ANALISIS PENGARUH BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN (Studi Pada PT. Telekomunikasi Indonesia Tbk, Regional IV Jawa Tengah – Daerah Istimewa Yogyakarta)

This study aims to examine the influence of Organizational Culture and motivation to increase the performance of individual employees. Organizational culture contains norms and values beliefs that guide the behavior of members of the organization. Therefore, organizations should have to provide a vehicle for employees to internalize the culture so that they are able to apply them in work.. The research was carried out on one of telecommunication companies in Semarang. The method used a method of distributing the survey through questionnaires. From a population of 1548 persons, using proportional random sampling techniques, the number of samples obtained as many as 94 persons. Regression analysis is used as a quantitative analysis. Regression results show the influence of Organizational Culture on Employee Performance with the 0,442 through the summation of the standardized beta coefficients. The results of calculation of the coefficient of determination showed that 44.2% of total change in the dependent variable can be explained by the independent variables. The others of 55.8% is explained by other variables of research model. The results of hypothesis testing indicate a positive and significant influence of the Cultural Organization to Employee Performance. Furthermore, Motivation has an influence in a positive and significant impact on employee performance

Work climate and employee performances: a literature observation

This article mainly discusses the relationship between work climate and employee performance. Research on the relationship between work climate and employee performance still shows mixed results. The purpose of this study was to determine the relationship between work climate and employee performance by comparing the results of primary research on these two variables. The method used is a conceptual analysis of various previous studies in the last ten years. The results show that there is a significant and positive relationship between work climate and employee performance, especially in the Indonesian context where social relations take priority in society. This implies that managers must be able to create a favorable work climate to encourage employee performance improvement, although this is not the only thing that must be considered

PENGARUH KUALITAS PELAYANAN TERHADAP LOYALITAS KONSUMEN, DENGAN KEPUASAN KONSUMEN SEBAGAI VARIABEL INTERVENING (Studi Pada Waterpark Semawis Semarang)

This research was motivated by the declining number in 2008-2011 of subscribers indicates that consumer satisfaction in Waterpark Semawis Semarang declined. By looking at existing problems, the study aimed to analyze how to improve their customer satisfaction, supported by improved service quality. This study collected data from 100 respondents Waterpark Semawis Semarang users. The questionnaire consist of closed. The answer of closed questions that represent the observed variables were then being analyzed by value of Structural Equation Modeling which is run by Amos 16.0 programme. The results of analysis showed that service quality has a significant and positive impact on customer satisfaction and customer satisfaction also has a positive and significant influence on consumer loyalty Waterpark Semawis Semarang

ANALISIS PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN (Studi pada STIKES Widya Husada Semarang)

Performance of a company is determined by the condition and behavior of employees who owned company. One form of employee behavior that can not be prevented the occurrence of a desire to move (turnover intention) that led to the employee's decision to leave her job. High employee turnover rate may result in the organization becomes ineffective because the company loses experienced employees and the need to retrain new employees. This study aims to analyze the influence of the variables of job stress and job satisfaction on turnover intention of employees. The research was conducted in STIKES Widya Husada Semarang. The number of samples set at 98 respondents to the census methods and data analysis method used is multiple linear regression analysis using SPSS. The results of testing of the hypothesis, suggesting that job stress variables have a positive effect on employee turnover intention. Job satisfaction is negatively affecting the turnover intention of employees. The results of a small coefficient of determination indicates that the ability of the independent variables (job stress and job satisfaction) in explaining the dependent variable (turnover intention of employees) is very limited

The moderating role of readiness for change on the effect of transformational leadership and compensation satisfaction on employee performance: Evidence from post-acquisition companies

This paper aims to analyze how transformational leadership and compensation satisfaction determine employee performance in post-acquisition companies by proposing readiness for change as a mediating variable. Our samples are 400 employees from four post-acquisition companies which underwent acquisition in 2014. The findings of this study show that the direct effect between transformational leadership and employee performance has a higher value than the indirect effect through the variable readiness for change. Likewise, the direct effect between compensation satisfaction and employee performance has a higher value than the indirect effect through readiness to change. The statement before shows that the existence of readiness to change is essential. Still, the dynamic changes require employees to adapt quickly to new circumstances, ready or not

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN (Studi pada Rumah Sakit Panti Wilasa “Citarum” Kota Semarang)

Receiving proper healthcare is a primary need in society. Healthcare institution claimed to give qualified healthcare to society. Qualified healthcare can’t be apart from the optimal work performance of all parties in the healthcare institution, to this matter is from its employees. A good work performance can emerge if the employees applied the main values that organization used as its philosophies and guidance in order to run its activities, called organizational culture. The optimal work performance can also be yielded from the employees who like their job and comfortable with it, where they can obtain their job satisfaction according as they expected. The aim of this research is to analyze the effect of organizational culture and job satisfaction to the employee performance. Research is done in Panti Wilasa “Citarum” Semarang Hospital. Sample applied in this research is 100 employees who consisted of nurse, non nurse also administration staff and public service officer. The data collected by using questionnaires which the sampling technique issimple random sampling. Analytical method used in this research is multiple linear regression analysis, using SPSS program. The result shows that organizational culture positively influence on employee performance (p 0,007 and t 2,759 with coefficient 0,241), and job satisfaction positively influence on employee performance (p 0,000 and t 5,262 with coefficient 0,460). Empirical finding indicated that to increase employee performance in Panti Wilasa “Citarum” Semarang Hospital, the management should pay more attention to organizational culture factors and job satisfaction factors, because those factors proved influence on employee performance

ANALISIS PENGARUH KECERDASAN EMOSIONAL DAN KECERDASAN SPIRITUAL TERHADAP KINERJA KARYAWAN (Studi Empiris pada Rumah Sakit Umum Daerah Kota Semarang )

Basically, the employee performance are the result of a complex processes, both derived from factors internal and external factors. Employee’s performance is very help ful to the hospital in the accomplishment of work, and to realize short-term goals and long term. A good employee. If the employee;s performance is good then hospital’s performance became better. This study attempts to examine some of the factors suspected to have an influence on employee performance, namely emotional intelligence and spiritual intellienca. The research question posed in this study were: (1) How the effect of emotional intelligence on the performance of employees? and (2) How the influence of spiritual intelligence on the performance of employees? This research have been conducted in RSUD Semarang City. There are 100 respondents who have been selected as asample by using sampling techniques in the form of simple random sampling. Questionaire was usede as a tool in data collection method. Techniques of data analysis in this stuydy is the multiple regression analysis. The study found that the hypothesis in this study have been shown to significantly. Emotional intelligence and spiritual intelligence have a positive and significant impact on employees performance. Variables that have the most impact is the spiritual intelligence. The implication in this study is emotional intelligence and spiritual intelligence plays an equally important both individually and jointly in improving the employee performance

ANALISIS PENGARUH GAYA KEPEMIMPINAN DAN BUDAYA ORGANISASI TERHADAP KOMITMEN ORGANISASI UNTUK MENINGKATKAN KINERJA KARYAWAN (Studi Pada Biro Perjalanan Umum Rosalia Indah Solo)

Penelitian ini mencoba untuk menguji pengaruh gaya kepemimpinan dan budaya organisasi, terhadap komitmen organisasi dalam meningkatkan kinerja karyawan pada Biro Perjalanan Umum (BPU) Rosalia Indah Solo. Data dalam penelitian ini diperoleh melalui kuesioner yang diisi secara mandiri dengan proportional sampling method dengan jumlah 170 orang. Model penelitian diuji dengan teknik pemodelan persamaan struktural. Hasil penelitian menunjukan bahwa semua hipotesis diterima. Gaya kepemimpinan berkontribusi positif dan signifikan terhadap komitmen organisasional, budaya organisasi terbukti positif dan signifikan terhadap komitmen organisasi, hubungan antara komitmen organisasi dan kinerja karyawan terbukti positif dan signifikan, gaya kepemimpinan memiliki hubungan yang positif dan signifikan terhadap kinerja karyawan, dan budaya organisasi terbukti positif dan signifikan terhadap kinerja karyawan. Implikasi bagi manajer dan penelitian selanjutnya juga didiskusikan

ANALISIS MODEL PRAKTEK KNOWLEDGE MANAGEMENT UNTUK MENINGKATKAN KEMAMPUAN INOVASI KARYAWAN Studi: di Kantor bank bjb (PT. Bank Pembangunan Daerah Jawa Barat dan Banten, Tbk)

Today is the era of knowledge-based economy where the company’s core strength lies in human capital. The increasing competition between companies rised a knowledge-intensive industrial concept which demanding availability of knowledge workers in large number to support the progress of a company. This knowledge-intensive human capital will give value added and increased productivity far more significant than materials factors like land and capital only. Based on the description, this study aimed to find out what are the factors that influence the management of knowledge that support the emergence of innovations. To answer the research objectives, developed a research model that involves four variables which include human capital research, mastery of ICT, knowledge management, and innovation. The datas on these variables obtained through an interviews with 140 respondents of bjb bank employees. The data obtained will be analyzed by using analysis of Structural Equation Modeling (SEM) The test result about influence between variables using SEM proved that statistically, the successful implementation of knowledge management is influenced by human capital and ICT mastery while the successful implementation of employee innovation is determined by knowledge management, human capital, and ICT master