Faktor-faktor yang mempengaruhi kinerja karyawan PTPN IX (Persero) Kebun Getas Salatiga

ISWIRANTO, Momod, Prof. Dr. Ir. Irham, M.Sc

2009 | Tesis | S2 Magister Manajemen Agribisnis

Penelitian ini bertujuan untuk mengetahui tingkat kinerja karyawan, kepuasan kerja (terdiri dari gaji, supervisi, hubungan rekan sejawat dan kondisi kerja) dan iklim komunikasi organisasi berdasarkan status (karyawan pelaksana, karyawan pembantu pelaksana dan harian lepas teratur/borong), serta mempelajari faktor-faktor yang mempengaruhi kinerja karyawan. Tempat penelitian adalah PTPN IX Kebun Getas-Salatiga, Jawa Tengah. Penelitian dilakukan pada lima afdeling, dua unit pabrik pengolahan dan satu unit kantor getas dengan menggunakan kuesioner yang dibagikan kepada 30 orang karyawan pelaksana, 30 orang karyawan pembantu pelaksana dan 30 orang karyawan borong. Pengujian terhadap kesahihan dan keandalan instrumen penelitian digunakan uji validitas dengan metode product moment correlation Pearson dan uji reliabilitas dengan metode Alpha Cronbach. Pengujian terhadap hipotesis menggunakan analisis linear berganda, uji-F dan uji-T. Hasil analisis menunjukkan bahwa ketiga tipe karyawan memiliki tingkat kinerja dan iklim komunikasi organisasi yang tergolong tinggi, sedangkan kepuasan kerja (terdiri dari gaji, supervisi, hubungan rekan sejawat dan kondisi kerja) untuk karyawan pelaksana tergolong tinggi, akan tetapi pada karyawan pembantu pelaksana gaji, hubungan rekan sejawat dan kondisi kerja tergolong sedang, sementara karyawan borong gaji dan kondisi kerja juga tergolong sedang. Faktor gaji, supervisi, hubungan rekan sejawat, kondisi kerja dan iklim komunikasi organisasi secara simultan berpengaruh terhadap kinerja karyawan. Melalui uji parsial diketahui bahwa gaji, hubungan rekan sejawat dan iklim komunikasi organisasi berpengaruh signifikan terhadap kinerja karyawan, dimana setiap kenaikan gaji, hubungan rekan sejawat dan iklim komunikasi organisasi akan meningkatkan kinerjanya.

The present research aimed to identify employees’ performance level, satisfaction level (including wages, supervision, co-worker relationship and working condition) and organizational communication climate based on their status (karyawan pelaksana, karyawan pembantu pelaksana and harian lepas teratur/borong), and also factors influencing employees’ performance. Research site was the Getas Plantation of PTPN IX, Salatiga, Central Java. The research was conducted at five afdelings/sections (Begosari, Tembir, Galardowo, Banaran-Delik and Assinan-Kempul afdelings), two units of processing plants and one unit of Getas office by using questionnaires distributed among 30 karyawan pelaksana, 30 karyawan pembantu pelaksana and 30 karyawan borong. To test the validity and reliability of research instruments, the Pearson product moment correlation and Alpha Cronbach method were used, respectively. Hypothesis testing were conducted by using multiple linear regression, F-test and T-test. Results of analysis showed that the three types of employees indicated high performance levels and organizational communication climates, while job satisfaction (including wage, supervision, co-worker relationship and working condition) of karyawan pelaksana was categorized as high; however, among karyawan pembantu pelaksana, wage, co-worker relationship and working condition were categorized as moderate, while among karyawan borong, wage, working condition were categorized as moderate. Factors of wage, supervision, co-worker relationship, working condition and organizational communication climate simultaneously influence employees’ performance. Based on partial test, it was identified that wage, co-worker relationship and organizational communication climate provide significant effects on employees’ performance where at each wage increase, co-worker relationship and organizational communication climate would improve performance.

Kata Kunci : Kepuasan kerja (gaji, supervisi, hubungan rekan sejawat dan kondisi kerja),Iklim komunikasi organisasi,Kinerja,Job satisfaction (wage, supervision, co-worker relationship and working condition), organizational communication climate, performance