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INDONESIA
PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Published by Sekolah Menengah Kejuruan Pustek Serpong
ISSN : -     EISSN : 29644321     DOI : http://dx.doi.org/10.37481/produktif
Core Subject : Humanities, Social,
Humanities Social Sciences
Scope PRODUKTIF: Jurnal Kepegawaian dan Organisasi (JKO) merupakan jurnal ilmiah yang dikelola oleh Sekolah Menengah Kejuruan (SMK) Pustek dengan ruang lingkup kajian Ilmu Manajemen Sumber Daya Manusia dan Organisasi. Focus Jurnal JKO menerima seluruh bentuk artikel ilmiah yang merupakan hasil dari penelitian/ kajian ilmiah dari berbagai elemen masyarakat (Nasional, Internasional) dengan spesifikasi kajian; 1. Produktivitas Kerja 2. Manajemen Kinerja dan Prestasi Kerja 3. Pengembangan SDM 4. Hubungan Industrial 5. Komunikasi, Sosial dan Psikologi Industri
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 30 Documents
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PERFORMANCE: Self, Management, and Organizational Social Perspectives Fitria Nur Anggraini
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 1 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

Good work results are the hope of every leader, but in reality performance is not always achieved. Therefore, managers/directors need to make measurable efforts in encouraging performance improvement, including by making disciplinary rules, encouraging morale, and trying to create a healthy work environment. Based on this phenomenon, this study seeks to analyze the factors that affect performance. The research method used is quantitative with regression analysis. The research data was obtained by distributing questionnaires to 33 employees of Kopkar GMF Aero Asia Sejahtera. The sampling technique was carried out by simple random sampling. The results of the study explain that it is possible for employee performance to increase significantly both in partial and simultaneous models, especially in the discipline variable. Discipline rules are management products that are made to control measurable and quality work behavior, so as to maintain good task execution and quality results.
Significance of the Influence of Leadership Model, Morale, and Satisfaction on Performance Consistency Siti Nurbaeti
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 1 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

Maintaining performance while carrying out tasks is not easy, many things make emotions and work behavior inconsistent. Therefore, external factors are needed as a reminder, for example the role of leadership. The presence of the leader is one of the factors of self-control in carrying out tasks, because its presence is considered to be a supervisor for the implementation of tasks. In addition, self-factors such as a sense of morale and job satisfaction are internal factors that affect performance consistency. This research was conducted, to be able to see the role of internal and external factors of employees on the consistency of performance in carrying out their duties. The method used is quantitative with statistical regression. The research subjects were teachers at a boarding-based Islamic school in the city of Bogor. A total of 41 respondents were used for questioning through the census technique. The results of the study explain that a good leader can be a motivation for employees in carrying out their duties. Because employees feel, cared for and recognized their existence. In addition, the factors of enthusiasm and job satisfaction are factors that are thought to be able to increase self-enthusiasm in carrying out tasks.
Negative Work Psychology Perspective and Work Environment on Performance Uun Hasanah
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 1 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

In work, there will always be two sides, positive and negative. It depends on how we respond. However, we realize that we have limitations in controlling external factors, such as the work environment and organizational demands. The high expectations of the organization, often make the workload excessive, and in the accumulation of time, physical abilities decrease, causing the birth of work stress. Likewise with the work environment, warm relationships with coworkers or conflicts, can cause ups and downs in performance. Departing from this phenomenon, this study tries to examine negative psychological factors (stress) and the work environment on performance maintenance. The method used in this study is quantitative with the research subject being Sriwijaya airline employees, totaling 109 people. Data were collected by distributing simple random questionnaires. The collected data was then analyzed by using the statistical probability regression method. The results of the study indicate that there is a possibility of a close or reciprocal relationship that is linear, between work stress and work environment and performance. The best model in maintaining performance is to minimize negative psychological factors. The lower the level of work stress, it explains a good work system and a healthy work environment. This creates a feeling of pleasure and a positive perception of the organization and its work.
EMPLOYEE PERFORMANCE: The Effect Of Motivation And Job Satisfaction Deden Andreas
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 1 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

Performance is the need of all parties. For employees, performance is a way of self-preservation and well-being. As for the company, performance is an indicator of goal achievement. Therefore, performance has always been a major concern in the organization. Performance is a standardized work process and quality work, so that performance has a significant impact on the existence of the company. Departing from this phenomenon, this study is interested in analyzing employee psychological factors that are thought to have a correlation with performance. This research was conducted quantitatively with the method of statistical analysis, namely regression. The research subjects were Candika Wastu Pramathana employees. A total of 35 respondents were involved in this study, which was conducted purposively. The results of the study explain that the employee's internal factor that best explains performance is motivation. Work motivation in question is self-motivation in carrying out tasks and a sense of pleasure in many things about the organization. This attitude contributes greatly to the achievement of maximum performance.
Path Analysis Between Job Satisfaction And Loyalty With Work Environment And Culture As Explanatory Variables Muhammad Fathurahman
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 1 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

Organizational culture and work environment are two main things in building social organization. Whether we realize it or not, the organization is a place where everyone interacts within the scope of work. Therefore there will be a direct relationship between employees, leaders and other parties. So that it takes togetherness of all parties to be able to socialize well, so as to create mutual comfort. Based on this background, this research was actually conducted with the aim of analyzing the ideal model in improving performance based on environmental factors and work culture. To answer this objective, a quantitative method was established as the basis of the research. Meanwhile, in analyzing the research data, linear regression statistical analysis was used. The unit of analysis in this study were 63 employees of the National Zakat Agency. Data were obtained through a simple random technique, through the distribution of questionnaires. The results of the study suggest that the work environment has the best path in increasing loyalty. This is because the work environment has a direct impact on the daily work of employees. Thus, a good and comfortable work environment is the need of all employees, which must be maintained together. In path analysis, satisfaction becomes a good model as a reinforcement of loyal behavior.
Using the Balanced Scorecard Method, Evaluate the Nurses' Success in Raising Service Quality Dicky Prayoga
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 2 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

Performance appraisal can provide information about needs effectiveness of employee training and development and can provide information regarding design employee compensation. The purpose of this study was to analyze the performance of nurses and service quality at the Anmarsu Hospice Care Mental Hospital. The research method used in this study uses a qualitative approach descriptive, with the collection of data sources obtained primarily by interviews. The analysis used in this study uses techniques analysis Fill in using a measuring tool Balanced Scorecard. Based on the results of the calculations score regularly whole, obtained the total score is 282 points which means that Anmarsu Hospice Care Mental Hospital has a very good approach in measuring organizational performance.
Effectiveness of Incentive Provision Based on Partner Performance, Achievement, and Personnel Loyalty Zahra Annisa
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 2 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

In improving employee performance, it is necessary to pay attention to these factors and pay attention to the needs of employees, among others by providing incentives. This study aims to determine and analyze how effective the application of incentives is related to performance, achievement and employee loyalty. The method used in this study uses a qualitative approach based on phenomenology. The results of this study are based on quantitative data calculations and nominally from the company it is categorized as appropriate, but technically there are still many discrepancies found such as excessive workload, irrational targets. This causes the performance, achievement and loyalty of employees to decrease so that it has an impact on the incentives received by employees.
HR DEVELOPMENT: Empowerment Strategy in Improving Employee Performance Rahmat Jalil
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 2 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

Empowerment of human resources is very significant, strategic and comprehensive for each process of organizational activity in realizing the performance as expected. This study aims to identify, analyze and examine the practice of employee empowerment strategies implemented by PT. Jaya Initiative. Thus this research uses qualitative research methods through observation, interviews, documentation studies and FGD. Processed data was obtained from secondary data obtained from internet sites from credible institutions/institutions while primary data was obtained from observation, in-depth interviews and documentation. The results showed the employee empowerment strategy in an effort to improve employee performance at PT. Jaya Prakarsa has not run optimally, empowerment is only limited to developing competence, developing organizational culture and giving authority so that it needs to be studied more deeply.
Workplace Competence and Discipline's Effects on Career Development and Performance I Nyoman Marayasa
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 2 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

It is hoped that the performance of the National Police in providing protection, protection and community service from day to day will continue to be improved. Career development is urgently needed by members of the Denpasar Police to be more motivated to work optimally. With this aim in this study to analyze competence, work discipline, career development and performance. To answer the above objectives, a descriptive method with a quantitative approach is needed, with a sample of 214 respondents, the sampling method used is probability sampling. This study uses a linear regression analysis design, validity test and classical assumption test. The results of this study show that there is a positive and significant influence between competence on performance, work discipline on performance, and career development on performance.
Effects of Compensation and Workplace Motivation on Employee Performance Cucu Permata Sari
PRODUKTIF: Jurnal Kepegawaian dan Organisasi Vol. 1 No. 2 (2022): PRODUKTIF: Jurnal Kepegawaian dan Organisasi
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

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Abstract

To be able to provide professional staff, high employee performance is expected by the company. Thus this study aims to determine the effect of compensation and motivation on employee performance at PT. Cadets Jaya. This research is a case study with quantitative methods using multiple correlation tests. This research was conducted on Taruma Jaya company employees as many as 50 respondents. The data used in this study are primary data collected through questionnaires using techniques saturated sample. The results of this study indicate that compensation and motivation have a partial and simultaneous effect on employee performance.

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