scholarly journals ANALISIS PEMBERIAN BENEFIT, MOTIVASI, DAN KOMITMEN ORGANISASIONAL APARATUR SIPIL NEGARA (ASN)

2020 ◽  
Vol 6 (1) ◽  
pp. 15-24
Author(s):  
Nur Wening ◽  
Gunawan Purnomo
Keyword(s):  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Civil Servant ◽  
Social Needs ◽  
Civil Servants ◽  
Performance Dimension

The aim of this research is analyzing of benefit, motivation, and apparatus organizational commitment. This research is typically of quantitative discriptivemethod research. The respondents in this research are civil servants the number of respondents are 31 (thirty one) people. The result shows that the giving of benefit, motivation, and civil servant organizational commitment is already well implemented. The giving of benefit variable gives the highest mark on work performance dimension and lowest mark on professional scarcity, while motivation variable has the highest mark on social needs dimension and the lowest mark on prestige dimension, and civil servant organizational commitment variable gives the highest mark on affective commitment dimension and the lowest mark is on continuation commitment dimension.

Analisis Pemberian Benefit, Motivasi, Dan Komitmen Organisasional Aparatur Sipil Negara (ASN)

2019 ◽  
Vol 6 (1) ◽  
pp. 17-26
Author(s):  
Nur Wening ◽  
Gunawan Purnomo
Keyword(s):  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Civil Servant ◽  
Social Needs ◽  
Civil Servants ◽  
Performance Dimension

The aim of this research is analyzing of benefit, motivation, and apparatus organizational commitment. This research is typically of quantitative discriptive method research. The respondents in this research are civil servants the number of respondents are 31 (thirty one) people. The result shows that the giving of benefit, motivation, and civil servant organizational commitment is already well implemented. The giving of benefit variable gives the highest mark on work performance dimension and lowest mark on professional scarcity, while motivation variable has the highest mark on social needs dimension and the lowest mark on prestige dimension, and civil servant organizational commitment variable gives the highest mark on affective commitment dimension and the lowest mark is on continuation commitment dimension.

scholarly journals Improving the Work Achievement of Employees Through the Leadership Style

2021 ◽  
Vol 5 (3) ◽  
pp. 190-200
Author(s):  
Hery Syahrial ◽  
Miftahuddin Miftahuddin ◽  
Sunaryo Sunaryo
Keyword(s):  
Data Analysis ◽  
Leadership Style ◽  
Self Efficacy ◽  
Work Performance ◽  
Civil Servant ◽  
Civil Servants ◽  
Structure Equation ◽  
Equation Modeling ◽  
Analysis Technique ◽  
Structure Equation Modeling

The purpose of this study was to analyze the factors that influence the work performance of employees in the Percut Sei Tuan sub-district. The sample in this study was 123 employees, using Structure Equation Modeling (SEM) as a data analysis technique. This study concludes that motivation, self-efficacy, and professionalism have a significant effect on leadership style, while competence does not significantly affect leadership style. Leadership style and motivation do not significantly affect work performance, while self-efficacy, professionalism and competence significantly affect work performance. This study provides information that in order to improve employees' work performance, strong leadership is needed and can provide motivation that increases confidence in the ability of employees and also increases professionalism in carrying out duties and responsibilities as a civil servant. Competence is a necessity that must be owned by all employees (civil servants) who are given responsibility by the leadership.

scholarly journals PENERAPAN STRUCTURAL EQUATION MODELLING (SEM) AMOS PADA KOMITMEN ORGANISASI DAN PRESTASI KERJA (Studi Kasus: Bidan Puskesmas di Banyumas, Jawa Tengah, Indonesia)

2019 ◽  
Vol 18 (2) ◽  
pp. 11-21
Author(s):  
Suyoto Suyoto ◽  
Ahmad Zainal Abidin ◽  
Hariyaty Hariyaty
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Work Performance ◽  
Goodness Of Fit ◽  
Affective Commitment ◽  
Health Centre ◽  
Sem Analysis ◽  
Equation Modeling ◽  
Public Health Centre ◽  
Central Java

This study aims to determine the application of Structural Equation Modeling (SEM) Analysis of Moment Structure (AMOS) to the organizational commitment and work performance of the Midwife of Public Health Centre in Banyumas Regency. Central Java, Indonesia. Data collection techniques using purposive sampling. The sample of this study were 243 midwives with the following criteria: minimum education D3 midwifery, minimum working period of one year and minimum age of 22 years. The data analysis technique uses SEM AMOS. Model fit is shown by good and significant goodness of fit results. The results showed that indicators of organizational commitment consisting of affective commitment, continuous commitment and normative commitment were able to explain the construct of organizational commitment. Work performance indicators consisting of work performance, contextual performance, adaptive performance and productive work performance can explain the construct of work performance. The construct of organizational commitment has a significant positive effect on the construct of work performance.

scholarly journals PENGARUH MOTIVASI KERJA, KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA PEGAWAINEGERI SIPIL (Studi pada Unit Pelayanan Teknis Daerah Panti Sosial Se-Pulau Lombok)

2016 ◽  
Vol 5 (4) ◽  
Author(s):  
Endang Sri Wahyuni
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Work Performance ◽  
Work Motivation ◽  
Linear Regression Analysis ◽  
Work Satisfaction ◽  
Civil Servant ◽  
Multiple Linear Regression Analysis ◽  
Home Service

 This research is aimed at determining the effect of work motivation, satisfaction and organizational commitment on the performance of civil servant district unit of social home service in Lombok. This research is causal associative study with 181 civil servants in all social homes on Lombok as the population. The samples are 64 civil servant selected through Slovin formula. The data were collected through questionnaires distributed to the respondents. The data were analyzed with Multiple Linear Regression Analysis.  The research showed that work motivation has no significant effect on work performance, work satisfaction has no significant effect on the performance of the civil servant, and the organizational commitment has no significant effect on the work performance of the civil servant in all UPTD (District Unit of Service) in all Lombok districts.Keyword: organizational commitment, work satisfaction, work motivation, employees’ performance. 

scholarly journals ETIKA KERJA ISLAM, KOMITMEN ORGANISASI, SIKAP PADA PERUBAHAN ORGANISASI TERHADAP KINERJA

2018 ◽  
Vol 18 (2) ◽  
pp. 116
Author(s):  
Prima Utama Wardoyo Putro
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Mediation Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Change Commitment ◽  
The Impact

The subject of this study is to examine the impact of Islamic work ethics, organizational commitment, and attitude toward organizational change to work performance, where attitude toward organizational change as an intervening. Organizational commitment consists of affective commitment, normative commitment, and continuance commitment. The samples of this research are theacers of state Islamic school in Sragen Regency. The instrument analysis to test the model is AMOS. The result showed that Islamic work ethics has no positif significant effect to work performance and attitude toward organizational change. Either organizational commitment has no positif significant effect to performance. Organizational commitment has positif significant effect to attitude toward organizational change and attitude toward organizational change has positif significant effect to performance. The variable of attitude toward organizational change has no mediation effect between Islamic work ethics to work performance, and has no mediation effect between organizational commitments toward work performance. Keywords—Work Performance; Islamic Work Ethics; Attitude Toward Organizational Change; Organizational Change; Commitment Abstrak Dalam penelitian ini, diuji pengaruh etika kerja didalam lingkup Islam, komitmen pada organisasi, dan sikap dalam menghadapi perubahan organisasi terhadap kinerja karyawan. Dalam penelitian ini, komitmen organisasi didasari pada tiga aspek: affective commitment, normative commitment, dan continuance commitment. Sampel yang digunakan untuk penelitian ini adalah guru yang dikhususkan pada sekolah Islam (madrasah) di Kabupaten Sragen. Penelitian ini menggunakan AMOS sebagai alat analisis. Berdasarkan hasil penelitian diperoleh bahwa etika kerja Islam, komitmen, dan sikap terhadap perubahan di organisasi tidak memberikan pengaruh yang signifikan terhadap kinerja guru. Sementara itu komitmen organisasi berpengaruh signifikan terhadap sikap pada perubahan organisasi. Sikap terhadap perubahan organisasi juga berpengaruh terhadap kinerja guru. Variable sikap terhadap perubahan organisasi tidak memediasi antara variable etika kerja Islam pada kinerja dan tidak memediasi antara komitmen pada kinerja. Kata kunci—kinerja, etika kerja Islam, sikap pada perubahan organisasi, perubahan organisasi, dan komitmen.

scholarly journals PENGARUH KUALIFIKASI PENDIDIKAN TERHADAP PENEMPATAN KERJA APARATUR SIPIL NEGARA (ASN)

2021 ◽  
pp. 25-36
Author(s):  
Fatmawati Mujiati ◽  
Sugiantiningsih Agung ◽  
Ronald Umbas
Keyword(s):  
Work Performance ◽  
Secondary Data ◽  
Civil Servant ◽  
Educational Background ◽  
Civil Servants ◽  
The People ◽  
Analysis Technique ◽  
Interactive Data Analysis ◽  
Interactive Data ◽  
Bureaucratic Reform

Effective and efficient governance is demanded in this competitive globalization era. Work performance of bureaucrats that still does not meet people’s expectation is still experienced by the people. That problem can be reduced by  the implementation of the ministerial regulation on civil servants and bureaucratic reform number:Kep/33/M.PAN/7/2011. It regulates the placement of civil servants and has been applied by the Office for Housing Facilities Bali Province. Its bureaucrats were placed in the positions according to their knowledge, educational background, and expertise and skills so that they work and serve the people better. The writer used perspctective qualitative approach to identify the phenomenon.  Primary and secondary data were collected through observation and interview, and analysed with interactive data analysis technique (Miles, Hubernam, and Saldana 2014). Based on the analysis, it can be concluded that the indicators that were used to assign a civil servant in a certain position in this office were knowledge, skills, and expertise. Abstrak: Kinerja para birokrat sangat penting dalam memberikan pelayanan kepada masyarakat. Profesionalisme mereka semakin dituntut oleh masyarakat yang semakin kritis dan oleh era globalisasi yang mengharuskan setiap orang bekerja dengan cepat dan tepat. Implementasi Peraturan Menteri Pendayagunaan Aparatur Negera dan Reformasi Birokrasi Nomor:Kep/33/M.PAN/7/2011 tanggal 7 Juli 2011 tentang pedoman Analisis Jabatan adalah salah satu hal mendasar untuk mewujudkan kinerja birokrat yang sesuai tuntutan jaman. Penempatan sumber daya aparatur sipil negara (ASN) yang diterapkan  pada  Balai Prasarana Permukiman Wilayah Bali, yang telah menerapkan penempatan sumber daya manusianya yang sesuai seperti posisi jabatan kepala bidang maupun kepala seksi yang memenuhi standar kompetensi. Penempatan tersebut harus dilakukan berdasarkan latar belakang pendidikan, keahlian atau keterampilan, dan pengalaman. Dalam penelitian kualitatif ini, penulis menggunakan mengumpulkan data primer dan sekunder dengan melakukan observasi dan wawancara. Dari riset yang sudah dilaksanakan, penulis menyimpulkan bahwa kualifikasi pendidikan belum berpengaruh pada penempatan Aparatur Sipil Negara (ASN) di Kantor Balai Prasarana Permukiman Wilayah Bali. 

Is emotional intelligence the panacea for a better job performance? A study on low-skilled back office jobs

2017 ◽  
Vol 39 (5) ◽  
pp. 683-698 ◽  
Author(s):  
Miguel Ángel Sastre Castillo ◽  
Ignacio Danvila Del Valle
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Predictive Power ◽  
Content Type ◽  
Front Office ◽  
Intrapersonal Skills ◽  
And Performance ◽  
Back Office

Purpose The purpose of this paper is to investigate the relationship between emotional intelligence (EI), organizational affective commitment (AC), and performance at low-skilled back office positions. Design/methodology/approach In all, 397 participants in low-skilled back office positions from a service company completed a questionnaire assessing EI, AC, and performance. The authors used multiple regression models for testing whether higher levels of EI and AC predicted better performance. Additionally, they tested to see whether EI and AC were positively related. Findings The results showed that workers in low-skilled back office positions with higher EI and AC had better performance. In this sense, intrapersonal skills and mood management were the dimensions of EI with the highest predictive power. Also, EI and AC were positively related, with intrapersonal skills and adaptability being the dimensions of EI most closely associated with AC. Finally, the predictive power on performance was increased when EI and AC were considered simultaneously. Originality/value Traditionally, the involvement of EI and other personal dimensions in increasing organizational commitment and better work performance has been studied in high-skilled and executive positions, as well as in front office low-skilled positions. However, there is little empirical evidence regarding the simultaneous influence of EI and AC on performance in low-skilled back office positions. This gap prompted this research, which suggests that the investment of organizational resources is mandatory for improving EI and, hence, organizational commitment and work performance in these employees.

On the Elusive Moderators of Affective Organizational Commitment

2021 ◽  
Vol 24 ◽  
Author(s):  
Christian Vandenberghe
Keyword(s):  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Work Outcomes ◽  
Affective Organizational Commitment ◽  
Cultural Variables ◽  
Personal Variables ◽  
Career Opportunities ◽  
Job Experiences ◽  
The Relationship

Abstract Departing from a universal perspective on affective organizational commitment, the present article examines the situational and personal variables that act as potential moderators of the relationship between affective commitment and its antecedents and outcomes. Based on emerging evidence and theory, it is argued that the relationship between extrinsic and intrinsic rewards and other job experiences and affective commitment is stronger when employees exert an influence over rewards and job experiences. This can be achieved when the organization offers opportunities for such influence or when employees’ traits help them earn expected rewards. Similarly, theory and empirical evidence suggest that the relationship between affective commitment and work outcomes is subject to moderating influences. For example, affective commitment may foster employee retention when more career opportunities are available, making one’s belongingness to the organization more attractive. Such career opportunities may result from the organization’s action or from individuals’ own proactivity to obtain them. Likewise, the relationship between affective commitment and work performance is likely stronger when supervisors’ leadership helps employees engage in those behaviors that are rewarded by the organization. Finally, we discuss avenues for future inquiry by identifying group-level and cultural variables as promising moderators that warrant attention.

scholarly journals PENGARUH KOMITMEN ORGANISASIONAL DAN PROFESIONAL TERHADAP KEPUASAN KERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL INTERVENING DIKANTOR DINAS PENDIDIKAN KEPEMUDAAN DAN OLAHRAGA KABUPATEN SOLOK SELATAN

2019 ◽  
Author(s):  
Darnawati ◽  
Aminar Sutra Dewi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Significant Influence ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Commitment ◽  
Simple Linear Regression ◽  
Employee Job Satisfaction ◽  
Intervening Variables

This study aims to determine the significant influence of Organizational and Professional Commitment on Employee Job Satisfaction with Motivation as Intervening Variables. The population of this research is all civil servant employees who work in the Youth and Sports Education Office of South Solok Regency. The study sampling was determined using total sampling. The samples used in this study were 55 civil servants in the Department of Youth and Sports Education, South Solok Regency. Data was collected from respondents' results and analyzed by simple linear regression. The results of the study show that Organizational Commitment influences Job Satisfaction positively and significantly, professional influences job satisfaction positively and significantly, Organizational Commitment influences Motivation positively and significantly, Professional influences motivation positively and significantly, Motivation influences job satisfaction positively and significantly, Organizational Commitment with motivation as an intervening variable indirectly influences Employee job satisfaction, Direct professional influence with motivation as an intervening variable on Employee job satisfaction, is actually greater than indirect influence. The results of the study indicate that organizational commitment has the greatest influence on Employee job satisfaction Therefore, organizational commitment needs to be improved by the Department of Youth and Sports Education of South Solok Regency.

scholarly journals The Headmaster’s Strategy to Improve Civil Servants’ Work Performance (Administration Department) in Pringgasela High School, East Lombok-NTB

2021 ◽  
Vol 006 (02) ◽  
pp. 28-34
Author(s):  
Parhan Parhan
Keyword(s):  
High School ◽  
Role Models ◽  
Research Method ◽  
Work Performance ◽  
Working Hours ◽  
Consumer Psychology ◽  
Civil Servant ◽  
Civil Servants ◽  
Data Presentation ◽  
Collection Data

This study aims to determine the headmaster's strategy to improve the work performance of Civil servant [administration department] at Pringgasela Senior High School. This research used the descriptive qualitative research method. The data in this study were obtained from interviews with informants and documentation. The data analysis was carried out in the following steps: data collection, data reduction, data presentation and drawing conclusions or verification (Miles and Huberman, 2014: 20). The results of this study stated that the headmaster's strategy to improve the work performance of civil servants in the administration department: Making disciplinary rules about working hours that must be on time. Building a spirit of togetherness through civil servants’ friends, superiors and subordinates, as well as communication, intimacy and mutual respect. Providing role models for all civil servants. The results of the headmaster's strategy show the work performance of civil servants [administration department] is classified good in providing services, however they have not provided satisfaction to: teachers, students or other related parties. As for the constraints faced when performing performance in providing services, by the Administrative Apparatus such as the lack of responsiveness of the Administrative Apparatus in understanding consumer psychology, the large amount of workload that is carried out in a little bit of time and the supporting infrastructure is inadequate and lack of personel.

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