Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
P-Index
This Author published in this journals
All Journal Jurnal Ilmiah Edunomika (JIE) Wiranomika
Priscilia Uning
STIE Wijaya Mulya Surakarta
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

Published : 2 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 2 Documents
Search

 1 
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

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

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
PENGARUH KOMPENSASI, MOTIVASI, BUDAYA ORGANISASI DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI PT. BPR BANK SUKOHARJO (PERSERODA) Anggi Shela Ningrum; Sri Isfantin Puji Lestari; Priscilia Uning
JURNAL ILMIAH EDUNOMIKA Vol. 10 No. 2 (2026): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v10i2.19774

Abstract

Penelitian ini bertujuan untuk menganalisis Pengaruh secara parsial maupun simultan Kompensasi, Motivasi dan Lingkungan Kerja terhadap Kinerja Pegawai BPR Sukoharjo.selanjutnya menganalisis variabel yang paling dominan mempengaruhi Kinerja Pegawai BPR Sukoharjo BPR Sukoharjo. Jenis penelitian ini adalah penelitian kuantitatif dengan teknik pengumpulan data kuesioner. Adapun sampel dalam penelitian sebanyak 34 responden dengn teknik pengambilan sampel yaitu sensus. Dari hasil analisis data diperoleh nilai t-hitung kompensasi sebesar 5,052 dengan taraf signifikan 0,000, untuk t-hitung motivasi sebesar 4,202 engan taraf signifikan 0,000, untuk t-hitung budaya organisasi sebesar 2,081 dengan taraf signifikan 0,046 dan untuk t hitung lingkungan kerja sebesar 2,689 dengan taraf signifikan 0,012. Karena nilai signifikansinya < (lebih kecil) dari 0,05, maka dapat disimpulkan bahwa variabel Kompensasi, Motivasi, Budaya Organisasi dan lingkungan kerja berpengaruh terhadap kinerja Pegawai BPR Sukoharjo. Selain parsial, secara simultan variabel Kompensasi, Motivasi, Budaya Organisasi dan lingkungan kerja juga berpengaruh terhadap kinerja Pegawai BPR Sukoharjo. Hal ini ditunjukkan dengan besarnya nilai F hitung sebesar 62.968 dengan tingkat signifikasinya sebesar 0,000. Karena nilai signifikansinya 0,000 < 0,05, maka terdapat pengaruh secara simultan atau bersama-sama variabel variabel Kompensasi, Motivasi, Budaya Organisasi dan lingkungan kerja terhadap kinerja Pegawai BPR Sukoharjo. Dari keempat variabel tersebut, variabel yang paling dominan mempengaruhi kinerja pegawai pada BPR Sukoharjo adalah Motivasi. Hal ini ditunjukkan dengan besarnya nilai b2 (motivasi) 0,481 > b1 (kompensasi) 0,309 > b4 (lingkungan Kerja) 0,190 > b3 (budaya organisasi) 0,112.
Co-Authors Ahmad Husin Anggi Shela Ningrum Elida Zia&#039;ul Huda Rahayu Kinasih Sri Isfantin Puji Lestari