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<![CDATA[IMPACT OF WORK MOTIVATION AND PEDAGOGIC COMPETENCY ON THE PERFORMANCE OF TEACHERS’ KINDERGARTEN IN BANDAR SRIBHAWONO, EAST LAMPUNG REGENCY ]]>
<![CDATA[Nani Winayu]]>;
<![CDATA[Siti Patimah]]>;
<![CDATA[Ahiruddin Ahiruddin]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 7, No 1 (2023): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v7i1.2247
<![CDATA[The object of this research is a kindergarten teacher in Bandar Sribhawono District, East Lampung Regency. The problem in this study is that the performance of Kindergarten teachers in Bandar Sribhawono Sub-district is less than optimal due to the lack of compensation received by the teacher so that it interferes with the work motivation of teachers in teaching and problems in the form of lack of mastery of teaching materials and the lack of teacher ability in managing teaching and learning programs indicate the quality of kindergarten teacher performance is lacking. optimal. The purpose of this study was to determine the impact of work motivation and pedagogic competence on the performance of kindergarten teachers in Bandar Sribhawono District, East Lampung Regency. The type of this research is quantitative descriptive using population technique from all kindergarten teachers in Bandar Sribhawono District, East Lampung Regency as many as 69 teachers. The results of testing the hypothesis of the effect of work motivation (X1) on performance (Y) partially show that the t value of the work motivation variable is 4.500 with a constant of 3.052 in t table with 69 db and a significant level of 0.05 obtained 1.679 because t count t table then Ha is accepted, meaning that work motivation has a positive effect on the performance of kindergarten teachers in Bandar Sribhawono District, East Lampung Regency. teacher pedagogic competence while the remaining 76.9% is explained by other variables outside of this research variable. Testing the hypothesis of the effect of pedagogic competence on performance partially shows that the t value of the teacher pedagogical competence variable is 3,596 with a constant of 3.467 at t table with 69 db and a significant level of 0.05 obtained 1.679 because t count t table then Ha is accepted, meaning that pedagogical competence has an effect positive on the performance of kindergarten teachers in Bandar Sribhawono District, East Lampung Regency. Hypothesis testing simultaneously variable work motivation and variable pedagogic competence have a positive effect simultaneously (simultaneously) on performance. This can be seen from the calculated F value of 9936 which is greater than the f table of 3.204 The significance value of 0.000 which is smaller than 0.05 indicates that together work motivation and pedagogical competence have a positive and significant effect on the performance of Kindergarten teachers in Bandar Sribhawono District, District East Lampung.]]>
<![CDATA[THE EFFECT OF JOB ATTACHMENT AND INCOME SATISFACTION ON EMPLOYEE PERFORMANCE AT PT. LAMBANG BUMI PERKASA ]]>
<![CDATA[Suhariyanto Suhariyanto]]>;
<![CDATA[Bovie kawulusan]]>;
<![CDATA[David Ariswandy]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 7, No 1 (2023): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v7i1.2253
<![CDATA[Companies that have resources such as assets, machines, and methods cannot provide optimal results if they are not supported by human resources who have more optimal performance in the face of high competition. This study aims to examine the effect partially or simultaneously of variables of job attachment and income satisfaction on employee performance at PT. Lambang Bumi Perkasa. This study took 40 respondents as a sample and used sampling using simple random sampling techniques. The analytical tool used in this study is multiple linear regression. The tests carried out are with classical assumption tests, F tests, and t tests. The results of this study explain that: Work engagement has an influence on Employee Performance at PT. Lambang Bumi Perkasa in Terbanggi Ilir Central Lampung. The Job Attachment has an influence of 34 percent on the Performance of PT. Lambang Bumi Perkasa. Income Satisfaction has an influence on Employee Performance at PT. Lambang Bumi Perkasa in Terbanggi Ilir Lampug Tengah, while Income Satisfaction has an influence of 54.6 percnet on the Performance of PT. Lambang Bumi Perkasa. Work Attachment and Income Satisfaction together have an influence on Employee Performance at PT. Lambang Bumi Perkasa in Terbanggi Ilir Central Lampung.]]>
<![CDATA[THE INFLUENCE OF TRAINING AND HUMAN RESOURCES DEVELOPMENT ON THE PERFORMANCE OF EMPLOYEES OF THE COMMUNICATIONS AND INFORMATICS OFFICE OF Tulang Bawang District ]]>
<![CDATA[Yati, Indra]]>;
<![CDATA[Ayu, Maristiana]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 7, No 2 (2023): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v7i2.2495
<![CDATA[The phenomenon that occurs at the Department of Communication and Informatics of Tulang Bawang Regency regarding employee training is the minimum number of trainings attended by employees. The phenomenon that occurs related to the development of human resources in the Department of Communication and Informatics in Tulang Bawang Regency is still not optimal. Seeing and paying attention to the problems of HR training and development as described above, it is suspected that this accumulation of problems also contributes to weak performance, this can be seen from the realization of the implementation of work targets that are not according to plan. The formulation of the problem in this study is whether the influence of training and development of human resources either partially or simultaneously on employee performance. The purpose of this study was to study the influence of training and human resource development on employee performance. The hypothesis in this study is that there is an influence of training and human resource development either partially or simultaneously on employee performance. The sample in this study amounted to 40 employees. Data collection techniques include observation, data collection and questionnaires. Methods of data analysis using a quantitative approach with the help of statistical tools SPSS version 21.0 includes the calculation of validity tests, reliability tests, simple and multiple linear regression tests, t tests, F tests and tests of the coefficient of determination. The results of hypothesis testing show that the training variable partially has a positive influence on performance with a contribution of 54.3%. Human resource development has a positive influence on performance with a contribution of 49.6%. Simultaneous hypothesis testing shows that training and human resource development variables together have a positive influence on employee performance variables with a contribution of 58.7%]]>
<![CDATA[THE INFLUENCE OF WORK DISCIPLINE AND EDUCATIONAL COMPETENCY ON EMPLOYEE PERFORMANCE IN PERSONNEL AGENCYAND HUMAN RESOURCES DEVELOPMENT NORTH LAMPUNG DISTRICT ]]>
<![CDATA[Febriyantina, Reni]]>;
<![CDATA[Junaidi, Junaidi]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 7, No 2 (2023): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v7i2.2510
<![CDATA[Human resources have an important role for the organization because human resources as system managers, so that this system continues to run, of course in managing it must pay attention to important aspects such as competence, discipline, education and training as well as the level of comfort at work so that the employees concerned can be encouraged to provide all capabilities according to the needs of the organization. Human resources with good performance will eventually produce good employee performance as well. Employee performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. This research was conducted at the Staffing and Human Resources Development Agency in Lampung Utara Regency. The type of research used in this research is field research, which is quantitative in nature where the explanation is objective by explaining the existing approaches, with a total sample of 19 respondents. The results of this study are that the variable Work Discipline (X1) influences employee performance (Y) by 61.1%, Educational Competency Variable (X2) influences employee performance (Y) by 53.9%, and Work Discipline (X1) and Competence Education ( X2) simultaneously influences employee performance (Y) by 54.9%]]>
<![CDATA[THE INFLUENCE OF MORALE AND COMPENSATION ON ORGANIZATIONAL PERFORMANCE AT THE EDUCATION OFFICE TULANG BAWANG DISTRICT ]]>
<![CDATA[Firdaus, Firdaus]]>;
<![CDATA[Mustakim, Senen]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 7, No 2 (2023): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v7i2.2520
<![CDATA[This study aims to determine the effect of work enthusiasm and compensation on organizational performance at the Tulang Bawang Regency Education Office. The method used in this research is quantitative, using multiple linear regression analysis techniques. The sample in this study amounted to 26 employees. Data collection techniques include observation, documentation and questionnaire activities. The data analysis method uses a quantitative approach with the help of SPSS version 21.0 statistical tools including the calculation of validity tests, reliability tests, simple and multiple linear regression tests, t tests, F tests and coefficient of determination tests. The results of hypothesis testing show that the work enthusiasm variable partially has a positive effect on performance with a contribution of 46.4%. Compensation has a positive effect on performance with a contribution of 45.6%. Simultaneous hypothesis testing shows that the work enthusiasm and compensation variables together have a positive effect on the organizational performance variable with a contribution of 56.0%, while the remaining 44.0% is a variation of other variables outside this study. Keywords: morale, compensation, organizational performance]]>
<![CDATA[THE INFLUENCE OF WORK ETHIC AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE AT THE OFFICE OF THE REGIONAL REVENUE AGENCY OF PESAWARAN DISTRICT ]]>
<![CDATA[Kurniasih, Yuli]]>;
<![CDATA[Zainudin, Bustami]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 8, No 2 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v8i2.3908
<![CDATA[Employee performance management is an important part of the success of an organization, so to optimize employee performance, organizations must pay attention to work standards and the work environment. Pre-research results show that employees still have not reached their best level. This study aims to determine how work ethic and work environment partially and simultaneously impact employee performance at the Pesawaran Regency Regional Revenue Agency. Quantitative research was used. In this study, there were 61 employees. Observation, documentation, and questionnaires are the data collection methods used. The analysis used is multiple linear regression, in which the t test and f test are used to test the hypothesis. The results showed that tcount = ttable, ttable = tcount, and ttable = ttable. In addition, there is evidence that work ethic and work environment affect overall employee performance, as shown by the Fcount = Ftable value. Work ethic and work environment contribute to employee performance at the Regional Revenue Agency of Pesawaran Regency by 91.9 percent, and other factors not examined in this study affect the rest.]]>
<![CDATA[THE INFLUENCE OF WORK ENVIRONMENT AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT THE ONE-STOP INVESTMENT AND INTEGRATED SERVICE OFFICE OF THE NORTH LAMPUNG DISTRICT ]]>
<![CDATA[Jayanti, Eva Yani]]>;
<![CDATA[Nuzleha, Nuzleha]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 8, No 1 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v8i1.4324
<![CDATA[The research objective in this thesis is to examine the effect of Work Environment and Work Motivation on Employee Performance at the Investment Office and One-Door Integrated Service of North Lampung Regency. The research method used is the Quantitative Analysis Method, this research uses a census research method which according to Suharsimi Arikunto if the research object is less than 100 then it is better to take all, then if the number is more than 100 then it can be taken between 10-30%. According to existing data, the respondents amounted to 39 populations. The results showed that the work environment had a positive effect on the performance of employees of the Investment Office and One-Door Integrated Services of North Lampung Regency with an influence contribution of 57.3% and the remaining 42.7% was explained by other variables not studied in this study. Furthermore, Work Motivation also has a positive effect on Employee Performance with an influence contribution of 65.6%, the remaining 34.4% is explained by other variables not examined in this study. The regression test shows that together there is a positive influence between Work Environment and Work Motivation on Employee Performance. The magnitude of the influence of the two variables X1 and X2 on Y is 73.7%, and the remaining 26.3% is influenced by other factors not examined in this study.]]>
<![CDATA[The Effect of Work Discipline and Reward Punishment on Employee Performance of the Tulang Bawang Regency Agriculture Office ]]>
<![CDATA[Ratikaningsih, Sisda]]>;
<![CDATA[Josiah, Trisnowati]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 8, No 1 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v8i1.4329
<![CDATA[Work discipline at the Tulang Bawang Regency Agriculture Office is essential for employee performance and optimal service quality. But discipline levels remain low, with many employees often late or absent without a clear reason at more than 5%. This hampers the objectives of the work program. Due to budget and regulatory constraints, rewards and punishments have not been formally used. As a result, many employees have become unmotivated, resulting in decreased performance and productivity. The agency is submitting a proposal to the local government for better policies to improve employee performance. Using a quantitative descriptive approach, this research was conducted at the Agriculture Office of Tulang Bawang Regency. The purpose of this study was to provide a systematic and honest description of work discipline and penalty punishment systems, and how these impact on employee performance. This study involved all 85 employees of the agency, so the sample was almost the same as all employees, namely 84 people. The dependent variable, employee performance (Y), is expected to be influenced by the independent variables (X1) and payment penalty (X2). The results of data analysis and hypothesis testing show that Work Discipline (X1) affects employee performance (Y) at the Tulang Bawang Regency Agriculture Office by 59.9 percent. Punishment Punishment (X2) affects employee performance by 61.9 percent simultaneously, and Work Discipline (X1) affects employee performance by 51.2 percent. Other factors affect 48.8 percent of the total.]]>
<![CDATA[THE INFLUENCE OF HUMAN RESOURCE QUALITY AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT CV. BUMI ADIL IN KEC.TEGINENENG KAB.PESAWARAN ]]>
<![CDATA[Yusneli, Erma]]>;
<![CDATA[Parela, Epi]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 8, No 1 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v8i1.3949
<![CDATA[Human Resources (HR) has a very important role as the potential for all company activities. The success of an organization or organization is influenced by employee performance or the work achieved by an employee in performing tasks in accordance with the responsibilities given to him. Human resources have a very strategic position in the organization, which means that the human element plays an important role in carrying out activities to achieve goals. The better the quality of human resources in a company, the higher the competitiveness of the company against other companies. The human resource management system is very important for the effectiveness of running activities or sustainability in a company. Good and maximum HR management will provide maximum employee performance output. Another factor that is believed to contribute to high and low performance is compensation for employees. Employees will tend to show their best performance if the organization pays proper attention and meets the needs of employees. The purpose of this research is to find out: 1. The effect of infrastructure facilities on employee performance 2. The effect of compensation on employee performance 3. The effect of infrastructure facilities and compensation together on the performance of UPTD employees of the PSDA Service Region I Pringsewu. This research uses descriptive quantitative research methods, namely research methods that use data in the form of numbers in analyzing the facts found which aim to determine the relationship between variables in a population. The analysis used is simple and multiple regression. This study used 47 respondents. Based on the results of data analysis, the answers to the hypotheses are found, namely as follows; There is an influence of Infrastructure Facilities (X1) on Performance (Y) at UPTD Dinas PSDA Region I Pringsewu, with an influence level (R-square) of 69.8%. There is an influence of Compensation on Performance at UPTD Dinas PSDA Wilayah I Pringsewu with an influence level of 88%. There is an influence of Infrastructure Facilities and Compensation together on Performance at UPTD Dinas PSDA Wilayah I Pringsewu, with an influence level of 89.2%.]]>
<![CDATA[THE INFLUENCE OF ACADEMIC COMPETENCE AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT THE KOTABUMI SUB-DISTRICT OFFICE, NORTH LAMPUNG REGENCY ]]>
<![CDATA[Noviana, Linda]]>;
<![CDATA[Z, Bustami]]>
<![CDATA[ Saburai International Journal of Social Sciences and Development Vol 8, No 1 (2024): SABURAI INTERNASIONAL JOURNAL OF SOCIAL SCIENCES AND DEVELOPMENT ]]>
Publisher : <![CDATA[University of Sang Bumi Ruwa Jurai ]]>
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DOI: 10.24967/saburaiijssd.v8i1.2548
<![CDATA[Employee performance is the result of work in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities given to him. Performance improvement is the most important thing desired by both employees and the organization. To achieve these performance goals, it is necessary to increase academic competence and employee work discipline. From the results of interviews with 21 employees, it can be seen that indicators of low employee performance are still low, of course this is influenced by the condition of employees who are still lacking in discipline and the competence of employees who have high school education qualifications is still quite high. The type of research used is field research, which is quantitative in nature where the explanation is objective by explaining the existing approaches. This research will be carried out at the Kotabumi District Office, North Lampung Regency with a total sample of 21 respondents. The results of this study are (1) Academic Competency Variable (X1) influences employee performance (Y) by 58.7%. (2) Work Discipline Variable (X2) influences employee performance (Y) by 39.3%. and (3) Academic Competency Variables (X1) and Work Discipline (X2) simultaneously affect employee performance (Y) by 44.2%..]]>
