Analyzing the Effect of Leadership, Teamwork and Employee Involvement on Employee Performance: Study at PT Attaraya Jaya Perkasa Madiun

Employees are an essential asset for the organization to advance and develop the organization to be more productive. This situation may achieve when employees in the organization have optimal performance. Many factors positively affect the performance of employees in the organization. This study aims to determine how much influence organizational commitment, work motivation and work discipline have on employee performance in PT. PLN (Persero) P3b Sumatera UPT Padang. Respondents who were involved in the study were 60 people who were selected using the saturated sample technique. The results showed that both partially and simultaneously, organizational commitment, work motivation, and work discipline had a significant and positive effect on employee performance. The coefficient of determination of the tested variables is .636. It shows that the percentage contribution of the variable organizational commitment, work motivation and work discipline to employee performance is 64.6%. In comparison, the remaining 35.4% determined by other variables not analyzed in this study's model. Thus, this study shows that the three tested variables must be an essential consideration for the organization to obtain optimal employee performance.

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Effects of Feedback Accountability and Self-Rating Information on Employee Appraisals: A Replication and Extension

Psychological Reports ◽

10.2466/pr0.100.4.1091-1100 ◽

2007 ◽

Vol 100 (3_suppl) ◽

pp. 1091-1100 ◽

Cited By ~ 4

Author(s):

Ted H. Shore ◽

Armen Tashchian

Keyword(s):

Performance Feedback ◽

Management Practice ◽

Employee Performance ◽

Poor Performance ◽

Performance Appraisals ◽

Performance Study ◽

Self Rating ◽

Effects Of Feedback ◽

Rating Information

The influence of feedback accountability and self-rating information on employee performance appraisals was examined. Undergraduate business student participants assumed the role of “supervisor” and evaluated a fictitious “subordinate” whose performance on a clerical task was either moderately poor or very good. Participants were either given fictitious self-rating information, or no self-rating information, and were told they were expected to provide performance feedback to their ratee, or there was no feedback expectation. As expected, in Study 1 both self-rating information and expected feedback-sharing independently resulted in lenient ratings for poor performance, and the combined effects resulted in the highest ratings. By contrast, results for good performance (Study 2) were not significant. Implications of the findings for human resource management practice and research were discussed.

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THE INFLUENCE OF WORK ETHICS, WORK ENGAGEMENT AND PERSONALITY ON EMPLOYEE PERFORMANCE

International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) ◽

10.54443/ijebas.v1i1.25 ◽

2021 ◽

Vol 1 (1) ◽

pp. 71-78

Author(s):

Jufrizen Jufrizen ◽

Virza Erika

Keyword(s):

Employee Performance ◽

T Test ◽

Coefficient Of Determination ◽

Performance Study ◽

Work Ethics ◽

Management Agency ◽

Work Involvement ◽

Analysis Technique ◽

Regression Test ◽

Data Collection Technique

The purpose of this study was to determine and analyze the effect of work ethics, work involvement and personality on employee performance (study at the Medan City Regional Tax and Retribution Management Agency). The approach used in this study is an associative approach. The population in this study were employees of the Medan City Regional Tax and Retribution Management Agency)., A total of 32 employees while the sample in this study used Nonprobability sampling or Saturated Sampling as many as32 Employees. The data collection technique in this study used a questionnaire technique by distributing questionnaires. The data analysis technique in this study uses Multiple Linear Regression Test, Hypothesis Testing (T Test and F Test), and Coefficient of Determination. Data processing in this study using IBM SPSS Statistic 23 software program. The results of this study prove that partially work ethics (X1) has an effect on performance (Y) with t-test work ethics (X1) 1.954 > ttable 1.693 with sig 0.008 < 0, 05, and Work Involvement (X2) 2,348 > t table 1,693 with sig 0,089 < 0,05. and Personality (X3) 1,880 > ttable 1,693 with sig 0,006 < 0,05. The results of this study prove that simultaneously Fcount 7.142 > Ftable 4.20 with R Square 0.509 or 50.9% which means that there is an influence of work ethics.

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THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE (Study in PT Pelayaran Samudera Selatan Jakarta)

Strategic : Jurnal Pendidikan Manajemen Bisnis ◽

10.17509/strategic.v10i2.1081 ◽

2010 ◽

Vol 10 (2) ◽

pp. 1

Author(s):

Herwan Abdul Muhyi

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Affective Commitment ◽

Positive Impact ◽

Causal Relation ◽

Employee Performance ◽

Research Use ◽

Performance Study ◽

Path Analyses ◽

Two Factors

Organizational culture and organizational commitment are the two factors that related to unoptimal employee performance The purpose of this research is to know, firstl; the implementation of organizational culture,organizational commitment, employee performance; and secondly, the influence of organizational culture and organizational commitment on the employee performancet. Variables of this research consist of organizational culture (X1), organizational commitment with subvariables; affective commitment (X2), continuance commitmen (X3), normative commitment (X4). and employee performance (Y).This research use explanatory method to explain causal relation among variables through hipotetical assessment. The population of the research is all employees worked in PT Pelayaran Samudera Selatan Jakarta. All of the employees became respondens of this research. The indicators of organizational culture are based on the Stephen Robbins Theory, organizational commitment indicators adoptedfrom Meyer and Allen Theory, and employee performance based on Bernardin and Russel theory. Generally, it is found that the perception to organizational culture, organizational commitment and employee performance of PT pelayaran Samudera Selatan can be categorized as good. From the path analyses, it is found that the organizational culture and organizational commitment has a strong positive impact either partially or simultancy on the employee performance.

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