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"Penelitian ini untuk mengetahui gambaran tentang kepemimpinan, budaya organisasi, dan motivasi terhadap kinerja pegawai pada Badan Pengembangan Sumber Daya Manusia Hukum dan HAM. Disamping itu, penelitian juga dimaksudkan untuk menjelaskan hubungan antara kepemimpinan dengan kinerja pegawai, hubungan budaya organisasi dengan kinerja pegawai, hubungan motivasi dengan kinerja pegawai, dan hubungan secara bersama-sama antara kepemimpinan, budaya organisasi, motivasi dengan kinerja pegawai.Penelitian ini memakai metode diskripsi dan analisis kolerasi. Sampel penelitian berjumlah 55 responden diambil dari pegawai BPSDM Hukum dan HAM.Teknik pengumpulan data primer dilakukan dengan mempergunakan kuesioner untuk variabel kepemimpinan, budaya organisasi, motivasi dan kinerja pegawai. Sedangkan teknik analisis yang dipergunakan adalah teknik deskriptif kolerasional dengan dibantu penggunaan SPSS (statictical Package for Social Science).Hasil penelitian menunjukan bahwa kepemimpinan ada pada kategori sedang, budaya organisasi, motivasi ,dan kinerja pegawai menunjukan kategori sedang. Hubungan kepemimpinan dengan kinerja pegawai sebesar 0,554 yang berarti terdapat hubungan yang mantap. Hubungan budaya organisasi dengan kinerja pegawai sebesar 0,609 yang berarti terdapat hubungan yang mantap. Hubungan motivasi dengan kinerja pegawai sebesar 0,558 yang berarti terdapat hubungan yang mantap. Hubungan kepemimpinan, budaya organisasi, dan motivasi secara bersama-sama dengan kinerja pegawai sebesar 0,737 yang berarti terdapat hubungan yang mantap.

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The research is intended to obtain the comprehensive view in Institut Development of Human Resource of Law and Human Rights. The purpose of research is also seeking the correlation between leadership and performance of the employees, Organizational culture and performance of the employees, motivation and performance of the employees. Furthermore, it also want to identify correlation together between leadership, organizational, motivation and performance of the employees.The reaserch used descriptive and correlational analytical method. The sampel is 55 respondent of employees at Institut Development of Human Resource of Law and Human Right. Data collecting metod used quetionaire, and the data is analysed by using SPSS (Statistical Package for Social Science).The result of the research has shown that leadership ,organizational culture, motivation, and performance of the employees indicate at medium level. The correlation between leadership and performance of the employees indicate at 0,554 that mean there is good correlation. The correlation between organizational culture and performance of the employees indicate at 0,609 that mean there is good correlation. The correlation between motivation and performance of the employees indicate at 0,558 that mean there is good correlation. The correlation between leadership, organization of culture, motivation, and performance of the employees together indicate at 0,737 that mean there is good correlation."

"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."

"Tujuan penelitian ini adalah untuk mengukur pengaruh kepemimpinan terhadap kinerja pegawai, mengukur pengaruh motivasi terhadap kinerja pegawai dan mengukur pengaruh kepemimpinan dan motivasi kerja secara bersama-sama terhadap kinerja pegawai Badan Pengembangan Sumber Daya Manusia Hukum dan HAM. Penelitian mengunakan pendekatan kuantitatif. Berdasarkan analisis data lapangan disimpulkan bahwa : 1) Variabel Kepemimpinan memiliki pengaruh signifikan terhadap variabel kinerja pegawai BPSDM Hukum dan HAM, 2)Variabel Motivasi kerja memiliki pengaruh signifikan terhadap variabel kinerja pegawai BPSDM Hukum dan HAM dan, 3)Variabel Kepemimpinan dan Variabel motivasi kerja berpengaruh signifikan terhadap variabel kinerja pegawai BPSDM Hukum dan HAM.

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The purpose of this study was to measure the effects of leadership on employee performance, measuring the effect of motivation on employee performance and measure the impact of leadership and motivation to work jointly on the performance of employees of the Body of Human Resource Development of the Ministry of Law and Human Rights (BPSDM). The study uses a quantitative approach. Based on field data analysis concluded that: 1) the variables of leadership have a significant influence on employee performances of BPSDM, 2)the motivation variables have a significant influence on employee performances of BPSDM and, 3) the variable of motivation and leadership influence significant impact on employee performance of BPSDM law and human rights."

"Penelitian ini bertujuan untuk menganalisis pengaruh learning organization terhadap kinerja pegawai dengan motivasi sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survei yang dilakukan pada 120 pegawai tetap PT Waskita Karya(persero)Tbk serta wawancara dengan Vice President Human Capital Divission PT Waskita Karya(persero)Tbk dengan menggunakan metode total sampling. Penelitian ini menggunakan analisis regresi dengan causal step dan sobel test untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci. Hasil penelitian mengindikasikan bahwa learning organization mempengaruhi kinerja pegawai secara signifikan. Hasil penelitian juga mengindikasikan bahwa learning organization mempengaruhi motivasi secara signifikan. Sedangkan motivasi mempengaruhi kinerja pegawai secara signifikan. Hasil analisis juga mengindikasikan bahwa learning organization mempengaruhi kinerja pegawai dengan motivasi sebagai variabel mediasi secara signifikan. Hasil Sobel Test membuktikan pengaruh tidak langsung learning organization terhadap kinerja melalui motivasi signifikan.

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The study aims to examine the effect of Learning organization on Employee Performance through Motivation as a mediating variable. This research used a quantitative approach. Data is collected through secondary data and survey which conducted on 120 head office employees at PT. Waskita Karya(persero)Tbk and interview with Vice President Human Capital Divission PT Waskita Karya(persero)Tbk by total sampling method. This Research using Regression analysis with causal step and Sobel Test to test the direct and mediating relationship between key variables.

The result of research shows that Learning organization affects Employee Performance significant. It also shows Learning organization affects motivation significant and motivation affects Employee Performance significant. It also shows that Learning organization affects employee Performance with motivation as a variable moderating significant. Sobel Test reveals a statistical support for the indirect effect of Learning organization on Employee Performance through motivation significantly."

"Memiliki sumber daya manusia yang berkualitas merupakan suatu hal yang diinginkan oleh setiap perusahaan. Hal tersebut merupakan keunggulan kompetitif yang perlu dimiliki oleh perusahaan agar dapat bersaing dengan perusahaan yang lainnya. Salah satu cara untuk mendapatkan sumber daya manusia yang berkualitas adalah dengan memiliki pegawai-pegawai yang merasa engaged dengan pekerjaannya. Seorang pegawai yang engaged, akan memiliki kinerja yang baik selama bekerja berdasarkan penelitian-penelitian terdahulu, dan pegawai yang berkinerja baik adalah pegawai yang diinginkan perusahaan. Penelitian ini bertujuan untuk memperoleh dan menganalisis pengaruh dari work engagement terhadap kinerja pegawai pada salah satu perusahaan pertambangan di Indonesia. Metode yang digunakan dalam pengolahan data adalah metode structural equation modeling (SEM), dimana dari metode tersebut, diperoleh hubungan antar variabel dalam model penelitian, hubungan apa sajakah yang signifikan, serta seberapa signifikan hubungan tersebut.Hasil penelitian menunjukkan bahwa work engagement memiliki hubungan yang signifikan dengan kinerja pegawai, dimana semakin tinggi engagement pegawai, maka semakin baik kinerja pegawai. Work engagement juga dipengaruhi oleh job resources seperti autonomy, developmental opportunities, dan social support dimana pengaruh yang paling signifikan diberikan oleh developmental opportunities. Oleh karena itu, berdasarkan hasil penelitian ini, dapat disimpulkan bahwa work engagement memiliki hubungan yang signifikan dengan kinerja pegawai pada perusahaan, serta perusahaan perlu berfokus untuk meningkatkan developmental opportunities pegawai agar tingkat engagement pegawai dapat meningkat, yang dapat mengakibatkan meningkatnya kinerja pegawai tersebut.

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Having qualified human resources is something that is wanted by every company. It is a competitive advantage that every company needs to keep it competitive with other companies. One way to get qualified human resources is by having employees that feels engaged with their job. An engaged employee, they will perform better when working based on previous studies, and employees that have good performance are the employees that is wanted by companies. This study aims to obtain and analyze the effect of work engagement on employee performance at one of mining company in Indonesia. The method that is used in processing the data is structural equation modeling (SEM) method, in which from that method, the relationships between variables in study model, which relationships are significant, and how significant the relationships were obtained.

Study results shows that work engagement have a significant relationship with employee performance, in which the higher the engagement level of an employee, the better the performance of that employee. Work engagement is also affected by job resources such as autonomy, developmental opportunities, and social support, in which the most significant effect are given by developmental opportunities. Therefore, based on the study results, it can be concluded that work engagement have significant relationship with employee performance in the company, and the company needs to focus on increasing employee?s developmental opportunities so that the engagement level of employees will increase, in which it will make the employee to perform better."

"Tesis ini adalah sebuah usaha penelitian untuk melakukan analisa terhadap pelaksanaan sistem penilaian kinerja (Performance Appraisal) karyawan di sebuah Lembaga Pendidikan Anak Usia Dini (PAUD) yang bernama TK Embun Pagi. Penelitian ini berusaha untuk mengungkapkan bagaimana sebuah proses penilaian kinerja karyawan diterapkan, kapan penilaian kinerja dilaksanakan, bagaimana prosedur pelaksanaannya, apa tujuan penilaian kinerja serta apa kendala dan tantangan yang dihadapi dalam penerapan penilaian kinerja karyawan. Kerangkat teori yang digunakan adalah Manajemen Sumber Daya Manusia, Manajemen Kinerja (Performance Management) dan Penilaian Kinerja (Performace Appraisal). Penelitian ini merupakan penelitian kualitatif dengan desain deskriptif.Hasil Penelitian ini menyarankan metode evaluasi kinerja sebaiknya perlu untuk melibatkan pihak-pihak stakeholder lainya seperti rekan kerja karyawan, maupun orang tua murid sebagai pihak pengguna (costumer) dari kinerja (Performance) seorang karyawan yang sedang dinilai. Selain itu bagi para penilai kinerja layaknya perlunya untuk dilakukan pelatihan-pelatihan tertentu tentang penilaian kinerja, sehingga kesalahan penilai termasuk bias atau prasangka penilai, efek halo, kecenderungan sentral, dan lain sebagainya niscaya dapat diminimalisir.

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This thesis is a research effort to analyze the implementation of employee performance appraisal system in an Institute of Early Childhood Education (ECD) named TK Embun Pagi. The research attempted to disclose how an employee's performance appraisal process is implemented, when the performance appraisal is conducted, how is the implementation of procedure, when the performance appraisal is conducted, what is the goals of doing performance appraisal, as well as what the obstacles and problems faced in implementing the performance appraisal. This research is using theories of Human Resources Management, Performance Management and Performance Appraisal. This research is a qualitative research with descriptive design.The research finding suggested that the method of performance appraisal should be necessary involving a number of stakeholders such as employee's peer group and the parents as the costumer of the performance of an employee who is being assessed. In addition, for the performance appraiser specific training on performance appraisal are needed, so the error including bias or Assessor?s prejudice, halo effect, central tendency, and so on would be minimized."

"Penelitian ini dilakukan untuk mengetahui pengaruh kompetensi, kepemimpinan dan budaya organisasi terhadap kinerja pegawai di lingkungan Direktorat Jenderal Imigrasi. Dengan menggunakan pengukuran kompetensi dari Lyne Spencer dan Signe M Spencer (1993), kepemimpinan dari Chapman dan Etzione, serta budaya organisasi dari Stephen Robbins (2001). Metode yang digunakan adalah diskriptif analisis dengan responden sebanyak 100 orang. Data dikumpulkan melalui kuisioner dan dianalisis menggunakan SPSS 11,5 Windows.Dari hasil penelitian ini diketahui bahwa : 1. variabel kompetensi mempunyai pengaruh terhadap kinerja pegawai dimana dengan nilai 66,6%, 2. Variabel kepemimpinan mempunyai pengaruh yang signifikan dengan kinerja sebesar 66,5%, 3. Variabel budaya organisasi mempunyai pengaruh yang signifikan dengan kinerja sebesar 45,3% dan 4. Terdapat pengaruh antara Kompetensi, Kepemimpinan, dan Budaya Organisasi, terhadap Kinerja sebesar 60,8%. Hal ini menunjukkan bahwa Kompetensi, Kepemimpinan, dan Budaya Organisasi dapat memberikan kontribusi sebesar 60,8% terhadap Kinerja sedangkan sisanya sebesar 39,2% merupakan pengaruh dari faktor lain.Kesimpulan dari penelitian ini diketahui bahwa kompetensi, kepemimpinan dan budaya organisasi baik sendiri-sendiri maupun secara bersama-sama mempunyai pengaruh yang signifikan terhadap kinerja pegawai namun disamping itu masih terdapat kelemahan-kelemahan.Saran yang dapat diberikan adalah dengan melakukan perbaikan dan peningkatkan guna mengoptimalisasi terhadap hal-hal yang dirasakan masih kurang baik dari variabel kompetensi, kepemimpinan, dan budaya organisasi dalam hubungan dengan kinerja pegawai maupun dari variabel kinerja pegawai itu sendiri.

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This research is conducted to know how far the influence of competence, leadership and organizational culture factors to the staff?s performance at Directorate General of Immigration. The research is utilising the competence measurement from Lyne Spencer and Signe M Spencer (1993), leadership from Chapman and Etzione, and organizational culture from Stephen Robbins (2001). The method that had been used is the descriptive analytical accompanied with 100 samples. The data was collected through questioners and the analysis was processed by SPSS 11, 5 Windows.From the research results, it could be concluded that: 1. Competence variable has the influence to the staff?s performance for 66, 6%, 2. Leadership variant has a strong correlation to the staff?s performance is up to 66, 5%. 3. The organisational culture variant also has a strong and positive correlation with the performance is up to 45, 3% from the respondents. 4. From this research it could be concluded that competence, leadership and organisational culture factors may influence up to 60,8% to the staff?s working performance and the other 39,2% is merely another factors.This research concludes that competence, leadership and organisational culture whether as an independent or a combination factors clearly has a significant contribution to the staff?s performance although they also has a number of limitations.The research suggests therefore that the organization should increase the element that could support the development of competence, leadership and organizational culture variable within the context of its relation with the staff?s performance and the variable of staff?s performance itself."

"Tesis ini membahas kinerja pegawai yang rendah sehingga menyebabkan buruknya kualitas layanan publik yaitu terdapatnya keterlambatan penyelesaian pendaftaran perlindungan merek. Kinerja pegawai sering menjadi masalah, yakni mengapa pegawai tertentu menunjukan kinerja lebih baik dibandingkan dengan pegawai lainnya. Motivasi adalah kekuatan potensial yang dapat dikembangkan untuk menghasilkan kinerja yang optimal. Kompetensi pegawai diasumsikan berpengaruh terhadap peningkatan kinerja. Hal yang menarik untuk di kaji adalah buruknya pelayanan ditinjau dari aspek kompetensi dan motivasi yang mempengaruhi kinerja pegawai Direktorat Merek.Penelitian ini adalah penelitian kuantitatif dengan desain eksplanasi, yang menempatkan teori kompetensi, motivasi dan kinerja sebagai titik tolak dan sumber jawaban utama. Kuisioner dibagikan kepada 105 pegawai Direktorat Merek secara acak berstrata proposional. Untuk mengetahui bentuk hubungan dan kekuatan hubungan antar varibel digunakan regresi linier sederhana dan regresi linier berganda. Hasil penelitian adalah terdapat pengaruh positif yang signifikan untuk kompetensi terhadap kinerja; motivasi terhadap kinerja; serta kompetensi dan motivasi terhadap kinerja. Pada uji keeratan hubungan kompetensi terhadap kinerja dan motivasi terhadap kinerja menghasilkan korelasi positif sedang. Sedangkan pada uji keeratan hubungan kompetensi motivasi terhadap kinerja menghasilkan korelasi positif kuat.

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This thesis explains about the impact of low performance on the quality of public service particularly on the lead time of trademark registration process. There are a number of issues identified concerning employees performance such as the reason of imbalance performance of certain employees. Motivation is potential power which can be developed in order to generate optimum performance. The competency of empleyees is assumed to influence the performance. An interesting issue which needed to be investigated is the low quality of the public service in terms of competency and motivation which influence employees performance at Directorate of Trademark.This research is explanative quantitative research. Theory of competency and motivation which influence employees performance become the grand theory as well as the main sources of this research. Questionnaires were distributed to 105 employees of Directorate Trademark using proportionate stratified random sampling technique. In order to reveal the correlation and the strength of correlation, this research used both simple linier regression and multiple linier regressions. The result of the study prove that there is positively significant correlation between competency and performance; motivation and performance; as well as both competency and motivation on performance."

"ABSTRACTSkripsi ini membahas mengenai perancangan prototipe sistem monitoring kinerja pegawai di BBPK Ciloto. Penelitian ini merupakan penelitian kualitatif dengan metode pengembangan sistem Iteratif dan Incremental sampai tahap prototipe halaman antar muka (interface). Berdasarkan hasil pengumpulan data yang dilakukan dengan metode wawancara kepada responden di BBPK Ciloto, ditemukan permasalahan dimana sistem monitoring kinerja pegawai yang berjalan masih manual mengakibatkan proses penilaian kinerja pegawai belum berdasarkan data yang terukur. Hal ini yang menjadi peluang peneliti untuk merancang sebuah prototipe sistem monitoring kinerja pegawai berbasis web dengan harapan proses monitoring hasil kerja pegawai dapat dilakukan secara real-time oleh atasan. Berdasarkan hal tersebut, dirancang sebuah prototipe sistem monitoring kinerja pegawai berbasis web.

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ABSTRACTThis study discusses the design of prototype for an employee performance monitoring system at BBPK Ciloto. This research is a qualitative research with Iterative and Incremental system development methods until prototyping interfaces. Based on the results of data collection conducted by the interview method to respondents at BBPK Ciloto, problems were found where the monitoring system of employee performance that was still manual resulted in the process of evaluating employee performance not based on measurable data. This is an opportunity for researchers to design a prototype web-based employee performance monitoring system in the hope that the monitoring process of employee work results can be carried out in real-time by superiors. Based on this, a web-based employee performance monitoring system prototype was designed."

"Latar belakang pemilihan judul diatas didasarkan pada adanya penurunan kinerja petugas di RUTAN Klas I Jakarta Pusat yang diindikasikan diakibatkan oleh gaya kepemimpinan dan budaya organisasi yang kurang kondusif. Tujuan penelitian ini adalah untuk mengetahui pengaruh Gaya Kepemimpinan(X1) dan Budaya Organisasi (X2) terhadap Kinerja Petugas (Y) di Rumah Tahanan Negara Klas I Jakarta Pusat. Dalam penelitian ini penulis menguji tiga hipotesis yaitu tentang pengaruh positif antara gaya kepemimpinan terhadap kinerja petugas, Pengaruh Budaya Organisasi terhadap Kinerja dan Pengaruh antara Gaya Kepemimpinan dan Budaya Organisasi terhadap Kinerja Petugas. Populasi yang diteliti adalah petugas Rumah Tahanan Klas I Jakarta Pusat sebanyak 336 orang, dan sampel yang diteliti adalah 78 orang. Instrumen penelitian dalam bentuk kuesioner dengan menggunakan skala likert 1-5. Dari hasil penelitian ini didapatkan data bahwa Gaya Kepemimpinan dan Budaya Organisasi mempunyai pengaruh yang signifikan terhadap kinerja petugas di Rumah Tahanan Klas I Jakarta Pusat.

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The background of the title above was based on the existence degredation of staff performance at First Detention Centre of Central Jakarta, which is indentified caused by the reseach lack ondusiveness of leadership form and organizational culture. The Purpose of this reseach is to find out the effect leadership form (X1) and organization culture (X2) on staff performance (Y) at First Detention Centre of Central Jakarta. Three hypotheses analyzed by the reseach in this reseach, those are the positive effect of Leadership Form on Staff?s Performance, the effect of Organizational Culture on Performance and the effect Leadership Form and Organizational Culture on Staff?s Performance. As population of this reseach were staffs of First Detention Centre of Central Jakarta sum as 336 person, and of sample were 78 person. The instrument used was queshioner with scale of 1-5. The result that Leadership Form and Organizational Behavior have significant effect on staff performance at First Detention Centre of Central Jakarta, gained from the result of this reseach."