Suchergebnisse

In facing diverse competitors, companies must understand that the quality of performance does not only depend on technology, but also on the ability and motivation of its human resources. In order for human resource management, which according to experts is the art of managing employee relationships and roles effectively and efficiently, to be applied to an organization or company, management must also understand the motivation of employees, the ideal conditions of the physical work environment that employees expect and organizational commitment. created within an organization or company. This research aims to analyze the influence of Motivation, Physical Work Environment on Employee Performance through Organizational Commitment at PT. BPR Sari Jaya Sedana. The population used is all employees of PT. BPR Sari Jaya Sedana. The number of samples used was 30 employees with sampling techniques using saturated techniques. The data analysis used in this research is inferential analysis using SEM-PLS. The results of this research show that motivation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on Organizational Commitment. The physical work environment has a positive and insignificant effect on employee performance. Physical Work Environment has a positive and significant effect on Organizational Commitment. Organizational Commitment has a positive and significant effect on Employee Performance. Organizational Commitment partially mediates (partial mediation) the influence of motivation on employee performance. Organizational Commitment is a perfect mediator between the influence of the Physical Work Environment on PT Employee Performance BPR Sari Jaya Sedana.

Employee performance plays a very important role in the success of a company. Good company performance is reflected in the superior and dedicated performance of employees. On the other hand, poor performance reflects declining company performance. To find out the factors that cause a decline in performance, it is necessary to conduct research, especially at Perumda Pasar Argha Nayottama which is experiencing the phenomenon of not achieving company performance in 2022. The aim of this research is to analyze the influence of the physical work environment and organizational culture on employee performance with organizational commitment as a mediating variable in Perumda Pasar Argha Nayottama, Buleleng Regency. The number of samples used was 72 employees from a total population of 258 employees, with a sampling technique using the Slovin formula. The data analysis used in this research is SEM-PLS inferential analysis. The results of this research indicate that the physical work environment has a positive and significant effect on employee performance. Physical Work Environment has a positive and significant effect on Organizational Commitment. Organizational culture has a positive and significant effect on employee performance. Organizational culture has a positive and significant effect on organizational commitment. Organizational Commitment has a positive and significant effect on Employee Performance. The Physical Work Environment has a positive but not significant effect on Employee Performance through Organizational Commitment, this means that Organizational Commitment is not able to mediate (Ummediated). Organizational culture has a positive and significant effect on employee performance through organizational commitment, partial mediation.

This research aims to determine the influence of organizational communication and organizational commitment on job satisfaction and organizational performance, either directly or through the role of mediating variables therein. The nature of this research is explanatory research, which aims to explain the causal relationship between the variables observed in this research. In this research, the author took the total population, namely 65 employees. Data was collected using a questionnaire and analyzed using the PLS program. Organizational communication has a positive and significant effect on employee performance. Organizational commitment has a positive and significant effect on employee performance. Organizational communication has a positive and significant influence on job satisfaction. Organizational commitment has a positive and significant effect on job satisfaction. Job satisfaction has a positive and significant effect on employee performance. Job satisfaction is a partial mediating variable in the relationship between organizational communication and employee performance. In a case study at PT. Bhaksena organizational communication directly has an influence on employee performance through job satisfaction as a mediating variable. Job satisfaction is a partial mediating variable in the relationship between organizational commitment and employee performance. In a case study at PT. Bhaksena organizational commitment directly has an influence on employee performance through job satisfaction as a mediating variable.

Throughout human civilization's history, it has been known that the dynamics and movements of an organization to some extent depend on humans as the implementers in carrying out organizational activities. When examined in general, the success of an organization or a company in achieving its goals depends on the components within the organization itself, such as leadership, employees, programs, objectives, facilities, and infrastructure available. Performance is crucial in a company because it is closely related to the activities carried out by employees. Mangkunegara (2010) defines employee performance as the quality and quantity of work an employee achieves in carrying out their tasks by their responsibilities. Competence is a fundamental characteristic of an individual that influences how they think and act, make generalizations about all situations they encounter, and endure within a person for a considerable period (Ruky, 2006). Leadership style has a strong positive influence on performance. In an institution, organizational behavior factors also directly or indirectly affect performance. This study focuses on all SMEs (Small and Medium-sized Enterprises) near Badung Regency, using random sampling for testing variables with Smart PLS 4.0. From the research results, it can be concluded that leadership style does not have a significant influence on employee performance, competence has a significant positive relationship with employee performance. Job satisfaction does not have a significant influence on employee performance. Leadership style does not have an indirect influence on employee performance. Competence does not have an indirect influence on employee performance through job satisfaction.