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THE RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND WORK MOTIVATION TO ORGANIZATIONAL COMMITMENT IN PT. CITRA ABADI ABADI Berti Anggun Melati; Anoesyirwan Moeins; Martinus Tukiran
INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW Vol. 2 No. 2 (2021): April 2021
Publisher : INTERNATIONAL JOURNAL OF SOCIAL, POLICY AND LAW

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.8888/ijospl.v2i2.40

The purpose of this study was to examine the strengths of the relationship between organizational climate and work motivation and commitment to organization in PT. True Eternal Image. The study population was the operator of PT. Citra Abadi Sejati as many as 454 operators with a sample size of 213 operators calculated using the Slovin formula with an error rate of 5%. Collecting data for each variable studied using a questionnaire with a rating scale. The data analysis technique used descriptive statistical analysis techniques and inferential statistical analysis techniques. The results showed: (a) There is a significant positive relationship between Organizational Climate and Commitment to Organization with a correlation coefficient of ry.1 = 0.579, the strength of the relationship is "moderate". The amount of contribution of organizational climate to commitment to the organization is 33.5% and the regression equation ? = 51.182 + 0.576X1. This means that the Commitment to the Organization is determined by the Organizational Climate. A good organizational climate will result in high commitment to the organization and vice versa if the organizational climate is not good then the commitment to the organization is also low, (b) there is a significant positive relationship between work motivation and commitment to the organization with a correlation coefficient of ry. 2 = 0.789, the strength of the relationship "strong". The amount of contribution of work motivation to commitment to organization is 62.2% and the regression equation ? = 18.786 + 0.879X2. This means that the Commitment to the Organization is determined by Work Motivation. Good work motivation will result in a high commitment to the organization and vice versa if the work motivation is not good then the commitment to the organization is also low, and (c) there is a significant positive relationship between organizational climate and work motivation together with commitment to the organization with a coefficient correlation R = 0.792, the strength of the "strong" relationship. The amount of the contribution of Organizational Climate and Work Motivation together to Commitment to Organization is 62.8% and and the regression equation ? = 34.649 + 0.399X1 + 0.806X2. This means that commitment to the organization is determined by the organizational climate and work motivation together. If the Organizational Climate and Work Motivation together, contribute equally well, it will result in high Commitment to the Organization and vice versa if the Organizational Climate and Work Motivation together do not contribute well, Commitment to the Organization is also low

Pengaruh Budaya Organisasi, Kepuasan Kerja dan Employee Engagement Terhadap Kinerja Pegawai pada UPTD Pengelolaan Prasarana Perhubungan Cilegon Ratu Erlina Gentari; Martinus Tukiran; Annisaa Soeyono; Roosganda Elizabeth
MAMEN: Jurnal Manajemen Vol. 2 No. 1 (2023): Januari 2023
Publisher : Yayasan Literasi Sains Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55123/mamen.v2i1.1375

This study aims to determine the effect of the organizational culture, job satisfaction and employee engagement on employee performance at UPTD pengelolaan prasarana perhubungan (Dinas Perhubungan Kota Cilegon). The method used is a quantitative method. The sample selection technique used a saturation sampling method where all members of the population were sampled, amounting to 56 respondents. The statistical methods used are normality test, multicolliniearity test, hetesscedasticity test, correlation coefficient test, R2 test ( coefficient of determination), multi linier regression analysis. The results of the t-test in this study indicate that organizational culture has not significant on employee performance, the results of the t-test in this study indicate job satisfaction has a significant effect of employee performance, the results of the t-test in this study indicate that employee engagement has a significant on employee performance. The results of the F-test show that the level of all variables is high. It can be concluded that the organizational culture, job satisfaction and employee engagement simultaneously have a positive and significant effect on employee performance at UPTD pengelolaan prasarana perhubungan.

IMPROVING THE PERFORMANCE EMPLOYEES OF BOGOR REGENCY REGIONAL DEVICE ORGANIZATION THROUGH IMPROVEMENT EMPLOYEE DISCIPLINE, WORK CLIMATE, AND WORK MOTIVATION Endah Wal Istanawati; Martinus Tukiran; Sufrin Hannan
Journal of Social Studies, Arts and Humanities (JSSAH) Vol 2, No 1 (2022): JOURNAL OF SOCIAL STUDIES, ARTS AND HUMANITIES (JSSAH)
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jssah.v2i1.6088

The purpose of this study is to examine the influence of improving employee discipline, work climate and work motivation on improving the performance of employees of regional device organizations in Bogor Regency. The research population is the executor in the Human Resources Staffing and Development Agency and the Bogor Regency Regional Secretariat as many as 290 people with a sample size of 169 people calculated using the Slovin formula with an error rate of 5%. Data collection for each variable studied using questionnaires with a rating scale. Data analysis techniques use descriptive statistical analysis techniques and inferential statistical analysis techniques. The data analysis in this study used the Partial Least Square Structural Equation Modelling (PLS SEM) method. The results showed: (a) Employee discipline variables have a positive and significant influence on motivational variables. (b) Employee discipline variables have a positive and significant influence on performance variables. (c) Work climate variables have a positive and significant influence on motivational variables. (d) Work climate variables have a positive and insignificant influence on performance variables. (e) Motivational variables have a positive and significant influence on performance variables. (f) The magnitude of the coefficient of parameters for discipline variables on performance through motivation is 0.054 which means there is a positive indirect influence of discipline on performance through motivation. Or it can be interpreted that the higher the value of discipline, the performance through motivation will increase as well. (g) The magnitude of the coefficient of parameters for the working climate variable on performance through motivation is 0.278 which means there is a positive indirect influence of discipline on performance through motivation. Or it can be interpreted that the higher the value of the work climate, the performance through motivation will increase as well.

PENGARUH SELF EFFICACY DAN LITERASI TECHNOPRENEURSHIP TERHADAP MINAT WIRAUSAHA MAHASISWA PRODI PENDIDIKAN EKONOMI UNINDRA Rosalina Dewi Heryani; Endang Sulistyaniningsih; Susilawati Susilawati; Martinus Tukiran
Research and Development Journal of Education Vol 9, No 1 (2023)
Publisher : Universitas Indraprasta PGRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30998/rdje.v9i1.15052

Penelitian bertujuan untuk mengetahui pengaruh self efficacy dan literasi technopreneurship terhadap minat wirausaha mahasiswa program studi pendidikan ekonomi Unindra, baik secara partial maupun simultan. Penelitian kuantitatif dengan menyebarkan angket yang berisi 36 item pernyataan terkait self efficacy, literasi technopreneurship, dan minat wirausaha kepada 92 mahasiswa menggunakan purposive sampling. Hasil temuan antara lain: 1) terdapat pengaruh yang signifikan antara self efficacy dan literasi technopreneurship secara simultan terhadap minat wirausaha. Dibuktikan dengan nilai Fhitung 225,970 dengan Sig. 0,000 < 0,05. Koefisien determinasi sebesar 83,54% menunjukkan bahwa kontribusi self efficacy dan literasi technopreneurship secara simultan terhadap minat wirausaha sebesar 83,54% sisanya 16,46% karena disebabkan faktor lainnya. 2) terdapat pengaruh yang signifikan self efficacy terhadap minat wirausaha. Dibuktikan dengan nilai thitung 3,321 dengan Sig. 0,001 < 0,05. 3) terdapat pengaruh yang signifikan literasi technopreneurship terhadap minat wirausaha. Dibuktikan dengan nilai thitung 5,058 dengan Sig. 0,000 < 0,05

MEMBANGUN MINAT MEMULAI USAHA MELALUI ENTREPRENEURSHIP EDUCATION, EFIKASI DIRI, DAN ENTREPRENEURSHIP MOTIVATION Elin Karlina; Martinus Tukiran; Dewi Purwaningsih
Research and Development Journal of Education Vol 9, No 1 (2023)
Publisher : Universitas Indraprasta PGRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30998/rdje.v9i1.15467

Tujuan penelitian untuk menguji pengaruh langsung dan tidak langsung variabel minat memulai usaha melalui Education Entrepreneurship, efikasi diri dan Motivation Entrepreneurship. Metode kuantitatif digunakan oleh peneliti. Populasi penelitian berjumlah 543 mahasiswa. Sampel berjumlah 85 mahasiswa yang diambil melalui random sampling. Teknik penjaringan data melalui angket. Teknik analisis data adalah analisis jalur. Dampak penelitian: (1) Entrepreneurship Education tidak berpengaruh langsung kepada minat untuk memulai usaha, (2) Efikasi diri tidak berpengaruh langsung kepada minat memulai usaha, (3) Entrepreneurship Motivation tidak berpengaruh langsung kepada minat untuk memulai usaha, (4) Entrepreneurship Education berpengaruh langsung kepada Entrepreneurship Motivation, (5) Efikasi diri berpengaruh langsung kepada Entrepreneurship Motivation, (6) Entrepreneurship Education tidak berpengaruh tidak langsung kepada minat untuk memulai usaha melalui Entrepreneurship Motivation, dan (7) Efikasi diri tidak berpengaruh tidak langsung kepada minat untuk memulai usaha melalui Entrepreneurship Motivation

THE EFFECT OF INCLUSIVE TEAM, AGILE LEADERSHIP, AND ORGANIZATIONAL AGILITY ON ORGANIZATIONAL PERFORMANCE: A Literature Review in a Communication Company Budi Susanto; Wahyu Wiguna; Martinus Tukiran
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 1 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i1.124

Many factors influence organizational performance, one of which is the influence of HR management. Inclusive teams, agile leadership, and organizational agility affect organizational performance. This study aimed to see how inclusive teams, agile leadership, and organizational agility affect organizational performance. Although the methods used are qualitative studies, literature studies, literature research, and literature reviews. The results show that several journals influence organizational performance. These results become a recommendation for communication companies to improve organizational performance

IMPROVING THE PERFORMANCE EMPLOYEES OF BOGOR REGENCY REGIONAL DEVICE ORGANIZATION THROUGH IMPROVEMENT EMPLOYEE DISCIPLINE, WORK CLIMATE, AND WORK MOTIVATION Endah Wal Istanawati; Martinus Tukiran; Sufrin Hannan
Journal of Social Studies Arts and Humanities (JSSAH) Vol 2, No 1 (2022): JOURNAL OF SOCIAL STUDIES, ARTS AND HUMANITIES (JSSAH)
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jssah.v2i1.6088

The purpose of this study is to examine the influence of improving employee discipline, work climate and work motivation on improving the performance of employees of regional device organizations in Bogor Regency. The research population is the executor in the Human Resources Staffing and Development Agency and the Bogor Regency Regional Secretariat as many as 290 people with a sample size of 169 people calculated using the Slovin formula with an error rate of 5%. Data collection for each variable studied using questionnaires with a rating scale. Data analysis techniques use descriptive statistical analysis techniques and inferential statistical analysis techniques. The data analysis in this study used the Partial Least Square Structural Equation Modelling (PLS SEM) method. The results showed: (a) Employee discipline variables have a positive and significant influence on motivational variables. (b) Employee discipline variables have a positive and significant influence on performance variables. (c) Work climate variables have a positive and significant influence on motivational variables. (d) Work climate variables have a positive and insignificant influence on performance variables. (e) Motivational variables have a positive and significant influence on performance variables. (f) The magnitude of the coefficient of parameters for discipline variables on performance through motivation is 0.054 which means there is a positive indirect influence of discipline on performance through motivation. Or it can be interpreted that the higher the value of discipline, the performance through motivation will increase as well. (g) The magnitude of the coefficient of parameters for the working climate variable on performance through motivation is 0.278 which means there is a positive indirect influence of discipline on performance through motivation. Or it can be interpreted that the higher the value of the work climate, the performance through motivation will increase as well.

BIG DATA TO FIND OUT THE RELATIONSHIP BETWEEN LABORS DEMAND AND SUPPLY WITH SEARCH INDEXES GOOGLE TRENDS Roosganda Elizabeth; Geraldy Samuel Ivan; Giovanni Inez Erika Margaretha; Didik Notosudjono; Martinus Tukiran; Widodo Sunaryo; Didit Ardianto; Nancy Yusnita; Yayan Hadiyat
Journal of Finance, Economics and Business Vol. 1 No. 2 (2023): JFEB, May 2023
Publisher : Laboratorium Riset Ekonomi

Show Abstract | Download Original | Original Source | Check in Google Scholar

The study aims to observe the dynamics of unemployment rate and the number of job openings in Java as the region that becomes the main crutch of the Indonesian economy and analyze the relationship between supply and demand of labor in during the pandemic using Web Scraping and Pearson correlation analysis. Web scraping results show that the largest number of job openings in Java Island early 2021 are in West Java and DKI Jakarta and the most demanded jobs are sales, marketing, followed by administration staff, low-level accounting, and finance. The correlation analysis shows a weak positive relationship of 0.45 between labor market supply and demand using the keyword” Lowongan Kerja” based on the google trends search index and a moderate positive of 0.54 using the keyword ”Loker” on the google trends search index.

PENGARUH EFIKASI DIRI TERHADAP MINAT BERWIRAUSAHA MAHASISWA Dewi Purwaningsih; Elin Karlina; Martinus Tukiran
Research and Development Journal of Education Vol 9, No 2 (2023)
Publisher : Universitas Indraprasta PGRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30998/rdje.v9i2.20789

Efikasi diri merupakan kemampuan atau kepercayaan seseorang dalam menjalankan suatu tugas yang dilakukannya. Efikasi diri ialah faktor kunci yang bisa mempengaruhi keberhasilan dan keuksesan seseorang. Penelitian ini akan membahas mengenai efikasi diri terhadap minat berwirausaha pada mahasiswa semester 5 Bimbingan dan konseling Universitas Indraprasta PGRI. Penelitian ini mempunyai tujuan untuk bisa melihat lebih jauh pengaruh efikasi diri terhadap minat berwirausaha pada mahasiswa semester 5 bimbingan dan Konseling Universitas Indraprasta PGRI. Pendekatan instrument kuantitatif deskriptif dengan menggunakan kuesioner penelitian, dan metode survei pendekatan regresi linear sederhana digunakan pada penelitian ini. Sampel yang digunakan sejumlah 145 mahasiswa semester 5 bimbingan Konseling Universitas Indraprasta PGRI yang ditentukan dengan memakai Teknik simple random sampling. Hasil dari Nilai R square adalah sejumlah 0,135 yang artinya efikasi diri memiliki kontribusi dalam membentuk variabel minat berwirausaha sebesar 13,5 %. Adapun sisanya dibentuk oleh variabel yang tidak terdapat dalam penelitian ini, sehingga hasil simpulan didapatkan bahwa hipotesis diterima memperlihatkan bahwa Efikasi diri ( X ) mempunyai pengaruh secara simultan terhadap minat berwirausaha (Y). Pada hasil penelitian yang dilakukan ini menegaskan variabel efikasi diri sangat berperan dalam mempengaruhi minat berwirausaha mahasiswa.Dengan kata lain. Semakin besar Minat berwirausaha yang mereka miliki. Ini menunjukkan pentingnya memperkuat dan membangun Efikasi Diri mahasiswa sebagai salah satu cara untuk mendorong minat mereka dalam berwirausaha.

AN OVERVIEW OF THE APPLICATION OF ORGANISATIONAL CITIZENSHIP BEHAVIOR (OCB) IN INDONESIA THROUGH A LITERATURE REVIEW Ika Pratiwi; Martinus Tukiran; Rinsan Hutabarat; Jumadi Jumadi
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.167

Research on Organizational Citizenship Behavior (OCB) has progressed significantly in the West, resulting in a number of meta-analyses that helped standardise the concept and set the path for future studies. OCB research, on the other hand, has not been extensively investigated in the literature despite its popularity in Indonesia. The research method for writing this paper is a literature review; data search is carried out through three online journal databases that researchers can access (Google Scholar, Garuda Indonesia Portal and Science Direct). This search criterion is research conducted from 2018 to 2022 and the construct of “organisational citizenship behaviour” as a dependent variable. Several articles and findings are highlighted in the review of OCB research in Indonesia. 1) The unit of analysis for the research was white-collar workers; 2) most research methods utilised questionnaire analysis tools; and 3) data for two or more variables were derived from a single primary source, making the research susceptible to common method variance. The implication for the next OCB research is that it is necessary to review OCB specific to several companies or certain job characteristics. The research on personality in Indonesia must also involve a discussion of Indonesian state culture

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