Penagruh budaya perusahaan persepsian dan kepuasan kerja terahdap kinerja karyawan :: Studi kasus pada PT Asuransi Jasa Indonesia (Persero) Kantor Pusat
PUSPADEWI, Marina, Anita Lestari, Dra., M.Si
2010 | Tesis | S2 Magister ManajemenDalam rangka menghadapi persaingan usaha yang semakin ketat, di mana perusahaan tidak lagi hanya bersaing dengan sesama perusahaan dalam negeri, tapi juga dengan perusahaan multinasional dari luar negeri, PT. Asuransi Jasa Indonesia (Persero) sebagai perusahaan jasa yang bergerak di bidang asuransi kerugian harus memperhatikan dan mengembangkan berbagai hal yang dapat mempengaruhi daya saingnya, seperti pengelolaan budaya perusahaan dan sumber daya manusia. Penelitian ini ingin mengetahui pengaruh budaya perusahaan persepsian dan kepuasan kerja terhadap kinerja karyawan di Kantor Pusat PT. Asuransi Jasa Indonesia (Persero). Penelitian ini menggunakan konsep budaya perusahaan dari Miller yang terdiri dari 8 (delapan) aspek / nilai yaitu tujuan, keunggulan, nilai mufakat / konsensus, kesatuan, prestasi, empiris, keakraban, dan integritas. Konsep kepuasan kerja mengacu pada teori Spector yang membagi kepuasan kerja ke dalam 9 (sembilan) aspek yaitu pay, promotion, supervision (pengawasan dari atasan langsung), fringe benefit, contingent rewards, operating conditions, coworkers, nature of work, dan communication. Ukuran kinerja digunakan ukuran kinerja yang telah digunakan secara rutin di PT. Asuransi Jasa Indonesia (Persero) yang mencakup faktor-faktor kualitas, kuantitas, pengetahuan/ketrampilan teknis, kerjasama, kemampuan mengemukakan pendapat, kedisiplinan, keandalan, karakter, kreativitas & inisiatif, sikap & minat terhadap pekerjaan, keuletan, kemauan & kemampuan untuk belajar, wawasan pandangan, dan kemampuan membawa diri. Hasil analisis regresi menunjukan bahwa budaya perusahaan persepsian berpengaruh signifikan terhadap kinerja karyawan dengan nilai beta 0.574 dengan 1- tailed 0.000 < 0.025 (2.5%) dan besarnya kontribusi budaya perusahaan persepsian dalam menjelaskan kinerja karyawan sebesar 33%. Hipotesis pertama diterima. Kepuasan kerja berpengaruh signifikan terhadap kinerja karyawan dengan nilai beta 0.721 pada signifikansi 1-tailed 0.000 < 0.025 (2.5%) dan besarnya kontribusi kepuasan kerja dalam menjelaskan kinerja karyawan sebesar 51.9%. Hipotesis kedua diterima. Uji regresi linier berganda mendapatkan hasil persamaan regresi Y=0.625+0.0009X1+0.041X2, yang berarti kepuasan kerja member pengaruh yang lebih besar pada kinerja karyawan dibandingkan dengan budaya perusahaan persepsian. Besarnya kontribusi budaya perusahaan persepsian dan kepuasan kerja secara bersama terhadap kinerja karyawan sebesar 54.5%.
To deal with tighter competition, in which the company is no longer only compete with other national companies, but also with multinational enterprises, PT. Asuransi Jasa Indonesia (Persero) as the general insurance company should pay attention and develop a variety of things that can affect its competitiveness, such as corporate culture and human resources management. This study aims to find out whether there is an influence of the perceived corporate culture and job satisfaction on employee performance at PT. Asuransi Jasa Indonesia (Persero) Head Office. This research uses the Miller’s concept of corporate culture that consists of 8 (eight) aspects / values including goal, excellence, the value of reaching an agreement / consensus, unity, progress, empirical, privacy and integrity. The concept of job satisfaction refers to the Spector’s theory that divides job satisfaction into 9 (nine) aspects including remuneration, promotion, monitoring (supervision of an immediate supervisor), benefits, awards of quotas, working conditions, co-workers, the nature of the work, and communication. The measurement of employee performance that is used in this study is the performance appraisal measurement used routinely in the PT. Asuransi Jasa Indonesia (Persero), which includes factors of quality, quantity, knowledge and technical skills, cooperation, ability to express their views, discipline, reliability, the character, creativity and initiative, attitude & interest in the work, persistence, willingness & ability to learn, insight view, and the ability to carry herself. The results of regression analysis showed that perceived corporate culture has a significant effect on employee performance with a 0.574 beta value at 1-tailed 0.000 <0.025 (2.5%) and the amount of perceived corporate culture contribution in explaining employee performance is 33%. The first hypothesis is accepted. Job satisfaction has a significant effect on employee performance with a 0.721 beta value at 1-tailed significance 0.000 <0.025 (2.5%) and the amount of job satisfaction contribution in explaining the employee's performance is 51.9%. The second hypothesis is accepted. Equation from multiple linear regression test is Y = 0.625 +0.009 X1+0.041 X2, which means that the job satisfaction has a greater influence on employee performance compared with perceived corporate culture. The amount of perceived corporate culture and job satisfaction contributions on employee's performance is 54.5%.
Kata Kunci : Budaya perusahaan persepsian,Kepuasan kerja,Kinerja karyawan,Perceived Corporate Culture, Job Satisfaction, Employee Performace
