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Pengaruh Kepemimpinan, Budaya Organisasi Dan Lingkungan Kerja Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Di Qur’an Centre Provinsi Kepulauan Riau M Ilham Fathoni; Indrayani Indrayani; Mohamad Gita Indrawan; Sri Yanti
Jurnal Ilmiah Sumber Daya Manusia Vol 5, No 1 (2021): JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v5i1.13152

Tujuan penelitian ini untuk mengetahui pengaruh kepemimpinan, budaya organisasi dan lingkungan kerja terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening. Metode yang digunakan dalam penelitian ini adalah metode survei model kausal, pengumpulan data mengunakan kuesioner dan didistribusikan kepada 89 karyawan di Qur’an Centre Provinsi Kepulauan Riau. Analisis data statistik menggunakan SEM-PLS (Structural Equation Modelling-Partial Least Square) dan menggunakan analisis jalur untuk menguji pola hubungan yang mengungkapkan pengaruh variabel terhadap variabel lainnya, baik pengaruh langsung maupun tidak langsung. Hasil dalam penelitian menunjukkan bahwa kepemimpinan secara langsung berpengaruh signifikan terhadap kepuasan kerja karyawan dengan p-value sebesar 0,000 < 0,05, budaya organisasi secara langsung berpengaruh signifikan terhadap kepuasan kerja dengan p-value sebesar 0,001 < 0,05, lingkungan kerja secara langsung berpengaruh signifikan terhadap kepuasan kerja dengan p-value sebesar 0,001 < 0,05, kepemimpinan secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,001 < 0,05, budaya organisasi secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,000 < 0,05, lingkungan kerja secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,000 < 0,05, kepuasan kerja secara langsung berpengaruh signifikan terhadap kinerja karyawan dengan p-value sebesar 0,006 < 0,05, kepuasan kerja memediasi pengaruh kepemimpinan terhadap kinerja karyawan dengan p-value 0,027 < 0,05, kepuasan kerja memediasi pengaruh budaya organisasi terhadap kinerja karyawan dengan p-value 0,027 < 0,05, dan kepuasan kerja memediasi pengaruh lingkungan kerja terhadap kinerja karyawan dengan p-value 0,041 < 0,05.

DETERMINASI MOTIVASI KOMPENSASI DAN KOMUNIKASI TERHADAP KINERJA KARYAWAN PT. SMOE INDONESIA. Eneng Firdayanti; Indrayani Indrayani
Zona Manajemen: Program Studi Magister Sains Manajemen Universitas Vol 7 No 2 (2017): AGUSTUS
Publisher : Universitas Batam

This study aimed to analyzed the determination of motivation, compensation and communication on employee job performance. This study uses three independent variables, motivation, compensastion and communication, with one dependent variable namely performance. The use of variables in this study is expected to determine how the process is going on and what are the factors driving the creation of a good performance in the PT. SMOE Indonesia. Samples were employee in the PT SMOE Indonesia 100 people. Samples were taken by sampling techniques. Data analysis method used is quantitative analysis, the validity, reliability test, classic assumption test, multicoloniarity test, heteroscedasticity test, normality test, multiple linear regression analysis, t-test, f-test the coefficient of determination R2.

PENGARUH MOTIVASI EKSTRINSIK, INTRINSIK, DAN KECERDASAN EMOSIONAL TERHADAP PRESTASI KERJA GURU SMA DI BATAM Indrayani Indrayani
Menara Ilmu Vol 15, No 2 (2021): VOL. XV NO.2 JULI 2021
Publisher : LPPM Universitas Muhammadiyah Sumatera Barat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31869/mi.v15i2.2780

Sumber daya manusia merupakan komponen yang sangat penting dalam keberlanjutan kegiatan operasional organisasi di perusahaan swasta maupun pemerintahan. Semakin tinggi kualitas sumber daya manusia yang dimiliki, maka akan semakin besar pula keberhasilan dalam mengelola organisasi. Motivasi ekstrinsik, instinsik, dan kecerdasan emosional merupakan beberapa faktor yang mempengaruhi prestasi kerja. Kepedulian sekolah akan prestasi guru dapat dilakukan dengan meberikan motivasi berupa menciptakan suasana kerja yang kondusif, memberikan penghargaan kepada guru yang berprestasi dan menanamkan nilai positif bagi guru. Tujuan dari penelitian ini adalah untuk menguji dan mengetahui pengaruh secara serempak dan parsial motivasi ekstrinsik, instrinsik dan kecerdasan emosional terhadap prestasi Guru SMA di Batam. Teknik analisis data yang digunakan dalam penelitian ini menggunakan analisis regresi linier berganda dengan alat bantu SPSS. Hasil penelitian menunjukkan motivasi ekstrinsik, instrinsik dan kecerdasan emosional berpengaruh secara simultant dan parsial terhadap prestasi kerja.Kata Kunci: Motivasi Ekstrinsik, Motivasi Instrinsik, Kecerdasan Emosional dan Prestasi Kerja

THE EFFECT OF EMOTIONAL INTELLIGENCE, HUMAN RELATION AND LEADERSHIP STYLES ON EMPLOYEE PERFORMANCE AT THE LOKA REHABILITATION BNN BATAM Meta Amelia Widya Saputri; Ngaliman Ngaliman; Indrayani Indrayani; Muammar Khaddafi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 4 (2022): MARCH
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i4.24

The purpose of this study was to determine and analyze the effect of emotional intelligence, human relations and leadership style on employee performance in Loka Rehabilitasi BNN Batam. The research method used in this research is quantitative method. The population in this study were all employees at the agency totaling 90 people, with a sample size of 74 people. The data used in this study are primary data, namely by using a questionnaire made with a Likert scale. Data analysis techniques are quantitative data analysis techniques using statistical methods. Based on the results of data analysis, it was found that emotional intelligence had a positive and significant effect on employee performance variables, human relations had a positive and significant effect on employee performance variables, leadership style had a positive and significant effect on employee performance variables.

THE EFFECT OF EMOTIONAL INTELLIGENCE, HUMAN RELATION AND LEADERSHIP STYLES ON EMPLOYEE PERFORMANCE AT THE LOKA REHABILITATION BNN BATAM Meta Amelia Widya Saputri; Ngaliman Ngaliman; Indrayani Indrayani; Muammar Khaddafi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 2 (2022): JANUARY
Publisher : RADJA PUBLIKA

The purpose of this study was to determine and analyze the effect of emotional intelligence, human relations and leadership style on employee performance in Loka Rehabilitasi BNN Batam. The research method used in this research is quantitative method. The population in this study were all employees at the agency totaling 90 people, with a sample size of 74 people. The data used in this study are primary data, namely by using a questionnaire made with a Likert scale. Data analysis techniques are quantitative data analysis techniques using statistical methods. Based on the results of data analysis, it was found that emotional intelligence had a positive and significant effect on employee performance variables, human relations had a positive and significant effect on employee performance variables, leadership style had a positive and significant effect on employee performance variables.

THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP, EMPLOYEE ENGAGEMENT, AND WORK ENVIRONMENT, ON THE PERFORMANCE OF EMPLOYEES WITH WORK DISCIPLINE AS INTERVENING AT THE GENERAL BUREAU OF THE REGIONAL SECRETARIAT OF RIAU ISLANDS PROVINCE Atik Atik; Indrayani Indrayani; Muammar Khaddafi; Diana Titik Windayati
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 1 (2023): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i1.486

This study aims to determine the effect of transformational leadership, employee engagement, and work environment on the performance of employees with work discipline as an intervening variable at the General Bureau of the Regional Secretariat of the Riau Archipelago Province. The research method used is a descriptive method with a quantitative approach. This descriptive method involves collecting data to test hypotheses or answer questions about people's opinions on an issue or topic. Data collection was carried out using a questionnaire instrument which was distributed to 112 respondents. Data analysis was carried out using the Partial Least Square (PLS) method using SmartPLS version 4 software. Transformational leadership influences employee work discipline. Transformational leadership influences employee work performance. Employee Engagement has no significant effect on work discipline. Employee Engagement has no significant effect on employee performance. The work environment affects the work discipline of employees. Work environment has no significant effect on employee performance. Work discipline affects employee performance. The work discipline variable is able to mediate the effect of transformational leadership on performance. The work discipline variable is not able to mediate the influence between Employee Engagement on Employee Performance. The work discipline variable is unable to mediate the influence of the work environment on employee performance. The work environment affects the work discipline of employees. Work environment has no significant effect on employee performance. Work discipline affects employee performance. The work discipline variable is able to mediate the effect of transformational leadership on performance. The work discipline variable is not able to mediate the influence between Employee Engagement on Employee Performance. The work discipline variable is unable to mediate the influence of the work environment on employee performance. The work environment affects the work discipline of employees. Work environment has no significant effect on employee performance. Work discipline affects employee performance. The work discipline variable is able to mediate the effect of transformational leadership on performance. The work discipline variable is not able to mediate the influence between Employee Engagement on Employee Performance. The work discipline variable is unable to mediate the influence of the work environment on employee performance. The work discipline variable is not able to mediate the influence between Employee Engagement on Employee Performance. The work discipline variable is unable to mediate the influence of the work environment on employee performance. The work discipline variable is not able to mediate the influence between Employee Engagement on Employee Performance. The work discipline variable is unable to mediate the influence of the work environment on employee performance.

THE INFLUENCE OF EDUCATION, TRAINING AND COMPETENCE ON PERFORMANCE THROUGH WORK MOTIVATION IN VILLAGE DEVICES SEBINTAN DISTRICT Mawarni Mawarni; Angelina Eleonora Rumengan; Indrayani Indrayani; Muammar Khaddafi
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 3 No. 1 (2023): January
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v3i1.487

Education, training and competence of employees are needed to deal with changes that occur such as changes in technology, changes in work methods in village development. The purpose of this study was to analyze the influence of education, training and competency on performance through work motivation in Village Officials throughout Bintan Regency, totaling 324 Village Officials. The population in this study amounted to 179 Village Officials in Bintan Regency. In this study, the sampling technique used was nonprobability sampling with the technique taken, namely saturated sampling (census). The research method uses an associative method with a quantitative approach to the analysis of Partial Least Square (PLS) analysis techniques with the SmartPLS program. The results of the research variable on education have a positive and significant effect on work motivation and performance. Training has a positive and significant effect on work motivation. Training has no significant effect on performance. Competence has a positive and significant effect on work motivation, while competence has no significant effect on performance and work motivation has a positive and significant effect on performance. The indirect test of work motivation is an intervening variable between education, training and competency on performance. while competence has no significant effect on performance and work motivation has a positive and significant effect on performance. The indirect test of work motivation is an intervening variable between education, training and competency on performance. while competence has no significant effect on performance and work motivation has a positive and significant effect on performance. The indirect test of work motivation is an intervening variable between education, training and competency on performance.

THE INFLUENCE OF WORK SPIRIT, MOTIVATION ON PERFORMANCE AT SEKUPANG PUSKESMAS Fitri Astriani; Indrayani Indrayani; Muammar Khaddafi; T. Fazrial Kenedy
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 10 (2022): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i10.57

Abstract Purpose, - The purpose of this study is to provide an explanation of the effect of work spirit and motivation on employee performance at the Sekupang Health Center. Design/Methodology/Approach – The research method used is a quantitative research approach. Data collection is done by distributing questionnaires to 40 respondents from Sekupang Health Center employees. This study uses multiple linear regression analysis, the software used is SPSS 22. Research findings - These results indicate that morale and motivation have a positive and significant effect on employee performance.

THE EFFECT OF LEADERSHIP STYLE AND MOTIVATION ON THE PERFORMANCE OF POLICE MEMBERS WITH DISCIPLINE AS INTERVENING VARIABLES IN POLDA KEPRI T. Fazrial Kenedy; Indrayani Indrayani; Muammar Khaddafi; Fitri Astriani
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 10 (2022): SEPTEMBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i10.58

Human Resources (HR) is one of the most important instruments in an organization. In the face of today's fierce competition, globalization. The success or failure of an organization in achieving its goals is very dependent on the ability of Human Resources (HR) in carrying out the tasks assigned by the organization. Because HR is one of the most important instruments in an organization that can motivate members to improve performance. To be able to improve the productivity of human resources better, agency management must and is required to be able to manage human resources optimally. In this study using quantitative research. Analysis of the data used in this study using an explanatory research approach. This research uses SmartPLS software.

THE EFFECT OF LEADERSHIP STYLE, MOTIVATION, REWARD AND PUNISHMENT ON LOYALTY WITH JOB SATISFACTION AS INTERVENING VARIABLE ON EMPLOYEES OF PT. TELEKOMUNIKASI SELULAR SUMATRA, CENTRAL PART Suherti Suherti; Indrayani Indrayani; Muammar Khaddafi; Diana Titik Windayati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 1 No. 11 (2022): OCTOBER
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v1i11.67

The purpose of this study is to analyze the influence of leadership style, motivation, reward and punishment on loyalty, analyze the influence of leadership style, motivation, reward and punishment, and job satisfaction on loyalty, analyze the direct and indirect effects of leadership style, motivation, reward and punishment simultaneously. and partially have a significant effect on loyalty with job satisfaction. The population in this study were 163 employees of PT. Central Sumatra Cellular Telecommunications. In this study, the sampling technique used is non-probability sampling with the technique taken is saturated sampling (census). The data collection technique in this research is to provide or distribute a list of questions or what is called a questionnaire. The sampling method used in this study is a non-probability method. The results showed that leadership style, motivation, reward and punishment had a significant effect on loyalty, and the results showed that leadership style, motivation, reward and punishment, and job satisfaction had a significant effect on loyalty. And the results showed that the leadership style of motivation, reward and punishment on loyalty with job satisfaction as an intervening variable. This study proves that job satisfaction acts as an intervening variable that relates the influence of leadership style, motivation, reward and punishment has a significant effect on loyalty. reward and punishment have a significant effect on loyalty, and the results of the study show that leadership style, motivation, reward and punishment, and job satisfaction have a significant effect on loyalty. And the results showed that the leadership style of motivation, reward and punishment on loyalty with job satisfaction as an intervening variable. This study proves that job satisfaction acts as an intervening variable that links the influence of leadership style, motivation, reward and punishment significantly on loyalty. reward and punishment have a significant effect on loyalty, and the results of the study show that leadership style, motivation, reward and punishment, and job satisfaction have a significant effect on loyalty. And the results showed that the leadership style of motivation, reward and punishment on loyalty with job satisfaction as an intervening variable. This study proves that job satisfaction acts as an intervening variable that relates the influence of leadership style, motivation, reward and punishment has a significant effect on loyalty. And the results showed that the leadership style of motivation, reward and punishment on loyalty with job satisfaction as an intervening variable. This study proves that job satisfaction acts as an intervening variable that relates the influence of leadership style, motivation, reward and punishment has a significant effect on loyalty. And the results showed that the leadership style of motivation, reward and punishment on loyalty with job satisfaction as an intervening variable. This study proves that job satisfaction acts as an intervening variable that relates the influence of leadership style, motivation, reward and punishment has a significant effect on loyalty

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