Agustina Marzuki, Agustina
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PENGARUH DISIPLIN KERJA DAN PENGAWASAN TERHADAP KINERJA KARYAWAN PT. PELABUHAN INDONESIA II (PERSERO) CABANG PALEMBANG fitriana, nina; Marzuki, Agustina
JURNAL KOMPETITIF Vol 1, No 1: Edisi Juli-Desember 2012
Publisher : JURNAL KOMPETITIF

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Abstract

ABSTRACTFormulation of the problem in this study is how the influence of Labor Discipline  and Supervision to Performance of PT. Port of Indonesia II (Persero) Branch Palembang. This case study aims to determine the effect of Labor Discipline and Supervision  of Employee Performance PT. Port of Indonesia II (Persero) Branch Palembang. In this study used probability sampling with a sample of 42 respondents. While the design of this study is the influence of relationship between variables - variables using the survey method is to look at the influence of the independent variables consist of labor discipline (X1), supervision (X2) with the performance dependent variable (Y) PT. Port of Indonesia II (Persero)Branch Palembang. The results showed that the relationship between discipline and supervision work very closely with Employee Performance. The existence of significant influence of labor discipline and supervision of the employee's performance either partially or  simultaneously, Keywords: Labor Discipline, Supervision, Performance
PENGARUH KEPUASAN KERJA, STRES KERJA, DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION PADA HEAD OFFICE PT. THAMRIN BROTHERS PALEMBANG Amri, Ulil; Marzuki, Agustina; Riyanto, Steven
JURNAL KOMPETITIF Vol 6, No 1 (2017): Edisi Januari-Juni
Publisher : UNIVERSITAS TRIDINANTI PALEMBANG

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Abstract

This study aims to determine the effect of Job Satisfaction, Job Stress and Organizational Commitment on Turnover Intention at Head Office PT. Thamrin Brothers Palembang. In this study a total population of 145 people. Based on the calculation formula Slovin, the number of samples obtained in this study as many as 60 people. The samples in this study using Accidental Sampling.From these results simultaneously variable Job Satisfaction, Job Stress and Organizational Commitment jointly affect the Turnover Intention, it can be seen from the Test sig F F where the value of 0.000 <α (0.05). Working in partial satisfaction has a negative and significant effect on Turnover Intention indicated by coefficient - 0,156 and sig t of 0.002 <α (0.05). Variables Job Stress has positive and significant influence on Turnover Intention indicated by the coefficient of 0.161 and sig t of 0.000 <α (0.05) and Organizational Commitment variable has a significant negative influence and partially on Turnover Intention indicated by value coefficient - 0.143 and sig t 0,001 <α (0.05). The correlation coefficient of 0.748 means indicates a very strong relationship and significant. To find out how much influence can be seen from the value of determination R Square of 0, 559. Turnover Intention Variables can be explained or there are significant variables Job Satisfaction, Job Stress and Organizational Commitment, while the rest influenced by other factors not examined. Implementation is an effort to increase job satisfaction, such as giving the opportunity of employees to use their skills and abilities, providing appropriate salary, increase incentives, leaders apply the appropriate style of leadership, maintaining a good relationship between co-workers, and provide promotion policy against employees who achievement. Attempts to lower the Job Stress, such as reducing the workload, providing a longer working time according their work, improve feedback and give authority over the responsibilities of the job. Efforts to improve the Organizations commitment, as is involving employees in the organization, to convince employees to survive, fulfill obligations to the organizations employees.Keywords : Job Satisfaction, Stress Work, Organizational Commitment, Turnover Intention
PENGARUH BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN PADA KOPERASI PATRA SRIWIJAYA PALEMBANG ., Maswah; Marzuki, Agustina; Sari, Resti Ratna
JURNAL KOMPETITIF Vol 7, No 2: Edisi Juli-Desember 2018
Publisher : JURNAL KOMPETITIF

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Abstract

This research basically aims to examine the Effect of Organizational Culture and Organizational Commitment towards Employee Performance at Palembang Patra Sriwijaya Cooperative. The researcher tried to find out how the influence of organizational culture and organizational commitment both in simultaneously and partially on employee performance at the Patra Sriwijaya Cooperative in Palembang. The sample in this study were 35 employees of Palembang Patri Sriwijaya Cooperative, based on the results of answers to questionnaires distributed to employees of the Palembang Sriwijaya Patra Cooperative and then analyzing the data obtained using quantitative data analysis which included validity and reliability tests, tests classical assumptions, multiple regression analysis, hypothetical testing (F test and t test), and analysis of the correlation coefficient (r) and determination coefficient (R2). The results showed the multiple linear regression equation as follows: Y = 5.593 + 0.338 X1 + 0.435 X2 + e, with a determination coefficient of 0.950 or 95% which means that variations in Performance can be explained by Organizational Culture and Organizational Commitment. While the rest of 0.05 (5%) is explained by other factors not examined in this study. Keywords: Organizational Culture, Organizational Commitment, and Performance
PENGARUH GAYA KEPEMIMPINAN, MOTIVASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI KANTOR LURAH LAWANG KIDUL KOTA PALEMBANG ., Salman; Marzuki, Agustina
JURNAL KOMPETITIF Vol 7, No 1: Edisi Januari–Juni 2018
Publisher : JURNAL KOMPETITIF

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Abstract

This study was conducted at the Office of Lawang Kidul urban village of Palembang, the number of employees as many as 31 people and entirely sampled. The result of regression between Leadership (X1), Motivation (X2) and Discipline (X3) to Performance (Y) variable is 20,782, stated that if there is no increase of Leadership (X1), Motivation (X2) and variable Discipline (X3) on Performance (Y) then the value of performance of 20.782. The regression coefficient of 0.319, 0.185 and 0.202 states that each addition of a score of Leadership (X1), Motivation (X2) and Discipline (X3) variables will give a score increase of 0.319, 0.185 and 0.202 for Performance (Y) so that the form of multiple regression equation are as follows : Y = 20.782 + 0.319 X1 + 0.185 X2 + 0.202 X3. Correlation between variables Leadership (X1), variable Motivation (X2) variable Discipline (X3) with variable Performance (Y) obtained R value of 0.628. The acquisition value of correlation coefficient (R) means that if the Leadership variable (X1), Motivation Variable (X2) and Discipline variable (X3) have a very close relationship to Performance (Y). Coefficient of determination equal to 0,394 or 39,4%. Coefficient of determination used to know the percentage of influence of independent variables (Predictors) to changes in the dependent variable. From the processed processed data obtained value of determinant coefficient of 0.394. This means that the contribution of leadership variables, motivation and discipline to performance variables is 39.4% while the remaining 60.6% is influenced by other variables not examined in this study. Keywords: Leadership style, Motivation and work discipline
PENGARUH KEPUASAN KERJA, STRES KERJA, DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION PADA HEAD OFFICE PT. THAMRIN BROTHERS PALEMBANG Amri, Ulil; Marzuki, Agustina; Riyanto, Steven
JURNAL KOMPETITIF Vol 6, No 1: Edisi Januari–Juni 2017
Publisher : JURNAL KOMPETITIF

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Abstract

This study aims to determine the effect of Job Satisfaction, Job Stress and Organizational Commitment on Turnover Intention at Head Office PT. Thamrin Brothers Palembang. In this study a total population of 145 people. Based on the calculation formula Slovin, the number of samples obtained in this study as many as 60 people. The samples in this study using Accidental Sampling.From these results simultaneously variable Job Satisfaction, Job Stress and Organizational Commitment jointly affect the Turnover Intention, it can be seen from the Test sig F F where the value of 0.000 <α (0.05). Working in partial satisfaction has a negative and significant effect on Turnover Intention indicated by coefficient - 0,156 and sig t of 0.002 <α (0.05). Variables Job Stress has positive and significant influence on Turnover Intention indicated by the coefficient of 0.161 and sig t of 0.000 <α (0.05) and Organizational Commitment variable has a significant negative influence and partially on Turnover Intention indicated by value coefficient - 0.143 and sig t 0,001 <α (0.05). The correlation coefficient of 0.748 means indicates a very strong relationship and significant. To find out how much influence can be seen from the value of determination R Square of 0, 559. Turnover Intention Variables can be explained or there are significant variables Job Satisfaction, Job Stress and Organizational Commitment, while the rest influenced by other factors not examined. Implementation is an effort to increase job satisfaction, such as giving the opportunity of employees to use their skills and abilities, providing appropriate salary, increase incentives, leaders apply the appropriate style of leadership, maintaining a good relationship between co-workers, and provide promotion policy against employees who achievement. Attempts to lower the Job Stress, such as reducing the workload, providing a longer working time according their work, improve feedback and give authority over the responsibilities of the job. Efforts to improve the Organization's commitment, as is involving employees in the organization, to convince employees to survive, fulfill obligations to the organization's employees. Keywords : Job Satisfaction, Stress Work, Organizational Commitment, Turnover Intention