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PENGARUH KUALITAS LAYANAN TERHADAP PRODUKTIVITAS KERJA PEDAGANG KAKI LIMA NOTOHARJO Mulyanto .
KELOLA Vol 1, No 2 (2013): May
Publisher : STIE AUB Surakarta

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The policy structuring location five-foot trader set by the local government, of course has the effect or impact on the vendors themselves and also for the environment. based on two criteria are used, internal and external. Internal is how the impact on street vendors in terms of economic improvement, a sense of justice and that is how the relationship with the external environment. Impact on the environment implies a positive environment that is well-organized, with waste treatment market, greening around the relocation market, so the market environment will be beautiful and doesn’t look shabby (environmentally friendly). While the negative impact of the decline in capital and revenue, increased operating costs, declining market activities (production, distribution and consumption), weakening of social networks (customers) and declining merchant opportunity to participate in social groups of non-formal. Therefore, further research requiredFrom the research conducted showed that the quality of service significantly influence the arrangement of locations although its low and have strong and significant affect on working productivity of Notoharjo’s five-foot trader Surakarta. And also the arrangement of locations has lower significant effect on working productivity althought it's lower on Notoharjo’s five-foot trader of Surakarta. Keywords: quality of service, working productivity, arrangement of location
PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI, KOMITMEN ORGANISASI TERHADAP MOTIVASI KERJA DAN KINERJA PEGAWAI BKD KLATEN Arif Yunanto; Mulyanto .
ADVANCE Vol 1, No 2 (2014): March
Publisher : STIE AUB Surakarta

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Abstract

This study aimsistoanalyzethe effect of(1)leadership style onwork motivation, (2)organizational culture onemployeesmotivation; (3) organization witha commitmenttoinfluenceemployeesmotivation, (4)leadership styleon employeesperformance; (5)organizational cultureon employeesperformance; (6)organizational commitmenton employeesperformance; (7)work motivation onemployee performance.The data usedin this studyweretaken with theprimarypopulationquestionnairesgiven toemployeesas many as 48people. Analysistoolsused inthetestinstrumentvalidity andreliability testing, analysisregressiontheintervening variable(Path Analysis), ttest, F test, testR2, correlation analysis, analysis of the effect. The test resultsshowedallinstrumentswere valid and reliable. The results showed : 1) Leadershipstylehada notsignificantpositive effectonwork motivation, 2) Organizational Culturehadsignificantpositive effectonwork motivation, 3) OrganizationalCommitmenthad positive and significant impactonwork motivation, 4) LeadershipStyleshad positive and significant effecton employees performance, 5) Organizational Culturehadsignificantnegative effecton employees performance, 6) Organizational commitmenthadsignificantpositive effecton employee performance, 7) Work Motivationhad positive and significant effecton Employee Performancein theRegional Employment Board ofKlaten.R-square value was 66.2% and a total, meaningful employee performance variation in Klaten Regional Employment Board, explained Leadership Style, Organizational Culture, Organizational Commitment to Work Motivation as intervening variable of 66.2% remaining 33.8% was explained as other variables outside the model instance variables of job satisfaction and employee discipline. Keywords: Leadership Style, Organizational Culture, Work Motivation, Employee performance.