<![CDATA[Abstrak Penelitian ini bertujuan menganalisis sejauh mana insentif, fasilitas kerja, dan lingkungan kerja berperan dalam membentuk kinerja karyawan di Luwes Gentan Sukoharjo. Fokus tersebut muncul dari kebutuhan perusahaan ritel untuk mengelola faktor-faktor internal organisasi secara lebih terarah agar produktivitas dan daya saing dapat dipertahankan. Penelitian memakai pendekatan kuantitatif dengan metode survei terhadap 50 karyawan tetap yang dipilih melalui teknik purposive sampling. Data dikumpulkan menggunakan kuesioner berskala Likert lima poin dan diolah dengan analisis regresi linier berganda. Hasil analisis menunjukkan bahwa insentif, fasilitas kerja, dan lingkungan kerja berpengaruh positif serta signifikan terhadap kinerja karyawan, baik ketika diuji secara individu maupun secara bersamaan. Di antara ketiga variabel, lingkungan kerja merupakan faktor yang kontribusinya paling besar, diikuti insentif dan fasilitas kerja. Nilai Adjusted R² sebesar 0,825 mengindikasikan bahwa 82,5% variasi kinerja karyawan dapat dijelaskan oleh ketiga variabel tersebut, sedangkan 17,5% sisanya dipengaruhi faktor lain di luar model. Temuan ini menegaskan pentingnya kombinasi antara kebijakan insentif yang adil, penyediaan fasilitas yang memadai, dan penciptaan lingkungan kerja yang kondusif untuk mendorong peningkatan kinerja karyawan secara berkelanjutan di perusahaan ritel. Kata kunci: insentif, fasilitas kerja, lingkungan kerja, kinerja karyawan, ritel Abstract This study examines the extent to which incentives, work facilities, and work environment shape employee performance at Luwes Gentan Sukoharjo. The focus arises from the need of retail companies to manage internal organizational factors more strategically in order to sustain productivity and competitiveness. A quantitative survey design was employed, involving 50 permanent employees selected through purposive sampling. Data were collected using a five-point Likert-scale questionnaire and analyzed by means of multiple linear regression.The findings reveal that incentives, work facilities, and work environment have a positive and significant effect on employee performance, both when tested individually and jointly. Among the three predictors, the work environment is the most influential factor, followed by incentives and work facilities. The adjusted R² value of 0.825 indicates that 82.5% of the variance in employee performance is explained by these variables, while the remaining 17.5% is attributed to other factors outside the model. These results underscore that fair incentive schemes, adequate work facilities, and a supportive work environment are jointly essential for sustaining employee performance in retail organizations. Keywords: incentives, work facilities, work environment, employee performance, retail]]>
