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The main problem of this study is that the performance of functional and structural staff of the education office has not reached the expected target so that the purpose of this study is to analyze the effect of transformational leadership and job satisfaction with work motivation as a mediating variable. The sampling technique used accidental sampling technique with a sample size of 100 respondents. The variable measurement was carried out using Likert scale parameters. Data analysis using descriptive statistics using SEM-PLS to test the hypothesis. The results showed that leadership transformation and job satisfaction had a significant effect on performance through work motivation, while the direct test results showed that transformational leadership and job satisfaction had no effect on performance. The results of this test also confirm that transformation leadership and job satisfaction affect work motivation and work motivation affects performance. [ABSTRACT FROM AUTHOR]

The purpose of this study was to find out the results of the analysis of the influence of work discipline, work motivation and influence on employee performance at the Dhuafa Mulia Palembang Foundation. The study used descriptive quantitative methods, a population of 110 employees of the Dhuafa Mulia Palembang Foundation, 110 were taken as research samples using the product moment formula, data collection using a questionnaire technique. Data management uses SPSS analysis tools version 23. The time of research is from August 2022 to January 2023. The results of the output data were processed with SPSS, that work discipline, work motivation and stress affect employee performance with a significance level of calculated F value of 79,309. Meanwhile, the F table value is obtained by looking at the F table distribution with N = 110, which is 0.05 and the number of independent variables is 3, so the F table value is 2.690. Based on the calculation above, the calculated F value is 136.906 > F table is 2.690 and the significance value is 0.000 which is less than 0.05, then H4 is accepted and it can be interpreted that Work Discipline, Work Motivation and Compensation together have a significant effect on Employee Performance. The conclusion of the study is that (1) Employee work discipline by complying with all agency regulations has a significant effect on employee performance at the Dhuafa Mulia Palembang Foundation (2) Work Motivation has a significant effect on employee performance at the Dhuafa Mulia Palembang Foundation (3) Compensation has a significant effect on employee performance at Palembang Dhuafa Mulia Foundation. From the regression results, it was found that work motivation has the greatest effect on employee performance at the Dhuafa Mulia Palembang Foundation, which is equal to 3,162. [ABSTRACT FROM AUTHOR]

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This study aims to determine the influence of Work Discipline, Work Motivation, and Compensation on the performance of all permanent academic staff employess as UAD Yogyakarta. The population of this study consists of all staff members in campus one, campus two, campus three, campus four, and campus five at UAD Yogyakarta. The sample measurement technique uses the Slovin formula because the population is known with certainty. The sample in this study consists of 197 staff members at UAD Yogyakarta. The sampling technique used is random sampling as a method of data collection. Hypothesis testing is conducted using multiple linear regression analysis using SPSS. The results of the study indicate that Work Discipline has a positive and significant effect on performance, Work Motivation has a positive and significant effect on performance, and Compensation has a positive and significant effect on performance. The three variables, Work Discipline, Work Motivation, and Compensation, simultaneously have a positive and significant effect on performance. The results of this study are expected to contribution to the theory and practice of organizations in improving performance. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Ilmu Manajemen Terapan (JIMT). is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Selama satu dekade terakhir, peningkatan kinerja guru meliputiberbagai konteks. Peningkatan kinerja guru perlu dikelola dengan baik melalui motivasi kepala sekolah sebagai pembina. Kinerja guru tidak hanya ditingkatkan oleh hasil kerja, tetapi juga ditingkatkan oleh tugas-tugas pekerjaan. Banyak faktor yang mempengaruhi kinerja dan sikap guru tentang profesi guru.Tuntutan terhadap peningkatan kinerja pendidik atau guru di TK, SD, SMP, SMA, dan SMK Yayasan Pendidikan Islam (YAPIS) Cabang Kota Jayapura, Papua menunjukkan sebagai tuntutan yang nyata. Hal ini mengingat adanya beberapa indikasi perlunya peningkatan kualitas disegala bidang. Penelitian ini bertujuan untuk mengetahui adanya pengaruh pada beban kerja, lingkungan kerja, terhadap kinerja karyawan, dan motivasi sebagai variabel intervening. Penelitian ini dilakukan pada seluruh Tenaga Pendidik Tingkat TK, SD, SMP, SMA, dan SMK Yayasan Pendidikan Islam (YAPIS) Cabang Kota Jayapura, Papua yang berjumalah 354 tenaga pendidik. Penelitian ini menggunakan jenis penelitian yang berupa explanatory research atau penelitian penjelasan. Teknik analisis data menggunakan PartialLeastSquare (PLS).Hasil penelitian menunjukkan bahwa beban kerja berpengaruhsignifikan terhadap motivasi kerja. Variabel lingkungan kerja berpengaruh signifikan terhadap kinerja dan motivasi kerja. Variabel motivasi kerja berpengaruh yang signifikan beban kerja terhadap kinerja. Motivasi kerja mampu memediasi pengaruh beban kerja dan lingkungan kerja terhadap kinerja tenaga pendidik.

Copyright of Jurnal Manajemen dan Organisasi is the property of IPB University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Background: The Directorate of Road Transportation, Directorate General of Land Transportation, has a work plan which is one of the processes that explains that superiors and subordinates will work together to plan various works to be carried out in the coming year. Purpose: This study aims to determine the effect of career development and work environment on the performance of civil servants. Method: This study used a quantitative method with a total of 65 samples taken. Data was collected through instruments in the form of statement sheets with a Likert scale model that had been tested. This study uses linear regression analysis techniques, simple correlation, partial or simultaneous and path analysis. Results: The results of the study show that improving the performance of civil servants can be done by optimizing the work environment through increasing work motivation. Work motivation as a causal mediator of career development and work environment on the performance of civil servants. The results of the study describe the development of the performance of civil servants at the Directorate of Road Transportation, Directorate General of Hubdat. Conclusion: The conclusion is that career development has a direct effect on the performance of civil servants. Based on these findings, improving the performance of civil servants can be done by increasing the efficiency of career development. The direct effect of the work environment on the performance of civil servants concludes that performance improvement can be done by optimizing the work environment. [ABSTRACT FROM AUTHOR]

Penelitian ini bertujuan untuk mengetahui Kinerja Guru SMA di Kota Prabumulih. Pengumpulan data dilakukan melalui penyebaran kuesioner yang dilakukan kepada 150 responden yang merupakan Guru PNS di SMA Negeri Kota Prabumulih yang melaksanakan program full day school. Pengolahan data pada penelitian ini menggunakan bantuan SPSS Versi 23.0. Adapun teknik analisa data yang digunakan dalam penelitian ini adalah regresi linier berganda. Dari hasil pengolahan data penelitian menunjukan bahwa kedua variabel bebas mampu menjelaskan secara simultan hubungan terhadap variabel terikat dengan nilai R sebesar 0,653 dan nilai koefisien determinasi sebesar 0,426. Berdasarkan pada kesimpulan penelitian, maka ketiga hipotesis yang diajukan berpengaruh signifikan. Dengan demikian pada penelitian ini motivasi kerja dan disiplin kerja berpengaruh secara parsial dan secara simultan terhadap kinerja guru SMA di Kota Prabumulih. [ABSTRACT FROM AUTHOR]

Copyright of Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) is the property of Dinasti Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to examine and analyze the effect of work motivation, job satisfaction on teacher performance moderated by transformational leadership on private MTs teachers in Batang Regency. The population of this study are private Mts teachers in Batang Regency as many as 216 people, and 140 were taken as a sample using the accidental method. The data used in this study are primary data using a questionnaire as a data collection method and using validity and reliability tests to test the instruments used in the variables studied. Regression analysis in this study uses SPSS (Statistical Package for the Social Sciences) version 20 software. The results of the validity test carried out indicate that the instrument used to measure the variable is valid, and from the reliability test, it shows that the variable item used is reliable. This study proves that work motivation has a negative effect on teacher performance, while job satisfaction and leadership have a positive effect on teacher performance. Transformational leadership is able to moderate the effect of work motivation and job satisfaction on the performance of private MTs teachers in Batang Regency. [ABSTRACT FROM AUTHOR]

Kinerja karyawan merupakan suatu bentuk hasil keseluruhan dari proses kerja selama periode tertentu pada sebuah perusahaan yang telah dilakukan oleh karyawan dalam menjalankan tugas dan tanggung jawabnya sebagai seorang karyawan. Telah banyak dilakukan penelitian tentang kinerja karyawan dan salah satunya adalah motivasi karyawan yang memiliki keterkaitan pada tinggi dan rendahnya kinerja seseorang karyawan. Pada penelitian ini dilakukan dengan menggunakan teknik studi meta-analisis dan bertujuan untuk meneliti hubungan antara motivasi kerja dan kinerja karyawan. Penelitian ini melakukan reviu yang melibatkan 7 studi jurnal yang berkaitan dengan motivasi kerja dan kinerja karyawan pada 10 tahun terakhir dan dengan jumlah responden sebanyak 446. Hasil dari penelitian studi meta-analisis ini menunjukkan korelasi yang small effect size sebesar r= 0,46 (95%CI= 0.235,0.635) confidance intervalnya akan ada heterogeneity 𝐼²=84.6% maka meta-analisis ini menggunakan random effect size. Dari hasil tersebut mengindikasikan bahwa motivasi kerja kurang berkorelasi dengan kinerja karyawan secara langsung dikarenakan memiliki small effect size . hal ini mengisyaratkan ada variabel-variabel lain yang memiliki nilai korelasi yang lebih besar dari pada motivasi kerja.

Hasil penelitian menunjukan bahwa 1) kerjasama tim berpengaruh positif dan signifikan terhadap motivasi unit kegiatan mahasiswa universitas gadjah mada dengan kontribusi 35,7%. 2) budaya organisasi berpengaruh positif dan signifikan terhadap motivasi kerja dengan kontribusi 54,9% 3) kerjasama tim dan budaya organisasi secara simultan berpengaruh positif dan signifikan terhadap motivasi dengan kontribusi 74,5%. 4) kerjasama tim berpengaruh positif tetapi tidak signifikan terhadap kinerj adengan kontribusi 10,6%. 5) budaya organisasi berpengaruh positif tetapi tidak signifikan terhadap kinerja dengan kontribusi 40,9%. 6) motivasi berpengaruh positif tetapi tidak signifikan terhadap kinerja dengan kontribusi 2,3%, 7) kerjasama tim, budaya organisasi dan motivasi kerja secara simultan berpengaruh positif dan signfikan terhadap kinerja di unit kegiatan mahasiswa universitas gadjah mada dengan kontribusi 26,9%. Saran kepada Ketua Unit Kegiatan Universitas Gadjah Mada di dalam Kerjasama tim untuk menyamakan tujuan supaya cepat merespon apabila terjadi perubahan program kerja dan untuk cepat tanggap mengambil kebijaksanaan apabila terjadi permasalahan

Manajemen sumber daya manusia yang baik akan dapat meningkatkan kinerja karyawan berdasarkan harapan organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh disiplin dan iklim komunikasi terhadap kinerja karyawan Departemen Perhubungan Yogyakarta (DPKY) dengan motivasi kerja sebagai variabel intervening. Populasi penelitian adalah seluruh karyawan Dinas Perhubungan Yogyakarta dengan jumlah total 216 orang. Jumlah sampel 68 orang dan teknik pengambilan sampel menggunakan teknik stratified random sampling. Pengujian hipotesis menggunakan t-test, F, Independent Sample t-test dan analisis jalur. Hasil penelitian menunjukkan bahwa: (1) Ada pengaruh yang signifikan antara disiplin kerja dan iklim komunikasi terhadap motivasi kerja karyawan dari DPKY baik secara parsial maupun secara simultan, (2) Ada pengaruh yang signifikan antara disiplin kerja dan iklim komunikasi terhadap kinerja karyawan DPKY, baik secara parsial maupun secara simultan, (3) Ada pengaruh yang signifikan antara motivasi kerja terhadap kinerja karyawan DPKY, (4) Ada perbedaan dalam kinerja tetapi tidak signifikan antara karyawan dengan status PNS dan status non-PNS ; dan (5) Pengaruh langsung (disiplin dan iklim komunikasi ke kinerja) lebih besar dari pengaruh tidak langsung (disiplin kerja dan iklim komunikasi terhadap kinerja melalui motivasi kerja).

A combination of the research by Asatuan (2004) and Kiuk (2007), gave a model for empowerment to private institutions like madrasah to become qualified institutions that can take part in education development in order to educate people through learning orientation, motivation and commitment as well as to improve the performance of private madrasah. Applying the combination the two research scheme, this research aims to determine the influence of (1) orientation on performance of private madrasah, (2) motivation of working on performance of private madrasah, (3) commitment to the performance of the private madrasah. The results showed that (1) Learning orientation affect the performance of the private madrasah, (2) Motivation of working affected the performance of private madrasah, (3) Commitment affected to the performance of private madrasah. *** Kombinasi penelitian yang dilakukan oleh Asatuan (2004) dan Kiuk (2007) memberikan model pemberdayaan bagi lembaga swasta seerti madrasah untuk menjadi lembaga yang bermutu yang dapat ikut ambil bagian dalam pembangunan pendidikan untuk tujuan mendidik masyarakat melalui orientasi pendidikan, motivasi, dan komitmen serta perbaikan kinerja madrasah. Dengan menggunakan kombinasi dua desain penelitian, penelitian ini bertujuan untuk menentukan pengaruh: (1) orientasi kinerja madrasah swasta; (2) motivasi kerja pada kinerja madrasah swasta; dan (3) komitmen terhadap kinerja madrasah swasta. Hasil dari penelitian ini menunjukkan: (1) Orientasi belajar mem­pengaruhi kinerja madrasah swasta; (2) Motivasi kerja mempengaruhi kinerja madrasah swasta; (3) Komitmen mempengaruhi kinerja madrasah swasta.

Abstract: Competence, Work Motivation, and Performance of Kindergarten & Elementary School Supervisors. The study tries to investigate whether training, work load and experience, and evaluation system affect supervision competence, whether supervision competence affects work motivation, and whether work motivation eventually affects supervisor's performance. The sample includes 198 supervisors of Kindergarten and Elementary School in Surakarta Municipality. The data are collected through ques­tionnaire and analyzed using path analysis. The result shows that supervision competence is affected by training, work load and experience, and evaluation system. Training has the biggest effect toward supervision competence. Work motivation is directly or indirectly affected by training, work load and experience, evaluation system, and supervision competence. Work load has the biggest effect toward work motivation. Supervisor's performance of Kindergarten and Elementary School is directly or indirectly affected by training, work load and experience, evaluation system, supervision competence, and work motivation. Su­pervision competence has the most profound effect toward performance of supervisors of kindergarten and elementary Schools. Abstrak: Kompetensi, Motivasi Kerja, dan Kinerja Pengawas TK-SD. Penelitian ini bertujuan untuk mengetahui pengaruh kompetensi kesupervisian pada motivasi kerja, dan pengaruh motivasi kerja pada kinerja pengawas. Sampel penelitian sejumlah 198 pengawas TK-SD se eks-karesidenan Surakarta. Data dikumpulkan dengan angket, dianalisis dengan teknik analisis jalur menggunakan komputer program SPSS 17.00. Hasil penelitian membuktikan kompetensi kesupervisian dipengaruhi oleh diklat, pengalaman kerja, beban kerja, dan sistem penilaian. Motivasi kerja secara langsung maupun tidak langsung dipenga­ruhi oleh diklat, pengalaman kerja, beban kerja, sistem penilaian, dan kompetensi kesupervisian. Kinerja pengawas TK-SD secara langsung maupun tidak langsung dipengaruhi oleh diklat, pengalaman kerja, beban kerja, sistem penilaian, kompetensi kesupervisian, dan motivasi kerja. Kompetensi kesupervisian paling besar pengaruhnya terhadap kinerja pengawas TK-SD.