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All Journal IMAGE Buletin Ekonomi Fundamental Management Journal IKRA-ITH ABDIMAS IKRA-ITH EKONOMIKA fundamental management journal
Emma Tampubolon, Emma
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Journal : Fundamental Management Journal

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HUBUNGAN REWARD DAN PUNISHMENT TERHADAP KINERJA PEGAWAI BAGIAN DIVISI KEPEGAWAIAN DI KEMENTRIAN KOPERASI DAN UKM JAKARTA SELATAN Octaviani, Elisabeth; Sembiring, Carrolina F.; Tampubolon, Emma
Fundamental Management Journal Vol. 1 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v1i02.218

Abstract

Research conducted at the Ministry of Cooperatives and SMEs in South Jakarta to determine the relationship of reward and punishment to employee performance. To find reward and punishment with the performance of employees in the Ministry of Cooperatives and SMEs in South Jakarta. Data obtained through field research and library research, and the distribution of questionnaires. This research was conducted at the personnel division in the Ministry of Cooperatives and SMEs Jl.H.R.Rasuna Kav.3-4 Said in South Jakarta. The research model used in this study ie the method of literature study, field studies and questionnaires conducted systematically in accordance with the purpose of research. Samples in this study were 21 employees. The analytical method used is the T test (partial) and Spearman rank correlation analysis. The results of this study indicate that the variable reward has a positive relationship with employee performance. This has been proven through the test t, where t test results showed that the t value (2.285)> t table (2,093). And the outcome variables punishment also has a positive relationship with the employee's performance as evidenced by t, where t test results showed that the t value (2.216)> t table (2,093) Of the two independent variables most dominant have a relationship with the employee's performance is reward (X1). Advice writer is a variable reward should be considered again in the offering to employees, so that employees who have competence good performance can receive a reward with justice for what he has given to the company because in this study the variable reward also have a positive relationship to the performance of employees.
HUBUNGAN KEPEMIMPINAN, MOTIVASI KERJA TERHADAP KINERJA KARYAWAN Pandapotan, Frans David; Tampubolon, Emma; Hutapea, Ganda T
Fundamental Management Journal Vol. 1 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v1i02.227

Abstract

The purpose of this study was to determine the relationship work motivation and employee performance, relationship with the leadership performance of employees of PT. Sari Coffee Indonesia. This research was descriptive - correlation with a sample of 30 employees and the data were analyzed using the Spearman rank correlation analysis. The results of this study indicate that (1) Based on the results of Spearman correlation test above can be seen significant value of 0.000 <0.05, it can be concluded that there is a significant relationship between the variables of leadership performance, while the value of Spearman correlation between leadership and performance of 0.667 which is positive and signifies the strong relationship, it means there is a positive relationship that is if the leadership increases, the performance will increase, and vice versa. (2) Based on the results of Spearman correlation test above can be seen significant value of 0.000 <0.05, it can be concluded that there is a significant relationship between the variables of motivation to performance, while the value of Spearman correlation between motivation and performance of 0.714 which is positive and indicates a great relationship strong, it means there is a positive relationship that if the motivation increases, the performance will increase, and vice versa.Keyword leadership, work motivation and employee performance.
THE INFLUENCE OF TRAINING AND DEVELOPING HUMAN RESOURCES TO EFFECTIVENESS PERFORMANCE OF EMPLOYEES Gabriyella, Sarah; L.Tobing, Suzanna Josephine; Tampubolon, Emma
Fundamental Management Journal Vol. 3 No. 1 (2018): 2540-9220 (online) Volume:3 No.1 April 2018
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v3i1.724

Abstract

This research is a research using quantitative approach. Quantitative approach or quantitative method can be interpreted as a research method based on positivism philosophy, used to research on a particular population or sample, quantitative or statistical, with the aim to test the hypothesis that has been established. Testing the data hypothesis using a simple Linear Regression technique that shows that there is an influence Training and Developing Human Resources to effectiveness performance of employees at PT Tugu Reasuransi Indonesia. The results showed that 1) Partially, the provision of Training to employees of PT Tugu Reasuransi Indonesia has a strong Relationship with Employee Performance effectiveness, with the Rank Spearman correlation value of 0.668. But the provision of Training does not have a significant effect on the effectiveness of Employee Performance at PT Tugu Reasuransi Indonesia, with t value less than t table (1.289 = 1.467065). 2) Partially, The Development of Human Resources at PT Tugu Reasuransi Indonesia has a very strong relationship with the effectiveness of Employee Performance, with a Rank Spearman correlation value of 0.919. Development of Human Resources also have a significant influence on the effectiveness of employee performance PT Tugu Reasuransi Indonesia, with tvalue greater than ttable (15.009 = 1.467065). 3) Simultaneously, the provision of Training and Development of PT Tugu Reasuransi Indonesia Human Resources has a significant influence on the effectiveness of employee performance, with the calculated Fvalue greater than Ftable (199.950 = 2.39).Key words: The Provision of Training, Developing Human Resources and Performance
RELATIONSHIP OF MOTIVATION AND WORK TRAINING TO INCENTIVES Delavega, Lydia; Tampubolon, Emma
Fundamental Management Journal Vol. 3 No. 1p (2018): pISSN : 2540-9816 EDISI CETAK Volume:3 No.1 April 2018
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v3i1p.736

Abstract

Human resource is an importan factor for the achievement of organizational goals and company. Motivation and job training provided by the company is expected to improve employee incentive. The data obtained from the result of the research through the distribution of the questionnaire.The methodology that was used is a method of surveying descriptive were selected from having the character of 47 employees and data in statistically test. ( 1 ) motivation and job training own a combined the influence of a significant impact on the distribution of an incentive.It is obtained in test F with the results of the value of f count with a value of as much as 2.950 f count 2.950 > f tabel 3.21 and value of significant ,000< 0.05 percentage point then hypothesis ho were rejected and ha accepted, which means there are significant impact motivation and job training to the distribution of an incentive employees RS.Masmitra. (2) Motivation not too having influence who significance to the distribution of an incentive employees at RS.Masmitra.This having been demonstrated to t count ,799 < 2.014 Which means variable motivation in full not too had an influence on the distribution of an incentive employees.( 3 ) job training to have an influence and significant an employee at RS.Masmitra against the distribution of an incentive to t count 2.257 2.2014 so that ho were rejected and ha received. This was supported with a statement of respondents of job training that employees they really helped in diffusing if this is set to work training. The incentives in the firm make employee semangkin, got a big boost in finish the job but in the effect on incentives, of the study conducted in monitoring that motivation not too having the effect on incentives.It can be concluded that employees more feel job training factors had more influence against incentives.Keyword : Motivation, economic.
The RELATIONSHIP OF MOTIVATION, COMMITMENT AND WORK DISCIPLINE TO EMPLOYEES PERFORMANCE IN GENERAL HOSPITALS INDONESIAN CHRISTIAN UNIVERSITY Hosiana, Debora; Tampubolon, Emma; Tobing, Fenny B.N.L
Fundamental Management Journal Vol. 3 No. 2 (2018): ISSN: 2540-9816 (print) 2540-9220 (online) Volume:3 No.2 Oktober 2018
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v3i2.923

Abstract

Human resources owned by the company must have the ability to run a business, given the factors of service provided by these employees greatly determine the of the company in the future. The ability that have been possessed must continue to be honed continuously through work experience, training, competence, discipline, work motivation was to determine the relationship of motivation, commitment and work discipline to employee performance at the Indonesian Christian University General Hospital. This research is descriptive-quantitative with a sample population of 99 employees and correlations Rank Spearmaking and Hypothesis Test. That (1) motivation for the performance of employees of the Indonesian Christian University General Hospital. This is shown by obtaining tcount (5,107) greater than t table (1,661). (2) commitment to the performance of employees of the Indonesian Christian University General Hospital. This is indicated by the obtained tcount (6,805) greater than t table (1,661). (3) to work discipline with the performance of employees of the General University of Indonesia Christian Hospital. This is indicated by the obtained tcount (6.929) greater than t table (1.661). Based on study, it can be concluded that if motivation, commitment and work discipline are carried out properly, it performance of the Indonesian Christian University General Hospital, but it needs to be addressed and improved such as giving more motivation so that employees are more active in working so that the level of in accordance with the goals and company expectations. Keywords: motivation, commitment, work discipline and performance
The Analysis of Training Factors and Motivational Factors to improve the Performance of Employees of PT. Bank Victoria Novita, Yohana; Tobing, Suzanna Josephine L.; Tampubolon, Emma
Fundamental Management Journal Vol. 4 No. 1p (2019): ISSN: 2540-9816 (print) Volume:4 No.1 April 2019
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v4i1p.1271

Abstract

This study aims to analyze (1) whether there was a relationship between training factors and the performance of employees of PT. Bank Victoria International Tbk (2) is there a relationship between motivational factors and the performance of employees of PT. Bank Victoria. The next results in this study are (1) there is a relationship between training factors and the performance of employees of PT. Bank Victoria. This is indicated by the significance value smaller than 0.05 is (0,000) <(0.005). With Spearman rank correlation coefficient of 0.481. (2) there is a relationship between motivational factors and the performance of employees of PT. Bank Victoria. This is indicated by the significance value smaller than 0.05 is (0,000) < (0.005). With Spearman rank correlation coefficient of 0.453. Keyword : training factors, motivation factors, employee performance
THE INDONESIA-TIMOR LESTE BORDER ISSUES IN NUSA TENGGARA TIMUR PROVINCE Kennedy, Posma S.J.K.; L.Tobing, Suzanna Josephine; Lumbantoruan, Rutman; Tampubolon, Emma
Fundamental Management Journal Vol. 4 No. 1p (2019): ISSN: 2540-9816 (print) Volume:4 No.1 April 2019
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v4i1p.1355

Abstract

This paper aims to look at various strategic issues which are problems that exist in the Indonesia-Timor Leste border region in East Nusa Tenggara Province, both in the determination and affirmation of border areas, as well as economic, natural resource and environmental issues, conditions infrastructure, and population, social and cultural conditions. This paper uses qualitative methods, through documentation and literature tracing, with the primary source of National Border Management Regulation No. 1/2011 on the Design of State Border Management No. 1/2015 on the 2015-2019 State Border Management Master Plan. Strategic issues in managing border areas are mainly in the aspects of setting and affirming national boundaries and perspectives of enhancing defense and security and law enforcement. While the strategic issues concerning the land border area of Indonesia-Timor Leste in the Province of East Nusa Tenggara mainly regard economic conditions, natural resources and the environment, infrastructure conditions, and population, social and cultural conditions. Keywords: Border Area, Land Border, East Nusa Tenggara, Timor Leste
THE RELATIONSHIP BETWEEN LEADERSHIP STYLE AND ORGANIZATIONAL COMMUNICATION ON EMPLOYEE PERFORMANCE Claudia, Rosalita; Tampubolon, Emma; Sunaryo, Tarsicius
Fundamental Management Journal Vol. 6 No. 1 (2021): 2540-9220 (online) Volume:6 No.1 April 2021
Publisher : Universitas Kristen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33541/fjm.v6i1.2828

Abstract

This research aims to determine how the relationship between leadership style and organizational communication on employee performance at Pondok Kelapa coffee shop. The data used in this study are secondary data in the form of primary data and secondary data. Primary data used by providing a list of questions (questionnaire) to respondents and secondary data through journals that support this research. The data analysis method used is non-parametric statistics using SPSS (Statistical Package for Social Sciences) software which can be used in social research. The hypothesis used is the Spearman Rank correlation analysis statistical technique. Based on the results of data analysis, there is no significant relationship between leadership style and employee performance of Kopiyor Pondok Kelapa as indicated by the value of tcount (1.760) <ttable (2.160). There is a significant relationship between organizational communication and employee performance of Kopiyor Pondok Kelapa which is indicated by the value of t (3.267) <t table (2.160). The author's suggestions regarding the leadership style of the leader must be able to provide motivation when employees work and continue to improve in providing direction to employees so that employee performance increases. Regarding organizational communication, the leader must be able to properly accept any complaints while working and regarding the performance of employees, employees must be able to make decisions on minor problems, fellow employees must help each other in completing tasks. Keywords:leadership style, organizational communication and employee performance.
Co-Authors ADOLF B. HEATUBUN Anton PW Nomleni Bastian Heatubun, Adolf Claudia, Rosalita Delavega, Lydia Fakhriansyah, Muhammad Gabriyella, Sarah Harya P, Timothy Wisnu Hosiana, Debora Hutapea, Ganda T Josephine L.Tobing, Suzanna Kendy, Maria Advencia Kennedy, Posma S.J.K. L.Tobing, Suzanna Josephine L.Tobing, Suzanna Josephine L.Toruan, Rutman Lumbantoruan, Rutman Melinda Malau Novita, Yohana Octaviani, Elisabeth Pandapotan, Frans David Posma Sariguna Johnson Kennedy Raintung, William Dwiarkha Lewu Richard, Amsal Sembiring, Carrolina F. Sepridayanti, Denny Setya, Roland Andi Sinaga, Sautman Siswoatmodjo, Sistomo Sitorus, Frangky Yosua Situmorang, Humala Sunaryo, Tarsicius Suwardi Mon, Petrus Suwardi, Petrus Tarigan, Lukas Timothy, Miracle Tobing, Emerald GM. Tobing, Fenny B.N.L Tobing, Suzanna Josephine L. Tobing, Suzanna Josephine L. Toruan, Rutman L. Toruan, Rutman L.