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PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Published by Sekolah Menengah Kejuruan Pustek Serpong
ISSN : -     EISSN : 29644321     DOI : https://doi.org/10.37481/produktif
Core Subject : Humanities, Social,
Humanities Social Sciences
PRODUKTIF: Jurnal Kepegawaian dan Organisasi (JKO) is a scientific journal managed by Sekolah Menengah Kejuruan (SMK) Pustek with the scope of studying human resource management and organizational behavior. The first edition was published in June 2022 (Volume 1, Number 1) with ISSN number 2964-4321. Every year, the JKO journal publishes twice (June and December) through an editing and review process. The JKO Journal accepts all forms of scientific articles which are the result of research/scientific studies from various elements of society (National, International) with study specifications; Work Productivity, Performance Management and Work Achievement, HR Development, Industrial Relations and Communication, Social and Industrial Psychology.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 40 Documents
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MINIMIZING TURNOVER INTENTION STRATEGY: The Role of Transformational Leadership, Intrinsic Motivation, and Job Satisfaction Daeli, Azizah Siti
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.95

Abstract

The high turnover intention rate in the current work environment poses a serious challenge for organizations. Therefore, this study aims to investigate effective strategies to minimize turnover intention, focusing on the role of transformational leadership, intrinsic motivation, and job satisfaction. The research aims to explore the relationships between transformational leadership, intrinsic motivation, job satisfaction, and turnover intention. With a deep understanding of these factors, concrete strategies to reduce turnover intention in the workplace are expected to be identified. The study employs a quantitative approach through surveys and statistical analysis to collect and analyze data from respondents who are members of organizations. The research instruments include measurement scales for transformational leadership, intrinsic motivation, job satisfaction, and turnover intention. Data analysis reveals significant findings regarding the positive relationship between transformational leadership and intrinsic motivation with job satisfaction. Furthermore, job satisfaction is found to be negatively correlated with turnover intention. The practical implications of these findings underscore the need for organizations to adopt transformational leadership styles and enhance intrinsic motivation among employees to increase job satisfaction and decrease the intention to switch jobs.
Employee Productivity Optimization through Training, Discipline, and Work Motivation Fauzan, Alvin
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.96

Abstract

This research aims to determine the influence of job training, work discipline, and work motivation, either partially or simultaneously, on employee productivity at PT. Bank DKI, Permata Hijau Cluster. This study employs a quantitative method with a descriptive analysis approach through a survey. The population of this research consists of 212 employees at PT. Bank DKI, Permata Hijau Cluster, while the sample size is determined using Slovin's calculation, resulting in 139 respondents. The analysis techniques include validity test, reliability test, classical assumption test, linear regression analysis, coefficient test, determination test, and hypothesis test. The research findings indicate that job training, work discipline, and work motivation have a positive and significant impact on work productivity, as evidenced by the F-value of 58.063 > F-table 2.67 and an Adjusted R Squared value of 55.4%. This implies that approximately 55.4% of the variation in work productivity can be explained by the combined effects of job training, work discipline, and work motivation.
Unveiling the Impact of Leadership, Work Discipline, and Compensation on Employee Performance Wildani, Azka
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.97

Abstract

The aim of this research is to determine the combined influence of leadership, work discipline, and compensation on employee performance at the East Ciputat Subdistrict Office. This study employs a quantitative approach, focusing on 100 employees of the East Ciputat Subdistrict Office. The sampling technique utilized is Nonprobability sampling, with a sample size of 100 individuals. The data analysis techniques include multiple linear regression analysis, coefficient of determination test, and statistical tests. The results indicate that leadership, work discipline, and compensation do not have a significantly positive impact on employee performance at the East Ciputat Subdistrict Office. When tested together, these three variables - leadership, work discipline, and compensation-collectively explain only 16.8% of the variation in employee performance.
Improving Teacher Performance through Self-Efficacy, Training, and Organizational Culture that Enhances Job Satisfaction Rosalina, Febi
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.98

Abstract

This research aims to determine the influence of self-efficacy, training, and organizational culture on job satisfaction that impacts teacher performance in Vocational High Schools (SMKN) in West Jakarta. The method employed is quantitative. The population of this study comprises all SMKN teachers totaling 432 technical teachers. Sample selection was done using the Slovin formula, resulting in 208 respondents. Data analysis involves validity testing, reliability testing, classic assumption testing, regression analysis, coefficient of determination analysis, and hypothesis testing. The results of this research indicate that self-efficacy has a positive and significant effect on job satisfaction. Training has a positive and significant effect on job satisfaction. Organizational culture has a significant effect on job satisfaction. Self-efficacy, training, and organizational culture simultaneously have a significant impact on job satisfaction. Job satisfaction significantly influences teacher performance.
Optimizing Compensation and Motivation in Increasing Job Satisfaction and Employee Performance Ananda , Dalvina
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.99

Abstract

Job satisfaction and employee performance are two key aspects in the context of human resource management that affect organizational success, compensation and motivation are the two main factors that influence these two aspects. However, a deeper understanding of how compensation and motivation can affect job satisfaction and employee performance simultaneously. Through a comprehensive analysis, this study aims to identify the impact of compensation and motivation on employee job satisfaction, as well as how job satisfaction contributes to improving employee performance. This study uses quantitative survey methods involving a number of respondents from various layers in an organization. Questionnaires were used to collect data on employees' perceptions of compensation, motivation, job satisfaction, and performance. The data is then statistically analyzed using a variety of analysis techniques, including regression to identify relationships and impacts between variables. The results of this study revealed a significant relationship between compensation, motivation, job satisfaction, and employee performance. Fair compensation and high motivation have been shown to contribute positively to employee job satisfaction. In addition, high job satisfaction also has a positive impact on employee performance. These findings underscore the importance of prudent compensation management and effective motivational strategies in improving organizational performance.
Building Excellent Employee Performance through Motivation, Job Satisfaction, and Leadership Larasati, Hilda
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.100

Abstract

Leadership in an organization is usually said that leadership is a determining factor in the success or failure of an organization in achieving organizational goals as expected. The purpose of this study is to determine the influence between motivation, job satisfaction and leadership on employee performance. The method used in this study is quantitative which is descriptive analysis. In this study, the population is all employees or staff who work at Toko Bhakti Karya 1 Sawangan-Depok which amounts to 134 people. Using the Slovin sampling technique to find samples to be used to randomize respondents, so that the number of respondents in this study was 100 respondents. The results showed that the three factors, namely Motivation, Job Satisfaction, and Leadership, had a positive and significant influence on Employee Performance. That is, the higher the level of Motivation, Job Satisfaction, and Leadership, the higher the level of Employee Performance.
Building Superior Performance with Synergy of Work Discipline, Organizational Culture, and Employee Creativity Jidan, Ammar
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.101

Abstract

Basically, human resources have an important role in every aspect of an organization's life, including government organizations. The purpose of this study is to determine the influence of the influence of work discipline, organizational culture and creativity on the performance of employees of the Office of the Meteorology, Climatology and Geophysics Agency. This research method is associative type with quantitative approach. The study population in question is all employees working at the Office of the Meteorology, Climatology and Geophysics Agency which amounts to 158 people. The sample in this study amounted to 113 respondents. Data collection techniques by means of questionnaires, and data analysis techniques using instrument tests, classical assumption tests, regression analysis, coefficient of determination, tcalculate tests and Fcalculate tests with the help of SPSS 26 Software. The results showed that the results of the hypothesis test obtained a value of Fcalculate > Ftable or 58.963 > 2.69 with a value of Sig. 0.000 < 0.05. So H0 is rejected and H4 is accepted, and it can be concluded that simultaneously the variables of Work Discipline, Organizational Culture and Creativity have a significant effect on Employee Performance at the Head Office of the Meteorology, Climatology and Geophysics Agency.
Exploring the Impact of Mutation and Promotion on Career Development and Employee Performance at the Education and Culture Office Maulida, Dina
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.102

Abstract

Improving employee performance in government agencies such as the education and culture office is an important element in efforts to provide quality public services. Mutation and promotion are two mechanisms that are often used in human resource management to optimize employee career development. This study aims to analyze and understand the effect of mutation and promotion on employee career development and its impact on employee performance at the Education and Culture Office. This study used a quantitative approach by collecting primary data through questionnaires distributed to a sample of employees at the Education and Culture Office. The data obtained were analyzed using descriptive statistical methods and regression analysis to assess the relationship between mutation, promotion, career development, and employee performance. The results of this study show that mutations and promotions have a significant influence on the career development of employees at the Education and Culture Office. The career development of employees, in turn, contributes positively to the improvement of their performance.
Strategies to Improve Employee Performance: Competency Analysis, Compensation, and Motivation Hapsari, Betari
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.103

Abstract

Employee performance is a key element in organizational success. In an effort to understand and improve employee performance, it is necessary to analyze the role played by competence, compensation, and motivation. These factors have long been recognized as key determinants of individual performance. This study aims to identify the relationship between competence, compensation, and motivation with employee performance. This research uses a quantitative approach with data collection through surveys and statistical analysis. A number of employees from different departments and levels in an organization were identified as research samples. Data on their competence, compensation, motivation, and performance were collected through questionnaires. Regression analysis is used to measure the relationship between these variables. The results showed a positive correlation between the level of competence, fair compensation, and high motivation with employee performance. Strong competencies provide a solid foundation for good performance, while adequate compensation and high motivation increase employee productivity and dedication. These findings provide valuable insights for managers and organizational leaders to design effective employee development strategies and appropriate incentive systems.
Study of Employee Motivation and Performance by Focusing on the Work Environment and Laboratory Facilities at the Aviation Technology Center Alhafidz, Fajri
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 2 No. 2 (2023): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/jko.v2i2.104

Abstract

Employee motivation and performance are key factors in organizational success. In the context of aviation technology centers, where innovation and accuracy are top priorities, the role of work motivation and the quality of the work environment and laboratory facilities become very important. However, to date, research investigating the relationship between these factors in aviation technology centers has been limited. This study aims to explore the influence of the work environment and laboratory facilities on employee motivation and how this motivation impacts their performance at the Aviation Technology Center. With a better understanding of these factors, it is expected that organizations can take concrete steps to increase employee productivity and satisfaction. This research was designed using a descriptive method with a quantitative approach. The study used a saturated sampling technique contained in non-probability sampling, where the population in this study was 124 employees as engineers at the Center for Aviation Technology. The results of this study show that a comfortable work environment, adequate laboratory facilities, and high work motivation contribute significantly to the performance of employees at the Aviation Technology Center.

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