LOCUS OF CONTROL DAN KINERJA KARYAWAN: UJI KOMPARASI

2017 ◽  
Vol 2 (2) ◽  
pp. 131-138
Author(s):  
Toteng Temy Suprayogi
Keyword(s):  
Locus Of Control ◽  
Work Performance ◽  
Employee Performance ◽  
T Test ◽  
Future Research ◽  
Performance Limitations ◽  
The Relationship ◽  
A Company

This study aims to examine the relationship between locus of control and employee performance in a company in Jakarta. Using a sample of 54 employees (15 female and 39 male). This study tested the usefulness of locus of internal and external controls for explaining work performance using independent t-test. The results conclude that there is no difference in performance between employees who have a tendency to the locus of control internal with external, or in other words, the locus of control is not a factor that can explain the variation of performance. Limitations of the study and suggestions for future research are discussed. Keywords: locus of control, employee performance

scholarly journals Kecerdasan Emosional Dan Prestasi Kerja Pada Distributor Multi Level Marketing (MLM) K-Link Cabang Sidoarjo

2016 ◽  
Vol 3 (1) ◽  
pp. 29
Author(s):  
Ririn Dewanti Dian Samudera Indriani ◽  
Merah Purnama Sari
Keyword(s):  
Emotional Intelligence ◽  
Work Performance ◽  
Employee Performance ◽  
Process Analysis ◽  
Pearson Correlation ◽  
Independent Variable ◽  
Multi Level ◽  
Relationship Of ◽  
The Relationship ◽  
A Company

Employee performance is very influential to the success of a company, especially a company based in the field of multi-level marketing (MLM) in which a person in demand hard to be able to use their emotional intelligence in order to get satisfactory results for their customers.The purpose of this study to determine the relationship of emotional intelligence with performance on the distributor of multi level marketing (MLM). This study used a quantitative approach. The variables of this study was emotional intelligence as an independent variable (X) and the interpretation of the work as the dependent variable (Y). The Sampling techniques was 100distributors through proposive sampling based on predetermined criteria. Process analysis using Pearson product moment correlation analysis performed using SPSS-17 For Windouws.Results of correlation (Pearson correlation) obtained = 0689 and p <0.05 (0.000 <0.05), which means that there was a relationship of emotional intelligence with work performance distributors of Multi Level Marketing.

scholarly journals Pengaruh Pemberian Insentif Terhadap Prestasi Kerja Karyawan Pada PT Wahyu Promo Citra Jakarta

2019 ◽  
Vol 19 (2) ◽  
pp. 201-206
Author(s):  
Nurlaela Eva puji Lestari
Keyword(s):  
Human Resources ◽  
Work Performance ◽  
Employee Performance ◽  
Strong Relationship ◽  
Coefficient Of Determination ◽  
Individual Member ◽  
Calculation Results ◽  
Incentive Policies ◽  
The Relationship ◽  
A Company

Human resource management can also produce a good performance in a company by assessing, giving rewards for each individual member of the organization or company in accordance with their respective work capabilities. The human resources department that designs and administers incentive policies as one part of compensation. If a company is able to provide incentives precisely and precisely, it will be one of the most appropriate ways for employees to improve their work performance. Samples used for collection the data in this research are 44 employees at PT Wahyu Promo Citra Jakarta. The purpose of this study is to find out and analyze the relationship between Giving Incentives (X) on Employee Performance (Y) at PT Wahyu Promo Citra Jakarta. Based on the analysis and processing of data based on the calculation of the correlation coefficient, it can be seen that Giving Incentives has a strong relationship that is equal to 0.664 and according to the calculation results the coefficient of determination can be known which is 44.1%, so the relationship between Giving Incentives (X) and Employee Performance (Y) it can be concluded that there is a strong relationship. Keywords: Incentives, Employee Performance

PENGARUH PROGRAM PENGEMBANGAN KARIR TERHADAP KINERJA KARYAWAN

2018 ◽  
Vol 14 (1) ◽  
pp. 55-63
Author(s):  
Rizska Julianita
Keyword(s):  
Career Development ◽  
Sampling Method ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Development Program ◽  
T Test ◽  
Linear Regression Method ◽  
Performance Variables ◽  
Career Development Program ◽  
The Relationship

This research is intended to find out how the influence of Career Development on Employee Performance PT Bumi Andalas Permai (BAP) Palembang. In this case the sampling using the Saturated sampling method with the employee population of PT BAP Palembang as many as 78 people. From the results of the questionnaire, processed by using SPSS for Windows version 19 by using simple linear regression method, hypothesis test (t test), and correlation coefficient.Based on the analysis results obtained coefficient (R) of 0.033 which shows the relationship between the two low variables. In the hypothesis test (t test) obtained t count value of -0.285 and t value table 1.991, and significant value 0.777. And when viewed from the probability (sig), career development has a probability value of 0.777. It has also been explained that 0.777> 0.05, then H1 is rejected and H0 is accepted, indicating there is no effect of career development on employee performance. The effect of career development on employee performance can be seen also from the value of regression coefficient (R) 0,001, which shows that the percentage contribution of career development influence to employee performance equal to 0,1%. Can also be interpreted that the variation of career development variables used to explain 0.1% variation of performance variables. The conclusion : career development program does not effect employee performance on PT BAP Palembang.

The Relationship between Mentoring Functions and Employee Performance: Mediating Effects of Protégé Relational Self-Efficacy

2021 ◽  
Vol 2 (2) ◽  
pp. 187-204
Author(s):  
Muhammad Shoukat Malik ◽  
Muhammad Kashif Nawaz
Keyword(s):  
Self Efficacy ◽  
Employee Performance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Relational Self ◽  
Mentoring Functions ◽  
Conventional Banks ◽  
The Impact ◽  
The Relationship

Organizational scholars concurred that positive workplace relationships with others can helps employee to gain from these relationships but, they lack insights into how or why this occurs. Moreover, the relationship dynamics focus on what the relationships provide without considering the how these relationships initiated, builds and maintains. To line of this, the current study aims to find the impact of mentoring functions (career, psychosocial, role modeling) and employee performance (career success, organization citizenship behavior, and job performance) via mediating effect of relational self-efficacy. For this purpose, the data were gathered from 310 branch banking employees of Pakistani conventional banks. PLS-SEM was used for data analysis. The results indicate that there is direct relationship between mentoring functions and employee’s performance. Moreover, the finding also shows that employee relational self-efficacy mediates the relationship between mentoring functions and employee performance. Theoretical and practical implications are discussed along with suggestions for future research.

scholarly journals Leadership Style, Compensation And Its Effect On Employee Performance (PT. SSBP Case)

2020 ◽  
Vol 18 (3) ◽  
pp. 138
Author(s):  
Elly Alfrida ◽  
Petrus T. Resi ◽  
Sabam Simbolon
Keyword(s):  
Leadership Style ◽  
Employee Performance ◽  
Independent Variables ◽  
Main Factors ◽  
Relationship Of ◽  
The Relationship ◽  
A Company ◽  
Two Independent Variables

This research is aimed at understanding the relationship of leadership style and compensation on employee performance at PT SSBP considering that the two independent variables are the main factors that determines the success of a company as general as well as PT SSBP. The research obtained data from 144 respondents out of 210 total employees. A questionnaire was prepared to catch their perception on leadership style and compensation and how they affect their performance in the company they work with. From the data obtained and the analysis result shows that the relationship and the contribution of leadership style and compensation on the performance of employees is strong and significant, either partially or simultaneously. Therefore as managerial instruments, leadership style and compensation are extremely important factors to be considered and continuously updated in order to keep and maintain employees motivation that in turn will boost their performance,

scholarly journals The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

2011 ◽  
Vol 25 (6) ◽  
Author(s):  
Raduan Che Rose ◽  
Naresh Kumar ◽  
Ong Gua Pak
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Literature Review ◽  
Public Service ◽  
Work Performance ◽  
Future Research ◽  
Font Size ◽  
The Relationship ◽  
Service Managers

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="color: black; font-size: 10pt; mso-ansi-language: EN-GB;" lang="EN-GB"><span style="font-family: Times New Roman;">The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.</span></span></p>

scholarly journals PENGARUH TINGKAT PENDIDIKAN TERHADAP PRESTASI KERJA KARYAWAN

2019 ◽  
Vol 2 (1) ◽  
pp. 47-56
Author(s):  
Iba Gunawan ◽  
Muhamad Riza
Keyword(s):  
Work Performance ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Education Level ◽  
T Test ◽  
Employee Education ◽  
Variable Level ◽  
Analysis Technique

Indonesia Power UP Suralaya Cilegon as one of the State-Owned Enterprises currently employs as many as 733 people with various expertise and education levels.With the large number of employees/worker involved in the company PT. Indonesia Power UP Suralaya Cilegon, researchers are interested in reviewing or knowing whether there is a significant influence on the level of education on the work performance of employees in the company. The method used in this research is descriptive method with quantitative analysis. The sample in this study were 110 employees from 733 employees of PT Indonesia Power UpSuralayaCilegon. Data collection techniques used are questionnaire methods. The data analysis technique used is multiple linear regression analysis technique with the hypothesis test used is the t test and F test. Based on the results of the study it can be concluded that (1) The results of the calculation of the percentage of employee education level taken based on the respondent's overall answer of 80% which shows that most of the employees in the company have high school / vocational education. 2) With a significance of 5% it can be obtained the price of r table 1.661. It turns out that r count is greater than r table (0.276> 1.661), so the Hypothesis is rejected so that the Education Level does not have a significant effect on Employee Performance. Judging from the results of the output on the analysis of the calculation of the t test above, it can be concluded that the variable level of employee education does not affect employee performance. This is because the value of t count> t table (-2.240 <1.661) or significance <0.05 (0.029 <0.05) so the hypothesis is rejected.

scholarly journals The New Ecological Paradigm, Pro-Environmental Behaviour, and the Moderating Effects of Locus of Control and Self-Construal

2020 ◽  
Vol 12 (18) ◽  
pp. 7728
Author(s):  
Lukasz Andrzej Derdowski ◽  
Åsa Helen Grahn ◽  
Håvard Hansen ◽  
Heidi Skeiseid
Keyword(s):  
Locus Of Control ◽  
Future Research ◽  
New Ecological Paradigm ◽  
Environmental Behaviour ◽  
Internal Locus Of Control ◽  
Self Construal ◽  
Ecological Paradigm ◽  
Purchasing Behaviour ◽  
The Relationship

Acquiring a better understanding of what drives pro-environmental and sustainable behaviour is important for both researchers and practitioners alike. The purpose of this paper is to explore the moderating role of locus of control and self-construal on the relationship between pro-environmental beliefs and pro-environmental consumer behaviour. We explicitly model the endorsement of the New Ecological Paradigm (NEP) as a predictor of three specific types of environmental behaviour—travel, purchasing and day to day activities. The results show a positive and significant association between the endorsement of NEP and a person’s pro-environmental traveling behaviour, purchasing behaviour and day to day activities. Moreover, we find that the effects are moderated by a person’s locus of control, specifically, it remains positive and significant only for people with an internal locus of control. However, we found no moderating effect of a person’s self-construal on the association between NEP and pro-environmental behaviour. The findings are important in the continuing work to understand what is limiting consumers to behave according to their beliefs. Practical and theoretical implications of the results as well as suggestions for future research are presented.

scholarly journals The relationship between work locus of control and psychological capital amongst middle managers in the recruitment industry of South Africa

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Zurayda Shaik ◽  
Johanna H. Buitendach
Keyword(s):  
Locus Of Control ◽  
Work Performance ◽  
Middle Managers ◽  
Psychological Capital ◽  
Longitudinal Research ◽  
Work Locus Of Control ◽  
Managerial Implications ◽  
Value Add ◽  
The Relationship

Orientation: The role of traits as a determinant of states has resulted in researchers closely examining their potential for enhancing work behaviour. This is achieved through the examination of the trait and state perspectives.Research purpose: This research sought to determine the relationship between work locus of control (WLOC) and psychological capital (PsyCap), with the objective of increasing alertness on the trait and state approach.Motivation for the study: The current study investigated the role of traits and states in contributing to the positive psychology arena within the recruitment industry.Research approach, design and method: This longitudinal research design involved 425 middle managers at Time 1 (T1), at both supervisory and specialist levels, and 190 middle managers at supervisory levels at Time 2 (T2). This longitudinal study used a biographical, WLOC and PsyCap questionnaires.Main findings: The findings indicated that WLOC has predictive value for PsyCap: a statistically significant and practical relationship was established between WLOC and PsyCap at T1 and T2. However, the multiple regression analysis results were not consistently demonstrated over time.Practical managerial implications: Understanding the role of personality traits and psychological states can provide managers with additional means of increasing employee efficiency through improving work processes such as recruitment and selection.Contributions/value-add: The recruitment and other industries are encouraged to utilise a strength-based approach to enhance work performance through selection processes that incorporate traits and states to further increase organisational competitiveness.

scholarly journals Locus of control in relation to flow

2006 ◽  
Vol 32 (3) ◽  
Author(s):  
Celeste M Taylor ◽  
J M Schepers ◽  
F Crous
Keyword(s):  
Locus Of Control ◽  
Human Resource Management ◽  
Human Resource ◽  
Optimal Experience ◽  
Future Research ◽  
Internal Locus Of Control ◽  
Second Year ◽  
Management Students ◽  
The Relationship ◽  
Experience Of Flow

The principal objective of the study was to examine the relationship between locus of control and optimal experience (flow) in carrying out work and/or study activities. Two questionnaires measuring the aforementioned constructs were administered to a group of first and second-year Human Resource Management students (n=168) between the ages of 16 and 30. The results suggest that more frequent experience of flow is positively correlated with Autonomy and Internal Locus of Control. Limitations, lines of future research, implications and further contributions are discussed.

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