PENGARUH PEMBERDAYAAN, PELATIHAN, KOMPENSASI MELALUI KOMITMEN ORGANISASI TERHADAP KINERJA PENGELOLA KEUANGAN PEMERINTAH PROVINSI SULAWESI UTARA

ZAINUDIN HILIMI, . (2020) PENGARUH PEMBERDAYAAN, PELATIHAN, KOMPENSASI MELALUI KOMITMEN ORGANISASI TERHADAP KINERJA PENGELOLA KEUANGAN PEMERINTAH PROVINSI SULAWESI UTARA. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Penelitian ini bertujuan untuk menganalisis dan mengetahui hal-hal sebagai berikut: 1) Pengaruh pemberdayaan terhadap komitmen organisasi; 2) Pengaruh pelatihan terhadap komitmen organisasi; 3) Pengaruh kompensasi terhadap komitmen organisasi 4) Pengaruh pemberdayaan terhadap kinerja; 5) Pengaruh pelatihan terhadap kinerja; 6) Pengaruh kompensasi terhadap kinerja; 7) Pengaruh komitmen organisasi terhadap kinerja; 8) Pengaruh pemberdayaan terhadap kinerja melalui komitmen organisasi; 9) Pengaruh pelatihan terhadap kinerja melalui komitmen organisasi; 10) Pengaruh kompensasi terhadap kinerja melalui komitmen organisasi. Metodologi yang digunakan dalam penelitian yaitu pendekatan kuantitatif dengan metode deskriptif survey. Tahap pengumpulan data yang dilakukan peneliti pada penelitian ini yaitu dengan membagikan kuesioner kepada responden penelitian. Analisis data menggunakan pendekatan deskriptif dan verifikatif. Responden penelitian berjumlah 267 pegawai pengelola keuangan. Hasil penelitian ini menunjukkan bahwa 1) Pemberdayaan berpengaruh langsung dan positif terhadap kinerja pegawai pengelola keuangan. Semakin baik pemberdayaan pegawai maka akan meningkatkan kinerja pegawai pengelola keuangan. 2) Pelatihan berpengaruh langsung dan positif terhadap kinerja pegawai pengelola keuangan. Semakin baik sistem pelatihan pegawai maka akan meningkatkan kinerja pegawai pengelola keuangan. 3) Kompensasi berpengaruh langsung dan positif terhadap kinerja pegawai pengelola keuangan. Semakin baik sistem pemberian kompensasi kepada pegawai maka akan meningkatkan kinerja pegawai pengelola keuangan. 4) Komitmen organisasi berpengaruh langsung dan positif terhadap kinerja pegawai pengelola keuangan. Semakin tinggi komitmen organisasi maka akan meningkatkan kinerja pegawai pengelola keuangan. 5) Pemberdayaan pegawai berpengaruh langsung dan positif terhadap komitmen organisasi pegawai pengelola keuangan. Semakin baik pemberdayaan pegawai maka akan meningkatkan komitmen organisasi pegawai pengelola keuangan. 6) Pelatihan pegawai berpengaruh langsung dan positif terhadap komitmen organisasi pegawai pengelola keuangan. Semakin baik sistem pelatihan pegawai maka akan meningkatkan komitmen organisasi pegawai pengelola keuangan. 7) Kompensasi berpengaruh langsung dan positif terhadap komitmen organisasi pegawai pengelola keuangan. Semakin baik sistem pemberian kompensasi kepada pegawai maka akan meningkatkan komitmen organisasi pegawai pengelola keuangan. 8) Pemberdayaan pegawai berpengaruh tidak langsung dan positif terhadap Kinerja pegawai melalui komitmen organisasi. 9) Pelatihan Pegawai berpengaruh tidak langsung dan positif terhadap Kinerja pegawai melalui komitmen organisasi. 10) Kompensasi Pegawai berpengaruh tidak langsung dan positif terhadap Kinerja pegawai melalui komitmen organisasi. Kata Kunci : Pemberdayaan, Pelatihan, Kompensasi, Komitmen Organisasi, Kinerja *********** This study aims to analyze and find out the following matters: 1) The effect of empowerment on organizational commitment; 2) The effect of training on organizational commitment; 3) The effect of compensation on organizational commitment 4) The effect of empowerment on performance; 5) The effect of training on performance; 6) The effect of compensation on performance; 7) The effect of organizational commitment on performance; 8) The effect of empowerment on performance through organizational commitment; 9) The effect of training on performance through organizational commitment; 10) The effect of compensation on performance through organizational commitment. The methodology used in this research is a quantitative approach with a descriptive survey method. The stage of data collection conducted by researchers in this study is by distributing questionnaires to research respondents. Data analysis uses descriptive and verification approaches. Research respondents numbered 267 financial management employees. The results of this study indicate that 1) Empowerment has a direct and positive effect on the performance of financial management employees. The better employee empowerment will improve the performance of financial management employees. 2) Training has a direct and positive effect on the performance of financial management employees. The better the employee training system will improve the performance of financial management employees. 3) Compensation has a direct and positive effect on the performance of financial management employees. The better the system of giving compensation to employees will improve the performance of financial management employees. 4) Organizational commitment has a direct and positive effect on the performance of financial management employees. The higher organizational commitment of employees will improve the performance of financial management employees. 5) Empowerment of employees has a direct and positive effect on organizational commitment of financial management employees. The better employee empowerment will increase the organizational commitment of financial management employees. 6) Employee training has a direct and positive effect on organizational commitment of financial management employees. The better the employee training system will increase the organizational commitment of financial management employees. 7) Compensation has a direct and positive effect on organizational commitment of financial management employees. The better the system of giving compensation to employees will increase the organizational commitment of financial management employees. 8) Empowerment of employees has an indirect and positive effect on employee performance through organizational commitment. 9) Employee Training has an indirect and positive effect on employee performance through organizational commitment. 10) Employee compensation has an indirect and positive effect on employee performance through organizational commitment. Keywords: Empowerment, Training, Compensation, Commitment Organization, Performance.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. Paulus Kindangen, SE., SU., MA ; 2). Dr. Dewi Susita, SE., M.Si.
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S3 Ilmu Manajemen
Depositing User:	Users 8356 not found.
Date Deposited:	23 Dec 2020 14:17
Last Modified:	23 Dec 2020 14:17
URI:	http://repository.unj.ac.id/id/eprint/11982

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