PENGARUH DISIPLIN KERJA KARYAWAN DAN MOTIVASI TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI (Studi di UD. Pratama Karya Kota Kediri)

Kristanti, Desi; Lestari, Ria

doi:10.29407/nusamba.v4i2.13808

Cited by 16 publications

(14 citation statements)

References 3 publications

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“…Motivasi adalah mengarahkan daya dan potensi bawahan agar mau bekerja sama secara produktif berhasil mencapai dan mewujudkan tujuan yang ditentukan (Arif, et al, 2019). Menururt Mangkunegara dalam Kristanti & Lestari (2019) mengemmukakan bahwa motivasi merupakan kondisi atau enegergi yang bmenggerakan diri karyawan yang terarah atau tertuju untuk mencapai tujuan organisasi perusahaan. Irham Fahmi dalam Ekhsan (2019) mendefinisikan motivasi adalah aktivitas perilaku yang bekerja dalam usaha memenuhi kebutuhankebutuhan yang diinginkan.…”

Section: Motivasi Kerjaunclassified

Upaya Terukur Peningkatan Kinerja Dengan Penguatan Disiplin Dan Pemberian Motivasi Kerja Pada Karyawan Pt. Sewu Segar Primatama Jakarta

Maulida¹

2023

SJR

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The purpose of this study was to determine the effect of work discipline and motivation on employee performance at the Tangerang City National Defense Office. either partially or simultaneously. The method used in this research is a quantitative method. The sampling technique used is saturated sampling, using a sample of 60 respondents. The data analysis technique used is statistical analysis by testing the validity test, reliability test, classic assumption test, simple linear test, multiple linear regression test, coefficient of determination, hypothesis t test and hypothesis f test. The results of work discipline research have a significant effect on employee performance partially, indicated by the simple linear regression equation Y = 12.403 + 0.706 X1. This is evidenced by the hypothesis test obtained tcount > ttable (3.469 > 2.000) and reinforced by the ? value < Sig.0.05 or significance <0.05 (0.000 <0.05). Motivation has a significant effect on employee performance partially as shown by the simple linear regression equation Y = 15.412 + 0.637 X2. This is evidenced by the results of the hypothesis testing obtained tcount > ttable (3.395 > 2.000) and reinforced by the ? value < Sig.0 .05 or a significance value <0.05 (0.000 <0.05). The results of work discipline and motivation research on employee performance at the Tangerang City National Defense Office are shown by the multiple linear regression equation Y = 7.884 + 0.431 X1 + 0.383 X2 This is evidenced by the simultaneous hypothesis test results obtained by the value of fcount > ftable ( 33.599> 3.16) and reinforced by a significance value <0.05 (0.000 <0.05). The test results for the coefficient of determination of work discipline (X1) and motivation (X2) have an effect of 54.1% on the performance of employees at the Tangerang City National Defense Office. Thus H0 isrejected and H3is accepted. This means that it is proven that there is a significant effect simultaneously between work discipline (X1) and motivation (X2) on employee performance (Y).

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Section: Motivasi Kerjaunclassified

Upaya Terukur Peningkatan Kinerja Dengan Penguatan Disiplin Dan Pemberian Motivasi Kerja Pada Karyawan Pt. Sewu Segar Primatama Jakarta

Maulida¹

2023

SJR

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“…Dengan demikian jika seorang karyawan mengabaikan peraturan dan sering melanggar maka karyawan tersebut di anggap mempunyai displin yang buruk, dan jika karyawan taat akan peraturan dan disiplin akan waktu maka perusahaan tersebut mengambarkan adanya displin yang baik. Disiplin kerja tidak lain adalah satu media yang dipakai oleh orang-orang yang besada di tataran manajemen perusahaan untuk mengkomunikasikan apakah bawahan atau pegawai bersedia untuk melakukan perubahan pada kinerja mereka demi mendukung progresifitas peruhasaan (Kristanti & Pangastuti, 2019).…”

Section: Disiplinunclassified

“…Disiplin kerja jika dilihat dari pengertiannya menurut Kristanti & Pangastuti (2019), maka dapat disebutkan bahwa disiplin menunjukkan sikap sesorang karyawan kepada peraturan perusahaan. Dengan demikian peneliti dapat berasumsi bahwa karyawan yang bekerja sesuai dengan aturan atau standar operasional prosedur (SOP) yang berlaku di Kantor Kelurahan Merjosari maka dapat menciptakan produktivitas karyawan yang tinggi.…”

Section: Pengaruh Disiplin Kerja Terhadap Produktivitas Kerja Karyawanunclassified

Pengaruh Lingkungan Kerja, Penilaian Kinerja, Disiplin Kerja Terhadap Produktivitas Kerja di Kantor Kelurahan Merjosari Kota Malang

Kusufa,

Fianto,

Moni

2023

JRBT

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Penelitian ini dilakukan untuk mengungkap bagaimana lingkungan kerja, penilaian kerja, dan disiplin kerja memiliki pengaruh terhadap produktivitas kerja karyawan di Kantor Kelurahan Merjosari, baik secara parsial maupun simultan. Jenis penelitian ini merupakan penelitian deskriptif. Populasi yang digunakan dalam penelitian ini adalah semua pegawai di Kantor Kelurahan Merjosari Kota Malang sebanyak 32 orang. Instrumen penelitian menggunakan kuesioner. Analisis data menggunakan analisis regresi linier berganda, pengujian hipotesis menggunakan uji t dan uji F. Hasil regresi linier berganda didapatkan koefisiensi regresi positif untuk ketiga variabel bebas, sedangkan nilai koefisien determinasi (R2) sebesar 0,608 (kontribusi pengarus sebesar 60,8%). Hasil pengujian uji t didapatkan variabel lingkungan kerja sebesar 2,618; penilaian kerja sebesar 2,669 dan disiplin kerja sebesar 2,717 yang masing-masing lebih besar dari ttabel (2,039) dengan nilai signifikan ≤0,05, sedangkan hasil uji F diperoleh nilai Fhitung ≥ Ftabel (6,414 ≥ 2,947) dengan nilai signifikan 0,000 ≤ 0,05. Ini dapat disimpulkan bahwa variabel lingkungan kerja, penilaian kerja dan disiplin berpengaruh signifikan terhadap produktivitas kerja karyawan di Kantor Kelurahan Merjosari, baik secara parsial, maupun secara simultan.

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“…In other words, performance is the result of employee work both in terms of quality and quantity based on predetermined work standards. Meanwhile, according to Wibowo in (Kristanti, 2019) performance is the result of work that has a strong relationship with the organization's strategic goals, customer satisfaction, and contributes to the economy.…”

Section: Employee Performancementioning

confidence: 99%

The Effect of Internal Communication and Employee Well-Being on Employee Performance, Mediated Thru Emplyee Engagement (Study at Pt Wuza)

Sumarno

Iqbal

2022

DIJMS

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In general, this study is to analyses employee performance impacted by communication and well-being. This study aims to analyses the effect of internal communication and employee well-being on employee performance through employee engagement mediation. The number of samples was determined using the Slovin formula and the results were found to be 97 samples. This study uses a quantitative analysis approach with data collection methods through questionnaires given to 220 respondents. The data analysis method in this study is the Structural Equation Model (SEM) with the Smart PLS analysis tool. The results show that internal communication has no significant effect on employee engagement, internal communication has a significant effect on employee performance, employee well-being has a significant effect on employee engagement, employee well-being has a significant effect on employee performance, employee engagement has no significant effect on employee performance, employee engagement does not mediate internal communication on employee performance and employee engagement does not mediate employee well-being on employee performance.

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PENGARUH DISIPLIN KERJA KARYAWAN DAN MOTIVASI TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI (Studi di UD. Pratama Karya Kota Kediri)

Cited by 16 publications

References 3 publications

Upaya Terukur Peningkatan Kinerja Dengan Penguatan Disiplin Dan Pemberian Motivasi Kerja Pada Karyawan Pt. Sewu Segar Primatama Jakarta

Upaya Terukur Peningkatan Kinerja Dengan Penguatan Disiplin Dan Pemberian Motivasi Kerja Pada Karyawan Pt. Sewu Segar Primatama Jakarta

Pengaruh Lingkungan Kerja, Penilaian Kinerja, Disiplin Kerja Terhadap Produktivitas Kerja di Kantor Kelurahan Merjosari Kota Malang

The Effect of Internal Communication and Employee Well-Being on Employee Performance, Mediated Thru Emplyee Engagement (Study at Pt Wuza)

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