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All Journal Jurnal Penyuluhan Ilmu Administrasi Publik Jurnal Bisnis dan Manajemen Jurnal Administrasi Bisnis Wacana, Jurnal Sosial dan Humaniora Jurnal Bisnis Terapan

Hamidah Nayati Utami

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Author-ID : 2427980

Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences Other

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PENGARUH BEBAN KERJA DAN KOMPENSASI TERHADAP KOMITMEN ORGANISASIONAL DALAM UPAYA MENINGKATKAN KINERJA KARYAWAN (Studi Pada Karyawan Tingkat Pelaksana Perum Jasa Tirta I Wilayah Sungai Brantas dan Bengawan Solo) M Zainal Arifin; Taher Alhabsji; Hamidah Nayati Utami
Jurnal Bisnis dan Manajemen Vol 3, No 2 (2016): Jurnal Bisnis dan Manajemen Volume 3 Nomor 2 Tahun 2016
Publisher : University of Merdeka Malang

The purposes is to determine the effect of workload, compensation and organizational commitment to employee performance. The method is used to explanatory research by collecting information directly from the respondent, technical sampling took by stratified proporsional Random Sampling, which using the formula from Slovin to obtained sample of 116 people from a total population of 163 people. Data was collected by questionnaires designed with Likert scale. Data analysis method used to descriptive statistical analysis and inferential statistical analysis which in this study using path analysis (path analysis). Descriptive analysis show the result (1) the average value of the variable workload of 2:28 ( disagree) with the variable workload statement, its mean that their work is easy, (2) the average value of the variable compensation of 4:13 (agree) the statement of variable compensation , its means that compensation more better, (3) the average value of variable organizational commitment at 4:36 (absolutly agree) to the statement variable organizational commitment , which means that organizational commitment is very high , (4) the average value of the variable performance at 4:19 (agree) with the statement of performance variable , which means that the employee's performance is good. The findings showed that there is a significant and positive effect between work load on organizational commitment (? = 0.434, p = 0.000), there is no significant effect and negative between workload on employees performance (? = -0020, p = 0828), there is a significant and positive effect between compensation for organizational commitment (? = 0234, p = 0.005), there is a significant and positive effect of the compensation on employees performance (? = 0282, p = 0.001), and there is a significant and positive effect between organizational commitment to employees performance (? = 0.351, p = 0.000).

BEBAN KERJA DAN PENGARUHNYA TERHADAP KOMITMEN ORGANISASIONAL DENGAN STRES KERJA SEBAGAI VARIABEL INTERVENING Hamidah Nayati Utami; Tri Wulida Afrianty; Rahma Wulan Sari
Jurnal Bisnis Terapan Vol. 3 No. 02 (2019): Jurnal Bisnis Terapan
Publisher : Politeknik Ubaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/jbt.v3i02.2511

This study aims to analyze the effect of workload on organizational commitment withwork stress as an intervening variable. A quantitative approach was undertaken forthis research. This research was conducted at PT. INDOLAKTO Purwosari with a total sample of 88 employees. Data collection was carried out using a survey questionnaire. The hypotheses in this study were tested by path analysis using SPSS version 25. The results of hypothesis testing showed that workload has a positive and significant effect on organizational commitment, Workload has a positive and significant effect on Job Stress, Job Stress has a positive and significant effect on organizational commitment, and job stress mediates the relationship between workload and organizational commitment.

FACTORS RELATED TO THE LEATHER CRAFTSMEN’S SELF-SUFFICIENCY IN THE DISTRICTS OF SIDOARDJO AND MAGETAN, EAST JAVA Hamidah Nayati Utami; Sumardjo .
Jurnal Penyuluhan Vol. 2 No. 4 (2006): Jurnal Penyuluhan
Publisher : Department of Communication and Community Development Sciences and PAPPI (Perhimpunan Ahli Penyuluh Pertanian Indonesia)

This research was intended to identify factors related to the leather craftsmen’s self sufficiency in the districts of Sidoarjo and Magetan, in East Java. A descriptive survey research was accomplished amongst 260 craftsmen in the two districts in April 2005 through February 2006. The collected data were analyzed by using the Descriptive Statistics, the One Way Anova and the Structural Equation Modeling procedures. The findings pointed out that most of the observed craftsmen’s entrepreneurial as well as their self-sufficiency behaviors were low. Furthermore, their self-sufficiency behaviors were related to their personal characteristics, business supports, and business environment.

PERILAKU NELAYAN DALAM PENGELOLAAN WISATA BAHARI DI KAWASAN PANTAI LOVINA, BULELENG, BALI Siti Amanah; Hamidah Nayati Utami
Jurnal Penyuluhan Vol. 2 No. 2 (2006): Jurnal Penyuluhan
Publisher : Department of Communication and Community Development Sciences and PAPPI (Perhimpunan Ahli Penyuluh Pertanian Indonesia)

Fishermen living around the Lovina Beach Tourism Area had other productive activities besides catching fishes. The fishermen living in coastal villages of Lovina offered services such as guides for tourists who were interested in diving, snorkeling, and watching dolphin’s attraction in their habitat. The objectives of this research were to portray the fishermen’s behavior in managing the tourism services and to determine the variables correlated to the fishermen behavior and the tourist satisfaction. The research showed that the fishermen’s competencies in managing the tourism related activities need improvement, especially in the management of coastal resources and services. Furthermore, all of the fishermen’ variables, whether internal or external, were positively and significantly correlated with their coastal tourism management behavior and the tourists satisfaction. It was recommended that along with the purposes of promoting tourism and the fishermen quality of life, learning programs that were developed based upon the fishermen’s problems and needs were required. The programs could include hospitality training, eco-tourism, and tourism management. Additionally, coordination amongst the fishermen groups, local government, non government organization, and private sector involved in these activities was needed to improve the performance of the tourism service.

ANALISIS PERBEDAAN KINERJA KARYAWAN OUTSOURCING DAN KARYAWAN TETAP (Studi Pada Karyawan Bank BRI Kantor Cabang Malang Kawi) Safira Wahyuningtyas; Hamidah Nayati Utami
Jurnal Administrasi Bisnis Vol 60, No 3 (2018): JULI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This study aims to analyze the performance and differences in Employee Performance (X) variables on Outsourced Employees (Y1) and permanent employees (Y2). Type of research used in this research is explanatory research by using comparative approach. Samples taken as many as 75 employees from 298 employees of Bank BRI Malang Branch Kawi. Sampling using Purposive Random Sampling result obtained from Different Test shows the difference of employee performance variable (X) Zhit equal to -1,137 sig value equal to 0,256, Zhit, while Ztabel α = 5% (0,05). So Zhit is smaller than Ztable (0,256)> 0,05 then Employee Outsourcing (Y1) variable to Permanent Employee (Y2) H0 is accepted. The results of this study indicate that with the results of comparative approach analysis on the differences in outsourced employee performance and permanent employees obtained the result of no significant difference between outsourced employees and permanent employees, thus the performance between outsourced employees with permanent employees can be accountable for its performance. It is also expected that Bank BRI Malang Kawi branch office can maintain and improve the performance of outsourced employees and permanent employees. Keywords: Performance, Outsourced employees and permanent employees АBSTRАK Penelitian ini bertujuan untuk menganalisis kinerja dan perbedaan variabel Kinerja Karyawan (X) pada Karyawan Outsourcing (Y1) dan karyawan tetap (Y2). Jenis penelitian yang digunakan pada penelitian ini adalah explanatory research dengan menggunakan pendekatan komparatif. Sampel yang diambil sebanyak 75 karyawan dari 298 karyawan Bank BRI Kantor Cabang Malang Kawi. Pengambilan sampling menggunakan Purposive Random Sampling hasil yang diperoleh dari Uji Beda menunjukkan perbedaan variabel Kinerja Karyawan (X) Zhit sebesar -1,137 nilai sig sebesar 0,256, Zhit, sedangkan Ztabel α=5% (0,05). Jadi Zhit lebih kecil dari Ztabel (0,256) >0,05 maka variabel Karyawan Outsourcing (Y1) terhadap Karyawan Tetap (Y2) H0 diterima. Hasil penelitian ini menunjukkan bahwa dengan hasil analisis pendekatan komparatif pada perbedaan kinerja karyawan outsourcing dan karyawan tetap diperoleh hasil tidak adanya perbedaan yang signifikan antara karyawan outsourcing dan karyawan tetap, dengan begitu kinerja antara karyawan outsourcing dengan karyawan tetap bisa dipertanggung jawabkan kinerjanya. Selain itu diharapkan Bank BRI Kantor cabang Malang Kawi dapat mempertahankan dan meningkatkan kinerja karyawan outsourcing dan karyawan tetap. Kata Kunci : Kinerja, Karyawan Outsourcing dan Karyawan tetap

PENGARUH KOMPENSASI DAN PENGEMBANGAN KARIR TERHADAP ORGANIZATIONAL CITIZENSHIPBEHAVIOR (OCB) (Studi Pada Karyawan PT Woonam Music, Ngoro-Mojokerto) Erika Nindya Octaviani; Hamidah Nayati Utami
Jurnal Administrasi Bisnis Vol 55, No 1 (2018): FEBRUARI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This study aims to determine the effect of compensation (X1), career development (X2) on the organizational citizenship behavior (OCB) simultaneously and partially. This research type is explanatory research with quantitative approach. The population in this study amounted to 609 employees of PT.Woonam Music. The number of samples taken as many as 86 employees. Data analysis techniques used are descriptive analysis, classical assumption test and multiple linear regression. Based on data analysis and hypothesis testing performed. So from the research it can be concluded that (1) the variable of compensation and career development have a significant effect on the variable of organizational citizenship behavior (OCB) with F count> F table (127.895> 3.11), (2) compensation variable significantly influence Organizational Citizenship Behavior (OCB) with a beta coefficient (β) of 0.536, and career development variables significantly influence Organizational Citizenship Behavior (OCB) with beta coefficient (β) of 0.389. Keywords: Compensation, Career Development, Organizational Citizenship Behavior (OCB) ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh kompensasi (X), pengembangan karir (X2) terhadap organizational citizenship behavior (OCB) secara simultan dan parsial. Jenis penelitian ini adalah penelitian penjelasan dengan pendekatan kuantitatif. Poplasi dalam penelitian ini berjumlah 609 karyawan PT. Woonam Music, jumlah sampel yang diambil sebanyak 86 karyawan. Teknik analisis data yang digunakan ialah analisis deskriptif, uji asumsi klasik dan regresi linier berganda. Berdasrakn hasil analisis data dan pengujian hipotesis yang dilakukan. Maka dari penelitian dapat diambil kesimpulan bahwa (1) variabel kompensasi dan pengembangan karir berpengaruh signifikan terhadap variabel Organizational Citizenship Behavior (OCB) dengan nilai F hitung > F tabel (127,895 > 3,11), (2) variabel kompensasi berpengaruh signifikan terhadap variabel Organizational Citizenship Behavior (OCB) dengan koefisien beta (β) sebesar 0,536, dan variabel pengembangan karir berpengaruh signifikan terhadap Organizational Citizenship Behavior (OCB) dengan koefisien beta (β) sebesar 0,389. Kata kunci: Kompensasi, Pengembangan Karir, Organizational Citizenship Behavior (OCB).

PENGARUH PENEMPATAN TERHADAP MOTIVASI DAN KINERJA (Studi pada Karyawan AJB Bumiputera 1912 Wilayah Malang) Willy Gunawan; Mochammad Al Musadieq; Hamidah Nayati Utami
Jurnal Administrasi Bisnis Vol 52, No 1 (2017): NOVEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This research purposed to know and explain: the description of job placement, employee motivation, employee preformance in AJB Bumiputera 1912 Wilayah Malang; the influence job placement on employee motivation in АJB Bumiputerа 1912 Wilаyаh Mаlаng; job plаcement on employee performаnce in АJB Bumiputerа 1912 Wilаyаh Mаlаng; аnd employee motivаtion on employee performаnce in АJB Bumiputerа 1912 Wilаyаh Mаlаng. Reseаrch type is explаnаtory reseаrch with quаntitаtive аpproаch.Vаriаble in this reserаch is job plаcement аs independent vаriаble, employee motivаtion аs intervening vаriаble, аnd employee performаnce аs dependent vаriаble. This reseаrch uses primаry dаtа in the form of the questioner аnswer result аnd secondаry dаtа bаsed on documents. Dаtа were аnаlyzed using descriptive аnаlysis аnd pаth аnаlysis. Bаsed of the pаth аnаlysis result, it wаs found thаt the vаriаble job plаcement hаd а significаnt impаct on employee motivаtion; Job plаcement hаd а significаnt impаct on employee performаnce. Keywords: job placement, employee motivation, employee performance ABSTRAK Penelitian ini bertujuan untuk mengetahui dan menjelaskan: gambaran penempatan kerja, motivasi karyawan, dan kinerja karyawan di AJB Bumiputera 1912 Wilayah Malang; pengaruh penempatan kerja terhadap motivasi kerja di АJB Bumiputerа 1912 Wilаyаh Mаlаng; pengаruh penempаtаn kerjа terhаdаp kinerjа kаryаwаn di АJB Bumiputerа 1912 Wilаyаh Mаlаng; pengаruh motivаsi kаryаwаn terhаdаp kinerjа kаryаwаn di АJB Bumiputerа 1912 Wilаyаh Mаlаng. Jenis penelitiаn yаng digunаkаn dаlаm penelitiаn ini аdаlаh penelitiаn penjelаsаn dengаn pendekаtаn kuаntitаtif. Vаriаbel dаlаm penelitiаn ini аdаlаh penempаtаn kerjа sebаgаi vаriаbel bebаs, motivаsi kаryаwаn sebаgаi vаriаbel аntаrа, dаn kinerjа kаryаwаn sebаgаi vаriаbel terikаt. Penelitiаn ini menggunаkаn dаtа primer berupа hаsil jаwаbаn аngket dаn dаtа sekunder melаlui dokumen-dokumen. Metode аnаlisis dаtа yаng digunаkаn аdаlаh аnаlisis deskriptif dаn аnаlisis jаlur. Hаsil pengujiаn аnаlisis jаlur dаpаt diketаhui bаhwа vаriаbel penempаtаn kerjа memiliki pengаruh yаng signifikаn terhаdаp motivаsi kаryаwаn; Penempаtаn kerjа memiliki pengаruh yаng signifikаn terhаdаp kinerjа kаryаwаn; Motivаsi kаryаwаn memiliki pengаruh yаng signifikаn terhаdаp kinerjа kаryаwаn. Kata kunci: Penempatan Kerja, Motivasi Karyawan, Kinerja Karyawan

PENGARUH KOMPENSASI FINANSIAL DAN NON FINANSIAL TERHADAP KINERJA KARYAWAN (Studi pada Karyawan PT PLN (Persero) Area Pelayanan dan Jaringan (APJ) Malang) Roihatul Musyafi’; Hamidah Nayati Utami; Yuniadi Mayowan
Jurnal Administrasi Bisnis Vol 39, No 2 (2016): OKTOBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (425.33 KB)

The objective of research is to explain the influence on Financial Compensation and Non Financial Compensation on Employee Performance. Based on the result of multiple linear regression analysis, the relation between Financial Compensation variable and employee performance is scored at 0,419 wich is subsumed into a medium relation category. The influence non financial compensation variable and employee performance is score at 0,440 and belonged to medium category. It is shown that the relation between financial compensation and non financial compensation to employee performace is possitive, meaning that if financial and non financial compensation are increasing, then the employee performance is also increasing.Multiple linear regression analysis also exhibits that the influence between compensation adan employee performance is scored 0,774 and remained within a strong category. The influence work compensation category to employee performance variabel, and this is also prevailed for the reserve. Keywords: finacial compensation and non financial compensation, employee performancea ABSTRAK Tujuan penelitian ini adalah untuk menjelaskan perngaruh secara langsung dan tidak langsung kompensasi finansial dan non finansial terhadap kinerja karyawan dengan pendekatan kuantitatif atau metode explanatory research. Berdasarkan hasil analisis regresi linear berganda yaitu hubungan antara variabel kompensasi finansial terhadap variabel kinerja sebesar 0,419 yang termasuk dalam kategori hubungan sedang. Sedangkan pengaruh antara variabel kompensasi non finansial terhadap variabel kinerja sebesar 0,440 yang termasuk dalam kategori hubungan sedang. Hal ini menunjukkan bahwa variabel kompensasi finansial dan non finansial terhadap kinerja karyawan bersifat positif yang dapat diartikan bahwa jika peningkatan kompensasi finansial dan non finansial mengalami peningkatan maka, kinerja karyawan akan meingkat. Selanjutnya berdasarkan analisis regresi linear berganda yaitu pengaruh antara variabel kompensasi dengan variabel kinerja didapatkan nilai sebesar 0,774 yang termasuk dalam kategori kuat. Dapat diartikan bahwa jika terdapat peningkatan dalam pemberian kompensasi maka kinerja karyawan akan meningkat. Kata kunci: kompensasi finansial dan non finansial, kinerja karyawan

PENGARUH INSENTIF MATERIAL DAN INSENTIF NON MATERIAL TERHADAP KINERJA KARYAWAN DENGAN VARIABEL MEDIATOR MOTIVASI KERJA (Studi pada Karyawan Tetap PG. Kebon Agung Malang) Naufal Dyaksa Henanta; Bambang Swasto Suharyono; Hamidah Nayati Utami
Jurnal Administrasi Bisnis Vol 63, No 1 (2018): OKTOBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (763.027 KB)

This research aims:1) to identify the significant influence of material incentives(X1) on work motivation(Z); 2) to identify the significant influence of non material incentives(X2) on work motivation(Z); 3) to identify the significant influence of material incentives(X1) on employees performance(Y); 4) to identify the significant influence of nonmaterial incentives(X2) on employees performance(Y); and 5) to identify the significant influence of work motivation(Z) on employees performance(Y). This research was used explanatory research using quantitative approach. Sample of this research is 73 permanent employees of PG Kebon Agung Malang. The sampling technique used proportional random sampling. The method of collecting data was done by distributing questionnaires and documentations. The analysis method in this research used descriptive analysis and path analysis by using SPSS 20.0. The results of this research show that the granting of incentives are highly approved by remains employees in PG Keon Agung increases motivation and job performance of the employees. It is supported by research that has variable is positive and significant influence. Awarding incentive needs to be continued by PG Kebon Agung to give motivation to employees, with increased work motivation will also improve the performance of the employee so that the attainment of company goals can be fulfilled. Kеywords: Material Incentives, Nonmaterial Incentives, Work Motivation and Employees Performance АBSTRАK Penelitian ini bertujuan untuk: 1) mengetahui pengaruh signifikan insentif material (X1) terhadap motivasi kerja (Z); 2) mengetahui pengaruh signifikan insentif non material (X2) terhadap motivasi kerja (Z); 3) mengetahui pengaruh signifikan insentif material (X1) terhadap kinerja karyawan (Y); 4) mengetahui pengaruh signifikan insentif non material (X2) terhadap kinerja karyawan (Y); dan 5) mengetahui pengaruh signifikan motivasi kerja (Z) terhadap kinerja karyawan (Y). Jenis penelitian yang digunakan adalah penelitian penjelasan (explanatory research) dengan pendekatan kuantitatif. Jumlah sampel yang digunakan dalam penelitian ini sebanyak 73 responden yang merupakan karyawan tetap PG Kebon Agung Malang. Teknik pengambilan sampel yang digunakan adalah proportional random sampling. Metode pengumpulan data dilakukan dengan penyebaran kuesioner dan dokumentasi. Analisis data yang digunakan menggunakan analisis deskriptif dan analisis jalur (path analysis) dengan bantuan software SPSS 20.0. Hasil dari penelitian ini menunjukkan bahwa pemberian insentif sangat disetujui oleh karyawan tetap PG Kebon Agung dalam meningkatkan motivasi kerja dan kinerja karyawan. hal tersebut didukung dengan variabel penelitian yang memiliki pengaruh positif dan signifikan. Pemberian insentif perlu dilanjutkan oleh PG Kebon Agung untuk memberikan motivasi kepada karyawan, dengan meningkatnya motivasi kerja juga akan meningkatkan kinerja karyawan sehingga pencapaian tujuan perusahaan dapat terlaksana. Kаtа Kunci: Insentif Material, Insentif Non Material, Motivasi Kerja dan Kinerja Karyawan

PENGARUH PELATIHAN TERHADAP KOMPETENSI DAN KINERJA KARYAWAN (Studi Pada PT. Perkebunan Nusantara X (Persero) PG. Lestari Nganjuk) Anggita Ria Febriyanti; Hamidah Nayati Utami; Mochammad Soe’oed Hakam
Jurnal Administrasi Bisnis Vol 1, No 2 (2013): APRIL
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (515.698 KB)

Berdasarkan hasil analisis inferensial dengan menggunakan analisis jalur menujukkan bahwa variabel materi pelatihan (X1) mempunyai pengaruh langsung yang signifikan terhadap kompetensi karyawan (Y1) dengan nilai koefisien path sebesar 0,253 dan pengaruh tidak langsung sebesar 0,0934. Variabel metode pelatihan (X2) mempunyai pengaruh langsung yang signifikan terhadap kompetensi karyawan (Y1) dengan nilai koefisien path sebesar 0,382. Variabel materi pelatihan (X1) mempunyai pengaruh langsung yang signifikan terhadap kinerja karyawan (Y2) dengan nilai koefisien path sebesar 0,369. Sementara variabel kompetensi (Y1) berpengaruh langsung yang signifikan terhadap kinerja karyawan (Y2) dengan nilai koefisien path sebesar 0,388. Kata kunci : Materi Pelatihan, Metode Pelatihan, Kompetensi, Kinerja Karyawan

Co-Authors Abraham Nuril Fajri Adintya Nabila Agnes Triana Agnes Yunita Dea Alfarez Fajar Sandhria Ananda Eka Puteri Anggi Rizki Zaputri Anggita Ria Febriyanti Arik Prasetya Asgaf Naranda Aulia Nur Amalita Bambang Swasto Suharyono Bambang Swasto Sunuharyo Christian Bayu Putra Citra Ayu Ningsi Darmastuti Ariani Desty Sesiana Indriyani Diana Lintang Purnamasari Dimas Bagaskara Cendhikia Djamhur Hamid Doni Setiyawan Dwi Silvia Eka S. Edlyn Khurotul Aini Eka Mulya Prasetya Elzi Syaiyid Endang Siti Astuti Erika Nindya Octaviani Fakhrudin Muallif Ferry Moulana Heru Susilo Ika Ruhana Ika Wuriyanti Izaz Dany Afianto Johanes Hartawan Silalahi Kahfiardi Fajri Kevin Andrian Kusdi Rahardjo Lisa Dwi Afrilia M Zainal Arifin M. Djudi Mukzam Maytria Aghita Mega Biru Mochammad Al Musadieq Mochammad Soe’oed Hakam Mohamad Ludvi Rakhmawan Mr. I Gede Eko Putra Sri Sentanu Muhammad Faisal Riza Muhammad Iqbal Darmawan Naufal Dyaksa Henanta Nur Septi Aqmarina Okky Sandy Pranata Oktarini Putri Andini Oktavika Alrina Mardiyanti Puji Wulandari Kuncorowati Putri Nugrahanti Rahma Wulan Sari Raksi Ulfa Widyaswari Rani Setyaningrum Rendy Wiratama Tartika Resti Syafitri Andra Richard Ghufron Rizqi Anuari Riа Irmаwаti Roihatul Musyafi’ Safira Wahyuningtyas Sealisa Citra Sari Sumainah Fauziah Sumardjo Taher Alhabsji Tiara Putri Usmany Tri Wulida Afrianty Tritama Aria Willy Gunawan Yumna Dalian Putri Yuniadi Mayowan Еga Jodiе Sеtyawan

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