Pandemic Covid 19 And Employee Performance Of Bank Negara Indonesia Company Branch Of Bengkalis

Ruswidyanto, Eko (2023) Pandemic Covid 19 And Employee Performance Of Bank Negara Indonesia Company Branch Of Bengkalis. Other thesis, Universitas Islam Riau.

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Abstract

This study aims to analyze the factors that greatly affect the performance of employees at PT. Bank Negara Indonesia (Persero) Tbk. Bengkalis Sub-Branch Office. PT. Bank Negara Indonesia (Persero) Tbk, the Bengkalis Sub-Branch Office which has sizable assets of IDR 231 billion in 2021, and the number of employees is only 8 permanent employees, 2 BNI development employees and 6 outsourced employees. Thus, seen from the share there are both assets and the number of employees of PT. Bank Negara Indonesia (Persero) Tbk, the Bengkalis Sub-Branch Office has a sizable contribution to PT. Bank Negara Indonesia (Persero) Tbk, Dumai Branch Office. The research method used in this research is a qualitative research method with a descriptive approach. The informants in this study were leaders and employees at PT Bank Negara Indonesia (Persero), Tbk, Bengkalis Sub- Branch Office. Sample selection was carried out (purposive sampling). Based on the results of the research and data analysis, it shows that: (1) Leadership has a positive and significant effect on the quality of employee performance. This means that the better the role model, the encouragement of leaders to get the job done, and providing facilities and infrastructure will improve employee performance, (2) There is a significant relationship between motivation and employee performance and has a positive effect. This means that an increase in employee motivation will provide a very meaningful increase for employees and of course will help in the Realization and Business Targets of PT. Bank Negara Indonesia (Persero) Tbk, Bengkalis Sub-Branch Office (3) There is a positive relationship between work discipline, namely linearity of work discipline and employee performance. So that the targets for achieving DPK and services with the realization of credit distribution targets are not directly proportional or very much different (4) and the work environment has a significant positive influence on employee performance

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