TEXT PUBLICATION Examining The Job Characteristics: The Influence Of Employees Motivation And Leadership To Job Satisfaction.

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TEXT PUBLICATION EXAMINING THE JOB CHARACTERISTICS: THE INFLUENCE OF EMPLOYEES MOTIVATION AND LEADERSHIP TO JOB SATISFACTION ABDALADEAM AHMED S. P 100 130 027 MASTER OF MAGISTER MANAGEMENT UNIVERSITY OF MUHAMMADIYAH SURAKARTA 2014 1 2 ii iii 3 MANUSCRIPT PUBLICATION EXAMINING THE JOB CHARACTERISTICS: THE INFLUENCE OF EMPLOYEES MOTIVATION AND LEADERSHIP TO JOB SATISFACTION Abdaladeam Ahmed S1); Anton Agus Setyawan2); Farid Wajdi3) 1) Student, abdaladeemalatoshi@yahoo.com Abstract The purpose of this study was to analyze the influence of employee motivation and leadership on job satisfaction of employees at PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo). Research is research with quantitative approach, by taking samples at PT. Electricity Company of Limited Government - UPJ Surakarta (Solo), it is located in Brigadir Jenderal Slamet Riyadi Street, No. 468 of Surakarta, Central Java, Indonesia. In this research, the writer gives the questionnaire to 60 people from 326 of population in PT. Electricity Company of Government Persero - UPJ Surakarta (Solo). The technique of collecting data using questionnaires. The data analysis technique used is multiple linear regression analysis. The results obtained showed that there is the influence of employee motivation on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo); there is the influence of leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo); and there is the influence of employee motivation and leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo). Keywords: Employee Motivation, Leadership and Job Satisfaction Introduction Work is something that can fulfill human daily needs. As human being who needs a job, the employees must have strong character so that the employees can last longer in a company. Not only that, the employees must also have greater motivation and strong, so that the employees can motivate other employees to always work to get better results. 1 Employee motivation is very influential on the success of a company. Thus, employees less, enough or magnitude motivation of employee can affect job satisfaction. In contrast, job satisfaction can be achieved if employees are considered as major motivation in generating production in a company. These two things can not be separated in order to achieve maximum results. According to Cerry (2014), motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. Richard and Edward (2000: 54) state that to be motivated means to be moved to do something. A person who feels no impetus or inspiration to act is thus characterized as unmotivated, whereas someone who is energized or activated toward an end is considered as motivated. In addition there are motivations other things become important issues in employee job satisfaction, which can lead leadership. Leadership has become a major topic of discussion and research in so many Organizational Behavior literatures containing about leadership. According to Mason (2011), Leadership is influencing a group of people to achieve a common goal. So the leader will provide greater insight to the employee in carrying out its work. From there it will appear satisfaction expected by employees. According to Avolio (in Fenwick and Avery, 2008: 69), effective leadership is seen as a potent source of management development and sustained competitive advantage for organizational performance improvement. So it will take a real leadership for the advancement of the company he leads. Rieger and Roodt in Roos (2005: 4) state that job satisfaction relates to people’s o e aluatio of their jo s agai st those issues that are i porta t to the . “i e e otio a d feeli gs are i ol ed i su h assess e ts, e plo ee’ levels of job satisfaction may impact significantly of their personal, social and work lives, and as such, also influence their behavior at work. According to Locke 2 on Roos (2005: 38) held that satisfaction is simply a pleasurable or positive e otio al state resulti g fro the appraisal of o e’s jo or jo e perie es. Based on the background, the researcher examines "EXAMINING THE JOB CHARACTERISTICS: THE INFLUENCE OF EMPLOYEES MOTIVATION AND LEADERSHIP TO JOB SATISFACTION". In this study, the author propose the following hypothesis: 1) there is the influence of employee motivation on job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo); 2) there is the influence of leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo); and 3) there is the influence of employee motivation and leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo). The purposes of this study are: 1) to analyze the characteristics of employees motivation in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo); 2) to analyze the characteristics of leadership in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo); and 3) to analyze the characteristics of employees job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo). Research Methods Research conducted a study with a quantitative approach, on the grounds that it proposed for this study. After investigators try to solve the problem of influence employee motivation and leadership contributed on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo). The design study is a description of the research; the research highlights the relationship or influence between the variables researchers and the hypotheses that have been formulated previously. Studies tested the research hypothesis. This study will be carried out at PT. Electricity Company of Limited Government - UPJ Surakarta (Solo); it is located in Brigadir Jenderal Slamet Riyadi 3 Street, No. 468 of Surakarta, Central Java, Indonesia. The population in this study was the entire employees of the T. Electricity Company of Limited Government UPJ Surakarta (Solo). In this research, the writer gives the questionnaire to 60 people from 326 of population in PT. Electricity Company of Government Persero – UPJ Surakarta (Solo). In this research, the writer used prime source that contains questionnaire, known from three research variables that all uses questionnaire. Quesionnaire is collecting techniques by giving questions to respondents. In business dictionary (2014), questionnaire is list of a research or survey questions respondents, and designed to extract specific information. Then the presence of the test questionnaire with validity and reliability is used to determine which statement will be continued as a pure research. The testing process was carried out before the instrument was given or distributed to the research sample. To test the instruments, the researcher used a portion of the population but outside the study sample, ie as many as 20 employees. Validity is a measurement of the level of validity or the validity of a research instrument. The resulting decision will show the following results: 1) If rxy > rtable and a significance level is less than 0.05, it means the item requirements apply to become an instrument of further research; 2) If rxy < rtable and a significance level are greater than 0.05, it means that item will be invalid statement and at the same time does not have the requirements for use as a research instrument. To determine the stability reliability test measuring instruments. Questionnaires are said to be reliable or reliable if someone answers consistent statement or stable over time. Assessment criteria used a test ith a sig ifi a e le el of % o fide e le el, α = . le el. This instrument can be said to be reliable if the value is greater than the value of Alpha rtable (Product Moment). 4 While the data analysis techniques used include classical assumption test and multiple linear regression analysis, the classical assumption test is a requirement before multiple linear regression analysis to determine the contribution of each variable. Multiple regression analysis is a linear regression analysis tool for more than two variables. Multiple linear regression analysis was used to determine the effect of independent variables with the dependent variable. Test measurement multiple linear regression analyses are as follows: 1) determining the hypothesis; 2) determinig the level of significant () = 0.05; 3) testing individual [(X1 to Y) and (X2 to Y)]; 4) testing simultaneously and (X1, X2 to Y); and 5) summarizing and drawing a conclusion. Discussion of Data Analysis Based on the analysis of the data obtained, it will be discussed and then compared with previous studies. The results of the analysis produced some decisions that work motivation and leadership contribute positively and significantly related to job satisfaction of employees at PT. Electricity Company of Limited Government - UPJ Surakarta (Solo). Another decision suggests that employee motivation contributes positively and significantly related to job satisfaction of employees at PT. Electricity Company of Limited Government UPJ Surakarta (Solo) and leadership are also positive and significant effect on job satisfaction of employees at PT. Electricity Company of Limited Government UPJ Surakarta (Solo). To be clearer in the conclusions of the analysis, the following results are reported as follows. The results of the first tests of the hypothesis that there is the influence of employee motivation on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo); it is confirmed. This can be demonstrated by the regression coefficients of the variables as positive employee motivation of 0.496, so it can be said to be the positive effects of variables on job satisfaction employee motivation. Based on t test for motivated 5 employees variables obtained tcount > ttable, ie 4.024 > 2.002 and significance value < 0.05, ie 0.000, it is suggested that there is a significant relationship between employee motivation on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo). Based on this conclusion it can be said that the higher the motivation of employees, the better the job satisfaction and conversely the lower the motivation of employees will decrease job satisfaction. Based on previous research, the first hypothesis has similarities with research Wanda Roos (2005) entitled The Relatio ship Bet ee E plo ee Motivation, Job satisfaction and Corporate Culture . I ter s of the o erar hi g objectives of the study, it was found that relationships on both levels existed, namely between employee motivation, job satisfaction and corporate culture, as well as between employee demographics and these constructs. Where possible or appropriate, a number of recommendations were offered to companies in the marketing research industry. The major findings of the study offer a number of recommendations to employers in the marketing research industry. The contribution of the project towards psychological and organisational knowledge was discussed, and reference made to its limitations as a scientific study. Finally, suggestions regarding related future research were made. Based on previous studies are in common with the current study, both in terms of the influence factors and outcome. So the motivation is needed to support the employee's performance. Employee performance is not considered as optimal if the people around do not give us motivation. So from these two studies are in common. The results of the second test of the hypothesis state that there is the influence of leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo); it is confirmed. It can be shown that a positive regression coefficient is 0.148 for the leadership variable, so it can be said that the leadership has a positive contribution to the variable job 6 satisfaction. Based on the significance test for coefficient of linear regression leadership variables, it is obtained tcount > ttable, ie 3.778 > 2.002 and significance value < 0.05, ie 0.000. This means showed that there leadership influence on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo). Based on this conclusion, it can be said that better leadership would improve job satisfaction for employees and conversely the lower the quality of leadership will also affect the job satisfaction of employees. The above results can be attributed to a previous study, based on research results from Tom Everett (2005) entitled A stud of Leadership as it Relastes to Morale a d Moti atio o the “iou Cit Fire Depart e t . The results of the research show that very clear areas of concern include direction in the form of vision, poor communication practices and skill, poor perception of development opportunity and action, and how levels of positive reinforcement are. These findings and the correlating areas of concern show low levels of trust, respect, dignity, and fairness as the result of the styles of leadership employed. Based on the results of previous studies, it did not have significant similarities, but to quote the views of a person's leadership style leadership may affect the performance of subordinates. What will arise is not much discussed in the study, so the researchers simply provide research similarity in terms of the role of leader who can bring influence to employees or subordinates. The third hypothesis testing results show that there is the influence of employee motivation and leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) - UPJ Surakarta (Solo); it is confirmed. In accordance with the multiple linear regression, this test used a test called as a simultaneous test or test F, note that the value of Fcount > Ftable, ie 23.873 > 3.159 and significance value < 0.05, ie 0.000 This means, there is the contribution of employee motivation and leadership on job satisfaction. Based on this conclusion it can be said that the trend of increase in variable combinations of employee motivation and leadership will be followed by an increase in job satisfaction, 7 otherwise if there is a trend decline in variable combinations of employee motivation and leadership will be followed by a decrease in job satisfaction. Based on the above analysis would indicate a large effect given by people around in our performance. Motivation and leadership as an important factor in this study provide an important role in the course of both employers and employees in it. Conclusion There is the influence of employee motivation on job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo). There is the influence of leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo). There is the influence of employee motivation and leadership on job satisfaction in PT. Electricity Company of Government Persero (PLN) – UPJ Surakarta (Solo). References Busi ess Di tio ar . . Questio aire . http: //m.businessdictionary. com/definition/questionnaire.html. Accesed at 26th June 2014 at 01.20 am. Cerr , Ke dra. . What is Moti atio ? . http: //psychology. about. com/ od/mindex/g/motivation-definition.htm. Accesed at 25th May 2014 at 12.14 am. E erett, To . . Leadership as it Relates to Morale a d Moti atio . National Fire Academy Executive Fire Officer Program. 1-67, 2005. Fenwick, F., Jing and Avery, C Gaely. 20 . Missi g Li ks I U dersta di g The Relationship Between Leadership And Organizational Perfor a e . International Business & Economics Research Journal. Volume 7, Number 5. Page 67-78. 8 Maso , We d . . Be o i g a Leader toda – What is Leadership? . http://wisewolftalking.com/tag/alan-keith/. Accesed at 9th June 2014 at 7.26 am. Roos, Wanda. 2005. The Realtionship Between Employee Motivation, Job Satisfaction and Corporate Culture. University of South Africa. R a , M Ri hard a d De i, L Ed ard. . I tri si a d E tri si Moti atio : Classi Defi itio a d Ne Dire tio s . Contemporary Educational Psychology 25, 54–67 (2000) doi:10.1006/ceps.1999.1020, available online at http://www.idealibrary.com on. 9

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