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Pengaruh Gaya Kepemimpinan dan Motivasi terhadap Kinerja pada Karyawan PT Gotion Green Energy Solution Indonesia Tahun 2024

30 Oktober 2024   06:00 Diperbarui: 23 November 2024   13:43 187
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2. Terdapat pengaruh antara variabel pengembangan karir terhadap kepuasan kerja karyawan sebesar 4,895 > ttabel = 2,01 dengan nilai signifikan = 0,000 < a = 0,05 sehingga (signifikan). Jadi hipotesis 2 (H2) yang menyatakan bahwa terdapat pengaruh variabel pengembangan karir terhadap kepuasan kerja pegawai di Babinminvetcaddam IV/Diponegoro Semarang terbukti. 

Terdapat pengaruh antara variabel budaya organisasi terhadap kepuasan kerja pegawai sebesar 3,824 > t tabel = 2,01 dengan nilai signifikan = 0,000 < a = 0,05 sehingga signifikan. sehingga hipotesis 3 (H3) yang menyatakan ada pengaruh budaya organisasi terhadap kepuasan kerja pegawai di Babinminvetcaddam IV/Diponegoro Semarang terbukti. 

Implikasi kebijakan yang disarankan adalah karyawan harus dapat melakukan budaya organisasi yang telah diterapkan dalam organisasi sejak awal, dari pembahasan budaya organisasi, karyawan kurang mentaati peraturan perusahaan dan kedisiplinan waktu harus dilakukan agar tugas-tugas yang dikerjakan oleh karyawan dapat diselesaikan dengan baik. 

4. Terdapat pengaruh antara variabel kepuasan kerja terhadap kinerja karyawan thitung = 7.646 > ttabel = 2.01 dengan nilai signifikan = 0.000 < a = 0.05 sehingga signifikan. Jadi, hipotesis 4 (H4) yang menyatakan bahwa terdapat pengaruh variabel kepuasan kerja terhadap prestasi kerja pegawai di Babinminvetcaddam IV/Diponegoro terbukti. 

Babinminvetcaddam IV / Diponegoro is one of the government agencies trying to serve the community, employee performance will increase if employee work motivation is high, employee career development and organizational culture support employee performance. 

The results showed that there was an influence between work motivation on employee job satisfaction, namely t count = 4.317> t table = 2.01 with a significant value = 0.000 < a = 0.05. So (significant) so that hypothesis 1 (H1) which states that there is an influence of work motivation variables on job satisfaction in Babinminvetcaddam IV / Diponegoro is proven. 

For this reason, it is necessary to make efforts to maintain and increase employee motivation by leading and creating communication and giving awards to employees who excel and have good performance. 2. There is an influence between career development variables on employee job satisfaction of 4.895> t table = 2.01 with a significant value = 0.000 < a = 0.05 so (significant). 

So hypothesis 2 (H2) which states that there is an influence of career development variables on employee job satisfaction in Babinminvetcaddam IV / Diponegoro Semarang is proven. There is an influence between organizational culture variables on employee job satisfaction of 3.824> t table = 2.01 with a significant value = 0.000 < a = 0.05 so that it is significant. 

So hypothesis 3 (H3) which states that there is an influence of organizational culture on employee job satisfaction at Babinminvetcaddam IV / Diponegoro Semarang is proven. The suggested policy implication is that employees must be able to carry out the organizational culture that has been applied in the organization since the beginning, from the discussion of organizational culture, employees are less obedient to company regulations and time discipline must be carried out so that the tasks carried out by employees can be completed properly. 

4. There is an influence between job satisfaction variables on employee performance tcount = 7.646> ttable = 2.01 with a significant value = 0.000 < a = 0.05 so it is significant. So hypothesis 4 (H4) which states that there is an influence of job satisfaction variables on employee performance at Babinminvetcaddam IV / Diponegoro is proven.

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