PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA PEGAWAI RUMAH SAKIT BHAYANGKARA PADANG

2020 ◽  
Author(s):  
Habibah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Validity Test ◽  
Instrument Validity ◽  
Independent Variable ◽  
Inferential Analysis ◽  
Coefficient Of Regression

The purpose of this study are: 1) To explain the presence or absence of influence of leadership style, organizational culture and job satisfaction on employee performance at Bhayangkara Padang Hospital. and 2) Measuring the magnitude of influence of leadership style, organizational culture and job satisfaction on employee performance at Bhayangkara Padang Hospital. The samples used in this study were 85 respondents by using saturated sampling. This research is an explanatory research. Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count> R-table item declared valid. Based on the instrument validity test the influence of leadership style, organizational culture and job satisfaction on the performance of employees known all items declared valid and reliable. The Leadership Regression Coefficient (X1) of 0.608, marked as positive indicates Leadership (X1) influences the direction of Performance (Y), which means that each increase of 1 unit of Leadership (X1) will cause the effect on Performance (Y) of 0.608 The coefficient of regression of Organizational Culture (X2) equal to 0,127, marked positive indicate Organizational Culture (X2) have influence on Performance (Y), meaning every increase of 1 unit of Organizational Culture variable (X2) will cause influence to Performance equal to 0,127 The coefficient of regression of Job Satisfaction (X3) is 0,305, marked as pos itive indicating Job Satisfaction (X3) influential in the direction of Performance (Y), which mean every increase of 1 unit of Job Satisfaction variable (X3) Leadership independent variable (X1) has a significant effect on Performance (Y), Organizational Culture (X2) has a significant effect on Performance (Y), Job Satisfaction variable (X3) has significant effect on Performance (Y). The First Hypothesis (H1), Second Hypothesis (H2) and Third Hypothesis (H3) are proven and accepted.

PENGARUH MOTIVASI KERJA, KOMUNIKASI INTERPERSONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA GURU (STUDI KASUS DI SMPN 5 PARIAMAN)

2020 ◽  
Author(s):  
Hasnah Mila
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Interpersonal Communication ◽  
Work Motivation ◽  
Employee Performance ◽  
High Reliability ◽  
Eligibility Criteria ◽  
Validity Test ◽  
Independent Variable ◽  
Performance Teachers

The independent independent variables in this study are Work Motivation, Interpersonal Communication and Organizational Culture while the dependent variable is the Performance Teachers and Employees SMPN 5 Pariaman. The sample used in this study as many as 32 respondents determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R-table so the item is declared valid. Based on the validity test of Work Motivation instrument, Interpersonal Communication and Organizational Culture on Teacher and Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria Instrument Motivation Work, Interpersonal Communication and Organizational Culture on Performance Teachers and Employees have met the criteria of good instrument requirements, namely valid and reliable. Regression analysis results obtained t count = 2.550 while t table = 2.042 so thitung> ttable and significance value is 0.000, this value is smaller than α = 0,05 so it can be said that motivation factor (X1) (Y) Regression analysis results obtained t count = 1.076 while the value of t table = 2.042 so that tcount < ttable or and its not significance value is 0.000, this value is smaller than α = 0,05, and proved variable of Interpersonal Communication (X2) (Y) Regression analysis results obtained t count = 1.715 while the value of t table = 2.042 so thitung< ttable and its not significance value is 0.000, this value is smaller than α = 0,05, and proved Organizational Culture variable (X3) The value of correlation coefficient (R) turns out that the correlation is positive. This means that there is a strong one-way relationship, where the change of increment that occurs in the free factor of Work Motivation, Personal Communication and Organizational Culture is accompanied by the change of the bound factor increase that is Teacher Performance (Y).

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA PEGAWAI PADA DINAS PEMBERDAYAAN MASYARAKAT DAN DESA PROVINSI SUMATERA BARAT

2020 ◽  
Author(s):  
Mafral
Keyword(s):  
Regression Analysis ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
High Reliability ◽  
Test Results ◽  
Eligibility Criteria ◽  
Validity Test ◽  
Negative Effect ◽  
Independent Variable

The independent independent variables in this study as many as 89 respondents are determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R- table so the item is declared valid. Based on the validity test of the instrument of Leadership Style, Work Motivation, and Competence on Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria of the Instrument of Leadership Style, Work Motivation, Competency and Employee Performance have met the criteria of good instrument requirements, that is valid and reliable. The result of regression analysis of Leadership Style obtained by tcount = 20,91 while ttable value = 1,988 tcount> ttable proved variable of Leadership Style influence to Employee Performance. Work Motivation regression analysis obtained tcount = 17.62 while the value ttable = 1.988 tcount> ttabel proven Motivational Work variables influence on Employee Performance. Regression analysis Competence obtained value tcount = - 06.85 while ttable =1.988 so thitung> ttable and proven variable Competence have a negative effect on Employee Performance.

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PADANG

2020 ◽  
Author(s):  
Lidya Agusti
Keyword(s):  
Leadership Style ◽  
Spatial Planning ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Public Works ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Independent Variable ◽  
And Performance

The purpose of this study are: 1. To explain the presence or absence of influence of leadership style, work motivation and work discipline on the performance of employees Public Works Department and Spatial Planning Padang City. 2. Measuring the magnitude of the influence of leadership style, organizational culture and organizational commitment to the performance of employees of Public Works and Spatial Planning Padang City. This research was conducted in August 2017 at Public Works Department and Spatial Planning of Padang City The samples used in this study were 83 respondents. The independent variable in this research is Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3). The dependent variable is Employee Performance (Y) Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count> R-table item declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R-table so the item is declared valid. Leadership Style (X1), Work Motivation (X2), Work Discipline (X3) and Performance (Y) Valid. All of the research variables had Cronbach's alpha values above 0.70 and thus expressed reliably or reliably. The value of Cronbach's alpha variable Leadership Style (X1) is 0.857, Job Motivation (X2) is 0.813, Job Discipline (X3) is 0.736, and the performance variable (Y) is 0.844. In the hypothesis testing of the study found the result that the significance value of leadership style variable (X1) is with the value (sign β = 0,049, p <0,05), Work Motivation variable (X2) with value (sign β = 0.001 p <0.05) , and Work Discipline variable (Y) with value (sign β = 0,041 p <0,05). With the finding of sign β above mentioned, it is stated that Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3) have a significant effect on performance (Y) of Public Works and Spatial Planning Official of Padang City. The magnitude of the influence of the three variables on the performance of employees of Public Works Department and Spatial Planning Padang City is 27.8% (R2 = 0.278).

scholarly journals Pengaruh Lingkungan Kerja dan Motivasi Terhadap Kepuasan Kerja dan Dampaknya Terhadap Kinerja Pegawai pada Kantor Pertanahan Kabupaten Merangin Provinsi Jambi

2019 ◽  
Vol 4 (1) ◽  
pp. 142
Author(s):  
Kartono Agustiyanto ◽  
Tety Asnawi ◽  
Susilawati Susilawati
Keyword(s):  
Job Satisfaction ◽  
Hypothesis Testing ◽  
Work Environment ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Working Environment ◽  
Analysis Method ◽  
Independent Variable

The purpose of this research are to knowing, analyze, and reviewing the influence of work environment and motivation on job satisfaction and impact on employee performance at Land Office, Regency of Merangin, Jambi Province. The analysis method used are descriptive analysis and verification analysis. Descriptive analysis is used to reveal the facts of the object that have been research. While verification analysis is used to test and measure the influence of independent variable X1 (Work Environment) and X2 (Motivation) to the dependent variable Z (Performance) with intervening variable Y (Job Satisfaction).      The result of this research and hypothesis testing that have been conducted got the result that : 1) Effect of work environment on job satisfaction directly and indirectly is 9,001%; 2) The influence of motivation on job satisfaction directly and indirectly is 69,739%; 3) Effect of work environment and joint motivation to job satisfaction is 78,740%; 4) The effect of working environment on the performance directly and indirectly is -1,945 %; 5) The influence of motivation on performance directly and indirectly is 15,639%; 6) The influence of working environment and joint motivation on performamce is 13,693%; 7) The effect of job satisfaction on performance is 15,682%; 8) The influence of working environment and joint motivation on performance through job satisfaction is 14,009%.

Leadership Style, Work Discipline, and Compensation to Employee Performance through Job Satisfaction

2020 ◽  
Vol 3 (2) ◽  
pp. 47-63
Author(s):  
Edi Sugiono ◽  
Suryono Efendi ◽  
Yulianah
Keyword(s):  
Job Satisfaction ◽  
Leadership Style ◽  
Quantitative Research ◽  
Positive Impact ◽  
Employee Performance ◽  
Research Approach ◽  
Significant Positive Effect ◽  
Independent Variable ◽  
Positive Effect

The purpose of this thesis is to study the influence of leadership style, work discipline, compensation, job satisfaction and employee performance at PT. Sraya Dinamika Mandiri and to provide suggestions on how PT. Sraya Dinamika Mandiri can increase job satisfaction by improving employee performance that affects it. For the independent variable: leadership style (X1), work discipline (X2), compensation (X3), the dependent variable is employee performance (Y1), and the intervening variable is job satisfaction. The research approach is quantitative research by the questionnaire. The sample used was 150 respondents. This study indicates that each dimension of leadership style, work discipline, and compensation has a direct and significant positive effect on the performance of PT. Sraya Dinamika Mandiri employees. Job satisfaction directly has a positive and significant impact on employee performance. However, work discipline has no positive and significant effect on job satisfaction, and work discipline has no positive impact on employee performance through job satisfaction.

scholarly journals Pengaruh Budaya K3 dan Gaya Kepemimpinan terhadap Kepuasan Kerja dan Kinerja Karyawan pada Divisi Operasi Tambang Di PT Newmont Nusa Tenggara

2013 ◽  
Vol 9 (1) ◽  
Author(s):  
Kasan Mulyono
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Path Analysis ◽  
Leadership Styles ◽  
Leadership Style ◽  
Safety Culture ◽  
Employee Performance ◽  
Primary Data ◽  
Mining Operations ◽  
Heavy Equipment

There have been many studies on organizational culture. However, there have been not many studies on safety culture especially in Indonesia. Furthermore, the studies of safety culture in its relations to leadership styles, job satisfaction and employee performance have been little. This study examines the impacts of safety culture and leadership styles on employee performance with job satisfaction as an intervening variable. Primary data was obtained from the perception of employees who worked at Mining Operations Division of PT Newmont Nusa Tenggara, copper/gold mine in West Sumbawa, West Nusa Tenggara province. Data was collected through questionnaires sent to 150 employees, mostly heavy equipment operators and several field foremen. 131 were completed and returned however only 119 were valid for analysis. Statistical method used to test each hyphotesis was path analysis. The results showed that most hypothesis were confirmed. From five hypothesis, only one (H2) that had to be rejected. While four hypothesis i.e. H1, H3, H4 and H5were accepted. These results indicated that safety culture has a significant impact on job satisfaction (H1) but has no significant impact on performance (H2). Whilst leadership style has a significant impact on both job satisfaction (H3) and employee performance (H4). Finally, job satisfaction has a significant impact on employee performance (H5). Key words: Organizational culture, safety culture, leadership style, job satisfaction, performance, path analysis.

scholarly journals The Effect of Leadership Style, Work Motivation and Organizational Culture on Employee Performance Mediated by Job Satisfaction

2020 ◽  
Vol 7 (8) ◽  
pp. 642
Author(s):  
Andi Irwan ◽  
Mahfudnurnajamuddin Mahfudnurnajamuddin ◽  
Syamsu Nujum ◽  
Suriyanti Mangkona
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Employee Job Satisfaction ◽  
South Sulawesi ◽  
Statistical Analysis Methods ◽  
Descriptive Statistical Analysis

This study examines the effect of leadership style, work motivation, and organizational culture on job satisfaction and employee performance. And then, to examine the effect of job satisfaction on employee performance and to examine the effect of leadership style, work motivation, and organizational culture on employee performance is mediated by job satisfaction at the Regional Secretariat Office of Regency / City in South Sulawesi. In this study, questionnaires were distributed and documented collection, using descriptive statistical analysis methods, SEM analysis of Amos. The results of this study found that leadership style has a positive and significant effect on employee job satisfaction. Work motivation has a positive and significant effect on job satisfaction. Organizational culture has no positive and significant effect on job satisfaction. Leadership style has a positive and significant effect on employee performance. Work motivation has a positive and significant effect on employee performance. Organizational culture has no positive and significant effect on employee performance; job satisfaction positively and significantly affects employee performance. Job satisfaction can mediate the influence of leadership style on employee performance. Employee job satisfaction can mediate the effect of work motivation on employee performance. Job satisfaction cannot mediate the influence of organizational culture on employee performance.

ANALISIS PENGARUH EMPOWERMENT, SELF EFFICACY, BUDAYA ORGANISASI DAN GAYA KEPEMIMPINAN TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2012 ◽  
Author(s):  
Yunilma Yunilma ◽  
Ade Heriza
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Self Efficacy ◽  
Employee Performance ◽  
Rate Data ◽  
Manufacturing Companies ◽  
Oil Processing ◽  
Processing Data ◽  
Data Collections

This study aims to analyze the influence of empowerment, self efficacy, organizational culture and leadership style on job satisfaction and employee performance. The sample in this study were employee working in manufacturing companies operating in palm oil processing, data collections done by distributing about 180 questionnaires, however as many as 124 questionnaires have to be returned with 68,88% of the questionnaire return rate. Data were analyzed using SPSS program (statistical package for social science). Based on the result of data processing in finis model of the research can be concluded that the empowerment and leadership style contributed to job satisfaction significantly; while self efficacy and organizational culture didn’t contributed significantly to job satisfaction. On the second model on empowerment research didn't contributed to employee performance, whereas self efficacy, organizational culture and leadership style contributed significantly to employee performance.

scholarly journals Pengaruh Gaya Kepemimpinan Dan Budaya Organisasi Terhadap Kepuasan Kerja Untuk Meningkatkan Kinerja Karyawan Matahari Departement Store Duta Plaza Di Denpasar

2020 ◽  
Vol 2 (1) ◽  
pp. 126-143
Author(s):  
Ni Luh Kardini
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Leadership Style ◽  
Corporate Culture ◽  
Organizational Support ◽  
Structural Equation ◽  
Goodness Of Fit ◽  
Employee Performance ◽  
Empirical Test ◽  
Poor Performance

Employee contributions will be important if done with effective actions and behave correctly. Not only the amount of effort but also the direction of the business. The nature, effort or willingness to work as well as the various things that constitute organizational support is very important for the success of employee performance. In this study analyze the problems faced by employees of Matahari Department Store Duta Plaza, some of them feel there is dissatisfaction in work so that this affects the poor performance. Empirical test conducted on 120 employees to obtain data about leadership style and organizational culture that had been considered has not been able to provide hope for employees. Analyzer used in this research is Structural Equation Model (SEM). The result of SEM analysis has fulfilled the criteria of the model of Goodness of Fit Index Criteria: chi square = 294,276, probability = 0,000, RMSEA = 0.116, GFI = 0.776, AGFI = 0.697, CFI = 0.829. All meet the criteria, except RMSEA and AGFI are marginal. The results of this study indicate that organizational culture is not significant influence on job satisfaction is not significant to performance, organizational culture is not significant effect on performance, leadership style is not significant effect on performance either directly or indirectly through job satisfaction. Job satisfaction has a positive and significant effect on employee performance. On the basis of these results, the managerial implications that can be suggested are the improvement of job satisfaction and performance can be achieved by creating and maintaining a culture of involvement in corporate culture, applying participative leadership style in line with providing satisfactory salary levels for employees.

Sign in / Sign up

Export Citation Format

Share Document