scholarly journals Impact of Locus Control and The Work Environment on Employee Performance with Self-Efficiency as a Mediation in Paper Companies in East Java

2021 ◽  
Vol 2 (2) ◽  
pp. 82-92
Author(s):  
Maya Ida Kesumawatie ◽  
Roy Sumaryono ◽  
Teguh Herdijanto
Keyword(s):  
Locus Of Control ◽  
Human Resources ◽  
Work Environment ◽  
Self Efficacy ◽  
High Performance ◽  
Employee Performance ◽  
Vital Role ◽  
Significant Positive Effect ◽  
And Performance ◽  
Positive Effect

Human resources have a vital role in every organization to survive in the increasingly tough competition. The sophistication of communication technology and its methods will not be meaningful if the existing human resources are not skilled in using all existing facilities. Every existing organization needs human resources which have high performance. This study aimed to determine the effect of locus of control and work environment on employee performance with self-efficacy as a mediating variable. In this study, the dependent variable is employee performance, while the independent variable is the locus of control and work environment and self-efficacy as an intervening variable. This research was conducted at a paper company in East Java. The data collection method was carried out by using a census technique using a questionnaire so that the sample amounted to 100 respondents. The results showed that locus of control had a significant positive effect on self-efficacy but had no significant effect on employee performance. The work environment had a significant positive effect on employee self-efficacy and performance. In contrast, self-efficacy had a significant positive effect on employee performance and was an intervening variable between locus of control and employee performance. employee performance.

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

scholarly journals PERFORMANCE OF EMPLOYEES IN THE PROCUREMENT DEPARTMENT OF PT. PETROKIMIA: WORK EFFECTIVENESS, JOB SATISFACTION

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Djoko Soelistya ◽  
Agus Suharyanto ◽  
Eva Desembrianita ◽  
Mochamad Mochklas
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Quantitative Research ◽  
Employee Performance ◽  
Significant Positive Effect ◽  
Job Effectiveness ◽  
Work Effectiveness ◽  
And Performance ◽  
Service Procurement ◽  
Positive Effect

Expansion of PT. Petrokimia Gresik, which is getting bigger, requires large human resources as well. On the other hand, there is no permit for additional permanent manpower, while most of the human resources in the Procurement Compartment of PT. Peterokimia Gresik has entered its retirement period and there is no technology transfer for the migration of software used in the company, namely SAP software, so employee performance is ineffective. This study aims to analyze the effect of work effectiveness on employee satisfaction and performance, job satisfaction on employee performance. The research method used is quantitative research, with a population and sample of employees who are part of the Service Procurement Department and the Goods Procurement Department at PT. Petrokimia Gresik with a number of 50 respondents. All incoming and appropriate data will be analyzed by smartPLS. The results showed that work effectiveness has a significant positive effect on employee performance, job effectiveness has a significant positive effect on employee job satisfaction, job satisfaction has a positive but insignificant effect on employee performance and job satisfaction mediates the effect of work effectiveness on employee performance.

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.

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

EXCELLENT ◽  
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

scholarly journals Effect of transformational leadership and compensation on employee performance

2019 ◽  
Vol 6 (6) ◽  
pp. 146-154
Author(s):  
Ni Putu Astrimita Diantari ◽  
I Gede Riana
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Employee Performance ◽  
Essential Elements ◽  
Significant Positive Effect ◽  
Leaders And Followers ◽  
Real Change ◽  
And Performance ◽  
Main Instrument ◽  
Positive Effect

A leader is a person who has the skills and strengths so as to be able to influence others to carry out certain activities, for the achievement of goals. This study aims to analyze the effect of compensation and transformational leadership on employee performance. Using a sample of 76 employees at PT. Raditya Perkasa, this study used a questionnaire as the main instrument. The collected data were analyzed using multiple linear regression using SPSS 20. The results showed that compensation and transformational leadership had a significant positive effect on employee performance. Partially, this study found that transformational leadership has a stronger effect on employee performance compared to compensation. Furthermore, the values ​​of transformational leadership are considered very important in supporting employee performance. Transformational leadership includes two essential elements, namely relational and dealing with real change so that leaders and followers raise themselves to each other to arrive at certain levels of motivation and performance.

scholarly journals PENGARUH KEPEMIMPINAN DAN PEMBERDAYAAN TERHADAP MOTIVASI DAN KINERJA PEGAWAI

2017 ◽  
pp. 3291
Author(s):  
I Putu Magna Anuraga ◽  
Desak Ketut Sintaasih ◽  
I Gede Riana
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Partial Least Square ◽  
Department Of Education ◽  
Least Square ◽  
Significant Positive Effect ◽  
And Performance ◽  
A Company ◽  
Positive Effect

Performance is the result of work produced by employees in accordance with its role in the organization. Employee performance is one very important thing in a company to achieve the goal that every effort should be made to the company of increasing. This study aimed to analyze the influence of leadership and empowerment of employees on work motivation and performance of employees. This research was conducted at the Department of Education Youth and Sports Regency Tabanan using sample that 59 employees. Data were collected by conducting interviews and questionnaires. Subsequently collected data were analyzed using descriptive analysis and Partial Least Square. The results of this study concluded that the leadership is significant positive effect on work motivation. Empowerment is significant positive effect on employee performance and motivation. Work motivation is significant positive effect on employee performance. Furthermore, Leadership is not significant positive effect on employee performance.

scholarly journals Pengaruh Pengawasan Dan Lingkungan Kerja Terhadap Kinerja Pegawai Pada Kantor Sekretariat Komisi Pemilihan Umum Kabupaten Lahat

2020 ◽  
Vol 9 (1) ◽  
pp. 22-32
Author(s):  
Markus
Keyword(s):  
Work Environment ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Control Variable ◽  
Multiple Linear Regression Analysis ◽  
Significant Positive Effect ◽  
Environment Variable ◽  
Environment Variables ◽  
Election Commission ◽  
Positive Effect

The purpose of this research is to know the Influence of Supervision and Work Environment to Employee Performance of Secretariat Office of Election Commission of Lahat Regency. The respondents were all employees of the secretariat office of Lahat district electoral commission as much as 33 respondents. The analysis used is Multiple Linear Regression Analysis with hypothesis testing with t-test and F-test. From the value of regression equation obtained value equation Performance = 5.673 + 0.107 Supervision + 0.766 Work Environment + e. Monitoring and work environment variables together affect the performance with the value of determination coefficient of 67.4%. This means that 67.4% of the performance of the Lahat Regency Electoral Commission (KPU) is influenced by supervision and work environment while 32.6% is influenced by other factors outside the model. The result of partial test shows that the control variable has no significant effect on the performance, while the work environment variable has a significant positive effect on the performance.

scholarly journals Determination of Entrepreneurship Education, Family Environment, and Self-Efficacy on Entrepreneurship Interest

2020 ◽  
Vol 16 (1) ◽  
pp. 33-43
Author(s):  
Ida Ayu Putu Widani Sugianingrat ◽  
Ida I Dewa Ayu Yayati Wilyadewi ◽  
I Wayan Gde Sarmawa
Keyword(s):  
Work Environment ◽  
Family Environment ◽  
Self Efficacy ◽  
Entrepreneurship Education ◽  
Total Sample ◽  
Student Interest ◽  
Significant Positive Effect ◽  
Positive Effect ◽  
Positive Results

Abstract: This study aims to study the effect of entrepreneurship education, work environment, and self-efficacy on student interest in entrepreneurship. This research was conducted on students of the Faculty of Economics, Hindu University of Indonesia in 2016 who were taking entrepreneurship courses totaling 270 students. The number of samples is determined based on the Slovin formula with an error of 10%. Based on these calculations, a total sample of 79 students was obtained. Determining students who become samples is done randomly. Data collection is done by conducting interviews directly with respondents, based on a pre-arranged questionnaire. The collected data is then tabulated, then processed using the SmartPLS 3.0 program. The results of the hypothesis testing show that entrepreneurship education and family environments have a significant positive effect on students' interest in entrepreneurship. Meanwhile, self-efficacy shows positive results but does not significantly influence the interests of students to become entrepreneurs.Keywords: entrepreneurship education, family environment, self-efficacy, entrepreneurial interest  Pengaruh Pendidikan Kewirausahaan, Lingkungan Kerja, dan Efikasi Diri terhadap Minat Mahasiswa Berwirausaha Abstrak: Penelitian ini bertujuan untuk melakukan kajian pengaruh pendidikan kewirausahaan, lingkungan kerja, dan efikasi diri terhadap minat mahasiswa untuk berwirausaha. Penelitian ini dilakukan pada mahasiswa Fakultas Ekonomi Universitas Hindu Indonesia angkatan tahun 2016 yang sedang mengambil mata kuliah kewirausahaan berjumlah 270 mahasiswa. Jumlah sampel penelitian ditentukan berdasarkan rumus Slovin dengan error 10%. Berdasarkan perhitungan tersebut diperoleh jumlah sampel sebanyak 79 mahasiswa. Penentuan mahasiswa yang menjadi sampel penelitian dilakukan secara acak. Pengumpulan data dilakukan dengan melakukan wawancara langsung kepada responden, berdasar pada kuesioner yang telah dipersiapkan. Data yang telah terkumpul selanjutnya dilakukan tabulasi, kemudian diolah dengan mempergunakan program SmartPLS 3.0. Hasil pengujian hipotesis menunjukkan pendidikan kewirausahaan dan lingkungan keluarga berpengaruh secara positif signifikan terhadap minat mahasiswa untuk berwirausaha. Sedangkan, efikasi diri menunjukkan hasil yang positif, tetapi tidak signifikan berpengaruh terhadap minat mahasiswa untuk berwirausaha. Kata Kunci: Pendidikan kewirausahaan, Lingkungan keluarga, Efikasi diri, Minat berwirausaha

scholarly journals Pengaruh Budaya Organisasi dan Lingkungan Kerja terhadap Kinerja Karyawan PT. BPR Desa Sangeh Abiansemal Badung

Widya Amrita ◽  
2021 ◽  
Vol 1 (1) ◽  
pp. 335-348
Author(s):  
Ni Putu Sintia Juliani ◽  
Gusti Alit Suputra
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Data Analysis ◽  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Vital Role ◽  
Analysis Technique

Human resources are the most important assets of an organization because they are one of the assets that have a vital role in moving the organization to achieve its goals. The purpose of this study was to examine the influence of organizational culture and work environment on employee performance at PT. BPR Desa Sangeh Abiansemal Badung partially and simultaneously. The population in this study were all employees of PT. BPR Desa Sangeh Abiansemal Badung, amounting to 34 people, sampling using the census method, namely all employees of PT. BPR Desa Sangeh Abiansemal Badung, amounting to 34 people. Data collection using a questionnaire. The data analysis technique used is multiple linear regression analysis. The results of data analysis show that organizational culture and work environment have a positive and significant effect partially and simultaneously on the performance of employees of PT. BPR Sangeh Village. Suggestions that can be given are to improve organizational culture and work environment conditions so that employee performance increases.

EFFECT OF ASN COMPETENCY, ORGANIZATIONAL COMMITMENT, WORK ENVIRONMENT TO THE SATISFACTION OF ASN AND PERFORMANCE IN THE ENVIRONMENT OF THE HOUSING OF THE HOUSING AND SETTLEMENT AREAS OF BANGKALAN REGENCY

2021 ◽  
Vol 8 (12) ◽  
pp. 133-141
Author(s):  
Murgianto Murgianto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Organizational Goals ◽  
Improved Performance ◽  
And Performance ◽  
Level Of Significance ◽  
The Relationship

This research is to examine and analyze the competence of the work environment commitment of ASN Job Satisfaction. The demands of organizations to obtain, develop and maintain quality human resources are increasingly pressing in accordance with the dynamics of an ever-changing environment. In the context of efforts to achieve organizational goals. Improved employee performance individually will encourage the overall performance of human resources, which is reflected in improved performance This research. Using research models (jobfunction). Data extracted from the target or research subject is data about individual orientation, in the form of competency, commitment, work environment and performance, identified as many as 4 (four) variables to be examined, including: 1) ASN Competency, 2) Organizational Commitment, (3) Environment Work, (4) ASN Job Satisfaction and (4) ASN Performance. Respondents used as a sample of 77 respondents using the Smart PLS Algorithm Boostrapping report. The results of the study came to the conclusion of the Algorithm Boostrapping report is a test to prove the level of significance of the hypothesis proposed by researchers. Output Boostrapping Algorithm shows that the effect of ASN job satisfaction on ASN performance is influential with a T-statistic of 9,531> 1.96. The original sample estimate value is 1,058, which shows that the direction of the relationship between ASN job satisfaction and ASN performance is positive.

Sign in / Sign up

Export Citation Format

Share Document