Nongkeng, Hasan (2012) Pengaruh Pemberdayaan dan Komitmen Organisasional terhadap Kinerja dan Kepuasan Kerja Dosen (Persepsi Dosen Dipekerjakan pada Perguruan Tinggi Swasta Kopertis Wilayah IX Sulawesi di Makassar). Doctor thesis, Universitas Brawijaya.
Abstract
Penelitian ini bertujuan untuk menguji dan membuktikan secara empiris: pengaruh langsung dan tidak langsung pemberdayaan dan komitmen organisasional terhadap kinerja dan kepuasan kerja dosen. Populasi penelitian adalah dosen yang dipekerjakan pada Universitas Veteran Repulik Indonesia, Universitas Muslim Indonesia, Universitas Muhammadiyah dan Universitas 45 Kopertis Wilayah IX Sulawesi di Makassar. Sampel dalam penelitian ini adalah 155 dosen dari populasi seluruh dosen yang berjumlah 268 orang. Sampel penelitian diambil dengan random sampling Teknik pengumpulan data yang digunakan yaitu dengan memberikan kuesioner, dan observasi. Kemudian data yang terkumpul dianalisa dengan menggunakan statistik berupa Structural Equation Model (SEM) denganprogram AMOS. Hasil penelitian ini menunjukkan bahwa: (1) pemberdayaan berpengaruh langsung dan signifikan terhadap komitmen organisasional, artinya semakinmeningkat pemberdayaan, maka semakin meningkat pula komitmen organisasional; (2) pemberdayaan berpengaruh langsung dan signifikan terhadap kinerja, artinya semakin meningkat pemberdayaan, maka semakin meningkat pula kinerja; (3) komitmen organisasional berpengaruh tidak langsung dan tidak signifikan terhadap kinerja, artinya walaupun komitmen organisasional semakin meningkat, maka kinerja tidak mengalami peningkatan; (4) kinerja berpengaruh langsung dan signifikan terhadap kepuasan kerja, artinya semakin meningkat kinerja semakin meningkat pula kepuasan kerja dosen; (5) pemberdayaan berpengaruh tidak langsung dan tidak signifikan terhadap kinerja, artinya walaupun pemberdayaan meningkat maka kinerja tidak mengalami peningkatan melalui komitmen organisasional; (6) pemberdayaan berpengaruh tidak langsung dan signifikan terhadap kepuasan kerja melalui kinerja, dan (7) komitmen organisasional berpengaruh tidak langsung dan tidak signifikan terhadap kepuasan kerja, artinya walaupun komitmen organisasional meningkat maka kepuasan kerja tidak mengalami peningkatan melalui kinerja.
English Abstract
This study aims to test and prove empirically: (1) Does the empowerment toward lecturers influence the lecturers` commitment toward organizational? (2) Does the empowerment of lecturers influence the performance of lecturers? (3) Does the organizational commitment influence the performance of lecturers? (4) Does the performance of lecturers influence the lecturers` job satisfaction? (5) Does empowerment influence indirectly toward the performance by organizational commitment? (6) Does empowerment influence indirectly toward the job satisfaction through the performance of the lecturers? and (7) Does the organizational commitment influence indirectly toward the job satisfaction through the performance of the lecturers? Theoretically, the results of this study is expected to enrich knowledge in the field of human resources, especially the theory of empowerment lecturer, so it can be useful for academics and practitioners. Population of the study was the private university lecturers employed in Universitas Veteran Repulik Indonesia, Universitas Muslim Indonesia, Universitas Muhammadiyah dan Universitas 45 at Coordination of Private Higher Education Region IX of Sulawesi at Makassar, The sample of this research was155 lecturers from the total number of the population which was 268 lecturers. The samples were taken by random sampling. The data were collected by giving questionner, interviewing and doing observation. Then the data were analyzed by the statistical results of research through Structural Equation Model (SEM) with AMOS program. The results of this study indicate that: (1) the empowerment of the lecturers influences on the organizational commitment, so the commitment will be increased; (2) the empowerment of the lecturers influences the performance of the lecturers, if the empowerment is increased, the performance of the lecturers, even though the commitment has been increased, it will not be increased; (4) the performance of the lecturers influences the lecturers` job satisfaction, so the job satisfaction will be increased; (5) the empowerment influences indirectly toward the performance through the organizational commitment; (6) the empowerment influences indirectly toward the job satisfaction through the performance of the lecturers; and (7) the organizational commitment does not influence directly toward the job satisfaction through the performance of the lecturers. The condition above motivates the present researcher suggests that the main job of hired lecturers in private universities at Coordination of Private Higher Education Region IX of Sulawesi at Makassar should be optimally arranged, the job description should be given clearly, the double job as the hired lecturer in private university as well as in other universities should be reduced.
| Item Type: | Thesis (Doctor) |
|---|---|
| Identification Number: | DES/658.3/NON/p/061202516 |
| Subjects: | 600 Technology (Applied sciences) > 658 General management > 658.3 Personnel management (human resource management) |
| Divisions: | S2/S3 > Doktor Kimia, Fakultas MIPA |
| Depositing User: | Endro Setyobudi |
| Date Deposited: | 27 Sep 2012 15:29 |
| Last Modified: | 27 Sep 2012 15:29 |
| URI: | http://repository.ub.ac.id/id/eprint/161163 |
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