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"Penelitian ini bertujuan untuk mengetahui gambaran tentang motivasi kerja, kemampuan kerja dan kinerja pegawai Unit Kerja Tim Cendrawasih pada Kepaniteraan Mahkamah Agung RI. Di samping itu, penelitian juga dimaksudkan untuk menjelaskan hubungan antara motivasi kerja dengan kinerja pegawai dan hubungan antara kemampuan kerja dengan kinerja pegawai. Populasi dalam penelitian ini adalah sekaligus sampel penelitian, meliputi pegawai Unit Kerja Tim Cendrawasih pada Kepaniteraan Mahkamah Agung RI yang berjumlah 28 orang. Teknik pengumpulan data dilakukan dengan mempergunakan kuesioner untuk variabel motivasi kerja, kemampuan kerja dan kinerja pegawai. Sedangkan teknik analisis yang dipergunakan adalah teknik analisis diskriptif korefasional dengan dibantu penggunaan SPSS (Statistical Package for Social Science).Hasil penelitian menunjukkan bahwa motivasi kerja pegawai ada pada kategori sedang, kemampuan kerja pegawai cenderung tinggi, akan tetapi kinerja pegawai menunjukkan kategori sedang, sebagaimana motivasi kerja. Selanjutnya hubungan antara variabel babas dengan variabel terikat menunjukkan bahwa hanya variabel kemampuan kerja yang mempunyai hubungan signifikan dengan kinerja dengan koefisiaen korelasi sebesar 0,409. Sedangkan untuk hubungan antara variabel motivasi kerja dengan kinerja, walaupun tidak signifikan tetapi arah hubungannya dengan kinerja masih positif namun Iemah.

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The research is intended to obtain the comprehensive view in accordance with motivation, ability and performance of the employees at Cendrawasih Team of Supreme Court of Republic of Indonesia The purpose of the research is also seeking the correlation between motivation and performance. Furthermore, it also wants to identify correlation between ability and performance of the employees. The research used descriptive and correlational analytical method. The research involved population of 28 respondents of the employees at Cendrawasih Team of Supreme Court. Data collecting method used questionnaire, and the data is analyzed by using SPSS (Statistical Package for Social Science).

The result of the research has shown that motivation of the employees indicate at medium level, the ability of the employees tend to be high, nevertheless the performance of the employees indicate at medium level as well as motivation. The correlation between ability and performance indicate at 0.409 of correlation coefficients, it means that there is significant correlation between ability and performance. Meanwhile, the correlation between motivation and performance is not significant, even though the correlation shows positive direction in a weak level."

"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."

"Keberhasilan suatu organisasi dalam mencapai tujuannya sangat tergantung kepada sumber daya manusia sebagai faktor penggerak dalam organisasi itu sendiri. Belum optimalnya kinerja sumber daya manusia dalam suatu organisasi seperti halnya yang terjadi di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perlengkapan Departemen Perindustrian dan Perdagangan berkaitan erat dengan beberapa faktor yang mempengaruhinya. Dalam kaitannya dengan fungsi verifikasi sebagai tertib administrasi pelaksanaan pengelolaan keuangan negara, maka diperlukan kinerja yang optimal dari para pelaksana di bagian verifikasi tersebut. Hal inilah yang melatar belakangi penulis untuk melakukan penelitian dengan melihat dari faktor motivasi dan kemampuan kerja pegawainya serta mengangkat permasalahan tersebut sebagai judul dalam tesis: "Analisis Hubungan Antara Faktor Motivasi dan Kemampuan Kerja Deegan Kinerja Pegawai di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perlengkapan Departemen Perindustrian dan Perdagangan".Penelitian ini bertujuan untuk mengetahui gambaran tentang motivasi kerja, kemampuan kerja, dan kinerja pegawai di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perlengkapan Departemen Perindustrian dan Perdagangan. Di samping itu, penelitian ini juga dimaksudkan untuk menjelaskan hubungan antara motivasi kerja dan kemampuan kerja dengan kinerja pegawai.Pendekatan yang digunakan dalam penelitian ini merupakan pendekatan kuantitatif dengan mengukur data yang diperoleh dari persepsi responden yang telah disusun berdasarkan skala Likert. Populasi dalam penelitian ini sekaligus merupakan sampel penelitian, meliputi pegawai di bagian Verifikasi dan Akuntansi Biro Keuangan dan Perdagangan yang berjumlah 36 orang. Teknik pengumpulan data dilakukan dengan mempergunakan kuesioner dan diolah dengan menggunakan teknik analisis deskriptif korelasional dengan dibantu penggunaan SPSS (Statistical Package for Social Science versi 12.0).Hasil penelitian menunjukkan bahwa motivasi kerja pegawai di bagian verifikasi ada pada kategori rendah, kemampuan kerja pegawai pada kategori sedang, demikian juga kinerja pegawai menunjukkan kategori sedang. Selanjutnya hubungan antara variabel bebas dengan variabel terikat menunjukkan bahwa variabel motivasi mempunyai hubungan yang signifikan, positif dan kuat terhadap variabel kinerja dengan koefisien korelasi sebesar 0.651. Adapun variabel kemampuan kerja mempunyai hubungan yang signifikan, positif namun lemah terhadap variabel kinerja dengan koefisien korelasi sebesar 0.437.

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The success of an organization in achieving its objectives is very dependent on human resource as the driver of the organization it self. The performance of human resource in the Verification and Accounting section of the Finance and Procurement Bureau of the Indonesia Ministry Industry and Trade has not been optimum, because of some affecting factors. Considering the importance of verification function as administration governance in the state financial management implementation and in relation to the performance condition in the section. This research was conducted, exploring motivation and employee working ability aspect. These aspects are used as its background with the title of the thesis is Analysis Of Correlation between Motivation and Employee Working Ability and Employee Performance in Verification and Accounting Section, Finance and Procurement Bureau, Ministry of Industry and Trade. The research is intended to obtain the comprehensive view in accordance with motivation, capability and performance of the employees at the Verification and Accounting section of the Finance and Procurement Bureau, Ministry of Industry and Trade.The purpose of the research is also seeking the correlation between motivation and performance. Furthermore, its also wants to identify correlation between ability and performance of the employees. The research used a quantitative approach as the main guidance based on respondent perception and was analyzing by Likert scale.The research used descriptive and co-relational analytical method and involved population of 36 respondents of the employees at Verification and Accounting section, Finance and Procurement Bureau, Ministry of Industry and Trade. Data collecting method used questionnaire, and the data is analyzed by using SPSS (Statistical Package for Social Science).The result of the research has shown that motivation of the employees indicate at low level, the ability of the employees tend to medium level, nevertheless the performance of the employees indicate at medium level as well as ability. The correlation between motivation and performance indicate at 0,651 of correlation coefficients, it means that there is significant correlation between motivation and performance. Meanwhile, the correlation between ability and performance indicate at 0,437 of correlation coefficients, it means that there is not significant even though the correlation shows positive direction in a weak level."

"ABSTRAKTesis ini membahas hubungan kemampuan dan motivasi dengan kinerja pengawas sekolah. Latar belakang masalah mengungkapkan bahwa salah satu determinan yang penting penurunan kualitas sekolah adalah berhubungan dengan melemahnya perangkat pengawasan mutu, termasuk di dalamnya supervisi profesional dan layanan pendukungnya. Penelitian terdahulu juga mengemukakan supervisi yang dilakukan oleh pengawas sekolah masih kategori rendah. Penelitian ini bertujuan mengkaji dan menganalisis hubungan kemampuan dan motivasi terhadap kinerja pegawas sekolah. Teori dasar yang digunakan adalah yang dikemukakan oleh Davis (1964), bahwa kinerja merupakan interaksi dari kemampuan dan motivasi. Penelitian ini merupakan penelitian eksplanatif dengan data kuantitatif. Hasil yang didapat secara statistik adalah adanya korelasi yang kuat dan signifikan antara Kompetensi dan Motivasi secara bersama-sama terhadap Kinerja Pengawas Sekolah (Ryx1,x2= 0,751 dan Sig. F Change = 0.000). Kontribusi secara simultan variabel Kemampuan dan Motivasi terhadap Kinerja Pengawas Sekolah adalah 56,4% sedang sisanya 43,6% ditentukan oleh variabel lain. Korelasi yang kuat dan signifikan antara kemampuan dan motivasi dengan kinerja pengawas sekolah berarti kemampuan dan motivasi adalah faktor yang berhubungan erat dengan kinerja pengawas sekolah. Kontribusi kemampuan dan motivasi terhadap kinerja pengawas sekolah yang tinggi dalam penelitian ini berarti kemampuan dan motivasi merupakan faktor dominan yang menentukan terwujudnya tingkat kinerja yang optimal. Dengan demikian, pengangkatan pengawas sekolah harus mempertimbangkan kemampuan dan motivasi yang mereka miliki.

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ABSTRACTThis thesis explores the correlation between the ability and motivation of school supervisor to their performance. The background of the study have shown that one important determinant of the deterioration of the quality of school precisely relates to the weakening of quality monitoring devices, including the professional supervision and support services. Previous research further indicated that supervision by a school supervisor is categorized as lacking. This research aims to evaluate and to analyze the correlation between competence and motivation to how the school supervisor perform. We referred to a theory by Davis (1964) that stated performance is an interaction between ability and motivation. The nature of this study is explanatory by utilizing quantitative data. The results showed that there is statistically strong and significant correlation between competence and motivation to school supervisor performance (Ryx1,x2= 0,751 and Sig. F Change = 0.000). The simultaneous contribution of ability and motivation variables to the school supervisor performance was 56,4%. The other 43,6% was contributed by other variables. A strong and significant correlation between competence and motivation with school supervisor performance means ability and motivation is a factor that is closely linked to the performance of the school supervisor. A high contribution of ability and motivation on the performance of the school supervisor in this study means that the competence and motivation is the dominant factor that determining the optimum performance level. Thus, recruitment of the school supervisors must be considering their ability and motivation."

"The main duties and functions of Employee's Education and Training Center (ETC) of Department Justice and Human Rights are to conduct, to coordinate and to organize especially related with the field of employee's education and training center to all human resources of Department Justice and Human Rights which divided in to 10 units of Echelon I, 59 Echelon II, 203 Echelon III, 549 Echelon IV, also 30 provincial office with total employees consists of 52.188 people.The factual problems is the existence of phenomenon that the performance level of employees of Education and Training Center isn't optimal. Meanwhile the conceptual problems is if the employees have high quality, so the performance level is also high.Davis (1993: 227) explain that one's performance is influenced by competence and motivation one has, the competence is influenced by knowledge and skill, meanwhile motivation is influenced by attitude and situation, next the performance of employee and resource will influence the organization's achievements.The objective of this research is to know and to prove how strong is the performance of employee. This research uses survey sampling or "census" by taking population of all employees of ETC at Department Justice and Human Right especially those who are at staff level consists of 80 people. Meanwhile the instrument that is used to collect variable data of competence is using statement essay form questioner which consists of 17 questions, meanwhile the statement for work motivation variable consists of 9 questions, each score uses liken scale 1 to 5.Meanwhile performance variable data collecting is by direct scoring to staff performance by each direct superior (Head of subsection or head of sub field). Around 95 % of all performance evaluation at low and mid level of organization is conducted by direct superior of that employee (Robbins, 2001: 260), the scoring instrument that is used is the evaluation design model which developed by James E. Neal (2004 : 25 - 51) with scoring scale 1 to 5.The data analysis technique uses correlation analysis Spearman rho, the result of finding in the research shows:1. There is positive and significant relations between competence variable and performance variable, with correlation coefficient (r) is 0.430 with significance level is 0.027, and this relations means that the higher the competence level one has, so the higher the performance level.2. There is positive and significant relations between work motivation variable and performance variable, with correlation coefficient (r) is 0.445 and significance level is 0.021, and this relations means that the higher an employee is motivated, the higher the performance level.In order to deal. with Reform Era Nowadays which result a lot of implication especially about strong demand of community to public organization performance especially with changing is service sector, so it is urgent to be balanced with the improvement of human resource quality through education and training way so the knowledge improvements, because along with the improvement of human resource quality will also increase the individual performance, and so on will also influence the organization performance. Result of this research will show that the competence and work motivation of employee has positive and significant relations with employee's performance. So the two factors have big advantage to employee individually.The performance improvement of employee will be better and will give bigger advantage if started with increasing employees work motivation first, then followed by improving employee competence, because based on result of statistical test, work motivation variable, shows the relation which stronger if compared with the competence variable even the score differences is not too big. The policy directs to the improvement of employee work motivation should orient the valent factor, hope and instrumentality. Meanwhile, the improvement of employee's competence should be by giving education and training based on competence which is suited organizational needs."

"Penelitian ini bertujuan untuk menguji seberapa besar pengaruh budaya komunikasi terhadap motivasi kerja dan produktivitas kerja pegawai dalam sebuah instansi pemerintah. Disamping itu, penelitian ini juga bertujuan untuk menguji pengaruh secara tidak langsung budaya komunikasi terhadap motivasi kerja dan produktivitas kerja jika dikaitkan dengan faktor usia.Hasil yang diperoleh dari penelitian ini menujukkan bahwa secara langsung budaya komunikasi dalam sebuah instansi pemerintah memberikan pengaruh yang signifikan terhadap motivasi kerja dan produktivitas kerja pegawai. Sementara itu, secara tidak langsung, budaya komunikasi berpengaruh signifikan terhadap motivasi kerja pegawai dengan usia sebagai variabel interverning. Sama halnya dengan pengaruh budaya komunikasi terhadap produktivitas kerja pegawai dengan usia sebagai variabel interverning.

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This study aims to examine how much influence the communication culture on work motivation and productivity of employees working in a government agency. In addition, this study also aims to examine the effect of indirect culture communication on work motivation and productivity in relation to the age factor.The results obtained from this study showed that direct communication culture within a government agency have a significant influence on work motivation and employee productivity. Meanwhile, indirectly, the communication culture significantly influence employee motivation with age as a variable interverning. Similarly, the influence of communication culture on employee productivity with age as a variable interverning."

"Tak dapat dipungkiri bahwa keberadaan suatu organisasi adalah dalam rangka mewujudkan suatu tujuan. Tujuan organisasi akan dapat cepat diwujudkan apabila semua komponen dan sumber daya yang dimiliki dapat dipergunakan dengan efektif dan efisien.Kinerja sebagai salah satu output dari sumber daya manusia yang berada dalam organisasi merupakan hal terpenting yang selalu harus diupayakan untuk ditingkatkan guna mencapai kinerja organisasi. Banyak faktor dapat mempengaruhi kinerja pegawai dalam melaksanakan pekerjaannya. Di antaranya adalah kepemimpinan dan motivasi.Pemimpin dalam menjalankan fungsi kepemimpinannya mempunyai peranan yang sangat penting dalam memimpin, mengarahkan, membimbing, dan memberi teladan bagi pegawai dalam melaksanakan pekerjaannya, sehingga mereka dapat melaksanakannya dengan optimal sesuai harapan pimpinan khususnya dan organisasi umumnya. Motivasi yang merupakan kekuatan yang mendorong para pegawai untuk bekerja dengan baik, karena di balik dorongan tersebut terdapat hal-hal yang dianggap dapat memenuhi harapan dan kebutuhan pegawai.Dalam penelitian ini, tujuan yang ingin dicapai adalah untuk mengetahui hubungan antara kepemimpinan dan motivasi dengan kinerja pegawai di lingkungan Setjen DPR RI khususnya pada Biro Persidangan. Metode Penelitian yang digunakan dalam penulisan ini adalah penelitian deskriptif kuantitatif.Untuk mengukur kepemimpinan, Motivasi dan kinerja digunakan pendapat dari Bernad Bass, dkk , Frederick Herzberg dan Thomas S. Bateman. Kinerja pegawai dinilai melalui persepsi atasan langsung terhadap hasil kerja mereka dengan kriteria-kriteria yang dianggap relevan dengan kondisi dan lingkungan kerja. Kepemimpinan seorang atasan dinilai melalui persepsi bawahan mereka. Sedangkan motivasi pegawai dinilai melalui persepsi mereka terhadap pemenuhan hal-hal yang menjadi kebutuhan mereka di lingkungan pekerjaannya.Populasi penelitian ini adalah pegawai Setjen DPR RI yang ditempatkan di lingkungan biro persidangan sebanyak 149 orang, dengan pengambilan data dilakukan atas dasar sampel 50 orang dengan teknik berstrata, proporsional dan random.Data diambil dengan instrumen penelitian berupa daftar pertanyaan dengan didukung wawancara langsung dengan responden. Setelah dilakukan uji validitas dan reliabilitas data dengan korelasi split half method dan rumusSpearman Brown kemudian dilakukan analisis dengan teknik analisis korelasi product moment Pearson, korelasi berganda dan tabel Anova dari analisa regresi linear dengan last square method.Dari kuestioner yang disebarkan kepada 65 responden, diambil 50 responden sesuai dengan jumlah pengambilan sampel yang ditetapkan yang mewakili populasi sejumlah 149 orang.Dari data penelitian yang telah valid dan reliabel dilakukan analisis dengan hasil, bahwa :1. Ada hubungan positif dan signifikan antara variabel kepemimpinan dengan kinerja, dengan nilai koefisien korelasi (r) sebesar : 0.9502. Ada hubungan positif dan signifikan antara variabel motivasi dengan kinerja, dengan nilai koefisien korelasi (r ) sebesar : 0.8593. Ada hubungan positif dan signifikasi antara variabel kepemimpinan dan motivasi dengan kinerja, dengan nilai koefisien korelasi ( R2 ) sebesar : 0.948Dengan demikian dapat disimpulkan bahwa hubungan antara variabel-variabel yang diteliti adalah sangat erat.Adapun saran-saran yang disampaikan berhubungan dengan hasil penelitian yang diperoleh, antara lain :(1) menekankan pentingnya faktor kepemimpinan dalam upaya peningkatan kapasitas sumber daya manusia pada sebuah instansi pemerintah, seperti Sekretariat Jenderal DPR RI. (2) dalam usaha peningkatan kinerja pegawai pada Sekretariat Jenderal DPR RI, maka perlu pula dipertimbangkan dan diperhatikan faktor-faktor yang akan membangkitkan motivasi kerja pegawai, seperti : (a) diadakannya sistim reward and punishment (b) kesempatan bagi para pegawai untuk terus meningkatkan kemampuan, ketrampilan maupun pengetahuannya (c) sistim pengembangan karir yang berpedoman pada sistim penilaian kinerja yang efektif pada intern organisasi (d) penciptaan linkungan kerja yang kondusif dan sehat dengan membina rasa saling percaya dan transparansi (e) dilakukannya pengawasan langsung yang bersifat membina dan mengarahkan bukan menghakimi.xvii + 126 halaman + 16 tabel + 3 gambar + 33 lampiranDaftar pustaka : 34 + 1 artikel+ 6 Peraturan Perundang-undangan (Tahun 1979-2OO2).

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the Bureau of Meeting) It is clear that an organization exists to achieve a goal. The objectives of an organization could be accomplished quickly on the condition that all components and the possessed resources are utilized effectively and efficiently.

Performance as an output of the resources possessed by an organization constitutes a significant aspect that should be upgrade aiming at achieving the performance of organization. Amount of factors may affect the works performed by the employees in carrying out their jobs. They are, among others, leadership and motivation.

A leader in executing his function of leadership plays a very important role necessarily to take the lead, to give directions, to guide and to pioneer the staffs in going through with their works, so that they can optimally their performance in conformity with the wishes of the leader, particularly, and ones of the organization, generally. Motivation constitutes a strength which motivates the staffs to have good performance, because there, behind the motivation, it exists many things believed to be able to realize the wishes and to fulfill the needs of the staffs.

The research intends to achieve a goal aiming at comprehending the correlation between leadership and motivation with performance achieved by the staffs of the House of Representatives particularly ones who are at the Bureau of meeting. The research method utilized by the research is quantitative descriptive research.

In measuring leadership, motivation and performance, the research applied the theories and opinions of DR Bernard Bass and his colleagues, Frederick Hersberg and Thomas S. Bateman and his colleagues. The performance achieved by a staff is appraised by the means of perception expressed by his direct supervisor to his achievement in accordance with the criteria?s relevant to the situation and the working environment. Leadership of a supervisor is appraised by the means of perception expressed by his staffs. While motivation of the employees was appraised by the means of their perceptions to the fulfillment of what they need in the working site.

Population of the research was 149 House's staffs employed at the Bureau of session, and compiling the data was done by taking sample of 50 respondents and by applying the methods of random, proportional and layered technique.

The data was handled with care by using a research instrument of questionnaire Which was supported by direct interviews to the respondents. After having examined the validity and reliability of the data by application the split half method correlation and the formula of Spearman Brown, an analyze to the data was accomplished by using the correlation analysis technique of product moment Pearson, multiple correlation and Anova table derived from analyze of linear regression and last square method.

Based on the questionnaires disseminated to 65 respondents, 50 were taken in accordance with the due sampling representing the population of 149 staffs.

From the reliable and valid data, an analyze was carried out, and the results were as follows:

1. There was a significant and positive correlation between leadership with performance, with correlation coefficient value (r) : 0.950

2. There was a significant and positive correlation between motivation with performance, with correlation coefficient value (r) : 0.859

3. There was a significant and positive correlation between leadership and motivation with performance, with correlation coefficient value (R2) : 0.948

It is assumed that there are tight correlations between the variables analyzed in the research.

Some suggestions are proposed relating to the results reflected in the research, among others:

(1) to emphasize on the leadership as a significant factor in enhancing the capacity of the human resources possessed by governmental institutions, such as Secretariat General of the House. (2) in order to enhance the works performed by the House's employees, consideration and attention should be paid to several factors which can generate the motivation of staffs, such as below: (a) reward and punishment system should be implemented (b) any possible chance to improve their capacity, skills and knowledge should be provided (c) career development should be based on the appraisal to the effectiveness of performance at the intern of organization (d) a healthy and conducive working environment should be created by the means of transparency and confidence building (e) direct supervision should be applied aiming at to give guidance and direction, not to judge.

xvii + 126 pages + 16 tables + 3 pictures + 33 annexes

Bibliography: 34 + 1 article + 6 laws and regulations of 1979 - 2002"

"Dalam menghadapi era globalisasi, perusahaan yang memiliki daya saing dan pegawai yang memberikan kontribusi terbaiknya kepada perusahaan yang dapat bertahan. Untuk menilai besarnya kontribusi pegawai kepada perusahaan dibuatlah sistem penilaian kinerjaPenelitian ini bertujuan untuk melihat hubungan antara persepsi pegawai tentang harapan pegawai, motivasi kerja, kemampuan kerja dan kompensasi dengan kinerja pegawai di PT. Bank BNI (Persero) Tbk. Metode penelitien ini adalah analisis diskriptip, dengan populasi penelitian pegawai tetap Bank BNI di Divisi Perencanaan Strategis, Divisi Sumber Daya Manusia dan Divisi Umum, sebanyak 261 orang dan teknik penarikan sampel dengan menggunakan teknik purposive sample ditentukan sampel sebanyak 150 responden.Teknik pengumpulan data dilakukan dengan metode kuesioner atau angket. Metode analisis korelasi statistik parametris (1) Korelasi Bivariat (2) Korelasi Multi Variat. Dengan menggunakan alat bantu analisis yaitu Program Statistical Package for Statistical Science (SPSS) for window release 10,0 dan SEM (Structural Equation Modeling) yang dikenal dengan LISREL 8.30.Hasil penelitian ini mengidentifikasikan bahwa ada hubungan positif dan signifikan antara persepsi tentang harapan pegawai dengan motivasi kerja, persepsi tentang motivasi kerja dengan kinerja, persepsi tentang kemampuan kerja dengan kinerja, persepsi tentang kompensasi dengan kinerja, dengan koefisien korelasi bervariasi dari 0.19 sampai dengan 0.4. Variabel yang memiliki pengaruh yang paling besar terhadap kinerja adalah hubungan antara persepsi tentang kompensasi dengan kinerja sebesar 0.41. Dengan menggunakan metode LISREL dapat diestimasi koefisien yang mempunyai pengaruh tidak langsung yaitu ada pengaruh tidak langsung antara variabel harapan dengan variabel kinerja (sebesar 0.21) dan menurut Sugiyono (2001:172), koefisien jalur sebesar 0.21 dapat dikategorikan sebagai hubungan dengan tingkat yang lemah. Namun diketahui pemodelan tersebut menunjukkan ketidakcocokan variabel-variabel independen (harapan pegawai, kemampuan kerja dan kompensasi) memprediksikan kinerja.Dengan menggunakan metode LISREL, ditemukan pemodelan yang cocok bahwa variabel bebas (motivasi kerja, dan kemampuan kerja) memprediksikan variabel terikat (kompensasi) dan variabel moderator adalah kinerja. Variabel yang memiliki pengaruh paling besar memprediksikan kompensasi adalah variabel motivasi dengan variabel moderator kinerja yaitu sebesar 0,62 dan menurut Sugiyono (2001:172), koefisien jalur sebesar 0,62 dapat dikategorikan sebagai hubungan dengan tingkat yang kuat."

"Pembangunan nasional pada dasarnya diselenggarakan oleh seluruh bangsa Indonesia bersama-sama dengan pemerintah melalui tabungan nasional yang meliputi tabungan pemerintah dan tabungan masyarakat. Peran pemerintah dapat diwujudkan bila pemerintah memiliki dana yang cukup. Oleh karena i tu, untuk mendapatkan dana yang sesuai dengan kebutuhan, pemerintah tidak hanya dengan menggantungkan pada pinjaman luar negeri, akan tetapi lebih dan itu yaitu dengan menghimpun dana dari dalam negeri sehingga tercipta tabungan pemerintah yang salah satunya adalah bersumber dari penerimaan pajak.Tabungan pemerintah harus lebih ditingkatkan dengan mengintesifkan dan lebih memacu pemungutan pajak. Peran masyarakat dalam pembiayaan pembangunan d engan membayar p ajak sangat diharapkan, dan bahkan harus dapat ditingkatkan dari waktu ke waktu. Sebagai garda terdepan dalam upaya meningkatkan penerimaan negara melalui pajak adalah Kantor Pelayanan Pajak, yang dalam penelitian ini difokuskan pada Kantor Pelayanan Pajak Sorong. Dipilihnya Kantor Pelayanan Pajak Sarong ini, karena menurut peneliti perkembangan penerimaan dan pencapaian target penerimaannya masih jauh dari harapan. Hal ini sebagai akibat rendahnya kinerja karyawan pada Kantor Pelayanan Pajak Sorong, yang akhimya mengakibatkan rendahnya kinerja Kantor Pelayanan Pajak Sorong dalam pencapaian target penerimaan pajak yang telah ditetapkan.Faktor-faktor yang diteliti adalah Kinerja Karyawan dan aspek-aspek yang berhubungan serta persepsi karyawan mengenai hubungan tersebut. Variabel yang digunakan dalam penelitian ini adalah Motivasi Kerja dan Disiplin Kerja sebagai variabel-variabel babas dan Kinerja Karyawan sebagai variabel terikat.Metode penelitian yang digunakan adalah metode survei dengan pendekatan teknik korelasi. Populasi adalah seluruh karyawan Kantor Pelayanan Pajak Sorong pada bulan Oktober 2004 yang seluruhnya digunakan sebagai sampel penelitian. Sifat penelitian ini adalah verifikasi hipotesis mengenai hubungan antar variabel-variabel penelitian.Teori yang diajukan dalam penelitian ini yaitu Kinerja yang diartikan sebagai perbuatan seseorang dalam melaksanakan pekerjaan untuk mencapai hasil tertentu. Perbuatan tersebut mencakup penampilan kecakapan melalui proses atau prosedur tertentu yang berfokus kepada tujuan yang hendak dicapai, serta dengan terpenuhinya standar pelaksanaan dan kualitas produk yang diharapkan.Motivasi adalah dorongan, upaya dan keinginan yang menggerakkan seseorang untuk melakukan suatu pekerjaan yang bertujuan untuk memenuhi keinginannya. Disiplin adalah suatu kondisi dimana anggota organisasi mampu menghadapi tantangan, berperilaku tertib, teratur dan tidak terjadi pelanggaran balk yang dilakukan secara sengaja maupun tidak.Hasil penelitian diperoleh bahwa variabel motivasi kerja merupakan faktor terbesar yang mempunyai hubungan dengan kinerja karyawan, sedangkan disiplin kerja merupakan faktor kedua dengan hubungan yang relatif lebih rendah dalam meningkatkan kinerja karyawan.Saran yang dapat diberikan berdasarkan hasil penelitian adalah hal-hal yang dapat dijadikan sebagai salah satu rujukan bagi pimpinan dalam upaya meningkatkan kinerja karyawan di masa yang akan datang, antara lain : pemberian kesempatan mutasi atau rotasi kepada karyawan untuk menghindarkan kejenuhan kerja, menciptakan kondisi persaingan yang sehat di antara karyawan, mengadakan pendidikan dan pelatihan karyawan secara berkala, mengadakan dialog terbuka dengan karyawan, menciptakan lingkungan kerja yang s ejuk-aman-bersahabat s erta m enerapkan reward a rid p unishment untuk menegakkan disiplin karyawan.

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Basically national development is held by all Indonesian people together with the govern-lent through national savings which includes governments' and societies' savings. The government role can be manifested if the government has sufficient fund. Therefore to obtain the fund in line with the needs, the government not only relies on foreign loans, but also gathers the fund from domestic sources one of which is tax revenue. The government savings must be increased by intensifying and accelerating tax collection. The society's role in funding the development, that is, by paying taxes is very much expected and in fact. it should be increased from time to time. Tax service office acts as a front liner in an effort to increase the state revenue through tax. In this research the focus is in Sorong tax service office. The reason why we choose this office is because according to the survey the progress of the revenue and target achievement are still far from the expectation. This is caused by poor employees performance which leads to low performance of Sarong tax service office in achieving target of tax revenue already determined. The factors that would be examined in this research is the employees performance and related aspects as well as employees perception about the relationship. The variable used in this research is work motivation and work discipline as free variables and employees performance as tied variables. The method of the research uses survey method with correlation technique approach. The respondents are all personnel in Sarong tax service office in October 2004 which are all employed as research sample. The characteristics of the research is hypothesis verifications about relationship among research variables.

The theory proposed in this research is the performance meaning an individual actions in implementing the job to achieve certain results. Such action covers performance through certain process or procedures which focus on The objective to be accomplished, and the achievement of the implementation standard and product quality expected.

Motivation is the drive, effort and the will that drive someone to do certain jobs with the objective of fullfilling their wishes. Discipline is the condition where the member of organisation is able to cope with challenges, behave properly, be well-organized and commit no violation either intentionally or not.

The research findings show that work motivation variable is the biggest factor that has the relationship with the employees performance. whereas work discipline is the second factor with the relationship which is relatively low in improving personnel performance.

The recommendation that can be given based on this research is anything can be used as one of the references for the management in an effort to increase personnel performance in the future. among others are: the chance to have rotation for the employees to avoid boredom, to create a healthy competitive condition among employees, to hold education and training programs periodically, to hold open dialogue with the employees, to create friendly and conducive environment, and to enforce reward and punishment to uphold employees' discipline."

"Peningkatan kemampuan motivasi kerja dan remunerasi yang diterima pegawai akan berhubungan dengan peningkatan kesejahteraan pegawai Perhatian terhadap peningkatan kemampuan kerja motivasi kerja dan remunerasi pegawai ke arah yang lebih baik tentunya akan mendorong pada penciptaan kesejahteraan pegawai yang lebih baik Begitupula sebaliknya lemahnya perhatian terhadap salah satu dari variabel variabel tersebut di atas pada akhirnya akan berdampak negatif terhadap hasil kerja pegawai dan terganggunya pencapaian sasaran organisasi pada umumnya Hal ini dikarenakan sumber daya pikiran tenaga dan waktu yang ada pada diri pegawai sebagian besar hanya tercurah untuk menyelesaikan berbagai permasalahan yang dialami pegawai terkait dengan kemampuan motivasi remunerasi dan kesejahteraan.

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Increased ability work motivation and employee remuneration will be associated with an increase in employee welfare Attention to improving work ability motivation and remuneration of employees working towards a better of course would lead to the creation of a better employee welfare Nor vice versa lack of attention to any of the variables mentioned above will ultimately have a negative impact on the work of employees and the disruption of the achievement of organizational goals in general This is because the resources thought energy and time of the employees devoted only to resolve the various problems experienced by employees related to ability motivation remuneration and welfare."