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p-Index From 2021 - 2026
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All Journal GoodWill Journal of Economics, Management, and Accounting
Nasir Hamzah
Master of Management Program, Postgraduate Faculty, Fajar University Makassar
Economics, Econometrics & Finance

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Determinants of Employee Performance in Public Sector Organizations: The Role of Workload, Incentives, and Leadership Style Indah Safriani Putri; Hasniaty; Nasir Hamzah
GoodWill Vol. 6 No. 1 (2026): April 2026
Publisher : Yayasan Amerta Insan Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65246/goodwill.v61.517

Abstract

This study examines the influence of workload, incentives, and leadership style on employee performance in a public sector organization, specifically at the Class I TPI Immigration Office Makassar. Despite extensive research on employee performance, empirical evidence integrating these variables simultaneously within public service institutions remains limited. This study adopts a quantitative approach using a census sampling technique involving 116 employees. Data were collected through structured questionnaires and analyzed using multiple linear regression with IBM SPSS. The findings reveal that workload has a significant negative effect on employee performance, indicating that excessive job demands reduce productivity and effectiveness. In contrast, incentives and leadership style demonstrate significant positive effects, suggesting that fair compensation systems and adaptive leadership practices enhance employee motivation and performance outcomes. Among the variables, incentives emerge as the most dominant factor, followed by leadership style, while workload contributes negatively. Simultaneously, all independent variables significantly influence employee performance, with the model explaining 85% of the variance. These results highlight the importance of balanced workload management, equitable incentive systems, and effective leadership in improving organizational performance. The study contributes to the human resource management literature by providing empirical evidence from a public sector context and offering a comprehensive framework that integrates workload, incentives, and leadership style. Practically, the findings provide strategic insights for policymakers and organizational leaders to enhance employee performance and public service quality.
Analysis of The Influence of Workload, Incentives, and Leadership Style on Employee Performance at the Class I Tpi Immigration Office Makassar Indah Safriani Putri; Hasniaty; Nasir Hamzah
GoodWill Vol. 5 No. 1 (2025): April 2025
Publisher : Yayasan Amerta Insan Unggul

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65246/5tpjj084

Abstract

The purpose of this study is to examine the influence of workload, incentives, and leadership style, both partially and simultaneously, on improving employee performance at the Class I TPI Immigration Office Makassar. This research was conducted at the Class I TPI Immigration Office Makassar. Data were collected through observation, interviews, and documentation, and analyzed using quantitative descriptive analysis with multiple linear regression methods. Organizational management needs to formulate strategies for workload management, incentive provision, and the application of effective leadership styles. These strategies should include planning, implementation, and continuous policy control with the aim of achieving performance targets, maintaining a balance between productivity, job satisfaction, and employee loyalty, thereby enhancing the quality of public services provided by the Class I TPI Immigration Office Makassar. The findings of this study indicate that the three independent variables Workload (X₁), Incentives (X₂), and Leadership Style (X₃) have different effects on the dependent variable, Employee Performance (Y). Workload has a significant negative effect on employee performance, while incentives and leadership style have a significant positive effect. Incentives and leadership style contribute the most positively to employee performance, whereas excessive workload decreases performance.
Co-Authors Hasniaty Hasniaty Indah Safriani Putri