Fundamental Management Journal
The Fundamental Management Journal provides a valuable outlet for basic research on management and economic-orientated themes and topics. It publishes articles of a multi-disciplinary and interdisciplinary nature as well as empirical research from within traditional disciplines and managerial functions. With contributions from all lecturer and researcher, the journal includes articles across the full range of management and economics disciplines.
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<![CDATA[HUBUNGAN REWARD DAN PUNISHMENT TERHADAP KINERJA PEGAWAI BAGIAN DIVISI KEPEGAWAIAN DI KEMENTRIAN KOPERASI DAN UKM JAKARTA SELATAN ]]>
<![CDATA[Elisabeth Octaviani]]>;
<![CDATA[Carrolina F. Sembiring]]>;
<![CDATA[Emma Tampubolon]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.218
<![CDATA[Research conducted at the Ministry of Cooperatives and SMEs in South Jakarta to determine the relationship of reward and punishment to employee performance. To find reward and punishment with the performance of employees in the Ministry of Cooperatives and SMEs in South Jakarta. Data obtained through field research and library research, and the distribution of questionnaires. This research was conducted at the personnel division in the Ministry of Cooperatives and SMEs Jl.H.R.Rasuna Kav.3-4 Said in South Jakarta. The research model used in this study ie the method of literature study, field studies and questionnaires conducted systematically in accordance with the purpose of research. Samples in this study were 21 employees. The analytical method used is the T test (partial) and Spearman rank correlation analysis. The results of this study indicate that the variable reward has a positive relationship with employee performance. This has been proven through the test t, where t test results showed that the t value (2.285)> t table (2,093). And the outcome variables punishment also has a positive relationship with the employee's performance as evidenced by t, where t test results showed that the t value (2.216)> t table (2,093) Of the two independent variables most dominant have a relationship with the employee's performance is reward (X1). Advice writer is a variable reward should be considered again in the offering to employees, so that employees who have competence good performance can receive a reward with justice for what he has given to the company because in this study the variable reward also have a positive relationship to the performance of employees.]]>
<![CDATA[HUBUNGAN BUDAYA ORGANISASI DAN MOTIVASI TERHADAP KINERJA KARYAWAN BAGIAN ADMINISTRASI DI AUTO 2000-CAO JAKARTA ]]>
<![CDATA[Nenny Anggraini]]>;
<![CDATA[Engelina Lawita Simamora]]>;
<![CDATA[Rutman Lumbantoruan]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.221
<![CDATA[Research conducted at the AUTO 2000 - CAO Jakarta to determine the relationship of organizational culture and motivation on employee performance of Administration. The purpose of this study was to determine the relationship of organizational culture and employee performance, motivation and performance of employee relations, cultural relations organization and motivation on the performance of employees in the Administrative AUTO 2000-CAO Jakarta. This research is descriptive-correlational by as many as 30 employees, and the data were analyzed using Spearman Rank analysis and correlation. The results of this study indicate that (1) there is a significant relationship between organizational culture and employee performance of Administration AUTO 2000-CAO Jakarta. It ditujukkan with the obtained t (2.309) is greater than t table (2.048). (2) there is a significant relationship between motivation and performance of employees of the Administration AUTO 2000-CAO Jakarta. It ditujukkan with the obtained t (4.105) is greater than t table (2.048). (3) there is a significant relationship between organizational culture and motivation simultaneously with employee performance of Administration AUTO 2000-CAO Jakarta. It ditujukkan with Fhitung obtained (4.771) greater than F table (3,354). Based on the results, it can be concluded that the organizational culture in the company is very strong and must be protected and maintained. Organizations need to be more enthusiastic in enhancing innovation to improve the quality of work. Work motivation has also been very strong in the company. Bosses and employees motivate each other to each other and thus creating an increase in the employee morale. While in terms of performance also has been very good and still be maintained by the briefing or coffe morning in order to create good communication between employees.Key word : organizational culture, motivation, employee performance]]>
<![CDATA[APAKAH KEPUASAN KERJA DAN KOMITMEN ORGANISASI MEMILIKI HUBUNGAN TERHADAP ORGANIZATIONAL CITIZENZHIP BEHAVIOR/ OCB KARYAWAN? Studi Kasus pada Karyawan Sales & Marketing Department The Ritz-Carlton Jakarta, Mega Kuningan ]]>
<![CDATA[Suzanna L. Josephine Tobing]]>;
<![CDATA[Revi Maudy Vekelita]]>;
<![CDATA[Ktut Silvanita]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.222
<![CDATA[Human resource is one of the main elements that’s crucial for a company because employees are very important in helping the company to reach the goal. The purpose of this study were to know the correlation of job satisfaction and organizational commitmen to Organizational Citizenship Behavior (OCB) of the employees of Sales & Marketing Department, The Ritz-Carlton Jakarta, Mega Kuningan. This is a descriptive-correlational study with the number of 29 people as the population. Data analysis used is Rank Spearman analysis. The results of this study at a significance level of 5% showed that: (1) There’s a significant correlation between job satisfaction and Organizational Citizenship Behavior of the employees of Sales & Marketing Department, The Ritz-Carlton Jakarta, Mega Kuningan which is indicated from the value of 0,476 (sign 3,197 > 2,052), means that the correlation is postive and strong enough. (2) There’s a significant correlation between organizational commitment and Organizational Citizenship Behavior of the employees of Sales & Marketing Department, The Ritz-Carlton Jakarta, Mega Kuningan which is indicated from the value of 0,649 (sign 5,389 > 2,052), means that the correlation is postive and strong.Keywords: job satisfaction, organizational commitment, Organizational Citizenship Behavior]]>
<![CDATA[HUBUNGAN KEPEMIMPINAN DAN MOTIVASI DENGAN KINERJA KARYAWAN PADA PT. CARDOXINDO INTERBUANA ]]>
<![CDATA[Posma Sariguna Johnson Kennedy Hutasoit, SE., MSi., MSE]]>;
<![CDATA[Rahmat Santoso]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.223
<![CDATA[Leadership is an important element in a company, because in the absence of leadership from a leader so the company will suffer at set back. Basically of every leader has a different behavior in the lead. Or offen call of leadership. Leadership which is run by a leader in infiuencing the behavior of other in accordance with his wishes was fiuenced by the nature of the leader. Leaders with the good leadership will create high motivation within each subordinate, so that with motivation will a rise morale can improve the performance of subordinates.The purpose of this study is to know the relationship of leadership and motivation with employee perfomance on PT. Cardoxindo Interbuana. This research is descriptive – korelasional with up to to 30 people/responden and data were analyzed using analysis Rank Spearman and analysis multivariat Pearson Product Moment.The results showed that (1) There is a significant relationship between the leadership employee performance PT. Cardoxindo Interbuana with Rank Spearman correlation coeffcient of 0,831 which means the relationship between the two variabels is quite strong and is positive. (2) There is a significant relationship between motivation and employee performance PT. Cardoxindo Interbuana with Rank Spearman correlation coefficient of 0,845 so that is better the motivation that is created also increase the performance of employees, which means the relationship between the two variable is strong and positive value. (3) There is a significant relationship between the leadership and motivation of employee performance PT. Cardoxindo Interbuana with Pearson Product Moment correlation coeffcient of 0,877. The third variable which means the relationship is strong and positive. The analysis showed that leadership have a positive relationship to employee performance. The motivation was positively related to employee performance. With three variable that have a positive relation.Keywords: leadership, motivation and employees performance.]]>
<![CDATA[HUBUNGAN GAYA KEPEMIMPINAN DAN MOTIVASI DENGAN KINERJA KARYAWAN DI PT. BINA VALASINDO JAKARTA ]]>
<![CDATA[Suzanna Josephine Tobing]]>;
<![CDATA[Monica Sri Christine Sebayang]]>;
<![CDATA[Desideria Regina]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.225
<![CDATA[This research investigates the relation between Leadership style and Motivation with Employee Performance in PT. Bina Valasindo Jakarta, one of the few competitive money changer companies in Jakarta. A sample of 60 respondents were interviewed using questionnaire with simple random sampling methods. The spearman rank correlation was used to test the three hypothesis that guided the research. The result obtained from the analysis showed that there existed relation between Leadership Style and Motivation with Employee Performance. The research reveals that leadership style and motivation given to workers in an organization has a significant influence on the workers performance. The researcher therefore suggests that the company pays more attention on the effective leadership style used and the motivation given to their employees by fullfiling their basic needs, carrier enhacement needs, giving insentive (financial or nonfinancial), bonus and other benefits.Keywords: Human Resource, Leadership, Motivation, and Performance]]>
<![CDATA[HUBUNGAN PENGALAMAN KERJA DAN SELEKSI TERHADAP KINERJA KARYAWAN: Studi Kasus PT. MAYORA INDAH TBK ]]>
<![CDATA[Christina N. Sihombing]]>;
<![CDATA[Suciati Suciati]]>;
<![CDATA[Posma Sariguna Johnson Kennedy]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.224
<![CDATA[The research was conducted at PT. Mayora Indah Tbk to determine the relationship of selection and work experience on employee performance of IT Application. The purpose of this study was to determine the relationship of the selection and performance of employees, labor relations experience and the performance of employees in the IT Application in PT. Mayora Indah Tbk. This research is descriptive-correlational by as many as 29 employees, and the data were analyzed using the analysis of Rank Spearman. The result of this study indicate that (1) there is a significant relationship between the selection and performance of employees of the IT Application PT. Mayora Indah Tbk. It showed with the obtained t (4.516) is greater than t table (2.052). (2) there is a significant relationship between work experience and employee performance of IT Application PT. Mayora Indah Tbk. It showed with the obtained t (8.605) is greater than t table (2.052). Based on the results, it can be concluded that the selection process in the company has been run efficiently and should be maintained as letters of reference checks, medical tests for each prospective employee and was hired because of their ability offer meets the necessary criteria. In terms of work experience need to be maintained as the mastery of the work that have helped to more easily understand the tasks given by the leader, do not waste time working with other activities and professional attitude always put in the work. For the performance of employees in the company is sound and should be maintained as the concentration in the works to obtain satisfactory results, it can work well without supervision from superiors and can complete the work on time.Keywords: selection, work experience, employee performance]]>
<![CDATA[HUBUNGAN ANTARA LINGKUNGAN KERJA DENGAN TURNOVER INTENTION PADA DEPARTEMEN FINANCE PT XYZ ]]>
<![CDATA[Suzanna Josephine Tobing]]>;
<![CDATA[Ika Novi Yanti]]>;
<![CDATA[Emerald G. M. Tobing]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.228
<![CDATA[Human resouce is considered as the key element in supporting organizational’s objectives. Hence maintaining the employees to stay loyal with organization and to always willingly give their best is definitely a homework which organization should do at their utmost. How to mitigate the turnover intention by building a working environment to maintain the talented employees and to put the incapable ones into the turnover circle can ultimately smoothen the way into the set objectives. The ultimate purpose of this research is to know working environment in PT XYZ and how working environment relates with employee’s turnover intention. The used methods are descriptive analysis and correlation of rank spearman by SPSS software version 20. The result shows a negative yet weak relation between working environment and turnover intention for Finance employees at PT XYZ (coefficient correlation is –0,071). The relation itself is not significant, because the significant level is 0,074 (way more than 0,05).Keywords: Human Resource, Turnover, Intention, Turnover Intention, Working Environment]]>
<![CDATA[HUBUNGAN KEPEMIMPINAN, MOTIVASI KERJA TERHADAP KINERJA KARYAWAN ]]>
<![CDATA[Frans David Pandapotan]]>;
<![CDATA[Emma Tampubolon]]>;
<![CDATA[Ganda T Hutapea]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.227
<![CDATA[The purpose of this study was to determine the relationship work motivation and employee performance, relationship with the leadership performance of employees of PT. Sari Coffee Indonesia. This research was descriptive - correlation with a sample of 30 employees and the data were analyzed using the Spearman rank correlation analysis. The results of this study indicate that (1) Based on the results of Spearman correlation test above can be seen significant value of 0.000 <0.05, it can be concluded that there is a significant relationship between the variables of leadership performance, while the value of Spearman correlation between leadership and performance of 0.667 which is positive and signifies the strong relationship, it means there is a positive relationship that is if the leadership increases, the performance will increase, and vice versa. (2) Based on the results of Spearman correlation test above can be seen significant value of 0.000 <0.05, it can be concluded that there is a significant relationship between the variables of motivation to performance, while the value of Spearman correlation between motivation and performance of 0.714 which is positive and indicates a great relationship strong, it means there is a positive relationship that if the motivation increases, the performance will increase, and vice versa.Keyword leadership, work motivation and employee performance.]]>
<![CDATA[ANALISIS HUBUNGAN KOMPENSASI DAN MOTIVASI TERHADAP PRODUKTIVITAS KERJA KARYAWAN BAGIAN ADMIN DI PT DYNAMIC SUCCES GLOBALINDO ]]>
<![CDATA[Dennie Putra Sandi]]>;
<![CDATA[Christina N. Sihombing]]>;
<![CDATA[Emerald GM Tobing]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.226
<![CDATA[The research was conducted at PT Dynamic Success Globlindo to determine the relationship of compensation and motivation on employee productivity Admin section. The purpose of this study was to determine the relationship of the compensation and productivity of employees, the relationship between motivation and productivity of employees working at the Admin section PT Dynamic Success Globlindo. This research is descriptive-correlation with population of more than 150 employees, and the data were analyzed using Spearman Rank analysis. The results of this study indicate that (1) there is a significant relationship between compensation and productivity of employees of PT Admin section Dynamic Success Globlindo. It is aimed to obtained t (3.836) is greater than t table (2.002). (2) there is a significant relationship between motivation and productivity of employees of PT Admin section Dynamic Success Globlindo. It is aimed to obtained t (5.753) is greater than t table (2.002). Based on the results, it can be concluded that the thing to be considered again by PT Dynamic Success Globlindo in a compensatory increase was an increase in incentives based on the craft and the presence of a predetermined, overtime / overtime earned in accordance with the number of hours of work that has been determined by the company and bonus received appropriate predetermined targets. Things need to be considered again by PT Dynamic Success Globlindo in increased motivation is to create a conducive working environment to maximize productivity, holding seminars and training which are in accordance with the field work and the additional benefits provided by the company in the form of life and health insurance. Things need to be considered again by PT Dynamic Success Globlindo in increasing the productivity of labor is the increase in the face of various types of characters customer and be able to explain about the condition as well as complaints from customers, an increase give sales targets as an indicator of productivity and increase the potential or skill possessed by reference how many prospects or presentations made. Keywords : compensation, motivation, employee productivity.]]>
<![CDATA[HUBUNGAN BUDAYA ORGANISASI DENGAN LOYALITAS KARYAWAN PADA PT. SPANSET INDONESIA ]]>
<![CDATA[Sautman Sinaga]]>;
<![CDATA[Josephine Tobing]]>
<![CDATA[ Fundamental Management Journal Vol. 2 No. 02 (2016): FUNDAMENTAL management journal PISSN/EISSN 2540 -9220/2540-9816 ]]>
Publisher : <![CDATA[Universitas Kristen Indonesia ]]>
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DOI: 10.33541/fjm.v2i02.219
<![CDATA[Human Resources is seen as an important asset a company has, since man is a dynamic resource and always needed in every process of production of goods and services. Human Resources is a strategic element in determining whether or not an organization healthy. Planned human resource development and sustainable is an absolute necessity, especially for the future of the organization. Human resource management is a means to improve the human quality, by improving human resources, improve well performance and organizational results, so as to realize what the objectives of the organization, so it is also necessary that the role of the leadership of the organization. Be aware that Human Resources is the basic capital in the process of development agencies or institutions, then the HR management needs to establish an organizational culture in which it is believed could form loyalty to the employee. The purpose of this study was to analyze the relationship between organizational culture and loyalty of employees at PT. SpanSet Indonesia. This study using SPSS version 22 to help the processing of data with a sample of 75 employees and the data were analyzed using Spearman Rank analysis.Keywords: organizational culture, employee loyalty]]>
