The motivation behind this review is to decide whether there is an impact of leadership style on innovative behavior, decide whether there is an impact of the work environment on innovative behavior, decide whether there is an impact of job satisfaction on innovative behavior and decide whether there is an impact of leadership style, work environment and job satisfaction on innovative behavior simultaneously on employees. Berbah National Vocational School, Sleman, Special Region of Yogyakarta. With a population of 50 employees of the Berbah National Vocational School with a saturated sampling method. The method of data collection is done by distributing questionnaires, this research is descriptive quantitative. The analytical methods in this study are instrument test (validity and reliability), classical assumption test, multiple linear regression analysis and t test and F test. The results of this study indicate (1) leadership style has a negative and significant impact on innovative behavior, (2) The work environment has a negative and significant impact on innovative behavior, (3) Job satisfaction has a positive and significant impact on innovative behavior, and (4) Leadership style, work environment and job satisfaction have a simultaneous impact on innovative behavior.
Tujuan dalam penelitian ini adalah untuk mengetahui pengaruh motivasi intrinsik dan penurunan upah di masa pandemi terhadap kinerja karyawan MY Tours and Travel. Pengumpulan data dilakukan dengan penyebaran kuesioner dengan jumlah sampel 11 responden, penelitian bersifat deskriptif kuantitatif. Penelitian ini dilakukan di MY Tours and Travel yang bergerak di bidang jasa Pariwisata di Kota Yogyakarta. Analisis data menggunakan uji statistik, model penelitian ini menggunakan analisis regresi berganda dengan bantuan program SPSS. Hasil dari penelitian ini menunjukkan motivasi intrinsik secara parsial tidak berpengaruh signifikan terhadap kinerja karyawan dengan hasil uji t t hitung 1,506 < t tabel 2,306 dan nilai sig. 0,170 > 0,05; penurunan upah parsial tidak berpengaruh signifikan terhadap kinerja karyawan dengan hasil uji t t hitung 0,535 < t tabel 2,306 dan nilai sig. 0,607> 0,05. Dari hasil uji f menunjukkan bahwa variabel motivasi intrinsik dan penurunan upah secara simultan tidak berpengaruh signifikan terhadap kinerja karyawan dengan hasil f hitung 1,841 < 4,25 f tabel dan dengan nilai signifikansi 0,220 > 0,05.
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