The Influence of Job Placement and Job Stress on Teacher Performance

2020 ◽  
Vol 4 (2) ◽  
pp. 280-289
Author(s):  
Frilly Angelina Kusuma Putri
Keyword(s):  
Human Resources ◽  
Job Stress ◽  
Employee Performance ◽  
Teacher Performance ◽  
Statistical Test ◽  
Job Placement ◽  
Simultaneous Test ◽  
Working Stress ◽  
Key Factor ◽  
Independent Variable

Improving employee performance is very important because it is a key factor in a company's success. Job placement and job stress are some of the factors that affect employee performance. This research aims to determine the influence of Job placement and job stress on the performance of study teachers at SDN 208 Luginasari Sukagalih. Job placements can nurture skilled human resources and amdal to accomplish a given task. This analysis uses an independent variable i.e. job placement and working stress, the dependencies of which are the teacher's performance. The population used in this study to collect data was nailed by using a questionnaire that was disseminated by ± 33 people. Statistical methods use path analysis with a partial statistical test (T) and simultaneous test hypothesis testing (test F). The results showed that Job placement and job work significantly impact the performance of teachers at SDN 208 Luginasari Sukagalih.

PENGARUH KOMPENSASI TERHADAP KINERJA KARYAWAN MELALUI DISIPLIN KERJA SEBAGAI VARIABEL INTERVERNING (Studi Kasus Pada Karyawan PT Telekomunikasi Indonesia, Tbk Witel Kediri)

2019 ◽  
Vol 5 (2) ◽  
pp. 216-225
Author(s):  
Andryane Rahmayuni ◽  
Mukaffi Zaim
Keyword(s):  
Data Analysis ◽  
Human Resources ◽  
Driving Force ◽  
Employee Performance ◽  
Sampling Technique ◽  
Good Work ◽  
Performance Support ◽  
Test Tool ◽  
Direct Compensation ◽  
Independent Variable

Human resources are the driving force of an organization in achieving its objectives. So that employees who have good performance are needed to achieve the goals set by the company. To achieve good performance, support from the company's leadership is needed for employees. Support given by the leader can be in the form of appropriate compensation as rewards for employee performance. In addition, good performance can also be formed by creating good work discipline. This study aims to determine how the direct or indirect effect of compensation on employee performance through work discipline as an interverning variable. The object of this research is the employees of PT Telekomunikasi Indonesia, Tbk Witel Kediri. The sample used in this study amounted to 45 people. The sampling technique used is the saturation sampling technique. The dependent variable in this study is employee performance (Y), the independent variable is compensation (X), and the interverning variable used is work discipline (Z). The data analysis test tool in this study uses Path Analysis. The results showed that direct compensation had a significant effect on employee performance at PT Telekomunikasi Indonesia, Tbk Witel Kediri. This can be seen from the significant value of 0.013 <0.05. The results of the study also showed that compensation indirectly had a significant effect on employee performance through work discipline. This can be seen from the significant value of 0.001 <0.05

ANALISIS KINERJA PEGAWAI BERDASARKAN KOMPETENSI, BUDAYA ORGANISASI DAN DISIPLIN KERJA PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA SUNGAI PENUH

2020 ◽  
Vol 3 (2) ◽  
pp. 52-61
Author(s):  
IRVAN ZULHAKIM
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Significant Influence ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Human Resources Development ◽  
Independent Variables ◽  
Analysis Technique ◽  
River City ◽  
Independent Variable

This study aims to determine the effect of independent variables on the dependent variable. The object of this research is the Employees of the Full River City Human Resources and Human Resources Development Agency (BKPSDM). The number of samples in this study were 98 respondents. The analysis technique used is multiple linear regression. The research results obtained based on the partial test (t test) obtained: (a) There is a positive and significant effect of competence on employee performance. (b) There is a positive and significant influence of organizational culture on employee performance. c) There is a positive and significant influence of work discipline on employee performance. The results of the study simultaneously showed that competence, organizational culture and work discipline had a positive and significant effect on employee performance. And based on the coefficient of determination test (R2) the value is 0.624 or 62.4%, this shows that the percentage of the contribution of the independent variable competency, organizational culture and work discipline to the dependent variable of employee performance is 0.624 or 62.4%. While the remaining 37.6% is influenced by other variables outside this study.

scholarly journals PENGARUH HUMAN RELATION, MOTIVASI DAN LINGKUNGAN KERJA TERHADAP PRESTASI KERJA KARYAWAN PADA PT. PRATAMA AGRO SAWIT (PAS) DI BATIN XXIV KABUPATEN BATANG

2018 ◽  
Vol 9 (2) ◽  
pp. 114
Author(s):  
Etty Siswati ◽  
Evi Fauzani
Keyword(s):  
Work Environment ◽  
Work Performance ◽  
Employee Performance ◽  
Survey Method ◽  
Linear Regression Method ◽  
Human Relations ◽  
Simultaneous Test ◽  
Multiple Linear Regression Method ◽  
Environment Variables ◽  
Independent Variable

The aim of this study. To find out the effect of human relations, motivation and work environment on employee performance at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupeten Batanghari. The method of collecting data is used survey method used to obtain information from respondents by using interview techniques and distributing questionnaires and using Likert scale measurements. the sample in this study were employees at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupaten Batanghari. The analytical tool used is a multiple linear regression method using computer assistance through the SPSS 20.0 for Windows program. From the calculation of SPSS 20.0 obtained variable human relations tcount of 3.517, due to tcount> from t table, (3.517> 1.66571, meaning that the independent variable has an influence on the dependent variable, which means there is a partial influence between human relations variables on employee performance at PT . Pratama Agro Sawit  in Batin XXIV Kabupaten Batanghari . Motivation variables are 6.515, due to t count> from t table, (6.515> 1.66571), meaning that the independent variable has an influence on the dependent variable, which means there is a partial influence between motivation and achievement employee work at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupaten Batanghari. Variable work environment is 0.971. Due to t count <from t table, (0.971 <1.66571) means that the independent variable has no influence on the dependent variable, which means there is no influence partial between work environment and work performance ryawan at PT. Pratama Agro Sawit (PAS) in Batin XXIV Kabupaten Batanghari. Simultaneous test (F Test), it can be concluded that the variable human relations, motivation and work environment shows a significant influence on employee performance at PT. Pratama Agro Sawit (PAS) in Batin XXIV, which is proven by the value of F count 35,821 of greater than F table df n - k-1 then 78 - 3- 1 = 74 (F table = 2.73 or (35,821 > 2,73) The summary model of PT Pratama Agro Sawit (PAS) in Batin XXIV above can be seen that the Adjusted R Square value is 0.668, so it can be concluded that the percentage influences human relations (X1), motivation (X2), and work environment variables  (X3 ) the variable employee performance at PT Pratama Agro Sawit (PAS) is 0.668 or 66.8% and the remaining 0.332 or 33.2% is influenced by other variables not examined in this study.

scholarly journals PENGARUH KOMPETENSI DAN STRESS KERJA TERHADAP KINERJA KARYAWAN PT BUSANA UTAMA TEXTILE (DEPARTEMEN SEWING)

2021 ◽  
Vol 6 (01) ◽  
pp. 86-98
Author(s):  
Wachid Hasyim ◽  
Isnaini Rokhmatin
Keyword(s):  
Human Resources ◽  
Job Stress ◽  
Work Stress ◽  
Positive Impact ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Improve Performance ◽  
Significance Level ◽  
A Company

Human Resources is one of the most important factors in a company. It is not easy to find professional human resources to be a problem today. This is due to several factors including the level of competence and work stress that can affect employee performance. This study aims to analyze the competence and work stress on the performance of the employees of PT Busana Utama Tekstil (Sewing Department) Pekalongan. This type of research is quantitative. The population in this study were employees of PT Busana Utama Textile (Sewing Department) Pekalongan. The data were collected using saturated sampling sent to 60 respondents. The data techniques in this study were questionnaires and documentation with Multiple Linear Regression Analysis, with the help of SPSS 21 for windows software.  The results showed that competence and work stress together have a significant effect on employee performance, indicated by the value of F count = 3.656> F table = 2.54 with a significance level of 0.032 <0.05. Likewise, the partial test (t test) for the competency variable (X1) obtained the value of t = 2.177> t table = 2,000 with a significance level of 0.034 <0.05, but there is a variable Job Stress (X2) which has no significant effect on employee performance by obtaining t count = 0.624 < t table = 2,000 with a significance level of 0.535 > 0.05. Meanwhile, the correlation between competence and work stress on employee performance obtained R2 value of 0.083 or 8.3% while the remaining 91.7% was carried out by other factors outside of the study. This the criteria for companies to be able to improve performance by making improvements continuously. so that it can have a positive impact on the company.

scholarly journals Pengaruh Kepribadian terhadap Kerjasama Tim dan Dampaknya terhadap Kinerja Karyawan

2018 ◽  
Vol 7 (1) ◽  
pp. 63
Author(s):  
Wahyu Kusuma Pratiwi ◽  
Dwiarko Nugrohoseno
Keyword(s):  
Human Resources ◽  
Random Sampling ◽  
Employee Performance ◽  
Personality Variables ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Target Company ◽  
Independent Variable ◽  
Permanent Employees ◽  
And Performance

Human resource management system is the key to success right company to achieve its objectives. It required human resources who are competent for the performance of the resulting increase in accordance with the target company. To improve the performance of the employee, then the company must pay attention to the factors that can affect performance, such as personality and teamwork. This study use a quantitative approach. Type of research is causal research with personality variables and teamwork as the independent variable and performance as the dependent variable. The technique of sampling using a stratified random sampling with a sample of 51 permanent employees Production Department PT Apie Indo Karunia Sidoarjo and using software SMARTPLS 2.0 M3. The results showed there’s positive and significant effect of extraversion, agreeableness, conscientiousness, openness to experience variables on teamwork. There’s positive and significant effect of the variable teamwork on employee performance.

scholarly journals PENGARUH KECERDASAN SPIRITUAL TERHADAP KINERJA KARYAWAN BIRO QUALITY ASSURANCE PT. SEMEN PADANG

2019 ◽  
Author(s):  
Nurul Annisa ◽  
Riri Mayliza
Keyword(s):  
Quality Assurance ◽  
Human Resources ◽  
Employee Performance ◽  
T Test ◽  
Spiritual Intelligence ◽  
Well Performance ◽  
Performance Variable ◽  
Independent Variable ◽  
Self Knowledge ◽  
A Company

In an effort to build a company that has a high employee performance today requires a comprehensive intelligence for human resources who manage the company. All human resources managing the company must perform well. Performance is good without any intelligence then it means nothing. In this study the intent of intelligence is spiritual intelligence that affects the performance of employees. Employee performance described in the dependent variable and spiritual intelligence is the independent variable. In the indicator of spiritual intelligence variables explain as follows; 1. Honest 2. Openness 3. Self-knowledge 4. Focus on contribution 5. Spiritual non-dragmati. While for employee performance variable indicator is 1. Quality 2. Quantitras 3. Timeliness 5. Independence. In the results of research and discussion of which the value of f test is 0.001 This indicates that the influence of spiritual intelligence together on the performance of employees. As for the t test shows the value of 0.001 &lt;0.05 of the value can be explained that spiritual intelligence significantly affects employee performance.

scholarly journals The analysis of the Influence of Environmental Factors, Organizations and Individuals Against Stress Employees Working In The Department of Industry and Trade of West Sumbawa District

2021 ◽  
Vol 2 (5) ◽  
pp. 1519-1524
Author(s):  
Indra Kusumawati
Keyword(s):  
Regression Analysis ◽  
Environmental Factors ◽  
Human Resources ◽  
Job Stress ◽  
Work Stress ◽  
Linear Regression Analysis ◽  
Organizational Factors ◽  
Multiple Linear Regression Analysis ◽  
Individual Factors ◽  
Independent Variable

Every Institution of Government, the better it Organizations and Institutions urgently need and understand the importance of Human Resources to be developed, in an attempt to achieve a competitive advantage, which is an important asset for the organization in the process of planning strategic. Anatan and Ellitan (2007:16). This study uses a quantitative approach. The type of research conducted included the study of the cause-and-effect (causality). The purpose of the research is to analyze the factors that significantly influence work stress like environmental factors, organizational factors, and individual factors on the employees of Industry and trade of West Sumbawa District . Methods of data collection in this study using Census Method. Furthermore, the data were analyzed using multiple linear regression analysis. The results of the research that environmental factors, organizational factors and individual factors partially and simultaneously have a significant effect on work stress of employees of the Department of Industry and trade of West Sumbawa District , is evident from the results of the t test each independent variable is large dinandingkan from the t table, and the value of F calculated is greater than F table. Individual factors, is the dominant variable affecting the job stress of employees in the Department of trade and Industry of West Sumbawa District , is known based on the results of the t value which is the largest when compared with the results of other variables.

scholarly journals PENGARUH HARD SKILL DAN SOFT SKILL TERHADAP KINERJA KARYAWAN PT. TELKOM SUMATERA

2018 ◽  
Vol 12 (2) ◽  
Author(s):  
Novita Sari Siahaan ◽  
Humisar Sihombing
Keyword(s):  
Regression Analysis ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
T Test ◽  
Reliability Test ◽  
Soft Skill ◽  
Simultaneous Test ◽  
Question Item ◽  
Independent Variable

This study aims to determine the effect of Hard Skill and Soft Skill Against Employee Performance PT. Telkom Sumatera. The sample in this research is all employees of PT. Telkom Sumatra as many as 67 people. The test used is instrument test and classical assumption test. Hypothesis testing using multiple linear regression analysis, t test and F test. From result of validity test obtained rcount > rtable for each question item and reliability test questionnaire obtained by alpha cronbach each variable that is 0,826 for variable of Hard Skill (X1), 0,897 for variable of Soft Skill (X2) and 0,885 for Employee Performance variable Y). This value is greater than the significant level of rtable is 0.313. Data analysis of each variable obtained by regression equation Y = 14,154 + 0,330 X1 + 0,387 X2 + e. Obtained R2 equal to 0,521 which means X1, X2,  explain the effect to Y variable equal to 52,1% while the rest influenced by other factor. The partial test (t test) of each independent variable has an effect on the dependent variable with the research significance is smaller than 0,1, and the result of simultaneous test (test F) calculation is 34,784 with Ftable 2,38 which means Fcount> Ftable with level if significant (α) <0, 1, which means the accepted hypothesis is Hard Skill and Soft Skill has jointly significant effect on Employee Performance PT. Telkom Sumatera. Keywords: Hard Skill, Soft Skill, Employee Performance

scholarly journals Pengaruh Komunikasi dan Motivasi Kerja terhadap Kinerja Karyawan di PT PLN (Persero) Unit Pelayanan dan Jaringan Padalarang Kabupaten Bandung Barat

2018 ◽  
pp. 68-78
Author(s):  
Sri Mulyeni
Keyword(s):  
Data Analysis ◽  
Service Provider ◽  
High Performance ◽  
Work Motivation ◽  
Employee Performance ◽  
Management Communication ◽  
Service Unit ◽  
Simultaneous Test ◽  
Communication Variable ◽  
Independent Variable

Abstract. As a service provider to the community, PT PLN (Persero) always develop them selves in order to provide better service to all stakeholders. The best servicce will be realized if employees have high performance. In the reality, the performance phenomenon of employees has not been optimal. Judging from human resource management, communication and work motivation are the variables that can affect employee performance. The purpose of this study to determine the effect of communication and work motivation on employee performance at PT. PLN (Persero) Service Unit and Network Padalarang. Respondents were taken as many as 34 people, using questionnaire as an instrument to obtain data, and data analysis done descriptively and associative. The results obtained in this study is that if communication (X1) and work motivation (X2) increased then the tendency of employee performance (Y) to increase. In addition, there is influence of communication (X1) on employee performance (Y) positively and there is influence of work motivation (X2) on employee performance (Y) positively. Result of the research t test communication variable (X1) on employee performance (Y) and work motivation (X2) on employee performance (Y) has bigger value compared than. It can be concluded that H1 is accepted and Ho is rejected. Through simultaneous test, hail calculation is obtained that the value of Fcount is bigger than Ftabel so that it can be concluded that H1 is accepted and Ho is rejected, which means that the independent variable of communication (X1) and work motivation (X2) are predictors simultaneously or together have significance with the dependent variable of employee performance (Y). Thus it can be concluded that employee performance is influenced by communication and work motivation. Keywords: Influence,Motivation, Communication Abstrak. sebagai pemberi pelayanan kepada  masyarakat, PT PLN (Persero) selalu mengembangkan diri dalam rangka memberikan pelayanan yang lebih baik kepada semua stakeholders. Pelayanan yang terbaik akan terwujud apabila karyawan memiliki kinerja yang tinggi. Fenomenanya kinerja pegawai belumlah optimal. Ditinjau dari manajemen sumber daya manusia maka komunikasi dan motivasi kerja merupakan variabel yang bisa mempengaruhi kinerja karyawan. Tujuan penelitian ini untuk mengetahui pengaruh komunikasi dan motivasi kerja terhadap kinerja karyawan di PT. PLN (Persero) Unit Pelayanan dan Jaringan Padalarang. Responden yang diambil sebanyak 34 orang, menggunakan angket sebagai instrumen untuk mendapatkan data, dan analisis data dilakukan secara deskriptif dan asosiatif. Hasil yang didapat dalam penelitian ini yaitu jika komunikasi (X1) dan motivasi kerja (X2) dinaikkan maka kecenderungan kinerja karyawan (Y) menjadi meningkat. Selain itu, terdapat pengaruh komunikasi (X1) terhadap kinerja karyawan (Y) secara positif dan terdapat pengaruh motivasi kerja (X2) terhadap kinerja karyawan (Y) secara positif. Hasil penelitian uji t variabel komunikasi (X1) terhadap kinerja karyawan (Y) maupun motivasi kerja (X2) terhadap kinerja karyawan (Y) memiliki nilai lebih besar dibandingkan dengan t tabel. Ini dapat disimpulkan H1 diterima dan Ho ditolak. Melalui pengujian secara simultan didapatkan hail perhitungan bahwa nilai Fhitung lebih besar dibandingkan dengan Ftabel sehingga dapat disimpulkan H1 diterima dan Ho ditolak,yang artinya variabel bebas komunikasi (X1) dan motivasi kerja (X2) bersifat sebagai prediktors secara simultan atau bersama-sama memiliki signifikansi dengan variabel terikat kinerja karyawan (Y). Dengan demikian dapat disimpulkan bahwa kinerja karyawan dipengaruh oleh komunikasi dan motivasi kerja. Kata kunci: Pengaruh, Komunikasi, Motivasi, Kinerja

scholarly journals The Impact of Leadership, Motivation, Discipline, and Wages on The Performance of Sharia Bank Employees

2021 ◽  
Vol 12 (1) ◽  
pp. 141-174
Author(s):  
Heni Noviarita ◽  
Roslee Bin Ahmad ◽  
Idzam Fautau
Keyword(s):  
Human Resources ◽  
Market Share ◽  
Employee Performance ◽  
The Other ◽  
Islamic Banks ◽  
Independent Variables ◽  
Leadership Motivation ◽  
Independent Variable ◽  
Bank Employees ◽  
The Impact

Abstract:  The development of Islamic Banks increased rapidly. Based on assets, profitability, market share, and others. They were followed by internal management, such as an expansion of the facilities and services. On the other hand, considering Islamic Banks’ human resources is very important in realizing the vision and mission. As a result, they must be improving the worker's performance on the goals. This research used a quantitative approach with the independent variable are leadership, working discipline, motivation, and wages. The dependent variable used in this research is employee performance. The result showed that leadership, working discipline, motivation, and wages significantly affect the employee enterprise. It can be seen from the magnitude of t count of 45.804 t table of 2.51 with a significance (sig) of 0.000 0.05. Simultaneously critical in the leadership thorough giving higher wage and the reward encouraged workers’ motivation, discipline to increase workers’ performance. As a result, those variables can improve employee performance to achieve a manner together in Bank BRI Syariah Tugumulyo Branch, Bandar Lampung, South Sumatra. The conclusion stated that the independent variables affected the workers' enterprise. Therefore, as a result, these models are very suitable for improving banks’ workers to achieve their goals.Abstrak: Perkembangan Bank Syariah meningkat pesat. Berdasarkan aset, profitabilitas, pangsa pasar, dan lain-lain. Disusul dengan manajemen internal, seperti perluasan fasilitas dan layanan. Di sisi lain, mengingat sumber daya manusia Bank Syariah sangat penting dalam mewujudkan visi dan misi. Akibatnya, mereka harus meningkatkan kinerja pekerja pada tujuan. Penelitian ini menggunakan pendekatan kuantitatif dengan variabel bebas yaitu kepemimpinan, disiplin kerja, motivasi, dan upah. Variabel terikat yang digunakan dalam penelitian ini adalah kinerja karyawan. Hasil penelitian menunjukkan bahwa kepemimpinan, disiplin kerja, motivasi, dan upah berpengaruh signifikan terhadap karyawan perusahaan. Hal ini terlihat dari besarnya t hitung sebesar 45,804 t tabel sebesar 2,51 dengan signifikansi (sig) sebesar 0,000 0,05. Sekaligus kritis dalam kepemimpinan menyeluruh memberikan upah yang lebih tinggi dan penghargaan mendorong motivasi pekerja, disiplin untuk meningkatkan kinerja pekerja. Sehingga variabel-variabel tersebut dapat meningkatkan kinerja pegawai untuk berprestasi secara bersama-sama di Bank BRI Syariah Cabang Tugumulyo, Bandar Lampung, Sumatera Selatan. Kesimpulannya menyatakan bahwa variabel independen berpengaruh terhadap perusahaan pekerja. Oleh karena itu, sebagai hasilnya, model ini sangat cocok untuk meningkatkan pekerja bank untuk mencapai tujuan mereka. 

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