<> <http://www.w3.org/2000/01/rdf-schema#comment> "The repository administrator has not yet configured an RDF license."^^<http://www.w3.org/2001/XMLSchema#string> . <> <http://xmlns.com/foaf/0.1/primaryTopic> <http://digilib.unila.ac.id/id/eprint/71367> . <http://digilib.unila.ac.id/id/eprint/71367> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://purl.org/ontology/bibo/Thesis> . <http://digilib.unila.ac.id/id/eprint/71367> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://purl.org/ontology/bibo/Article> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/dc/terms/title> "PENGARUH PERSON ORGANIZATION FIT TERHADAP KINERJA\r\nKARYAWAN DENGAN VARIABEL MEDIASI KOMITMEN\r\nORGANISASIONAL"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/ontology/bibo/abstract> "The role of employees in fulfilling the company's strategy is shown through\r\nperformance. How well the performance shown by employees is adjusted to the\r\nstandards set by the company and can be determined by management from the\r\nperformance itself. It is important for companies to carry out a performance\r\nmanagement process and then evaluate employee performance over a certain\r\nperiod of time. So that in the end the performance of an organization depends on\r\nthe performance of its employees. The purpose of this study was to determine the\r\neffect of person organization fit on employee performance as well as an indirect\r\neffect through organizational commitment at PT. Sumber Makmur Adiprayoga,\r\nPT. Synergy Aini Jaya, and PT. Tekniko Indonesia in Bandar Lampung, the\r\nselection of research objects is based on private companies engaged in the supply\r\nof electricity. This study used a quantitative method by distributing questionnaires\r\nin data collection. The research sample was taken from the results of a\r\nquestionnaire on 105 employees. The analysis tool used is path analysis. The\r\nresults of this study support the four hypotheses proposed, namely first, person\r\norganization fit has a positive and significant effect on employee performance.\r\nSecond, person organization fit has a positive and significant effect on\r\norganizational commitment. Third, organizational commitment has a positive and\r\nsignificant effect on employee performance, and fourth, organizational\r\ncommitment mediates the effect of person organization fit on employee\r\nperformance. So companies need to pay more attention to the value of fulfilling\r\nneeds both in terms of wages and work support facilities and infrastructure, besides\r\nthe need for training to improve employee skills and creativity.\r\nKeywords: Person-Organization Fit, Employee Performance, Organizational\r\nCommitment\r\nPeran karyawan dalam memenuhi strategi perusahaan ditunjukkan melalui kinerja.\r\nSeberapa baik kinerja yang ditunjukkan oleh karyawan, disesuaikan dengan\r\nstandar yang telah ditetapkan oleh perusahaan dan dapat ditentukan oleh\r\nmanajemen dari kinerja itu sendiri. Penting bagi perusahaan untuk melakukan\r\nproses manajemen kinerja dan selanjutnya melakukan penilaian kinerja karyawan\r\ndalam periode waktu tertentu. Sehingga pada akhirnya kinerja sebuah organisasi\r\nbergantung kepada kinerja karyawannya. Tujuan penelitian ini untuk mengetahui\r\npengaruh person organization fit terhadap kinerja karyawan serta pengaruh tidak\r\nlangsung melalui komitmen organisasional pada PT. Sumber Makmur Adiprayoga,\r\nPT. Sinergi Aini Jaya, dan PT. Tekniko Indonesia di Bandar Lampung, pemilihan\r\nobjek penelitian didasarkan pada perusahaan swasta yang bergerak dibidang\r\npenyuplai listrik. Penelitian ini menggunakan metode kuantitatif dengan\r\npenyebaran kuesioner dalam pengumpulan data. Sampel penelitian ini diambil dari\r\nhasil kuesioner terhadap karyawan sebanyak 105 orang. Alat analisis yang\r\ndigunakan adalah analisis path (analisis jalur). Hasil penelitian ini mendukung\r\nempat hipotesis yang diajukan, yaitu pertama, person organization fit berpengaruh\r\npositif dan signifikan terhadap kinerja karyawan. Kedua, person organization fit\r\nberpengaruh positif dan signifikan terhadap komitmen organisasional. Ketiga,\r\nkomitmen organisasional berpengaruh positif dan signifikan terhadap kinerja\r\nkaryawan, dan yang keempat komitmen organisasional mediasi pengaruh person\r\norganization fit terhadap kinerja karyawan. Sehingga perlunya perusahaan untuk\r\nlebih memerhatikan nilai pemenuhan kebutuhan baik dari segi upah maupun sarana\r\ndan prasarana pendukung kerja, selain itu perlunya pelatihan untuk meningkatkan\r\nketerampilan dan kreativitas karyawan.\r\nKata kunci: Person-Organization Fit, Kinerja karyawan, Komitmen\r\nOrganizational"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/dc/terms/date> "2022-12-22" . <http://digilib.unila.ac.id/id/document/2140873> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://purl.org/ontology/bibo/Document> . <http://digilib.unila.ac.id/id/document/2140874> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://purl.org/ontology/bibo/Document> . <http://digilib.unila.ac.id/id/document/2140875> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://purl.org/ontology/bibo/Document> . <http://digilib.unila.ac.id/id/org/ext-264de27a1bb785833e0a1cc16dddba80> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://xmlns.com/foaf/0.1/Organization> . <http://digilib.unila.ac.id/id/org/ext-264de27a1bb785833e0a1cc16dddba80> <http://xmlns.com/foaf/0.1/name> "UNIVERSITAS LAMPUNG"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/dc/terms/issuer> <http://digilib.unila.ac.id/id/org/ext-264de27a1bb785833e0a1cc16dddba80> . <http://digilib.unila.ac.id/id/org/ext-23765e37d9ee0f65609bfd0f58115b60> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://xmlns.com/foaf/0.1/Organization> . <http://digilib.unila.ac.id/id/org/ext-23765e37d9ee0f65609bfd0f58115b60> <http://xmlns.com/foaf/0.1/name> "FAKULTAS EKONOMI DAN BISNIS, UNIVERSITAS LAMPUNG"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/org/ext-23765e37d9ee0f65609bfd0f58115b60> <http://purl.org/dc/terms/isPartOf> <http://digilib.unila.ac.id/id/org/ext-264de27a1bb785833e0a1cc16dddba80> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/dc/terms/issuer> <http://digilib.unila.ac.id/id/org/ext-23765e37d9ee0f65609bfd0f58115b60> . <http://digilib.unila.ac.id/id/org/ext-264de27a1bb785833e0a1cc16dddba80> <http://purl.org/dc/terms/hasPart> <http://digilib.unila.ac.id/id/org/ext-23765e37d9ee0f65609bfd0f58115b60> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/ontology/bibo/status> <http://purl.org/ontology/bibo/status/published> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/dc/terms/creator> <http://digilib.unila.ac.id/id/person/ext-2021011040> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/ontology/bibo/authorList> <http://digilib.unila.ac.id/id/eprint/71367#authors> . <http://digilib.unila.ac.id/id/eprint/71367#authors> <http://www.w3.org/1999/02/22-rdf-syntax-ns#_1> <http://digilib.unila.ac.id/id/person/ext-2021011040> . <http://digilib.unila.ac.id/id/person/ext-2021011040> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://xmlns.com/foaf/0.1/Person> . <http://digilib.unila.ac.id/id/person/ext-2021011040> <http://xmlns.com/foaf/0.1/givenName> "Sarah Suciati"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/person/ext-2021011040> <http://xmlns.com/foaf/0.1/familyName> "Audina "^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/person/ext-2021011040> <http://xmlns.com/foaf/0.1/name> "Sarah Suciati Audina "^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/eprint/71367> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://eprints.org/ontology/EPrint> . <http://digilib.unila.ac.id/id/eprint/71367> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://eprints.org/ontology/ThesisEPrint> . <http://digilib.unila.ac.id/id/eprint/71367> <http://purl.org/dc/terms/isPartOf> <http://digilib.unila.ac.id/id/repository> . <http://digilib.unila.ac.id/id/eprint/71367> <http://eprints.org/ontology/hasDocument> <http://digilib.unila.ac.id/id/document/2140873> . <http://digilib.unila.ac.id/id/document/2140873> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://eprints.org/ontology/Document> . <http://digilib.unila.ac.id/id/document/2140873> <http://www.w3.org/2000/01/rdf-schema#label> "PENGARUH PERSON ORGANIZATION FIT TERHADAP KINERJA\r\nKARYAWAN DENGAN VARIABEL MEDIASI KOMITMEN\r\nORGANISASIONAL (File PDF)"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/document/2140873> <http://eprints.org/ontology/hasFile> <http://digilib.unila.ac.id/71367/1/1.%20ABSTRAK-ABSTRACT.pdf> . <http://digilib.unila.ac.id/id/document/2140873> <http://purl.org/dc/terms/hasPart> <http://digilib.unila.ac.id/71367/1/1.%20ABSTRAK-ABSTRACT.pdf> . <http://digilib.unila.ac.id/71367/1/1.%20ABSTRAK-ABSTRACT.pdf> <http://www.w3.org/2000/01/rdf-schema#label> "1. 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TESIS TANPA BAB PEMBAHASAN.pdf"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/eprint/71367> <http://eprints.org/ontology/hasDocument> <http://digilib.unila.ac.id/id/document/2140879> . <http://digilib.unila.ac.id/id/document/2140879> <http://www.w3.org/1999/02/22-rdf-syntax-ns#type> <http://eprints.org/ontology/Document> . <http://digilib.unila.ac.id/id/document/2140879> <http://www.w3.org/2000/01/rdf-schema#label> "PENGARUH PERSON ORGANIZATION FIT TERHADAP KINERJA\r\nKARYAWAN DENGAN VARIABEL MEDIASI KOMITMEN\r\nORGANISASIONAL (Other)"^^<http://www.w3.org/2001/XMLSchema#string> . <http://digilib.unila.ac.id/id/document/2140879> <http://eprints.org/relation/isVersionOf> <http://digilib.unila.ac.id/id/document/2140873> . <http://digilib.unila.ac.id/id/document/2140879> <http://eprints.org/relation/isVolatileVersionOf> <http://digilib.unila.ac.id/id/document/2140873> . <http://digilib.unila.ac.id/id/document/2140879> 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