani
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Linear Regression Analysis ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Large Contribution ◽  
Test Result

This study aimed to determine whether or not there was an influence of work discipline and work environment on the employees’ performance in regional division III Palembang PT. Kereta Api Indonesia (Persero). The samples taken were 53 respondents. The data used was was primary data. The method of collecting data was through questionnaires. The data anaysis used was qualitative and quantitative analysis. The analysis technique used multiple linear regression. The result of multiple linear regression analysis showed the regression equation: Y = 1.348 + 0.262 X1 + 0.378 X2. The result of simultaneous hypothesis test result proved that there was an influence of work discipline and work environment on employee performance.The results of hypothesis testing partially proved that there was an influence of work discipline and work environment on employee performance. The coefficient of determination test result showed that the variables of work discipline and work environment were able to contribute to the fluctuation of changes that occurred in employees’ performance, with a large contribution caused was 36.8%

PENGARUH PIUTANG ANGGOTA DAN SIMPANAN WAJIB TERHADAP PEROLEHAN SHU PADA KOPWAN "LESTARI" DESA PANGKATREJO

2019 ◽  
Vol 17 (3) ◽  
pp. 451
Author(s):  
Nurus Safa’atillah
Keyword(s):  
Linear Regression ◽  
Hypothesis Test ◽  
Linear Analysis ◽  
Coefficient Of Determination ◽  
Multiple Correlation ◽  
Test Calculation ◽  
Simple Correlation ◽  
F Test ◽  
Correlation Test ◽  
Regression Test

Given the importance of the development of cooperatives, the task faced by cooperatives for the future more and more severe. Based on the principles and basic joints of cooperatives, one of the requirements to develop the welfare of members in particular and the general public. The cooperative should obtain the advantage or more precisely SHU that will be used as an indicator to assess the success or achievement of the cooperative management in running its business. the method of analysis used in this study is a simple correlation test, multiple linear regression test, multiple correlation test, coefficient of determination test, T test and F test. From multiple linear analysis obtained equation = -5710038,987 + 0,329X1 - 0,510X2, so Account receivable member (X1) is more dominant in effect to the acquisition of SHU (Y) compared with mandatory deposit (X2). The result of hypothesis test t1 (member receivable) 8,272> t table2,571 and t2 (mandatory deposit) -4,835 <t table -2,571 so that member's account and obligatory deposit have partial influence to earnings SHU. F test calculation 181,933> 5,786 so that member account and obligatory deposit have influence simultaneously to acquisition of SHU.

scholarly journals RELATIONSHIP OF CAREER DEVELOPMENT WITH EMPLOYEE PERFORMANCE IN PT HONDAMOTOR INDONESIA

2019 ◽  
Vol 7 (9) ◽  
pp. 268-280
Author(s):  
Nahason Sitohang
Keyword(s):  
Career Development ◽  
Work Performance ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Coefficient Of Determination ◽  
Survey Method ◽  
Correlational Approach ◽  
Relationship Of ◽  
The Relationship

This research was conducted at PT Honda Motor Indonesia, with the title: Relationship Career development with employee performance at PT Honda Motor Indonesia. The purpose of this study was to determine the relationship between career development and employee performance at PT. Honda Motor Indonesia. The research method used was an explanatory survey method with a correlational approach where in the process of collecting data a direct observation was conducted on the company in the form of observation and questionnaire distribution. Career development is an employee activity that helps employees in planning their future careers in the company so that the company and the employees concerned can develop themselves to the maximum. Employee Performance is the spirit of work that is the desire and sincerity of someone doing a good job and being disciplined to achieve maximum work performance. The linear regression test is y = 51.82 + 0.656X and the correlation test is 0.458 which means that the effect is quite strong. Test the coefficient of determination of 20.97% and the remaining 79.03% influenced by other factors. The hypothesis test is t arithmetic = 3.573 and t table 0.279 means t arithmetic> from t table then Ho is rejected and Ha is accepted which means there is a strong enough relationship between career development with employee performance.

scholarly journals PENGARUH GAYA KEPEMIMPINAN DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PADA PT BPR AGRO CIPTA ADIGUNA PARE

2018 ◽  
Vol 1 (1) ◽  
Author(s):  
Amelinda Putri Ana ◽  
Nur Laely ◽  
Heri Subagyo
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Leadership Style ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Research Data ◽  
Regression Equation ◽  
T Test ◽  
Regression Test

Effective saving style can be used as an example and good example for members or people who are led and able to motivate to achieve the goals of the company employees of PT BPR Agro Cipta Adiguna Pare. The method of analyzing this research data is Multiple Linear Regression Test, Classical Assumption Test, and / or Hypothesis Test. The results of this study Leadership Style (X1) on the positive so significant effect on Employee Performance the results of the test t the value is significant 0.003, in the Work Environment (X2) positively or significantly affected the Employee Performance the results t test value is significant His leadership style and work environment are simultaneously positively and significantly affected by Employee Performance as seen from the results of the F Test with sig values (0,000 <0,05) Regression equation obtained results Y = 2,253X1 + 0,1999X2 + eGaya kepemimpan yang efektif dapat dijadikan contoh  dan tauladan yang baik bagi anggota atau orang yang dipimpin serta mampu memotivasi untuk mencapai tujuan perusahaan karyawan PT BPR Agro Cipta Adiguna Pare. Metode analisis data penelitian ini Uji Regresi Linier Berganda, Uji Asumsi Klasik,  dan atau Uji Hipotesis. Hasilnya penelitian ini Gaya Kepemimpinan (X1) terhadap pengaruh yang positif sehingga signifikan terhadap Kinerja Karyawan hasilnya uji t nilainya disignifikan 0,003, di Lingkungan Kerja (X2) terpengaruh positif dan atau signifikan terhadap Kinerja Karyawan hasilnya Uji t nilainya disignifikan 0,001. Gaya kepemimpinannya dan dilingkungan kerjanya secara simultan terpengaruh positif dan tersignifikan terhadap Kinerja Karyawan terlihat dari hasilnya Uji F dengan nilai sig (0,000<0,05) Persamaan regresi diperoleh hasil Y= 2,253X1 + 0,1999X2 + e

PENGARUH MOTIVASI KERJA, KOMPETENSI, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN RUMAH SAKIT UMUM DAERAH (RSUD) KABUPATEN KEPULAUAN MENTAWAI

2020 ◽  
Author(s):  
Syofrinal
Keyword(s):  
Linear Regression ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Reliability Test ◽  
Mentawai Islands ◽  
Regression Test ◽  
Analytical Tools

The purpose of this study is to test the Influence of Work Motivation, Competence, and Compensation Against Performance Employees Regional General Hospital (RSUD) Mentawai Islands District. This study is a census. The data used are primary data by taking sample of 79 (seventy nine) respondents. This research uses analytical tools such as validity, reliability test, multiple linear regression test, t test, F test and coefficient of determination (R2). The results of this study illustrate that all variables have an effect on employee performance except the compensation variable. The results can be described by the equation Y = 12.752 + 0.248X1 + 0.396X2 + 0.051 X3, where X1 = Work Motivation, X2 = Competence, and X3 = Compensation. This means that the constant of 12.752 states that factors other than the variables X1, X2, and X3 that affect employee performance of 12,752. Work Motivation coefficient of 0.248 states that if the variable X1 added one unit will add the effect of employee performance of 0.248 with the assumption that the competence and compensation variables are constant. The regression coefficient X2 of 0.396 is that if the variable X2 increases one unit will increase the employee performance by 0.396 with the assumption that the variable of work motivation and compensation is constant. Furthermore, with X3 regression coefficient of 0.051. This means that with other factors considered constant, the effect of compensation is less than that of work motivation and competence.

scholarly journals Pengaruh Reward Dan Punishment Terhadap Kinerja Karyawan PT Federal International Finance (FIFGROUP) Cabang Samarinda

2020 ◽  
Vol 8 (4) ◽  
pp. 336
Author(s):  
Ahmad Fahreza
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Data Collection ◽  
International Finance ◽  
Employee Performance ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Reliability Test ◽  
Regression Test ◽  
Reward And Punishment

Good and poor person's performance can be influenced by many factors, among others is the granting of reward and punishment. Reward and punishment are two forms of methods to motivate, encourage and encourage employees to do good and improve their performance. This research aims to determine the influence between Reward and Punishment PT Federal International Finance (FIFGROUP) Samarinda branch both partially and simultaneously to the employee's performance. The population of this research is all employees of PT Federal International Finance (FIFGROUP) branch of Samarinda. Data collection in this study using questionnaires. Data analysis tools used validity test, reliability test, classical assumption test, multiple linear regression test, coefficient of determination test, F test and T test. From this research concluded that effect of apartial reward of the employee’s performance amounted to 48.5%, of the results Tcount>Ttable (3,919>1,993), and a partial punishment influence on the employee’s performance of 60.9%, of the result Tcount>Ttable (3,748>1,993), and simultaneously there was an influence between reward and punishment to performance by 50.2%, from the result of Fcount>Ftable (38,529>3,123). The results showed that the partial and simultaneous reward and punishment have significant effect on the employee's performance.  PT Federal International Finance (FIFGROUP) should provide appropriate reward and punishment to improve employee performance.

PENGARUH KEPRIBADIAN TERHADAP KINERJA KARYAWAN DI HOTEL ELRESAS LAMONGAN

2017 ◽  
Vol 11 (2) ◽  
pp. 221
Author(s):  
Nilawati Fiernaningsih
Keyword(s):  
Linear Regression ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Coefficient Of Determination ◽  
Simple Linear Regression ◽  
Performance Variables ◽  
Descriptive Research ◽  
Quantitative Descriptive ◽  
Entire Amount

The purpose of this study to determine the effect of personality on employee performance. The type of research used is quantitative descriptive research. Sampling technique using non probability sampling method with saturated sampling technique that is taking the entire amount of the population to be sampled that is a number of 30 respondents. Methods of data collection by interview, questionnaire and observation. For data analysis used simple linear regression. Based on the analysis of data processing that has been tested in this study stated valid and reliable. The result of simple linear regression equation is Y = 26,309 + 2,061X. Results of the hypothesis test are known to be> ttable> 5,025> 2.048. Coefficient of determination of 0.474. While the percentage of the magnitude of the influence between the variable personality and employee performance variables of 49.2% and the rest of 50.8% influenced by other variables not examined in this study.

scholarly journals Effect of Training and Work Environment on Employee Performance at PT Marindo Makmur Usahajaya Sidoarjo

2021 ◽  
Vol 20 (3) ◽  
pp. 113-121
Author(s):  
Annisa Dwi Permatasari ◽  
Bayu Airlangga Putra ◽  
Elok Damayanti
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Work Environment ◽  
Sampling Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Analysis Tool ◽  
Environment Variables ◽  
Regression Test

This study discusses how the influence of training and work environment on employee performance at PT Marindo Makmur Usahajaya Sidoarjo. This study aims to determine the effect of training, work environment on employee performance. The sampling technique in this study used the Non Probability Sampling method. Respondents in this study were 83 employees. Methods of data analysis using multiple linear regression test, with SPSS v.18 software as an analysis tool. The results of this study indicate that training variables and work environment variables partially and simultaneously have an effect on employee performance.

scholarly journals EMPLOYEES PERFORMANCE WITH THE DETERMINATION OF MOTIVATION, COMPETENCE AND WORK ENVIRONMENT

2020 ◽  
Vol 2 (1) ◽  
pp. 65-75
Author(s):  
Lucky Hikmat Maulana ◽  
Sudarijati ◽  
Hapidz Padilla
Keyword(s):  
Work Environment ◽  
Performance Optimization ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Multiple Correlation ◽  
Work Cycle ◽  
Multiple Correlation Analysis

Employee performance is a reflection of employee work that determines the achievement of company goals. Performance optimization can be achieved through increasing motivation, competence, and work environment. This research is aimed at analyzing performance that is determined by motivation, competence, and work environment, both simultaneously and partially. The research design applies descriptive and verification approaches. Used multiple linear regression analysis, multiple correlation analysis, coefficient of determination analysis which is then tested by hypothesis. The results showed that motivation, competence, and work environment had a positive and real effect on employee performance. In contrast, partially motivation and competence had a positive and tangible impact on employee performance, except the work environment had no influence. It is recommended to appreciate the performance, communication skills, and work cycle activities that are oriented towards improving discipline.

scholarly journals The effect of organizational factors and culture to organizational commitment in agency Financial Management, Income, and regional assets of Karo District

2021 ◽  
Vol 10 (1) ◽  
pp. 150
Author(s):  
Evalina Veranita Br Bangun
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Significant Influence ◽  
Financial Management ◽  
Employee Performance ◽  
Organizational Factors ◽  
Coefficient Of Determination ◽  
A Value ◽  
Regression Test ◽  
Organizational Variable

This research was conducted at the Agency Financial Management, Income and Regional Assets of Karo District with 41 employees as a sample which aims to determine: (1) significant influence of organizational on organizational commitments, (2) significant influence of organizational culture on organizational commitments and (3) influence organizational and organizational culture significantly to organizational commotments. The results showed that there was an influence of organizational on organizational commitments which was marked in the variable X1 with a value of tcount > ttable and there was also the influence of the organizational culture on organizational commitments marked in variable X2 with a value of  tcount > ttable. The value of Fcount > Ftable shows that there is an influence of organizational and organizational culture on organizational commitments. The results of the calculation show that where rcount > rtable, all respondents' answers are valid. The Cronbach Alpha value is greater than 0.60, so the variable is reliable. In this study, there was no multicollinearity and heteroscedasticity neither. The multiple linear regression test is written in the regression equation Y=0,240+0,672X1+0,148X2. From the tests conducted, it was found that the samples were normally distributed. Based on the results of hypothesis testing, it was obtained that the value of tcount > ttable (6.600>2.022) for the organizational variable and (3,202>2.022) for the organizational culture variable; Fcount > Ftable (70,235>3,24); and the coefficient of determination obtained 80,7% while the remaining 19,3% is influenced by other variables outside of this study that must be considered in order to achieve better employee performance in the future. So Ha is accepted and Ho is rejected, so it can be concluded that there is an influence of motivation and work environment on employee performance.

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