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PENGARUH DISIPLIN KERJA, MOTIVASI DAN KOMPENSASI TERHADAP KINERJA KARYWAN PT. KERETA API (PERSERO) DIVISI REGIONAL II SUMATERA BARAT Sari, Vivi Nila; Fitriani, Elfa; Nusfita, Ika
Jurnal Ekobistek Vol 5, No 2 (2016): Jurnal Ekobistek UPI "YPTK" Padang
Publisher : Universitas Putra Indonesia YPTK Padang

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Abstract

 Penelitian ini bertujuan untuk mengetahui seberapa besar Pengaruh Disiplin Kerja, Motivasi dan Kompensasi Terhadap Kinerja Karyawan PT. Kereta Api (Persero) Divisi Regional II Sumatera Barat. Penelitian ini terdiri dari tiga variabel Independen yaitu Disiplin Kerja, Motivasi dan Kompensasi dan satu variabel Dependent Kinerja Karyawan. Metode analisis yang digunakan adalah analisis korelasi dan regresi berganda. Metode pengumpulan data pada penelitian ini adalah dengan menggunakan kuesioner yang diisi oleh responden yaitu karyawan PT. Kereta Api (Persero) Divisi Regional II Sumatera Barat.Hasil penelitian yang didapatkan berdasarkan Persamaan Regresi BergandaY =5,248 + 0,263X1 + 0,450X2 + 0,193X3 + e, Uji Parsial (Uji t) diperoleh: (a) Terdapat pengaruh positif dan signifikan antara Disiplin Kerja  terhadap Kinerja Karyawan, dibuktikan dengan nilai t hitung 3,134 > t tabel 2,005, dengan tingkat signifikan (0,004 > 0,05). (b) Terdapat pengaruh positif dan signifikan antara Motivasi  terhadap kinerja karyawan, dibuktikan dengan nilai t hitung 4,481 > t tabel 2,005, dengan tingkat signifikan (0,000 < 0,05). (c) Terdapat Pengaruh positif dan signifikan antara Kompensasi terhadap Kinerja Karyawan, dibuktikan dengan nilai t hitung > t tabel 2,134 > 2,005, dengan tingkat signifikan (0,042 < 0,05). Kemudian berdasarkan uji hipotesis secara simultan (Uji F) dapat diketahui nilai Fhitung 127,155 >  Ftabel 2,98 dengan tingkat signifikan (0,000 < 0,05). Maka penulis berkesimpulan bahwa Disiplin Kerja, Motivasi dan Kompensasi berpengaruh signifikan terhadap Kinerja Karyawan. Dan berdasarkan uji koefisien determinasi (R) nilainya adalah 0,929. Hal ini menunjukkan bahawa besarnya persentase kontribusi variabel Disiplin Kerja, Motivasi dan Kompensasi terhadap variabel Kinerja Karyawan adalah sebesar 92,9% sisanya 7,1% dipengaruhi oleh variabel lain di luar penelitian ini. Keywords : Disiplin Kerja, Motivasi, Kompensasi dan Kompensasi .
PENGARUH LINGKUNGAN KERJA, KEPUASAN KOMPENSASI DAN STRES KERJA TERHADAP KINERJA PEGAWAI PADA DINAS PARIWISATA DAN KEBUDAYAAN KOTA PADANG Sari, Vivi Nila
Jurnal Ekobistek Vol 7, No 1 (2018): EKOBISTEK
Publisher : Universitas Putra Indonesia YPTK Padang

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Abstract

Penilitian ini bertujuan untuk mengetahui seberapa besar Pengaruh Lingkungan Kerja, Kepuasan Kompensasi dan Stres Kerja Terhadap Kinerja Pegawai pada Dinas Pariwisata Dan Kebudayaan Kota Padang. Penelitian ini terdiri dari tiga variabel Independent yaitu Lingkungan Kerja Kepuasan Kompensasi Dan Stres Kerja dan satu variabel Dependent Kinerja Pegawai. Dengan alat analisisnya Analisis Analisis Deskriptif, Uji Validitas, Uji Reabilitas, Regresi Linier Berganda, Uji Determinasi (?2), Uji Hipotesis dan Uji F, Uji t. Metode pengumpulan data melalui survey dan mengedarkan kuesioner dengan sampel 75 orang responden. Hasil penelitian yang didapatkan berdasarkan Uji Parsial (Uji t) diperoleh : (a) Secara parsial terdapat pengaruh yang signifikan antara variabel Lingkungan Kerja terhadap Kinerja Pegawai. (b) Secara parsial terdapat pengaruh yang signifikan antara variabel Kepuasan Kompensasi terhadap Kinerja Pegawai. (c) Secara parsial tidak terdapat pengaruh yang signifikan antara variabel Stres Kerja dengan Kinerja Pegawai. Kemudian berdasar kan Uji Hipotesis secara simultan (Uji F) maka Lingkungan Kerja, Kepuasan Kompensasi dan Stres Kerja berpengaruh signifikan terhadap Kinerja Pegawai. Dan Uji Koefisien Determinasi (?2) Persentase Lingkungan Kerja, Kepuasan Kompensasi dan Stres Kerja terhadap Kinerja Pegawai sebesar 0,860 atau 86 %, sedangkan sisanya sebesar 14 % dipengaruhi oleh variabel lain diluar penelitian ini. Akhirnya penulis menyarankan pada dinas Pariwisata Dan Kebudayaan Kota Padang untuk menjadikan Lingkungan Kerja, Kepuasan Kompensasi, Dan Stres Kerja sebagai bahan pertimbangan dalam meningkatkan kinerja Pegawai agar Visi dan Misi Intansi dapat berjalan dengan baik dan tujuan Intansi dapat dicapai secara maksimal.
PENGARUH MOTIVASI, DISIPLIN KERJA DAN KOMUNIKASI TERHADAP KINERJA KARYAWAN PADA PT ADIRA DINAMIKA MULTIFINANCE Tbk CABANG BUKITTINGGI Sari, Vivi Nila
Jurnal Ekobistek Vol 6, No 1 (2017): Jurnal Ekobistek UPI "YPTK" Padang April 2017
Publisher : Universitas Putra Indonesia YPTK Padang

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Abstract

Penelitian ini memperhatikan tingkat kinerja karyawan PT. Adira Dinamika Multifinance Tbk cabang Bukittinggi dan juga perlu diperhatikan motivasi, disiplin kerja dan komunikasi tersebut. Dengan mengupayakan meningkatkan kinerja karyawan dalam pencapaian tujuan peningkatan jumlah nasabah, khususnya terhadap PT. Adira Dinamika Multifinance Tbk cabang Bukittinggi. Penelitian ini bertujuan untuk mengungkapkan, pengaruh motivasi, disiplin kerja dan komunikasi secara bersama-sama terhadap kinerja karyawan PT. Adira Dinamika Multifinance Tbk cabang Bukittinggi. Kesimpulan dari penelitian bahwa hipotesis secara parsial dan simultan dari variabel motivasi, disiplin kerja dan komunikasi terhadap kinerja karyawan PT. Adira Dinamika Multifinance Tbk cabang Bukittinggi terbukti diterima dalam penelitian ini disarankan untuk dapat dipertahankan dan bahkan ditingkatkan motivasi, disiplin kerja yang tinggi dan komunikasi yang relatif sudah baik sehingga kinerja karyawan PT. Adira Dinamika Multifinance Tbk cabang Bukittinggi semakin akan meningkat. Keyword: motivasi, Disiplin kerja, komunikasi, kinerja karyawan
DETERMINASI KARAKTERISTIK PEKERJAAN, PERCEIVED ORGANIZATION SUPPORT, DAN KEADILAN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIO DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL MEDIASI Sari, Marta Widian; Harahap, Erwin Hotmansyah; Sari, Vivi Nila
Jurnal ASET (Akuntansi Riset) Vol 11, No 2 (2019): Jurnal ASET (Akuntansi Riset) Juli -Desember 2019 [DOAJ & SINTA INDEXED]
Publisher : Universitas Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17509/jaset.v11i2.21371

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Abstract. This research was conducted at PT. Bank Mandiri (Persero), Tbk Especially in the Padang Micro Cluster. This study aims to find out how much influence Job Characteristics, Perceived Organization Support (POS), and Organizational Justice Against Organizational Citizenship Behavior (OCB) With Employee Engagement As a Mediation variable. The method in collecting research data through surveys and distributing questionnaires, with a sample of 96 Employee respondents. The analytical method used is multiple regression analysis. The results of the research obtained based on the partial test (t test) were obtained: (a) partially there was a significant effect between Job Characteristics on Employee Engagement. Thus Ho was rejected Ha accepted. (b) partially there is a significant influence between the Perceived Organization Support on Employee Engagement. Thus Ho is rejected Ha accepted. (c) partially there is a significant effect between Organizational Justice on Employee Engagement. Thus Ho is rejected Ha accepted. Finally the author suggested to PT. Bank Mandiri (Persero), Tbk. Especially in the Padang Micro Cluster, in order to further enhance Organizational Citizenship Behavior with Job Characteristics, Perceived Organization Support, Organizational Justice and Employee Engagement along with indicators of each variable.Keywords. employee engagement; job characteristics; organizational justice; organizational citizenship behavior; perceived organization support.Abstrak. Penelitian ini dilakukan pada PT. Bank Mandiri (Persero), Tbk Khususnya di Cluster Mikro Padang. Penelitian ini bertujuan untuk mengetahui seberapa besar Pengaruh Karakteristik Pekerjaan, Perceived Organization Support (POS), dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior (OCB) Dengan Employee Engagement Sebagai variabel Mediasi. Metode dalam pengumpulan data penelitian melalui survey dan menyebarkan kuisioner, dengan sampel 96 responden Karyawan. Metode analisis yang digunakan adalah analisis regresi berganda. Hasil penelitian yang didapatkan berdasarkan uji parsial (uji t) diperoleh : (a) secara parsial terdapat pengaruh signifikan antara Karakteristik Pekerjaan Terhadap Employee Engagement. Dengan demikian Ho ditolak Ha diterima. (b) secara parsial terdapat pengaruh signifikan antara Perceived Organization Support terhadap Employee Engagement. Dengan demikian diperoleh Ho ditolak Ha diterima. (c) secara parsial terdapat pengaruh signifikan antara Keadilan Organisasi Terhadap Employee Engagement. Dengan demikian diperoleh Ho ditolak Ha diterima. Akhirnya penulis menyarankan kepada  PT. Bank Mandiri (Persero), Tbk Khususnya di Cluster Mikro Padang, agar dapat lebih meningkatkan Organizational Citizenship Behavior dengan Karakteristik Pekerjaan, Perceived Organization Support, Keadilan Organisasi dan Employee Engagement beserta indikator-indikator masing-masing variabel.Kata kunci. employee engagement; karakteristik pekerjaan; keadilan organisasi; organizational citizenship behavior; perceived organization support.
Penerapan Motivasi dan Briefing Kepada Karyawan sebagai Media untuk Meningkatkan Kinerja dan Mempengaruhi Tingkat Penjualan : Pada UMKM Anandia Bakery Selvi Yona Sari; Vivi Nila Sari; Desi Permata Sari; Yosi Puspita Sari
Jurnal Pustaka Mitra (Pusat Akses Kajian Mengabdi Terhadap Masyarakat) Vol 1 No 2 (2021): Jurnal Pustaka Mitra (Pusat Akses Kajian Mengabdi Terhadap Masyarakat)
Publisher : Pustaka Galeri Mandiri

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Abstract

Program Pengabdian kepada Masyarakat (PKM) ini bertujuan untuk memberikan motivasi dan menjelaskan Briefing kepada karyawan agar meningkatkan kualitas kinerja para karyawan agar dapat meningkatkan penjualan dari Anandia Bakery. PKM ini juga bertujuan untuk memberikan pengendalian motivasi dan Briefing yang baik sehingga dapat meningkatkan kinerja karyawan dan dapat meningkatkan penjualan. Dalam Pengabdian Masyarakat kali ini, ada 5tahapan untuk metode yang telah dilalui yang terdiri dari observasi, perencanaan, pelaksanaan, penerapan, dan evaluasi. Hasil dari PPM ini menunjukan bahwa program Pelatihan penerapan motivasi dan briefing kepada karyawan sebagai media untuk meningkatkan kinerja dan mempengaruhi tingkat penjualan pada unkm anandia bakery merupakan program yang bagus karena dapat membantu pemilik UMKM mengetahui bagaimana cara meningkatkan kinerja karyawan.
FACTORS AFFECTING COMMUNITY INTEREST IN THE USE OF NON-CASH (DIGITAL) PAYMENTS Vivi Nila Sari; Dian Anggraini
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 4, No 2 (2020): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v4i2.2493

Abstract

This study aims to analyze and provide empirical evidence regarding the effect of perceived usefulness and perceived ease of use of non-cash (digital) payments with the use attitude as an intervening variable. The population in this study was the Islamic Community of West Sumatra. The sampling method used in this research was a number of 100 West Sumatran people using quota sampling. Data processing with SmartPLS 3.0 shows the results show perceived benefit has a positive effect on non-cash payments (digital). The higher the perception of benefit, the higher the non-cash payment (digital). Perception of Ease has a positive effect on Non-Cash (Digital) Payments. The higher the perception of ease, the higher the non-cash payment (digital).And Perceptions of Benefit have a positive effect on User Attitudes. The higher the perceived usefulness, the higher the user's attitude. Then the Ease of Perception has a positive effect on User Attitudes. The higher the perception of Ease, the higher the User's Attitude. User Attitudes have a positive effect on Non-Cash (Digital) Payments. The higher the User Attitude, the higher the use of Digital Payments. The indirect effect is greater than the direct effect, so it can be said that the User Attitude variable is perceived as an intervening variable between the Perception of Benefit and Perception of Ease with the Non-Cash Payment (Digital) variable.
The Effect Locus of Control and Organizational Culture Toward Employee Performance with Organizational Commitments as Intervening Variable Sitti Rizki Mulyani; Marta Widian Sari; Vivi Nila Sari; Winda Tawakalni
JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen Vol 16, No 2 (2019): JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen
Publisher : University of Islam Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (338.016 KB) | DOI: 10.31106/jema.v16i2.2631

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This study aims to examine the influence of locus of control and organizational culture toward employee performancewith organizational commitment as an intervening variable.The use of organizational commitment as a predictor in evaluating employee performances makes this research different from all other research. The source of data from this study was obtained from primary data by distributing questionnaires with sample size target is 141 employees. The analytical method used in this study is multiple regression analysis and path analysis. The results of this study indicate that there is a direct relationship between locus of control and organizational culture toward organizational commitment and employee performance.Also, there is an indirect effect between locus of control and organizational culturetoward employee performance with organizational commitment as an intervening variable. 
PENGARUH TINGKAT PENDIDIKAN, KETERAMPILAN KERJA, DAN SIKAP KERJA TERHADAP KINERJA KARYAWAN PADA PERUSAHAAN DAERAH AIR MINUM (PDAM) KOTA PADANG Vivi Nila Sari; Marta Widian Sari; Jepri Apriyan
JIM UPB (Jurnal Ilmiah Manajemen Universitas Putera Batam) Vol 7 No 1 (2019): JIM UPB Volume 7 No 1 2019
Publisher : Universitas Putera Batam

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (517.295 KB) | DOI: 10.33884/jimupb.v7i1.896

Abstract

This research aims to find out how big the influence of educational level, job skills, Work Attitudes and Employee Performance Against PDAM Padang city. This research consists of three Independent Variables, namely educational level, job skills, and Work attitude of the dependent Variable and one Employee Performance. Methods of analysis used was Multiple regression Analysis. Method of data collection in this research is to use the Questionnaires filled by respondents are PDAM employees Padang City.The results of the regression analysis in this research indicate that: 1) level of education a positive and significant effect on performance of employees, 2). Job skills and significant positive effect on performance of employees, 3) Employee Attitude. a positive and significant effect on performance of employees, 4). The level of education, job skills, and a working Attitude together positive and significant effect on performance of employees. the coefficient of determination shows the value of 0.775 this case showed that the level of education, job skills and work attitudes contribute to affect the performance of the employees of 77.5% and the remaining 22.5% influenced other variable not examined.
Human Relations And Working Environment Conditions In Building A Work Ethic With Motivation As Mediation At The Office Of The Agency For Personnel And Human Resources Development (BKPSDM) Sawahlunto City Nesyia Tri Khairani; Marta Widian Sari; Vivi Nila Sari; Andry Novrianto
UPI YPTK Journal of Business and Economics Vol. 7 No. 1 (2022): January 2022
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Putra Indonesia YPTK

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35134/jbe.v7i1.68

Abstract

This study aims to determine the influence of Human Relations and Work Environment Conditions in Building a Work Ethic with Motivation as Mediation at the Office of the Personnel and Human Resources Development Agency (BKPSDM) Sawahlunto City. The method used is Structural Equation Modeling (SEM) with Partial Least Square (PLS) 3.0. By distributing questionnaires as many as 39 respondents. The results of the data analysis concluded that there was a positive and significant influence on the human relation variable on the work ethic variable. There is a positive and insignificant influence on work environment variables on work ethic variables. There is a positive and insignificant influence of the human relation variable on the motivation variable. There is a significant positive effect of the human relation variable on work ethic variables. There is a positive influence which is not significant, the motivation variable has an effect on work ethic variables. There is a positive and insignificant influence given by the human relation variable on the work ethic variable which is mediated by motivation. There is a positive and insignificant influence given by the work environment variable on work ethic variables mediated by motivation.
MODEL KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI vivi nila sari; Marta Widian Sari; Monica Rini; Dian Aggraini; Andry Novrianto
J-MIND (Jurnal Manajemen Indonesia) Vol 7, No 1 (2022): J-MIND Jurnal Manajemen Indonesia, Juni 2022
Publisher : Universitas Malikussaleh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29103/j-mind.v7i1.7150

Abstract

This study aims to determine how big the influence of Organizational Culture and Organizational Climate on Organizational Commitment through Job Satisfaction as an Intervening Variable at PT. Aditya Prima Utama. This research consists of independent variables, namely Organizational Culture and Organizational Climate and Organizational Commitment and Job Satisfaction as Intervening Variables. The analytical method used is Structural Equation Modeling (SEM) with Partial Least Square (PLS) 3. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Aditya Prima Utama. The results of data analysis concluded (1) There is a positive and significant effect of organizational culture on job satisfaction at PT. Aditya Prima Utama. (2) There is a positive and significant influence of organizational climate on job satisfaction at PT. Aditya Prima Utama. (3) There is a positive and significant influence of organizational culture on organizational commitment at PT. Aditya Prima Utama. (4) There is a positive and significant influence of organizational climate on organizational commitment at PT. Aditya Prima Utama. (5) There is no significant effect of job satisfaction on organizational commitment at PT. Aditya Prima Utama. (6) Job satisfaction cannot mediate the influence of organizational culture on organizational commitment at PT. Aditya Prima Utama. (7) Job satisfaction cannot mediate the influence of organizational climate on organizational commitment at PT. Aditya Prima Utama.