scholarly journals Pengaruh Perceived Organizational Support dan Employee Engagement terhadap Kinerja Karyawan

2021 ◽  
Vol 9 (3) ◽  
pp. 1205-1213
Author(s):  
Septi Diana ◽  
Agus Frianto
Keyword(s):  
Data Collection ◽  
Employee Engagement ◽  
Organizational Support ◽  
Quantitative Research ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Sources Of Information ◽  
Organisational Support ◽  
Perceived Organisational Support

This study aims to determine how the effect of perceived organisational support and employee engagement on the performance of employees. This study uses quantitative research with a population of employees at UD. Zacyndo safety shoe factory in Tuban and Mojokerto regency. This study using a sample of 45 employees. Data collection techniques were carried out by collecting primary data through the distribution of online questionnaires and using secondary data collection through documentation of organisational activities/events and other written sources of information as writing reference materials. Data were analysed using multiple regression through SPSS version 24. The result showed that perceived organisational support had a negative and insignificant effect on employee performance, employee engagement had a significant and positive effect on employee performance, and perceived organisational support and employee engagement had a positive and significant effect on employee engagement. UD. Zacyndo may improve POS better by paying attention to employee welfare to produce maximum performance. In addition, improve strong relationships with each employee may help the organisation to achieve the intended goals.

scholarly journals THE EFFECT OF ORGANIZATIONAL COMMUNICATION AND JOB SATISFACTION ON EMPLOYEE ENGAGEMENT AND EMPLOYEE PERFORMANCE AT PT. ABYOR INTERNATIONAL

2020 ◽  
Vol 1 (4) ◽  
pp. 479-489
Author(s):  
Febrial Eka ◽  
Herminingsih Anik
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Employee Engagement ◽  
Employee Performance ◽  
Secondary Data ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Sample Method

This study aims to analyze the effect of organizational communication and job satisfaction, on employee engagement and employee performance. The research data used are primary data derived from questionnaires and secondary data derived from company data. The sample method used is the nonprobability method. The population comes from all employees of PT. Abyor International which is still active in September 2019. The analytical method used in this study is the Partial Least Square (PLS) Structured Equation Model (SEM) using Smart PLS version 3.0. The results showed that organizational communication and job satisfaction had a positive and significant effect to employee engagement. Organizational communication and job satisfaction have no significant effect to employee performance. Employee engagement has a positive and significant effect to employee performance. Employee engagement becomes mediator for organizational communication and job satisfaction variables in influencing employee performance.

scholarly journals Pengaruh Employee Engagement terhadap Turnover Intention Studi Kasus PT XYZ Bandung

2020 ◽  
Vol 6 (1) ◽  
pp. 33-42
Author(s):  
Nida Kania Fauzia ◽  
Marwansyah
Keyword(s):  
Statistical Analysis ◽  
Data Collection ◽  
Employee Engagement ◽  
Significant Influence ◽  
Turnover Intention ◽  
Secondary Data ◽  
Regression Equation ◽  
Primary Data ◽  
Descriptive Statistical Analysis

This research aims to know the level of employee engagement, turnover intention, and influence employee engagement against turnover intention. The methods used in this research is descriptive statistical analysis, while the techniques of data collection using the questionnaire as a primary data and international journals as well as books as the secondary data. Based on the results of the research that has been done, the regression equation is Y = 68,179-0,215X. The results showed that there were negative and significant influence between employee engagement and turnover intention is amount -0.215 and employee engagement affect turnover intention is amount 7.8%.

scholarly journals THE PERFORMANCE APPRAISAL ANALYSIS OF EMPLOYEE AT BINA MANDIRI GORONTALO FOUNDATION

2021 ◽  
Vol 2 (1) ◽  
pp. 88-96
Author(s):  
Sitti Husna Noviana Djou ◽  
Imam Mashudi
Keyword(s):  
Performance Evaluation ◽  
Data Collection ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Secondary Data ◽  
Data Sources ◽  
Primary Data ◽  
Five Factors ◽  
Two Factors ◽  
Collection Data

The purpose of this study is: 1) to find out and analyze how the implementation of employee performance appraisal at the Bina Mandiri Gorontalo Foundation; 2) to find out what factors are hampering the implementation of employee performance appraisal at the Bina Mandiri Gorontalo Foundation. This research uses a qualitative approach and the type of research used is descriptive qualitative. Data sources used are primary data sources and secondary data sources. Data collection techniques used are observation, interviews, and documentation. Data analysis techniques used: data collection, data reduction, data presentation, and concluding. The result of the research shows that the implementation of employee performance appraisal at the Bina Mandiri Gorontalo Foundation based on 7 (seven) performance evaluation indicators can be said to be not yet fully appropriate. Three categorized indicators are by performance appraisal, namely obedience, honesty, and cooperation. Meanwhile, the indicators of leadership, responsibility, and achievement are not appropriate because in the performance evaluation that indicators still less influential. And, the initiative is categorized as inappropriate because in the performance evaluation it does not become a benchmark in performance appraisal. The factors that hampered the implementation of performance appraisal at the Bina Mandiri Gorontalo Foundation were seen from seven factors. Based on the results of the research five factors hinder the performance evaluation, are lack of objectivity, halo effect, Leniency, Strictness, and Personal Prejudices. While the other two factors, i.e. Central Tendency and Recent Behavior Bias is inappropriate because these two factors did not hamper the implementation of performance appraisal at the Bina Mandiri Gorontalo Foundation.  

scholarly journals PENGARUH KETIDAKAMANAN KERJA, KETERLIBATAN KARYAWAN DAN DUKUNGAN ORGANISASI TERHADAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING PADA KARYAWAN BAGIAN PRODUKSI BULU MATA PALSU PT. COSMOPROF INDOKARYA DI KABUPATEN BANJARNEGARA

2018 ◽  
Vol 6 (2) ◽  
pp. 80
Author(s):  
Tyasih Sukma Pawestri ◽  
Ari Pradhanawati
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Support ◽  
Quantitative Research ◽  
Environmental Changes ◽  
Job Insecurity ◽  
Employee Performance ◽  
Sem Analysis ◽  
Sample Data ◽  
Objective Being

The performance of employees the production of eyelashes PT. Cosmoprof Indokarya shown at an average of the results of each employee in the years 2013-2015 tends to fluctuate. The target of production  is set by the company is 1.56 million pairs of eyelashes, but only about 1.4 million pairs of eyelashes can  be produced. To deal with the problem is to determine what factors are causing the employee's performance did not reach the target. The high levels of stress and perceived environmental changes employees will create a sense of  insecurity that can affect the performance degradation. Lack of organizational support received by employees will affect their performance. When employees are participating in the work and do not have a strong desire to survive in the organization will decrease the performance of the employee. This is also shown by the employee turnover rate of 20% by year. This study aims to identify and analyze the effects of job insecurity, employee engagement, organizational support and organizational commitment to employee performance and organizational commitment partially as an  intervening variable. Researchers ask 10 (ten)  hypothesis in this study. This type of research is a quantitative research study classification based on objective being explanatory, where statistics were used to analyze the sample data and results will be generalizable to populations where samples were taken. The population in this study were all employees of  the production PT.Cosmoprof  Indokarya as many as 941 employees and the number of samples 91 employees. Data were analyzed using SEM-PLS and use data analysis tools SmartPLS 3.0. The data analyzed comes from distributing questionnaires to employees. Results of testing the coefficient of SEM analysis showed that: (H1) is rejected; (H2) is received; (H3) is received; (H4) is received; (H5) is received; (H6) was rejected; (H7) is received; (H8) is rejected; (H9) was rejected; (H10) is rejected. The results of the study explains there are some weak indicators of each variable job insecurity, employee engagement, organizational support, organizational commitment, and employee performance. It is recommended that companies to review, evaluation, and give motivation and training on employees in order to improve their capabilities.

Quantitative Data Gathering Methods and Techniques

2016 ◽  
Author(s):  
Ahmed Salhin ◽  
Anthony Kyiu ◽  
Babak Taheri ◽  
Catherine Porter ◽  
Nikolaos Valantasis-Kanellos ◽  
...  
Keyword(s):  
Data Collection ◽  
Quantitative Data ◽  
Quantitative Research ◽  
Data Gathering ◽  
Secondary Data ◽  
Primary Data ◽  
Methods And Techniques

The conclusions of any quantitative research must be supported by appropriate data. This chapter discusses the methods of collecting quantitative data for research. It begins by giving an overview of the nature of quantitative research. It also discusses the two major sources of collecting quantitative data. For primary data collection, issues such as sampling, measurement and surveys are discussed. Examples and sources of obtaining secondary data are also presented. Finally, some ideas are provided for how to evaluate quantitative data in order to ensure it is appropriate for analysis.

scholarly journals The Effect of Leadership Style on Employee Performance with Work Motivation as an Intervening Variable in the Indonesian Export Financing Institution at the Makassar Regional Office

2019 ◽  
Vol 1 (4) ◽  
pp. 13-18
Author(s):  
Garibaldi Mirza N ◽  
Muhammad Asdar ◽  
Muhammad Ismail
Keyword(s):  
Data Collection ◽  
Path Analysis ◽  
Leadership Style ◽  
Sampling Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Primary Data ◽  
Regional Office ◽  
Probability Sampling

This study aims to determine the effect of leadership style on employee performance with work motivation as an intervening variable in the Indonesian Export Financing Institution at the Makassar Regional Office. The population of this study were all employees of the Indonesian Export Financing Institution. The number of samples taken in this study were 50 respondents. The sampling method used in this study is the probability sampling method. Data collection in this study is to use archive strategies namely primary data and secondary data. Data were analyzed using multicollinearity and Path Analysis. The results of this study indicate that leadership style has a significant effect on work motivation. Leadership style also has a significant effect on employee performance. Work motivation significantly influences employee performance. Leadership style has a significant effect on employee performance through work motivation.

scholarly journals PENGARUH KOMPETENSI, KOMPENSASI DAN MOTIVASI TERHADAP KINERJA PEGAWAI KPU KABUPATEN BANYUASIN

2021 ◽  
Vol 2 (1) ◽  
pp. 15-26
Author(s):  
Bahrial Syah ◽  
Luis Marnisah ◽  
Fakhry Zamzam
Keyword(s):  
Data Collection ◽  
Quantitative Methods ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Employee Motivation ◽  
T Test ◽  
Primary Data ◽  
Significance Level ◽  
Good Attitude

This study aims to analyze how competence, compensation and work motivation jointly affect the performance of KPU employees in Banyuasin Regency. The General Election of Banyuasin Regency used quantitative methods, using a saturated sampling sample in the study of 20 employees. In this study, the types of data used are primary data and secondary data. Data collection techniques using questionnaires, interviews, observation and documentation. Hypothesis testing through t test and F test using SPSS analysis tools. The results of data processing using SPSS 20, using the t test that t counts 4,330> t table 2.003 There is an influence of competence on performance; that t count 4.181> t table 2.003 positive and significant effect of compensation on performance; t count 4.469> t table 2.003 there is a positive and significant influence of motivation on performance; and F count 34.356> F table 4.883 and a significance level of 0.00 <0.05, that there is a positive and significant effect on the competency, compensation and motivation patterns together on performance, with a determination coefficient of 77.5%, the rest is influenced by other variables. The conclusion of the research is that competence, compensation and motivation have a positive and significant effect on performance either partially or simultaneously. Strategies to improve employee performance at the KPU Banyuasin Regency can be done by first increasing employee motivation to increase broad knowledge of knowledge in supporting work implementation, then increase. competence to be consistent in having a good attitude with colleagues.

scholarly journals Identifikasi pengaruh perceived organizational support terhadap kepuasan kerja dengan work engagement sebagai variabel pemediasi

2018 ◽  
Vol 7 (1) ◽  
Author(s):  
Rini Sarianti ◽  
Yuki Fitria ◽  
Etha Visari Nazara
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Work Engagement ◽  
Organizational Support ◽  
Significant Relationship ◽  
Perceived Organizational Support ◽  
Secondary Data ◽  
Primary Data ◽  
Development Bank ◽  
Regional Development Bank

The purpose of this research is to analyze (1) the influence of perceived organizational support on job satisfaction (2) the influence of perceived organizational support on employee engagement (3) the influence of perceived organizational support on job satisfaction with employee engagement as a mediating variable. The population in this research are the employees of Department of PT. West Sumatera Regional Development Bank of Padang consist of 115 employees. The samples were selected using Clustered Proportional Random Sampling which the total of the samples are 89 employees. The data used are primary data and secondary data. The data was analyzed using multiple regression analysis with mediating variable. The result of this research shows (1) perceived organizational support has a positive and significant relationship on job satisfaction (2) perceived organizational support has a positive and significant relationship on employee engagement (3) employee engagement become a mediator on the effect of perceived organizational support on job satisfaction.Keywords: Perceived organizational support; job satisfaction; employee engagement.

scholarly journals The Effect of Compensation, Training and Motivation on Employee Performance at the School of Business and Management, Bandung Institute of Technology

2021 ◽  
Vol 3 (1) ◽  
pp. 74-86
Author(s):  
Sugito Efendi ◽  
Desmiarti
Keyword(s):  
Quantitative Research ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Secondary Data ◽  
Measurement Model ◽  
Test Reliability ◽  
Measurement Scale ◽  
Primary Data ◽  
Institute Of Technology ◽  
Business And Management

This study aims to determine the effect of compensation, training and motivation on employee performance. This research uses quantitative research with a descriptive analysis approach. The variables in this study consisted of endogenous and exogenous. The data in this study are divided into primary data and secondary data. The type of questionnaire used is a closed questionnaire that uses an ordinal type of measurement scale (Likert scale). The population in this study were employees of the Bandung Institute of Technology's School of Business and Management, amounting to 198 people, while the number of samples to be taken was 140. Testing of research data using validity test, reliability test, measurement model test, and hypothesis testing. Based on the results of the study, the conclusions of this study are as follows: 1) Compensation has a positive and significant effect on employee performance at the School of Business and Management, Bandung Institute of Technology; 2) Training has a positive and significant effect on employee performance at the School of Business and Management, Bandung Institute of Technology; and 3) Motivation has a negative and not significant effect on employee performance at the School of Business and Management, Bandung Institute of Technology.

scholarly journals KINERJA KARYAWAN STUDI PADA BANK X [EMPLOYEE PERFORMANCE AT BANK X]

2021 ◽  
Vol 1 (2) ◽  
pp. 71
Author(s):  
Inga Anggarian ◽  
Yohana F. Cahya Palupi Meilani
Keyword(s):  
Job Satisfaction ◽  
Data Collection ◽  
Quantitative Research ◽  
Affective Commitment ◽  
Employee Performance ◽  
Primary Data ◽  
Online Questionnaire ◽  
Positive Effect ◽  
Descriptive Method ◽  
Bahasa Indonesia

<p>The purpose of this study was to determine the effect of caring climate, affective commitment, job satisfaction on employee performance at Bank X in Jakarta and Tangerang. This research is a quantitative research with descriptive method, the data used is primary data with survey data collection techniques using an online questionnaire Google Form using a Likert scale to 150 respondents who are employees of Bank X in Jakarta and Tangerang. Data processing using SPSS 26.0 software. This study has four hypotheses tested that are valid and reliable. This study shows that a caring climate has a positive effect on job satisfaction (H1), a caring climate has no positive effect on affective commitment (H2), a caring climate has no positive effect on performance (H3), job satisfaction has a positive effect on affective commitment (H4), job satisfaction work has a positive effect on performance (H5), affective commitment has no positive effect on performance (H6), caring climate has no indirect effect on performance through mediation of affective commitment (H7), and job satisfaction has a positive effect on performance by mediating affective commitment (H8) at Bank X in Jakarta and Tangerang. The contribution of this research provides input for banking managers in improving employee performance through job satisfaction which is built from a caring climate and affective commitment.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Tujuan dari penelitian ini untuk mengetahui pengaruh iklim peduli, komitmen afektif, kepuasan kerja terhadap kinerja karyawan pada Bank X di Jakarta dan Tangerang. Penelitian ini merupakan penelitian kuantitatif dengan metode deskriptif, data yang digunakan adalah data primer dengan teknik pengumpulan data survei menggunakan kuesioner <em>online Google Form </em>menggunakan skala Likert kepada 150 responden yang merupakan karyawan Bank X di Jakarta dan Tangerang. Penggolahan data menggunakan <em>software </em>SPSS 26.0. Penelitian ini memiliki empat hipotesis yang diuji bersifat<em> </em>valid dan <em>reliab</em><em>le</em><em>. </em>Penelitian ini menunjukkan bahwa iklim peduli berpengaruh positif terhadap kepuasan kerja (H1), iklim peduli tidak berpengaruh positif terhadap komitmen afektif (H2), iklim peduli tidak berpengaruh positif terhadap kinerja (H3), kepuasan kerja berpengaruh positif terhadap komitmen afektif (H4), kepuasan kerja berpengaruh positif terhadap kinerja (H5), komitmen afektif tidak berpengaruh positif terhadap kinerja (H6), iklim peduli tidak berpengaruh tidak langsung terhadap kinerja melalui mediasi komitmen afektif (H7), dan kepuasan kerja berpengaruh  positif terhadap kinerja dengan mediasi komitmen afektif (H8) pada Bank X di Jakarta dan Tangerang. Kontribusi penelitian ini memberi input bagi pengelola perbankan dalam meningkatkan kinerja karyawan melalui kepuasan kerja yang dibangun dari iklim peduli dan komitmen afektif.</p>

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