Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja terhadap kinerja pegawai, pengaruh motivasi kerja terhadap kinerja pegawai bank, pengaruh kompensasi terhadap disiplin kerja pegawai, pengaruh motivasi kerja terhadap disiplin kerja pegawai, pengaruh kompensasi terhadap kinerja pegawai bank OCBC NISP pada bagian RCMPO. Penelitian ini menggunakan teknik sampling jenuh. Populasi penelitian ini adalah seluruh pegawai yang berada di Bagian Record Management dan Partnership Operation yang berjumlah 98 orang. Metode Penelitian ini menggunakan metode penelitian kuantitatif dengan program komputer Partial Least Square (PLS). Hasil penelitian menunjukkan tidak terdapat pengaruh yang signifikan Disiplin Kerja terhadap Kinerja Pegawai Bank OCBC NISP di Bagian RCMPO dengan nilai T Statistics 0.981 ≤ 1.96. Tidak terdapat pengaruh yang signifikan Motivasi Kerja terhadap Kinerja Pegawai Bank OCBC NISP di Bagian RCMPO dengan nilai T Statistics 0,282 ≤ 1.96. Terdapat pengaruh yang signifikan Kompensasi terhadap Disiplin Kerja pada Bank OCBC NISP di Bagian RCMPO dengan nilai T Statistics 7,352 > 1.96. Terdapat pengaruh yang signifikan Motivasi Kerja terhadap Disiplin Kerja pada Bank OCBC NISP di Bagian RCMPO dengan nilai T Statistics 24,184 ≥ 1.96. Terdapat pengaruh yang signifikan Kompensasi terhadap Kinerja Pegawai pada Bank OCBC NISP di Bagian RCMPO dengan nilai T Statistics 5,779 ≥ 1.96.
The disruption era is an indicator of technological growth received in various fields including education. Headmaster as a leader is required to be able to set a leadership pattern that could provide accelerated assistance in fostering teachers in Elementary Schools with most of the millennial teachers. Coaching competency is one of the competencies expected to anticipate imbalance communication system between headmaster and teacher. This study used a qualitative study method. According to the results of this research concluded that coaching competency had to be explicitly had by headmaster beside competency of managerial, entrepreneurial, supervision, personality, and social. This is because coaching competency has such various, complex, and not an easy activity. Therefore, the results of this study are expected to be the solution for headmaster in facing.
Penelitian ini ditujukan untuk menguji pengaruh kompetensi teknis, disiplin, dan kompensasi tidak langsung trerhadap kinerja anggota Provos Resimen III Pas Pelopor sejumlah 119 responden. Pengolahan data dilakukan menggunakan metode Structural Equation Modeling (SEM) dengan Sofware Lisrel full version edisi 8.8. Penelitian ini menggunakan metode kuantitatif dalam pelaksanaannya meliputi data, analisis dan interpretasi tentang arti dan data yang diperoleh. Hasil analisis menunjukkan bahwa kompetensi teknis dan disiplin berpengaruh terhadap kinerja anggota Provos sedangkan kompensasi tidak langsung tidak berpengaruh terhadap kinerja anggotaProvos. Temuan empiris tersebut mengindikasikan bahwa kompetensi teknis berpengaruh signifikan terhadap kinerja anggotaProvos dengan nilai koefisien sebesar 0,45; disiplin berpengaruh signifikan terhadap kinerja anggotaProvos dengan nilai koefisien sebesar 0,37; dan kompensasi tidak langsung tidak berpengaruh signifikan terhadap kinerja anggotaProvos dengan nilai koefisien sebesar 0,13. Kata kunci: Kompetensi Teknis, Disiplin, Kompensasi Tidak Langsung, Kinerja
This research aims to measure the effect of leadership, employee performance, motivation and information technology on employee job satisfaction which moderated by the age of employees at Dinas Penanaman Modal Dan Pelayanan Terpadu Satu Pintu Kota Bekasi. This research is a quantitative research where the object used is all employees who work at Dinas Penanaman Modal Dan Pelayanan Terpadu Satu Pintu Kota Bekasi. The number of samples used as many as 209 respondents. The design used is hypothesis testing using the structural equation model (SEM) – Smart PLS version 3.3.3. The results of this study indicate that: (1) Leadership, employee performance and motivation have a direct effect on employee job satisfaction significantly, (2) There is no direct effect of information technology on employee job satisfaction, (3) Leadership and motivation have no effect on employee job satisfaction if moderated by employee age, (4) Motivation and information technology have a significant effect on employee job satisfaction if moderated by employee age.
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