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All Journal Jurnal Fokus Manajemen Advances in Management & Financial Reporting
Simanjuntak, Naomi Syallom Chatrin
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Peran Kebijakan, Sistem Penilaian Berbasis Tujuan terhadap Motivasi Intrinsik Karyawan Perusahaan Rizky, M. Chaerul; Simanjuntak, Naomi Syallom Chatrin; Syaputra, Dino; Sanjaya, Sanjaya
Advances in Management & Financial Reporting Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/amfr.v4i1.696

Abstract

Tujuan: Artikel ini bertujuan untuk menganalisis peran kebijakan perusahaan dan sistem penilaian kinerja berbasis tujuan dalam meningkatkan motivasi intrinsik karyawan, serta mengkaji keterkaitan ketiganya sebagai satu kesatuan sistem manajemen sumber daya manusia dalam menghadapi dinamika lingkungan bisnis modern.. Metode Penelitian: Artikel ini menggunakan pendekatan kualitatif dengan metode studi literatur. Data diperoleh melalui penelaahan sistematis terhadap artikel ilmiah nasional dan internasional, khususnya jurnal terindeks SINTA dan jurnal bereputasi lainnya yang relevan dengan topik kebijakan perusahaan, sistem penilaian kinerja berbasis tujuan, dan motivasi intrinsik karyawan. Analisis data dilakukan secara deskriptif-analitis dengan mensintesis temuan-temuan utama dari penelitian terdahulu. Hasil dan Pembahasan: Hasil kajian menunjukkan bahwa kebijakan perusahaan yang adil, transparan, dan berorientasi pada pengembangan karyawan berperan signifikan dalam membentuk iklim kerja yang mendukung motivasi intrinsik. Selain itu, sistem penilaian kinerja berbasis tujuan terbukti mampu meningkatkan motivasi intrinsik apabila diterapkan secara partisipatif, jelas, dan disertai umpan balik yang konstruktif. Integrasi antara kebijakan perusahaan dan sistem penilaian kinerja menjadi faktor kunci dalam mendorong keterlibatan kerja, komitmen organisasi, dan kinerja karyawan secara berkelanjutan. Implikasi: Secara teoretis, penelitian ini memperkaya kajian manajemen sumber daya manusia terkait pengembangan motivasi intrinsik melalui kebijakan dan sistem penilaian kinerja. Secara praktis, hasil penelitian dapat menjadi acuan bagi perusahaan dalam merancang kebijakan dan sistem penilaian kinerja yang lebih humanis, objektif, dan berorientasi pada pengembangan karyawan.
Analysis of the Influence of Competence, Compensation, and Workload on Employee Performance at PT Waruna Shipyard Indonesia Simanjuntak, Naomi Syallom Chatrin; Pratama, Siswa; Setiawan, Abdi
Jurnal Fokus Manajemen Vol 6 No 2 (2026): Mei
Publisher : LPPJPHKI Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jfm.v6i2.11280

Abstract

This study aimed to examine the effects of competence, compensation, and workload on employee performance at PT Waruna Shipyard Indonesia. The population of this study consisted of 413 employees, with a sample of 81 respondents determined using the Slovin formula. This study used primary quantitative data collected through questionnaires and processed using SPSS version 24. The analytical technique employed was multiple linear regression analysis. The results showed that competence, compensation, and workload, both partially and simultaneously, had positive and significant effects on employee performance at PT Waruna Shipyard Indonesia. Competence had a regression coefficient of 0.572, a t-value of 4.052, and a significance value of 0.000. Compensation had a regression coefficient of 0.244, a t-value of 2.975, and a significance value of 0.004. Workload had a regression coefficient of 0.247, a t-value of 2.542, and a significance value of 0.013. The F-test results showed an F-value of 142.478 with a significance value of 0.000. The t-table value was 1.991 and the F-table value was 2.723, indicating that t-count was greater than t-table and F-count was greater than F-table with a significance value below 0.05. Thus, Ha was accepted and Ho was rejected, indicating a significant effect. These findings indicated that hypotheses H1, H2, H3, and H4 were accepted and empirically proven, as the results were consistent with the proposed hypotheses. The most dominant variable influencing employee performance was competence, as it had the highest regression coefficient and t-value. Approximately 84.1% of employee performance was explained by competence, compensation, and workload, while the remaining percentage was influenced by other factors. Employee performance had a very strong relationship with competence, compensation, and workload, as indicated by an R value of 0.921.
Co-Authors M. Chaerul Rizky Pratama, Siswa Sanjaya sanjaya Setiawan, Abdi Syaputra, Dino