scholarly journals PENGARUH KOMPENSASI DAN DISIPLIN KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN PADA MECHANICAL DIVISION PT MULIA MAKMUR ELEKTRIKATAMA

2018 ◽  
Vol 13 (2) ◽  
pp. 210-222
Author(s):  
Nidaul Izzah ◽  
Ida Ardiani
Keyword(s):  
Quantitative Methods ◽  
Work Productivity ◽  
Employee Productivity ◽  
Test Results ◽  
Analysis Method ◽  
Multiple Correlation ◽  
Strong Positive Relationship ◽  
Independent Variable ◽  
The Relationship ◽  
Productivity Variable

The purpose of this study was to obtain information about the influence of compensation and working discipline on employee productivity, while the purpose is to obtain data empirically the extent of the influence of compensation and working discipline in increasing productivity employee. The data analysis method used is quantitative method. Quantitative methods are used to determine the relationship between the variable compensation (X1) and variable work discipline (X2) on employee productivity (Y).Samples were employees at mechanical division of PT Mulia Makmur Jalan Jababeka VIIIA Elektrikatama SFB Block B 11 V Cikarang Bekasi, sampling is done by random sampling. After examining the completed questionnaires that have been distributed to the employees and the calculation of the correlation between compensation and discipline against the labor productivity by using multiple regression calculations obtained: Y = 0.0102 + 0,2149X1 + 0,7998X2 with b1 = 0.2149 have meaning relationships compensation (X1) and productivity (Y) is positive and b2 = 0.7998 has meaning relations work discipline (X2) and productivity (Y) is positive. While the analysis results obtained using the calculation of multiple correlation R = 0.9113 and KPB = 83.05%, which means there is a very strong positive relationship between compensation and (X1) and discipline (X2) together to work productivity (Y) and 16.95% contribution comes from factors outside of this study. The F-test results showed Fhitung> Ftabel or 66.13%> 3.35, which means all of the independent variable (compensation = X1, X2 = work discipline) together there is a significant effect on work productivity variable (Y) on the mechanical PT Mulia Makmur Elektrikatama division.

scholarly journals Pengaruh Kompensasi Terhadap Produktivitas Kerja Karyawan Pada Perusahaan Daerah Air Minum (PDAM) Tirta Rangga Kabupaten Subang

2020 ◽  
pp. 70-92
Author(s):  
Nelli Sulistiana
Keyword(s):  
Significant Relationship ◽  
Work Productivity ◽  
Test Results ◽  
Negative Rate ◽  
Negative Perceptions ◽  
The Relationship ◽  
Productivity Variable

Hasil penelitian menunjukkan bahwa variabel kompensasi ternyata didominasi oleh pendapat yang menyatakan setuju yang menjadi angka mayoritas, yaitu sebesar 63% sementara yang berpendapat negatif dengan persepsi ketidaksetujuan atas variabel ini mencapain33%. Adapun variabel produktivitas kerja karyawan ternyata didominasi oleh pendapat yang menyatakan setuju sebesar 83%, sementara yang menilai negatif mencapai 17%. Sedangkan besaran pengaruh kompensasi terhadap produktivitas kerja karyawan yaitu terdapat pengaruh yang signifikan, dimana berdasarkan hasil korelasi antara kompensasi terhadap produktivitas kerja karyawan adalah sebesar 0,719 artinya hubungan antara kedua variabel tersebut kuat. Dan berdasarkan hasil uji signifikan didapat t hitung > t tabel atau 8,343 > 1.294 yang berarti terdapat hubungan yang positif dan signifikan antara variabel kompensasi dengan variabel produktivitas kerja karyawan. Sedangkan hasil uji determinasi diperoleh sebesar 51,7% dan sisanya sebesar 48,3 % diperkirakan dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini.   The results showed that the compensation variable was dominated by opinions that agreed to be the majority, namely 63%, while those with negative perceptions of the disapproval of this variable reached 33%. The employee work productivity variable was dominated by opinions that agreed to 83%, while those with a negative rate reached 17%. While the magnitude of the effect of compensation on employee work productivity is that there is a significant effect, which based on the results of the correlation between compensation to employee work productivity is 0.719, meaning the relationship between the two variables is strong. And based on the significant test results obtained t count> t table or 8.3343> 1.294, which means that there is a positive and significant relationship between the variable compensation with the variable work productivity of employees. While the results of the determination test were obtained at 51.7% and the remaining 48.3% was estimated to be influenced by other factors not examined in this study.

scholarly journals Pengaruh Disiplin Kerja Terhadap Produktivitas Kerja Karyawan Pada CV. Padurenan Jaya Kontruksi

PARAMETER ◽  
2022 ◽  
Vol 6 (2) ◽  
pp. 41-55
Author(s):  
Shocky Lie
Keyword(s):  
Quantitative Methods ◽  
Work Productivity ◽  
T Test ◽  
Primary Data ◽  
Employee Productivity ◽  
Positive Effect ◽  
Productivity Variable

This study aims to determine and analyze the effect of work discipline on the productivity of employees at CV. Padurenan Jaya Kontruksi. The research in this thesis uses quantitative methods and the sample used 48 respondents with saturated sampling calculations. The work discipline variable (X) and the work productivity variable (Y). Sources of data used consisted of primary data, namely data obtained directly from research respondents through questionnaires, interviews, observations, population, and samples in this study were employees of CV. Padurenan Jaya Kontruksi Bekasi. The tests were using SPSS 20. The results obtained from the study showed that there was a positive effect of work discipline on the work productivity of the employees at CV. Padurenan Jaya Kontruksi Bekasi. The results of the t-test have a significant effect on work discipline on employee productivity, this is evidenced by the variable (X) Work Discipline and variable (Y) Employee productivity has a significant value less than 0.05, namely (0.000 <0.05). This is evidenced by the significant value of the t-test, it is obtained a significant value of 0.000 smaller than 0.05, so it can be concluded that the hypothesis is received with a strong significanceAbstrak Penelitian ini bertujuan untuk mengetahui dan menganalisis Pengaruh Disiplin Kerja Terhadap Produktivitas Kerja Karyawan CV. Padurenan Jaya Kontruksi. Penelitian pada skripsi ini mengguakan metode kuantitatif dan sampel yang digunakan adaalah sebanyak 48 respoden dengan menggunakan perhitungan sampling jenuh. Adapun variabel Disiplin Kerja (X), dan Variabel Produktivitas Kerja (Y). Sumber data yang diguakan terdiri dari data primer yaitu data yang diperole langsung dari responden penelitian melalui kuesioner, wawancara, observasi, populasi dan sampel pada penelitian ini adalah karyawan CV. Padurenan Jaya Kontruksi Bekasi. Pengujian dilakukan dengan menggunakan bantuan SPSS 20. Hasil yang didapat dari penelitian bahwa ada pengaruh positif dari disiplin kerja terhadap produktivitas kerja karyawan CV. Padurenan Jaya Kontruksi Bekasi. Hasil Uji t terdapat pengaruh yang signifikan disiplin kerja terhadap produktivitas kerja karyawan, hal ini dibuktikan bahwa variabel (X) Disiplin Kerja dan variabel (Y) Produktivitas kerja karyawan memiliki nilai signifikan lebih kecil dari 0,05 yaitu (0,000 < 0,05). Hal ini dibuktikan dengan nilai signifikan Uji t diperoleh nilai signifikan sebesar 0,000 lebih kecil dari 0,05 sehingga disimpulkan bahwa hipotesis diterima dengan signifikan kuat.

scholarly journals PENGARUH PROFESIONALISME TERHADAP PRODUKTIVITAS PEGAWAI PADA BADAN PUSAT STATISTIK PROVINSI SULAWESI SELATAN

2020 ◽  
Vol 3 (2) ◽  
pp. 41-45
Author(s):  
Usman Usman
Keyword(s):  
Work Productivity ◽  
Simple Random Sampling ◽  
Central Bureau ◽  
Primary Data ◽  
Employee Productivity ◽  
Test Results ◽  
Analysis Method ◽  
Validity And Reliability ◽  
South Sulawesi ◽  
Regression Techniques

This research aims to find out if the effect of professionalism variables on employee productivity variables in the Central Bureau of Statistics of South Sulawesi Province. Data collection using primary data obtained from questionnaires using simple random sampling techniques. The population is all employees of the Central Bureau of Statistics of South Sulawesi Province, a total of 90 employees, while the sample taken amounted to 40 respondents. The results of the questionnaire have tested its validity and reliability, and have also tested classic assumptions in the form of tests of normality, multicollinearity and heteroskedastisitas. The data analysis method uses multiple regression techniques. The results showed that the proposed hypothesis was accepted because it showed positive and significant hypothetical test results, against professionalism variables to employee work productivity variables           The results showed that the proposed hypothesis was accepted because it showed positive and significant hypothetical test results, against professionalism variables to employee work productivity variables.   Keywords : Professionalism, Employee Work Productivity  

scholarly journals Disiplin Kerja dan Pengaruhnya Terhadap Kinerja Karyawan Pada PT. Prima Rintis Sejahtera Pekanbaru Divisi Unicharm

2019 ◽  
Vol 24 (1) ◽  
pp. 12
Author(s):  
Dedi Iskamto
Keyword(s):  
Linear Regression ◽  
Quantitative Methods ◽  
Work Productivity ◽  
Regression Equation ◽  
Employee Productivity ◽  
Linear Regression Equation ◽  
Unit Work ◽  
Productivity Variable

This study aims to determine the effect of work discipline on the work productivity of employees of PT. Prima Rintis Sejahtera Pekanbaru. This study uses quantitative methods. The number of samples in this study is 49 people, all of whom are employees of PT Prima Rintis Sejahtera.the results of the SPSS data obtained t count value of 5.866 while the t table value is 2.011 which means 5.866> 2.011 then H0 is rejected and Ha is accepted which means that work discipline has a significant effect on the work productivity of employees of PT. Prima Rintis Sejahtera Pekanbaru Unicharm Division.Based on the results of SPSS obtained R2 value of 0.423 or equal to 42.3, which means that work discipline contributes to the influence of work productivity of employees of PT. Prima Rintis Sejahtera Pekanbaru Unicharm Division is 42.3%. And the remaining 57.7% is influenced by other variables outside the working discipline variable.Simple linear regression equation is: Y = 18.144 + 0.737 X Constants of 18.144 if the variable X (work discipline) is 0 then the dependent variable Y (work productivity) remains at 18.144 While the influence of work discipline variables (X) on work productivity variables (Y) is positive that is 0.737, which means that every increase in one-unit work discipline variables will be able to increase the employee productivity variable of PT. Prima Rintis Sejahtera Pekanbaru Unicharm Division at 0.737 units.

scholarly journals Pengaruh Kompensasi Terhadap Kinerja Karyawan yang di Mediasi Kepuasan Kerja pada PT ISS Cikarang

2020 ◽  
Vol 4 (1) ◽  
pp. 238-247
Author(s):  
Suwandi Suwandi ◽  
Mahbub Mandahuri
Keyword(s):  
Job Satisfaction ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Sampling Technique ◽  
Positive Influence ◽  
Path Coefficient ◽  
Analysis Tool ◽  
Analysis Method ◽  
Online Surveys ◽  
The Relationship

The purpose of this study is to determine whether there is an effect of compensation on job satisfaction mediated by job satisfaction. The object of research at PT ISS Cikarang. The research was conducted using quantitative methods with SEM Smart PLS software as an analysis tool. The number of samples obtained by using a random sampling technique using the Slovin formula totaled 97 respondents. Data collection was carried out using google form in filling out online surveys. The data analysis method used is the R-square test, Bootstrapping, Path Coefficient, and Specific indirect effects. The results of this study indicate that compensation has an effect on employee performance, compensation has a positive and significant effect on job satisfaction, job satisfaction affects employee performance, job satisfaction is able to provide a positive influence in mediating the relationship between compensation and employee performance in PT ISS Cikarang.

scholarly journals HUBUNGAN GAYA KEPEMIMPINAN TERHADAP PRODUKTIVITAS KERJA KARYAWAN BAGIAN LIQUID PT ITRASAL YANG DIMEDIASI OLEH MOTIVASI KERJA

2018 ◽  
Vol 15 (01) ◽  
pp. 51
Author(s):  
Endang Rachmawati
Keyword(s):  
Leadership Style ◽  
Positive Relationship ◽  
Work Motivation ◽  
Primary Data ◽  
Linear Regression Method ◽  
Employee Productivity ◽  
Independent Variable ◽  
R Value ◽  
Relationship Of ◽  
The Relationship

INTISARI    Penelitian ini bertujuan untuk mengidentifikasi hubungan Gaya Kepemimpinan terhadap Produktivitas Karyawan PT. ITRASAL yang dimediasi oleh Motivasi Kerja. Penelitian ini menggunakan rancangan penelitian metode asosiatif dengan jenis penelitian  survey  yang akan mengungkapkan hubungan dua variabel, yaitu Gaya Kepemimpinan sebagai variabel bebas dan Produktivitas sebagai variabel terikat. Data primer berasal dari kuesioner yang disebarkan kepada karyawan bagian Liquid Departemen Produksi PT ITRASAL, dan hasil diskusi dengan karyawan bagian tersebut. Selanjutnya data yang diperoleh dianalisis menggunakan metode korelasi dan regresi linear. Dari penelitian ini diperoleh hasil bahwa nilai r untuk variabel Gaya Kepemimpinan terhadap Produktivitas adalah 0,557 dan nilai t adalah 8.951. Nilai r untuk variabel Gaya Kepemimpinan terhadap Motivasi adalah 0,278 dan nilai t adalah 5,022. Terdapat hubungan positif antara Gaya Kepemimpinan terhadap Produktivitas dan Gaya Kepemimpinan berpengaruh positif terhadap Motivasi. Nilai r untuk variabel Motivasi terhadap Produktivitas adalah 0,377 dan nilai t adalah 6,251. Terdapat hubungan positif antara Motivasi terhadap Produktivitas. Kata kunci : Gaya kepemimpinan, Motivasi kerja, Produktivitas karyawan  ABSTRACT  This study aims to identify the relationship of leadership style to employee productivity PT. ITRASAL is mediated by work motivation. This research uses the research design of associative method with the type of survey research that will reveal the relationship of two variables, namely Leadership Style as independent variable and productivity as dependent variable. Primary data comes from a questionnaire distributed to employees of the Liquid Department of Production Department of PT ITRASAL, and the results of discussions with employees of that section. Further data obtained were analyzed using correlation and linear regression method. From this research, the result that r value for leadership style variable to productivity is 0,557 and t value is 8,951. The r value for the leadership style variable for motivation is 0.278 and the t value is 5.022. There is a positive relationship between leadership style on productivity and leadership style have a positive effect on motivation. The r value for the Motivation variable on productivity is 0.377 and the t value is 6.251. There is a positive relationship between motivation to productivity. Keywords: Leadership style, Motivation work, Employee productivity

scholarly journals Pengaruh Kedisiplinan, Komitmen Organisasi Dan Motivasi Terhadap Produktivitas Kerja Karyawan Pada PT Putra Gerem Jaya - Merak

2021 ◽  
Vol 11 (2) ◽  
pp. 100-111
Author(s):  
Suryaman Suryaman ◽  
Nindia
Keyword(s):  
Organizational Commitment ◽  
Research Method ◽  
Quantitative Methods ◽  
Work Productivity ◽  
Secondary Data ◽  
Primary Data ◽  
Average Score ◽  
Employee Productivity ◽  
Standard Score ◽  
Study Population

ABSTRACT        This study aims to determine discipline, organizational commitment and motivation to work productivity of employees at PT. Putra Gerem Jaya-Merak. This research method uses descriptive and associative quantitative methods. The data sources are primary data and secondary data. The research was conducted from December 2018 to June 2019. The study population was 63 employees of KPDC, the sample was 61 people using saturated sampling. Data were collected using research instrumens and processed using SPSS statistics version 24.00 windows. Discipline process, organizational commitment and motivation have very important roles to realizae optimal company goals requiring quality human resources, but in reality based on preliminary observations at PT. Putra Gerem Jaya-Merak work productivity is currently in a low condition because the average score has only reached 30.3, the standard score of 35, due to the accuracy of employee work with a score of 19. So it can be said that employee productivity is still not good and successful in its implementation. Based on the results of the analysis, the results obtained: discipline has no positive and insignificant effect, Meanwhile, organizational commitment and motivation have a positive and significant effect on employee work productivity either partially or jointly at PT. Putra Gerem Jaya-Merak.   Keywords : Discipline, Organizational, Motivation, Employee Productivity.

scholarly journals DUKUNGAN KELUARGA DENGAN KEMANDIRIAN ORANG DENGAN GANGGUAN JIWA (ODGJ)

2018 ◽  
Vol 8 (2) ◽  
pp. 3-7
Author(s):  
Khamida Khamida ◽  
Abdul Muhith ◽  
Rizkya Dewi Safitri
Keyword(s):  
Mental Disorders ◽  
Family Support ◽  
Test Results ◽  
Cross Sectional ◽  
Good Family ◽  
The Family ◽  
Independent Variable ◽  
Spearman Test ◽  
The Relationship ◽  
Good Support

Some families who treat people with mental disorders have fully support their family member, but people with mental disorders do not care about it. ODGJ (People with Mental Disorder) prefer to do what they want to do unless there is an award from the family. The aim of the study is to find out the relationship between family support and the level of independence of ODGJ in Posyandu Jiwa, Wonokromo Village, Surabaya. The design of this study is analytical with a cross sectional approach. The population is all ODGJ families. The sample is 35 respondents with Purposive Sampling techniques. The independent variable is family support and the dependent variable is the level of independence of ODGJ. The research instrument used a questionnaire. Data analysis using Rank Spearman test. The results showed that of the 35 respondents most (62.9%) had good family support and most (65.7%) were independent. The test results of Rank Spearman statistics p = 0.000 <α = 0.05 indicate that there is a family support relationship with the level of independence of ODGJ. The independence of ODGJ can be achieved to the maximum with good support from the family. It is expected that families can maintain good family support for ODGJ to be more independent and maintain ODGJ's independence, so as not to depend on family

A metabolomic signature for predicting chemosensitivity in gastric cancer.

2017 ◽  
Vol 35 (15_suppl) ◽  
pp. e15504-e15504
Author(s):  
Francisco José García Verdejo ◽  
Ana Laura Ortega Granados ◽  
Caridad Díaz Navarro ◽  
Natalia Luque Caro ◽  
David Fernández Garay ◽  
...  
Keyword(s):  
Gastric Cancer ◽  
Principal Component ◽  
Pathological Response ◽  
Healthy Controls ◽  
Test Results ◽  
Analysis Method ◽  
Serum Samples ◽  
Curative Surgery ◽  
Resectable Gastric Cancer ◽  
Independent Variable

e15504 Background: Perioperative chemotherapy (QT) with platinum and fluoropyrimidines with or without anthracyclines is recommended option in patients with resectable gastric cancer (GC) at least cT2 or nodal involvement. Another option is surgery followed by QT with radiotherapy (QT/RT) or QT without RT in patients with D2 lymphadenectomy. Unfortunately, a considerable percentage of patients progress during neoadjuvant-QT (neo-QT) and some cases become inoperable cancer. These patients could benefit from curative surgery after diagnosis without neo-QT. Currently, histological/molecular markers have not been established to predict which patients can benefit from neo-QT. As potent analysis method, study of blood metabolites of resectable GC patients to establish a profile to differentiate responder patients (R-P) or not-responder (NR-P) to neoadjuvant-QT is promising. To establish a metabolomic profile or metabolomic signature and correlate with chemosensitivity, defined as pathological and clinical response is our endpoint. Methods: To this end we performend an untargeted metabolomic analysis by LC-HRMS of serum samples from resectable GC patients before neo-QT (n = 20 vs n = 10 healthy controls). Chemosensitive tumors were defined as those with good pathological response (Mandard 1 or 2) and partial response by TAC and chemoresistance tumors, defined as those with poor pathological response (Mandard 5) or/and progression by TAC. Reverse phase and HILIC chromatographic modes were applied to deal with highly polar as well as hydrophobic as required for untargeted metabolomics. For identification of potential biomarkers, we used in combination 2 independent variable selection techniques: principal component analysis and Student t test. Results: 11 patients were R-P and 9 patients were NR-P. We observed differences in metabolic profile between patients with GC & healthy controls and R-P & NR-P to neo-QT. Seven identified metabolites contributed most to the differentiating between R-P and NR-P. Conclusions: There are different metabolomic phenotypes among patients R-P and NR-P to neo-QT. It is necessary to validate a metabolomic signature to allow effective chemosensitivity prediction in patients with resectable GC.

scholarly journals THE EFFECT OF PROFESSIONALISM ON EMPLOYEE WORK PRODUCTIVITY AT SAKURA JAYA COMPANY

2020 ◽  
Vol 18 (2) ◽  
pp. 56
Author(s):  
Rinintha Parameswari ◽  
Fidelis Wato Tholok ◽  
Pujiarti Pujiarti
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Productivity ◽  
Employee Productivity ◽  
Productivity Variable

The more professional human resources are in control, the vision and mission and goals of the company will be achieved effectively, efficiently, and productively (Budiharjo, 2015: 5). Therefore, human resource management is needed that is not only able to recruit it, but able to retain competent employees and improve the performance of its employees so the company can continue to develop better and be able to compete with its competitors (Budiharjo, 2015: 8). The results showed that: 1) There was an influence of professionalism on employee work productivity, as evidenced by the tcount for the Professionalism (X) variable of 20,830, while the t-table value for N = 85 was 1,988. So 20,830> 1,988, then H0 is rejected and Ha is accepted, it can be stated that Professionalism (X) has a significant effect on Employee Productivity (Y). Probability value (significance) = 0,000. So the probability is 0,000 below 0.05. Thus, H0 is rejected and Ha is accepted, it can be concluded that there is a positive and significant effect between the professional variable (X) on the Employee Productivity variable (Y), because the probability value is smaller than 0.05. 2) There is an influence of Professionalism on Employee Work Productivity, as evidenced by the R Square value of 0.839. This shows that 83.9% Professionalism (X) affects Employee Productivity (Y), while the remaining 16.1% is influenced by other factors not examined in this study.

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