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Analisis Faktor-Faktor Yang Mempengaruhi Kinerja Pegawai Pada Kantor Sekretariat Daerah Kabupaten Kayong Utara

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Analisis Faktor-Faktor Yang Mempengaruhi Kinerja Pegawai Pada Kantor Sekretariat Daerah Kabupaten Kayong Utara Jurnal Ilmiah Aset, September 2019, hal. 115-122 Vol. 21 No. 2 p-ISSN 1693-928X e-ISSN 2685-9629 Analisis Faktor-Faktor yang Mempengaruhi Kinerja Pegawai pada Kantor Sekretariat Daerah Kabupaten Kayong Utara RAFIANSYAH MONIKA PUTERI Sekolah Tinggi Ilmu Ekonomi Boedi Utomo Jl. Ampera No.GG 1-2, Pontianak Email : [email protected] Diterima 8 Agustus 2019; disetujui 27 Agustus 2019 Abstract: The development and progress of a government agency such as the Office of the Secretariat of the North Kayong Regency area is determined by the Agency in the management’s ability to fulfil the tasks and functions in accordance with the objectives of the organization. For that then the District Secretariat Office of Ketapang in task and function management requires the ability to harness all resources. One element of management or an important resource is human resources. From this fact then the Office of the Secretariat of the Regional District of North Kayong must be able to demonstrate excellence in the face of any changes through good performance. Therefore the Office of the Secretariat of the North Kayong Regency Areas should pay attention to how keep working to improve his performance. For that then the Office of the Secretariat of the Regional District of North Kayong should first find out what factors can affect the performance of the employee. This research uses research by using descriptive method. Population of 85 employees, samples taken 50% or as much as 43 people Purposive Sampling method with the respondent. Linear regression analysis tool uses multiple. F test can be concluded that the factor rewards, social security, skills, facilities and infrastructure, physical, kepribadiaan, attitude and appreciation in the real effect on performance clerk at the Office of the Secretariat of the North Kayong Regency Area. From the results it can be concluded that the t-test rewards, social security, physical, skills, attitude and appreciation of the real effect on performance. While the factor means/ tools and personality partially in this study do not affect real on performance clerk North Kayong Regency Regional Secretariat. Keywords: Remuneration, Social Security, Skills, Facilities and Infrastructure, Physical, Personality, Attitude, The Rewards and Performance. PENDAHULUAN sebagai suatu proses, (2) manajemen sebagai kolektivitas orang-orang yang melakukan aktivitas Perkembangan dan kemajuan suatu instansi manajemen dan (3) manajemen sebagai suatu seni pemerintah seperti Sekretariat Daerah Kabupaten dan sebagai suatu ilmu. Sedangkan untuk mencapai Kayong Utara banyak ditentukan oleh kemampuan tujuan yang telah ditetapkan maka manajemen akan manajemen instansi tersebut dalam menunaikan menggunakan sumber daya atau unsur-unsur dalam tugas dan fungsinya sesuai dengan tujuan organisasi. manajemen yang disebut “Enam M”, yaitu man Menurut Handoko (1998:58), manajemen (manusia), money (uang), material (bahan), mengandung tiga pengertian, yaitu (1) manajemen machine (mesin), methods (metode), dan markets 116 RAFIANSYAH Jurnal Ilmiah Aset (pasar). human or otherwise’ yang mengandung makna Untuk itu maka Sekretariat Daerah Kabupaten bahwa prestasi kerja merupakan hasil atau keluaran Kayong Utara dalam mengemban tugas dan dari suatu proses (outcomes). Pengertian tersebut fungsinya memerlukan kemampuan manajemen menunjukkan bahwa prestasi kerja memiliki untuk mendayagunakan segala sumberdaya yang hubungan yang erat dengan hasil kerja yang bersifat dimiliki. Salah satu unsur manajemen atau sumber konkrit, dapat diamati, dan dapat diukur kualitas daya yang penting ialah Sumber Daya Manusia atau kuantitasnya. Robbins (1996) mengemukakan (SDM). Oleh karena itu dalam upaya meningkatkan bahwa prestasi kerja merupakan hasil evaluasi kinerja organisasi diperlukan manajemen sumber terhadap pekerjaan yang dilakukan dibandingkan daya manusia yang baik guna mengelola sumber dengan kriteria yang telah ditetapkan. daya manusia yang ada dalam organisasi itu. Oleh Mangkunegara (2000) menyatakan bahwa karena itu peran Pemerintah dalam mewujudkan penilaian prestasi kerja adalah suatu proses yang tujuan tersebut di atas harus berupaya mendapatkan, digunakan untuk menentukan apakah seorang menggunakan, mengembangkan, mengevaluasi dan pegawai telah melakukan pekerjaanya sesuai memelihara kualitas pegawai dan suasana kerja dengan tujuan yang dimaksudkan atau mencapai yang baik sehingga pegawai dapat menunjukkan target sasaran yang diajukan. Werther dan Davis kinerja yang baik untuk mewujudkan tujuan (1993) mengemukakan bahwa “Performance organisasi. apraisal is the procces by wich organization Sekretariat Daerah Kabupaten Kayong Utara evaluate job preformance. When done correctly, sebagai salah satu instansi pemerintah yang melak- employees, their supervisor, the human resources sanakan tugas dan kewajiban membantu Bupati departemen and ultimately the organization all dalam menyusun kebijakan dan mengkoordinasikan benefit”. Penilaian prestasi kerja jika dilakukan Dinas Daerah dan Lembaga Teknis Daerah serta dengan baik akan menguntungkan perusahaan. melaksanakan tugas sesuai pentunjuk Peraturan Bernadin & Rusel dalam menyatakan bahwa Perundang Undangan yang berlaku, dimana ini akan “Penilaian prestasi kerja adalah cara mengukur tercermin dari kinerja setiap pegawainya. kontribusi individu (karyawan) kepada organisasi Peningkatan kinerja pegawai Sekretariat Daerah tempat mereka bekerja”. Dessler (1995) yang Kabupaten Kayong Utara tentunya juga akan mendefinisikannya penilaian prestasi kerja adalah terkait dengan faktor lain baik yang ada pada prosedur apa saja yang meliputi penetapan standar instansi maupun pada pribadi tiap-tiap pegawai. kinerja, penilaian kinerja aktual karyawan dalam Oleh karena itu maka kita harus mengetahui hubungan dengan standar-standar tersebut, dan bagaimana kondisi daripada pegawai yang ada pada memberikan umpan balik dengan tujuan Sekretariat Daerah Kabupaten Kayong Utara. memotivasi. Adapun tujuan dari penelitian ini adalah untuk Siagian (1999) menjelaskan manfaat penilain mengetahui faktor-faktor yang mempengaruhi prestasi kerja sebagai berikut bagi para pegawai, kinerja pegawai pada Sekretariat Daerah penilaian berperan sebagai umpan balik tentang Kabupaten Kayong Utara. berbagai hal seperti kemampuan, kelebihan, kekurangan, dan potensinya yang pada gilirannya LANDASAN TEORI bermanfaat untuk menentukan tujuan, jalur, rencana, dan pengembangan karir. Mitchel (dalam Istilah kinerja atau prestasi kerja berasal dari Sedarmayanti, 2001) menyatakan bahwa aspek- kata job performance atau actual performance aspek prestasi kerja yang dapat dijadikan ukuran yaitu prestasi kerja sesungguhnya yang dicapai oleh dalam menilai prestasi seseorang adalah Quality seseorang dalam melaksanakan tugas sesuai dengan of work – kualitas hasil kerja, Promptness – ke- tanggung jawab yang diberikan kepadanya (Mang- tepatan waktu, Initiative – prakasa menyelesaikan kunegara, 2000). Smith (dalam Sedarmayanti, tugas, Capability – kemampuan menyelesaikan 2001) menyatakan bahwa kinerja atau prestasi tugas, Comunication – kemampuan menjalin kerja adalah: ‘…… output drive from processes, kerjasama dengan pihak lain . Irawan et.al (1997) Vol. 21 No.2, 2019 Jurnal Ilmiah Aset 117 syarat-syarat yang perlu diperhatikan dalam Kayong Utara. penilaian prestasi kerja adalah obyektivitas penilai, H3 : Ketrampilan berpengaruh terhadap kinerja validitas dan reliabilitasnya. pegawai Sekretariat Daerah Kabupaten Penelitian Tedahulu. Utomo (2010), melaku- Kayong Utara. kan penelitian dengan judul pengaruh motivasi dan H4 : Sarana dan prasarana berpengaruh terhadap kepuasan kerja terhadap kinerja karyawan CV. kinerja pegawai Sekretariat Daerah Berkat Cipta Karya Nusantara Surabaya, dari Kabupaten Kayong Utara. penelitian tersebut ditemukan hasil pengujian secara H5 : Fisik berpengaruh terhadap kinerja pegawai parsial menunjukkan variabel motivasi dan Sekretariat Daerah Kabupaten Kayong Utara. kepuasan kerja masing-masing mempunyai H6 : Kepribadian berpengaruh terhadap kinerja pengaruh yang signifikan terhadap kinerja karyawan pegawai Sekretariat Daerah Kabupaten dengan hasil t-hitung motivasi sebesar 2,381 dan t- Kayong Utara. hitung kepuasan kerja sebesar 2,680. Variabel yang H7 : Sikap berpengaruh terhadap kinerja pegawai paling dominan terhadap kinerja karyawan adalah Sekretariat Daerah Kabupaten Kayong Utara. variabel kepuasan kerja yang memiliki koefisiensi H8 : Penghargaan berpengaruh terhadap kinerja determinan parsial sebesar 23,04% lebih besar dari pegawai Sekretariat Daerah Kabupaten koefisiensi determinan yang dimiliki oleh variabel Kayong Utara. motivasi sebesar 19,10%. Hipotesis. Terdapat faktor-faktor yang METODE PENELITIAN mempengaruhi kinerja Pegawai Sekretariat Daerah Kabupaten Kayong Utara. Dalam penelitian ini menggunakan bentuk H1 : Imbalan berpengaruh terhadap kinerja pendekatan penelitian dengan menggunakan metode pegawai Sekretariat Daerah Kabupaten deskriptif. Penelitian ini dilakukan pada Pegawai Kayong Utara Sekretariat Daerah Kabupaten Kayong Utara, H2 : Jaminan sosial berpengaruh terhadap kinerja Kalimantan Barat. Populasi dalam penelitian ini pegawai Sekretariat Daerah Kabupaten adalah seluruh pegawai Sekretariat Daerah Gambar 1 Kerangka Penelitian Analisis Faktor-Faktor Yang Mempengaruhi Kinerja Pegawai Sekretariat Daerah Kabupaten Kayong Utara Sumber : Sisardi (2016) 118 RAFIANSYAH Jurnal Ilmiah Aset Kabupaten Kayong Utara, yang berjumlah 85 orang Metode analisis data penelitian ini secara dan sampel sebesar 50% dengan cara
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