LINGKUNGAN KERJA, BUDAYA ORGANISASI DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI SMP ISLAM TERPADU PERMATA HATI BANJARNEGARA
Main Article Content
Abstract
ABSTRACT
Every company needs an organization. Important factors that can affect the performance of these employees can be a work problem, work environment and work culture of the workplace. This study aims to determine whether the work environment, cultural organization, and workload are related to the performance of employees at SMP IT Permata Hati Banjarnegara. This study uses quantitative by collecting primary data obtained by requesting questionnaires to employees. The population data used is the population of individuals and teachers of SMP IT Permata Hati Banjarnegara numbering 40 people with the sample used is a saturated sample so that the total number of research samples is there. The results showed a positive and significant work environment on the performance of SMP IT Permata Hati Banjarnegara. Organizational Culture does not have a positive and significant effect on the performance of SMP IT Permata Hati Banjarnegara. Positive and significant workload on the performance of employees at SMP IT Permata Hati Banjarnegara. The work environment, organizational culture and workload have a significant influence on employee performance.
Article Details
Retained Rights/Terms and Conditions of Publication
1. As an author you (or your employer or institution) may do the following:
- make copies (print or electronic) of the article for your own personal use, including for your own classroom teaching use;
- make copies and distribute such copies (including through e-mail) of the article to research colleagues, for the personal use by such colleagues (but not commercially or systematically, e.g. via an e-mail list or list server);
- present the article at a meeting or conference and to distribute copies of the article to the delegates attending such meeting;
- for your employer, if the article is a ‘work for hire’, made within the scope of your employment, your employer may use all or part of the information in the article for other intra-company use (e.g. training);
- retain patent and trademark rights and rights to any process, procedure, or article of manufacture described in the article;
- include the article in full or in part in a thesis or dissertation (provided that this is not to be published commercially);
- use the article or any part thereof in a printed compilation of your works, such as collected writings or lecture notes (subsequent to publication of the article in the journal); and prepare other derivative works, to extend the article into book-length form, or to otherwise re-use portions or excerpts in other works, with full acknowledgement of its original publication in the journal;
- may reproduce or authorize others to reproduce the article, material extracted from the article, or derivative works for the author’s personal use or for company use, provided that the source and the copyright notice are indicated, the copies are not used in any way that implies RCEPM-LIPI endorsement of a product or service of any employer, and the copies themselves are not offered for sale.
All copies, print or electronic, or other use of the paper or article must include the appropriate bibliographic citation for the article’s publication in the journal.
2. Requests from third parties
Although authors are permitted to re-use all or portions of the article in other works, this does not include granting third-party requests for reprinting, republishing, or other types of re-use. Requests for all uses not included above, including the authorization of third parties to reproduce or otherwise use all or part of the article (including figures and tables), should be referred to RCEPM-LIPI by going to our website athttp://telimek.lipi.go.id.
3. Author Online Use
- Personal Servers. Authors and/or their employers shall have the right to post the accepted version of articles pre-print version of the article, or revised personal version of the final text of the article (to reflect changes made in the peer review and editing process) on their own personal servers or the servers of their institutions or employers without permission from RCEPM-LIPI, provided that the posted version includes a prominently displayed RCEPM-LIPI copyright notice and, when published, a full citation to the original publication, including a link to the article abstract in the journal homepage. Authors shall not post the final, published versions of their papers;
- Classroom or Internal Training Use. An author is expressly permitted to post any portion of the accepted version of his/her own articles on the author’s personal web site or the servers of the author’s institution or company in connection with the author’s teaching, training, or work responsibilities, provided that the appropriate copyright, credit, and reuse notices appear prominently with the posted material. Examples of permitted uses are lecture materials, course packs, e-reserves, conference presentations, or in-house training courses;
- Electronic Preprints. Before submitting an article to an MEV Journal, authors frequently post their manuscripts to their own web site, their employer’s site, or to another server that invites constructive comment from colleagues. Upon submission of an article to MEV Journal, an author is required to transfer copyright in the article to RCEPM-LIPI, and the author must update any previously posted version of the article with a prominently displayed RCEPM-LIPI copyright notice. Upon publication of an article by the RCEPM-LIPI, the author must replace any previously posted electronic versions of the article with either (1) the full citation to the work with a Digital Object Identifier (DOI) or link to the article abstract in MEV journal homepage, or (2) the accepted version only (not the final, published version), including the RCEPM-LIPI copyright notice and full citation, with a link to the final, published article in journal homepage.
4. Articles in Press (AiP) service
RCEPM-LIPI may choose to publish an abstract or portions of the paper before we publish it in the journal. Please contact our Production department immediately if you do not want us to make any such prior publication for any reason, including disclosure of a patentable invention.
5. Author/Employer Rights
If you are employed and prepared the article on a subject within the scope of your employment, the copyright in the article belongs to your employer as a work-for-hire. In that case, RCEPM-LIPI assumes that when you sign this Form, you are authorized to do so by your employer and that your employer has consented to the transfer of copyright, to the representation and warranty of publication rights, and to all other terms and conditions of this Form. If such authorization and consent has not been given to you, an authorized representative of your employer should sign this Form as the Author.
6. RCEPM-LIPI Copyright Ownership
It is the formal policy of RCEPM-LIPI to own the copyrights to all copyrightable material in its technical publications and to the individual contributions contained therein, in order to protect the interests of the RCEPM-LIPI, its authors and their employers, and, at the same time, to facilitate the appropriate re-use of this material by others. RCEPM-LIPI distributes its technical publications throughout the world and does so by various means such as hard copy, microfiche, microfilm, and electronic media. It also abstracts and may translate its publications, and articles contained therein, for inclusion in various compendiums, collective works, databases and similar publications
References
Agripa, T. Sitepu. 2013. Beban Kerja dan Motivasi Pengaruhnya Terhadap Kinerja Karyawan Pada PT. Bank Tabungan Negara TBK Cabang Manado. Jurnal EMBA. Vol.1 No.4 1123-1133
Ahwad, Alharbi Mohammad, M.S. Alyahya. 2013. Impact of Organizational Culture on Employee Performance. International Review of Management and Business Research. Vol. 2 No.1 168-175
Anggit, A. 2014. Pengaruh Stres Kerja dan Beban Kerja Terhadap Kinerja Karyawan PDAM Surabaya. Jurnal Ilmu dan Riset Manajemen. Vol. 3 No. 7.
Anton Respati Pamungkas. 2013. Pengaruh Budaya Organisasi Dan Kompensasi Terhadap Kepuasan Kerja Dan Kinerja Pegawai STMIK Adi Unggul Bhirawa (AUB) Surakarta. Jurnal of Marketing and Commerce. Vol.1 No. 2
Ardana, I Komang, dkk. 2012. Manajemen Sumber Daya Manusia. Yogyakarta: Graha Ilmu
Arianto, D.A.N. 2013. Pengaruh Kedisiplinan, Lingkungan Kerja dan Budaya Kerja Terhadap Kinerja Tenaga Pengajar. Jurnal Economica. Vol. 9. No. 2. hlm 191-200
Baiquni dan Prihatini. 2016. Pengaruh Budaya Organisasi dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada PT. Warta Media Nusantara Tribun Jateng. JIAB Vol. 5 No. 3
Bastian, Indra. 2013. Akuntansi Sektor Publik Suatu Pengantar Edisi Ketiga. Jakarta: Erlangga
Bernardin, H. John, and Joyce Russel. 2013. Human Resources Management; An Experimental Approach. USA: Mc.Grawhill. Inc.
Dessler, Gary. 2015. Manajemen Sumber Daya Manusia. Jakarta: Salemba Empat.
Dhermawan .2012. Pengaruh motivasi, lingkungan kerja, kompetensi dan kompensasi terhadap kepuasan dan kinerja pegawai di koperasi pegawai republik indonesia. Jurnal Manajemen, Strategi Bisnis, dan Kewirausahaan Vol. 6, No. 2
Edison, Emron dkk. 2017. Manajemen Sumber Daya Manusia. Bandung: Penerbit Alfabeta.
Erlina; Sirojuzilam; Rasdianto. 2012. Penganggaran dan Akuntansi Keuangan Daerah. Universitas Sumatera Utara Press
Faridah, N., Anisatun. 2019. Pengaruh Motivasi Kerja, Gaya Kepemimpinan, Budaya Organisasi dan Locus of Control Terhadap Kinerja Karyawan Sektor Publik. Yogyakarta: Universitas Islam Indonesia
Ghozali, Imam. 2013. Apkikasi Analisis Multivariate dengan Program IBM SPSS. Semarang : Badan Penerbitan Universitas Diponegoro.
Hakim, A. 2015. Effect of Organizational Culture, Organizational Commitment to Performance: Study in Hospital of District South Konawe of Southeast Sulawesi. The International Journal of Engineering and Science (IJES), Vol.4, No.5, pp.33-41.
Handoko, T. Hani. 2011. Manajemen Personalia dan Sumberdaya Manusia. Yogyakarta: Penerbit BPFE.
Hasibuan, Malayu S.P. 2016. Manajemen Sumber Daya Manusia. Jakarta: Bumi Aksara.
Jatiningrum, C.D, Musadieq, M.A, Prasetya, A. 2016. Pengaruh Budaya Organisasi, Motivasi dan Kemampuan Terhadap Kinerja (Studi Pada Karyawan dan Agen PT. Asuransi Jiwasraya Branch Office Malang). Jurnal Administrasi Bisnis (JAB). Vol. 39 No.1. hlm 117-124
Luthans, Fred. 2011. Perilaku Organisasi (terj.), Edisi 10. Yogyakarta: Andi Offset
Mangkuprawira. 2013. Manajemen Sumber Daya Manusia Strategik. Jakarta: Penerbit Ghalia.
Mangkunegara, Anwar Prabu. 2014. Manajemen Sumber Daya Manusia. Bandung: PT. Remaja Rosdakarya.
Muhammad, Adolfina, dan Lumintang. 2016. Pengaruh Lingkungan Kerja, Kompensasi dan Beban Kerja Terhadap Kinerja Karyawan Pada Dinas Pendapatan Daerah Kota Manado. Jurnal EMBA. Vol. 4 No.1 hlm 045-055.
Munandar. 2001. Psikologi Industry dan Organisasi. Universitas Indonesia, Jakarta.
Muzammil, Aidil. 2014. Analisis Lingkungan Kerja dan Beban Kerja Terhadap Kinerja Karyawan. Jurnal Ilmu Ekonomi dan Bisnis.
Pratama, Himawan Aditya. 2019. Pengaruh Lingkungan Kerja Fisik dan Non Fisik Terhadap Kebosanan Kerja Karyawan di Akademi Maritim Yogyakarta (AMY). Jurnal Majalah Ilmiah Bahari Jogja. Vol. 17 No.2 Juli 2019 Hal 23-83
Rahmawati, Nela Prima. 2014. Pengaruh lingkungan kerja terhadap kinerja pegawai studi pada pusat koperasi pegawai Republik Indonesia di Kota Malang. Jurnal Universitas Gajayana Malang.
Robbins, Stephen P. 2012. Perilaku Organisasi. Alih Bahasa oleh: Benyamin Molan. Cetakan I. Indonesia: PT.Indeks.
Sedarmayanti. 2011. Membangun Dan Mengembangkan Kepemimpinan Serta Meningkatkan Kinerja Untuk Meraih Keberhasilan. Bandung: Refika Aditama.
Shah, et al. 2011. Workload and performance of employees. Interdisciplinary Journal of Contemporary Research in Business. Vol.5 No.3. 256-267.
Siagian, S.P. 2002. Kiat Meningkatkan Produktivitas Kerja. Jakarta: Rineka Cipta.
Sidanti, H. 2015. Pengaruh Lingkungan Kerja, Disiplin Kerja dan Motivasi Kerja Terhadap Kinerja Pegawai Negeri Sipil di Sekretariat DPRD Kabupaten Madiun. Jurnal JIBEKA, 9(1), 44-48.
Singarimbun, Masri & Sofian Effendi. 1995. Metode Penelitian Survai. Jakarta : LP3ES
Siregar, S. 2013. Metodologi Penelitian Kuantitatif. Jakarta: Kencana.
Sofyan, Diana Khairani. 2013. Pengaruh Lingkungan Kerja Terhadap Kinerja Kerja Pegawai Bappeda. Malikussaleh Industrial Engineering Journal Vol.2 No. 1 Hal 18-23.
Srimulyani, V. Agustini. 2013. Pengaruh Motivasi Terhadap Kinerja Pegawai dengan Variabel Pemediasi Kepuasan Kerja Pada PDAM Kota Madiun. Jurnal Riset Manajemen dan Akuntansi. Vol. 1 No.1
Sugiyono. 2012. Metode Penelitian Kombinsasi. Bandung: Alfabeta.
Sugiyono. 2013. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Susilaningsih, Nur. 2013. Pengaruh kepemimpinan, Disiplin, Motivasi, Pengawasan dan Lingkungan Kerja Terhadap Kinerja Pegawai (studi pada Badan Perencanaan Pembangunan Daerah Kabupaten Wonogiri). Journal Excellent. Vol. 1. Hal.3
Sutrisno, Edy. 2010. Manajemen Sumber Daya Manusia. Jakarta: Kencana.
Syauta, J H. et al. 2012. The Influence of Organizational Culture, Organizational Commitment to Job Satisfaction and Employee Performance (Study at Municipal Waterworks of Jayapura, Papua Indonesia). International Journal of Business and Management Invention. Vol.1, No.1, pp.69-76.
Taurisia dan Ratnawati. 2012. Analisis Pengaruh Budaya Organisasi dan Kepuasan Kerja Terhadap Komitmen Organisasional dalam Meningkatkan Kinerja Karyawan Studi pada PT. Sidomuncul Kaligawe Semarang. Jurnal Bisnis dan Ekonomi. Vol. 19 No. 2 hlm 1700-187.
Trisnaningsih. 2007. Independensi Auditor dan Komitmen Organisasi sebagai Mediasi Pengaruh Pemahaman Good Governance, Gaya Kepemempinan dan Budaya Organisasi Terhadap Kinerja Auditor. Simposium Nasional Akuntansi X.
Wibowo. 2011. Manajemen Kinerja. Jakarta: PT Rajagrafindo Persada.
Wibowo. 2013. Budaya Organisasi. Jakarta : Rajawali Pers
Yasa dan Utama .2014. pengaruh kompensasi dan lingkungan kerja terhadap kepuasan kerja dan kinerja karyawan pada Karma Jibaran. e-Jurnal Manajemen. Vol. 3. No.3