scholarly journals Analisis Motivasi, Kompensasi, Komunikasi, Kepemimpinan Dan Pelatihan Terhadap Kepuasan Kerja Dan Kinerja Pada Dinas Pemberdayaan Masyarakat Dan Desa Kabupaten Balangan Kalimantan Selatan

KINDAI ◽  
2020 ◽  
Vol 16 (2) ◽  
pp. 276-301
Author(s):  
Riny Rahayulita
Keyword(s):  
Job Satisfaction ◽  
Hypothesis Testing ◽  
Performance Improvement ◽  
Hypothesis Test ◽  
Test Results ◽  
Service Employees ◽  
And Performance ◽  
Intermediate Variables ◽  
Processing Techniques ◽  
And Training

Abstral : Riny Rahayulita, Npm.1811.32202.4716, Analisis Motivasi, Kompensasi, Komunikasi, Kepemimpinan Dan Pelatihan Terhadap Kepuasan Kerja Dan Kinerja Pada Dinas Pemberdayaan Masyarakat Dan Desa Kabupaten Balangan Kalimantan Selatan, Dibawah Bimbingan Rosadiro Cahyono Dan Yudi Rahman, 2020. Tujuan yang hendak dicapai dalam penelitian ini adalah untuk mengetahui dan menganalisis pengaruh motivasi terhadap kepuasan kerja, mengetahui dan menganalisis kompensasi berpengaruh terhadap kepuasan kerja, mengetahui dan menganalisis komunikasi terhadap kepuasan kerja, mengetahui dan menganalisis kepemimpinan terhadap kepuasan kerja, untuk mengetahui dan menganalisis pengaruh pelatihan terhadap kepuasan kerja, untuk mengetahui dan menganalisis pengaruh motivasi terhadap kinerja, untuk mengetahui dan menganalisis pengaruh kompensasi terhadap kinerja, untuk mengetahui dan menganalisis pengaruh komunikasi terhadap  kinerja, untuk mengetahui dan menganalisis pengaruh kepemimpinan terhadap kinerja, untuk mengetahui dan menganalisis pengaruh pelatihan terhadap  kinerja dan untuk mengetahui dan menganalisis pengaruh kepuasan kerja terhadap kinerja pada Dinas Pemberdayaan Masyarakat dan Desa Kabupaten Balangan Kalimantan Selatan. Populasi dan sampel dari penelitian ini adalah pegawai yang berjumlah 47 orang. Teknik pengolahan data  menggunakan kuantitatif dengan program SPSS.  Hasil penelitian uji hipotesis variabel motivasi berpengaruh signifikan terhadap kepuasan kerja, pengujian kompensasi berpengaruh signifikan terhadap kepuasan kerja, uji hipotesis variabel komunikasi berpengaruh signifikan terhadap kepuasan kerja, uji hipotesis variabel kepemimpinan berpengaruh signifikan terhadap kepuasan kerja, hipotesis variabel pelatihan berpengaruh signifikan terhadap kepuasan kerja, pengujian hipotesis variabel motivasi berpengaruh signifikn terhadap peningkatan kinerja, uji hipotesis variabel kompensasi berpengaruh signifikan terhadap peningkatan kinerja, uji hipotesis variabel komunikasi berpengaruh signifikan terhadap peningkatan kinerja, uji hipotesis variabel kepemimpinan berpengaruh signifikan terhadap peningkatan kinerja, hasil uji hipotesis pelatihan berpengaruh terhadap kinerja dan hasil pengujian hipotesis kesebelas variabel perantara dengan variabel terikat, variabel kepuasan kerja berpengaruh signifikan terhadap peningkatan kinerja. Kata Kunci :Motivasi, Kompensasi, Komunikasi, Kepemimpinan, Pelatihan  Kepuasan Kerja Dan Kinerja   Abstract : Riny Rahayulita, Npm. 1811.32202.4716, Analysis Of Motivation, Compensation, Communication, Leadership And Training On The Satisfaction Of Work And Performance In The Development Of The Community And Village Empowerment Department In Balangan Regency South Kalimantan, Under The Guidance Of Rosadiro Cahyono Dan Yudi Rahman, 2020. The objectives to be achieved in this research are to find out and analyze the effect of motivation on job satisfaction, to know and analyze the effect of compensation on work satisfaction, to know and analyze the effect of communication on job satisfaction, to find out and analyze the effect of leadership on job satisfaction, to know and analyze the effect of training on job satisfaction, to know and analyze the effect of motivation on performance, to know and analyze the effect of compensation on performance, to know and analyze the effect of communication on performance, to know and analyze the influence of leadership on performance, to know and analyze the influence training on performance and to find out and analyze the effect of job satisfaction on performance. The population and sample of this study were 47 Community and Village Empowerment Service employees. Data processing techniques using quantitative with path analysis SPSS.The results of the hypothesis testing motivation variable have a significant effect on job satisfaction, compensation testing has a significant effect on job satisfaction, the hypothesis test on communication variables has a significant effect on job satisfaction, the hypothesis test on leadership variables has a significant effect on job satisfaction, the hypothesis on training variables has a significant effect on job satisfaction, testing Hypothesis Motivation variable significantly influences performance improvement, Hypothesis test variable compensation has significant effect on performance improvement, Hypothesis test communication variable has a significant effect on performance improvement, Hypothesis test leadership variables significantly influences performance improvement, Hypothesis test results Training variables significantly influence Performance improvement and the eleventh hypothesis testing results between intermediate variables with the dependent variable is known that job satisfaction variables have a significant effect fiction on performance improvement Keywords: Motivation, Compensation, Communication, Leadership,  Training Job Satisfaction and Performance

scholarly journals Emotional Labour and Employee Performance Appraisal: The Missing Link in Some Hotels in South East Nigeria

2015 ◽  
Vol 8 (2) ◽  
Author(s):  
Igbojekwe ◽  
Poly A.
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Hotel Industry ◽  
Critical Factor ◽  
Quality Service ◽  
Job Description ◽  
Service Employees ◽  
Emotional Labour ◽  
And Performance ◽  
And Training

The main objective of this study was to determine if emotional labour has become a criterion in performance appraisal, job description, selection, and training schemes in the hotel industry in Nigeria. Our main assumption was that majority of hotel organizations have not built emotional labour into their human resources management schemes. Data were gathered by the use of structured questionnaires designed in Likert format, and interviews. The focus group was managers of the selected hotels. Analyses revealed that majority of the hotels have not built emotional labour into their human resources schemes particularly in the 1, 2, and 3-star hotels. It was observed that service employees of 1, 2, and 3-star hotels have not been adequately trained to perform emotional labour, a critical factor in quality service delivery. Managers of 1, 2, and 3-star hotels have not given serious thought to emotional labour as a critical factor in quality service delivery. The study revealed that suitability of an individuals characteristics is not being considered as a criterion for selection and performance appraisal for service employees. The implication of this is that, person-job-fit is not seriously considered. It was observed that there has been a disconnect between required emotional competency, its recognition, evaluation and training. Based on the findings of this study, it is concluded that selection, training, job description and performance appraisal instruments in use in hotels in Nigeria are inadequate. Human resource implications of the findings in this study are presented. It is recommended that hotel organizations should re-design and plan the emotional content and context of their human resources practices to reflect the emotional demands of frontline jobs in the hotel industry and the crucial role emotional labor plays during service encounters.

scholarly journals HUBUNGAN KWALITAS SUMBER DAYA MANUSIA DAN SISTEM INFORMASI TERHADAP PENINGKATAN KINERJA MELALUI PELATIHAN DAN MOTIVASI KERJA PEGAWAI DI LINGKUNGAN PEMERINTAH KOTA BATU

2020 ◽  
Vol 4 (1) ◽  
pp. 72
Author(s):  
Luqman Almalani
Keyword(s):  
Information System ◽  
Human Resources ◽  
Performance Improvement ◽  
Work Motivation ◽  
Employee Performance ◽  
City Government ◽  
City Environment ◽  
And Performance ◽  
And Training

Tujuan penelitian ini adalah: untuk menganalisis pengaruh Kwalitas Sumber Daya Manusia dan sistem informasi terhadap peningkatan kinerja melalui pelatihan dan motivasi kerja pegawai di lingkungan pemerintah Kota Batu. Sampel yang digunakan dalam penelitian ini adalah Pegawai di Lingkungan Balaikota Among Kota Batu yang berjumlah 2500 orang dengan metode penyebaran kuisioner. Hasil penelitian ini menunjukkan bahwa 1) Apakah ada hubungan antara kwalitas Sumber Daya Manusia dengan Pelatihan. 2)Apakah ada hubungan antara Pelatihan yang diadakan di Kota Batu dengan motivasi kerja Pegawai di Lingkungan Balaikota Among Tani Kota Batu 3).Apakah ada hubungan antara Motivasi kerja dengan peningkatkan Kinerja 4).Apakah ada hubungan antara Kwalitas Sumber Daya Manusia dengan peningkatan Kinerja di Pemerintahan. 5).Apakah ada hubungan Sistem Informasi yang dikembangkan di Pemerintah Kota Batu dengan peningkatkan Kinerja Pegawai dan 6).Apakah ada hubungan Sistem Informasi dengan Pelatihan.Kata Kunci: Kwalitas SDM, Sistem Informasi,Peningkatan Kinerja,Pealatihan,dan Motivasi kerja The purpose of this study is to analyze the effect of Quality of Human Resources and information systems on performance improvement through training and motivation of employee work within Batu City government. The sample used in this study were employees in Balai Kota Among Tani Batu City which numbered 2500 people with the method of distributing questionnaires. The results of this study explore about 1) Relationship between the quality of Human Resources and Training 2) Relationship between the Training held with the Employees work motivation in the Balai Kota Among Tani Batu City Environment. 3). Relationship between work motivation and Performance Improvement. 4). Relationship between the Quality of Human Resources and Performance improvement in Government. 5). Connection to the Information System developed in Batu City Government by increasing Employee Performance and 6). Connection between Information System with Training.Keywords: HR Quality, Information System, Performance Improvement, Training, and Work Motivation

scholarly journals The Influence of Job Stress, Job Satisfaction and Work Environment On Organizational Commitment of Keluarga Sehat Clinic Wedoro Sidoarjo

2020 ◽  
Vol 1 (2) ◽  
pp. 157-165
Author(s):  
Safitri Nur Diana ◽  
Bayu Airlangga Putra ◽  
Mochammad Arif
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Data Collection ◽  
Work Environment ◽  
Job Stress ◽  
Work Stress ◽  
Hypothesis Test ◽  
Interval Data ◽  
Test Results ◽  
The Relationship

This study aims to determine the effect of work stress, job satisfaction and work environment on keluarga sehat clinic wedoro sidoarjo. This type of research is quantitative, where researchers distribute questionnaires as a medium for data collection and then processed into interval data which is then processed using SPSS18. The population and sample of this study are 36 employees of keluarga sehat clinic wedoro sidoarjo. Hypothesis test results partially work stress partially negative and significant effect on organizational commitment, job satisfaction partially has a positive and significant effect on organizational commitment, and work environment partially does not significantly influence organizational commitment. And the results of the simultaneous hypothesis test was calculated to be 11.570 and included to be greater than Ftable = 2.92. This means that H0 is rejected and H1 is accepted and the significant value is 0,000 less than 0.05. So job stress, job satisfaction and work environment simultaneously have a significant effect on organizational commitment. While the determination test obtained by the coefficient R Square 0.5202 means that the relationship between job stress, job satisfaction and work environment on organizational commitment has an effect of 52.0%, while the remaining 48.0% is explained by other variables not included in the modeling.

scholarly journals ANALISIS PENGARUH PROMOSI JABATAN, MUTASI, DAN PELATIHAN TERHADAP PENGEMBANGAN KARIR KARYAWAN DISTRIK NAVIGASI KELAS III CILACAP

2020 ◽  
Vol 9 (1) ◽  
pp. 49
Author(s):  
Bella Melinda Rustandi ◽  
Candra Vionela Merdiana
Keyword(s):  
Career Development ◽  
Hypothesis Test ◽  
Sampling Technique ◽  
Error Tolerance ◽  
Test Results ◽  
Analysis Techniques ◽  
Analysis Technique ◽  
Job Promotion ◽  
And Training

This study aims to determine the effect of  job promotion,  mutation and training on employee career development at “Distrik Navigasi Kelas III Cilacap". This research is a survey research using a questionnaire as an instrument. The population in this study consisted of 146 employees who worked at “Distrik Navigasi Kelas III Cilacap”. The sample in this study amounted to 115 employees “Distrik Navigasi Kelas III Cilacap”. The determination of sample size in this study uses the Isaac and Michael Tables (with an error tolerance of 5%). The sampling technique uses purposive sampling, which is sampling from the population with certain considerations. Test the validity of the instrument using CFA, while the reliability test results using Cronbach Alpha. The analysis technique used is multiple regression analysis techniques, and Hypothesis Test using F Test and t Test. The results of this study indicate that the variables of promotion, transfer and training simultaneously or jointly have a significant effect on employee career development in “Distrik Navigasi Kelas III Cilacap”. Job promotion variables have a significant effect on the career development of employees of the “Distrik Navigasi Kelas III Cilacap”. Mutation variables have no significant effect on career development of “Distrik Navigasi Kelas III Cilacap” employees. And the training variables have a significant influence on the career development of the “Distrik Navigasi Kelas III Cilacap”.

scholarly journals IMPLEMENTATION OF PTKIN QUALITY ANSURANCE: PERFORMANCE IMPROVEMENT EFFORTS THROUGH MOTIVATION AND JOB SATISFACTION IN ACEH

2021 ◽  
Vol 10 (01) ◽  
pp. 473
Author(s):  
Yusaini Yusaini ◽  
Darmawati Darmawati ◽  
Mahyiddin Mahyiddin ◽  
Zainuddin Zainuddin
Keyword(s):  
Job Satisfaction ◽  
Quality Assurance ◽  
Performance Improvement ◽  
Descriptive Analysis ◽  
Survey Questionnaire ◽  
Analysis Techniques ◽  
Assurance System ◽  
Regression Test ◽  
And Performance ◽  
Positive Effect

This article discusses the quality assurance performance of the Aceh State Islamic Religious College (PTKIN), which is influenced by motivation and job satisfaction in the implementation of quality assurance. This article describes three important things, namely describing the response of quality assurance implementers on motivation and job satisfaction, and proving quantitatively about the contribution of both to the quality assurance performance of PTKIN Aceh. Obtaining data through a survey questionnaire on motivation, job satisfaction and performance. Data analysis used descriptive analysis techniques to explain motivation responses and job satisfaction. Testing the performance hypothesis of PTKIN Aceh quality assurance using a simple regression test. The results of the analysis concluded that the motivation and job satisfaction of the Aceh PTKIN quality assurance implementers in implementing the quality assurance system was Strong or Good, and had a significant positive effect on the motivation and job satisfaction variables on the performance of the Aceh PTKIN quality assurance implementers.

scholarly journals Apakah Keadilan Formal Penilaian Kinerja Menjadi Determinan Kepuasan Kerja dan Komitmen Continuance?

2021 ◽  
Vol 11 (1) ◽  
pp. 121
Author(s):  
Majang Palupi
Keyword(s):  
Job Satisfaction ◽  
Procedural Justice ◽  
Hypothesis Test ◽  
Employee Attitudes ◽  
Test Results ◽  
Continuance Commitment ◽  
And Behavior ◽  
Attitudes And Behavior ◽  
Formal Justice

The role of formal justice becomes the dominant aspect in explaining employee attitudes and behavior in the organization. The purpose of this study is to investigate formal justice which consists of distributive and procedural justice in explaining job satisfaction and continuance commitment in organizations. The respondents of this study are employees from private small and medium business sector. The number of questionnaires obtained and could be used as many as 215 questionnaires. Hypothesis test results show that there is a significant positive relationship between procedural justice toward job satisfaction and also continuance commitment through job satisfaction, whereas distributive justice positively influences continuance commitment. Other result shows job satisfaction positively effects continuance commitment. As such, formal justice fulfills its importance of explaining job satisfaction and continuance commitment while job satisfaction is largely in mediating the effect of formal justice on continuance commitment.

scholarly journals The Influence of Job Stress, Job Satisfaction and Work Environment On Organizational Commitment of Keluarga Sehat Clinic Wedoro Sidoarjo

2020 ◽  
Vol 1 (2) ◽  
Author(s):  
Safitri Nur Diana ◽  
Bayu Airlangga Putra ◽  
Mochammad Arif
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Data Collection ◽  
Work Environment ◽  
Job Stress ◽  
Work Stress ◽  
Hypothesis Test ◽  
Interval Data ◽  
Test Results ◽  
The Relationship

This study aims to determine the effect of work stress, job satisfaction and work environment on keluarga sehat clinic wedoro sidoarjo. This type of research is quantitative, where researchers distribute questionnaires as a medium for data collection and then processed into interval data which is then processed using SPSS18. The population and sample of this study are 36 employees of keluarga sehat clinic wedoro sidoarjo. Hypothesis test results partially work stress partially negative and significant effect on organizational commitment, job satisfaction partially has a positive and significant effect on organizational commitment, and work environment partially does not significantly influence organizational commitment. And the results of the simultaneous hypothesis test was calculated to be 11.570 and included to be greater than Ftable = 2.92. This means that H0 is rejected and H1 is accepted and the significant value is 0,000 less than 0.05. So job stress, job satisfaction and work environment simultaneously have a significant effect on organizational commitment. While the determination test obtained by the coefficient R Square 0.5202 means that the relationship between job stress, job satisfaction and work environment on organizational commitment has an effect of 52.0%, while the remaining 48.0% is explained by other variables not included in the modeling.

scholarly journals Pengaruh Pengawasan Langsung dan Tidak Langsung Terhadap Kinerja Pegawai Di Kantor Kementerian Agama Kabupaten Tasikmalaya

2017 ◽  
Vol 1 (2) ◽  
pp. 167-178
Author(s):  
Astri Siti Fatimah
Keyword(s):  
Data Collection ◽  
Path Analysis ◽  
Research Method ◽  
Hypothesis Test ◽  
Test Results ◽  
Descriptive Research ◽  
Free Data ◽  
And Performance ◽  
Question Form ◽  
Indirect Supervision

This research aims to obtain data and information relating to the supervision and performance of employees. Research methods used in this research is descriptive research method of analysis. Then the data obtained processed and compiled up to gained clarity about the influence of the variable variable bound against free. Data collection techniques used through three ways: 1) observation (direct observation against the object of the research); 2) interviews; 3 question form); 4) study of the documentation. Based on a number of data research results and hypothesis test results by using path analysis (path analysis), it can be concluded that the direct and indirect supervision has a significant influence on performance of religious Ministry Office clerk in Tasikmalaya Regency. The magnitude of the influence on performance of such oversight specified direct and indirect supervision. The greatest contribution given by direct supervision then followed by indirect supervision.

scholarly journals The Influence of Organizational Culture and Job Satisfaction on Employee Performance at PT. Mega Sentosa Prima in Jakarta

2020 ◽  
Vol 7 (1) ◽  
pp. 151
Author(s):  
Nariah Nariah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Statistical Analysis ◽  
Hypothesis Testing ◽  
Organizational Effectiveness ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Analytical Techniques ◽  
Regression Testing ◽  
Close Relationship

Organizational culture has a close relationship with the effectiveness of the organization in achieving its goals. A good organizational culture always impacts on organizational effectiveness. This study aims to determine the effect of organizational culture and job satisfaction on employee performance at PT. Mega Sentosa Prima in Jakarta. The method used is explanatory research with analytical techniques using statistical analysis with regression testing, correlation, determination, and hypothesis testing. The results of this study organizational culture significantly influence employee performance by 42.1%, hypothesis testing obtained t count> t table or (8.335>> 1.989). Job satisfaction has a significant effect on employee performance by 44.4%, the hypothesis test obtained t count> t table or (8,764> 1,989). Organizational culture and job satisfaction simultaneously have a significant effect on employee performance by 53.2%, the hypothesis test is obtained F count> F table or (53.979> 2.770).

scholarly journals PERSEPSI PESERTA DAN STAFF KEPEGAWAIAN TERIIADAP EFEKTIVITAS PROGRAM PENDIDIKAN DAN LATIHAN PENYETARAAN PUSTAKAWAN DI PERPUSTAKAAN NASIONAL KALIMANTAN SELATAN

2015 ◽  
Vol 1 (1) ◽  
pp. 36
Author(s):  
Muhammad Muhammad ◽  
Warsito Utomo ◽  
Ratminto Ratminto
Keyword(s):  
Training Program ◽  
Key Words ◽  
Performance Improvement ◽  
Education And Training ◽  
Government Employees ◽  
Parent Organization ◽  
Short Course ◽  
And Performance ◽  
Short Education ◽  
And Training

Level equality short education and training program for librarians is a short course that aims at adding the number of librarian functional employment deriving from Civil Government Employees that have a background of nonlibrary education. The employees, therefore its effectivenesss should be informed. This writing explains the effectiveness of level equality short education and training program for librarian based on the responds of participant and their Managing Personnel of Parents Organizations/Institutions whether or not this short course is effictive according to their perception. The effectiveness of this short course is marked by the occurrence or no occurrence of participant by skill, knowledge, and performance improvement as the indicators influenced. While the influencing indicators are curiculum suitability, instructors ability and treatment to participants. The result of the research showed that there were dffirent perceptions among the participants and their Managing Personnel of Parent Organizations/Institutions. The participants stated that this short course was not effective while their Managing Personnel of Parent Organization/Institutions stated that this short course was effective. This dffirence happened since, according to the participant's perception, there was no significant improvement to skill and knowledge. Key words: Effectiveness; Education and Training Program

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