Pengaruh Budaya Kerja Dan Pembagian Kerja Terhadap Kinerja Aparat Di Kantor Desa  Kelaten Kecamatan Penengahan  Kabupaten Lampung Selatan

Suyadi, Suyadi; Sanusi, Umar; Fajar,

doi:10.52655/khg.v5i1.48

Cited by 2 publications

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References 5 publications

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“…Collaboration between hard skills and soft skills can improve the quality of human resources so that employees can come up with ideas and create works or outputs that are unique and difficult to imitate by competing companies (Dorasamy, 2021). Companies need to improve the quality of human resources because no matter how sophisticated technology is, it is only useful with the support of qualified human resources with high commitment and integrity to their work and the company they work for (Li et al, 2021;Sanusi, 2022).…”

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confidence: 99%

The effect of organizational commitment and personal organizational fit on turnover intention of contract employees at PT Asia Bandar Alam Jakarta

et al. 2023

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Increasingly competitive business competition in the era of the industrial revolution 4.0 creates a competitive advantage. One of the company's efforts is to improve the quality of human resources, competing to provide good compensation for human resources. On the other hand, a number of things need to be of concern to companies related to HR. High turnover intention is a problem because they have to train new employees. Quantitative research method The sampling technique used is purposive sampling with 100 respondents. The sample is determined by considering certain characteristics the researcher has determined according to the research objectives. Characteristics of respondents in this study, namely: (1) status as contract employees; (2) Working period of fewer than 3 years; (3) Willing to be a respondent. The instrument used in this study was a questionnaire or questionnaire at PT Bandar Alam Jakarta. The study results show that organizational commitment negatively and significantly affects employee turnover intention. This means that the lower the employee's organizational commitment, the higher the employee turnover intention. Conversely, the higher the organizational commitment, the lower the employee turnover intention. The study results show that organizational commitment negatively and significantly affects employee turnover intention. This means that the lower the employee's organizational commitment, the higher the employee turnover intention. Conversely, the higher the organizational commitment, the lower the employee turnover intention.

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Section: Introductionmentioning

confidence: 99%

The effect of organizational commitment and personal organizational fit on turnover intention of contract employees at PT Asia Bandar Alam Jakarta

et al. 2023

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“…Organizational goals can be achieved by improving the quality of resources within the organization (Darda et al, 2022;Herwanto & Radiansyah, 2022;Sanusi, 2022). One of the resources that determine the success of an organization is human resources, Every company definitely wants employees who have good performance (Priyono, 2010;Tsauri, 2013), high morale (Suherman et al, 2022), integrity by upholding morals and ethics (Ismanto et al, 2022), and have innovation and creativity at work (Arifin et al, 2022).…”

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confidence: 99%

The effect of work discipline and physical work environment on employee performance at PT. Jaya Persada Indonesia East Jakarta

Andayani

Tibaat

2023

JEBL

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This research aims to determine how the influence of work discipline and physical work environment on the performance of employees at PT. Jaya Persada Indonesia East Jakarta, to find out how the influence of work discipline on employee performance at PT. Jaya Persada Indonesia East Jakarta, and to find out how the physical work environment influences the performance of employees at PT. Jaya Persada Indonesia. The research method used in this study is a quantitative method with an associative approach. The data collection method used is a questionnaire, using a saturated sampling technique or the entire population as a sample, namely 63 respondents. The analytical method used in this study is the validity test, reliability test, normality test, multicollinearity test, heteroscedasticity test, autocorrelation test, multiple linear regression test, correlation coefficient, coefficient of determination, T-test, and F test. Partial work discipline variable (XI) obtained t count > t table (6.805 > 1.670). This is also reinforced by a significant value of 0.000 <0.005. This means that work discipline has a positive effect on employee performance. The statistical test of the physical work environment variable (X2) obtained the t count > t table (11.651 > 1.670). This was also reinforced by a significant value of 0.001 <0.05. It means that the physical work environment significantly affects employee performance. Simultaneous hypothesis testing obtained f count > f table or (96,311 > 3,150). This was also reinforced by a significant value of 0.000 <0.05. So it can be said that work discipline and physical work environment significantly affect employee performance. The coefficient of determination obtained an R square value of 0.701, meaning that work discipline and the physical work environment contribute 70.1% to employee performance. At the same time, the remaining 29.9% is influenced by other factors not examined in this study.

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Pengaruh Budaya Kerja Dan Pembagian Kerja Terhadap Kinerja Aparat Di Kantor Desa Kelaten Kecamatan Penengahan Kabupaten Lampung Selatan

Cited by 2 publications

References 5 publications

The effect of organizational commitment and personal organizational fit on turnover intention of contract employees at PT Asia Bandar Alam Jakarta

The effect of organizational commitment and personal organizational fit on turnover intention of contract employees at PT Asia Bandar Alam Jakarta

The effect of work discipline and physical work environment on employee performance at PT. Jaya Persada Indonesia East Jakarta

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