scholarly journals THE EFFECT OF SELF-ESTABLISHMENT AND GROUP PRESSURE ON THE PERFORMANCE OF EMPLOYEES FOR EDUCATIONAL PROFESSIONAL DEVELOPMENT CENTER

2018 ◽  
Vol 1 (1) ◽  
pp. 87-96
Author(s):  
Neni Syarifatun NISA
Keyword(s):  
Professional Development ◽  
Direct Effect ◽  
Work Performance ◽  
Employee Performance ◽  
Survey Method ◽  
Sample Population ◽  
Ministry Of Education ◽  
Self Perception ◽  
Group Pressure ◽  
Negative Effect

The purpose of this research was to determine the effect of self-perception and group pressure on the employee performance Professional Development of Educators Center (Pusbangprodik) of the ministry of education and culture. Data was collected through participatory questionnaires. This research uses a survey method with a sample population of 70 people with a quantitative approach. Path analysis was used to analyze inferential and descriptive data. The results of hypothesis testing show that self-perception has a direct effect on performance, group pressure has a direct negative effect on work performance, and self-perception has a direct effect on group pressure. Therefore, to improve the work performance of Pusbangprodik employees, self-perception needs to be improved and group pressure needs to be reduced.  

scholarly journals RELATIONSHIP LEADERSHIP QUALITY AND CULTURE ORGANIZATION WITH THE PERFORMANCE OF SMAN 28 TANGERANG DISTRICT

2019 ◽  
Vol 1 (2) ◽  
pp. 134-142
Author(s):  
Anggih Perian Guswan Putra
Keyword(s):  
Organizational Culture ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Survey Method ◽  
Sample Population ◽  
Leadership Quality ◽  
Quality Of Leadership ◽  
The Relationship

This research was conducted to determine the relationship between the quality of the Principal's leadership and organizational culture with the performance of SMAN 28 Tangerang District employees. The study uses a quantitative approach with a descriptive correlational survey method, using correlation theory which is about product moment. Research data collection techniques from respondents carried out through questionnaires or questionnaires. The sample population was 103 employees in each section of SMAN 28 Tangerang, with simple random sampling technique. The magnitude of the effect of leadership quality and organizational culture together on employee performance by 87.2% This shows the higher the quality of leadership and organizational culture, the better the performance of employees, and vice versa the lower the quality of leadership and organizational culture will have an impact for employee performance.

scholarly journals Pengaruh Perilaku Pemimpin dan Komitmen Karyawan Terhadap Prestasi Kerja Karyawan Pada Puskesmas Desa Aro Kecamatan Muara Bulian

2019 ◽  
Vol 3 (1) ◽  
pp. 27
Author(s):  
Niki Kosasih
Keyword(s):  
Health Center ◽  
Work Performance ◽  
Employee Performance ◽  
Community Health Center ◽  
Employee Commitment ◽  
Leader Behavior ◽  
Survey Method ◽  
Performance Variables ◽  
Average Value ◽  
Coefficient Corrélation

The title of this study is the Effect of Leader Behavior and Employee Commitment on Employee Work Achievement at Village Aro Health Center, Muara Bulian District. The Effect of Leader Behavior and Employee Commitment is treated as an independent variable and Employee Work Performance is treated as the dependent variable. This study aims to (1) To clarify the description of leader behavior (2) To clarify the picture of employee commitment (3) To clarify the description of employee work performance (4) To analyze the influence of Leader Behavior and Employee Commitment on Work Performance of Village Aro Community Health Center Muara Bulian District . The method used is the survey method. The population as well as samples in this study were 43 respondents. Data collection is done by distributing questionnaires to respondents. Data were analyzed using descriptive statistical analysis and analysis involving the determination of the regression coefficient correlation test. The results of this study indicate that (1) Leader behavior variables based on questions the average value of the 5 indicator indicators amounted to 3.48, it can be seen the respondent answered agree. (2) The leader behavior variable based on the question of the average value of the 5 question indicators is 3.34 so that the respondents can answer neutral. (3) Work performance variables based on the questions of the average value of the 5 question indicators amounted to 3.48, so the respondents answered neutral. (4) Leader Behavior and Employee Commitment have a positive and significant effect on Employee Performance at the Aro Village Health Center, Muara Bulian District, which is 76.6%.

scholarly journals THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

2017 ◽  
Vol 1 (01) ◽  
pp. 152-163
Author(s):  
Liz Zeny Merry ◽  
Faroman Syarief
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Direct Effect ◽  
Financial Management ◽  
Employee Performance ◽  
Provincial Government ◽  
Survey Method ◽  
Research Findings ◽  
Positive Direct ◽  
Management Staff

The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2) empowerment and employee engagement had a positive direct effect on organizational commitment; (3) empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial GovernmentKeywords: empowerment, employee engagement, organizational commitment, and performanceRealizing

scholarly journals THE EFFECT OF GOAL SETTING AND INTRINSIC MOTIVATION ON TEACHER WORK PERFORMANCE

Akademika ◽  
2021 ◽  
Vol 10 (01) ◽  
pp. 219-233
Author(s):  
Ania Fitriah ◽  
Masduki Ahmad ◽  
Matin Matin
Keyword(s):  
Intrinsic Motivation ◽  
Goal Setting ◽  
Direct Effect ◽  
Junior High School ◽  
Work Performance ◽  
Junior High ◽  
Survey Method ◽  
Teacher Work ◽  
Positive Direct ◽  
The Impact

The purpose of this research was to study the impact of goal setting and intrinsic motivation on the work performance of teachers in the Sub-District of North Bekasi State Junior High School. This research was conducted using a survey method with path analysis techniques. The population in this study were the civil servant teachers of the State Junior High Schools in North Bekasi District totaling 221 teachers, while the sample in this study was 69 teachers who were randomly selected. The results of this study are as follows; (1) there is a positive direct effect of goal setting on teacher work performance; (2) there is a positive direct effect of intrinsic motivation on teacher work performance, and (3) there is a positive direct effect of goal setting on intrinsic motivation. Therefore, increased work performance can be increased through increased goal setting and strengthening intrinsic motivation in school teachers.     Abstrak: Tujuan penelitian ini adalah untuk mempelajari tentang pengaruh penetapan tujuan dan motivasi intrinsik terhadap prestasi kerja guru SMP Negeri di Kecamatan Bekasi Utara. Penelitian ini dilakukan dengan menggunakan metode survey dengan teknik analisis jalur. Populasi dalam penelitian ini adalah guru PNS SMP Negeri di Kecamatan Bekasi Utara yang berjumlah 221 guru, sedangkan sampel dalam penelitian ini sebesar 69 guru yang dipilih secara acak. Hasil penelitian ini adalah sebagai berikut; (1) terdapat pengaruh langsung positif penetapan tujuan terhadap prestasi kerja guru; (2) terdapat pengaruh langsung positif motivasi intrinsik terhadap prestasi kerja guru, dan (3) terdapat pengaruh langsung positif penetapan tujuan terhadap motivasi intrinsik. Oleh karena itu, peningkatan prestasi kerja dapat ditingkatkan melalui ketepatan dalam penerapan penetapan kerja dan penguatan motivasi intrinsik pada guru dan standar kerja di sekolah.    

scholarly journals PENGARUH HUMAN RELATION, MOTIVASI DAN LINGKUNGAN KERJA TERHADAP PRESTASI KERJA KARYAWAN PADA PT. PRATAMA AGRO SAWIT (PAS) DI BATIN XXIV KABUPATEN BATANG

2018 ◽  
Vol 9 (2) ◽  
pp. 114
Author(s):  
Etty Siswati ◽  
Evi Fauzani
Keyword(s):  
Work Environment ◽  
Work Performance ◽  
Employee Performance ◽  
Survey Method ◽  
Linear Regression Method ◽  
Human Relations ◽  
Simultaneous Test ◽  
Multiple Linear Regression Method ◽  
Environment Variables ◽  
Independent Variable

The aim of this study. To find out the effect of human relations, motivation and work environment on employee performance at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupeten Batanghari. The method of collecting data is used survey method used to obtain information from respondents by using interview techniques and distributing questionnaires and using Likert scale measurements. the sample in this study were employees at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupaten Batanghari. The analytical tool used is a multiple linear regression method using computer assistance through the SPSS 20.0 for Windows program. From the calculation of SPSS 20.0 obtained variable human relations tcount of 3.517, due to tcount> from t table, (3.517> 1.66571, meaning that the independent variable has an influence on the dependent variable, which means there is a partial influence between human relations variables on employee performance at PT . Pratama Agro Sawit  in Batin XXIV Kabupaten Batanghari . Motivation variables are 6.515, due to t count> from t table, (6.515> 1.66571), meaning that the independent variable has an influence on the dependent variable, which means there is a partial influence between motivation and achievement employee work at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupaten Batanghari. Variable work environment is 0.971. Due to t count <from t table, (0.971 <1.66571) means that the independent variable has no influence on the dependent variable, which means there is no influence partial between work environment and work performance ryawan at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupaten Batanghari. Simultaneous test (F Test), it can be concluded that the variable human relations, motivation and work environment shows a significant influence on employee performance at PT. Pratama Agro Sawit (PAS) in Batin XXIV, which is proven by the value of F count 35,821 of greater than F table df n - k-1 then 78 - 3- 1 = 74 (F table = 2.73 or (35,821 > 2,73) The summary model of PT Pratama Agro Sawit (PAS) in Batin XXIV above can be seen that the Adjusted R Square value is 0.668, so it can be concluded that the percentage influences human relations (X1), motivation (X2), and work environment variables  (X3 ) the variable employee performance at PT Pratama Agro Sawit (PAS) is 0.668 or 66.8% and the remaining 0.332 or 33.2% is influenced by other variables not examined in this study.

scholarly journals Leadership and Motivation to Performance through Job Satisfaction of Hotel Employees at D'Merlion Batam

The Winners ◽  
2021 ◽  
Vol 22 (1) ◽  
Author(s):  
Yandra Rivaldo
Keyword(s):  
Job Satisfaction ◽  
Direct Effect ◽  
Employee Performance ◽  
Employee Motivation ◽  
Survey Method ◽  
Analysis Techniques ◽  
Employee Job Satisfaction ◽  
National Economic ◽  
High Motivation ◽  
Significant Direct Effect

COVID-19 era demanded that we became productive in improving performance, involvement of leaders, high motivation and someone's satisfaction at work are measures for business continuity and able to contribute to national economic recovery. The research objective was to confirm the theory with empirical evidence that focuses on leadership, employee motivation, employee job satisfaction and employee performance. The research used a causal model survey method using path analysis techniques. The population were 45 employees of the D'Merlion Hotel Batam, the sample was taken using the census method. The significance value of leadership on job satisfaction is 0,082 > 0,05, it is concluded that direct leadership has no significant effect on job satisfaction. The significance value of motivation on job satisfaction is 0,000 < 0,05, which implies that motivation has a significant direct effect on job satisfaction. The significance value of leadership on performance is 0,000 < 0,05 which means that leadership has a significant direct effect on employee performance. The significance value of motivation on performance is 0,009 < 0,05 showing that motivation has a significant direct effect on employee performance. The significance value of job satisfaction on performance is 0,008 < 0,05, so job satisfaction directly has a significant effect on employee performance.

THE ROLE OF EMPOWERMENT ON COMPETENCE TOWARDS EMPLOYEE WORK PERFORMANCE SYARIAH BUSINESS UNIT PT. BANK SINARMAS IN KEDIRI BRANCH

2019 ◽  
Vol 5 (2) ◽  
pp. 66-82
Author(s):  
Sri Harnani ◽  
Beny Ng
Keyword(s):  
Direct Effect ◽  
Quantitative Research ◽  
Work Performance ◽  
Sampling Method ◽  
Employee Performance ◽  
Employee Empowerment ◽  
Business Unit ◽  
Significant Direct Effect ◽  
Collection Methods

This research analyzes the direct effect of competence on employee empowerment, the direct effect of competence on employee work performance, the direct effect of employee empowerment on employee work performance and the indirect effect of competence on employee work performance through employee empowerment at Syariah Business Unit PT. Bank Sinarmas in Kediri Branch. This research is a quantitative research. The sample used in this study was total sampling method. Data collection methods used questionnaires and data analysis techniques used path analysis. The results show that: 1) Competence has significant  direct effect on employee empowerment and employee work performance. 2) Employee empowerment does not have effect on employee performance. 3) Competence does not have effect on employee work performance through employee empowerment. Keywords: Competence, employee empowerment, and employee work performance

scholarly journals PENGARUH EFEKTIVITAS MANAJERIAL, SELF-EFFICACY, STRES KERJA DAN MOTIVASI KERJA TERHADAP KINERJA DOSEN KEBIDANAN DI PROVINSI LAMPUNG

2017 ◽  
Vol 19 (1) ◽  
pp. 28
Author(s):  
Sudarmi Sudarmi
Keyword(s):  
Job Stress ◽  
Direct Effect ◽  
Work Stress ◽  
Self Efficacy ◽  
Work Motivation ◽  
Survey Method ◽  
Managerial Effectiveness ◽  
Negative Effect ◽  
Positive Direct ◽  
Positive Effect

Tujuan dari penelitian ini adalah untuk mengetahui pengaruh efektivitas manajerial, self-efficacy, stres kerja dan motivasi kerja terhadap kinerja dosen kebidanan di Provinsi Lampung. Penelitian ini menggunakan metode survei kuantitatif. Pengumpulan data dilakukan dengan kuesioner dan dianalisis menggunakan teknik analisis jalur. populasi dosen penelitian kebidanan provinsi Lampung sebesar 167 dosen, sampel 118 responden teknik pengambilan sampel dengan hasil pengambilan sampel acak proporsional method.The penelitian ini: efektivitas manajerial efek positif langsung pada kinerja, self-efficacy dari efek positif langsung kinerja, stres kerja dari efek negatif langsung terhadap kinerja, motivasi efek positif langsung pada kinerja, efektivitas manajerial efek negatif langsung terhadap stres kerja, self-efficacy efek negatif langsung terhadap stres kerja, efektivitas manajerial berpengaruh positif langsung pada pekerjaan bekerja motivasi, self-efficacy yang positif secara langsung motivasi kerja dan stres kerja dan efek negatif langsung terhadap motivasi kerja.The objective of this research is to explore the effect of managerial effectiveness, self-efficacy, job stress and work motivation on the performance of midwifery lecturer in Lampung Province. This research used a quantitative survey method. The data was collected with questionnaires and analyzed using path analysis technique. population of the research study midwifery lecturer of province Lampung totaling 167 lecturer, sampled 118 respondents sampling technique with proportional random sampling method.The results of this research: the managerial effectiveness of a direct positive effect on performance, self-efficacy of a direct positive effect on performance, work stress of a direct negative effect on performance, work motivation of a direct positive effect on performance, managerial effectiveness direct negative effect on job stres, self-efficacy direct negative effect on job stress, managerial effectiveness of direct positive effect on work motivation, self-efficacy positive direct effect on work motivation and work stress and negative direct effect on work motivation

THE ROLE OF EMPOWERMENT ON COMPETENCE TOWARDS EMPLOYEE WORK PERFORMANCE SYARIAH BUSINESS UNIT PT. BANK SINARMAS IN KEDIRI BRANCH

2018 ◽  
Vol 4 (2) ◽  
pp. 1-17
Author(s):  
Sri Harnani ◽  
Beny Ng
Keyword(s):  
Direct Effect ◽  
Quantitative Research ◽  
Work Performance ◽  
Sampling Method ◽  
Employee Performance ◽  
Employee Empowerment ◽  
Business Unit ◽  
Significant Direct Effect ◽  
Collection Methods

This research analyzes the direct effect of competence on employee empowerment, the direct effect of competence on employee work performance, the direct effect of employee empowerment on employee work performance and the indirect effect of competence on employee work performance through employee empowerment at Syariah Business Unit PT. Bank Sinarmas in Kediri Branch. This research is a quantitative research. The sample used in this study was total sampling method. Data collection methods used questionnaires and data analysis techniques used path analysis. The results show that: 1) Competence has significant  direct effect on employee empowerment and employee work performance. 2) Employee empowerment does not have effect on employee performance. 3) Competence does not have effect on employee work performance through employee empowerment. Keywords: Competence, employee empowerment, and employee work performance

scholarly journals THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

2017 ◽  
Vol 1 (01) ◽  
pp. 152-163
Author(s):  
Liz Zeny Merry ◽  
Faroman Syarief
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Direct Effect ◽  
Financial Management ◽  
Employee Performance ◽  
Provincial Government ◽  
Survey Method ◽  
Research Findings ◽  
Positive Direct ◽  
Management Staff

The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2) empowerment and employee engagement had a positive direct effect on organizational commitment; (3) empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial GovernmentKeywords: empowerment, employee engagement, organizational commitment, and performanceRealizing

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