scholarly journals Pengaruh Budaya Organisasi terhadap Motivasi Kerja Pegawai BPSDM Provinsi Jambi

2020 ◽  
Vol 20 (1) ◽  
pp. 104
Author(s):  
Sutoro Sutoro
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Human Resources ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Motivation ◽  
Human Resources Development ◽  
Development Agency ◽  
Data Collection Methods ◽  
Collection Methods

The purpose of this study was to determine the description of organizational culture and work motivation, and to determine the effect of organizational culture on employee work motivation at the Human Resources Development Agency (BPSDM) of Jambi Province. This research uses descriptive quantitative method with data collection methods using questionnaires to 75 respondents. The result is that organizational culture has a positive and significant effect on employee motivation at 20.16. The conclusion is that organizational culture influences work motivation in BPSDM Jambi Province by 20.16%.

scholarly journals Improving Employee Performance Through Implementing Transformational Leadership Style, Organizational Culture Improvement and Work Motivation

2020 ◽  
Vol 5 (7) ◽  
pp. 498-504
Author(s):  
Ade Riandi Virgiawan ◽  
Setyo Riyanto
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Human Resources ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Human Resources Development ◽  
Development Agency ◽  
Transformational Leadership Style ◽  
Resources Development

This study aims to examine and analyze the effect of Transformational Leadership Style, Organizational Culture, and Motivation on Employee Performance in the Human Resources Development Agency. This type of research is quantitative, with a total population of 468 employees, the determination of the number of samples do use the Slovin formula with the results of the sample calculation of 99.78 or 100 people. The results of this study indicate that the Transformational Leadership Style dimension does not significantly influence Employee Performance, Organizational Culture, and Motivation has a positive and significant influence. The Transformational Leadership Style, Organizational Culture, and Motivation simultaneously have positive and significant impacts on Employee Performance. Based on these results, it can suggest that the organization can recommend and compile transformational leadership training modules both at the official and staff level. Besides, it is necessary to increase the capacity of employees in each Work Unit in the form of FGDs related to transformational leadership. This study is limited to one Human Resources Development Agency. For further studies, it would be better if this research conduct for several Organizational Units in a Ministry / Institution.

scholarly journals The Effect of Organizational Culture, Motivation, and Leadership Style on Employee Performance at the Human Resources Development Agency (BPSDM) of Sumatera Utara Province

2022 ◽  
Vol 9 (1) ◽  
pp. 100-107
Author(s):  
Sanrof Baskara Exaudi Simanungkalit ◽  
Sukaria Sinulingga ◽  
Iskandarini .
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Human Resources Development ◽  
Development Agency ◽  
Culture Motivation ◽  
Resources Development

A government agency is an organization that is a group of people specially selected to carry out state duties as a form of service to the masses. This research aims to determine how much influence organizational culture, work motivation, and leadership style have on employee performance as a dependent variable of the Human Resources Development Agency (BPSDM) of Sumatera Utara Province. The research method used is descriptive analysis with a quantitative approach to all employees at BPSDM Sumatera Utara Province, amounting to 85 respondents. The analysis technique used is multiple linear regression with the SPSS program. Based on the calculation results obtained, the organizational culture, motivation, and leadership style partially and simultaneously influence employee performance. Organizational culture variables, work motivation and leadership style together contribute to employee performance 42%, and 58% other factors that contribute to employee performance. The leadership style variable is the variable with the strongest influence on performance with a coefficient value of 0.255. Keywords: Organizational culture, motivation, leadership style, performance, BPSDM.

scholarly journals Pengaruh Komitmen Organisasi, Budaya Organisasi dan Motivasi terhadap Kinerja Karyawan PT. Hantar Hamparan Hasil di Pasuruan

2018 ◽  
Vol 4 (2) ◽  
pp. 95-105
Author(s):  
As’at Rizal ◽  
Alshaf Pebrianggara ◽  
Achmad Ansori
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Significant Influence ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Performance

The purpose of this study was to determine the factors that influence the performance of employees at PT. Introduce Results Overlay which includes Organizational Commitment (X1) Organizational Culture (X2) and Work Motivation (X3). This study uses a quantitative method sample 60 employees at PT. Deliver Overlay Results as respondents. Data collection is done using questionnaires. The data were analyzed using statistical , namely by using multiple regression analysis, the processing of which was carried out with the SPSS version 25.0 program. 1) The results of the analysis prove that the Organizational Commitment, Organizational Culture and Motivation variables simultaneously affect the performance of employees at PT. Deliver Results Overlays. 2) The results of the analysis prove that Organizational Commitment and Motivation have a partial effect on Employee Performance, while Organizational Culture has no partial effect on Employee Performance. 3) Result prove that between Organizational Commitment, Organizational Culture and Motivation, Motivation variables have the most significant influence on Employee Performance at PT. Deliver Results Overlays.

scholarly journals PENGARUH BUDAYA ORGANISASI, KOMITMEN ORGANISASI, DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA DAN KINERJA KARYAWAN

2018 ◽  
Vol 16 (4) ◽  
pp. 473-486
Author(s):  
Zainul Arifin Noor
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resources ◽  
Structural Equation ◽  
Work Motivation ◽  
Equation Modeling ◽  
Human Resources Development ◽  
Working Performance ◽  
And Performance

This research aims to test and prove the influence of organizational culture, organizational commitment, and motivation of work towards job satisfaction and performance of employees of PT Indofood Sukses Makmur Tbk Kalimantan. The population in this study were employees of PT Indofood Sukses Makmur Tbk Kalimantan some 392 employees originating from the manufacturing, human resources development, marketing, and accounting. Using the formula, the respondent elected slovin as samples of 50.5% of the number of 198 employees originating from the manufacturing of 155 employees, human resources a number of 19 employees, marketing a number of 14 employees, and accounting of 10 employees. Based on the results of data analysis using Structural Equation Modeling (SEM) through AMOS 16.0, the results showed the 7 proposed hypotheses, there is a significant hypothesis 6 or received and there is a rejected hypothesis 1. As for the hypothesis is a hypothesis accepted: 1. Organizational culture affect significantly to job satisfaction of employees. Hypothesis 2. Organizational commitment affect significantly to job satisfaction of employees, the hypothesis 3. Influential work motivation significantly to job satisfaction of employees, hypothesis 4. Organizational culture affect significantly the performance of employees, the hypothesis 6. Significant impact on the motivation of working performance of employees, and hypotheses 7. Job satisfaction influence significantly the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan. The hypothesis was rejected while the 1 is the hypothesis that 5 has no effect on the Organization's commitment to the performance of the employees of PT Indofood Sukses Makmur Tbk Kalimantan

scholarly journals Analisis Keterlambatan Laporan Pertanggungjawaban Realisasi APBDes (Nagari)

2021 ◽  
Vol 3 (1) ◽  
pp. 12-31
Author(s):  
Nanda Rafsanjani ◽  
Charoline Cheisviyanny
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Community Participation ◽  
Internal Control ◽  
Descriptive Study ◽  
Data Collection Methods ◽  
The Village ◽  
Collection Methods

This study aims to describe why the village goverment is late in submitting the village budget accountability report (APBDes) in West Pasaman Regency. This research is classified as a descriptive study. Sampling based on research objectives and data collection methods using interviews. This research was conducted in villages that were late in reporting the accountability for the realization of the (APBDes) in West Pasaman Regency. This study found that there are four obstacles that cause the village apparatus cannot make the report timely: quality of human resources, facilities & infrastructure, community participation, internal control. It suggested for further research to increase the sample and focus on comparing villages that are late and not late in reporting the budget realization accountability.

scholarly journals Analisis Dampak Disiplin Kerja Terhadap Motivasi Pegawai (Study Kasus Di Bpsdm Provinsi Jambi)

2020 ◽  
Vol 4 (1) ◽  
pp. 26
Author(s):  
Suwarto Suwarto
Keyword(s):  
Human Resources ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Employee Motivation ◽  
Total Sample ◽  
Average Level ◽  
Human Resources Development ◽  
Development Agency ◽  
Descriptive Research ◽  
Resources Development

The purpose of this study is to find out: (1) an overview of work discipline, and employee motivation at the Jambi Province Human Resources Development Agency. (2) To determine the effect of work discipline on employee motivation at the Jambi Province Human Resources Development Agency. This research is descriptive and verification. The population in this study are employees of the Jambi Province Human Resources Development Agency. The research sampling technique used Stratified Sampling technique. The total sample in this study was 50 respondents. Data were analyzed using 2 (two) ways, namely using descriptive analysis using a Likert scale. Descriptive research results indicate, the average level of respondents' answers to the variable work discipline (X) of 3,188. The average level of respondents' answers to the motivation variable (Y) was 3.113.

scholarly journals Pengaruh Kepemimpinan dan Motivasi Kerja terhadap Komitmen Organisasional Pegawai Pusat Pendidikan Kelautan dan Perikanan

2018 ◽  
Vol 8 (2) ◽  
pp. 144-156
Author(s):  
Suherman Suherman ◽  
Jono M Munandar ◽  
Sukiswo Dirdjosuparto
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Data Collection ◽  
Leadership Style ◽  
Confidence Level ◽  
Work Motivation ◽  
Purposive Sampling ◽  
Data Collection Methods ◽  
Collection Methods

 Improving public sevice can be achieved by having employees who have high organizational commitment. The purpose of this research is to determine the effect of leadership style and work motivation to organizational commitment on employee of maritime affairs and fisheries education center. The effects were directed to diffrerentiate between transactional & transformational leadership. The sample in this reseach consist of 35 employee of maritime affairs an fisheries education center. The sampling used purposive sampling, data collection methods with questionaires. The data was processed by using Smart PLS with relation of reflective indicator at 95% confidence level. The result shows that the leadership is not significant enough to effect the organizational commitment. Leadership has significantly effect on work motivation, while work motivation has significantly effect on organizational commitment.

scholarly journals PENGEMBANGAN SUMBER DAYA MANUSIA DI INSTITUT AGAMA ISLAM NEGERI (IAIN) BENGKULU MELALUI PENDEKATAN MOTIVASI

2019 ◽  
Vol 3 (1) ◽  
Author(s):  
Syaifuddin Syaifuddin
Keyword(s):  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Productivity ◽  
Employee Motivation ◽  
Expectancy Theory ◽  
Human Resources Development ◽  
Abraham Maslow ◽  
High Motivation ◽  
Resources Development

Human Resources development has an important role in improving employee performance and productivity. In developing human resources, it can be done using a work motivation approach where work motivation is an impulse to do something consciously that arises from within and outside of each individual with the aim of increasing superior and competitive human resources. In the work motivation there are 6 motivational theories including: Need theory from Abraham Maslow, (b) Frederick Herzberg's two-factor theory, (c) McClelland's Achievement Theory, (d) Strengthening Theory (e ) Expectancy Theory, (f) Purpose Theory as Motivation. Based on this theory a leader can do various things to improve employee motivation and work to improve work productivity because with high motivation, work productivity will also be high and vice versa because between the two will be interrelated.

scholarly journals Human Resource Competencies, Organizational Culture, and Employee Performance

2021 ◽  
Vol 3 (1) ◽  
pp. 1-10
Author(s):  
Dian Indiyati ◽  
Astri Ghina ◽  
Adelia Farhani Romadhona
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Human Resources ◽  
Path Analysis ◽  
Human Resource ◽  
Quantitative Method ◽  
Essential Role ◽  
Employee Performance ◽  
Research Results ◽  
Organizational Function

The performance of an employee plays an essential role in an organization because it contributes to the achievement of the performance of every organizational function. Several previous studies showed that human resource competencies and organizational culture can affect employee performance. This study aimed to test and analyze the competencies of human resources and organizational culture on employee performance at Bio Farma both partially or simultaneously. This study was conducted using a quantitative method. Data collection techniques using a questionnaire distributed to employees of Bio Farma with samples taken of 300 employees. The research results were tested using path analysis. The results show that human resource competencies and organizational culture had a significant effect on employee performance at Bio Farma, either partially or simultaneously.

scholarly journals Effect of Organizational Culture, Employee Competency on Self Efficacy and Employee Engagement In Human Resources Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia

2020 ◽  
Vol 1 ◽  
pp. 1-12
Author(s):  
Ari Anggarani Winadi Prasetyoning Tyas
Keyword(s):  
Human Rights ◽  
Organizational Culture ◽  
Human Resources ◽  
Employee Engagement ◽  
Self Efficacy ◽  
Human Resources Development ◽  
Main Task ◽  
Development Agency ◽  
Leadership Quality ◽  
Resources Development

Human Resources Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia is a supporting agency in the Ministry of Law and Human Rights which is in charge of developing human resources in the field of law and human rights. As a supporting unit for the main task of BPSDM, the Ministry of Law and Human Rights of Republic of Indonesia improves the quality of law and human rights apparatus to be professional and have a high level of engagement to provide excellent service. Self-Efficacy and work engagement are important aspects for those who are responsible for improving leadership quality. Self-efficacy and engagement contribute positively to this function because they influence performance through mechanisms such as choices, efforts, performance, initiative and extra role behaviour. This study aims to analyse the effect of jointly the antecedent variables of self-efficacy and employee engagement. The study involved 221 employee respondents at BPSDM Ministry of Law and Human Rights Republic of Indonesia for group III. The study was conducted from February 2018 to May 2020. Analysis of the data was using the LISREL Structural Equation Modelling of self-efficacy and employee engagement. The results showed that organizational culture had no significant effect on self-efficacy and employee engagement, while organizational culture had a significant effect on employee competency. Employee Competence had a significant effect on self-efficacy and employee engagement. Self-efficacy significantly influenced employee engagement. Implications of the results of this study, BPSDM Ministry of Law and Human Rights Republic of Indonesia needs to develop employee competency attributes that can improve self-efficacy. This needs to be done given that self-efficacy will affect the degree of engagement of BPSDM employees to the Indonesian Ministry of Law and Human Rights.

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