Pengaruh Tunjangan Kinerja Terhadap Kinerja Pegawai Pada Bauk Universitas Negeri Makassar

Saleh, Sirajuddin; Darwis, Muhammad

doi:10.26858/jiap.v5i2.1764

Cited by 10 publications

(16 citation statements)

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“…Providing performance allowances to employees based on their ability, workload, and performance will provide a strong impetus for employee performance and organizational performance. Several research results prove that performance allowances or remuneration can improve performance (Hardani, Bachri, & Dahniar, 2016), (Saleh & Darwis, 2015). The same research findings (Nasution, Sudiarti, & Harahap, 2019) .…”

Section: Introductionmentioning

confidence: 71%

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The Comparative Analysis Of Employee Performance Before And After The Provision Of Remuneration At The Ministry Of Religion In North Gorontalo District

Yakup¹,

Setiawan²,

Biyangi³

2021

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This study aims to examine and analyze differences in employees' performance at the Ministry of Religion, North Gorontalo District, before and after the provision of remuneration. Primary data sources from questionnaires filled out by respondents. The study population consisted of 82 employees determined using the census method. The method employed to answer research problems and test hypotheses are the Analysis of Variance (ANOVA) with the application of Statistical Product Service Solution (SPSS). The results showed that the F-count of the performance score before the provision of remuneration was 2.676 with a significance value of 0.006, while the F-count of the performance score after the provision of remuneration was 3.193 with a significance value of 0.001. These test results indicate a significant increase in performance after the provision of remuneration or performance allowances. Employee performance improvement includes the quality and quantity of work, reliability, accelerated working time, cost savings, quality of service, integrity, work commitment, discipline, and cooperation.

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Section: Introductionmentioning

confidence: 71%

“…Rivai (in Saleh & Darwis, 2015) explained that performance is the accumulation of work results achieved in various work activities and refers to implementing an assigned job. The activities refer to each field's primary duties based on employees' placement and position in the organization.…”

Section: Introductionmentioning

confidence: 99%

The Comparative Analysis Of Employee Performance Before And After The Provision Of Remuneration At The Ministry Of Religion In North Gorontalo District

Yakup¹,

Setiawan²,

Biyangi³

2021

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“…Perseptif teoritis tentang tunjangan kinerja bertujuan untuk meningkatkan kinerja serta kepuasan kerja pegawai sehingga organisasi publik tersebut dapat memberikan pelayanan publik secara lebih baik (Tjahjono and Riniarti, 2015). Kapasitas tunjangan atau remunerasi dapat memberikan penghasilan tambahan bagi setiap karyawan, sehingga karyawan lebih fokus dalam pekerjaannya (Layuk et al, 2019;Saleh andDarwis, 2016, 2016;Wattimury et al, 2017). Tunjangan kinerja semestinya berdampak positif terhadap peningkatan kinerja yang ditunjukkan dalam laporan kinerja yang baik, namun pada kenyataannya masih banyak tanggung jawab pegawai yang belum optimal dan tidak sesuai dengan harapan (Karim, 2019).…”

Section: Pendahuluanunclassified

“…Peraturan Kepala Kepolisian Negara Republik Indonesia Nomor 13 Tahun 2015 tentang Tata Cara Pemberian Tunjangan Kinerja Bagi Pegawai di Lingkungan Kepolisian Negara Republik Indonesia bab IV Pasal 8 menyatakan bahwa; 1) Pembayaran tunjangan kinerja bagi pegawai di lingkungan Polisi Republik Indonesia yang tidak memenuhi hari dan jam kerja dikenakan pengurangan tunjangan kinerja; 2) pengurangan tunjangan kinerja sebagaimana dimaksud pada ayat (1) dinyatakan dalam persentase (%) (Aliffia and Putri, 2019;Kaloko, 2019;Susanti et al, 2019;Tirta et al, 2019b).Dengan demikian dapat disimpulkan bahwa pemberian tunjangan kinerja Polisi Republik Indonesia saat ini hanya berdasarkan pada kehadiran pegawai dalam menjalankan tugas dan fungsinya (Asdaryati and Jannah, 2019;Saleh and Darwis, 2016;Ulfah et al, 2018).…”

Section: Pendahuluanunclassified

Pengaruh Tunjangan Kinerja dan Disiplin Kerja Terhadap Kinerja Pegawai Direktorat Kepolisian Perairan dan Udara Polda Sumatera Selatan

Ningsih

2021

tpj

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Penelitian ini bertujuan untuk menganalisis 1) Berapa besar pengaruh tunjangan kinerja terhadap kinerja Pegawai Dit. Polairud Polda Sumsel, 2) Berapa besar pengaruh disipilin kerja terhadap kinerja Pegawai Dit. Polairud Polda Sumsel dan 3) Berapa besar pengaruh tunjangan kinerja dan disiplin kerja secara besama-sama terhadap kinerja Pegawai Dit. Polairud Polda Sumsel. Jenis penelitian adalah kuantitatif dengan pendekatan koresional yaitu melihat pengaruh antar variabel penelitian. Variabel penelitian ini yaitu Tunjangan (X1), Disiplin (X2) dan Tunjangan (Y). Penelitian ini dilaksanakan di Direktorat Kepolisian Perairan dan Udara Polda Sumsel. Pengambilan sampel menggunakan Disproportionate Stratafied Random Sampling didapatkan 131 sampel yang terdiri dari kelas jabatan 2 sampai kelas jabatan 13. Teknik pengumpulan data penelitian ini menggunakan data primer berupa kuesioner pertanyaan. Teknik analisis data terdiri data uji normalitas dan uji hipotesis, pengelohan data penelitian menggunakan SPSS. Hasil penelitian menunjukkan bahwa 1) tunjangan secara parsial berpengaruh sebesar 10.6% dilihat dari R Square terhadap kinerja Polairud Polda Sumsel dan nilai hitung sebesar 3.24 > tabel 1.98 dengan persamaan regresi Y: 28.11+ 0.41 yang artinya jika kompetensi tunjangan mengalami peningkatan setiap 0.41 % maka akan berpengaruh terhadap kinerja yaitu sebesar 41 %., 2) Disiplin kerja secara parsial berpengrauh sebesar 30% terhadap kinerja Polairud Polda Sumsel. Dan nilai t-hitung sebesar g 5.12 > t-tabel 1.98 dengan persamaan regresi Y: 15.60 + 0.724 yang artinya jika kompetensi tunjangan mengalami peningkatan setiap 0.41 % 3) Tunjangan dan disiplin secara besamaa-sama secara parsial berpengrauh sebesar 31 % terhadap kinerja Polairud Polda Sumsel dan nilai t-hitung tunjangan adalah 5.11.

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“…Companies in Indonesia continue to experience competition that is so tight that companies must further improve their companies, especially in the HR (human resources) sector to face competition. very strict (Norani, Amirullah, & Darwis, 2015;Saleh & Darwis, 2016). The issue of human resources is a very important concern for companies to remain viable (Hasibuan, 2011;Mathis & Jackson, 2002;Singodimendjo, 2011;Sulistiyani & Rosidah, 2013).…”

Section: Introductionmentioning

confidence: 99%

Effect of Work Discipline and Training on Employee Performance of PT Federal International Finance Depok Branch

Agrasadya

2020

j. il.adm.publik.

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This study aims to determine the effect of work discipline and training on employee performance at PT. Federal International Finance Depok Branch. The method used is descriptive method with an associative approach, while to get the data done by distributing questionnaires to 90 respondents. The results of work discipline research have a positive and significant effect on employee performance by 33.10%. Hypothesis testing obtained tcount> ttable (6.205> 1.991), this is also strengthened by a probability of significance of 0,000 <0.05. Thus H0 is rejected and H1 is accepted meaning that there is an influence of work discipline on employee performance. Training has a positive and significant effect on employee performance by 44.7%. Hypothesis testing obtained tcount> ttable (7.939> 1.991), this is also strengthened with a significance probability of 0,000 <0.05. Thus H0 is rejected and H1 is accepted meaning that there is an influence of training on employee performance. Work discipline and training have a positive and significant effect on employee performance with a regression equation Y = 10.884 + 0.247X1 + 0.495X2. These results indicate the coefficient of work discipline variables of 0.247 and training of 0.495, all variables are positive meaning that the better discipline and training, the better the performance of employees. The contribution of the influence of work discipline and training was 50.3% while the remaining 49.7% was influenced by other factors. Hypothesis testing obtained Fcount> Ftable (46,364> 3,100) this is reinforced by the F-Probability significance of 0,000 <0.05, thus H0 is rejected and H3 is accepted meaning that there is a positive and significant influence between work discipline and training simultaneously on the performance of employees of PT. Federal International Finance Depok Branch.

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Pengaruh Tunjangan Kinerja Terhadap Kinerja Pegawai Pada Bauk Universitas Negeri Makassar

Cited by 10 publications

References 0 publications

The Comparative Analysis Of Employee Performance Before And After The Provision Of Remuneration At The Ministry Of Religion In North Gorontalo District

The Comparative Analysis Of Employee Performance Before And After The Provision Of Remuneration At The Ministry Of Religion In North Gorontalo District

Pengaruh Tunjangan Kinerja dan Disiplin Kerja Terhadap Kinerja Pegawai Direktorat Kepolisian Perairan dan Udara Polda Sumatera Selatan

Effect of Work Discipline and Training on Employee Performance of PT Federal International Finance Depok Branch

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