PENGARUH MOTIVASI KERJA, PROMOSI JABATAN, DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. SEJAHTERA SURYA INTRIO DI SURABAYA(Studi kasus pergudangan PT. Sejahtera Surya Intrio Surabaya)

Sakulo, Hermanus (2018) PENGARUH MOTIVASI KERJA, PROMOSI JABATAN, DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PADA PT. SEJAHTERA SURYA INTRIO DI SURABAYA(Studi kasus pergudangan PT. Sejahtera Surya Intrio Surabaya). Undergraduate thesis, Universitas Katolik Darma Cendika.

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Abstract

Human resources are important in the era of globalization that has a positive impact in the business world. Human resources in the company's activities have an important role, then the company should manage the human resources as possible, because the success of a company not only in technological advantages and the availability of funds, but the human sector also has a very important role. All actions and decisions made within the company are solely to achieve the company's objectives. Based on this, it is necessary planning and effective management of human resources existing in the company. This research was conducted at PT. Sejahtera Surya Intrio in Surabaya. This study aims to determine the effect of work motivation, job promotion, and job satisfaction on employee performance. The number of samples determined by 30 respondents using saturated sample method. Data analysis used include validity test, reliability test, classical assumption test, multiple linear regression, determinant coefficient (R2), and t test. This data is processed using SPSS version 22.0. From result of data processing, it can be said that work motivation variable show thitung (5,955) > ttabel (2.05553). And the level of significance 0.000 < 0.05, then H0 rejected and H1 accepted, so it can be concluded that the motivation of work have a significant positive effect on employee performance. promotions show thitung (2.842) > ttable (2.05553). And the level of significance 0.009 < 0.05, then H0 rejected and H2 accepted, so it can be concluded that promotion positively significant positively to employee performance, while the job satisfaction variable shows thitung (0.406) < ttabel (2.05553). And the level of significance of 0.688 > 0.05, then H0 accepted and H3 rejected, so it can be concluded that job satisfaction has no effect and not significant on employee performance. The result of coefficient determinant known that 85,6% variation of employee performance can be explained by independent variable and dependent variable which is studied, and 14,4% is contribution from other factor not included in research variable.

Item Type:

Thesis (Undergraduate)

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