Analysis of the Effect of Employee Engagement, Perceived Organizational Support, and Motivation on Employee Performance Study at PT. Dino Jaya Karya

This research was conducted with the aim of knowing the effect of employee engagement, perceived organizational support, and motivation on the performance of employees of PT. Dino Jaya Karya. This research uses descriptive research with a quantitative approach. The data collection technique was carried out using a questionnaire media with the Likert method. The population in this study were 80 permanent employees of PT. Dino Jaya Karya. The sampling technique used is using a saturated sample (total sampling). The total sampling obtained is as many as 80 employees from PT. Dino Jaya Karya. The t test shows that the employee engagement variable (X1) has a positive and significant effect on the employee performance variable (Y) with a value of 0.000, the perceived organizational support variable (X2) has a positive and significant effect on employee performance ( Y) with a value of 0.000, and the motivation variable (X3 has a positive and significant effect on employee performance variable (y) with a value of 0.004. In the F test results employee engagement, perceived organizational support, and motivation have a simultaneous effect on employee performance as indicated by a significance value of 0.000. Keywords: Employee engagement, perceived organizational support, motivation, employee

DETERMINANT MODEL OF DISTRICT/CITY GOVERNMENT FINANCIAL PERFORMANCE IN SUMATERA UTARA PROVINCE

The results showed that Capital Expenditure had no partial effect on Financial Performance, Size of Local Government partially affected Financial Performance, and the Remaining Budget Financing partially affected Financial Performance. Partially, Capital Expenditure, Size of Local Government, and Remaining Budget Financing together have an effect on the Financial Performance of district/city governments in North Sumatra Province. The R-Square value is 0.815 or 81.5%. This shows that the variables of Capital Expenditure, Size of Local Government, and Remaining Budget Financing are able to explain the Financial Performance variable of 81.5%. While the remaining 18.5% is explained by other variables outside the study.

Implementasi Transformational Leadership Dan Meaning In Work Terhadap Employee Performance Karyawan

Leadership style is one of the factors of employee performance so that a good leadership style will be able to direct and give instructions to the work faced by employees. A good leadership style will also lead to job satisfaction for them, so they will work with feelings of pleasure and joy. Simultaneously, the Transformational Leadership Variable has a significant effect on Employee Performance with a value of Fcount > from Ftable. The result of the Coefficient of Determination (Adjusted R Square) is 0.165, meaning that the Employee Performance variable can be explained by the Transformational Leadership variable and the Meaning in Work variable by 16.5% while the remaining 83.5% is influenced by other variables.

The Effect of Work Communication and Work Motivation to Employee Performance at PT. Catur Mitra Sejati Sentosa

This research intends to determine: (1) the effect of work communication on employee performance, and (2) the effect of work motivation on employee performance. The population in this research are all employees of PT. Catur Mitra Sejati Sentosa, totaling 65 employees. The sample utilized in this research is the entire population of 65 employees, thus it is called a population research. Instrument testing was carried out at PT. Catur Mitra Sejati Sentosa. The validity test used correlation product moment, while the reliability test used Spearman Brown which processed by using SPSS 18.0 for Windows. In the validity test of work communication, there are 9 statements and all are valid. In the validity test of work motivation, there are 5 statements and all are valid. In the validity test of employee performance, there are 9 statements and all are valid. Furthermore, the classical assumption test includes multicollinearity test and heteroscedasticity test. Meanwhile, the hypothesis test in this research applies multiple regression analysis and the coefficient of determination. The results of this research indicate that: (1) Work Communication (X1) has a partially significant influence on the Employee Performance variable (Y). This is demonstrated by the magnitude of the significance value of 0.029 which is smaller than 0.05. In accordance with these results, it can be concluded that work communication has a significant effect on the employee performance of PT. Catur Mitra Sejati Sentosa. (2) Work Motivation (X2) has a partially significant influence on Employee Performance (Y). This is indicated by the magnitude of the significance value of more than 0.008 which is smaller than 0.05. According to these results, it can be inferred that work motivation has a significant effect on the employee performance of PT. Catur Mitra Sejati Sentosa. (3) Work Communication (X1) and Work Motivation (X2) have a significant effect simultaneously on the Employee Performance variable (Y). This is revealed by the magnitude of the significance value of more than 0.008 which is smaller than 0.05. Based on these results, it can be concluded that work motivation has a significant effect on the employee performance of PT. Catur Mitra Sejati Sentosa. (3) Work Communication (X1) and Work Motivation (X2) have a significant effect simultaneously on the Employee Performance variable (Y).

Implementation Of Performance Assessment To Determine Employee Performance

This study has a purpose to determine the implementation of performance appraisal to assess employee performance conducted at PT. XYZ Sampling is done by using the census technique, namely taking samples from the total population. The research instrument used a questionnaire. Then test the validity and reliability to test the data requirements. The weighting of the questionnaire uses a Likert scale. The data analysis technique used a correlation test and t-test (hypothesis test).From the research results, the implementation of work performance to assess employee performance is carried out based on the work performance form with an assessment based on a rating scale. Employee performance has been included in the "good" category. This is known from the majority of employees who have assessment results with scores that fall into the good category. Employee performance has also produced good results. It was concluded that there is a strong and positive relationship between work performance and employee performance. It is known from the acquisition of the value of r = 0.722. A positive and strong relationship means that if the work performance variable increases, it will be followed by an increase in employee performance. Vice versa, if there is a decrease in the work performance variable, it will be followed by a decrease in the performance variable.

Pengaruh Lingkungan Kerja dan Gaya Kepemimpinan Terhadap Kepuasan Kerja Serta Dampaknya pada Prestasi Kerja di Hotel Inna Garuda Yogyakarta

The purpose of this research was to found both direct or indirect the influence of jobs atmosphere, and leadership style variable toward employee’s performance through job satisfaction at Hotel Inna Garuda Yogyakarta. The data used in this research was primary data which consists of 7 dimensions with 11 indicators for the jobs Atmosphere variable. 5 dimensions with 11 indicators for the Leadership Style variable. 5 dimensions with 11 indicators for satisfaction variable, and 3 dimensions with 11 indicators for job performance variable. The method of collecting data was granted by questionnaires deployment to 70 respondents by quantitative and qualitative descriptive. The result of the data analysis described that all of hypothesis was acceptable. It is indicated that the Corporate Culture, and Leadership Style variable have positively and significantly influenced toward job satisfaction, and based on the result of path analysis ( direct and indirect) that those variables were found directly dominant influenced toward the employee's performance than through the job satisfaction.

The Effect of Compensation on Employee Performance at Kreasindo Jaya Abadi

The purpose of this study was to determine the effect of compensation on employee performance. The method used is a quantitative research method with the number of samples used is 54 respondents. The sampling technique was done by random sampling. The results of the study: The correlation coefficient (rxy) was 0.46. This shows that there is a moderate relationship between the variables of Compensation and Employee Performance at Kreasindo Jaya Abadi; Compensation variable contributes to Employee Performance variable by 21.16% and the remaining 78.84% is contributed by other variables; We get a simple linear regression equation Y = 18.30 + 0.5082X. The results of the hypothesis analysis show the value of t count > t table (3.7353 > 1.6747), so H0 is rejected and Ha is accepted. So, it can be concluded that there is a significant influence between the Compensation variable and the Employee Performance variable.

EFFECT OF HEAD MANAGEMENT COMPETENCE ON TEACHER PERFORMANCE IN SMA NUSANTARA PLUS

This study aims to determine the effect of principal managerial competence on teacher performance at senior high school Nusantara Plus. The method used in this study is quantitative. The samples in this study were all senior high school Nusantara Plus, totaling 35 people/respondents. The data collection instrument used was a questionnaire. Based on the research results on the determination test, the coefficient of determination (R square) was 0.172. The R square value of 0.172 comes from the square of the correlation coefficient or "R", which is = 0.172 or equal to 17.2%. This figure shows that the managerial competence variable (X) affects the teacher performance variable (Y) by 17.2%, and 82.8% is influenced by other variables not examined.

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).