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Jurnal Interprof
Published by Univeristas Bina Insan Lubuklinggau
ISSN : 25277243     EISSN : 27216772     DOI : https://doi.org/10.32767/interprof.v6i2.1153
Core Subject : Economy,
Economics, Econometrics & Finance
Jurnal ini dimaksudkan sebagai media kajian ilmiah hasil penelitian, pemikiran, pengkajian, dan pengembangan mengenai isu ekonomi, manajemen, dan bisnis. Situs Jurnal Media Ekonomi menyediakan artikel-artikel jurnal untuk diunduh secara gratis, berskala nasional, dan sumber referensi bagi akademisi. Editor menerima kiriman artikel yang sudah disesuaikan dengan template dan belum pernah diterbitkan atau dipublikasi pada jurnal lain. Setiap artikel yang masuk sebelum diterbitkan akan melalui proses cek plagiat melalui alat bantu turnitin.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 156 Documents
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PENGARUH KEPEMIMPINAN KEPALA SEKOLAH DAN DISIPLIN KERJA GURU TERHADAP KINERJA GURU DI MADRASAH TSANAWIYAH NEGERI MUARA KELINGI Abu Hasyim; Supardi Supardi
Jurnal Interprof Vol 4 No 1 (2018): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v4i1.712

Abstract

Fungsi dan tujan pendidikan dalam UU Nomor 20 Tahun 2003 tentangSistem Pendidan Nasional Bab III Pasal 2 yang menyatakan pendidikan nasional berfungsi mengembangkan kemampuan dan membentuk watak serta peradabanbangsa yang bermartabat dalam rangka mencerdaskan kehidupan bangsa, bertujuan untuk berkembangnya potensi peserta didik agar menjadi manusia yang beriman dan bertakwa kepada Tuhan Yang Maha Esa, berakhlak mulia, sehat, berilmu, cakap, kreaktif, mandiri, dan menjadi warga negara yang demokratis serta bertanggung jawab. Metode yang digunakan dalam penelitian ini yakni penelitian survei. Kerlinger dalam buku Riduwan. (2014:49) mengatakan bahwa “penelitian survei adalah penelitian yang dilakukan pada populasi besar maupun kecil, tetapi data yang dipelajari adalah data dari sampel yang diambil dari populasi tersebut, sehingga ditemukan kejadian-kejadian relatif, distribusi dan hubungan antar variabel sosiologis maupun psikologis. Dari hasil uji t secara parsial variabel bebas kepemimpinan kepala sekolah terhadap kinerja guru menunjukkan nilai th= 4,648 > ttabel = 2,021 dengan tingkat signifikansi = 0,000 < 0,05, dk(n-2) 38-2 =36, hal ini menunjukkan bahwa Ho ditolak dan Ha diterima atau dapat dikatakan variabel kepemimpinan kepala sekolah berpengaruh signifikan terhadap kinerja guru di MTs Negeri Muara Kelingi Kecamatan MuaraKelingi Kabupaten Musi Rawas. Dari hasil uji t secara parsial variabel bebas disiplin kerja guru terhadap kinerja guru menunjukkan nilai th= 6,150 > ttabel = 2,021 dengan tingkat signifikansi = 0,000 < 0,05, dk(n-2) 38-2 =36, hal ini menunjukkan bahwa Ho ditolak dan Ha diterima atau dapat dikatakan variabel disiplin kerja guru berpengaruh signifikan terhadap kinerja guru di MTs Negeri Muara Kelingi Kecamatan Muara Kelingi Kabupaten Musi Rawas Berdasarkanrekapitulasi uji F dapat dijelaskan bahwa variabel kepemimpinan kepala sekolah dan disiplin kerja guru terhadap kinerja guru di MTs Negeri Muara Kelingi menunjukkan nilai Fhitung = 36,44 > Ftabel = 3,38 dengan tingkat singnifikansi =0,000 < ( a ) = 0,05 dan dk = n-k-1 = 38-2-1=35, hal ini menyatakan bahwa Ho ditolak dan Ha diterima atau dapat dikatakan bahwa secara bersama-sama (simultan) variabel bebas kepemimpinan kepala madarasah dan disiplin kerja guru memiliki pengaruh signifikan terhadap kinerja guru di MTs Negeri Muara Kelingi Kabupaten Musi Rawas. Hal ini membuktikan hipopenelitian pada penelitian terbukti dan hipopenelitian diterima.
SEMANGAT KERJA PEGAWAI DI DINAS PEMBERDAYAAN PEREMPUAN, PERLINDUNGAN ANAK, DAN PEMBERDAYAAN MASYARAKAT KOTA LUBUKLINGGAU Sri Maya; Betti Nuraini
Jurnal Interprof Vol 4 No 1 (2018): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v4i1.713

Abstract

Semangat kerja adalah salah satu isu sentral dalam bidang Manajemen Sumber Daya Manusia (MSDM). Hal ini telah banyak menarik perhatian Peneliti bidang MSDM untuk melakukan diskusi dan kajian-kajian ilmiah. Membahas masalah semangat kerja perlu diawali dengan memahami pengertian semangat kerja itu sendiri. Pratiwi (2013:8) mengatakan, semangat kerja adalah sikap individu dalam bekerja yang menunjukkan rasa kegairahan, antusias, bertanggung jawab, dan komitmen dalam melaksanakan tugas agar mencapai tujuan organisasi. Pemerintah sebagai otorisasi tertinggi dalam mengelola Negara diharapkan mampu menjadikan masyarakat Indonesia menjadi masyarakat yang adil, makmur, dan sejahtera. Oleh karena itu, upaya perbaikan kualitas pegawainya menjadi sangat penting. Tinggi rendahnya semangat kerja pegawai menjadi salah satu kunci tercapainya cita-cita tersebut. Hasil pengamatan awal tersebut bertolak belakang dengan berita, opini, hasil penelitian atau sejenisnya yang berkembang di kalangan masyarakat luas yang mengatakan : Pegawai yang bekerja di Instansi Pemerintahan kental dengan nuansa mangkir, datang terlambat, acuh tak acuh terhadap pekerjaannya dan lain sebagainya. Potret buram kinerja dan perilaku pegawai di Instansi Pemerintah ini diperparah lagi dengan semakin meningkatnya pelanggaran etika, disiplin dan pelanggaran hukum/ pidana yang terjadi di tengah masyarakat. Sering terdengar di media cetak dan elektronik di mana ada oknum pegawai di Instansi Pemerintah yang tertangkap tengah “mangkir”/ “mbolos” kerja, oknum pegawai Instansi Pemerintah yang ketahuan tengah melakukan perselingkuhan sesama. Proses pembinaan semangat kerja pegawai di Dinas Pemberdayaan Perempuan Perlindungan Anak dan Pemberdayaan Masyarakat Kota Lubuklinggau sudah terbilang baik, akan tetapi masih perlu ditingkatkan lagi usaha untuk meningkatkan semangat kerja. Strategi peningkatan semangat kerja pegawai di Dinas Pemberdayaan Perempuan Perlindungan Anak dan Pemberdayaan Masyarakat Kota Lubuklinggau telah terlaksana, akan tetapi masih perlu usaha agar pegawai merasa bersemangat dalam bekerja. Kualifikasi semangat kerja di Dinas Pemberdayaan Perempuan Perlindungan Anak dan Pemberdayaan Masyarakat Kota Lubuklinggau terbilang baik, akan tetapi masih perlu pelengkapan fasilitas (sarana dan prsarana) yang masih kurang
PENGARUH BUDAYA ORGANISASI DAN KOMPENSASI TERHADAP KINERJA PEGAWAI DI RSUD SITI AISYAH LUBUKLINGGAU Dwi Wageanto; Sardiyo Sardiyo
Jurnal Interprof Vol 4 No 1 (2018): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v4i1.714

Abstract

This study is related to the influence of organizational culture and compensation for employee performance at Siti Aisyah Hospital in Lubuklinggau, the purpose of this study is to determine the effect of organizational culture on performance partially, the effect of compensation on performance partially. The influence of organizational culture and compensation for performance simultaneously. The number of samples used as many as 100 people using the population research theory in taking samples, data collection was done using a questionnaire method. The data analysis technique used was an analysis using Statistical Product and Serving Solution (SPSS). The results of the study found that the variables of organizational culture and compensation simultaneously affect performance, this can be seen from the value of Fcount = 136,482> Ftable = 3,09 with a significant level of sig = 0,000 <α = 0,05. As well as organizational culture variables significantly influence employee performance, this can be seen from the value of t-count 3.914> t-table 1.66 and sig value 0.000 <0.05. And compensation variables significantly influence employee performance. This can be seen from the t-count value of 4,053> t-table 3,000 and sig value 0,000 <0,05.
PENGARUH MOTIVASI DAN SISTEM REWARD TERHADAP KINERJA PEGAWAI PADA KEMENTERIAN AGAMA KABUPATEN MUSI RAWAS Sumraini Sumraini; Abdullah Hehamahua
Jurnal Interprof Vol 4 No 1 (2018): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v4i1.715

Abstract

The porpouse at the research are : 1) To knowed the influence motivation with the result at ministy of religion Musi Rawas District, 2) To knowed the reward system with the result at ministy of religion Musi Rawas District 3) To knowed the imfluence motivation and reward system with the result at ministy of religion Musi Rawas District. The result are 1) Motivation have with the result, so thitung is 21,190 and ttabel is 0,680 (value ttabel n = 44). To knowed the influenced reward with the result at ministy of religion Musi Rawas District, 2) The reward system have influence the reseult, its thitung is 21,190 dan ttabel is 0.680 (value ttabel n = 44) So The imfluence reward with the result at ministy of religion Lubuklinggau City 3) The imfluence competency and training with the result at ministy of religion Lubuklinggau City. So its Fhitung So its 5,703> Ftabel = 3,21
PENGARUH BUDAYA ORGANISASI DAN DIKLAT TERHADAP KINERJA PEGAWAI DI LEMBAGA PEMASYARAKATAN NARKOTIKA KLAS IIA KABUPATEN MUSI RAWAS Bobbi Kusbeini; Abdullah Hehamahua; Betti Nuraini
Jurnal Interprof Vol 3 No 1 (2017): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v3i1.716

Abstract

The purpose of this study to find how the influence of Organizational Culture and Training on Employee Performance in Class Iark Drug Prison Class IIA Musi Rawas District. From the calculation of coefficient of determination obtained the value of R is 0.701. This means a positive relationship between the Culture of Organisasi and Diklat on Employee Performance in Class Iark Drug Prison Class IIA Musi Rawas Regency is very strong, If Organizational Culture and TrainingIncreased then Performance of employees also increases. Then from the calculation of the coefficient of determination (R2) of 0.491. Means that the magnitude of the influence of Culture Oraganisasi and Diklat on Employee Performance in Prison Class IIA Narcotics District Musi Rawas equal to 0.491 or 49.1%, while the remaining 50.9%. Influenced other variables that are not included in this study such as variable motivation, supervision and so on. Simultaneously organizational culture and dilat effect on performance. The results of this study may be used by subsequent researchers, as research materials in the field of science of organizational behavior or similar science.
EFFECT OF MOTIVATION AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE AT THE DEPARTMENT OF EDUCATION AND CULTURE MUSI RAWAS NORTH AD. Oktarianda; Noorchamid Ustadi
Jurnal Interprof Vol 3 No 1 (2017): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v3i1.717

Abstract

This research was conducted at the Department of Education and Culture Musi Rawas North with the aim to determine the effect of motivation and organizational culture on employee performance partially and simultaneously, the analysis usedin this research is multiple linear regression coefficient determination test, F test and t test , samples used in this study were all employees of the Department of Education and Culture Musi Rawas North. Then the regression coefficient value b2 = 0680 this means an increase of one unit every variable of organizational culture will happen improve employee performance by 0.680 units of coefficient of determination Ghozali (2005: 83) states that this test is performed to measure the ability of the model in explaining the variance of the dependent variable. With the formula used Suliyanto (2011: 59). From the calculation of the coefficient of determination above, it can be seen that the value of R Square is 0.588, which means that the influence of motivation and organizational culture on employee performance amounted to 58.8% while the remaining 41.2% influenced by other factors such as labor discipline, competence, supervision and others that are not included in penelitian.Uji F assisted with SPSS 17. Sugiyono (2010: 286) to test the coefficient together - together toward regression test was used F. obtained value Fhitung 62.131dan Ftable obtained from: Ftabel = n - m - 1 = 90-2-1 = 87 (seen in table 80 is equal to 3,238 F). Ftabel for 3238 shows that the F count> F table means that Ho is rejected and Ha accepted. This means that there is the influence of organizational culture on the motivation and performance of employees at the Department of Education and on culture Musi Rawas North. Effect of Motivation on Employee Performance at the Department of Education and Culture Musi Rawas North. Advanced testing is a significant test of functioning if researchers want to find the meaning of the relationship of variable X to Y then the correlation results PP <that can be tested significantly. Retrieved tcount of 5224 and ttabel obtained table = n - m - 1 = 90-2-1 = 87 (seen in Table 80 amounted to 1,671 t). ttable of 1671 shows that F count> F table means that Ho is rejected and Ha accepted. This means that there is the influence of motivation on the performance of employees at the Department of Education and on culture Musi Rawas North. Influence of Organizational Culture on Employee Performance at the Department of Education and Culture Musi Rawas North. Advanced testing is a significant test of functioning if researchers want to find the meaning of the relationship of variable X to Y then the correlation results PP <that can be tested significantly. Retrieved tcount of 10 315 and ttabel obtained table = n - m - 1 = 90-2-1 = 87 (seen in Table 80 amounted to 1,671 t) ttable of 1671 shows that F count> F table means that Ho is rejected and Ha accepted , This means that there is the influence of organizational culture on the performance of employees at the Department of Education and on culture Musi Rawas North.
PENGARUH DISIPLIN DAN KOMPETENSI TERHADAP KINERJA GURU DI MADRASAH TSANAWIYAH ITTIHAADUL ULUM KOTA LUBUKLINGGAU Aminatuzzuhro Aminatuzzuhro; Gunadi Gunadi
Jurnal Interprof Vol 3 No 1 (2017): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v3i1.718

Abstract

The research objective to be achieved are as follows: the objectives of this research are: 1) To determine the effect of discipline and competence of the performance of teachers at MTs Ittihaadul Ulum Lubuklinggau. 2) To determine the effect of discipline on the performance of teachers at MTs Ittihaadul Ulum Lubuklinggau. 3) To determine the effect of competence on the performance of teachers at MTs Ittihaadul Ulum Lubuklinggau. T test results can be explained that the discipline variables (X1) on teacher performance showed the value t = 10.414 is greater than the value ttable 2,042 with a significant level = 0.000 <(α) 12:05, df (n-2) 35-2 = 33 amounted to 2,042 , suggesting that Ho is rejected and Ha accepted and partially discipline variables have a significant effect on the performance of teachers at MTs Ittihaadul Ulum Lubuklinggau.Kemudian City t test results above can be explained that the competence variable (X2) on teacher performance showed the value t = 5,575 greater than the value ttable 5,575 with a significant level = 0.000 <(α) 12:05, df (n-2) 35-2 = 33 is equal to 2.042, suggesting that Ho is rejected and Ha accepted and in partial competency has significant influence the performance of teachers at MTs Ittihaadul Ulum Lubuklinggau. Further testing of the hypothesis that Fhitung obtained is 87.116> F table = 3.30 significance level simultaneously and significance is 0.000 <(α) = 0.05 df = n - k = 35 - 2-1 = 32 amounted to 3.30 so Ho rejected and Ha accepted. means shows that together (simultaneously) the independent variable X1 (discipline) and X2 (competence) have a significant effect on the dependent variable Y (the teacher's performance) so the hypothesis proved to be true and acceptable.
PENGARUH KEPEMIMPINAN DAN MOTIVASI TERHADAP KINERJA PEGAWAI KANTOR CAMAT LUBUKLINGGAU SELATAN II KOTA LUBUKLINGGAU Ervina Cahyani; Mulyadi Mulyadi
Jurnal Interprof Vol 3 No 1 (2017): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v3i1.719

Abstract

The purpose of this research is (a) to determine the effect of leadership and motivation of the employee's performance at the district office South Lubuklinggau II, (b) To determine how much influence the motivation of the employee's performance at the district office South Lubuklinggau II. (c) to determine how much influence the leadership and motivation simultaneously on the performance of employees at the district office South Lubuklinggau II T-test leadership variable (X1) on the motivation to showed the value t = 3.155 greater than the value ttable 2,021 with a significant level = 0.000 <(α) 12:05, df (n-2) 35-3 = 31 is equal to 1.695, this shows Ho rejected and Ha accepted and in partial leadership style has a significant influence on employees motivation at the district office South Lubuklinggau II T test results above can be explained that the motivation variable (X2) to employee performance showed the value t = 2.572 greater than the valuettable 2,021 with a significant level = 0.000 <(α) 12:05, df (n-2) 35-3 = 31 is amounted to 1.695, suggesting that Ho rejected and Ha accepted and in partial work discipline has a significant influence on employees performance at the district office South Lubuklinggau II Testing of the hypothesis that F account obtained was 4.083> F table = 3.26 significance level simultaneously and significance is 0.000 <(α) = 0.05 df = n - k = 35 - 3-1 = 31 amounted to 1,695 so that Ho rejected and Ha accepted. Means shows that together (simultaneously) the independent variable X1 (leadership) and X2 (motivation) have a significant effect on the dependent variable Y (employees performance) so the hypothesis proved to be true and acceptable
PENGARUH DISIPLIN KERJA DAN PENGAWASAN TERHADAP KINERJA PEGAWAI DI RUMAH SAKIT UMUM DAERAH RUPIT KABUPATEN MUSI RAWAS UTARA Wahyuni Damayanti; Maman Suparman
Jurnal Interprof Vol 3 No 1 (2017): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v3i1.720

Abstract

This study aims to determine the effect of work discipline on employee performance, determine the effect on performance monitoring, as well as to determine the effect of labor discipline and monitoring the performance of employees at the General Hospital Musi Rawas Rupit North. This kind of research is a quantitative research, the population of this research is the Employee General Hospital area Rupit North Musi Rawas as many as 53 people, data collection technique used was t test and f. The test results with SPSS 20.0 for windows that do, show that there is influence between work discipline and monitoring to employee performance in the General Hospital Musi Rawas Rupit North, this can be known from the value of F obtained at 16.737 and sig. 0.00. This means that F count is greater then F table (3,183).
PENINGKATAN KAPASITAS CALON PENGELOLA BUMDES DAERAH TERTINGGAL Sutanta Sutanta
Jurnal Interprof Vol 3 No 1 (2017): Jurnal Interprof Juni
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v3i1.721

Abstract

Dalam mewujudkan pembangunan nasional Pemerintah memberikan kesempatan kepada masyarakat untuk mewujudkannya, misalnya dalam hal mengembangkan perekonomian di daerah tertinggal. Investor diberikan kesempatan seluas luasnya untuk mengembangkan daerah tertinggal menjadi daerah maju. Perwujudan yang diinginkan dan dicita-citakan yaitu pergerakan mencapai cita-cita bangsa, yaitu masyarakat yang adil, makmur dan merata bagi seluruh lapisan masyarakat, baik di desa maupun di kota.Indonesia merupakan negara yang memiliki daerah pedesaan yang sangat banyak sehingga pembangunan pedesaan menempatkan desa sebagai sasaran pembangunan dan sebagai usaha untuk mengurangi berbagai kesenjangan pendapatan, kesenjangan kaya dan miskin,serta kesenjangan desa dan kota. Tulisan ini mengulas tentang seberapa besar andil Badan Usaha Milik Desa (Bumdes) di daerah tertinggal dalam mensejahterakan masyarakat di daerah tertinggal. Referensi yang digunakan dalam tulisan ini adalah suasana kebathinan sewaktu menyelenggarakan workshop calon pengelola Bumdes Daerah Tertinggal yang dilaksanakan di Yogjakarta, dan berpraktek di Lereng Merapi, tanggal 16 – 20 Agustus 2017, disamping referensi sekunder yang tercatat dalam setiap bait tulisan. Kegiatan Bisnis Ala Bumdes Secara luas, istilah bisnis tak terkecuali usaha-usaha Bumdes sering diartikan sebagai keseluruhan kegiatan usaha yang dijalankan oleh dua orang atau lebih atau badan usaha tertentu secara teratur dan terus-menerus dengan memiliki modal dasar pengalaman, kemampuan dan keterampilan manusia, modal peralatan dan modal uang,yaitu yang berupa kegiatan mengadakan barang-barang atau jasa- jasa maupun fasilitas-fasilitas untuk diperjualbelikan, dipertukarkan, atau disewagunakan dengan tujuan mendapatkan keuntungan. Dalam tatanan hokum bisnis di Indonesia, ada 4 (empat) jenis badan usaha yang ikut serta dalam kegiatan bisnis. Tiga jenis badan usaha tersebut adalah Badan Usaha Milik Swasta, Badan Usaha Milik Negara, dan Koperasi. Dan setelah dilahirkannya UU No. 6 Tahun 2016 tentang Desa berkembanglah Badan usaha Milik Desa (Bumdes).

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