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Pengaruh Organizational Citizenship Behavior dan Kecerdasan Sosial di Lingkungan Kerja terhadap Kinerja Pegawai pada Sistem Aplikasi Penilaian Prestasi Kinerja Pegawai Dewi Kesuma Lanny; M. Rajab Lubis; Sjahril Effendy Pasaribu
Journal of Education, Humaniora and Social Sciences (JEHSS) Vol 4, No 3 (2022): Journal of Education, Humaniora and Social Sciences (JEHSS), February
Publisher : Mahesa Research Center

The purpose of this study was to determine the effect of organizational citizenship behavior, social intelligence on employee performance. This research method uses quantitative methods. The population is 115 and the sample is 115 employees with total sampling technique. The results showed that there was a significant effect between organizational citizenship behavior on performance seen from t count > t table with p = 0.000 < 0.025, which was 15.217 > 1.981 with sig 0.000 < 0.025, then there was significant effect of social intelligence on performance seen from the value (t count) of 4.288, with a t table of 1.981. So it can be said that the value of t arithmetic t table and significance 0.000 < 0.025. Then, simultaneously there is a significant effect between organizational citizenship behavior and social intelligence on performance seen from the coefficient value (R²) = 0.947 with p = 0.000 < 0.050, the contribution of organizational citizenship behavior and social intelligence to performance is 94.7%. These results are reinforced by the results of the F test where the calculated F value > F table is 998,377 > 3,077 with a significance of 0.000 < 0.050

Pengaruh Moril Kerja dan Kesediaan Menghadapi Perubahan Terhadap Keterlibatan Kerja Personil Satlantas Di Kepolisian Resort Kota Besar Medan Abdul Hamid Dalimunte; Saiful Ahyar Lubis; M. Rajab Lubis
Journal of Education, Humaniora and Social Sciences (JEHSS) Vol 4, No 3 (2022): Journal of Education, Humaniora and Social Sciences (JEHSS), February
Publisher : Mahesa Research Center

The purpose of this study is to see: the influence of work moril and willingness readiness of changes to the work involvement of satlantas personnel in the Police Resort Kota Besar Medan. The hypothesis proposed is there is a moral influence of work and willingness readiness of changes to work engagement. The research was conducted on 70 Satlantas personnel with sampling techniques is purposive sampling. Data retrieval by scale method is the scale of work engagement, the moral scale of work and the scale of willingness to readiness change. The results showed; 1). There is a significant influence between the morale of work and willingness readiness of changes to work engagement. Coefficient Freg = 110.037; p = 0.000 where p < 0.050. Thus the hypothesis presented in this study is accepted, 2). There was a very significant influence between work morale on work engagement, with a correlation coefficient of 0.716 and an effective contribution of 51.2%. 3). There was a very significant influence between willingness readiness of change and work engagement, with a correlation coefficient of 0.818 and an effective contribution of 66.9%. The moral influence of work and willingness readiness of changes to work engagement is as large. 76,7%. thus there were still 23.3% influenced by other factors not studied in this study.

Pengaruh Quality Of Work Life dan Profesionalisme Terhadap Keterlibatan Kerja Personil Satlantas Di Kepolisian Resort Kota Besar Medan Ricky Ananda Marpaung; Saiful Ahyar Lubis; M. Rajab Lubis
Journal of Education, Humaniora and Social Sciences (JEHSS) Vol 4, No 3 (2022): Journal of Education, Humaniora and Social Sciences (JEHSS), February
Publisher : Mahesa Research Center

The purpose of this research is to see: The influence of quality of work life and professionalism on the engagement of satlantas personnel in the Police Resort Kota Besar Medan. Hypothesis proposed is there is an influence of quality of work life and professionalism on work engagement. The research was conducted on 65 Satlantas personnel with sampling techniques is purposive sampling. Data retrieval by scale method is the scale of work engagement, quality of work life scale and professionalism scale. The data is analyzed by multiple regression statistics. The results showed; 1). There is a significant influence between quality of work life and professionalism on Work Engagement, the value of the Coefficient freg = 42,113; correlation coefficient R = 0.703; p < 0.000. Thus the research hypothesis is accepted, there is an influence between the quality of work life and professionalism with work engagement. The total effective contribution of independent variables (quality of work life and professionalism) to work involvement is 46.4%. From these results it is known that there are still 53.6% of the influence of other factors on work engagement which is not seen in this study. 2). There is a significant influence between Quality Of Work Life on work engagement, with a correlation coefficient of 0.547; this means that the better the Quality Of Work Life, the better work engagement. Quality Of Work Life provides an effective contribution to the Work Involvement variable or the equivalent of 17.2%.3). There is a significant influence between professionalism and job involvement with a correlation coefficient of 0.646; this shows, the higher the professionalism, the better the Work Involvement of the Medan Police Traffic Police Personnel, and conversely, the lower the professionalism, the lower the work engagement. The professionalism variable gave an effective contribution to the Work Engagement variable by 32.3%.

Pengaruh Budaya Organisasi dan Pemberian Insentif terhadap Kepuasan Kerja Karyawan Flora Liharni Purba; M. Rajab Lubis; Nadra Ideyani
Journal of Education, Humaniora and Social Sciences (JEHSS) Vol 4, No 3 (2022): Journal of Education, Humaniora and Social Sciences (JEHSS), February
Publisher : Mahesa Research Center

The aimed of this research is to determine the effect of organizational culture and the provision of incentives on job satisfaction of employees of Astra Credit Companies Medan. The problem is focused on the organizational culture that is run and the incentive system carried out by the company. In order to approach the problem, the theoretical references from Robbins (2012) and Luthans (2011) are used. Measuring tool use is organizational culture scale, incentive provision scale and job satisfaction scale to 92 employees of Astra Credit Companies Medan and conducting quantitative data analysis. Data analysis is done by multiple linear regression analysis. The results of the study indicate that there is a positive influence of organizational culture and the provision of incentives on employee job satisfaction. Thus, it can be concluded that there is an influence of organizational culture and the provision of incentives on employee job satisfaction.

Pengaruh Budaya Organisasi dan Kepuasan Kerja terhadap Organizational Citizenship Behavior Pegawai di Kantor Otoritas Pelabuhan Utama Belawan Sri Maya Sopha; M. Rajab Lubis; Sjahril Effendy Pasaribu
Journal of Education, Humaniora and Social Sciences (JEHSS) Vol 4, No 3 (2022): Journal of Education, Humaniora and Social Sciences (JEHSS), February
Publisher : Mahesa Research Center

The purpose of this study was to determine the effect of organizational culture and job satisfaction on organizational citizenship behavior. This research method uses quantitative methods. The population is 115 and the sample is 115 employees with total sampling technique. The results showed that there was a significant influence between organizational culture on organizational citizenship behavior seen from the value of t count t table that is equal to 5.587 with t table of 1.981 and significance 0.000 0.025. Furthermore, there is a significant effect between job satisfaction on organizational citizenship behavior seen from the value of t count > t table that is 3.379 with t table 1.981 and significance 0.001 < 0.025. Lastly, simultaneously there is a significant influence of organizational culture and job satisfaction on organizational citizenship behavior seen from the value of the determinant coefficient (R²) = 0.947 with p = 0.000 < 0.050 with the contribution of organizational culture and job satisfaction to organizational citizenship behavior of 94.7%. These results are reinforced by the results of the F test where the calculated F value > F Table is equal to 1001,869 with an F table of 3,077 and a significance of 0.000 < 0.050

Hubungan Internal Locus of Control dan Democratic Leadership Style dengan Organizational Citizenship Behaviour Pada Personel Satuan Brigade Mobil Kepolisian Daerah Sumatera Utara Emil Salim; M. Rajab Lubis; Sjahril Effendy
Tabularasa: Jurnal Ilmiah Magister Psikologi Vol 3, No 1 (2021): Tabularasa : Jurnal Ilmiah Magister Psikologi, Januari
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/tabularasa.v3i1.418

This study aims to determine (1) the relationship between Internal Locus of Control and Organizational Citizenship Behavior in North Sumatra Police Mobile Brigade Unit Personnel; (2) The relationship between the Democratic Leadership Style and the Organizational Citizenship Behavior of the North Sumatra Police Mobile Brigade Unit Personnel; (3) Relationship, internal locus of control and Democratic Leadership Style with Organizational Citizenship Behavior in North Sumatra Police Mobile Brigade Unit Personnel. This research uses a quantitative approach using instruments, namely the Internal Locus of Control scale, the Democratic Leadership Style Scale and the Organizational Citizenship Behavior Scale. The data analysis technique used is multiple regression analysis. The results of the study can be concluded that there is a significant relationship between Internal Locus of Control and Democratic Leadership with Organizational Citizenship Behavior in North Sumatra Police Mobile Brigade Unit personnel indicated by a positive relationship between Internal Locus of Control and Democratic Leadership Style with Organizational Citizenship Behavior, this is indicated by the coefficient Freg = 42.451; sig 0.001. Based on the results of this study, the proposed hypothesis is accepted. b). there is a positive relationship between Internal Locus Of Control with Organizational Citizenship Behavior with a correlation coefficient of rx1y = 0.581; sig 0.001; and the weight of the effective contribution is 33.8%. c). There is a positive relationship between Democratic Leadership Style and Organizational Citizenship Behavior, with a correlation coefficient of rx2y = 0.500; sig 0.001; with an effective contribution weight of 25%. The total effective contribution of the two independent variables to Organizational Citizenship Behavior is 36.6%. d). From these results it is known that there are still 63.4% influence of other variables on Organizational Citizenship Behavior.

Hubungan Harga Diri dan Optimisme Dengan Subjective well being Pada Aparatur Sipil Negara Dinas Pemberdayaan Perempuan dan Perlindungan Anak Di Kabupaten Tapanuli Tengah Florensya Romauly; M. Rajab Lubis; Sjahril Effendy
Tabularasa: Jurnal Ilmiah Magister Psikologi Vol 3, No 1 (2021): Tabularasa : Jurnal Ilmiah Magister Psikologi, Januari
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/tabularasa.v3i1.420

This study aims to determine the relationship between self-esteem and subjective well being, the relationship between optimism and subjective well being, the relationship between self-esteem and optimism with subjective well being in the ASN of the Department of Women's Empowerment and Child Protection. This study uses a quantitative approach. The population in this study were 86 State Civil Servants using the total sampling technique. Based on data analysis, it is found that the hypothesis proposed in this study is accepted. This is evidenced by the calculation of multiple regression analysis, it can be seen with the correlation coefficient value rx1y = 0.895 with p = 0.000. This means that there is a significant positive relationship with self-esteem and subjective well being, the coefficient of rx2y = 0.950 with p = 0.000. This means that there is a significant positive relationship between optimism and subjective well being. Furthermore, based on the results of the analysis, the correlation coefficient value of rX1-X2-Y = 0.965 with p = 0.000 is obtained. This means that there is a relationship between self-esteem and optimism with subjective well being. The total contribution of self-esteem to optimism with subjective well being is 93.1%. These results show through the hypothetical mean of self-esteem (82.5 empirical mean 98.92). Optimism classified as high (hypothetical mean 65 empirical mean 80.50). Meanwhile, Subjective well being is classified as high (hypothetical mean 62.5 empirical mean 72.41.

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