DETERMINATION OF CAREER DEVELOPMENT, WORKING ENVIRONMENT, WORKING DISCIPLINE WITH JOB SATISFACTION AS VARIABLE MEDIATOR TOWARDS WORK MOTIVATION AGENCY AND RESEARCH PLANNING OFFICERS DEVELOPMENT IN KARIMUN DISTRICT
DOI:
https://doi.org/10.37776/zm.v10i1.608Abstract
In this study, researchers used data respondents, such as gender, age and long working respondents to provide information on the characteristics of respondents. The questionnaire was spread over 45. The discussion in this chapter is the result of field studies to obtain data on the questionnaire responses that measure five key variables in the study, namely career development, work environment, work discipline, job satisfaction and employee motivation. Analysis of data with parametric and non parametrics statistics using SEM-PLS (structural Equation Modelling-Partial Least Square) on the research variables, instrument test, normality test, hypothesis test, as well as discussion of the hypothesis test results and path analysis Path. This research uses path analysis to test relationship patterns that reveal the influence of variables or a set of variables against other variables, both direct influences and indirect influences. Calculation of line coefficient in this study assisted with Smart PLS Ver 3.0. To find out the direct and indirect influences between variables then be seen from the calculation result of the line coefficient and to know the significance. The effect of the X3 variable against X4 has a P-Values value of 0.009 < 0.05, so it can be stated that the effect between X3 against X4 is significant. The effect of the variable X3 against Y has a P-Values value of 0.000 < 0.05, so it can be stated that the influence between X3 to Y is significant. The effect of X4 to Y variables has a P-Values value of 0.006 < 0.05, so it can be stated that the effect between X4 to Y is significant. The effect of the X1 variable against X4 has a P-Values value of 0.033 < 0.05, so it can be stated that the effect between X1 against X4 is significant. The effect of a X1 variable against Y has a P-Values value of 0.006 < 0.05, so it can be stated that the effect between X1 to Y is significant. The effect of a variable X2 against X4 has a P-Values value of 0.014 < 0.05, so it can be stated that the effect of X2 against X4 is significant. The effect of a variable X2 against Y has a P-Values value of 0.039 < 0.05, so it can be stated that the effect of the X2 against Y is significant.References
Abonam, Nehorbuno Dominic. (2011).
The Roll Employee Performance in
the PublicSector: Thesis. Case Study
of the University for Development
Studies-Wa Campus.
Armstrong, Michael. (2011). Armstrong’s
Handbook of Human Resource
Management Practice 11th edition.
United Kingdom: Kogan Page.
Guay, F., Chanal, J., Ratelle, C. F.,
Marsh, H. W., Larose, S., dan
Boivin, M. (2010). Intrinsic,
Identified, and Controlled Types of
Motivation For School Subject in
Young Elementary School Children.
British Journal of Educational
Psychology, 80(4), 711-735.
Kadarisman, Muh., (2014). Manajemen
Pengembangan Sumber Daya
Manusia.Perusahaan. Jakarta: PT
Rajagrafindo.
Khaddafi Muammar, Wahyuddin, heikal
Mohd, falahuddin and maulida
Rahmatul (2018), "Effect of Corporate
Governance Mechanism, Independence
and Management of Earnings Integrity
of Financial Statements" Journal Quality
Access to Success, Vol. 19, No.
/June 2018.
Khaddafi Muammar, Raza Hendra, Heikal
Mohd (2015), "Effect Of Budgetary
Participation And Budget Adequacy On
Individual Performance With Job
Satisfaction As An Intervening Variable"
International Journal of Economics,
Commerce and Management, Vol. III,
Issue 2, Feb 2015
Mathis, Robert, L., John, H., Jackson, &
Valentine, S.R. (2013). Human
Resource Management. Cengange
Learning. USA.
Masrukhin dan Waridin. (2011).
Pengaruh Motivasi Kerja, Kepuasan
Kerja, Budaya Organisasi Dan
Kepemimpinan Terhadap Kinerja
Pegawai. EKOBIS. Vol. 7, no 2, hal.
-209.
Moeheriono. (2011). Pengukuran Kinerja
Berbasis Kompetensi. Ghalia
Indonesia, hal. 235-236. Jakarta
Mondy, R. Wayne. (2010). Manajemen
Sumber Daya Manusia. Jakarta:
Erlangga.
Moh. As’ad. (2011). Psikologi Industri.
Yogyakarta: Penerbit Liberty.
Martoyo, Susilo. (2011). Manajemen
Sumber Daya Manusia, Edisi 5,
Cetakan Pertama, BPFE
Yogyakarta.
Marihot, Tua Efendi Hariandja. (2011).
Manajemen Sumber Daya
Manusia.Pengadaan,Pengembanga
n,Pengkompensasian, Peningkatan
Produktivitas Pegawai. Jakarta:
Grafindo.Muogbo, U.S. (2013). The Impact of
Employee Motivation On
Organisational Performance (A
Study Of Some Selected Firms In
Anambra State Nigeria). The
International Journal Of
Engineering And Science (IJES),
ISSN(e): 2319 – 1813 ISSN(p):
– 1805 Volume 2 Issue7
Pages 70-80.
Nelson, D.L dan J.C. Quick. (2010).
Organizational Behavior
Foundations Realities and
Challenges. Thompson South
Western, United States of
America.
Nitasari, Rizka Afrisalia & Eisha
Lataruva. (2012). “Analisis
Pengaruh Motivasi Kerja
Terhadap Kinerja Karyawan
Dengan Kepuasan Kerja Sebagai
Variabel Intervening Pada PT.
Bank Central Asia Tbk. Cabang
Kudusâ€. Diponegoro Journal of
Management Volume 1, nomor 2,
hal. 446-454.
Peter, Kisink, Bram Steijn. (2011). Public
Service Motivation and Job
Performance of Public sector
employees in the Netherland.
Internatonal review of
Administrative, science, vol 75,
No 1.pp. 35-52
Rumengan, J., Syarif, A., Rumengan, A.
E., Rumengan, M. T., &
Wibisono, C. (2020). The Effect
Work Autonomy, Feedback,
Responsibility, and Work
Knowledge on the Work
Motivation of Employees at
Batam University with Partial
Least Square (PLS). Talent
Development & Excellence , 12
(1), 1647-1655.
Rumengan, J., Suhardis, A., Rumengan,
M. T., Gunawan, D., & Hayadi, B.
H. (2020). Work Spirit
Determination, Work
Responsibility, And Work
Facilities With Work Motivation
As Intervening Variables To
Performance Of University
Employees Batam Using SEMPLS (Partial Least Square).
International Journal of
Psychosocial Rehabilitation , 24
(06), 5579 - 5589.
Rumengan Muhammad Tammy Ikbal,
Rumengan Jemmy, Manjang
Yunazar (2019), "Work Spirit
Determination, Work
Responsibility And Work
Facilities With Work Motivation
As Intervening Variables To
Performance Of University
Employees Batam Using SEMPLS (Partial Least Square)" Zona
Manajerial Vol: 9 No: 1, 2019.
Rumengan Muhammad Tommy Arby,
Rumengan Jemmy, Manjang
Yunazar (2019), "Work Discipline
Determination, Competence And
Work Environment With Work
Satisfaction As Variables
Intervening On Organizational
Commitments Pegawai Batam
University With Using SEM-PLS(Partial Least Square)", Zona
Manajerial Vol: 9 No: 1, 2019
Susan Were M. R .W Gakure. E. K
Kiraithe. A.G Waititu. (2012) .
Influence of Motivation on
Performance in the Public
Security Sector with a Focus to
the Police Force in Nairobi, Kenya
International Journal of Business
and Social Science Vol. 3 No 23;
pp. 195-204
Suwardi & Joko Utomo. (2011).
“Pengaruh Motivasi Kerja,
Kepuasan Kerja dan Komitmen
Organisasional Terhadap Kinerja
Pegawai (Studi Pada Pegawai
Setda Kabupaten Pati)â€. Jurnal
Analisis Manajemen Vol. 5 No. 1
Juli 2011. ISSN:14411-1799.
Teck Hong, Tan, Amna Waheed. (2011).
Herzberg's Motivation-Hygiene
Theory And Job Satisfaction In
The Malaysian Retail Sector: The
Mediating Effect of Love of
Money. Sunway University,
School of Business.5, Jalan
Universiti, Bandar Sunway 46150
Petaling Jaya. Selangor, Malaysia.
Asian Academy of Management
Journal, Vol. 16, No 1, pp. 73 –
Veithzal Rivai dan Ella J. Sagala. (2010).
Manajemen Sumber Daya
Manusia untuk Perusahaan: Dari
Teori ke Praktik. Jakarta: PT. Raja
Grafindo Persada, hal. 266.
Winarti, Endang & Heru Susilo. (2012).
“Analisis Kinerja Pegawai
Dengan Kepuasan kerja Sebagai
Variabel Intervening dan Strategi
SDM Sebagai Variabel
Moderating (Studi Pada Dinas
Perindagkop dan UMKM
Kabupaten Demakâ€).
Downloads
Published
Issue
Section
License
Copyright (c) 2021 Muhammad Rapi, Elli Widia
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Manuskrip yang diserahkan penulis haruslah sebuah karya yang tidak melanggar hak cipta (copyright) yang ada. Naskah yang dimasukkan harus yang belum pernah diterbitkan dan tidak dikirimkan pada waktu yang bersamaan kepada penerbit lain. Hak cipta atas semua material termasuk yang berbentuk cetak, elektronik dan bentuk lainnya dipegang oleh Jurnal Akuntansi. Setelah manuskrip telah melewati proses penyuntingan substansi dan positif diterima, penulis mengirimkan berkas Pernyataan Hak Cipta b ke alamat redaksi Jurnal Zona Manejerial.
