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"Penelitian ini meneliti hubungan antara budaya kinerja tinggi, kepemimpinan transformasional, motivasi kerja dan kinerja karyawan di Pertamina. Informasi dikumpulkan dengan menggunakan instrumen kuesioner dari sampel 180 karyawan Pertamina. Budaya kinerja tinggi dan kepemimpinan transformasional diidentifikasi sebagai variabel independen, motivasi kerja sebagai variabel intervening dan kinerja karyawan sebagai variabel dependen. Data yang diperoleh dari instrumen penelitian kemudian dianalisis secara statistik. Teknik analisis yang digunakan untuk menguji model penelitian atau untuk menguji hipotesis adalah SEM dengan program LISREL.Melalui analisis SEM dapat disimpulkan bahwa ada hubungan yang signifikan antara budaya kinerja tinggi dan motivasi kerja (H1), hubungan yang signifikan antara kepemimpinan transformasional dan motivasi kerja (H3), dan hubungan yang signifikan antara motivasi kerja dan kinerja karyawan (H5). Namun, tidak ada hubungan linier yang signifikan ditemukan antara budaya kinerja tinggi dan kinerja karyawan (H2) dan tidak ada hubungan linier yang signifikan antara kepemimpinan transformasional dan kinerja karyawan (H4).Penelitian ini menambahkan dimensi baru terhadap budaya kinerja tinggi, kepemimpinan transformasional, motivasi kerja dan kinerja karyawan karena tidak ada studi serupa telah dilakukan. Karena penelitian ini berlangsung di industri minyak dan gas, hal ini memberikan kontribusi hasil temuan yang berkaitan dengan konsep-konsep.

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This research investigates the relationship between high performance culture, transformational leadership, work motivation and employee performance in Pertamina. Information was gathered using questionnaire instruments from a sample of 180 employees of Pertamina. High performance culture and transformational leadership were identified as the independent variables, work motivation as the intervening variable and employee performance as the dependent variable. Data obtained from the research instruments was then statistically analyzed. The analysis technique was used to test the research model or to test the hypothesis are SEM with LISREL program.

Through SEM analysis it was concluded that there are a significant relationship between high performance culture and work motivation (H1), significant relationship between transformational leadership and work motivation (H3), and significant relationship between work motivation and employee performance (H5). However, no significant linear relationship was found between high performance culture and employee performance (H2) and no significant linear relationship between transformational leadership and employee performance (H4).

This research therefore adds a new dimension to high performance culture, transformational leadership, work motivation and employee performance since no similar study has been conducted. As this research takes place in oil and gas industry, it contributes to the bank of findings relating to the concepts."

"Extrinsic Compensation merupakan salah satu faktor yang dapat meningkatkan kinerja karyawan dalam sebuah perusahaan. Dari segi lain, Engagement yang merupakan suatu bentuk keterikatan karyawan secara emosional terhadap pekerjaannya juga mempunyai peran penting untuk meningkatkan kinerja karyawan agar lebih optimal. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh Extrinsic Compensation terhadap Employee Performance dan menganalisis peran Engagement sebagai variabel mediasi terhadap hubungan antara Extrinsic Compensation dan Employee Performance pada karyawan PT Kereta Api Indonesia (Persero). Penelitian ini merupakan penelitian eksplanatif dan menggunakan pendekatan kuantitatif. Responden dalam penelitian ini adalah karyawan tetap non manajerial di PT Kereta Api Indonesia (Persero) Daerah Operasional 1 Jakarta. Data diperoleh dari penyebaran kuesioner yaitu sebanyak 80 responden. Analisis data dilakukan menggunakan software IBM SPSS (Statistical Package for the Social Science) for Windows versi 20. Hasil yang ditemukan bahwa Extrinsic Compensation dan Engagement berpengaruh positif terhadap peningkatan Employee Performance pada karyawan PT Kereta Api Indonesia (Persero).

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Extrinsic Compensation is one factor that can improve employee performance in a company. From another perspective, Engagement which is a form of emotional attachment of employees to their work also has an important role in improving employee performance so that it is more optimal. The purpose of this study was to analyze the effect of Extrinsic Compensation on Employee Performance and to analyze the role of Engagement as a mediating variable on the relationship between Extrinsic Compensation and Employee Performance of PT Kereta Api Indonesia (Persero) employees. This research is an explanatory research and uses a quantitative approach. Respondents in this study were non-managerial permanent employees at PT Kereta Api Indonesia (Persero) Operational Area 1 Jakarta. Data obtained from distributing questionnaires, namely as many as 80 respondents. Data analysis was performed using IBM SPSS (Statistical Package for the Social Science) software for Windows version 20. The results found that Extrinsic Compensation and Engagement had a positive effect on increasing Employee Performance for PT Kereta Api Indonesia (Persero) employees."

"Tesis ini adalah sebuah usaha penelitian untuk melakukan analisa terhadap pelaksanaan sistem penilaian kinerja (Performance Appraisal) karyawan di sebuah Lembaga Pendidikan Anak Usia Dini (PAUD) yang bernama TK Embun Pagi. Penelitian ini berusaha untuk mengungkapkan bagaimana sebuah proses penilaian kinerja karyawan diterapkan, kapan penilaian kinerja dilaksanakan, bagaimana prosedur pelaksanaannya, apa tujuan penilaian kinerja serta apa kendala dan tantangan yang dihadapi dalam penerapan penilaian kinerja karyawan. Kerangkat teori yang digunakan adalah Manajemen Sumber Daya Manusia, Manajemen Kinerja (Performance Management) dan Penilaian Kinerja (Performace Appraisal). Penelitian ini merupakan penelitian kualitatif dengan desain deskriptif.Hasil Penelitian ini menyarankan metode evaluasi kinerja sebaiknya perlu untuk melibatkan pihak-pihak stakeholder lainya seperti rekan kerja karyawan, maupun orang tua murid sebagai pihak pengguna (costumer) dari kinerja (Performance) seorang karyawan yang sedang dinilai. Selain itu bagi para penilai kinerja layaknya perlunya untuk dilakukan pelatihan-pelatihan tertentu tentang penilaian kinerja, sehingga kesalahan penilai termasuk bias atau prasangka penilai, efek halo, kecenderungan sentral, dan lain sebagainya niscaya dapat diminimalisir.

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This thesis is a research effort to analyze the implementation of employee performance appraisal system in an Institute of Early Childhood Education (ECD) named TK Embun Pagi. The research attempted to disclose how an employee's performance appraisal process is implemented, when the performance appraisal is conducted, how is the implementation of procedure, when the performance appraisal is conducted, what is the goals of doing performance appraisal, as well as what the obstacles and problems faced in implementing the performance appraisal. This research is using theories of Human Resources Management, Performance Management and Performance Appraisal. This research is a qualitative research with descriptive design.The research finding suggested that the method of performance appraisal should be necessary involving a number of stakeholders such as employee's peer group and the parents as the costumer of the performance of an employee who is being assessed. In addition, for the performance appraiser specific training on performance appraisal are needed, so the error including bias or Assessor?s prejudice, halo effect, central tendency, and so on would be minimized."

"Perubahan lingkungan bisnis yang dinamis dan disruptif memaksa manajemen untuk memiliki strategi dalam melakukan pengelolan SDM secara memadai. SDM memiliki peran kritikal dalam mencapai kinerja organisasi melalui dukungan job resources yang berasal dari lingkungan bekerja. Perubahan paradigma pada sektor publik terhadap pengelolaan SDM semakin menuju ke arah yang efektif dan efisien. Penelitian ini dilakukan untuk menganalisis hubungan antara perceived organizational support (POS) dan servant leadership terhadap employee performance melalui peran mediasi work engagement pada Aparatur Sipil Negara (ASN) Organisasi Keuangan Pemerintah. Penelitian ini dilakukan dengan melakukan cross-sectional study melalui survei kuesioner google form dengan sampel sebanyak 305 responden ASN yang berkedudukan di Kantor Pusat Organisasi Keuangan Pemerintah. Teknik analisis data dilakukan dengan menggunakan metode Covariance Based – Structural Equation Modeling (CB-SEM). Hasil penelitian menunjukkan bahwa POS dan servant leadership memiliki pengaruh positif signifikan terhadap work engagement. Selanjutnya, work engagement mampu memediasi secara penuh dan signifikan hubungan POS dan servant leadership terhadap employee performance, serta work engagement memiliki pengaruh positif signifikan terhadap employee performance. Penelitian ini memiliki kontribusi terhadap implikasi manajerial untuk dapat diterapkan bagi organisasi, pimpinan, dan individu pada sektor publik terkait konsep yang berkaitan dengan variabel yang diteliti.

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The dynamic and disruptive business environment necessitates management to adopt adequate human resource management strategies. Human resource management plays a critical role in achieving organizational performance through job resources support from the work environment. Paradigm shifts in the public sector toward more effective and efficient human resource management have been observed. This study aims to analyze the relationship between perceived organizational support (POS) and servant leadership on employee performance, mediated by work engagement, among Civil Servants (ASN) in Government Financial Organizations. A cross-sectional study using a survey questionnaire through Google Form was conducted, with a sample of 305 respondents comprising ASN at the Central Office of Government Financial Organizations. The data analysis was performed using Covariance-Based Structural Equation Modeling (CB-SEM). The research findings reveal that both POS and servant leadership have a significant positive impact on work engagement. Furthermore, work engagement fully mediates the relationship between POS, servant leadership, and employee performance, with work engagement also significantly influencing employee performance. This research offers managerial implications that can be applied to organizations, leaders, and individuals in the public sector concerning the concepts related to the variables under study."

"This research is intended to know the effect of leadership, environment work and motivation to the performance of employee at Akademi Ilmu Pemasyarakatan. The background of this research is many problems that connected with the performance of employee. By this indication, there are many problem that unbalance.The researcher use Nash?s theory, Gary Yulk?s theory and John D. Miller?s theory to illustrate about leadership, Alex S.Nitisemito?s theory to illustrate about environment work, Abraham Maslow?s theory to illustrate about motivation and Miner?s theory to illustrate about performance. This research method in used is a survey method. The writer use primary and secondary data. Approach which used in this research is the quantitative research an spread closed questioner to 37 respondents.Before conducting the analysis, a validity test was conducted on all instruments and reliability test. Verified and reliable data then was analyzed further by using correlation test of t test to determine the relation between leadership-performance, environment work-performance, and motivation-performance. As to determine the relation between leadership, environment work and motivation on performance, F test analysis is used.From the analysis, it can be concluded that between motivation, there is a high coefficient correlation with correlation 0,380. Between environment work and performace, there is a second coefficient correlation with correlation 0,360. Between motivation and performance there is a third coefficient correlation with correlation 0,253."

"Penelitian ini untuk mengetahui gambaran tentang kepemimpinan, budaya organisasi, dan motivasi terhadap kinerja pegawai pada Badan Pengembangan Sumber Daya Manusia Hukum dan HAM. Disamping itu, penelitian juga dimaksudkan untuk menjelaskan hubungan antara kepemimpinan dengan kinerja pegawai, hubungan budaya organisasi dengan kinerja pegawai, hubungan motivasi dengan kinerja pegawai, dan hubungan secara bersama-sama antara kepemimpinan, budaya organisasi, motivasi dengan kinerja pegawai.Penelitian ini memakai metode diskripsi dan analisis kolerasi. Sampel penelitian berjumlah 55 responden diambil dari pegawai BPSDM Hukum dan HAM.Teknik pengumpulan data primer dilakukan dengan mempergunakan kuesioner untuk variabel kepemimpinan, budaya organisasi, motivasi dan kinerja pegawai. Sedangkan teknik analisis yang dipergunakan adalah teknik deskriptif kolerasional dengan dibantu penggunaan SPSS (statictical Package for Social Science).Hasil penelitian menunjukan bahwa kepemimpinan ada pada kategori sedang, budaya organisasi, motivasi ,dan kinerja pegawai menunjukan kategori sedang. Hubungan kepemimpinan dengan kinerja pegawai sebesar 0,554 yang berarti terdapat hubungan yang mantap. Hubungan budaya organisasi dengan kinerja pegawai sebesar 0,609 yang berarti terdapat hubungan yang mantap. Hubungan motivasi dengan kinerja pegawai sebesar 0,558 yang berarti terdapat hubungan yang mantap. Hubungan kepemimpinan, budaya organisasi, dan motivasi secara bersama-sama dengan kinerja pegawai sebesar 0,737 yang berarti terdapat hubungan yang mantap.

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The research is intended to obtain the comprehensive view in Institut Development of Human Resource of Law and Human Rights. The purpose of research is also seeking the correlation between leadership and performance of the employees, Organizational culture and performance of the employees, motivation and performance of the employees. Furthermore, it also want to identify correlation together between leadership, organizational, motivation and performance of the employees.The reaserch used descriptive and correlational analytical method. The sampel is 55 respondent of employees at Institut Development of Human Resource of Law and Human Right. Data collecting metod used quetionaire, and the data is analysed by using SPSS (Statistical Package for Social Science).The result of the research has shown that leadership ,organizational culture, motivation, and performance of the employees indicate at medium level. The correlation between leadership and performance of the employees indicate at 0,554 that mean there is good correlation. The correlation between organizational culture and performance of the employees indicate at 0,609 that mean there is good correlation. The correlation between motivation and performance of the employees indicate at 0,558 that mean there is good correlation. The correlation between leadership, organization of culture, motivation, and performance of the employees together indicate at 0,737 that mean there is good correlation."

"Penelitian ini bertujuan untuk menganalisis pengaruh yang terjadi antara learning organization terhadap kinerja pegawai dengan employee engagement sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survei yang dilakukan pada 83 pegawai Ground Handling PT. Gapura Angkasa dengan menggunakan metode non-probablity sampling dengan metode accidental. Penelitian ini menggunakan analisis regresi dengan causal step dan sobel test untuk menguji pengaruh langsung dan pengaruh tidak langsung diantara variabel-variabel utama. Hasil penelitian mengindikasikan bahwa learning organization mempunyai pengaruh pada kinerja pegawai secara signifikan. Hasil penelitian ini juga menunjukan adanya indikasi bahwa learning organization dapat mempengaruhi employee engagement, disisi lain employee engagement juga dapat mempengaruhi kinerja karyawan. Hasil analisis penelitian ini juga mengindikasikan bahwa learning organization secara tidak langsung mempengaruhi kinerja pegawai dengan employee engagement sebagai variabel Intervening.

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Aims of this study is to analyze the effect between learning organizations on employee performance with employee engagement as a intervening variable. This study uses a quantitative approach. The data obtained from secondary data and surveys conducted on 83 Ground Handling employees of PT. Gapura Angkasa using non-probablity sampling, with the accidental method. This study uses regression analysis with causal step and sobel test to examine the direct and indirect effect between the main variables. The results indicate that the learning organization has a significant influence on employee performance. The results of this study also indicate that there is an indication that learning organizations can affect employee engagement, on the other hand employee engagement can also affect employee performance. the analysis of this study also indicate that learning organizations indirectly affect employee performance with employee engagement as a Intervening variable.

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