Adi, AgungNugroho (2012) Driving Performance and Retention to Employee Engagement: A Case Study of University of Brawijaya. Magister thesis, Universitas Brawijaya.
Abstract
Tujuan studi adalah mengukur keterlibatan karyawan dan kinerja mengemudi dan tingkat retensi dan tingkat investigasi kinerja dan faktor-faktor retensi yang dipengaruhi atau signifikansi terhadap keterlibatan karyawan. Penelitian digunakan, deskriptif, korelasi dan analisis regresi berganda untuk mengukur hubungan di antara faktor kinerja mengemudi dalam keterlibatan karyawan. Studi terungkap, pada awalnya mengakibatkan deskriptif, bahwa tingkat keterlibatan karyawan, sebagai rata-rata, tinggi (x = 4,02, sd = 0,78), kepuasan, seperti rata-rata, tinggi (x = 3,52, SD = 0,92), serap , tinggi (x = 3,62, sd = 0,77), keterlibatan pekerjaan, seperti rata-rata, tinggi (x = 3,54, sd = 0,85), komitmen, rata-rata, tinggi (x = 3,89), kepercayaan, Sebagai rata-rata, tinggi (x = 3,70, sd = 0,73) dan kompensasi, sebagai rata-rata, sedang (x = 3,08, sd = 0,98). Mengemudi kinerja dan faktor retensi Hasil regresi berganda, kepuasan (β = 0,227, α 0,1), penyerapan (β = .173, α = .116), keterlibatan pekerjaan (β = .149, α 0,1), komitmen (β = 0,248, α 0.1), kepercayaan (β = 0,251, α 0,1) dan kompensasi (β = -. 094, α = .206). Riset Fur R diperlukan untuk melakukan objek penelitian dari populasi besar, lebih bervariasi untuk dimasukkan dalam penelitian berikutnya dan metodologi campuran yang diperlukan untuk memprediksi faktor-faktor mana yang terkait di tempat itu.
English Abstract
objective of study is measuring employee engagement and driving performance and retention level and investigation level of driving performance and retention factors influenced or significance to employee engagement. study used, descriptive, correlations and multiple regression analysis in order to measure relationship among driving performance factors within employee engagement. study revealed, at first result about descriptive, that employee engagement level, as average, was high ( x =4.02, SD=0.78), satisfaction, as average, was high ( x =3.52, SD=0.92), absorption, as average, was high ( x =3.62, SD=0.77), job involvement, as average, was high ( x =3.54, SD=0.85), commitment, as average, was high ( x =3.89, SD=0.72), trust, as average, was high ( x =3.70, SD=0.73) and compensation, as average, was medium ( x =3.08, SD=0.98). Driving performance and retention factor multiple regression results was, satisfaction (β=.227, α 0.1), absorption (β=.173, α=.116), job involvement (β=.149, α 0.1), commitment (β=.248, α 0.1), trust (β=.251, α 0.1) and compensation (β=-.094, α=.206). Fur r research needed to conduct object of research from huge population, more variable to inserted in next research and mixed methodology needed in order to predict which factors related in that place.
| Item Type: | Thesis (Magister) |
|---|---|
| Identification Number: | TES/658.3/ADI/d/041201272 |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) |
| Divisions: | S2/S3 > Magister Manajemen, Fakultas Ekonomi dan Bisnis |
| Depositing User: | Endro Setyobudi |
| Date Deposited: | 02 Aug 2012 11:25 |
| Last Modified: | 02 Aug 2012 11:25 |
| URI: | http://repository.ub.ac.id/id/eprint/159429 |
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