Nisa Auliya, Tadzqiya (2024) PENGARUH EFEKTIVITAS PENGEMBANGAN KARIR DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DI KANTOR PERUSAHAAN LISTRIK NEGARA (PLN) ULP SAWANGAN-KOTA DEPOK. S1 thesis, UNIVERSITAS SULTAN AGENG TIRTAYASA.
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Abstract
The performance of PLN ULP Sawangan Depok City employees can be influenced by several factors. Two factors that can have an influence are Career Development and Work Motivation. Based on the results of observations, problems related to performance were found, namely 1). Employee performance productivity has not been maximized, because it has not been able to achieve work targets, 2). Promotion opportunities at the PLN ULP Sawangan Office are still not routinely implemented, 3). Work motivation is still low, indicated by the low discipline of employees towards attendance. The purpose of the study was to determine whether Career Development and Work Motivation have an effective influence on Employee Performance. The theory used for Career Development according to Handoko, Work Motivation theory according to McClelland and Employee Performance theory according to Anwar Prabu Mangkunegara. The method used in this research is quantitative description.This study uses data collection techniques through a questionnaire with a sample size of 155 employees. The data was processed using the help of the SPSS 24 program. The results of data processing and analysis show that the Career Development variable (X1) partially has no effect on Employee Performance (Y) seen from the t test results with a t value of 1.367 < t table 1.976. Then the Work Motivation variable (X2) partially has an influence on employee performance (Y) as evidenced by the results of the t test count 9.338> t table 1.976. And the Career Development (X1) and Work Motivation (X2) variables simultaneously have an influence on Employee Performance (Y) as evidenced by the results of the f test count 88.463> f table 3.06. For the coefficient of determination test, the effect of Career Development (X1) on Employee Performance (Y) is 27.3%. While the effect of Work Motivation (X2) on Employee Performance (Y) is 53.2%. For the influence of the two independent variables together on the dependent variable is 53.8%, while the remaining 46.2% is influenced by other factors.
| Item Type: | Thesis (S1) | ||||||
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| Additional Information: | Kinerja karyawan PLN ULP Sawangan Kota Depok dapat dipengaruhi oleh beberapa faktor. Dua faktor yang dapat memberikan pengaruh adalah Pengembangan Karir dan Motivasi Kerja. Berdasarkan hasil observasi ditemukan permasalahan yang berkaitan dengan kinerja yakni 1). Produktivitas kinerja karyawan belum maksimal, karena belum dapat mencapai target kerja, 2). Kesempatan promosi jabatan di Kantor PLN ULP Sawangan ini masih tidak rutin pelaksanaannya, 3). Motivasi Kerja masih rendah ditunjukkan dengan rendahnya kedisiplinan karyawan terhadap kehadiran. Tujuan penelitian untuk mengetahui apakah Pengembangan Karir dan Motivasi Kerja memberikan pengaruh yang efektif terhadap Kinerja Karyawan. Teori yang digunakan untuk Pengembangan Karir menurut Handoko, teori Motivasi Kerja menurut McClelland dan teori Kinerja Karyawan menurut Anwar Prabu Mangkunegara. Metode yang digunakan dalam penelitian ini adalah kuantitatif deskripsi. Penelitian ini menggunakan teknik pengumpulan data melalui kuesioner dengan jumlah sampel sebanyak 155 karyawan. Data diolah menggunakan bantuan program SPSS 24. Hasil pengolahan dan analisis data menunjukkan bahwa variabel Pengembangan Karir (X1) secara parsial tidak terdapat pengaruh terhadap Kinerja Karyawan (Y) dilihat dari hasil uji t dengan nilai t hitung 1,367 < t tabel 1,976. Lalu variabel Motivasi Kerja (X2) secara parsial terdapat pengaruh terhadap kinerja karyawan (Y) dibuktikan dari hasil uji t hitung 9,338 > t tabel 1,976. Dan variabel Pengembangan Karir (X1) dan Motivasi Kerja (X2) secara simultan terdapat pengaruh terhadap Kinerja Karyawan (Y) dengan dibuktikan dari hasil uji f hitung 88,463 > f tabel 3,06. Untuk uji koefisien determinasi, besarnya pengaruh Pengembangan Karir (X1) terhadap Kinerja Karyawan (Y) adalah 27,3%. Sedangkan pengaruh Motivasi Kerja (X2) terhadap Kinerja Karyawan (Y) adalah 53,2%. Untuk pengaruh kedua variabel independen secara bersama-sama terhadap variabel dependen adalah 53,8%, sedangkan sisanya 46,2% dipengaruhi oleh faktor-faktor lain. | ||||||
| Uncontrolled Keywords: | Effectiveness of Career Development, Work Motivation, Employee Performance Efektivitas Pengembangan Karir, Motivasi Kerja, Kinerja Karyawan | ||||||
| Subjects: | H Social Sciences > Public Administration J Political Science > JA Political science (General) |
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| Divisions: | 06-Fakultas Ilmu Sosial dan Ilmu Politik 06-Fakultas Ilmu Sosial dan Ilmu Politik > 63201-Program Studi Administrasi Publik |
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| Depositing User: | Tadzqiya Nisa Auliya | ||||||
| Date Deposited: | 05 Mar 2024 12:06 | ||||||
| Last Modified: | 05 Mar 2024 12:06 | ||||||
| URI: | http://eprints.untirta.ac.id/id/eprint/33803 |
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