<![CDATA[The t-test of training effectiveness on employee performance showed a calculated t-value of 7.697 > t-table of 2.000, a significance level of 0.002 < (α) 0.05, and a t-table of 2.000. Therefore, Ho is rejected and Ha is accepted. The t-test of teamwork on employee performance showed a calculated t-value of 6.856 > t table of 2.000, a significance level of 0.002 < (α) 0.05, and a t-table of 2.000. Therefore, Ho is rejected and Ha is accepted. The F-test results showed a value of 41.380 > F-table of 3.13, with a simultaneous significance level of 0.000 < (α) = 0.05. Therefore, Ho is rejected and Ha is accepted. The significance value of the interaction between training effectiveness and work ethic was 0.001 < 0.05, and the R square value of 0.552, has a contribution of the influence of training effectiveness on performance after the existence of a work ethic moderation variable of 55.2%. The significance value of the interaction between team work and work ethic was 0.028 < 0.05. Work ethic is able to moderate the influence of team work on performance and the R square value of 0.575, it means that the contribution of the influence of team work on performance after the existence of work ethic moderation is 57.5%. The significance value for training effectiveness was 0.000 < 0.05, while the effectiveness of training and teamwork was 0.000 < 0.05. The significance value between training and teamwork effectiveness and work ethic was 0.020 < 0.05. The R-square value was 0.601, indicating a 60.1% effect of training and teamwork effectiveness on performance after work ethic moderation. Keywords: Training Effectiveness, Teamwork, Work Ethic, and Employee Performance]]>
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