Pengaruh Motivasi Dan Gaya Kepemimpinan Terhadap Kinerja Karyawan Melalui Kepuasan Kerja Karyawan Sebagai Variabel Intervening Di Pd Bpr Bkk Wonosobo

Abstract

Motivation and leadership styles are variables that affect the performance of the employee, either directly or indirectly through intervening variables such as job satisfaction. Number of respondents in this study 78 people were taken from all employees PD . BPR BKK Wonosobo unless the Board of Directors. Methods of data collection is done by means of a questionnaire that the results are the primary data for further analysis using multiple regression analysis and regression analysis of two lines, using SPSS.17 program. The results of analysis show that the variable motivation and leadership styles, both individually and together, the positive and significant effect on performance. Variable motivation and leadership styles together positive and significant effect on job satisfaction. Variable motivation, leadership style and job satisfaction together positive and significant effect on performance. Variable motivation and leadership styles each have a positive and significant impact indirectly on performance, through the variable job satisfaction. Through the analysis of the results of the adjusted determination coefficient (adjusted R 2) of the analytical model regesi two pathways by which performance is affected by motivation, leadership style and job satisfaction, it is known that 62.1 % of the variation in performance can be explained by the variable employee motivation, leadership style and satisfaction work; while 37.9 % is explained by other factors outside the model.
 Key word : Motivation, leadership style, job satisfaction, performance

The Effect of Job Training and Motivation on Employee Performance with Job Satisfaction as a Mediating Variable

“…This means that the higher the job satisfaction felt by employees due to the increased work motivation received, it tends to improve employee performance because when employees get positive encouragement from their superiors, they will think that they are considered and valued and, in the end, will make a good contribution in their place of work; thus they tend to be satisfied with the work they do. This aligns with previous research (Muhajir, 2019;Dewi & Sutrischastini, 2016;Lusri & Siagian, 2017).…”

The effect of work motivation on performance with job satisfaction as an intervening variable in the Faculty of Economics and Business, UIN Walisongo Semarang

“…The results of this study are in accordance with research conducted by Ningrum (2013), Dewi and Sutrischastini (2016), Rahman and Solikhah (2016), which state that job satisfaction has a positive and significant effect on performance.…”

Pengaruh Kepemimpinan Dan Pengembangan Karir Pada Kepuasan Kerja Serta Dampaknya Terhadap Kinerja Karyawan

“…Variabel kepuasan kerja berpengaruh positif terhadap kinerja karyawan.Dalam Rizqi (2014), kepemimpinan mempunyai pengaruh positif dan signifikan terhadap kinerja karyawan, kepuasan kerja mempunyai pengaruh positif dan signifikan terhadap kinerja karyawan, pengembangan karier mempunyai pengaruh negatif dan signifikan terhadap kinerja karyawan.Penelitian Khotima (2014), menghasilkan pengaruh tidak signifikan antara kepemimpinan terhadap kinerja karyawan, pengaruh tidak signifikan antara pengembangan karir terhadap kinerja, terdapat pengaruh signifikan dan positif antara kepuasan kerja terhadap kinerja karyawan. Dalam hasil penelitian Destia (2018), gaya kepemimpinan berpengaruh terhadap kinerja, pengembangan karir berpengaruh terhadap kinerja karyawan, kepuasan kerja mempengaruhi kinerja. Variabel kepuasan kerja (SATS) merupakan variabel pemediasi sebagian (parsial) sesuai hasil perhitungan VAF pada table 4.10.Dengan demikian hipotesis (H10) mengenai pengaruh kepemimpinan, pengembangan karir dan kepuasan kerja terhadap kinerja karyawan secara bersamaan pada PT Manggala Kiat Ananda diterima.…”