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Placement and work facilities are the two main pillars in determining employee performance, but research that discusses both is still rare. This research aims to explore the role of work facilities in moderating employee placement on employee performance. This research involved 83 respondents from various fields of work at PT X with the aim of understanding how work placement and facilities influence employee performance. Samples were selected proportionally from various company divisions using probability sampling techniques. The research results show that work placement has a positive and significant influence on employee performance. Work facilities were also proven to have a positive and significant effect on performance. However, the hypothesis regarding the role of work facilities as a moderator of the effect of placement on performance was not proven (P value: 0.200). This means that work facilities at PT X do not significantly strengthen or weaken the relationship between placement and employee performance. Practically, these findings can serve as a guide to better understand the factors that influence employee performance and design more effective human resource management strategies.

This study aims to investigate the effect of transactional leadership and organizational commitment on intention to stay mediated by job satisfaction at PT X and PT Y. This is an explanatory study using a quantitative approach with saturated sampling, where all members of the population are used as research samples. The questionnaire was distributed to employees of PT X and PT Y with a total of 122 respondents. Data collection in this study was collected using a questionnaire distributed in person and using Likert scales to test the instrument. The data obtained were analyzed using Partial Least Square (PLS). The results revealed that transactional leadership and job satisfaction had a positive and significant effect on the intention to stay, while organizational commitment had a positive and insignificant effect on the intention to stay. The results also show that job satisfaction mediates the effect of transactional leadership and organizational commitment to intention to stay. The findings of this study suggest that leaders at PT X and PT Y need to increase the role of transactional leadership and the company needs to pay more attention to the factors that affect employee job satisfaction.

This research examines the effect of work motivation and work environment through work engagement on employee performance. This research is quantitative research with data collection methods using questionnaires. The sample in this study was 85 employees of PT. Pelindo Terminal Petikemas New Makassar who were determined using the Slovin method. The data analysis technique used is SEM (Structural Equation Modeling) PLS. The results of this research show that the two independent variables, namely work motivation and work environment, have a positive influence, but the work motivation variable does not have a significant influence, while the work environment variable has a significant influence on employee performance. Based on the results of mediation testing, it shows that work engagement provides a partial mediation role in the relationship between work motivation and work environment on employee performance. It is hoped that the implications of the results of this research will be input for companies in efforts to improve the quality of employee performance.

The correlational impact of intra-organizational social capital, job burnout, and organizational reward in sustaining employee performance in the 4IR was evaluated in this paper. Four Hundred (400) employees of the following four businesses in the Nigerian states of Oyo and Lagos were given questionnaires on purpose: First City Monument Bank Plc, British American Tobacco Nigeria, Health Emergency Initiative, and Eko Pearl Towers. The current researcher encouraged voluntary participation and ensured that moral standards were upheld. There were found and appropriately concluded 377 surveys in total. The data was cleaned up and analyzed using SPSS version 29 of the statistical package for social sciences. This study demonstrates how organizational rewards and intra-organization social capital significantly impact employee performance. Job burnout negatively impacts it. Additionally, the study discovered that job burnout, organizational reward, and intra-organizational social capital had a significant and combined impact on employee performance.

This study examines and analyzes the effect of transactional leadership and role ambiguity on employee performance as mediated by organizational commitment. This study uses a quantitative approach. The population in this study was full employs at the Pabrik gula Ngadirejo factory. Technique sampling using proportionate random sampling. Questionnaires were distributed to Ngadiredjo Sugar Factory Kediri employees, with 125 respondents. The data analysis technique uses SEM analysis and analysis tools with the help of Partial Least Square (PLS). This study showed that transactional leadership and role ambiguity do not significantly affect employee performance. However, transactional leadership and role ambiguity significantly affect organizational commitment. Organizational commitment also has a significant effect on employee performance. Organizational commitment can mediate the effect of transactional leadership and role ambiguity on employee performance. The results of this study suggest that the sugar factory company continues to increase organizational commitment and make employees feel comfortable because the more robust sense of commitment to the organization will improve employee performance.

This study examines the impact of self-efficacy and organizational support on employee performance as mediated by employee engagement at the regional public companies, Perumda Air Minum Ngawi Regency. This study is explanatory research with a quantitative approach. The population in this study were all permanent employees of the Perumda Air Minum Ngawi. Saturated sampling was used in the sampling methodology. The study's sample consisted of 269 permanent Perumda Air Minum Ngawi employees with a minimum work period of one year. Data were collected through questionnaires distributed to respondents and analyzed quantitatively using Partial Least Squares (PLS). The results showed that self-efficacy and organizational support significantly affect employee performance. This study also indicates that self-efficacy and organizational support have a significant effect on employee engagement, and employee engagement has a significant impact on employee performance. Employee engagement can mediate the effect of self-efficacy and organization on employee performance. The results of this study advise the Perumda Air Minum Ngawi to maintain employee engagement and organizational support to improve employee performance.

The global industry has been significantly affected by Covid 19, resulting in a reduction in organizational structure, an increase in demand for raw materials and delivery services, and a rise in prices that negatively affect the manufacturing industry. The department responsible for managing these issues is the purchasing department, which will experience a surge in workload and work pressure for its employeesImproving employee performance is a challenge for companies to maintain survival. The thing that needs to be considered is the workload of employees which affects work stress and ultimately causes a decrease in employee performance. The main objective of this research is to examine the effect of workload on performance through work stress. Research using quantitative research methods. The questionnaire has been tested for validity and reliability and distributed to 110 purchasing employees. SmartPLS 3 is used to process data from research results. The results of the study are that there is a negative effect of workload on performance, there is a positive influence of workload on work stress, there is a negative effect from work stress on employee performance, and there is a negative effect of workload on performance through work stress on purchasing employees. The results of this study can be used by companies to improve their performance, especially from factors related to workload and employee work stress.

This study gives emphasis on how a values-based Performance Management System can lead to promoting congruence between organizational core values and the personal values of employees. Specifically, this study focuses on a tertiary higher education institution located in Manila, Philippines and how a values-based Performance Management System may be designed in order to achieve congruence of values. Congruence contributes to success by ensuring that the behaviors exhibited by employees in the workplace are strategically aligned with the vision, mission, goals, and objectives of the organization. Competence, commitment, and compassion are the core values of the organization in this study. The definitions and hallmarks of the core values were established through the interviews with university administrators. To establish a values-based Performance Management System, the core values were translated into competencies and behavioral indicators which may be incorporated in performance appraisal. This institutes a values-based competency model for managing the performance of an organization’s human capital, which has the goal of sustainably strengthening the congruence of values.

The aim of this study is to find a model of the direct or indirect influence of variables such as incentive, work culture, and supervision of agricultural extension agents work ethics in the framework of food self-reliance in Maluku Utara Province, Indonesia. The research model will analyze the power of the role of each variable against the improvement of the agricultural extension agents work ethics in the Maluku Utara Province, Indonesia. This research uses quantitative methods with a survey approach. This research population is an agricultural extension agent in the Maluku Utara Province. The sample in this study was a total of 196 agricultural extension agents spread across 8 counties and 2 cities in the Maluku Utara Province. The data obtained from the field is then processed through various tests required so that the next stage can perform data analysis using the technique of structural equation modeling (SEM) using the software LISREL version 8.80. The results of the research showed that all the variables that were observed in the research can be stated to have a strong role in improving the agricultural extension agents work ethics for food independence in the Maluku Utara Province, Indonesia.

This study examines the effects of transformational leadership, affective organizational commitment, and job satisfaction on employee performance. This study employs explanatory research with a quantitative approach. The population in this study consisted of all employees who had worked for a civil consulting partnership company for more than one year, for a total of 1008 employees. Purposive sampling was used in this study. The study used 285 samples. Surveys and documentation were used to collect data, and the instrument was tested using a Likert scale. The data were analyzed using structural equation modeling (SEM-PLS). The results of this study indicate that transformational leadership, job satisfaction, and organizational commitment can all improve employee performance. Additionally, transformational leadership can directly boost organizational commitment and job satisfaction. Job satisfaction and organizational commitment can also improve employee performance. The findings of this study suggest that managers and business owners with family businesses in civil consulting services can increase transformational leadership to improve employee performance.

In today’s technology and digital era, the main problem that can impact the life sector is the aspect of Human Resources with the expertise and competence of an employee. Organizational goals will be achieved, however, with advances in information technology, activities carried out by humans can be completed efficiently and effectively to obtain optimal results. This study aims to determine employees' service performance by linking several variables including digital competence, work-life balance, work stress, and emotional intelligence. This study used the PLS (Partial Least Square) analysis tool and the number of samples was 190 respondents. The study results show that digital competence has no effect on service performance but positively impacts work-life balance and stress. Moreover, emotional intelligence does not moderate the relationship between digital competence and work life balance on service performance but moderates the relationship between work stress and service performance. This research was conducted to determine the performance of employee services and the employees of PT. X were the object of analysis.

This study investigates the total rewards (TR) and employee retention (ER) to understand whether better remuneration leads to retention among the employees of First Aluminum of Nigeria. It further emphasizes and reviews the findings of previous articles and journals conducted by various researchers to establish rewards' efficacy in attracting and retaining employees in any given organisation. The study aimed to explore the total reward instruments to attract and retain employees in an organisation. A quantitative design using a sample of 270 employees working in the First Aluminum of Nigeria is adopted. Self-administered questionnaires were administered to employees as respondents for data collection. Data were analysed using Statistical Package for Social Sciences (SPSS) and tables and figures were used to present data. Arising from the empirical findings and comparison with the concept of this study, a discussion on the differences and similarities is made. This study reveals weight and ascertains various kinds of rewards, such as extrinsic, intrinsic, and total rewards, to attract and retain employees at the organization. Thus, this study summarised the results of existing literature on the factors influencing ER at FAN, such as salary; benefits package; compensation; developmental opportunities and quality supervision; compensation and appreciation of work done; promotion, and development opportunities.   It is, therefore, contextualized that growth and advancement opportunities do not influence the ER as a monetary reward does.

The attitude that employees have towards their job is well believed to have an influence on their performance. This study investigated the influence of job satisfaction on employees’ performance. Herzberg’s two-factor hygiene and motivation theory was used to explain employees' motivation for best performance. A cross-sectional survey design in the form of a structured questionnaire was used to randomly sample one hundred (100) employees of the University of Zululand, South Africa. Descriptive and correlation analysis were used to analyze the collected data. The findings indicate that job satisfaction does not influence employees’ performance. The study concludes that UNIZULU employees enjoy their roles despite the unsatisfactory benefits attached. In spite of the unsatisfactory level of benefits, they perform their duties effortlessly. This research contributes to research-based knowledge that will assist universities’ management in identifying the factors that will enhance employees’ performance.

This study was conducted to determine the effect of self-efficacy on employee performance and work motivation, and work involvement in mediating the effect of self-efficacy on employee performance of manufacturing companies in DKI Jakarta. The sample in this study amounted to 100 respondents. This study uses quantitative descriptive analysis techniques. The analysis method in this study uses Path Analysis using SmartPLS. The results of the analysis in this study are: (1) self-efficacy has a positive and significant effect on employee performance, (2) work motivation mediates positively and significantly the relationship between self-efficacy and employee performance, and (3) work involvement mediates positively and significantly the relationship between self-efficacy and employee performance. This research is expected to contribute to the development of Human Resource Management, especially in research on improving employee performance.

This study aims to evaluate the impact of human resource management practices (HRMPs) on employee attitudes and behavior (EAB). The population of this study was all employees of cement manufacturing firms (CMC) in the southern region of Bangladesh. Data was gathered using structured questionnaires following convenient sampling technique. The data was analyzed using SPSS-23 statistical package program. A robust and significant linear association between HRMPs and EAB was found. Further, HRM practices, including compensation & rewards (CR) and motivation (MV) were discovered to be dominant predictors of EAB. According to the study, variations in EAB of 77.10% were caused by independent predictors such as recruitment and selection (RS), training and development (TD), performance appraisals (PA), compensation and rewards (CR), motivation (MV), and maintenance (MT) in CMC in the southern part of Bangladesh. Nevertheless, it is apparent from the study's findings that manufacturing organizations that have implemented progressive HRM practices in a systematic and integrated manner are having an enormous influence on EAB. This study only focused on one industry and one type of organizational structure. According to the study, findings should not be extensively generalized. Future research should incorporate other aspects, such as organizational learning and organizational capacity, to construct a new model of HRM practices.

This study examines the effect of the relationship between job insecurity, workload, and work stress on turnover intention among BUMDes Sumber Sejahtera. The population in this study is all employees in BUMDes Sumber Sejahtera. This research is explanatory research with a quantitative approach which collects data by distributing questionnaires to 126 respondents. Data analysis used partial least squares (SEM-PLS). The results showed that job insecurity, workload, and work stress significantly affected turnover intention. Likewise, job insecurity and workload had a significant effect on work stress. The results of this study also show that work stress has a significant impact on turnover intention. Furthermore, work stress partially mediates the effect of job insecurity and workload on turnover intention. The results of this study suggest that BUMDes Sumber Sejahtera can improve the strategy to keep and maintain the employee to stay at their work.    

This study examines the effect of work professionalism, job satisfaction and organizational climate on employee performance in Muaradua Hospital employees. This study uses explanatory research with a quantitative approach. The population of this study included all Muaradua Regional General Hospital paramedics with a work period of more than one year. The sampling method is saturated, and the data collection technique uses questionnaire distribution. The data were analyzed using partial least square structural equation modeling (SEM-PLS). The results of this study indicate that work professionalism, job satisfaction, and organizational climate can directly improve employee performance. In addition, work professionalism and job satisfaction can improve the organizational climate. Organizational climate becomes partially mediating the relationship between work professionalism and job satisfaction on employee performance. The results of this study suggest that the hospital should be able to maintain professionalism and encourage job satisfaction, as well as create and improve strategies for factors related to organizational climate.      

This study examines the effect of information technology and organizational culture on employee performance through mediating employee engagement among Primary Tax Service Office employees in the Directorate General of Taxes East Java III scope. The population in this study consists of 369 employees of the Pratama Tax Service Office. This explanatory research uses a quantitative approach that collects data by distributing questionnaires. However, only 277 respondents collected the questionnaire again. This study uses probability sampling with a saturated sampling technique. Data analysis used partial least squares (SEM-PLS). The results showed that information technology and organizational culture positively and significantly impacted employee performance. Also, employee engagement had a significant impact on employee performance. According to the mediation test findings, employee engagement partially mediates the relationship between information technology, organizational culture, and employee performance. The findings are expected to be used by organizations in their improvement efforts.    

As a result of the increasingly competitive industrial sector, employees become a highly valuable asset. Employees need to improve their quality and competence, followed by reasonable compensation to increase their productivity. On the other hand, employers shall provide a favorable working environment to produce a quality work life. This study aims to analyze the effect of outsourcing, compensation, and quality of human resources on the quality of work life of employees in the industrial area in Bekasi using the method of path analysis. The sample in this study consists of 100 employees selected with the purposive method. The findings of the study indicate that: 1) Outsourcing has no direct effect on the quality of work life, 2) Compensation has a positive direct effect on the quality of work; 3) Quality of human resources has a positive direct effect on the quality of work life4) Outsourcing has a positive direct effect on the quality of human resources, and 5) Compensation has a positive direct effect on the quality of human resources.

This study examines and analyses the effect of Islamic emotional intelligence, work-life balance, and burnout on organizational commitment. In addition, this study also examines and analyzes the role of burnout in mediating the effect of Islamic emotional intelligence and work-life balance on organizational commitment. Respondents in this study were female employees who worked at the Ministry of Religion in Pekanbaru, Riau, with a total of 73 respondents. The sampling technique was carried out by saturated sampling or census with SEM-PLS statistical analysis. The results showed that (i) Islamic emotional intelligence has an effect on organizational commitment, (ii) work-life balance has an effect on organizational commitment, (iii) burnout has an effect on organizational commitment, (iv) Islamic emotional intelligence has an effect on burnout, (v) work-life balance affects burnout, (vi) burnout can mediate the effect of Islamic emotional intelligence on organizational commitment, (vii) burnout can mediate the effect of work-life balance on organizational commitment.