scholarly journals PENGARUH MOTIVASI DAN KOMPETENSI TERHADAP KINERJA KARYAWAN PADA PT TRINITY AUTO DI SAMARINDA

2019 ◽  
Vol 7 (4) ◽  
pp. 451
Author(s):  
Tika Rafid Syarifah
Keyword(s):  
Research Method ◽  
Employee Performance ◽  
Strong Relationship ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Literature Study ◽  
Independent Variables ◽  
A Value ◽  
Regression Test ◽  
Independent Variable

This study aims to test and analyze how much influence Motivation and Competence on Employee Performance at PT Trinity Auto in Samarinda. The research method used in this study was observation, interviews, questionnaires, and literature study using a Likert scale and the sample used was 63 samples. Data analysis tools used are validity test, reliability test, classic assumption test, multiple linear regression test. The results showed that motivation and competency simultaneously affect employee performance. From the results of the correlation test of 0.681 which has a strong relationship between the independent variable and the dependent variable. The results of the coefficient of determination test which among the independent variables have an effect of 68.1% while the rest are influenced by variables outside this study. From the results of this study concluded that the Competence that most influences on employee performance is seen from the results of the t test with a value of 6,055. These results can prove that competence at PT Trinity Auto has an influence on employee performance.

scholarly journals BUDAYA ORGANISASI DAN KINERJA PEGAWAI PADA BAGIAN UMUM SEKRETARIAT DAERAH KABUPATEN KEPULAUAN TANIMBAR

2021 ◽  
Author(s):  
Hilarius Wandan
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Employee Performance ◽  
Strong Relationship ◽  
Research Data ◽  
Coefficient Of Determination ◽  
Simple Linear Regression ◽  
A Value ◽  
Independent Variable ◽  
The Relationship

ABSTRAK Data penelitian yang diperoleh sesuai masalah yang diteliti, dianalisa dengan menggunakan rumus regresi linier sederhana, dan diperoleh persamaan Y=6,18+0,58X.Persamaan dimaksud menunjukkan bahwa setiap kali terjadi perubahan (kenaikan atau penurunan) pada variabel X (budaya organisasi) sebesar 1 poin akan diimbangi dengan perubahan (kenaikan atau penurunan) variabel Y (kinerja pegawai) sebesar 1 poin pada konstanta 6,18. Dari analisis korelasi diperoleh gambaran bahwa hubungan antara variabel bebas (budaya organisasi) dengan variabel terikat (kinerja pegawai) sebesar 0,59 yang berada pada nilai interval 0,40 – 0,599 dengan kategori hubungan cukup kuat. Analisa kontribusi variabel X (budaya organisasi) terhadap variabel Y (kinerja pegawai) dengan menggunakan persamaan koefisien determinasi, diperoleh nilai 34,81%. Hal ini menunjukkan bahwa variabel X (budaya organisasi) memberikan kontribusi sebesar 34,81% terhadap variabel Y (kinerja organisasi), sedangkan sisanya, yakni 65,19% ditentukan oleh faktor-faktor lain. Kata kunci : Budaya Organisasi, Kinerja Pegawai.ABSTRACTThe research data obtained is in accordance with the problem under study, analyzed using a simple linear regression formula, and the equation Y = 6.18 + 0.58X is obtained. The equation shows that every time there is a change (increase or decrease) in variable X (organizational culture) 1 point will be offset by a change (increase or decrease) in Y variable (employee performance) by 1 point at a constant of 6.18. From the correlation analysis, it can be seen that the relationship between the independent variable (organizational culture) and the dependent variable (employee performance) is 0.59 which is in the interval value 0.40 - 0.599 with a fairly strong relationship category.Analysis of the contribution of variable X (organizational culture) to variable Y (employee performance) using the coefficient of determination equation, obtained a value of 34.81%. This shows that variable X (organizational culture) contributes 34.81% to variable Y (organizational performance), while the rest, namely 65.19% is determined by other factors.Keywords: Organizational Culture, Employee Performance.

scholarly journals PENGARUH MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN SMK KSATRYA JAKARTA

2020 ◽  
Vol 9 (1) ◽  
pp. 40-55
Author(s):  
Budiman Abdulah
Keyword(s):  
Research Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Research Data ◽  
Vocational School ◽  
Coefficient Of Determination ◽  
Research Model ◽  
Vocational High School ◽  
Independent Variables ◽  
Positive Effect

This study aims to examine and analyze the effect of Work Motivation and Discipline partially and or jointly on Employee Performance in Ksatrya Vocational High School. The research data was taken from a survey conducted on all employees at the Kstrya Vocational School. From a population of 46 employees using the Solvin formula a sample of 41 respondents was taken. The research method used is linear regression with 2 independent variables processed using SPSS. The results of the study stated that the coefficient of determination 0.550, which means the percentage contribution of the influence of independent variables (motivation and work discipline) to the dependent variable (employee performance) of 55.0% The remaining 45.0% is influenced or explained by other variables not included in this research model . The results showed that partially, Work Motivation and Discipline variables significantly positive effect on Employee Performance. And together (simultaneously), there is a significant influence of Work Motivation and Discipline on Employee Performance at SMK Ksatrya Jakarta.

scholarly journals Pengaruh Reward Dan Punishment Terhadap Kinerja Karyawan PT Federal International Finance (FIFGROUP) Cabang Samarinda

2020 ◽  
Vol 8 (4) ◽  
pp. 336
Author(s):  
Ahmad Fahreza
Keyword(s):  
Data Analysis ◽  
Linear Regression ◽  
Data Collection ◽  
International Finance ◽  
Employee Performance ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Reliability Test ◽  
Regression Test ◽  
Reward And Punishment

Good and poor person's performance can be influenced by many factors, among others is the granting of reward and punishment. Reward and punishment are two forms of methods to motivate, encourage and encourage employees to do good and improve their performance. This research aims to determine the influence between Reward and Punishment PT Federal International Finance (FIFGROUP) Samarinda branch both partially and simultaneously to the employee's performance. The population of this research is all employees of PT Federal International Finance (FIFGROUP) branch of Samarinda. Data collection in this study using questionnaires. Data analysis tools used validity test, reliability test, classical assumption test, multiple linear regression test, coefficient of determination test, F test and T test. From this research concluded that effect of apartial reward of the employee’s performance amounted to 48.5%, of the results Tcount>Ttable (3,919>1,993), and a partial punishment influence on the employee’s performance of 60.9%, of the result Tcount>Ttable (3,748>1,993), and simultaneously there was an influence between reward and punishment to performance by 50.2%, from the result of Fcount>Ftable (38,529>3,123). The results showed that the partial and simultaneous reward and punishment have significant effect on the employee's performance.  PT Federal International Finance (FIFGROUP) should provide appropriate reward and punishment to improve employee performance.

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 The effect of organizational factors and culture to organizational commitment in agency Financial Management, Income, and regional assets of Karo District

2021 ◽  
Vol 10 (1) ◽  
pp. 150
Author(s):  
Evalina Veranita Br Bangun
Keyword(s):  
Organizational Culture ◽  
Work Environment ◽  
Significant Influence ◽  
Financial Management ◽  
Employee Performance ◽  
Organizational Factors ◽  
Coefficient Of Determination ◽  
A Value ◽  
Regression Test ◽  
Organizational Variable

This research was conducted at the Agency Financial Management, Income and Regional Assets of Karo District with 41 employees as a sample which aims to determine: (1) significant influence of organizational on organizational commitments, (2) significant influence of organizational culture on organizational commitments and (3) influence organizational and organizational culture significantly to organizational commotments. The results showed that there was an influence of organizational on organizational commitments which was marked in the variable X1 with a value of tcount > ttable and there was also the influence of the organizational culture on organizational commitments marked in variable X2 with a value of  tcount > ttable. The value of Fcount > Ftable shows that there is an influence of organizational and organizational culture on organizational commitments. The results of the calculation show that where rcount > rtable, all respondents' answers are valid. The Cronbach Alpha value is greater than 0.60, so the variable is reliable. In this study, there was no multicollinearity and heteroscedasticity neither. The multiple linear regression test is written in the regression equation Y=0,240+0,672X1+0,148X2. From the tests conducted, it was found that the samples were normally distributed. Based on the results of hypothesis testing, it was obtained that the value of tcount > ttable (6.600>2.022) for the organizational variable and (3,202>2.022) for the organizational culture variable; Fcount > Ftable (70,235>3,24); and the coefficient of determination obtained 80,7% while the remaining 19,3% is influenced by other variables outside of this study that must be considered in order to achieve better employee performance in the future. So Ha is accepted and Ho is rejected, so it can be concluded that there is an influence of motivation and work environment on employee performance.

scholarly journals Pengaruh Pengembangan Karier, Penempatan Jabatan dan Motivasi Terhadap Prestasi Kerja Pegawai Pada Kantor Camat Kubung

2020 ◽  
Author(s):  
Oktaria Fatra ◽  
Maria Magdalena
Keyword(s):  
Career Development ◽  
Work Performance ◽  
Employee Performance ◽  
Job Placement ◽  
Human Resources Development ◽  
Independent Variables ◽  
A Value ◽  
State Apparatus ◽  
Regression Test ◽  
Positive Effect

State Civil Apparatus (ASN) as an element of the state apparatus is also implementing the administration of general administration and development administration serves as a powerful, effective, efficient and accountable government roadmap. On that basis, ASN is required to perform its duties professionally, responsibly, honestly and fairly and cleanly and free from corruption, collusion and nipotism through human resources development and development based on work performance and career system. In the study, the authors make independent variables consisting of career development (X1), job placement (X2) and motivation as (X3) while the dependent variable is employee performance (Y). of all variables are used multiple regression test. The results of the study illustrate that from testing t test conducted it can be concluded that the independent variables contained in the study have a significant and positive effect on the dependent variable. This means that the significant value of each variable has a value <0.05. So that the improvement of work performance is influenced by career development, job placement and motivation.

scholarly journals Pengaruh Kualitas Sumber Daya Manusia, Komitmen Dan Motivasi Kerja Terhadap Kinerja Pegawai Inspektorat Kabupaten Banyuasin

2021 ◽  
Vol 2 (2) ◽  
pp. 291-296
Author(s):  
R.A. Rodia Fitri Indriani
Keyword(s):  
Linear Regression ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Strong Relationship ◽  
Coefficient Of Determination ◽  
Linear Regression Equation ◽  
Independent Variables ◽  
Study Implementation

This study aims to determine whether the variable Human Resouces Quality (X1), Commitment (X2) and Work Motivation (X3) a significant influence on Employee Performance (Y) Inspektorat Kabupaten Banyuasin. Implementation of this study for 6 (six) months including the design, conduct and reporting of research results. This case study aims to determine the effect of Human Resouces Quality, Commitment and Work Motivation on Employee Performance Inspektorat Kabupaten Banyuasin either partially or jointly. In population research in question is the entire employee Inspektorat Kabupaten Banyuasin with a sample size of 41 peopl. The results were obtained regression coefficient Human Resouces Quality (X1) of 0.426, Commitment (X2) of 0.128 and Work Motivation (X3) of 0.626 and also produces a constant value of 12.260. So that the multiple linear regression equation is as follows :Y = 12.260 + 0.426X1 + 0.128X2 + 0.626X3  + e. While the results of correlation 0,712, which means having a strong relationship between the independent variables and the dependent variable, also obtained by the coefficient of determination (R square) of 0.506. This value can be interpreted to mean that the percentage of influence Human Resouces Quality, Commitment and Work Motivation on Employee Performance was 50,6% while the remaining 49,4% is influenced by other variables not included in this study. Implementation is that the Inspektorat Kabupaten Banyuasin continuously improve Human Resouces Quality, Commitment and Work Motivation, so that the consciousness of themselves together to always strive to achieve the goals that have been set (Employee Performance Inspektorat Kabupaten Banyuasin).

scholarly journals Peran Motivasi Kerja dan Efikasi Diri (Self-Efficacy) dalam Meningkatkan Kinerja Karyawan

2019 ◽  
Vol 1 (1) ◽  
pp. 99-108
Author(s):  
Hana Diawati ◽  
Kokom Komariah ◽  
Nor Norisanti
Keyword(s):  
Self Efficacy ◽  
Work Motivation ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Strong Relationship ◽  
Multiple Correlation Coefficient ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Multiple Correlation ◽  
F Test

The purpose of this study was to measure the effect of work motivation and self-efficacy on employee performance at PT. Latanza Sinar Abadi, Sukabumi Regency. The population in this study were employees at PT. Latanza Sinar Abadi, Sukabumi Regency. The research method used is descriptive and associative methods. The sample used in this study is using Simple Random Sampling which is included in probability sampling by distributing 100 questionnaires to employees of PT. Latanza Sinar Abadi, Sukabumi Regency. The analysis technique used is the validity test, reliability test, multiple linear regression analysis, including the coefficient of determination test, multiple correlation coefficients and hypothesis testing using a stimulating test (F test). The results of the study, the test coefficient of determination (R2) of 0.822 can be interpreted that the influence of Work Motivation and Self-Efficacy on Employee Performance is 82.2%. The remaining 17.8% is influenced by other factors not explained in this study. Based on the multiple correlation coefficient test seen from the R value of 0.909, it shows that there is a very strong relationship between work motivation and self-efficacy with employee performance. Based on the F test, get the probability value sig. 0,00 <0,05 which means that together the Work Motivation (X1) and Self-Efficacy (X2) have a significant effect on employee performance (Y). Conclusions, work motivation and self-efficacy have a positive and significant effect on employee performance Keywords: Work Motivation, Self-Efficacy, Employee Performance.

scholarly journals Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Kinerja Karyawan Badan Penyelenggara Jaminan Sosial (BPJS) Kesehatan Cabang Ambon

2019 ◽  
Vol 2 (3) ◽  
pp. 330-342
Author(s):  
Pieter N. R. Rehatta ◽  
Saleh Tutupoho
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Performance ◽  
Coefficient Of Determination ◽  
Significant Positive Effect ◽  
Analysis Method ◽  
Independent Variables ◽  
Independent Variable ◽  
Health Institutions ◽  
Positive Effect

"The Effect of Job Satisfaction and Organizational Commitment on Employee Performance of the Ambon Branch of BPJS on health institutions".The purpose of this study was to determine the effect of job satisfaction and organizational commitment on the Ambon branch of BPJS on health institutions. The population in this study were employees of the Ambon branch of BPJS on health institutions. The sample in this study were 32 employees. Data collection was carried out using a questionnaire. The data analysis method used was SPSS version 16. The results of multiple regression analysis are Y = 0.280 X1 + 0.392X2. The independent variable that most influences the dependent variable is the organizational commitment variable (0.392), and the last is the job satisfaction variable (0.280). The results of the t test show that all the independent variables (job satisfaction and organizational commitment) have a significant positive effect on the dependent variable (employee performance) where all the independent variables obtain a t value greater than the t table with a sig level of less than 0.05. And the coefficient of determination (R Square) obtained is 0.323, this means that 32.3% of employee performance can be explained by job satisfaction and organizational commitment variables, while the remaining 67.7% is influenced by other variables not examined in this study.The implication of the above conclusions is that in an effort to improve employee performance, the Ambon branch of BPJS on health institutions should increase job satisfaction for employees, namely the leadership must provide more support for employees and must mutually cooperate between employees so that their sense of job satisfaction increases and increases commitment to oneself and at the company. Keywords : job satisfaction, organizational commitment, employee performance

scholarly journals PENGARUH KUALITAS PELAYANAN DAN HARGA TERHADAP KEPUASAN PELANGGAN PADA CV. CAHAYA BONANZA ABADI LAMONGAN

2020 ◽  
Vol 19 (1) ◽  
pp. 33-43
Author(s):  
Mohamad Rizal Nur Irawan
Keyword(s):  
Customer Satisfaction ◽  
Service Quality ◽  
Significant Influence ◽  
T Test ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Test Results ◽  
F Test ◽  
Independent Variables ◽  
Independent Variable

Customer satisfaction will be formed if it can meet the customer's basic expectations. Many factors influence customer satisfaction, including service quality and price. The problem that the answer to this research is looking for is the effect of partial, simultaneous and dominant independent variables (service quality and price) on customer satisfaction. Data analysis methods used are validity test, reliability test, classic assumption, multiple regression analysis, multiple correlation test, coefficient of determination, F test, t test. The results of multiple linear regression obtained an equation, (Y = 2.936 + 0.098 X1 + 0.246 X2). The t-test results obtained by t count variable service quality 5.434 price 3.704 greater than t table 1.660 between independent variables partially has a significant influence on customer satisfaction. The results obtained from the F test are: F count (75,966)> F table (3,09) means that variables simultaneously have a significant effect on customer satisfaction. From the regression calculation and t count value can be drawn that the most dominant influence on customer satisfaction is price. From the results of the analysis concluded that the independent variable (service quality and price) has a significant influence on customer satisfaction Cv. Cahaya Bonanza Abadi Lamongan.

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