Hasil Pencarian  ::  Simpan CSV :: Kembali

"One of the signs of organizational destruction was the low level of its employees' work satisfaction. This is a challenge to the organization on how to increase the employees' work satisfaction. The organization's success in maintaining and developing human resources depended an the leader. Leadership is an ability to influence people in order to achieve the organizational aims with high spirit. Henceforth a leader should play double role, as a supervisor and also a colleague in giving support to others. This opinion goes parallel with Locke (1976: 192 - 193) that leader or supervisor also acts as a fellow colleague and therefore leaders' attitude is one of dominant factors in determining work satisfaction. A good leadership in maintenance and development of human resources can give equal chance for employees to develop their career. Gilley and Eggland (1989: 93) stated that organization using career development to increase productivity, repair attitude and increase work satisfaction. This research conducted to (1) know the relationship between leadership and work satisfaction, (2) relationship of career development and work satisfaction, (3) relationship of leadership and career development to work satisfaction of employees at Directorate General of Immigration. This research is. a descriptive and correlation research-using-survey-method. Research instrument is using questioner in Likert Scale. Validity test of variables is conducted by using correlation technique of Product Moment, while reliability used Alpha Cronbach technique. The sample collected by Stratified Purposive Sampling. Analyses of each independent variable's relation to dependent variable is using simple correlation analysis with Spearman's Rho technique, while the relationship of both independent variables to dependent variable is using multiple correlation analysis of Product Moment. From this research can be concluded that: I. There is a significant and positive relation between leadership to work satisfaction. Better leadership can guarantee higher level of work satisfaction. 2. There is a significant and positive relation between career development to work satisfaction, Better career development can ensure higher work satisfaction. 3, There is a significant and positive relation between leadership and career development to work satisfaction. The better quality of leadership and career development, the higher work satisfaction of employees. The conclusion of this research is that leadership and career development both individually or together related to the level of work satisfaction, although there are still some weaknesses of variables from the frequency distribution. Suggestion that can be put forward is improvement and increase to ensure an optimal variables of leadership and career development to ensure better work satisfaction of employees."

"Penelitian ini bertujuan untuk melihat hubungan kedua dimensi orientasi karier protean, yaitu self-directed dan values driven dengan kesuksesan karier subjektif yang diukur melalui kepuasan karier dan kepuasan kerja. Dalam hal ini, hubungan antara values-driven dengan kesuksesan karier subjektif dimoderasi oleh person-organization fit. Partisipan pada penelitian ini berjumlah 218 partisipan yang merupakan karyawan dari berbagai industri. Hasil yang diperoleh pada penelitian ini ialah self-directed berhubungan secara positif dengan kepuasan karier r = .33, 95 BCa CI [.20, .43], p < .05, signifikan maupun kepuasan kerja r = .30, 95 BCa CI [.16, .44], p < .05, signifikan. Hal ini membuktikan bahwa orang yang self-directed akan merasa sukses pada kariernya secara subjektif. Sedangkan pada variabel moderator, didapat hasil bahwa tidak terdapat efek moderasi person-organization fit pada hubungan antara values-driven dengan kepuasan karier r = .04, p > .05, tidak signifikan maupun kepuasan kerja r = -.01, p > .05, tidak signifikan.

---

This study aims to examine the relationship between both dimensions of protean career attitudes self directed and values driven with subjective career success, which is measured by career satisfaction and job satisfaction. In this case, the relationship between values driven and subjective career success is moderated by person organization fit. Participants in this study amounted to 218 participants from various industries.

The results obtained in this study are first, self directed is positively correlated with career satisfaction r .33, 95 BCa CI .20, .43 , p .05, significant and job satisfaction r .30, 95 BCa CI .16, .44 , p .05, significant. This proves that a self directed person will feel subjectively success in their career. Second, it is found that there is no moderation effect of person organization fit on the relationship between values driven with career satisfaction r .04, p .05, not significant and job satisfaction r .01, p .05, not significant."

"This study was conducted primarily to measure the relationship between career program, career development andpersonal outcomes using self-administered questionnaires gathered from employees who have worked at a Sabah localgovernment in Borneo. The outcomes of testing research hypothesis using a stepwise regression analysis showed twoimportant findings: firstly, relationship between career program (i.e., planning and management) and careerdevelopment positively and significantly correlated with job satisfaction. Secondly, relationship between careerprogram (i.e., planning and management) and career development positively and significantly correlated with careercommitment. Statistically, the result demonstrates that career development does act as an important mediating variablein the relationship between career program and personal outcomes in the career program model of the studiedorganization. The paper provides discussion, implications and conclusion.Penelitian ini dilakukan untuk mengukur hubungan antara program karir, pengembangan karir dan pribadi denganmenggunakan survei yang dikumpulkan dari karyawan yang telah bekerja pada pemerintah daerah Sabah diKalimantan. Pengujian hipotesis penelitian yang menggunakan analisis regresi bertahap menunjukkan dua penemuanpenting: Pertama, hubungan antara program karir (yaitu, perencanaan dan manajemen) dan pengembangan karirmemiliki hubungan positif dan signifikan dengan kepuasan kerja. Kedua, hubungan antara program karir (yaitu,perencanaan dan manajemen) dan pengembangan karir menunjukkan hubungan positif dan signifikan dengan komitmenkarir. Secara statistik, penemuan ini menunjukkan bahwa pengembangan karir tidak bertindak sebagai variabel mediasipenting dalam hubungan antara program karir dan pengembangan pribadi di dalam model program karir dari organisasiyang dipelajari di dalam penelitian ini. Makalah ini memberikan diskusi, implikasi dan kesimpulan."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari perceived investment in employee developmnet terhadap turnover intention, yang dimediasi oleh affective commitment dan job satisfaction. Untuk penelitian ini, data didapatkan dari 90 responden yang bekerja di kantor pusat PT. Asuransi Bangun ASKRIDA. Sedangkan, metode yang digunakan dalam penelitian ini adalah metode Baron & Kenny (1986). Hasil dari penelitian menunjukkan bahwa perceived investment in employee development memberikan pengaruh terhadap turnover intention melalui variabel mediasi, yaitu affective commitment dan job satisfaction.

---

This study aims to determine the impact of perceived investment in employee development toward turnover intention mediated by affective commitment and job satisfaction. The respondents of this study were 90 employees of PT. Asuransi Bangun ASKRIDA head office. This study uses Baron & Kenny (1986) method to process the data. The result of this study shows that perceived investment in employee development negatively affecting turnover intention through mediating variables, which is affective commitment and job satisfaction."

"Shows you how a shift in your own attitude can attract not just the right job for your background and/or work history, but also attract work that will be meaningful to you as well. This book features the premise: meaningful work is available to anyone willing to adopt the right mindset and attitude."

"Penelitian ini dilakukan untuk mengeksplorasi pengaruh antara gaya kepemimpinan transformasional dan pengembangan karir terhadap komitmen organisasi dengan mencoba untuk memperjelas peran kepuasan kerja sebagai mediator hubungan antara gaya kepemimpinan dan pengembangan karir terhadap komitmen organisasi Pegawai Negeri Sipil Sekretariat Jenderal MPR RI. Kepuasan kerja pegawai yang menurun diindikasikan dari angka absensi/kemangkiran yang cukup tinggi disinyalir karena gaya kepemimpinan dan pengembangan karir yang cenderung negatif, seperti ketidakadilan pimpinan dalam hal pembagian pekerjaan, sikap serta tidak adanya sistem pola karir bagi pegawai dan kemudian mengarah pada rendahnya komitmen organisasi. Gaya kepemimpinan memiliki efek yang baik dan positif terhadap komitmen organisasi (Susanj) dan pegawai akan lebih memiliki komitmen kepada organisasi jika diperhatikan pengembangan karirnya. Mathieu dan Zajac (1990) mengemukakan bahwa banyak efek dari berbagai anteseden terhadap komitmen organisasi dimediasi melalui kepuasan kerja. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data secara primer melalui kuesioner. Dari hasil penelitian menunjukkan bahwa tidak ada pengaruh langsung gaya kepemimpinan dan pengembangan karir terhadap komitmen organisasi Sekretariat Jenderal MPR RI dan gaya kepemimpinan lebih dominan memberikan pengaruh terhadap kepuasan kerja. Hal ini ditunjukkan dengan hasil uji hipotesis dengan menggunakan uji beda atau uji F atau uji anova. Implikasi dari hasil agar organisasi mengelola sumber daya manusianya dengan lebih bersifat terbuka kepada pimpinan dalam pelaksanaan tugasnya serta memberikan kesempatan berkembang bagi pegawainya dalam konteks kerja dan karir.

---

The research is to explore the influence of the transformational leadership style and career development to organizational commitment to prove the role of job satisfaction as a mediator between leadership style and career development to organizational commitment of the employees in the secretariat of the people?s consultative assembly.

The decrease of employes job satisfaction is indicated by the increase of number of absence, that might be caused by leadership style and career development that are negatives, such as fairness of leader in job distribution, the attitude, and the absence of career system for employees and tends to decrease the organizational commitment. Leadership style has good and positif effect to the organizational commitment (Susanj) and employees will have more commitment to the organizational if career development is available. Mathieu and Zajac (1990) say that there are so many effects from many antecedent to the organizational commitment, mediated by job satisfaction. The research uses a quantitative methode and questionaire for data collecting system.

The result shows that there is no direct influence between variable of leadership style and career development with variable of oganizational commitment of employees in the secretariat of the people?s consultative assembly. Leadership style gives more influence to job satisfaction. It is showed by the result of hypothesis test that uses anova test. The implication of the result is the organisations has to manage its human resources, by being more open to the leader in doing jobs, and giving more opportunity to employees to develop their career."

"Tesis ini membahas tentan hubungan antara aspirasi karir terhadap proses pengembangan kepemimpinan pemuda dengan menjadikan objek penelitian pada empat Organisasi Kemasyarakatan Pemuda (OKP), yaitu Kesatuan Aksi Mahasiswa Muslim Indonesia (KAMMI) Pusat, Youth Leadershp Center (YLC), Himpunan Mahasiswa Islam (HMI) Depok, dan Jaringan Pemuda Remaja Masjid Indonesia (IPRMI). Dengan menggunakan pendekatan penelitian kuantitatif dan metode pengumpulan data dengan menggunakan kuesioner ditemukan bahwa hubungan hubungan aspifasi karir dalam proses pengembangan kepemimpinan adalah signiiikan. Sehingga dalam menciptakan kepemimpinan yang terus berkesinambungan peneliti menyarankan agar penerapan aspirasi karir dapat diperhatikan oleh para pemimpin OKP.

---

This thesis discuss the relation of the career aspiration toward the process of the youth leadership development program by using four youth organizations as the research object, which are the national- board of the Kesatuan Aksi Mahasiswa Muslim Indonesia (KAMMI), Youth Leadership Center (YLC), Himpunan Mahasiswa Islam (HMI) in Depok, and Jaringan Pemuda Remaja Masjid Indonesia (JPRMD. With quantitative approach and questionnaire method in gathering the data, it is concluded that the relation of the career aspiration toward the process of the youth leadership development program is significant. Therefore, in creating a sustainable leadership, the researcher suggests that the application of the career aspiration can be concerned by the leaders of the youth organizations."

"Latar belakang pemilihan judul ini didasarkan pada fenomena empiris dan teoritis, dimana pada Direktorat Jenderal Administrasi Hukum Umum Departemen Hukum dan HAM diindikasikan tingkat kepuasan kerja pegawainya rendah. Kondisi demikian diprediksi penyebabnya adalah iklim organisasi dan kepemimpinan yang belurn memenuhi harapan pegawai Ditjen AHU.Lokasi penelitian dilakukan pada Direktorat Jenderal Administrasi Hukum Umum Departemen Hukum dan HAM. Beranjak dari Iatar belakang tersebut di atas rumusan masaiah yang mengemuka adaiah : (1) Apakah terdapat pengaruh Iklim Organisasi terhadap Kepuasan Kerja Pegawai Direktorat Jenderal Administrasi Hukum Umum, (2) Apakah terdapat pengaruh Kepemimpinan terhadap Kepuasan Kerja Pegawai Direktorat Jenderal Administrasi Hukum Umum, (3) Apakah terdapat pengaruh lklim Organisasi dan Kepemimpinan secara bersama-sama terhadap Kepuasan Kerja Pegawai Direktorat Jenderal Administrasi Hukum Umum.Untuk mencari jawaban atas pertanyaan penelitian pada rumusan masalah tersebut di atas, metoda pengolahan data yang dilakukan mengararah pada metode deskriptif Statistik (metoda Crostab dan Distribusi Frekuensi) dengan mengevaluasi data persepsi responden dan menganalisa untuk dicarikan soiusi menggunakan pendekatan teori yang relevan dengan variabel penelitian.Hasil pene!itian menunjukkan bahwa indikator lklim Organisasi yang bermasalah adalah sebagai berikut : (1) Pegawai jarang dimintai pendapat atau dilibatkan dalam pengambilan keputusan. (2) Pegawai kurang mendapat kepercayaan untuk bertanggung jawab sepenuhnya terhadap tugas masing-masing, (3) Koordinasi antar pegawai Ditjen Adminlstrasi Hukum Umum belum tercipta dengan baik, sehingga mengalami hambatan dalam berkoordinasi, (4) Sistem reward dan punishment belum menunjukkan rasa keadilan, (5) lntensitas konflik intern di lingkungan intern organisasi Ditjen Administrasi Hukum Umum masih sering terjadi, walaupun secara fisik tldak kentara tetapi dapat dirasakan oleh mayoritas responden dan apabila terjadi konflik tidak segera ditangani, (6) Visi dan Misi Ditjen AHU kurang dlpahami oleh mayoritas pegawai. Hal tersebut terjadi karena tidak pemah disosialisasikan dan dalam pembuatannya, pegawai hanya segelintir pegawai yang dilibatkan.Hasil penelitian terkait dengan kondisi Kepemimpinan, lndikator Kepemimpinan yang bermasalah adalah sebagai berikut : (1) Dalam memberikan perintah kepada bawahan, pimpinan terkesan seringkali menggunakan kekuasaannya untuk menekan bawahan/memaksakan kehendak, (2) Pimpinan kurang memberikan wewenang penuh kepada bawahan dan selalu membenkan pengawasan yang ketat dalam menyelesaikan pekerjaan, (3) Pimpinan kurang memberikan fasilitas Organisasi dalam menyelesaikan pekerjaan, (4) Pimpinan kurang mendorong interaksi yang harmonis dan semarak antara karyawan, (5) Pimpinan kurang menghargai pendapat bawahan. Hal tersebut karena bawahan dianggap oleh pimpinan kurang mempunyai pengetahuan, (6) Pimpinan kurang mempunyai waktu untuk mendengarkan keprihatinan dan masalah bawahannya, (7) Dalam rangka pelaksanaan tugas sehari-hari, pimpinan seringkali mengambil keputusan sendiri tanpa melibatkan bawahan atau membentuk Tim.Memperhatikan hasil penelitian yang menyatakan terdapat hubungan Iinier yang signifikan antara Kepuasan Kerja dengan Iklim Organisasi pada kategori hubungan yang positip sedang dan tingkat pengaruhnya yang signifikan, maka disarankan untuk meningkatkan atau memperbaiki Iklim Organisasi, terutama pada indikator yang bermasalah (tingkat persetujuan populasinya rendah). Peningkatan dan perbaikan tersebut disarankan prioritas pada level pejabat eselon IV dan Staf di jajaran unit kerja Direktorat Pidana dan Direktorat Hukum Internasional.

---

The background of the research is based on the empirical and theoretical phenomena that in the General Directorate of Common Law Administration there is an indication of low level of job satisfaction among the employee. This condition is caused by the environment of organization and leadership which have not fulfilled the expectation ofthe employees in the office.

The location of this research is in the General Directorate of Common Law Administration in the Department of Law and Human Rights. The problems in the research are 1) is there any influence of environment of organization on job satisfaction, 2) is there any influence of leadership on job satisfaction, 3) is there any influence of environment of organization and leadership concurrently on job satisfaction in the directorate. To find the answers on those research questions, data analysis is using descriptive statistic (cross-tabulation and distribution of frequency) by evaluate data of perception and analyse it in finding solution based on theoretical approach suitable with the variables.

The result shows that the indicator of problems in environment of organization variable are that 1) staff is less involved in the decision making process, 2) staff is disbelief in handling full responsibility on everyone?s duty, 3) poor coordination among employees in the directorate, 4) unfair reward and punishment, 5) internal conflict in the organization, even it is not physical conflict but it can be traced, 6) vision and mission of the organization are less familiar because there is not enough socialization.

The result on the leadership indicates the problems that are 1) authoritative command, 2) distrust of functionaries on their staff and too much monitoring in every programme, 3) the functionaries do nc: give enough facilities to implement programme, 4) the functionaries do not have any effort to harmonize the interaction among the staff 5) the functionaries do not respect the stafi 6) they do not have enough time to hear staff's input, 7) they tend to make their own decision without involving staff or making a team.

Considered the result that shows a linier and significant relation between job satisfaction and environment of organization in the fair and positive relation and the level of influence that is significant, it is suggested to re-establish and fix the environment of organization, especially on the problematic indicators."

"Penelitian ini bertujuan untuk menganalisis turnover intention PNS yang bekerja di instansi sektor publik dengan latar belakang militer. Adanya dua jenis manajemen kepegawaian yang berbeda dalam satu instansi menjadi pembeda karakteristik instansi ini dengan instansi sektor publik lainnya. Penelitian dilakukan untuk menganalisis pengaruh pengembangan karir dan kompensasi terhadap turnover intention dengan kepuasan kerja dan komitmen keorganisasian sebagai variabel mediator. Penelitian ini menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan melalui survei, dengan mendistribusikan kuesioner dalam bentuk pertanyaan tertutup dan terbuka terhadap 110 orang PNS di instansi Kepolisian Negara Republik Indonesia. Pengolahan data menggunakan SPSS dan SmartPLS. Statistik deskriptif dilakukan untuk menggambarkan karakteristik dan persepsi responden, sedangkan analisis hipotesis menggunakan teknik PLS-SEM. Hasil penelitian menunjukkan bahwa variabel pengembangan karir dan kompensasi masing-masing berpengaruh positif dan signifikan terhadap kepuasan kerja dan terhadap komitmen keorganisasian. Selain itu, terdapat pengaruh yang positif dan signifikan dari komitmen keorganisasian terhadap turnover intention, sedangkan kepuasan kerja tidak berpengaruh pada turnover intention. Berdasarkan hasil penelitian, diberikan saran untuk memperbaiki pola karir PNS dan manajemen kepegawaian di instansi Kepolisian Negara Republik Indonesia.

---

This study aims to analyze the turnover intention of civil servants to work in public sector institutions with military backgrounds. The existence of two different types of staff management in one agency is a distinguishing characteristic of this agency with other public sector agencies. The study was conducted to analyze the effect of career development and compensation on turnover intention with job satisfaction and organizational commitment as a mediator variable. This study uses a quantitative approach. Data collection is done through surveys, by distributing questionnaires in the form of closed and open questions to 110 civil servants in the Indonesian National Police. Processing data using SPSS and SmartPLS. Descriptive statistics are performed to describe the characteristics and perceptions of respondents, while hypothesis analysis uses PLS-SEM techniques. The results showed that career development and compensation variables each had a positive and significant effect on job satisfaction and on organizational commitment. In addition, there is a positive and significant effect of organizational commitment to turnover intention, while job satisfaction has no effect on turnover intention. Based on the results of the study, advice was given to improve the career pattern of civil servants and staff management in the Indonesian National Police."

"Carrier development is something, which is required by every employee who works for an organization/company. The carrier development is closely related with the competency owned by any one in carrying out his/her duty. The competency development is carried out in order that the employee and the official has the professionalism in carrying out the duty and function in accordance with the position responsibility consistently and by the program based on the capability qualification dearly required, thus the development can motivate the employee to develop his/her carrier and professionalism.Objective of this research is to know how high the development of competency carried out by the Department of Industry and its Employee Affairs Bureau; how high the development of carrier of the employees at the Employee Affairs Bureau; and how is the relationship between the competency development carried out and the carrier development of the employees at the Employee Affairs Bureau.This research utilizes a quantitative approach with co relational method. Distributing the questionnaire to the respondents, interviewing, and literature studying supporting all data of the research carries out the data collecting. Data Processing of the respondents uses SPSS 12.0 program for Windows with correlation technique and frequency distribution.Sample in this research is all employees in the Employees Affairs Bureau of the Department of Industry, which consist of, are 68 persons. Sample in this research is a census that all population becomes the respondents.Results of the research show that the effort to develop the competency carried out by the Department of Industry and Employee Affairs is high, the development of the employee's carrier in the Employee Affairs is medium and the competency development has a positive and weak correlation (0,207) toward the carrier development of the employee."