Pengaruh Tingkat Kompetensi Terhadap Kinerja Pegawai Administrasi Perkantoran

Kartika, Lucia Nurbani; Sugiarto, Agus

doi:10.24914/jeb.v17i1.240

Cited by 43 publications

(47 citation statements)

References 2 publications

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“…The results of this study also support the previous research conducted by Rizal et al (2013) using the SEM test, that competencies is the main factor affecting performance (path coefficient 0.81), with attachment reinforcement factors (path coefficient 0.78) and supporting factors of motivation (0.66) and job satisfaction (path coefficient 0.65). Research conducted by Kartika and Sugiarto (2014), shows that the competencies of office administration employees has a significant effect on performance. Research conducted by Rokhayati (2017) also found that soft skills as part of competencies proved to have a positive and significant effect on employee performance at PT.…”

Section: Discussionmentioning

confidence: 99%

Effect of Competencies and Personality on Employee Performance

2020

RHSS

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The purpose of this study was to determine the effect of competencies and personality on employee performance. The measurement of competency is carried out using a competency scale designed by researchers based on the theory of Spencer & Spencer (1993). Personality measurement is carried out using the Big Five theory (McCrae & Costa) and performance measurement is carried out using theory that developed by Scotter & Motowidlo (1996). The research subjects were 88 respondents. The data analysis process used multiple regression analysis methods. The result of this study indicates influence of each competency and personality on employee performance. The effective contribution of competencies and personality to performance was 81.6%.

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Section: Discussionmentioning

confidence: 99%

Effect of Competencies and Personality on Employee Performance

2020

RHSS

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“…Thus the harmony of the quality culture of individual leaders and organizational actors will be formed. Based on previous and theoretical studies related to organizational behavior, it is known that many factors can determine a person's success in their field of work, such us organizational commitment (Geisler, Berthelsen, & Muhonen, 2019;Holsblat, 2014), professionalism (Jie, Mansor, & Kelana, 2020a, 2020b, and level of competence in the area they occupy (Kartika & Sugiarto, 2016;Supriyadi & Sarino, 2019).…”

Section: A University Quality Assurance Team Should Strive For Quality Of Work-lifementioning

confidence: 99%

A University Quality Assurance Team Should Strive for Quality of Work-Life

Syahidah

Zulaikha

Ahmad

2021

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Professionalism is an important key to an organization in achieving their success. One of the essential factors influencing the formation of committed professional resources is the employees’ perception of the quality of their work life. This study aims to examine the effects of the quality of work life (QWL) (appropriate and fair compensation, work stress, employee participation, career growth and development, social relevance, work environment) on organizational commitment (OC) simultaneously or partially. The participants of this study were 109 quality assurance team employees at a state university in Indonesia. The data collected through questionnaires were analyzed by simple regression and Pearson’s correlation test. The results showed that there is a significant influence between QWL and OC. The six predictors of QWL showed a significant relationship with OC (r < .05) with the most influencing indicators as follows: career growth and development (p = .612), appropriate and fair compensation (p = .558), employee participation (p = .515), work stress (p = ˗.510), social relevance (p = .498), and work environment (p = .422). This study suggests that a state university shoud provide wider opportunities for quality assurance employees to develop and demonstrate their abilities and creativity as an effort to increase their OC.

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“…Menurut (Kartika & Sugiarto, 2014) pengertian kompetensi dalam kenyataannya belum ada kesepakatan universal dan beberapa pakar memberikan pengertian yang cukup bervariasi.…”

Section: Kompetensiunclassified

Analisis Peningkatan Kompetensi, Pelatihan, dan Motivasi Terhadap Kinerja Karyawan (Studi Pada Perusahaan Daerah Air Minum Surakarta)

Marjiyanto

Auliya

2020

JMB

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This study aims to determine the effect of competence, training, and motivation on employee performance (a case study of a Surakarta municipal water company). This type of research is quantitative. This research uses primary data. The sample in this study were 112 respondents taken from Surakarta regional water company (PDAM) employees who had competence in their fields, and had received training and motivation from the company. The sampling technique uses simple purposive. Data collection method using a questionnaire. The results showed that competency had a significant effect on the performance as evidenced by the t value of 4.381; a significance value of 0,000 <0.05. The training did not significantly influence the performance as evidenced by the t value of 1.232; a significance value of 0.221> 0.05. Motivation has a significant effect on the performance as evidenced by the t value of 3.074; significance value 0.003 <0.05.

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Pengaruh Tingkat Kompetensi Terhadap Kinerja Pegawai Administrasi Perkantoran

Cited by 43 publications

References 2 publications

Effect of Competencies and Personality on Employee Performance

Effect of Competencies and Personality on Employee Performance

A University Quality Assurance Team Should Strive for Quality of Work-Life

Analisis Peningkatan Kompetensi, Pelatihan, dan Motivasi Terhadap Kinerja Karyawan (Studi Pada Perusahaan Daerah Air Minum Surakarta)

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