scholarly journals Pengaruh Kepemimpinan Dan Pengembangan Karir Terhadap Komitmen Karyawan PT Khalifa International Business Di Jakarta

Manajerial ◽  
2017 ◽  
Vol 9 (2) ◽  
pp. 69
Author(s):  
M. Irfan Nawawi ◽  
Aryanda Aryanda
Keyword(s):  
Career Development ◽  
Data Processing ◽  
International Business ◽  
Employee Commitment ◽  
Business Data ◽  
The Relationship ◽  
Positive Effect

<p align="justify">The purposed of this research was to identified the effect of leadership and career development partially and simultaneously on employee commitment PT Khalifa International Business in Jakarta. Research conducted on 21 employees of PT Khalifa International Business, data processing using analysis Regression. It is showed positive effect leadership and career development on employee commitment partially and simultaneously. With this research explicitly illustrated and analyzed the effect of leadership and career development on employee commitment including how the relationship between variables.</p>

Persepsi Pengembangan Karir Ditinjau Dari Komitmen Organisasi Pada Karyawan Kontrak

2021 ◽  
Vol 15 (01) ◽  
pp. 21-34
Author(s):  
Zuraida Zuraida
Keyword(s):  
Quantitative Analysis ◽  
Organizational Commitment ◽  
Career Development ◽  
Significant Positive Correlation ◽  
Employee Commitment ◽  
Contract Employees ◽  
Analysis Technique ◽  
Negative Perceptions ◽  
The Relationship

Abstract : Contract employees are employees who work at the company with a certain time limit, and can be dismissed at any time, this affects employees' perceptions of career development at the company and also affects employee commitment to the company. This study aims to examine the relationship between perceptions of career development and organizational commitment for contract employees. Perceptions of career development variables and organizational commitment were measured using a scale. The subjects of this study were 48 contract employees, with the determination of the sample based on accidental sampling. The analysis technique used in this research is quantitative analysis using Karl Pearson's product moment with SPSS version 20 for Windows. Based on the research results, it is known that the perception of career development with organizational commitment on contract employees. There is a significant positive correlation (r.0.813 with sig <0.05) between the variable perceptions of career development and organizational commitment for contract employees, namely 0.000 and the significance value is below / less than 0.05, this means that the higher (positive) the perception of career development, the higher employee commitment to the company and vice versa, the lower (negative) perceptions of employee career development, the lower employee commitment to the company. On the perception of career development has the most categories at low (negative) with a contribution of 50% and organizational commitment at most has a low category with contributions 46%.   Keywords:   Contract Employees, Organizational Commitment, Perceptions of Career Development.   Abstrak : Karyawan kontrak merupakan karyawan yang bekerja di perusahaan dengan batasan waktu tertentu dan sewaktu-waktu dapat diberhentikan, hal ini mempengaruhi persepsi karyawan terhadap pengembangan karirnya pada perusahaan tersebut dan juga mempengaruhi komitmen karyawan pada perusahaannya. Penelitian ini bertujuan untuk menguji hubungan persepsi pengembangan karir terhadap komitmen organisasi pada karyawan kontrak. Variabel persepsi pengembangan karir dan komitmen organisasi diukur dengan menggunakan skala. Subjek penelitian ini berjumlah 48 karyawan kontrak , dengan penentuan sampel berdasarkan accidental sampling. Teknik analisis yang digunakan pada penelitian ini adalah analisis kuantitatif dengan menggunakan product moment karl pearson dengan program SPSS versi 20 for Windows. Berdasarkan hasil penelitian, diketahui bahwa persepsi pengembangan karir dengan komitmen organisasi pada karyawan kontrak, ada korelasi positif yang signifikan (r.0.813 dengan sig < 0.05) antara variabel persepsi pengembangan karir  dengan komitmen organisasi pada karyawan kontrak yaitu 0.000 dan nilai signifikansinya dibawah/lebih kecil 0.05, ini berarti bahwa semakin tinggi (positif) persepsi pengembangan karir maka semakin tinggi komitmen karyawan pada perusahaannya begitu sebaliknya semakin rendah (negatif) persepsi pengembangan karir karyawan maka semakin rendah komitmen karyawan pada perusahaannya. Pada persepsi pengembangan karir memiliki kategori paling banyak pada tingkat rendah (negatif) dengan kontribusi 50% dan komitmen organisasi paling banyak memiliki kategori rendah dengan kontribusi 46%.   Kata Kunci :  Karyawan Kontrak, Komitmen Organisasi, Persepsi Pengembangan Karir 

scholarly journals Pengaruh etos kerja, dan penilaian kerja terhadap pengembangan karir karyawan PT. RIM Tour dan Travel Gorontalo

2018 ◽  
Vol 1 (1) ◽  
pp. 59
Author(s):  
Roydah Gani
Keyword(s):  
Quantitative Analysis ◽  
Career Development ◽  
Data Collection ◽  
Data Processing ◽  
Direct Observation ◽  
Job Rotation ◽  
Work Assessment ◽  
Data Documentation ◽  
Positive Effect ◽  
Dominant Influence

ROYDAH GANI, 2018 The aim in this study was to analyze the effect of the work ethic, and appraisal of the career development of employees at PT. RIM Tour And Travel Gorontalo. The data collection techniques used is to use direct observation is directly by visiting the source of the data that the object of research to make observations, interviews with the respondents in order to complete the necessary data, documentation and research libraries.Data analysis was performed in the data processing that quantitative analysis to analyze the influence of motivation and job rotation on the performance of employees at PT. RIM Tour And Travel Gorontalo. which concluded: namely Work Ethics and Work Assessment proven positive effect on employee career development variables and variable most dominant influence on employee career development is variable Work Assessment.

scholarly journals Intellectual Capital in Customer’s Perception of Sharia Banking in Pangkalpinang

Society ◽  
2021 ◽  
Vol 9 (1) ◽  
pp. 72-82
Author(s):  
Nizwan Zukhri ◽  
Sri Rahayu ◽  
Hidayati Hidayati ◽  
Erita Rosalina
Keyword(s):  
Data Processing ◽  
Intellectual Capital ◽  
Structure Equation ◽  
Equation Modeling ◽  
Path Coefficient ◽  
Measuring Instrument ◽  
Structural Capital ◽  
Structure Equation Modeling ◽  
The Relationship ◽  
Positive Effect

This study investigates the influence of intellectual capital with the dimensions of Human Assets (HC), Structural Capital (SC), and Relationships (RC) on banking performance in the perceptions of customers on Syariah Bank in Pangkalpinang. The choice of method in this research is quantitative with the target of five Sharia banks in Pangkalpinang, namely Bank Syariah Mandiri, BRI Syariah, Bank SumselBabel Syariah, and Bank Muamalat. There were 20 questionnaires distributed in each Sharia bank. The measuring instrument used to calculate the variables is Structure Equation Modeling (SEM). The path coefficient value data processing or path coefficient bootstrapping analysis with the direction of the relationship obtained the human asset variable (HC) results, showing a positive number of 0.361. The structural capital variable (SC) shows a positive number of 0.436, the human asset variable (HC), and the capital variable structural (SC) has a positive effect on banking performance. For the relation variable (RC), the original value showed a positive number of 0.076. The t-statistic value was smaller than the t-value, 0.704 <1.96 so that the relationship variable had no positive effect on banking performance.

Career Outcome of Employees: The Mediating Effect of Mentoring

2014 ◽  
Vol 42 (3) ◽  
pp. 487-501 ◽  
Author(s):  
Rueywei Gong ◽  
Shih-Ying Chen ◽  
Min-Lang Yang
Keyword(s):  
Career Development ◽  
Mediating Effect ◽  
Significant Positive Effect ◽  
Crucial Aspect ◽  
Personal Learning ◽  
The Relationship ◽  
Positive Effect

Mentoring is a crucial aspect of personal learning and is an effective approach for forwarding career development. In this study we examined the mediating effect of mentoring systems on the relationship between personal learning and career outcome of employees in Taiwanese companies. Using a survey conducted with 246 employees, we analyzed the effect of personal learning on career outcome. The results showed that employees' personal learning and mentoring had a significant positive effect on their career development. Further analysis demonstrated that mentoring mediated the effect between personal learning and career outcome. In conclusion, mentoring mechanisms can have a sustained influence on personal learning and career outcome.

scholarly journals DAMPAK PENGEMBANGAN KARIR DAN MOTIVASI TERHADAP KINERJA KARYAWAN (STUDI PADA LEMBAGA KESEHATAN CUMA-CUMA DOMPET DHUAFA)

2019 ◽  
Vol 5 (1) ◽  
pp. 80-89
Author(s):  
Hemmy Fauzan ◽  
Bahrul Yaman ◽  
Eka Rulianti Putri
Keyword(s):  
Career Development ◽  
Significant Influence ◽  
Employee Performance ◽  
Linear Analysis ◽  
Positive Influence ◽  
Health Institution ◽  
Job Promotion ◽  
The Relationship ◽  
Positive Effect

This study will look further at how the effects or effects of career development and motivation on employee performance at the Dompet Dhuafa Free Health Institution (LKC). The problem that underlies why this research is conducted is because of employee dissatisfaction with the management of LKC Dompet Dhuafa related to the opportunity to get a job promotion so that it causes deviations in employee behaviour at his workplace. The method used in this research uses multiple linear analysis techniques. This multiple linear analysis is used to see or measure the extent of the influence of independent variables consisting of; career development and motivation, on the dependent variable represented by employee performance. In conducting its analysis, this study also uses SPSS 16.0 software with a total of 54 employees from the Dompet Dhuafa Free Health Institution (LKC). The results of this study indicate that career development has a significant influence on employee performance; this is indicated by the efficiency variable where career development has a positive influence of 0.383 and sig. 0,000 <0,10. Likewise important motivation for employee performance, this is indicated by efficiency variables where motivation has a positive effect of 0.212 and sig. 0.011 <0.10. This study also shows that the relationship between career development and motivation has a simultaneously significant influence on employee performance, based on the results of the test of determination of 0.573 or 57.3%, while other factors influence the remaining 42.7%. This also shows the results of the f test with the efficiency of career development and the motivation variable has a positive effect of 36,611 and a sig value of 0,000 <0,10.

scholarly journals Moderasi Variabel Penegakan Hukum Berlalulintas Terhadap Pengaruh Disiplin Dan Keselamatan Berlalu Lintas Di Kabupaten Pinrang

2019 ◽  
Vol 6 (1) ◽  
pp. 52
Author(s):  
Moh Baktiar B ◽  
St. Maryam ◽  
Lambang Basri Said
Keyword(s):  
Law Enforcement ◽  
Data Collection ◽  
Data Processing ◽  
Traffic Safety ◽  
Road Users ◽  
Traffic Law ◽  
The People ◽  
Valid Data ◽  
The Relationship ◽  
Positive Effect

Abstract—This study aims to analyze the influence of trafficdiscipline and enforcement of traffic law on traffic safety inPinrang Regency and analyze the relationship between lawenforcement moderation and the influence of traffic discipline ontraffic safety in Pinrang Regency. Data collection techniques usedin this study were questionnaires, measurement of variables inthis study using a Likert scale. The data processing in this studyuses the SmartPLS3 Program. Valid data to be sampled are asmany as 100 taken by Slovin techniques, the sample of this studyis the people in Pinrang Regency. Based on the results of thisstudy concluded that traffic discipline and traffic lawenforcement have a positive effect on traffic safety in the districtof Pinrang and law enforcement does not mediate thestrengthening of the influence of traffic discipline on the trafficsafety of road users.

scholarly journals THE IMPLEMENTATION OF INDONESIAN ACCOUNTING STANDARDS FOR MICRO, SMALL AND MEDIUM ENTITIES

2020 ◽  
Vol 8 (1) ◽  
pp. 383-388
Author(s):  
Dyah Nirmala Arum Janie ◽  
Yulianti Yulianti ◽  
Rosyati Rosyati ◽  
Saifudin Saifudin
Keyword(s):  
Linear Regression ◽  
Literature Review ◽  
Data Processing ◽  
Accounting Standards ◽  
Coefficient Of Determination ◽  
Public Accountability ◽  
The Relationship ◽  
Chartered Accountants ◽  
Positive Effect

Purpose of the study: Indonesian taxation regulations are forcing MSMEs to apply Indonesian Accounting Standards for Micro, Small and Medium Entities/Standar Akuntansi Keuangan untuk Entitas Mikro, Kecil, dan Menengah (SAK EMKM), according to their particular conditions. The application is confusing for MSMEs. This problem is what drives this research, aiming to define the relationship between MSMEs’ conditions and how they perceive SAK EMKM. Methodology: There were 70 MSMEs in Indonesia participated in this research by filling out questionnaires. However, only 66 MSMEs guided questionnaires returned that we could process. We analyzed using linear regression and SPSS 23. The research indicators are built based on the factors that influence each variable, as already stated in the literature review. Main Findings: These results from data processing indicate that the MSMEs' conditions have a very positive effect on respondents' perceptions of SAK EMKM. Statistically, we can get the coefficient regression of 0.262, the significance of 0.001 and the coefficient of determination of 22.8%. It means that MSMEs with good conditions have the potential to make respondents' perceptions of SAK EMKM also agreeable. Applications of this study: The regulation is still new. Also, the amount of MSME implementing SAK EMKM is still meager. Tax regulators and The Institute of Indonesia Chartered Accountants can utilize the results of this study to understand the obstacles faced by MSMEs. By knowing the condition of MSMEs, they can group MSMEs and provide appropriate facilities for the good of MSMEs as well as tax advantages. Novelty/Originality of this study: Indonesia does not implement IFRS SMEs. However, we have implemented the SAK for Non-Public Accountability Entities, which is too complicated for MSMEs. Therefore we use SAK EMKM. Since it is still new, this research is still in its early stages. So far, we have not found a study in Indonesia that discusses the link between MSMEs' conditions and their perceptions of SAK EMKM.

scholarly journals Pengaruh Pelatihan dan Pengembangan Serta Prestasi Kerja terhadap Pengembangan Karir Pegawai Pada Dinas Koperasi Usaha Mikro Kecil Menengah Banjarmasin

2017 ◽  
Vol 1 (1) ◽  
Author(s):  
Wida Gerhana
Keyword(s):  
Career Development ◽  
Small And Medium Enterprises ◽  
Training And Development ◽  
Development Work ◽  
Significant Positive Effect ◽  
Quantitative Descriptive ◽  
Medium Enterprises ◽  
Relationship Of ◽  
The Relationship ◽  
Positive Effect

The Effects of Training and Development and Work Achievement on Employees Career Development at the Department of Cooperatives, Micro, Small and Medium Enterprises in Banjarmasin. The purpose of this study is to investigate employees opinions on the effect of training and development and work achievement on employees career development. The populations in this study were 30 employees. The census method was used with the quantitative descriptive and explanatory research as its type of the study. Explaining the relationship of the effect of training and development and work achievement on employees career development was used the multiple regression analysis. In order to test the hypothesis simultaneously, F-test has been used, while t-test has been used to test the hypothesis partially. The result showed that simultaneously and partially, the implementation of training and development and work achievement had a significant positive effect on employees career development at the Dinas Koperasi Usaha Mikro Kecil Menengah in Banjarmasin. Both variables contributed 50.6%, work achievement gave a greater influence than the training and development on employees career development, even though the training and development also contributed in giving an influence.Keywords : training and development, work achievement, career development

scholarly journals Pengaruh Organizational Learning Culture Terhadap Employee Performance Dengan Job Satisfaction Sebagai Mediasi

2021 ◽  
Vol 3 (4) ◽  
pp. 962
Author(s):  
Evelyn Angelina ◽  
Yanuar Yanuar
Keyword(s):  
Job Satisfaction ◽  
Organizational Learning ◽  
Data Processing ◽  
Employee Performance ◽  
Sampling Technique ◽  
Learning Culture ◽  
Organizational Learning Culture ◽  
The Relationship ◽  
Positive Effect

This study aims to determine the role of job satisfaction in mediating the relationship between organizational learning culture and employee performance. The subjects studied were the employees at PT XYZ which is an import agent company as well as a complete supplier of factory doors and warehouse needs in Indonesia. The number of samples taken in this study were 85 employees and 15 supervisors who were obtained by distributing questionnaires through google form with Non-probability sampling technique. The collected data is processed using SmartPLS. The results of data processing indicate that organizational learning culture has a positive effect on job satisfaction, job satisfaction has a positive effect on employee performance. However, the function of job satisfaction as a mediating variable in this study was not achieved because the correlation value with mediation is smaller than the value of organizational learning culture which can directly have a positive effect on employee performance. So the employee performance in this study is a partial mediation. Penelitian ini bertujuan untuk mengetahui Peranan Kepuasan Kerja sebagai Mediasi Hubungan antara Budaya Belajar Organisasi dan Kinerja Karyawan. Subjek yang diteliti adalah karyawan pada PT XYZ yang merupakan perusahaan agen import serta penyedia pintu pabrik dan kebutuhan gudang secara lengkap di Indonesia. Jumlah sampel yang diambil pada penelitian ini adalah karyawan dengan jumlah 85 orang dan supervisor 15 orang yang diperoleh dengan menyebar kuesioner melalui google form dengan teknik pengambilan sampel jenuh/sensus. Data yang telah dikumpulkan diolah menggunakan SmartPLS. Hasil dari pengolahan data menunjukkan bahwa budaya belajar organisasi berpengaruh positif terhadap kepuasan kerja, kepuasan kerja berpengaruh positif terhadap kinerja karyawan. Namun, fungsi kepuasan kerja sebagai variabel mediasi pada penelitian ini tidak tercapai karena nilai kolerasi dengan adanya mediasi lebih kecil daripada nilai budaya belajar organisasi yang secara langsung dapat berpengaruh positif terhadap kinerja karyawan. Maka kinerja karyawan disini merupakan mediasi parsial.

scholarly journals PENGARUH ETOS KERJA, DISIPLIN KERJA DAN KOMITMEN KARYAWAN TERHADAP KINERJA KARYAWAN PADA PUSKESMAS ARO KECAMATAN MUARA BULIAN

2018 ◽  
Vol 9 (2) ◽  
pp. 153
Author(s):  
Sri Rosmawati ◽  
Ade Jermawinsyah
Keyword(s):  
Health Center ◽  
Work Performance ◽  
Work Ethic ◽  
Employee Performance ◽  
Employee Commitment ◽  
Work Ethics ◽  
Negative Effect ◽  
Relationship Of ◽  
The Relationship ◽  
Positive Effect

This study aims to determine the effect of work ethics, work discipline and employee commitment at Aro Puskesmas in Muara Bulian District. This study included descriptive verification research. The population of this study was 56 people. By using a Likert scale, it shows the variables of work ethics, work discipline and employee commitment are in a good category. And multiple regression to determine the relationship of work ethic, work discipline and employee commitment to the Aro Health Center in Muara Bulian District. The results of the study and discussion show that work ethic has a negative effect on employee performance, while work discipline variables and employee commitment variables have a positive effect on employee performance at Aro Health Center in Muara Bulian District. Simultaneously shows that work ethics, work discipline and employee commitment show an influence on employee performance. With the value of R Square of 0.725, this shows that work ethic, work discipline and employee commitment affect work performance as much as 72.5% and the rest is influenced by other variables not examined in this study.

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