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PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP KINERJA KARYAWAN PT.BANK SULUT GO (Studi Pada Bank Sulut-Go Cabang Kawangkoan) RIDHO V. MANAWAN; Riane J. Pio; Tinneke M. Tumbel
JURNAL ADMINISTRASI BISNIS VOL 5. NO 004 (2017): JURNAL ADMINISTRASI BISNIS UNSRAT
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v0.i0.%p

Bank SulutGo is the Regional Bank of North Sulawesi which has a very influential impacton the sustainability of the economy in North Sulawesi, especially in the Government andInstitutional or Community Institutions of Bank SulutGo's vision is 'To become aprofessional banking services company and grow in a healthy way'.Transformational leadership is the process by which people engage with others, and createrelationships that enhance motivation and morality in leaders and followers. This type ofleader has an interest in the needs and motivation of followers, and tries to help followersachieve their best potential.Collection data is done by spreading the research instrument, the questionnaire thatcontains questions to measure Transformational Leadership and Employee Performance.The collected data is further processed by using simple linear regression analysisBased on the formulation of the problem, the purpose of this study is '' to know the effect oftransformational leadership on employee performance on the bank sulut Go KawangkoanBranch ''Results of data processing shows that there is a significant positive effect given byTransformational Leadership on Employee Performance PT.Bank SulutGo KawangkoanBranch. Thus the higher the Transformational Leadership of PT Bank Sulut GoKawangkoan Branch hence the higher level of Employee Performance in the company.Statistically proved that Transformational Leadership positively influence on EmployeePerformance so that hypothesis accepted.From the results of this study indicates Transformational Leadership is neededsomeone to stimulate employees to work better and make employees as the most valuableasset in the company. For employees, having a leader who is able to transform inleadership leads employees to be motivated and keans to work well for the company'sprogress.this shows the hypothesis of Transformational Leadership on Employee Performance ispositiveKeywords: Transformational Leadership, Employee Performance

PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN PADA PT. WENANG PERMAI SENTOSA ANFFERNEY DALLEN MEWOH; Riane J. Pio; Sontje Sumayku
JURNAL ADMINISTRASI BISNIS VOL 5. NO 005 (2017): JURNAL ADMINISTRASI BISNIS UNSRAT
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v0.i0.%p

PT. Wenang Permai Sentosa continues to create innovations and growth forcorporate excellence. In connection with it is important for PT. Wenang PermaiSentosa to continue to maintain the progress and excellence of his company bycreating organizational culture to be the basis, value and guidance for its employees(HR) which is as the main driver of the company in achieving business goals andprofitability. With strong organizational culture owned by employees then thecompany will continue to grow and survive. In general, the results of the analysisstates strongly agree to organizational culture and performance variables. This statesthe influence of organizational culture on the performance of employees of PT.Wenang Permai Sentosa is at a good level. With analysis test proved thatOrganizational Culture have positive effect on Employee Performance so thathypothesis accepted. So with the results of the authors concluded the factors thatmake the organizational culture effect on employee performance that employees havea commitment in the company and can work well with a team and understand whatthe company goals. The better the organization culture the employee has, the higherthe employee's performance. Thus this study proves that Organizational Culture hasa strong relationship to Employee Performance.Keywords : Organizational Culture, Employee Performance

PENGARUH KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PT BPR PRISMA DANA MANADO CHRISTIAN G. MAKALUAS; Riane J. Pio; Harry J. Sumampouw
JURNAL ADMINISTRASI BISNIS VOL 5. NO 005 (2017): JURNAL ADMINISTRASI BISNIS UNSRAT
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v0.i0.%p

Every company should be able to anticipate any changes that arise. Anticipation isintended so that the company can achieve its goals without any disruption and obstacles.Important things to note in the relationship is job satisfaction Because the level ofsatisfaction will be able to improve employee morale, so it can be concluded that therelationship between employees with the company into a reciprocal relationship. At PTBPR Prisma Dana Manado. Robbins (2001). "Job satisfaction is defined as a generalattitude of a person to his work. This definition contains a broad sense. In other words jobsatisfaction is a complex summation of a number of differentiated and discrete jobelements. "According to Robert L. Mathis and John H. Jackson Jimmy Sadeli and BayuPrawira (2001) "states that performance is basically what employees do or do not do." Inthis study the authors use is Quantitative approach. Research time is estimatedapproximately 1 month, researchers conducted research on PT. BPR Prisma DanaManado, the number of samples in this study are all populations to be studied thatamounted to about 30 people. In the results of this study Job satisfaction has a very stronginfluence in the creation of employee performance PT.BPR Prisma Dana Manadooptimally, the value of R (correlation) produced shows that the relationship between thetwo variables terebut very strong, it can be said that job satisfaction and employeeperformance are positively related meaning is the variable ability of job satisfaction inaffecting employee performance in PT.BPR Prisma Dana Manado is very big. In line withthe results of the research and the conclusions expressed, the researchers put forward somesuggestions as follows: For PT.BPR Prisma Dana Manado in order to maintain andimprove the effect of job satisfaction on performance by maintaining the existing aspects ofjob satisfaction and always supervise the performance of its employees.Keywords : : Job Satisfaction, Employee Performance.

PENGARUH KUALITAS KEHIDUPAN KERJA TERHADAP KOMITMEN ORGANISASIONAL PADA PT. HASJRAT ABADI MANADO FRIENDLY FRISKI KAUNANG; Riane J. Pio; Mieke Roring
JURNAL ADMINISTRASI BISNIS VOL 5. NO 005 (2017): JURNAL ADMINISTRASI BISNIS UNSRAT
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v0.i0.%p

The automotive sector is one of the sectors that contribute to the economic growth ofIndonesia. Job creation from the automotive sector is one of the solutions for the government inaddressing the problem of unemployment. On the hand the company in the automotive sector canachieve its goal of obtaining maximum profit. By earning the maximum profit of owners andcapital for the companyâ€™s operations can increase. Quality of work life is determined by thecompensation received by employees, the opportunity to participate in the organization, jobsecurity, work design, and the quality of interaction among members of the organization. Thepsychological dynamics of the quality of work life with organizational commitment is when thequality of working life of an employee is good then the organizational commitment will be high.Conversely, if the quality of working life is low then the organization's commitment will also below, causing a turnover in the organization. The purpose of this study is to determine whether thequality of work life has a significant effect on organizational commitment. Technical dataanalysis used in this study is the validity and reliability test questionnaire research, simple linearregression analysis and hypothesis t test. The population in this study were all employees of PTHasjrat Abadi branch of Manado which amounted to 138 people and the sample obtained byusing slovin formula and obtained as many as 58 respondents. Human as labor is the core orasset of every company, because man will be the one who will determine the role of otherresources that are included in the production process. The results showed that the quality of worklife positively affect the organizational commitment at PT Hasjrat Abadi Branch Manado andquality of work life significantly influence the organizational commitment at PT Hasjrat AbadiBranch Manado. In this studied only limited to the influence of quality of work life toorganizational commitment while other factors that also affect the organizational commitmentthat has not bee revealed how much influence. Hopefully in the next research can discuss otherfactors that have not been studied in this study.Keywords: Quality Of Work Life, Organizational Commitment

PENGARUH KEPEMIMPINAN SPIRITUAL TERHADAP KEPUASAN KERJA PADA PT. BANK SYARIAH MANDIRI KC MANADO ANDREW M. M. TUMIMBANG; William A. Areros; Riane J. Pio
JURNAL ADMINISTRASI BISNIS VOL 5. NO 005 (2017): JURNAL ADMINISTRASI BISNIS UNSRAT
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v0.i0.%p

Spiritual Leadership is a leader who can apply spiritual values intothe practice of daily leadership. job satisfaction is a set of employee feelingsabout the fun or the absence of their work. The purpose of this study is todetermine the influence of spiritual leadership on job satisfaction at PT.Bank Syariah Mandiri KC Manado. Methods of data collection usingquestionnaires and interviews. Analytical tool is the product momentcorrelation and simple linear regression to know the correlation or influenceof the variable. The result of correlation shows the relationship of spiritualleadership to job satisfaction is moderate. However, hypothesis testing showsthere is a positive influence between spiritual leadership and job satisfaction.Simple regression results show leaders have a spiritual leadership thatimpact on employee job satisfaction. The conclusion that can be taken fromthis research is there is positive and significance influence between spiritualleadership with job satisfaction at PT. Bank Syariah Mandiri KC Manado.The advice of this research is to always maintain the spiritual leadership of aleader because it is proven to increase job satisfaction from employees.Key : spiritual leadership, Job Satisfaction

Persepsi Karyawan Tentang Kode Etik Perusahaan (Studi Kasus Pada PT Astra Internasional Tbk, Daihatsu Cabang Malalayang Manado) Virnia R. L. D. Adilang; Riane J. Pio; Sandra I. Asaloei
JURNAL ADMINISTRASI BISNIS Vol. 6 No. 002 (2018): JURNAL ADMINISTRASI BISNIS
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v6.i002.%p

The purpose of this study is "To describe how employee perceptions about the application of corporate code of ethics at PT Astra International Tbk. Daihatsu Branch Malalayang Manado ". Benefits in this research is this research is expected to be used as additional reference material for further research and add references of library in department of Administration Science especially Business Administration study program and expected to be used as base and consideration of useful input for company leader and employee at PT. Astra International Tbk, Daihatsu Branch Malalayang Manado. This research uses quantitative method. Data obtained from this research is data through interviews and distribution of questionnaires distributed to all employees. The results of this study indicate that employees' perceptions about the company's code of ethics are seen as important, positive, and beneficial to employees as well as corporate leaders, in performing their duties and fulfilling their respective responsibilities to companies. And, states that the code of ethics that has been applied to the company is working properly. Most employees expressed their view that the code of ethics that has been applied to the employee is satisfactory, the company also treats its employees vaguely without specializing by looking at it in any way. This is evidenced through tabulation of data and scoring of the results that can pass the division of questionnaires. Therefore it can be concluded that most employees agree with the code of ethics that has been applied by the company.

Pengaruh Reward and Punishment Terhadap Loyalitas Karyawan di PT. Columbia Perdana Cabang Manado Tresia Karli Kawulur; William A. Areros; Riane J. Pio
JURNAL ADMINISTRASI BISNIS Vol. 6 No. 002 (2018): JURNAL ADMINISTRASI BISNIS
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v6.i002.%p

In carrying out an activity the company needs to conduct an evaluation (evaluation) on the implementation of human resource programs (HR) that has been developed in achieving the overall objectives of the company to ensure that the function of human resources (HR) has been running and contribute well in achievement success of the company. The purpose of this study are (1) To determine the effect of reward on employee loyalty PT. Columbia Perdana Branch Manado; (2) To know the effect of giving punishment to employee loyalty of PT. Columbia Perdana of Manado (3) To know the provision of rewards and punishment on employee loyalty PT. Columbia Perdana of Manado. Benefits of this research are: (1) for the researcher is to add insight about systematics reward and punishment to employee loyalty; (2) for the library to add collections and reference materials to other researchers in the field of field works; (3) for the company that is able to provide good input for PT. Columbia Perdana Of Manado to improve performance and loyalty and the wider community regarding appropriate rewards and punishments. This research uses quantitative descriptive method with data analysis technique using validity test, reliability test, multiple linear regression analysis, t test, f test, and test done manually and using SPSS application. Based on statistical analysis obtained results as follows: Hypothesis Test Results show that Reward and Punishment simultaneously affect the loyalty of employees of PT. Columbia Perdana Branch Manado, while punishment does not partially effect on employee loyalty of PT. Columbia Perdana Of Manado.

Pengaruh Kepemimpinan Etis dan Budaya Organisasi Terhadap Kinerja Karyawan Pada PT. Asuransi Umum Bumiputera Muda 1967 Angel Maudul; Riane J. Pio; Roy F. Runtuwene
JURNAL ADMINISTRASI BISNIS Vol. 6 No. 003 (2018): JURNAL ADMINISTRASI BISNIS
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v6.i003.%p

This study aims to determine the influence of ethical leadership on employee performance, to determine the influence of organizational culture on employee performance and to determine the influence of ethical leadership and organizational culture on employee performance at PT. Asuransi Umum Bumiputera Muda 1967. A leader with high ethical leadership and organizational culture can influence individuals or groups to behave in accordance with organizational or corporate goals. Therefore, companies or organizations need to pay attention to matters that include leadership ethics and organizational culture so that employee performance can be developed for the progress of the organization or company. This research uses quantitative research method, with multiple regression analysis approach to know the level of influence between variables, and t test seen from the level of significance between variables, namely ethical leadership (X1), organizational culture (X2) and employee performance (Y). While to know the value of influence of ethical leadership variable and organizational culture together to employee performance seen from F count bigger dat F table. The results of this study indicate that ethical leadership and organizational culture have a positive and significant influence on employee performance, so the hypothesis that there is influence of ethical leadership on employee performance, there is influence of organizational culture on employee performance and there is influence ethical leadership and organizational culture on employee performance otherwise acceptable.

Pengaruh Locus Of Control Dan Motivasi Terhadap Kinerja Individu Pada PT. Nusa Halmahera Minerals Brenda H. Bawanda; Riane J. Pio; Wehelmina Rumawas
JURNAL ADMINISTRASI BISNIS Vol. 6 No. 004 (2018): JURNAL ADMINISTRASI BISNIS
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v6.i004.36-44

The background of this research is PT Nusa Halmahera Minerals where the author will examineÂ the extent of the relationship between Locus Of Control and Motivation to Performance ofÂ Individuals within the scope of Human resources. The purpose of this study was to find out andÂ obtain a review of the influence of locus of control, while Motivation is an urge in a person to beÂ able to do what he wants to do, but motivation is followed by a will while individual performance ishow good or qualified employees are in carrying out their responsibilities or you can also say theÂ work done by the employee. The author takes the locus of control research title because the LOC isÂ divided into two parts, namely the external LOC and internal LOC and Motivation as a measure toÂ see whether a strong or weak relationship between variables. this is a quantitative descriptive studyÂ with a sample of 100 respondents obtained by using probability sampling method withproportionale sampling method using 1-5 Likert scale measuring instruments. to test the effect ofÂ the quality used by the instrument, test validity and reliability, while the data were analyzed usingÂ multiple linear regression method with t test and coefficient of determination (multiple correlation).Â therefore, H1 and H2 are rejected, which means that simultaneously the independent variablesÂ (locus of control and motivation) have a positive effect on the dependent variableÂ individualperformance) but are very weak or small in relation between the two. The results of the coefficientÂ of determination show that the adjusted R square rate is -0.018 or 01.8%, which means thatÂ variations in individual performance can be explained by locus of control and motivation, while theÂ remaining 98.2% can be explained by other variables outside the research variable.Key Words: Locus Of Control, Motivation, Individual Performance.

Pengaruh Disiplin Kerja Dan Loyalitas Karyawan Terhadap Kinerja Karyawan Pada PT. Columbindo Perdana Cabang Manado Anjelika W. Tamba; Riane J. Pio; Sofia A. P. Sambul
JURNAL ADMINISTRASI BISNIS Vol. 7 No. 001 (2018): JURNAL ADMINISTRASI BISNIS
Publisher : Universitas Sam Ratulangi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/jab.v7.i001.33-41

Employees as the most important elements in the organization function as a tool toÂ improve company performance. Therefore, special attention is needed so that employeeÂ performance can be maximized. The purpose of this study is to determine the effect ofÂ Work Discipline and Employee Loyalty on the performance of employees of PT.Â Columbindo Perdana Branch Office Manado. Work Discipline is a mental attitude that isÂ reflected in the actions or behavior of individuals, groups or communities in the form ofÂ adherence to the rules or regulations that have been established. Employee Loyalty is oneÂ of the elements used in employee appraisal which includes loyalty to his work, position andorganization. This research uses descriptive quantitative method with data analysisÂ techniques using validity test, reliability test, multiple linear regression analysis, t test, fÂ test, and determination coefficient using SPSS. Based on statistical analysis obtained theÂ following results: Hypothesis Test Results show that Work Discipline and EmployeeLoyalty simultaneously affect Employee Loyalty of PT. Columbindo Perdana BranchÂ Office Manado, while Employee Loyalty has no partial effect on Employee Performance ofÂ PT. Columbindo Perdana Branch Office Manado. In general, Work Discipline has beenÂ good, so it must be maintained. While Employee Loyalty must be studied further so thatboth variables can have a positive impact on Employee Performance.Keywords: Discipline, Loyalty and Employee Performance.

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