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Dharma, Robby
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PENGARUH KEPEMIMPINAN, KOMUNIKASI DAN LINGKUNGAN KERJATERHADAP KINERJA PEGAWAI KANTOR DINAS PENDIDIKAN DAN KEBUDAYAAN KABUPATEN PESISIR SELATAN Dharma, Robby
Jurnal Ekobistek Vol 5, No 2 (2016): Jurnal Ekobistek UPI "YPTK" Padang
Publisher : Universitas Putra Indonesia YPTK Padang

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Abstract

Penelitian ini bertujuan untuk mengetahui seberapa besar Pengaruh Kepemimpinan, Komunikasi dan Lingkungan Fisik Terhadap Kinerja Pegawai Kantor Dinas Pendidikan dan Kebudayaan Kabupaten Pesisir Selatan. Penelitian ini terdiri dari tiga variabel Independen yaitu kepemimpinan, komunikasidan lingkungan fisik dan satu variabel Dependent kinerja pegawai. Metode analisis yang digunakan adalah analisis korelasi dan regresi berganda. Metode pengumpulan data pada penelitian ini adalah dengan menggunakan kuesioner yang diisi oleh responden yaitu Kantor Dinas Pendidikan dan Kebudayaan Kabupaten Pesisir Selatan. Hasil penelitian yang didapatkan berdasarkan Uji Parsial (Uji t) diperoleh: (a) Terdapat pengaruh positif dan signifikan antara kepemimpinan terhadap kinerja peegawai, dibuktikan dengan nilai t hitung 3,731> t tabel 1,987, dengan tingkat signifikan (0,000< 0,05). (b) Terdapat pengaruh positif dan signifikan antara komunikasi terhadap kinerja pegawai, dibuktikan dengan nilai t hitung 3,702> t tabel 1,987, dengan tingkat signifikan (0,000< 0,05).(c) Tidak terdapat pengaruh positif dan signifikan antara lingkungan fisik terhadap kinerja pegawai, dibuktikan dengan nilai t hitung 1,247< t tabel 1,987, dengan tingkat signifikan (0,216> 0,05).Kemudian berdasarkan uji hipotesis secara simultan (Uji F) dapat diketahui nilai Fhitung59,536 > Ftabel2,71 dengan tingkat signifikan (0,000 < 0,05). Berdasarkan uji koefisien determinasi (R2) nilainya adalah 0,675. Hal ini menunjukkan bahawa besarnya persentase kontribusi variabel kepemimpinan, komunikasi dan limgkungan fisik terhadap variabel kinerja pegawai adalah sebesar 67,5% sisanya 42,5% dipengaruhi oleh variabel lain di luar penelitian ini. Keyword : Kepemimpinan, Komunikasi, Lingkungan Fisikdan Kinerja Pegawai
PENGARUH KUALITAS PELAYANAN, KEPERCAYAAN, DAN KEPUASAN TERHADAP LOYALITAS PELANGGAN PADA PT. PADANG TOUR WISATA PULAU PADANG Dharma, Robby
Jurnal Ekobistek Vol 6, No 2 (2017): Jurnal Ekobistek UPI "YPTK" Padang Oktober 2017
Publisher : Universitas Putra Indonesia YPTK Padang

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Abstract

Dari hasil penelitian didapatkan hasil analisis yang menggunakan Analisis Regresi Berganda didapatkan, bahwa variabel kualitas pelayanan, kepercayaan, kepuasan, dan loyalitas pelanggan (Adjust R Square) sebesar 0,474 atau  sebesar 47,4% dengan bentuk persamaan regresi Y= 8,432+ 0, 331X1 + 0,310X2 ? 0,029X3. Hasil analisis menggunakan uji t dapat diketahui variabel Kualitas Pelayanan berpengaruh positif dan signifikan terhdap Loyalitas Pelanggan dimana thitung lebih besar dari ttabel (3,972 > 1,992), Kepercayaan berpengaruh signifikan terhadap Loyalitas Pelanggan thitung lebih dari ttabel (3,301 > 1,992). Dan Kepusan tidak berpengaruh terhadap Loyalitas Pelanggan dengan Fhitung lebih kecil dari ttabel (-0,264 < 1,992). Hasil analisis menggunakan uji F dapat diketahui juga bahwa variabel kualitas pelayanan, kepercayaan, dan kepuasan secara bersama-sama berpengaruh signifikan terhadap loyalitas pelanggan dengan Fhitung  24,685 > Ftabel  2,72. Kata Kunci : Kualitas Pelayanan, Kepercayaan, Kepuasan, dan Loyalitas Pelanggan
ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI KEBIJAKAN PENYALURAN KREDIT PERBANKAN (Studi Kasus Pada Bank Umum Di Indonesia Periode Tahun 2008-2012) Dharma, Robby
Jurnal Ekobistek Vol 5, No 1 (2016): Jurnal Ekobistek UPI "YPTK" Padang
Publisher : Universitas Putra Indonesia YPTK Padang

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Abstract

AbstrakPenelitian ini dilatarbelakangi oleh adanya fenomena belum optimalnya penyaluran kreditperbankan. Hal ini ditunjukkan dengan Loan to Deposit Ratio (LDR) yang masih berada dibawah harapanBank Indonesia. Oleh karena itu perlu dilakukan pengujian faktor - faktor yang mempengaruhi kebijakanpenyaluran kredit perbankan, yang meliputi Dana Pihak Ketiga (DPK), Capital Adequacy Ratio (CAR),Non Performing Loan (NPL), dan suku bunga Sertifikat Bank Indonesia (SBI). Penelitian inimenggunakan Bank Umum secara keseluruhan sebagai satu unit obyek penelitian, dengan periodepenelitian dari tahun 2008 - 2012 (secara bulanan). Teknik analisis yang digunakan adalah regresi linierberganda, sementara uji hipotesis menggunakan uji - t untuk menguji pengaruh variabel secara parsialserta uji ? F untuk menguji pengaruh variabel secara serempak dengan tingkat signifikansi 5%.Berdasarkan penelitian diperoleh hasil bahwa Dana Pihak Ketiga (DPK) berpengaruh positif dansignifikan terhadap penyaluran kredit perbankan. Capital Adequacy Ratio (CAR) dan Non PerformingLoan (NPL) berpengaruh negatif dan signifikan terhadap penyaluran kredit perbankan. Sementara sukubunga Sertifikat Bank Indonesia (SBI) berpengaruh positif dan tidak signifikan terhadap penyalurankredit perbankan. Untuk meningkatkan penyaluran kredit Bank Umum harus melakukan penghimpunandana secara optimal, mengoptimalkan kegunaan sumber daya finansial (modal) yang dimiliki, danmemiliki manajemen perkreditan yang baik agar NPL tetap berada dalam tingkat yang rendah dan dalambatas yang disyaratkan oleh Bank Indonesia.Kata Kunci : penyaluran kredit perbankan, Loan to Deposit Ratio (LDR), Bank Umum, Dana PihakKetiga (DPK), Capital Adequacy Ratio (CAR), Non Performing Loan (NPL), dan suku bunga SertifikatBank Indonesia (SBI)
Determining the Influence of Employee Performance Through Organizing Citizenship Behavior by Analyzing Competency and Compensation Candana, Dori Mittra; Putra, Rio Andhika; Afuan, M.; Purwasih, Ratih; Dharma, Robby
UPI YPTK Journal of Business and Economics Vol. 9 No. 1 (2024): January 2024
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Putra Indonesia YPTK

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jbe.v9i1.251

Abstract

This study aimed to determine the effect of competency and compensation on employee performance through organizing citizenship behavior as an intervening variable at the Bukittinggi Regional Financial Agency. This study's population were all Bukittinggi Regional Finance Agency employees. Meanwhile, the samples were taken from 86 members (all employees of the Bukittinggi Regional Finance Agency) using quantitative techniques. The method of collecting data is through surveys and distributing questionnaires to the public as respondents. Structural Equation Modeling (SEM) Analysis with Partial Least Square (PLS) is the data analysis technique used. The results obtained were based on the Competency Hypothesis Test. There is a positive and significant influence on organizational citizenship behavior at the Bukittinggi City Financial Agency. While the Compensation variable has a positive and significant influence on Organizational Citizenship Behavior at the Bukittinggi City Financial Agency. Meanwhile, Competency positively and significantly affects employee performance at the Bukittinggi City Financial Agency.
Pengaruh Sikap Religius Dan Gaya Kepemimpinan Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada PT. Transco Dharmasraya Bayu Pratama Azka; Dharma, Robby; Tito
Journal of Science Education and Management Business Vol. 1 No. 1 (2022): Journal of Science Education and Management Business
Publisher : Riset Sinergi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62357/joseamb.v1i1.43

Abstract

This study aims to examine the effect of religious attitudes, leadership styles, on employee performance through job satisfaction at PT Transco Dharmasraya. The method of collecting data is through surveys and distributing questionnaires, with a sample of 90 respondents. The data analysis method used is path analysis using computer assistance with the SPSS version of the software program is 21. The results obtained based on the t test (partial test) obtainedPartially Religious Attitude (X1) has a significant effect on Job Satisfaction (Z), Partially Leadership Style (X2) has no significant effect on Job Satisfaction, Partially Religious Attitude (X1) has a significant effect on Employee Performance (Y), Partially Leadership Style (X2) has an insignificant effect on employee performance (Y), partially job satisfaction (Z) has a significant effect on employee performance (Y), the direct influence of religious attitudes (X1) is greater than the indirect influence of religious attitudes (X1) on Employee Performance (Y) through Job Satisfaction (Z), The direct influence of Leadership Style (X2) is greater than the indirect influence of Leadership Style (X2) on Employee Performance (Y) through Job Satisfaction (Z), Contribution of the independent variable contribution Attitude Religion (X1) and Leadership Style (X2) on the dependent variable Job Satisfaction (Z), the contribution of the independent variable Religious Attitude (X1 ), Leadership Style (X2) and Job Satisfaction (Z) on the dependent variable Employee Performance (Y).
Pengaruh Komitmen Organisasi, Kepuasan Kerja Dan Budaya Organisasi Terhadap Organizational Citizenship Behaviour (OCB) Pada Karyawan Perusahaan Perum Bulog Padang Putra, Rio Andhika; Dharma, Robby
Journal of Science Education and Management Business Vol. 1 No. 2 (2022): Journal of Science Education and Management Business
Publisher : Riset Sinergi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62357/joseamb.v1i2.67

Abstract

The purpose of this study was to analyze the effect of organizational commitment, job satisfaction and organizational culture on the Organizational Citizenship Behavior (OCB) of employees of Perum Bulog Padang. The design of this research is in accordance with the research objectives and the problems being researched and formulated, the research that the author makes using quantitative methods. With a significant level of 0.001 less than 0.05, then H0 is rejected and Ha is accepted. That there is a positive and insignificant effect between Organizational Commitment to Organizational Citizenship Behavior (OCB) of Perum Bulog Padang. With a significant level greater than alpha (0.882 > 0.05). That there is a positive and significant influence between Job Satisfaction on Organizational Citizenship Behavior (OCB) of Perum Bulog Padang. With a significantly smaller level of alpha (0.000 < 0.05). That there is a positive and insignificant influence between Organizational Culture on Organizational Citizenship Behavior (OCB) of Perum Bulog Padang. With a significantly less than alpha level (0.068 > 0.05). Simultaneous Testing (F-Test) can be done by comparing the value of Fcount with Ftable because the value of Fcount is greater than the value of Ftable (12.335 > 2.92). The F value is 2,045 with a significant level of 0.000 less than 5%. Then Ho is rejected and Ha is accepted, which means this is done jointly between Organizational Commitment (X1), Job Satisfaction (X2), Organizational Culture (X3) and Organizational Citizenship Behavior (OCB) (Y).
Model Kinerja Pegawai Pada Kantor PDAM Kota Solok yerismal; Dharma, Robby
Journal of Science Education and Management Business Vol. 2 No. 2 (2023): Journal of Science Education and Management Business
Publisher : Riset Sinergi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62357/joseamb.v2i2.163

Abstract

Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh Gaya Kepemimpinan, Disiplin kerja, Motivasi Kerja, dan Prestasi Kerja terhadap Kinerja Pegawai. Metode yang digunakan dalam penelitian ini yaitu survei dengan menggunakan instrumen kuesioner dengan sampel 84 responden. Metode analisis yang digunakan adalah analisis regresi linear berganda menggunakan SPSS. Hasil penelitian yang didapatkan berdasarkan Uji parsial (Uji t) diperoleh Gaya Kepemimpinan, Disiplin Kerja, Motivasi Kerja dan Prestasi Kerja berpengaruh signifikan terhadap kinerja pegawai. Hasil penelitian menunjukkan (a) Gaya Kepemimpinan berpengaruh signifikan terhadap kinerja pegawai pada kantor PDAM Kota Solok 2,936 dengan tingkat signifikasi (0,005 < 0,05). (b) Disiplin Kerja berpengaruh signifikan terhadap kinerja pegawai pada kantor PDAM Kota Solok 2,042 dengan tingkat signifikasi ( 0,046 < 0,05). (c) Motivasi Kerja berpengaruh signifikan terhadap kinerja pegawai pada kantor PDAM Kota Solok 2,443 dengan tingkat signifikasi ( 0,018 < 0,05). (d) Prestasi Kerja berpengaruh signifikan terhadap kinerja pegawai pada kantor PDAM Kota Solok 3,773 dengan tingkat signifikasi (0,000 < 0,05). Konstribusi sumbangan pengaruh variabel independen Gaya Kepemimpinan, Disiplin Kerja. Motivasi Kerja dan Prestasi Kerja terhadap variabel dependen Kinerja Pegawai adalah sebesar 0,815 atau 81,5% sedangkan sisanya sebesar 18,5% dipengaruhi variabel lain.
The Influence Of The Work Environment And Career Development On Employee Performance With Job Satisfaction As An Intervening Variable In PT. PLN (Persero) ULP Muara Labuh In South Solok Agustin, Rahma Putri; Dharma, Robby; Indriyenni
Journal of Science Education and Management Business Vol. 3 No. 1 (2024): JOSEMB (Journal Of Science Education And Management Business)
Publisher : Riset Sinergi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62357/joseamb.v3i1.271

Abstract

PT. PLN (PERSERO) ULP Muara Labuh in South Solok, West Sumatra is one of the state-owned enterprises (BUMN) engaged in electricity. The purpose of this study is to determine and analyze the Effect of Work Environment and Career Development on Employee Performance with Job Satisfaction as an Intervening Variable. The research method used was quantitative research, with a sample of 58 respondents. In this study using SEM analysis tools using SmartPLS 3. The results showed that directly the most dominant variable, namely Career Development, had a positive and significant effect on Job Satisfaction, as evidenced by the company having various good career development programs so that it could affect employee job satisfaction in carrying out their duties. And Job Satisfaction has a positive and significant effect on Employee Performance, as evidenced by employees who already feel safe and comfortable at work. Where the better the Job Satisfaction, it will have an impact on improving the Performance of these Employees. While indirect testing for the most dominant variables states that Career Development has a positive and significant effect on Employee Performance through Job Satisfaction.
The Influence Of HR Planning, Work Placement And Career Development On Employee Performance Through Work Motivation As An Intervening Variable In The Regional Civil Service Agency Of West Sumatra Province Septivoni; Dharma, Robby; Mary, Hilda
Journal of Science Education and Management Business Vol. 3 No. 1 (2024): JOSEMB (Journal Of Science Education And Management Business)
Publisher : Riset Sinergi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62357/joseamb.v3i1.282

Abstract

The Regional Civil Service Agency of West Sumatra Province is a government institution that has the main task to assist the governor in the implementation of regional civil service. The purpose of this study is to determine and analyze the effect of HR Planning, Work Placement and Career Development on Employee Performance through Work Motivation as an Intervening Variable. The research method used is quantitative research. The sample size of this study was 74 respondents and used SEM analysis tools with SmartPLS 3. In the data collection technique in this study by distributing questionnaires using Likert scale. The results showed that directly the most dominant variable, namely Career Development, had a positive and significant effect on Work Motivation. Therefore, evidenced by the increasing career development promised by the company, employee motivation will also increase. Furthermore, HR Planning has a positive and significant effect on Employee Performance, it shows that there is careful planning for HR, so employee performance will increase. While indirect testing for the most dominant variables states that career development has a positive and significant effect on employee performance through work motivation, that the existence of good career development opportunities will strengthen employee performance and increase employee motivation. Conversely, if career development is not good for its performance, work motivation will lower the level of employee concern regarding the progress of the company. Employees who care about the progress of the company will be more motivated to work so as to form stronger performance.
Pengaruh beban kerja dan stres kerja terhadap kinerja pegawai dengan disiplin kerja pada RS kelas D Pasaman Timur Hafizah, Hafizah; Dharma, Robby; Irfani, Hadi
Journal of Science Education and Management Business Vol. 3 No. 2 (2024): JOSEMB (Journal Of Science Education And Management Business)
Publisher : Riset Sinergi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62357/joseamb.v3i2.302

Abstract

Rumah sakit kelas D Pasaman Timur merupakan institusi pelayanan kesehatan yang menyelenggarakan pelayanan kesehatan perorangan secara paripurna yang menyediakan pelayanan rawat inap, rawat jalan, dan gawat darurat. Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis pengaruh Beban kerja Dan, stress kerja terhadap kinerja pegawai dengan disiplin kerja sebagai variabel intervening. Metode penelitian yang digunakan adalah penelitian kuantitatif. Dengan jumlah sampel sebanyak 80 responden. Dalam penelitian ini menggunakan alat analisis SEM dengan menggunakan smartPLS 3. Hasil penelitian ini menunjukkan bahwa secara langsung variabel paling dominan yaitu Beban kerja berpengaruh positif dan signifikan terhadap disiplin kerja, hal tersebut dibuktikan dengan instansi melakukan proses yang baik sehingga dapat mempengaruhi disiplin kerja pegawai dalam melaksnakan tugasnya. Dan stres kerja berpengaruh positif dan tidak signifikan terhadap kinerja pegawai, hal tersebut dibuktikan dimana semakin tinggi stress kerja maka akan berdampak pada peningkatan kinerja pegawai tersebut. Sementara pengujian secara tidak langsung untuk variabel paling dominan menyatakan bahwa beban kerja berpengaruh positif dan signifikan terhadap kinerja pegawai melalui disiplin kerja semakin sedikit beban kerja dalam instansi maka semakin maka semakin tinggi pula kinerja pegawainnya, sehingga disiplin kerja ikut meningkat. RS Kelas D Pasaman Timur hendaknya lebih memperhatikan beban kerja pegawainya,dengan demikian semakin rendah stres kerja maka kinerja pegawai akan semakin meningkat. Sebaliknya, semakin tinggi stress kerja maka kinerja pegawai akan berkurang hasilnya.
Co-Authors Ade saputra Afuan, M. Agustin, Rahma Putri Arilla, Sancia Asrsyadin, Husein Al Bayu Pratama Azka Candana, Dori Mittra Firdaus Indriyenni Irfani, Hadi Irsyad, Ryan Irsyad Js, Sian Mary, Hilda Mittra Candana, Dori Mulyadi, Olandari Neldi, Mondra Pratama, Wahyudi Putra, Rio Andhika Septivoni Solly Aryza Syafrin, Indra Tito Yerismal Yohan Fitriadi