Hubungan motivasi kerja dengan kinerja pegawai pada unit pelaksana teknis dinas perhubungan propinsi dki jakarta
| Main Author: | Marjani, . |
|---|---|
| Format: | Thesis NonPeerReviewed Book |
| Bahasa: | ind |
| Terbitan: |
, 2005
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| Subjects: | |
| Online Access: |
http://repository.sb.ipb.ac.id/2727/3/5EK-01-Marjani-Cover.pdf http://repository.sb.ipb.ac.id/2727/1/5EK-02-Marjani-Abstract.pdf http://repository.sb.ipb.ac.id/2727/2/5EK-03-Marjani-Ringkasan.pdf http://repository.sb.ipb.ac.id/2727/4/5EK-04-Marjani-Daftarisi.pdf http://repository.sb.ipb.ac.id/2727/5/5EK-05-Marjani-Pendahuluan.pdf http://repository.sb.ipb.ac.id/2727/ |
Daftar Isi:
- The purpose of this study was to analyze the relationship between civil servant motivation and performance at Technical Unit of Transportation Office DKI Jakarta Province. The data were collected from civil servant at Technical Unit consisting 93 staff and 16 eselon IV. Sortation, tabulation and statistical crosstabs and rank spearman correlation were used to analyze the data. The result showed that the civil servant motivation and performance condition at Technical Unit is moderate. The condition of civil servant motivation was measured by staff and eselon IV perception of goal achievement. The condition of civil servant performance was measured by staff and eselon IV perception about prestation notes, hope achievement, productivity, creative or innovative and job understanding, efficiency, personal development,and effectiveness. There are relationship between civil servant motivation and performance condition with motivation and performance factors. There are seven motivator factors and twelve hygiene factors. The motivator factors are recognition, the work itself, responsibility, career, opportunity of personal development, opportunity to perform, and opportunity for training. The hygiene factors are organization administrative and policy, supervision, the relation of supervisor, working condition, social economic reward, the relation with collegue, personal living, the relation of subordinates, status, security, the employee creativity for exceed any problems, and old-age security. There are thirteen performance factors. There are wages and incentive system, reward and punishment system, leadership qualities, training, standard of performance, performance appraisal, programs, working culture, establishment, communication, performance evaluation, and career. The managerial implication of this study result recommendation for efforts to improve civil servant motivation and performance. This study give priority to improve the work itself and incentive factors.