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Elida Zia'ul Huda
STIE Wijaya Mulya Surakarta
Economics, Econometrics & Finance

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PENGARUH DISIPLIN KERJA, GAYA KEPEMIMPINAN, KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN PT ASIA RECYCLE MANDIRI DI KARANGANYAR Elida Zia'ul Huda; Endang Winarsih; Ngaisah Ngaisah
JURNAL WIRANOMIKA Vol. 2 No. 1 (2023): WIRANOMIKA
Publisher : STIE Wijaya Mulya

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Abstract

The purpose of this research is to find out more deeply about the influence of work discipline, leadership style, compensation and motivation on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. The formulation of the problem found in this study is whether work discipline, leadership style, compensation and motivation have a significant and positive effect on the performance of PT Asia Recycle Mandiri employees in Karanganyar and which of the four variables has the most influence on the performance of PT Asia Recycle employees Independent in Karanganyar. The hypothesis in this study suspects that there is a significant and positive effect of work discipline, leadership style, compensation and motivation on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. And Work Discipline is the variable that has the most positive and significant effect on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. The results of data analysis in this study describe that work discipline, leadership style and compensation have a positive and significant influence on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. However, motivation does not have a positive influence on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. The results of multiple linear regression tests show that the influence of work discipline is 0.224, the influence of leadership style is 0.288, the influence of compensation is 0.370 and the influence of motivation is 0.162 on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. Compensation is the variable that has the most influence on the performance of employees of PT Asia Recycle Mandiri in Karanganyar. This is shown from the calculation of multiple linear regression coefficients (b) = 0.370. This shows that if the compensation variable increases by one unit, while the variables of work discipline, leadership style and motivation are constant at zero or fixed, then employee performance (Y) will increase by 0.370. Keywords: Work Discipline, Leadership Style, Compensation, Motivation and Employee Performance.
ANALISIS PENGARUH PELATIHAN DAN MOTIVASI TERHADAP KINERJA PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA DINAS KOMINFO KABUPATEN WONOGIRI Rahayu Kinasih; Priscilia Uning; Ahmad Husin; Elida Zia'ul Huda
JURNAL WIRANOMIKA Vol. 3 No. 2 (2024): WIRANOMIKA
Publisher : STIE Wijaya Mulya

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Abstract

The formulation of the problem in this research is: Does training influence job satisfaction for Wonogiri Regency Communication and Information Service employees? Does motivation influence job satisfaction for Wonogiri Regency Communication and Information Service employees? Wonogiri Regency Communication and Information Service Employees?, Does Motivation influence the Performance of Wonogiri Regency Communication and Information Service Employees?, Does Training influence the Performance of Wonogiri Regency Communication and Information Service Employees through job satisfaction?, Does Motivation influence the Performance of Wonogiri Regency Communication and Information Service Employees through job satisfaction?. The research results showed that the effect of training on job satisfaction was obtained with a t-count value of 1.897 > t-table 1.678 with a significance level () of 0.058 (significant). There is an influence of motivation on job satisfaction because the t-value obtained is 4.579 with a significance level () of 0.000 (significant). Because the t-count value is 4.579 > t-table 1.897, there is an influence of motivation on the work motivation of Communication and Information Service employees. There is an influence of Job Satisfaction on Performance because the t-value obtained is 4.396 with a significance level () of 0.000 (significant). Because the t-count value is 4.396 > t-table 1.897, there is an influence of Brand Image on Purchase Intention. There is no influence of training on performance because the t-value obtained is 1.250 with a significance level () of 0.212 (not significant). Because the t-count value is 1.250 < t-table 1.897, there is an influence of motivation on the performance of the Wonogiri Regency Communication and Information Service. There is an influence of motivation on performance because the t-value obtained is 3.811 with a significance level () of 0.000 (significant). Because the t-count value is 3.811 > t-table 1.897, there is an influence of motivation on the performance of the Wonogiri Regency Communications and Information Service. There is no influence of discipline on performance through job satisfaction because the t-value obtained is 1.816 with a significance level () of 0.070 (not significant). Because the t-count value is 1.816 < t-table 1.897, there is no influence of training on the performance of the Wonogiri Regency Communications and Information Service through job satisfaction. There is an influence of motivation through job satisfaction because the t-value obtained is 2.986 with a significance level () of 0.003 (significant). Because the t-count value is 2.986 > t-table 1.897, there is an influence of motivation on the performance of the Wonogiri Regency Communication and Information Service through Job Satisfaction. Keywords: Training, Motivation, Performance
Co-Authors Ahmad Husin Endang Winarsih Ngaisah Ngaisah Priscilia Uning Rahayu Kinasih