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http://repository.ipb.ac.id/handle/123456789/110775| Title: | Faktor-Faktor yang Memengaruhi Kinerja Sumber Daya Manusia di Lembaga Ilmu Pengetahuan Indonesia |
| Authors: | Hubeis, Musa Alim Setiawan, Slamet Kurniadewi, Yogtavia Indah |
| Issue Date: | 2022 |
| Publisher: | IPB University |
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| Abstract: | Penelitian ini bertujuan menganalisis peran gaya kepemimpinan, budaya organisasi, perubahan organisasi terhadap kinerja SDM dengan kepuasan kerja dan employee engagement sebagai peubah moderating. Lembaga Ilmu Pengetahuan Indonesia (LIPI) merupakan lembaga pemerintah non-kementerian yang berfungsi dalam mengembangkan ilmu pengetahuan dan teknologi dan saat ini berada dalam koordinasi Badan Riset dan Inovasi Nasional (BRIN). Perubahan organisasi tidak dapat dihindari terjadi di LIPI. Baik perubahan yang bersifat pengembangan sesuai kebutuhan maupun perubahan yang bersifat radikal, yaitu perubahan struktur organisasi. Implikasi perubahan organisasi menjadikan pencapaian kinerja bersifat fluktuatif. Upaya peningkatan kinerja sumber daya manusia (SDM) merupakan salah satu solusi untuk meningkatkan kinerja organisasi. Beberapa hal yang memengaruhi kinerja SDM dalam melaksanakan tugasnya yaitu gaya kepemimpinan, budaya organisasi dan perubahan organisasi. Berdasarkan hal tersebut, maka penelitian untuk menganalisis faktor-faktor yang memengaruhi kinerja SDM di LIPI dan upaya peningkatannya perlu dilakukan. Data penelitian bersumber dari data primer dengan teknik kuesioner. Responden penelitian ini adalah pegawai LIPI yang berjumlah 356 orang. Penentuan contoh menggunakan metode purposive sampling. Metode analisis menggunakan analisis deskriptif dengan pengujian hipotesis menggunakan metode Structural Equation Modelling (SEM) dengan AMOS. Peubah laten eksogen yang digunakan adalah gaya kepemimpinan, perubahan organisasi dan budaya organisasi dengan kinerja sebagai peubah laten endogen. Kepuasan kerja dan employee engagement digunakan sebagai peubah moderating. Hasil penelitian menunjukkan bahwa gaya kepemimpinan dan budaya organisasi berpengaruh terhadap kinerja. Sedangkan perubahan organisasi tidak berpengaruh terhadap kinerja. Kepuasan kerja dan employee engagement dapat digunakan sebagai peubah moderating untuk memperkuat atau memperlemah hubungan baik antara gaya kepemimpinan terhadap kinerja maupun budaya organisasi terhadap kinerja. Rekomendasi peningkatan kinerja di LIPI dilakukan dengan membentuk budaya organisasi yang bersifat market culture dimana target dan penilaian kerja sudah ditentukan dengan jelas. Oleh karena itu, penempatan pemimpin yang dapat menjadi coaching dan bersifat transformasional dapat digunakan untuk peningkatan kinerja SDM This study aims to analyze the role of leadership style, organizational culture, and organizational change on human resourse performance with job satisfaction and employee engagement as moderating variables. Indonesian institute of Sciences (LIPI) is a non government institution-the ministry which serves in developing science and technology and currently resides in the coordination of National Research and Innovation Agency (BRIN). Organizational change is inevitable happened in the LIPI. Organizational change occurs due to the development needs and can be such radical change in the structure of the organization. The implications of organizational change, make the achievement of the performance is fluctuating. Efforts to increase the performance of human resources is one of the solutions to improve the performance of the organization. Some of the things that affect the performance of human resources are leadership style, organizational culture and organizational change. Based on that, the research to analyze the factors that affect the performance of human resources in the LIPI and the efforts of the improvement needs to be done. Research data sourced from the primary data by questionnaire technique. Respondents of this study were the employees of the Indonesian Institute of Sciences (LIPI), which amounted to 356 people. The determination of the sample used purposive sampling method. The method of analysis used descriptive analysis with hypothesis testing using Structural Equation Modelling (SEM) with AMOS. Exogenous latent variables that used are leadership style, organizational change and organizational culture with human resource performance as endogenous variable latent. Variables job satisfaction and employee engagement used as moderating variables. The results showed that leadership style and organizational culture influence on HR performance. While organizational change did not affect the performance. Job satisfaction and employee engagement used as moderating variables to strengthen or weaken the relationship between leadership style on HR performance and organizational culture on HR performance. Recommendations given to improve performance in LIPI with built the organizational culture which is market culture by determined the target and assessment of the work clearly. Therefore, coaching and transformational leader can be used to increase human resource performance. |
| Description: | Tesis Pascasarjana Ilmu Manajemen |
| URI: | http://repository.ipb.ac.id/handle/123456789/110775 |
| Appears in Collections: | MT - Economic and Management |
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