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"The background of the research is based on the empirical and theoretical phenomena that in the General Directorate of Common Law Administration there is an indication of low level of job satisfaction among the employee. This condition is caused by the environment of organization and leadership which have not fulfilled the expectation of the employees in the office.The location of this research is in the General Directorate of Common Law Administration in the Department of Law and Human Rights. The problems in the research are 1) is there any influence of environment of organization on job satisfaction, 2) is there any influence of leadership on job satisfaction, 3) is there any influence of environment of organization and leadership concurrently on job satisfaction in the directorate. To find the answers on those research questions, data analysis is using descriptive statistic (cross-tabulation and distribution of frequency) by evaluate data of perception and analyse it in finding solution based on theoretical approach suitable with the variables.According Milkovich and Boudrem (1997, 222) training is a process that systernaticalyachange the attitude, knowledge, official motivation to fulfill characteristics of employee's need and their demand. On the other hand according to Arep (2003.116), training is mean to : 1) Enchancing the motivation of working, 2) Developing knowledge, capability and skill in performing daily activities, 3) Creating self confidence and eliminating the inferior, 4) implementing duty smoothly, 5) Positive manner to the company, 6) in creasing the working spirit. 7) increasing awarness to the company, 8) Developing respect between employee, 9) Encouraging employee to give the best result, 10) Encouraging employee to serve the best service.According Hamel and Prahalan (1995 : 535) competencies is a set of skill capability and technology which is independent Micko (202: 22) saying that the urgency of individual role in organization need a strategy of competencies development to enhance and motivation and working productivity . Motivation, according to Stephen Robbins (2001 :166) is the agreement to give the high effort for organization objectives, which is accompanied by an effort to fulfill individual need. The result of the research shows that majority of the respondents do not satisfied because the role of education and training in the system of promotion is not the criteria to be promoted; it have not increased motivation of work; they do not have full trust from their supervisor even they have increased their knowledge through education and training; they have less opportunity to perform well and if they do that there will be no appreciation; and they have no opportunity to have more responsibility after being educated and trained.Related to employee's competency, the result shows that the majority of respondents feel that they do not have ability to hear, understand, give respond to other thinking, point of view and personality; cannot expand their confident and self control; cannot work systematically; cannot make quick and accurate action; cannot understand and implement good governance; cannot develop innovation, creation, and motivation; cannot give or implement monitoring system; and cannot push others to make a team work.The employees who have high and very high motivation are 19 employees and the rest of 107 can be categorized in very low and fair motivation. The distribution of them is in the echelon IV and staff. The variable of motivation has positive and strong relation and also significant with the variable of training.That condition can be interpreted that the relation between motivation and training is consistent, in term of if the programme of training is increased or improved the motivation of the employees will also increase. Then, the variable of motivation has positively strong and significant with the variable of competency.Base on the result that shows that competency and motivation of employees in the echelon IV and staff are low in a specific field such as research, it is suggested that the functionaries try to give priority on specific training and supervision for them."

"Kepemimpinan secara jelas melibatkan lebih dari sekedar menggunakan kekuasaan dan menjalankan wewenang serta ditampilkan dalam tingkat yang berbeda. Pada tingkat individu, misalnya, kepemimpinan melibatkan pemberian nasehat, bimbingan, inspirasi dan motivasi (Robert Kreitner dan Angelo Kirticki, 2005:299).Sesuai dengan kutipan di atas, peneliti tertarik untuk mengetahui apakah ada hubungan antara kepemimpinan dengan motivasi kerja dalam Kementerian BUMN. Dengan menngunakan telaah yang dilakukan oleh Pusat Riset dan Survei Universitas Michigan, peneliti ingin diketahui bagaimanakah perilaku kepemimpinan yang ada, apakah lebih berorientasi pada pegawai atau hanya kepada tugas. Sementara dengan menggunakan Teori Kebutuhan Berjenjang Maslow, ingin diketahui sampai pada tingkat manakah kebutuhan pegawai sudah terpenuhi.Hasil penelitian meliputi data primer dan sekunder. Data sekunder meliputi data kepegawaian yang diperoleh di Bagian Kepegawaian. Sedangkan data primer berupa pendapat pegawai yang dihimpun dengan metode angket. Scoring angket menggunakan skala ordinal Likert. Teknik pengambilan data primer dilakukan dengan melakukan penyebaran angket kepada sampel populasi yang berjumlah 187 orang, dengan Probability Sampling dengan teknik Proportionate Stratified Random. Tingkat respons responden adalah maksimal, terbukti dengan tingkat pengembalian kuesioner mencapai 100%. Sebelum dilakukan analisis, terlebih dahulu instrumen di uji validitas dan reliabilitasnya dengan jumlah responden 30 orang. Pengujian validitas dengan teknik validitas eksternal dengan rumus Product Moment Pearson; sementara penguj ian reliabilitas dengan internal consistency dengan teknik Split Half, rumus Spearman Brown. Perhitungan datam penelitian ini keseluruhannya menggunakan bantuan SPSS 12.Setelah instrumen dinyatakan valid dan reliabel, dilanjutkan dengan penyebaran angket. Selanjutnya dilakukan analisis data dengan analisis distribusi tiap indikator. Dan selanjutnya dihitung hubungan antara dua variabel tersebut dengan menggunakan korelasi non parametrik Spearman's Rho.Hasil penelitian menunjukkan bahwa terdapat hubungan sangat nyata/signifikan dengan arah positif dan tingkat hubungan sedang antara variabel Kepemimpinan dan Motivasi Kerja. Selain itu ternyata orientasi kepemimpinan pada Kementerian BUMN adalah kepemimpinan berorientasi produksi/tugas, sementara tingkat jenjang kebutuhan yang telah terpenuhi dengan baik adalah kebutuhan dasar/fisiologis.Untuk meningkatkan Kepemimpinan dapat dilakukan salah satunya dengan Cara memberikan pelatihan dan pengembangan kepemimpinan di jajaran pejabat. sehingga para pejabat lebih mampu memainkan peran dan fungsinya dengan baik. Sementara untuk meningkatkan Motivasi Kerja pegawai dapat dilakukan salah satunya dengan lebih menghargai pegawai, tidak hanya memberikan pemenuhan kebutuhan dasar saja, tapi juga dengan memberikan penghargaan dan kesempatan untuk maju kepada pegawai.

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Leadership obviously involved more than using power and running the authority and then viewed it in a different level. In individual level, leadership involved giving advice, coaching, inspiration and motivation (Robert Kreitner and Angelo Kinicki, 2005:299).

According to that quotation above, researcher interested to know whether there was a relation between leadership and work motivation in Ministry of State Owned Enterprises. Using the study were conducted by Research and Survey Centre in University of Michigan, researcher would like to know what behaviour of leadership that really exists, whether employee orientation or task orientation. While using The Theory of Hierarchical Needs by Abraham Maslow, researcher would like to know until what level the employee's needs was compiled.

The result of observation were primary and secondary data. Secondary data included the human resources data that came from employee affairs department. Whereas primary data was in the form of opinion's employees which were gathered by questionnaires. Data scoring used ordinal scale Likert. The technique for gathering primary data was collected by spreaded questionnaires to the sample population of 187 persons, which used probability sampling with Proportionate Stratified Random Sampling. Response level of respondent was maximal, it was proved by returning level of questionnaire at 100%. Before the analysis were conducted, first the instrument was test its validity and reliability to 30 respondents. Validity test was conducted in construct validity with Product Moment Pearson's formula. Reliability test was conducted with internal consistency by split half technique, Spearman Brown' formula. All calculation in this research used SPSS 12.

After the instrument was declared valid and reliable, then the questionnaires were spreaded. After that, data analysis was done with distribution analysis for every indicator. And then the relation between leadership and motivation was calculated with non parametric correlation, Spearman's rho.

The result of this research indicated that there was a relation between leadership and motivation with positif direction dan the level of relation was medium. Besides that, the laeadership orientation in Kementerian BUMN was task oriented. According to the Maslow's theory, employees needs were compiled was in basic needs.

In order to increase the leadership's ability, one way is by giving some trainings and leadership development, so that the leaders can do better a leadership role. While to increase the motivation of employees, the leader must appreciate their employee, not just give them a basic needs."

"Penelitian ini bertujuan untuk mengetahui hubungan antara evaluasi dan kompensasi kerja pegawai terhadap motivasi pegawai dalam melayani wajib pajak pada Kantor Pelayanan Pajak Jakarta Cempaka Putih. Penelitian ini menggunakan metode survei dengan kuesioner yang telah diuji validitas dan reliabilitasnya. Desain penelitian menggunakan tes korelasi dan melibatkan 100 sampel (responden) yang diambil berdasarkan teknik sensus. Data yang diperoleh dianalisis dengan rumus korelasi Rank Spearman yang perhitungannya dilakukan dengan program SpSS versi 12.Teori yang mendasari adanya hubungan antara evaluasi dan kompensasi kerja dengan motivasi dijelaskan oleh Frederick Herzberg dalam Usmara A, (2006: 35-36), motivasi ditentukan oleh dua faktor yaitu motivator, yang meliputi prestasi, pengakuan atas prestasi, kerja itu sendiri, tanggung jawab dan pertumbuhan atau kemajuan; dan hygiene atau bukan motivator, yang meliputi kebijakan, administrasi perusahaan, pengawasan, hubungan interpersonal, kondisi kerja, gaji, status dan rasa aman. berdasarkan teori dari Neal Jr, (2004:1) ketrampilan kerja dari karyawan ditentukan oleh evaluasi dan kompensasi.Hasil uji korelasi dengan formula Rank Spearman menunjukan adanya hubungan yang cukup dan signifikan antara evaluasi pegawai dengan motivasi pegawai dalam melayani wajib pajak, koefisien korelasi yang didapat 0,676 dan p< 0,05. Hubungan antara kompensasi pegawai dan motivasi pegawai dalam melayani wajib pajak signifikan tapi kurang kuat, koefisien korelasi yang didapat 0,290 dan p< 0,05. Oleh karena itu, perlu diadakan perbaikan dalam sistem evaluasi dan kompensasi pegawai agar motivasi pegawai dalam melayani pegawai semakin meningkat. Dengan cara memberikan sistem evaluasi yang lebih obyektif dan lebih transparan. Sistem kompensasi juga harus dikembangkan dengan jaminan kesehatan dan perumahan yang cukup.

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The research aim to explain the relationship between job evaluation with officer motivation in serving the taxpayer at Kantor Pelayanan Pajak Jakarta Cempaka Putih and to explain the relationship between compensation with employees motivation in serving the taxpayer at Kantor Pelayanan Pajak Jakarta Cempaka Putih. This research use survey method with quesionnaiore which have been tested by validity and realibility test. Design research using correlational by entangling 100 samples which are choosen by census technique. Datas analyzed with Rank Spearman formula which operated by SpSS version of 12.The teory which support the relationship between job evaluation and compensation to employees motivation is explained by Frederick Herzber in Usmara A (2006: 35-36), motivation is generated by two factors, the first factor is motivators, including: self achievement, confession of the achievement, job itself, responsibility dan development potention; and hygiene or contra motivator, including: policy, organizational administration, observation, interpersonal relation, condition of job/activity, salary, security and status. Pursuant to theory from Neal Jr, ( 2004:1) motivation of employees determined by compensation and evaluation.Result of correlation test with Rank Spearman formula indicates the existence of significant and moderate relationship between job evaluation and officer motivation in serving the taxpayer, the correlation coefficient is 0. 676 and P<0.05. The relationship between compensation and officer motivation in serving is signifikan but less strong, the correlation coefficient is 0. 290 and P<0.05..Therefore, the evaluation and compensation system is required to be better performed so that the officer motivation in serving the taxpayer can be progressively increasing. It can be reached by developing an objective and more transparent evaluation system. Compensation system also have to be developed with health guarantee and good housing compensation."

"Pengembangan sumber manusia menghendaki adanya suatu falsafah pengelolaan yang tidak hanya mengakui pentingnya efisiensi dan efektifitas pegawai saja, tetapi harus juga mengakui pentingnya nilai seorang pegawai sebagai individu. Untuk menilai seberapa besar tingkat kepuasan kerja dan motivasi kerja pegawai serta produktivitas kerja pegawai kepada organisasi maka dipandang perlu suatu penilaian pengukuran kepuasan kerja, motivasi kerja dan produktivitas kerja.Penelitian ini bertujuan untuk mengetahui bagaimana tingkat kepuasan kerja dan motivasi kerja pengaruhnya terhadap produktivitas kerja pegawai dan menganalisa variabel-variabel kepuasan kerja dan motivasi kerja serta pengaruhnya terhadap variabel produktivitas kerja pegawai di lingkungan Sekretariat Jenderal Departemen Energi dan Sumber Daya Mineral.Penelitian ini dilakukan terhadap 104 responden yang merupakan sampel dari populasi para pegawai yang terdapat di lingkungan Sekretariat Jenderal Departemen Energi dan Sumber Daya Mineral. Metode penelitian yang digunakan adalah analisis deskriptif yang dikuantitatifkan. Teknik pengambilan sampel yang digunakan adalah dengan menggunakan rumus slovin.Penelitian ini menggunakan Metode analisis korelasi statistik dengan menggunakan alat bantu analisis yaitu Program Statistical Package For Statistical Science (SPSS) for Window release 13.0 dan metode diskriptif dan konfirmatif dengan menggunakan Structural Equation Model (SEM). Pengumpulan data dengan menggunakan kuesioner yang terdiri dari 5 Bagian, yaitu Bagian I tentang identitas responden, Bagian II tentang kepuasan kerja, Bagian III tentang motivasi kerja dan Bagian IV tentang produktivitas kerja pegawai.Untuk mencapai tujuan studi ini, disusun hipotesis penelitian sebagai berikut: pertama, terdapat pengaruh kepuasan kerja terhadap produktivitas kerja pegawai; kedua, terdapat pengaruh motivasi kerja terhadap produktivitas kerja pegawai; dan ketiga, terdapat pengaruh kepuasan kerja dan motivasi kerja terhadap produktivitas kerja pegawai. Setelah keseluruhan hipotesis diuji dengan menggunakan uji persamaan struktural diperoleh struktur hubungan yang sesuai dan signifikan dengan data lapangan.Adapun struktur hubungan tersebut adalah sebagai berikut:a. Terdapat pengaruh kepuasan kerja terhadap produktivitas kerjapegawaib. Terdapat pengaruh motivasi kerja terhadap produktivitas kerja pegawaic. Terdapat pengaruh kepuasan kerja terhadap motivasi kerja pegawai.Hasil penelitian ini mengidentifikasi bahwa ada pengaruh yang positif dan signifikan antara kepuasan kerja dan motivasi kerja terhadap Produktivitas Kerja dengan koefisien korelasi 0,678 yang menunjukan pengaruh pada tingkat sedang dengan makna bahwa semakin tinggi kepuasan kerja, maka semakin tinggi produktivitas kerja , antara motivasi kerja dengan produktivitas kerja mempunyai pengaruh yang positif dan signifikan dengan koefisien korelasi 0,688 yang artinya pengaruh kedua variabel tersebut positif dan signifikan pada tingkat kuat. Sedangkan analisis dengan menggunakan korelasi ganda, secara bersama-sama variabel kepuasan kerja dan motivasi kerja mempunyai pengaruh yang positif dan signifikan terhadap produktivitas kerja dengan koefisien korelasi 0,687 pada tingkat kuat dan menurut Sugiyono (2001:149), koefisien sebesar 687 dapat dikategorikan sebagai pengaruh dengan tingkat kuat. Variabel yang memiliki pengaruh paling besar terhadap produktivitas kerja adalah variabel kepuasan kerja, pegawai akan meningkat produktivitasnya apabila kepuasannya terpenuhi yang berdampak adanya peningkatan motivasi kerja pegawai.

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Human resource development wishes for the existence of management philosophy which not only acknowledge the importance of efficient and effective employee but also acknowledge the importance of employee?s value as individual. to measure how big the level of employee?s working satisfaction, motivation and productivity towards organization, it is necessary to have a valuable measurement on satisfaction, motivation and productivity of work.The purpose of this research is to figure out how satisfaction and motivation of working influence the employee production and to analyze working satisfaction variables and working motivation along with the influence of employee?s work productivity variable around the general secretary of energy and mineral resource department. The research is done to 104 respondent who are the sample of employees population at general secretary of energy and mineral resource department. the researcher uses the research methodology of quantitative descriptive analysis. The researcher uses the sampling of slovin formulation.The research uses the analysis of statistics correlation method by using analysis instrument of Statistical Package For Statistical Science Program (SPSS) for windows release 13.0 and descriptive and confirmative method by using Structural Equation Model (SEM). In collecting data, the researcher uses questionnaire consists of 5 parts: Part 1 is about respondent identities, part 2 is about working satisfaction, part 3 is about working motivation and part 4 is about employee working productivity.To reach the purpose of this study, the researcher manages the research hypothesis as follow: first, there is the influence of working satisfaction to employee?s working productivity; second, there is the influence of working motivation to employee?s working productivity; third, there is the influence of working satisfaction, and working motivation to working production of employee. After all of the hypothesis is examined by using equal structure test, there is a proper structural relationship and the significant of data at the field.The structural relationship is as follow:a. there is an influence of employees working satisfaction to working productivity.b. there is an influence of employees working motivation to working productivity.c. there is an influence of employees working satisfaction to employees working motivation.The result of this research identifies that there is positive and significant influence between working satisfaction and working motivation to working productivity within coefficient correlation of 0,678 which shows the influence of middle level to the meaning the higher the working satisfaction the higher the working satisfaction is. There is positive significant influence between working motivation and working productivity with coefficient correlation of 0,688 which means the influence of these two variables is positive and significant to the strong level. Meanwhile, the analysis by using double correlation, along with working satisfaction variable and working motivation has positive and significant influence to working productivity by coefficient correlation 0,687 to strong level and according to Sugiyono (2001:149), 687 coefficient can be categorized as strong level influence. The variable which has the biggest influence to working productivity is working satisfaction variable, employees will increase their productivity if their satisfaction is fulfilled which effects to working motivation employees."

"This research is intended to know the effect of leadership, environment work and motivation to the performance of employee at Akademi Ilmu Pemasyarakatan. The background of this research is many problems that connected with the performance of employee. By this indication, there are many problem that unbalance.The researcher use Nash?s theory, Gary Yulk?s theory and John D. Miller?s theory to illustrate about leadership, Alex S.Nitisemito?s theory to illustrate about environment work, Abraham Maslow?s theory to illustrate about motivation and Miner?s theory to illustrate about performance. This research method in used is a survey method. The writer use primary and secondary data. Approach which used in this research is the quantitative research an spread closed questioner to 37 respondents.Before conducting the analysis, a validity test was conducted on all instruments and reliability test. Verified and reliable data then was analyzed further by using correlation test of t test to determine the relation between leadership-performance, environment work-performance, and motivation-performance. As to determine the relation between leadership, environment work and motivation on performance, F test analysis is used.From the analysis, it can be concluded that between motivation, there is a high coefficient correlation with correlation 0,380. Between environment work and performace, there is a second coefficient correlation with correlation 0,360. Between motivation and performance there is a third coefficient correlation with correlation 0,253."

"Salah satu kunci keberhasilan perbankan syariah sebagai suatu perusahaan adalah pada kinerja sumber daya manusia (SDM). Ada dua hal yang perlu dibenahi, yaitu kemampuan dan motivasi karyawan perbankan syariah untuk mendukung perkembangan kinerja bank syariah. Dari hasil analisis regresi linear berganda menunjukkan bahwa terdapat hubungan yang signifikan antara kemampuan dan motivasi kerja dengan kinerja karyawan Bank Syariah Mandiri cabang Bogor, sehingga diharapkan evaluasi terhadap kinerja karyawan dapat dilakukan secara kontinyu agar tingkat pencapaian hasil dalam rangka mewujudkan tujuan perusahaan dapat tercapai. Pemberian pendidikan dan pelatihan secara berkala diharapkan mampu meningkatkan kinerja karyawan.

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One of the success factor of Islamic Banking as company is the performance of human resource. There are two things that should be fixed, the ability and the motivation of the employee of the Islamic banking to support the performance development of Islamic Banking. From multiple linier regression analysis showing that there is a significant correlation between ability and working motivation to the employee performance of Bank Syariah Mandiri Bogor. So, hopefully there will be a continuous evaluation of the performance of employee, therefore the result achievement of the employee?s performance will be achieved. Providing education and continuous training will improve the performance of the employee."

"The investigation of learning motivation at Junior High School are still lower. One of alternate efford which is done by using resitasi model at VII C Public Junior High School number I Pekanbaru class student...."