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Moch Mustam
Jurusan Administrasi Publik Fakultas Ilmu Sosial Dan Ilmu Politik Universitas Diponegoro
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ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA PEGAWAI DI INSPEKTORAT PROVINSI JAWA TENGAH Ruli Arioma; Moch Mustam
Journal of Public Policy and Management Review Volume 5, Nomor 2, Tahun 2016
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (353.923 KB) | DOI: 10.14710/jppmr.v5i2.11263

Abstract

The problem in this research is have not optimum performance of employees at the Inspektorat Provinsi Jawa Tengah. The purpose of this study is to determine how much influence the ability of employees , work interests, leadership, organizational climate, motivation and job satisfaction. Quantitative research methods with explanatory research design. The results of this study indicate that there is a relationship and a positive influence on the ability to work with a correlation coefficient ( r = 0.229 ; KD = 5.24 % ) working interest ( r = 0.217 ; KD = 4.4 % ) , leadership ( r = 0.298 ; KD=8.88% ), organizational climate ( r = 0.385 ; KD = 14.85 % ), motivation ( r = 0.216 ; KD = 4.6 % ) and job satisfaction ( r = 0.243;KD = 5,9 % ) on employee performance. It means if capability more high, the corresponding interests, the better the behavior of its leadership, the more conducive organizational climate, motivation is getting high and job satisfaction is getting high, it make the performance of employees more high than before. Because the factors that affect the performance of employees is the ability, interests of employees, leadership, organizational climate, motivation and job satisfaction then, to improve employee performance can be done by improving the ability, to adjust interest in his work, improve the behavior of the leadership, make organizational climate condusif, improve motivation and maintain employee satisfaction and provide functional training to employees and PIM training on leadership, leaders also need to create a conducive organizational climate by providing specific direction and giving a clear time limit on each job so that it can improve employee performance.
ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA PEGAWAI DI KANTOR KECAMATAN TEMBALANG KOTA SEMARANG Nurmiyanti Wulandari; Moch Mustam
Journal of Public Policy and Management Review Volume 5, Nomor 2, Tahun 2016
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (191.709 KB) | DOI: 10.14710/jppmr.v5i2.11262

Abstract

The problem in this research is less than optimal performance of employees at the District Office Tembalang Semarang . The purpose of this study was to determine how the employee's performance and the factors that affect the performance of employees at the District Office Tembalang Semarang . This research use a research design with a quantitative approach . The results of this study indicate that there is a relationship positive influence on the ability to work with corelation coefficient (r = 0.778; KD = 39.94%), interests of employees (r = 0.332; KD = 11.02%), leadership (r = 0.552; KD = 27.24%), organizational climate (r = 0.433; KD=18,74%), motivation (r = 0.315; KD = 9.92%) and job satisfaction (r = 0.344; KD = 11.83%). It means if capability more high, the corresponding interests, the better the behavior of its leadership, the more conducive organizational climate, motivation is getting high and job satisfaction is getting high, it make the performance of employees more high than before. Because the factors that affect performance are the abilities, interests of employees, leadership, organizational climate, motivation and job satisfaction then, to improve employee performance can be done by improving the ability, to adjust interest in his work, improve the behavior of the leadership, making organizational climate conducive increase maintaining employee motivation and satisfaction as well as providing functional training to employees and PIM training on leadership, since there are a lot of employees who do not follow the training.
Co-Authors Nurmiyanti Wulandari Ruli Arioma