Hasil Pencarian  ::  Simpan CSV :: Kembali

"This research is intended to know the effect of leadership, environment work and motivation to the performance of employee at Akademi Ilmu Pemasyarakatan. The background of this research is many problems that connected with the performance of employee. By this indication, there are many problem that unbalance.The researcher use Nash?s theory, Gary Yulk?s theory and John D. Miller?s theory to illustrate about leadership, Alex S.Nitisemito?s theory to illustrate about environment work, Abraham Maslow?s theory to illustrate about motivation and Miner?s theory to illustrate about performance. This research method in used is a survey method. The writer use primary and secondary data. Approach which used in this research is the quantitative research an spread closed questioner to 37 respondents.Before conducting the analysis, a validity test was conducted on all instruments and reliability test. Verified and reliable data then was analyzed further by using correlation test of t test to determine the relation between leadership-performance, environment work-performance, and motivation-performance. As to determine the relation between leadership, environment work and motivation on performance, F test analysis is used.From the analysis, it can be concluded that between motivation, there is a high coefficient correlation with correlation 0,380. Between environment work and performace, there is a second coefficient correlation with correlation 0,360. Between motivation and performance there is a third coefficient correlation with correlation 0,253."

"Penelitian ini untuk mengetahui gambaran tentang kepemimpinan, budaya organisasi, dan motivasi terhadap kinerja pegawai pada Badan Pengembangan Sumber Daya Manusia Hukum dan HAM. Disamping itu, penelitian juga dimaksudkan untuk menjelaskan hubungan antara kepemimpinan dengan kinerja pegawai, hubungan budaya organisasi dengan kinerja pegawai, hubungan motivasi dengan kinerja pegawai, dan hubungan secara bersama-sama antara kepemimpinan, budaya organisasi, motivasi dengan kinerja pegawai.Penelitian ini memakai metode diskripsi dan analisis kolerasi. Sampel penelitian berjumlah 55 responden diambil dari pegawai BPSDM Hukum dan HAM.Teknik pengumpulan data primer dilakukan dengan mempergunakan kuesioner untuk variabel kepemimpinan, budaya organisasi, motivasi dan kinerja pegawai. Sedangkan teknik analisis yang dipergunakan adalah teknik deskriptif kolerasional dengan dibantu penggunaan SPSS (statictical Package for Social Science).Hasil penelitian menunjukan bahwa kepemimpinan ada pada kategori sedang, budaya organisasi, motivasi ,dan kinerja pegawai menunjukan kategori sedang. Hubungan kepemimpinan dengan kinerja pegawai sebesar 0,554 yang berarti terdapat hubungan yang mantap. Hubungan budaya organisasi dengan kinerja pegawai sebesar 0,609 yang berarti terdapat hubungan yang mantap. Hubungan motivasi dengan kinerja pegawai sebesar 0,558 yang berarti terdapat hubungan yang mantap. Hubungan kepemimpinan, budaya organisasi, dan motivasi secara bersama-sama dengan kinerja pegawai sebesar 0,737 yang berarti terdapat hubungan yang mantap.

---

The research is intended to obtain the comprehensive view in Institut Development of Human Resource of Law and Human Rights. The purpose of research is also seeking the correlation between leadership and performance of the employees, Organizational culture and performance of the employees, motivation and performance of the employees. Furthermore, it also want to identify correlation together between leadership, organizational, motivation and performance of the employees.The reaserch used descriptive and correlational analytical method. The sampel is 55 respondent of employees at Institut Development of Human Resource of Law and Human Right. Data collecting metod used quetionaire, and the data is analysed by using SPSS (Statistical Package for Social Science).The result of the research has shown that leadership ,organizational culture, motivation, and performance of the employees indicate at medium level. The correlation between leadership and performance of the employees indicate at 0,554 that mean there is good correlation. The correlation between organizational culture and performance of the employees indicate at 0,609 that mean there is good correlation. The correlation between motivation and performance of the employees indicate at 0,558 that mean there is good correlation. The correlation between leadership, organization of culture, motivation, and performance of the employees together indicate at 0,737 that mean there is good correlation."

"Penelitian ini bertujuan untuk menganalisis pengaruh learning organization terhadap kinerja pegawai dengan motivasi sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survei yang dilakukan pada 120 pegawai tetap PT Waskita Karya(persero)Tbk serta wawancara dengan Vice President Human Capital Divission PT Waskita Karya(persero)Tbk dengan menggunakan metode total sampling. Penelitian ini menggunakan analisis regresi dengan causal step dan sobel test untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci. Hasil penelitian mengindikasikan bahwa learning organization mempengaruhi kinerja pegawai secara signifikan. Hasil penelitian juga mengindikasikan bahwa learning organization mempengaruhi motivasi secara signifikan. Sedangkan motivasi mempengaruhi kinerja pegawai secara signifikan. Hasil analisis juga mengindikasikan bahwa learning organization mempengaruhi kinerja pegawai dengan motivasi sebagai variabel mediasi secara signifikan. Hasil Sobel Test membuktikan pengaruh tidak langsung learning organization terhadap kinerja melalui motivasi signifikan.

---

The study aims to examine the effect of Learning organization on Employee Performance through Motivation as a mediating variable. This research used a quantitative approach. Data is collected through secondary data and survey which conducted on 120 head office employees at PT. Waskita Karya(persero)Tbk and interview with Vice President Human Capital Divission PT Waskita Karya(persero)Tbk by total sampling method. This Research using Regression analysis with causal step and Sobel Test to test the direct and mediating relationship between key variables.

The result of research shows that Learning organization affects Employee Performance significant. It also shows Learning organization affects motivation significant and motivation affects Employee Performance significant. It also shows that Learning organization affects employee Performance with motivation as a variable moderating significant. Sobel Test reveals a statistical support for the indirect effect of Learning organization on Employee Performance through motivation significantly."

"Memiliki sumber daya manusia yang berkualitas merupakan suatu hal yang diinginkan oleh setiap perusahaan. Hal tersebut merupakan keunggulan kompetitif yang perlu dimiliki oleh perusahaan agar dapat bersaing dengan perusahaan yang lainnya. Salah satu cara untuk mendapatkan sumber daya manusia yang berkualitas adalah dengan memiliki pegawai-pegawai yang merasa engaged dengan pekerjaannya. Seorang pegawai yang engaged, akan memiliki kinerja yang baik selama bekerja berdasarkan penelitian-penelitian terdahulu, dan pegawai yang berkinerja baik adalah pegawai yang diinginkan perusahaan. Penelitian ini bertujuan untuk memperoleh dan menganalisis pengaruh dari work engagement terhadap kinerja pegawai pada salah satu perusahaan pertambangan di Indonesia. Metode yang digunakan dalam pengolahan data adalah metode structural equation modeling (SEM), dimana dari metode tersebut, diperoleh hubungan antar variabel dalam model penelitian, hubungan apa sajakah yang signifikan, serta seberapa signifikan hubungan tersebut.Hasil penelitian menunjukkan bahwa work engagement memiliki hubungan yang signifikan dengan kinerja pegawai, dimana semakin tinggi engagement pegawai, maka semakin baik kinerja pegawai. Work engagement juga dipengaruhi oleh job resources seperti autonomy, developmental opportunities, dan social support dimana pengaruh yang paling signifikan diberikan oleh developmental opportunities. Oleh karena itu, berdasarkan hasil penelitian ini, dapat disimpulkan bahwa work engagement memiliki hubungan yang signifikan dengan kinerja pegawai pada perusahaan, serta perusahaan perlu berfokus untuk meningkatkan developmental opportunities pegawai agar tingkat engagement pegawai dapat meningkat, yang dapat mengakibatkan meningkatnya kinerja pegawai tersebut.

---

Having qualified human resources is something that is wanted by every company. It is a competitive advantage that every company needs to keep it competitive with other companies. One way to get qualified human resources is by having employees that feels engaged with their job. An engaged employee, they will perform better when working based on previous studies, and employees that have good performance are the employees that is wanted by companies. This study aims to obtain and analyze the effect of work engagement on employee performance at one of mining company in Indonesia. The method that is used in processing the data is structural equation modeling (SEM) method, in which from that method, the relationships between variables in study model, which relationships are significant, and how significant the relationships were obtained.

Study results shows that work engagement have a significant relationship with employee performance, in which the higher the engagement level of an employee, the better the performance of that employee. Work engagement is also affected by job resources such as autonomy, developmental opportunities, and social support, in which the most significant effect are given by developmental opportunities. Therefore, based on the study results, it can be concluded that work engagement have significant relationship with employee performance in the company, and the company needs to focus on increasing employee?s developmental opportunities so that the engagement level of employees will increase, in which it will make the employee to perform better."

"Tesis ini adalah sebuah usaha penelitian untuk melakukan analisa terhadap pelaksanaan sistem penilaian kinerja (Performance Appraisal) karyawan di sebuah Lembaga Pendidikan Anak Usia Dini (PAUD) yang bernama TK Embun Pagi. Penelitian ini berusaha untuk mengungkapkan bagaimana sebuah proses penilaian kinerja karyawan diterapkan, kapan penilaian kinerja dilaksanakan, bagaimana prosedur pelaksanaannya, apa tujuan penilaian kinerja serta apa kendala dan tantangan yang dihadapi dalam penerapan penilaian kinerja karyawan. Kerangkat teori yang digunakan adalah Manajemen Sumber Daya Manusia, Manajemen Kinerja (Performance Management) dan Penilaian Kinerja (Performace Appraisal). Penelitian ini merupakan penelitian kualitatif dengan desain deskriptif.Hasil Penelitian ini menyarankan metode evaluasi kinerja sebaiknya perlu untuk melibatkan pihak-pihak stakeholder lainya seperti rekan kerja karyawan, maupun orang tua murid sebagai pihak pengguna (costumer) dari kinerja (Performance) seorang karyawan yang sedang dinilai. Selain itu bagi para penilai kinerja layaknya perlunya untuk dilakukan pelatihan-pelatihan tertentu tentang penilaian kinerja, sehingga kesalahan penilai termasuk bias atau prasangka penilai, efek halo, kecenderungan sentral, dan lain sebagainya niscaya dapat diminimalisir.

---

This thesis is a research effort to analyze the implementation of employee performance appraisal system in an Institute of Early Childhood Education (ECD) named TK Embun Pagi. The research attempted to disclose how an employee's performance appraisal process is implemented, when the performance appraisal is conducted, how is the implementation of procedure, when the performance appraisal is conducted, what is the goals of doing performance appraisal, as well as what the obstacles and problems faced in implementing the performance appraisal. This research is using theories of Human Resources Management, Performance Management and Performance Appraisal. This research is a qualitative research with descriptive design.The research finding suggested that the method of performance appraisal should be necessary involving a number of stakeholders such as employee's peer group and the parents as the costumer of the performance of an employee who is being assessed. In addition, for the performance appraiser specific training on performance appraisal are needed, so the error including bias or Assessor?s prejudice, halo effect, central tendency, and so on would be minimized."

"The criminal act of drugs abuse, which has been increasing in number nowadays, has threaten the life of all nations in the world including Indonesia due to the transnational distribution of illegal drugs.

The establishment of the Class II A Narcotics Penitentiary is a response of the Government, through the Directorate General of Penitentiary, to the Combating Drugs Abuse and Illicit Trade of Narcotics (P4GN) program. This policy is adapted from the people's demand to make changes to the existing system.

The rehabilitation of the criminals of narcotics case as a complex problem since they play part not only as drugs dealers, but also drugs addicts. This particular condition makes the rehabilitation of the narcotics prisoners is more complicated than other prisoners.

One of the aims of the establishment of the narcotics penitentiary is to cut off the link of illicit drugs trade in Indonesia. Thus, the people who administer the penitentiary are expected to be able to play their part and to run the penitentiary function properly. Every personnel of the penitentiary shall be provided with administrative and technical capability through education and training in order to carry out their main duty and function. They also need motivation to support their creativity and to enhance their performance.

The theory applied to study employee performance analysis in its relation to the prisoners' behavior is the employee performance theory by Keith Davis with the formula as follow: Human Performance = Ability + Motivation. One's performance is influenced by ability and motivation. While ability is obtained from education, training and experience, motivation rises from the impulse of humans desire to meet their basic necessities, which is expressed in their behavior.

In this research descriptive analytic method is employed. Distributing questionnaires as a means of data collection and doing interviews as the basis of rationality and objectivity of this research conduct a field approach of survey method.

A positive correlation coefficient value between ability variable and employee performance is resulted in this research. The ability variable correlation value over employee performance is r = 0.551. This indicates that the relation between working motivation and employee performance is positive. Based on the simple regression analysis, there is a positive and significant influence of ability variable over employee performance variable with a determinant correlation R2 of 0.424 or 0.424 x 100% = 42.4 %. The rest 57.6% is influenced by other variables beyond this research on a significance level of 0.000. It also found that there is a positive and significant influence of motivation variable on employee performance in the Class II A Narcotics Penitentiary with a determinant correlation R2 of 0.303 x 100% = 30.3%. The rest 69.7% is influenced by other variables beyond this research with significance level 0.000.

The multiple regression analysis performed shows that ability (X1) and motivation (X2) have consistently a positive and significant relation on employee performance (Y) with a correlation coefficient r2 of 0.673. This analysis also points out an influence of ability (X1) and motivation (X2) on employee performance (Y) with determinant coefficient R2 of 0.453 or 0.453 x 100% = 45.3% while the rest 54.3% is influenced by other variables beyond this research on a significance level of 0.000.

It can be concluded that there is a positive and significant relation between ability and motivation and employee performance. The influence perception of ability and motivation on employee performance also appears in the Class II A Narcotics Penitentiary although there is still a 54.7 % of it which is influenced by other variables."

"Penelitian ini meneliti hubungan antara budaya kinerja tinggi, kepemimpinan transformasional, motivasi kerja dan kinerja karyawan di Pertamina. Informasi dikumpulkan dengan menggunakan instrumen kuesioner dari sampel 180 karyawan Pertamina. Budaya kinerja tinggi dan kepemimpinan transformasional diidentifikasi sebagai variabel independen, motivasi kerja sebagai variabel intervening dan kinerja karyawan sebagai variabel dependen. Data yang diperoleh dari instrumen penelitian kemudian dianalisis secara statistik. Teknik analisis yang digunakan untuk menguji model penelitian atau untuk menguji hipotesis adalah SEM dengan program LISREL.Melalui analisis SEM dapat disimpulkan bahwa ada hubungan yang signifikan antara budaya kinerja tinggi dan motivasi kerja (H1), hubungan yang signifikan antara kepemimpinan transformasional dan motivasi kerja (H3), dan hubungan yang signifikan antara motivasi kerja dan kinerja karyawan (H5). Namun, tidak ada hubungan linier yang signifikan ditemukan antara budaya kinerja tinggi dan kinerja karyawan (H2) dan tidak ada hubungan linier yang signifikan antara kepemimpinan transformasional dan kinerja karyawan (H4).Penelitian ini menambahkan dimensi baru terhadap budaya kinerja tinggi, kepemimpinan transformasional, motivasi kerja dan kinerja karyawan karena tidak ada studi serupa telah dilakukan. Karena penelitian ini berlangsung di industri minyak dan gas, hal ini memberikan kontribusi hasil temuan yang berkaitan dengan konsep-konsep.

---

This research investigates the relationship between high performance culture, transformational leadership, work motivation and employee performance in Pertamina. Information was gathered using questionnaire instruments from a sample of 180 employees of Pertamina. High performance culture and transformational leadership were identified as the independent variables, work motivation as the intervening variable and employee performance as the dependent variable. Data obtained from the research instruments was then statistically analyzed. The analysis technique was used to test the research model or to test the hypothesis are SEM with LISREL program.

Through SEM analysis it was concluded that there are a significant relationship between high performance culture and work motivation (H1), significant relationship between transformational leadership and work motivation (H3), and significant relationship between work motivation and employee performance (H5). However, no significant linear relationship was found between high performance culture and employee performance (H2) and no significant linear relationship between transformational leadership and employee performance (H4).

This research therefore adds a new dimension to high performance culture, transformational leadership, work motivation and employee performance since no similar study has been conducted. As this research takes place in oil and gas industry, it contributes to the bank of findings relating to the concepts."

"Tesis ini membahas tentang pengaruh budaya kerja dan kepemimpinan terhadap kinerja pegawai di lingkungan Mahkamah Konstitusi. Penelitian ini merupakan penelitian assosiatif dengan data kuantitatif. Hasil penelitian menyarankan bahwa pimpinan hendaknya melakukan kegiatan sosialisasi secara terus menerus kepada para pegawai untuk meningkatkan pemahaman terhadap budaya kerja dan terus berupaya menerapkan budaya kerja dalam setiap aktifitas organisasi, serta memberikan sanksi yang tegas terhadap pelanggaran-pelanggarannya. Disisi lain, pimpinan perlu menekankan kembali peranan kepemimpinannya secara tegas dan jelas untuk membimbing dan membina bawahannya serta perlu terus mengembangkan potensi kepemimpinannya dalam organisasi.

---

This research is explaining the influence of work culture and leadership to employee performance in Constitutional Court of Republic of Indonesia. Designing of the research is assossiatif through the kuantitative data. The results of the research suggest that the leader necessarily to increase understanding of the work culture through disseminate to the employees. Applying the work culture to whole activities and sanction to the violator. In other, the leader is necessarily to focus on his leadership to assist and to develop of employees, and keep developing his potential leadership inorganization."

"Penelitian ini membahas tentang pengaruh kepemimpinan terhadap motivasi kerja serta Dampaknya pada kinerja Penyidik Unit Jatanras Sat Reskrim Polres Metro Bekasi. Kinerja Penyidik Unit Jatanras dikatakan berhasil apabila jumlah tindak pidana yang terjadi dari tahun ke tahun harus cenderung menurun dan penyelesaian perkara cenderung naik. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif dengan pendekatan kuantitatif. Populasi dan sampel sebanyak 30 Penyidik Unit Jatanras Sat Reskrim. Instrumen penelitian menggunakan kuesioner dengan skala likert. Hasil penelitian menunjukan bahwa terdapat pengaruh kepemimpinan (P=0,000) dan motivasi kerja (P=0,000) terhadap kinerja Penyidik Unit Jatanras Sat Reskrim. Kepemimpinan dan motivasi kerja mampu menjelaskan variabel kinerja sebesar 65.6%. Kinerja Penyidik Unit Jatanras dipengaruhi langsung oleh kepemimpinan (42.5%) dan motivasi kerja (23.1%). Dimensi penghargaan merupakan dimensi paling rendah pada variabel motivasi, sebaiknya perlu ditingkatkan kepedulian pimpinan agar setiap anggota atau penyidik Jatanras diberikan penghargaan bagi mereka yang menunjukan prstasi terbaiknya.

---

This study discusses The Influence of Leadership on Work Motivation and its Impact on Performance of Jatanras Unit Investigators Satreskrim Polres Metro Bekasi. The performance of the Jatanras Unit Investigator is said to be successful if the number of criminal acts that occur from year to year must tend to decrease and settlement of cases tends to increase. The research method used in this study is descriptive with a quantitative approach. The population and samples are 30 Jatanras Sat Unit Investigators. The research instrument used a questionnaire with a Likert scale. The results showed that there was an influence of leadership (P = 0,000) and work motivation (P = 0,000) on the performance of the Jatanras Sat Reskrim Unit Investigator. Leadership and work motivation are able to explain the performance variable of 65.6%. Jatanras Unit Investigator Performance is directly influenced by leadership (42.5%) and work motivation (23.1%). The dimension of appreciation is the lowest dimension of the motivation variable, it should be necessary to increase the concern of the leadership so that each member or investigator of Jatanras is given an award for those who show their best performance."

"Tujuan penelitian ini adalah untuk menjelaskan pengaruh pelatihan dan motivasi kerja terhadap kinerja karyawan. Penelitian ini dilakukan di PT. Indah Berkah Bersaudara, yaitu perusahaan yang dipercaya PT. Jalur Nugraha Ekakurir di wilayah Depok dan sekitarnya untuk mengelola dan menjalankan manajemen, pelayanan, dan penjualan untuk jasa ekspedisi dengan merek JNE. Penelitian ini menggunakan pendekatan kuantitatif serta pengumpulan data menggunakan metode survei dengan cara memakai total sampling terhadap populasi. Jumlah responden yang ada dalam penelitian ini berjumlah 135 orang. Penelitian ini mengaplikasikan tiga teori utama yaitu pelatihan dari Bulut dan Culha (2010), motivasi kerja dari George dan Jones (2002) serta kinerja karyawan dari Mitchell dalam Sudiardhita et al. (2018). Hasil penelitian ini menunjukkan bahwa pelatihan berpengaruh terhadap kinerja karyawan, motivasi kerja berpengaruh terhadap kinerja karyawan. Selanjutnya juga ditemukan bahwa pelatihan dan motivasi kerja berpengaruh terhadap kinerja karyawan.

---

The purpose of this research is to explain the effect of training and work motivation on employee performance. This research is conducted at PT. Indah Berkah Bersaudara, a company that is trusted by PT. Jalur Nugraha Ekakurir in Depok and surrounding areas to manage, services, and sales for expedition service under the JNE brand. This research uses a quantitative approach to gather the data using a survey method that implements total sampling to the population. Total respondents in this research are 135 employees. This research employs three main theories, which are the theory of training by Bulut and Culha (2010), work motivation by George and Jones (2002), and employee performance by Mitchell in Sudiardhita et al. (2018). The results showed that training affect employee performance, work motivation affect employee performance. Furthermore, also found that training and work motivation affect employee performance."