EFFECT OF LEADERSHIP AND MOTIVATION PERFORMANCE EDUCATION PERSONNEL FACULTY OF ENGINEERING UNIVERSITY OF LAMPUNG

M. Idrus, IDA ROPAIDA I.S. (2013) EFFECT OF LEADERSHIP AND MOTIVATION PERFORMANCE EDUCATION PERSONNEL FACULTY OF ENGINEERING UNIVERSITY OF LAMPUNG. Masters thesis, Universitas Lampung.

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2. ABSTRAK.pdf

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3. LEMBAR PERNYATAAN.pdf

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Abstrak

Any organization that wants to be able to take advantage of advanced Human Resources (HR), adjustments should be made, the direction and utilization of each employee as workers in an organization that carried out by the leader. Leaders through leadership can provide motivation to the subordinates. If the employee needs are met the employee will work to its full potential which eventually will lead to improved performance. Objectives and performance targets set rooted in the vision, mission and strategic rencena an organization. Based on the background of the formulated problem: Does the leadership and motivation along the same effect on the performance of staff's Faculty of Engineering, University of Lampung, as well as leadership, motivation also affects the performance of educational staff in the Faculty of Engineering, University of Lampung. The hypothesis is proposed: Leadership and motivation of a positive effect on performance improvement staff's Faculty of Engineering, University of Lampung, and Leadership, motivation, positive influence on performance improvement staff's Faculty of Engineering, University of Lampung. Hypothesis testing results influence the performance of staff's Leadership School of Engineering, pointed out that with 95% confidence level and degrees of freedom of 77, tcalculated value 13.786 was obtained significance value of 0.000 under the specified alpha five percent. This means that statistically we can say that met to regroup effect on educational performance, especially Labour leader providing full attention for the work delegated, the leader has a great sense of responsibility towards the Faculty of lead. Subsequent effect on the performance of staff's motivation, the results of hypothesis testing showed that with 95% confidence level and degrees of freedom of 77, t-value of 2.677 was calculated significance values obtained under a set of five percent alpha. means no significant effect of motivation on the performance of educational personnel. This means that statistically we can say that the more positive motivation (other than the additional salary, house, awards, work relationships between employees, the workplace is safe and comfortable, Position of work, and career development), then the more positive the staff's performance. Motivation for the regression coefficient 0.189, this means that if the response to the performance of staff's motivation to rise by one-unit, then the performance of educational personnel for single-unit 0.728 assuming the staff's response to the other independent variables remain. Leader of the suggestions the authors are expected to delegate to subordinates went well, and more listening to the aspirations of the bottom (button up), and it provides a motivation that is an increase in welfare by taking into account the needs of the respondent so do not delay in completing work tasks, to work in accordance with the basic tasks and function. Setiap organisasi yang ingin maju harus mampu memanfaatkan Sumber Daya Manusia (SDM), maka perlu adanya pengaturan, pengarahan dan pendayagunaan setiap karyawan sebagai tenaga kerja dalam suatu organisasi yang dilaksanakan oleh pemimpin. Pemimpin melalui kepemimpinannya dapat memberi motivasi terhadap bawahannya. Jika kebutuhan karyawan terpenuhi maka karyawan akan bekerja secara maksimal yang akhirnya akan menuju peningkatan kinerja. Tujuan dan sasaran kinerja disusun bersumber pada visi, misi, dan rencena strategis suatu organisasi. Berdasarkan latar belakang maka dirumuskan permasalahan: Apakah kepemimpinan dan motivasi secara bersama sama berpengaruh terhadap kinerja tenaga kependidikan Fakultas Teknik Universitas Lampung, serta Kepemimpinan, motivasi juga berpengaruh terhadap kinerja tenaga kependidikan di Fakultas Teknik Universitas Lampung. Adapun Hipotesis yang diajukan : Kepemimpinan dan motivasi berpengaruh positif terhadap peningkatan kinerja tenaga kependidikan Fakultas Teknik Universitas Lampung, dan Kepemimpinan, motivasi berpengaruh positif terhadap peningkatan kinerja tenaga kependidikan Fakultas Teknik Universitas Lampung. Hasil Pengujian hipotesis Pengaruh Kepemimpinan terhadap kinerja tenaga kependidikan Fakultas Teknik, menunjukkan bahwa dengan tingkat kepercayaan 95 % dan derajat kebebasan sebesar 77, nilai t-hitung 13,786 ternyata diperoleh nilai signifikansinya sebesar 0,000 di bawah alpha yang ditetapkan lima persen. Ini berarti secara statistik dapat dikatakan bahwa kepempimpinan berpengaruh terhadap Kinerja Tenaga kependidikan terutama Pemimpin memberikan perhatian yang penuh atas pekerjaan yang didelegasikan, Pemimpin mempunyai rasa tanggung jawab yang besar terhadap Fakultas yang dipimpinnya. Selanjutnya Pengaruh motivasi terhadap kinerja tenaga kependidikan, hasil pengujian hipotesis menunjukkan bahwa dengan tingkat kepercayaan 95 % dan derajat kebebasan sebesar 77, nilai t-hitung 2,677 ternyata diperoleh nilai signifikansinya di bawah alpha yang ditetapkan lima persen. berarti ada pengaruh yang nyata antara motivasi terhadap kinerja tenaga kependidikan. Ini berarti secara statistik dapat dikatakan bahwa semakin positif motivasi (tambahan lain diluar gaji, rumah, penghargaan, hubungan kerja antar pegawai, tempat kerja yang aman dan nyaman, Jabatan pekerjaan, dan pengembangan karir), maka semakin positif kinerja tenaga kependidikan. Koefisien regresi motivasi sebesar 0,189, ini berarti apabila tanggapan motivasi terhadap kinerja tenaga kependidikan naik sebesar satusatuan, maka kinerja tenaga kependidikan sebesar 0,728 satu-satuan dengan asumsi tanggapan tenaga kependidikan pada variabel bebas lainnya tetap. Saran penulis diharapkan Pemimpin dalam pendelegasian tugas terhadap bawahan berjalan dengan baik, dan lebih banyak mendengarkan aspirasi dari bawah (button up), serta diberikannya suatu motivasi yaitu peningkatan kesejahteraan dengan memperhatikan kebutuhan responden sehingga dalam menyelesaikan tugas tidak menunda pekerjaan, agar bekerja sesuai dengan tugas pokok dan fungsinya.

Tipe Karya Ilmiah: Tesis (Masters)
Subyek: H Ilmu Sosial = Social Sciences > HD Industries. Land use. Labor
H Ilmu Sosial = Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management
Program Studi: Fakultas Ekonomi dan Bisnis > Magister Manajemen S2
Depositing User: Robidin
Date Deposited: 03 Mar 2014 07:45
Last Modified: 03 Apr 2018 03:22
URI: http://digilib.unila.ac.id/id/eprint/1276

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