Hari Susanto, Sindi Atika Dewi

PENGARUH PENGAWASAN DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DI DINAS SOSIAL KABUPATEN SITUBONDO

Introduction

pengaruh pengawasan dan disiplin kerja terhadap kinerja pegawai di dinas sosial kabupaten situbondo. Teliti pengaruh pengawasan & disiplin kerja pada kinerja pegawai Dinas Sosial Situbondo. Disiplin kerja terbukti signifikan memengaruhi kinerja, sementara pengawasan tidak secara parsial. Dominan: disiplin kerja.

Abstract

Dinas Sosial adalah sebuah instansi dimana salah satu tugas pokoknya melaksanakan kebijakan di bidang sosial, seperti perlindungan sosial, pemberdayaan sosial, dan penanganan fakir miskin. Peran pengawasan dan disiplin kerja para pegawai dilakasanakan untuk capaian kinerjanya. Penelitian ini bertujuan untuk mengetahui pengaruh disiplin kerja dan pengawasan kerja terhadap kinerja pegawai secara simultan maupun secara parsial pada Dinas Sosial Kabupaten Situbondo. Selain itu juga bertujuan untuk mengetahui faktor yang dominan dalam mempengaruhi kinerja pegawai. Metode pengumpulan menggunakan kuesioner. Populasi dalam penelitian ini adalah seluruh pegawai sebanyak 52 orang. Menggunakan total sampling untuk jumlah sampel yakni 52 orang yang didistribusikan kepada pegawai di dinas. Pengolahan data menggunakan program SPSS 22.0 dengan uji asumsi klasik,  sebelumnya telah dilakukan uji validitas dan reliabilitas.. Berdasarkan nilai thitung hasil variabel pengawasan ini sebesar 1,397 dan ttabel sebesar 2,008 sehingga thitung<ttabel, nlai signifikannya variabel pengawasan sebesar 0,169 > 0,05. Dinyatakan bahwa pengawasan secara parsial tidak berpengaruh terhadap kinerja pegawai di Dinas Sosial Kabupaten Situbondo. Sedangkan nilai thitung untuk variabel displin kerja sebesar 3,304 lebih besar dari ttabel atau 3,304> 2,008. Nilai signifikannya sebesar 0,002<0,05 sehingga dapat disimpulkan, bahwa disiplin kerja secara parsial berpengaruh terhadap kinerja pegawai. Pengujian bersama-sama pengawasan dan disipin kerja terhadap kinerja pegawai di Dinas Sosial Kabupaten Situbondo menunjukkan adanya pengaruh yang signifikan. Variabel yang dominan dalam penelitian ini adalah disiplin kerja (3,304>1,397).

Review

The submitted abstract outlines a quantitative study investigating the influence of supervision and work discipline on employee performance within the Social Department of Situbondo Regency. This topic is highly relevant, particularly in public service institutions where effective policy implementation – such as social protection and poverty alleviation – heavily relies on the productivity and conduct of its personnel. The research clearly articulates its objective: to determine both the partial and simultaneous effects of these independent variables on employee performance, and to identify the most dominant factor. The methodology appears sound for an initial exploratory study, employing a questionnaire-based approach with a total sampling technique on a population of 52 employees, utilizing SPSS for data analysis. The findings presented are quite interesting and offer specific insights. The study concludes that while work discipline partially and significantly influences employee performance (t-value 3.304, p < 0.05), supervision, when considered partially, does not exhibit a significant effect (t-value 1.397, p > 0.05). However, the combined influence of both supervision and work discipline on performance is found to be significant. Furthermore, work discipline is identified as the dominant factor affecting employee performance, evidenced by its higher t-value compared to supervision. The abstract provides clear statistical indicators (t-values and significance levels) for these conclusions, which is commendable for its transparency and clarity in presenting results. Overall, this abstract suggests a focused and well-executed study within its defined scope. While the abstract provides a good overview of the methods and results, a full paper would benefit from a more detailed discussion of the theoretical framework guiding the hypotheses, especially concerning the unexpected non-finding for partial supervision. Delving into potential reasons for this outcome (e.g., type of supervision, employee autonomy, existing organizational culture) and exploring its practical implications for the Situbondo Social Department would enhance the paper's contribution. Nonetheless, the research effectively highlights the critical role of work discipline in improving employee performance within this specific public sector context, offering valuable data for management and policy-makers seeking to optimize human resource practices.

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