STUDI PATH ANALYSIS ANTARA KOMPENSASI, PENGAWASAN, DISIPLIN KERJA DENGAN KINERJA PEGAWAI DI SEKRETARIAT JENDERAL DEWAN PERWAKILAN RAKYAT REPUBLIK INDONESIA

MAWARDI ABDULLAH, . (2020) STUDI PATH ANALYSIS ANTARA KOMPENSASI, PENGAWASAN, DISIPLIN KERJA DENGAN KINERJA PEGAWAI DI SEKRETARIAT JENDERAL DEWAN PERWAKILAN RAKYAT REPUBLIK INDONESIA. Doktor thesis, UNIVERSITAS NEGERI JAKARTA.

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Abstract

Tujuan penelitian ini adalah mengkaji pengaruh antara kompensasi, pengawasan, dan disiplin kerja terhadap kinerja pegawai. Penelitian dirangcang dengan memakai motode analisis jalur dengan pendekatan korelasional dan data yang diperoleh dianalisis dengan statistik. Penelitian dilakukan dengan sampel sebanyak 308 responden. Data penelitian dikumpulkan melalui instrumen berbentuk kuesioner dengan menggunakan skala interval (Skala Likert) dengan enam alternatif pilihan jawaban. Selanjutnya data penelitian dikalibrasi dengan memakai uji validitas butir dan koefisien reabilitas. Validitas butir dihitung dengan memakai koefisien korelasi butir dan reabilitas dihitung dengan memakai Alpha Cronbach. Sedangkan persyaratan analisis data diuji dengan normalitas populasi (Uji Lilliefors) dan juga diuji dengan homogenitas varians populasi (Uji Bartlet). Analisis hasil uji coba instrumen menghasilkan reliabilitas konsistensi internal untuk instrumen kompensasi sebesar 0,809, pengawasan sebesar 0,925, disiplin kerja sebesar 0,871, dan kinerja pegawai 0,863. Data hasil penelitian diolah dengan teknik analisis jalur (path analyisis), analisis regresi dan korelasi sederhana, regresi dan korelasi ganda serta korelasi parsial. Untuk menguji keberartian (signifikansi) hasil analisis digunakan uji t dan uji F. Adapun hasil-hasil penelitian adalah sebagai berikut: pertama, terdapat pengaruh positif dan signifikan antara kompensasi (X1) dengan kinerja pegawai (Y) yang dinyatakan dalam bentuk persamaan regresi ŷ = 105,038 + 0,631X1, dengan koefisien korelasi sederhana ry1 = 0,487, dan koefisien korelasi parsial ry1.23 = 0,254 adalah signifikan. Variasi kinerja pegawai yang dapat dijelaskan oleh kompensasi adalah sebesar 23,7 %; kedua, terdapat pengaruh positif dan signifikan antara pengawasan (X2) dengan kinerja pegawai (Y) yang dinyatakan dalam bentuk persamaan regresi ŷ = 75,340 + 0,390X2, dengan koefisien korelasi sederhana ry2 = 0,663, dan koefisien korelasi parsial ry2.13 = 0,553 adalah signifikan. Variasi kinerja pegawai yang dapat dijelaskan oleh pengawasan adalah sebesar 44,0 %; ketiga, terdapat pengaruh positif dan signifikan antara disiplin kerja (X3) dengan kinerja pegawai (Y) yang dinyatakan dalam bentuk persamaan regresi ŷ = 102,515 + 0,613X3, dengan koefisien korelasi sederhana ry3 = 0,426, dan koefisien korelasi parsial ry3.12 = 0,052 adalah tidak signifikan. Variasi kinerja pegawai yang dapat dijelaskan oleh disiplin kerja adalah sebesar 18,1 %; keempat, terdapat pengaruh positif antara kompensasi (X1) melalui pengawasan (X2) terhadap kinerja pegawai (Y) yang dinyatakan dalam koefisien jalur (Pji) sebesar 0,292 dan koefisien korelasi (r12) sebesar 0,433; kelima, terdapat pengaruh positif antara disiplin kerja (X3) melalui pengawasan (X2) terhadap kinerja pegawai (Y) yang dinyatakan dalam koefisien Jalur (Pji) sebesar 0,376 dan koefisien korelasi (r32) sebesar 0,486; keenam, terdapat pengaruh positif antara kompensasi (X1) melalui didiplin kerja (X3) terhadap kinerja pegawai (Y) yang dinyatakan dalam koefisien jalur (Pji) sebesar 0,376 dan koefisien korelasi (r13) sebesar 0,376. ************* The purpose of this research is to study the influence between Compensation, Controlling, and Discipline of Work on Performance of Employees. The research method used was a path analysis method and data analysis by using statistic. The research was carried out at the General Secretariat of the Indonesian House of Representatives (DPR RI).The number of sample was 308 responden selected by the cluster sampling technique and simple random sampling technique.Data collection was carried out by using instruments in the form of questionnaire. The instrument used was arranged on a Likert Scale. The data calibrate used was calculated the validity of items and the coefficient of reliability. The validity of the items was calculated by using correlation coefficient and the coefficient of reliability calculated by the Cronbach Alpha Coefficient. While the data analysis requirements calculated by using population normality (Lilliefors Test) and homogeneity test of variance was carried out with Bartlett Test. The results of instrument analysis test of compensation instrumens was obtained the coefficient of reliability was 0.809, controlling was 0,925, work discipline was 0,871, and employee performance was 0,863. Data analysis uses path analysis, simple correlation, partial correlation, multiple correlation, simple regression and multiple regression. To find out the significance of the correlation coefficient by using t test and F test. Through this research, it can be concluded that there are six positive correlations, they were: first, Compensation with Performance of Employees was Ŷ = 105,038 + 0,631X1 with simple correlation coefficient (ry1) = 0,487 and partial correlation coefficient ry1.23= 0,254 was significant. The coefficient of determination was R2y1= 0,237 which could be interpreted that 23,7% variation Y (employee performance) could be explained by X1 (compensation); second, Controlling with Performance of Employees was Ŷ = 75,340 + 0,390X2 with simple correlation coefficient (ry2) = 0,663 and partial correlation coefficient ry2.13= 0,553 was significant. The coefficient of determination was R2y2= 0,440 which could be interpreted that 44,0% variation Y (employee performance) could be explained by X2 (controlling); third, Discipline of Work with p erformance of Employees wasŶ = 102,515 + 0,613X3 with simple correlation coefficient (ry3) = 0,426 and partial correlation coefficient ry3.12= 0,052 was not significant. The coefficient of determination was R2y3= 0,181 which could be interpreted that 18,1% variation Y (employee performance) could be explained by X3 (discipline of work); fourth, Compensation through Controlling on Performance of Employees was path coefficient (Pji) 0,292with correlation coefficient (r12) = 0,433; fifth, Discipline of Work through Controlling on Performance of Employees was path coefficient (Pji) 0,376 with correlation coefficient (r32) = 0,486; sixth, Compensation through Discipline of Work on Performance of Employees was path coefficient (Pji) 0,376 with correlation coefficient (r13) = 0,376.

Item Type:	Thesis (Doktor)
Additional Information:	1). Prof. Dr. Suparno Eko Widodo, M.Pd. ; 2). Prof. Dr. Bejo Sujanto, M.Pd.
Subjects:	Manajemen > Manajemen Sumber Daya Manusia
Divisions:	PASCASARJANA > S2 Manajemen Pendidikan
Depositing User:	Users 8072 not found.
Date Deposited:	11 Dec 2020 11:56
Last Modified:	11 Dec 2020 11:56
URI:	http://repository.unj.ac.id/id/eprint/11899

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