Pengaruh Komunikasi, Konflik Peran dan Stres Terhadap Kinerja Karyawan pada PT. Penta Valent di Denpasar

Abstract

A B S T R A KDalam dunia yang diwarnai persaingan global, terutama dalam aspek bisnis dan ekonomi, perusahaan membutuhkan kinerja tinggi dari semua karyawannya. PT. Penta Valent di Denpasar dalam upaya meningkatkan kinerja karyawan, memberikan perhatian dan menemui masalah terkait komunikasi, konflik peran dan stres. Berdasarkan latar belakang masalah maka rumusan masalah adalah: bagaimana pengaruh komunikasi, konflik peran dan stres terhadap kinerja karyawan pada PT. Penta Valent di Denpasar ?. Jumlah responden ditentukan oleh metode sensus dari 62 karyawan. Hasil analisis data, menjelaskan bahwa ada pengaruh positif secara simultan antara komunikasi, konflik peran dan stres dengan kinerja karyawan pada PT. Penta Valent di Denpasar. Ada pengaruh positif dan signifikan secara simultan antara komunikasi, konflik peran dan stres terhadap kinerja karyawan di PT. Penta Valent di Denpasar A B S T R A C TIn a world tinged with global competition, especially in business and economic aspects, companies need high performance from all of their employees. PT. Penta Valent in Denpasar in an effort to improve employee performance, giving attention and encountered problems related to communication, role conflict and stress. Based on the background of the problem then formulated the problem is: how the influence of communication, role conflict and stress on employee performance at PT. Penta Valent in Denpasar?. The number of respondents is determined by the census method of 62 employees. The results of the data analysis, explains that there is a positive influence simultaneously between communication, role conflict and stress to employee performance at PT. Penta Valent in Denpasar. There is a positive and significant influence simultaneously between communication, role conflict and stress on employee performance at PT. Penta Valent in Denpasar.

Work engagement as a central driver: Reassessing employee well-being metrics and performance

“…Performance encompasses perspectives, outcomes, processes, or behaviors instrumental in realizing organizational objectives (Jackson & Arianto, 2017). It is epitomized by the quality and quantity of output resulting from employees' adherence to their responsibilities (Suwandana, 2018).…”

“…Employee performance is characterized by controlled behaviors that are guided by established boundaries, eliminating irrelevant activities (Dewettinck & Van Ameijde, 2011). It's measured by the quality and quantity of work that an employee accomplishes, aligned with the responsibilities assigned to them (Suwandana, 2018). For optimal outcomes, it's incumbent upon the organization to foster an environment that not only encourages but also facilitates the continuous development and enhancement of employees' skills and capabilities (Rahman & Prasetya, 2018).…”

Pengaruh Kompetensi, Disiplin dan Kompensasi Terhadap Kinerja Petugas Lapangan Keluarga Berencana Non PNS dalam Pelaksanaan Program Bangga Kencana

“…Kinerja yang ditunjukkan oleh pegawai dapat memperlihatkan kelayakan pelaksanaan suatu program kegiatan guna mewujudkan tujuan, sasaran, visi, dan misi organisasi, yang dituangkan dalam rencana strategis organisasi (Bahri et al, 2022;Kartika et al, 2020;Kurniasari et al, 2017). Selain itu kinerja pegawai juga menunjukkan hasil kerja baik secara kualitas dan kuantitas yang dicapai oleh seorang pegawai dalam menjalankan tanggung jawab yang diberikan (Jackson & Arianto, 2017;Suwandana, 2018). Mencapai kinerja yang optimal, menuntut lembaga/organisasi menciptkan kondisi yang mendukung pegawai untuk mengembangkan dan meningkatkan kemampuan yang dimiliki secara optimal (Rahman & Prasetya, 2018).…”

Suitability of Work Roles and Organizational Commitment to Performance in Local Government Employees

“…Performance is a perspective, result, process, or behavior that leads to achieving the goals of an institution/organization (Jackson & Arianto, 2017). Performance is the result of work in quality and quantity that is completed by employees when they carry out tasks in accordance with the responsibilities given (Suwandana, 2018). Achieving optimal performance requires institutions/organizations to create conditions that support employees to develop and improve their capabilities optimally (Rahman & Prasetya, 2018).…”