Pengaruh Pendidikan Dan Pelatihan, Remunerasi Dan Budaya Organisasi Terhadap Kepuasan Kerja Dalam Meningkatkan Kinerja Pada Dit Reskrimsus Polda Riau

Abstract

Sumber daya manusia merupakan aset organisasi yang sangat vital, karena itu peran dan fungsinya tidak bisa digantikan oleh sumber daya lainnya termasuk Institusi Polri. Beberapa kebijakan dan peraturan telah dikeluarkan oleh pimpinan Polri untuk mendukung peningkatan pelayanan dan kinerja personil Polri belum cukup mampu untuk dapat memenuhi tingkat kepuasan masyarakat terhadap kinerja Polri. Penelitian ini bertujuan untuk mengetahui Pengaruh Pendidikan dan Pelatihan, Remunerasi dan Budaya Organisasi Terhadap Kepuasan Kerja Dalam Meningkatkan Kinerja pada Dit Reskrimsus Polda Riau. Rancangan penelitian yang digunakan adalah penelitian explanatori. Populasi penelitiannya personil Dit Reskrimsus Polda Riau sebanyak 93 orang. Sampel diambil dengan teknik sensus dengan mengeluarkan Direktur Dit Reskrimsus sebagai key informan sehingga sampel yang digunakan sebanyak 92 orang. Pengumpulan data variabel menggunakan kuesioner dengan skala likert. Hasil uji hipotesis menyimpulkan: a. pendidikan dan pelatihan tidak berpengaruh signifikan terhadap kinerja dengan nilai p value sebesar 0,36; b. remunerasi tidak berpengaruh signifikan terhadap kinerja dengan nilai p value sebesar 0,09; c. budaya organisasi berpengaruh signifikan terhadap kinerja dengan nilai p value sebesar 0,02; d. pendidikan dan pelatihan berpengaruh signifikan terhadap kinerja melalui kepuasan kerja dengan nilai p value sebesar 0,02; e. remunerasi berpengaruh signifikan terhadap kinerja melalui kepuasan kerja dengan nilai p value sebesar 0,015; f. budaya organisasi berpengaruh signifikan terhadap kinerja melalui kepuasan dengan nilai p value sebesar 0,01. Kata kunci: pendidikan dan pelatihan, remunerasi, budaya organisasi, kepuasan kerja kinerja.

The impact of education, training and work experience on job satisfaction and job performance (Study on Bank BRI Purbalingga)

“…According to Mowday, Porter and Steers (2013), most employees of today have a high degree of job dissatisfaction which create attitudes that are undesirable on the job and in turn degenerate their performance ability and that their working place as well. In addition, previous research such as Puspitadewi (2013) and Riana et al (2017) reveal a positive relationship between job satisfaction and job performance. Based on the literature review discussed above we developed the following fourth hypotheses: H4: Job satisfaction has a positive impact on job performance Research Framework…”

Analysis of HR Development Through Undergraduate Mandatory Policy of POLRI Investigators

“…As stated by (Ranupandojo, 1994), work ability is the skills as well as the work results of employees in conducting tasks that are timely and are activities that provide value for themselves and others. Training in accordance with personnel needs will lead to satisfaction which will have a positive impact on performance (Riana, Hendriani, & Efni, 2018). Based on the interview results with the informants, as state officials as well as public servants, they realized as elements in the POLRI institution, must provide added value not only to other people or the community, but also to work for the state.…”

Factors Influencing Employee Performance at the Office of the Archdiocese of Merauke Regency

“…The first requirement is ready, meaning that the human resource is physically ready. However, even though they are physically ready, if there is no will, then human resources will not be able to work together to achieve organizational goals (Riana et al, 2017;Riyardi & Widojono, 2011). Therefore, the second condition is willingness to work together to achieve organizational goals.…”

“…The factors that influence performance achievement are that psychologically, the ability of employees consists of potential abilities (IQ) and reality abilities (knowledge and skills), meaning that employees who have an IQ above average (IQ. 110 -120) with education adequate for his position and skilled in doing his daily work, it will be easier for him to achieve the expected performance (Masri, 2020;Riana et al, 2017). Therefore, employees need to be placed in jobs that match their expertise.…”