Jurnal Riset Manajemen Akuntansi Indonesia

ANALISIS KINERJA PEGAWAI BERDASARKAN KEBIJAKAN REMUNERASI PADA LEMBAGA PEMASYARAKATAN KELAS IIB WONOSARI KABUPATEN GUNUNGKIDUL

Andika Dwi Prasetyo , Suci Utami Wikaningtyas — Wed, 05 Feb 2025 00:00:00 +0000

Permasalahan yang diangkat dalam penelitian ini adalah bagaimanakah evaluasi kinerja pegawai negeri sipil di Lembaga Pemasyarakatan Kelas IIB Gunungkidul terkait dengan kebijakan remunerasi dan apa saja hambatan - hambatan yang muncul dalam optimalisasi sistem penilaian kinerja pegawai negeri sipil di Lembaga Pemasyarakatan Kelas IIB Gunungkidul terkait kebijakan remunerasi dan upaya yang dilakukan dalam mengatasi hambatan tersebut. Tujuan penelitian ini untuk mendeskripsikan dan mengidentifikasikan optimalisasi sistem penilaian kinerja pegawai negeri sipil di Lembaga Pemasyarakatan Kelas IIB Gunungkidul terkait kebijakan remunerasi dan menganalisis hambatan-hambatan dalam optimalisasi sistem penilaian kinerja pegawai negeri sipil terkait kebijakan remunerasi di Lembaga Pemasyarakatan Kelas IIB Gunungkidul dan upaya yang dilakukan untuk mengatasi hambatan tersebut. Metode pendekatan yang digunakan dalam penulisan ini adalah metode Deskriptif Kualitatif. Lokasi penelitiannya berada di Lembaga Pemasyarakatan Kelas IIB Gunungkidul dengan alasan bahwa Lembaga Pemasyarakatan Kelas IIB Gunungkidul merupakan salah satu Lembaga yang dibawahi oleh Kementerian Hukum dan Hak Asasi Manusia, dimana Kementerian Hukum dan Hak Asasi Manusia merupakan salah satu kementerian yang menjalankan Reformasi Birokrasi, sehingga diharapkan dapat ditemukannya data-data yang berhubungan dengan permasalahan yang diangkat. Jenis dan sumber data dalam penelitian ini adalah Jenis data primer, adalah data dan informasi yang diperoleh secara langsung dari hasil penelitian di lapangan, dan jenis data sekunder, Studi kepustakaan yang diperoleh dari dokumentasi di lokasi penelitian, perpustakaan, serta hasil penelusuran di internet. Teknik pengumpulan data yang diperoleh dalam penelitian ini adalah dengan cara wawancara dengan Kepala Sub Bagian Kepegawaian Lembaga Pemasyarakatan Kelas IIB Gunungkidulserta pihak-pihak yang berkaitan dengan permasalahan yang akan diteliti. Optimalisasi Sistem Penilaian Kinerja Pegawai Negeri Sipil Terkait Kebijakan Remunerasi merupakan suatu permasalah yang muncul dalam pelaksanaan Reformasi Birokrasi yang sedang dijalankan berbagai kementerian, salah satu kementerian yang melaksanakannya adalah Kementerian Hukum dan Hak Asasi Manusia. Pelaksanaan Reformasi Birokrasi merupakan perbaikan struktur dan sistem intern didalam suatu lembaga dimana agar sesuai dengan prinsip good governance yang menjadi salah satu tujuan dalam pembangunan nasional Negara Kesatuan Republik Indonesia, dalam pelaksanaan pembangunan nasional tersebut sangat bergantung kepada kesempurnaan aparatur negara dalam rangka peningkatan mutu aparatur pemerintah serta dapat memperbaiki struktur intern dalam suatu lembaga agar dapat berjalan dengan baik. Salah satu program pemerintah dalam memperbaiki struktur intern dalam lembaga aparatur negara sesuai dengan pelaksanaan reformasi birokrasi adalah dengan mewujudkan strategi peningkatan kinerja pegawai negeri sipil sebagai sumber daya manusia dalam aparatur negara, tolok ukur peningkatan kinerja pegawai telah ditentukan dengan sistem penilaian kinerja pegawai berdasarkan satuan kinerja pegawai sangat diperlukan dalam pelaksanaan perbaikan intern lembaga dalam rangka reformasi birokrasi. Lembaga Pemasyarakatan Kelas IIB Gunungkidul merupakan salah satu lembaga yang bertanggung jawab melaksanakan reformasi birokrasi melalui sistem pemasyarakatan dibawah naungan Kementerian Hukum dan Hak Asasi Manusia dengan diberikannya remunerasi, yaitu berupa tunjangan kinerja yang dimaksudkan agar menjadi motivasi dalam meningkatkan kinerja pegawai negeri sipil dan berdasarkan sistem penilaian kinerja pegawai sehingga pemberian remunerasi antar orang - perorangan dapat dikatakan berbeda sesuai dengan penilain maupun kinerja yang telah dilakukan, namun secara keseluruhan pemberian remunerasi sangat tergantung kepada sistem penilaian kinerja pegawai yang terdiri dari 60 % sasaran kinerja pegawai dan 40 % perilaku kerja. Dalam Kementerian Hukum dan Hak Asasi Manusia pada bulan September 2014 telah ditetapkan Peraturan Menteri Hukum dan HAM R.I Nomor 22 Tahun 2014 tentang Pelaksanaan Pemberian Tunjangan Kinerja Bagi Pegawai di lingkungan Kementerian Hukum dan HAM. Sehingga dalam pelaksanaan pemberian remunerasi tersebut harus tepat sasaran dan sesuai dengan prinsip yang telah ditetapkan dengan perlunya optimalisasi terhadap sistem penilaian kinerja pegawai negeri sipil agar reformasi birokrasi aparatur pemerintah pun berjalan dengan baik.

Issues raised in this research is How the optimization of the performance appraisal system of civil servants in Class IIB Gunungkidul Prison and How the impact of remuneration to optimize the performance appraisal system of civil servants in Class IIB Gunungkidul Prison. The purpose of this study to describe and identify the optimization of the performance appraisal system of civil servants in Class IIB Gunungkidul Prison and the impact of remuneration to the optimization of the performance appraisal system of civil servants in Class IIB Gunungkidul Prison also the problem of this subject research and the solution that Class IIB Gunungkidul Prison 3 did. The approach used in this paper is Juridical Empirical methods. Research locations are in Class IIB Gunungkidul prison on the grounds that the Class IIB Gunungkidul Prison is one of the institutions supervised by the Ministry of Justice and Human Rights, which the Ministry of Justice and Human Rights is one of the ministries that run Reforms, which is expected to discovery data related to the issues raised. Types and sources of data in this research is the primary data type, is the data and information obtained directly from the results of research in the field, and the type of secondary data obtained from the literature study documentation in the study area, library, as well as search results on the Internet. The technique of collecting data obtained in this study is to interview with the Head of Sub Division Officer Class IIB Gunungkidul Prison and the part relating to the issues to be investigated. Implementation of Reforms an improved structure and internal systems within an institution in which to complete with the principles of good governance which became one of the goals in the national development of the Republic of Indonesia, in the implementation of national development is highly dependent on the perfection of the state apparatus in order to improve the quality of government officials and can improve the internal structure of the institution in order to run properly. One of the government programs to improve the internal structure of the institutions of the state apparatus in accordance with the implementation of bureaucratic reform is to realize the strategy of improving performance of civil servants as human resources in the state, appraisal system based on units of employee performance is needed in the implementation of internal improvement of institutions in order to bureaucracy reform. Class IIB Gunungkidul Prison is one of the responsible for carrying out bureaucratic reform through the correctional system under the auspices of the Ministry of Justice and Human Rights with the granting of remuneration, in the form of the performance benefits that are intended to be a motivation to improve the performance of civil servants and is based on the performance appraisal system employees so that remuneration between people to be different according to the assessment and performance that has been done, but the overall remuneration is dependent upon the employee's performance appraisal system which consists of a 60% target employee performance and 40% work behavior. In the Ministry of Justice and Human Rights in September 2014 Regulation of the Minister of Law and Human Rights No. 22 of 2014 on the Implementation Provision For Employee Benefit Performance in the Ministry of Justice and Human Right in the implementation of the remuneration to be right on target and in accordance with the principle of which has been determined by the need to optimize the system performance assessment of civil servants in order to reform the bureaucratic apparatus of government was going well.

KOMITMEN USAHA MIKRO KECIL MENENGAH (UMKM) KOTA MAGELANG DALAM PELAKSANAAN KEMITRAAN DENGAN TOKO SWALAYAN

Budi Imam Hakim, Muda Setia Hamid — Wed, 05 Feb 2025 00:00:00 +0000

Penelitian ini bertujuan untuk mengetahui penyebab rendahnya komitmen Usaha Mikro Kecil Menengah (UMKM) dan merumuskan upaya yang dilakukan untuk meningkatkan komitmen UMKM dalam pelaksanaan kemitraan dengan toko swalayan. Penelitian ini menggunakan jenis penelitian deskriptif kualitatif dimana pengumpulan data menggunakan wawancara, observasi dan dokumentasi. Hasil analisis menunjukkan bahwa komitmen UMKM Kota Magelang dalam pelaksanaan kemitraan dengan toko swalayan masih rendah yang disebabkan karena pola pikir UMKM Kota Magelang yang belum berorientasi pada kualitas dan kontinuitas produk, ketakutan terhadap sistem pembayaran dari toko swalayan, UMKM belum percaya diri dan informasi yang belum menyeluruh perihal kemitraan dengan toko swalayan. Upaya untuk meningkatkan komitmen UMKM Kota Magelang dalam pelaksanaan kemitraan dengan toko swalayan dilakukan dengan mendorong kapasitas UMKM baik sumber daya manusia dan produknya agar mampu meningkatkan kualitas dan kontinuitas produknya, mengubah pemikiran/mindset sumber daya manusia UMKM untuk lebih berani menjalin kemitraan.

This study aims to find out the causes of the low commitment of Micro Small and Medium Enterprises (MSMEs) and formulate efforts made to increase the commitment of MSMEs in the implementation of partnerships with convenience stores. This study uses a type of qualitative descriptive research where data collection uses interviews, observations and documentation. The results of the analysis showed that the commitment of Magelang City MSMEs in the implementation of partnerships with convenience stores is still low due to the mindset of MAGELANG City MSMEs that have not been oriented to the quality and continuity of products, fear of payment systems from convenience stores, MSMEs have not been confident and incomplete information about partnerships with convenience stores. Efforts to increase the commitment of MSMEs in Magelang City in the implementation of partnerships with supermarkets are carried out by encouraging the capacity of MSMEs both human resources and their products in order to be able to improve the quality and continuity of their products, changing the thinking / mindset of MSME human resources to be more courageous in establishing partnerships.

STRATEGI PENINGKATAN KINERJA ANGGOTA STAFF ADMINISTRASI MARKAS BESAR TNI ANGKATAN UDARA CILANGKAP JAKARTA

Budi Prayogo, Nur Widiastuti — Wed, 05 Feb 2025 00:00:00 +0000

Penelitian ini bertujuan untuk mengetahui kinerja pegawai pada Satuan Kerja bagian Smin Mabes AU, mengidentifikasi kinerja pengawai bagian Smin Mabes AU belum optimal, dan merumuskan strategi untuk meningkatkan kinerja pegawai pada bagian Smin Mabes AU. Penelitian ini merupakan penelitian Survey dengan pendekatan kualitatif. Sumber data yang digunakan di dalam penelitian terdiri dari data primer dan sekunder menggunakan teknik wawancara untuk memperoleh informasi yang berkaitan dengan penelitian ini. Analisis data mengggunakan Analisa SWOT (Strength, Weakness, Oportunity, Threat). Hasil penelitian menunjukkan bahwa kinerja pada Satuan Kerja bagian Smin Mabes AU cukup baik tapi belum maksimal dalam memelihara keamanan dan ketertiban masyarakat yang dituntut memiliki kemampuan khusus dalam bidang tugasnya. Faktor-faktor penyebab penurunan kinerja personil SMIN Mabes AU Cilangkap Jakarta adalah Minimnya Pendidikan personil SMIN Mabes AU Cilangkap Jakarta, Adanya keterbatasan kualitas pendidikan Sumber Daya Manusia yang dimiliki oleh personil SMIN Mabes AU Cilangkap Jakarta, Pengetahuan dan pengalaman yang terbatas, komunikasi Personil sangat terbatas, dan Kurangnya Jumlah personil. Upaya peningkatan kinerja personil SMIN Mabes AU Cilangkap Jakarta adalah dengan: Memanfaatkan pendidikan dan pelatihan untuk meningkatkan kemahiran personil personil dalam menghadapi perkembangan dan penguasaan teknologi, melakukan pembinaan dan evaluasi kinerja personil, memanfaatkan kewenangan yang ada untuk memperbaiki kinerja organisasi.

UPAYA MENINGKATKAN KINERJA ANGGOTA PADA BAGIAN PEMELIHARAAN ALAT UTAMA SISTEM SENJATA MILITER DI LANUD HALIM PERDANAKUSUMA

Diky Dwi Udariyanto, Jazuli Akhmad — Wed, 05 Feb 2025 00:00:00 +0000

The purpose of the research is to analyze the performance, find out why the performance of members is less than optimal, formulate efforts to improve the performance of members in the maintenance section of the military defense equipment. The research approach used by the researcher is a qualitative approach. The data source that will be selected is focusing on the bearers of the human resource function, especially those in charge of evaluating the performance of personnel. Data collection techniques using observation methods, in-depth interviews, and document studies. The data analysis technique using interactive analysis according to Milles and Hubermen consists of three paths, namely: data reduction, data presentation and conclusion drawing/verification. The results showed that the performance of the Military Alutsista Maintenance Section was good but still less than the maximum seen from the achievements and elements of the success of the Members in the Military Alutsista Maintenance section in resolving the cases of the Members in the Military Alutsista Maintenance section and investigations. The causes of the quality of Members in the Maintenance of Military Alutsista are not optimal are the elements of success of Members in the Maintenance of Military Alutsista in resolving cases of Members in the Maintenance of Military Alutsista and investigations, Achievements that are still not optimal, Assessment of the implementation of the performance management sistem which is judged from the rewards obtained members in the maintenance section of the Military Alutsista are still not good and optimal. Efforts to improve the quality of Members in the Military Alutsista Maintenance section are complying with disciplinary regulations, maximizing the environmental atmosphere, maximizing existing infrastructure facilities in carrying out activities, a good assessment is also found in the application of a feedback performance management sistem from leadership coaching, making various efforts to fostering Members in the Maintenance of Military Alutsista.

PENGARUH KEPEMIMPINAN, MOTIVASI, DAN REMUNERASI TERHADAP KINERJA ACCOUNT REPRESENTATIVE DI LINGKUNGAN DIREKTORAT JENDERAL PAJAK KANTOR PELAYANAN PAJAK PRATAMA BANTUL

Eko Susanto, Mohamad Mahsun, Sulastiningsih Sulastiningsih — Wed, 05 Feb 2025 00:00:00 +0000

The problem in this study is that the Account Representative Performance at KPP Pratama Bantul has not reached the target, resulting in the tax revenue target at the Pratama Bantul Tax Service Office (KPP) in the last 3 (three) years, namely from 2019 to 2021 not being achieved. This study aims to analyze the influence of Leadership, Motivation and Remuneration on the performance of Account Representatives in the Directorate General of Taxes, Bantul Pratama Tax Office. The population in this study were all Civil Servants at KPP Pratama Bantul totaling 94 employees. The sampling technique using purposive sampling technique was selected by all employees except the head of the office and the head of section so that the number of respondents was 79 employees. The data used in this study is a type of quantitative data that can be measured or calculated directly. This study uses data analysis techniques in the form of statistical calculations using SPSS software version 21.0. The results of this study indicate that Leadership, Motivation and Remuneration have a significant influence on employee performance at KPP Pratama Bantul. The results of the hypothesis test show that the three independent variables have a significant positive effect on the independent variables. The greater the Leadership, Motivation and Remuneration provided by the organization, the employee's performance will increase.

EVALUASI KINERJA KEPOLISIAN DALAM PROSES PELAYANAN PENERBITAN SURAT IJIN MENGEMUDI DI KANTOR SATLANTAS POLRES GUNUNGKIDUL

Erna Khoirul Alfianita, Meidi Syaflan — Wed, 05 Feb 2025 00:00:00 +0000

Penelitian ini bertujuan untuk menganalisis faktor-faktor yang menyebabkan kinerja kepolisian satlantas Polres Gunungkidul dalam pelayanan SIM belum optimal dan merumuskan upaya peningkatan kinerja kepolisian satlantas dalam pelayanan SIM di Polres Gunungkidul. Penelitian ini menggunakan metode penelitian deskriptif kualitatif dengan pengumpulan data menggunakan wawancara, observasi dan dokumentasi serta analisis data menggunakan analisis hasil wawancara dan FGD. Subjek penelitian yang digunakan adalah pelanggan yang mendapatkan pelayanan dalam pembuatan SIM di polres. Data hasil penelitian ini di dapat suatu data dari hasil yang di lakukan dengan cara observasi, wawancara, analisis data dan dokumentasi. Analisis data menggunakan dari hasil wawancara dan Forum diskusi grup dengan responden diketahui analisis kualitas pelayanan terhadap kepuasan pelanggan dalam pelayanan pembuatan SIM di polres Gunungkidulbesar mempunyai sikap yang belum puas terkait dengan pelayanan yang belum memuaskan. Dapat disimpulkan Analisis Kualitas Pelayanan Terhadap Kepuasan Berdasarkan hasil penelitian tersebut diartikan kualitas pelayanan terhadap kepuasan pelanggan dalam pembuatan SIM di polres Gunungkidul masih belum puas terhadap pelayanan.

EVALUASI KINERJA TENAGA PRAMURUKTI DI RPSLU (Rumah Pelayanan Sosial Lanjut Usia) BUDI DHARMA YOGYAKARTA TAHUN 2021

Ervina Septiana, Uswatun Chasanah — Wed, 05 Feb 2025 00:00:00 +0000

Penelitian ini bertujuan untuk mengidentifikasi kinerja pramurukti dan merumuskan upaya untuk meningkatkan kinerja pramurukti diRPSLU Budi Dharma Yogyakarta. Penelitian ini mengunakan teori-teori yaitu komunikasi, bentuk komunikasi baik verbal maupun nonverbal, komunikasi interpersonal, tujuan komunikasi interpersonal, sikap positif komunikasi interpersonal, psikologi komunikasi, perkerja sosial, lansia dan faktor yang dihadapi lansia. Penulis juga menggunakan konsep penetrasi sosial sebagai landasan utama dalam penelitian. Penelitian ini menggunakan paradigma postpositivisme dengan metode penelitian kualitatif, pendekatan penelitian deskriptif. Teknik pengumpulan data berupa wawancara, observasi dan dokumentasi. Teknik analisis data berupa data reduction, data display, data conclusion drawing / verification. Hasil penelitian menunjukkan bahwa proses mengidentifikasi/mengevaluasi pramurukti yang masih rendah dan merumuskan untuk kinerja pramurukti masih rendah yaitu ada beberapa faktor yang menyebabkan kinerja pramurukti pada RPSLU Budi Dharma, di antaranya yaitu karena beban kerja yang berlebihan, masih kurang kesadaran terhadap disiplin waktu, alat yang kurang mendukung. Upaya peningkatan kinerja pramurukti RPSLU Budi Dharma Yogyakarta antara lain dengan penambahan SDM (sumber daya manusia), penanaman disiplin waktu serta pembekalan dan pelatihan untuk mengupgrade ilmu yang telah dimiliki pramurukti, penyediaan alat sesuai dengan yang dibutuhkan oleh pramurukti untuk menunjang kelancaran dalam proses bekerja.

UPAYA PENINGKATAN KINERJA PEGAWAI UNIT PELAKSANA TEKNIS DAERAH PEMELIHARAAN JALAN DAN PENGAIRAN DINAS PEKERJAAN UMUM DAN PENATAAN RUANG KABUPATEN TEMANGGUNG

Khamim Gunardi, Wahyu Purwanto, Suhartono Suhartono — Wed, 05 Feb 2025 00:00:00 +0000

This study aims to improve the performance of the employees of the Regional Technical Implementation Unit for Road Maintenance and Irrigation of the Public Works and Spatial Planning of Temanggung Regency in irrigation maintenance operational activities. One of the efforts in employee development is to provide human resource training, especially during a pandemic like this, employees are expected to continue to develop or improve skills and be able to compete in the era of digitalization which is growing rapidly. Performance is a result achieved by employees in their work according to certain criteria that apply to a job. Performance measurement can use aspects: quality of work, quantity of work, implementation of duties and responsibilities. The research was carried out from February to March 2022. This type of research was descriptive qualitative. Interview data collection. Data analysis interactive model of analysis. The results showed that: 1) The performance of UPTD PJP DPUPR employees in Temanggung Regency was not on target due to: supervisory staff (irrigation minister) for supervising the implementation of Irrigation OP staff not yet understanding the main tasks and functions, there was no daily/weekly/monthly work plan (implementation of work). not planned and systematic) to facilitate the division of tasks to Irrigation OP officers, human resources (irrigation OP workers) who are not yet competent in the irrigation sector are still not compact in group work, a lot of time is wasted (long breaks, late arrival and early return), some farmers are still not doing well. 2) Efforts that can be made to improve the performance of employees at UPTD PJP DPUPR Temanggung Regency, namely: need to understand the duties and functions and add supervisors/manteries, need debriefing and direction as well as weekly/monthly monitoring and evaluation, determine work plans before carrying out workers/ the task of making irrigation OP staff comfortable and compact, increasing public awareness, especially farmers/water user communities (P3A) in maintaining irrigation networks for the common good and increasing the competence of human resources (irrigation OP workers) through training according to their respective fields.

ANALISIS PELAKSANAAN KAMPANYE 3M (MEMAKAI MASKER, MENCUCI TANGAN DAN MENJAGA JARAK) DI KABUPATEN PACITAN SELAMA MASA PANDEMI

Ratna Dyah Chrisnawati, Muhammad Mathori — Wed, 05 Feb 2025 00:00:00 +0000

This study aims to analyze the causes of violations of the 3M health protocol (washing hands with running water and soap, wearing masks, maintaining distance and formulating efforts to increase awareness of the 3M health protocols (washing hands with running water and soap, wearing masks, maintaining distance). to the community in Pacitan Regency. This research is included in descriptive qualitative research. The research location is in Pacitan Regency, during May – June 2021. Data collection techniques are by means of interviews, observations and documentation. The results of data collection are reduced, presented and concluded. The results of the interview showed that knowledge about the 3M health protocol was good, only their behavior was not disciplined because they had not been able to breathe, hand washing facilities were not yet available and adequate, often the area of activity was not comparable between visitors and the size of the place, finally they had difficulty keeping their distance. Efforts to increase awareness of the 3M health protocol (washing hands with running water and soap, wearing masks, maintaining distance) in the community are expected to be able to make people aware of behavioral changes, so as to reduce the rate of transmission of Covid -19 in Pacitan Regency.

EVALUASI KAPASITAS ORGANISASI PADA UNIT PELAKSANA TEKNIS DAERAH LABORATORIUM LINGKUNGAN DI DINAS PERUMAHAN RAKYAT KAWASAN PERMUKIMAN DAN LINGKUNGAN HIDUP KABUPATEN TEMANGGUNG

Sulaswati Sulaswati, Muhammad Awal Satrio Nugroho — Wed, 05 Feb 2025 00:00:00 +0000

This study aims to evaluate the organizational capacity of the Regional Technical Implementation Unit of the Environmental Laboratory at the Department of Public Housing for Settlement and Environmental Areas, Temanggung Regency. Research in December 2021. Types of qualitative descriptive research. Interview data collection techniques. Data analysis techniques Interactive Model of Analysis. The results showed that: 1) The organizational capacity of the Environmental Laboratory UPT DPRKPLH Temanggung Regency was not maximized. The contributing factors are: the limited number of environmental laboratory personnel, the competence of the UPT Environmental Laboratory DPRKPLH laboratory staff is still lacking, the infrastructure is inadequate, not supported by government policies, especially in terms of budget for tool calibration, proficiency testing, training/training makes the organization unable to develop. 2) Efforts are being made to increase organizational capacity, namely: submitting an application to the Regent through the Regional Personnel Agency (BKPSDM) for the recruitment of environmental laboratory officers, improving the skills, knowledge, abilities and competencies of laboratory officers with various relevant education and training. Increasing organizational capacity focuses on the management system following work procedures in the form of Method Work Instructions (IKM), improving laboratory infrastructure so that it is in accordance with IKM testing standards that refer to national and international standards, operating IKM tools, internal calibration IKM testing instruments and submitting budget requests for instrument calibration, proficiency testing and training.

ANALISIS STUDI KEPUASAN KERJA KARYAWAN PADA KONVEKSI SHILLA

Vianita Ely Sapputri , Priyastiwi Priyastiwi — Wed, 05 Feb 2025 00:00:00 +0000

This research was conducted at Shilla Convection having its address at Mandungan, Wiro, Bayat, Klaten. The purpose of this study was to determine and analyze employee job satisfaction at Shilla Convection. The population in this study were employees at Shilla Convection as 15 respondents and 5 sources of whom were taken samples in this study who were considered competent. The methods used in this research are quantitative methods (descriptive statistics) and qualitative methods (Miles and Huberman). From the results of the research that the author did, the answer was obtained, satisfaction with superiors (supervision) was still not good because the average answer of respondents was 3.00 which showed a neutral attitude which could mean that respondents agreed or disagreed. Compared with satisfaction with the job itself, satisfaction with co-workers, satisfaction with benefits, satisfaction with promotion opportunities, satisfaction with salary, satisfaction with supportive working conditions which shows an average answer of 4.00 which indicates an attitude of agreement and can be interpreted as being satisfied. From the results of interviews it can be concluded that 2 people are quite satisfied working at Shilla Convection, while 3 other people are not satisfied with the attitude of their superiors and also with the bonuses/allowances given.