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All Journal JURNAL EKONOMI MANAJEMEN AKUNTANSI DHARMA EKONOMI Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset
Endah Winarti HS
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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PENGARUH KOMUNIKASI INTERNAL DAN KOMPETENSI TERHADAP KINERJA PEGAWAI DENGAN ETOS KERJA SEBAGAI VARIABEL MEDIASI PADA KANTOR PERTANAHAN KABUPATEN GROBOGAN Samiran .; Endah Winarti HS; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 26, No 47 (2019)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this study was to analyze the effect of internal communication and competence on employee performance with work ethic as a mediating variable. The population is all employees of the Grobogan Regency Land Office, questionnaires were processed as many as 90 respondents using the census method. The data analysis method uses regression. The test results show that internal communication has a significant positive effect on work ethic, it can be interpreted the better internal communication, the higher the work ethic. Competence has a significant positive effect on work ethic, it can be interpreted the higher the competence, the higher the work ethic. Work ethic has a significant positive effect on employee performance, it can be interpreted the higher the work ethic, the better the performance of employees. Internal communication has a significant positive effect on employee performance, which means that the better the internal communication, the better the performance of employees. Competence has a significant positive effect on employee performance can be interpreted the better the competence performed, the better the performance of employees. The results of the Sobel test analysis, found a work ethic mediated internal communication on employee performance. This proves work ethic as a mediating variable of internal communication on employee performance. Work ethic mediates competence on employee performance. This proves work ethic as a mediating variable of competence on employee performance. Keywords: Internal communication, competence, work ethic, employee performance..ABSTRAKTujuan penelitian ini untuk menganalisis pengaruh komunikasi internal dan kompetensi terhadap kinerja pegawai dengan etos kerja sebagai variabel mediasi. Populasi adalah seluruh pegawai Kantor Pertanahan Kabupaten Grobogan, kuesioner yang diolah sebanyak 90 responden menggunakan metode sensus. Metode analisis data menggunakan regresi. Hasil pengujian menunjukan komunikasi internal berpengaruh signifikan positif terhadap etos kerja, dapat diartikan semakin baik komunikasi internal maka semakin tinggi etos kerja. Kompetensi berpengaruh signifikan positif terhadap etos kerja, dapat diartikan semakin tinggi kompetensi maka semakin tinggi etos kerja. Etos kerja berpengaruh signifikan positif terhadap kinerja pegawai, dapat diartikan semakin tinggi etos kerja maka semakin baik kinerja pegawai. Komunikasi internal berpengaruh signifikan positif terhadap kinerja pegawai, dapat diartikan semakin baik komunikasi internal maka semakin baik kinerja pegawai. Kompetensi berpengaruh signifikan positif terhadap kinerja pegawai dapat diartikan semakin baik  kompetensi yang dilakukan maka semakin baik kinerja pegawai. Hasil analisis uji Sobel, menemukan etos kerja memediasi komunikasi internal terhadap kinerja pegawai. Hal ini membuktikan etos kerja sebagai variabel mediasi dari komunikasi internal terhadap kinerja pegawai. Etos kerja memediasi kompetensi terhadap kinerja pegawai. Hal ini membuktikan etos kerja sebagai variabel mediasi dari kompetensi terhadap kinerja pegawai. Kata kunci: Komunikasi internal, kompetensi, etos kerja, kinerja pegawai.
PERAN KEPUASAN KERJA DALAM MEMEDIASI FAKTOR-FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION PADA UD. CERIA ABADI Galih Panjalu Pramono; Endah Winarti HS; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 27, No 48 (2020)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractHigh rates of turnover intention have become a serious problem for many companies today. This study aims to analyze the turnover intention which is influenced by vertical communication and the perception of organizational support and job satisfaction as a mediator.The study used a poll of all UD. Makmur Ceria Abadi, which numbered 121 people, located in three branches, namely Semarang, Surabaya and DIY. The sample took members of the population using the census method, with a questionnaire processed as many as 107 respondents. The data assessment method uses regression analysis and the sobel method for the assessment of mediation, while processing the data with the help of SPSS program.The results of hypothesis testing show that job satisfaction of UD. Makmur Ceria Abadi is influenced positively and significantly by the variable vertical communication and the perception of organizational support, this means that the better the communication and the higher the employee's perception of organizational support, the higher job satisfaction. Turnover intentionUD. Makmur Ceria Abadi is affected negatively and significantly by variables of job satisfaction, vertical communication and perceived organizational support, this means that the better the communication, the higher the employee's perception of organizational support, and the higher job satisfaction, the lower turnover intention. Testing the effect of mediation by the Sobel method, found that job satisfaction can mediate the effect of communication and the perception of vertical organizational support for turnover intention, which means that the higher job satisfaction will be the greater the indirect negative effect of communication and the perception of vertical organizational support for turnover intention. Keywords: Vertical communication, perceived organizational support, job satisfaction, turnover intention AbstrakTingkat turnover intentionyang tinggi telah menjadi masalah serius bagi banyak perusahaan saat ini. Penelitian ini bertujuan untuk menganalisi turnover intention yang dipengaruhi oleh komunikasi vertikal dan persepsi dukungan organisasi serta kepuasan kerja sebagai pemediasi. Penelitian menggunakan polulasi semua karyawanUD. Ceria Abadi yang berjumlah 121 orang, yang terdapat pada tiga cabang, yaitu Semarang, Surabaya, dan DIY. Sampel mengambil anggota populasi menggunakan metode sensus, dengan kuesioner terolah sebanyak 107 responden. Metode pengkajian data menggunakan analisis regresi dan dan metode sobel untuk pengkajian mediasinya, sedangkan pengolahan data dengan bantuan program SPSS.Hasil pengujian hipotesis menunjukan bahwa kepuasan kerja karyawan UD. Ceria Abadi dipengaruhi secara positif dan signifikan oleh variabel komunikasi vertikal dan persepsi dukungan organisasi, hal ini berarti semakin baik komunikasi dan semakin tinggi persepsi karyawan terhadap dukungan organisasi, maka kepuasan kerja semakin tinggi.Turnover intentionkaryawan UD. Ceria Abadi dipengaruhi secara negatif dan signifikan oleh variabel kepuasan kerja, komunikasi vertikal dan persepsi dukungan organisasi, hal ini berarti semakin baik komunikasi, semakin tinggi persepsi karyawan terhadap dukungan organisasi, serta semakin tinggi kepuasan kerja, maka semakin menurun turnover intention. Pengujian pengaruh mediasi dengan metode Sobel, menemukan bahwa kepuasan kerja dapat sebagai pemediasi pengaruh komunikasi dan persepsi dukungan organisasivertikal terhadap turnover intention, yang berarti bahwa semakin tinggi kepuasn kerja akan semakin besar pengaruh negatif tidak langsung dari komunikasi dan persepsi dukungan organisasi vertikal terhadap turnover intention. Kata kunci: Komunikasi vertikal, persepsi dukungan organisasi, kepuasan kerja, turnover intention. 
ANALISIS PENGARUH SISTEM PENGHARGAAN DAN KARAKTERISTIK INDIVIDU TERHAHAP KINERJA KARYAWAN DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI (Studi Empirik pada BRI Kantor Cabang Brebes) Sulviana Faiqoh; Endah Winarti HS; M. Taufiq
DHARMA EKONOMI Vol 27, No 51 (2020)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this study was to analyze the effect of reward systems and individual characteristics on employee performance with organizational commitment as a mediating variable. The population of this study were all employees of BRI Brebes Branch Office, amounting to 532 people. The sample of this study was using the Purposive Judgment Sampling method, namely all 229 marketing employees at BRI Brebes Branch Office, and 178 respondents were processed. The data analysis method uses regression. Hypothesis testing results show that the reward system has a positive and significant effect on organizational commitment, so that it can be interpreted that the more satisfying the reward system, the higher the organizational commitment. Individual characteristics have a positive and significant effect on organizational commitment, so that it can be interpreted the more appropriate the characteristics of individuals with work, the higher the organizational commitment. Organizational commitment has a positive and significant effect on employee performance, so it can be interpreted that the higher the organizational commitment, the higher the employee's performance. The reward system has a positive and significant effect on employee performance, so it can be interpreted that the more satisfying the reward system, the higher the employee's performance. Individual characteristics have a positive and significant effect on employee performance so that it can be interpreted the more appropriate the characteristics of individuals with work, the higher the employee's performance. The results of the analysis of mediation variables using the Sobel test, found organizational commitment can mediate the effect of the reward system on employee performance. This proves that organizational commitment as a mediating variable of the effect of the reward system on employee performance. Organizational commitment can mediate the effect of individual characteristics on employee performance. This proves organizational commitment as a mediating variable of the influence of individual characteristics on employee performance. Keywords: Reward system, individual characteristics, organizational commitment, employee performance AbstrakTujuan penelitian ini untuk menganalisispengaruh sistem penghargaan dan karakteristik individu terhahap kinerja karyawan dengan komitmen organisasi sebagai variabel mediasi. Populasi penelitian ini adalah seluruh karyawan BRI Kantor Cabang Brebesyang berjumlah 532 orang.Sampelpenelitian ini dengan menggunakan metode Purposive Judgment Sampling, yaitu seluruh karyawan bagian pemasaran pada BRI Kantor Cabang Brebes sejumlah 229 orang, dan yang diolah sebanyak 178 responden. Metode analisis data menggunakan regesi.Hasil pengujian hipotesis menunjukan sistem penghargaan berpengaruh positif dan signifikan terhadap komitmen organisasi, sehingga dapat diinterpretasikan semakin memuaskan sistem penghargaan maka semakin tinggi komitmen organisasi. Karakteristik individu berpengaruh positif dan signifikan terhadap komitmen organisasi, sehingga dapat diinterpretasikan semakin sesuai karakteristik individu dengan pekerjaan maka semakin tinggi komitmen organisasi.  Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan, sehingga dapat diinterpretasikan semakin tinggi komitmen organisasi maka semakin tinggi kinerja karyawan. Sistem penghargaan berpengaruh positif dan signifikan terhadap kinerja karyawan, sehingga dapat diinterpretasikansemakin memuaskan sistem penghargaan maka semakin tinggi kinerja karyawan. Karakteristik individu berpengaruh positif dan signifikan terhadap kinerja karyawan sehingga dapat diinterpretasikan semakin sesuai karakteristik individu dengan pekerjaan maka semakin tinggi kinerja karyawan. Hasil analisis variabel mediasi dengan menggunakan uji Sobel, menemukan komitmen organisasi dapat memediasi pengaruh sistem penghargaan terhadap kinerja karyawan. Hal ini membuktikan bahwa komitmen organisasi sebagai variabel mediasi dari pengaruh sistem penghargaan terhadap kinerja karyawan. Komitmen organisasi dapat memediasi pengaruh karakteristik individu terhadap kinerja karyawan. Hal ini membuktikankomitmen organisasi sebagai variabel mediasi dari pengaruh karakteristik individu terhadap kinerja karyawan. Kata kunci: Sistem penghargaan, karakteristik individu, komitmen organisasi, kinerja karyawan 
PENGARUH BUDAYA ORGANISASI DAN PENGEMBANGAN KARIER TERHADAP KINERJA PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA KANTOR PERTANAHAN KOTA SEMARANG Saptono Budiarjo; Endah Winarti HS; Wachid Fuady R
DHARMA EKONOMI Vol 26, No 50 (2019)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this study is to analyze the influence of organizational culture and career development on employee performance with job satisfaction as a mediating variable. The population of all Semarang City Land Office employees, totaling 112 people, uses the census method. questionnaires were processed as many as 104 respondents. The data analysis method uses regression analysis. The test results show that organizational culture has a significant positive effect on job satisfaction, meaning that the better the organizational culture, the higher job satisfaction. The development of kerier has a significant positive effect on job satisfaction, which means that the better the development of kerier, the higher job satisfaction. Job satisfaction has a significant positive effect on employee performance, it can be interpreted the higher job satisfaction the better employee performance. Organizational culture has a significant positive effect on employee performance, it can be interpreted the better the organizational culture, the better the performance of employees. The development of kerier has a significant positive effect on employee performance. It can be interpreted that the better the development of kerier, the better the performance of employees. Sobel test results, found job satisfaction mediates organizational culture on employee performance. This proves job satisfaction as a mediating variable of organizational culture on employee performance. Job satisfaction mediates the development of kerier on employee performance. This proves job satisfaction as a mediating variable of developing the performance of employees. Keywords: Organizational culture, career development, job satisfaction, employee performance. ABSTRAKTujuan dari penelitian ini menganalisis pengaruh budaya organisasi dan pengembangan karier terhadap kinerja pegawai dengan kepuasan kerja sebagai variabel mediasi. Populasinya seluruh pegawai Kantor Pertanahan Kota Semarang yang berjumlah 112 orang menggunakan metode sensus. kuesioner yang diolah sebanyak 104 responden. Metode analisis data menggunakan analisis regresi. Hasil pengujian menunjukan budaya organisasi berpengaruh signifikan positif terhadap kepuasan kerja, dapat diartikan semakin baik budaya organisasi maka semakin tinggi kepuasan kerja. Pengembangan kerier berpengaruh signifikan positif terhadap kepuasan kerja, dapat diartikan semakin baik pengembangan kerier yang dilakukan maka semakin tinggi kepuasan kerja. Kepuasan kerja berpengaruh signifikan positif terhadap kinerja pegawai, dapat diartikan semakin tinggi kepuasan kerja maka semakin baik kinerja pegawai. Budaya organisasi berpengaruh signifikan positif terhadap kinerja pegawai, dapat diartikan semakin baik budaya organisasi maka semakin baik kinerja pegawai. Pengembangan kerier berpengaruh signifikan positif terhadap kinerja pegawai dapat diartikan semakin baik pengembangan kerier yang dilakukan maka semakin baik kinerja pegawai. Hasil uji Sobel, menemukan kepuasan kerja memediasi budaya organisasi terhadap kinerja pegawai. Hal ini membuktikan kepuasan kerja sebagai variabel mediasi dari budaya organisasi terhadap kinerja pegawai. Kepuasan kerja memediasi pengembangan kerier terhadap kinerja pegawai. Hal ini membuktikan kepuasan kerja sebagai variabel mediasi dari pengembangan kerier terhadap kinerja pegawai. Kata kunci: Budaya organisasi, pengembangan karier, kepuasan kerja, kinerja pegawai.
KOMITMEN ORGANISASI MEMEDIASI PENGARUH KOMPETENSI PEDAGOGIK DAN MOTIVASI BERPRESTASI TERHADAP KINERJA GURU PADA SMP NEGERI DI KOTA SEMARANG Kun Purwani; Endah Winarti HS; Mochamad Taufiq
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 29, No 52 (2022)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this study was to analyze the effect of pedagogic competence and achievement motivation on teacher performance with organizational commitment as a mediating variable. The population of this study were all teachers of SMP Negeri in Semarang City, totaling 1,320 teachers. This study uses purposive sampling, with the criteria of affordability and teachers who have been appointed as State Civil Apparatus (ASN). Affordability is carried out by taking samples from State Junior High Schools that are included in the Sub Rayon 03 area. The data processed after distributing the questionnaires were 105 bundles. Methods of data analysis using regression analysis and data processing using SPSS.The results of hypothesis testing indicate that pedagogic competence has a positive and significant effect on organizational commitment. Achievement motivation has a positive and significant effect on organizational commitment.Organizational commitment has a positive and significant effect on teacher performance. Pedagogic competence has a positive and significant effect on teacher performance. Achievement motivation has a positive and significant effect on teacher performance.The results of the analysis of mediating variables using the Sobel test, found that organizational commitment can mediate the effect of pedagogic competence on teacher performance. Organizational commitment can mediate the effect of achievement motivation on teacher performance.  Keywords:  Pedagogic competence, achievement motivation, commitment organization, teacher performance AbstrakTujuan penelitian ini untuk menganalisis pengaruh kompetensi pedagogik dan motivasi berprestasi terhadap kinerja guru dengan komitmen organisasi sebagai variabel mediasi. Populasi penelitian ini adalah seluruh guru SMP Negeri di Kota Semarang yang berjumlah 1.320 guru. Penelitian ini menggunakan purposive sampling, dengan kriteria yaitu keterjangkauan dan guru yang sudah diangkat menjadi Aparatur Sipil Negara (ASN). Keterjangkauan dilakukan dengan mengambil sampel pada SMP Negeri yang masuk wilayah Sub Rayon 03. Data yang diolah setelah penyebaran kuesioner sebanyak 105 bendel. Metode analisis data menggunakan analisis regresi dan pengolahan data menggunakan SPSS. Hasil pengujian hipotesis menunjukkan kompetensi pedagogik berpengaruh positif signifikan terhadap komitmen organisasi. Motivasi berprestasi berpengaruh positif signifikan terhadap komitmen organisasi. Komitmen organisasi berpengaruh positif signifikan terhadap kinerja guru. Kompetensi pedagogik berpengaruh positif signifikan terhadap kinerja guru. Motivasi berprestasi berpengaruh positif signifikan terhadap kinerja guru. Hasil analisis variabel mediasi dengan menggunakan uji Sobel, menemukan komitmen organisasi dapat memediasi pengaruh kompetensi pedagogik terhadap kinerja guru. Komitmen organisasi dapat memediasi pengaruh motivasi berprestasi terhadap kinerja guru. Kata kunci: Kompetensi pedagogik, motivasi berprestasi, komitmen organisasi, kinerja guru
DAMPAK KEPUASAN KERJA TERHADAP KINERJA KARYAWAN YANG DIPENGARUHI VARIABEL KOMPENSASI MONETER DAN HUMAN RELATION PADA UD. CERIA ABADI Galih Panjalu Pramono; Endah Winarti HS
DHARMA EKONOMI Vol 29, No 55 (2022)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this study was to determine the effect of monetary compensation and human relations on job satisfaction and its implications for the performance of UD employees. Eternal Prosperity. The population studied was 55 people. With a sample of all members of the population with the census method. This research uses multiple regression analysis technique. The results of hypothesis testing show that monetary compensation has a positive and significant on job satisfaction, so hypothesis 1 (H1) is approved. The result hypothesis 2 (H2) is Human relations has a positive and significant on job satisfaction, so hypothesis 2 (H2) is approved. The result hypothesis 3 (H3) is Job satisfaction has a positive and significant on employee performance, so hypothesis 3 (H3) is approved. Based on the results of this study, UD. Ceria Abadi to pay more attention to monetary compensation and human relations in order to increase job satisfaction so that performance can be maximized. Keywords: monetary compensation, human relations, job satisfaction, employee performance. ABSTRAKTujuan dari penelitian ini adalah untuk mengetahui Pengaruh kompensasi moneter dan human relation terhadap kepuasan kerja serta implikasinya terhadap kinerja karyawan UD. Ceria Abadi. Populasi yang diteliti sebanyak 55 orang. Dengan sampel seluruh anggota populasi dengan metode sensus. Penelitian ini menggunakan teknis analisis regresi berganda. Hasil pengujian hipotesis didapat bahwa kompensasi moneter berpengaruh positif signifikan terhadap kepuasan kerja, sehingga hipotesis 1 (H1) terbukti. Hasil pengujian hipotesis 2 (H2) menunjukkan Human relations berpengaruh positif signifikan terhadap kepuasan kerja, sehingga hipotesis 2 (H2) terbukti. Pengujian hipotesis 3 (H3) menunjukkan kepuasan kerja berpengaruh positif signifikan terhadap kinerja karyawan, sehingga hipotesis 3 (H3) terbukti. Berdasarkan hasil penelitian ini, UD. Ceria Abadi agar lebih memperhatikan kompensasi moneter dan human relation agar dapat meningkatkan kepuasan kerja sehingga kinerja bisa lebih optimal. Kata kunci: kompensasi moneter, human relation, kepuasan kerja, kinerja karyawan
Peran Kepuasan Karier Pada Upaya Peningkatan Pencapaian Sasaran Kerja Pegawai Pada Sekretariat Daerah Kabupaten Batang Nova Fatmawatiningtyas; Endah Winarti HS; Siti Hidayah
Lokawati : Jurnal Penelitian Manajemen dan Inovasi Riset Vol. 1 No. 5 (2023): September : Jurnal Penelitian Manajemen dan Inovasi Riset
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/lokawati.v1i5.451

Abstract

The purpose of this research is to analyze the effect of performance benefits and interpersonal communication on employee performance with career satisfaction as a mediating variable. The population in this study were all employees of the Regional Secretariat of Batang Regency, totaling 114 employees. The number of samples taken in this study were all members of the population using the census method. The data processed after distributing the questionnaires were 101 bundles. Methods of data analysis using regression analysis and data processing using SPSS. The results of hypothesis testing show that performance allowances have a positive and significant effect on career satisfaction, so it can be interpreted that the better the performance allowances, the higher career satisfaction. Interpersonal communication has a positive and significant effect on career satisfaction, so it can be interpreted that the smoother the interpersonal communication, the higher the career satisfaction. Career satisfaction has a positive and significant effect on employee performance, so it can be interpreted that the higher career satisfaction, the better employee performance. Performance allowances have a positive and significant effect on employee performance, so it can be interpreted that the better the performance allowance, the higher the employee performance. Interpersonal communication has a positive and significant effect on employee performance so that it can be interpreted that the smoother the interpersonal communication is carried out, the better the employee performance. The results of the analysis of mediating variables using the Sobel test found that career satisfaction can mediate the effect of performance allowances on employee performance. This proves that career satisfaction is a mediating variable from the effect of performance allowances on employee performance. Career satisfaction can mediate the effect of interpersonal communication on employee performance. This proves that career satisfaction is a mediating variable from the effect of interpersonal communication on employee performance.
Co-Authors Dimas Utoro Jati Galih Panjalu Pramono Harnoto . Kun Purwani M. Taufiq Mochamad Taufiq Nova Fatmawatiningtyas Samiran . Saptono Budiarjo Siti Hidayah Sulviana Faiqoh Wachid Fuady R