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EPIGRAM (e-journal)
Published by Politeknik Negeri Jakarta
ISSN : 16931653     EISSN : 2407909X     DOI : -
Core Subject : Humanities, Education, Art, Social,
Arts Humanities Education Languange, Linguistic, Communication & Media Social Sciences
EPIGRAM (e-journal) publishes research articles that have never been published by other scientific journals or magazines. EPIGRAM (e-journal) only contains research articles / original research articles in the fields of linguistics, social science, culture, and education.
Arjuna Subject : Seni dan Humaniora - Bahasa dan Linguistik
Articles 12 Documents
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Search results for , issue "Vol 14 No 2 (2017)" : 12 Documents clear
PENINGKATAN KINERJA MELALUI PENGELOLAAN KEPUASAN KERJA: PERAN MOTIVASI DAN KOMPENSASI Lia Juhriah Lukitawati; Dematria Pringgabayu
Epigram Vol 14 No 2 (2017)
Publisher : Politeknik Negeri Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (124.211 KB) | DOI: 10.32722/epi.v14i2.1095

Abstract

AbstractThe aims of research is to knoe the motivation, compensation, job satisfactions, and employee performance at Fakultas Ekonomi dan Bisnis Universitas Negeri. This research conducted at Fakultas Ekonomi dan Bisnis Universitas Negeri with cencus method in which sample used of is all employee of Fakultas Ekonomi dan Bisnis Universitas Negeri with totaling 73 people. The techniques of data conducted through questionnaires, interviews and observation and descriptive method of analysis with a quantitative approach.Variabels examined in this study was variable motivation, compensation, as the independent variable, job satisfaction as intervening variable and the variable performance of employee serves as the dependent variabel. As for hypothesis used path analysis and simple regression using a significance level of 0.05 with SPSS version 22 and Microsoft Excel 2013.Based on the results of the process and analysis of data in this study it can be concluded. Motivation well in the category with an average score of 3.89. For compensation quite well in the category with an average score of 2.90. For job satisfactions quite well in the category with an average score of 2.97. And Employee performances quite well in the category with an average of 3.13. In addition, from the processing and analysis of data in this study resulted in the following conclusions: 1) Motivation effect on satisfaction significantly 46.10%. 2) Compensation effect on satisfaction significantly 33.1%. 3) Motivation and compensation effect on teacher compensation sifnificantly 79.3% and 4) Teacher compensation effect of teacher performance significantly 86.8%.Keywords: Motivation, Compensation, Job satisfaction, Employee performanceAbstrakPenelitian ini bertujuan untuk mengetahui gambaran motivasi kerja, kompensasi, kepuasan kerja dan kinerja pegawai di Fakultas Ekonomi dan Bisnis Universitas Negeri. Selain itu penelitian ini bertujuan pula untuk mengetahui seberapa besar pengaruh motivasi kerja dan kompensasi pegawai terhadap peningkatan kepuasan kerja dan implikasinya terhadap kinerja pegawai di Fakultas Ekonomi dan Bisnis Universitas Negeri. Penelitian ini dilaksanakan di Fakultas Ekonomi dan Bisnis Universitas Negeri dengan metode sensus dimana sampel yang digunakan sejumlah populasi yaitu seluruh pegawai Fakultas Ekonomi dan Bisnis Universitas Negeri yang berjumlah 73 orang. Adapun teknik pengumpulan data dilakukan melalui angket, wawancara dan observasi langsung serta menggunakan metode analisis deskriptif dengan pendekatan kuantitatif.Hasil dari pengolahan dan analisis data dalam penelitian ini dapat disimpulkan bahwa Motivasi kerja berpengaruh terhadap kepuasan kerja pegawai sebesar 46,1%, kemudian kompensasi berpengaruh terhadap kepuasan pegawai sebesar 33,1%, motivasi kerja dan kompensasi berpengaruh terhadap kepuasan kerja pegawai sebesar 79,3% dan kepuasan kerja berpengaruh terhadap kinerja pegawai sebesar 86,8%Kata Kunci: kosakata bahasa Inggris teknik, perangkat lunak, mudah dibawa
ANALISIS PEMBERIAN SANKSI, PERILAKU MENYIMPANG, DAN SELF-EFFICACY STUDI PADA KARYAWAN PT. PLN (PERSERO) WILAYAH ACEH Mahdani Ibrahim; Irma Suryani; Visma Pricilia Firanita
Epigram Vol 14 No 2 (2017)
Publisher : Politeknik Negeri Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (243.931 KB) | DOI: 10.32722/epi.v14i2.1096

Abstract

AbstractThis study aimed to analyze the effect of sanctions and severity of sanctions against deviant behavior of employees, while also analyzing the role of self-efficacy variable as a mediator in effect between sanctions and the severity of sanctions against deviant behavior. The study was conducted at PT. PLN (Persero) Aceh, the unit of analysis is the company's employees. These samples included 117 employees, defined by the formula Slovin. Primary data were obtained through questionnaires distributed to members of the sample were selected by simple random sampling method. Data were analyzed using Hierarchical Linear Modeling (Baron & Kenny, 1986). The results showed the effect of sanctions and the severity of sanctions against deviant behavior of employees at PT. PLN (Persero) Aceh, while also found the role of self-efficacy variable as a mediator in the relationship that effect.Keywords: Sanction, deviant behavior, self-efficacyAbstrakPenelitian ini bertujuan untuk menganalisis pengaruh sanksi dan beratnya sanksi terhadap perilaku menyimpang karyawan, selain itu juga menganalisis peranan variabel self-efficacy sebagai mediator dalam pengaruh antara sanksi dan beratnya sanksi terhadap perilaku menyimpang. Penelitian dilakukan pada perusahaan PT. PLN (Persero) Aceh, dengan unit analisis adalah karyawan perusahaan tersebut. Sampel penelitian berjumlah 117 orang karyawan yang ditetapkan berdasarkan formula Slovin. Data primer diperoleh melalui pendistribusian kuisioner kepada anggota sampel yang dipilih dengan metode simple random sampling. Data dianalisis menggunakan metode Hierarchical Linear Modeling (Baron & Kenny, 1986). Hasil penelitian menunjukkan ada pengaruh sanksi dan beratnya sanksi terhadap perilaku menyimpang karyawan pada PT. PLN (Persero) Aceh, selain itu juga ditemukan adanya peranan variabel self-efficacy sebagai mediator dalam hubungan pengaruh tersebut.Kata Kunci: Pemberian sanksi, perilaku menyimpang, keyakinan diri, PLN

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