The study aims to examine the effect of compensation, work motivation, training on employee performance through job satisfaction as an intervening variable. The sample of this research is 81 employees at PT Cheil Jedang Indonesia Pasuruan. The main data source in this research is questionnaires. The data processing application uses Smart PLS. The results showed that compensation (X1) has a significant positive effect on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Work motivation (X1) has a significant positive influence on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Job Training (X1) has a significant positive influence on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Compensation (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Work Motivation (X1) has no influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Training (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan Job Satisfaction (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Job satisfaction (X1) can mediate the effect of compensation, work motivation and training on performance (Y).
本研究旨在通过工作满意度这一干预变量，研究薪酬、工作激励和培训对员工绩效的影响。本研究的样本为 PT Cheil Jedang Indonesia Pasuruan 公司的 81 名员工。本研究的主要数据来源是调查问卷。数据处理应用了智能 PLS。结果显示，薪酬（X1）对 PT Cheil Jedang Indonesia Pasuruan 员工的工作满意度（Z）有显著的正向影响。工作激励（X1）对 PT Cheil Jedang Indonesia Pasuruan 员工的工作满意度（Z）有显著的正向影响。工作培训（X1）对 PT Cheil Jedang Indonesia Pasuruan 员工的工作满意度（Z）有显著的正向影响。薪酬（X1）对 PT Cheil Jedang Indonesia Pasuruan 员工的绩效（Y）有显著的积极影响。工作激励（X1）对 PT Cheil Jedang Indonesia Pasuruan 员工的绩效（Y）没有影响。培训（X1）对 PT Cheil Jedang Indonesia Pasuruan 公司员工的绩效（Y）有显著的正向影响 工作满意度（X1）对 PT Cheil Jedang Indonesia Pasuruan 公司员工的绩效（Y）有显著的正向影响。工作满意度（X1）可以调节薪酬、工作激励和培训对绩效（Y）的影响。
{"title":"Effect Of Compensation, Work Motivation, Training On Employee Performance Through Job Satisfaction As An Intervening Variable","authors":"Fauzi Kurniawan, H. Mauludin, Yuyuk Liana","doi":"10.56403/lejea.v2i4.174","DOIUrl":"https://doi.org/10.56403/lejea.v2i4.174","url":null,"abstract":"The study aims to examine the effect of compensation, work motivation, training on employee performance through job satisfaction as an intervening variable. The sample of this research is 81 employees at PT Cheil Jedang Indonesia Pasuruan. The main data source in this research is questionnaires. The data processing application uses Smart PLS. The results showed that compensation (X1) has a significant positive effect on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Work motivation (X1) has a significant positive influence on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Job Training (X1) has a significant positive influence on job satisfaction (Z) of PT Cheil Jedang Indonesia Pasuruan employees. Compensation (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Work Motivation (X1) has no influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Training (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan Job Satisfaction (X1) has a significant positive influence on the performance (Y) of employees of PT Cheil Jedang Indonesia Pasuruan. Job satisfaction (X1) can mediate the effect of compensation, work motivation and training on performance (Y).\u0000 ","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":" 28","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140993352","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This research aims to investigate human resource management (HR) practices in start-up companies and explore the challenges and opportunities faced in this context. The research method used is a qualitative study with descriptive methods. The research results show that human resource management (HR) practices in start-up companies face unique challenges, but also offer significant opportunities for sustainable development. Start-up companies have the advantage of building an inclusive and innovation-oriented work culture, as well as taking advantage of small teams to provide a personal approach to employee development. In addition, technology adoption and partnerships with educational and training institutions are important strategies in improving HR management efficiency and accessing quality talent. Thus, the results of this research highlight the importance of an adaptive and innovative approach in HR management to support the growth and success of start-up companies in a dynamic business environment.
{"title":"Human Resource Management Practices in Startup Companies: Challenges and Opportunities","authors":"Budi Rismayadi","doi":"10.56403/lejea.v2i4.184","DOIUrl":"https://doi.org/10.56403/lejea.v2i4.184","url":null,"abstract":"This research aims to investigate human resource management (HR) practices in start-up companies and explore the challenges and opportunities faced in this context. The research method used is a qualitative study with descriptive methods. The research results show that human resource management (HR) practices in start-up companies face unique challenges, but also offer significant opportunities for sustainable development. Start-up companies have the advantage of building an inclusive and innovation-oriented work culture, as well as taking advantage of small teams to provide a personal approach to employee development. In addition, technology adoption and partnerships with educational and training institutions are important strategies in improving HR management efficiency and accessing quality talent. Thus, the results of this research highlight the importance of an adaptive and innovative approach in HR management to support the growth and success of start-up companies in a dynamic business environment.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"88 S25","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-04-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140702469","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Adelia Tien Novianti, Yuni Pambreni, Yupiter Yancik
This research focuses on the mediation of job satisfaction on the relationship between work environment and compensation and employee loyalty at PT Anugrah Tangkas Transportindo Cengkareng Jakarta. The aim of this research is to evaluate the impact of the variables studied, such as work environment, compensation, job satisfaction and employee loyalty. The research approach is quantitative using a questionnaire as a data collection instrument. The research population consisted of 168 employees, and a sample of 65 employees was selected using non-probability sampling based on the purposive sampling method. Data analysis was carried out using the classic assumption test, t test, and path analysis (Sobel test) with the help of SPSS version 26 software. The research results show that there is a negative and significant relationship between the work environment and job satisfaction. Compensation has a positive and significant relationship with job satisfaction. The work environment positively and significantly influences employee loyalty, while compensation is negatively and significantly related to employee loyalty. Job satisfaction has a positive and significant impact on employee loyalty. Job satisfaction cannot mediate the influence of the work environment on employee loyalty. However, job satisfaction can mediate the influence of compensation on employee loyalty. In total, there are seven hypotheses tested in this research.
{"title":"Mediation of Job Satisfaction in the Work Environment and Compensation of Employee Loyalty at PT Anugrah Tangkas Transportindo","authors":"Adelia Tien Novianti, Yuni Pambreni, Yupiter Yancik","doi":"10.56403/lejea.v2i3.180","DOIUrl":"https://doi.org/10.56403/lejea.v2i3.180","url":null,"abstract":"This research focuses on the mediation of job satisfaction on the relationship between work environment and compensation and employee loyalty at PT Anugrah Tangkas Transportindo Cengkareng Jakarta. The aim of this research is to evaluate the impact of the variables studied, such as work environment, compensation, job satisfaction and employee loyalty. The research approach is quantitative using a questionnaire as a data collection instrument. The research population consisted of 168 employees, and a sample of 65 employees was selected using non-probability sampling based on the purposive sampling method. Data analysis was carried out using the classic assumption test, t test, and path analysis (Sobel test) with the help of SPSS version 26 software. The research results show that there is a negative and significant relationship between the work environment and job satisfaction. Compensation has a positive and significant relationship with job satisfaction. The work environment positively and significantly influences employee loyalty, while compensation is negatively and significantly related to employee loyalty. Job satisfaction has a positive and significant impact on employee loyalty. Job satisfaction cannot mediate the influence of the work environment on employee loyalty. However, job satisfaction can mediate the influence of compensation on employee loyalty. In total, there are seven hypotheses tested in this research.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"23 15","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140081804","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Canthika Aulia Varsha P. K, Yuni Pambreni, Dwi Rachmawati
This research aims to investigate the influence of work motivation, compensation, and work environment on employee performance at PT Prasetia Dwidharma Jakarta. The research method employed is quantitative, involving the distribution of questionnaires to 90 respondents from various divisions within the company. The collected data were analyzed using multiple linear regression with SPSS version 26. The results indicate that work motivation, compensation, and the work environment partially have a positive and significant impact on employee performance. Collectively, these three variables simultaneously have a significant influence on employee performance, with an adjusted R square value of 26.1%. Suggestions from the study are the company can pay attention to the individual needs of employees, enhance workplace safety, and continually monitor and improve these factors to achieve better work performance in the future.
{"title":"Influence of Work Motivation, Compensation, and Work Environment on Employee Performance at PT Prasetia Dwidharma Jakarta","authors":"Canthika Aulia Varsha P. K, Yuni Pambreni, Dwi Rachmawati","doi":"10.56403/lejea.v2i3.178","DOIUrl":"https://doi.org/10.56403/lejea.v2i3.178","url":null,"abstract":"This research aims to investigate the influence of work motivation, compensation, and work environment on employee performance at PT Prasetia Dwidharma Jakarta. The research method employed is quantitative, involving the distribution of questionnaires to 90 respondents from various divisions within the company. The collected data were analyzed using multiple linear regression with SPSS version 26. The results indicate that work motivation, compensation, and the work environment partially have a positive and significant impact on employee performance. Collectively, these three variables simultaneously have a significant influence on employee performance, with an adjusted R square value of 26.1%. Suggestions from the study are the company can pay attention to the individual needs of employees, enhance workplace safety, and continually monitor and improve these factors to achieve better work performance in the future.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"41 20","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140082733","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This research aims to examine the influence of workload and organizational culture on employee performance of operational division. This research uses a quantitative method by distributing questionnaires to full time employees of sales and workshop divisions in Toyota (Auto 2000) Grand Depok City. The data is determined by probability sampling technique with convenience sample method as many as 56 respondents. The research sample is determined by analyzed using multiple linear regression data analysis methods with SPSS version 26 application software. The results of this study indicate that partially workload has a negative and significant effect on employee performance at Toyota (Auto 2000) Grand Depok City. Meanwhile, partially organizational culture has a positive and significant influence on employee performance. Workload and organizational culture simultaneously have a significant effect on employee performance with an Adjusted R Square value of 0.28 or 28%. In improving employee performance, companies can pay more attention to the targets that must be achieved indicators and increase the implementation of creativity & innovation also employee initiative.
{"title":"Influence of Workload and Organizational Culture on Employee Performance of Operational Division at Toyota (Auto 2000) Grand Depok City, Depok","authors":"Sekar Ayu Widodari, Suci Ayu Sudari, Dwi Rachmawati","doi":"10.56403/lejea.v2i3.177","DOIUrl":"https://doi.org/10.56403/lejea.v2i3.177","url":null,"abstract":"This research aims to examine the influence of workload and organizational culture on employee performance of operational division. This research uses a quantitative method by distributing questionnaires to full time employees of sales and workshop divisions in Toyota (Auto 2000) Grand Depok City. The data is determined by probability sampling technique with convenience sample method as many as 56 respondents. The research sample is determined by analyzed using multiple linear regression data analysis methods with SPSS version 26 application software. The results of this study indicate that partially workload has a negative and significant effect on employee performance at Toyota (Auto 2000) Grand Depok City. Meanwhile, partially organizational culture has a positive and significant influence on employee performance. Workload and organizational culture simultaneously have a significant effect on employee performance with an Adjusted R Square value of 0.28 or 28%. In improving employee performance, companies can pay more attention to the targets that must be achieved indicators and increase the implementation of creativity & innovation also employee initiative.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"41 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140082342","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This research was conducted in Dairi Regency, North Sumatra. The purpose of this study was to determine the Export factors on local revenue of the Dairi Regency of North Sumatra. this uses quantitative and qualitative data and the model used is Path Analysis which is operated through the SPSS Version 25.0 for Windows program. In this study, the data collection method used was using a questionnaire with a Likert scale. The number of samples used was 20 tilapia fish entrepreneurs, the data collected by distributing questionnaires. Based on the results of path analysis testing directly Capital, Exchange Rates, Inflation, Exports, Production, Prices directly have a significant and positive effect on Regional Original Income (ROR), the purpose of this study is to analyse the effect of ROR on Capital, exchange rates, inflation, export production of tilapia prices in the Dairi district of North Sumatra. in this study shows that there are only two 2 variables that affect the regional original income of the dairi district, namely exports and selling prices that have a significant effect on the regional original income of the dairi district of North Sumatra. While capital, exchange rates, inflation, production have an insignificant effect on the local revenue of the Dairi district of North Sumatra.
本研究在北苏门答腊省代里市（Dairi Regency）进行。本研究的目的是确定北苏门答腊 Dairi 地区当地收入的出口因素。本研究采用定量和定性数据，使用的模型是路径分析，通过 SPSS Version 25.0 for Windows 程序进行操作。本研究使用的数据收集方法是李克特量表问卷。样本数量为 20 个罗非鱼企业家，数据通过发放问卷收集。根据路径分析测试结果，资本、汇率、通货膨胀、出口、产量、价格直接对地区原始收入（ROR）产生显著的正向影响，本研究的目的是分析 ROR 对北苏门答腊岛代里地区罗非鱼价格的资本、汇率、通货膨胀、出口产量的影响。本研究表明，只有两个变量影响代里地区的地区原始收入，即出口和销售价格对北苏门答腊岛代里地区的地区原始收入有显著影响。而资本、汇率、通货膨胀、生产对北苏门答腊岛达伊里地区的地方收入影响不大。
{"title":"Analysis of Tilapia Exports on Regional Original Revenue (ROR) of Dairi Regency, North Sumatra","authors":"Ahmad Fadlan, Andika Pratama","doi":"10.56403/lejea.v2i2.156","DOIUrl":"https://doi.org/10.56403/lejea.v2i2.156","url":null,"abstract":"This research was conducted in Dairi Regency, North Sumatra. The purpose of this study was to determine the Export factors on local revenue of the Dairi Regency of North Sumatra. this uses quantitative and qualitative data and the model used is Path Analysis which is operated through the SPSS Version 25.0 for Windows program. In this study, the data collection method used was using a questionnaire with a Likert scale. The number of samples used was 20 tilapia fish entrepreneurs, the data collected by distributing questionnaires. Based on the results of path analysis testing directly Capital, Exchange Rates, Inflation, Exports, Production, Prices directly have a significant and positive effect on Regional Original Income (ROR), the purpose of this study is to analyse the effect of ROR on Capital, exchange rates, inflation, export production of tilapia prices in the Dairi district of North Sumatra. in this study shows that there are only two 2 variables that affect the regional original income of the dairi district, namely exports and selling prices that have a significant effect on the regional original income of the dairi district of North Sumatra. While capital, exchange rates, inflation, production have an insignificant effect on the local revenue of the Dairi district of North Sumatra.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"287 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139160979","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study aims to investigate the role of work discipline in mediating the relationship between teamwork and work environment on employee performance in the property office of PT Graha Kreasi Medan. In the context of an increasingly competitive work environment, good employee performance is a key factor in achieving organizational goals. Therefore, it is important to understand the factors that affect employee performance, such as teamwork, work environment, and work discipline. This research will be conducted using a quantitative approach and survey method. The research sample will consist of employees working at PT Graha Kreasi Medan who are randomly selected. Data will be collected using a questionnaire covering the research variables, namely teamwork, work environment, work discipline, and employee performance. Data analysis will be carried out using statistical techniques such as regression and mediation analysis. The results of this study are expected to provide a better understanding of the relationship between teamwork, work environment, work discipline, and employee performance in property offices. In addition, this study can also provide practical recommendations for property office management in improving employee performance through the implementation of effective work discipline.
{"title":"Role Of Work Discipline In Mediating Teamwork And Work Environment On Employee Performance (Study At The Property Office, PT. Graha Kreasi Medan)","authors":"Mukhlis Efendi, Mesra B","doi":"10.56403/lejea.v2i2.153","DOIUrl":"https://doi.org/10.56403/lejea.v2i2.153","url":null,"abstract":"This study aims to investigate the role of work discipline in mediating the relationship between teamwork and work environment on employee performance in the property office of PT Graha Kreasi Medan. In the context of an increasingly competitive work environment, good employee performance is a key factor in achieving organizational goals. Therefore, it is important to understand the factors that affect employee performance, such as teamwork, work environment, and work discipline. This research will be conducted using a quantitative approach and survey method. The research sample will consist of employees working at PT Graha Kreasi Medan who are randomly selected. Data will be collected using a questionnaire covering the research variables, namely teamwork, work environment, work discipline, and employee performance. Data analysis will be carried out using statistical techniques such as regression and mediation analysis. The results of this study are expected to provide a better understanding of the relationship between teamwork, work environment, work discipline, and employee performance in property offices. In addition, this study can also provide practical recommendations for property office management in improving employee performance through the implementation of effective work discipline.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"81 4","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138954267","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study aims to see the effect of empowering leadership on innovative work behavior with self-efficacy as a mediating variable and clarity of role as moderator at PT. XYZ. PT. XYZ is a food and beverage plastic packaging product manufacturing company located in Krian, Sidoarjo, East Java. The population and sample in this study were PT. XYZ’s 102 permanent employees consists of 5 employees in the Marketing Department, 41 employees in the R&D Department, and 56 employees in the Production Department. Sampling in this study by conducting a census that took the entire population. This research measurement technique uses Partial Least Square (SmartPLS) software version 3.0. The results of this study indicate that empowering leadership has a positive and significant effect on self-efficacy, self-efficacy has a positive and significant effect on innovative work behavior, empowering leadership has a positive and significant effect on innovative work behavior, role clarity positively and significantly moderates the effect of empowering leadership on self-efficacy, and self-efficacy can mediate positively and significantly the effect of empowering leadership on innovative work behavior.
{"title":"The Influence Of Empowering Leadership On Innovative Work Behavior With Mediator Self-Efficacy And Moderator Role Clarity At PT. XYZ","authors":"Vania Intar Zerlinda, Praptini Yulianti","doi":"10.56403/lejea.v2i1.117","DOIUrl":"https://doi.org/10.56403/lejea.v2i1.117","url":null,"abstract":"This study aims to see the effect of empowering leadership on innovative work behavior with self-efficacy as a mediating variable and clarity of role as moderator at PT. XYZ. PT. XYZ is a food and beverage plastic packaging product manufacturing company located in Krian, Sidoarjo, East Java. The population and sample in this study were PT. XYZ’s 102 permanent employees consists of 5 employees in the Marketing Department, 41 employees in the R&D Department, and 56 employees in the Production Department. Sampling in this study by conducting a census that took the entire population. This research measurement technique uses Partial Least Square (SmartPLS) software version 3.0. The results of this study indicate that empowering leadership has a positive and significant effect on self-efficacy, self-efficacy has a positive and significant effect on innovative work behavior, empowering leadership has a positive and significant effect on innovative work behavior, role clarity positively and significantly moderates the effect of empowering leadership on self-efficacy, and self-efficacy can mediate positively and significantly the effect of empowering leadership on innovative work behavior.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"35 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"128267074","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The objective of this study is to identify the variables that influence the performance of employees within the Silver Crafts UMKM Association located in Celuk Village, Sukawati District, Gianyar Regency, Bali. The variables employed in this research encompass remuneration, job motivation, and work discipline. The present study employs primary data. The study's population and sample consisted of 45 employees who were affiliated with the UMKM association of silver traders in Celuk Village, Sukawati District, Gianyar Regency, Bali. The sample technique employed in this study utilizes a saturated sampling approach. The present study employs many statistical tests, including validity and reliability assessments, as well as partial and multiple determination coefficient tests. Additionally, the study utilizes partial and simultaneous hypothesis testing through the utilization of the SPSS type 26 application. The findings indicate that (1) partial compensation has a statistically significant impact on Employee Performance, (2) partial work motivation has a statistically significant impact on Employee Performance, (3) partial work discipline does not have a statistically significant impact on Employee Performance, and (4) when considered together, compensation, work motivation, and work discipline have a statistically significant impact on employee performance.
{"title":"Analysis of the factors that influence the performance of MSME employees in Gianyar Regency","authors":"I. Gede, Putu Kawiana","doi":"10.56403/lejea.v2i1.125","DOIUrl":"https://doi.org/10.56403/lejea.v2i1.125","url":null,"abstract":"The objective of this study is to identify the variables that influence the performance of employees within the Silver Crafts UMKM Association located in Celuk Village, Sukawati District, Gianyar Regency, Bali. The variables employed in this research encompass remuneration, job motivation, and work discipline. The present study employs primary data. The study's population and sample consisted of 45 employees who were affiliated with the UMKM association of silver traders in Celuk Village, Sukawati District, Gianyar Regency, Bali. The sample technique employed in this study utilizes a saturated sampling approach. The present study employs many statistical tests, including validity and reliability assessments, as well as partial and multiple determination coefficient tests. Additionally, the study utilizes partial and simultaneous hypothesis testing through the utilization of the SPSS type 26 application. The findings indicate that (1) partial compensation has a statistically significant impact on Employee Performance, (2) partial work motivation has a statistically significant impact on Employee Performance, (3) partial work discipline does not have a statistically significant impact on Employee Performance, and (4) when considered together, compensation, work motivation, and work discipline have a statistically significant impact on employee performance.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"11 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"117011717","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This study aimed to examine and analyze the effect of moral equity, locus ofcontrol, environment uncertainty, organizational commitment, reward, andmotivation onbudgetary slack: participative budgeting as a moderating variable. The population was all employees who worked at Local Government Organization in East Manggarai Sub-district. Moreover, the data collection technique used purposive sampling. In line with that, there were 115 employees as the sample. Furthermore, the instrument in the data collection technique used questionnaires. The research was quantitative. Additionally, the data analysis technique used multiple linear regression. As the result, it concluded that: (a) moral equity had a negative effect on budgetary slack; (b) locus of control had a negative effect on budgetary slack; (c) motivation had a negative effect on budgetary slack, (d) participative budgeting strengthened the effect of moral equity on budgetary slack; (e) environment uncertainty did not affect on budgetary slack: (f) organizational commitment did not affect budgetary slack; (g) reward did not affect budgetary slack; (h) participative budgeting did not moderate the effect of locus of control on budgetary slack; (i) participative budgeting did not moderate the effect of environment uncertainty om budgetary slack; (j) participative budgeting did not moderate the effect of organizational commitment on budgetary slack; (k) participative budgeting did not moderate the effect of reward on budgetary slack; and (l) participative budgeting did not moderate the effect of motivation on budgetary slack.
{"title":"Effect Of Moral Equity, Locus Of Control, Environmental Uncertainty, Organizational Commitment, Reward, And Motivation On Budgetary Slack: Participatory Budgeting As A Moderating Variable","authors":"Anjelika Harniaty Sinaldi, Akhmad Riduwan, Maswar Patuh Priyadi","doi":"10.56403/lejea.v2i1.122","DOIUrl":"https://doi.org/10.56403/lejea.v2i1.122","url":null,"abstract":"This study aimed to examine and analyze the effect of moral equity, locus ofcontrol, environment uncertainty, organizational commitment, reward, andmotivation onbudgetary slack: participative budgeting as a moderating variable. The population was all employees who worked at Local Government Organization in East Manggarai Sub-district. Moreover, the data collection technique used purposive sampling. In line with that, there were 115 employees as the sample. Furthermore, the instrument in the data collection technique used questionnaires. The research was quantitative. Additionally, the data analysis technique used multiple linear regression. As the result, it concluded that: (a) moral equity had a negative effect on budgetary slack; (b) locus of control had a negative effect on budgetary slack; (c) motivation had a negative effect on budgetary slack, (d) participative budgeting strengthened the effect of moral equity on budgetary slack; (e) environment uncertainty did not affect on budgetary slack: (f) organizational commitment did not affect budgetary slack; (g) reward did not affect budgetary slack; (h) participative budgeting did not moderate the effect of locus of control on budgetary slack; (i) participative budgeting did not moderate the effect of environment uncertainty om budgetary slack; (j) participative budgeting did not moderate the effect of organizational commitment on budgetary slack; (k) participative budgeting did not moderate the effect of reward on budgetary slack; and (l) participative budgeting did not moderate the effect of motivation on budgetary slack.","PeriodicalId":411088,"journal":{"name":"Lead Journal of Economy and Administration","volume":"156 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-07-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126641643","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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