Pengaruh Disiplin, Lingkungan Dan Motivasi Terhadap Kinerja Karyawan Studi Pada Pt Bank “X” (Persero) Tbk

Elli Sulistyaningsih dan Meirinaldi

Abstract


This study reviews the implementation of the commitment of PT Bank "X" (Persero) Tbk in maintaining the performance of banking with the acquisition of the company's profit increased value and support the process of crediting customers in terms of reducing the risk of non-performing loans or nonperforming loans (NPL), look for a solution of the phenomenon of the problem with declining performance due to reduced employee work discipline, work environment and work motivation.

The research goal is to determine and analyze the influence of work discipline, work environment, work motivation simultaneously and partially on the performance of employees in the Division of Consumer Risk PT Bank "X" (Persero) Tbk.

The research method used survey method with explanasi level of associative research. The analysis technique used is multiple regression analysis with the number of data samples as much as 72 respondents.

Research by using this correlation and regression analysis model double test the hypothesis: koefisiensi with some determination , test a nova ( fisher test ) , and the t ( student-test ) .Mixed with aid program data spss ( statistic and product services solution .Variables in use in research is bound and dependent variables: performance , while free and independent variables: discipline , the environment and motivation .

According to the results of correlation coefficient analysis showed that the relationship variables simultaneously work discipline, work environment and work motivation on employee performance is strong note with correlation coefficient R = 0.753. This means that the interpretation of these figures correlation coefficient in the interval from 0.699 to 0.799 were significantly stronger, thus the degree of correlation between the variables of work discipline, work environment and work motivation on employee performance is strong. Furthermore, to the effect of variable work discipline, work environment and work motivation on employee performance is (Adjusted R Square = 0.547) mean the simultaneous effect of variable work discipline, work environment and work motivation on employee performance is 54.7 percent and the remaining 45.3 percent influenced by other factors not examined.

Partial variable relationships work discipline against the employee's performance is significantly with sig value 0,000 strong enough correlation r 0.546 namely, relations in partial work environment on employee performance is significant with 0,000 sig strong enough correlation r value 0.605 and relationships that partially work motivation on employee performance is significant with 0,000 sig with a fairly strong correlation r value which is 0.510. Thus partially relations work discipline, work environment and work motivation on employee performance explained that the First, the relationship of labor discipline (X1) with employee performance (Y) partially was positively and significantly with the beta value terstandarkan = 0,316. This means that the higher the discipline of work will further improve the performance of employees. Second, the relationship work environment (X2) with employee performance (Y) partially was positively and significantly with the beta value terstandarkan = 0.381. This means that the higher the working environment will further improve the performance of employees. Third, the relationship work motivation (X3) with employee performance (Y) partially was positively and significantly with the beta value terstandarkan = 0.320. This means that the higher work motivation will further improve the performance of employees.

F-test (ANOVA) showed that the discipline of work, working environment and work motivation on employee performance has a probability value sig = 0.000 or less than the probability of 0.05 (0.000 <0.05). This means simultaneously work discipline, work environment and work motivation have a significant effect on the performance of employees

T test results showed that the variables of work discipline has a probability value sig = 0.001, variable work environment has a probability value sig = 0.000 and motivation have a probability value sig = 0,000. These three variables has a probability value of less than 0.05 probability it can be concluded that in partial work discipline, work environment and work motivation have a significant effect on employee performance.

 

Keywords: Discipline, Environment, Motivation, on the Performance.

Full Text:

PDF

References


Mohammad Faisal Amir, 2014, Memahami Evaluasi Kinerja Karyawan , Jakarta, Universitas Borobudur.

Ardana I Komang, Mujiati, Ni Wayan dan Utama, I Wayan Mudiartha. 2012. Manajemen Sumber Daya Manusia, Yogyakarta : Graha Ilmu.

Brigham dan Houston. 2012. Dasar-Dasar Manajemen Keuangan. Buku 1. Edisi 11. Penerjemah : Ali Akbar Yulianto. Jakarta : Salemba Empat.

PT Bank “X” (Persero) Tbk. 2013. Laporan Tahunan. www.bankmandiri.com

Fathoni, Abdurrahmat. 2006. Organisasi dan Manajemen Sumber Daya Manusia, Jakarta : PT. Rineka Cipta.

Ghozali, Imam. 2009. Ekonometrika. Semarang : Badan Penerbit Universitas Diponegoro.

Gujarati, Damodar N. 2006. Dasar-Dasar Ekonometrika. Edisi Ketiga. Jakarta : Penerbit Erlangga.

Hadinoto, Soetanto. 2008. Bank Strategi on Fundling and Liability Management. Strategi Pendanaan Bank dan Manajemen Pasiva. Jakarta : PT. Elex Media Komputindo.

Hariandja, M.T.E. 2002. Manajemen Sumber Daya Manusia, Jakarta : Penerbit PT. Gramedia Widiasarana Indonesia.

Hasibuan, Malayu. 2003. Manajemen Sumber Daya Manusia. Jakarta : Bumi Aksara.

Heidjrachman dan Husnan, Suad. 2008. Manajemen Personalia, Edisi 4, Cetakan Kesebelas, Yogyakarta : BPFE.

Hutapea, Parulian dan Thoha, Nurianna. 2008. Kompetensi Plus Teori, Desain, Kasus dan Penerapan untuk HR dan Organisasi yang Dinamis. Jakarta : Gramedia Pustaka Utama.

Kuncoro, Mudrajad dan Suhardjono. 2002. Manajemen Perbankan. Teori dan Aplikasi. Edisi Pertama. Yogyakarta : BPFE UGM.

Jantitya, Sari Veronica dan Sari, Diana Puspita. 2014. Analisis Pengaruh Disiplin Kerja, Motivasi dan Pengembangan Karier terhadap Kinerja Karyawan (Studi Kasus di PT. Bank “X” (Persero), Tbk Cabang Daan Mogot Jakarta). Jurnal. Universitas Diponegoro.

Luthans, Fred. 2006. Perilaku Organisasi, Edisi Sepuluh, Penerjemah : Vivin Andhika Yuwono, dkk., Yogyakarta : ANDI.

Manajoyo. 2008. Analisis Pengaruh Intensif, Lingkungan Kerja, dan Motivasi Kerja Terhadap Kinerja Pegawai Negeri Sipil Pusdiklat Manajemen Badiklat Dephan. Tesis.

Mangkunegara, A. A. Anwar Prabu. 2002. Manajemen Sumber Daya Manusia, Cetakan Keempat, Bandung : PT. Remaja Rosdakarya.

_________________2009. Evaluasi Kinerja SDM, Bandung : PT. Refika Aditama.

Manurung, J., dkk. 2003. Pasar Keungan dan Lembaga Keuangan Bank dan Bukan Bank. Jakarta : PT. Adler Manurung Press.

Martono. 2010. Bank dan Lembaga Keuangan Lain. Yogyakarta : Penerbit Ekonisia.

Mathis R.L. Dan Jackson J.H. 2006. Human Resource Management. Manajemen Sumber Daya Manusia, Terjemahan Diana Angelica, Jakarta : Penerbit Salemba Empat

Nawawi, Hadari. 2005. Manajemen Sumber Daya Manusia, Untuk Bisnis Yang Kompetitif, Yogyakarta : Gadjah Mada University Press.

_______________. 2006 Evaluasi Dan Manajemen Kinerja Di Lingkungan Perusahaan Dan Industri, Yogyakarta : Gadjah Mada University Press.

Nugroho, Bhuono Agung. 2005. Strategi Jitu Memilih Metode Statistik Penelitian dengan SPSS, Yogyakarta : ANDI

Ostroff, Cheri. 2010. Analisis Pengaruh Faktor-Faktor Motivasi dan Kepuasan Kerja Kerja Terhadap Kinerja Karyawan. Tesis

Pratikto, Siswono Yudo. 2011. Pengaruh Motivasi dan Pengembangan Karir terhadap Kinerja Karyawan PT. Telkom Jember. Tesis.

Puspopranoto, Sawaldjo. 2004. Keuangan Perbankan dan Pasar Keuangan. Jakarta : LP3ES.

Riduwan. 2013. Dasar- Dasar Statistika, Cetakan Ketiga, Bandung : Alfabeta

Riduwan dan Kuncoro E, A. 2012. Cara Menggunakan dan Memaknai Analisis Jalur (Path Analysis). Bandung : Alfabeta.

Rivai, Veithzal. 2008. Manajemen Sumber Daya Manusia Untuk Perusahaan. Dari Teori Ke Praktik, Jakarta : PT. Raja Grafindo Persada.

Robbins, Stephen P. dan Judge, Timothy A. 2008. Perilaku Organisasi, Organizational Behavior, Buku 1, Edisi 12, Jakarta : Salemba Empat.

Samsudin, Sadili. 2009. Manajemen Sumber Daya Manusia, Bandung : Pustaka Setia.

Saydam, Gouzali. 2000. Manajemen Sumber Daya Manusia. Jakarta : Penerbit Salemba Empat.

Sedarmayanti, 2010. Manajemen Sumber Daya Manusia, Reformasi Birokrasi Dan Manajemen Pegawai Negeri Sipil, Bandung : Refika Aditama.

Siswanto, H.B. 2008. Pengantar Manajemen, Jakarta : PT. Bumi Aksara.

Silvanita, Ktut. 2009. Bank dan Lembaga Keuangan Lain. Jakarta : Penerbit Erlangga.

Simanjuntak, Payaman J. 2011. Manajemen dan Evaluasi Kinerja. Jakarta : Lembaga Penerbit Fakultas Ekonomi Universitas Indonesia.

Sjahrial, Dermawan. 2007. Manajemen Keuangan Lanjutan. Edisi Pertama. Jakarta : Mitra Wacana Kencana.

Sugiyono. 2005. Metode Penelitian Bisnis, Cetakan Kedelapan, Bandung : Alfabeta.

___________ 2009.Metode Penelitian Bisnis. (Pendekatan Kuantitatif, Kualitatif Dan R & D), Cetakan Ketiga Belas, Bandung : Alfabeta.

Suprayitno dan Sukir, 2007. Pengaruh Disiplin Kerja, Lingkungan Kerja dan Motivasi Kerja Terhadap Kinerja Pegawai DPU-LLAJ Karanganyar. Tesis

Sutrisno, Edy. 2009. Manajemen Sumber Daya Manusia. Jakarta : Kencana.

Tampubolon, Manahan P. 2008. Perilaku Keorganisasi (Organization Behavior). Edisi Kedua. Bogor : Ghalia Indonesia.

Terry, George R. 2006. Asas-Asas Manajemen, Edisi Kedelapan, Cetakan Kelima, Alih Bahasa : Winardi, Bandung : PT. Alumni.

Umar, Husein. 2013. Desain Penelitian Msdm Dan Perilaku Karyawan, Cetakan Keempat, Jakarta : Rajawali Pers.

Wahyuni, Agustin, Eka. 2010. Pengaruh Motivasi dan Disiplin Terhadap Kinerja Pegawai Negeri Sipil di Sekretariat Kabupaten Jember. Tesis. Universitas Jember.

Wibisono, Dermawan. 2011. Manajemen Kinerja Korporasi & Organisasi : Panduan Penyusunan Indikator, Jakarta : Erlangga.

Wibowo. 2007. Manajemen Kinerja, Jakarta : PT Rajagrafindo Persada.




DOI: https://doi.org/10.37721/je.v19i3.23

Refbacks

  • There are currently no refbacks.