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Analisis Pengaruh Kompetensi Komunikasi Internal dan Budaya Organisasi Terhadap Kinerja Pegawai pada Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor Pally, Marlince; H, Hermayanti; Gorang, Alvonso Fanisius; Peny, Theresia Lounggina Luisa
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 21 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10219255

Kinerja pegawai merupakan hasil atau tingkatan keberhasilan seseorang secara keseluruhan selama periode tertentu dalam melaksanakan tugas dibandingkan dengan standar hasil kerja, target atau sasaran atau kriteria yang telah ditentukan terlebih dahulu dan telah disepakati bersama. Sejauh ini pegawai pada kantor sistem administrasi manunggal satu atap (SAMSAT) kabupaten alor dalam melaksanakan tugasnya masih perlu memperhatikan kinerja yang optimal sehingga berdampak pada pencapaian tujuan UPTD dinas pendapatan provinsi nusa tenggara timur kabupaten alor. Untuk itu perlu diperhatikan faktor kompetensi, komunikasi internal dan budaya organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh kompetensi, komunikasi internal dan budaya organisasi terhadap kinerja pegawai pada Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor, baik secara parsial maupun secara simultan. Responden penelitian ini adalah 40 pegawai. Pengumpulan data menggunakan teknik kuesioner, observasi, dan studi dokumentasi. Data kemudian di analisis menggunakan uji – t untuk mengetahui pengaruh secara parsial dan uji – F untuk mengetahui pengaruh secara simultan terhadap kinerja pegawai. Hasil penelitian ini menunjukan bahwa : (1). Kompetensi berpengaruh terhadap kinerja pegawai pada Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor hal ini di buktikan dengan nilai signifikansi uji t sebesar 0,023 dimana nilai ini lebih kecil dari nilai alfa yaitu 0,05. (2). Komunikasi internal berpengaruh terhadap kinerja pegawai pada Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor hal ini di buktikan dengan nilai signifikansi uji t sebesar 0,000 dimana nilai ini lebih kecil dari nilai alfa yaitu 0,05. (3). Budaya organisasi berpengaruh terhadap kinerja pegawai pada Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor hal ini di buktikan dengan nilai signifikansi uji t sebesar 0,001 dimana nilai ini lebih kecil dari nilai alfa yaitu 0,05. (4). Kompetensi, komunikasi internal dan budaya organisasi berpengaruh terhadap kinerja pegawai pada Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor hal ini di buktikan dengan nilai signifikansi uji f sebesar 0,000 dimana nilai ini lebih kecil dari nilai alfa yaitu 0,05. Dari hasil penelitian dan kesimpulan penelitian maka peneliti menyarankan bagi Responden (pegawai Kantor Sistem Administrasi Manunggal Satu Atap Kabupaten Alor) agar lebih lagi meningkatkan kinerja yang berhubungan dengan pelayanan kepada masyarakat. Saran juga diberikan Kepada kepala Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor agar selalu menghimbau kepada pegawai tentang pentingnya kompetensi, dan saling berkomunikasi secara internal dengan baik serta menanamkan nilai-nilai budaya organisasi pada kepada pegawai Kantor Sistem Administrasi Manunggal Satu Atap (SAMSAT) Kabupaten Alor demi perkembangan kinerja pegawai yang jauh lebih baik dan kinerja kantor secara keseluruhan.

Analisis Pengaruh Konflik Kerja, Stres Kerja, Komitmen Organisasi Dan Kompensasi Terhadap Kinerja Pegawai Pada Kantor Dinas Pekerjaan Umum Dan Penataan Ruang (PUPR) Kabupaten Alor (Studi Kasus Pada Kantor Dinas Pekerjaan Umum Dan Penataan Ruang Kabupaten Illu, Steven Waang; Gorang, Alvonso Fanisius; Peny, Theresia Lounggina Luisa; Hermayanti, Hermayanti
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 22 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10213330

Performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him and in this study aims to determine the effect of work conflict, work stress, organizational commitment and compensation, this type of research is quantitative research with data collection techniques, namely observation, interviews, and documentation studies. This study used primary population data and the sample was employees at the Alor Regency Public Works and Spatial Planning Office which amounted to 58 employees. And the sampling technique in this study is saturated samples. The statistical method used in this study is multiple linear regression. The results of this study show that: Partially the work conflict variable has a significant value of 0.000 where this value is smaller than the alpha value of 0.05 so that the results of this study receive H1 which states that partial work conflict has a positive effect on employee performance at the Office of Public Works and Spatial Planning of Alor Regency. The partial variable of work stress has a significant value of 0.006 where this value is smaller than the alpha value of 0.05 so that the results of this study receive H2 which states that partial work stress has a positive effect on employee performance at the Office of Public Works and Spatial Planning of Alor Regency. The partial variable of organizational commitment has a significant value of 0.000 where this value is smaller than the alpha value of 0.05 or 5% so that the results of this study receive H3 which states that partial organizational commitment has a positive effect on employee performance at the Office of Public Works and Spatial Planning of Alor Regency. Partial compensation variable has a significant value of 0.001 where this value is smaller than the alpha value of 0.05 so that the results of this study receive H4 which states that partial compensation has a positive effect on employee performance at the Alor Regency Public Works and Spatial Planning Office. Simultaneously, work conflict variables, work stress, organizational commitment, and compensation have a significant value of 0.000, where this value is smaller than the alpha value, namely H5, which states that the variables of work conflict, work stress, organizational commitment, and compensation simultaneously have a positive effect on employee performance at the Alor Regency Public Works and Spatial Planning Office.

Pengaruh Motivasi Kerja Lingkungan Kerja Dan Budaya Kerja Terhadap Kinerja Pegawai Perusahaan Pembangkit Listrik Tenaga Diesel (PLTD) Di Desa Fanating Kecamatan Teluk Mutiara Kabupaten Alor Onmau, Suku Abui Neng; Hermayanti, Hermayanti; Gorang, Alvonso Fanisius; Peny, Theresia Lounggina Luisa
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 22 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10213419

Abui Neng Onmau Tribe (2023) Thesis Title The influence of work motivation, work environment and work culture on employee performance at a Diesel Power Plant (PLTD) company, Fanating Village, Teluk Mutiata District, Alor Regency supervisor I. Theresia L. L Peny. SE. MM. and supervisor II : Dr. Hermayanti SE., MM. This study aims to determine the effect of work motivation, work environment and work culture on employee performance at a Diesel Power Plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency. This type of research is quantitative research with data collection techniques, namely observation, interviews, and documentation studies. . This study uses population primary data and the sample is employee employees on the influence of work motivation, work environment and work culture on employee performance at a Diesel Power Plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency, totaling 35 people. And the sampling technique in this study is a saturated sample. The statistical method used in this study is multiple linear regression. The results of this study indicate that: (1). partially the work motivation variable has a significance value of 0.000 or 0.0% where this value is smaller than the alpha value of 0.05 or 5% so that the results of this study accept H1 which states that the work motivation variable partially has a positive effect on employee performance at employees at the Diesel Power Plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency. (2). partially the work environment variable has a significant value of 0.011 or 1.1% where this value is smaller than the alpha value of 0.05 or 5% so that the results of this study accept H2 which states that the work environment variable partially has a positive effect on employee performance at Diesel Power Plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency (3). partially the work culture variable has a significant value of 0.002 or 0.2% where this value is smaller than the alpha value of 0.05 or 5% so that the results of this study accept H3 which states that the work discipline variable partially has a positive effect on employee performance at a Diesel Power Plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency. (4). simultaneously the variables of work motivation, work environment and work culture have a positive effect on employee performance in a diesel power plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency H4 which states that work motivation variables work environment and work culture have a positive effect on employee performance in the Diesel Power Plant (PLTD) company in Fanating Village, Teluk Mutiara District, Alor Regency (5). The magnitude of the influence of the variable work motivation, work environment and work culture on the performance of employees of the diesel power plant company (PLTD) in Fanating Village, Teluk Mutiara District, Alor Regency, this type of research is 82.2%, this study simultaneously received H5.

Analisis Pengaruh Disiplin Kerja, Kemampuan Kerja Dan Budaya Kerja Terhadap Kinerja Pegawai Pada Kantor Dinas Perumahan Kawasan Permukiman Dan Pertanahan Kabupaten Alor Manilau, Yuli Amelia; Gorang, Alvonso Fanisius; Hermayanti, Hermayanti; Peny, Theresia Lounggina Luisa
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 22 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10213494

Thesis title analysis of the influence of work discipline, work ability and work culture on employee performance at the housing settlement and land areas office of Alor Regency. This thesis examines the performance of an influential employee at the Alor District Residential Housing Office. The discussion of this thesis is intended to find out whether employee performance has a significant effect on work discipline, work ability and work culture at the housing agency office, settlement areas and land affairs Alor Regency. Employee performance is an absolute requirement that must be met in order to achieve company goals. Improving employee performance must be carried out by all components whitin the company. However, so far the employees of the housing, settlement and land areas office of Alor Regency in carrying out their duties have not paid attention to optimal performance so that it has an impact on achieving company goals. For this reason, it is necessary to pay attention to the factors of work discipline, work ability and work culture. In this study, the authors collected data using three methods, firstly the observation technique by conducting direct research observations of environmental conditions or research objects. The second is direct interviews eith the head of the service and other respondents. The three researchers also used library research by reading journals, final thesis and also profiles at the research office. The result of the study concluded that (1) Work Discipline has a positive and significant effect on the performance of employees at the housing and Land Affairs Office of Alor Regency. (2) Work Capability has a major effect on the performance of employees in the Housing and Settlement Area Housing Office of Alor Regency. (3) Work Culture has a direct effect on employee performance at the Alor District Housing and Land Affairs Office. (4) Performance has a simultaneous influence on employee performance at the Alor District Housing and Land Affairs Office.

Analisis Pengaruh Disiplin Kerja Beban Kerja Lingkungan Kerja Dan Budaya Organisasi Terhadap Kinerja Pegawai Pada Kantor Dinas Perhubungan Kabupaten Alor Duka, Adriana Th.; Peny, Theresia Lounggina Luisa; Hermayanti, Hermayanti; Gorang, Alvonso Fanisius
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 23 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10440930

Employee performance is the work performance achieved by an employee, namely the comparison between work results and the standards set at the Alor District Transportation Office. The purpose of this study was to determine the effect of work discipline, workload, work environment and organizational culture on employee performance at the Alor District Transportation Office. This type of research is a quantitative description. Samples were taken using saturated sampling technique. The sample in this study were 48 employees. Data collection tools used are observation, interviews, and literature studies. The data analysis model used to answer the hypothesis is multiple analysis, t test, F test. This research instrument test is used to measure the level of validity, reliability and classic assumptions from the answers to the research questionnaire. By using the tool to calculate SPSS version 22 For Windows. Based on the results of the validity test for each variable with a Pearson correlation value ≥ 0.3, the results of the validity test for each variable are declared valid. The reliability test results for each variable with a Crobatc Alpha value ≥ 0.6, the reliability test results for each variable are declared reliable. Shapiro-Wilk Normality test results with sig. ≥ 0.05 then the test results are declared normal. The results of the heteroscedasticity test showed that the value of each independent variable was > 0.05, so there was no heteroscedasticity in this study. The results of the multicollinearity test show that the VIF value > tolerance means that multicollinearity does not occur in this study. The results of the linearity test between the dependent variable and the independent variable show that the deviation from linearity value is > 0.05, so there is a relationship between the dependent variable and the independent variable.The analytical method used is multiple linear regression analysis technique. The results with the t test to answer the first, second, and third hypotheses, while multiple linear regression analysis simultaneously used the F test to find out the fourth hypothesis, namely to determine the effect of work discipline, workload, work environment and organizational culture on employee performance at service offices Alor Regency Transportation. Based on the results of multiple linear regression analysis calculations partially and simultaneously, the significance value of the work discipline variable is 0.020, the workload variable is 0.019, the work environment variable is 0.011, the organizational culture variable is 0.042, and the simultaneous effect of the significance value of the F test is 0.000b, the results of the t test and F test are smaller than alpha (0.05), so the hypothesis testing proposed in this study is as follows: there is an influence of work discipline, workload, work environment and organizational culture on employee performance at Alor District Transportation Office.

Analisis Pengaruh Motivasi Disiplin Kerja Dan Budaya Organisasi Terhadap Kinerja Pegawai Pada Kantor Kecamatan Alor Barat Daya Kabupaten Alor Karmani, Asgat Yames; Hermayanti, Hermayanti; Gorang, Alvonso Fanisius; Peny, Theresia Lounggina Luisa
Jurnal Ilmiah Wahana Pendidikan Vol 9 No 23 (2023): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10444350

This study aims to determine the effect of Motivation, Work Discipline and Organizational Culture on Employee Performance at the Alor Barat Daya District Office, Alor Regency. The population of this study are Civil Servants (PNS). With the number of respondents 20 people. The sampling technique uses data collection techniques. The data analysis used is multiple linear regression analysis with the t test and f test as a tool to test the research hypothesis. The results of the study show that there is a significant influence both partially and simultaneously from the variable Motivation, Work Discipline and Organizational Culture on Employee Performance. This is evidenced by the value for the motivational variable is greater than the value, which is equal to 3,931> 1,734 with a significant value of 0.001 or 0.1% where this value is smaller than the alpha value, namely 0.05 or 5%, thus the results of this study are to accept . The value for the work discipline variable is greater than the value, which is equal to 3,086 > 1,734 with a significant value of 0.007 or 0.7%, where this value is smaller than the alpha value, which is 0.05 or 5%, thus the results of this study are accepted. The value for the organizational culture variable is greater than the value of 2,225 > 1,734 with a significant value of 0,041 or 0.41% where this value is smaller than the alpha value, namely 0.05 or 5%, thus the results of this study are accepted. The value is 86,463 and this result is greater than 3,239 with a significant value of 0,000 or 0.0% where this value is smaller than the alpha value of 0.05 or 5%, so it can be concluded that the research results accept .

Pengaruh Kompetensi Pegawai Motivasi Kerja dan Disiplin Kerja Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Kantor Badan Meteorologi Klimatologi dan Geofisika (Bmkg) Stasiun Meteorologi Mali – Kabupaten Alor Peny, Theresia Lounggina Luisa; Bainhana, Isak; Esehana, Yeheskia Laazar
Jurnal Ilmiah Wahana Pendidikan Vol 10 No 21 (2024): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.14522277

This study aims to determine the Influence of Employee Competence, Work Motivation and Work Discipline on Employee Performance Through Job Satisfaction as an Intervening Variable at the Meteorology, Climatology and Geophysics Agency (BMKG) Mali Meteorological Station - Alor Regency, both partial or simultaneous influences and also direct or indirect influences on employee performance. The respondents of this study were 17 employees. Data collection used questionnaire techniques, observation, and documentation studies. The data were then analyzed using the t-test to determine the partial influence and the F-test to determine the simultaneous influence on performance. From the results of the research and the conclusions of the research, the research team suggests that Respondents (employees of the Meteorology, Climatology and Geophysics Agency, Mali Meteorological Station, Alor Regency) are expected to maintain employee performance that has been well organized until now, while continuing to improve themselves considering various changes in work situations. Suggestions are also given to the Head of the Meteorology, Climatology and Geophysics Agency, Mali Meteorological Station, Alor Regency, so that leaders who have protected and built employee competency values, work motivation, work discipline and job satisfaction that have been well embedded in this work scope can be maintained and by continuing to provide enthusiasm, motivation and innovation for the development of much better employee performance and the performance of the Meteorology, Climatology and Geophysics Agency, Mali Meteorological Station, Alor Regency as an institution.

Revitalization of Hakeng (Traditional Prohibitions) and the Concept of Traditional Fines in the Draft Village Regulations Concerning the Protection of Marine Biota from Exploitation in Harilolong East Pura : Revitalization of Hakeng (Traditional Prohibitions) and the Concept of Traditional Fines in the Draft Village Regulations Concerning the Protection of Marine Biota from Exploitation in Harilolong East Pura Pandu Sula, Ibrahim; Killa, Rudi Krisyanto Lema; Lakalet, Lestari; Laoepada, Setia Budi; Peny, Theresia Lounggina Luisa
Vivabio: Jurnal Pengabdian Multidisiplin Vol. 6 No. 3 (2024): VIVABIO: Jurnal Pengabdian Multidisiplin
Publisher : Sam Ratulangi University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35799/vivabio.v6i3.58857

This community service is a service carried out based on the results of research conducted previously. Research with the hypothesis that there is a need for revitalization of Hakeng or that traditional prohibitions can be adopted in the application of sanctions that are the same as the administrative sanctions contained in the draft Village Regulations. The approach used is to use a qualitative method approach with the concept of case studies and an empirical juridical approach focusing on the application of customary law. The implementation of the service uses the concept of forum group discussion (FGD) by presenting representatives of village officials and representatives of indigenous communities who are directly related to the scope of the problem. The material discussed relates to the existence of Hakeng or customary prohibitions today, determining the concept of implementing Hakeng and administrative sanctions in the draft Village Regulations, and procedures and mechanisms for their implementation. The results of the group discussion forum emphasize several points, namely: first, the concept of Hakeng or traditional prohibitions is still recognized for its existence and strength of religious magic and has strong traditional values, so care needs to be taken in its implementation. For this reason, Hakeng contains heavy sanctions, the traditional Hila Lele prohibition sign is used as a reminder; secondly, in the draft village regulations regarding the protection of marine biota from exploitation, the sanctions imposed are administrative sanctions in the form of fines with different rupiah amounts between the Harilolong indigenous community and people/groups of people from outside the village or foreigners, payment of fines is determined based on fishing activities which have been determined and mutually agreed upon; third, agreement on these points is absolute and must be stated in the draft Village Regulations during the discussion agenda and followed by determination ABSTRAK Pengabdian masyarakat ini merupakan pengabdian yang dilaksanakan berdasarkan hasil penelitian yang dilakukan pada waktu sebelumnya. Penelitian dengan hipotesa bahwa perlu adanya revitalisasi Hakeng atau larangan adat sekiranya dapat diadopsi dalam penerapan sanksi yang kedudukanya sama dengan sanksi administrasi yang termuat pada rancangan Peraturan Desa. Metode pendekatan yang dilakukan adalah dengan menggunakan pendekatan metode kualitatif dengan konsep case studies dan pendekatan yuridis empiris dengan berfokus pada penerapan hukum adat. Pelaksanaan pengabdian menggunakan konsep forum group discusion (FGD) dengan menghadirkan keterwakilan perangkat desa dan keterwakilan masyarakat adat yang berhubungan langsung dengan ruang lingkup permasalahan. Materi yang didiskusikan berhubungan dengan eksistensi Hakeng atau larangan adat pada masa sekarang, penentuan konsep penerapan Hakeng dan sanksi administrasi dalam rancangan Peraturan Desa, dan prosedur serta mekanisme pelaksanaanya. Hasil dari forum group discussion menekankan pada beberapa poin yakni : pertama, konsep Hakeng atau larangan adat masih diakui keberadaan dan kekuatan religious megic-nya dan memiliki nilai adat yang kuat, sehingga perlu kehati-hatian dalam pemberlakuannya. Untuk itu dengan Hakeng mengandung sanksi yang berat maka digunakan tanda larangan adat Hila Lele sebagai pengingatan; kedua, dalam rancangan peraturan desa mengenai perlindungan biota laut dari eksploitasi, sanksi yang diberlakukan adalah sanksi administrasi dalam bentuk denda dengan besaran nilai rupiah yang berbeda antara masyarakat adat Harilolong dan orang/kelompok orang dari luar desa atau orang asing, pembayaran denda ditentukan berdasarkan aktifitas melaut yang telah ditentukan dan disepakati bersama; ketiga, kesepakatan poin-poin ini menjadi mutlak dan harus tertuang dalam rancangan Peraturan Desa saat agenda pembahasan dan dilanjutkan pada penetapan.

Perspektif Kinerja Dalam Manajemen Sumber Daya Manusia (Sebuah Refleksi Dari Hasil Penelitian Internal Bidang Manajemen) Peny, Theresia Lounggina Luisa
Jurnal Ilmiah Wahana Pendidikan Vol 11 No 2.C (2025): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

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This paper is a summary of the journey of four (4) years of research conducted in the field of management science, specifically human resource management. This research was conducted in four different research locations with the aim of determining the extent to which employees' understanding of employee performance values is absorbed from a management science perspective. The results of this 4-year research conclude that: There is an influence of Democratic Leadership and Organizational Culture on Employee Performance at the Alor Regency Tourism Office. The influence of Leadership and Organizational Culture on Employee Performance at the Alor Regency Tourism Office is 80.1% There is an influence of Work Discipline, Democratic Leadership and Organizational Culture on Employee Performance at the Alor Regency Regional Disaster Management Agency Office. The influence of Work Discipline, Democratic Leadership and Organizational Culture on Employee Performance at the Regional Disaster Management Agency Office of Alor Regency is 87.1% There is an influence of Work Discipline, Democratic Leadership and Organizational Culture on Employee Performance at the Mali Airport Management Unit (UPBU) Office of Alor Regency. The influence of Individual Characteristics, Work Discipline, and Organizational Culture on Employee Performance at the Mali Airport Management Unit (UPBU) Office of Alor Regency is 87.80%. There is an influence of Employee Competence, Work Motivation, Work Discipline together on Employee Job Satisfaction at the Meteorology, Climatology and Geophysics Agency (BMKG) Mali Meteorological Station - Alor Regency by 68.06% There is an influence of Employee Competence, Work Motivation, Work Discipline and Work Satisfaction together on Employee Performance at the Meteorology, Climatology and Geophysics Agency (BMKG) Mali Meteorological Station - Alor Regency by 83.2% The magnitude of the influence of Employee Competence, work motivation and work discipline on Employee Performance through Employee Job Satisfaction at the Meteorology, Climatology and Geophysics Agency, Mali Meteorological Station, Alor Regency is 72.46%

Pengaruh Kompetensi Pegawai Motivasi Kerja Dan Disiplin Kerja Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Kantor Badan Meteorologi Klimatologi Dan Geofisika (BMKG) Stasiun Meteorologi Mali – Kabupaten Alor Peny, Theresia Lounggina Luisa; Bainhana, Isak; Esehana, Yeheskia Laazar
Jurnal Ilmiah Wahana Pendidikan Vol 11 No 6.D (2025): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

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Penelitian ini bertujuan untuk mengetahui Pengaruh Kompetensi Pegawai Motivasi Kerja Dan Disiplin Kerja Terhadap Kinerja Pegawai Melalui Kepuasan Kerja Sebagai Variabel Intervening Pada Kantor Badan Meteorologi Klimatologi Dan Geofisika (BMKG) Stasiun Meteorologi Mali – Kabupaten Alor, baik pengaruh secara parsial atau simultan dan juga pengaruh langsung atau tidak langsung terhadap kinerja pegawai. Responden penelitian ini adalah 17 pegawai. Pengumpulan data menggunakan teknik kuesioner, observasi, dan studi dokumentasi. Data kemudian di analisis menggunakan uji – t untuk mengetahui pengaruh secara parsial dan uji – F untuk mengetahui pengaruh secara simultan terhadap kinerja pegawai. Dari hasil penelitian dan kesimpulan penelitian maka tim peneliti menyarankan bagi Responden (pegawai Badan Mateorologi Klimatologi dan Geofisika Stasiun Meteorologi Mali Kabupaten Alor agar para pegawai diharapkan dapat mempertahankan kinerja pegawai yang telah tertata dengan baik sampai saat ini, sambil terus membenahi diri mengingat berbagai perubahan situasi kerja. Saran juga diberikan bagi Kepala Badan Mateorologi Klimatologi dan Geofisika Stasiun Meteorologi Mali Kabupaten Alor, agar pimpinan yang telah mengayomi dan membangun nilai nilai kompetensi pegawai, motivasi kerja, disiplin kerja dan kepuasan kerja yang telah tertanam baik dalam lingkup kerja ini dapat dipertahankan serta dengan tetap memberi semangat, motivasi dan inovasi demi perkembangan kinerja pegawai yang jauh lebih baik dan kinerja Badan Mateorologi Klimatologi dan Geofisika Stasiun Meteorologi Mali Kabupaten Alor secara kelembagaan.

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