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"Penelitian ini membahas tentang pengaruh kepemimpinan terhadap motivasi kerja serta Dampaknya pada kinerja Penyidik Unit Jatanras Sat Reskrim Polres Metro Bekasi. Kinerja Penyidik Unit Jatanras dikatakan berhasil apabila jumlah tindak pidana yang terjadi dari tahun ke tahun harus cenderung menurun dan penyelesaian perkara cenderung naik. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif dengan pendekatan kuantitatif. Populasi dan sampel sebanyak 30 Penyidik Unit Jatanras Sat Reskrim. Instrumen penelitian menggunakan kuesioner dengan skala likert. Hasil penelitian menunjukan bahwa terdapat pengaruh kepemimpinan (P=0,000) dan motivasi kerja (P=0,000) terhadap kinerja Penyidik Unit Jatanras Sat Reskrim. Kepemimpinan dan motivasi kerja mampu menjelaskan variabel kinerja sebesar 65.6%. Kinerja Penyidik Unit Jatanras dipengaruhi langsung oleh kepemimpinan (42.5%) dan motivasi kerja (23.1%). Dimensi penghargaan merupakan dimensi paling rendah pada variabel motivasi, sebaiknya perlu ditingkatkan kepedulian pimpinan agar setiap anggota atau penyidik Jatanras diberikan penghargaan bagi mereka yang menunjukan prstasi terbaiknya.

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This study discusses The Influence of Leadership on Work Motivation and its Impact on Performance of Jatanras Unit Investigators Satreskrim Polres Metro Bekasi. The performance of the Jatanras Unit Investigator is said to be successful if the number of criminal acts that occur from year to year must tend to decrease and settlement of cases tends to increase. The research method used in this study is descriptive with a quantitative approach. The population and samples are 30 Jatanras Sat Unit Investigators. The research instrument used a questionnaire with a Likert scale. The results showed that there was an influence of leadership (P = 0,000) and work motivation (P = 0,000) on the performance of the Jatanras Sat Reskrim Unit Investigator. Leadership and work motivation are able to explain the performance variable of 65.6%. Jatanras Unit Investigator Performance is directly influenced by leadership (42.5%) and work motivation (23.1%). The dimension of appreciation is the lowest dimension of the motivation variable, it should be necessary to increase the concern of the leadership so that each member or investigator of Jatanras is given an award for those who show their best performance."

"Kepemimpinan merupakan salah faktor yang penting untuk efektivitas organisasi, bahkan juga mempengaruhi hampir semua kehidupan manusia. Mengidentifikasi kepemimpinan yang melayani sebagai pendorong penting dari upaya organisasi. Servant leadership meningkatkan efektivitas dalam organisasi yaitu dengan menumbuhkan motivasi kerja karyawan, memfasilitasi perkembangan karyawan melalui transfer ilmu dan pengalaman sehingga performa kinerja karyawan meningkat. Diharapkan leader atau atasan pada perusahaan yang memiliki gaya kepemimpinan servant leadership akan memiliki pengaruh langsung terhadap knowledge sharing, work motivation, dan work performance kepada karyawan perusahaan. Pada akhirnya, tujuan penelitian ini yaitu Pengaruh Langsung Servant Leadership Terhadap Work Performance, Pengaruh Tidak Langsung Servant Leadership terhadap Work Performance dimediasi oleh Knowledge Sharing, dan Pengaruh Tidak Langsung Servant Leadership terhadap Work Performance dimediasi oleh Work Motivation.

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Leadership is an important factor for organizational effectiveness, it even affects almost all human life. choose leadership that serves as an important driver of the organization's efforts. Servant leadership increases effectiveness in the organization, namely by growing employee motivation, developing employees through the transfer of knowledge and experience so that employee performance increases. It is expected that leaders or subordinates in companies that have a servant leadership leadership style will have a direct influence on knowledge sharing, work motivation, and performance to company employees. In the end, the purpose of this research is the Direct Effect of Servant Leadership on Work Performance, Indirect Effect of Servant Leadership on Work Performance mediated by Knowledge Sharing, and Indirect Effect of Servant Leadership on Work Performance mediated by Work Motivation."

"ABSTRAKPenelitian ini meneliti tentang pengaruh kepemimpinan, lingkungan kerja dandisiplin terhadap kinerja personil Polres Metro Bekasi Kota khusunya personilSatreskrim. Kinerja adalah hal penting yang harus diperhatikan agar bisa mencapaitujuan organisasi.Metode penelitian yang digunakan adalah metode kuantitatif. Data primerdiambil dari kuisioner terhadap 40 orang yang bekerja di Satuan Reserse Kriminal Sat Reskrim Polres Metro Bekasi Kota dipilih secara acak sebagai respondenpenelitian. Skala yang digunakan adalah skala likert 5 interval.Hasil penelitian berdasarkan nilai mean rata-rata untuk kepemimpinan,lingkungan kerja, disiplin dan kinerja personil menunjukkan kecenderungan Netralmendekati positif.Nilai Koefisien Determinasi R2 adalah sebesar 0,805. Hal ini berarti bahwakemampuan variabel bebas yaitu kepemipinan, lingkungan kerja dan disiplin untukmempengaruhi Kinerja personil adalah sebesar 80,5 . Sementara sisanya sebesar19,5 dipengaruhi variabel lain yang tidak dimasukkan dalam model penelitian ini.Regresi berganda menunjukkan bahwa nilai konstanta sebesar -0,679; nilai koefisienvariabel Kepemimpinan X1 adalah sebesar 0,303; nilai koefisien Lingkungan Kerja X2 adalah sebesar 0,275; dan nilai koefisien Disiplin X3 adalah sebesar 0,455.Uji Hipotesa dengan Uji t menunjukkan bahwa bahwa nilai t hitung untuk variabelKepemimpinan X1 adalah 2,109 dengan nilai sig sebesar 0,042. Nilai t hitunguntuk variabel Lingkungan X2 adalah 2,117 dengan nilai sig sebesar 0,041. Nilai thitung untuk variabel Disiplin X3 adalah 3,082 dengan nilai sig sebesar 0,004. UjiF digunakan untuk menguji hipotesa simultan yaitu H4 yang menyatakan bahwaKepemimpinan, Lingkungan Kerja dan Disiplin memiliki pengaruh terhadap Kinerjapersonil.. Nilai F hitung menunjukkan 22,144 dengan nilai sig. sebesar 0,000.Keseluruhan uji hipotesa menunjuukkan bahwa seluruh hipotesa diterima. Seluruhvariabel independen yaitu kepemimpinan, lingkungan kerja dan disiplin memilikipengaruh positif dan signifikan baik secara simultan atau bersamaan terhadap kinerjapersonil.

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ABSTRACTThis study examines the influence of leadership, work environment and discipline on the performance of Metro Bekasi City Police personnel, especially personnel of Satreskrim. Performance is an important thing that must be considered in order to achieve organizational goals.The research method used is quantitative method. Primary data were taken from a questionnaire of 40 people working in the Criminal Investigation Unit Sat Reskrim Polres Metro Bekasi Kota was chosen randomly as the research respondents. The scale used is the Likert scale of 5 intervals.The results of the study based on mean values mean for leadership, work environment, discipline and performance of personnel showed a positive Neutral trend approach.The Coefficient of Determination R2 is 0.805. This means that the ability of independent variable that is leadership, work environment and discipline to influence personnel performance is 80,5 . While the rest of 19.5 influenced by other variables that are not included in this research model. Multiple regression shows that the constant value is 0.679 Leadership coefficient value X1 is 0.303 Work Environment coefficient X2 value is 0,275 and the value of Discipline coefficient X3 is 0.455. Hypothesis Test with t test shows that t value for Leadership variable X1 is 2,109 with sig value equal to 0,042. The value of t arithmetic for environment variable X2 is 2,117 with sig value equal to 0,041. The value of t arithmetic for the Discipline variable X3 is 3.082 with a sig value of 0.004. F test is used to test the simultaneous hypothesis H4 which states that Leadership, Work Environment and Discipline have an influence on Performance personnel .. F value arithmetic shows 22,144 with sig value. of 0,000. The entire hypothesis test shows that all hypotheses are accepted. All independent variables of leadership, work environment and discipline have a positive and significant influence either simultaneously or simultaneously on the performance of personnel."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh motivasi,keterlibatan employee engagement dan kesetiaan employee loyalty terhadapkinerja penyidik Satreskrim Polres Metro Jakarta Barat. Kinerja dari penyidikSatreskrim Polres Metro Jakarta Barat sangat penting dan strategis karenatugasnya untuk menekan angka kejahatan di wilayah hukumnya.Sebanyak 99 orang penyidik Satreskrim Polres Metro Jakarta Barat yangdipilih dalam mendukung penelitian ini. Teknik Structural Equation Model SEM digunakan untuk mengetahui pengaruh motivasi, keterlibatan karyawan,dan kesetiaan terhadap kinerja penyidik satreskrim Polres Metro Jakarta Barat. Didalam penelitian ini ditemukan bahwa variable motivasi mempunyai hubunganyang signifikan terhadap loyalitas r= 0.571,

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ABSTRACTThis research is to examine the relationship of motivation, employeeengagement and employee loyalty to the performance of police officers ofCriminal Investigation unit at West Jakarta Metro Police Resort. The performanceof police officers at criminal investigation unit was critical and strategic becauseof their tasks to encounter the crimes in their areas.The 99 police officers of criminal investigation unit were selected in thestudy. The Structural Equation Model SEM was employed to investigate therelationship between employee engagement, motivation and employee loyalty tothe performance of police officers. The research found that motivation has asignificant relationship to the employee loyalty r 0.571, "

"The criminal act of drugs abuse, which has been increasing in number nowadays, has threaten the life of all nations in the world including Indonesia due to the transnational distribution of illegal drugs.

The establishment of the Class II A Narcotics Penitentiary is a response of the Government, through the Directorate General of Penitentiary, to the Combating Drugs Abuse and Illicit Trade of Narcotics (P4GN) program. This policy is adapted from the people's demand to make changes to the existing system.

The rehabilitation of the criminals of narcotics case as a complex problem since they play part not only as drugs dealers, but also drugs addicts. This particular condition makes the rehabilitation of the narcotics prisoners is more complicated than other prisoners.

One of the aims of the establishment of the narcotics penitentiary is to cut off the link of illicit drugs trade in Indonesia. Thus, the people who administer the penitentiary are expected to be able to play their part and to run the penitentiary function properly. Every personnel of the penitentiary shall be provided with administrative and technical capability through education and training in order to carry out their main duty and function. They also need motivation to support their creativity and to enhance their performance.

The theory applied to study employee performance analysis in its relation to the prisoners' behavior is the employee performance theory by Keith Davis with the formula as follow: Human Performance = Ability + Motivation. One's performance is influenced by ability and motivation. While ability is obtained from education, training and experience, motivation rises from the impulse of humans desire to meet their basic necessities, which is expressed in their behavior.

In this research descriptive analytic method is employed. Distributing questionnaires as a means of data collection and doing interviews as the basis of rationality and objectivity of this research conduct a field approach of survey method.

A positive correlation coefficient value between ability variable and employee performance is resulted in this research. The ability variable correlation value over employee performance is r = 0.551. This indicates that the relation between working motivation and employee performance is positive. Based on the simple regression analysis, there is a positive and significant influence of ability variable over employee performance variable with a determinant correlation R2 of 0.424 or 0.424 x 100% = 42.4 %. The rest 57.6% is influenced by other variables beyond this research on a significance level of 0.000. It also found that there is a positive and significant influence of motivation variable on employee performance in the Class II A Narcotics Penitentiary with a determinant correlation R2 of 0.303 x 100% = 30.3%. The rest 69.7% is influenced by other variables beyond this research with significance level 0.000.

The multiple regression analysis performed shows that ability (X1) and motivation (X2) have consistently a positive and significant relation on employee performance (Y) with a correlation coefficient r2 of 0.673. This analysis also points out an influence of ability (X1) and motivation (X2) on employee performance (Y) with determinant coefficient R2 of 0.453 or 0.453 x 100% = 45.3% while the rest 54.3% is influenced by other variables beyond this research on a significance level of 0.000.

It can be concluded that there is a positive and significant relation between ability and motivation and employee performance. The influence perception of ability and motivation on employee performance also appears in the Class II A Narcotics Penitentiary although there is still a 54.7 % of it which is influenced by other variables."

"Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan, budaya organisasi, dan kepuasan kerja terhadap kinerja penyidik Satreskrim Polres Metro Jakarta Selatan. Kinerja bersifat penting karena menjadi penentu keberhasilan organisasi dalam mencapai tujuan Kepemimpinan merupakan indikator yang strategis karena menentukan kinerja terutama bagi organisasi yang memiliki sistem hierarki dan bersifat struktural seperti organisasi kepolisian. Demikian pula dengan budaya organisasi yang merupakan nilai-nilai yang terdapat dalam organisasi dan membentuk perilaku individu serta berimplikasi pada kinerja individu tersebut dalam organisasi. Disamping itu, kepuasan kerja merupakan faktor pendorong penyidik Satreskrim yang berkontribusi pada pelaksanaan kerja. Hipotesis awal yang diuji dalam penelitian ini menyebutkan bahwa terdapat pengaruh positif dari ketiga variabel bebas terhadap kinerja. Penelitian ini menjadi penting untuk melihat pengaruh tiga aspek vital tersebut dalam dinamika kinerja penyidik Satreskrim Polres Metro Jakarta Selatan. Mix method digunakan dalam penelitian ini. Kuesioner digunakan sebagai alat untuk mengumpulkan data dari 59 penyidik Satreskrim Polres Metro Jakarta Selatan sebagai responden yang kemudian ditunjang dengan wawancara. Variabel multivarian yang diteliti dianalisis dengan Structural Equation Modeling SEM dan software Partial Least Square PLS untuk menentukan dan menganalisis model pengaruh antara variabel bebas dan variabel terikat. Hasil penelitian ini menunjukkan bahwa kepemimpinan, budaya organisasi, dan kepuasan kerja berpengaruh signifikan dan positif terhadap kinerja penyidik Satreskrim Polres Metro Jakarta Selatan dengan variabel kepemimpinan sebagai variabel paling berpengaruh.

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The purpose of this thesis was to examined the influence of leadership, organizational culture, job satisfaction, and job performance on Police Investigator of South Jakarta Police Department. Job performance is important to determined the success of organization to achieved their goals. Leadership is a strategic indicator which affected job performance, especially for the organization that having a hierarchical and structural system for instance Police organization. Afterwards, organizational culture is a value that embodied in the organization and configured the individual behaviour and its implication to that individual rsquo s performance in an organization. Furthermore, job satisfaction was an influencing factor on investigator rsquo s performance of South Jakarta Police Department which contributed to work implementation. The initial hypothesis stated that there was a positive influence or correlation of the three variables on the investigator rsquo s performance. Therefore, this study was needed to identified the three vital aspects and its influenced in job performance dynamics on Police Investigator of South Jakarta Police Department. This thesis used a mixed and an explanative methods by questionnaire and also interview to collect the data from 59 investigators of South Jakarta Police Department as a main research subject. More significant, the data obtained were analyzed using Structural Equation Modeling SEM and Partial Least Square PLS software to focused on multi variant variables. Both of tools was used to determined and analyzed influence model of independent variable and dependent variable. The research results were showed that leadership, organizational culture, and job satisfaction had a positive influence on investigators rsquo performance of South Jakarta Police Department while leadership had the highest influence."

"Tujuan penelitian ini adalah untuk mengetahui hubungan Gaya Kepemimpinan Partisipatif dengan Motivasi Kerja karyawan pada PT.Bank Rakyat Indonesia (Persero) Tbk. Kantor Cabang Jakarta Tanjung Duren. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode penelitian lapangan yang menggunakan kuesioner sebagai alat bantu, Sampel yang diambil dengan menggunakan metode total sampling yakni seluruh sampel dijadikan objek penelitian. Hasil penelitian menunjukkan bahwa terdapat hubungan yang signifikan antara variabel gaya kepemimpinan partisipatif dengan motivasi kerja karyawan pada PT. Bank Rakyat Indonesia (Persero) Tbk. Kantor Cabang Jakarta Tanjung Duren. Hasil dari penelitian menunjukkan bahwa Gaya Kepemimpinan Partisipatif memiliki hubungan yang kuat terhadap motivasi kerja seluruh karyawan pada PT. Bank Rakyat Indonesia (Persero) Tbk. Kantor Cabang Jakarta Tanjung Duren.

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The purpose of this study was to determine the relationship Participative leadership style with employee motivation at PT Bank Rakyat Indonesia (Persero) Tbk. Branch Office Jakarta Tanjung Duren. The approach used is a quantitative approach to the field research method that uses a questionnaire as a tool with a sample taken using the method of sampling the entire total sample were subjected to experiments.

The results showed that there is a significant relationship between variables participative leadership style with employee motivation in the PT.Bank Rakyat Indonesia (Persero) Tbk. Branch Office Jakarta Tanjung Duren.

The results of the study showed that participative leadership has a relationship that was on employee motivation at PT. Bank Rakyat Indonesia (Persero) Tbk. Branch Office Jakarta Tanjung Duren."

"Fokus penelitian ini adalah tentang kinerja pegawai pada bagian Sumber Daya Manusia RSUP Fatmawati 2012, yang berkaitan dengan karakteristik individu, motivasi dan profil kepemimpinan.Tujuan dari penelitian ini adalah untuk mengetahui hubungan antara karakteristik individu, motivasi dan profil kepemimpinan dengan kinerja karyawan pada bagian Sumber Daya Manusia RSUP Fatmawati tahun 2012. Penelitian ini merupakan penelitian kuantitatif dengan desain cross sectional.Hasil dari penelitian ini menunjukkan bahwa ada hubungan yang signifikan antara variabel motivasi (p value = 0,040; OR = 7,778), sub variabel imbalan (p value = 0,039; OR = 8,250), variabel profil kepemimpinan (p value = 0,013; OR = 12,833), sub variabel kredibilitas (p value = 0,024; OR = 3,167) terhadap kinerja pegawai di bagian Sumber Daya Manusia RSUP Fatmawati tahun 2012.The focus of this study is the employees? performance in the Human Resources of RSUP Fatmawati 2012 related to individual characteristics, work motivation and leadership profiles.

The purpose of this study is to know the relation between individual characteristics, work motivation and leadership profiles with the employees? performance in the Human Resource of RSUP Fatmawati 2012. This research is a quantitative study with cross sectional design.

The result of this research suggests that there is a significant relationship between motivational variables (p value = 0.040; OR = 7.778), sub variables remuneration (p value= 0.039; OR = 8.250), leadership profile variables (p value = 0.013; OR = 12.833), sub credibility of the variables (p value = 0.024; OR = 3.167) toward the employees? performance in the Human Resources of RSUP Fatmawati 2012."

"ABSTRAKTransportasi Udara saat ini merupakan kebutuhan transportasi yang banyak diminati, karena harganya yang relatif bersaing dengan transportasi darat dan laut. Transportasi ini juga lebih banyak diminati karena efektif dan efisien dalam masalah waktu. Menghadapi setiap persaingan yang terjadi, Merpati perlu merumuskan strategi yang tepat. Salah satu strateginya adalah melakukan restrukturisasi sumber daya manusia dan kinerjanya secara terus menerus sehingga mampu beradaptasi dan proaktif terhadap perubahan.Penelitian ini bertujuan untuk mengetahui hubungan kompetensi, kepemimpinan dan kompensasi terhadap motivasi dan kinerja pegawai PT. Merpati Nusantara Airlines dan apakah terdapat hubungan langsung dan tidak langsung (variabel antara) antara variabel kompetensi, kepemimpinan, kompensasi dan motivasi terhadap kinerja pegawai PT. Merpati Nusantara Airlines.Data penelitian diperoleh dari kuesioner yang disebarkan ke pegawai-pegawai PT. Merpati Nusantara Airlines di Kantor Pusat, meliputi lima fungsi bisnis yaitu fungsi pemasaran, fungsi SDM, fungsi operasi, fungsi keuangan dan fungsi pelayanan sebanyak 135 kuesioner. Metode analisis yang digunakan adalah kuantitatif deskriptif dengan path analysis menggunakan SPSS versi 13. Dari hasil analisis yang dilakukan, diperoleh hasil bahwa kompensasi tidak memiliki pengaruh baik secara langsung maupun tidak langsung terhadap kinerja. Pengaruh positif terbesar secara langsung terhadap kinerja adalah kompetensi yaitu sebesar 63,8%. Namun secara total, koefisien kepemimpinan mempunyai pengaruh paling besar diantara variabel lain melalui variabel motivasi yaitu sebesar 42,5%

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ABSTRACTAir transport is now a transportation need much in demand, because the price is competitive with land and sea transportation. Transportation is also more attractive because it is effective and efficient in a matter of time. Facing any competition, Merpati need to formulate appropriate strategies. One of the strategy is restructuring human resources and increasing performance on a continuous basis so that they can adapt and proactively change.This study aimed to determine the relationship of competence, leadership and compensation on motivation and performance of PT. Merpati Nusantara Airline?s employees, and whether there is a direct and indirect (intermediate variabel) relationship between variabel of competence, leadership, compensation and motivation on the performance of employees of PT. Merpati Nusantara Airlines.Data were obtained from questionnaires distributed to employees of PT. Merpati Nusantara Airlines Head Office, covering five business functions which are marketing, human resource, operations, financial and service functions, as many as 135 questionnaires. The analysis method used in this paper is descriptive quantitative path analysis using SPSS version 13. The results shows that compensation has no influence either directly or indirectly to the performance. The biggest positive influences directly the performance is competence that is equal to 63.8%. But as total, leadership coefficient has the greatest effect among other variabels through motivation variabel that is equal to 42,5%"

"Peran kepemimpinan merupakan salah satu faktor pembentuk keterikatan pegawaidi dalam organisasi. Hasil dari beberapa penelitian menunjukkan adanya korelasi yang signifikan antara kepemimpinan dengan keterikatan pegawai. Dalam penelitian ini dilakukan analisis tentang pengaruh kepemimpinan terhadap keterikatan pegawai pada PLN Pusdiklat. Hasil yang diperoleh dari penelitian ini, adanya keterikatan pegawai di lingkungan PLN Pusdiklat, serta gaya kepemimpinan transformasional dan laissez-faire secara signifikan berpengaruh terhadap employee engagement. Sedangkan kepemimpinan transaksional secara signifikan berpengaruh negatif hanya pada dimensi vigor dan dedication pada variabel employee engagement.

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Leadership role is one of the factors in forming of employee engagement within the organization. Results from several studies showed a significant correlation between leadership and employee engagement. This study conducted an analysis of the influence of leadership on employee engagement in PLN Pusdiklat. Results obtained from this study, there is employee engagement in PLN Pusdiklat, as well as transformational leadership style and laissez-faire significantly affect to employee engagement. Whereas transactional leadership is significantly has negative effect only on the dimensions of vigor and dedication on employee engagement variable"