Penelitian ini bertujuan untuk mengetahui pengaruh faktor motivasi internal dan eksternal berpengaruh terhadap prestasi kerja karyawan pada Bank BTN (Persero) Tbk di Kota Makassar. Metode yang digunakan adalah pendekatan kuantitatif dengan sampel sebanyak 53 karyawan bank BTN Makassar. Hasil uji koefisien determinasi diperoleh nilai R-Square sebesar 0,873 atau 87,3%. Hal ini menunjukkan bahwa besarnya pengaruh faktor motivasi internal dan eksternal terhadap prestasi kerja karyawan sebesar 87,3%, dan sisanya sekitar 12,7% dipengaruhi oleh faktor lain yang tidak dijelaskan dalam penelitian ini.  Hasil penelitian menunjukkan bahwa secara parsial faktor-faktor motivasi berpengaruh signifikan terhadap prestasi kerja karyawan karena memiliki nilai signifikansi yang lebih kecil dari α = 0,05, dan secara simultan faktor motivasi internal dan eksternal berpengaruh signifikan terhadap prestasi kerja karyawan pada Bank BTN (Persero) Tbk di Kota Makassar dengan nilai signifikansi yang lebih kecil dari α = 0,05

In serving taxpayers, SAMSAT must pay attention to environmental comfort. However, an explanation regarding the Samsat topic, especially in the public service sector. This study aims to analyze the effect of the work environment on the performance of SAMSAT employees in Maros Regency. The method used is quantitative with a descriptive approach. This research is quantitative research with a Likert scale type of questionnaire. 31 SAMSAT employees of Maros Regency were recruited as respondents. The instrument validity test uses item analysis and is calculated using the product-moment formula, while the reliability test uses Cronbach's Alpha formula. Prerequisites of analysis include normality test and linearity test. The results showed that the work environment in SAMSAT Maros Regency was in a suitable category, namely 60.22% from 100%. The results of the study indicate that the workplace environment shapes employee performance. In addition, a toxic work environment will harm employee performance and lead to work outcomes. It is more likely to be experienced by junior employees. Therefore, to overcome this problem, many strategies can be done to overcome this problem. One strategy is for organizational leaders to support employees by acknowledging their problems at work and providing essential assistance, especially for tasks with more stressful requirements.

Kegiatan ini bertujuan untuk memberikan penyuluhan dan pelatihan tentang kewirausahaan dan pengolahan luaran yang menghasilkan produk bernilai ekonomis yaitu sabun dan deterjen, serta mengetahui metode pemasarannya. Sasaran peserta dari kegiatan ini adalah warga kelurahan Allepolea Kecamatan Lau di Kabupaten Maros. Secara umum, peserta sangat antusias mengikuti pelatihan yang ditunjukkan dari ketekunan dan kedisiplinan dalam mengikuti setiap tahapan dalam kegiatan. Selain itu setiap peserta ikut berpartisipasi dalam menentukan materi pelatihan terkait dengan pelaksanaan tugas yang dijalankan sehari-hari. Setiap peserta mampu menghasilkan produk bernilai ekonomis dan juga mampu memasarkan produk tersebut baik melalui mekanisme penjualan offline maupun online. Melalui kegiatan ini setiap peserta merasakan manfaat dari kegiatan pemberdayaan usaha ekonomi produktif melalui kegiatan dan mengharapkan kegiatan seperti ini dapat diberikan secara rutin dan juga membawa khazanah baru bagi pengetahuan dan keterampilan mereka sehingga akan meningkatkan taraf kehidupan warga secara ekonomi.

The job competence and discipline are the important factors to improve the performance of individual who is attached with organization. However, few studies provide a better explanation in terms of the role of job competence and discipline in the education sector, especially the lecturers’ performance during COVID-19 pandemic outbreak. This study applies the quantitative research methodology and has received 132 responded online questionnaires from the lecturers in Makassar area, Indonesia. This study finds that there is a significant relationship with a positive direction between job competence and discipline on the lecturers’ performance, and interestingly, the organization’s performance as well. The result of this study suggests that although the health crisis caused by the Corona virus recently impacts many sectors around the world, including service field in education, the lecturers, however, the job competence and discipline are still vital in every aspect of lecturers’ performance in both online and offline way during the social distancing procedure.         Keywords: lecturer, education, job competence, job discipline, Covid-19;

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This study aims to determine the effect of compensation on the performance of KFC Pettarani employees either partially or simultaneously. The number of respondents in this study were 44 KFC Pettarani employees. The sampling technique uses saturated sampling technique. The collection of data used is a questionnaire, documentation, and observation. The analytical method in this study used multiple linear regression analysis which previously carried out validity tests, reliability tests, classic assumption tests (normality test, multicollinearity test, heteroscedasticity test), coefficient of determination test, t test, and f test.The results showed that partially financial compensation has a positive and significant effect on employee performance with a sig value of 0.005 (<0.05). While non-financial compensation partially has no positive and significant effect on employee performance with a sig value of 0.295 (> 0.05). As for simultaneously, financial compensation and non-financial compensation have a positive and significant effect on employee performance with a sig value of 0.000.

This research aims to describe the extent of the work based stressor on funding officer in several banks in Makassar area and to understand which stressor is the most significant in triggering stress among these officers. A quantitative method employed in this reseach by using questionnaires distributed to 100 employees, the sample selection in this study used the purposive sampling method. The analytical method used is to use validity and reliability tests, and calculate the average score of each stressor variable. Work stressors that are on the low criteria are interpersonal factors and career development variables. While the variables of work conditions, role stress, organizational structure, and home life-work problems are very low criteria. The highest level of work stressor experienced by employees is the career development variable, this is because most of the funding officers were only temporary employees with probation period status.

This research aims to explore the effectiveness of transactional and transformational leadership style in creating effective Leader-Member Exchange relationship in organization, particularly in IT companies. The research was carried out in the Indonesia during the year of 2020. Semi-structured interviews were conducted on 149 respondents over a period of 12 months between February 2020 and November 2020 in 119 IT companies located in major cities of Indonesia. The results of this study indicate that the transformational leadership is more holistic than transactional leadership. In developing high-quality leader – member relationship, personal touch of a leader is needed to inspire his/ her followers to perform beyond expectations and sacrifice to surpass their self-interests for organizational interests. Moreover, to create a warmer and friendlier work atmosphere a leader should be more aware of the out-group existence and he/she supposes to build a relationship reciprocally not based on personal preferences, but rather based on the recent and future potential, and also assigns tasks to those who have skill and readiness. The challenge of this paper is that difficult to generalize the result as this paper approaches the problems by a qualitative stance. This paper contributes to the exiting literatures on how effective transformational leadership in generating high quality leader – member relationships in order to influence member’s job performance and job satisfaction in an organization.