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PENGARUH GAYA KEPEMIMPINAN, BUDAYA ORGANISASI, TERHADAP KINERJA ORGANISASI DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MODERASI (Studi Empiris Pada Dinas Pariwisata Dan Kebudayaan di Kabupaten Jepara) Prihatin Tiyanto Priagung Hutomo; Akhmad Taufik
Serat Acitya Vol 4, No 1 (2015): Pemberdayaan Sumber Daya bagi Kehidupan
Publisher : FEB UNTAG Semarang

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ABSTRAK Penelitian ini bertujuan untuk menganalisis pengaruh Gaya Kepemimpinan, Budaya Organisasi, Terhadap Kinerja organisasi, dengan Motivasi Kerja sebagai Variabel Moderating Studi Empiris Pada Dinas Pariwisata dan Kebudayaan di Kabupaten Jepara. Populasi pada penelitian ini adalah Pegawai Negeri Sipil yang bekerja pada lingkungan Dinas Pariwisata Dan Kebudayaan Di Kabupaten Jepara. Jumlah sampel yang diambil 99 responden dengan metode pengambilan sampelnya adalah proportional justified random sampling. Alat analisis yang digunakan adalah regresi linier berganda dengan SPSS dan pengujian hipotesis. Berdasarkan hasil penelitian yang telah dilakukan dapat disimpulkan bahwa Gaya Kepemimpinan Demokratik mempunyai pengaruh positif dan signifikan terhadap Kinerja Organisasi ditolak, Budaya Organisasi mempunyai pengaruh positif dan signifikan terhadap Kinerja Organisasi ditolak; Gaya Kepemimpinan Demokratik berpengaruh positif dan signifikan terhadap Motivasi kerja Pegawai diterima; Budaya Organisasi Mempunyai pengaruh Positif dan signifikan terhadap Motivasi Kerja diterima; Gaya Kepemimpinan Demokratik dan Budaya Organisasi memperkuat motivasi kerja terhadap kinerja di terima, hal ini menunjukkan bahwa Gaya Kepemimpinan Demokratik dan Budaya Organisasi dapat meningkatkan kinerja organisasi dengan Motivasi Kerja sebagai variabel moderasi. Kata Kunci: Gaya Kepemimpinan Demokratik, Budaya Organisasi, Motivasi kerja, Kinerja Organisasi. ABSTRACT This study aims to analyze the effect of leadership style, organizational culture, to organizational performance, with job motivation as a moderating variable; empirical study On Tourism and Cultural Office in Jepara. The population in this study was a civil servant who works at the Department of Tourism and Culture of the environment in Jepara. The number of samples taken 99 respondents with the sample collection method is justified proportional random sampling. The analytical tool used is multiple linear regression with SPSS and hypothesis testing. Based on this study can be concluded that there is not affected a positive and significant the Democratic Leadership Style to organizational performance; there is not affected a positive and significant Organizational Culture on Organizational Performance; Democratic Leadership Style a positive and significant effect on employees job motivation received; Organizational Culture a positive and significant effect on employees job motivation received; Democratic Leadership Style and Organizational Culture strengthen on job motivation to organizational performance received; it indicates that the Democratic Leadership Style and Organizational Culture can improve the performance organization with work motivation as a moderating variable. Keywords: Democratic Leadership Style, Organizational Culture, Job motivation, and Organizational Performance.

Pengaruh Budaya Organisasi, Lingkungan Kerja, Kompensasi Terhadap Kinerja Melalui Kepuasan Kerja Pada Pegawai Sekretariat Daerah Kabupaten Blora (Study Empirik pada Pegawai Sekretaris Daerah Kabupaten Blora) Prihatin Tiyanto Priagung Hutomo
Serat Acitya Vol 7, No 1 (2018): Optimalisasi dan Pengendalian untuk Pengembangan
Publisher : FEB UNTAG Semarang

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Penelitian ini bertujuan untuk menguji pengaruh budaya organisasi, lingkungan kerja, kompensasi terhadap kinerja melalui kepuasan kerja pada pegawai Sekretariat Daerah Kabupaten Blora.(Study Empirik pada Pegawai Sekretariat Daerah Kabupaten Blora) . Penelitian ini merupakan penelitian kuantitatif. Data yang digunakan adalah data primer. Sampel dalam penelitian ini adalah 50 pegawai. Data diperoleh secara langsung dari hasil penyebaran kuesioner. Tehnik pengambilan sampel menggunakan metode sensus.. Alat analisis yang dipakai analisis jalur dan regresi dengan uji F, uji t, dan Uji R2.Hasil penelitian menunjukkan bahwa budaya organisasi berpengaruh tidak signifikan terhadap kepuasan kerja. Lingkungan kerja berpengaruh signifikan terhadap kepuasan kerja. Kompensasi berpengaruh signifikan terhadap kepuasan kerja. Budaya organisasi berpengaruh signifikan terhadap kinerja pegawai. Lingkungan kerja berpengaruh signifikan terhadap kinerja pegawai. Kompensasi berpengaruh signifikan terhadap kinerja pegawai. Kepuasan kerja pegawai berpengaruh signifikan terhadap kinerja pegawai. Hasil uji secara serempak (Uji F) menunjukkan secara simultan variabel budaya organisasi, lingkungan kerja, kompensasi, kepuasan kerja pegawai berpengaruh positif dan signifikan terhadap kinerja pegawai. Kesimpulan dari analisis jalur menunjukkan bahwa penggunaan variabel intervening adalah efektif. Budaya organisasi. merupakan variabel yang paling efektif untuk meningkatkan kinerja pegawai, karena mempunyai pengaruh yang paling besar, positif dan signifikan.This study aimed is to examine the influence of organizational culture, work environment, compensation on performance through job satisfaction employees Local Development Planning Agency of Blora. This study is a quantitative analysis. The data are primary data. The sample in this study are 50 employees at Local Development Planning Agency of Blora.. Sampling techniques using census method. Data obtained directly from the results of questionnaires. The analysis tool used path analysis and regression with F test, t test, and R2test.The results showed that organizational culture has not a significantly influence job satisfaction. The work environment has a significant effect on job satisfaction. Compensation has significant effect on job satisfaction. Organizational culture has a significant influence on employee performance. The work environment has a significant influence on employee performance. Compensation has a significant effect on employee performance. Employee satisfaction has a significantly influence employee performance. Employee motivation has a significant effect on employee performance. Test results simultaneously (F test) showed that organizational culture, work environment, compensation, job satisfaction have positive and significant impact on employee performance.. The conclusion of this pathway analysis showed that the use of an intervening variable is effective. Organizational culture. was most effective for improving employee performance, because it has the greatest impact, positive and significant.

STRATEGI PENGEMBANGAN KOTA SEMARANG MENUJU KOTA M. I. C. E UPAYA PERCEPATAN PEMBANGUNAN MENUJU KOTA SEMARANG SETARA Prihatin Tiyanto Prihatin Tiyanto
Serat Acitya Vol 2, No 3 (2013): November - Strategi Investasi Kehidupan Bermasyarakat
Publisher : FEB UNTAG Semarang

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The title of this research " The strategy of development Semarang city towards M.I.C.E city in the effortincreases acceleration of development commensurable Semarang"Purpose of main this research is to know how the strategy of development Semarang city towards M.I.C.Ecity of development commensurable Semarang. Population and sample this research is tourism industry andstakeholder. Number of samples 50 and returning 42 samples. Sample is taken with purposive sampling that issample has characteristic specially relates to events M.I.C.E in Semarang city. The respondent is government ofsemarang city represented by SKPD, the bisnis tourism and urban community of semarang city which involvein events M.I.C.E, besides also tourist outside a visit to Semarang city. The research approach applies isdescriptive qualitativeness. To know the strategy of development Semarang city has applied SWOT analysis,with FGD and In Depth Interview.Strength and opportunity Semarang city from result of analysis lays in geographical position, the many eventswhich is available, the many place of foods tourism, the many place of events which has not been exploitedmaximumly, and can be hold mutually many investors. The weakness and the threats is the entry of foreignproduct, and new technology, alteration of technology, events big scale pulled in Solo and Jogjakarta city,history and religi tourism fails with other city. The result of analysis shows Semarang city to stay on potitionS<W and O>T so needs internal consolidation and potency Semarang city can be developed furthermore.The SWOT Analysis are more detailed shows Semarang city, with matrix the strategi of developmentSemarang city: a. Improvement of weakness b. Builds of excellence.While Striving acceleration of development commensurable semarang city is by integrating and mapping eventswhich able to be categorized M.I.C.E during certain range of time line. And bravery carries out events M.I.C.Eis having scale national and international in Semarang City. Event M.I.C.E affects at high growth economics,increasing of activity opportunity, increases prosperity of urban community Semarang city.

Peran Strategis SDM di dalam Membangun Organisasi Bersaing (HR Roles Strategies in building a competitive organization) Prihatin Tiyanto PH
Conference In Business, Accounting, And Management (CBAM) Vol 1, No 3 (2012): Conference In Business, Accounting And Management (Cbam) 2012
Publisher : Conference In Business, Accounting, And Management (CBAM)

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SDM memiliki peran yang sangat strategis. Sumberdaya manusia pada abad 20 an terfokus pada personalia atau administrasi, pada abad 21 mengalami pergeseran peran yang sangat signifikan. Peran sumberdaya manusia sangat menentukan untuk membangun organisasi bersaing. Peran itu diimplementasikan sebagai agent of cange , parnert strategy serta advocate or employee contribution. Kedudukan sumberdaya manusia bukan lagi sebagai factor produksi melainkan sebagai asset organisasi yang memiliki intellectual capital dan competence dengan demikian SDM di harapkan dapat meraih keunggulan organisasi. Sumber daya manusia sebagai asset dapat membangun organisasi bersaing melalui Manajemen Strategi SDM (Management of strategic human resource), Manajemen Transformasi dan Perubahan (Management of transformation and change), Manajemen Infrastruktur Sumberdaya Manusia Perusahaan (Management of firm infrastructure HR); dan Manajemen Kontribusi Karyawan (Management of employee contribution). Keunggulan bersaing organisasi bergantung peran sumber daya manusia yang diberdayakan secara maksimal.Key Words: SDM, Organisasi bersaing, intellectual capital dan competence.

KOMPETENSI DOSEN HUBUNGANNYA DENGAN PRAKTEK ORGANISASI PERGURUAN TINGGI SWASTA DI KOPERTIS WILAYAH VI JAWA TENGAH Prihatin Tiyanto PH
AKSES: Jurnal Ekonomi dan Bisnis Vol 5, No 9 (2010)
Publisher : Universitas Wahid Hasyim

The aim of this research are to understand teacher competence relation with organisation practice in PTS. Responden in this research are profesional teacher this receive sertificate profesional from Dikti with 2008 until 2009. The sum of profesional certificate teacher 441 person, in the 2008 size 228 teacher and 2009 size 213 person. Sample zise 120 teacher all of university in PTS central Java. The tool use are descriptive analysis and SEM with AMOS Program serie 5. The results will describe below: 1). The teacher competence are not relationship with compesation returns. 2) The teacher competence are not alignment with of performance. 3). The competence teacher are not contribution to organisation strategy. 4). The high level education are not improve the teacher compensation. 5). The high level education this improve the teacher compensation. 6). The experience will be improve the teacher compensation. 7). The experience will be improve job performance. 8). The experience are not results the teacher competence. 9). The compensation will be improve the teacher compensation. 10). The compentasion are not give the contribution organisastion strategy. 11). The performance will be improve the contribution strategy.Key Word: Competence, compensation, experience, education, performance, organisation strategy.

Perubahan Bisnis Menuntut SDM Professional Prihatin Tiyanto PH
AKSES: Jurnal Ekonomi dan Bisnis Vol 1, No 2 (2006)
Publisher : Universitas Wahid Hasyim

The new competencies that are required in today’s human recources professionals and how one company has gone about the development of those competencies within its human resources community. Talent of human resource that will serve companies growing human resources needs of the other, university, professional association ought to play it’s the best practice in organization

Peran Tindakan Strategi dan Pengorganisasian Pada Private Bisnis dan BUMN Untuk Meraih Hasil Bisnis Prihatin Tiyanto PH
AKSES: Jurnal Ekonomi dan Bisnis Vol 4, No 8 (2009)
Publisher : Universitas Wahid Hasyim

The modern context, firms have to combine sets of scarce resources, competencies and customers. Demanding customers and competent employees enable firms to deliver more services, a higher degree of customization, and more co-specialized interaction between supplier and customers. Mayor managerial challenges results, as neither customers nor knowledge workers accept standardized solutions. Yet there are still possibilities for improved value creation through processes of strategizing and organizingKeywords: knowledge intensive firms, professional forms, organizational complexity, strategizing organizing.

Analisis Pelatihan, Kompensasi Dan Komunikasi Terhadap Kepuasan Kerja Dan Kinerja Karyawan Hadi Purnomo Prihatin Tiyanto Priagung Hutomo Jaluanto Sunu Pundjul Tyoso
Jurnal Ilmiah Dinamika Ekonomi dan Bisnis Vol 1, No 1 (2013): Optimalisasi Kinerja Sumber Daya Manusia
Publisher : Untag Semarang

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ABSTRACTThe purpose of this study was to determine the effect of training, compensation and communication on job satisfaction and performance of employees at PT. Core International shipping Semarang. The population are 230 employee of PT. Pelayaran Inti Internsional Semarang, 144 samples were selected using a formula Slovin. The sampling technique used random sampling stratafikasi. Collecting data using questionnaires and observations as well as multiple linear regression analysis techniques ordinary least square. The result conclouded that employees with high job satisfaction will feel pleased and happy in their work and do not attempt to evaluate the work of other alternatives. Instead of employees who are dissatisfied in their jobs tend to have a mind not serious and, evaluating alternatives other work, and eager to get out of work today because of the location hoping to find a more satisfying job , next job satisfaction due to increase employee performance, Keyword: Training, Compensation, Communication, Job Satisfaction, Employee Performance ABSTRAK Tujuan penelitian ini adalah untuk mengetahui pengaruh pelatihan, kompensasi dan komunikasi terhadap kepuasan kerja dan kinerja Karyawan pada PT. Pelayaran Inti Internasional Semarang.Populasi penelitian adalah adalah karyawan PT. Inti Internasional Semarang sebanyak 230 orang, sampel penelitian dipilih 144 orang dengan menggunakan Rumus Slovin. Teknik pengambilan sampel digunakan stratafikasi random sampling.Pengumpulan data menggunakan kuesioner dan pengamatan serta teknik analisis regresi linier berganda ordinary least square.Hasil penelitian menyimpulkan bahwa karyawan dengan kepuasan kerja tinggi akan merasa senang dan bahagia dalam melakukan pekerjaannya dan tidak berusaha mengevaluasi alternatif pekerjaan lain. Sebaliknya karyawan yang merasa tidak puas dalam pekerjaannya cenderung mempunyai pikiran untuk tidak serius dan, mengevaluasi alternatif pekerjaan lain, serta berkeinginan untuk keluar dari lokasi kerja saat ini karena berharap menemukan pekerjaan yang lebih memuaskan, akibat berikutnya kepuasan kerja mampu meningkatkan kinerja karyawan, Kata Kunci : Pelatihan, Kompensasi, Komunikasi, Kepuasan Kerja, Kinerja Karyawan

DETERMINAN FAKTOR YANG MEMPENGARUHI KUALITAS LAPORAN KEUANGAN FAKULTAS KEDOKTERAN UNIVERSITAS DIPONEGORO Djuwartini; Prihatin Tiyanto; Sri Suyati
Jurnal Riset Sosial Humaniora dan Pendidikan Vol. 1 No. 3 (2022): September: Jurnal Riset sosial humaniora, dan Pendidikan
Publisher : LPPM Universitas 17 Agustus 1945 Semarang

Penelitian ini dilakukan dengan latar belakang penurunan kualitas laporan keuangan yang diterbitkan oleh lembaga sektor publik. Fakultas Kedokteran sebagai salah satu institusi sektor publik yang menghasilkan tenaga kesehatan perlu memiliki laporan keuangan yang berkualitas agar operasional institusi dapat terlaksana dengan baik. Metode pendekatan yang digunakan dalam penelitian ini adalah metode kuantitatif. Populasi penelitian ini adalah seluruh pegawai staf fakultas kedokteran Universitas Diponegoro. Variabel yang diteliti adalah komitmen kepemimpinan, kompetensi SDM dan sistem informasi sebagai variabel independen, kemudian kualitas laporan keuangan sebagai variabel dependen dan manajemen aset sebagai variabel mediasi. Teknik analisis yang digunakan adalah analisis regresi linier berganda. Hasil penelitian membuktikan bahwa kepemimpinan, kompetensi SDM, dan sistem informasi berpengaruh signifikan terhadap manajemen aset. Selain itu, kepemimpinan, kompetensi SDM, sistem informasi, dan manajemen aset terbukti berpengaruh signifikan terhadap kualitas laporan keuangan. Uji mediasi telah membuktikan bahwa manajemen aset dapat menjadi mediator pengaruh kepemimpinan, kompetensi SDM dan sistem informasi terhadap kualitas laporan keuangan.

Company Performance Analysis with Organizational Learning as a Mediating Variable Studies Prihatin Tiyanto Priagung Hutomo; Frans Sudirjo
Jurnal Manajemen Industri dan Logistik Vol 7 (2023)
Publisher : Politeknik APP Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30988/jmil.v7i1.1307

This study aimed to determine the effect of Employee Engagement, Knowledge Management and Organizational Learning on the Performance of the Metal Industry in Tegal Regency, especially in Kramat District, Central Java. The population in this study was the metal industry with a total of 121 units with a total workforce of 382 people. The results of the study found that Employee Engagement, Knowledge Management, and Organizational Learning simultaneously had a significant effect on organizational performance. Partially, Employee Engagement had a negative and insignificant effect on Organizational Learning and Organizational Performance. Knowledge Management had a positive and significant effect on Organizational Learning. Organizational learning has a positive effect on organizational performance. However, Organizational Learning was not able to Mediate Employee Engagement on Organizational Performance

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