DETERMINATION OF LEADERSHIP STYLE, ORGANIZATIONAL CULTURE AND MOTIVATION WORK WITH JOB SATISFACTION AS A VARIABLE OF MEDIATOR ON THE PERFORMANCE OF ENERGY SERVICE OFFICERS AND MINERAL RESOURCES OF RIAU ISLAND PROVINCE
DOI:
https://doi.org/10.37776/jzm.v10i2.361Kata Kunci:
Leadership Style, Organizational Culture, Work Motivation, Job Satisfaction, PerformanceAbstrak
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 50. 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 leadership style, organizational culture, work motivation, job satisfaction and employee performance. 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 0.028 < 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 0.008 < 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 0.017 < 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 0.024 < 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 0.009 < 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 0.007 < 0.06, so it can be stated that the effect of the X2 against Y is significant.Referensi
Bobbi Deporter dan Mike Henaki, Quantum Bisnis: Membiasakan Berbisnis Secara Etis dan Sehat, (Bandung: Kaifa,2011),pp.299-300.
Akbar, Firmananda Hutama. (2016). pengaruh kepuasan kerja terhadap komitmen organisasional dan kinerja karyawan (studi pada karyawan tetap pg kebon agung malang). Fakultas Ilmu Administrasi Universitas Brawijaya Malang.
Anoraga, Pandji. (2011). Kepemimpinan Dalam Manajemen. Jakarta: Grafindo Persada.
Bangun, Wilson. 2012. Manajemen Sumber Daya Manusia Perusahaan. Bandung: Pt Remaja Rosda Karya.
Basuki, rakhmat (2016). Pengaruh Gaya Kepemimpinan Dan Komitmen Organisasi Terhadap Kinerja Pegawai Negeri Sipil Fakultas Teknik Universitas Sebelas Maret Surakarta. Program Studi Magister Manajemen PascasarjanaUniversitas Muhammadiyah Surakarta
Dharma, Surya (2010). Manajemen Prestasi Kerja: Edisi Pertama: Rajawali, Jakarta.
Edison, dkk. 2016. Manajemen sumber daya manusia. Bandung: alfabeta
Hasibuan, Malayu, (2013). Manajemen Sumberdaya Manusia. Edisi Revisi. Jakarta. Bumi Aksara
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. 164/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.
Laily Nurul. 2017. Pengaruh Gaya Kepemimpinan Transformasional Dan Komitmen Organisasi Terhadap Kinerja Karyawan (Studi Kasus Karyawan Bagian Kantor Pada Pt. Agung Automall Pekanbaru). Program Studi Administrasi Bisnis Jurusan Ilmu Administrasi Fakultas Ilmu Sosial dan Ilmu Politik Universitas Riau
Lestari, Ayu Senja (2018). Pengaruh Budaya Organisasi, Motivasi Kerja, Kepuasan Kerja, Dan Komitmen Organisasi terhadap Organizational Citizenship Behavior (OCB) Pada Pegawai Kantor X. Prodi S1 Manajemen, Fakultas Ekonomi, Universitas Maritim Raja Ali Haji
Lisdiana, Nuning (2016). Pengaruh Budaya Organisasi Dan Motivasi Terhadap Kinerja Pegawai Melalui Komitmen Organisasi Pada Universitas Boyolali. Program Magister Manajemen STIE-AUB Surakarta.
Mahardika, I Nyoman Bayu Putra
(2019) pengaruh budaya organisasi kepuasan kerja dan komitmen organisasional terhadap organizational citizenship behavior pada karyawan. Fakultas Ekonomi dan Bisnis Universitas Udayana (Unud), Bali, Indonesia.
Mangkunegara, Anwar Prabu. 2011. Manajemen Sumber Daya Manusia Perusahaan. Bandung: Remaja Rosdakarya.
Mardiana, Ria. Darman Syarif. 2017. Defenisi Dipengaruhi Dan Mempengaruhi. Nas Media: Makassar
Marwansyah, 2010. Manajemen Sumber Daya Manusia Edisi Kedua. Bandung, Alfabeta
Moeheriono, 2012. Pengukuran Kinerja Berbasis Kompetensi, Jakarta, Grafindo Persada
Moehariono. 2014. Pengukuran kinerja berbasis komputer. Jakarta: raja grafindo
Nawawi, Hadari, 2010, Perencanaan SDM, Gadjah Mada University Press, Yogyakarta.
Priansa. Doni. 2016. Manajemen Organisasi Public. Jakarta: Pustaka Setia.
Puspitawati, Ni Made Dwi. (2014). pengaruh kepuasan kerja terhadap komitmen organisasional dan kualitas layanan. Fakultas Ekonomi dan Bisnis Universitas Udayana (UNUD), Bali, Indonesia
Rivai, Veithzal. 2011. Performance Appraisal. Jakarta: PT Raja Grafindo
Robbins, Stephen P. and Timothy, A.Judge. (2010). Organizational behavior (twelfth edi- tion). New Jersey: Pearson, Prentice Hall
Roziqin, Muhammad Zainur. 2016. Kepuasan Kerja. Jakarta: Averroes Pres
Rumengan Jemmy. 2010. Research Methodology with SPSS. BATAM: UNIBA Press.
Rumengan Jemmy / Satriawan, Bambang / Juliandi, Azuar / Irfan, (2011), Path Analysis with SPSS, Diktat lectures and training. BATAM: UNIBA
Rumengan Jemmy, Suhardis Adnan, Rumengan Tommy 2020. Health Research Methodology. Sefa Bumi Persada ISBN-978-623-7648-49-9.
Rumengan Jemmy, Juliandi Azuar, Khaddafi Muammar, Rumengan Eleonora Angelina 2019. Research Methods. Sefa Bumi Persada ISBN-978-602-0768-85-4.
Rumengan Jemmy, Khaddafi Muammar, Syarif Arman, Yanti Sri 2020. Research Methodology. Sefa Bumi Persada. ISBN-978-623-7648-57-4.
Russel J.E.A, Banardin. H,J.. (2010). Humans Resources Mangement. Terjemahan Khaerul Umam Singgapura, MC. Graw Hill.
Rumengan Jemmy, Khaddafi Muammar, Syarif Arman, Yanti Sri 2020. Research Methodology. Sefa Bumi Persada. ISBN-978-623-7648-57-4.
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 SEM-PLS (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
Rumengan, A. E., Rumengan, J., & Wibisono, C. (2018). Moderating Attitude On Good Governance Implementation On Performance Of Batam City Regional Work Unit (SKPD) Using Partial Least Square (PLS). International Journal of Civil Engineering and Technology (IJCIET) , 9 (13), 379–390.
Rumengan, A. E., Rumengan, J., & Wibisono, C. (2018). Structural Equation Modeling In Business Performance Through Competitive Advantage With Information Technology As Moderating. International Journal of Mechanical Engineering and Technology (IJMET) , 9 (10), 632–644.
Rumengan, J., Wibisono, C., & Otok, B. W. (2018). Moderating Partial Least Square To The Management Information System With Total Quality Management Of Study Program Performance. International Journal of Civil Engineering and Technology (IJCIET) , 9 (9), 344–352.
Rumengan, J., & Wibisono, C. (2018). Design Of Leadership Style, Organizational Culture, Motivation To Lecturer Performance University Of Batam, Indonesia. International Journal of Development Research , 08 (03), 19321-19327.
Rumengan, J., Wibisono, C., & Syahputra, S. M. (2017). Determination Of Leadership Transformation, Compensation, And Communication On The Performance Of Employees Integrated Services Through Job Satisfaction In The Department Of Investment City Batam, Indonesia. International Journal of Current Advanced Research, 6 (11), 2319-6505.
Rupiati, S., Rumengan, C., & Wibisono, C. (2018). Moderating Structural Equation Modeling On Training Transfer To The Performance Of Remuneration Under The Lecturer Perception Of University Batam. International Journal of Civil Engineering and Technology (IJCIET) , 9 (10), 916–928.
Sedarmayanti. 2011. Membangun dan Mengembangkan Kepemimpinan Serta Meningkatkan Kinerja untuk Meraih Keberhasilan. Bandung: Refika Aditama.
Sejati, Diska Wahyu (2017) penelitian pengaruh gaya kepemimpinan, budaya organisasi dan komitmen organisasi terhadap kinerja karyawan dengan sistem reward sebagai variabel pemoderasi (studi empiris pada pt. telkom akses solo).
Sutrisno, Edi, 2015, Manajemen Sumber Daya Manusia. Jakarta Kencana Pernadah aMedia Group.
Suyadi, Prawirosentono. 2011. Manajemen Sumber Daya Manusia “ Kebijakan Kinerja Karyawanâ€. Yogyakarta: BPFE
Thoha (2011), Kepemimpinan Dalam Manajemen : Suatu pendekatan Perilaku. Jakarta : Rajawali Press
Wahjosumidjo, 2010, Kepemimpinan Kepala Sekolah, Jakarta, Raja Grafindo Persada.
Wibowo. 2017. Perilaku dalam organisasi. Jakarta: Raja grafindo
Winardi, J, 2011. Manajemen Perilaku Organisasi. Bandung: PT. Citra Adtya Bakti
Unduhan
Diterbitkan
Terbitan
Bagian
Lisensi
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 Agrifo. Setelah manuskrip telah melewati proses penyuntingan substansi dan positif diterima, penulis mengirimkan berkas Pernyataan Hak Cipta b ke alamat redaksi Jurnal Zona Manajemen.
