The purpose of this study is to analyze the improvement of the quality of Human Resources is an absolute requirement so that the competence of the younger generation is able to compete inclusively in ...the era of society 5.0 and the industrial revolution 4.0 with special needs that cannot be separated from the influence of communication through technological sophistication and renewal. The communication function is a step in improving the quality of resources that are neatly integrated in the economic education of the younger generation. The method in this study uses a qualitative approach with descriptive research, by obtaining as complete information as possible through interviews, observation and documentation studies. This research was conducted in a higher education in Bandung. The findings of the research inform that the implementation of the communication function for the realization of superior HR in the 5.0 era in Economics education is 1) not maximally felt, so there is still a lot of need for guidance in the realization of superior HR in the 5.0 era, 2) the embodiment of superior HR in the 5.0 era has excellent programs from the field of education 3) improving the quality of entrepreneurs and superior human resource performance in the 5.0 era.
This study aimed to determine the effect of supervision and work discipline on employee performance. This research method uses a quantitative approach with multiple regression analysis. The source of ...this research uses primary data. This research data collection using a questionnaire. The sample of this research is 57 employees using the saturated sampling technique. The results of this study indicate that partially and simultaneously, there is a significant influence between the variables of supervision and work discipline on employee performance, where supervision and work discipline have a simultaneous effect of 58.8% on employee performance. At the same time, the remaining 41.2% were influenced by other factors not observed in this study. Recommendations for performance the supervision carried out can be hiring human resources following the qualifications. Furthermore, preferably implementing a reward and punishment system for those who have a good or inadequate level of work discipline, pay attention to the level of employee attendance, establish rules, and strict legal sanctions.
This study aimed to determine the effect of supervision and work discipline on employee performance. This research method uses a quantitative approach with multiple regression analysis. The source of ...this research uses primary data. This research data collection using a questionnaire. The sample of this research is 57 employees using the saturated sampling technique. The results of this study indicate that partially and simultaneously, there is a significant influence between the variables of supervision and work discipline on employee performance, where supervision and work discipline have a simultaneous effect of 58.8% on employee performance. At the same time, the remaining 41.2% were influenced by other factors not observed in this study. Recommendations for performance the supervision carried out can be hiring human resources following the qualifications. Furthermore, preferably implementing a reward and punishment system for those who have a good or inadequate level of work discipline, pay attention to the level of employee attendance, establish rules, and strict legal sanctions.
The study tested the preceding research model to develop theories regarding aspects of authentic leadership and employee coping in public organizations. Researchers conducted a survey on public ...organizations with 198 respondents whose task is providing services to the community. Researchers used the convenience sampling technique to take samples of respondents who work in public organizations in Bandung, Indonesia. To test the proposed research model, researchers used a non-parametric approach to predict the model of research. The result of this study indicates there is a connection between authentic leadership and psychological vulnerability mediated by proactive coping in uncertain situations, especially during COVID-19. The study result contributes to filling the research gaps, which shows the effectiveness of authentic leadership in encouraging proactive behavior of employees in dealing with stress and reducing the impact of psychological vulnerability on employees of public organizations. The research implication recommends that leaders of public organizations encourage the employees' proactive behavior by providing direct support. Thus, the employees can be more effective in dealing with uncertain situations to decrease the impact of psychological vulnerability.
Received: 17 April 2022 / Accepted: 19 August 2022 / Published: 2 September 2022
This study utilized SPSS 16 software for research analysis. Its objective was to examine the impact of transformational leadership and organizational culture on employee performance. This research ...intends to analyze the elements that exert the most significant influence on employee performance, specifically the relationship between transformational leadership, organizational culture, and employee performance. The analysis will be conducted utilizing a questionnaire administered to 30 respondents. Research utilizing path analysis indicates that the variable of transformational leadership (X1) exerts a direct influence of 41.3% and an indirect influence through its link with organizational culture (X2) of 12.3%, resulting in a total influence of 53.6%. The variable of organizational culture (X2) has a direct impact of 12.9% and an indirect impact through its association with transformational leadership (X1) of 12.3%. The total impact is 25.2%. The research findings demonstrate that the coefficient of determination (R-square), expressed as a percentage, highlights the significant impact of both transformational leadership (X1) and organizational culture (X2) on the employee performance variable (Y), accounting for 78.8% of the variance. It is important to note that there may be other factors that also influence performance. Employees (Y) who were not included in the study are represented by an epsilon value of 21.2%. The research findings suggest that focusing on transformational leadership and organizational culture can enhance employee performance in a publishing and book trading company located in Bandung. It is recommended that more attention be given to these factors.
The purpose of this study was to determine the effect of leadership, competence and Compensation Employee Performance Against the Department of Agriculture of West Java Province ". The research was ...done by taking the entire population of Employees in Department of Agriculture of West Java Province. The method used is descriptive method of analysis, the number of respondents 80 employees (population). Analysis of the results of this study using path analysis. The results of the research are: Overview of leadership, reaching an average score of 4.53. The average score in accordance with the table interpretation criteria including the excellent category. Competence picture that achieved an average score of 4.50. The average score is consistent with the interpretation criteria including the excellent category. Overview Compensation which achieved an average score of 4.13 The average score is consistent with the interpretation criteria including the excellent category. Picture of employee performance, reaching an average of 4.59. The average score is consistent with the interpretation criteria including the excellent category. The influence of leadership on employee performance, ie the direct effect of 15.20%. Indirect effect through the Competence of 10.60%, and through compensation of 3.30%. Thus the effect totaled 29.10% .. Influence of Competence on employee performance, ie the direct effect of 23.00%. Indirect effect through the leadership of 10.60%, and through compensation of 6.00%. Thus the effect of a total of 39.60%. Compensation Effect on employee performance, ie the direct effect of 7,20%. Indirect influence through leadership by 3.30% and amounted to 6.00% through competence. Thus the effect of a total of 16.50%. The influence of leadership, competence, and compensation to employee performance employee at Department of Agriculture of West Java Province, simultaneously at 85.20%. It shows that there is a significant effect.
Organization is the most important asset that should be owned by companies or institutions and is considered by management is the human assets of the organization.Significance of human resources ...efforts empties from the fact that people (humans) is an element that is always present in every organization. They make the goal, holding innovation, and achieve organizational objectives.The theory is used as a reference by the author is presented by Stephen P Robbins (2006: 725). That, would Organizational Culture "Facilitate the emergence of commitment". This implies, if the organizational culture in the school is conducive, then the entire school community will be with full awareness, sincere and honest work for the benefit and success of the school. This study aims to determine the influence of organizational culture on work motivation and Teacher Compensation and the implications for teacher performance. The method used in this research is descriptive and verification method, which is to get a picture of the actual conditions that exist in the research and proving hypotheses about the relationship of research variables: Cultural Organization, Compensation, Motivation and Performance Master. From a sample of 74 people obtained results showed that the path analysis, path analysis results show that, in partial effect on Organizational Culture Work Motivation Teacher, at 9.18% and partially shows the compensation effect on work motivation of 19.18%; while simultaneously Cultural Organization and Compensation effect on work motivation Master, at 46.36%; While the results of simple regression analysis showed that the influence of Work Motivation Teacher to Teacher performance of 47.47%. Based on the above it can be concluded, that the management of human resources need to pay attention Organizational Culture, Compensation and employee motivation because it will affect employee performance both directly and indirectly, will also affect the quality and productivity of the institution.
This study intends to look into and assess how motivation and work ethics affect employee performance at one of Bandung's technology, information, and communication enterprises. Path analysis is the ...research methodology employed since this study aims to understand how employee performance is related to motivation and work ethic. Additionally, it seeks to comprehend the link structure and the impact of predetermined research variables.
According to the research's findings, motivation greatly influences employee performance. Workplace discipline has a significant impact on how well employees perform. Motivation and work discipline significantly impact how healthy employees perform at one of the businesses in Bandung's telecommunications sector. According to the study's findings, one of the companies in Bandung's telecommunications industry has motivated and disciplined employees who are moving in the right direction.
The purpose of this study is to determine the influence of work motivation and work environment on employee performance in a two-star hotel in Bandung City by obtaining accurate data and collecting ...the necessary data for analysis. The objectives of this study are to determine the magnitude of the influence of work motivation, the magnitude of the influence of the work environment on employee performance, and the magnitude of the influence of work motivation and the work environment on employee performance. The method used is quantitative method and data collection method by distributing questionnaires to a population of 40 respondents. This study used correlation analysis, path analysis, and coefficient of determination analysis. Based on the results of the study, it was found that work motivation and work environment obtained fairly good results, while performance did not obtain good results. The correlation between work motivation and work environment showed a positive relationship with a magnitude of 0.896. The coefficient of determination was 78.7%. The direct and indirect influence of work motivation on employee performance was 0.426, and the influence of the work environment on employee performance was 0.361. Therefore, the total influence is 0.787 or 78.7%, while the remaining 21.3% represents other variables that were not examined in this study but also affect employee performance.
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