Review
Jurnal MSDM ( Nasional I )
Judul
|
PENGARUH
KEPEMIMPINAN TRANSAKSIONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN
PADA PT. FIF GROUP MANADO
|
Jurnal
|
Jurnal
Manajemen Sumber Daya Manusia
|
Volume
& Halaman
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Vol.5
No.2
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Tahun
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Oktober
2016 – Desember 2016
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Penulis
|
Meike
Bawarodi B. Tewal Michael Ch. Raintung
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Reviewer
|
Christin
Yulianti ( 1721200022 )
|
Tanggal
|
10
Juni 2019
|
Tujuan
Penelitian
|
1.
Pengaruh simultan dari Kepemimpinan Transaksional dan Budaya Organisasi
terhadap Kinerja Karyawan pada PT. FIF GROUP Manado
2.
Pengaruh Kepemimpinan Transaksional terhadap Kinerja Karyawan pada PT. FIF
GROUP Manado
3.
Pengaruh Budaya Organisasi terhadap Kinerja Karyawan pada PT. FIF GROUP
Manado.
|
Subjek
Penelitian
|
Kepemimpinan
transaksional, Budaya organisasi, Kinerja karyawan
|
Metode
Penelitian
|
Analisis
Regresi Linier Berganda
|
Langkah-langkah
Penelitian
|
Langkah-langkah yang digunakan dalam
proses penelitian ini adalah:
1.Bila
pengaruh kepemimpinan transaksional meningkat, maka kinerja karyawan juga
meningkat.
2.Bila
budaya organisasi meningkat, maka kinerja karyawan juga meningkat.
|
Hasil
Penelitian
|
Hipotesis 1:
Kepemimpinan
transaksional dan budaya organisasi secara simultan memiliki pengaruh positif
dan signifikan terhadap kinerja karyawan yang ada di PT. FIF Group cabang
Manado. Berdasarkan hasil perhitungan dengan statistik manual diperoleh nilai
F hitung > F tabel. ini menandakan bahwa kepemimpinan transaksional dan
budaya organisasi secara bersama-sama mempunyai pengaruh terhadap kinerja
karyawan. Dengan demikian model regresi dalam penelitian ini adalah baik.
Secara bersama-sama hubungan antara kedua variabel yaitu kepemimpinan
transaksional dan budaya organisasi berdasarkan koefisien korelasi
hubungannya cukup kuat, sedangkan pengaruh antara kepemimpinan transaksional
dan budaya organisasi terhadap kinerja karyawan kurang dari 20% sedangkan
lebih dari 80% dipengaruhi oleh variabel lainnya di luar model penelitian
ini.
Hipotesis 2:
Hasil
pengujian regresi berganda diperoleh nilai koefisien regresi kepemimpinan
transaksional berpengaruh positif terhadap kinerja karyawan, artinya apabila
kepemimpinan transaksional yang ada di FIF Group cabang Manado semakin baik,
maka kinerja karyawan akan meningkat atau pada kategori setuju. Kepemimpinan
transaksional merupakan variabel yang paling dominan berpengaruh terhadap
kinerja karyawan dalam penelitian ini. Hasil ini sesuai dengan atau mendukung
hasil penelitian sebelumnya yaitu penelitian dari: Wahyuni (2015), Yuningsih
(2015), Italiani (2013), Awan (2014), Hartanto (2014), Pradana dan Hamid
(2015), Kusumawati dan Ansori (2015). Dimana dalam penelitian sebelumnya
tersebut dengan penelitian ini sama-sama diperoleh hasil temuan dari uji
hipotesis bahwa gaya kepemimpinan khususnya gaya kepemimpinan transaksional
berpengaruh terhadap kinerja sumber daya manusia yang bekerja pada
organisasi.
Hipotesis 3:
Hasil pengujian regresi berganda diperoleh
nilai koefisien regresi budaya organisasi berpengaruh positif terhadap
kinerja karyawan, artinya apabila budaya organisasi yang ada di FIF Group
cabang Manado semakin baik, maka kinerja karyawan akan meningkat atau pada
kategori setuju. Budaya organisasi merupakan variabel terendah dibandingkan
dengan kepemimpinan transaksional dalam penelitian ini. Hasil ini sesuai
dengan atau mendukung hasil penelitian sebelumnya yaitu penelitian dari:
Wahyuni (2015), Yuningsih (2015), Mardiyah (2014), Subagiyono (2015), Sumaki,
Taroreh dan Supeno (2015). Dimana dalam penelitian sebelumnya tersebut dengan
penelitian ini sama-sama diperoleh hasil temuan dari uji hipotesis bahwa
variabel budaya khususnya budaya organisasi berpengaruh terhadap kinerja
sumber daya manusia yang bekerja pada organisasi.
|
Kekuatan
Penelitian
|
-
|
Kelemahan
Penelitian
|
-
|
Saran
Reviewer
|
Jurnal
sudah cukup baik dan penjelasannya sudah lengkap
|
Review
Jurnal MSDM ( Nasional II )
Judul
|
PENGARUH
PENGEMBANGAN KARIR, PELATIHAN DAN MOTIVASI TERHADAP KINERJA KARYAWAN PADA PT
AIR MANADO
|
Jurnal
|
Jurnal
Manajemen Sumber Daya Manusia
|
Volume
& Halaman
|
Vol.6
No.1
|
Tahun
|
Januari
2018
|
Penulis
|
Abrahan
Samuel Kaengke, Benhard Tewal, Yantje Uhing
|
Reviewer
|
Christin
Yulianti ( 1721200022 )
|
Tanggal
|
10
Juni 2019
|
Tujuan
Penelitian
|
1.
Pengembangan Karir, Pelatihan dan Motivasi terhadap Kinerja Karyawan PT. Air
Manado.
2.
Pengembangan Karir terhadap Kinerja Karyawan PT. Air Manado.
3.
Pelatihan terhadap Kinerja Karyawan PT. Air Manado.
4.
Motivasi terhadap Kinerja Karyawan PT. Air Manado.
|
Subjek
Penelitian
|
Pengembangan
karir, Pelatihan, motivasi, Kinerja karyawan
|
Metode
Penelitian
|
Analisis
Regresi Linier Berganda
|
Langkah-langkah
Penelitian
|
Langkah-langkah yang digunakan dalam
proses penelitian ini adalah:
1.Bila
pengaruh pengembangan karir meningkat, maka kinerja karyawan juga meningkat.
2.Bila
pengaruh motivasi meningkat, maka kinerja karyawan juga meningkat.
|
Hasil
Penelitian
|
Karakteristik Responden :
Responden
yang berjenis kelamin pria sebanyak 70.9 %, sedangkan yang berjenis kelamin
wanita sebanyak 20.1 %. Berdasarkan data ini dapat diketahui bahwa karyawan
PT.Air Manado lebih dominan pria. Karyawan yang memiliki umur 25-35 tahun
sebanyak 39.1 % dan yang memiliki umur 35-50 tahun sebanyak 51.9 %. Tingkat
pendidikan SMA/SMK sederajat sebanyak 46.5 % sedangkan yang memiliki tinggkat
pendidikan perguruan tinggi (Diploma/Sarjana) sebanyak 44,5 %.
Uji Validitas dan Reliabilitas
Kuesioner :
Hasil
perhitungan uji validitas dan uji reliabilitas kuesioner sebagaimana datapada
Tabel 1 menunjukkan bahwa seluruh pernyataan untuk variabel pengembangan
karir, pelatihan, motivasi dan kinerja karyawan adalah valid, karena memiliki
nilai rhitung (Corrected Item-Total Correlation) > rtabel sebesar 0.1966
atau tingkat signifikansi.
Hasil pengujian pengaruh setiap
variabel independent terhadap variabel dependent adalah sebagi berikut:
1.
Variabel pengembangan karir, t-hitung=12,596> t-tabel= 1,660, signifikansi
p-value = 0,000 kinerja karyawan. Dengan demikian hipotesis 2 yang menyatakan
ada pengaruh signifikan pengembangan karir terhadap kinerja karyawan diterima
atau terbukti. Hasil penelitian ini sejalan dengan temuan penelitian Kakui
dan Gachunga, 2016; Dewi dan Susila, 2016; Harlie, 2011. Pimpinan PT.Air
perlu memperhatikan pengembangan karir karyawannya agar mereka bisa
berkinerja baik.
2.
Variabel pelatihan, t-hitung = 4,593>t-tabel = 1,660, dari signifikansi
p-value = 0,000< 0,05, dengan demikian Ho ditolak dan Ha diterima yang
berarti ada pengaruh signifikan pelatihan terhadap kinerja karyawan. Dengan
demikian hipotesis 3 yang menyatakan ada pengaruh signifikan pelatihan
terhadap kinerja karyawan diterima atau terbukti. Hasil penelitian ini
sejalan dengan temuan penelitian Agusta dan Sutanto, 2013; Julianry, Syarif
dan Affandi, 2017; Tuage, Tewal dan Uhing, 2014. Pimpinan PT. Air harus
meningkatkan standar pelatihan yang diberikan agar supaya bisa memperoleh
karyawan yang mempunyai skill yang baik dan dapat memberikan kinerja yang
baik untuk perusahaan.
3.
Variabel motivasi, t-hitung = -0,798< t-tabel = 1,660, dari signifikansi
p-value = 0,427> 0,05, dengan demikian Ho diterima dan, Ha ditolak yang
berarti tidak ada pengaruh negatif tapi tidak signifikan motivasi terhadap
kinerja karyawan. Dengan demikian hipotesis 4 yang menyatakan ada pengaruh
signifikan motivasi terhadap kinerja karyawan ditolak atau tidak terbukti.
Hasil penelitian ini sejalan dengan temuan penelitian Julianry, Syarif dan
Affandi, 2017;Muchtar, 2016. Pimpinan harus memperhatikan lingkungan sekitar
tempat bekerja, contohnya dalam hal menangani banjir yang sering terjadi
dilokasi tersebut, karena karyawan akan nyaman bekerja jika suasana
lingkungan tempat bekerja itu baik.
|
Kekuatan
Penelitian
|
-
|
Kelemahan
Penelitian
|
-
|
Saran
Reviewer
|
Jurnal
sudah cukup baik dan penjelasannya sudah lengkap
|
Review
Jurnal MSDM ( Internasional )
Judul
|
THE
EFFECTS OF COMMITMENT, COMPETENCE, WORK SATISFACTION ON MOTIVATION, AND
PERFORMANCE OF EMPLOYEES AT INTEGRATED SERVICE OFFICE OF EAST JAVA
|
Jurnal
|
INTERNATIONAL
JOURNAL OF ADVANCED RESEARCH
|
Volume
& Halaman
|
Volume
3, Issue -378-396
|
Tahun
|
19
January 2016
|
Penulis
|
Murgianto
, Siti Sulasmi , Suhermin
|
Reviewer
|
Christin
Yulianti ( 1721200022 )
|
Tanggal
|
10
Juni 2019
|
Tujuan
Penelitian
|
1.
Determine the effects of commitment, competence, work satisfaction on
employee motivation
2.
Knowing the effects of work motivation, commitment, competence and employee
satisfaction to employee performance.
|
Subjek
Penelitian
|
COMMITMENT,
COMPETENCE, WORK SATISFACTION ON MOTIVATION, AND PERFORMANCE
|
Metode
Penelitian
|
This
study is an empirical test that will test the hypotheses. Therefore, the
approach used in this study is positivism (quantitative). This is an
inductive study that purposes to generalize the results of empirical findings
from samples taken from the employees at Integrated Service Office in East
Java is the general conclusions. While this type of research as a
confirmatory study that describes the relationship between the variables
through hypotheses testing.
|
Langkah-langkah
Penelitian
|
1.Gathering
theory
2.Distributing
questionnaires
3.Resut
evaluations
|
Hasil
Penelitian
|
The Effect of Work Motivation on
Performance:
-
The result of hypotheses testing about the effect among variables with AMOS
Software 20.0 shows the effect of work motivation on performance. Amount of
work motivation variable path coefficient on employees performance at
Integrated Services Office of East Java amounted to 0,324 with p-value 0,014
smaller than 5%,meaning that work motivation have a significant effect on the
employees performance at the Integrated Services Office of East Java. Thus
the fourth hypotheses (H4) in this study which states that work motivation
affects employees performance at the Integrated Services Office of East Java
is acceptable. As the findings of this study is to support the theories that
have been expressed by Xiohuai (2013) who said that motivation of public
service affected on individual performance as well. Sujana (2012) in his
study also finding that motivation have effect on performance, higher
motivation of the employee, so higher performed resulted in. In principle,
employee who has strong motivation to serve people then service performance
is up and in turn people will satisfied that mean that is higher performance.
One who has expectation to reached something then he will be motivated to
endeavor to reached that expectation higher motivation it will be then one
will be strive at one time will produce high performance like he expected.
The Effect of Commitment on
Performance:
-
The result of hypotheses testing about the effect among variables with AMOS
Software 20.0 shows the effect of commitment on performance. Amount of
commitment variable path coefficient on the employees performance at Integrated
Services Office of East Java amounted to 0,231 with p-value 0,016 smaller
than 5%, meaning that commitment have a significant effect on the employees
performance at the Integrated Services Office of East Java. Thus the fifth
hypotheses (H5) in this study which states that commitment affects employees
performance at the Integrated Services Office of East Java is acceptable. As
the findings of this study is to support the theories that have been proposed
by Xiaohua (2012); Castaing (2006); and Rainey (2007) who found that
commitment has effect on the individual performance. Sujana (2012) in his study
also explained that organizational commitment significantly affect
performance, higher employee commitment to the organization, so higher
performance that generated by employees toward organization. Christopher
(1997) who made a model of the effect of work motivation and organizational
leadership shows that there is effect between organizational commitment and
service performance, high commitment will improve performance. Meyer et al.
(1989) and Mowday et al. (1977) also concluded positively effect of organizational
commitment on employee performance. Organizational commitment affect the
performance of an employee because employee who has a high level of
commitment on organization tends to have a bias attitude, love, and high
liability to the organization so that it would motivate them to complete the
work assigned to them by psychologically mature and responsible. All of this
in turn will improve employee performance both from employment aspect as well
as from personal characteristics aspect.
The Effect of Competence on
Performance:
-
The result of hypotheses testing about the effect among variables with AMOS
Software 20.0 shows the effect of competence on performance. Amount of
competence variable path coefficient on employees performance at Integrated
Services Office of East Java amounted to 0,207 with p-value 0,049 smaller
than 5%, meaning that competence have a significant effect on the employees
performance at the Integrated Services Office of East Java. Thus the sixth
hypotheses (H6) in this study which states that competence affects employees
performance at the Integrated Services Office of East Java is acceptable. As
the findings of this study is to support theories that have been expressed by
Sujana (2012), Santiasih (2012), and Pratt (2009) in their research that
showed an effect between competence on employee performance. Spencer (1993)
also showed that competence has positive effect on employee performance.
Santiasih et al. (2012) also demonstrates employee competency affect employee
performance at the Pupuan District Office of Tabanan Regency. Sujana (2012)
adds that higher competency of employees and in accordance with the job
demands so the performance of employees will increase as a competent employee
usually has ability and willingness of work quickly to resolve the problems
encountered, does the job quietly and full of confident, view work as an
obligation that must be done willingly, and openly improving oneself through
the learning process. Psychologically it will provide meaningful work experience
and a sense of personal responsibility on the results of the work carried
out, which in the end all this will improves performance of the employees.
The
Effect of Work Satisfaction on Performance :
-
The result of hypotheses testing about the effect among variables with AMOS
Software 20.0 shows the effect of work satisfaction on performance. Amount of
work satisfaction variable path coefficient on employees performance at
Integrated Services Office of East Java amounted to 0,245 with p-value 0,008 smaller
than 5%, meaning that work satisfaction have a significant effect on the
employees performance at the Integrated Services Office of East Java. Thus
the seventh hypotheses (H7) in this study which states that work satisfaction
affects employees performance at the Integrated Services Office of East Java
is acceptable. As the findings of this study is to support theories that have
been expressed by Vandenable (2010) who found an effect between work
satisfaction and motivation of public service, the more satisfied with the
organization of the work motivation will also increase, which will ultimately
improve performance. Colquitt (2011) and Robbins and Judge (2011) also found
a link between work satisfaction with job performance. Wirawan (2013) adds in
a study that showed work satisfaction associated with low job stress, high
work motivation, high performance, low complaint, lower employee turnover,
lower absenteeism, and a good working relationship. In practice in the
Integrated Services Office of East Java, employee resource management must be
maintained because satisfaction because it will have an impact on performance
improvement.
|
Kekuatan
Penelitian
|
-
|
Kelemahan
Penelitian
|
-
|
Saran
Reviewer
|
The
journal is good enough and the explanation is complete
|
DAFTAR
PUSTAKA
Jurnal Nasional I
Jurnal Nasional II
Jurnal
Internasional
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