PRODUKTIF: Jurnal Kepegawaian dan Organisasi
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.
Articles
40 Documents
<![CDATA[Mengoptimalkan Kinerja melalui Disiplin Kerja, Budaya Organisasi, dan Kreativitas Pegawai ]]>
<![CDATA[Hanafi, Abdul]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.126
<![CDATA[In the competitive business era, optimizing employee performance is the key to success for every organization. Work discipline, organizational culture and employee creativity are factors that play an important role in achieving superior and sustainable performance. This research aims to investigate the relationship between work discipline, organizational culture, and employee creativity in optimizing performance. The research method used is quantitative research with data collection through questionnaires distributed to employees from various levels in the organization. Data analysis was carried out using statistical techniques to test the relationship between these variables. The research results show that there is a significant relationship between the level of work discipline, supportive organizational culture, employee creativity, and performance. These findings provide an important contribution to understanding how these factors interact to achieve optimal performance in an organizational context.]]>
<![CDATA[Optimasi Produktivitas Karyawan melalui Pelatihan, Disiplin, dan Motivasi Kerja ]]>
<![CDATA[Fatah, Amir Amrullah]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.127
<![CDATA[Employee productivity is a crucial factor in organizational success. Factors such as training, discipline, and work motivation have been recognized as having a significant impact on individual productivity in the workplace. However, a deeper understanding of how these factors can be optimized to achieve higher productivity remains a relevant research focus. This research aims to investigate the influence of training, discipline and work motivation on employee productivity and to identify optimal strategies for integrating these three factors to improve individual performance. The research was conducted through employee surveys from various industrial backgrounds. Data collection was carried out through a questionnaire that included questions about the level of training received, the level of discipline maintained, perceived work motivation, and the level of productivity generated. Data were analyzed using descriptive statistical methods and regression to evaluate the relationship between these variables. The research results show that proper training, consistent discipline, and high work motivation have a significant positive impact on employee productivity. Strategic integration of these three factors results in better performance and employees who contribute more to organizational goals.]]>
<![CDATA[Peran Strategis Kompetensi, Kompensasi, dan Motivasi dalam Peningkatan Kinerja Pegawai ]]>
<![CDATA[Hanggono, Bayu]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.128
<![CDATA[In modern organizations, improving employee performance is the main focus for achieving the company's strategic goals. Competence, compensation and motivation are important factors that influence employee productivity and work effectiveness. A deep understanding of the strategic role of these three factors can help companies design effective policies to improve employee performance. This research aims to analyze the strategic role of competency, compensation and motivation in improving employee performance. This study seeks to identify the extent to which these three factors contribute to employee performance and provide practical recommendations for improving human resource management. This research uses a quantitative approach with survey methods. Data was collected through questionnaires distributed to employees. Data analysis was carried out using multiple regression to determine the influence of each independent variable (competence, compensation and motivation) on the dependent variable (employee performance). The results of the analysis show that competence, compensation and motivation have a positive and significant influence on employee performance. Competence shows the greatest influence, followed by motivation and compensation. These findings underscore the importance of investing in training and development, as well as providing competitive compensation and effective motivation policies.]]>
<![CDATA[Meningkatkan Kepuasan Kerja melalui Efikasi Diri, Pelatihan dan Budaya Organisasi yang Positif ]]>
<![CDATA[Simorangkir, Boy Alfian]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.129
<![CDATA[Job satisfaction is an important factor in improving individual performance in the work environment. Self-efficacy, training, and positive organizational culture have a significant role in shaping employee job satisfaction levels. The main objective of this research is to analyze the relationship between self-efficacy, training, and positive organizational culture and employee job satisfaction. Apart from that, this research also aims to identify the most influential factors in increasing job satisfaction and provide strategic recommendations for management in improving more satisfying working conditions. This research uses quantitative methods with a survey approach through questionnaires distributed to employees in various organizations. The sample was selected using a nonprobability sampling technique. The collected data is analyzed using statistical techniques such as regression analysis and other statistical tests to test research hypotheses. The results of the analysis show that there is a significant positive relationship between self-efficacy, training and positive organizational culture and the level of employee job satisfaction. Factors such as self-confidence in coping with tasks, job-relevant training, and the presence of a supportive and inclusive work culture have a strong influence on job satisfaction. Practical recommendations are also developed based on research findings to help organizations increase employee job satisfaction.]]>
<![CDATA[Strategi Motivasi, Kepuasan Kerja, dan Kepemimpinan untuk Optimalisasi Kinerja Karyawan ]]>
<![CDATA[Rahmi, Hasya Bianca]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.130
<![CDATA[In competitive business, it is important to understand the relationship between motivation, job satisfaction, leadership, and employee performance. This research is to explore effective strategies in improving employee performance through these factors. This research aims to analyze motivation, job satisfaction and leadership strategies that can optimize employee performance in a quantitative approach used in this research by collecting data through questionnaires distributed to respondents. Data processing is carried out using regression analysis and other statistical tests to identify the relationship between the variables studied. work environment. The research results show that there is a significant positive relationship between motivation, job satisfaction, leadership and employee performance. Strategies that focus on increasing motivation, strengthening job satisfaction, and building effective leadership can make a significant contribution to optimizing employee performance.]]>
<![CDATA[Peran Mutasi dan Promosi dalam Pengembangan Karir dan Kinerja Pegawai ]]>
<![CDATA[Ahsan, Krisna Pradipta]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.131
<![CDATA[Transfers and promotions are important human resource management strategies in career development and improving employee performance. Dynamic changes in the business environment require organizations to adapt human resource needs effectively to achieve strategic goals. This research aims to analyze the role of transfers and promotions in employee career development and their impact on their performance. By understanding the transfer and promotion mechanisms, it is hoped that optimal career development strategies for employees and the organization can be identified. This research uses a qualitative approach with case studies in several companies. Data was collected through in-depth interviews with employees who had undergone transfers or promotions, as well as analysis of documents related to transfer and promotion policies within the organization. The results of the analysis show that transfers and promotions have a significant role in employee career development. Employees who experience transfers or promotions tend to have higher motivation to improve their performance. Apart from that, success in managing transfers and promotions also has a positive impact on employee loyalty to the organization.]]>
<![CDATA[Peran Lingkungan Kerja dan Fasilitas dalam Meningkatkan Motivasi dan Kinerja Karyawan ]]>
<![CDATA[Nurudia, Maura]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.132
<![CDATA[The work environment and facilities are two important factors that influence employee motivation and performance in an organization. Employees who work in a conducive environment and are equipped with adequate facilities tend to be more motivated and productive. The aim of this research is to measure the extent to which the work environment and facilities provided by the company can influence employee motivation and performance, as well as to provide strategic recommendations for improving the quality of the work environment and existing facilities. This research uses a quantitative approach with survey methods. Data was collected through questionnaires distributed to employees. The data analysis technique used is multiple linear regression to test the relationship between work environment variables, facilities, motivation and employee performance. The research results show that a conducive work environment and adequate facilities significantly influence employee motivation, which in turn has a positive impact on their performance. The work environment has a greater influence than facilities on employee motivation. In addition, motivation is proven to be a significant mediator between work environment and employee performance.]]>
<![CDATA[Strategi Kepemimpinan, Disiplin Kerja, dan Kompensasi terhadap Kinerja Pegawai ]]>
<![CDATA[Rachmawati, Maysila]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.133
<![CDATA[Improving employee performance is the main goal for every organization in achieving its strategic goals. Leadership strategies, work discipline, and compensation are key factors that significantly influence employee performance. This research aims to evaluate the impact of leadership strategies, work discipline, and compensation on employee performance in a modern work environment. The research method used is a quantitative approach by collecting data through questionnaires distributed to employees from various levels and departments in the organization. Data analysis was carried out using descriptive and inferential statistical techniques. The research results show that there is a positive relationship between the implementation of effective leadership strategies, a high level of work discipline, and a fair compensation system and increased employee performance. These factors together make a significant contribution to employee motivation and productivity.]]>
<![CDATA[Analisis Hubungan antara Gaya Kepemimpinan, Motivasi, dan Kepuasan Kerja terhadap Turnover Intention ]]>
<![CDATA[Azhari, Naeni]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.134
<![CDATA[The relationship between leadership style, motivation and job satisfaction with employee turnover intention in today's work environment which is often characterized by dynamic change and high competition. Employees who feel dissatisfied with their jobs or are unmotivated may experience turnover intentions, which can have a negative impact on productivity and organizational stability. The main objective of this research is to understand the extent to which leadership style, motivation, and job satisfaction contribute to employee turnover intentions. This research method involves surveys and data analysis from employees at various levels in the organization. The research instruments used included questionnaires that measured employees' perceptions of their leadership style, motivation, job satisfaction, and turnover intentions. The data is then analyzed using statistical techniques such as regression to identify relationships between these variables. The research results show that there is a significant relationship between leadership style, motivation and job satisfaction with employee turnover intentions. These findings provide a deeper understanding of the factors that influence employee retention rates and provide a foundation for developing more effective management strategies in retaining key talent.]]>
<![CDATA[Peran Kecerdasan Emosional, Motivasi Kerja dan Kepuasan Kerja terhadap Kinerja Unggul ]]>
<![CDATA[Dewi, Rachmaniar Sari]]>
<![CDATA[ PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 3 No. 1 (2024): PRODUKTIF: Jurnal Kepegawaian dan Organisasi ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/jko.v3i1.135
<![CDATA[In a competitive work environment, superior performance is the key to individual and organizational success. This research explores the key role of emotional intelligence, work motivation, and job satisfaction in achieving superior performance in the workplace. The aim of this research is to identify the relationship between emotional intelligence, work motivation and job satisfaction with superior employee performance. This research also aims to provide insight into factors that can improve superior performance in the work environment. This research uses a quantitative approach by collecting data through questionnaires distributed to respondents consisting of employees at various levels in a company. Measurements were carried out using a Likert scale to measure the level of emotional intelligence, work motivation, job satisfaction and superior performance. The results of data analysis show that there is a positive relationship between emotional intelligence, work motivation and job satisfaction with superior employee performance. These findings indicate that psychological factors such as emotional intelligence and work motivation can contribute significantly to superior performance in the workplace.]]>
