scholarly journals Pengaruh Psychological Capital Terhadap Kinerja Karyawan dengan Komitmen Organisasional Sebagai Variabel Intervening

2020 ◽  
Vol 2 (2) ◽  
pp. 155-165
Author(s):  
Atiko Lusiyani ◽  
Irfan Helmy
Keyword(s):  
Organizational Commitment ◽  
Self Efficacy ◽  
Psychological Capital ◽  
Employee Performance ◽  
Sampling Technique ◽  
Analysis Data ◽  
Coefficient Of Determination ◽  
Validity And Reliability ◽  
Central Java ◽  
Saturated Sample

This study aims to examine the effect of the Effect of Psychological Capital on Employee Performance with Organizational Commitment as an Intervening Variable (Study of PDAB Tirta Utama Central Java Employees). The population in this study were all employees of PDAB Tirta Utama, Central Java and the sampling technique was done through the saturated sample method with a total of 75 employees. Data collection techniques by distributing questionnaires. Analysis of the data used is the test instrument validity and reliability, test the coefficient of determination, hypothesis, and causal step analysis. Data processing aids using SmartPLS 3.0. The results of this study indicate that: (1) Optimism has no effect on Employee Performance, (2) Hope has a positive and significant effect on Employee Performance, (3) Resiliency has a positive and significant effect on Employee Performance, (4) Self efficacy has a positive and significant effect on Employee Performance, (5) Optimism does not affect employee performance but affects organizational commitment as mediation, (6) Hope affects employee performance but does not affect organizational commitment as mediation (7) Resiliency has a positive and significant effect on Employee Performance through Organizational Commitment , (8) Self efficacy has a positive and significant effect on Employee Performance through Organizational Commitment, (9) Organizational Commitment has a positive and significant effect on Employee Performance.

scholarly journals The Influence of Psychological Capital and Organizational Change to Employee Performance with Organizational Commitment as Moderating Variable

2018 ◽  
Vol 8 (4) ◽  
pp. 84
Author(s):  
Bambang Suko Priyono ◽  
Yohanes Sutomo ◽  
Tristiana Rijanti ◽  
Ahmad Heru Farokhi ◽  
Amin Kuncoro
Keyword(s):  
Organizational Change ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Psychological Capital ◽  
Employee Performance ◽  
Sampling Technique ◽  
Hierarchical Regression ◽  
Hierarchical Regression Analysis ◽  
Central Java ◽  
Permanent Employees

This study is aimed to analyze and describe the influence of psychological capital and organizational change to employee performance with organizational commitment conducted on Credit Center of a Banking Company in Semarang, Central Java, Indonesia. The population in this study is 275 employees. The sample 163 respondents is taken by using proportional stratified sampling technique with criteria permanent employees and having been working for at least 5 years. The result of hierarchical regression analysis shows that (1) psychological capital influences employee performance, (2) organizational change influences employee performance, (3) organizational commitment is moderating variable for the influence of psychological capital to employee performance, and (4) organizational commitment is moderating variable for the influence of organizational change to employee performance.

scholarly journals SELF-EFFICACY, ORGANIZATIONAL COMMITMENT, AND EMPLOYEE PERFORMANCE – FROM PUBLIC OFFICE

CACTUS ◽  
2021 ◽  
Author(s):  
Siti Maria ◽  
Digra Lestari ◽  
Eny Rochaida ◽  
Dio Caisar Darma ◽  
Heni Rahayu Rahmawati
Keyword(s):  
Organizational Commitment ◽  
Self Efficacy ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
East Kalimantan ◽  
Saturated Sample ◽  
Sample Method

Employee performance is important because it is the foundation and direction of every organization. In this paper, we attempt to investigate the effect of self-efficacy on organizational commitment and employee performance, then the effect of organizational commitment on employee performance. The objectivity of the study refers to 100 informant units obtained through a survey of employees in the Tourism and Culture Office of East Kalimantan Province, Indonesia. The sampling approach uses a saturated sample method with Structural Equation Medelling-Partial Least Square (SEM-PLS). These findings indicate that self-efficacy has a significant effect on organizational commitment and employee performance. Similar to the previous results, organizational commitment has a significant effect on employee performance. With these findings, it can contribute to the role of a leader who must have optimal leadership characteristics, so that self-efficacy, organizational commitment, and employee performance continue to be optimal as expected.

EFFECT OF ORGANIZATION COMMITMENT, WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE (Study at. PT. PLN (Persero) P3b Sumatera UPT Padang)

2021 ◽  
Vol 2 (1) ◽  
pp. 88
Author(s):  
Andi Amri ◽  
Ramadhi Ramadhi ◽  
Zulmi Ramdani
Keyword(s):  
Organizational Commitment ◽  
Work Motivation ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Performance Study ◽  
Percentage Contribution ◽  
Sample Technique ◽  
Saturated Sample ◽  
Positive Effect

Employees are an essential asset for the organization to advance and develop the organization to be more productive. This situation may achieve when employees in the organization have optimal performance. Many factors positively affect the performance of employees in the organization. This study aims to determine how much influence organizational commitment, work motivation and work discipline have on employee performance in PT. PLN (Persero) P3b Sumatera UPT Padang. Respondents who were involved in the study were 60 people who were selected using the saturated sample technique. The results showed that both partially and simultaneously, organizational commitment, work motivation, and work discipline had a significant and positive effect on employee performance. The coefficient of determination of the tested variables is .636. It shows that the percentage contribution of the variable organizational commitment, work motivation and work discipline to employee performance is 64.6%. In comparison, the remaining 35.4%  determined by other variables not analyzed in this study's model. Thus, this study shows that the three tested variables must be an essential consideration for the organization to obtain optimal employee performance.

scholarly journals Hubungan antara Perceived Organizational Support dengan Kinerja Karyawan Bidang Produksi di PT Batanghari Barisan Padang

PSYCHE 165 ◽  
2020 ◽  
pp. 190-196
Author(s):  
Zurriyati Zurriyati ◽  
Krisnova Nastasia ◽  
Ria Okfrima
Keyword(s):  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Sampling Technique ◽  
Reliability Coefficient ◽  
Validity And Reliability ◽  
Significance Level ◽  
Sample Technique ◽  
Saturated Sample ◽  
And Performance

This study aims to determine the relationship between perceived organizational support and employee performance in production at PT Batanghari Barisan Padang. The independent variable in this study is perceived organizational support and the dependent variable is Performance. The measuring instrument used in this study is the scale of perceived organizational support and performance. The sampling technique in this study uses a saturated sample technique. The sample in this study was 81 employees of the production field of PT Batanghari Barisan Padang. The validity and reliability test in this study uses the Cronbach Alpha technique. The results of the validity coefficient on the scale of perceived organizational support move from rix = 0.310 to rix = 0.809 with a reliability coefficient of α = 0.883 while on the scale of moving performance from rix = 0.316 to rix = 0.803 with a reliability coefficient of α = 0.864. Based on data analysis, a correlation value of 0.515 was obtained with a significance level of 0.000, which means the hypothesis was accepted. This shows that there is a significant relationship between perceived organizational support and the performance of employees in the production sector at PT Batanghari Barisan Padang. The effective contribution of the variable perceived organizational support for performance by 30%.

scholarly journals Pengaruh Etos Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan Pada PT Pacific Indah Pratama Jakarta

2020 ◽  
Vol 3 (1) ◽  
pp. 141-150
Author(s):  
Akhmar Barsah ◽  
Asep Ridwan
Keyword(s):  
Work Ethic ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Coefficient Of Determination ◽  
Regression Equations ◽  
Validity And Reliability ◽  
Probabilistic Sampling ◽  
Predictive Variables ◽  
Simultaneous Test

This study aims to determine and prove the appropriateness of theory with facts, the influence of work ethic and work discipline on employee performance. The quantitative method approach with an associative (causal) form is used in this study. The sample-based on the existing population is 103 respondents. The entire population is sampled with a non-probabilistic sampling technique that is a saturated sample. Data analysis techniques that use inferential statistics (parametric) with the data eligibility test include validity and reliability tests, tests of prerequisites or regression assumptions that are residual normality, multicollinearity, heteroscedasticity. The hypothesis test is performed using the F test, the t-test, the correlation analysis, the analysis of the coefficient of determination and the multiple regression equations. The results based on the series of tests can be concluded. The predictive variables of F (simultaneous) test results (work ethic and work discipline) have a positive and significant effect on the dependent variable (employee performance) the value of Fcount>Ftable (34,855>3.09). The results of the test of the importance of work ethic in the performance of employees have a positive and significant effect, the value of tcount>ttable (5,212>1.98). Similarly, labour discipline in the performance of employees has a positive and significant effect, the value of tcount>ttable (4,997>1,998). The magnitude of the correlation predictor variables, namely work ethic and work discipline on employee performance, obtained a number of 0.641, which means a strong correlation (0.600-0.799). The percentage coefficient of determination of the predictive variables (work ethic and work discipline) to the dependent variable (employee performance) is 39.9%, where 60.1% are other factors that are not identified. While the regression equation obtained Y = 0.799 + 0.428 + 0.432. Abstrak Penelitian ini bertujuan untuk mengetahui serta membuktikan kesesuaian antara teori dengan fakta terkait seberapa besar variabel-variabel prediktor etos kerja dan disiplin kerja berpengaruh terhadap variabel yang dipengaruhi kinerja karyawan. Pendekatan metode kuantitatif dengan bentuk asosiatif (kausal) penulis gunakan dalam penelitian ini. Sampel berdasarkan populasi yang ada berjumlah 103 responden, di mana seluruh populasi dijadikan sampel dengan teknik nonprobability sampling yaitu sampel jenuh. Teknik analisis data menggunakan statistik inferensial (parametris) dengan uji kelayakan data meliputi uji validitas dan uji reliabilitas, uji prasyarat atau asumsi dasar regresi yaitu normalitas residual, multikolinieritas, heteroskedastisitas. Sedangkan uji hipotesis dilakukan uji F, uji uji t, analisis korelasi, analisis koefisien determinasi, dan persamaan regresi berganda.Hasil temuan penelitian berdasarkan rangkaian uji dapat disimpulkan. Hasil uji F (simultan) variabel prediktor (etos kerja dan disiplin kerja), berpengaruh positif dan signifikan terhadap variabel dependen (kinerja karyawan) di mana nilai Fhitung>Ftabel (34.855>3.09). Hasil uji signifikansi etos kerja terhadap kinerja karyawan mempunyai pengaruh positif dan signifikan, di mana nilai thitung>ttabel (5.212>1.98). Demikian pula disiplin kerja terhadap kinerja karyawan berpengaruh positif dan signifikan, di mana nilai thitung>ttabel (4.997>1.98). Besaran korelasi variabel prediktor yaitu etos kerja dan disiplin kerja terhadap kinerja karyawan didapat angka 0.641 yang mengartikan adanya korelasi yang kuat (0.600-0.799). Persentase koefisien determinasi variabel prediktor (etos kerja dan disiplin kerja) terhadap variabel dependen (kinerja karyawan) sebesar 39.9% di mana 60.1% adalah faktor-faktor lain yang tidak teridentifikasi. Sedangkan persamaan regresi didapat Y= 0.799 + 0.428 + 0.432.

scholarly journals Pengaruh Konflik dan Stres Kerja terhadap Kinerja Karyawan pada PT Sumber Alfaria Trijaya Tbk (Alfamart) Wilayah Tigaraksa

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Ahmad Maulana Irfanudin
Keyword(s):  
Job Stress ◽  
Significant Influence ◽  
Employee Performance ◽  
Sampling Technique ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Work Conflict ◽  
Saturated Sample ◽  
Analysis Determination

This research aims to determine the effect of Work Conflict and Job Stress on Employee Performance at PT. Sumber Alfaria Trijaya Tbk (Alfamart), Tigaraksa, either partially or simultaneously. The method used is descriptive quantitative method. The sampling technique used was saturated sample with a sample of 72 respondents. The data analysis used validity test, reliability test, classic assumption test, regression analysis, correlation coefficient analysis, determination coefficient analysis and hypothesis testing. The results of this study indicate that partially work conflict has no significant effect on employee performance with a regression value of -0.583X1. The value of tcount -7.513 <ttable 1.994, which means that there is no significant influence between work conflict on employee performance. Job stress partially has no significant effect on employee performance with a regression value of -0.526X2. The value of tcount -7,015 <ttable1.994, which means that there is no significant influence between job stress on employee performance. Simultaneously, work conflict and work stress have a significant effect on employee performance, this is evidenced by the value of Fcount 28.505> Ftable 2.740 with a significance value of 0.000 <0.05 and the value of R or the coefficient of determination of 45.2%.   Abstrak   Penelitian ini bertujuan untuk mengetahui pengaruh Konflik Kerja dan Stres Kerja terhadap Kinerja Karyawan pada PT. Sumber Alfaria Trijaya Tbk (Alfamart) Wilayah Tigaraksa baik secara parsial maupun secara simultan. Metode yang digunakan adalah metode deskriptif kuantitatif. Teknik sampling yang digunakan adalah sampel jenuh dengan sampel sebanyak 72 responden. Analisis data menggunakan uji validitas, uji reliabilitas, uji asumsi klasik, analisis regresi, analisis koefisien korelasi, analisis koefisien determinasi dan uji hipotesis.Hasil penelitian ini menunjukkan bahwa secara parsial Konflik kerja tidak berpengaruh signifikan terhadap Kinerja Karyawan dengan nilai regresi -0,583X1. Nilai thitung -7,513 < ttabel 1,994 yang artinya tidak terdapat pengaruh signifikan antara konflik kerja terhadap kinerja karyawan. Stres kerja secara parsial tidak berpengaruh signifikan terhadap kinerja karyawan dengan nilai regresi -0,526X2. Nilai thitung-7,015 < ttabel 1,994yang artinya tidak terdapat pengaruh signifikan antara stres kerja terhadap kinerja karyawan. Secara simultan Konflik kerja dan Stres Kerja berpengaruh signifikan terhadap Kinerja Karyawan, hal ini dibuktikan oleh nilai Fhitung28,505 > Ftabel 2,740 dengan nilai signifikansi 0,000<0,05 dan nilai R atau Koefisien Determinasi sebesar 45,2%. Simpulan penelitian ini, secara parsial variabel stress kerja maupun konflik kerja tidak mempengaruhi kinerja, secara simultan atau bersama-sama stress dan konflik kerja berpengaruh signifikan terhadap kinerja karyawan. Kata Kunci:Stress, Konflik, Kinerja Karyawan  

scholarly journals ANALISIS PENGARUH KOMITMEN ORGANISASI DAN KEPEMIMPINAN TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Studi pada PT. Madu Baru Bantul Yogyakarta)

2016 ◽  
Vol 13 (1) ◽  
pp. 1
Author(s):  
Camela Ikey Badhoeg Dadie ◽  
Rini Nugraheni
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Positive Influence ◽  
Coefficient Of Determination ◽  
Analysis Method ◽  
Validity And Reliability ◽  
Survey Interviews ◽  
The Many ◽  
Intervening Variables

This research is motivated by the presence of problems of the many employeeswho left the company at PT Madu Baru Bantul, Yogyakarta. Moreover, accordingto the pre-survey interviews that have been done, there is a lack of communicationbetween the leaders with employees. Objective of this study was to analyze theinfluence of organizational commitment, leadership, employee performance, andjob satisfaction as intervening variables in PT Madubaru Bantul Yogyakartace.Method of analysis of the data used in this research is descriptive andquantitative. The samples in this study were employees of PT Madubaru amountedto 77 people. Data collection was carried out by using a questionnaire that hasbeen tested for validity and reliability. Data analysis method was using classicassumption test, path analylisis, as well as the coefficient of determination.Descriptive analysis shows that organizational commitment, leadership, jobsatisfaction and employee performance was moderate. Based on the results ofmultiple linear analysis and test of Sobel test indicates that organizationalcommitment, leadership, positive influence on employee performance and jobsatisfaction mediate organizational commitment and leadership on employeeperformance. The coefficient of determination shows that the work satifaction ofPT Madubaru Bantul Yogyakarta are influenced by organizational commitment,leadership and job satisfaction by 32.o%, while the remaining 68,0% areinfluenced by other variables in which the research did not examined in this study.The coefficient of determination shows that the employees performance of PTMadubaru Bantul Yogyakarta are influenced by organizational commitment,leadership and job satisfaction by 47,7%, while the remaining 52,3% areinfluenced by other variables in which the research did not examined in this studyKeywords : organizaitonal commitment, leadership, work satisfaction, andemployees performance

scholarly journals Pengaruh Karakteristik Individu, Karakteristik Pekerjaan Dan Efikasi Diri Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Gudang PT. Hyup Sung Indonesia, Purbalingga)

2021 ◽  
Vol 1 (2) ◽  
pp. 43
Author(s):  
Panji Candra Setyawan ◽  
Fatmah Bagis
Keyword(s):  
Self Efficacy ◽  
Total Population ◽  
Employee Performance ◽  
Job Characteristics ◽  
Individual Characteristics ◽  
T Test ◽  
Coefficient Of Determination ◽  
F Test ◽  
Sample Technique ◽  
Saturated Sample

ABSTRAK Penelitian ini bertujuan untuk mengetahui Pengaruh Karakteristik Individu, Karakterstik Pekejeraan Dan Efikasi Diri Terhadap Kinerja Karyawan Bagian Gudang PT.Hyup Sung Indonesia, Purbalingga. Jumlah populasi penelitian ini sebanyak 108 karyawan. Sampel pada penelitian ini sebanyak 108 karyawan dengan menggunakan teknik sample jenuh. Analisis yang digunakan adalah Uji f, Uji t dan R2adjusted. Hasil penelitian ini berdasarkan Uji f di peroleh Karakteristik individu, karakteristik pekerjaan dan efikasi diri secara simultan berpengaruh terhadap kinerja karyawan. Hasil penelitian ini berdasarkan  uji t diperoleh; (a) Karakteristik Individu berpengaruh positif dan signifikan terhadap kinerja karyawan. (b) Karakteristik Pekerjaan berpengaruh positif dan signifikan terhadap kinerja karyawan. (c) Efikasi Diri berpengaruh positif dan signifikan terhadap kinerja karyawan. Berdasarkan uji koefisien determinasi R2adjusted menunjukkan besarnya pengaruh Karakteristik Individu, Karakteristik Pekerjaan dan Efikasi Diri terhadap kinerja karyawan sebesar 51,1%, sedangkan sisanya sebesar 48,9% dipengaruhi variabel diluar model penelitan. ABSTRACT This study aims to determine the effect of individual characteristics, work characteristics and self-efficacy on employee performance in the warehouse division of PT. Hyup Sung Indonesia, Purbalingga. The total population of this study were 108 employees. The sample in this study were 108 employees using the saturated sample technique. The analysis used is the f test, t test and R2 adjusted. The results of this study based on the f test obtained that individual characteristics, job characteristics and self-efficacy simultaneously affect employee performance. The results of this study based on the t-test obtained; (a) Individual characteristics have a positive and significant effect on employee performance. (b) Job characteristics have a positive and significant effect on employee performance. (c) Self-efficacy has a positive and significant effect on employee performance. Based on the coefficient of determination R2adjusted, it shows that the influence of individual characteristics, job characteristics and self-efficacy on employee performance is 51.1%, while the remaining 48.9% is influenced by variables outside the research model.

scholarly journals ANALYSIS OF ORGANIZATIONAL COMMITMENT THROUGH OCB ON EMPLOYEE PERFORMANCE

2020 ◽  
Vol 1 (4) ◽  
pp. 543-555
Author(s):  
Muhammad Ridwan
Keyword(s):  
Organizational Commitment ◽  
Data Collection ◽  
Path Analysis ◽  
Statistical Method ◽  
Employee Performance ◽  
Sampling Technique ◽  
Survey Method ◽  
Validity And Reliability ◽  
Collection Method ◽  
West Sumatra

This study aims to analyze the effect of organizational commitment on OCB and employee performance, OCB on employee performance, and analyze the effect of organizational commitment through OCB as an intervening variable on employee performance. The population is all employees who work at SPMI units of Private Universities in West Sumatra, amounting to 241 people. Of the 241 people taken 30 as a sample of validity and reliability so the remaining 211 people still exist. While the number of samples taken using the saturation sampling technique, which is a sampling technique by taking the entire population that is 211 samples. The data collection method uses the survey method, followed by the statistical method to test the hypothesis by path analysis. The results of this study indicate that organizational commitment has a positive and significant effect on OCB and employee performance, so does OCB has a positive and significant effect on employee performance. In addition, organizational commitment through OCB also has an influence on employee performance.

scholarly journals PENGARUH TOTAL QUALITY MANAGEMENT DAN KEADILAN PROSEDURAL (PROCEDURAL JUSTICE) TERHADAP KINERJA KARYAWAN DI PT. LAMONGAN GAS LESTARI KABUPATEN LAMONGAN

2019 ◽  
Vol 11 (2) ◽  
pp. 117-127
Author(s):  
Miftahul Huda ◽  
Moh. Azus Shony Azar
Keyword(s):  
Quality Management ◽  
Total Quality Management ◽  
Procedural Justice ◽  
Employee Performance ◽  
Field Research ◽  
Sampling Technique ◽  
Procedural Fairness ◽  
Coefficient Of Determination ◽  
Total Quality ◽  
Validity And Reliability

Human resources are important in a company Therefore, it is necessary to have good human resource management to support the achievement of the objectives of the company by implementing Total Quality Management and Procedural Fairness to employees. This research to determine and analyze how much Total Quality Management and Procedural Fairness on Employee Performance. The sampling technique used is field research using saturated samples. The samples of this study were 34 samples, employees who worked at PT. Lamongan Gas Lestari  Lamongan  Regency  which  then  becomes  the  respondent and  fills  in  the questionnaire provided by the author. Based on questionnaire data that has been processed with the help of the SPSS 23.0 application and has been tested for validity and reliability, it can be stated that all of the data is valid and reliable. Then based on the results of the study show based on the F test states that there is an effect of Total Quality Management, Procedural Justice simultaneously on employee performance of 30,660, t test stated that the variable Total Quality Management of 2.952 and Procedural Justice of 3.420 is the dominant variable in influencing employee performance. Based on the coefficient of determination test it can be seen that the R2 value of 66.4 means that the influence of Total Quality Management, Procedural Justice and employee performance is 66.4%, the remaining 33.6% is influenced by other factors outside this research variable.  

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