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All Journal Jurnal Inovasi Manajemen, Kewirausahaan, Bisnis dan Digital Global Leadership Organizational Research in Management
Qodariah Qodariah
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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Pengaruh Pelatihan Kerja, Motivasi dan Lingkungan Kerja terhadap Kinerja Karyawan: (Studi Kasus pada PT Anak Karya Cemerlang, Tangerang) Devina Nurasiahn; Qodariah Qodariah
Jurnal Inovasi Manajemen, Kewirausahaan, Bisnis dan Digital Vol. 2 No. 3 (2025): Agustus : Jurnal Inovasi Manajemen, Kewirausahaan, Bisnis dan Digital
Publisher : Asosiasi Riset Ilmu Manajemen dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/jimakebidi.v2i3.806

Abstract

This research was conducted to examine the impact of competence development and employee-related factors on work performance at PT Anak Karya Cemerlang. The sample of this study consisted of all employees of the company, while the selection of respondents was carried out using a probability sampling method with Slovin’s formula to ensure representativeness. Data were processed through multiple linear regression analysis, which allowed the researcher to assess both the partial and simultaneous effects of the independent variables on the dependent variable, namely employee performance. The findings reveal that professional training does not have a significant impact on employee performance, even though it was initially expected to enhance technical skills and work capabilities. This may be due to the fact that most employees already possessed sufficient work experience, making additional training less influential. In contrast, work motivation shows a significant effect on performance, as internal and external encouragement are capable of increasing enthusiasm, loyalty, and productivity. The work environment also demonstrates a significant influence, both in terms of physical comfort and the social climate within the workplace, where supportive conditions enable employees to perform optimally. Furthermore, the analysis indicates that training, motivation, and work environment simultaneously have a substantial impact on employee performance, with a coefficient of determination (R²) of 54.2%. This means that more than half of the variation in employee performance can be explained by these three variables, while the remaining 45.8% is influenced by other factors not examined in this study, such as leadership style, compensation, organizational culture, and individual characteristics. These findings emphasize the importance of prioritizing motivation and workplace conditions as key strategies for improving employee performance.
Pengaruh Budaya Organisasi, Iklim Kerja, dan Disiplin Kerja terhadap Kepuasan Kerja Karyawan (pada Karyawan di Rumah Makan Padang Payakumbuah Veteran Bintaro): Pada Karyawan di Rumah Makan Padang Payakumbuah Veteran Bintaro Maisun Naziah; Qodariah Qodariah
Global Leadership Organizational Research in Management Vol. 3 No. 4 (2025): Global Leadership Organizational Research in Management
Publisher : STIKes Ibnu Sina Ajibarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59841/glory.v3i4.3385

Abstract

This study aims to determine the influence of Organizational Culture (X1), Work Climate (X2), and Work Discipline (X3) on Employee Job Satisfaction (Y) at a company with 52 employees as respondents. The sampling technique used was non-probability sampling with a saturated sample method, meaning all members of the population were included in the sample. Data were collected using a structured questionnaire based on a Likert scale and then analyzed using SPSS version 25. The research employed a quantitative approach with multiple linear regression analysis to examine the relationships between the variables. The results showed that both organizational culture and work discipline had a significant and positive effect on employee job satisfaction. A strong organizational culture contributes to a shared vision, values, and sense of belonging, which enhances job satisfaction. Work discipline, on the other hand, ensures employees meet performance expectations and follow organizational rules, which promotes a stable and productive work environment. Although the work climate variable did not show as strong an influence as the other two, it still plays an important role in shaping employee perceptions and comfort in the workplace. Overall, the findings suggest that improving organizational culture and reinforcing work discipline are effective strategies for enhancing employee job satisfaction, while maintaining a supportive work climate can further support this effort.
Co-Authors Devina Nurasiahn Maisun Naziah