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<![CDATA[PENGARUH KEPEMIMPINAN, KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN ]]>
<![CDATA[Agus Riyanto]]>;
<![CDATA[Yunis Vertina Zaq]]>
<![CDATA[ Human Capital Development Vol 5 No 2 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the influence of leadership, compensation and motivation to the employee performance at Grand Paragon Jakarta. Design/methology/approach- The study of variable be consisting of the independent variable are leadership, compensation and motivation of the dependent variable about performance. Kinds of data that will be study are primary data. A population that use in this research are all of staff at Grand Paragon Hotel. Sampling technique using saturation saturate sampling technique. Data collected and then analyzed using a program SPSS Versi 24. Findings- Can be concluded about leadership have a effect signification to the employee performance because the study of leadership a much 4,47 % . compensation have a effect of signification and positif to the staff performance is 15,70 %. Based on research of leadership, compensation and motivation with all of signifation influence and positive to the employee performance with the contribution are 24,01 %, and while the rest a much 75,99 % to effect by another variable its not to]]>
<![CDATA[PENGARUH KEPEMIMPINAN, KOMPENSASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN ]]>
<![CDATA[Agus Riyanto]]>;
<![CDATA[Yunis Vertina Zaq]]>
<![CDATA[ Human Capital Development Vol 5 No 2 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
Show Abstract
|
Download Original
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<![CDATA[Purpose- This study aims to determine the influence of leadership, compensation and motivation to the employee performance at Grand Paragon Jakarta. Design/methology/approach- The study of variable be consisting of the independent variable are leadership, compensation and motivation of the dependent variable about performance. Kinds of data that will be study are primary data. A population that use in this research are all of staff at Grand Paragon Hotel. Sampling technique using saturation saturate sampling technique. Data collected and then analyzed using a program SPSS Versi 24. Findings- Can be concluded about leadership have a effect signification to the employee performance because the study of leadership a much 4,47 % . compensation have a effect of signification and positif to the staff performance is 15,70 %. Based on research of leadership, compensation and motivation with all of signifation influence and positive to the employee performance with the contribution are 24,01 %, and while the rest a much 75,99 % to effect by another variable its not to]]>
<![CDATA[PENGARUH TINGKAT PENDIDIKAN, PELATIHAN DAN PENGALAMAN MENGAJAR TERHADAP PROFESIONALISME GURU DI SEKOLAH DASAR NEGERI WILAYAH BINAAN VI JATINEGARA JAKARTA TIMUR ]]>
<![CDATA[Leonardo Indra Vitaharsa]]>
<![CDATA[ Human Capital Development Vol 5 No 2 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the effect of the level of education, training and teaching experience on the professionalism of teachers both partially and together with teachers in Binaan VI Elementary School Jatinegara, East Jakarta Design/methology/approach- The author takes the number of samples according to time constraints and the funds are determined purposively by 75 teachers as respondents. The author uses the method used in this research is descriptive and quantitative with multiple regression analysis techniques. From the results of the study showed there are influences of Education (X1), Training (X2) and Teaching Experience (X3) on Teacher Professionalism (Y) Findings- Significant simultaneously or partially and this is evident from the results of the analysis using the ANOVA model where F counts 33.960 and Ftable with df 2; 72 is 3.15 thus {Fcount 33.960> Fcount 33.960 and Ftable then (Ho) is rejected and (Ha) is accepted meaning {Education (X1), Training (X2) and Teaching Experience (X3)} together have the influence of SDN Teacher Professionalism in the target area VI (Y). The probability of the result is 0,000 at a value of α = 0.05, so the probability is far below the Alpha value so that {Education (X1), Training (X2) and Teaching Experience (X3)} together have a significant effect on the Professionalism of SDN Teachers in the Foster VI area Cipinang Besar Selatan Jatinegara, East Jakarta. Research limitations- The contribution of the independent variable to the Professionalism of Teacher in SD Binaan VI Elementary School Jatinegara, East Jakarta is 58.9%, while the remaining 41.1% is influenced by other variables not included in the model or not examined.]]>
<![CDATA[PENGARUH TINGKAT PENDIDIKAN, PELATIHAN DAN PENGALAMAN MENGAJAR TERHADAP PROFESIONALISME GURU DI SEKOLAH DASAR NEGERI WILAYAH BINAAN VI JATINEGARA JAKARTA TIMUR ]]>
<![CDATA[Leonardo Indra Vitaharsa]]>
<![CDATA[ Human Capital Development Vol 5 No 2 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the effect of the level of education, training and teaching experience on the professionalism of teachers both partially and together with teachers in Binaan VI Elementary School Jatinegara, East Jakarta Design/methology/approach- The author takes the number of samples according to time constraints and the funds are determined purposively by 75 teachers as respondents. The author uses the method used in this research is descriptive and quantitative with multiple regression analysis techniques. From the results of the study showed there are influences of Education (X1), Training (X2) and Teaching Experience (X3) on Teacher Professionalism (Y) Findings- Significant simultaneously or partially and this is evident from the results of the analysis using the ANOVA model where F counts 33.960 and Ftable with df 2; 72 is 3.15 thus {Fcount 33.960> Fcount 33.960 and Ftable then (Ho) is rejected and (Ha) is accepted meaning {Education (X1), Training (X2) and Teaching Experience (X3)} together have the influence of SDN Teacher Professionalism in the target area VI (Y). The probability of the result is 0,000 at a value of α = 0.05, so the probability is far below the Alpha value so that {Education (X1), Training (X2) and Teaching Experience (X3)} together have a significant effect on the Professionalism of SDN Teachers in the Foster VI area Cipinang Besar Selatan Jatinegara, East Jakarta. Research limitations- The contribution of the independent variable to the Professionalism of Teacher in SD Binaan VI Elementary School Jatinegara, East Jakarta is 58.9%, while the remaining 41.1% is influenced by other variables not included in the model or not examined.]]>
<![CDATA[PENGARUH KECERDASAN EMOSIONAL DAN KREATIVITAS TERHADAP PRESTASI KERJA KARYAWAN PRODUKSI PADA PT. MULER PASIFIC LABELINDO, JAWA BARAT ]]>
<![CDATA[Aris Budiono]]>
<![CDATA[ Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the effect of Emotional Intelligence and Creativity on Work Achievement of production employees of PT Labelindo PT. Pacifik Design/methology/approach- The author conducted a survey by distributing questionnaires to 21 respondents in this study for testing and using saturated samples. To examine the effect of Emotional Intelligence and Creativity on Work Performance, the authors use multiple linear regression analysis with F test and t test. Findings- The value of t counts on the variable emotional intelligence (X1) with sign = 0.473. By using a degree of confidence (α = 5%), then partially the emotional intelligence variable (X1) has no significant effect, as much as the variable creativity (X2) with sig. = 0,000. By using the degree of confidence (α = 5%), then partially the creativity variable (X2) has a significant effect on the variable employee employment production of PT.Muler Pasific Labelindo. Simultaneously these two variables together affect employee performance. With the t-test, it was found that Emotional Intelligence has a significant impact on increasing employee motivation. The correlation coefficient value is 0.788, meaning that there is a strong and unidirectional relationship between the independent variables and the dependent variable. While the coefficient of determination (R²) is 0.621 Research limitations- The contribution of the independent variable consisting of emotional intelligence (X1) and creativity (X2) to the work performance of the production employees of PT.Muler Pasific Labelindo is 62.1%, while the remaining 37.9 % is influenced by other variables not included in the model or not examined]]>
<![CDATA[PENGARUH KECERDASAN EMOSIONAL DAN KREATIVITAS TERHADAP PRESTASI KERJA KARYAWAN PRODUKSI PADA PT. MULER PASIFIC LABELINDO, JAWA BARAT ]]>
<![CDATA[Aris Budiono]]>
<![CDATA[ Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the effect of Emotional Intelligence and Creativity on Work Achievement of production employees of PT Labelindo PT. Pacifik Design/methology/approach- The author conducted a survey by distributing questionnaires to 21 respondents in this study for testing and using saturated samples. To examine the effect of Emotional Intelligence and Creativity on Work Performance, the authors use multiple linear regression analysis with F test and t test. Findings- The value of t counts on the variable emotional intelligence (X1) with sign = 0.473. By using a degree of confidence (α = 5%), then partially the emotional intelligence variable (X1) has no significant effect, as much as the variable creativity (X2) with sig. = 0,000. By using the degree of confidence (α = 5%), then partially the creativity variable (X2) has a significant effect on the variable employee employment production of PT.Muler Pasific Labelindo. Simultaneously these two variables together affect employee performance. With the t-test, it was found that Emotional Intelligence has a significant impact on increasing employee motivation. The correlation coefficient value is 0.788, meaning that there is a strong and unidirectional relationship between the independent variables and the dependent variable. While the coefficient of determination (R²) is 0.621 Research limitations- The contribution of the independent variable consisting of emotional intelligence (X1) and creativity (X2) to the work performance of the production employees of PT.Muler Pasific Labelindo is 62.1%, while the remaining 37.9 % is influenced by other variables not included in the model or not examined]]>
<![CDATA[PENGARUH KEPEMIMPINAN, BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KOMITMEN ORGANISASI STUDI KASUS PADA HOTEL DOUBLETREE BY HILTON JAKARTA DIPONEGORO ]]>
<![CDATA[Pamuji Gesang Raharjo]]>;
<![CDATA[Ikhsan Iraldi Wicaksana]]>
<![CDATA[ Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the effect of leadership, organizational culture and motivation on organizational commitment at Doubletree By Hilton Hotel Jakarta. Design/methology/approach- In this study, the authors conducted a survey by distributing questionnaires to employees of the Doubletree By Hilton Hotel Jakarta. The number of samples in this study were 160 employees obtained by using random non-random sampling techniques. Findings- The results of the study show the three variables jointly influence organizational commitment at Doubletree By Hilton Hotel Jakarta. By using the t test, it was found that leadership had a significant influence on increasing organizational commitment at Doubletree By Hilton Hotel Jakarta is 5.83%, while organizational culture has a significant influence on increasing organizational commitment is 32.90%, while in the motivation variable also effect on increasing organizational commitment amounted to 6.86%. If all three variables are simultaneously found the ability of the three variables to explain organizational commitment is 80.40%, other factors of 19.60% are not discussed in this study, including work environment, compensation and other things. Research limitations- But the capacity of independent leadership variables to influence the effect on organizational commitment is weaker than other variables, which are not included in this study.Practical implications- Human resource managers must maintain authentic information through available organizational communications. Apart from that it is the main area for evaluating existing leadership because it has a greater effect on organizational commitment.]]>
<![CDATA[PENGARUH KEPEMIMPINAN, BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KOMITMEN ORGANISASI STUDI KASUS PADA HOTEL DOUBLETREE BY HILTON JAKARTA DIPONEGORO ]]>
<![CDATA[Pamuji Gesang Raharjo]]>;
<![CDATA[Ikhsan Iraldi Wicaksana]]>
<![CDATA[ Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- This study aims to determine the effect of leadership, organizational culture and motivation on organizational commitment at Doubletree By Hilton Hotel Jakarta. Design/methology/approach- In this study, the authors conducted a survey by distributing questionnaires to employees of the Doubletree By Hilton Hotel Jakarta. The number of samples in this study were 160 employees obtained by using random non-random sampling techniques. Findings- The results of the study show the three variables jointly influence organizational commitment at Doubletree By Hilton Hotel Jakarta. By using the t test, it was found that leadership had a significant influence on increasing organizational commitment at Doubletree By Hilton Hotel Jakarta is 5.83%, while organizational culture has a significant influence on increasing organizational commitment is 32.90%, while in the motivation variable also effect on increasing organizational commitment amounted to 6.86%. If all three variables are simultaneously found the ability of the three variables to explain organizational commitment is 80.40%, other factors of 19.60% are not discussed in this study, including work environment, compensation and other things. Research limitations- But the capacity of independent leadership variables to influence the effect on organizational commitment is weaker than other variables, which are not included in this study.Practical implications- Human resource managers must maintain authentic information through available organizational communications. Apart from that it is the main area for evaluating existing leadership because it has a greater effect on organizational commitment.]]>
<![CDATA[PENGARUH MOTIVASI, KOMUNIKASI DAN DISIPLIN TERHADAP KINERJA KARYAWAN DI PIZZA MARZANO CABANG JAKARTA SELATAN ]]>
<![CDATA[Etty Nurwati]]>;
<![CDATA[Nur Rahmi]]>
<![CDATA[ Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
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<![CDATA[Purpose- The study aims to determine the independent variable motivation, communication, and discipline to dependent of employee performance in Pizza Marzano branch of South Jakarta. Design/methodology/approach- The study was conducted by using quantitative descriptive technique. The population in this study are employees of Pizza Marzano of South Jakarta as much as 120 employee with a sample of 100 using the slovin formula. The sample used accidental sampling technique. The test results were analyzed with multiple linear regression method using SPSS Statistics 22. The analyzed tecnique used includes of test the validaty and reliability, the classics assumption test in the form of normality test, multicollinearity,heteroscedasticity test, multiple linear regression analysis and hypothesis testingin. Findings- test f, t-test, correlation (R) and the coefficient of determination (R2) and the analysis can seen be the influence of motivation, communication, and discpline has an effect on employee performance partially and simultaneously.]]>
<![CDATA[PENGARUH MOTIVASI, KOMUNIKASI DAN DISIPLIN TERHADAP KINERJA KARYAWAN DI PIZZA MARZANO CABANG JAKARTA SELATAN ]]>
<![CDATA[Etty Nurwati]]>;
<![CDATA[Nur Rahmi]]>
<![CDATA[ Human Capital Development Vol 5 No 1 (2018): HUMAN CAPITAL DEVELOPMENT ]]>
Publisher : <![CDATA[LPPM Universitas Asa Indonesia ]]>
Show Abstract
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<![CDATA[Purpose- The study aims to determine the independent variable motivation, communication, and discipline to dependent of employee performance in Pizza Marzano branch of South Jakarta. Design/methodology/approach- The study was conducted by using quantitative descriptive technique. The population in this study are employees of Pizza Marzano of South Jakarta as much as 120 employee with a sample of 100 using the slovin formula. The sample used accidental sampling technique. The test results were analyzed with multiple linear regression method using SPSS Statistics 22. The analyzed tecnique used includes of test the validaty and reliability, the classics assumption test in the form of normality test, multicollinearity,heteroscedasticity test, multiple linear regression analysis and hypothesis testingin. Findings- test f, t-test, correlation (R) and the coefficient of determination (R2) and the analysis can seen be the influence of motivation, communication, and discpline has an effect on employee performance partially and simultaneously.]]>
