Disiplin Kerja, Karakteristik Individu dan Pengaruhnya Terhadap Kinerja Pegawai

Simatupang, Sudung; Butarbutar, Novita; Candra, Vivi

doi:10.32832/jm-uika.v12i2.4276

Cited by 5 publications

(6 citation statements)

References 7 publications

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“…Berhasil atau tidaknya sebuah organisasi dan instansi dalam menjalankan tugasnya tergantung dengan sumber daya manusia yang dipekerjakan. Maka dari itu, instansi atau organisasi perlu memberikan sebuah penghargaan kepada pegawai seperti fasilitas yang memadai dan kompensai kerja (Sudung Simatupang, Novia Butarbutar & Vivi Candra, 2021).…”

Section: Pendahuluanunclassified

Pengaruh Lingkungan Kerja, Disiplin Kerja, Religiusitas dan Kompensasi Terhadap Kinerja Pegawai Badan Amil Zakat Nasional Provinsi Kalimantan Timur

Effendi

Mahrus²,

Hasbi³

2023

BIFEJ

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Abstract Quality human resources are a factor in supporting the company's success in achieving its goals. There need to be supporting factors, namely the work environment to make employees feel comfortable and safe at work, work discipline to provide a sense of responsibility to employees at work, religiosity to create employees who are obedient to the teachings of their religion, then compensation to provide employee welfare. This study aims to determine whether the work environment, work discipline, religiosity and compensation affect the performance of the employees of the National Amil Zakat Agency of East Kalimantan Province. The type of research used is an associative research method with a quantitative collection strategy. This study uses primary data from observations, questionnaires, documentation, and interviews. The total population in this study was 19 respondents with a sampling technique, namely Saturated Sampling so that the total number of the population was used as the research sample. The analytical technique used in this study is to test the validity of the data, namely the validity and reliability test, then the classical assumption test, multiple linear regression test and hypothesis testing consisting of t-test and F-test and the coefficient of determination (R2) with SPSS 21 data processing. The results of the study, it was found that partially the work environment variable had a significant effect on employee performance with a significant value of 0,003 < 0,05, besides the work discipline variable had a significant effect on employee performance with significant value 0,049 < 0,05 and the religiosity variable had no significant effect on employee performance with significant value 0,0331 > 0,05 and the compensation variable did not significantly affect employee performance with significant value 0,700 > 0,05. then the results of the test calculation simultaneously obtained that the variables of work environment, work discipline, religiosity and compensation have a simultaneous effect on the performance of the employees of the National Amil Zakat Agency of East Kalimantan Provincewith significant value 0,000 < 0,05 . And the results of the coefficient of determination showed that the variables of work environment, work discipline, religiosity and compensation on employee performance in this study amounted to 71.0% while the remaining were influenced by other variables. Keywords: Work Environment, Work Discipline, Religiosity, Compensation, Performance

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Section: Pendahuluanunclassified

Pengaruh Lingkungan Kerja, Disiplin Kerja, Religiusitas dan Kompensasi Terhadap Kinerja Pegawai Badan Amil Zakat Nasional Provinsi Kalimantan Timur

Effendi

Mahrus²,

Hasbi³

2023

BIFEJ

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“…Kerja sama tim yang terjalin dengan baik dan optimal akan mampu meningkatkan kinerja karyawan (Pratiwi dan Nugrohoseno, 2018). Disiplin kerja yang baik serta karakter dari setiap pegawai itu optimal maka kinerja akan tercapai dengan baik (Simatupang et al, 2021). Disimpulkan, meskipun telah ada aplikasi HRIS di perusahaan dan telah ada upaya perusahaan dalam memberikan rasa puas kepada karyawanya melalui beberapa program seperti menciptakan lingkungan kerja yang nyaman dan adanya perbaikan insentif dalam rangka meningkatkan kinerja karyawan, namun masih ada permasalahan untuk meningkatkan kinerja karyawan.…”

Section: Hasil and Pembahasanunclassified

Peranan Penerapan HRIS dan Kepuasan Kerja Terhadap Kinerja Karyawan di PT Pisma Putra Textile

Hakim

Hidayat

Fanani

2022

jm-uika

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<p>The study tested the HRIS variable and job satisfaction on employee performance variables at PT Pisma Putra Textile. The study used a descriptive and qualitative approach, data processing using the SPSS application, data collection techniques using questionnaires, research instruments using a Likert scale and direct interviews with the Head of HRD, IT division, and operational employees of PT Pisma Putra Textile. Data analysis techniques through validity, reliability, and multiple regression analysis. Respondents were 125 employees. This study shows a significant relationship between the HRIS variable and the employee performance variable with a positive coefficient value of 0.333 and a significant relationship between the job satisfaction variable and the employee performance variable with a positive coefficient value of 0.324. In addition, there is a significant relationship between the HRIS variable and the job satisfaction variable on the employee performance variable with an F-count value of 31,395 and a significance value of 0.000. Thus, the conclusion of this study shows that the HRIS variable and job satisfaction can support improving employee performance, meaning that the first hypothesis (H1) and the second hypothesis (H2) are accepted. Performance can be measured by the results of the work being close to perfect, the results of the work according to the target, effective in completing the work and the work given by the leadership is carried out with full responsibility. While the results of interviews with HRD managers at PT Pisma Putra Textile, the ability of employees to work together with teams according to their respective main tasks in completing work on time can improve employee performance.</p><p> </p>

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“…Performance is often described as the effort or results possessed by members of an organization and is greatly needed by companies (Simatupang & Efendi, 2020). Performance is frequently associated with the completion of tasks that require careful consideration (Simatupang, S., Butarbutar, N., & Candra, 2021). Performance cannot rely solely on past performance (Zameer et al, 2014), and a company's success is significantly influenced by the performance of its employees (Eka, A. F., Sunaryo, H., & ABS, 2017).…”

Section: Introductionmentioning

confidence: 99%

Navigating Employee Performance: The Synergy of Ethical Leadership, Communication Proficiency and Trust

Hasnidar,

Jusri,

Bakri

2023

Escalate

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This study aims to investigate the factors influencing Employee Performance within the South Sulawesi Provincial Secretariat, with a focus on Ethical Leadership, Communication, and Trust. The primary objective is to understand the individual and combined impacts of these factors on performance outcomes. A quantitative approach was employed, involving a sample of 56 employees from the South Sulawesi Provincial Secretariat. Data was collected through structured surveys, and statistical analysis, including regression analysis using SPSS, was conducted to examine the relationships between Ethical Leadership, Communication, Trust, and Employee Performance. The findings revealed compelling insights into the factors affecting Employee Performance. Ethical Leadership was identified as a significant positive influencer, emphasizing the importance of leaders upholding ethical principles. Effective Communication emerged as a crucial factor, highlighting the need for clear and transparent communication channels to improve performance. Trust also played a vital role, underlining the significance of trust-building initiatives within the organization. Additionally, when these factors were considered together, they collectively and significantly impacted Employee Performance, highlighting the value of an integrated approach.

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Disiplin Kerja, Karakteristik Individu dan Pengaruhnya Terhadap Kinerja Pegawai

Cited by 5 publications

References 7 publications

Pengaruh Lingkungan Kerja, Disiplin Kerja, Religiusitas dan Kompensasi Terhadap Kinerja Pegawai Badan Amil Zakat Nasional Provinsi Kalimantan Timur

Pengaruh Lingkungan Kerja, Disiplin Kerja, Religiusitas dan Kompensasi Terhadap Kinerja Pegawai Badan Amil Zakat Nasional Provinsi Kalimantan Timur

Peranan Penerapan HRIS dan Kepuasan Kerja Terhadap Kinerja Karyawan di PT Pisma Putra Textile

Navigating Employee Performance: The Synergy of Ethical Leadership, Communication Proficiency and Trust

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