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PENGARUH REMUNERASI TERHADAP KINERJA ANGGOTA DENGAN KEPUASAN KARIER DAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI Edi Narso Agus Indramanto; Harnoto .
PROCEEDINGS Vol 1, No 1 (2017): PROCEEDING Bingkai Manajemen (BIMA)
Publisher : Sekolah Tinggi Ilmu Ekonomi Dharmaputra Semarang

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ABSTRAKTujuan penelitian ini untuk menganalisis pengaruh remunerasi terhadap kinerja anggota dengan kepuasan karier dan komitmen organisasi sebagai variabel mediasi. Populasi penelitian ini adalah seluruh anggota Akpol Semarang berjumlah 870 orang diambil sampel 274 orang dengan menggunakan teknik proposional random sampling. Metode pengolahan data menggunakan regresi linier berganda. Hasil pengujian hipotesis menunjukan remunerasi berpengaruh signifikan positif terhadap komitmen organisasi, sehingga dapat diinterpretasikan semakin baik remunerasi yang diberikan maka semakin tinggi komitmen organisasi. Kepuasan karier berpengaruh signifikan positif terhadap kinerja anggota, sehingga dapat diinterpretasikan semakin tinggi kepuasan karier maka semakin baik kinerja anggota. Komitmen organisasi berpengaruh signifikan positif terhadap kinerja anggota, sehingga dapat diinterpretasikan semakin tinggi komitmen organisasi maka semakin baik kinerja anggota. Remunerasi berpengaruh signifikan positif terhadap kinerja anggota sehingga dapat diinterpretasikan semakin baik remunerasi yang diberikan maka semakin baik kinerja anggota. Hasil analisis variabel mediasi dengan menggunakan uji Sobel, menyimpulkan bahwa kepuasan karier dapat memediasi pengaruh remunerasi terhadap kinerja anggota, sedangkan variabel komitmen organisasi sebagai variabel mediasi dari pengaruh remunerasi terhadap kinerja anggota terbukti.Kata kunci: Remunerasi, Kepuasan Kerja, Komitmen Organisasi, Kinerja Anggota ABSTRACTThe purpose of this study to analyze the influence of remuneration to the performance of members with career satisfaction and organizational commitment as a mediating variable. The population of this study are all members of the Police Academy in Semarang totaling 870 people sampled 274 people by using proportional random sampling technique. Method of processing data using multiple linear regression. The results of hypothesis testing showed remuneration positive significant effect to organizational commitment, so that it can be interpreted, the better remuneration given the higher organizational commitment. Career satisfaction positive significant effect on the performance of the members, so that it can be interpreted higher career satisfaction, the better the performance of the members. Organizational commitment positive significant effect on the performance of the members, so that it can be interpreted higher organizational commitment, the better the performance of the members. Remuneration positive significant effect on the performance of members so that it can be interpreted, the better remuneration, the better the performance of the members. The results of the analysis of mediating variables using Sobel test, concluded that career satisfaction may mediate the effect of remuneration to the performance of members, while the variables of organizational commitment as a mediating variable remuneration of influence on the performance of member evident.Keywords: Remuneration, Job Satisfaction, Organizational Commitment, Member Performance

PENGARUH KOMUNIKASI INTERNAL DAN KOMPETENSI TERHADAP KINERJA PEGAWAI DENGAN ETOS KERJA SEBAGAI VARIABEL MEDIASI PADA KANTOR PERTANAHAN KABUPATEN GROBOGAN Samiran .; Endah Winarti HS; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 26, No 47 (2019)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this study was to analyze the effect of internal communication and competence on employee performance with work ethic as a mediating variable. The population is all employees of the Grobogan Regency Land Office, questionnaires were processed as many as 90 respondents using the census method. The data analysis method uses regression. The test results show that internal communication has a significant positive effect on work ethic, it can be interpreted the better internal communication, the higher the work ethic. Competence has a significant positive effect on work ethic, it can be interpreted the higher the competence, the higher the work ethic. Work ethic has a significant positive effect on employee performance, it can be interpreted the higher the work ethic, the better the performance of employees. Internal communication has a significant positive effect on employee performance, which means that the better the internal communication, the better the performance of employees. Competence has a significant positive effect on employee performance can be interpreted the better the competence performed, the better the performance of employees. The results of the Sobel test analysis, found a work ethic mediated internal communication on employee performance. This proves work ethic as a mediating variable of internal communication on employee performance. Work ethic mediates competence on employee performance. This proves work ethic as a mediating variable of competence on employee performance. Keywords: Internal communication, competence, work ethic, employee performance..ABSTRAKTujuan penelitian ini untuk menganalisis pengaruh komunikasi internal dan kompetensi terhadap kinerja pegawai dengan etos kerja sebagai variabel mediasi. Populasi adalah seluruh pegawai Kantor Pertanahan Kabupaten Grobogan, kuesioner yang diolah sebanyak 90 responden menggunakan metode sensus. Metode analisis data menggunakan regresi. Hasil pengujian menunjukan komunikasi internal berpengaruh signifikan positif terhadap etos kerja, dapat diartikan semakin baik komunikasi internal maka semakin tinggi etos kerja. Kompetensi berpengaruh signifikan positif terhadap etos kerja, dapat diartikan semakin tinggi kompetensi maka semakin tinggi etos kerja. Etos kerja berpengaruh signifikan positif terhadap kinerja pegawai, dapat diartikan semakin tinggi etos kerja maka semakin baik kinerja pegawai. Komunikasi internal berpengaruh signifikan positif terhadap kinerja pegawai, dapat diartikan semakin baik komunikasi internal maka semakin baik kinerja pegawai. Kompetensi berpengaruh signifikan positif terhadap kinerja pegawai dapat diartikan semakin baik kompetensi yang dilakukan maka semakin baik kinerja pegawai. Hasil analisis uji Sobel, menemukan etos kerja memediasi komunikasi internal terhadap kinerja pegawai. Hal ini membuktikan etos kerja sebagai variabel mediasi dari komunikasi internal terhadap kinerja pegawai. Etos kerja memediasi kompetensi terhadap kinerja pegawai. Hal ini membuktikan etos kerja sebagai variabel mediasi dari kompetensi terhadap kinerja pegawai. Kata kunci: Komunikasi internal, kompetensi, etos kerja, kinerja pegawai.

PENINGKATAN KINERJA PEGAWAI MELALUI KECERDASAN EMOSIONAL, KECERDASAN SPIRITUAL, DAN KEPUASAN KERJA PEGAWAI DI KECAMATAN GUNUNGPATI KOTA SEMARANG Hartanto .; Siti Hidayah; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 24, No 43 (2017)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRAKPenelitian ini bertujuan menganalisis peningkatan kinerja pegawai melalui kecerdasan emosional, kecerdasan spiritual, dan kepuasan kerja pegawai di Kecamatan Gunungpati Kota Semarang. Populasi penelitian ini adalah seluruh pegawai di Kecamatan Gunungpati berjumlah 117 orang. Sampel diambil seluruh anggota populasi dengan metode sensus. Hasil pengujian menunjukkan kecerdasan emosional berpengaruh positif dan signifikan terhadap kepuasan kerja (H1) diterima. Kecerdasan spiritual berpengaruh positif dan signifikan terhadap kepuasan kerja (H2) diterima. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai (H3) diterima. Kecerdasan emosional berpengaruh positif dan signifikan terhadap kinerja pegawai(H4) diterima. Kecerdasan spiritual berpengaruh positif dan signifikan terhadap kinerja pegawai (H5) diterima. Kepuasan kerja dapat memediasi pengaruh kecerdasan emosional terhadap kinerja pegawai (H6) diterima. Kepuasan kerja dapat memediasi pengaruh kecerdasan spiritual terhadap kinerja pegawai (H7) diterima. Kata kunci: Kecerdasan emosional, kecerdasan spiritual, kepuasan kerja, kinerja pegawai ABSTRACTThis study aims to analyze the improvement of employee performance through emotional intelligence, spiritual intelligence, and employee job satisfaction in the District of Gunungpati Kota Semarang. The population of this study is all employees in Kecamatan Gunungpati numbered 117 people. Samples were taken by all members of the population by census method. The test results show that emotional intelligence has a positive and significant effect on job satisfaction (H1) is accepted. Spiritual intelligence has a positive and significant effect on job satisfaction (H2) accepted. Job satisfaction has a positive and significant effect on employee performance (H3) accepted. Emotional intelligence has a positive and significant effect on employee performance (H4) is accepted. Spiritual intelligence has a positive and significant effect on employee performance (H5) is accepted. Job satisfaction can mediate the effect of emotional intelligence on employee performance (H6) is accepted. Job satisfaction can mediate the influence of spiritual intelligence on employee performance (H7) is accepted. Keywords: Emotional intelligence, spiritual intelligence, job satisfaction, officers performance

PENGARUH EFIKASI DIRI DAN PEMBERDAYAAN TERHADAP KEPUASAN KERJA DENGAN KOMITMEN ORGANISASI SEBAGAI MEDIASI (Studi Empirik Pada Guru SMK Negeri 4 Kendal) Endah Winarti HS; Mustain .; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 27, No 49 (2020)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this study to analyze the effect of self-efficacy and teacher empowerment on job satisfaction with organizational commitment as a mediating variable. The population is all teachers of SMK Negeri 4 Kendal totaling 82 people. Samples were taken using the census method processed using SPSS. The test results show that self-efficacy has a significant positive effect on organizational commitment, so that it can be interpreted that the higher the self-efficacy, the higher the organizational commitment. Teacher empowerment has a significant positive effect on organizational commitment, so it can be interpreted that the better teacher empowerment is obtained, the higher the organizational commitment. Organizational commitment has a significant positive effect on job satisfaction, so it can be interpreted that the higher the organizational commitment, the better job satisfaction. Self-efficacy has a significant positive effect on job satisfaction, so it can be interpreted that the higher the self-efficacy, the better job satisfaction. Teacher empowerment has a significant positive effect on job satisfaction so that it can be interpreted that the better the empowerment of teachers is carried out, the better job satisfaction is. The Sobel test results found that organizational commitment can mediate the effect of self-efficacy on job satisfaction. This proves organizational commitment as a mediating variable of the effect of self-efficacy on job satisfaction. Organizational commitment can mediate the effect of teacher empowerment on job satisfaction. This proves organizational commitment as a mediating variable of the effect of teacher empowerment on job satisfaction. Keywords: Self-efficacy, teacher empowerment, organizational commitment, job satisfaction AbstrakTujuan penelitian ini menganalisis pengaruh efikasi diri dan pemberdayaan guru terhadap kepuasan kerja dengan komitmen organisasi sebagai variabel mediasi. Populasinya adalah seluruh guru SMK Negeri 4 Kendal berjumlah 82 orang. Sampel diambil menggunakan metode sensus diolah menggunakan SPSS. Hasil pengujian menunjukan efikasi diri berpengaruh positif signifikan terhadap komitmen organisasi, sehingga dapat diinterpretasikan semakin tinggi efikasi diri maka semakin tinggi komitmen organisasi. Pemberdayaan guru berpengaruh positif signifikan terhadap komitmen organisasi, sehingga dapat diinterpretasikan semakin baik pemberdayaan guru yang diperoleh maka semakin tinggi komitmen organisasi. Komitmen organisasi berpengaruh positif signifikan terhadap kepuasan kerja, sehingga dapat diinterpretasikan semakin tinggi komitmen organisasi maka semakin baik kepuasan kerja. Efikasi diri berpengaruh positif signifikan terhadap kepuasan kerja, sehingga dapat diinterpretasikan semakin tinggi efikasi diri maka semakin baik kepuasan kerja. Pemberdayaan guru berpengaruh positif signifikan terhadap kepuasan kerja sehingga dapat diinterpretasikan semakin baik pemberdayaan guru yang dilakukan maka semakin baik kepuasan kerja. Hasil uji Sobel menemukan komitmen organisasi memediasi pengaruh efikasi diri terhadap kepuasan kerja. Hal ini membuktikan komitmen organisasi memediasi pengaruh efikasi diri terhadap kepuasan kerja. Komitmen organisasi memediasi pengaruh pemberdayaan guru terhadap kepuasan kerja. Hal ini membuktikan komitmen organisasi memediasi dari pengaruh pemberdayaan guru terhadap kepuasan kerja. Kata kunci: Efikasi diri, pemberdayaan guru, komitmen organisasi, kepuasan kerja

ANALISIS KINERJA KARYAWAN PT. KENCANA INDAH PLASTIK INDONESIA Anton Kurniawan B.S; Siti Hidayah; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 25, No 44 (2018)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThe purpose of this research is to analyze employee performance of PT. KIPI through biographical characteristic and job characteristic with achievement motivation as a mediation variable. The population of this research is all employees of PT. KIPI, amounting to 123 people. The sample is taken by all members of the population by census method. Method of data processing is using SPSS. The result of hypothesis testing show that biographical characteristic has positive and significant effect on achievement motivation, so they can be interpreted that the better biographical characteristic, the higher achievement motivation. Job characteristic has positive and significant effect on achievement motivation, so they can be interpreted that the better job characteristic, the higher achievement motivation. Achievement motivation has positive and significant effect on employee performance, so they can be interpreted that the higher achievement motivation, the higher employee performance. Biographical characteristic has positive and significant effect on employee performance, so they can be interpreted that the better biographical characteristic, the higher employee performance. Job characteristic has positive and significant effect on employee performance, so they can be interpreted that the better job characteristic, the higher employee performance. Mediating testing results show that achievement motivation mediate the effect of biographical characteristic and job characteristic on employee performance. These prove that the achievement motivation as a mediating variable proved can mediate relationship between biographical characteristic and job characteristic on employee performance. Keywords: biographical characteristic, job characteristic, achievement motivation, employee performance ABSTRAKTujuan dari penelitian ini adalah untuk menganalisis kinerja karyawan PT. Kencana Indah Plastik Indonesia (KIPI) melalui karakteristik biografis dan karakteristik pekerjaan dengan motivasi berprestasi sebagai variable mediasi. Populasi dari penelitian ini adalah seluruh karyawan PT.KIPI yang berjumlah 123 orang. Adapun sampelnya diambil seluruh anggota populasi dengan metode sensus. Metode pengolahan data menggunakan SPSS. Hasil pengujian hipotesis menunjukan bahwa karakteristik biografis berpengaruh positif dan signifikan terhadap motivasi berprestasi, sehingga dapat diinterpretasikan bahwa semakin baik karakteristik biografis maka semakin tinggi motivasi berprestasi. Karakteristik pekerjaan berpengaruh positif dan signifikan terhadap motivasi berprestasi, sehingga dapat diinterpretasikan bahwa semakin baik karakteristik pekerjaan maka semakin tinggi motivasi berprestasi. Motivasi berprestasi berpengaruh positif dan signifikan terhadap kinerja karyawan, sehingga dapat diinterpretasikan bahwa semakin tinggi motivasi berprestasi maka semakin tinggi kinerja karyawan. Karakteristik biografis berpengaruh positif dan signifikan terhadap kinerja karyawan, sehingga dapat diinterpretasikan bahwa semakin baik karakteristik biografis maka semakin tinggi kinerja karyawan. Karakteristik pekerjaan berpengaruh positif dan signifikan terhadap kinerja karyawan sehingga dapat diinterpretasikan bahwa semakin baik karakteristik pekerjaan yang dilakukan maka semakin tinggi kinerja karyawan. Hasil analisis variable mediasi menemukan bahwa motivasi berprestasi dapat memediasi pengaruh karakteristik biografis dan karakteristik pekerjaan terhadap kinerja karyawan. Hal ini membuktikan bahwa motivasi berprestasi bisa sebagai variabel mediasi dari pengaruh karakteristik biografis dan karakteristik pekerjaan terhadap kinerja karyawan. Kata kunci: karakteristik biografis, karakteristik pekerjaan, motivasi berprestasi, kinerja karyawan

PERAN KEPUASAN KERJA DALAM MEMEDIASI FAKTOR-FAKTOR YANG MEMPENGARUHI TURNOVER INTENTION PADA UD. CERIA ABADI Galih Panjalu Pramono; Endah Winarti HS; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 27, No 48 (2020)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractHigh rates of turnover intention have become a serious problem for many companies today. This study aims to analyze the turnover intention which is influenced by vertical communication and the perception of organizational support and job satisfaction as a mediator.The study used a poll of all UD. Makmur Ceria Abadi, which numbered 121 people, located in three branches, namely Semarang, Surabaya and DIY. The sample took members of the population using the census method, with a questionnaire processed as many as 107 respondents. The data assessment method uses regression analysis and the sobel method for the assessment of mediation, while processing the data with the help of SPSS program.The results of hypothesis testing show that job satisfaction of UD. Makmur Ceria Abadi is influenced positively and significantly by the variable vertical communication and the perception of organizational support, this means that the better the communication and the higher the employee's perception of organizational support, the higher job satisfaction. Turnover intentionUD. Makmur Ceria Abadi is affected negatively and significantly by variables of job satisfaction, vertical communication and perceived organizational support, this means that the better the communication, the higher the employee's perception of organizational support, and the higher job satisfaction, the lower turnover intention. Testing the effect of mediation by the Sobel method, found that job satisfaction can mediate the effect of communication and the perception of vertical organizational support for turnover intention, which means that the higher job satisfaction will be the greater the indirect negative effect of communication and the perception of vertical organizational support for turnover intention. Keywords: Vertical communication, perceived organizational support, job satisfaction, turnover intention AbstrakTingkat turnover intentionyang tinggi telah menjadi masalah serius bagi banyak perusahaan saat ini. Penelitian ini bertujuan untuk menganalisi turnover intention yang dipengaruhi oleh komunikasi vertikal dan persepsi dukungan organisasi serta kepuasan kerja sebagai pemediasi. Penelitian menggunakan polulasi semua karyawanUD. Ceria Abadi yang berjumlah 121 orang, yang terdapat pada tiga cabang, yaitu Semarang, Surabaya, dan DIY. Sampel mengambil anggota populasi menggunakan metode sensus, dengan kuesioner terolah sebanyak 107 responden. Metode pengkajian data menggunakan analisis regresi dan dan metode sobel untuk pengkajian mediasinya, sedangkan pengolahan data dengan bantuan program SPSS.Hasil pengujian hipotesis menunjukan bahwa kepuasan kerja karyawan UD. Ceria Abadi dipengaruhi secara positif dan signifikan oleh variabel komunikasi vertikal dan persepsi dukungan organisasi, hal ini berarti semakin baik komunikasi dan semakin tinggi persepsi karyawan terhadap dukungan organisasi, maka kepuasan kerja semakin tinggi.Turnover intentionkaryawan UD. Ceria Abadi dipengaruhi secara negatif dan signifikan oleh variabel kepuasan kerja, komunikasi vertikal dan persepsi dukungan organisasi, hal ini berarti semakin baik komunikasi, semakin tinggi persepsi karyawan terhadap dukungan organisasi, serta semakin tinggi kepuasan kerja, maka semakin menurun turnover intention. Pengujian pengaruh mediasi dengan metode Sobel, menemukan bahwa kepuasan kerja dapat sebagai pemediasi pengaruh komunikasi dan persepsi dukungan organisasivertikal terhadap turnover intention, yang berarti bahwa semakin tinggi kepuasn kerja akan semakin besar pengaruh negatif tidak langsung dari komunikasi dan persepsi dukungan organisasi vertikal terhadap turnover intention. Kata kunci: Komunikasi vertikal, persepsi dukungan organisasi, kepuasan kerja, turnover intention.

ANALISIS KOMITMEN AFEKTIF PEGAWAI DINAS PERHUBUNGAN KOTA SEMARANG Putri Wulan Septia Ningrum; Endah Winarti; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 25, No 44 (2018)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this research is to analyze the influence of motivation of justice and emotional intelligence on affective commitment with career satisfaction as mediation variable. The population of this study is all employees of Department of Transportation Semarang city, amounting to 225 people. The samples taken as many as 144, while that can be processed as many as 133 people. Data processing method is using SPSS. The results of hypothesis testing show that the motivation of justice has a positive and significant effect on career satisfaction, the higher the motivation of justice, the higher the career satisfaction. Emotional intelligence has a positive and significant effect on career satisfaction, the higher the emotional intelligence, the higher the career satisfaction. Career satisfaction has a positive and significant effect on affective commitment, the higher the satisfaction of the career, the higher the affective commitment. Motivation of justice has a positive and significant effect on affective commitment, the higher the motivation of justice, the higher affective commitment. Emotional intelligence has a positive and significant effect on affective commitment, the higher the emotional intelligence, the higher affective commitment. Keywords: Motivation of Justice, Emotional Intelligence, Career Satisfaction, Affective Commitment AbstrakTujuan penelitian ini adalah untuk menganalisis pengaruh motivasi keadilan dan kecerdasan emosional terhahap komitmen afektif dengan kepuasan karier sebagai variabel mediasi. Populasi dari penelitian ini adalah seluruh pegawai Dinas Perhubungan Kota Semarang yang berjumlah 225 orang. Adapun sampel yang diambil sebanyak 144, sedangkan yang bisa diolah sebanyak 133 orang. Metode pengolahan data menggunakan SPSS. Hasil pengujian hipotesis menunjukan bahwa motivasi keadilan berpengaruh positif dan signifikan terhadap kepuasan karier, semakin tinggi motivasi keadilan maka semakin tinggi kepuasan karier. Kecerdasan emosional berpengaruh positif dan signifikan terhadap kepuasan karier, semakin tinggi kecerdasan emosional maka semakin tinggi kepuasan karier. Kepuasan karier berpengaruh positif dan signifikan terhadap komitmen afektif, semakin tinggi kepuasan karier maka semakin tinggi komitmen afektif. Motivasi keadilan berpengaruh positif dan signifikan terhadap komitmen afektif, semakin tinggi motivasi keadilan maka semakin tinggi komitmen afektif. Kecerdasan emosional berpengaruh positif dan signifikan terhadap komitmen afektif, semakin tinggi kecerdasan emosional yang dilakukan maka semakin tinggi komitmen afektif. Kata kunci: Motivasi Keadilan, kecerdasan emosional, kepuasan karier, komitmen afektif

PERAN KEPUASAN KERJA SEBAGAI MEDIATOR PENGARUH KOMPENSASI DAN MOTIVASI BERPRESTASI TERHADAP KINERJA PEGAWAI PADA SATUAN KERJA BALAI BESAR PENELITIAN DAN PENGEMBANGAN VEKTOR DAN RESERVOIR PENYAKIT (B2P2VRP) SALATIGA Sri Julianingsih; Siti Hidayah; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 27, No 48 (2020)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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AbstractThe purpose of this study was to analyze the role of job satisfaction as mediator the effect of compensation and achievement motivation on employee performance.. The population of this research is all officials of the work unit of B2p2VRP in Salatiga as many as 94 officials. The samples were taken using the census method and data that can be processed as many as 91 respondents. The analytical method uses clustered regression and data processing using SPSS. Hypothesis testing results show that compensation has a positive and significant effect on job satisfaction, so it can be interpreted that the better the compensation, the higher job satisfaction of B2p2VRP officials. Achievement motivation has a positive and significant effect on job satisfaction, so it can be interpreted that the higher the achievement motivation obtained, the higher job satisfaction of B2p2VRP officials. Job satisfaction has a positive and significant effect on officials performance, so it can be interpreted that the higher job satisfaction, the higher officials performance of B2p2VRP. Compensation has a positive and significant effect on officilas performance, so it can be interpreted that the better the compensation, the highter the officials performance of B2p2VRP. Achievement motivation has a positive and significant effect on officials performance so that it can be interpreted that the higher the motivation of achievement, the higher the officials performance of B2p2VRP. The results of the analysis of mediation variables using the Sobel test, found that job satisfaction can mediate the effect of compensation on officials performance. This can be interpreted that the higher job satisfaction, the higher indirect effect of compensation on officials performance of B2p2VRP. Job satisfaction can mediate the effect of achievement motivation on officials performance. This can be interpreted that the higher job satisfaction, the higher indirect effect of achievement motivation on officials performance of B2p2VRP. Keywords: compensation, achievement motivation, job satisfaction, officials performance AbstrakTujuan penelitian ini untuk menganalisis peran kepuasan kerja sebagai mediator pengaruh kompensasi dan motivasi berprestasi terhadap kinerja pegawai. Populasi penelitian ini adalah seluruh pegawai Satuan kerja Balai Besar Penelitian Dan Pengembangan Vektor Dan Reservoir Penyakit (B2p2VRP) Salatiga berjumlah 94 orang. Adapun sampel diambil menggunakan metode sensus dan data yang bisa diolah sebanyak 91 responden. Metode analisis menggunakan regresi berganda dan pengolahan data menggunakan SPSS. Hasil pengujian hipotesis menunjukan kompensasi berpengaruh positif dan signifikan terhadap kepuasan kerja, sehingga dapat diinterpretasikan semakin layak kompensasi maka semakin tinggi kepuasan kerja pegawai Satuan kerja B2p2VRP Salatiga. Motivasi berprestasi berpengaruh positif dan signifikan terhadap kepuasan kerja, sehingga dapat diinterpretasikan semakin tinggi motivasi berprestasi maka semakin tinggi kepuasan kerja pegawai Satuan kerja B2p2VRP Salatiga. Kepuasan kerja berpengaruh positif dan signifikan terhadap kinerja pegawai, sehingga dapat diinterpretasikan semakin tinggi kepuasan kerja maka semakin tinggi kinerja pegawai Satuan kerja B2p2VRP Salatiga. Kompensasi berpengaruh positif dan signifikan terhadap kinerja pegawai, sehingga dapat diinterpretasikan semakin layak kompensasi maka semakin tinggi kinerja pegawai Satuan kerja B2p2VRP Salatiga. Motivasi berprestasi berpengaruh positif dan signifikan terhadap kinerja pegawai, sehingga dapat diinterpretasikan semakin tinggi motivasi berprestasi maka semakin tinggi kinerja pegawai Satuan kerja B2p2VRP Salatiga. Hasil analisis variabel mediasi dengan menggunakan uji Sobel, menemukan kepuasan kerja dapat memediasi pengaruh kompensasi terhadap kinerja pegawai. Hal ini dapat diinterpretasikan semakin tinggi kepuasan kerja maka semakin tinggi pula pengaruh tidak langsung kompensasi terhadap kinerja pegawai Satuan kerja B2p2VRP Salatiga. Kepuasan kerja dapat memediasi pengaruh motivasi berprestasi terhadap kinerja pegawai. Hal ini dapat diinterpretasikan semakin tinggi kepuasan kerja maka semakin tinggi pula pengaruh tidak langsung motivasi berprestasi terhadap kinerja pegawai Satuan kerja B2p2VRP Salatiga. Kata kunci: kompensasi, motivasi berprestasi, kepuasan kerja, kinerja pegawai

PERAN KOMITMEN AFEKTIF DALAM MEMEDIASI PENGARUH BUDAYA ORGANISASI DAN TRAINING TERHADAP KINERJA PEGAWAI (Studi Empirik Pada Dinas Kebudayaan dan Pariwisata Kota Semarang) Endah Winarti HS; Afra Ruth Eka Sarie; Harnoto .
JURNAL EKONOMI MANAJEMEN AKUNTANSI Vol 28, No 50 (2021)
Publisher : LPPM STIE DHARMAPUTRA SEMARANG

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ABSTRACTThis research aim to analyze the role affective commitment in mediating the influence of organizational culture and training on employee performance. The population of this study were all employees of the Semarang City Culture and Tourism Office totaling 120 people. The sample was taken using the census method. Meanwhile, 111 questionnaires were processed. The method of analysis uses multiple regression model path analysis. The results of hypothesis testing show that organizational culture has a positive and significant effect on affective commitment, so it can be interpreted that the more understood organizational culture, the higher affective commitment. Training has a positive and significant effect on affective commitment, so it can be interpreted that the more effective the training is, the higher the affective commitment. Affective commitment has a positive and significant effect on employee performance, so it can be interpreted that the higher the affective commitment, the better the employee's performance. Organizational culture has a positive and significant effect on employee performance, so that it can be interpreted that the more understood organizational culture, the better employee performance. Training has a positive and significant effect on employee performance so that it can be interpreted that the better the training is, the better the employee's performance. The results of the analysis of the mediating variables using the Sobel test, found that affective commitment can mediate the influence of organizational culture on employee performance. This proves that affective commitment is a mediating variable of the influence of organizational culture on employee performance. Affective commitment can mediate the effect of training on employee performance. This proves that affective commitment is a mediating variable of the effect of training on employee performance. Keywords: Organizational culture, training, affective commitment, employee performance ABSTRAKPenelitian ini bertujuan untuk menganalisis peran komtmen afektif dalam memediasi pengaruha budaya organisasi dan training terhahap kinerja pegawai. Populasi penelitian ini seluruh pegawai Dinas Kebudayaan dan Pariwisata Kota Semarang berjumlah 120 orang. Adapun sampel diambil menggunakan metode sensus. Sedangkan yang diolah sebanyak 111 kuesioner. Metode analisis menggunakan analisis jalur model regresi berganda. Hasil pengujian hipotesis menunjukan budaya organisasi berpengaruh positif dan signifikan terhadap komitmen afektif, sehingga dapat diinterpretasikan semakin dipahami budaya organisasi maka semakin tinggi komitmen afektif. Training berpengaruh positif dan signifikan terhadap komitmen afektif, sehingga dapat diinterpretasikan semakin efektif training maka semakin tinggi komitmen afektif. Komitmen afektif berpengaruh positif dan signifikan terhadap kinerja pegawai, sehingga dapat diinterpretasikan semakin tinggi komitmen afektif maka semakin baik kinerja pegawai. Budaya organisasi berpengaruh positif dan signifikan terhadap kinerja pegawai, sehingga dapat diinterpretasikan semakin dipahami budaya organisasi maka semakin baik kinerja pegawai. Training berpengaruh positif dan signifikan terhadap kinerja pegawai sehingga dapat diinterpretasikan semakin baik training yang dilakukan maka semakin baik kinerja pegawai. Hasil analisis variabel mediasi dengan menggunakan uji Sobel, menemukan komitmen afektif dapat memediasi pengaruh budaya organisasi terhadap kinerja pegawai. Hal ini membuktikan komitmen afektif sebagai variabel mediasi dari pengaruh budaya organisasi terhadap kinerja pegawai. Komitmen afektif dapat memediasi pengaruh training terhadap kinerja pegawai. Hal ini membuktikan komitmen afektif sebagai variabel mediasi dari pengaruh training terhadap kinerja pegawai. Kata kunci: Budaya organisasi, training, komitmen afektif, kinerja pegawai

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