Model Pengukuran Kinerja Karyawan Berdasarkan Komitmen, Motivasi Kerja Dan Gaya Kepemimpinan

Abstract

This study aims to measure the effect of leadership styles, organizational commitment to performance with the mediation of motivation in the civil service of the Faculty of Universities in Surakarta. The study population was a civil servant employees in the faculty. The sample is determined by the saturated sample technique, the entire employee staff respondents as many as 76 people. Methods of data collection techniques used are questionnaire. Data analysis method used is the method of path analysis (path analysis). From the results of this study concluded that the style of leadership, organizational commitment and motivation of jointly have a significant influence on employee performance. While the results of the t test of leadership style variable result that leadership style has no effect on the motivation and performance of the organization's commitment and motivation.Variabel partially have a significant influence on employee performance. With the result that the path analysis variables mediate motivational leadership style on employee performance. Motivation also mediate organizational commitment to employee performance. Judging from the coefficient (R Square) we can conclude that the motivation was influenced variable leadership style and organizational commitment of 0.46% while the rest influenced by other factors beyond the study variables. Performance is influenced by the motivation of employees by 44% and the rest influenced by other factors beyond the variables. Performance of employees affected by variables of leadership style and organizational commitment by 36% while 64% is variable -the other variables outside the study. Keywords: Leadership Style, Organizational Commitment, Motivation, EmployeePerformance.Abstrak: Penelitian ini bertujuan untuk mengukur pengaruh gaya kepemimpinan, komitmen organisasi terhadap kinerja denganmediasi motivasi padapegawai negeri sipil satu Fakultas Perguruan Tinggi Negeri di Surakarta. Populasi penelitian adalah karyawan pegawai negeri sipil di satu fakultas. Sampel ditentukan dengan teknik sampel jenuh, dengan responden seluruh pegawai staff sebanyak 76 orang. Metode pengumpulan data yang digunakan adalah teknik Kuesioner. Metode analisis data yang digunakan adalah metode analisis jalur (Path Analysis). Dari hasil penelitian dapat disimpulkan bahwa gaya kepemimpinan, komitmen organisasi dan motivasi secara bersama-sama mempunyai pengaruh yang signifikan terhadap kinerja pegawai. Sedangkan hasil uji t dari variabel gaya kepemimpinan diperoleh hasil bahwa gaya kepemimpinan tidak mempunyai pengaruh terhadap motivasi dan kinerja pegawai.Variabel Komitmen organisasi dan motivasi secara parsial mempunyai pengaruh signifikan terhadap kinerja pegawai. Dengan analisisjalurdiperoleh hasilbahwa variabel motivasi memediasi gaya kepemimpinan terhadap kinerja pegawai. Motivasi juga memediasi komitmen organisasi terhadap kinerja

Examining a Model of Human Resource Performance in Tourism Destination After Pandemic

“…The result shows a positive and significant effect from organizational commitment on human resource performance. It is support the previous study from some researchers (Basuki et al, 2017;Handayani and Wahyuni, 2019). Based on this result, if human resources have commitment to their organization, it will increase their performance.…”

“…Leadership. Leadership is the behavior of a leader as a result of a combination of ideology, skills, traits, and attitudes that influence the leader in leading (Basuki et al, 2017). It is also explained as the approach style to affect their employees.…”

“…According to (Basuki et al, 2017), organizational commitment has a positive and significant effect on employee performance. (Rahmat and Sinaulan, 2017) explained in their research that organizational commitment is an attitude that reflects the loyalty of workers to their organization, as a continuous process in which workers express their concern for the organization to achieve the goals.…”

“…The performance of human resources managers determines the overall performance of Balkondes to achieve its goals. The better human resources performance in the organization, the greater the opportunity to achieve organizational goals (Basuki et al, 2017). On the other hand, if human resources are not competent, and give results in less than optimal performance, it can push the organization into an unfavorable condition.…”

Pengaruh Talent Management Dan Employee Engagement Terhadap Kinerja Karyawan

“…Ketika manajemen sumber daya manusia dilakukan dengan benar, maka dapat mengidentifikasi arah kinerja yang telah ditetapkan untuk mencapai hasil yang diinginkan. Menurut Basuki et al, (2017) manajemen sumber daya manusia ialah keseluruhan proses perencanaan, pengorganisasian, pengarahan dan pengawasan terhadap kegiatan pengadaan seleksi, pelatihan, penempatan, pemberian kompensasi, pengembangan, pengintegrasian, pemeliharaan, dan pelepasan SDM untuk tercapainya berbagai tujuan individu, masyarakat, pelanggan pemerintah dan organisasi yang bersangkutan. Oleh karena itu, setiap organisasi dituntut untuk memiliki sumber daya manusia yang handal dan berkualitas untuk melakukan kegiatan operasional organisasi (Mulang, 2022).…”