Journal articles on the topic 'Employee motivation Indonesia'
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Jaya, Indra, and Surya Ningsih. "HUBUNGAN MOTIVASI KERJA DENGAN KINERJA KARYAWAN PADA PT KAO INDONESIA." JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) 2, no. 1 (March 29, 2018): 20–29. http://dx.doi.org/10.34203/jimfe.v2i1.728.
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ABSTRACTMotivation has a close relationship and how a person's behavior begins, supported, strengthened and redirected. Therefore the basis for motivating employees, among others, is to create a work atmosphere that can cause or make employees can act and do something. Basically the employee's performance is the result of a complex process, both derived from the employee's personal self (internal factors) as well as the strategic efforts of the company through a leader, one of the ways of enhancing the sake of achieving good performance is to provide motivation or encouragement. This study aimed to clarify whether there is a relationship work motivation and performance of employees at PT Kao Indonesia.Hasil analysis Pearson product moment correlation coefficient correlation of 0.540 means that work motivation and performance of employees have a relationship that was. Determination coefficient of 29.16% means that employee performance variation can be explained by the work motivation of 29.16% and the remaining 70.84% is explained by other factors not examined. Hypothesis test results correlated with t test showed tcount > ttable (4.889> 2.002) H0 is rejected it means there is a real relationship between work motivation and employee performance.Keywords: Motivation and Employee Performance
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Indriyani, Ratih, Hendro Prakoso Handjaya, and Ayoub Gougui. "Measuring Employee Performance of Shuttle Cock Industry in Surakarta, Indonesia." SHS Web of Conferences 76 (2020): 01041. http://dx.doi.org/10.1051/shsconf/20207601041.
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Employees are the core of ongoing organizational activities. In the industrial cycle, employees are coming from adjacent regions.Social support is needed to have motivation at work. Motivation to work will have an impact on work results. This study aims to analyze social support for employee performance with work motivation as an intervening variable in the shuttlecock industry in Pringgolayan Surakarta, Indonesia. Previous research shows that social support has an influence on employee motivation at work. Other studies explain that motivation can improve employee performance. This study uses a quantitative method with a sample of 100 respondents. The sample is determined by the purposive sampling method. Respondents are employees of the shuttlecock industry, who had worked for at least 3 mo.. This study uses SmartPLS 3.0 as a data analysis technique. The results of this study indicate that working conditions have a significant effect on work motivation, social support has a significant effect on work motivation and social support has a significant effect on employee performance. Research also shows that work motivation has a significant influence on employee performance. Work motivation among shuttlecock industry employees still needs to be improved so that its performance is improved. Aspects of social support are friends and superiors, for that the leadership must provide support to increase employee work motivation.
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Rulianti, Erina, Giri Nurpribadi, and Roni Amirudin. "Peran Motivasi dalam Memediasi Pengaruh Lingkungan Kerja terhadap Kinerja Karyawan." Jesya (Jurnal Ekonomi & Ekonomi Syariah) 4, no. 2 (May 29, 2021): 963–73. http://dx.doi.org/10.36778/jesya.v4i2.458.
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The purpose of this study is to explain the role of motivational mediation on the influence of the work environment on the performance of employees of PT Hung-A Indonesia. This research is quantitative in nature using a questionnaire as a data collection tool. The population in this study were employees of PT Hung-A Indonesai Hi End Factory division with 81 samples obtained from the Slovin formula. The independent variable in this study is the work environment, the dependent variable is employee performance and the work motivation variable is the mediating variable. Data analysis in this study used path analysis. By processing data using Smart PLS 3.0. The results showed that work environment variables had an effect on employee performance. Work environment variables affect motivation. Motivation variables have an effect on employee performance, and motivation is able to mediate the influence of the work environment on employee performance.
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Saengchai, Sakapas, Parinya Siriattakul, and Kittisak Jermsittiparsert. "Exploring the link between HRPractices, Employee Motivation, Employee Empowerment and Employee Performance in Engineering Firms of Indonesia." International Journal of Psychosocial Rehabilitation 23, no. 4 (December 20, 2019): 734–47. http://dx.doi.org/10.37200/ijpr/v23i4/pr190406.
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Asbullah, M., Saefudin Zuhri, and Muhammad Nur Abdi. "Factors that influence employee’s retention rate in financial technology startups in Indonesia." Priviet Social Sciences Journal 2, no. 1 (January 30, 2022): 17–22. http://dx.doi.org/10.55942/pssj.v2i1.140.
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The current human resource management (HR) and brand marketing (Employer Branding) issues are recruiting and retention approaches that 'involve internally and externally encourage a clear vision of what makes a business different and attractive as a business. Sampling is done using probability sampling techniques, namely sampling techniques that provide equal opportunity or opportunity for each member of the population to be selected as a sample. This method is carried out when members of the population are considered homogeneous to financial technology stratups employees. The results of this study explain that there are several important factors that can affect employee retention at financial technology stratups companies, one of which is compensation and recognition which have a significant effect on employee retention. Motivation is the variable that has the greatest influence on employee retention, apart from having a direct effect on motivation, motivation has also succeeded in being a mediator between compensation for employee retention and recognition of employee retention.
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Hairudin, Hairudin, and Eka Travilta Oktaria. "Analisis Peningkatan Kinerja Karyawan melalui Motivasi Kerja Internal dan Motivasi Eksternal Karyawan." Jurnal Akuntansi, Keuangan, dan Manajemen 4, no. 1 (December 19, 2022): 1–14. http://dx.doi.org/10.35912/jakman.v4i1.1466.
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Abstract: Purpose: This study aims to analyze internal work motivation and external work motivation on employee performance at PT. Fontera Brand Indonesia Bandar Lampung Branch. Method: The research method used in this study is a quantitative method with a census approach. Data collection techniques based on data sources in this study uses a questionnaire method. The analysis technique used in this research is validity test, reliability test, classical assumption test, multiple linear regression analysis, correlation analysis and coefficient of determination, F test, and t test. Result: Work motivation both internally and externally simultaneously has a significant effect on employee performance at PT. Fontera Brand Indonesia Bandar Lampung Branch; Partial internal work motivation has a significant effect on employee performance at PT. Fontera Brand Indonesia Bandar Lampung Branch; External work motivation partially has a significant effect on employee performance at PT. Fontera Brand Indonesia Bandar Lampung Branch. Limitation: This study only assesses the variables of internal and external motivation and the performance of employees working at PT. Fontera Brand Indonesia Bandar Lampung Branch, as well as clear literacy limitations on employee motivation. Contribution: This research provides suggestions for PT. Fontera Brand Indonesia Bandar Lampung Branch to provide performance motivation both internally and externally for employees who can provide output in terms of improving employee performance so that it is more leverage. Novelty: The novelty in this study lies in the conditions carried out by researchers during the transition from pandemic to endemic, so that they pay attention to differences in research results with previous studies that have been conducted. Keywords: 1. Work Motivation 2. External Work Motivation 3. Internal Work Motivation 4. Employee Performance
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Amirudin, Amirudin. "PENGARUH DISIPLIN KERJA, MOTIVASI KERJA TERHADAP LINGKUNGAN KERJA DAN KINERJA KARYAWAN PT. SAMSONITE INDONESIA." Research Journal of Accounting and Business Management 5, no. 1 (July 5, 2021): 39. http://dx.doi.org/10.31293/rjabm.v5i1.5043.
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In achieving organizational goals, of course, employees are required to maximize the performance they have. Employee performance is an important thing for the organization to pay attention to, because it can affect the achievement of goals and the progress of the organization in the changing global competition. The objectives of this study are: 1) to analyze and determine work discipline on employee performance. 2) analyze and determine the work motivation of employees. 3) analyze and determine the work environment on employee performance. 4) analyze and determine the effect of work discipline, work motivation and work environment simultaneously on employee performance.This research method uses a survey method with a quantitative research approach. survey research is meant to explain causal relationships and hypothesis testing. the population in this research are all employees of PT. Samsonite Indonesia as many as 125 employees, using the Slovin formula, the employees of PT. The sample of Samsonite Indonesia used in this study is 96 people.The results of this study indicate that: 1) Work discipline has a positive and significant effect on the employee performance of PT Samsonite Indonesia. 2) Motivation has a positive and significant effect on the employee performance of PT Samsonite Indonesia. 3) The work environment has a positive and significant effect on the employee performance of PT Samsonite Indonesia. 4) Work discipline, work motivation and work environment simultaneously have a positive and significant effect on employee performance of PT Samsonite Indonesia employees.
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Hilal, Achmad. "Pengaruh Kompetensi, Motivasi, Pengharapan Terhadap Kinerja Pegawai di Rumah Sakit Wisata Indonesia Timur." Journal of Health Quality Development 2, no. 1 (June 12, 2022): 13–18. http://dx.doi.org/10.51577/jhqd.v2i1.274.
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Hospital employee competence is an absolute requirement that must be owned by hospital organizations as an absolute requirement in the current era of competition. In addition, the motivation and expectations of employees become basic needs that support employees so that human resources fulfill their competencies, this study is aimed at looking at the effect of motivation on employee competence at tourist hospitals in eastern Indonesia. The method used is descriptive quantitative by using a frequency table to describe employee perceptions of the proposed indicator components. The results showed that the competence, motivation and expectations of employees had a significant effect on employee performance at the Eastern Indonesia Tourism Hospital. The improvement of employee competence is carried out through increasing skills, knowledge, providing guidance/direction by the leadership; When employee motivation is growing, it will encourage an increase in their performance; When employees expect various things related to work and organizational conditions, the implementation of work will be more focused with satisfactory work results.
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Pawirosumarto, Suharno, Purwanto Katijan Sarjana, and Muzaffar Muchtar. "Factors affecting employee performance of PT.Kiyokuni Indonesia." International Journal of Law and Management 59, no. 4 (July 10, 2017): 602–14. http://dx.doi.org/10.1108/ijlma-03-2016-0031.
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PurposeThis study aims to examine, analyze and explain the influence of leadership style, motivation and discipline to employee performance simultaneously and partially at PT. Kiyokuni Indonesia. Design/methodology/approachThe primary data used in this study come from questionnaire on respondents’ motivation, discipline, leadership style and employee performance. From 451 people as the population, 82 respondents who met the criteria as a sample were chosen by using the Slovin formula. The analytical method used is multiple linear regression analysis using SPSS Version 22. FindingsThe results of this study indicate that there is a positive and significant influence simultaneously between leadership style, employee motivation and discipline on employee performance. The results also show that there is a positive and significant influence partially between leadership style, employee motivation and discipline on employee performance. Discipline is the variable of the most powerful influence on employee performance, so it needs special attention. Originality/valueThe respondents of this research work for a company which generates products through the work of hands (manual work) and aims to promote the products in the international market.
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Said, Firman Kurniawan, Usep Suhud, and Christian Wiradendi Wolor. "Employee Performance Analysis at Bank Syariah Indonesia." Oblik i finansi, no. 1(95) (2022): 113–21. http://dx.doi.org/10.33146/2307-9878-2022-1(95)-113-121.
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On August 9, 2021, in Indonesia, the Bank Syariah Indonesia (BSI) was established through the merger of three Islamic banks. It is expected that the BSI, as the largest Islamic bank, will be capable of encouraging national economic growth. However, to ensure effective operation, the bank's management must carefully study and analyze employee culture, motivation, and skill changes that affect their performance. This study aims to identify the impact of organizational culture, competence, and work motivation on employee performance at Bank Syariah Indonesia. The sample of this study was permanent employees at Bank Syariah Indonesia's head office. Operationalization variables to develop research instruments, the authors use the indicators used by previous studies because they have been tested and validated.Data analysis methods using SEM (Structural Equation Model) with SPSS (Statistical Program for Social Science) and Amos 26 software. This study shows that organizational culture, employee competence, and motivation has a significant positive effect on employee performance. The organizational culture variable does not significantly affect work motivation at PT Bank Syariah Indonesia. In addition, work competence has a significant positive effect on work motivation. In recent years, the acceleration of globalization, increasing competition and the development of information and communication technologies have added new concepts such as knowledge and innovation to organizational culture. So, the Bank Syariah Indonesia should be able to combine Islamic values and Industry 4.0 to create a comfortable working climate for employees.
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Ghiyats, Fatinah, and Irfan Noviandy Aulia, Dr., SE., MM., CHRP. "The Effect of Competence and Motivation of Employee Performance With Organizational Commitment as Intervening Variables in PT. Maleo Kreatif Indonesia." International Journal of Innovative Science and Research Technology 5, no. 7 (August 6, 2020): 959–66. http://dx.doi.org/10.38124/ijisrt20jul707.
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This study aims to determine and analyze the effect of competence and motivation on employee performance at PT. Maleo Kreatif Indonesia. To find out and analyze the effect of competence, motivation on organizational commitment at PT. Maleo Kreatif Indonesia. To find out and analyze the effect of organizational commitment on employee performance at PT. Maleo Kreatif Indonesia. To find out and analyze the effect of competence and motivation on employee performance with organizational commitment as an intervening variable at PT. Maleo Kreatif Indonesia. The research method in this study uses quantitative research with the type of explanatory research. The population in this study were all employees of PT. Maleo Kreatif Indonesia, amounting to 60 people who are at the level of the manager down. The sample method in this study uses probability sampling by determining the sample using a census. Then the size of the sample used in this study were 60 respondents who were employees with managerial level downwards. The data analysis method used in this study is the Structural Equation Model (SEM) with the help of the Smart PLS version 3 program. The results showed that competence and motivation had a positive and significant effect on employee performance at PT. Maleo Kreatif Indonesia. Furthermore, competence, motivation and have a positive and significant influence on organizational commitment at PT. Maleo Kreatif Indonesia Organizational commitment has a positive and significant impact on employee performance at PT. Maleo Kreatif Indonesia. Competence and motivation have a positive and significant effect on employee performance with organizational commitment as an intervening variable at PT. Maleo Kreatif Indonesia
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Syaifuddin and Iwan Sidharta. "Desire and climate on employee performance – a study on plantation state-owned enterprise in Indonesia." Problems and Perspectives in Management 15, no. 4 (December 25, 2017): 222–29. http://dx.doi.org/10.21511/ppm.15(4-1).2017.06.
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Motivation and work environment play a major role in optimizing the employee performance. Investigating the influence of achievement motivation and organizational climate on employees’ performance is the main goal of this study. Furthermore, the survey method is used by this study. Meanwhile, the data were analyzed by using Partial Least Square. The study sample consisted of 226 employees who work in Plantation State-Owned Enterprise. The samples were taken with simple random sampling technique. The result shows that motivation and organizational climate have an influence on work performance. In summary, the organizational efforts are fundamental in increasing employee achievement motivation and creating conducive organizational climate. As a result, the employee performance can reach the optimum level.
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Ependi, Ependi. "Pengaruh Kepemimpinan, Kompensasi, Motivasi dan Disiplin Kerja Terhadap Kinerja Karyawan PT. Charoen Popkhand Indonesia Tbk (CPI)." Ilmu Ekonomi Manajemen dan Akuntansi 1, no. 1 (March 30, 2020): 1–18. http://dx.doi.org/10.37012/ileka.v1i1.142.
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Influence Leadership, Compensation, Motivation and Work Discipline Against Employee Performance PT. Charoen Popkhand Indonesia Tbk (CPI). This study aims to determine the effect of Leadership, Compensation, Motivation and Work Discipline Against Employee Performance PT. Charoen Popkhand Indonesia Tbk (CPI).Sample response taken by purposive sampling method where samples taken as much as 55 respondents from 55 Employees of PT. Charoen Popkhand Indonesia Tbk (CPI). The analysis method used in this research is multiple linear regression analysis and classical assumption test. Hypothesis testing is done by using F test and t test.The results of this study show that partially, Leadership variables have a low and insignificant effect on employee performance, Compensation has an effect on and Significantly to Employee Performance, Motivation influence and significant to Employee Performance Meanwhile, and Discipline also influential and significant to Employee Performance. Taken together, Leadership, Compensation, Motivation and Discipline significant effect on Employee Performance PT. Charoen Popkhand Indonesia Tbk (CPI).Keywords: Employee Performance is instrument achievement that must be set by PT. Charoen Popkhand Indonesia Tbk (CPI).
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Atikah, Selvi, and Hedwigis Esti Riwayati. "STRATEGIES TO IMPROVE EMPLOYEE PERFORMANCE DURING THE COVID-19 PANDEMIC THROUGH MOTIVATION AND LEADERSHIP STYLE MEDIATED BY JOB SATISFACTION." Dinasti International Journal of Management Science 2, no. 5 (June 27, 2021): 713–23. http://dx.doi.org/10.31933/dijms.v2i5.866.
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This study aims to analyze strategies to improve employee performance during the pandemic through motivation and leadership style mediated by job satisfaction of PT Hanwa Indonesia employees during the Covid 19 pandemic. The data used is primary data obtained by distributing questionnaires. The population uses 160 employees of PT Hanwa Indonesia. The sample is 114 employees. Data processing using the PLS-SEM model. The results showed that work motivation and leadership style had a significant positive effect on job satisfaction. Work motivation and leadership style have no effect on employee performance. Job satisfaction has a significant positive effect on employee performance. Job satisfaction is not able to mediate the influence of motivation and leadership style on the performance of PT Hanwa Indonesia employees during the Covid 19 pandemic.
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Rozali, Muhammad, and Kusnadi Kusnadi. "PENGARUH MOTIVASI DAN KOMPENSASI TERHADAP KINERJA KARYAWAN PADA PT TAKEDA INDONESIA." Aliansi : Jurnal Manajemen dan Bisnis 13, no. 2 (September 5, 2020): 65–74. http://dx.doi.org/10.46975/aliansi.v13i2.24.
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This research was conducted at Pharmaceutical company PT Takeda Indonesia with the problem that the company was based on initial observations of motivation, compensation, and employee performance, especially in the sales division showing the level of employee motivation was still low, and it is also found that most employees were less satisfied with the compensation system in effect, so that the level of employee performance in PT Takeda Indonesia’s sales division has not been optimal. The purpose of this study is to determine and analyze the effect of motivation and compensation on employee’s performance in PT. Takeda Indonesia. The method used in this study is descriptive quantitative and associative methods. The sample in this study was obtained through a response from 53 employees of PT. Takeda Indonesia in Team Established. The questionnaire was designed in such a way by using a Likert scale to obtain data from the three research variables namely motivation, compensation, and employee performance. Data analysis was done using Multiple Linear Regression with SPSS 18.00 program tools. The results show that motivation and compensation affect the performance of employees at PT. Takeda Indonesia, both jointly and partially.
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Lestari, Septiyani Priska Putri, and Agung Guritno. "Factors Affecting the Performance of Islamic Banking Employees." Velocity: Journal of Sharia Finance and Banking 1, no. 1 (May 30, 2021): 88–97. http://dx.doi.org/10.28918/velocity.v1i1.3755.
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This study aims to see how remuneration, competence, and organizational culture affect employee performance at Bank Syariah Indonesia Semarang Branch. This is a quantitative analysis with 50 employees of Bank Syariah Indonesia Semarang Branch participated. The data were processed with the SPSS version 20 application tool. Instrument tests, classical assumption tests, statistical tests, and MRA tests are all included in this study's analysis. The T-test results show that remuneration has no significant impact on employee performance, integrity has a positive and significant impact on employee performance, and motivation has no impact on employee performance. Organizational Culture variables moderate / reinforce the relationship between Reward for Employee Performance, Competence, and Employee Performance, and Motivation and Employee Performance. The implications of the study are, the management should give more attention to the remuneration and motivation factors to enhance employee performance.This study aims to see how remuneration, competence, and organizational culture affect employee performance at Bank Syariah Indonesia Semarang Branch. This is a quantitative analysis with 50 employees of Bank Syariah Indonesia Semarang Branch participated. The data were processed with the SPSS version 20 application tool. Instrument tests, classical assumption tests, statistical tests, and MRA tests are all included in this study's analysis. The T-test results show that remuneration has no significant impact on employee performance, integrity has a positive and significant impact on employee performance, and motivation has no impact on employee performance. Organizational Culture variables moderate / reinforce the relationship between Reward for Employee Performance, Competence, and Employee Performance, and Motivation and Employee Performance. The implications of the study are, the management should give more attention to the remuneration and motivation factors to enhance employee performance.
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Setyawan, Rachmat. "KEPEMIMPINAN, MOTIVASI, LINGKUNGAN KERJA DAN KINERJA KARYAWAN DI PT. NIRO CERAMIC INDONESIA." JURNAL LENTERA BISNIS 6, no. 1 (December 21, 2017): 91. http://dx.doi.org/10.34127/jrlab.v6i1.170.
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<p><em>The purpose of the study or research is to know more about how leadership, motivation, and working environment influencing on employee performance and for finding which is as dominant factor from those variables. The research method used is multi linier regression to test leadership, motivation and working environment variable to employee performance. 375 employees were taken as sample from the employee population. The result of research showed that determination coefficient obtained is 0.476 (or equal to 47.6%), this means changing at employee performance simultaneously determined from variable of leadership, motivation and working environment by 47.6%, and the rest about 52.4% determined by other variables which are not focused in this research. Research also showed that there is a significant influent from leadership, motivation, and working environment variable to employee performance. Motivation variable becomes the dominan variable affecting the employee performance by 0.400, then working environment variable by 0.234 and the last leadership by 0.107.</em></p><p align="center"> </p><em>Key words: Leadership, Motivation, Environment, and Performance</em>
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Christi W, Putu Misiliana, and Nyoman Sri Subawa. "Kepemimpinan, Stres Kerja, Motivasi, Lingkungan Kerja dan Kinerja Kerja Karyawan." Journal Of Administration and Educational Management (ALIGNMENT) 3, no. 2 (December 21, 2020): 109–19. http://dx.doi.org/10.31539/alignment.v3i2.1830.
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The purpose of this study was to analyze the influence of leadership, work stress, motivation, work environment and work performance at Airnav Indonesia Denpasar Branch. This study used simple random sampling technique on 68 respondents by taking respondents from permanent employees. The data used in this study were obtained from the measurement results of 68 employees (39 male employees and 29 female employees). The test was carried out by the PLS (Partial Least Square) method with the smartPLS program. The results of this study indicate that there is a significant influence of leadership on employee work performance. Job stress has a significant effect on employee work performance. Motivation has a significant effect on employee work performance. The work environment has a significant effect on employee work performance. Leadership has a significant effect on motivation. The work environment has a significant effect on the motivation of the employees of Airnav Indonesia Denpasar Branch.
Keywords: Leadership, Job Stress, Motivation, Work Environment and Performance
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Fatari, Fatari, and Seno Firmansyah. "PENGARUH LINGKUNGAN KERJA DAN MOTIVASI TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI DI PT. POLYPLEX FILMS INDONESIA." National Conference on Applied Business, Education, & Technology (NCABET) 1, no. 1 (October 15, 2021): 114–25. http://dx.doi.org/10.46306/ncabet.v1i1.10.
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This study aims to determine how much influence the work environment and motivation have on the performance of employees in the production department at the manufacturing company PT. Polyplex Films Indonesia. This research uses descriptive quantitative method with correlational analysis. The size of the population and the sample are 58 employees of the production division, using a saturated sample, namely all existing employees. The results of testing the T hypothesis, the work environment has no effect on employee performance, obtained a T value (Tcount 1.657 < Ttable 2.00404), hypothesis 2 that motivation has a positive effect on employee performance obtained the t-value (t count 2.787 > t table 2.00404). Simultaneously the work environment and motivation on employee performance is shown by the value of Fcount of 14.511 > Ftable 3.16. Partially the work environment has no effect on employee performance, but simultaneously the work environment and motivation affect employee performance with a contribution of 34.5%
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Setiyani, Aris. "Employee Engagement Dan Millenials Indonesia." Jurnal Doktor Manajemen (JDM) 2, no. 1 (December 30, 2019): 65. http://dx.doi.org/10.22441/jdm.v2i1.6811.
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In this era of global change, where the millennial generation has begun to enter the workforce, more and more workers around the world are feeling uneasy about staying in their current jobs. Even in a survey conducted by TNS Employee Insights, a survey agency in the United States, stated that only 14.3% of workers were fully engaged with the company, 29.7% were involved and the rest did not want to be involved in the organization. The survey also noted about 45% of respondents who stated they were not satisfied with their work. The level of employee dissatisfaction will negatively affect the behavior and feelings of employees in a company. This study aims to look at the 3 variables, namely compensation, flexible working hour and company branding, which is the most influential on employee engagement to stay and be involved in realizing the ideals of the organization. This research was conducted on millennial respondents who had worked for at least 1 year in various industries both manufacturing and service industries in the area of West Java, Central Java and East Java as well as Jabodetabek, Indonesia. The number of samples collected and calculated were 285 respondents. Data calculation is done using SEM-AMOS software. From the analysis of the data it was found that compensation, flexible working hour and company branding have an influence on employee motivation and employee engagement, and employee motivation has the effect of mediating the relationship between compensation, flexible working hour and company branding on employee engagement.
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Koniswara, Sanjung, and Tri Suris Lestari. "GAYA KEPEMIMPINAN SITUASIONAL TERHADAP MOTIVASI KERJA KARYAWAN PADA PT GARUDA INDONESIA (PERSERO) TBK CABANG KUPANG." EKOBIS : Jurnal Ilmu Manajemen dan Akuntansi 7, no. 1 (June 21, 2019): 1–15. http://dx.doi.org/10.36596/ekobis.v7i1.69.
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Based on Kompas news, it is known that several pilots who are members of the Garuda Pilot Association (APG) conducted a strike because of management problems. Employees (pilots) assume that management always makes unilateral decisions on every policy made. This study aims to determine the effect of situational leadership style on employee work motivation at PT Garuda Indonesia (Persero) Tbk Kupang Branch. The independent variable under study is the situational leadership style (X), while employee work motivation (Y) as the dependent variable is examined. Situational leadership style variables are measured using indicators of instruction, consultation, participation, and delegation. The variable work motivation of employees is measured by using indicators of willingness to assume responsibility, achievement motivation, and engagement. This study uses a sample of 25 respondents, namely the executive employee of PT Garuda Indonesia (Persero) Tbk Kupang Branch. While sampling uses a saturated sampling technique. The data used are primary data and secondary data collected through questionnaires and observations. The results of this study based on the results of the correlation analysis/relationship between situational leadership style and employee work motivation obtained a correlation value of 0.677 which is classified as positive and strong. The results of simple linear regression analysis obtained the equation Y = 31.931 + 0.599X, X regression coefficient of 0.599 states that every 1% increase in the value of situational leadership style, the motivation value increases by 0.599. The t-test shows that situational leadership style (variable X) partially proved to have a positive effect on employee work motivation (variable Y). The magnitude of the influence of situational leadership on employee motivation is 45.9%, while 54.1% is influenced by other factors such as the desire to live, the desire for a position, the desire for power and the desire for recognition, which is not examined by the researcher.
Based on the results of the data analysis, it is suggested that in increasing employee work motivation, it is necessary to have guidance and training in the field of tasks as well as increased motivation related to the needs of employees both internally and externally. For other researchers, it is expected that they can expand the object of their research and not only limited to the PT Garuda Indonesia (Persero) Tbk Kupang Branch but can be done in other institutions related to the objectivity of employee motivation.
Keyword : situational leadership, motivation, employees
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Baribin, Diah Pranitasari, and Cici Bela Saputri. "PENGARUH BUDAYA ORGANISASI DAN LINGKUNGAN KERJA TERHADAP MOTIVASI KERJA SERTA DAMPAKNYA TERHADAP KEPUASAN KERJA KARYAWAN." JRMSI - Jurnal Riset Manajemen Sains Indonesia 11, no. 1 (April 10, 2020): 46–61. http://dx.doi.org/10.21009/jrmsi.011.1.03.
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This study aims to determine (1) The influence of organizational culture on the work motivation of PT Posmi Steel Indonesia's employees, (2) The influence of the work environment on the work motivation of PT Posmi Steel Indonesia's employees, (3) The influence of organizational culture on PT Posmi Steel Indonesia's employee job satisfaction, (4) The influence of the work environment on PT Posmi Steel Indonesia's employee job satisfaction, (5) The effect of work motivation on PT Posmi Steel Indonesia's employee job satisfaction, (6) The influence of organizational culture and work environment on the work motivation of PT Posmi Steel Indonesia's employees, and ( 7) The influence of organizational culture and work environment on work motivation and job satisfaction of employees of PT Posmi Steel Indonesia.
The sample used in this study were 215 respondents from permanent employees of PT. Posmi Steel Indonesia. The statistical tests used are validity, reliability and path analysis.
The calculation results show that: (1) organizational culture has a significant effect on the work motivation of PT Posmi Steel Indonesia's employees, (2) the work environment has a significant effect on the work motivation of PT Posmi Steel Indonesia's employees, (3) organizational culture has a significant effect on job satisfaction of PT Posmi employees Steel Indonesia, (4) Work environment has a significant effect on job satisfaction of PT Posmi Steel Indonesia's employees, (5) Work motivation has a significant effect on job satisfaction of PT Posmi Steel Indonesia's employees, (6) Organizational culture and work environment have a significant effect on the work motivation of PT employees Posmi Steel Indonesia, and (7) Organizational culture and work environment significantly influence work motivation and job satisfaction of PT Posmi Steel Indonesia employees.
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Heryenzus, Heryenzus, and Restui Laia. "PENGARUH KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KARYAWAN SEBAGAI VARIABEL INTERVENING PADA PT BANK NEGARA INDONESIA CABANG BATAM." JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) 6, no. 2 (September 4, 2018): 12. http://dx.doi.org/10.33884/jimupb.v6i2.674.
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This study aims to determine the effect of compensation, motivation, compensation on employee performance, employee performance motivation and to determine the effect of job satisfaction on employee performance at PT. Bank Negara Indonesi Batam Branch. This study uses saturated samples for all employees at PT. Bank Negara Indonesi Batam Branch. Analysis method of this research using path analysis. Based on the results of the analysis found that compensation has a positive effect on job satisfaction, motivation has a positive and significant effect on job satisfaction, compensation has a positive and significant impact on employee performance, motivation has a positive and significant impact on employee performance, job satisfaction has a positive and significant influence on performance and employee satisfaction. Working mediates the effect of compensation and motivation on employee performance. Based on research results, PT. Bank Negara Indonesi Batam Branch. Should be fair compensation, motivate employees with promotion.
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Oktavianna, Rakhmawati. "PENGARUH KNOWLEDGE LEADERSHIP, KOMUNIKASI, DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT VALADOO INDONESIA." JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) 4, no. 1 (April 14, 2019): 1–18. http://dx.doi.org/10.34203/jimfe.v4i1.1103.
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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.
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Riyanto, Setyo, Endri Endri, and Novita Herlisha. "Effect of work motivation and job satisfaction on employee performance: Mediating role of employee engagement." Problems and Perspectives in Management 19, no. 3 (August 20, 2021): 162–74. http://dx.doi.org/10.21511/ppm.19(3).2021.14.
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Technological developments are things that must be followed by companies to achieve a competitive advantage to improve performance. To achieve and improve performance, companies need active employee engagement by encouraging motivation and fulfilling their job satisfaction. This study aims to analyze the effect of motivation and job satisfaction on performance with employee engagement as a mediating variable. The research sample is Information Technology (IT) companies located in the cities of Jakarta and Bandung, Indonesia. Research respondents are system developers who handle system development activities for a project or part of an ongoing project. By using the convenience sampling technique 103 responses were obtained from IT developers. The research model analysis method uses Partial Least Square (PLS) with SMART PLS Ver 3.0 software. Empirical findings prove that motivation has a positive effect on the performance of IT employees, while job satisfaction is independent. Employee engagement does not directly affect employee performance, but the effect of mediation through motivation and job satisfaction can have a significant effect on employee performance. The research findings have managerial implications, in increasing high employee involvement, motivation needs to be encouraged to be more active and innovative, and facilitate the achievement of the desired results. AcknowledgmentThis study was made possible because of the full support of the Region III Education Service Institute (LL-DIKTI III), the Ministry of Education and Culture of the Republic of Indonesia, and the Research Center at Mercu Buana University, Jakarta.
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Maharani, Reny. "THE IMPACT OF MANAGEMENT CONTROL ON PUBLIC SECTOR ORGANIZATIONS IN INDONESIA." Jurnal Akuntansi dan Keuangan Indonesia 18, no. 1 (June 30, 2021): 89–115. http://dx.doi.org/10.21002/jaki.2021.06.
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Using motivation crowding and self-determination theories, this study examines the relationship between elements of management control, intrinsic and extrinsic motivation, and the performance of public sector organizations in Indonesia. We used the Structural Equation Model (SEM) with a survey method on 187 employees of district/city governments in Indonesia to see if results, action, personnel, and cultural controls have an effect on employee motivation. Our study provides empirical evidence that motivation is influenced not only by results control, but also by other control elements such as action control and personnel control. This study also provides empirical evidence that intrinsic and extrinsic motivation can co-exist in improving organizational performance. This study contributes to the development of literature in the field of management accounting that shows the relationship between management control, employee motivation and organizational performance, as well as motivation as a mediator of the relationship between management control and organizational performance. The implications of this study include providing practitioners with information on which management control elements are most appropriate for enhancing employee motivation and performance in public sector organizations. Keywords: management control, intrinsic motivation, extrinsic motivation, organizational performance, public sector, mediator
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Nurdiansyah, Rezki, Siti Mariam, Muhammad Asrar Ameido, and Abdul Haeba Ramli. "Work Motivation, Job Satisfaction and Employee Performance." Business and Entrepreneurial Review 20, no. 2 (November 16, 2020): 153. http://dx.doi.org/10.25105/ber.v20i2.8006.
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<p>This investigation goals to anatomize the influence of work motivation on employee performance intercede by employee job satisfaction. The data is obtained directly through distributing questionnaires via google docs and whatsapp to employees who work at Bank Rakyat Indonesia. The number of respondents in this determination was 160 people. The results of hypothesis testing show : Work motivation has a positive and significant effect on employee performance, job satisfaction and employee performance through job satisfaction, then Job satisfaction has a positive effect and significant on employee performance.</p>
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Sadewo, I. Putu, Surachman Surachman, and Rofiaty Rofiaty. "The influence of working environment to employee performance mediated by work motivation." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (May 1, 2021): 213–22. http://dx.doi.org/10.20525/ijrbs.v10i3.1112.
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This study examines the effect of work environment on retail store employee performance in Malang, Indonesia with the role of work motivation as a mediation. Respondents in this study used 152 respondents who were millennials employees of retail stores in Malang Indonesia. This study uses a statistical analysis of the Structured Equation Model and Partial Least Square. WarpPLS is used as a data processing program for hypothesis testing. The test results show that the work environment has a significant effect of 0.259 on employee performance. The work environment at the retail stores also has a significant effect of 0.742 on work motivation. Work motivation also provides significant results on employee performance of 0.234. The mediating role of work motivation on the work environment and employee performance in retail stores throughout Malang, Indonesia has a significant mediating effect of 0.170
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Bayu Kurniawan, Fatkhur Risqi, Riyan Sisiawan Putra, Alifiya Anggraini, and Vanca Lova. "Motivasi Kerja Pada Karyawan Kontrak di Indonesia: Literature Review." EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi 2, no. 1 (December 22, 2022): 123–30. http://dx.doi.org/10.56799/ekoma.v2i1.653.
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This paper examines the work motivation of contract employees and the topic is limited because it only occurs in Indonesia. Then, there are not many studies that discuss work motivation for contract employees. Therefore, this literature study aims to discuss further about several studies related to work motivation in contract employees. Literature search was carried out on the Google database and specifically on a collection of University journals in Jakarta from 2019 to the present, there are 3 research journal articles that have been identified using inclusive and exclusive criteria, based on reviews that have been carried out, including the contract work system carried out according to with an agreement that has been signed together, it will improve employee performance by paying attention to and properly implementing work agreements, provisions regarding the period of service and providing employee wages in accordance with the provisions. High work motivation will have a positive impact on improving the performance of Contract employees by increasing love for the work given, cooperation, responsibility and enthusiasm for work
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Trihantoro, Johan. "Pengaruh Pelatihan dan Motivasi Kerja terhadap Kinerja Karyawan British Council Indonesia Di Jakarta." Journal of Economics and Business UBS 8, no. 2 (December 12, 2019): 142–49. http://dx.doi.org/10.52644/joeb.v8i2.28.
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The purpose of this research is to know: (1) Influence of Training on Employee Performance at the British Council Indonesia, (2) Influence of Work Motivation to Employee Performance in the British Council Indonesia, and (3) Influence Training and Work Motivation to Employee Performance at the British Council Indonesia. The type of research used is survey. The population in this study is employees of the British Council Indonesia. The sampling technique used purposive sampling method with the number of samples counted 41 people. Data collection techniques using questionnaires that have been tested for validity and reliability. Data analysis techniques used to answer the hypothesis is multiple regression. The results of this study show that: (1) Training variable has a positive effect on employee performance in British Council Indonesia. This is evidenced from the t-count of 3.454 with a significance value of <0.05, and the regression coefficient has a positive value of 0.327; (2) Work Motivation variable has a positive effect on employee performance in Britsih Council Indonesia. This can be proven from the tcount of 4.875, with a significance value of <0.05, and the regression coefficient has a positive value of 0.395; (3) Variables of Training, and Work Motivation simultaneously to employee performance in British Council Indonesia. This can be proven from the value of Fcount of 32.798 while Ftabel for n = 41 of 3.23, with significance <0.05.
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Aditya, Yohanes Ian Purwa, Prayekti Prayekti, and Jajuk Herawati. "PENGARUH MOTIVASI KERJA, DISIPLIN KERJA, DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PALANG MERAH INDONESIA DI KOTA GEDE DAERAH ISTIMEWA YOGYAKARTA." MANAJEMEN DEWANTARA 1, no. 1 (April 30, 2019): 192. http://dx.doi.org/10.26460/md.v3i1.7659.
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The purpose of this study was to determine the effect of (1) Work Motivation on Employee Performance, (2) Work Discipline on Employee Performance, (3) Work environment for Employee Performance (4) jointly Work Motivation, Work Discipline, Work Environment, towards Performance of Indonesian Red Cross employees in Kotagede Special Region of Yogyakarta.Based on the relationship between variables on the object under study, this study is causal or called a causal relationship. population is the whole of the research subjects, namely the Indonesian Red Cross Employees in Kotagede Yogyakarta Special Region, amounting to 55 people, because less than 100 then the researchers took all employees, namely 55 employees as samples. Methods of collecting data with a questionnaire. While the technique of data analysis uses multiple regression analysis. Supported by hypothesis testing (T) and F test. And the classic assumption test consisting of Normality Test, Multicollinearity Test, and Heterocedasticity Test.The results of the data analysis with a significance of 0.05 indicate that Work Motivation has a significant positive effect on Employee Performance. Work Discipline has a significant positive effect on Employee Performance. The work environment has a significant positive effect on Employee Performance. There is a simultaneous influence of Work Motivation, Work Discipline and Work Environment variables that have significant positive Employee Performance.Keywords: Work Motivation (X1), Work Discipline (X2), Work Environment (X3), Employee Performance (Y)
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Hirarto, Arief Alfatah, and Mila Sartika. "Faktor-Faktor yang Mempengaruhi Kinerja Karyawan Perbankan: Studi pada PT. Bank Rakyat Indonesia (Persero) Cabang Batang." Velocity: Journal of Sharia Finance and Banking 1, no. 1 (May 24, 2021): 10–25. http://dx.doi.org/10.28918/velocity.v1i1.3643.
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The purpose of this study is to describe and analyze the influence of leadership, intrinsic motivation, and career development on employee performance. The population in this study were 140 employees of PT Bank Rakyat Indonesia (Persero) Batang Branch. The sampling method used was purposive sampling method. Based on the data analysis, it can be concluded that there is a significant influence of the leadership variable on employee performance. There is a significant influence of the intrinsic motivation variable on employee performance. There is a significant influence of career development variables on employee performance. The variables of leadership, intrinsic motivation, and career development can affect employee performance by 41.8%.
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Hanum, Farida, and M. Ihsan Harahap. "ANALYSIS OF FACTORS AFFECTING EMPLOYEE PERFORMANCE AT BANK SYARIAH INDONESIA (BSI) OF ADAM MALIK BRANCH OFFICE IN MEDAN CITY." CASHFLOW : CURRENT ADVANCED RESEARCH ON SHARIA FINANCE AND ECONOMIC WORLDWIDE 1, no. 3 (April 6, 2022): 1–10. http://dx.doi.org/10.55047/cashflow.v1i3.165.
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This study aims to determine the concept of factors that affect employee performance at Bank Syariah Indonesia (BSI), which expected to be empowering human resources, work motivation, job satisfaction. A study of human resource management (HR) literature. The type of research used by the researcher is field research using qualitative methods and literature studies or library research. Data collection techniques used by researchers are interviews and observation. The finding reveals that HR empowerment has an effect on employee performance at Bank Syariah Indonesia, Work motivation has an affects employee performance at Bank Syariah Indonesia, and Job satisfaction has an effect on employee performance at Bank Syariah Indonesia. Therefore, the findings means that the more often the empowerment of human resources is given, the higher the employee's performance and the higher the work motivation, the higher the employee's performance and will also result in job satisfaction for employees at Bank Syariah Indonesia (BSI) Adam Malik Branch Office in Medan City.
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Labbase, Moh Kahfi Drajat, Asdar Djamereng, and Abdurahman Basalamah. "Pengaruh Kepemimpinan Motivasi Dan Komitmen Organisasi Terhadap Kinerja Karyawan PT. Industri Kapal Indonesia (Persero) Makassar." PARADOKS : Jurnal Ilmu Ekonomi 3, no. 4 (October 5, 2020): 99–105. http://dx.doi.org/10.33096/paradoks.v3i4.606.
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The purpose of this research is (1) to know the influence of leadership on employee performance at PT Industri Kapal Indonesia (Persero) Makassar City, (2) to know the influence of Motivation on the performance of Employees of PT Industri Kapal Indonesia Makassar City, (3) to know the influence of the Organization's Commitment to Employee Performance in PT Industri Kapal Indonesia (Persero) Makassar City and (4) to know the most dominant variables affecting the performance of Employees of PT Industri Kapal Industri Kota Makassar. The findings showed that leadership (bl=0.545), Motivation (b2=0.386) and Organizational Commitment (b3=0.444) had a partially positive and significant influence on the performance of Employees of PT Industri Kapal Indonesia (Persero) Makassar City. This shows that the leadership, motivation and commitment of the organization will be able to make a good impact for the office that aims to improve employee performance. Leadership variables are the most dominant variables in the performance of Employees of PT Industri Kapal Indonesia (Persero) Makassar City., because the value of the beta coefficient of Leadership variables is the larger compared to the variable regression coefficient motivation and commitment of the organization, which is 0.545. This shows that high leadership, will be able to make a good impact for employees in performing their duties and responsibilities to PT Industri Kapal Indonesia (Persero) Makassar City.
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Marzuki, Hasan, Raden Andi Sularso, and Murdijanto Purbangkoro. "PENGARUH BUDAYA KESELAMATAN KERJA, KEPIMIMPINAN DAN MOTIVASI TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN PADA PERUSAHAAN MINYAK DAN GAS BUMI “X” DI PROPINSI KALIMANTAN TIMUR." BISMA 12, no. 1 (January 31, 2018): 51. http://dx.doi.org/10.19184/bisma.v12i1.7601.
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Abstract: Research on corporate culture has been widely conducted both in Indonesia and overseas. However, research focuses on occupational health and safety (OHS) culture has not gained much attention in Indonesia, especially related to leadership, job satisfaction, motivation, and employee performance. This research aimed to analyze the influence of OHS culture, leadership, and motivation on job satisfaction and employee performance in the “X” oil and gas company in East Kalimantan Province. Primary data were collected from the sample consisted of 290 respondents, i.e, the permanent employees and the contractor’s employee working at Hindi II base. Results showed that OHS culture had a significant influence on job satisfaction, but it had no influence on employee performance. Leadership had a significant influence on job satisfaction and employee performance. Motivation had a significant influence on job satisfaction and employee performance. Job satisfaction had a significant influence on employee performance.
Keywords: OHS Culture, Leadership, Motivation, Job Satisfaction, Employee Performance.
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Kusumalita, Gede Nanda, and I. Gusti Bagus Honor Satrya. "PENGARUH MOTIVASI KERJA, KOMITMEN ORGANISASIONAL DAN KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA PEGAWAI KONTRAK." E-Jurnal Manajemen Universitas Udayana 8, no. 7 (March 10, 2019): 4704. http://dx.doi.org/10.24843/ejmunud.2019.v08.i07.p25.
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The purpose of this study was to determine the motivation of contract employees the role of transformational leadership style on contract employees and organizational commitment of contract employees to the performance at pt. Bank rakyat indonesia denpasar regional office. The method of determining the sample in this study uses the census method, where respondents numbered 54 contract employees who worked in the indonesian people's bank denpasar regional office. The data analysis technique used for this study is multiple linear regression. From the results of the analysis of this study indicate that contract employee work motivation has a positive and significant effect on the performance of contract employees. Transformational leadership has a positive and significant effect on contract employee performance. Furthermore, organizational commitment has a positive and significant effect on the performance of contract employees. Suggestions for the bank rakyat indonesia denpasar regional office should pay attention to continuance commitment to be able to improve the performance of contract employees in order to achieve the organization's long-term goals.
Keywords: motivation, organizational commitment, transformational leadership, performance, contract employees
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Gopar, Ida Abdul. "MOTIVASI KERJA KARYAWAN PT. GS ELECTECH INDONESIA: FAKTOR KOMPENSASI DAN PROMOSI JABATAN." Jurnal Pengembangan Wiraswasta 19, no. 1 (April 30, 2017): 61. http://dx.doi.org/10.33370/jpw.v19i1.125.
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This research analyze relations compensation and position promotion to motivation work employees the contract to PT. GS Electech Indonesia, data obtained from the questionnaire and direct observation in the field .Data analyzed use linear regression multiple .Research findings shows that compensation as the provision of retribution services consists of financial compensation , Non financial and activity has not been found relationship to motivation work employees the contract to PT. GS Electech Indonesia. Position promotion as a form of recognition of the results of was given based on accomplishments , experience and a mastery work has not been found relationship to motivation work employees the contract to PT. GS Electech Indonesia. This indicates that motivation work employee who seen from conformity over received an incentive , the condition workplace comfortable , received an award , given responsibility work and happy with the work he was doing not prescribed by compensation and position promotion applied a company to an employee contract . Keywords:compensation , position promotion and motivation
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Aurora Noel Saputri and Arif Nugroho Rachman. "FACTORS THAT AFFECT THE PERFORMANCE OF EMPLOYEES OF PT TELKOM INDONESIA WITEL SOLO." E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis 15, no. 1 (June 9, 2022): 9–23. http://dx.doi.org/10.51903/e-bisnis.v15i1.603.
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Observations that contain the intent to determine how much influence the variable understanding of SIA, compensation, competence, motivation, experience on the performance of employees of PT. Telkom Indonesia Witel Solo. The population contained in this study amounted to 70 employees with sample criteria targeting employees who use accounting information systems totaling 42 employees. The tool to analyze the data is multiple regression analysis. With the results of the partial research test where the variables of understanding accounting information systems, compensation, and work experience have no significant effect on employee performance, while competence and work motivation affect employee performance. And the results of the simultaneous test of all these variables together have a significant effect on employee performance.
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Akhyar, Zul, Amri, and Ridwan Nurdin. "The Effect of Emotional Intelligence and Work Environment on Motivation and Their Impact on Employee Performance of Pt. Bank Syariah Indonesia (Ex BSM) Consolidated Aceh Area." International Journal of Scientific and Management Research 05, no. 08 (2022): 10–20. http://dx.doi.org/10.37502/ijsmr.2022.5802.
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This study examines the emotional intelligence and work environment role in motivation and its impact on employee performance. This study was conducted at PT. Bank Syariah Indonesia (BSI) Aceh Consolidated Area, which was formerly PT. Bank Syariah Mandiri (BSM) before joining two other Islamic banks. The BSI Aceh Consolidated Area was chosen to see the impact of the merger on BSI employees who were formerly BSM employees. The population is BSI Aceh Consolidated Area employees totaling 400 employees. The sample was selected using a simple random sampling, the number of which was determined was 150 employees. The test equipment used is SEM-AMOS. The results prove that in the BSI Aceh Consolidated Area of Emotional and Environmental Intelligence was found to affect employee motivation; Emotional, environmental and motivational intelligence were also found to influence performance; and motivation mediates the emotional intelligence and the environment's role in performance partially. This finding also proves that the model for improving the BSI Aceh Consolidated Area employee performance is a function of increasing emotional intelligence and increasing environmental comfort, so that it can have an impact on increasing motivation.
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Windhi Rakatama, Anggit, and Chaerudin Chaerudin. "THE ROLE OF COMPETENCE, MOTIVATION AND COMPENSATION IN AFFECTING THE EMPLOYEE PERFORMANCE AT PT. ZTE INDONESIA." Dinasti International Journal of Digital Business Management 2, no. 2 (March 3, 2021): 290–98. http://dx.doi.org/10.31933/dijdbm.v2i2.772.
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The decline in employee performance which resulted in work outcomes were less than optimal, that was the moment when a phenomenon occurred. This research aims to assess the impact of competence, motivation and work compensation on employee performance at PT. ZTE Indonesia. The data analysis used multiple linear regression analysis. This type of research was included in quantitative. The sample subjects in this research were 86 employees of PT. ZTE Indonesia. The multiple linear regression analysis result shows if both partially and simultaneously competence, motivation and compensation had significant influence on the employee performance at PT. ZTE Indonesia.
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Karim, Abdul, Margono Setiawan, Nur Khusniyah Indrawati, and Mugiono Mugiono. "IMPACT OF HALAL STANDARDS ON LOGISTIC EMPLOYEE PERFORMANCE." Acta logistica 8, no. 3 (September 30, 2021): 269–76. http://dx.doi.org/10.22306/al.v8i3.237.
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Halal market size was predicted to grow to 3.2 Trillion dollars in 2024. Many countries, including Indonesia, have a strategic plan for this huge market opportunity. The Indonesian government asked organisations that produce Halal products to adopt Halal Standards is compulsory. Still, there are many internal factors that organisations need to consider to begin the implementation. One of these factors is related to the diverse workplace and the performance of an employee. This research aims to understand and analyse the effect of Halal Standards and performance management on employee performance with work motivation as an intervening variable and Islamic work ethic as moderator. The data collection was captured by distributing a questionnaire to Third Party Logistic Halal certified floor staff employees in two centres of Halal Supply Chain in Indonesia located in West and East Java. These Halal centres are diverse religious workplaces. The sample determination is done through Random Sampling, and the analysis technique uses Partial Least Square (PLS). The results showed that Halal Standards, work motivation and performance management have a significant impact on Employees Performance. Work motivation mediated Halal Standards and performance management on employee performance, but Islamic work ethic is not a moderator between work motivation and employee performance. The results are also interesting because, even though Halal Standards are Islamic rule, there is no significant issue to adopt it on 3PL with a diverse religious workplace.
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Ismawati, I., and Intan Komalasari. "PENGARUH GAJI, BONUS DAN FASILITAS TERHADAP MOTIVASI KERJA KARYAWAN (Studi Pada PT. BRI Unit I Sumbawa Besar)." Samalewa: Jurnal Riset & Kajian Manajemen 2, no. 1 (June 30, 2022): 78–89. http://dx.doi.org/10.58406/samalewa.v2i1.856.
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The purpose of this study was to determine the effect of salary (X1), bonus (X2), and facilities (X3) on employee work motivation (Y) at Bank Rakyat Indonesia Tbk Unit Kota 1 Sumbawa Besar, either partially or simultaneously. This type of research is associative research. The data used is primary data in the form of respondents' answers obtained through questionnaires. The population in this study were all employees of PT. Bank Rakyat Indonesia (BRI) Unit 1 Sumbawa Besar, totaling 20 people. The number of employees can be known with certainty and the number is not large, so the determination of the number of samples is carried out using a saturated sample. The data analysis technique used multiple linear regression analysis, t and F statistical tests, and the coefficient of determination (R2) test. The test was carried out using the SPSS version 16.0 application for windows. The research findings show that bonuses and facilities partially have a positive and significant effect on employee work motivation, while salaries partially have no effect on employee work motivation at Bank Rakyat Indonesia (BRI) Unit 1 Sumbawa Besar. Simultaneously, salaries, bonuses and facilities have a significant effect on employee motivation at Bank Rakyat Indonesia (BRI) Unit 1 Sumbawa Besar. The ability of the salary, bonus and facilities variables in influencing variations in employee motivation changes at Bank Rakyat Indonesia (BRI) Unit 1 Sumbawa Besar is 71.7% or is at a high level of correlation (relationship) so that the relationship is significant (meaningful), while the rest is 28.3% influenced by other variables outside the study.
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Huwaidaul Azkiya and Setyo Riyanto. "The Application of Good Work Motivation to Increase Employee Productivity Salam Indonesia Travel." Journal of Sosial Science 1, no. 5 (November 25, 2020): 204–10. http://dx.doi.org/10.46799/jsss.v1i5.42.
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The main reason for compiling this journal is to find out the application of good work motivation to increase employee productivity salam Indonesia travel. The research method used in this study is qualitative descriptive. Information collection procedures utilized in this study are the strategy of perception, interviews, and documentation considers. Information examination procedures in this study include the steps of data reduction, data display, and drawing conclusions. The result of the study found that the Motivation must be applied because it is one of the most important components in supporting the efficiency of worker productivity, without motivation, an employee will lose enthusiasm for work. The leader of Salam Indonesia Travel in increasing employee motivation using methods that are appropriate to the situation of the company and employees. Because every employee has different behaviors and actions at work, so the provision of motivation must be different as well. Highly motivated individuals mean that these people have a compelling reason to get the job done as the company wants. Conversely, when individuals have low motivation, they cannot work well together to achieve the desired performance efficiency of the company.
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Arby, R. Rahadian. "VERTICAL COMMUNICATION ON ACHIEVEMENT MOTIVATION AND SKILLS: A STUDY OF EMPLOYEE'S PERSPECTIVE FROM A MULTI-LEVEL MARKETING COMPANY IN BANDUNG, INDONESIA." Jurnal Ekonomi, Bisnis & Entrepreneurship 15, no. 1 (April 15, 2021): 8–15. http://dx.doi.org/10.55208/jebe.v15i1.217.
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This study explores the communication aspect further, namely vertical communication related to achievement motivation and skills of employees who work in multi-level marketing companies. The researcher used the SEM PLS analysis technique to determine the effect of vertical communication on achievement motivation and its implications for improving employee skills. The research data use employees who work in multi-level marketing companies in the city of Bandung as many as 53 employees. The study results indicate that there is a significant effect of vertical communication on achievement motivation and has implications for increasing employee skills by 0.177 and 0.610. Furthermore, the study results indicate that more effective vertical communication can increase employee achievement motivation, which can improve employee skills in completing the tasks and responsibilities that the company has given.
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Wijayanti, Ramadhian, and Mafizatun Nurhayati. "The Effect of Employee Religiosity and Organizational Culture on Employee Performance with Intrinsic Motivation as a Mediation Variable in Bank Syariah Indonesia (BSI) Ex BNI Syariah Head Office." European Journal of Business and Management Research 6, no. 5 (September 12, 2021): 100–106. http://dx.doi.org/10.24018/ejbmr.2021.6.5.1069.
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This study aims to analyze the influence of aspects of employee religiosity and organizational culture on employee performance mediated by employee intrinsic motivation. The object of this research is the employees of the office of Bank Syariah Indonesia (BSI) ex BNIS Head Office. A total of 111 respondents filled out the questionnaire, the sample was taken using the Slovin formula from a total population of 153 employees from each division. This research was conducted from July 2020 to June 2021 at the office of Bank Syariah Indonesia (BSI) ex BNIS Head Office. The sampling technique used is purposive sampling. The data were analyzed using the SmartPLS (Partial Least Square) path analysis application. The results of this study indicate that the aspect of employee religiosity has a positive and significant effect on employee performance and organizational culture has a positive and significant effect on employee performance. Meanwhile, intrinsic motivation mediates between aspects of employee religiosity and organizational culture on employee performance. Intrinsic motivation mediates employee religiosity and organizational culture perfectly.
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Wijayanti, Ramadhian, and Mafizatun Nurhayati. "The Effect of Employee Religiosity and Organizational Culture on Employee Performance with Intrinsic Motivation as a Mediation Variable in Bank Syariah Indonesia (BSI) Ex BNI Syariah Head Office." European Journal of Business and Management Research 6, no. 5 (September 12, 2021): 100–106. http://dx.doi.org/10.24018/ejbmr.2021.6.5.1069.
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This study aims to analyze the influence of aspects of employee religiosity and organizational culture on employee performance mediated by employee intrinsic motivation. The object of this research is the employees of the office of Bank Syariah Indonesia (BSI) ex BNIS Head Office. A total of 111 respondents filled out the questionnaire, the sample was taken using the Slovin formula from a total population of 153 employees from each division. This research was conducted from July 2020 to June 2021 at the office of Bank Syariah Indonesia (BSI) ex BNIS Head Office. The sampling technique used is purposive sampling. The data were analyzed using the SmartPLS (Partial Least Square) path analysis application. The results of this study indicate that the aspect of employee religiosity has a positive and significant effect on employee performance and organizational culture has a positive and significant effect on employee performance. Meanwhile, intrinsic motivation mediates between aspects of employee religiosity and organizational culture on employee performance. Intrinsic motivation mediates employee religiosity and organizational culture perfectly.
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Baskoro, Bimmo Dwi, Sudarmadji Sudarmadji, Suherman Suherman, Ahmad Yani, and Robby Simanjuntak. "Transformational Leadership, Knowledge Management, Work Motivation, and Employee Performance among Construction Employees in Jakarta." International Journal of Multicultural and Multireligious Understanding 8, no. 2 (February 6, 2021): 214. http://dx.doi.org/10.18415/ijmmu.v8i2.2339.
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This study aims to analyze the influence of transformational leadership (TL) and knowledge management (KM) on employee performance (EP) through work motivation (WM) at construction companies in Jakarta, Indonesia. The data was collected from construction firms that have grade high qualification in Jakarta, Indonesia. A sample of 138 companies representatives was drawn from 138 construction firms in Jakarta. The structural equation modelling – partial least squares (SEM-PLS) was used to test the proposed hypothesizes. TL has a significant effect on EP through WM. KM has a significant effect on EP through WM. The relevance of the research stems from the context of a major city in Jakarta, Indonesia. Furthermore, this research is one of the initial attempts to investigate EP by considering TL and KM and its applicability to Jakarta construction firms.
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Kuncoro, Wuryanti, and Alfazar Edi Putra. "The Improvement of Employee Performance Through Islamic Leadership, Emotional Quotient, and Intrinsic Motivation." International Business Research 13, no. 2 (January 20, 2020): 90. http://dx.doi.org/10.5539/ibr.v13n2p90.
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Improving good employee performance can have an impact on company success, employees are always required to work optimally where good or poor employee performance can affect overall company income. One of the most important in improving employee performance is Intrinsic Motivation. This study aims to determine and analyze the influence of Islamic leadership, emotional quotient, intrinsic motivation on employee performance. The population of this research is all employees at Sultan Agung Islamic Hospital Semarang, Indonesia. The number of samples studied in this study was 100 respondents with a purposive sampling technique, that is by determining specific characteristics in accordance with the research objectives. Data analysis in this study used multiple regression analysis. The results of this study indicate that there is an influence between Islamic leadership on employee performance, emotional quotient on employee performance, intrinsic motivation on employee performance, Islamic leadership on intrinsic motivation, and emotional quotient on intrinsic motivation.
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Afrizal, Afit, Muhammad Muhammad, Chablullah Wibisono, Indrayani Indrayani, and Awis Al’ Qarny. "Mediating Role of Job Satisfaction in Relationship of Compensation, Motivation and Organizational Commitment on Employee Performance in Batam Island, Indonesia." International Journal of Advances in Social Sciences and Humanities 1, no. 3 (August 31, 2022): 131–37. http://dx.doi.org/10.56225/ijassh.v1i3.50.
Full textAbstract:
Human resource is a creature that cannot escape from shortcomings in life for it often happens the problem of dissatisfaction, untruth, injustice, dishonesty, openness and indiscretions in the organization, such as a lack of concern for the organization to employees regarding compensation, motivation, organizational commitment, job satisfaction and employee performance. So, there needs to be a sense of concern in human resource management depth to the employees for all the activities of the organization to run smoothly. This study aimed to analyse the determination of compensation, motivation and organizational commitment to employee performance and job satisfaction as an intervening variable. The statistical method used to test the hypothesis is the Structural Equation Model with a total sample of 112 respondents. This study uses a questionnaire to measure the five-variable compensation, motivation, organizational commitment, job satisfaction and employee performance. The result of the analysis indicated that motivation has a significant positive effect on employee job performance. Also, this study found that job satisfaction mediates the relationship between compensation and organisational commitment to employee job performance. In conclusion, this study has successfully analysed the determinant factor of employee job performance and the role of job satisfaction in the relationship between compensation, motivation and organizational commitment to employee job performance.
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Iis, Em Yusuf, Wahyuddin, and Armanu Thoyib. "The Effect of Empowerment, Work Environment, and Career Development on Employees Performance with Work Motivation as The Intervening Variable in The Government of Aceh - Indonesia." Quantitative Economics and Management Studies 2, no. 6 (March 10, 2021): 376–86. http://dx.doi.org/10.35877/454ri.qems383.
Full textAbstract:
This study aimed to examine the effect of employee empowerment, work environment, and career development on the performance of Aceh Government employees. Data were obtained by distributing questionnaires to 150 employees. Data analysis method was Structural Equation Modeling (SEM). The results showed that employee empowerment, work environment, and employee career development affected work motivation and employee performance significantly. In addition, employee empowerment and work motivation have a direct and significant influence on employee performance, and career development and work environment also have a direct effect on performance. Work motivation partially mediates the influence of employee empowerment, work environment, career development on performance. The Government of Aceh is expected to improve career development in order to create a conducive work environment to improve the performance of Aceh Government employees.