This study aims to determine the effect of Work From Home, competence and psychological capital
on employee performance. This research was conducted on the research object of a freight forwarder company
in Semarang, Indonesia. This study uses a quantitative approach. Data was collected using a questionnaire with
a purposive sampling method. The data analysis technique uses multiple linear analysis. The results of this
study indicate that competence and psychological capital have a positive effect on employee performance, while
work from home has no effect on employee performance. Psychological capital has a dominant influence
compared to other variable relationships.
EXPLORING THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN THE RELATIONSHIP...indexPub
This research aims to obtain empirical evidence regarding the influence of employee engagement and job satisfaction on employee performance through organizational commitment as a mediating variable for employees at the Office of Strengthening of Social Forestry in Indonesia. This research is quantitative. The data was collected through the survey method utilizing interviews and Likert scale questionnaires. The analysis employed Structural Equation Modeling-Partial Least Squares (SEM-PLS) facilitated by the SmartPLS 3.29 application. The sample for this research was 79 respondents who worked at the Strengthening of Social Forestry in Indonesia office. The key findings indicate (1) a positive and significant influence of employee engagement on employee performance; (2) a positive and significant impact of job satisfaction on employee performance; (3) a positive and significant influence of organizational commitment on employee performance; (4) a positive and significant influence of employee engagement on organizational commitment; (5) a positive and significant impact of job satisfaction on organizational commitment; (6) an indirect influence of employee engagement on employee performance mediated through organizational commitment; and (7) an indirect influence of job satisfaction on employee performance, mediated through organizational commitment among employees in the Strengthening of Social Forestry in Indonesia office. Practically, this research underscores the importance of strategically focusing on initiatives and programs to enhance employee engagement. By doing so, organizations can elevate job satisfaction levels, fostering stronger employee commitment for sustained organizational growth.
Effect of Compensation and Work Motivation on Employee Performance in the Pt....ijtsrd
Compensation is all income in the form of money, direct or indirect goods received by employees in return for services provided to the company. Sri Milawati | Zulititian Lahagu | Togu Harlen Lumban Raja | Lasman Eddy Bachtiar "Effect of Compensation and Work Motivation on Employee Performance in the Pt. Pos Indonesia (Persero) Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-2 , February 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38602.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/38602/effect-of-compensation-and-work-motivation-on-employee-performance-in-the-pt-pos-indonesia-persero-medan/sri-milawati
The main objective of this research is to try to analyze the effect of direct compensation and indirect
compensation toward employee performance of temporary staff UMY with job satisfaction as variable
intervening. This research was conducted on temporary staff UMY in 2019.
The Influence of Motivation and Work Discipline against Employee Performance ...ijtsrd
This research was conducted to determine the influence of motivation and work discipline on employee performance. This study uses quantitative and qualitative methods with causal associative methods. In this study, the population is employees at PT. Delisari Nusantara Medan Branch. The sampling technique used is the total sample technique which is all employees of PT. Delisari Nusantara Medan Branch with as many as 21 people. The data analysis technique uses validity test, reliability test, classical assumption test, multiple linear analysis test, t test, F test and coefficient of determination test R2 using SPSS version 16 application. From the results of the study showed that the results of the t test of the motivation variable tcount of 1.855 ttable of 2.101, then motivation had an influence but not significant on the performance of employees at PT. Delisari Nusantara Medan Branch and the results of the t test of the work discipline variable tcount of 3.017 ttable of 2.101, then motivation has a significant and significant influence on employee performance at PT. Delisari Nusantara Medan Branch. And the results of the study indicate that the results of the F test together with motivation and work discipline Fcount of 9.274 Ftable of 3.55 mean that motivation and work discipline together have a significant influence on employee performance. Edward Alezandro Lbn. Raja | Yusan Charoline | Karina Sialen "The Influence of Motivation and Work Discipline against Employee Performance at Pt. Delisari Nusantara Medan Branch" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51698.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/51698/the-influence-of-motivation-and-work-discipline-against-employee-performance-at-pt-delisari-nusantara-medan-branch/edward-alezandro-lbn-raja
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
The Impact of Compensation, Motivation And Commitment To The Performance Of H...AJHSSR Journal
ABSTRACT : This study aims to examine the effect of compensation, motivation, and commitment to the
performance of paramedics in Lamongan Regency. The population of thisstudywas all hospitalemployees in
Lamongan Regency, namely Sugongan Hospital Lamongan, Nasrul Ummah Lamongan Hospital,
Muhammadiyah Lamongan Hospital and Babat Muhammadiyah Hospital. The population in the studywas all
paramedics in hospitals in Lamongan Regency which amounted to 329 people. Based on the Slovin formula
with a standard 5% errorobtained as many as 181 people. The resultsshowedthat compensation had a
significanteffect on the performance of hospitalparamedics. Motivation has a significanteffect on the
performance of hospitalparamedics. Paramediccommitment has a significanteffect on the performance of
hospital paramedics in Lamongan Regency
Keywords -compensation; motivation; Commitment; paramedic performance.
Thie study aims to examine and analyze the in of compensation, job promotions and job satisfaction
on the performance of Mercu Buana University's teaching staff. This type of research is a causal analysis using
a quantitative approach
EXPLORING THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN THE RELATIONSHIP...indexPub
This research aims to obtain empirical evidence regarding the influence of employee engagement and job satisfaction on employee performance through organizational commitment as a mediating variable for employees at the Office of Strengthening of Social Forestry in Indonesia. This research is quantitative. The data was collected through the survey method utilizing interviews and Likert scale questionnaires. The analysis employed Structural Equation Modeling-Partial Least Squares (SEM-PLS) facilitated by the SmartPLS 3.29 application. The sample for this research was 79 respondents who worked at the Strengthening of Social Forestry in Indonesia office. The key findings indicate (1) a positive and significant influence of employee engagement on employee performance; (2) a positive and significant impact of job satisfaction on employee performance; (3) a positive and significant influence of organizational commitment on employee performance; (4) a positive and significant influence of employee engagement on organizational commitment; (5) a positive and significant impact of job satisfaction on organizational commitment; (6) an indirect influence of employee engagement on employee performance mediated through organizational commitment; and (7) an indirect influence of job satisfaction on employee performance, mediated through organizational commitment among employees in the Strengthening of Social Forestry in Indonesia office. Practically, this research underscores the importance of strategically focusing on initiatives and programs to enhance employee engagement. By doing so, organizations can elevate job satisfaction levels, fostering stronger employee commitment for sustained organizational growth.
Effect of Compensation and Work Motivation on Employee Performance in the Pt....ijtsrd
Compensation is all income in the form of money, direct or indirect goods received by employees in return for services provided to the company. Sri Milawati | Zulititian Lahagu | Togu Harlen Lumban Raja | Lasman Eddy Bachtiar "Effect of Compensation and Work Motivation on Employee Performance in the Pt. Pos Indonesia (Persero) Medan" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-2 , February 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38602.pdf Paper Url: https://www.ijtsrd.com/management/hrm-and-retail-business/38602/effect-of-compensation-and-work-motivation-on-employee-performance-in-the-pt-pos-indonesia-persero-medan/sri-milawati
The main objective of this research is to try to analyze the effect of direct compensation and indirect
compensation toward employee performance of temporary staff UMY with job satisfaction as variable
intervening. This research was conducted on temporary staff UMY in 2019.
The Influence of Motivation and Work Discipline against Employee Performance ...ijtsrd
This research was conducted to determine the influence of motivation and work discipline on employee performance. This study uses quantitative and qualitative methods with causal associative methods. In this study, the population is employees at PT. Delisari Nusantara Medan Branch. The sampling technique used is the total sample technique which is all employees of PT. Delisari Nusantara Medan Branch with as many as 21 people. The data analysis technique uses validity test, reliability test, classical assumption test, multiple linear analysis test, t test, F test and coefficient of determination test R2 using SPSS version 16 application. From the results of the study showed that the results of the t test of the motivation variable tcount of 1.855 ttable of 2.101, then motivation had an influence but not significant on the performance of employees at PT. Delisari Nusantara Medan Branch and the results of the t test of the work discipline variable tcount of 3.017 ttable of 2.101, then motivation has a significant and significant influence on employee performance at PT. Delisari Nusantara Medan Branch. And the results of the study indicate that the results of the F test together with motivation and work discipline Fcount of 9.274 Ftable of 3.55 mean that motivation and work discipline together have a significant influence on employee performance. Edward Alezandro Lbn. Raja | Yusan Charoline | Karina Sialen "The Influence of Motivation and Work Discipline against Employee Performance at Pt. Delisari Nusantara Medan Branch" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-5 , August 2022, URL: https://www.ijtsrd.com/papers/ijtsrd51698.pdf Paper URL: https://www.ijtsrd.com/other-scientific-research-area/other/51698/the-influence-of-motivation-and-work-discipline-against-employee-performance-at-pt-delisari-nusantara-medan-branch/edward-alezandro-lbn-raja
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
The Impact of Compensation, Motivation And Commitment To The Performance Of H...AJHSSR Journal
ABSTRACT : This study aims to examine the effect of compensation, motivation, and commitment to the
performance of paramedics in Lamongan Regency. The population of thisstudywas all hospitalemployees in
Lamongan Regency, namely Sugongan Hospital Lamongan, Nasrul Ummah Lamongan Hospital,
Muhammadiyah Lamongan Hospital and Babat Muhammadiyah Hospital. The population in the studywas all
paramedics in hospitals in Lamongan Regency which amounted to 329 people. Based on the Slovin formula
with a standard 5% errorobtained as many as 181 people. The resultsshowedthat compensation had a
significanteffect on the performance of hospitalparamedics. Motivation has a significanteffect on the
performance of hospitalparamedics. Paramediccommitment has a significanteffect on the performance of
hospital paramedics in Lamongan Regency
Keywords -compensation; motivation; Commitment; paramedic performance.
Thie study aims to examine and analyze the in of compensation, job promotions and job satisfaction
on the performance of Mercu Buana University's teaching staff. This type of research is a causal analysis using
a quantitative approach
The aim of this study is to develop a comprehensive model by measuring the influences of
compensation, leadership and motivation on employee performance. This research applies descriptive research
design using survey methods. Slovin formula is used to determine sample size. Sampling uses a disproportionate
randomized model as a sampling technique
This study aims to determine the factors that influence the turnover intention of private sector
employees in East Java. This type of research is causality research, which is to determine the relationship
pattern of prophet leadership, work environment, job satisfaction, organizational commitment, compensation
and turnover intention. So that we can find out the structure of the model for the five latent variables and can be
used as a reference to reduce employee turnover intention according to the indicators that are most capable of
contributing to each latent variable that is measured. The population in this study is the entire Surabaya
community who work as private employees
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organiza...pitaloka .
The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
The Influence of the Work Environment, Compensation, Work Discipline and Work...AJHSSR Journal
ABSTRACT : This study aims to determine the effect of the work environment, compensation, work
discipline, and work ethic on the performance of the State Civil Apparatus. This research is motivated by a work
environment that is felt to be less supportive in carrying out the work, the perceived acceptance of compensation
is still low, awareness of attendance at work is still low, obedience to rules and ethical behavior is still being
violated, and the performance of the state civil apparatus is still not stable and tends to be low on the state civil
apparatus of the Sungai Penuh City Inspectorate. This type of research uses a quantitative approach with
multiple linear regression method. Data collection techniques with questionnaires, observations and interviews.
The respondents of this study were 45 people The State Civil Apparatus at the Sungai Penuh City Inspectorate.
The sampling method uses the total sampling methodwhere the entire population in this study was used as the
research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS)
version 24.0 program. From the results of this study it was found that partiallythe work environment has a
significant effect on the performance of the state civil apparatus, compensation has a significant effect on the
performance of the state civil apparatus, work discipline has a significant effect on the performance of the state
civil apparatus, work ethic has a significant effect on the performance of the state civil apparatus, and work
environment, compensation, work discipline and work ethic jointly have a significant effect on the performance
of the state civil apparatus at the Sungai Penuh City Inspectorate.
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...IOSR Journals
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
Job Satisfaction of Private Banking Sector Employees in BangladeshDr. Amarjeet Singh
The intention of this study is to explore the job satisfaction level in Private Banking Sector officers of Bangladesh. This study highlights the factors of job satisfaction of bank employees in our country also try to evaluate the influences of these factors on the ultimate job satisfaction. So, Private Banks employees are the target population of this research paper. This paper reveled some institutional factors like working environment, work condition, pay, fair treatment of employees, provision of loan, promotion policy and acknowledgement for good performance meaningfully effect on job satisfaction of private Bank employees. On the other hand, employee’s individual factors such as age and gender, marital status minorly effect job satisfaction of Bank employees. The study conveys the message to Bank management that they should give more attention to stimulate and uphold the human resources in banking sector in Bangladesh. For attaining decisive mission of the banking division, the Bank Administration should satisfy the bank officers and utilize their maximum effort by confirming comprehensive superiority of their institutions. We think the results and academic consultation of this research may assist the relevant people for additional research and formulation of plan.
The Implication of Financial Compensation and Performance Appraisal System to...inventionjournals
The purpose of this study is to analyze and prove the influence of the system of financial compensation and performance appraisal on job satisfaction and job motivation and its implications on the performance of employee. The research type is explanatory research. The research population is all employees of PT Pupuk Kalimantan Timur. The sample in this research is 140 employees. The sampling technique is ladder population of proportional with amount of population in every stratum. The data is analyzed by using the approach of Smart Partial Least Square (SmartPLS). The research result indicates that financial compensation has an effect on job satisfaction. Financial compensation does not have an effect on job motivation. Performance appraisal system of employee has an effect on job satisfaction. Performance appraisal system of employee has an effect on job motivation. Financial compensation does not have an effect on employee performance. Performance appraisal system of employee does not have an effect on employee performance. Job satisfaction has an effect on job motivation of employee. Job satisfaction does not have an effect on employee performance. Motivation has an effect on employee performance. Performance appraisal system of employee is stronger in influencing employee performance than financial compensation. Performance appraisal system of employee that is applied by PT Pupuk Kalimantan Timur can change the job climate in the company.
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
Many countries have seen the importance of financial education by making financial
education a national strategy. In Vietnam, although the National Strategies for Inclusive Financial
Education has been proposed since 2017 and officially included in the National Financial Inclusion
Strategy in 2020, however, financial education is still quite new, and many people are not aware of
the necessity of financial l
Today, in the rapidly emerging globalization process, increasing the competitiveness of enterprises
depends on increasing of their firm performance. Although there are many methods and techniques affecting
firm performance, Information technology (IT) capabilities has become one of the most widely used method,
especially in dealing with supply chain matters of a firm. The aim of our study is to express whether innovation
and organization learning is effective as intermediate variable to the effects of IT capabilities at firm’s
performance. The opinion which claim
More Related Content
Similar to Work from Home, Competence and Psychological Capital and Their Influence on Employee Performance (Study at Freight Forwarder companies)
The aim of this study is to develop a comprehensive model by measuring the influences of
compensation, leadership and motivation on employee performance. This research applies descriptive research
design using survey methods. Slovin formula is used to determine sample size. Sampling uses a disproportionate
randomized model as a sampling technique
This study aims to determine the factors that influence the turnover intention of private sector
employees in East Java. This type of research is causality research, which is to determine the relationship
pattern of prophet leadership, work environment, job satisfaction, organizational commitment, compensation
and turnover intention. So that we can find out the structure of the model for the five latent variables and can be
used as a reference to reduce employee turnover intention according to the indicators that are most capable of
contributing to each latent variable that is measured. The population in this study is the entire Surabaya
community who work as private employees
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organiza...pitaloka .
The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
An Empirical Study of Employees’ Motivation and its Influence Job SatisfactionAI Publications
Human Resource Management is getting more important in the business nowadays, because people and their knowledge are the most important aspects affecting the productivity of the company. One of the main aspects of Human Resource Management is the measurement of employee satisfaction. Companies have to make sure that employee satisfaction is high among the workers, which is a precondition for increasing productivity, responsiveness, quality, and recognitionservice. The aim of this thesis is to analyze the level of employee satisfaction and work motivation. It also deals with the effect the culture has on employee satisfaction. The theoretical framework of this thesis includes such concepts as, job satisfaction, motivation, and rewards differences. One of the biggest strength of the organization is the relationship and communication between the employees and the managers.
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
The Effect of Work Environment, Work Discipline and Work Motivation on Perfor...AJHSSR Journal
ABSTRACT : on employee performance at the DPRD Secretariat of West Sumatra Province, the Secretariat of
the DPRD of West Sumatra Province, the effect of work motivation on employee performance at the Provincial
DPRD Secretariat. West Sumatra. This research method uses descriptive quantitative research. The population
used in this study were all staff working in the secretariat of the DPRD of West Sumatra Province. Sampling
was done by simple random sampling method. The sample of this research is all staff who work in the
secretariat of the DPRD of West Sumatra Province as many as 30 people. The results showed that the
significance value of the t-test on the work environment variable was 0.572 > 0.05, i.e.there was no significant
relationship between the work environment and employee performance. The significance value of the t-test for
the work discipline variable is 0.03 > 0.05, which means that there is a significant relationship between work
discipline and employee performance. The significance value of the t-test for work motivation is 0.010 > 0.05
which means there is a significant relationship between work motivation and employee performance.
KEYWORDS :Work Environment, Work Discipline, Motivation, Employee Performance
Role of Work Engagement in Mediating the Effect of Leader Member Exchange on ...AJHSSR Journal
ABSTRACT : Employee performance is an important aspect that must be considered, because employee
performance is the result of work controlled by individual employees and can contribute to the success of the
organization in achieving its goals. This study aims to analyze the effect of LMX and work engagement on
employee performance, the effect of LMX on work engagement and the role of work engagement in mediating
the influence of LMX on the employee performance. The number of respondents used was 89 employees using
the saturated sample method. Data collection was carried out by interviewing, distributing questionnaires and
observations. The data analysis technique used is path analysis and single test. The results of the analysis show
that LMX has a significant positive effect on employee performance and work engagement, work engagement
has a significant positive effect on employee performance and work engagement partially mediates the effect of
LMX on employee performance. The implications in this study provide evidence that work engagement has an
important role because it can strengthen the influence of LMX in organizations to improve employee
performance.
KEYWORDS: leader member exchange, work engagement, employee performance
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ABSTRACT : This study aims to determine the effect of the work environment, compensation, work
discipline, and work ethic on the performance of the State Civil Apparatus. This research is motivated by a work
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is still low, awareness of attendance at work is still low, obedience to rules and ethical behavior is still being
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apparatus of the Sungai Penuh City Inspectorate. This type of research uses a quantitative approach with
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The respondents of this study were 45 people The State Civil Apparatus at the Sungai Penuh City Inspectorate.
The sampling method uses the total sampling methodwhere the entire population in this study was used as the
research sample. Hypothesis testing was calculated using the IBM Statistical Package for Social Science (SPSS)
version 24.0 program. From the results of this study it was found that partiallythe work environment has a
significant effect on the performance of the state civil apparatus, compensation has a significant effect on the
performance of the state civil apparatus, work discipline has a significant effect on the performance of the state
civil apparatus, work ethic has a significant effect on the performance of the state civil apparatus, and work
environment, compensation, work discipline and work ethic jointly have a significant effect on the performance
of the state civil apparatus at the Sungai Penuh City Inspectorate.
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produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
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administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
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influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
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performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
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Work from Home, Competence and Psychological Capital and Their Influence on Employee Performance (Study at Freight Forwarder companies)
1. International Journal of Business Marketing and Management (IJBMM)
Volume 8 Issue 1 Jan-Feb 2023, P.P. 24-33
ISSN: 2456-4559
www.ijbmm.com
International Journal of Business Marketing and Management (IJBMM) Page 24
Work from Home, Competence and Psychological Capital
and Their Influence on Employee Performance (Study at
Freight Forwarder companies)
Endang Sulistiyani*1
, Inayah2
, Muftiya Afayastati Ngunasabila3
Ririn Budi Utaminingtyas4
, Raja Faraazlina5
, Edwin Zusrony6
1,2,3,4)
Business Administration Department, Politeknik Negeri Semarang, Indonesia
5)
International Liaison Officer, Mersing Polytechnic, Malaysia
6)
Faculty of business academic studies, STEKOM Semarang, Indonesia
Corresponding Author*: endangsulis15@polines.ac.id
Abstract: This study aims to determine the effect of Work From Home, competence and psychological capital
on employee performance. This research was conducted on the research object of a freight forwarder company
in Semarang, Indonesia. This study uses a quantitative approach. Data was collected using a questionnaire with
a purposive sampling method. The data analysis technique uses multiple linear analysis. The results of this
study indicate that competence and psychological capital have a positive effect on employee performance, while
work from home has no effect on employee performance. Psychological capital has a dominant influence
compared to other variable relationships.
Keywords: Work From Home, Competence, Psychological Capital, Employee Performance.
I. Introduction
The deadly Covid-19 virus outbreak has spread throughout the world. This virus has claimed many
victims of the world's population, one of which is in Indonesia. The Indonesian government has made great
efforts to prevent the spread of this virus. These efforts include campaigning for 3M (Wearing masks, washing
hands and maintaining distance).
The government and other communities are also participating in 3M's campaign to prevent the spread of this
deadly virus. Before this outbreak or pandemic, employees worked in the office every day but after this virus,
employees were required to work at home (Work From Home). This is stated through the instructions of the
governor or regional head respectively in implementing the PSBB (Large-Scale Social Restrictions).
Companies in Semarang City that apply the Work systemFrom Home is PT Arindo Jaya Mandiri. The
implementation of Work From Home began in March 2020 and ended the implementation of the Work From
Home system in early 2022. PT Arindo Jaya Mandiri is a company engaged in the field of Ship Freight
Expedition (EMKL). The company provides shipping services for goods to be exported abroad. PT Arindo Jaya
Mandiri Semarang has 40 employees for people on duty in the office and 10 people on duty in the field or
outside the office.
One of PT Arindo Jaya Mandiri's performance targets is achieving the number of service users. At PT
Arindo Jaya Mandiri Semarang, the number of service users during the pandemic has decreased from 2019-
2021. The number of service users from 2019 to 2021 is presented in Table 1 below:
Table 1. Number of Service Users of PT Arindo Jaya Mandiri Semarang in 2019-2021
No Year Target
(in thousands)
Realization
(in thousands)
1 2019 2,500 2,992
2 2020 2,500 1968
3 2021 2,500 2,180
2. Work From Home, Competence And Psychological Capital And Their Influence On Employee …
International Journal of Business Marketing and Management (IJBMM) Page 25
Based on Table 1, it can be seen that Figure 1 shows that the actual number of service users of PT Arindo Jaya
Mandiri Semarang in 2019-2021 has decreased. The decline was in the form of non-fulfillment of
predetermined target service users. Adjustment of a new work system for employees in the context of
implementing PSBB (Large-Scale Social Restrictions) to work from home (Work From Home) in accordance
with government directives regarding the handling of the Covid-19 Virus. Changes in work patterns during a
pandemic create unfamiliarity, which is a challenge for companies, especially employees. The results of
observations made by researchers at PT Arindo Jaya Mandiri Semarang are showing problems, one of which is
the lack of communication between colleagues,
Formulation of the Problem
Based on the background described above, the problems that are of concern to researchers in this study
are:
1. How does Work From Home affect the performance of employees of PT Arindo Jaya Mandiri Semarang?
2. How does competence influence the performance of employees of PT Arindo Jaya Mandiri Semarang?
3. How does Psychological Capital affect the performance of employees of PT Arindo Jaya Mandiri
Semarang
4. What factors are most dominant in influencing the performance of employees of PT Arindo Jaya Mandiri
Semarang?
II. Literature review and relationships between variables
Work From Home (WFH)
According to Mustajab et al., (2020) Changes in the organization in assigning tasks and responsibilities to
employees by "forbidding" employees to work in offices and gather in rooms, so employees have to work at
home, this is called Work from home (WFH). ) or work from home Researchers use several work from home
indicators according to (Farrell, 2017), including:
1. Flexible work environment.
2. There is stress disorder in employees
3. Proximity to family in providing support on duty.
4. Reducing commuting time to the office.
5. Provide health and work balance
6. Can bring creativity in solving problems.
7. Distinguish between homework and office work
Competence
Competence is an ability to carry out or carry out a job or task that is based on skills and knowledge and is
supported by the work attitude demanded by the job.(Wibowo, 2017)
According to Ruky inFadillah et al., (2017)There are several competency indicators below:
1. Personal character
2. Self concept
3. Knowledge
4. Skills
5. Work motivation
Psychological Capital
Psychological capital can be interpreted as an active state owned by employees in the process of growth and
development which consists of self-efficacy, hope, optimism, and resilience (Wang et al, 2018)
Luthans et al., (2016) stated that there are four indicators of psychological capital, namely:
1. Hope
2. Optimism
3. Resilience
3. Work From Home, Competence And Psychological Capital And Their Influence On Employee …
International Journal of Business Marketing and Management (IJBMM) Page 26
4. Self Efficacy
Employee performance
Sutrisno et al., (2016) state performance or work performance is the result of work that has been achieved by a
person based on his work behavior in carrying out activities at work.
According to Robbins and Judge (2015)performance indicators as follows:
1. Work quality
2. Quantity
3. Punctuality
4. effectiveness
5. independence.
The Relationship of Work From Home Variables to Employee Performance
Work From Homeis one of the terms of working remotely (remote working), more precisely doing work
that is usually done in an office from home. Workers do not need to come to the office face to face with other
workers(Ashal, 2020). Work From Home allows employees to maintain a balance between work and family
life(Mustajab et al., 2020). Work From Home also allows employees to design workplaces and work facilities at
home so that employees can work productively and efficiently(Ultimate, 2020). The choice of Work From Home
(WFH) does not only occur when the government issues the PSBB (Large-Scale Social Restrictions) policy, but it
has become company policy to provide opportunities for its employees to work with the Work From Home
system.(Darmawan and Atmojo, 2020)
Based on the results of research that has been conducted byNasution (2020)shows that Work from
home (WFH) has a positive and significant effect on employee performance. This proves that the better the
implementation of Work from Home (WFH) provided by the company, the higher the employee's performance.
Thus, hypothesis 1 can be formulated as follows:
Ha1: There is an influence between Work from home (WFH) on employee performance
Competence Variable Relationship to Employee Performance
Competence is a person's basic ability in terms of knowledge, skills, behavior and other matters
relating to the rules issued by the organization based on the work for which they are responsible(Pramularso,
2018). Each employee has the right ability or competence in carrying out his work to realize the performance
and success of employee performance in the long term. Competence can deepen and expand the work skills of
an employee. The more often an employee does the same work, the more skilled and fast he or she gets the job
done. The more types of work an employee does, the richer and broader his work experience will be, and this
allows for an increase in employee performance(Djou and Lukiastuti, 2021). Improving the performance of
individual employees will encourage the overall performance of human resources(Dila, 2020).
Sutrisno (2009) in Djou and Lukiastuti (2021) also explains that competence as an attribute of the quality of
human resources (HR) has a significant influence on individual performance. The relationship between
competence and employee performance is also said bySyafruddin (2021)in his research that competency has a
positive and significant effect on improving employee performance. Thus, hypothesis 2 can be formulated as
follows:
Ha2: There is an influence between competence on employee performance
Relationship of Psychological Capital Variables to Employee Performance
According toLuthans et al., (2016)Psychological capital is defined as a positive ability that must be
developed by someone. Psychological capital is divided into 4 dimensions, namely: self-confidence (self-
efficacy), hope, optimism and endurance in doing work. The four dimensions of psychological capital are
believed to be able to make a positive contribution for someone to excel in doing his job. To achieve optimal
performance by employees, psychological capital is needed to support their work, accompanied by self-
confidence, optimism and full of hope in achieving their goals.(Liwanto and Kurniawan, 2015). High
psychological capital of employees can improve employee performance. This happens because one's self-
efficacy, hope, optimism and resilience can encourage better performance and increase job satisfaction.(Triccia,
2020).
Research conducted byZaman and Tjahjaningsih, (2017)proves that the effect of psychological capital on
employee performance is partially positive and significant. This proves that the better the psychological capital of
an employee, the higher the employee's performance. Thus, hypothesis 3 can be formulated as follows:
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Ha3: There is an influence between psychological capital on the performance of employees of PT Arindo Jaya
Mandiri Semarang.
THEORETICAL RESEARCH MODEL
Based on the hypotheses that have been formulated, a theoretical framework model is formed in this
study as shown in Figure 1.
Figure 1. Theoretical Research Model
According to figure 1 it is explained that Work from home (X1), Employee Competence (X2), and Psychological
Capital (X3) are independent variables or variables that can affect Employee Performance (Y) which are the
dependent variable or variables that can be influenced by the independent variable .
III. Research Methods
The population in this study were all employees of PT Arindo Jaya Mandiri Semarang. The sample in this study
amounted to 40 people according to the research criteria. Determination of the sample using purposive sampling
technique.
Respondents filled out the agree-disagree scale questionnaire with a scale range of 1-10. The data analysis
method used is the validity test, reliability test, classic assumption test, t test, F test, and the coefficient of
determination with the SPSS 25 application tool.
IV. Results and Discussion
Characteristics of Respondents
The characteristics of the respondents in this study were divided into 4 (four) categories, namely age,
gender, last education, and years of service. The results of the characteristic data of 40 respondents showed that
more than half of the respondents were aged 30-40 years (29 respondents), were male (23 respondents), had a
bachelor's degree (23 respondents), and had worked for 6-10 years (20 respondents). ).
Work From
Home
(X1)
Employee
Competence
(X2)
Psycological
Capital
(X2)
Employee
Performance
(Y)
Ha1
Ha2
Ha3
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Validity test
Validity test is done by comparing the results of r count with r table. The results of the research
variable validity test can be seen in table 2.
Table 2. Validity Test Results
Variable Indicators R Count R Table Information
Work From Home X1.1 0.625 0.3120 Valid
X1.2 0.843 0.3120 Valid
X1.3 0.752 0.3120 Valid
X1.4 0.733 0.3120 Valid
X1.5 0.790 0.3120 Valid
X1.6 0.869 0.3120 Valid
X1.7 0.808 0.3120 Valid
Competence X2.1 0.786 0.3120 Valid
X2.2 0.623 0.3120 Valid
X2.3 0.829 0.3120 Valid
X2.4 0.711 0.3120 Valid
X2.5 0.722 0.3120 Valid
X2.6 0.652 0.3120 Valid
X2.7 0.559 0.3120 Valid
Psychological Capital X3.1 0.573 0.3120 Valid
X3.2 0.824 0.3120 Valid
X3.3 0.875 0.3120 Valid
X3.4 0.719 0.3120 Valid
X3.5 0.788 0.3120 Valid
X3.6 0.840 0.3120 Valid
X3.7 0.877 0.3120 Valid
Employee Performance Y. 1 0.824 0.3120 Valid
Y.2 0.882 0.3120 Valid
Y.3 0.677 0.3120 Valid
Y.4 0.821 0.3120 Valid
Y.5 0.850 0.3120 Valid
Y.6 0.523 0.3120 Valid
Table 2 shows that all of the questionnaire question items used in this study have r count > r table, so you can
summed up allitemsQuestionnaire questions for the variables Work from home (X1), Competence
(X2), Psychological Capital (X3) and Employee Performance (Y) are declared valid.
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Reliability Test
According toGhozali (2018) a construct or variable is said to be reliable if it gives a Cronbach Alpha
value > 0.70.
Table 3. Reliability Test Results
Variable
Cronbach Alpha
Count
Cronbach Alpha
Standard Information
Work from home 0.888 0.70 Reliable
Competence 0.817 0.70 Reliable
Psychological Capital 0.898 0.70 Reliable
Employee performance 0.872 0.70 Reliable
The results of the research variable reliability test can be seen in table 3. Based on table 3 it can be
seen that the Cronbach Alpha value of each variable is > 0.70, which means that all the questionnaire
questions in this study are declared reliable or can be trusted.
Normality test
Based on the results of normality calculations using Kolmogrov-Smirnov, the Asymp.Sig (2-tailed)
value is 0.133 or more than 0.05 so it can be concluded that the data is normally distributed.
Heteroscedasticity Test
The results of the heteroscedasticity test based on the scatterplot graph between SRESID and ZPRED
can be seen in figure 2.
Figure 2. Heteroscedasticity Test Results
Figure 2 shows that the points spread randomly, both above and below the number 0 on the Y axis. So it can be
concluded that the regression model in this study is free from symptoms of heteroscedasticity
Multiple Regression Analysis
This analysis is used to determine the effect of the independent variables work from home,
competence, and psychological capital on the dependent variable, namely employee performance. The results of
multiple linear regression analysis calculations in this study are shown in Table 4
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Table 4. Multiple Regression Analysis
Variables Unstandardized Coefficient Standardized
Coefficient
T Count P Value
B Error Standard B 0.343 0.734
(Constant) 3,131 9.134
Work from home
(X1)
0.042 0.94 0.044 0.449 0.656
Competency
(X2
0.322 0.127 0.289 2,537 0.016
Psychological
Capital (X3)
0.595 0.110 0.638 5,425 0.000
.Dependent Variable: Employee Performance
The interpretation of the regression above is as follows:
a. Constant (α) = 3.131
The constant value indicates that if the independent variables work from home (X1), competence (X2)
and psychological capital (X3) are constant or 0 (zero), then the value of the dependent variable
employee performance (Y) is positive at 3.131.
b. Coefficient X1 = +0.042
The X1 coefficient or work from home variable (X1) has a coefficient value of +0.042 with a
significance level of 0.656. In this case, any increase in the work from home variable (X1) will increase
Employee Performance (Y) by 0.042 assuming that the Competency variable (X2) and the
psychological capital variable (X3) are constant.
c. Coefficient X2 = +0.322
The X2 coefficient or the Individual Characteristics variable (X2) has a coefficient value of +0.322
with a significance level of 0.016. In this case, each increase in the Competency variable (X2) will
increase Employee Performance (Y) by 0.322 assuming that the work from home variable (X1) and
psychological capital variable (X3) are constant.
d. Coefficient X3 = +0.595=
The X3 coefficient or psychological capital variable (X3) has a coefficient value of +0.595 with a significance
level of 0.000. In this case, each increase in the psychological capital variable (X3) will increase Employee
Performance (Y) by 0.595 assuming that the work from home variable (X1) and competency variable (X2) are
constant.
Determination Coefficient Test
The coefficient of determination essentially measures how far the model's ability to explain the variation in the
dependent variableGhozali (2018). In this study, the coefficient of determination was used to determine how
much the percentage contribution of the influence given by the variables work from home, competence and
psychological capital together on employee performance. The test results for the coefficient of determination in
this study can be seen in table 7.
Table 7. Test Results for the Coefficient of Determination
Models Summary
Model R R
Square
Adjusted R Squared Estimated Standard Error
1 , 827a 0.684 0.657 2,891
a. Predictors: (Constanta), Psychological Capital, Competence Work from home
Based on table 7 above, it can be seen that the Adjusted R Square value is 0.657 or 65.7%, which means that
65.7% of employee performance (Y) is influenced by the variables work from home (X1), competence (X2),
and psychological capital (X3) while the remaining 34.3% is influenced by other variables not examined in this
study
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Table 5. F Test Results
Model Sum of
Squares
df Mean Square F P Value
Regression 650,201 3 216.734 25.930 0.000
residual 300/899 36 8.358
Total 951,100 39
Based on the calculation results, the calculated F value is 25.930 > F table 2.87 (df regression = 3, df residual =
36) with a significance of 0.000 <0.05 with a sign of the direction of the regression coefficient of the work from
home variable, competence and psychological capital marked positive . The conclusion that can be drawn is that
the variables work from home, competency and psychological capital have a simultaneous effect on employee
performance at PT Arindo Jaya Mandiri Semarang.
Table 6. T Test Results
a. Effect of Work from home (X1) on Employee Performance
The results of the t test above show that the variable Work from home (X1) has a t count value of 0.449 < t table
2.024 with a significance value of 0.656 > 0.05. In accordance with the t test decision-making criteria, then H0
is accepted and Ha is rejected so it can be concluded that the Work from home variable (X1) partially has no
effect on Employee Performance (Y) at PT Arindo Jaya Mandiri Semarang.Work From Home means working in
a flexible environment, no pressure. This is because employees are able to complete work by adjusting to
conditions during a pandemic with the system
b. The Effect of Competence (X2) on Employee Performance (Y)
The results of the t test above show that the Competency variable (X2) has a t count value of 5.434 > t table
2.024 with a significance value of 0.000 <0.05. In accordance with the t test decision-making criteria, then Ho is
rejected and Ha is accepted so that it can be concluded that the Competency variable (X2) partially affects
Employee Performance (Y) at PT Jaya Mandiri Mandiri Semarang. The results of this study strengthen
Sutrisno's opinion inMulia and Saputra (2021)that competence as knowledge, skills, and abilities mastered by
someone who has become part of himself so that he can carry out cognitive, affective and psychomotor
behaviors as well as possible.
c. The Effect of Psychological Capital (X3) on Employee Performance (Y)
The results of the t test above show that the Workload variable (X3) has a t count value of 5.425 > t table 2.024
with a significance value of 0.000 <0.05. In accordance with the t test decision-making criteria, then Ha is
accepted and H0 is rejected, it can be concluded that the Psychological Capital variable (X3) partially influences
Employee Performance (Y) at PT Jaya Mandiri Mandiri Semarang.The results of this study strengthen the
findings of Luthans inPutri and Kistyanto (2019)that psychological capital is a form of approach from positive
organizational behavior to develop and manage human resources in the workplace through self-confidence in
taking action, optimism, seriousness in trying, being able to survive and move forward.
Variable t count t table P Value
Work from home (X1) 0.449 2.024 0.656
Competency (X2) 2.537 2.024 0.016
Psychological Capital (X3) 5.425 2.024 0.000
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V. Conclusions And Suggestions
Conclusion
Based on the results of the analysis in the study, the following conclusions can be drawn:
a. Based on the results of multiple linear regression analysis tests, the most dominant variable influencing
employee performance is psychological capital with a regression coefficient value of 0.595.
b. Based on the results of the determination coefficient test, the Adjusted R Square value obtained a value of
0.657. This indicates that the work from home, competency and psychological capital variables have an
influence on employee performance at PT Arindo Jaya Mandiri Semarang by 65.7%, while the remaining
is 34. 3% is influenced by other variables not examined in this study.
c. Based on the results of the F test in this study, it shows that the calculated F value > F table, which is
25.930 > 2.87 with a significance value of 0.000 <0.05. This means that the variables work from home,
competency and psychological capital simultaneously affect employee performance.
d. Based on the results of the T test, the competency and psychological capital variables partially have a
positive and significant effect on employee performance and the work from home variable partially has no
effect on employee performance.
Suggestion
Based on the results of this study through descriptive analysis of competency variables, it can be seen
that indicators with low index values lie in self-concept indicators. Employees lack a stable, realistic and
consistent attitude towards new jobs or assigned tasks. The findings from this study are expected that PT Arindo
Jaya Mandiri Semarang will further improve the management of human resources, and improve discipline for
employees in completing work time, so that they can foster self-concept in employees in solving problems and
work. Thus, this will slowly grow the employee's self-concept when working in the company.
In this study only used three independent variables, namely work from home, competence and psychological
capital. For further research, other independent variables related to employee performance can be considered,
including work stress, work facilities and workload.
This research was carried out with a limited time, so that in further research it can prepare for research
implementation more maturely.
Acknowledgments
The researcher expressed his gratitude to the management of PT Arindo Jaya Mandiri for allowing him
to observe and search for data related to this research. Thank you to the employees who have agreed to be
research respondents.
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