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Human Capital and Organizations
Published by Santoso Academy Network
ISSN : -     EISSN : 30263115     DOI : 10.58777/hco
Core Subject : Economy,
Economics, Econometrics & Finance
The Human Capital and Organizations HCO journal publishes peer-reviewed, open-access, theoretical, and empirical research articles on major human resources management HRM, leadership, talent, and organizational topics. The Journal of HCO mission is to offer a forum for the growing amount of scholarly research on human capital and development and behavior organizations in which they operate. The journal emphasizes theoretical advancements and their application and empirical, practical, and policy-oriented research in small and medium enterprises, corporations, government, and other local and international institutions and labor markets. The HCO journal examines various decisions, processes, and activities in the future of human capital management, organizational culture, and interaction with people and technology. The HCO journal examines various decisions, processes, and activities in the future of human capital management, organizational culture, and interaction with people and technology. The journal, published for researchers, scholars, and executives alike, aids the application of empirical research to practical situations and theoretical findings to the reality of the real world. The journal aims to promote communication among academic and other research groups, policymakers, and operational decision-makers at private and public institutions, national and worldwide, and their regulators. This journal is published online semi-annually with a continuous system October and April to keep authors and readers updated with the latest progress. If you have any questions about the journal, please chat on Whatsapp 081188809646 or/and email us info-hco@sanscientific.com. You are invited to keep us up-to-date on the most recent academic research and study areas.
Arjuna Subject : Ilmu Ekonomi, Ekonometrika dan Keuangan (semua kategori) - Ilmu Ekonomi, Ekonometrika dan Keuangan (Lain-Lain)
Articles 25 Documents
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Driving Excellence: The Effect of Work Discipline and Incentive Programs on Employee Performance Songyanan, Evalyn Margareth Carolina; Kasbuntoro, Kasbuntoro
Human Capital and Organizations Vol. 2 No. 1 (2024): OCTOBER 2024
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i1.272

Abstract

This research evaluates the influence of work discipline and providing incentives on employee performance at PT. TOA Galva Industries, especially in the Speaker Department 1. We use correlation regression, determination, t-test, r-test, and F-test methods, and this research analyzes data from a population consisting of 83 employees. The results of the analysis show that the two independent variables, namely work discipline and providing incentives, simultaneously affect employee performance, while the rest are influenced by other factors that were not studied. Simultaneous tests reveal that both work discipline and incentives have a significant influence on employee performance with the calculated F value and significance level. However, based on the t-test, only work discipline was proven to have a significant effect on employee performance, while providing incentives did not show a significant effect. The managerial implication that can be taken is the importance of increasing work discipline as a significant factor in improving employee performance. The research results show that work discipline has a positive and significant influence on employee performance while providing incentives does not have a significant impact. Therefore, the management of PT. TOA Galva Industries must prioritize strengthening work discipline through strict supervision and consistent application of rules.
Boosting Employee Performance: The Roles of Motivation, Work Environment, Discipline, and Communication Ainani, Nuril; Simon, Zainal Zawir
Human Capital and Organizations Vol. 2 No. 1 (2024): OCTOBER 2024
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i1.273

Abstract

The purpose of this research is to examine the influence of work motivation, work environment, work discipline and communication on the performance of PT United Tractors Cakung CGS Division Employees. This type of research is explanatory research. The sampling technique uses salted samples. Data was collected using a survey method using a questionnaire. The data analysis method used is multiple linear regression analysis. The research results show that (1) work motivation has a positive and significant effect on employee performance. (2) The work environment has a positive and significant effect on employee performance. (3) work discipline does not have a significant effect on employee performance. (4) communication has no significant effect on employee performance. (5) work motivation, work environment, work discipline, and communication simultaneously influence employee performance. The managerial implications that can be drawn from these findings are very important for effective human resource management. First, high work motivation can be increased by providing appropriate incentives and encouraging employees to achieve higher targets. Second, a conducive work environment can be created by arranging a comfortable and safe workspace, as well as ensuring good working relationships between employees.
Enhancing Employee Performance: The Effect of Job Satisfaction, Motivation, Workload, and Work Discipline Giovany, Rina; Suyana, Hilma
Human Capital and Organizations Vol. 2 No. 1 (2024): OCTOBER 2024
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i1.276

Abstract

This study aims to determine the effect of Job Satisfaction, Motivation, Workload and Work Discipline on the Performance of PT. Source of Alfaria Trijaya Tbk in East Pademangan Region, North Jakarta and its review from an Islamic point of view. The population in this study are employees of PT. Sumber Alfaria Trijaya Tbk in East Pademangan Area, North Jakarta. Data was collected by survey method with a questionnaire instrument. The data analysis method used is multiple regression analysis. The results of the study show that (1) Partial Job Satisfaction has a positive and significant influence on employee performance. (2) Partial Motivation does not have a positive and significant influence on employee performance. (3) Partially, Workload does not have a positive and significant influence on employee performance; (4) Partially, Work Discipline has a positive and significant effect on employee performance. (5) Simultaneously, Job Satisfaction, Motivation, Workload and Work Discipline have a positive and significant influence on Employee Performance. The managerial implications of this research indicate that to improve employee performance, companies must focus on increasing job satisfaction, motivation and work discipline, as well as effective workload management.
Enhancing Employee Performance: The Impact of Engagement, Job Rotation, Compensation, and Motivation Lestari, Dwi Ayu; Deviastri, Lily
Human Capital and Organizations Vol. 2 No. 1 (2024): OCTOBER 2024
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i1.277

Abstract

This research aims to determine the influence of employee engagement, transfers, compensation and motivation on employee performance. Apart from that, you can see the review from an Islamic perspective. The population of this study were employees of the Jakarta Cakung Primary Tax Service Office with a sample size of 89 respondents. The sampling technique uses a non-probability sampling method, with a saturated sampling technique through distributing questionnaires. The data analysis method uses the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The model in this research provides a strong influence with a strong level of relevance in predicting the influence between variables with a large level of suitability. employee engagement has a positive and significant effect on employee performance. Furthermore, mutations have a positive and significant effect on employee performance. Compensation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Managerial Implications Organizations should prioritize enhancing employee engagement through effective communication and involvement in decision-making processes to boost performance. Additionally, strategic employee mutations or transfers can be leveraged to match skills with job roles more effectively. Fair and competitive compensation packages are essential to motivate employees and enhance their commitment.
How Motivation, Compensation, and the Work Environment Maximizing Employee Performance? Syahputra, Dimas Ramadhan; Faruqi, Faris
Human Capital and Organizations Vol. 2 No. 1 (2024): OCTOBER 2024
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i1.315

Abstract

This study aims to determine the effect of motivation, compensation, and work environment on employee performance. This study uses a quantitative research type, with an Associative research strategy. with data collection techniques using a questionnaire measured by a Likert scale. Data were analyzed by validity testing, reliability testing and Hypothesis Testing. The population in this study were all Coffee shop employees in Jakarta. The population in this study was 210 respondents with a 5% error rate determined by the SEM formula. Data collection was carried out by distributing questionnaires. The results of this study indicate that motivation affects employee performance, compensation affects employee performance because decent compensation improves employee performance, and the work environment also affects employee performance because the work environment is also very important for the comfort of employees to do the work given. The managerial implications of this study indicate that increasing motivation, compensation, and a conducive work environment can significantly improve employee performance. Managers need to consider better policies related to rewards, incentives, and creating a supportive work atmosphere to increase productivity. This can be done through motivational training programs, restructuring a fairer compensation system, and ensuring a comfortable and safe work environment
The Impact of Pay and Workplace Conditions on Employee Performance with Job Satisfaction Acting as an Intermediary Yudika, Rifky Setiya; Zain, Efendy
Human Capital and Organizations Vol. 2 No. 2 (2025): APRIL 2025
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i2.312

Abstract

This study uses job happiness as an intervening variable to examine how pay and work environment affect employee performance. This investigation was carried out at the social security organization BPJS Ketenagakerjaan Cilincing Branch. Thirty BPJS Ketenagakerjaan Cilincing Branch employees made up the study's population. The research methodology is quantitative, and questionnaires are utilized to collect data distributed to all employees as research samples. The saturation sampling approach is the method employed in the sampling process. The WarpPls Partial Least Square Structural Equation Modeling (PLS-SEM) approach is the data analysis technique employed. The study's findings indicate that remuneration does not affect employee performance; work environment has an impact on employee performance; compensation does not affect job satisfaction; work environment has an impact on job satisfaction; compensation does not affect employee performance through job satisfaction as an intervening variable; and job satisfaction influences employee performance. The managerial consequence is that regular surveys and evaluations are crucial for understanding the needs of employees and expectations. In this way, companies can identify areas that need improvement and adjust existing policies.
Employee Performance and Work Motivation: The Impact of Transformational and Transactional Leadership Mediator Sudarmadi, Muhammad Azmi Syauqirrahman; Santosa, Perdana Wahyu
Human Capital and Organizations Vol. 2 No. 2 (2025): APRIL 2025
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i2.319

Abstract

This study investigates the effects of transformational and transactional leadership on employee performance, with work motivation acting as a mediating variable. Conducted at The Acacia Hotel Jakarta, a four-star hotel established on June 21, 1996, the research involved 60 employees. A quantitative approach was used, utilizing questionnaires distributed to all employees through purposive sampling. Data analysis was conducted using WarpPLS Partial Least Square Structural Equation Modeling (PLS-SEM). The findings revealed that transactional leadership positively influences employee performance, while transformational leadership negatively impacts it. Moreover, transactional leadership negatively affects work motivation, whereas transformational leadership has a positive influence on it. Interestingly, work motivation does not significantly affect employee performance and does not mediate the relationship between either leadership style and employee performance. These results suggest that while transactional leadership can drive performance directly, it may reduce motivation. On the other hand, transformational leadership boosts motivation but may not translate into improved performance. This highlights a critical consideration for managers in balancing leadership styles to enhance both motivation and performance. Understanding the complex dynamics between leadership, motivation, and performance can help organizations formulate more effective management strategies.
The Influence of Career Development, Organizational Culture, Motivation and Work Compensation on Employee Loyalty Nabila, Shafwa Cinta; Mansur, Amin
Human Capital and Organizations Vol. 2 No. 2 (2025): APRIL 2025
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i2.323

Abstract

This study aims to determine how employee loyalty is influenced by career development, organizational culture, motivation, and pay, while reviewing these relationships from an Islamic perspective. The study focused on 76 employees from the BNI Head Office (Pejompongan Building). Its uniqueness lies in combining Islamic principles emphasizing ethics, justice, and maslahah (public welfare) with traditional management approaches. While previous research has examined these factors, few have explored them through an Islamic lens. Data was collected via a questionnaire and analyzed using multiple linear regression. The findings revealed that (1) career development, (2) organizational culture, (3) motivation, and (4) compensation each have a positive and significant partial impact on employee loyalty. These results highlight that career growth opportunities, strong organizational values, meaningful motivation, and fair compensation are crucial for fostering loyalty. Managers who incorporate these four factors into their human resource strategies are more likely to build a loyal, motivated, and productive workforce. Consistent and comprehensive implementation of these aspects not only enhances employee satisfaction but also supports the company’s long-term goals in alignment with ethical and socially responsible principles rooted in Islam.
The Influence of Mutations and the Impact of the Workplace on Employee Performance Pajriyan, Khoirul; Razak, Ismail; Paramitra, Yuaniko; Loen, Mishelei
Human Capital and Organizations Vol. 2 No. 2 (2025): APRIL 2025
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i2.330

Abstract

This study aimed to determine and analyze the effect of mutation and work environment on employee performance at PT. Kereta Api Indonesia (Persero) DAOP 1 Jakarta. The technique used for sampling was saturated sampling; respondents in this study were employees of PT. Kereta Api Indonesia (Persero) DAOP 1 Jakarta. The primary data used in this study was obtained through the distribution of questionnaires to PT employees. Kereta Api Indonesia (Persero) DAOP 1 Jakarta as respondents. The study's results showed that mutations affected employee performance, and the work environment had a positive and significant effect on employee performance. The managerial implication is that effective management of mutations and the work environment will improve individual performance and strengthen the performance of the team and the organization as a whole. In this case, a proactive manager will create a productive work environment that supports employee growth and development.
The Influence of Workload and Work Environment: How Employees Achieve Optimal Performance Pitrianti, Pipit; Ananta Vidada, Irwin
Human Capital and Organizations Vol. 2 No. 2 (2025): APRIL 2025
Publisher : SAN Scientific

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58777/hco.v2i2.361

Abstract

The work environment at PT Palapa Property Indonesia is not too spacious, with a slightly excessive employee population. This condition certainly impacts the less stable performance of employees in property sales in the last three years. The company always wants to improve employee performance every year, but the results obtained are a decrease in employee sales, which can be seen from 2021 to 2023. This study aims to explain the partial and simultaneous influence of workload and work environment variables on employee performance at PT Palapa Property Indonesia. This type of research is quantitative because it relates to numbers and statistics to test variables and hypotheses. This study showed that workload has a partial and significant adverse effect on employee performance. The work environment has a partial and significant effect on employee performance. Workload and work environment have a simultaneous effect on employee performance. Managerial implications that organizations need to ensure that the workload given is balanced and supported by a work environment that supports productivity, such as adequate work facilities, good interpersonal relationships, and policies that pay attention to employee welfare.

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