Noviana Puspitasari, Fathya Laluna

PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI KANTOR KECAMATAN KARTASURA

Introduction

Pengaruh gaya kepemimpinan, motivasi dan disiplin kerja terhadap kinerja pegawai kantor kecamatan kartasura. Teliti pengaruh gaya kepemimpinan, motivasi, dan disiplin kerja terhadap kinerja pegawai di Kantor Kecamatan Kartasura. Ditemukan motivasi signifikan meningkatkan kinerja.

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh gaya kepemimpinan,motivasi dan disiplin kerja terhadap kinerja pegawai kantor Kecamatan Kartasura, latar belakangn dari penelitian ini didasarkan pada pentingnya peran pegawai sebagai sumber daya manusia dalam mencapai tujuan organisasi, serta adanya fenomena rendahnya kedisiplinan dan tanggung jawab kerja di lingkungan kantor tersebut.Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan survei. Populasi dalam penelitian ini adalah seluruh pegawai Kantor Kecamatan Kartasura yang berjumlah 35 orang, dengan teknik pengambilan sampel menggunakan teknik saturation sampling. Pengumpulan data dilakukan melalui penyebaran kuesioner dan dianalisis dengan menggunakan uji validitas, reabilitas, uji asumsi klasik, regresi linier berganda, uji t dan koefisien determinasi (R²).Hasil penelitian menunjukan bahwa secara parsial motivasi berpengaruh positif dan signifikan terhadap kinerja pegawai, sedangkan gaya kepemimpinan dan disiplin kerja tidak berpengaruh signifikan. Koefisiensi determinasi menunjukan bahwa sebesar 43,3% variabel kinerja pegawai dipengaruhi oleh gaya kepemimpinan, motivasi, dan disiplin kerja, sedangkan sisanya dipengaruhi oleh faktor lain yang tidak diteliti. Dengan demikian, peningkatan motivasi kerja menjadi faktor penting dalam meningkatkan kinerja pegawai di Kantor Kecamatan Kartasura.

Review

The study titled "PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI KANTOR KECAMATAN KARTASURA" examines the impact of leadership style, motivation, and work discipline on employee performance within the Kartasura District Office. This research is grounded in the critical importance of human resources for organizational success and addresses a noted issue of low discipline and responsibility among the employees. The authors utilized a quantitative survey methodology, sampling the entire population of 35 employees at the office using saturation sampling, making the findings directly relevant to this specific context. The methodological approach, including the use of saturation sampling for a complete census of the small employee population, appears appropriate for the study's scope. The analysis employed standard statistical techniques, including multiple linear regression, to ascertain the relationships between the variables. A key finding is that motivation significantly and positively influences employee performance, providing a clear actionable insight for the Kartasura District Office. The study also determined that 43.3% of the variance in employee performance could be explained by the combined effects of leadership style, motivation, and work discipline, underscoring the collective importance of these factors. While the strong influence of motivation is a notable and practical insight, the findings that leadership style and work discipline did not significantly affect performance are somewhat surprising and warrant further discussion. These results deviate from common management theories and could be influenced by various factors, such as the specific type of leadership style measured, the operational definition of discipline, or the characteristics unique to the Kartasura District Office environment. Future research could benefit from exploring these non-significant relationships through qualitative methods to understand underlying perceptions or by examining different contextual variables. Despite these points for further exploration, the study offers valuable empirical evidence specific to its context, highlighting motivation as a crucial driver for improving public sector employee performance.

Full Text

Comments

You need to be logged in to post a comment.