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All Journal Jurnal Mirai Management Golden Ratio of Data in Summary
mendofa, Yupiter
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Analisis Budaya Organisasi Dalam Meningkatkan Kinerja Pegawai Di Kantor Kecamatan Hiliserangkai Kabupaten Nias laoli, Risman jaya; waruwu, sukaaro; mendofa, Syah abadi; mendofa, Yupiter
Jurnal Mirai Management Vol 9, No 3 (2024)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v9i3.7441

Abstract

Setiap organisasi maupun instansi memiliki suatu tujuan, Dalam mencapai tujuannya setiap instansi dipengaruhi oleh perilaku dan sikap orang-orang yang terdapat dalam instansi tersebut. Kinerja yang optimal dapat dicapai melalui berbagai faktor, salah satunya adalah budaya organisasi yang sehat dan positif. Kinerja pegawai merupakan faktor penting dalam keberhasilan suatu organisasi, termasuk Kantor Kecamatan Hiliserangkai Kabupaten Nias. Budaya organisasi di Kantor Kecamatan Hiliserangkai Kabupaten Nias memiliki pengaruh yang signifikan terhadap kinerja pegawai. Namun, tantangan dalam meningkatkan kinerja pegawai dan budaya organisasi meliputi inovasi, pengambilan risiko, perhatian terhadap detail, dan komunikasi efektif sebagai faktor kunci.Dengan membangun budaya organisasi yang mendukung inovasi, kolaborasi, dan komunikasi yang efektif, serta menerapkan rekomendasi yang telah disusun, diharapkan kinerja pegawai di Kantor Kecamatan Hiliserangkai dapat ditingkatkan. Penelitian Ini bertujuan Untuk menganalisis budaya organisasi, mengetahui nilai-nilai dan norma yang ada dalam budaya organisasi dan mengetahui program pengembangan diri yang ada di Kantor Kecamatan Hiliserangkai Kabupaten Nias. Penelitian ini merupakan penelitian deskriptif dengan pendekatan kualitatif dengan objek penelitian Kantor Kecamatan Hiliserangkai Kabupaten Nias. Sumber data diambil dari dokumentasi, hasil wawancara dan hasil observasi. Dalam penelitian ini, wawancara dengan berbagai pertanyaan tentang topik penelitian dilakukan secara langsung. Hasil penelitian ini menunjukan bahwa Di Kantor Kecamatan Hiliserangkai Kabupaten Nias, tantangan kinerja pegawai dan budaya organisasi mencakup resistensi terhadap perubahan, komunikasi yang kurang jelas, dan minimnya insentif serta pelatihan. Nilai kerja sama, komitmen, keterbukaan, dan pelayanan publik menjadi inti budaya kerja, mendukung pencapaian tujuan bersama. Untuk meningkatkan kualitas SDM, berbagai program seperti pelatihan, workshop, dan pengembangan karir diadakan, bertujuan memperkuat potensi masyarakat lokal dan meningkatkan kualitas hidup mereka melalui kolaborasi dan pengembangan profesional serta sosial.
The Effect of Job Satisfaction on Employee Retention Hulu, Winer Berkat Jaya; Telaumbanua, Eliagus; Halawa, Odaligoziduhu; Mendofa, Yupiter
Golden Ratio of Data in Summary Vol. 5 No. 1 (2025): November - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v5i1.677

Abstract

This study aims to determine whether job satisfaction influences employee retention at CV. Golden Mart and to measure the extent of this influence. The research problem addressed is whether job satisfaction significantly affects employee retention in this organization. A quantitative research approach was employed, involving statistical analysis to draw conclusions. The population of this study consists of all 30 employees of CV. Golden Mart, and the entire population was used as the sample. Data collection utilized both primary and secondary sources. The findings of this study indicate that job satisfaction has a positive effect on employee retention. This conclusion is supported by data processing results showing a significance value (Sig.) of less than 0.05. The reliability test demonstrated Cronbach's Alpha values of 0.886 for the job satisfaction variable and 0.842 for the employee retention variable, indicating that both variables are reliable as their Cronbach's Alpha values exceed 0.6. Furthermore, autocorrelation analysis using the runs test method yielded a value of 0.041, suggesting no autocorrelation in the data since the significant value exceeds 0.05. The coefficient of determination (R Square) was calculated at 0.787, indicating that 79% of employee retention can be explained by job satisfaction. The t-test results further confirmed that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected, affirming a significant influence of job satisfaction on employee retention at CV. Golden Mart in Gunungsitoli. The analysis also highlights specific indicators of job satisfaction and employee retention. For the job satisfaction variable, the strongest indicators include supervision, wages/salary, and coworker relationships, while weaker indicators are job characteristics and promotion opportunities. Regarding employee retention, the most prominent indicators are organizational components, rewards, and employee relations, whereas career opportunities and job design are the least significant. These findings provide valuable insights into the relationship between job satisfaction and employee retention at CV. Golden Mart.
The Effect of Job Satisfaction on Employee Retention Hulu, Winer Berkat Jaya; Telaumbanua, Eliagus; Halawa, Odaligoziduhu; Mendofa, Yupiter
Golden Ratio of Data in Summary Vol. 5 No. 1 (2025): November - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v5i1.677

Abstract

This study aims to determine whether job satisfaction influences employee retention at CV. Golden Mart and to measure the extent of this influence. The research problem addressed is whether job satisfaction significantly affects employee retention in this organization. A quantitative research approach was employed, involving statistical analysis to draw conclusions. The population of this study consists of all 30 employees of CV. Golden Mart, and the entire population was used as the sample. Data collection utilized both primary and secondary sources. The findings of this study indicate that job satisfaction has a positive effect on employee retention. This conclusion is supported by data processing results showing a significance value (Sig.) of less than 0.05. The reliability test demonstrated Cronbach's Alpha values of 0.886 for the job satisfaction variable and 0.842 for the employee retention variable, indicating that both variables are reliable as their Cronbach's Alpha values exceed 0.6. Furthermore, autocorrelation analysis using the runs test method yielded a value of 0.041, suggesting no autocorrelation in the data since the significant value exceeds 0.05. The coefficient of determination (R Square) was calculated at 0.787, indicating that 79% of employee retention can be explained by job satisfaction. The t-test results further confirmed that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected, affirming a significant influence of job satisfaction on employee retention at CV. Golden Mart in Gunungsitoli. The analysis also highlights specific indicators of job satisfaction and employee retention. For the job satisfaction variable, the strongest indicators include supervision, wages/salary, and coworker relationships, while weaker indicators are job characteristics and promotion opportunities. Regarding employee retention, the most prominent indicators are organizational components, rewards, and employee relations, whereas career opportunities and job design are the least significant. These findings provide valuable insights into the relationship between job satisfaction and employee retention at CV. Golden Mart.
Co-Authors Hulu, Winer Berkat Jaya laoli, Risman jaya mendofa, Syah abadi Odaligoziduhu Halawa