PENGARUH GAYA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI YANG DIMEDIASI OLEH KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL (Studi Penelitian Pada PT Bank Pembangunan Daerah Provinsi Kalimantan Barat Cabang Flamboyan, Pontianak)

2019 ◽  
Vol 8 (1) ◽  
Author(s):  
WAHYU WIJAYANTO B2042171024
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Experimental Approach ◽  
Human Resources Management ◽  
Individual Performance ◽  
Resources Management ◽  
Personal Management ◽  
International Edition

Pegawai PT Bank Pembangunan Daerah Kalimantan Barat Cabang Flamboyan harus ditingkatkan dikarenakan faktor sumber daya manusia perlu diperhatikan dalam meningkatkan kinerja kerja karena adanya pengetahuan dan kesadaran di dalam diri setiap manusia atau tenaga kerja bagi suatu organisasi. Permasalahan pada penelitian ini adalah bagaimana pengaruh gaya kepemimpinan terhadap kinerja pegawai yang dimediasi oleh kepuasan kerja dan komitmen organisasional Hasil penelitian ini dapat disimpulkan: 1) Berdasarkan hasil pengujian menunjukkan nilai probabilitas Gaya Kepemimpinan sebesar 0,000 lebih kecil dari 0,05 (probabilitas <0,05) sehingga Ho ditolak dan Ha diterima. Sehingga dapat disimpulkan bahwa variabel Gaya Kepemimpinan berpengaruh positif dan signifikan terhadap Kepuasan. 2) nilai probabilitas Gaya Kepemimpinan dan Kepuasan Kerja dan  sebesar 0,000 lebih kecil dari 0,05 (probabilitas <0,05) sehingga Ho ditolak dan Ha diterima. Sehingga dapat disimpulkan bahwa variabel Gaya Kepemimpinan berpengaruh positif dan signifikan terhadap Komitmen Organisasional. 3) nilai probabilitas Gaya Kepemimpinan, Kepuasan Kerja dan Komitmen Organisasional sebesar 0,000, 0,002, dan 0,000 lebih kecil dari 0,05 (probabilitas < 0,05) sehingga Ho ditolak dan Ha diterima. Sehingga dapat disimpulkan bahwa variabel Gaya Kepemimpinan, Kepuasan Kerja dan Komitmen Organisasional berpengaruh positif dan signifikan terhadap Kinerja.Kata Kunci : Gaya Kepemimpinan, Kepuasan Kerja, Komitmen Organisasional Dan Kinerja DAFTAR PUSTAKA Arikunto, Suharsimi. 2002. Metode Penelitian Suatu Pendekatan Praktis. Jakarta: Renika Cipta.-------. 2006. Prosedur Penelitian Suatu Pendekatan Praktis. Jakarta: Renika Cipta. Bernardin, H. John dan Joyce E.A Russel. 2003. Human Resource Management (an Experimental Approach Internal Edition), Singapore: Mc Graw Hill Inc. Dubrin, Andrew J. 2005. Leadership (Terjemahan). Edisi Kedua. Jakarta: Prenada Media. Friska. 2004. Kepemimpinan dalam Organisasi. Fakultas Ekonomi Universitas Sumatera Utara. Ghozali, Imam. 2011. Aplikasi Analisis Multivariate Dengan Program SPSS. BP-UNDIP, Semarang.Handoko, Hani T. 2008. Manajemen Personalia dan Sumber Daya Manusia. edisi kedua. BPFE. Yogyakarta. Hasibuan, Malayu SP, 2006. Manajemen Sumber Daya Manusia. STIE YKPN. Yogyakarta.-------. 2003. Manajemen Sumber Daya Manusia. STIE YKPN. Yogyakarta. Kartono, 2001. Pemimpin dan Kepemimpinan. Jakarta: PT. Rajagrafindo Persada.-------, 2005. Pemimpin dan Kepemimpinan, PT. Rajagrafindo Persada, Jakarta. Ma’rif, M. Syamsul. 2012. Manajemen Kinerja Sumberdaya Manusia. Bogor: PT Penerbit IPB Pres. Mangkunegara, Anwar Prabu. 2000. Evaluasi Kinerja Sumber Daya Manusia. Jakarta: Refika Aditama.-------. 2001. Manajemen Sumber Daya Manusia Perusahaan. Remaja Rosdakarya. Bandung. Nawawi, Hadari. 2006. Manajemen Sumber Daya Manusia Untuk Bisnis yang Kompetitif. Yogyakarta: UGM.Nitisemito, Alex. S. 2006 Manajemen Personalia, Edisi Kedua. Ghalia Indonesia. Notoatmodjo, Soekidjo. 2006. Pengembangan Sumber Daya Manusia. Jakarta: Rineka Cipta. Nurhayati, Dina. 2008. Pengaruh Gaya Kepemimpinan Dan Iklim Kerja Terhadap Kinerja Karyawan Perusahaan Kerajinan AKP CRAFT Bantul. Skripsi. Universitas Negeri Yogyakarta. Permadi, K, 2010. Pemimpin dan Kepemimpinan dalam Manajemen. Rineka Cipta. Prawirosentono, Suyadi, 2008. Manajemen Sumber Daya Manusia. Penerbit BPFE, Yogyakarta. Priyatno, Duwi, 2012. Paham Analisa Statistik Data Dengan SPSS. Cetakan Pertama. Yogyakarta: Media Kom.-------. 2012. Paham Analisis Statistik Data Dengan SPSS. Yogyakarta: Mediakom.Rivai, Veithzal. 2004. Kepemimpinan dan Perilaku Organisasi. Edisi Satu. PT. Raja Grafindo. Jakarta. Robbins, S.P. 2001. Organizational Behavior. New Jersey: Prentice-Hall. Robert, Leiden. 2001, Managing Individual Performance In Works Groups. Journal Human Resources Management Vol 40. Samsudin, Sadili. 2010. Manajemen Sumber Daya Manusia. Bandung : Pustaka Setia. Santoso, Sigih. 2005. Metode Suatu Penelitian. Jakarta. Rineka Aksara. Schuler, Randal S, & Susan E, Jackson. 1997. Manajemen Sumberdaya Manusia: Menghadapi Abad ke-21, Erlangga, Jakarta. Sekaran. 2006. Metode Penelitian. Jakarta: Renika Cipta. Siagian, Sondang, P. 2004. Teori dan Praktek Kepemimpinan. Jakarta: Rineka Cipta. Simamora, Henry. 2004. Manajemen Sumber Daya Manusia. Edisi Ke-3. STIE           YKPN. Yogyakarta.Singarimbun, Masri dan Effendi, Sofian, 2006. Metode Penelitian Survai. Jakarta: Pustaka LP3ES. Slamet, Margono, 2002. Teori dan Praktek Kepemimpinan. Rineka Cipta. Jakarta.Subekhi, Akhmad, Mohammad Jauhar. 2012. Pengantar Manajemen Sumber Daya Manusia. Jakarta: Prestasi Pustaka.Sugiyono. 2002. Metode Penelitian Bisnis. Bandung: Al-fabeta.-------. 2005. Statistik untuk Penelitian. Bandung: Al-fabeta. Surachmat. 2005. Metode Penelitian Suatu Pengantar. Jakarta: Renika Cipta. Sutrisno, Edy. 2009. Manajemen Sumber Daya Manusia. Edisi Pertama,  Cetakan Pertama: Jakarta Penerbit Kencana. Timpe,  A. Dale. 2009. Seri Ilmu dan Seni Manajemen Bisnis “Kinerja”. Jakarta: Gramedia Asri Media. Umar, Husein. 2001. Riset Sumber Daya Manusia Dalam Organisasi. Jakarta: Penerbit PT. Gramedia Pustaka Utama. Umar, Husein. 2005. Metode Penelitian Skrispsi. Thesis. Disertasi untuk Bidang Ekonomi. Jakarta: Raja Grafindo Persada. Werther, William B. & Keith Davis. 2006. Human Resources And Personal Management. International Edition. Mc Graw-Hiil, Inc., USA. Widarjono, Agus. 2005. Ekonometrika Teori dan Aplikasinya. Edisi Pertama. Yogyakarta: Ekonisia. Wirawan. 2009. Evaluasi Kinerja Sumber Daya Manusia: Teori Aplikasi dan Penelitian. Jakarta: Salemba Empat.Referensi Internet. A.A Gede Kresnayana Pramana. 2010. Pengaruh Kompensasi, Lingkungan Kerja Fisik Dan Disiplin Kerja Terhadap Kinerja Karyawan. Tesis. Diakses, 26 Juli 2014.Ernawati, 2013. Pengaruh Kompensasi Dan Kepemimpinan Terhadap Kinerja Karyawan (Studi pada PT. Njonja Meneer Semarang). Tesis. Diakses, 26 Juli 2014. Veronika Selviati, 2010. Pengaruh Gaya Kepemimpinan, Motivasi, Disiplin Kerja Dan Kompensasi Terhadap Kinerja Pegawai Bidang Pendapatan, Bidang Anggaran Dan Perbendaharaan DPPKAD Kota Tanjungpinang. Tesis. Diakses, 26 Juli 2014.

scholarly journals PERSONAL MANAGEMENT CHALLENGES IN GEORGIAN COMMERCIAL BANKS

2018 ◽  
Vol 13 (1) ◽  
pp. 34-43
Author(s):  
Nana Shonia ◽  
Zurab Mushkudiani ◽  
Khatuna Shalamberidze ◽  
Natela Janelidze
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Commercial Bank ◽  
Commercial Banks ◽  
Human Resources Management ◽  
General Strategy ◽  
Resources Management ◽  
Personal Management

The aim of the research was to investigate the relation of Personal/Human Resource Management in Commercial Banks in Georgia. The effective, transparent and fair managing depends on many different factors and among them the personal/human resources management is one of the most important factors. The guarantee that the people who are properly chosen in the commercial bank, with appropriate skills, competencies and qualifications significantly increases their job effectiveness. It is remarkable that human resources management is being implemented differently in various countries. In some countries a special agency is created, which is centrally managed by the management of all human resources. While in some countries this practice is completely decentralized and each agency or department individually carries out personnel management. However, mainly mixed practices exist in the country where there is a central agency of human resources management, which defines the general strategy of human resource management, and directly implementing relevant activities such as selection and assessment. The results of the research allowed concluding that the main factor related to personal management in the commercial banks was the shortage of professionalism and financial resources. The lack of qualified staff was mentioned by the managers as an insuperable problem to introduce innovations as well. Keywords: commercial bank, personal management, innovative management, physiological climate.

Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Bader Yahya Alshahrani, Adullah Ali Alammar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Statistical Significance ◽  
Human Resources Management ◽  
Relative Weight ◽  
Main Tool ◽  
Private Hospitals ◽  
Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS

2020 ◽  
Author(s):  
Mariya Veleva ◽  
Keyword(s):  
Social Psychology ◽  
Human Resources ◽  
Organizational Behavior ◽  
Human Resource ◽  
Human Resources Management ◽  
External Environment ◽  
Psychological Aspects ◽  
Organizational Life ◽  
Resources Management ◽  
Periodic Changes

Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of human resources in the tourism organizations and the derived socio-psychological aspects of the management is indicated.

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

scholarly journals MENADŽMENT I PLANIRANJE LJUDSKIH RESURSA / MANAGEMENT AND PLANING HUMAN RESOURCES

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Biljana Panić ◽  
Jana Cvijić ◽  
Nada Petrović
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Strategy ◽  
Practical Knowledge ◽  
Human Resources Management ◽  
Organizational Level ◽  
Resources Management

The importance study shows is based on the possibility of a company that through proper human resources management strategy achieved an increase in effectiveness and efficiency, and therefore the productivity of business in the conditions of high competition. Strategic management of human resources is an important part of the sphere of management, and is based on a theoretical - practical knowledge in the field of work psychology. Human resource management can significantly influence the behavior of employees, their attitudes and success. People, their skills, knowledge and information are the characteristic of the each organization and can not be copied. It must be borne in mind that human resource management can fail if the pursuit organitzacija hire the wrong people, or if they are not motivated enough to their employed. Human resources management strategy needs to be aligned with the company’s strategy. Basic objectives and methods of human resource management needs to ensure the success of the company. Human resources management strategy has an important operational and managerial function carried out by managers of human reusrse. Management Strategy managers are determined by the quality of employees and their potential. The objectives of human resources management in the organization is directly related to the individual indicators work and results achieved by the employees. From the quality of motivation and stimulation of employees rise to its productivity, loyalty and quality of work. At the organizational level, human resource management strategy should be aimed at increasing the level of average productivity, improving quality, improving working conditions. Planing human resources is achieved competitive strategy of the organization. All of that contribute the most to employees and their productive possibility.

scholarly journals Covid-19 and Human Resource Management: a study on Moldavia, Romania

2021 ◽  
Author(s):  
Liam James
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Point Of View ◽  
Mental Wellbeing ◽  
Analysis Approach ◽  
Resources Management ◽  
Medical Tests

Dramatic changes due to the current COVID-19 coronavirus have unparalleled effects on businesses acrossthe globe and have deeply affected human resources management. HRM has taken the lead in handlingemployees to deal with pressures and continue to work remotely to continue its activities in a vaguecurrent and unforeseen future. However, the HRM had to contend with the pandemic lock-down dismissaland staff reduction. The paper is focused on the analysis approach used by qualitative experts. It addressesthe problems faced by HRM in Romania, identifies the human resources ramifications of the situation andidentifies solutions. It addresses the problems HRM has been facing in Romania, ascertains the effects thecrisis has on human resources, points out the strategies companies implemented, and make s suggestionsfor addressing the crisis from the point of view of HRM. Based on the results, this study recommend thefollowing: giving more consideration for worker mental wellbeing, performing medical tests during theselection process, and encouraging the sick employees to remain at home and developing crisismanagement plans.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

scholarly journals The future challenges facing South African human resource management

1995 ◽  
Vol 26 (3) ◽  
pp. 108-114
Author(s):  
Karl B. Hofmeyr ◽  
P. Johan Rall ◽  
Andrew J. Templer
Keyword(s):  
Affirmative Action ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
South African ◽  
Human Resource ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Human Resource Professionals ◽  
Resources Management

In this article we set out to examine how human resource professionals view the challenges facing South African companies. The views of a representative sample of human resource professionals were obtained to find out, in particular, what changes they expect in human resources management (HRM) in the future and what priorities need to be set for successful human resources management in a changing environment. In terms of human resource management objectives, respondents indicate that currently the emphasis in their work is on efficiency, human resource development, and industrial relations. They believe the major objectives should, however, emphasize human resource development and facilitating change, with considerably less of their time being committed to industrial relations issues. In terms of human resource activities, highest priority is given to managing organization change, affirmative action, and introducing participative management. Currently they are spending most of their time on industrial relations activities and training. Perhaps surprisingly, not much attention is being paid currently to the activities of cross-cultural management, and community upliftment and involvement. In the research we also investigate the balance of human resource responsibilities between HRM and line management. Activities which are perceived to be line management responsibilities are performance appraisal and employee communication. Those which should be a shared responsibility include employee development and affirmative action. Most respondents believe that the rate of progress with affirmative action is too slow. Perhaps predictably, human resource professionals see the most important challenge facing commerce and industry in the next five years to be the human resource challenge: in particular the need to improve productivity, affirmative action, training and development, and managing the demands of unions. The skills needed by human resource professionals to meet the challenges are sound 'business skills' as well as 'people skills'. They also need sound business knowledge and qualities of adaptability, empathy and sensitivity. In particular they need to be able to play a change agent role in their organizations.

scholarly journals Green HRM: Goal Attainment through Environmental Sustainability

2016 ◽  
Vol 9 (1) ◽  
pp. 14-19 ◽  
Author(s):  
Mohammad Main Uddin ◽  
Rabiul Islam
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Research Agenda ◽  
Goal Attainment ◽  
Human Resources Management ◽  
Resources Management ◽  
Green Human Resource Management

The green Human Resources Management has emerged from companies engaging in practices related to protection of environment and maintaining ecological balance. The slogan is earning profit through environmental sustainability. This paper proposes the development of a model of green human resource management by reviewing the literature on human resource aspects of environmental management. The study followed archival method of literature review. The literature has been classified on the basis of entry to exit processes in the HRM on the basis of available literature on green Human Resources. From the perspective of green human resource management, this study argues that Green HRM can play a useful role in business in promoting environment related issues by adopting and following the processes. Finally, the paper proposes some research agenda for the future study.Journal of Nepalese Bussiness Studies Vol. 9, No. 1, 2015 pp. 13-19

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