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PENGARUH LINGKUNGAN KERJA, KOMPENSASI, DAN MOTIVASI INTRINSIK TERHADAP LOYALITAS KARYAWAN Lulut Klaudia; Prayekti; Jajuk Herawati
Jurnal Riset Manajemen dan Bisnis Vol. 15 No. 2 (2020): Jurnal Riset Manajemen dan Bisnis
Publisher : Fakultas Bisnis Universitas Kristen Duta Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21460/jrmb.v15i2.85

Abstract

ABSTRAK Penelitian ini bertujuan untuk mengetahui lingkungan kerja, kompensasi, motivasi intrinsik terhadap loyalitas karyawan pada karyawan Waroeng Spesial Sambal Yogyakarta. Populasi dalam penelitian ini adalah 100 karyawan Waroeng Spesial Sambal Yogyakarta dan dipersempit dengan menggunakan rumus Slovin menjadi 46 responden. Teknik pengambilan sampel dalam penelitian ini adalah accidental sampling. Teknik pengumpulan data dalam penelitian ini menggunakan kuesioner, survei langsung, dan skala pengukuran yang digunakan dalam penelitian ini adalah menggunakan skala Likert. Hasil menunjukkan tidak ada pengaruh antara lingkungan kerja terhadap loyalitas karyawan, kompensasi tidak ada pengaruh terhadap loyalitas karyawan sedangkan motivasi intrinsik ada pengaruh positif dan signifikan terhadap loyalitas karyawan. Kata kunci: lingkungan kerja, kompensasi motivasi intrinsik, loyalitas karyawan ABSTRACT This study aims to determine the work environment, compensation, intrinsic motivation on employee loyalty to employees of Waroeng Spesial Sambal Yogyakarta. The population in this study were 100 employees of Waroeng Spesial Sambal Yogyakarta and narrowed it down by using the Slovin formula to 46 respondents. The sampling technique in this study was accidental sampling. The data collection technique in this study used a questionnaire, direct survey, and the measurement scale used in this study was a Likert scale. The results show that there is no influence between work environment on employee loyalty, compensation has no effect on employee loyalty, while intrinsic motivation has a positive and significant effect on employee loyalty. Keywords: work environment, intrinsic motivation compensation, employee loyalty
PENGARUH LINGKUNGAN KERJA, KOMPENSASI DAN MOTIVASI INTRINSIK TERHADAP LOYALITAS KARYAWAN PADA KARYAWAN WAROENG SPESIAL SAMBAL YOGYAKARTA Lulut Klaudia; Prayekti; Jajuk Herawati
Jurnal Riset Manajemen dan Bisnis Vol. 14 No. 2 (2019): Jurnal Riset Manajemen dan Bisnis
Publisher : Fakultas Bisnis Universitas Kristen Duta Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21460/jrmb.v14i2.153

Abstract

ABSTRACT This research aims to determine the work environment, compensation, intrinsic motivation towards employee loyalty to Waroeng Special Sambal Yogyakarta employees.The population in this study were 100 special waroeng Yogyakarta sambal employees, then researchers narrowed the population using the Slovin formula to 46 respondents. and the sampling technique in this study is accidental (momentary taking) is a sampling technique based on the needs of anyone who accidentally meets with researchers can be used as a sample, if it is deemed that the person found is suitable as a source of data. The results show there is no influence between the work environment on employee loyalty with a significance value of 0.619 where this value is above 0.05. Then compensation has no effect on employee loyalty with a significance value of 0.052 where this value is above 0.05. While intrinsic motivation has a positive and significant effect on employee loyalty variables with a significance value of 0,000. Where this value is below 0.05. Keywords: Work Environment, Intrinsic Motivation Compensation, Employee Loyalty ABSTRAK Penelitan ini bertujuan untuk mengetahui lingkungan kerja, kompensasi, motivasi intrinsik terhadap loyalitas karyawan pada karyawan Waroeng Spesial Sambal Yogyakarta. Populasi dalam penelitian ini adalah 100 karyawan waroeng spesial sambal yogyakarta, kemudian peneliti mempersempit populasi menggunakan rumus slovin menjadi 46 responden. dan tehnik pengambilan sempel dalam penelitian ini adalah accidental (pengambilan sesaat). Teknik pengumpulan data dalam penelitian ini menggunakan kuesoner, survey langsung, skala pengukuran yang digunakan dalam penelitian ini adalah menggunakan skala likert. Hasil menunjukan tidak ada pengaruh antara lingkungan kerja terhadap loyalitas karyawan dengan nilai signifikansi 0,619 dimana nilai ini diatas 0,05. Kemudian kompensasi tidak ada pengaruh terhadap loyalitas karyawan dengan nilai signifikansi 0,052 dimana nilai ini diatas 0,05. Sedangkan motivasi intrinsik ada pengaruh positif dan signifikan terhadap variabel loyalitas karyawan dengan nilai signifikansi 0,000. Dimana nilai ini dibawah 0,05. Kata kunci: Lingkungan Kerja, Kompensasi Motivasi Intrinsik, Loyalitas Karyawan
PENGARUH KNOWLEDGE SHARING, KOMPETENSI DAN LINGKUNGAN KERJA TERHADAP KINERJA TERHADAP KINERJA KARYAWAN Resti Novita; Prayekti; Jajuk Hewawati
Jurnal Riset Manajemen dan Bisnis Vol. 14 No. 2 (2019): Jurnal Riset Manajemen dan Bisnis
Publisher : Fakultas Bisnis Universitas Kristen Duta Wacana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21460/jrmb.v14i2.155

Abstract

ABSTRACT This study aims to determine the effect of knowledge sharing, competence and work environment on employee performance. The population in this study were all employees of the Pratama Tax Office in Bantul. The sample in this study amounted to 45 respondents using accidental sampling. By using a questionnaire to collect primary data, and respondents were 45. The technique used regression analysis to determine the effect of knowledge sharing, competence and the Work Environment on employee performance. The results show multiple linear regression analysis, namely the T test shows that competency has a significant effect on employee performance. F test results show knowledge sharing, competence and work environment simultaneously have a positive and significant effect on employee performance. Keywords: knowledge sharing, competence, work environment, employee performance. ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing, kompetensi dan lingkungan kerja terhadap kinerja karyawan. Populasi dalam penelitian ini seluruh kayawan kantor pelayanan pajak pratama Bantul. Sampel dalam penelitan ini berjumlah 45 responden dengan menggunakan accidental sampling. Dengan menggunakan kuesioner untuk mengumpulkan data primer, dan responden adalah 45. Teknik yang digunakan analisis regresi untuk mengetahui pengaruh knowledge sharing, kompetensi dan Lingkungan Kerja terhadap kinerja karyawan. Hasil menunjukkan analisis regresi linear berganda yaitu pada uji T menunjukkan knowledge sharing tidak berpengaruh positif terhadap kinerja karyawan dengan nilai signifikansi 0,017 dimana nilai ini diatas 0,05. Sedangkan Kompetensi berpengaruh positif dan signifikan terhadap kinerja karyawan dengan nilai signifikansi 0,048 dimana nilai ini dibawah 0,05. Lingkungan kerja tidak berpengaruh positif dan signifikan dengan nilai 0,895 dimana nilai ini diatas 0,05. Kata kunci : knowledge Sharing, Kompetensi, Lingkungan Kerja, Kinerja Karyawan.
Job Satisfaction Job Competence, Extrinsic Motivation Towards Organizational Commitment At PT Sumber Alfaria Trijaya Malang Branch Faizal Zahrandika; Prayekti; Eko Yulianto
Journal of Economy, Accounting and Management Science (JEAMS) Vol. 7 No. 1 (2025): September
Publisher : Faculty of Economics, Merdeka University Surabaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55173/jeams.v7i1.53

Abstract

This study aims to examine whether job satisfaction, job competence and extrinsic motivation affect organizational commitment at PT Sumber Alfaria Trijaya Tbk, Malang branch. This research collects samples at PT Sumber Alfaria Trijaya Tbk, Malang branch which is located in Malang city. The withdrawal method is sampling using accidental sampling using the slovin formula. Data collection was carried out through a questionnaire technique distributed via google form submitted to the human resource of PT Sumber Alfaria Trijaya Malang. The number of questionnaires processed was 68 respondents. The data was analyzed using spss. The results showed that each component has the same influence, which is positive and significant. The results showed that job satisfaction was shown to have a positive and significant effect on organizational commitment, work competence had a positive and significant effect on organizational commitment, and extrinsic motivation was shown to have a positive and significant effect on organizational commitment, and job satisfaction, work competence, and extrinsic motivation from simultaneous results (f test) were shown to have a significant positive effect together on organizational commitment at PT Sumber Alfaria Trijaya Tbk Malang branch.
Strengthening Productivity: Role Analysis of Workload, Compensation, Work Environment, and Work Discipline Yosep Hardian Devates; Prayekti; Didik Subiyanto
Relevance: Journal of Management and Business Vol. 7 No. 1 (2024): (June-Issue)
Publisher : UIN Raden Mas Said Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22515/relevance.v7i1.8716

Abstract

Examine the relationship between workload, compensation, and work environment on work productivity, taking into account the role of work discipline as a mediator. This study applies quantitative approaches and survey methods to assess the impact of workload, compensation, and work environment on work discipline and work productivity. Likert questionnaires 1 to 5 were used as a comprehensive research instrument. Data was collected from 147 respondents at various levels within several companies. Data analysis uses Structural Equation Models (SEM) with the help of AMOS software to identify relationships between independent and bound variables.The results of the analysis showed that the relationship between workload and work discipline was not significantly confirmed. Likewise, the relationship between compensation and work discipline was also not significantly confirmed.  However, there is significant confirmation that the work environment has a positive effect on work discipline.  In addition, there is significant confirmation that work discipline has a positive effect on work productivity. The results of the analysis suggest that a focus on workload management and compensation may not be significant in improving employee discipline and productivity. The implication is that it needs to be focused on creating a supportive work environment, as well as paying attention to and strengthening work discipline in human resource management strategies to increase overall productivity.
Pengaruh Gaya Kepemimpinan Demokratis, Komitmen Afektif dan Disiplin Kerja terhadap Kinerja pada Dinas Kesehatan Kota Yogyakarta Arfid Wona Awang, John Gilbert; Prayekti; Selamer Hartanto
Reslaj: Religion Education Social Laa Roiba Journal Vol. 6 No. 5 (2024): RESLAJ: Religion Education Social Laa Roiba Journal
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/reslaj.v6i5.1235

Abstract

This research aims to determine the influence of Democratic Leadership Style (X1), Affective Commitment (X2), and Work Discipline (X3) on Performance (Y). This research uses quantitative descriptive research, because the data in this research is in the form of numbers and analysis uses statistics. Quantitative descriptive research is a series of research that requires a lot of use of numbers. These data were obtained from questionnaires announced to respondents. The population in this research were employees at the Kantor Dinas Kesehatan Kota Yogyakarta by taking a sample of 53 people. Then the data obtained from the distribution of questionnaires was processed using SPSS version 25 by carrying out data quality tests, classical assumption tests, t tests and coefficient of determination. The results of significance testing show that the democratic leadership style variable (X1) has a value of tcount = 2.234 > rtable = 1.6741 with a significance value of 0.030 < 0.05, the affective commitment variable (X2) has a value of tcount = 10.609 > rtable = 1.6741 with a significance value of 0.000 < 0.05, and the Work Discipline variable (X3) has a tcount = 5.138 > rtable = 1.6741 with a significance value of 0.000 < 0.05. Based on the test results in this research, it shows that the variables Democratic Leadership Style, Affective Commitment, and Work Discipline individually or partially have a positive and significant influence on the employee performance variable at the Kantor Dinas Kesehatan Kota Yogyakarta.
Pengaruh Gaya Kepemimpinan Partisipatif, Disiplin Kerja, dan Pengembangan Karir Terhadap Semangat Kerja Pegawai Pada Pegawai BMT Dana Insani Gunungkidul Yusuf Masyuri; Prayekti; Jajuk Herawati
Jurnal Indonesia Sosial Teknologi Vol. 2 No. 01 (2021): Jurnal Indonesia Sosial Teknologi
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (4654.318 KB) | DOI: 10.59141/jist.v2i01.78

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh (1) gaya kepemimpinan partisipatif, berpengaruh terhadap semangat kerja pada pegawai BMT Dana Insani Gunungkidul, (2) disiplin kerja, berpengaruh terhadap semangat kerja pada pegawai, (3) pengembangan karir, berpengaruh terhadap semangat kerja pada pegawai, dan (4) gaya kepemimpinan partisipatif, disiplin kerja, dan pengembangan karir akan berpengaruh pada semangat kerja pegawai BMT Dana Insani Gunungkidul. Jenis penelitian ini adalah penelitian lapangan (Field Research), dilakukan dengan mengadakan penelitian langsung pada BMT Dana Insani Gunungkidul, populasi berjumlah 98 orang, dengan sampel 61 % atau 60 orang. Teknik pengambilan data menggunakan kuisioner saja sedangkan metode analisis data yang digunakan adalah analisis regresi berganda. Berdasarkan hasil penelitian dapat disimpulkan bahwa ada pengaruh antara kepemimpian disiplin kerja dan pengembangan karir terhadap semangat kerja pegawai BMT Dana Insani Gunungkidul. Besarnya pengaruh gaya kepemimpinan partisipatif, disiplin kerja dan pengembangan karir terhadap semangat kerja pegawai BMT Dana Insani Gunungkidul adalah 50, 5 %.Saran yang berkaitan dengan penelitian ini yaitu: Ruang kerja di BMT Dana Insani Gunungkidul hendaknya ditata lebih rapi dengan meletakkan arsip di lemari arsip serta barang-barang yang tidak terpakai sebaiknya disimpan dalam gudang agar tidak memenuhi ruang kerja pegawai sehingga pegawai lebih nyaman dan bersemangat dalam bekerja.
Co-Authors Arfid Wona Awang, John Gilbert Didik Subiyanto EKO YULIANTO Faizal Zahrandika Jajuk Herawati Jajuk Hewawati Lulut Klaudia Resti Novita Selamer Hartanto Yosep Hardian Devates Yusuf Masyuri