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Pamuji Gesang Raharjo
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Journal : Human Capital Development

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PENGARUH MOTIVASI, LINGKUNGAN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN DI GRAND CEMARA HOTEL Pamuji Gesang Raharjo; Adittia Rusdiansyah
Human Capital Development Vol 5 No 2 (2018): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- The purpose of this study was to determine the effect of motivation, work environment, and job satisfaction on employee performance at Grand Cemara Hotel. Design/methology/approach- The survey was conducted on 60 respondents, namely all employees of Grand Cemara Hotel. The method used is quantitative descriptive. Findings- The results found that partially independent variables (motivation, work environment, and job satisfaction) affect the dependent variable (employee performance) with a significance limit of 0.05 so that it can be concluded that motivation, work environment, and job satisfaction have a significant effect on employee performance. While by simultaneous, the influence of motivation, work environment, and job satisfaction on employee performance is 47.9%.
PENGARUH MOTIVASI, LINGKUNGAN KERJA DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN DI GRAND CEMARA HOTEL Pamuji Gesang Raharjo; Adittia Rusdiansyah
Human Capital Development Vol 5 No 2 (2018): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Purpose- The purpose of this study was to determine the effect of motivation, work environment, and job satisfaction on employee performance at Grand Cemara Hotel. Design/methology/approach- The survey was conducted on 60 respondents, namely all employees of Grand Cemara Hotel. The method used is quantitative descriptive. Findings- The results found that partially independent variables (motivation, work environment, and job satisfaction) affect the dependent variable (employee performance) with a significance limit of 0.05 so that it can be concluded that motivation, work environment, and job satisfaction have a significant effect on employee performance. While by simultaneous, the influence of motivation, work environment, and job satisfaction on employee performance is 47.9%.
PENGARUH KEPEMIMPINAN, BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KOMITMEN ORGANISASI STUDI KASUS PADA HOTEL DOUBLETREE BY HILTON JAKARTA DIPONEGORO Pamuji Gesang Raharjo; Ikhsan Iraldi Wicaksana
Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

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Abstract

Purpose- This study aims to determine the effect of leadership, organizational culture and motivation on organizational commitment at Doubletree By Hilton Hotel Jakarta. Design/methology/approach- In this study, the authors conducted a survey by distributing questionnaires to employees of the Doubletree By Hilton Hotel Jakarta. The number of samples in this study were 160 employees obtained by using random non-random sampling techniques. Findings- The results of the study show the three variables jointly influence organizational commitment at Doubletree By Hilton Hotel Jakarta. By using the t test, it was found that leadership had a significant influence on increasing organizational commitment at Doubletree By Hilton Hotel Jakarta is 5.83%, while organizational culture has a significant influence on increasing organizational commitment is 32.90%, while in the motivation variable also effect on increasing organizational commitment amounted to 6.86%. If all three variables are simultaneously found the ability of the three variables to explain organizational commitment is 80.40%, other factors of 19.60% are not discussed in this study, including work environment, compensation and other things. Research limitations- But the capacity of independent leadership variables to influence the effect on organizational commitment is weaker than other variables, which are not included in this study.Practical implications- Human resource managers must maintain authentic information through available organizational communications. Apart from that it is the main area for evaluating existing leadership because it has a greater effect on organizational commitment.
PENGARUH KEPEMIMPINAN, BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KOMITMEN ORGANISASI STUDI KASUS PADA HOTEL DOUBLETREE BY HILTON JAKARTA DIPONEGORO Pamuji Gesang Raharjo; Ikhsan Iraldi Wicaksana
Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT
Publisher : LPPM Universitas Asa Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Purpose- This study aims to determine the effect of leadership, organizational culture and motivation on organizational commitment at Doubletree By Hilton Hotel Jakarta. Design/methology/approach- In this study, the authors conducted a survey by distributing questionnaires to employees of the Doubletree By Hilton Hotel Jakarta. The number of samples in this study were 160 employees obtained by using random non-random sampling techniques. Findings- The results of the study show the three variables jointly influence organizational commitment at Doubletree By Hilton Hotel Jakarta. By using the t test, it was found that leadership had a significant influence on increasing organizational commitment at Doubletree By Hilton Hotel Jakarta is 5.83%, while organizational culture has a significant influence on increasing organizational commitment is 32.90%, while in the motivation variable also effect on increasing organizational commitment amounted to 6.86%. If all three variables are simultaneously found the ability of the three variables to explain organizational commitment is 80.40%, other factors of 19.60% are not discussed in this study, including work environment, compensation and other things. Research limitations- But the capacity of independent leadership variables to influence the effect on organizational commitment is weaker than other variables, which are not included in this study.Practical implications- Human resource managers must maintain authentic information through available organizational communications. Apart from that it is the main area for evaluating existing leadership because it has a greater effect on organizational commitment.
Co-Authors Adittia Rusdiansyah Ikhsan Iraldi Wicaksana Lutfi Suyudi Ricky Talumantak