No
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Judul Penelitian
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Penulis
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Nama Jurnal
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Kesimpulan
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1.
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Pengaruh Kompensasi dan Lingkungan Kerja Terhadap
Kinerja Karyawan Pada CV. Roda Jati Karanganyar Tahun 2016
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Rukmini
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Jurnal Akuntansi dan Pajak , Vol.17 No.02, Januari
2017-49
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a. Kompensasi mempunyai pengaruh yang signifikan
terhadap Kinerja Karyawan di CV Roda Jadi Karanganyar
b. Lingkungan Kerja tidak mempunyai pengaruh yang
signifikan terhadap Kinerja Karyawan di CV Roda Jati Karanganyar
c. Terdapat pengaruh yang signifikan secara simultan
antara variabel independen yang terdiri dari variabel kompensasi dan
Lingkungan kerja terhadap Kinerja Karyawan di CV Roda Jati Karanganyar.
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2.
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Pengaruh Kepuasan Kerja,
Keadilan Prosedural dan Kompensasi Terhadap Kinerja Karyawan
(Studi Kasus Pada Industri
Rotan Sekecamatan Leuwimunding Majalengka)
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Qustolani
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MAKSI (Jurnal Ilmiah Manajemen & Akuntansi)
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Kepuasan kerja, Keadilan prosedural, dan Kompensasi
secara simultan berpengaruh positif dan signifikan terhadap kinerja karyawan
pada industri rotan sekecamatan Leuwimunding.
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3.
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The Effect of Recruitment,
Selection and Motivation to Performance of Employees
at DATACOMM Diangraha
Company
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Sudiardhita, Supriyanto,
Mardi
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Jurnal Riset Manajemen Sains Indonesia (JRMSI)
Vol.8, No.1, 2017
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Partial test shows that the recruitment effect of
0175 (positive and significant) on the performance. While the selection is
also influenced significantly by 0347 on employee performance. And further
motivation for 0295 was a significant influence on employee performance.
The
study concluded that the recruitment, selection and motivation affect the
performance of employees with the results affect the performance of 95%,
while 5% is determined by other variables.
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4.
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The Role of Job
Motivation and Job Satisfaction in Mediating theEffect of Teacher’s Certification on The Teacher’s
Performance in Gorontalo Elementary Schools
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Tantawi, Sudjatno
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Jurnal Aplikasi Manajemen (JAM) Vol.14 No.4, 2016
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The results showed that there was a significant effect
of teacher’s certification to motivation, job satisfaction, and teacher’s performance. Motivation and
satisfaction significantly affect the performance of teachers. Motivation and job satisfaction
as a partial mediation role in the impact of teacher’s certification on teacher’s
performance, which indicates that the teacher’s certification may affect the performance of teachers
either with or without the support of their motivation and job satisfaction.
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5.
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Pengembangan Sumber Daya Manusia Yang Unggul Berbasis Pumping-HR Model Evaluasi
Program di IPB University
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Ramly
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@2016, JM-Prodi MM SPs UIKA Publishing
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Hasil penelitian ini memberikan sumbangan
penting bagi pengembangan ilmu pengetahuan khususnya bidang MSDM, yakni
menjadi alternatif konsep pengembangan SDM karyawan berbasis pumping model
dengan 3 perhatian utama
yaitu prinsip untuk sukses, kompetensi dan
tindakan-tindakan untuk sukses.
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6.
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Influence of Competence, Transformational Leadership, Social Capital
and Performance on Employee Careers
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Wardhani
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International Journal of
Human Capital Management E-ISSN 2580-9164 Vol.
1, No.2 , December2017, p 81-94
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the results
showed that there is an influence of competence on performance, there is the
influence of transformational leadership on performance, there is the
influence of social capital on performance. In the case of employee career,
the result of research indicate that there is influence of competence to
career of employee, there is influence of employee career performance, there
is influence of social capital to career of employee. The result of path
analysis gives a structural equation Y = 0,258X1 + 0,213X2 + 0,229X3 +
0,416X4 + 0,36. Thus it can be explained that the most direct influence on
Employee Career is a Performance variable of 41.6%, while the Competence
variable of 25.8% and social capital variable of 22.9%.
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7.
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Pengaruh Kemampuan, Motivasi dan Kepuasan Kerja Terhadap Kinerja
Pegawai Negeri Sipil di Lingkungan Kecamatan Tambaksari Surabaya
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Akbar
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Kebijakan dan Manajemen Publik. ISSN 2303 - 341X.
Vol.2, No.1, Januari 2014
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The study findings suggest the influence of
variables on the performance capability of 1,417, work motivation and job
sat-isfaction at 0.12 at 0.127. ANOVA F test statistic indicates the model's
performance using the three predictor variables showed sig-nificantly the
model, the F statistic of 165.504. Test of significance influence in getting
that value of t-statistic of 13.433 for the abil-ity, motivation and job
satisfaction was 1.79 3.750. Significance of t-statistics show that the
proven ability and job satisfaction have a significant effect on performance,
but the motivation was not significant. The coefficient of determination for
the model in get 0.864 or 86.4% can be concluded that the ability, motivation
and job satisfaction to explain the performance of civil servants Tambaksari
Surabaya district office.
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8.
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Pengaruh Pengembangan Karier & Kompetensi Terhadap Produktivitas Kerja Serta
Implikasinya Pada Kinerja Pegawai Dinas PU Bina Marga Wilayah Kerja Sumatera
Selatan
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Bahri
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Jurnal Ecoment Global. ISSN : 2540-816X. Vo.1 No.1 Edisi Februari 2016
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Pengembangan karier berpengaruh dan signifikan terhadap produktivitas.
Kompetensi kerja berpengaruh dan signifikan terhadap produktivitas. Pengembangan karier dan
kompetensi kerja secara bersama-sama berpengaruh positif dan signifikan terhadap produktivitas. Secara
parsial, ternyata pengembangan karier lebih dominan memengaruhi produktivitas. Pengembangan karier
berpengaruh positif dan signifikan terhadap kinerja
pegawai. Kompetensi kerja berpengaruh positif dan signifikan terhadap kinerja pegawai. produktivitas berpengaruh positif dan signifikan
terhadap kinerja pegawai. Dan
Pengembangan karier, kompetensi
kerja, dan produktivitas secara bersama-sama berpengaruh dan signifikan terhadap kinerja pegawai. Secara parsial,
ternyata
produktivitas lebih dominan memengaruhi kinerja pegawai.
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9.
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Safitri, Haryadi,
Prihastuty
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10.
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Peningkatan kinerja pegawai melalui kepuasan kerja dan disiplin kerja
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Sari, Hadijah
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Jurnal Pendidikan Manajemen Perkantoran Vol. 1 No. 1, Agustus 2016,
Hal. 204-214
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(1) kepuasan kerja berpengaruh signifikan terhadap
kinerja pegawai secara parsial, diperoleh Fhitung> Ftabel yaitu 24,5584
> 4,0162, (2) disiplin kerja berpengaruh signifikan terhadap kinerja
pegawai secara parsial. Diperoleh Fhitung> Ftabel yaitu 31,7205 >
4,0162. dan (3) secara simultan kepuasan kerja dan disiplin kerja berpengaruh
positif dan signifikan terhadap kinerja pegawai. Diperoleh Fhitung ≥ Ftabel
yaitu (323,686 ≥ 3,1682).
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3 Desember 2019
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