scholarly journals PERANAN DISIPLIN KERJA DAN KOMPENSASI DALAM MENDETERMINASI KINERJA KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING PADA PT CAHAYA PULAU PURA DI KOTA BATAM

2018 ◽  
Vol 6 (2) ◽  
pp. 22
Author(s):  
Mauli Siagian
Keyword(s):  
Direct Effect ◽  
Indirect Effect ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Direct Influence ◽  
Quantitative Research Methods ◽  
Relationship Of ◽  
The Relationship ◽  
Intervening Variables

This study aims to examine the extent of work discipline, compensation in mendeterminasi employee performance with work motivation as intervening variables at PT Cahaya Pulau Pura in Batam City, using quantitative research methods with data analysis techniques with path analysis of employees as many as 160 reponden made a sample of a population of 268 employees, whose data were tested using SPSS 21 software tools. The results of the study were; Work discipline has a significant influence on work motivation with the coefficient of direct effect of work discipline on work motivation is 0,513. Compensation has no significant effect on work motivation with coefficient of direct effect of compensation on work motivation is 0,015. Work discipline has a significant effect on employee performance with coefficient of direct effect of work discipline on employee performance is 0,249. Compensation has a significant effect on employee performance with coefficient of direct effect of compensation on employee performance is 0,159. Motivation of work has a significant effect on employee performance with coefficient of direct influence of work motivation on employee performance is 0,559. Coefficient of indirect effect> direct effect (0.2867> 0.249). So that work discipline has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the relationship of work discipline to the performance of employees. Coefficient of indirect effect> direct influence (0,1674> 0,159). So that compensation has a significant effect on employee performance through work motivation. Or it could be concluded that the motivation of work as an intervening variable in mediating the compensation relationship on employee performance.

scholarly journals Effect of organizational culture and leadership style on employee performance through work motivation at pt. Kereta commuter Indonesia

2021 ◽  
pp. 7-10
Author(s):  
Ugi Triyanto ◽  
Wagiarto Hoesin ◽  
Iwan Kurniawan Subagja
Keyword(s):  
Organizational Culture ◽  
Data Analysis ◽  
Direct Effect ◽  
Leadership Style ◽  
Indirect Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Work Culture ◽  
Direct Influence ◽  
Organizational Work

This study aims to determine the effect of organizational culture on employee performance, leadership style on employee performance, work motivation on employee performance, organizational culture on work motivation, leadership style on work motivation, organizational culture on employee performance through work motivation and determine the effect of leadership style and organizational culture on employee performance through work motivation. The research was conducted at PT. Kereta Commuter Indonesia involves 122 employees of the company. Data analysis using path analysis. The results showed that organizational culture variables affect employee performance, leadership style affects employee performance, motivation affects employee performance, organizational culture affects motivation, leadership style affects motivation. Organizational culture on employee performance is 0.564. The influence of organizational culture on performance through motivation is 0.697 x 0.865 = 0.603. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening. The direct influence of organizational work culture on employee performance is 0.657. In contrast, the influence of work organizational culture on employee performance through motivation is 0.782 x 0.865 = 0.676. In this case, the indirect effect is greater than the direct effect, so it can be said that the work motivation variable is intervening.

scholarly journals The Influence of Direct Compensation and Indirect Compensation through Work Standard Variables as Intervening Variables on Employee Performance at Warung Ayam Goreng Nelongso Klampis, Surabaya

2018 ◽  
Vol 1 (2) ◽  
pp. 89-98
Author(s):  
Reny Meliyana Sari ◽  
Hermien Tridayanti
Keyword(s):  
Direct Effect ◽  
Structural Equation ◽  
Quantitative Research ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
P Value ◽  
Direct Influence ◽  
Quantitative Research Methods ◽  
Direct Compensation

The objectives of this study are: 1. To analyze whether direct compensation and indirect compensation have a significant effect on employee performance at Warung Ayam Goreng Nelongso Klampis, Surabaya. 2. To analyze whether direct compensation and indirect compensation have a significant effect on employee performance through work standard variables as an intervening variable at Warung Ayam Goreng Nelongso Klampis, Surabaya. 3. To analyze whether work standards have a significant effect on employee performance at Warung Ayam Goreng Nelongso Klampis, Surabaya. This research is using quantitative research methods in the form of associative. The population and samples in this study were 32 employees of Warung Ayam Goreng Nelongso Klampis, Surabaya. The sample technique in this study used a sampling census. The analysis technique chosen is The Structural Equation Model (SEM) using Partial Least Square (PLS). The results showed that there was a direct effect between Direct Compensation (X1) on Employee Performance (Y2) but was not significant with a p-value of 0.000 and a t value of 0.261, there is a direct influence between Direct Compensation (X1) on Employee Performance (Y2) through Work Standards (Y1) but less significant with a p-value of 0.000 and a t value of 0.218, there is a direct effect between Indirect Compensation (X2) on Employee Performance (Y2) through Work Standards (Y1) has a significant effect with a p-value of 0,000 and a t value of 0.000, there is a direct influence between Indirect Compensation (X2) on Employee Performance (Y2) which is significantly influential with a p-value of 0,000 and a t value of 0.000, there is a direct effect between Work Standards (Y1) on Employee Performance (Y2) a significant effect with a p-value of 0,000 and a t value of 0.000. The results of this study indicate that the variable Indirect Compensation has the strongest influence on Employee Performance compared to other variables.

scholarly journals The Influence of Profitability on Firm Value with Capital Structure as The Mediator

2020 ◽  
Vol 16 (2) ◽  
pp. 184-199
Author(s):  
Novi Mubyarto
Keyword(s):  
Panel Data ◽  
Capital Structure ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Firm Value ◽  
Direct Influence ◽  
Analysis Method ◽  
The Relationship ◽  
Significant Direct Effect

Abstract: The purpose of this research was to determine the direct and indirect effect of profitability on firm value using capital structure as a mediator. This involves using panel data from 44 companies listed on LQ45 as of 31st December 2015-2018 and analyzed using the path analysis method including Sobel Test and Bootstrapping technique. The results showed a positive and significant direct effect of profitability on firm value while the indirect effect using capital structure as a mediator between the two variables was found to be negative and significant. Moreover, the direct influence of capital structure on firm value was discovered to be negative and significant while the introduction of profitability variables in the relationship led to a positive and significant influence. Similarly, the direct effect of profitability on firm value using capital structure as the controlling variable was also found to be positive and significant.Keywords: firm value, capital structure, profitabilityPengaruh Profitabilitas Terhadap Nilai Perusahaan dengan Struktur Modal Sebagai MediatorAbstrak: Tujuan dari penelitian ini adalah untuk mengkaji bagaimana pengaruh langsung profitabilitas terhadap nilai perusahaan, dan pengaruh tidak langsung melalui struktur modal sebagai mediator. Menggunakan data panel dari 44 perusahaan yang tercatat di LQ45 per tanggal 31 Desember selama periode 2015 sampai 2018. Metode analisis yang digunakan adalah metode analisis jalur (Path Analysis), dengan Teknik Sobel Test dan Bootsrapping. Hasil riset membuktikan bahwa terdapat pengaruh langsung yang positif dan signifikan antara profitabilitas terhadap nilai perusahaan. Namun, jika dilihat secara tidak langsung pengaruh profitabilitas terhadap nilai perusahaan melalui struktur modal sebagai mediator adalah negatif dan signifikan. Selanjutnya, pengaruh langsung profitabilitas terhadap struktur modal adalah negatif dan signifikan. Sementara ketika dikontrol oleh variabel profitabilitas, pengaruh struktur modal terhadap nilai perusahaan positif dan signifikan. Begitu pula dengan pengaruh langsung profitabilitas terhadap nilai perusahaan dengan mengontrol variabel struktur modal juga positif dan signifikan.Kata kunci: nilai perusahaan, struktur modal, profitabilitas

scholarly journals ANALISIS PERBANDINGAN PENGARUH LANGSUNG DAN TAK LANGSUNG FAKTOR BUDAYA ORGANISASI DAN KOMITMEN TERHADAP KINERJA KARYAWAN PADA UPTD PARKIR KOTA SURABAYA

2017 ◽  
Vol 13 (2) ◽  
pp. 241
Author(s):  
Lilis Ardini
Keyword(s):  
Organizational Culture ◽  
Path Analysis ◽  
Direct Effect ◽  
Indirect Effect ◽  
Employee Performance ◽  
Employee Commitment ◽  
Organization Culture ◽  
Direct Influence ◽  
Managerial Work ◽  
Indirect Influence

UPTD  Public Parking DISHUB Surabaya intends  to run its working durability which one of them is caused by customer’s high loyalty. Service and post-service are factors that are important to create organizational culture towards managerial work and commitment. Therefore, we should examine the role of service variable to commitment variable as intervening variable.Respondents of this study are 87 samples by using purposive sampling method. Questionnaire consists of 3 variables, those are organizational culture with 26 indicators, then commitment with 15 indicators, and managerial work  with 10 indicators .Suitable method to answer above problem is Path Analysis. The result is that path analysis shows that managerial work  may have direct influence to commitment  and have indirect influence that is from organizational culture to commitment as a new intervening to managerial work. Direct influence of organizational culture  to managerial work  that is  is 0,232. Indirect influence of organizational culture  to commitment  that is 0,810, meanwhile from commitment to managerial work, that is 0,617. Therefore, indirect influence, that (0,810)*(0,617)=0,4997.Hypothesis stating that assumption of organization culture direct effect on performance be higher than organization culture indirect effect via employee performance commitment in UPTD Parkir of Surabaya City are refused. Cause organization culture indirect effect through employee performance are 0,49977 while organization culture direct effect on employee performance are 0,232. This result proving that Organization Culture which created the company as conducive will emerging Employee Commitment. Through this Employee Commitment. Will be effected on Employee Performance then furthermore effecting Organization Performance. Based on those results, it can be suggested that a company should give more emphasize to organizational culture  and commitment  because there is evidence that it may cause customer’s managerial work because organizational culture is a very important factor in guaranteeing UPTD  Public Parking DISHUB Surabaya.

scholarly journals PENGARUH EFIKASI DIRI, MOTIVASI KERJA DENGAN DIMEDIASI KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT. BANK BNI SYARIAH KANTOR CABANG PEKALONGAN

2020 ◽  
Vol 8 (2) ◽  
pp. 1-16
Author(s):  
Joko Wibowo ◽  
Taofik Hidajat
Keyword(s):  
Job Satisfaction ◽  
Direct Effect ◽  
Self Efficacy ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Job Satisfaction ◽  
Pls Analysis ◽  
Branch Office ◽  
Significant Direct Effect

The purpose of this study is to determine and analyze the Effect of Self-Efficacy, Work Motivation, and Mediated by Job Satisfaction on Employee Performance at PT. Bank BNI Syariah Pekalongan Branch Office. The method of this research uses quantitative research with SMART PLS analysis tools. In this study the entire population is also sample because the population are 57 employees, consisting of 34 male and 23 female employees. The results of this study indicate that:There is a positive and significant direct effect of self-efficacy on employee job satisfaction at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee Job Satisfaction at PT Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of work motivation on employee performance at PT. Bank BNI Syariah Bank Pekalongan Branch Office.There is a positive and significant direct effect of employee job satisfaction on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate self-efficacy on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office.There is a positive and significant direct effect of job satisfaction is able to mediate work motivation on employee performance at PT. Bank BNI Syariah Pekalongan Branch Office

scholarly journals The Impact of ICT on Service Sector’s Productivity and Employment in the Philippines

2022 ◽  
Vol 3 (2) ◽  
pp. 288-299
Author(s):  
Pauline Alaiza Mercado ◽  
Gia Ann Granadino ◽  
Elisha Mariz Pasco ◽  
Marie Antoinette Rosete
Keyword(s):  
Quantitative Research ◽  
Service Sector ◽  
Participation Rate ◽  
The Philippines ◽  
Labor Force Participation Rate ◽  
Quantitative Research Methods ◽  
Independent Variables ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

Various studies have been conducted among different countries to determine the relationship of ICT on productivity and employment, but the results vary among industries and firms. This research aims to examine the impact of ICT on the service sector productivity and employment in the Philippines through quantitative research methods. Findings on the relationship between ICT and Productivity show that all the independent variables have a linear relationship on the dependent variable while the findings on the relationship of ICT and Employment, only Labor Force Participation Rate shows a nonlinear relationship to the dependent variable. The researchers ought to impart knowledge about the opportunities and threats brought by ICT, which may guide the policymakers who formulate policies regarding the advancements brought by ICT.

scholarly journals Hubungan Motivasi Kerja dan Kecerdasan Emosional dengan Kinerja Pegawai Unit Pelatihan Kesehatan Provinsi Sumatera Utara

2020 ◽  
Vol 2 (1) ◽  
pp. 18-25
Author(s):  
Novita Rizky Dalimunthe ◽  
Syaiful Akhyar Lubis ◽  
Azhar Aziz
Keyword(s):  
Emotional Intelligence ◽  
Significant Relationship ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Health Officer ◽  
Research Population ◽  
And Performance ◽  
Relationship Of ◽  
North Sumatra

This study aims to determine the relationship of work motivation and emotional intelligence with the performance of Health Officers UPT Province of North Sumatra. The type of this research is quantitative research with research population of UPT Health officer of North Sumatera Province as many as 66 people and all of them used as sample (total sampling). The result of analysis shows that the average of work motivation, emotional intelligence and performance of UPT Health officer of North Sumatera Province is high. The results of multiple regression analysis based on the first hypothesis shows that there is a significant relationship between work motivation and employee performance of 0,578 and p 0.000. The second hypothesis shows that there is a significant relationship between emotional intelligence and employee performance of 0.644 and p 0.000. And there is a very significant relationship between work motivation and emotional intelligence with employee performance of 0.726 and p 0.000. The higher the work motivation and emotional intelligence of the UPT Health Officer of the Province of North Sumatra, the higher the performance of the employee. Contribution given work motivation and emotional intelligence to employee performance is equal to 52,7%.

scholarly journals Pengaruh Motivasi Kerja Terhadap Kinerja Karyawan dengan Organizational Citizenship Behavior sebagai Mediasi

2020 ◽  
Vol 2 (3) ◽  
pp. 749
Author(s):  
Karina Debbie Gautama ◽  
Edalmen Edalmen
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Sample Selection ◽  
Sampling Technique ◽  
Selection Method ◽  
Citizenship Behavior ◽  
The Relationship

This study aims to determine the effect of work motivation on employee performance with organizational citizenship behavior (OCB) employees as a mediating variable. The population in this study were all 42 employees of PT Corpus Prima Mandiri Sekuritas. The sample selection method uses a sampling technique saturated with quantitative research and uses a questionnaire to collect data. The results of the study show that there is a positive and significant influence of work motivation and organizational citizenship behavior on employee performance.And then work motivation has a positive and significant effect on organizational citizenship behavior. This study found that direct organizational citizenship behavior mediates the relationship between work motivation and employee performance. Penelitian ini bertujuan untuk mengetahui pengaruh motivasi kerja terhadap kinerja karyawan dengan organizational citizenship behavior (OCB) karyawan sebagai variabel mediasi. Populasi dalam penelitian ini adalah seluruh karyawan PT Corpus Prima Mandiri Sekuritas yang berjumlah 42 orang. Metode pemilihan sampel menggunakan teknik sampling jenuh dengan penelitian kuantitatif dan menggunakan kuesioner untuk mengumpulkan data. Hasil penelitian menunjukkan bahwa motivasi kerja dan organizational citizenship behavior berpengaruh positif dan signifikan terhadap kinerja karyawan. Dan kemudian motivasi kerja berpengaruh positif dan signifikan untuk organizational citizenship behavior. Penelitian ini menemukan bahwa secara tidak langsung, organizational citizenship behavior memediasi hubungan antara motivasi kerja terhadap kinerja karyawan.

scholarly journals Hubungan Partisipasi Masyarakat dengan Keberlanjutan Ekologi, Sosial-Budaya dan Ekonomi dalam Ekowisata Religi

2018 ◽  
Vol 2 (4) ◽  
pp. 509
Author(s):  
Mohammad Irfan Rachman ◽  
Rina Mardiana
Keyword(s):  
Community Participation ◽  
Quantitative Research ◽  
Environmental Conservation ◽  
Religious Culture ◽  
Community Based ◽  
Quantitative Research Methods ◽  
Cultural Sustainability ◽  
Tourism Sector ◽  
Relationship Of ◽  
The Relationship

Community-based ecotourism is a rural development through a tourism sector that not only sell natural resources but also contributes to environmental conservation and the active participation of communities as managers. The religious ecotourism of Kampung Batusuhunan is tourism that prioritizes the conservation of the environment by combining religious culture and the community's participation. The objective of this reseach is to analyze the relationship of community participation with the sustainability of ecology, socio-cultural and economic used quantitative research methods supported by qualitative data. The results of the research showed there is a strong and significant relationship between community participation with socio-cultural sustainability, while community participation with ecology and economic sustainability shows a moderate and significant correlation. Keywords : community’s empowerment, co-management, ecotourism, sustainability ABSTRAKEkowisata berbasis masyarakat merupakan pengembangan pedesaan melalui sektor pariwisata yang tidak hanya menjual sumberdaya wisata yang masih alami, namun juga berkontribusi terhadap upaya konservasi lingkungan serta peningkatan partisipasi aktif masyarakat sebagai pengelola. Ekowisata religi Kampung Batusuhunan merupakan pariwisata yang mengedepankan konservasi lingkungan dengan memadukan kebudayaan agama serta partisipasi masyarakat. Penelitian ini bertujuan untuk menganalisis hubungan partisipasi masyarakat dengan keberlanjutan ekologi, sosial-budaya dan ekonomi masyarakat dengan menggunakan metode penelitian kuantitatif yang didukung dengan data kualitatif. Hasil penelitian menunjukkan terdapat hubungan yang kuat dan signifikan antara partisipasi masyarakat dengan keberlanjutan sosial-budaya, sedangkan partisipasi masyarakat dengan keberlanjutan ekologi dan keberlanjutan ekonomi menunjukkan hubungan yang cukup dan signifikan.Kata Kunci : ekowisata, keberlanjutan, pengelolaan, pemberdayaan masyarakat

scholarly journals ARE TRANSFORMATIONAL LEADERSHIP AND WORK MOTIVATION STILL AFFECTING EMPLOYEE PERFORMANCE? (EVIDENCE FROM INDONESIAN ELECTRICAL OWNED STATE COMPANY)

2019 ◽  
Author(s):  
Astadi Pangarso ◽  
Romat Saragih ◽  
M. Reyza Al-Fath
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Quantitative Research ◽  
Work Performance ◽  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Quantitative Research Methods ◽  
Data Investigation

<p>This paper aimed to examine and analyze the consequence of transformational leadership and motivation on work performance at PT PLN UWP IV Electric Maintenance Center Bandung, West Java, Indonesia. The novelty of this research is by testing the theoretical framework for the consequence of transformational leadership and motivation (need for achievement) on work performance in a different context, scope, and population than existing research. This research uses quantitative research methods with detailed causality research. The sampling technique in this study was saturated sampling, which was 40 employees at PT PLN UWP IV Electric Maintenance Center. The data investigation approach used is multiple linear regression. The consequence of this study confirm the influence of transformational leadership and work motivation on performance, both partially and simultaneously. The results of this paper are persistent with the theory of transformational leadership and the theory of motivation for achievement. This research contributes scientifically to the consequence of transformational leadership and work motivation on work performance. <br></p>

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