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<![CDATA[STRES KERJA: PENGARUHNYA TERHADAP MOTIVASI KERJA DAN KINERJA KARYAWAN ]]>
<![CDATA[Sugiarto, Agus]]>;
<![CDATA[Nanda, Ayuk Widya]]>
<![CDATA[ Jurnal Ilmu Sosial dan Humaniora Vol 9, No 2 (2020) ]]>
Publisher : <![CDATA[Universitas Pendidikan Ganesha ]]>
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DOI: 10.23887/jish-undiksha.v9i2.21302
<![CDATA[Beban kerja yang tinggi dapat menimbulkan stres dalam bekerja yaitu ketika tuntutan kerja tidak sesuai dengan kemampuan fisik seseorang. Maka dibutuhkan daya dorong dalam bekerja yaitu motivasi kerja yang tinggi agar karyawan lebih bersemangat dalam bekerja, sehingga dapat memberikan pengaruh terhadap kinerja. Tujuan penelitian ini adalah untuk menguji pengaruh stres kerja terhadap motivasi kerja, menguji pengaruh motivasi kerja terhadap kinerja karyawan, menguji pengaruh stres kerja terhadap kinerja karyawan dan menguji pengaruh stres kerja terhadap kinerja karyawan dengan variabel motivasi kerja sebagai variabel. Jenis penelitian yang digunakan eksplanatori dengan pendekatan kuantitatif. Pengumpulan data menggunakan kuesioner dengan 45 reponden, yang diperoleh dengan teknik sampel jenuh.  Hasil penelitian menunjukan bahwa stres kerja berpengaruh negatif terhadap motivasi kerja karyawan. Motivasi kerja berpengaruh positif terhadap kinerja karyawan. Stres kerja berpengaruh negatif terhadap kinerja karyawan. Stres kerja berpengaruh negatif secara tidak langsung terhadap kinerja melalui motivasi kerja sebagai variabel intervening.]]>
<![CDATA[MEMBANGUN MANAJEMEN KEBERAGAMAN MELALUI AKULTURASI BUDAYA KERJA KARYAWAN EKSPATRIAT DAN KARYAWAN LOKAL ]]>
<![CDATA[Papuling, Oktadwilaras Anugerah Putri]]>;
<![CDATA[Sugiarto, Agus]]>
<![CDATA[ Jurnal Ilmu Sosial dan Humaniora Vol 10, No 3 (2021) ]]>
Publisher : <![CDATA[Universitas Pendidikan Ganesha ]]>
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DOI: 10.23887/jish-undiksha.v10i3.38805
<![CDATA[Keberagaman merupakan salah satu hal yang penting dan berdampak pada kinerja suatu organisasi, oleh karena itu keberagaman perlu dikelola dengan baik melalui pengelolaan keberagaman. Salah satu bagian dari keberagaman adalah budaya. Perbedaan budaya dan bahasa akan menimbulkan berbagai bentuk hambatan akulturasi. Beberapa penelitian sebelumnya telah membahas tentang akulturasi tetapi dalam konteks sosial, sedangkan penelitian tentang akulturasi dalam konteks budaya kerja masih terbatas. Tujuan penelitian ini untuk menganalisis bentuk, proses, dampak dan hambatan pengelolaan keberagaman melalui akulturasi dalam konteks budaya kerja karyawan ekspatriat dan karyawan lokal di PT NHM. Penelitian ini merupakan penelitian eksploratif dengan pendekatan kualitatif, menggunakan lima orang karyawan aktif yang bekerja di PT NHM sebagai narasumber. Hasil penelitian menunjukkan bahwa PT NHM berhasil mengelola keberagaman melalui akulturasi budaya kerja dengan baik. Hal ini dapat dilihat melalui proses akulturasi yang berlangsung di PT NHM dan banyak memberikan dampak positif bagi karyawan.]]>
<![CDATA[MEMBANGUN MANAJEMEN KEBERAGAMAN MELALUI AKULTURASI BUDAYA KERJA KARYAWAN EKSPATRIAT DAN KARYAWAN LOKAL ]]>
<![CDATA[Papuling, Oktadwilaras Anugerah Putri]]>;
<![CDATA[Sugiarto, Agus]]>
<![CDATA[ Jurnal Ilmu Sosial dan Humaniora Vol 10, No 3 (2021) ]]>
Publisher : <![CDATA[Universitas Pendidikan Ganesha ]]>
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DOI: 10.23887/jish-undiksha.v10i3.38805
<![CDATA[Keberagaman merupakan salah satu hal yang penting dan berdampak pada kinerja suatu organisasi, oleh karena itu keberagaman perlu dikelola dengan baik melalui pengelolaan keberagaman. Salah satu bagian dari keberagaman adalah budaya. Perbedaan budaya dan bahasa akan menimbulkan berbagai bentuk hambatan akulturasi. Beberapa penelitian sebelumnya telah membahas tentang akulturasi tetapi dalam konteks sosial, sedangkan penelitian tentang akulturasi dalam konteks budaya kerja masih terbatas. Tujuan penelitian ini untuk menganalisis bentuk, proses, dampak dan hambatan pengelolaan keberagaman melalui akulturasi dalam konteks budaya kerja karyawan ekspatriat dan karyawan lokal di PT NHM. Penelitian ini merupakan penelitian eksploratif dengan pendekatan kualitatif, menggunakan lima orang karyawan aktif yang bekerja di PT NHM sebagai narasumber. Hasil penelitian menunjukkan bahwa PT NHM berhasil mengelola keberagaman melalui akulturasi budaya kerja dengan baik. Hal ini dapat dilihat melalui proses akulturasi yang berlangsung di PT NHM dan banyak memberikan dampak positif bagi karyawan.]]>
<![CDATA[KESADARAN DAN PERILAKU RAMAH LINGKUNGAN MAHASISWA DI KAMPUS ]]>
<![CDATA[Agus Sugiarto]]>;
<![CDATA[Diana Ayu Gabriella]]>
<![CDATA[ Jurnal Ilmu Sosial dan Humaniora Vol. 9 No. 2 (2020) ]]>
Publisher : <![CDATA[Universitas Pendidikan Ganesha ]]>
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DOI: 10.23887/jish-undiksha.v9i2.21061
<![CDATA[Kerusakan alam membuat keseimbangan lingkungan hidup mengalami ketimpangan, banyak fenomena kerusakan lingkungan yang terjadi seperti pencemaran lingkungan, kerusakan ekosistem dan kekeringan. Fenomena tersebut masih belum bisa terselesaikan dan dampaknya mempengaruhi kehidupan manusia. Perlunya mewujudkan lingkungan yang lestari didalam semua lapisan masyarakat terutama didunia kampus. Dalam dunia kampus nampak bahwa mahasiswa kurang memiliki kesadaran dan perilaku ramah lingkungan. Oleh karena itu tujuan dari penelitian ini adalah untuk menggambarkan tingkat kesadaran dan perilaku mahasiswa di kampus. Penelitian ini menggunakan metode kuantitatif deskriptif, dengan menggunakan teknik non-probability - Convinience sampling, dengan jumlah sampel sebanyak 300 mahasiswa aktif pada Universitas Kristen Satya Wacana. Hasil penelitian menunjukan bahwa tingkat kesadaran mahasiswa masuk dalam kategori Tinggi, namun tingkat perilaku ramah lingkungan mahasiswa masuk dalam kategori Sedang. Hal ini menunjukan bahwa mahasiswa sudah berada di tahap sadar dimana perilaku ramah lingkungan itu penting namun implementasinya sedang, sehingga kesadaran yang tergambar pada mahasiswa hanya sebatas teori dan tidak dipraktikan.]]>
<![CDATA[Application of E-Office in Mail Management (Study at a Vocational High School Office) ]]>
<![CDATA[Vishwani Amisa]]>;
<![CDATA[Agus Sugiarto]]>;
<![CDATA[Lelahester Rina]]>
<![CDATA[ Budapest International Research and Critics Institute (BIRCI-Journal): Humanities and Social Sciences Vol 4, No 4 (2021): Budapest International Research and Critics Institute November ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v4i4.3357
<![CDATA[The e-office system is useful to minimize the use of paper (paperless), and to make storage and processing the information at the office become centralized easier. The purpose of this research is to know about how the e-office management at a Middle School Administration Office in Salatiga City and to know about the difficulties and also challenges in the implementation the processing of e-office. This method of that used in this research are the descriptive and qualitative approach. The result of the research shows that the processing of mail management at the SMK Kristen Bisnis Salatiga uses two systems. Manually and electronic, but the implementation is still dominated by the manual system. The mail processing with the electronic system at a Middle School Administration Office in Salatiga City is still limited. But nowadays, it adapts to use electronic system during pandemic COVID-19. This difficulty is natural and reasonable and often occured. But the most important is how the school organizes and manages it, also give the best specific solution.]]>
<![CDATA[The Influence of Work Climate, Leader Member Exchange (Lmx) and Organizational Commitment to Organizational Citizenship Behavior (Ocb) on Company Employees in Kudus City ]]>
<![CDATA[Chornelia Fanny]]>;
<![CDATA[Agus Sugiarto]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i2.4618
<![CDATA[Organizational Citizenship Behaviour is a reciprocal relationship between the organization and employees, employees who are satisfied with their work will show OCB. This study aims to determine the effect of work climate, leader member exchange, and organizational commitment to organizational citizenship behavior on company employees in Kudus City. The research method used is explanatory research with a quantitative approach where the variables are measured using a Likert scale, with a sample of 89 as many as 52 respondents. Data collection through questionnaire link. Data analysis techniques in this study using multiple linear regression analysis methods. The results showed that there was a positive influence between Work Climate, Leader Member Exchange, and Organizational Commitment to Organizational Citizenship Behavior on Employees.]]>
<![CDATA[The Influence of Work Climate, Leader Member Exchange (Lmx) and Organizational Commitment to Organizational Citizenship Behavior (Ocb) on Company Employees in Kudus City ]]>
<![CDATA[Chornelia Fanny]]>;
<![CDATA[Agus Sugiarto]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 2 (2022): Budapest International Research and Critics Institute May ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i2.4618
<![CDATA[Organizational Citizenship Behaviour is a reciprocal relationship between the organization and employees, employees who are satisfied with their work will show OCB. This study aims to determine the effect of work climate, leader member exchange, and organizational commitment to organizational citizenship behavior on company employees in Kudus City. The research method used is explanatory research with a quantitative approach where the variables are measured using a Likert scale, with a sample of 89 as many as 52 respondents. Data collection through questionnaire link. Data analysis techniques in this study using multiple linear regression analysis methods. The results showed that there was a positive influence between Work Climate, Leader Member Exchange, and Organizational Commitment to Organizational Citizenship Behavior on Employees.]]>
<![CDATA[Pengaruh Tingkat Kompetensi Terhadap Kinerja Pegawai Administrasi Perkantoran ]]>
<![CDATA[Lucia Nurbani Kartika]]>;
<![CDATA[Agus Sugiarto]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis Vol 17 No 1 (2014) ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis Universitas Kristen Satya Wacana ]]>
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DOI: 10.24914/jeb.v17i1.240
<![CDATA[One big concern towards staff competency level is by doing a comprehensive research, every organization should know how its real staff competency level, its related factor, and also the impact of competency level towards staff performance. In this research result, the variable of education background does not affect the competency level. Meanwhile working experience variable has positive relationship towards competency level. Moreover, it is proven that there is a significant difference in competency level between staffs who have ever joined trainings and those who have never joined trainings. While staffs who have office administrative and secretarial education background have better competency level compared to those who do not have similar education background. The research result shows that office administrative staff’s competency significantly affects staffs’ performance. This research is expected to be able to give exact description on how far the staff competency level of Satya Wacana Christian University administrative staffs, also to identify the related factors towards staff competency level and its relationship with their working performance. The result is expected to give contributions to human resources management of Satya Wacana Christian University (UKSW) in developing and improving the human resources quality especially administrative staff of UKSW.]]>
<![CDATA[Eksplorasi dan Perancangan Prototipe Aplikasi Kantor Maya Untuk Meningkatkan Sustainable Competitive Advantage di Perguruan Tinggi ]]>
<![CDATA[Yusepaldo Pasharibu]]>;
<![CDATA[Hari Sunarto]]>;
<![CDATA[Agus Sugiarto]]>;
<![CDATA[Yunita Budi Rahayu Silintowe]]>
<![CDATA[ Jurnal Ekonomi dan Bisnis Vol 18 No 1 (2015) ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis Universitas Kristen Satya Wacana ]]>
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DOI: 10.24914/jeb.v18i1.261
<![CDATA[Sustainable competitive advantage for universities could not be separated from the information technology. Actually, some universities have been implemented this information technology, especially virtual office applications. Eventhough, the virtual office applications were implemented, but preliminary research found that those applications used were Online Transaction Processing only, not Online Analytical Processing that can be used to make decision. Based on those explanations, this research had been done to explore and design the virtual office prototype application for universities. Three methods were used to conduct this reseach, which were explorative, validation, and application design. Finally, prototype applications of virtual office dashboard, lecturer dashboard and accreditation dashboard to improve sustainable competitive advantage for universities were presented as this study result.]]>
<![CDATA[PENGARUH TECHNOSTRESS, LINGKUNGAN KERJA DAN MOTIVASI KERJA TERHADAP KINERJA GURU DI MASA PANDEMI COVID-19 ]]>
<![CDATA[Meyla Eka Ningtyas]]>;
<![CDATA[Agus Sugiarto]]>
<![CDATA[ JAMP : Jurnal Administrasi dan Manajemen Pendidikan Vol 5, No 2 (2022): Volume 5 No 2 Juni 2022 ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
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DOI: 10.17977/um027v5i22022p164
<![CDATA[Abstract: This study aims to determine the effect of technostress, work environment and work motivation on teacher performance. The research method is explanatory research with a quantitative approach where the variables are measured using a Likert scale. The population in this study were all public elementary school teachers in Tuntang District, with a sample of 145 people. The variables of this study consisted of three independent variables, namely: technostress (X1), work environment (X2), work motivation (X3) and one dependent variable, namely: teacher performance (Y). Data was collected by distributing questionnaires. The results of data collection were then analyzed using multiple linear regression analysis techniques. The results showed that: (1) the technostress variable partially affected the performance of State Elementary School teachers in Tuntang District; (2) partially the work environment variables affect the performance of public elementary school teachers in Tuntang District; (3) partially the work motivation variable affects the performance of public elementary school teachers in Tuntang District; (4) simultaneously there is a positive influence between the variables technostress, work environment and work motivation on the performance of elementary school teachers in Tuntang District. Keywords: Technostress; Work Environment; Work Motivation; Teacher Performance Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh technostress, lingkungan kerja dan motivasi kerja terhadap kinerja guru. Metode penelitian adalah explanatory research dengan pendekatan kuantitatif dimana variabel diukur dengan skala Likert. Populasi dalam penelitian ini adalah seluruh guru SD Negeri di Kecamatan Tuntang, dengan sampel yang diambil sebanyak 145 orang. Variabel penelitian ini terdiri atas tiga variabel bebas yaitu: technostress (X1), lingkungan kerja (X2), motivasi kerja (X3) dan satu variabel terikat yaitu: kinerja guru (Y). Pengumpulan data dilakukan dengan cara menyebar kuesioner. Hasil pengumpulan data selanjutnya dianalisis menggunakan teknik analisis regresi linear berganda. Hasil penelitian menunjukkan bahwa: (1) secara parsial variabel technostress mempengaruhi kinerja guru SD Negeri di Kecamatan Tuntang; (2) secara parsial variabel lingkungan kerja mempengaruhi kinerja guru SD Negeri di Kecamatan Tuntang; (3) secara parsial variabel motivasi kerja mempengaruhi kinerja guru SD Negeri di Kecamatan Tuntang; (4) secara simultan terdapat pengaruh yang positif antara variabel variabel technostress, lingkungan kerja dan motivasi kerja terhadap kinerja guru SD Negeri di Kecamatan Tuntang. Kata kunci: Technostress; Lingkungan Kerja; Motivasi Kerja; Kinerja Guru]]>
