PENGARUH PERSEPSI DAN BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MODERASI

2017 ◽  
Vol 2 (3) ◽  
pp. 278
Author(s):  
Dian Rahmawaty
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Negative Influence ◽  
Public Works ◽  
Coefficient Of Determination ◽  
Job Motivation

<p><em>This research aims to examine and analyze the actual conditions of the company concerned with the perception of employees, organizational culture and work motivation as variables the moderation that ultimately have an impact on the performance of employees. This research was conducted against officers at public works city of Bukittinggi with number of employees as many as 76 people. Analysis of the method used is descriptive analysis with Moderated Regression Analysis use Analysis (MRA) by processing the data using SPSS ver. 16.0 for windows. Then conducted the analysis with the data using the test of validity, reliability, descriptive variable analysis (TCR), a Moderated Regression Analysis Analysis (MRA), the coefficient of determination and hypothesis testing so that it brings the equation Y=14,142-0,187X1+0,376X2+ 0,147Mo. From the results of the analysis shows that the regression coefficient of interaction between job motivation and perception is -0.05 and significant is 0,756. The significant value is greater than ɑ = 0.05. It can be interpreted that work motivation variable (Mo) does not moderate the influence of perception on employee performance and show negative influence. Thus the fourth hypothesis in this study that states work motivation moderate the influence of perceptions on employee performance declared rejected. Furthermore, the regression coefficient of interaction variable between organizational culture and work motivation is 0.012 and significant 0,341. The significant value is greater ɑ = 0.05.The results showed that the perception of the negative and not significant effect against the performance of employees on public works city of Bukittinggi. Organizational culture positive and significant effect on performance clerk on public works city of Bukittinggi. The motivation of working positively and significantly to the performance of employees on public works city of Bukittinggi. </em></p><p>Penelitian ini bertujuan untuk mengkaji dan menganalisis kondisi sebenarnya dari perusahaan berkaitan dengan persepsi pegawai, budaya organisasi dan motivasi kerja sebagai variabel moderasi yang pada akhirnyaberdampak pada kinerja pegawai. Penelitian ini dilakukan terhadap pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi dengan jumlah pegawai sebanyak 76 orang. Metode analisis yang digunakan adalah analisis deskriptif dengan menggunakan Analisis Moderated Regression Analysis (MRA). Analisis Moderated Regression Analysis (MRA), koefisien determinasi dan pengujian hipotesis sehingga didapatkan persamaan Y =14,142-0,187X1+0,376X2+0,147Mo. Dari hasil analisis tersebut terlihat bahwa besaran koefisien regresi variabel interaksi antara motivasi kerja dan persepsi adalah -0,05 dan signifikan sebesar 0,756. Nilai signifikan tersebut lebih besar dari ɑ = 0,05. Hal ini dapat diartikan bahwa variabel motivasi kerja (Mo) tidak memoderasi pengaruh persepsi terhadap kinerja pegawai  dan menunjukkan pengaruh yang negatif. Dengan demikian hipotesis keempat dalam penelitian ini yang menyatakan motivasi kerja memoderasi pengaruh persepsi terhadap kinerja pegawai dinyatakan ditolak.Selanjutnya besaran koefisien regresi variabel interaksi antara budaya organisasi dan motivasi kerja adalah 0,012 dan signifikan 0,341. Nilai signifikan tersebut lebih besar ɑ = 0,05. Hasil penelitian menunjukkan bahwa Persepsi berpengaruh negatif dan tidak signifikan terhadap kinerja pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi. Budaya organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi. Motivasi kerja positif dan signifikan terhadap kinerja pegawai pada Dinas Pekerjaan Umum Kota Bukittinggi.</p>

PENGARUH MOTIVASI KERJA, KOMUNIKASI INTERPERSONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA GURU (STUDI KASUS DI SMPN 5 PARIAMAN)

2020 ◽  
Author(s):  
Hasnah Mila
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Interpersonal Communication ◽  
Work Motivation ◽  
Employee Performance ◽  
High Reliability ◽  
Eligibility Criteria ◽  
Validity Test ◽  
Independent Variable ◽  
Performance Teachers

The independent independent variables in this study are Work Motivation, Interpersonal Communication and Organizational Culture while the dependent variable is the Performance Teachers and Employees SMPN 5 Pariaman. The sample used in this study as many as 32 respondents determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count&gt; R-table item is declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic&gt; R-table so the item is declared valid. Based on the validity test of Work Motivation instrument, Interpersonal Communication and Organizational Culture on Teacher and Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria Instrument Motivation Work, Interpersonal Communication and Organizational Culture on Performance Teachers and Employees have met the criteria of good instrument requirements, namely valid and reliable. Regression analysis results obtained t count = 2.550 while t table = 2.042 so thitung&gt; ttable and significance value is 0.000, this value is smaller than α = 0,05 so it can be said that motivation factor (X1) (Y) Regression analysis results obtained t count = 1.076 while the value of t table = 2.042 so that tcount &lt; ttable or and its not significance value is 0.000, this value is smaller than α = 0,05, and proved variable of Interpersonal Communication (X2) (Y) Regression analysis results obtained t count = 1.715 while the value of t table = 2.042 so thitung&lt; ttable and its not significance value is 0.000, this value is smaller than α = 0,05, and proved Organizational Culture variable (X3) The value of correlation coefficient (R) turns out that the correlation is positive. This means that there is a strong one-way relationship, where the change of increment that occurs in the free factor of Work Motivation, Personal Communication and Organizational Culture is accompanied by the change of the bound factor increase that is Teacher Performance (Y).

PENGARUH MOTIVASI KERJA, KOMPETENSI, DAN KOMPENSASI TERHADAP KINERJA KARYAWAN RUMAH SAKIT UMUM DAERAH (RSUD) KABUPATEN KEPULAUAN MENTAWAI

2020 ◽  
Author(s):  
Syofrinal
Keyword(s):  
Linear Regression ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Reliability Test ◽  
Mentawai Islands ◽  
Regression Test ◽  
Analytical Tools

The purpose of this study is to test the Influence of Work Motivation, Competence, and Compensation Against Performance Employees Regional General Hospital (RSUD) Mentawai Islands District. This study is a census. The data used are primary data by taking sample of 79 (seventy nine) respondents. This research uses analytical tools such as validity, reliability test, multiple linear regression test, t test, F test and coefficient of determination (R2). The results of this study illustrate that all variables have an effect on employee performance except the compensation variable. The results can be described by the equation Y = 12.752 + 0.248X1 + 0.396X2 + 0.051 X3, where X1 = Work Motivation, X2 = Competence, and X3 = Compensation. This means that the constant of 12.752 states that factors other than the variables X1, X2, and X3 that affect employee performance of 12,752. Work Motivation coefficient of 0.248 states that if the variable X1 added one unit will add the effect of employee performance of 0.248 with the assumption that the competence and compensation variables are constant. The regression coefficient X2 of 0.396 is that if the variable X2 increases one unit will increase the employee performance by 0.396 with the assumption that the variable of work motivation and compensation is constant. Furthermore, with X3 regression coefficient of 0.051. This means that with other factors considered constant, the effect of compensation is less than that of work motivation and competence.

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI KERJA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KOTA PADANG

2020 ◽  
Author(s):  
Lidya Agusti
Keyword(s):  
Leadership Style ◽  
Spatial Planning ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Public Works ◽  
Cronbach’S Alpha ◽  
Cronbach's Alpha ◽  
Independent Variable ◽  
And Performance

The purpose of this study are: 1. To explain the presence or absence of influence of leadership style, work motivation and work discipline on the performance of employees Public Works Department and Spatial Planning Padang City. 2. Measuring the magnitude of the influence of leadership style, organizational culture and organizational commitment to the performance of employees of Public Works and Spatial Planning Padang City. This research was conducted in August 2017 at Public Works Department and Spatial Planning of Padang City The samples used in this study were 83 respondents. The independent variable in this research is Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3). The dependent variable is Employee Performance (Y) Data collection techniques are questionnaires. Data analysis techniques using Descriptive Analysis and Inferential Analysis. To know the influence of independent variable to dependent variable partially, used t test. While to know the influence of independent variable to dependent variable simultaneously, used F test. The assumption used in validity test is if R-count&gt; R-table item declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic&gt; R-table so the item is declared valid. Leadership Style (X1), Work Motivation (X2), Work Discipline (X3) and Performance (Y) Valid. All of the research variables had Cronbach's alpha values above 0.70 and thus expressed reliably or reliably. The value of Cronbach's alpha variable Leadership Style (X1) is 0.857, Job Motivation (X2) is 0.813, Job Discipline (X3) is 0.736, and the performance variable (Y) is 0.844. In the hypothesis testing of the study found the result that the significance value of leadership style variable (X1) is with the value (sign β = 0,049, p &lt;0,05), Work Motivation variable (X2) with value (sign β = 0.001 p &lt;0.05) , and Work Discipline variable (Y) with value (sign β = 0,041 p &lt;0,05). With the finding of sign β above mentioned, it is stated that Leadership Style (X1), Work Motivation (X2) and Work Discipline (X3) have a significant effect on performance (Y) of Public Works and Spatial Planning Official of Padang City. The magnitude of the influence of the three variables on the performance of employees of Public Works Department and Spatial Planning Padang City is 27.8% (R2 = 0.278).

scholarly journals Pengaruh Komitmen Organisasi, Budaya Organisasi dan Motivasi terhadap Kinerja Karyawan PT. Hantar Hamparan Hasil di Pasuruan

2018 ◽  
Vol 4 (2) ◽  
pp. 95-105
Author(s):  
As’at Rizal ◽  
Alshaf Pebrianggara ◽  
Achmad Ansori
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Significant Influence ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Performance

The purpose of this study was to determine the factors that influence the performance of employees at PT. Introduce Results Overlay which includes Organizational Commitment (X1) Organizational Culture (X2) and Work Motivation (X3). This study uses a quantitative method sample 60 employees at PT. Deliver Overlay Results as respondents. Data collection is done using questionnaires. The data were analyzed using statistical , namely by using multiple regression analysis, the processing of which was carried out with the SPSS version 25.0 program. 1) The results of the analysis prove that the Organizational Commitment, Organizational Culture and Motivation variables simultaneously affect the performance of employees at PT. Deliver Results Overlays. 2) The results of the analysis prove that Organizational Commitment and Motivation have a partial effect on Employee Performance, while Organizational Culture has no partial effect on Employee Performance. 3) Result prove that between Organizational Commitment, Organizational Culture and Motivation, Motivation variables have the most significant influence on Employee Performance at PT. Deliver Results Overlays.

scholarly journals Gaya Kepemimpinan Dan Budaya Organisasi: Pengaruhnya Terhadap Kinerja Karyawan

2019 ◽  
Vol 1 (2) ◽  
pp. 150-163
Author(s):  
Asmawiyah _
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Linear Regression ◽  
Leadership Styles ◽  
Leadership Style ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Coefficient Of Determination ◽  
Research Model

This study aims to determine the influence of leadership style and organizational culture on the performance of employees of PT. Japfa Comfeed Indonesia, Tbk Makassar Unit. The research model used in this study is the method of observation, interviews, questionnaires, and literature studies conducted systematically based on the research objectives. The sample in this study is 95 respondents. The analytical method used is multiple linear regression analysis, coefficient of determination analysis (R2), T test (partial) and F test (simultaneous). The results of the study show that leadership styles have a positive and significant influence on employee performance while organizational culture has a positive but not significant effect on employee performance. This makes the leadership style the most dominant variable affecting the performance of employees at PT. Japfa Comfeed Indonesia, Tbk Makassar Unit.

scholarly journals ANALISIS PENGARUH KUALITAS SUMBER DAYA MANUSIA, KOMUNIKASI, DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN PADA PT. ALEXA MEDIKA MEDAN

2021 ◽  
pp. 48-58
Author(s):  
Sahat Simbolon
Keyword(s):  
Human Resources ◽  
Work Motivation ◽  
Employee Performance ◽  
Hypothesis Test ◽  
Descriptive Analysis ◽  
Total Sample ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Communication Work

The purpose of this study is to describe the influence of the quality of human resources, communication, and work motivation on employee performance at PT Alexa Medika Medan. This research was conducted at PT. Alexa Medika Medan which lasts for 5 (five) months, starting from May 2019 to September 2019.This research uses nonprobability sampling method. The population in this study were employees at PT. AlexaMedika Medan as many as 83 people. Determination of the number of samples using Sugiyono's opinion, so that the total sample is all employees of PT AlexaMedika Medan, amounting to 83 people. Data collection methods in this study used a questionnaire to collect data from human resources, communication, work motivation, and employee performance variables. The analysis technique used is validity test, reliability test, descriptive analysis, classic assumption test, double regression linear analysis, double correlation coefficient linear test, partial hypothesis test or T test, simultaneous hypothesis test or F test, and coefficient determination. Descriptive analysis result for the quality of human resources and communication are good. The result of descriptive analysis for employee performance fall into the quite good category and work motivation is in not very good category. Based on partial analysis, the variable quality of human resources has a positive and significant effect on the performance of employees of PT AlexaMedika Medan, communication has a positive and significant effect on the performance of employees of PT AlexaMedika Medan, and work motivation has a positive and significant effect on the performance of employees of PT AlexaMedika Medan. Simultaneously, there is a positive and significant influence on the quality of human resources, communication, and work motivation on the performance of employees of PT AlexaMedika Medan. From the coefficient of determination that employee performance is influenced by the quality of human resources, communication, and work motivation by 58.5%. While the remaining 41.5% of employee performance is influenced by other variables not observed in this study.

scholarly journals Pengaruh Iklim Organisasi Terhadap Kinerja Karyawan

2016 ◽  
Vol 2 (1) ◽  
pp. 96
Author(s):  
Rt Nindica Azalea Nuryasmin ◽  
Harmon Chaniago
Keyword(s):  
Regression Analysis ◽  
Organizational Climate ◽  
High Performance ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Work Behavior ◽  
Coefficient Of Determination ◽  
Trading Company ◽  
Different Characteristics

Creating a climate of an organization capable of bringing the employees in a company to create a high performance is not an easy thing. This is because basically, humans have different characteristics according to his needs. Although those cases, human resources should have a good performance. One way to improve the performance of employees is to pay attention to organizational climate. This study aims to determine the organizational climate on employee performance office of PT Ultrajaya Milk Industry and Trading Company. Organizational climate measurements include the dimensions of the structure, standards, support, recognition, responsibility, and commitment. While the measurement of employee performance using the dimensions of the work, work behavior, and personal qualities. The study uses quantitative methods and involved 126 respondents drawn from employees of the office. Data was collected by questionnaire were then analyzed using descriptive statistics. The analysis includes the analysis of assumptions used classic, descriptive analysis, correlation analysis, regression analysis and coefficient of determination. Based on the research results, the level of organization climate is in the category of "good" because it has the average (mean) 3.95. So too for the performance level of employees in the category of "good" because it has the average (mean) 4.10. The results of this study indicate that organizational climate can contribute to employee performance (²) by 64%. Organizational climate is predicted to improve employee performance (positive). It can be seen from the results of the regression analysis is Y = 0.476 + 0,800X which means that if the model the characteristics of employment increased by one, the organizational commitment of employees will increase by 0,800. In addition, the organizational climate can significantly improve employee performance, it's based on figures significance probability of 0.000 smaller than 0.05.

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 Pengaruh Kepemimpinan dan Motivasi Kerja Terhadap Kinerja Karyawan (Studi di PT. ASIA HEALTH ENERGI BEVERAGES SUKABUMI)

KarismaPro ◽  
2021 ◽  
Vol 2 (2) ◽  
Author(s):  
Buci Morisson Morisson
Keyword(s):  
Regression Analysis ◽  
Linear Regression ◽  
Multiple Regression Analysis ◽  
Strong Correlation ◽  
Work Motivation ◽  
Employee Performance ◽  
Strong Relationship ◽  
Coefficient Of Determination ◽  
Linear Regression Equation ◽  
Additional Value

Based on multiple regression analysis obtained by linear regression equation Y = 13,531 + 0,321X1 + 0,420X2 + e. Stating that the effect of increasing the value of the leadership unit by 0.321 then the value of employee performance will increase by 32.1%. If work motivation has an additional value of 0.420, the employee's performance value will also increase by 42,0%. Based on the calculation of the coefficient of determination obtained Adjusted (R square) value of 0.446 or 44.6% and the remaining 55.4% is influenced by variables not examined. Based on the calculation of the correlation coefficient, the value is 0.681, the coefficient is at an interval of 0.60 - 0.799, included in the level of "strong" relationship, which means leadership and work motivation have a strong correlation on employee performance. This research is also supported by t-test hypothesis testing, leadership significance value 3,448 2,091 and work motivation 4,336 2,091 resulting in H0 rejected and H1 accepted, which means that leadership and work motivation significantly influence employee performance.

scholarly journals PENGARUH KOMPETENSI MANAJERIAL KEPALA SEKOLAH DAN BUDAYA ORGANISASI SEKOLAH TERHADAP MOTIVASI KERJA GURU DI SEKOLAH ISLAM AL-HAMȊD JAKARTA TIMUR

BUANA ILMU ◽  
2020 ◽  
Vol 4 (2) ◽  
pp. 13-28
Author(s):  
Ainur Alam Budi Utomo
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Empirical Data ◽  
Work Motivation ◽  
School Principal ◽  
Coefficient Of Determination ◽  
Survey Method ◽  
Managerial Competencies ◽  
Point Increase ◽  
The Impact

Penelitian ini bertujuan untuk mengetahui dan menguji data-data empirik terkait pengaruhkompetensi manajerial kepala sekolah dan budaya organisasi sekolah terhadap motivasi kerja gurusecara simultan. Dalam penelitian ini, penulis menggunakan metode survei dengan pendekatankorelasional dan regresional terhadap data-data kuantitatif yang diperoleh dari objek penelitian yaituguru-guru Sekolah Islam Al-Hamȋd Jakarta Timur. Sampel penelitian ini sebanyak 80 responden daritotal 100 guru di Sekolah Islam Al-Hamȋd Jakarta Timur. Pengumpulan data dilakukan denganmenggunakan teknik angket/kuesioner, observasi, dan dokumentasi. Jenis analisis yang digunakanadalah analisa korelasi dan regresi yang dijabarkan secara deskriptif. Hasil dari penelitian ini adalahterdapat pengaruh yang positif dan signifikan Kompetensi Manajerial Kepala Sekolah dan BudayaOrganisasi Sekolah Secara simultan terhadap Motivasi Kerja Guru di Sekolah Islam Al-Hamȋd JakartaTimur dengan koefisien korelasi (r) sebesar 0,500 dan koefisien determinasi (Rs) sebesar 25%. Arahpengaruh ditunjukan dengan persamaan regresi Ŷ = 44,471 + 0,324X1 + 0,370X2.. Dari persamaanini dapat dibaca bahwa setiap kenaikan 1 poin kompetensi manajerial kepala sekolah (X1) dan BudayaOrganisasi Sekolah (X2) Secara bersama-sama akan diikuti kenaikan motivasi kerja guru (Y) sebesar0,694 poin.Kata Kunci: Kompetensi Manajerial, Budaya Organisasi Sekolah, Motivasi Kerja Guru. This research aims to identify and test empirical data about the impact of managerialcompetencies of the school principal and the organizational culture on teachers’ work motivationsimultaneously. In this research, I used survey method with correlational and regressional approach onquantitative data obtained from the teachers of Sekolah Islam Al-Hamȋd, East Jakarta. The samples ofthis research are 80 respondents from the population of 100 teachers at Sekolah Islam Al-Hamȋd, EastJakarta. Datas were gathered through questionnaires distribution, observation, and documentation.The datas then were analiyzed using correlation regression analysis which are elaborateddescriptively. The results of this research are there is positive and significant impact of organizationalatsmosphere on teacher’s work motivation and organizational atsmosphere on teacher’s workmotivation at Sekolah Islam Al-Hamȋd, East Jakarta simultaneously with coefficient of correlation (r)of 0,500 and coefficient of determination (Rs) of 25%. The regression equation is Ŷ = 44,471 +0,324X1 + 0,370X2. This means that every 1 point increase of the school principal’s managerialcompetences (X1) and the organizational atsmosphere (X2) is simultaneously followed by the increaseof teacher’s work motivation (Y) of 0,694 point.Key words: managerial competencies, school organizational culture, teacher’s work motivation.

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