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KEPEMIMPINAN TRANSFORMASIONAL MEMODERASI PENGARUH KOMITMEN ORGANISASIONAL DAN KEBUTUHAN AFILIASI TERHADAP KINERJA KARYAWAN PT SARIINTI INDUSTRI PANGAN FLOUR MILLS SEMARANG taufik hidayat; Endah Winarti; M. Taufiq
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 25, No 45 (2018)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this study is to analyze the moderating role of transformational leadership to organizational commitment and need for affiliation and employee performance. The population and sample of this research is all employee of PT Sariinti Industri Pangan Flour Mills which amount to 138 people, but only 126 data which could be processed. Data processing method was used SPSS.The result of hypothesis testing showed that organizational commitment has positive and significant effect on employee performance, the higher organizational commitment showed the higher employee performance. Need for affiliation variable also has positive and significant effect on employee performance,the higher need for affiliation showed the higher employee performance. Transformational leadership moderates the positive influence of organizational commitment on employee performance is proven. It showed that the transformational leadership strengthened the influence of organizational commitment on employee performance. Transformational leadership also has positive influence on need for affiliation to employee performance. It also showed that the transformational leadership strengthened the influence of need for affiliation on employee performance. Keywords : Organizational commitment, need for affiliation, transformational leadership, employee performance AbstrakPenelitian ini bertujuan untuk menganalisis kepemimpinan transformasional sebagai variabel moderasi pada komitmen organisasi dan kebutuhan afiliasi terhadap kinerja karyawan. Populasi dan sampel dari penelitian ini adalah seluruh karyawan PT Sariinti Industri Pangan Flour Mills Semarang yang berjumlah 138 orang, namun hanya 126 data yang dapat diolah. Metode pengolahan data yang digunakan adalah SPSS. Hasil pengujian hipotesis menunjukkan bahwa komitmen organisasional memiliki pengaruh yang positif dan signifikan terhadap kinerja karyawan, semakin tinggi komitmen organisasional maka semakin tinggi kinerja karyawan. Kebutuhan afiliasi yang memiliki pengaruh positif dan signifikan terhadap kinerja karyawan, semakin tinggi kebutuhan afiliasi maka semakin tinggi kinerja karyawan. Variabel kepemimpinan transformasional memoderasi positif pengaruh komitmen organisasional terhadap kinerja karyawan telah terbukti. Hal ini menunjukkan bahwa kepemimpinan transformasional memperkuat pengaruh komitmen organisasional terhadap kinerja karyawan. Kepemimpinan transformasional juga memoderasi positif pengaruh kebutuhan afiliasi terhadap kinerja karyawan. Hal ini juga menunjukkan bahwa kepemimpinan transformasional memperkuat pengaruh kebutuhan afiliasi terhadap kinerja karyawan. Kata kunci: Komitmen organisasional, kebutuhan afiliasi, kepemimpinan transformasional, kinerja karyawan

ANALISIS KINERJA ANGGOTA POLISI RESORT SEMARANG moh aslam; endah winarti
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 24, No 42 (2017)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstrakPenelitian ini bertujuan untuk menganalisis komitmen organisasi terhadap kinerja anggota dengan remunerasi dan budaya organisasi sebagai variabel moderasi. Populasi penelitian ini adalah anggota Polres Semarang yang berjumlah 484 orang, sedangkan sampel dalam penelitian ini berpedoman pada tabel Isaac dan Michael taraf kesalahan 5%, berjumlah 202 orang. Metode pengolahan data menggunakan SPSS 17.0. Hasil penelitian ini menemukan bahwa komitmen organisasi berpengaruh positif terhadap kinerja anggota, hal ini menunjukkan bahwa semakin tinggi komitmen organisasi maka semakin tinggi kinerja anggota pada Polres Semarang. Remunerasi memoderasi positif pengaruh komitmen organisasi terhadap kinerja anggota terbukti, ini menunjukan bahwa adanya remunerasi yang baik akan memperkuat pengaruh komitmen organisasi terhadap kinerja anggota pada Polres Semarang. Budaya organisasi memoderasi positif pengaruh komitmen organisasi terhadap kinerja anggota, menunjukan bahwa adanya budaya organisasi yang baik akan memperkuat pengaruh komitmen organisasi terhadap kinerja anggota pada Polres Semarang. Kata kunci: komitmen organisasi, remunerasi, budaya organisasi, kinerja anggota ABSTRACTThe purpose of this study was to analyze the organization's commitment to the performance of members of the remuneration and organizational culture as a moderating variable. The population in this study are all members Polres Semarang numbering 484 people. The number of samples in this study based on the tables Isaac and Michael level of error of 5%, the number of samples taken in this study were as many as 202 people. Methods of data processing using SPSS 17.0. Results of this study found that organizational commitment positively affects the performance of the members, this shows that the higher the commitment of the organization, the higher the performance of members in Semarang Police. Remuneration positive moderating effect of organizational commitment on the performance of members of proven, this shows that the existence of a good remuneration will strengthen the influence of organizational commitment on the performance of members of the Police Semarang. Organizational culture positive moderating effect of organizational commitment on the performance of the members, this shows that their good organizational culture will strengthen the influence of r the organization's commitment to the performance of members of the Police Semarang. Keywords: organizational commitment, remuneration, organizational culture, performance member.

KOMITMEN ORGANISASI MEMEDIASI PENGARUH TEKNOLOGI INFORMASI DAN KOMPETENSI TERHADAP KINERJA KARYAWAN (Studi Empiris Pada PT. Deksha Orla Tranggana Regional Jawa) Widhijatmiko Setyo Nugroho; endah winarti; M Taufiq
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 26, No 46 (2019)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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Abstract.The purpose of this study is to analyze the role of organizational commitment in mediating the influence of information technology and competence on employee performance. The population of this study is all employees of PT. Deksha Orla Trangana, amounting to 160 employees. The sampling method uses census method. The data processed amounted to 117 data with the data processing method using SPSS. The results of hypothesis testing show that information technology has a positive and significant influence on organizational commitment. Competence has a positive and significant influence on organizational commitment. Organizational commitment has a positive and significant effect on employee performance.. Information Technology has no effect on employee performance. Competence has a positive and significant effect on employee performance on employee performance. The results of the analysis of mediation variables using the Sobel test, found that Organizational Commitment was able to mediate the influence of information technology on employee performance. This means that the higher the organizational commitment will be able to increase the influence of information technology on employee performance. Organizational Commitment is able to mediate the influence of competence on employee performance. This means that the higher the organizational commitment will be able to increase the influence of competence on employee performance. Keywords: Information Technology, Competency, Organizational Commitment, Employee Performance. Abstrak.Tujuan dari penelitian ini adalah untuk menganalisis peran komitmen organisasi dalam memediasi pengaruh teknologi informasi dan kompetensi terhadap kinerja karyawan. Populasi dari penelitian ini adalah seluruh pegawai PT. Deksha Orla Trangana yang berjumlah 160 karyawan. Metode pengambilan sampel menggunakan metode sensus. Data yang bisa diolah berjumlah 117 data dengan metode pengolahan data menggunakan SPSS. Hasil pengujian hipotesis menunjukan bahwa teknologi informasi bepengaruh positif dan signifikan terhadap komitmen organisasii. Kompetensi berpengaruh positif dan signifikan terhadap komitmen organisasi. Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan.. Teknologi informasi tidak berpengaruh terhadap kinerja karyawan. Kompetensi berpengaruh positif dan signifikan terhadap kinerja karyawan terhadap kinerja karyawan. Hasil analisis variabel mediasi dengan menggunakan uji Sobel, menemukan bahwa Komitmen Organisasi mampu memediasi pengaruh teknologi informasi terhadap kinerja karyawan. Artinya semakin tinggi komitmen organisasi maka akan mampu meningkatkan pengaruh teknologi informasi terhadap kinerja karyawan. Komitmen Organisasi mampu memediasi pengaruh kompetensi terhadap kinerja karyawan. Artinya semakin tinggi komitmen organisasi maka akan mampu meningkatkan pengaruh kompetensi terhadap kinerja karyawan Kata kunci: Teknologi Informasi, kompetensi, komitmen organisasi, kinerja karyawan.

ANALISIS KOMITMEN AFEKTIF PEGAWAI DINAS PERHUBUNGAN KOTA SEMARANG Putri Wulan Septia Ningrum; Endah Winarti; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 25, No 44 (2018)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this research is to analyze the influence of motivation of justice and emotional intelligence on affective commitment with career satisfaction as mediation variable. The population of this study is all employees of Department of Transportation Semarang city, amounting to 225 people. The samples taken as many as 144, while that can be processed as many as 133 people. Data processing method is using SPSS. The results of hypothesis testing show that the motivation of justice has a positive and significant effect on career satisfaction, the higher the motivation of justice, the higher the career satisfaction. Emotional intelligence has a positive and significant effect on career satisfaction, the higher the emotional intelligence, the higher the career satisfaction. Career satisfaction has a positive and significant effect on affective commitment, the higher the satisfaction of the career, the higher the affective commitment. Motivation of justice has a positive and significant effect on affective commitment, the higher the motivation of justice, the higher affective commitment. Emotional intelligence has a positive and significant effect on affective commitment, the higher the emotional intelligence, the higher affective commitment. Keywords: Motivation of Justice, Emotional Intelligence, Career Satisfaction, Affective Commitment AbstrakTujuan penelitian ini adalah untuk menganalisis pengaruh motivasi keadilan dan kecerdasan emosional terhahap komitmen afektif dengan kepuasan karier sebagai variabel mediasi. Populasi dari penelitian ini adalah seluruh pegawai Dinas Perhubungan Kota Semarang yang berjumlah 225 orang. Adapun sampel yang diambil sebanyak 144, sedangkan yang bisa diolah sebanyak 133 orang. Metode pengolahan data menggunakan SPSS. Hasil pengujian hipotesis menunjukan bahwa motivasi keadilan berpengaruh positif dan signifikan terhadap kepuasan karier, semakin tinggi motivasi keadilan maka semakin tinggi kepuasan karier. Kecerdasan emosional berpengaruh positif dan signifikan terhadap kepuasan karier, semakin tinggi kecerdasan emosional maka semakin tinggi kepuasan karier. Kepuasan karier berpengaruh positif dan signifikan terhadap komitmen afektif, semakin tinggi kepuasan karier maka semakin tinggi komitmen afektif. Motivasi keadilan berpengaruh positif dan signifikan terhadap komitmen afektif, semakin tinggi motivasi keadilan maka semakin tinggi komitmen afektif. Kecerdasan emosional berpengaruh positif dan signifikan terhadap komitmen afektif, semakin tinggi kecerdasan emosional yang dilakukan maka semakin tinggi komitmen afektif. Kata kunci: Motivasi Keadilan, kecerdasan emosional, kepuasan karier, komitmen afektif

ANALISIS KOMUNIKASI DAN KOMPETENSI TERHADAP KOMITMEN ORGANISASI DENGAN PENGEMBANGAN KARIR SEBAGAI VAIABEL MODERASI (STUDI KASUS PADA AKADEMI KEPOLISIAN SEMARANG) Aris Setiadi; Endah Winarti; M. Taufiq
DHARMA EKONOMI Vol 23, No 44 (2016)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this study was to analyze the effect of communication and competence on organizational commitment to career development as moderation. The population in this study is all lecturers and instructors at the Police Academy in Semarang with a total of 179 people. In this study, the number of samples taken from all members of the population. Data processing method using SPSS 17.0. The results of this study found that communication has a positive effect on organizational commitment. Competence has a positive effect on organizational commitment. Career development is moderating the positive influence of communication on organizational commitment. Careerdevelopment also moderates the positive influence of competence on organizational commitment.Keywords: communication, competence, organizational commitment, career development and moderationABSTRAKTujuan dari penelitian ini adalah untuk menganalisis pengaruh komunikasi dan kompetensi terhadap komitmen organisasi terhadap pengembangan karir sebagai moderasi. Populasi dalam penelitian ini adalah seluruh dosen dan instruktur di Akademi Kepolisian di Semarang dengan jumlah 179 orang. Dalam penelitian ini, jumlah sampel diambil dari seluruh anggota populasi. Metode pengolahan data menggunakan SPSS 17.0. Hasil penelitian ini menemukan bahwa komunikasi berpengaruh positif terhadap komitmen organisasi. Kompetensi berpengaruh positif terhadap komitmen organisasi. Perkembangan karir merupakan memoderasi pengaruh positif komunikasi terhadap komitmen organisasi. Pengembangan karir juga memoderasi pengaruh positif kompetensi terhadap komitmen organisasi.Kata Kunci: komunikasi, kompetensi, komitmen organisasi, pengembangan karier dan moderasi

PENGARUH KOMPENSASI DAN PENGEMBANGAN KARIER TERHADAP TURNOVER INTENTION DENGAN GAYA KEPEMIMPINAN TRANSFORMASIONAL SEBAGAI VARIABEL MODERASI (Studi Empiris Terhadap Karyawan Pada PT. Berlian Khatulistiwa Line Jakarta) Bambang Sulistiyo; Tukijan .; endah winarti
DHARMA EKONOMI Vol 28, No 53 (2021)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this study was to analyze the effect of compensation and career development on turnover intention with transformational leadership as a moderating variable. The population in this study were employees at PT. Berlian Khatulistiwa Line Jakarta, amounting to 142 people. The sample was taken using a purposive judgment sampling method totaling 129 people, but 107 people returned the questionnaire. The data analysis method used in this research is Moderation Regression Analysis. The results of hypothesis testing (H1) show that compensation has a significant negative effect on turnover intention. It is proven that the increased compensation, the lower the turnover intention or the desire of employees to change jobs. The results of hypothesis testing (H2) show that career development has a significant negative effect on turnover intention, the more optimal the career development program is, the lower the employee's turnover intention or desire to change jobs. The results of the interaction test show that the hypothesis (H3) of transformational leadership moderates a significant negative effect of compensation on turnover intention is proven, the more effective the transformational leadership style will strengthen the effect of compensation in reducing turnover intention or the desire of employees to change jobs. The results of the interaction test also show that the hypothesis (H4) of transformational leadership moderates the significant negative effect of career development on turnover intention, the more effective the transformational leadership style will strengthen the effect of career development on reducing turnover intention or the desire of employees to change jobs. Keywords: Compensation, career development, transformational leadership, turnover intention ABSTRAKTujuan dari penelitian ini untuk menganalisis pengaruh kompensasi dan pengembangan karier terhadap turnover intention dengan kepemimpinan transformasional sebagai variable moderasi. Populasi dalam penelitian ini adalah karyawan pada PT. Berlian Khatulistiwa Line Jakarta yang berjumlah 142 orang. Sampel diambil menggunakan metode purposive judgment sampling berjumlah 129 namun yang mengembalikan kuesioner sebanyak 107 orang. Metode analisis data yang digunakan dalam penelitian ini adalah Analisis Regresi Moderasi. Hasil pengujian hipotesis (H1) menunjukkan kompensasi berpengaruh negative signifikan terhadap turnover intention terbukti, semakin meningkat kompensasi maka semakin menurun turnover intention atau keinginan karyawan untuk berpindah kerja. Hasil pengujian hipotesis (H2) menunjukkan pengembangan karier berpengaruh negatif signifikan terhadap turnover intention, semakin optimal program pengembangan karier maka semakin menurun turnover intention atau keinginan karyawan untuk berpindah kerja. Hasil uji interaksi menunjukkan hipotesis (H3) kepemimpinan transformasional memoderasi negatif signifikan pengaruh kompensasi terhadap turnover intention terbukti, semakin efektif gaya kepemimpinan transformasional maka akan memperkuat pengaruh kompensasi menurunkan turnover intention atau keinginan karyawan untuk berpindah kerja. Hasil uji interaksi juga menunjukkan hipotesis (H4) kepemimpinan transformasional memoderasi negatif signifikan pengaruh pengembangan karier terhadap turnover intention, semakin efektif gaya kepemimpinan transformasional maka akan memperkuat pengaruh pengembangan karier menurunkan turnover intention atau keinginan karyawan untuk berpindah kerja. Kata kunci: Kompensasi, pengembangan karier, kepemimpinan transformasional, turnover intention

Perencanaan Manajemen Sumber Daya Manusia Lembaga Pendidikan Endah Winarti
Tarbiyatuna: Jurnal Pendidikan Ilmiah Vol. 3 No. 1 (2018): Januari-Juni
Publisher : Sekolah Tinggi Ilmu Tarbiyah Ibnu Sina Malang

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In today’s dynamic and competitive organization environment, institutions face competition, not only in physical evidence but also human resources. Humans have become a strategic factor that determines the success of an educational institution. This condition leads the importance of planning activities in the management of human resources in the institutions of education. This article aims to discuss the basic concepts of human resource planning and implementation in the institutions of education. Conceptually, human resource planning is meant as a process that involves a series of activities of forecasting and estimation in the fulfillment of the needs of the workforce, as well as a strategy for human resource development in order to achieve success. Implementation in the institution including the activities of the analysis and forecasting of projection or educators and educational needs, such as human resources inventory, projected enrollment of new learners, review goals or objectives educational institutions and ending with human resource forecasting.

Pengaruh Kurs, Deposito Dan Bi Rate Terhadap Profiatbilitas Dengan Kredit Sebagai Variabel Mediasi ( Studi Empiris Pada Bank Umum Di Indonesia ) Dyah Triastuti; Endah Winarti; M. Taufiq
Jurnal Kendali Akuntansi Vol. 1 No. 2 (2023): April : Jurnal Kendali Akuntansi
Publisher : Universitas Katolik Widya Karya Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jka-widyakarya.v1i2.235

The purpose of this research is to analyze the effect of exchange rate, deposit and bi rate on profitability with credit as a mediating variable. The population in this study is all monthly data from the exchange rate, BI rate, deposits, credit and profitability (ROA) of conventional commercial banks in Indonesia. The sampling method is purposive sampling with the criteria used being the closest (up to date) period by taking available data from January 2011 to December 2021. The results of hypothesis testing show that hypothesis 1 (H1) that the exchange rate has a negative effect on credit is not proven and cannot be interpreted. Hypothesis 2 (H2) that deposits have a positive effect on credit is proven and can be interpreted that an increase in the amount of deposits will increase the amount of credit. Hypothesis 3 (H3) that the BI rate has a negative effect on credit is proven and can be interpreted that an increase will reduce the amount of credit. Hypothesis 5 (H5) that the exchange rate has a negative effect on profitability is proven and can be interpreted that an increase in the exchange rate will reduce ROA. Hypothesis 6 (H6) that the BI rate has a negative effect on ROA is not proven and cannot be interpreted. The hypothesis (H7) that exchange rates have an effect on ROA with credit as a mediating variable is not proven. Because the results of the hypothesis testing are not significant, there is no mediating effect. The hypothesis (H8) that the BI rate has an effect on ROA with credit as a mediating variable is proven, resulting in a mediating effect and it can be interpreted that an increase in the BI rate will decrease ROA.

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