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All Journal Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura REKAYASA
Sukmo Hadi Nugroho
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Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Economics, Econometrics & Finance Electrical & Electronics Engineering Engineering Physics Social Sciences

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Aplikasi Metode Regresi Untuk Analisis Variabel Moderasi pada Personel Organisasi Militer Adi Bandono; Sukmo Hadi Nugroho; Okol Sri Suharyo
Rekayasa Vol 15, No 2: Agustus 2022
Publisher : Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/rekayasa.v15i2.15505

Abstract

The achievement of the vision, mission and also the target of a military institution is strongly influenced by soldiers or personnel who are human resource capital. In terms of human resources or personnel, of course, they have work motivation that must be maintained in order to survive in military organizations. Potential human resources and in accordance with their field of work will support the achievement of the organization if they are utilized optimally. This study aims to find answers about how the influence of organizational culture (X1) and job satisfaction (X2) on the work motivation of military personnel (Y) with work facilities as moderating variables (X3). The scientific method used in this research is survey research using a quantitative approach, the data analysis carried out in this study by analysis using statistical model tests. The results obtained in this study are (a) Organizational culture (X1) has a significant effect on work motivation (Y) in Institutions or Military Organizations, (b) Job satisfaction (X2) has a significant effect on work motivation (Y) in Institutions or Organizations. Military, and (c) Work facilities (X3) have a significant effect on work motivation (Y) in Military Institutions or Organizations. Based on the test results, it is also known that there is an effect of these variables after interacting with the work facilities variable as a moderating variable, the results obtained that have a significant effect on the work motivation of personnel. So it can be concluded that work facilities moderate organizational culture and job satisfaction so that it affects the increase in work motivation in military institutions or organizations.
The Influence Of Leadership, Organizational Culture, And Work Competence On Employee Performance Through Work Motivation Tito Widayanto; Sukmo Hadi Nugroho
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 15, No 2: Oktober 2022
Publisher : LPPM Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v15i2.18807

Abstract

This research was conducted to explore the influence of leadership, organizational culture, and work competence on employee performance which is mediated by work motivation. This research is a development of previous research on employees in one of the local government agencies. The contribution of this research is expected to be able to provide new information at the theoretical/scientific level of human resource management and add new references and managerial implications that can be positively applied to non-profit organizations. Referring to the results of previous research and empirical theory related to the learning process of human resource management, this research was conducted using a survey data collection method by distributing questionnaires online, respondents were selected based on a purposive method sampling of ministry employees in charge of coordination in the fields of politics, law, and security. The analysis in this study uses factor analysis and Lisrel structural equation modeling (SEM). The findings from this study are that leadership and organizational culture are not directly related to employee performance, but the role of leadership and organizational culture can be related to employee performance through the mediation of work motivation. The managerial implication of this research for the organization is being able to encourage the role of a leader to be able to improve the performance of its employees in the organization and the various cultures within the organization can be uniformed following the culture which can provide positive changes to the work motivation of employees to achieve organizational goals. 
Effect of Work Stress, Extrinsic and Intrinsic Motivation on Job Satisfaction and Employee Performance Rensi Pradias Sari; Sukmo Hadi Nugroho
Rekayasa Vol 16, No 2: Agustus 2023
Publisher : Universitas Trunojoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/rekayasa.v16i2.19697

Abstract

Aspects of human resources is one of the important factors that must be considered in the company. In order for companies to survive in the face of increasingly fierce business competition, management needs to make changes within the company with the aim of being able to further improve employee performance so that it is more optimal. The problem that is often faced by every company is regarding employee performance which tends to decline. One of the factors is the work stress experienced by employees. This study aims to explore the effect of job stress and extrinsic and intrinsic motivation on employee performance through the mediation of job satisfaction at the financing company PT BFI Finance Indonesia Tbk. This study uses data collection methods survey and distribution of questionnaires online, respondents were selected by the method purpose sampling. The sample of this research are employees Head Office working in parts Project Management Office, Asset Management and Human Capital at the staff level with a working period of more than 6 months. Data analysis techniques using Structural Equation Modeling (SEM) with LISREL. The results of this study explain that the variables that influence job satisfaction and employee performance are low levels of stress and intrinsic motivation. There are findings where extrinsic motivation has no positive effect on job satisfaction and employee performance.
Co-Authors Adi Bandono Okol Sri Suharyo Rensi Pradias Sari Tito Widayanto