scholarly journals Relationship between Training and Internal Staffing with Employee Work Performance (A Study at the Public Works Department of Sukabumi Regency)

2019 ◽  
Vol 1 (4) ◽  
pp. 68-81
Author(s):  
Budi Rismayadi ◽  
Mumun Maemunah ◽  
Citra Savitri
Keyword(s):  
Correlation Coefficient ◽  
Work Performance ◽  
Employee Performance ◽  
Strong Relationship ◽  
Multiple Correlation Coefficient ◽  
Linear Regression Models ◽  
Multiple Correlation ◽  
Verification Method ◽  
Relationship Of ◽  
The Relationship

The purpose of this study was to determine the relationship of training in improving employee performance and internal staffing relationships in improving employee performance and how the relationship of training and internal staffing in improving employee performance. The research method used is a verification method of research with multiple linear regression models, processing data using multiple correlation analysis and using the F test and t test. The total population taken was 58 permanent employees and a random sample of 50 respondents and the data collection technique used a questionnaire with a Likert scale. From the calculation of the multiple correlation coefficient between training and employee performance resulted in a positive number of 0.98 which means that employee performance is greatly influenced by training. This shows the relationship of training with employee performance is very strong. These results are supported by significant test results t (t arithmetic = 1.36> = 1.30). This means that training makes a meaningful contribution; while internal staffing (tcount = 0.009 <ttable = 1.30) showed less significant relationship in improving employee work performance, even though it had a correlation coefficient (ry2 = 0.98). Training and internal staffing on employee performance have a very strong relationship as evidenced by a variance of 96.52%. and the remaining 3.48% is caused by other factors.

scholarly journals Pengaruh Pengembangan Karir Terhadap Prestasi Kerja Pegawai Pada Dinas Pertanian Kota Bima

2020 ◽  
Vol 1 (2) ◽  
pp. 14-19
Author(s):  
Agustina Agustina ◽  
Wulandari Wulandari
Keyword(s):  
Career Development ◽  
Correlation Coefficient ◽  
Work Performance ◽  
Alternative Hypothesis ◽  
Employee Performance ◽  
Sampling Technique ◽  
Strong Relationship ◽  
Research Model ◽  
The Relationship ◽  
The City

This study aims to determine the effect of Career Development on Employee Performance in the Agriculture Office of the City of Bima. The criteria set by the researcher as the sample in this study were the employees of the Civil Service Office (ANS) at the main service with a total of 61 people using purposive sampling technique, namely the method of selecting samples based on certain criteria. Based on the results of data processing using SPSS version 23.0, the following results are obtained: It is known that the constant value of the career development variable is positive, namely 12,402, the regression coefficient of work performance is 0.649, so that the regression equation can be written: Y = 12.402 + 0.649X, and the correlation coefficient (R) = 0.739. This means that career development has a strong relationship with employee work performance in accordance with the guidelines for the correlation coefficient interval between 0.60 - 0.799. The results of the SPSS version 26.0 data are obtained a correlation value of 0.650 and to determine the level of closeness of the relationship between career development and work performance. , be on STRONG. The R Square value of 0.545 means that the career development variable is able to contribute to the work performance variable by 54.5%, while 46.5% is influenced by variables outside of this research model. The two-party t test proves the alternative hypothesis (Ha) which states that the career development variable in its six dimensions has a positive and significant effect on employee work performance.

scholarly journals Indonesia’s Civil Servants' Performance at Aviation Engineering: Exploration Study

2020 ◽  
Vol 4 (2) ◽  
pp. 160
Author(s):  
Wirma Yuliana ◽  
Anita Maharani ◽  
Zainur Hidayah
Keyword(s):  
Qualitative Research ◽  
Research Method ◽  
Work Performance ◽  
Employee Performance ◽  
Data Sources ◽  
Job Descriptions ◽  
Interviewing Techniques ◽  
Relationship Of ◽  
The Relationship ◽  
Engineering Institute

This research was conducted with the aim of analyzing the relationship of performance allowances in optimizing the performance of Civil Service Civil Engineering Institute. The method used in this study is a qualitative research method. Sampling or data sources in this study were conducted purposively and for the sample size determined by snowball, interviewing techniques, data analysis using interpretive models and research results emphasizing the meaning of generalization. The results of this study indicate that each flight engineer has a workload of each. The workload is made by each employee based on job descriptions which are then outlined in the form of Employee Work Objectives (KPI). The development of achievement of KPI is one aspect in the Employee Job Achievement component, which is a reference in providing employee performance benefits, in addition to assessing the employee work discipline component. The granting of performance benefits has met the principles of fairness, fair and reasonable, competitive and transparent. Of the several motivations received by employees, performance allowances are considered the most effective to be given because by providing performance benefits employees have the ability to meet more needs, as evidenced by the desire of employees to try to carry out work optimally through efforts to achieve work performance and work discipline. Employees try to carry out the workload contained in the KPI well, carry out at least 2 additional tasks and make timely reports. 

scholarly journals PENGARUH PERAN KEPEMIMPINAN, KOMUNIKASI DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PADA UPTD PUSKESMAS KECAMATAN KLARI KABUPATEN KARAWANG

2018 ◽  
Vol 3 (2) ◽  
Author(s):  
Eneng Sukmayanti
Keyword(s):  
Work Environment ◽  
Correlation Coefficient ◽  
Employee Performance ◽  
Human Resources Management ◽  
Leadership Role ◽  
District Health ◽  
Verification Method ◽  
Low Level ◽  
Communication Work ◽  
Relationship Of

ABSTRAK The purpose of this study is to obtain empirical evidence and to find clarity of phenomena and conclusions about the influence of leadership role, communication, and work environment on employee performance at UPTD Puskesmas Kecamatan Klari Kabupaten Karawang. This thesis is expected to contribute to the development of management science, especially as a contribution of scientific literature in human resources management, as reference material in scientific writing, as an information material, both for leaders and colleagues in District Health Office Karawang in the implementation of performance-based management, As a material consideration and input in making decisions and determine the direction of policy. The research is done by using quantitative method with descriptive and verification method, that is collecting, presenting, analyzing and doing hypothesis testing, and making conclusion and suggestion. Based on the results of the research analysis, the following conclusions are obtained: 1. The correlation of leadership (X1) with communication (X2) has a correlation coefficient value (r) of 0.512 and if interpreted by the closeness of relationship between these two variables has a fairly strong level of relationship (Sugiyono, 2005:255) and unidirectional because the value is positive. This shows that if leadership increases then communication will also increase. Conversely, if communication increases then leadership will also increase. 2. Communication correlation (X2) with work environment (X3) has correlation coefficient (r) value of 0.343 and if interpreted with the closeness of relationship of these two variables have a low level of relationship (Sugiyono, 2005:255) and unidirectional because the value is positive. This shows that if communication increases then the work environment will also increase. Conversely, if the work environment increases then communication will also increase. 3. The correlation of leadership (X1) with work environment (X3) has a correlation coefficient value (r) of 0.359 and if interpreted by the closeness of the relationship of these two variables have a low level of relationship (Sugiyono, 2005:255) and unidirectional because the value is positive. This shows that if leadership increases then the work environment will also increase. Conversely, if the work environment increases then leadership will also increase. 4. The magnitude of the influence of leadership role on employee performance is 24.4%. Based on the findings of this study can be concluded that the hypothesis of research that states "leadership has significant effect on employee performance" is acceptable. 5. The magnitude of communication effect on employee performance is 14.2%. Based on the findings of this study can be concluded that the hypothesis of research that states "communication has significant effect on employee performance" is acceptable. 6. The amount of work environment influence on employee performance is 13.4%. Based on the findings of this study it can be concluded that the research hypothesis which states "work environment contribute significantly to the performance of employees" is acceptable. 7. Simultaneously leadership (X1), communications (X2), and work environment (X3) have a significant effect on employee performance (Y) of 52.0%. The remaining 48.0% is the effect that comes from other factors. Keywords : Role of Leadership, Communication, Work Environment, 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 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 Kecerdasan Emosi dan Konsep Diri Terhadap Kemampuan Mengajar Guru Taman Kanak-Kanak

2017 ◽  
Vol 3 (2) ◽  
pp. 181
Author(s):  
Nila Fitria
Keyword(s):  
Emotional Intelligence ◽  
Correlation Coefficient ◽  
Significant Relationship ◽  
Multiple Correlation Coefficient ◽  
T Test ◽  
Kindergarten Teacher ◽  
Self Concept ◽  
Multiple Correlation ◽  
Concept Teaching ◽  
The Relationship

<p><em>Abstrak</em><strong> - </strong><strong>Penelitian</strong><strong> ini bertujuan untuk mengetahui tentang hubungan antara kedua variabel bebas (</strong><strong>kecerdasan emosi </strong><strong>dan</strong><strong> </strong><strong>konsep diri</strong><strong>) </strong><strong>dengan variabel terikat (</strong><strong>kemampuan mengajar guru </strong><strong>t</strong><strong>aman kanak-kanak</strong><strong>)</strong><strong>. Populasi dalam penelitian ini adalah </strong><strong>adalah seluruh guru </strong><strong>Taman Kanak-Kanak se-Kecamatan Larangan Tangerang (jumlah guru sebanyak 310 orang)</strong><strong>.</strong><strong> </strong><strong>Hasil penelitian ini menyimpulkan bahwa: (1) Terdapat hubungan yang signifikan antara </strong><strong>kecerdasan emosi (X<sub>1</sub>) dengan kemampuan mengajar guru taman kanak-kanak (Y), koefisien korelasi antara kecerdasan emosi (X<sub>1</sub>) dengan kemampuan mengajar guru taman kanak-kanak sebesar </strong><strong>0, 32</strong><strong>. Melalui uji-t diperoleh t<sub>hit</sub> sebesar </strong><strong>2,48 </strong><strong>lebih besar dari pada t<sub>tab</sub> sebesar 1,67 sehingga koefisien korelasi (r<sub>y1</sub>) dinyatakan signifikan.</strong><strong> (2) Terdapat hubungan yang signifikan antara </strong><strong>konsep diri (X<sub>2</sub>) dengan kemampuan mengajar guru taman kanak-kanak, koefisien korelasi antara konsep diri X<sub>2</sub> dengan kemampuan mengajar guru taman kanak-kanak (Y) sebesar 0,48. Melalui uji-t diperoleh t<sub>hit</sub> sebesar 3,98 lebih besar dari pada t<sub>tab</sub> sebesar 1,67 sehingga koefisien korelasi (r<sub>y2</sub>) dinyatakan signifikan</strong><strong>. </strong><strong>(3) Koefisien korelasi ganda secara bersama-sama antara kecerdasan emosi dan konsep diri dengan kemampuan mengajar guru taman kanak-kanak diperoleh (R<sub>y12</sub>) sebesar 0,48. Pengujian signifikansi melalui uji F diperoleh F<sub>hit</sub> sebesar 8,00 lebih besar dari pada F<sub>tab</sub> sebesar 3,18 sehingga koefisien korelasi ganda (R<sub>y12</sub>) dinyatakan signifikan berarti bahwa semakin tinggi kecerdasan emosi dan konsep diri secara bersama-sama semakin tinggi juga kemampuan mengajar guru taman kanak-kanak. Sebaliknya, semakin rendah kecerdasan emosi dan konsep diri semakin rendah juga kemampuan mengajar guru taman kanak-kanak.</strong></p><p><strong><br /></strong></p><p><strong><em>Kata Kunci </em></strong>- <em>Kecerdasan Emosi, Konsep Diri, Kemampuan Mengajar Guru TK</em></p><p align="center"><strong> </strong></p><p><em>Abstract </em><strong>- </strong><strong>This study aims to find out about the relationship between the two  independent variables(emotional intelligence and self-concept) with the dependent variable(the ability of teachers to teach kindergarten).The population in this study is the entire kindergarten teacher as Tangerang District Larangan(the number of teachers as much as310 people).The results of this study concluded that: (1) There is a significant relationship between emotional intelligence(X1) with the ability to teach a kindergarten teacher(Y), the coefficient of correlation between emotional intelligence(X1) with the ability to teach a kindergarten teacher (Y) at 0,32. Through the t-test of 2.48 obtained t-calculate is greater than-table correlation coefficient f1.67 (ry1) expressed significant. (2 )There is a significant relationship between self-concept (X2) with the ability of teachers to teach kindergarten, the correlation coefficient between self-concept X2 with the ability to teach a kindergarten teacher(Y) at 0,48. Through the t-test of 3.98 obtained Thit is greater than that-table correlation coefficient of 1.67(ry2) expressed significant. (3)The coefficient of multiple correlation jointly between emotional intelligence and self-concept and ability to teach a kindergarten teacher was obtained (Ry12) of 0.48. Testing the significance of F-calculate obtained through the F-test of 8.00 greater than 3.18 so F-table for multiple correlation coefficient(Ry12) revealed a significant means that the higher the emotional intelligence and self-concept together the higher the ability of teachers to teach kindergarten as children.Conversely, the lower the self-concept of emotional intelligence and the lower the ability of teachers to teach kindergarten.</strong></p><p><strong><br /></strong></p><strong><em>Keyword – </em></strong><em>Emotional Intelligence, Self Concept, Teaching Skills Kindergarten Teachers</em>

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

scholarly journals Artikel Hubungan Motivasi, Semangat Kerja, dengan Prestasi Kerja Pegawai

2019 ◽  
Author(s):  
Vellya asril imami
Keyword(s):  
Work Performance ◽  
Employee Performance ◽  
Close Relationship ◽  
High Motivation ◽  
Relationship Of ◽  
The Relationship

The writing of this article aims to explain the concepts of motivation, work enthusiasm, employee work performance and explain how the relationship of motivation, work spirit with employee performance. Motivation, enthusiasm for work, and work performance of an employee have a very close relationship. Where if an employee has high motivation in working then an employee will be enthusiastic in carrying out his work and of course the work performance he gets will be satisfying.

scholarly journals PENGARUH PRESTASI KERJA, PENDIDIKAN, PENGALAMAN KERJA, PENGENALAN, DAN KESEMPATAN UNTUK TUMBUH TERHADAP PENGEMBANGAN KARIR PEGAWAI NEGERI SIPIL PADA KANTOR DINAS KETENTRAMAN KETERTIBAN DAN SATUAN POLISI PAMONG PRAJA

PARAMETER ◽  
2019 ◽  
Vol 4 (1) ◽  
Author(s):  
Suratman Hadi
Keyword(s):  
Job Performance ◽  
Random Sampling ◽  
Work Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Strong Relationship ◽  
Simple Random Sampling ◽  
Correlation And Regression Analysis ◽  
Type C ◽  
The Relationship

The purpose of this study was to determine the effect of motivation on employee performance of PT Pos Type C Manado. This research uses descriptive quantitative approach to measure and influence the relationship between motivation and job performance. The population in this study amounted to 200 employees, with a simple random sampling which amounts to 50 respondents. Using correlation and regression analysis. The analysis showed that there is a fairly strong correlation between motivation and job performance, as well as the motivation has a positive impact with work performance. Thus, the motivation has a strong relationship with the work performance of employees at PT Pos Indonesia Type C Manado.

scholarly journals PENGARUH KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT. TUNAS JAYA UTAMA

2020 ◽  
Vol 5 (2) ◽  
pp. 1-10
Author(s):  
Rini Astuti ◽  
Suhendri
Keyword(s):  
Data Analysis ◽  
Data Collection ◽  
Multiple Regression ◽  
Correlation Coefficient ◽  
Employee Performance ◽  
Multiple Correlation Coefficient ◽  
Coefficient Of Determination ◽  
Multiple Correlation ◽  
F Test ◽  
Analysis Techniques

This study aims to determine the effect of compensation on the performance of employees of PT. Jaya Jaya Utama. This study aims to determine the effect of motivation on the performance of PT.Tunas Jaya Utama employees. This study has the aim to determine the effect of compensation and motivation on the performance of PT.Tunas Jaya Utama employees. The population of this research is 32 employees of PT. Tunas Jaya Utama. Data collection techniques in this study were interviews, documentary studies and questionnaires, while the data analysis techniques used were the classic assumption test, multiple regression, T test, F test, and the coefficient of determination. There is an effect of compensation and motivation on employee performance at PT. Tunas Jaya Utama where the count is 0.349. The multiple correlation coefficient values ​​together between motivation and workload on performance obtained Rx1x2y = 0.723. This positive value means that if compensation and motivation are increased the performance will increase. From the F test it was obtained 15,853 with sig 0,000 <0,05, indicating that Ho was rejected and Ha was accepted, meaning compensation (X1) and motivation (X2) had a significant effect on performance (Y) at the 0.05 level. The coefficient of determination obtained (R-Square) is 0.522 or 52.20%, indicating that around 52.20% the variable Y can be explained by the compensation variable (X1) and motivation (X2) or practically it can be said that the contribution of compensation (X1) and motivation (X2) on performance (Y) is 52.20%, the rest is influenced by other variables not examined.

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