PENGARUH PEMBERIAN UPAH DAN DISIPLIN KERJA TERHADAP PRODUKTIVITAS TENAGA KERJA PT DUTA TRANS JAYA JAKARTA

2018 ◽  
Vol 19 (1) ◽  
pp. 13
Author(s):  
Rahmat Hidayat
Keyword(s):  
Organizational Performance ◽  
Labor Productivity ◽  
Significant Influence ◽  
Work Productivity ◽  
Organizational Goals ◽  
Work Done

Organizational performance is the end result of the work done to achieve organizational goals that have been established. All that is determined by the existence of good labor productivity. There are several things that affect the productivity of labor, including the provision of wages and discipline work. One way to reward and acknowledge the existence of manpower is through the provision of wages. In addition to wage factors, labor productivity can also be influenced by work discipline factors. This study aims to determine the effect of wages and discipline of work on the productivity of labor at the company's Duta Trans Jaya Jakarta. The population of the research ani there are 40 employees, so researcher uses saturated samples by using all the popolation. So the sample in this study is 40 people. Based on the above data it can be seen that the value for wage variables, and work discipline (simultaneously) has a significant effect on work productivity, where the significant value of F of 0.000 <0.05 so it can be concluded that Ha accepted and Ho rejected this means that there is A significant influence between wage and work discipline variables on work productivity at PT. Duta Trans Jaya Jakarta. Kata kunci:Provision of Wage, Discipline Work, Productivity of worker

scholarly journals Leadership Style and Competence Against State Apparatus Performance (Study at the Regional Secretariat Office of North Barito Regency)

2021 ◽  
Vol 1 (01) ◽  
pp. 1-6
Author(s):  
Normila Normila ◽  
Hairudinor Hairudinor ◽  
Siswanto Rawali ◽  
Abdurrahman Abdurrahman
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Significant Influence ◽  
Performance Study ◽  
Organizational Goals ◽  
Community Needs ◽  
Organization And Management ◽  
Key Factor ◽  
Measuring Achievement ◽  
Work Done

Leadership is a key factor in the success of an organization and management that directs the work of organizational members to achieve organizational goals. Measurement of organizational performance needs to be carried out in ensuring the understanding of the implementers and measuring achievement, ensuring the achievement of an agreed performance scheme, monitoring and evaluating performance with a comparison between work and implementation schemes, providing objective rewards and punishments for performance achievements that have been measured according to the measurement system has been agreed upon, making it a means of communication between employees and leaders in an effort to improve organizational performance, ensure that decisions are made objectively and reveal problems that occur. This study proves that have significant influence simultaneously and there is a partial significant influence leadership style and competence on the Performance of Administrative At the Regional Secretariat North Barito regency of 66.3% while the remaining 33.7% is influenced by other variables that are not included in this research model. Leaders should continuously provide high motivation so that work is done well, provide polite service to the community, provide what the community needs, work in accordance with leadership directions, and are willing to take full responsibility for the risks in every work done.

scholarly journals PERANAN KEPEMIMPINAN DALAM ORGANISASI

2021 ◽  
Vol 4 (1) ◽  
pp. 17-26
Author(s):  
Sastra Abijaya ◽  
Eka Wildanu ◽  
Agus Jamaludin
Keyword(s):  
Organizational Performance ◽  
Work Performance ◽  
Work Productivity ◽  
Communication Process ◽  
State University ◽  
Organizational Goals ◽  
Efficiency And Effectiveness ◽  
Field Notes ◽  
Unit Unit ◽  
Almost All

Abstract - Leadership is the attitude and behavior to influence subordinates so that they are able to work together, so as to form a harmonious relationship with the consideration of efficiency and effectiveness aspects to achieve the predetermined work productivity figures. Path-goal leadership theory explains how a leader's behavior affects the motivation and work performance of his subordinates, in different work situations. Research into leadership began in 1945, initiated by the Bureau of Affairs and Research at Ohio State University. The ability to control resources and other factors to achieve organizational goals is an effort that must be made in every organization. In analyzing the data in this study, the process carried out by the author was to compile interview transcriptions, field notes, and other collected materials. The process of analysis involves working with data, organizing and breaking it down into manageable units, summarizing them, searching for patterns, and discovering what is important and what needs to be learned. Communication is very important in management because it is one of the tools to guide, motivate, monitor or observe and evaluate the implementation of company management. Usually communication will have different functions and benefits according to the conditions, themes and participants involved in the communication event. Organizations need to communicate fluently and effectively when achieving their goals to ensure continuous improvement or quality improvement in organizational performance and human resource performance. Therefore, almost all members of the organization must understand the organizational communication process in order to understand correctly that there are no errors in communication between them. Abstrak – Kepemimpinan adalah sikap dan perilaku untuk memengaruhi para bawahan agar mereka mampu berkejasama, sehingga membentuk jalinan kerja sama yang harmonis dengan pertimbangan aspek efisiensi dan efektivitas untuk mencapai angka produktivitas kerja sesuai dengan yang telah ditetapkan. Teori kepemimpinan jalan-tujuan menerangkan bagaimana perilaku seorang pemimpin memengaruhi motivasi dan prestasi kerja bawahannya, dalam situasi kerja yang berbeda-beda. Kemampuan mengendalikan sumber daya dan serta faktor lain untuk mencapai tujuan organisasi merupakan usaha yang harus dilakukan dalam setiap organisasi. Dalam melakukan analisis data pada penelitian ini, proses yang dikerjakan oleh penulis adalah dengan menyusun transkripsi wawancara, catatan lapangan, dan materi-materi lain yang dikumpulkan. Proses analisis melibatkan pekerjaan dengan data, penyusunan, dan pemecahannya ke dalam unit-unit yang dapat ditangani, perangkumannya, pencarian pola-pola, dan penemuan apa yang penting dan apa yang perlu dipelajari. Komunikasi sangat penting dalam. .manajemen karena .merupakan salah. .satu .alat untuk memandu, memotivasi,. memantau atau. .mengamati dan mengevaluasi .pelaksanaan .manajemen perusahaan.. Biasanya komunikasi. .akan .memiliki .fungsi dan .manfaat yang .berbeda sesuai dengan kondisi,. tema dan peserta .yang .terlibat .dalam acara .komunikasi tersebut. .Organisasi perlu berkomunikasi dengan lancar dan efektif ketika mencapai tujuan mereka untuk memastikan peningkatan berkelanjutan atau peningkatan kualitas dalam kinerja organisasi dan kinerja sumber daya manusia. Oleh karena itu, .hampir .semua .anggota organisasi. .harus .memahami .proses komunikasi. .organisasi .agar dapat memahami dengan benar bahwa tidak ada kesalahan dalam komunikasi di antara mereka.

Analisis Pengaruh Kinerja Pegawai Dan Efektivitas Kepemimpinan Terhadap Kinerja Organisasi Pada Dinas Pendidikan Provinsi Maluku

2018 ◽  
Vol 2 (2) ◽  
pp. 226
Author(s):  
Zainuddin Notanubun
Keyword(s):  
Organizational Performance ◽  
Significant Influence ◽  
Leadership Effectiveness ◽  
Employee Performance ◽  
Survey Methods ◽  
Ministry Of Education ◽  
Regional Office ◽  
Organizational Goals

The purpose of this study was to determine the effect of employee performance and leadership effectiveness on organizational performance in the Maluku Province Education Office. The sample in the study involved 276 employees from the education office, as well as the Regional Office of the Ministry of Education and Culture collected through survey methods and analyzed using causal correlational techniques. The results indicate that there is a significant influence between employee performance and leadership effectiveness on organizational performance. This is because the success shown through employee performance and supported by the effectiveness of optimal leadership, so that organizational performance can be achieved successfully. Every employee at the Maluku Province Education Office can work collectively as a unified entity in carrying out the interests of the organization, so that the resources of employees through the performance shown can be organized effectively in achieving organizational goals.

scholarly journals Pengaruh Kepemimpinan Diklat, Motivasi Kerja terhadap Kinerja Karyawan

2019 ◽  
Author(s):  
intan rahmayuni
Keyword(s):  
Organizational Performance ◽  
Employee Performance ◽  
Organizational Goals ◽  
Leadership Motivation ◽  
Work Done

Writing this article aims to determine the effect of leadership, motivation on employee performance. Organizational performance is the final result of work done to achieve the stated organizational goals. Employee performance can be improved by providing a good example of a leader, motivating employees and always paying attention to employees at work. Leadership is an activity to influence the behavior of others so that they want to be directed to achieve certain goals. Motivation is the employee's response to a number of statements about the overall effort arising from within the employee so that the growing drive to work and desired goals can be achieved.

scholarly journals Disiplin Kerja dan Produktivitas Karyawan PT. Segatama Lestari dengan Dimediasi oleh Kepuasan Kerja

2021 ◽  
Vol 18 (2) ◽  
pp. 88
Author(s):  
Muhammad Adi Dafit ◽  
Djoko Soelistya ◽  
Eva Desembrianita ◽  
Heni Agustina
Keyword(s):  
Job Satisfaction ◽  
Organizational Performance ◽  
Work Productivity ◽  
Partial Least Square ◽  
Least Square ◽  
Employee Productivity ◽  
Organizational Goals ◽  
Work Activities ◽  
Considerable Impact ◽  
The Relationship

This study discusses the relationship between discipline and employee productivity performance through job satisfaction in organizational performance. In organizational goals, employee productivity is needed so that the organization's business continuity can be sustainable, therefore the importance of an appreciation for employee work activities. Employees also feel satisfied with the results of their performance. This study aims to show the importance of employee productivity for the company by looking at and paying attention to discipline as part of a sense of responsibility in realizing what is expected by the company. The research method used is quantitative by using research samples consisting of 83 employees who work in companies that move in the industry that produces furniture collections. Research models are carried out and tested using an analysis program applying the Partial Least Square (PLS) approach. This study indicates that work discipline has a significant effect on employee productivity through job satisfaction. Job satisfaction has a significant impact on employee productivity, and the field is having a considerable impact on work productivity through job satisfaction.Keywords                    : Work Discipline; Productivity; Job SatisfactionCorrespondence to      : [email protected] Studi ini membahas hubungan kedisiplinan terhadap kinerja produktivitas karyawan melalui kepuasan kerja dalam sudut pandang kinerja di organisasi. Dalam tujuan organisasi produktivitas karyawan sangat diperlukan sehingga kelangsungan bisnis organisasi bisa berkelanjutan, oleh karena itu pentingnya suatu penghargaan terhadap aktivitas kerja karyawan supaya karyawan juga merasa kepuasan atas hasil dari kinerjanya. Penelitian ini bertujuan untuk menunjukan pentingnya produktivitas kerja karyawan bagi perusahaan, dengan melihat dan memperhatikan kedisiplinan sebagai bagian daria rasa tanggung jawab dalam mewujudkan apa yang diharapkan oleh perusahaan. Metode penelitian yang dipakai yakni kuantitatif melalui penggunaan sampel penelitian terdiri dari 83 karyawan yang bekerja pada perusahaan yang melakukan pergerakan pada industri yang memproduksi koleksi mebel dan model penelitian yang dilakukan serta pengujian menggunakan program analisis menerapkan pendekatan Partial Least Square (PLS). Hasil penelitian ini menunjukan bahwa disiplin kerja berpengaruh secara signifikan terhadap produktivitas karyawan melalui kepuasan kerja, kepuasan kerja berpengaruh signifikan terhadap produktivitas karyawan dan disiplin berpengaruh signifikan terhadap produktivitas kerja melalui kepuasan kerja.Kata Kunci                        : Disiplin kerja, Produktivitas, Kepuasan Kerja

PENGARUH KEPEMIMPINAN DAN KOMPETENSI TERHADAP KINERJA ORGANISASI PT. SAMICK INDONESIA

2019 ◽  
Vol 7 (2) ◽  
Author(s):  
Donny Dharmawan, MM. ◽  
Erfan Esnawan
Keyword(s):  
Data Analysis ◽  
Data Collection ◽  
Organizational Performance ◽  
Multiple Regression ◽  
Significant Influence ◽  
Random Sampling ◽  
Simple Random Sampling ◽  
Validity And Reliability ◽  
Data Analysis Technique ◽  
Analysis Technique

<em><span lang="EN-US">This study aims to determine the magnitude of the influence of leadership and competence on the organizational performance of PT. Samick Indonesia. This study uses Simple Random Sampling. The population in this study were employees of PT. Samick Indonesia. With 156 samples. Data collection techniques using questionnaires which then have been tested for validity and reliability. The data analysis technique used to answer the hypothesis is multiple regression. The results of this study indicate that, Leadership is able to improve Organizational Performance. Competence is able to improve organizational performance thus it can be concluded that leadership and competence have a positive and significant influence on the organizational performance of PT. Samick Indonesia.</span></em>

scholarly journals Hubungan Kausalitas Workplace Spirituality Dan Kinerja Karyawan: Perspektif Mediasi Etika Kerja Islam

2018 ◽  
Vol 5 (1) ◽  
pp. 23
Author(s):  
Moh Rifqi Khairul Umam ◽  
Zakky Fahma Auliya
Keyword(s):  
Human Resource ◽  
Significant Influence ◽  
Work Ethic ◽  
Employee Performance ◽  
Workplace Spirituality ◽  
Organizational Goals ◽  
Islamic Work Ethic

Human resource is a very important element in achieving organizational goals. If the organization has a good quality of resources, the organization will be more effective. While the effectiveness of the organization is reflected from the employee performance. The purpose of this study is to examine the effect of workplace spirituality on Islamic work ethic, Islamic work ethic on employee performance, workplace spirituality on employee performance, and the influence of Islamic work ethic as an intervening variable on the relation between workplace spirituality and employee performance, with samples from PKU Muhammadiyah Surakarta Hospital, and IPHI Pedan Hospital, Klaten. The result of the research shows that workplace spirituality has significant effect on Islamic work ethic with, Islamic work ethic has no significant effect to employee performance, workplace spirituality has no significant effect to employee performance, and Islamic work ethic as mediation variable on relation between workplace spirituality (STK) to employee performance has no significant influence.

scholarly journals Influence of Personality Traits on the Stress Management among the Teaching Faculties in Public Sector Universities

2021 ◽  
Vol 10 (1) ◽  
pp. 410-422
Author(s):  
SADIA ANWAR ◽  
BAHADUR SOOMROO ◽  
MUHAMMAD NAWAZ BALOCH
Keyword(s):  
Personality Traits ◽  
Stress Management ◽  
Significant Influence ◽  
Management Strategies ◽  
Openness To Experience ◽  
Workplace Stress ◽  
Cross Sectional ◽  
Organizational Goals ◽  
Teaching Faculty ◽  
Higher Educational

This research paper is aimed to explore the influence of personality traits on stress management. As for the achievement of organizational goals, the management has to be assured that its’ employees are not stressed due to any reason for productive outcomes. Stress is unavoidable in any organization especially if it belongs to the teaching sector. However, students and teachers are normally found under stress because of the demanding environment that is generated in physical schools and classrooms. For this purpose, this study has examined to what extent personality traits including extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience influence stress management. This leads to the fact which personality traits of employers especially those that belong to educational institutes can manage their stress and how their personality affects them to take decisions at the time of stress. This research article proposed a descriptive methodology in which cross-sectional data are randomly collected from the different public higher educational universities of Sindh, Pakistan. For the data collection, the survey questionnaire is applied. After the process of data cleaning, 252 responses of teaching faculty as respondents were found accurate for further analysis. By applying the Statistical Package for Social Sciences version 26.0 the data was data analyzed. The results of Pearson’s correlation and multiple regression analysis showed that agreeableness, conscientiousness, and openness to experience have a positive and significant influence on stress management. On the other hand, extroversion and neuroticism have not found a significant influence on stress management. This research study may provide useful insights for policymakers and top management in public higher educational institutions like universities to identify the stress management strategies that are implemented by the management of education institutions to manage workplace stress among the teaching faculty. Keywords: Extraversion, Agreeableness, Conscientiousness, Neuroticism, Openness to Experience and Stress Management.

Examining the Roles of Job Satisfaction and Organizational Commitment in the Global Workplace

2017 ◽  
pp. 148-176 ◽  
Author(s):  
Kijpokin Kasemsap
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Competitive Advantage ◽  
Organizational Performance ◽  
Essential Role ◽  
Sustainable Competitive Advantage ◽  
Organizational Goals ◽  
The Relationship

This chapter describes the concepts of job satisfaction and organizational commitment; the relationship between job satisfaction and organizational commitment; the significance of job satisfaction in the global workplace; and the significance of organizational commitment in the global workplace. Job satisfaction is important from the perspective of maintaining appropriate employees within the organization. Organizational commitment plays an essential role in determining whether employees will stay with the organization and enthusiastically work toward organizational goals. Retention of employees is one of the most significant outcomes of organizational commitment. The chapter argues that encouraging job satisfaction and organizational commitment has the potential to increase organizational performance and gain sustainable competitive advantage in the global workplace.

Appreciation Level and Organizational Performance

2008 ◽  
pp. 108-114 ◽  
Author(s):  
Murako Saito
Keyword(s):  
Information Technology ◽  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Organizational Performance ◽  
Social Environment ◽  
Technological Systems ◽  
Cognitive Fit ◽  
Organizational Goals ◽  
Good Balance ◽  
Corporate Social

Corporate environment changing with the advent of information technology and with diversified organization has been inquired to redesign to transform into an intelligent and innovative organization, so that corporate vision and organizational goals in the subsystem of corporate are provided for being shared by multidisciplinary workers and other stakeholders, and corporate social responsibility can also be shared by all the participants. System matching between developing levels in technological systems, and also cognitive fit in the levels of individual, team/group and organization are required not only to maintain good balance, but also to enhance operational and organizational resilience in making appropriate shifts to adapt to changing social environment. To make the shift successfully, cognitive fit or value alignment between individuals and collectives in the environment of advanced technologies is to be studied, so that corporate social responsibility, or for corporate prosperity is to be shared by all the stakeholders.

Sign in / Sign up

Export Citation Format

Share Document