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"The criminal act of drugs abuse, which has been increasing in number nowadays, has threaten the life of all nations in the world including Indonesia due to the transnational distribution of illegal drugs.

The establishment of the Class II A Narcotics Penitentiary is a response of the Government, through the Directorate General of Penitentiary, to the Combating Drugs Abuse and Illicit Trade of Narcotics (P4GN) program. This policy is adapted from the people's demand to make changes to the existing system.

The rehabilitation of the criminals of narcotics case as a complex problem since they play part not only as drugs dealers, but also drugs addicts. This particular condition makes the rehabilitation of the narcotics prisoners is more complicated than other prisoners.

One of the aims of the establishment of the narcotics penitentiary is to cut off the link of illicit drugs trade in Indonesia. Thus, the people who administer the penitentiary are expected to be able to play their part and to run the penitentiary function properly. Every personnel of the penitentiary shall be provided with administrative and technical capability through education and training in order to carry out their main duty and function. They also need motivation to support their creativity and to enhance their performance.

The theory applied to study employee performance analysis in its relation to the prisoners' behavior is the employee performance theory by Keith Davis with the formula as follow: Human Performance = Ability + Motivation. One's performance is influenced by ability and motivation. While ability is obtained from education, training and experience, motivation rises from the impulse of humans desire to meet their basic necessities, which is expressed in their behavior.

In this research descriptive analytic method is employed. Distributing questionnaires as a means of data collection and doing interviews as the basis of rationality and objectivity of this research conduct a field approach of survey method.

A positive correlation coefficient value between ability variable and employee performance is resulted in this research. The ability variable correlation value over employee performance is r = 0.551. This indicates that the relation between working motivation and employee performance is positive. Based on the simple regression analysis, there is a positive and significant influence of ability variable over employee performance variable with a determinant correlation R2 of 0.424 or 0.424 x 100% = 42.4 %. The rest 57.6% is influenced by other variables beyond this research on a significance level of 0.000. It also found that there is a positive and significant influence of motivation variable on employee performance in the Class II A Narcotics Penitentiary with a determinant correlation R2 of 0.303 x 100% = 30.3%. The rest 69.7% is influenced by other variables beyond this research with significance level 0.000.

The multiple regression analysis performed shows that ability (X1) and motivation (X2) have consistently a positive and significant relation on employee performance (Y) with a correlation coefficient r2 of 0.673. This analysis also points out an influence of ability (X1) and motivation (X2) on employee performance (Y) with determinant coefficient R2 of 0.453 or 0.453 x 100% = 45.3% while the rest 54.3% is influenced by other variables beyond this research on a significance level of 0.000.

It can be concluded that there is a positive and significant relation between ability and motivation and employee performance. The influence perception of ability and motivation on employee performance also appears in the Class II A Narcotics Penitentiary although there is still a 54.7 % of it which is influenced by other variables."

"Dalam penelitian ini, penilaian prestasi kerja dipilih sebagai variabel yang mempengaruhi motivasi karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh penilaian prestasi kerja terhadap motivasi karyawan di Direktorat SDM kantor pusat PT Antam. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan teknik non probabilita sampling yaitu total sampling terhadap karyawan Direktorat SDM kantor pusat PT Antam yang berjumlah 31 responden.Hasil penelitian menunjukkan bahwa penilaian prestasi kerja memiliki pengaruh yang signifikan terhadap motivasi karyawan.In this study, performance appraisal was chosen as the variables that affect employee motivation. This study aimed to examine the effect of performance appraisal toward employee motivation in Antam Corporation directorate of HR (Human Resources) in Jakarta. This study used the quantitative approach with a survey method that used total sampling from the HR directorate in Jakarta, which in total 31 respondents.

Results of this study showed that performance appraisal had a significant effect on employee motivation."

"Penelitian ini membahas tentang pengaruh kepemimpinan terhadap motivasi kerja serta Dampaknya pada kinerja Penyidik Unit Jatanras Sat Reskrim Polres Metro Bekasi. Kinerja Penyidik Unit Jatanras dikatakan berhasil apabila jumlah tindak pidana yang terjadi dari tahun ke tahun harus cenderung menurun dan penyelesaian perkara cenderung naik. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif dengan pendekatan kuantitatif. Populasi dan sampel sebanyak 30 Penyidik Unit Jatanras Sat Reskrim. Instrumen penelitian menggunakan kuesioner dengan skala likert. Hasil penelitian menunjukan bahwa terdapat pengaruh kepemimpinan (P=0,000) dan motivasi kerja (P=0,000) terhadap kinerja Penyidik Unit Jatanras Sat Reskrim. Kepemimpinan dan motivasi kerja mampu menjelaskan variabel kinerja sebesar 65.6%. Kinerja Penyidik Unit Jatanras dipengaruhi langsung oleh kepemimpinan (42.5%) dan motivasi kerja (23.1%). Dimensi penghargaan merupakan dimensi paling rendah pada variabel motivasi, sebaiknya perlu ditingkatkan kepedulian pimpinan agar setiap anggota atau penyidik Jatanras diberikan penghargaan bagi mereka yang menunjukan prstasi terbaiknya.

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This study discusses The Influence of Leadership on Work Motivation and its Impact on Performance of Jatanras Unit Investigators Satreskrim Polres Metro Bekasi. The performance of the Jatanras Unit Investigator is said to be successful if the number of criminal acts that occur from year to year must tend to decrease and settlement of cases tends to increase. The research method used in this study is descriptive with a quantitative approach. The population and samples are 30 Jatanras Sat Unit Investigators. The research instrument used a questionnaire with a Likert scale. The results showed that there was an influence of leadership (P = 0,000) and work motivation (P = 0,000) on the performance of the Jatanras Sat Reskrim Unit Investigator. Leadership and work motivation are able to explain the performance variable of 65.6%. Jatanras Unit Investigator Performance is directly influenced by leadership (42.5%) and work motivation (23.1%). The dimension of appreciation is the lowest dimension of the motivation variable, it should be necessary to increase the concern of the leadership so that each member or investigator of Jatanras is given an award for those who show their best performance."

"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."

"Penelitian ini berfokus pada pengaruh Reward Management System dan motivasi terhadap kinerja karyawan yang ada di direktorat information and technology PT Telekomunikasi Selular- Telkomsel. Penelitian ini melibatkan 120 responden yang berada di kantor pusat Telkomsel di Jakarta. Pengolahan data dalam penelitian ini menggunakan Structural Equational Modeling (SEM) dengan program Lisrel 8.5.1.Hasil penelitian ini menunjukkan bahwa Reward Management System yang diukur melalui dua dimensi, yakni financial reward dan non-financial reward, memiliki pengaruh yang positif dan signifikan terhadap motivasi. Motivasi juga memiliki pengaruh yang positif dan signifikan terhadap kinerja. Namun Reward Management System berpengaruh positif tetapi tidak signifikan terhadap kinerja. Penelitian ini menunjukkan bahwa di PT Telkomsel Reward Management System hanya akan berpengaruh jika dimediasi oleh motivasi.

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The purpose of this study is to identify the influence of reward management system and motivation of employees performance who works in Directorate of Information and Technology at PT Telekomunikasi Selular- Telkomsel. This research involves 120 respondents who works at head office of PT Telkomsel in Jakarta. Data process in this research use Structural Equational Modeling (SEM) in Lisrel 8.5.1. programme.

The results of this research indicate that Reward Management System which is measured by two dimension; financial reward and non financial reward, have positive influence and significant to the motivation. Motivation also has positive influence and significant to the employees performance. Reward Management System influence positively but not significant to the employees performance. This research indicate that Reward Management System in PT Telkomsel can only be influenced if mediated by motivation."

"ABSTRAKPeran penting dalam penyelesaian kasus pertanahan di Indonesia menuntut DeputiBidang Pengkajian dan Penanganan Sengketa dan Konflik Pertanahan BPN RIuntuk bekerja secara disiplin, sehingga dapat menghasilkan kinerja yang baik.Penelitian ini menggunakan pendekatan kuantitatif dan teknik pengumpulan datasurvei dengan kuesioner. Hasil penelitian ini menunjukkan bahwa disiplin kerjamemengaruhi kinerja karyawan di Deputi Bidang Pengkajian dan PenangananSengketa dan Konflik Pertanahan BPN RI. Oleh karena itu, penyediaan alatpelaksanaan disiplin kerja; pembuatan, pelaksanaan, dan sosialisasi SPO yangjelas serta rinci; dan sistem pemberian insentif menjadi hal yang perlu dilakukan.

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ABSTRACTImportant role in the resolution of land cases at Indonesia demanded Deputy of

Assessment and Management Dispute and Land Conflict National Land Agency

to work in discipline, so as produce good performance. This research uses a

quantitative approach and techniques of data collection by questionnaire survey.

The result of this research indicate that the work discipline affect employee

performance at Deputy of Assessment and Management Dispute and Land

Conflict National Land Agency. Therefore, the provision instrument of work

discipline; creating, implementation, and socialization of clear and detailed SPO;

and the system of incentives needs to be done."

"Tesis ini menguji model yang berkaitan dengan burnout, counterproductive work behavior, job involvement, dan organizational identification terhadap work performance dalam konteks pengemudi ojek online. Penelitian ini bersifat kuantitif yang menggunakan metode survei dengan menyebarkan kuesioner yang berisi sejumlah pertanyaan tertutup terhadap 261 responden. Penulis menggunakan SPSS 23 untuk menganalisis data demografi responden dan menggunakan LISREL 8.7 untuk menguji model penelitian. Penelitian ini menunjukkan burnout berpengaruh positif signifikan terhadap counterproductive work behavior, counterproductive work behavior berpengaruh negatif tidak signifikan terhadap work performance, job involvement memiliki signifikansi positif terhadap organizational identification, dan organizational identification memiliki pengaruh positif yang signifikan terhadap work performance.

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The objective of this research is to examine model that is related to burnout, counterproductive work behavior, job involvement, and organizational identification toward work performance in the context of online motorcycle taxi drivers. This research is quantitative study using a survey method by distributing questionnaires containing a number of enclosed questions to 261 respondents. The author utilize IBM SPSS 23 to analyze the demographic data of respondents and utilize LISREL 8.7 to examine the research model. This research shows that burnout has a significant positive influence on counterproductive work behavior, counterproductive work behavior has a non- significant negative influence on work performance, job involvement has a significant positive influence on organizational identification, and organizational identification has a significant positive influence on work performance."

"ABSTRAKPenelitian ini membahas tentang kinerja Operator Penatausahaan barang milik negara di Lembaga Pemasyarakatan wilayah DKI Jakarta dilihat dari perspektif kemampuan, motivasi dan lingkungan kerja, melalui pendekatan deskriptif kualitatif. Alat ukur yang digunakan yaitu : (1) Alat ukur kemampuan, berdasarkan konsep kemampuan dari Hersey dan Blancard; (2) Alat ukur motivasi, berdasarkan teori dua faktor Herzberg; dan (3) alat ukur untuk lingkungan kerja adalah lingkungan kerja fisik dan non fisik dari Sedarmayanti. Informan penting dari penelitian ini adalah operator penatausahaan BMN di Lembaga Pemasyarakatan wilayah DKI Jakarta. Hasil penelitian menunjukkan bahwa Operator Penatausahaan barang milik negara mempunyai kinerja yang baik dilihat dari perspektif kemampuan, motivasi dan lingkungan kerja, meskipun masih terdapat kendala internal dan eksternal.

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ABSTRACTThis research is about performance of state’s administration operators in Correctional Institutions DKI Jakarta area viewed from ability, motivation, and working environment perspective. This research uses descriptive qualitative approachment. The indicators which is used on the research : (1) ability indicator based on the ability by Hersey and Blancard ; (2) motivation indicators based on two factor theory by Herzberg; and (3) environment indicators besed on physical working environment and non physical working environment by Sedarmayanti. The main source correspondent as primer informant on the research is state’s asset administration in Correctional Institutions DKI Jakarta area. The result stated from the research is that the state’s asset administration operators shows a good performance from ability, motivation, and working environment perspective, evenmore there are still some internal and external obstacles."

"Penelitian ini bertujuan menguji pengaruh faktor-faktor motivasi terhadap hasil penilaian kinerja sales force tahun 2006 yang menurut data terakhir yang diperoleh dari Departemen Personalia mengalami penurunan dibanding dengan hasil penilaian kinerja sebelumnya.Ada dua faktor yang mempengaruhi motivasi seseorang yaitu faktor motivator yang biasa juga disebut dengan faktor intrinsik yang terdiri dari faktor achievement, recognition, the work itself responsibilities dan advancement serta faktor Hygiene yang disebut juga dengan faktor ekstrinsik yang meliputi gaji, keamanan kerja, pendidikan, kondisi kerja, hubungan kerja, dan tersedianya fasilitas pendukung.Metode penelitian utama yang digunakan adalah metode survey deskriptif yaitu penelitian yang mengambil sampel dari suatu populasi dengan menggunakan kuesioner. Populasi yang dipilih adalah seluruh sales person di Departemen Sales & Marketing sebanyak 87 karyawan yang keseluruhnya dijadikan sampel penelitian. Teknik pengumpulan data untuk variabel faktor-faktor motivasi dengan menggunakan kuesioner, sedangkan untuk data kinerja menggunakan hasil penilaian kinerja tahun 2006.Analisa data menggunakan alat statistik korelasi Spearman Rho dengan meznanfaatkan program SPSS untuk mengetahui pengaruh X terhadap Y. Hasil penelitian menemukan bahwa 52 karyawan atau 59.8% memiliki motivasi yang rendah sedangkan untuk hash penilaian kinerja, 43 karyawan atau 49.4% memiliki kinerja yang tidak maksimal. Penelitian menemukan bahwa besarnya kontribusi faktor-faktor motivasi terhadap kinerja sales person adalah R2 x 100% > 0.6142 x 100% 37.7%.Kesimpulan penelitian ini adalah bahwa temyata jumlah karyawan yang memiliki tingkat motivasi dan kinerja rendah sangat tinggi. Hal ini disebabkan karena mereka tidak termotivasi dengan balk oleh atasan mereka. Karena tingkat motivasi rendah maka hal ini berdampak pada rendahnya kinerja mereka juga. Faktor motivasi memberikan kontribusi 37.7% terhadap hasil penilaian kinerja mereka. Artinya semakin baik mereka termotivasi maka kinerja mereka akan semakin tinggi juga. Atas dasar tersebut diusulkan agar pihak manajemen sudah waktunya memberikan perhatian terhadap masalah ini. Peran atasan sangat besar dalam upaya memotivasi bawahan. Untuk itu sebagai atasan hendaknya mereka Iebih dapat menyelami dan memahami karakter bawahannya sehingga akan ditemukan suatu titik yang menjadi tempat bertemunya keinginan atasan dan bawahan.

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The main purpose of the research is to measure the affection between motivation factors toward sales person performance appraisal result that was held in January 2006, according to the information from Personnel Department there is a decreasing of their performance.

By using Frederick Herzberg theory that said there was two factors affected someone's motivation: 1) motivator factors content achievement, recognition, the work itself, responsibility and advancement. 2) Hygiene factors content salary, working safety, education, working environment and facilities.

The research method that is used is survey descriptive method, a method takes the sample from a population by using questioner (Singarimbun, 1987:3). Population is all sales person who wok in Sales & Marketing Department amount 87 people that will be taken as the research sal-Tel. For motivation factors, to get data it will use questioner and for the performance appraisal, it will use performance appraisal result of sales person in 2006. Data analysis uses statistic tool Spearman Rho correlation and will be counted by SPSS program to analyze variables.

The result of the research found that 52 employees or 59.8% have low motivation and 43 employees or 49.4% have low performance. Research also found there is a strong correlation between dependent and independent variables. Spearman Rho correlation is 0.614 and motivation factors contributed 37.7% toward sales person performance appraisal.

It is concluded that there are still many employees who have low motivation and performance. It is caused by the lack of motivation from their managers. Motivation factors gave big enough contribution to the performance appraisal. It means that if they are motivated well, they will give good contribution of their performance in work.

It was suggested to managers that it is about the time to give much attention to this problems. Manager should be able to motivate their employees, to know what they want and what they do so that if they can work together they will get win-win solution in working environment."

"Pencegahan dan pemberantasan terhadap penyalahgunaan dan peredaran gelap narkoba di Indonesia memerlukan upaya sinergis yang komprehensif multidimensional, sehingga dapat mencapai hasil yang maksimal. Guna mencapai tujuan ini, Badan Narkotika Nasional perlu ditunjang sumber daya manusia yang mempunyai kualitas yang baik, dengan kata lain sumber daya manusia yang kompeten dan professional serta memiliki integritas dan disiplin yang tinggi. Berkaitan dengan teori kinerja pegawai_ faktor-faktor yang mempengaruhi pencapaian kinerja pegawai adalah faktor kemampuan dan faktor motivasi. Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kemampuan dan motivasi kerja terhadap kinerja pegawai Badan Narkotika Nasional.Pendekatan yang digunakan dalam penelitian ini adalah melakukan analisis terhadap kondisi faktual kemampuan, motivasi kerja dan kinerja pegawai, Serta pengaruh kemampuan dan motivasi kerja terhadap kinerja pegawai BNN. Penelitian dilakukan pada bulan Mei 2005 pada organisasi Pelaksana Harian Badan Narkotika Nasional di Jakarta. Pengumpulan data dilakukan dengan Cara surfei menggunakan kuesioner dan dari data sekunder. Analisis data meliputi analisis deskripsi karakteristik responden, analisis uji validilas dan reliabilitas instrumen penelitian, analisis deskripsi kondisi kemampuan, motivasi kerja dan kinerja pegawai, Serta analisis pengaruh Kemampuan dan motiyasi kerja terhadap kinerja pegawai.Hasil penelitian menunjukkan bahwa secara parsial kemampuan pegawai memberikan sumbangan pengaruh sebesar 32.5% terhadap kinerja pegawai, dan motivasi kerja memberikan sumbangan pengaruh sebesar 43,8% terhadap kinerja pegawai. Sedangkan apabila secara bersama~sama kemampuan dan motivasi kerja memberikan sumbangan pengaruh sebesar 46,9% terhadap kinerja pegawai di lingkungan Badan Narkotika Nasional."