The Effect of Motivation and Work Environment on The Performance of Employees In The Division of Pt. Socfindo Dolok Still

This research shows. (1) It can be seen that the amount of adjusted R square value is 0.743 or 74.3% This shows that the Work Motivation Variable (X1) and Work Environment Variable (X2) can explain the Employee Performance Variable (Y) of 74.3% , the remaining 25.7% (100% - 74.3%) is explained by other variables outside the research model. (2) The results of the t-test (partial) can be seen that the obtained tcount is 4,750 With = 5%, ttable (5%; 34-2 = 32) the ttable value is 1,694. From the description it can be seen that tcount (4,750) > ttable (1.694), as well as the significance value of 0.00 <0.05, it can be concluded that the first hypothesis is accepted, meaning that the Work Motivation Variable (X1) has a significant effect on the Employee Performance Variable (Y). (3) The results of the t-test (partial) can be seen that the tcount value is 5.915 With = 5%, ttable (5%; 34-2 = 32) the ttable value is 1.694. From the description it can be seen that tcount (5.915) > ttable (1.694), and the significance value of 0.00 <0.05, it can be concluded that the second hypothesis is accepted, meaning that the Work Environment Variable (X2) has a significant effect on the Employee Performance Variable (Y). (4) The results of the simultaneous test (F) can be seen that the value of Fcount (48.721) > Ftable (3.30), and a significance value of 0.000 <0.05, it can be concluded that the third hypothesis is accepted, meaning that the Work Motivation Variable (X1), Variable Work Environment (X2) has a significant effect simultaneously (simultaneously) on Employee Performance Variables (Y).

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The Effect of Work Discipline and Work Motivation on the Performance of Medical Personnel

INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS ◽

10.47191/ijmra/v4-i3-08 ◽

2021 ◽

Vol 04 (03) ◽

Author(s):

Rumiris Siahaan ◽

Keyword(s):

Work Motivation ◽

Medical Personnel ◽

T Test ◽

Research Model ◽

Performance Variable ◽

The Third ◽

Simultaneous Test

The results of this study indicate. (1) It can be seen that the amount of the adjusted R square value is 0.632 or 63.2%. This shows that the Work Discipline Variable (X1) and the Work Motivation Variable (X2) can explain the Medical Personnel Performance Variable (Y) of 63.2 %, the remaining 36.8% (100% - 63.2%) is explained by other variables outside this research model. (2) The results of the t test (partial) show that t count (8,211)> t table (1.685), as well as the significance value of 0.00 <0.05, it can be concluded that the first hypothesis is accepted, meaning that the variable of work discipline (X1 ) has a significant effect on the Medical Personnel Performance Variable (Y). (3) The results of the t test (partial) can be seen that tcount (-1.298)>ttable (1.685), and the significance value is 0.202> 0.05, it can be concluded that the second hypothesis is rejected, meaning that the Work Motivation Variable (X2) has no significant effect on Medical Personnel Performance Variable (Y). (4) The results of the simultaneous test (F) show that the Ftable value is 3.22. From the description, it can be seen that Fcount (34.461)> Ftable (3.25), and a significance value of 0.00 <0.05, it can be concluded The third hypothesis is accepted, meaning that the Work Discipline Variable (X1), Work Motivation Variable (X2) have a significant effect simultaneously (simultaneously) on the Performance Variable of Medical Personnel (Y).

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PENGARUH KOMPENSASI, LINGKUNGAN KERJA DAN BUDAYA ORGANISASI TERHADAP LOYALITAS DAN KINERJA KARYAWAN (Studi Pada Karyawan STIE-AUB Surakarta)

EXCELLENT ◽

10.36587/exc.v5i1.290 ◽

2018 ◽

Vol 5 (1) ◽

pp. 159-169

Author(s):

BRM. Suryo Triono

Keyword(s):

Organizational Culture ◽

Work Environment ◽

Significant Influence ◽

Employee Performance ◽

T Test ◽

Research Model ◽

Employee Loyalty ◽

Performance Variable ◽

And Performance ◽

Positive Effect

The purpose of this study is to examine the effect of compensation, work environment and organizational culture on employee loyalty and performance Result of t test that is Organizational Culture have positive and significant influence to Employee Loyalty, Compensation have positive effect and not Significant to Employee Loyalty And Work Environment negatively and Not Significant to Employee Loyalty. Organizational Culture has a positive and significant impact on Performance, And While Compensation and Work Environment is Positive and Not Significant to Employee Performance and Loyalty is negative and not Significant to Performance.Value of R2 square total equal to 0,5141 which mean employee performance variable explained by compensation, work environment, and organizational culture with job loyalty as interverning variable equal to 51,41% and the rest equal to 48,59% explained other factor outside research model. Effect of the most effective and dominant variable in order to improve the performance of employees STIE AUB Surakarta is a variable of organizational cultureKeywords : Compensation, Work environment, Organizational culture, Loyalty, Employee performance

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PENGARUH MOTIVASI KERJA DAN GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA PEGAWAI DENGAN KEPUASAN SEBAGAI VARIABEL INTERVENING PADA SATPOL PP KOTA SURAKARTA

EXCELLENT ◽

10.36587/exc.v5i1.291 ◽

2018 ◽

Vol 5 (1) ◽

pp. 170-179

Author(s):

Lancer S Naibaho

Keyword(s):

Job Satisfaction ◽

Transformational Leadership ◽

Leadership Style ◽

Work Motivation ◽

Employee Performance ◽

T Test ◽

Research Model ◽

Performance Variable ◽

Insignificant Effect ◽

Transformational Leadership Style

The purpose of this study is to examine the effect of work motivation and transformational leadership style on employee performance with satisfaction as intervening variable Satpol PP Kota Surakarta. The result of t test that is Motivation have positive and significant effect to Job Satisfaction, Transformational Leadership Style have positive and insignificant effect on Job Satisfaction. Transformational Leadership Style, Motivation and Job Satisfaction have positive and significant effect on Performance Value of R2 square total is 0,7225 which means employee performance variable explained by transformational leadership style and motivation with satisfaction as interverning variable equal to 72,25% and the rest equal to 27,75% Described other factors outside the research model. Effect of the most effective and dominant variable in order to improve the performance of Human Reusource on Satpol PP Surakarta is a variable of transformational leadership style. Keywords: Motivation, transformational leadership style, job satisfaction, employee performance

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The Role of Work Environment and Work Motivation in Increasing Employee Performance

Widya Cipta - Jurnal Sekretari dan Manajemen ◽

10.31294/widyacipta.v4i1.7798 ◽

2020 ◽

Vol 4 (1) ◽

pp. 70-75

Author(s):

Suwarsito Suwarsito

Keyword(s):

Data Collection ◽

Work Environment ◽

Work Motivation ◽

Regression Coefficient ◽

Employee Performance ◽

T Test ◽

Survey Method ◽

Performance Variable

This study aims to explain the influence of environment of work variables and motivation of work on the performance of Wahana Visi Indonesia (WVI) employees. The methods of data collection in this study used a survey method through a questionnaire. The results of this study show that the work environment significantly influences the work motivation of WVI's employees. These results are shown from the significance value of the t test = 0.000 smaller than α = 0.05 with the regression coefficient = 3.69. The work environment significantly influences the performance of WVI's employees as shown by the significance value of the t test = 0.000 less than α = 0.05. Work environment and work motivation simultaneously have a significant effect on the performance of WVI's employees, as indicated by the significance value of the F = 0,000 test smaller than α = 0.05 and being able to affect to the performance variable of 0.585 or 58.5%. The remaining 41.5% is influenced by other variables not analyzed in this study.

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LINGKUNGAN KERJA FISIK, LINGKUNGAN KERJA NON FISIK, DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI GURU SMK NEGERI 1 MANOKWARI

Cakrawala Management Business Journal ◽

10.30862/cm-bj.v1i1.8 ◽

2019 ◽

Vol 1 (1) ◽

pp. 119

Author(s):

Dewi Fitriani ◽

Nurlaela Nurlaela ◽

Dirarini Sudarwadi

Keyword(s):

Work Environment ◽

Employee Performance ◽

T Test ◽

Physical Work ◽

F Test ◽

Environment Variable ◽

Environment Variables ◽

Quantitative Data Analysis ◽

Physical Work Environment ◽

Saturated Sample

The research objective is to examine the effect of physical work environment, non-physical work environment and work discipline on employee performance. This type of research is quantitative. Data analysis using multiple linear regression, R2 test, t test, and F test. Respondents were teachers of SMK Negeri 1 Manokwari, using saturated sample techniques with a sample of 45 employees. The results showed that partially the physical work environment variable had no effect on performance, as evidenced by the results of the t test which showed a significance value greater than 0.05 (0.449), non-physical work environment variables did not affect performance as evidenced by the t test results indicating significant value greater than 0.05 (0.961) and the results of the t test on work discipline variables affect performance, as evidenced by a significant value smaller than 0.05 (0,000). Simultaneously that physical work environment, non physical work environment, work discipline have a significant effect on performance, as evidenced by the F test, a significant value of 0,000 is smaller than 0.05 (0,000).

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Pengaruh Kompetensi dan Motivasi Kerja terhadap Kinerja Karyawan di PT. Inti Kebun Sejahtera

BISMA (Bisnis dan Manajemen) ◽

10.26740/bisma.v5n2.p120-129 ◽

2018 ◽

Vol 5 (2) ◽

pp. 120

Author(s):

ADJI SIGIT SUTEDJO ◽

ANWAR PRABU MANGKUNEGARA

Keyword(s):

Random Sampling ◽

Work Motivation ◽

Employee Performance ◽

Positive Influence ◽

T Test ◽

Sampling Techniques ◽

Causality Analysis ◽

Simultaneous Test ◽

Test Variable ◽

West Papua

This research aims to identify and analyze the influence of Competence and Work Motivation on Employee Performance at PT. Inti Kebun Sejahtera located in Sorong - West Papua. This study uses a quantitative approach with causality analysis, sampling techniques using Propotionate Stratified Random Sampling of 155 respondents from each of the areas of work, namely Planting Group (planting, survey), Upkeep Group (Fertilization, Spraying and Slashing) and Harvesting Group (Harvest, Fruit Loose Collection, and Prunning). The result that the values of multiple regression in this study is Y = 7.280 + 0.437 X1 + 0.530 X2 + e. the results of this study indicate that partial and simultaneous, variable Competence and Work Motivation has positive influence and significant impact on Employee Performance of Contractor Workers in PT. Inti Kebun Sejahtera. It is evident from the results of the partial test (t test) Competency variable is 3.111 with significant value of 0.002, then the value of the variable Work Motivation t test was 4.569 with significant value of 0.000). Then the results of the simultaneous test (F test) variable Competence and Work Motivation is 156.911 with a significant value of 0.000.

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PENGARUH KEPEMIMPINAN ISLAM DAN MOTIVASI KERJA ISLAM TERHADAP KINERJA KARYAWAN

ISTITHMAR: Jurnal Pengembangan Ekonomi Islam ◽

10.30762/itr.v1i1.936 ◽

2017 ◽

Vol 1 (1) ◽

Author(s):

Choiril Anam

Keyword(s):

Significant Influence ◽

Quantitative Methods ◽

Work Motivation ◽

Employee Performance ◽

Statistical Tests ◽

T Test ◽

Validity And Reliability ◽

F Test ◽

Performance Variable ◽

Islamic Leadership

This research raises the title of influence of Islamic leadership and the Islamic work motivation on the performance of BMT (Made) employees in Demak District. One of the obstacle which doesn’t make any advanced and the developed of BMT is the low performance of employees. The formulation of the problem in this research is whether there is a significant influence of Islamic leadership and the motivation of Islamic work on the performance of employees either partially or simultaneously on the performance of employees? This study aims to find out how much influence of Islamic leadership and work motivation and to know the most dominant influence between Islamic leadership and the work motivation on the performance of employees BMT Made in Demak District. This type of this research is field research by using quantitative methods. The population in the study there are 34 employees, who sampled 28 employees consisting of main employees and sub branch employees. The test used in analyzing the data (questionnaire) is a test of validity and reliability, and statistical tests that include; classical assumption test, F test and T test. The result of regression equation test is Y = 4.510 + 0.076 X1 + 0.679 X2, this means that employee’s performance variable get influence from Islamic leadership variable and work motivation with value equal to 0,079 and 0,679 every employee performance variable have 1 score increase. While for Islamic leadership T test obtained value of 0.533 2.060. This means that Islamic leadership variables do not have a significant influence and employee motivation partially have an influence on performance variable of BMT employees. F - test obtained value equal to 18.782, while F table 3,385, because F count > F table then simultaneous test or jointly variable of Islamic leadership and work motivation of Islam have influence to performance of BMT Made employee. Among the two independent variables that are most dominant in influencing employee performance variables is the Islamic work motivation with a value of 5.415. To improve employee performance, managers are expected to improve intensive communication with the employees and provide an opportunity to convey what the wishes and expectations of the employee are. On the other hand, managers must also open themselves to accept criticism or input that is constructive in order to improve the institution. Keyword: Islamic Leadership, Islamic Work Motivation and Employee Performance.

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PENGARUH DISIPLIN KERJA, LOYALITAS, DAN PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN YAYASAN RAUDLATUL QUR`AN BATAM

Jurnal Benefita ◽

10.22216/jbe.v4i3.3856 ◽

2019 ◽

Vol 4 (3) ◽

pp. 560

Author(s):

Leti Marjanuardi ◽

Sri Langgeng Ratnasari

Keyword(s):

Career Development ◽

Work Motivation ◽

Employee Performance ◽

Test Results ◽

F Test ◽

Performance Variables ◽

Performance Variable ◽

Study Population ◽

Significant Probability ◽

Career Performance

The purpose of this study is to study work motivation, increase loyalty to employee performance, improve career performance, and improve work discipline, loyalty, career development on the employee performance of the Batam Raudlatul Qurʻan Foundation. This type of research is descriptive quantitative. Techniques collect data using a questionnaire. The study population was 49 employees with a sample of 49 employees, all of whom were selected, using saturated samples. The results showed that work discipline value t count 2.043> 1.679 tables with a significant value of 0.048 <0.05, meaning that the work discipline is significant towards employee performance variables (Y), loyalty variables value t 0.410 <1.679 t table with a significant 0.684> 0, 05, means that the work discipline is of insignificant importance to variable employee performance (Y), career development variable value of t arithmetic 1.776> 1.679 t table with a significant of 0.684> 0.05, meaning career development is not significant towards employee performance variable (Y), and F test results (simultaneous) 2,722 (F count) <2,81 (F table) and significant probability value of 0,055> 0,05 means that work discipline, loyalty, and career development are simultaneously significant towards employee performance variables. Tujuan penelitian ini untuk mengetahui pengaruh disiplin kerja terhadap kinerja karyawan, pengaruh loyalitas terhadap kinerja karyawan, pengaruh pengembangan karir terhadap kinerja karyawan, dan pengaruh disiplin kerja, loyalitas, pengembangan karir terhadap kinerja karyawan Yayasan Raudlatul Qur`an Batam. Jenis penelitian ini adalah deskriptif kuantitatif.Teknik pengumpulan data menggunakan kuesioner. Populasi penelitian ini 49 karyawan dengan sampel 49 karyawan, yang dipilih secara keseluruhan, memakai sampling jenuh. Hasil penelitian menunjukkan disiplin kerja nilai t hitung 2,043 > 1,679 tabel dengan signifikan sebesar 0,048 < 0,05, berarti disiplin kerja berpengaruh secara signifikan terhadap variabel kinerja karyawan (Y), variabel loyalitas nilai t hitung 0,410 < 1,679 t tabel dengan signifikan sebesar 0,684 > 0,05, berarti disiplin kerja berpengaruh tidak signifikan terhadap variabel kinerja karyawan (Y), variabel pengembangan karir nilai t hitung 1,776 > 1,679 t tabel dengan signifikan sebesar 0,684> 0,05, berarti pengembangan karir berpengaruh tidak signifikan terhadap variabel kinerja karyawan (Y), dan hasil uji F (simultan) 2,722 (F hitung) < 2,81 (F tabel) dan nilai probalitas signifikan sebesar 0,055 > 0,05 berarti disiplin kerja, loyalitas, dan pengembangan karir berpengaruh signifikan secara simultan terhadap variabel kinerja karyawan.

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Pengaruh Motivasi dan Lingkungan Kerja Terhadap Kinerja Karyawan Bagian Packing Produk Minuman PT. Singa Mas Pandaan

JAMIN : Jurnal Aplikasi Manajemen dan Inovasi Bisnis ◽

10.47201/jamin.v1i2.11 ◽

2019 ◽

Vol 1 (2) ◽

pp. 104

Author(s):

Muhammad Afif

Keyword(s):

Linear Regression ◽

Multiple Linear Regression ◽

Work Environment ◽

Mutual Influence ◽

Employee Performance ◽

Primary Data ◽

Performance Variables ◽

Independent Variables ◽

Simultaneous Test ◽

Calculation Results

AbstractThis study aims to determine the influence of motivation and work environment influence simultaneously and partially and to know which variables that influence dominant between motivation variables and work environment on employee performance of packing beverage products at PT. Lion Mas Pandaan.In this study the primary data obtained through survey results of questionnaires distributed to the study respondents amounted to 32 respondents. In this study used data analysis that is with the test of validity, reliability, multiple linear regression test, simultaneous test and partial test to find out how big influence of each independent variable to the dependent variable.The results of this study proves that based on simultaneous calculation results there is a mutual influence of independent variables that are positive and significant to employee performance variables. While the test results in multiple linear regression and partially showed that each of the independent variables are motivation and work environment have a positive and significant effect on the dependent variable that is the employee's performance at PT. Lion Mas Pandaan. Keywords: Motivation, work environment, employee performance

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The Impact of Work Environment, Work Motivation and Job Satisfaction on Dispatchers Performance at PT. PLN (Persero) UP2D Makassar

Hasanuddin Journal of Applied Business and Entrepreneurship ◽

10.26487/hjabe.v3i4.380 ◽

2020 ◽

Vol 3 (4) ◽

pp. 85-106

Author(s):

Muhammad Reza Mulyadi ◽

Idayanti Nursyamsi ◽

Andi Nur Bau Massepe

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Work Motivation ◽

Employee Performance ◽

Descriptive Analysis ◽

Analysis Method ◽

Performance Variables ◽

Analysis Techniques ◽

The Impact ◽

The Relationship

This paper aims to determine and analyze the influence of the work environment, work motivation, job satisfaction on the performance of Dispatchers at PT PLN (Persero) UP2D Makassar. The method used in this research is the Descriptive Analysis method using multiple regression. The population in this study were employees who worked at PT PLN (Persero) UP2D Makassar, namely Dispatchers, the sample in this study were 34 Dispatchers. Data collection uses observations, questionnaires, and documentation while testing the hypothesis used to use validity analysis techniques, reliability testing, classical assumption tests, partial tests, and simultaneous tests. The results of this study indicate that first, the work environment has a positive and significant effect on the performance of dispatchers. Second, work motivation has a positive and significant influence on dispatcher's performance. Third, job satisfaction has a positive and significant impact on dispatcher performance. Fourth, if simultaneously the influence of the work environment, work motivation, and job satisfaction on dispatcher performance together have a significant effect on performance. The most dominant variable in the model is work motivation, 34% explains the relationship to dispatcher employee performance variables.

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