scholarly journals The Influence of Competence, Cooperation and Organizational Climate on Employee Performance With Work Motivation as a Mediation Variable (Study on the Food and Agriculture Office Clump of Merauke Regency)

2022 ◽  
Vol 27 ◽  
pp. 556-578
Author(s):  
Terisius Andreas Kasman Rimbayana ◽  
Anita Erari ◽  
Siti Aisyah
Keyword(s):  
Organizational Climate ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Civil Servants ◽  
Equation Modeling ◽  
Research Approach ◽  
Food And Agriculture

The purpose of the study was to determine the effect of competence, cooperation, and organizational climate on employee performance mediated by work motivation (a study in the food and agriculture office clump work unit in Merauke Regency). The research uses a quantitative research approach. The sampling technique used purposive sampling method. The research sample as many as 117 employees were selected from Civil Servants (PNS) as structural or implementing officials, not as Field Agricultural Extension Officers (PPL) or civil servants who were not on duty in the unit. The data comes from the answers to the questionnaire according to the employee's perception. The results of the questionnaire were tabulated and analyzed using Structural Equation Modeling (SEM) using the SmartPLS application. The results of the analysis prove that competence has a significant effect on performance, competence has an effect on work motivation, and motivation mediates the influence of competence on employee performance. Cooperation has no effect on performance, but has an effect on motivation and work motivation mediates the effect of cooperation on employee performance. Organizational climate does not affect employee performance but organizational climate affects work motivation and work motivation mediates the relationship between organizational climate and employee performance. Motivation has a significant effect on performance. The results of the study have implications for competence and motivation that need to be improved in order to improve employee performance. Motivation variable affects performance by 48.6% and competence affects performance by 28.2%. Increasing work motivation can be done by increasing cooperation and organizational climate.

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 The Moderating Effect of Job Satisfaction to Work Motivation and Employees’ Performance

2021 ◽  
Vol 2 (3) ◽  
pp. 550-560
Author(s):  
Abdul Majid ◽  
Mega Barokatul Fajri ◽  
Elvina Assadam ◽  
Devi Febrianti
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Research Approach ◽  
Company Performance ◽  
Descriptive Data ◽  
Or Organization

Work satisfaction and motivation have been believed to directly connect to employee performance. These two indicators are potential to either decrease or increase the level of performance, how many items an employee can meet in an accordance with company terms. Employee with well-satisfaction may be motivated to show up their maximum performance while working, which consequently increase company performance or organization after all. This study aims to analyze job satisfaction in moderating the effect of work motivation on employee performance. This research uses a quantitative research approach by means of a survey research. The population of this study were all employees of Hotel Paradise Batu, so that the sampling used total sampling technique. Descriptive data and moderated regression were used as data analysis. The results show that work motivation has an effect on employee performance, work motivation and satisfaction have a positive and significant effect on employee performance, and job satisfaction moderates the interaction of work motivation and employee performance

The Effect of Career Development and Leadership on Employee Performance with Work Motivation as Intervening Variables on Cv. Blue Waters Bali

2018 ◽  
Vol 9 (03) ◽  
pp. 20583-20591
Author(s):  
Suyanto . ◽  
I Ketut Setia Sapta ◽  
I Nengah Sudja
Keyword(s):  
Career Development ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Indirect Influence

The purpose of this study is to determine and maintain the influence of career on employee performance on CV. Blue Waters Bali, To know and strengthen leadership to employee performance on CV. Blue Waters Bali, to know and strengthewn career development towards employee motivation at CV. Blue Waters Bali, To know and strengthen leadership to work motivation of employees at CV. Blue Waters Bali, To know and strengthen work motivation on employee performance at CV. Blue Waters Bali This research is a quantitative research using primary data obtained from questionnaire and measurement by using likert scale. The population of this research is employees at CV. Blue Waters Bali is 52 people. The method of selecting the sample of this study using purposive sampling. The sample of this research is all employees at CV. Blue Waters Bali. Data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using SmartPLS 3.0 program. The result of the research shows that (1) career development has positive and significant effect on work motivation, (2) positive and significant leadership leadership toward work motivation, (3) career development have positive and significant impact on employee performance, (4) positive and significant head leadership (5) the influence of mediation of work motivation variable on indirect influence of career development on performance, and (7) influence of mediation of work motivation variable on indirect influence of leadership on partial performance

scholarly journals PENGARUH KNOWLEDGE LEADERSHIP, KOMUNIKASI, DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT VALADOO INDONESIA

2019 ◽  
Vol 4 (1) ◽  
pp. 1-18
Author(s):  
Rakhmawati Oktavianna
Keyword(s):  
Job Performance ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Peak Performance ◽  
Equation Modeling ◽  
Leadership Communication ◽  
Good Communication ◽  
Knowledge Leadership

Employee performance is considered important for organizations due to the success of an organization influenced by it. Job performance or achievement is the job result which accomplished by an employee in performing tasks according to the responsibility given to him. A common problem that must be considered in the company is related with job performance. Without good employee’s performance at PT Valadoo Indonesia, its excellence is not going to happen. One of the factors that can be used to improve the employee’s performance is knowledge leadership, communication and motivation. Leaders who have a good knowledge and experience will be able to improve the performance of employees in achieving the company's vision and mission. In carrying out the work, the employee can not be separated from communication with fellow co-workers, the boss and the subordinate. Good communication can be an appropriate means to improve employee performance. In addition to communication, it is also necessary if the motivation for employees with high work motivation usually has a peak performance. Therefore, the research aims to know what is the effect of knowledge of leadership, communication, and motivation on employee performance at PT Valadoo Indonesia either partially or simultaneously. The aim of the study is also  to identify and analyze the effect of knowledge of leadership, communication, and motivation on PT Valadoo Indonesia employee performance. The theory used in this study is theories of human resource management, especially those related to knowledge leadership, communication, motivation, and performance of employees. Population  used in this study is the employee of PT Valadoo Indonesia. Sampling technique used is simple random sampling. Method of data collection is using questionnaire data analysis that is Structural Equation Modeling (SEM) of Lisrel 8.7.

scholarly journals Leadership Style, Work Discipline, Compensation, Employee Performance Through Employee Motivation Bank Syariah X Branch Batam

ETIKONOMI ◽  
2019 ◽  
Vol 18 (1) ◽  
Author(s):  
Sri Langgeng Ratnasari ◽  
Gandhi Sutjahjo ◽  
Dewi Yana
Keyword(s):  
Leadership Style ◽  
Structural Equation ◽  
Research Method ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Employee Motivation ◽  
Equation Modeling ◽  
Analysis Technique

The purpose of this research is to know the influence of leadership style to work motivation, influence of work discipline to work motivation, influence of compensation to work motivation, influence of leadership style to employee performance, influence of work discipline to employee performance, influence of compensation to performance, influence of leadership style, work, compensation through work motivation on employee performance. The research method used is quantitative method. The population of this research is employees of Bank Syariah X Branch Batam as many as 160 employees. The sampling technique used the census technique. The analysis technique used in this research is Structural Equation Modeling (SEM) using AMOS 22. The result of this research is as follows: Leadership style has significant influence on work motivation, work discipline has no significant effect on work motivation, compensation has significant effect on work motivation, the leadership style has no significant effect on employee performance, work discipline has significant effect on employee performance, compensation has significant effect to employee performance, leadership style, work discipline, and compensation have no significant effect on employee performance through work motivation.

The effect of organizational culture on employee performance mediated by job satisfaction and work motivation: Evident from SMEs in Indonesia

2021 ◽  
pp. 2053-2060
Author(s):  
Tri Wahjoedi
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Direct Effect ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Equation Modeling ◽  
Positive Direction ◽  
Significant Direct Effect

This study aims to examine the influence of organizational culture on employee performance mediated by job satisfaction and work motivation. This research is a quantitative research with a case study at the SME PT PMS Company in Surabaya, Indonesia by distributing questionnaires to 50 employees. The data were processed using Structural Equation Modeling with the Smart PLS 3 programs. The results showed that in fact the respondents thought that organizational culture and work motivation had no direct significant effect on employee performance, and work motivation could not mediate organizational culture on employee performance. Organizational culture has a significant direct effect on job satisfaction and work motivation and job satisfaction has a significant direct effect on employee performance. Likewise, job satisfaction can mediate organizational culture on employee performance where all relationships lead in a positive direction. There has been no research that examines the relationship model of those 4 variables which is intended to determine the wider relationship between these variables and this study provides an overview of employee behavior in SME companies and is useful as input in determining strategies, especially for companies to improve their performance.

scholarly journals How to Improve Performance?

2019 ◽  
Vol 8 (3S2) ◽  
pp. 625-629
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Latent Variables ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Equation Modeling ◽  
Improve Performance

Employee performance is the most important factor for the organization, because employee performance greatly determines organizational performance, therefore employee performance must be improved. The purpose of this study was to determine the effect of Competence on employee work motivation, Organizational Culture on employee work motivation, Competence and Organizational Culture Employee motivation, Competence on employee Performance, Organizational Culture on Employee Performance, Motivation on Employee Performance, Competence on Employee Performance through Motivation as an intervening variable, Organizational Culture of Employee Performance through Motivation as an intervening variable, Competence and Organizational Culture on Employee Performance, Competence and Organizational Culture on Employee Performance through Motivation as an Intervening Variable. This type of research is descriptive quantitative research. The population of this research is employees of PT. PBI as many as 250 people with a sample of 154 people. PT. PBI one of manufacturing company in Batam City. Data analysis techniques using Structural Equation Modeling. The results of this study are as follows; Effect of Competence on latent variables Motivation has an effect but not significant. Effect of Organizational Culture on Motivation. Competence towards Motivation has no significant effect, Organizational Culture on Motivation has a significant effect. Competence has a significant effect on performance. Organizational culture has no significant effect on performance. Competence, Organizational Culture has no significant effect on performance. Motivation has no significant effect on performance. Competence has a significant effect on employees. Organizational culture has no significant effect on employee performance.

scholarly journals PENGARUH LINGKUNGAN KERJA, MOTIVASI, KOMPENSASI TERHADAP KINERJA KARYAWAN MELALUI JOB SATISFACTION PADA KARYAWAN PT BPR BKK TAMAN PERSERODA PEMALANG

Neraca ◽  
2022 ◽  
Vol 17 (2) ◽  
pp. 127-137
Author(s):  
Irawan Supriyatno ◽  
Djauhar Edi ◽  
Indah Prima
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Work Environment ◽  
Financial Services ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Exogenous Variable ◽  
Equation Modeling

This research was carried out to determine the effect of work environment, motivastion and compensation on performance through job satisfaction as an intervening variable PT BPR BKK TAMAN Perseroda, This study used porposive sampling technique where the selected sample was 50 respondents who were employees of  PT BPR BKK TAMAN Perseroda, a financial services provider company, the date were analyzed throught Structural Equation Modeling (SEM), method and SMARTPLS 3 dfe to the small number of targeted respondent from result of the study, it was found that the environment, motivation, and compensation had a significant effect on job satisfaction and employee performance, beside job satisfaction had a significant effect on performance moreover the intervening varable namely job satisfaction could partially moderate exogenous variable Keyword: work environment, work motivation, compensation, performance, job satisfaction

PENGARUH MOTIVASI KERJA, DISIPLIN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DI LAMPUNG

2021 ◽  
Vol 6 (2) ◽  
pp. 77-84
Author(s):  
Siska Setiawati, Destika, Merah Rizki Ramadhoni, Vicky F Sanjaya
Keyword(s):  
Work Environment ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Statistical Tests ◽  
Equation Modeling ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Average Variance ◽  
The Given

ABSTRACTThis study aims to examine the effect of work motivation and work environment on employee performance. The method used in research with a questionnaire. The sample of the study may be 50 respondents. Statistical tests were performed using PLS-based Structural Equation Modeling. The validity test uses the loading factor value, while the reliability uses the Cronbach's alpha value, composite reliability and Average Variance Extracted (AVE). The conclusion of this study is the influence of work motivation and work environment on employee performance. Performance is the work result in quality and quantity that can be achieved by an employee in carrying out the task in accordance with the given responsibility. In order for employee performance to be consistent, it is necessary to identify the factors that influence performance, including work motivation, work discipline and work environment.Keywords: Work Motivation, Work Discipline, Work Environment, Employee PerformanceABSTRAKPenelitian ini bertujuan untuk menguji pengaruh motivasi disiplin kerja dan lingkungan kerja terhadap kinerja karyawan. Metode yang digunakan dalam penelitian ini dengan kuesioner. Sampel dari penelitian berjumlah 50 responden. Uji statistic dilakukan dengan menggunakan Structurel Equation Modelling berbasis PLS. Uji validitas menggunakan nilai Faktor loading, sedangkan uji reliabilitas menggunakan nilai Cronbach’s alpha, reliabilitas komposit dan Average Variance Extracted (AVE). Kesimpulan penelitian ini adalah pengaruh motivasi disiplin kerja dan lingkungan kerja terhadap kinerja karyawan. Kinerja adalah hasil kerja secara kualitas dan kuantitas yang dapat dicapai oleh seorang karyawan dalam melaksanakan tugas sesuai dengan tanggung jawab yang diberikan. Agar kinerja karyawan selalu konsisten maka harus mengidentifikasi faktor-faktor yang mempengaruhi kinerja antara lain adalah motivasi kerja, disiplin kerja dan lingkungan kerja.Kata Kunci : Motivasi Kerja, Disiplin Kerja, Lingkungan Kerja, Kinerja Karyawan

scholarly journals THE ROLE OF MEDIATION ON WORK SATISFACTION TO WORK ENVIRONMENT, TRAINING, AND COMPETENCY ON EMPLOYEE PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 469-482
Author(s):  
Kusni Ingsih ◽  
◽  
Nelis Riskawati ◽  
Agus Prayitno ◽  
Shujahat Ali ◽  
...  
Keyword(s):  
Work Environment ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Satisfaction ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Significant Positive Effect ◽  
Work Training ◽  
Positive Effect

This study aimed to determine the effect of work environment, training, and competence on work satisfaction in improving employee performance. The object in this study is PT. Asaputex Jaya, located in Tegal City, engaged in woven sarong’s trading business with the Korma Tree brand. The sample used in this study was determined by a simple random sampling method, obtaining 105 respondents. The data in this study were obtained through a questionnaire that was filled out independently. The analysis used in this study uses the analysis method of Structural Equation Modeling (SEM). This study proves and concludes that: work environment and work training have a significant positive effect on work satisfaction. However, competence does not affect work satisfaction. Besides, the work environment negatively affects employee performance, and work training does not affect employee performance. Also, competence and work satisfaction have a significant positive effect on employee performance. Further research must develop more varied models to provide different research findings, such as adding work stress variables, work motivation, work discipline, and others.

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