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PENINGKATAN KINERJA KARYAWAN MELALUI PERSEPSI LOCUS OF CONTROL INTERNAL DAN LOCUS OF CONTROL EKSTERNAL DI PT XYZ (SEBUAH STUDI PADA DEALER SEPEDA MOTOR DI JAKARTA) Irsyadi, Achmad Rizal; Nugroho, Yohanes Arianto Budi
Jurnal Manajemen Vol 15, No 1 (2018): Jurnal Manajemen
Publisher : Jurnal Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (15.174 KB)

The study aims to examine the impact of internal and external locus of control towards employeeâs performance at a motor bike dealer in Jakarta. Independent variables used in this research are internal and external Locus of Control, while the dependent variable is employee performance. Primary data was used in this research acquired directly through survey from the sample of 36 peoples out of 52 populations. The analysis used in this examination was multiple linear regression, F-test, T-test, and hypothetical test. The result in this study are there is a significant impact from both independent variables, internal and external locus of control towards employeeâs performance. The mean score results indicate that employeeâs confidence in the internal locus of control affecting its performance is high at 3.64, while the confidence of employees in external locus of control is at a moderate level, namely 3.33. But either way, both internal and external locus of control has a significant effect on the employee performance. This shows that in fact, the employees also showed confidence in the external things that can affect its performance.Keywords: Internal Locus of Control, External Locus of Control, Performance

PENINGKATAN KINERJA KARYAWAN MELALUI PERSEPSI LOCUS OF CONTROL INTERNAL DAN LOCUS OF CONTROL EKSTERNAL DI PT XYZ (SEBUAH STUDI PADA DEALER SEPEDA MOTOR DI JAKARTA) Irsyadi, Achmad Rizal; Budi N, Yohanes Arianto
Jurnal Manajemen Vol 15 No 1 (2018): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

 The study aims to examine the impact of internal and external locus of control towards employee’s performance at a motor bike dealer in Jakarta. Independent variables used in this research are internal and external Locus of Control, while the dependent variable is employee performance. Primary data was used in this research acquired directly through survey from the sample of 36 peoples out of 52 populations. The analysis used in this examination was multiple linear regression, F-test, T-test, and hypothetical test. The result in this study are there is a significant impact from both independent variables, internal and external locus of control towards employee’s performance. The mean score results indicate that employee’s confidence in the internal locus of control affecting its performance is high at 3.64, while the confidence of employees in external locus of control is at a moderate level, namely 3.33. But either way, both internal and external locus of control has a significant effect on the employee performance. This shows that in fact, the employees also showed confidence in the external things that can affect its performance.

PENGARUH WORK SOCIAL SUPPORT TERHADAP CAREER SATISFACTION DENGAN CAREER ADAPTABILITY SEBAGAI VARIABEL MEDIASI PADA KARYAWAN BPJS KESEHATAN Yoshua Yoshua; Yohanes Arianto Budi Nugroho
KREATIF : Jurnal Ilmiah Prodi Manajemen Universitas Pamulang Vol 8, No 2 (2020): KREATIF
Publisher : Prodi Manajemen Fakultas Ekonomi Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/jk.v8i2.y2020.p82-91

Penelitian ini bertujuan untuk membuktikan apakah terdapat pengaruh dari work social support terhadap career satisfaction yang dimediasi oleh variabel career adaptability. Penelitian ini dilakukan di Kantor Pusat BPJS Kesehatan terhadap seluruh karyawan.Penelitian ini menggunakan 170 responden sebagai sampel. Pengolahan data dilakukan secara terpisah terhadap responden laki – laki dan perempuan. Pengolahan data dilakukan dengan menggunakan software SPSS v22 dan macro Hayes PROCESS v3.Dari hasil penelitian diketahui bahwa terdapat pengaruh yang positif dan signifikan antara work social support terhadap career adaptability, baik pada responden yang berjenis kelamin laki–laki maupun perempuan. Career adaptability menunjukkan pengaruh yang positif dan signifikan terhadap career satisfaction, baik pada responden laki-laki maupun perempuan. Work social support menunjukkan pengaruh yang positif dan signifikan terhadap career satisfaction, baik pada responden laki-laki maupun perempuan. Dan hasil penelitian juga menunjukkan bahwa career adaptability memediasi pengaruh antara work social support terhadap career satisfaction, baik pada responden laki–laki maupun pada responden perempuan di BPJS Kesehatan.

PENINGKATAN KINERJA KARYAWAN MELALUI PERSEPSI LOCUS OF CONTROL INTERNAL DAN LOCUS OF CONTROL EKSTERNAL DI PT XYZ (SEBUAH STUDI PADA DEALER SEPEDA MOTOR DI JAKARTA) Achmad Rizal Irsyadi; Yohanes Arianto Budi N
Jurnal Manajemen Vol 15 No 1 (2018): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

The study aims to examine the impact of internal and external locus of control towards employee’s performance at a motor bike dealer in Jakarta. Independent variables used in this research are internal and external Locus of Control, while the dependent variable is employee performance. Primary data was used in this research acquired directly through survey from the sample of 36 peoples out of 52 populations. The analysis used in this examination was multiple linear regression, F-test, T-test, and hypothetical test. The result in this study are there is a significant impact from both independent variables, internal and external locus of control towards employee’s performance. The mean score results indicate that employee’s confidence in the internal locus of control affecting its performance is high at 3.64, while the confidence of employees in external locus of control is at a moderate level, namely 3.33. But either way, both internal and external locus of control has a significant effect on the employee performance. This shows that in fact, the employees also showed confidence in the external things that can affect its performance.

PENGARUH OCCUPATIONAL SELF EFFICACY TERHADAP WORK ENGAGEMENT YANG DIMEDIASI OLEH HUMAN RESOURCE DEVELOPMENT CLIMATE DI PT OLYMPIC BANGUN PERSADA Adelina Ariani; Yohanes Arianto Nugroho
Jurnal Manajemen Vol 16 No 2 (2019): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25170/jm.v16i2.896

The purpose of this research is to inspect the impact Occupational Self Efficacy on Work Engagement with the role of Human Resource Development Climate as mediating variable. This research was conducted at the Head Office of PT OLYMPIC BANGUN PERSADA involving several employee within the organization. The authors distribute questionnaires consisting of 15 questions about Occupational Self Efficacy, 15 questions about Work Engagement, 15 questions about Human Resources Development Climate to 100 respondents at PT OLYMPIC BANGUN PERSADA. The data were processed with SPSSv23 and macro Hayes v3. The findings showed significant relationship was found between all variables in the study. All the study hypotheses were supported. Human Resource Development Climate was found to partially mediate the relationship between Occupational Self-Efficacy and Work Engagement. The findings on respondents showed that Human Resource Development Climate has a role as complementary mediation.

PENGARUH EMPLOYEE CREATIVITY TERHADAP JOB PERFORMANCE YANG DIMEDIASI OLEH JOB SATISFACTION PADA KARYAWAN XYZ HOSPITALITY KOTA BANDUNG Jessica Claudia Kurniawan; Yohanes Arianto Budi Nugroho
Jurnal Manajemen Vol 18 No 1 (2021): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25170/jm.v18i1.2266

The purpose of this study was to see the effect of employee creativity on job performance mediated by job satisfaction. This research was conducted at XYZ Hospitality Bandung City. Respondents in this study were 65 employees who worked in 5 (five) departments, namely Marketing & Sales, Personnel (Human Resource), Food & Beverage, Room Division, and Purchasing. The method used is Non-Probability / Non-Random Sampling. Data processing was performed using IBM SPSS Statistics 26 and Macro Hayes PROCESS software. The results of this study indicate that (1) employee creativity has a positive and significant effect on job satisfaction, (2) job satisfaction has no significant effect on job performance, (3) employee creativity has a positive and significant effect on job performance, and (4) employee creativity has no effect on job performance with job satisfaction as a mediating variable.

PENGARUH WORK-TO-FAMILY CONFLICT DAN FAMILY-TO-WORK CONFLICT TERHADAP KEPUASAN KERJA KARYAWAN. STUDI PADA KARYAWAN DI KANTOR PERPUSTAKAAN NASIONAL REPUBLIK INDONESIA, JAKARTA Reymonda Sihite; Yohanes Arianto
Jurnal Ilmiah Manajemen dan Bisnis Vol 4, No 1 (2018): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v4i1.4405

Penelitian ini membahas tentang pengaruh konflik keluarga terhadap kepuasankerja.Variabel independen yang digunakan dalam penelitian ini adalah konflik pekerjaan-kekeluargadan konflik keluarga-ke-pekerjaan,sedangkanvariabel dependenadalah kepuasan kerja.Dataprimerdigunakandalampenelitianiniyangdiperolehsecaralangsungmelaluimetodesurveydarisampel64orang diPerpustakaanNasionalRIdengankuesioner.Analisisyangdigunakandalampenelitianini adalah regresi linear berganda,uji-F,uji-T dan hipotesis.Hasildalampenelitianiniadalah terdapat pengaruh yangsignifikandarivariabel konflik pekerjaan-ke-keluarga danterdapatpengaruh yangtidaksignifikandari variabelkonflikkeluarga-ke-pekerjaan terhadap kepuasan kerja karyawan.Lingkungan kerja yang mendukung dan jadwal kerja yang fleksibel dapatmemainkan peran penting untuk meminimalkan dampak konflik yang tidak menguntungkanini.Studi ini berkontribusi untuk membangun basis pengetahuan yang ada dalam menangani konflikperan ganda ditempat kerja untuk lebih memaksimalkan pengelolaan Sumber Daya Manusia yangstrategis.

PENINGKATAN KINERJA KARYAWAN MELALUI PERSEPSI LOCUS OF CONTROL INTERNAL DAN LOCUS OF CONTROL EKSTERNAL DI PT XYZ (SEBUAH STUDI PADA DEALER SEPEDA MOTOR DI JAKARTA) Achmad Rizal Irsyadi; Yohanes Arianto Budi N
Jurnal Manajemen Vol 15 No 1 (2018): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

The study aims to examine the impact of internal and external locus of control towards employee’s performance at a motor bike dealer in Jakarta. Independent variables used in this research are internal and external Locus of Control, while the dependent variable is employee performance. Primary data was used in this research acquired directly through survey from the sample of 36 peoples out of 52 populations. The analysis used in this examination was multiple linear regression, F-test, T-test, and hypothetical test. The result in this study are there is a significant impact from both independent variables, internal and external locus of control towards employee’s performance. The mean score results indicate that employee’s confidence in the internal locus of control affecting its performance is high at 3.64, while the confidence of employees in external locus of control is at a moderate level, namely 3.33. But either way, both internal and external locus of control has a significant effect on the employee performance. This shows that in fact, the employees also showed confidence in the external things that can affect its performance.

PENGARUH OCCUPATIONAL SELF EFFICACY TERHADAP WORK ENGAGEMENT YANG DIMEDIASI OLEH HUMAN RESOURCE DEVELOPMENT CLIMATE DI PT OLYMPIC BANGUN PERSADA Adelina Ariani; Yohanes Arianto Nugroho
Jurnal Manajemen Vol 16 No 2 (2019): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

The purpose of this research is to inspect the impact Occupational Self Efficacy on Work Engagement with the role of Human Resource Development Climate as mediating variable. This research was conducted at the Head Office of PT OLYMPIC BANGUN PERSADA involving several employee within the organization. The authors distribute questionnaires consisting of 15 questions about Occupational Self Efficacy, 15 questions about Work Engagement, 15 questions about Human Resources Development Climate to 100 respondents at PT OLYMPIC BANGUN PERSADA. The data were processed with SPSSv23 and macro Hayes v3. The findings showed significant relationship was found between all variables in the study. All the study hypotheses were supported. Human Resource Development Climate was found to partially mediate the relationship between Occupational Self-Efficacy and Work Engagement. The findings on respondents showed that Human Resource Development Climate has a role as complementary mediation.

PENGARUH EMPLOYEE CREATIVITY TERHADAP JOB PERFORMANCE YANG DIMEDIASI OLEH JOB SATISFACTION PADA KARYAWAN XYZ HOSPITALITY KOTA BANDUNG Jessica Claudia Kurniawan; Yohanes Arianto Budi Nugroho
Jurnal Manajemen Vol 18 No 1 (2021): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

The purpose of this study was to see the effect of employee creativity on job performance mediated by job satisfaction. This research was conducted at XYZ Hospitality Bandung City. Respondents in this study were 65 employees who worked in 5 (five) departments, namely Marketing & Sales, Personnel (Human Resource), Food & Beverage, Room Division, and Purchasing. The method used is Non-Probability / Non-Random Sampling. Data processing was performed using IBM SPSS Statistics 26 and Macro Hayes PROCESS software. The results of this study indicate that (1) employee creativity has a positive and significant effect on job satisfaction, (2) job satisfaction has no significant effect on job performance, (3) employee creativity has a positive and significant effect on job performance, and (4) employee creativity has no effect on job performance with job satisfaction as a mediating variable.

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