CD Tesis

Analisis demosi pegawai negeri sipilDi pemerintah kota pekanbaru

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DINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, DysDINAL HUSNA. Analysis Demotion Government Civil Servants in the city of Pekanbaru. Guided by Meyzi Heriyanto and Auda Murad The problem the government demotion Pekanbaru get respondents from many circles, because the problem is done suddenly and there is a sense not in accordance with applicable regulations. BKD Pekanbaru City Government issued Kpts 821.4/BKD/2011/110 about the new district, then Kpts 821.3/BKD/2011/111 about the new district secretary, Kpts 821.3/BKD/2011/112 about new headman, Kpts 821.4/BKD/2011 / 113 on the old district, Kpts 821.3/BKD/2011/114 about sekcam and headman. The purpose of this research is to analyze the effect of the implementation of the performance of the civil servants demotion; influence dysfunctional employee behavior on the implementation of civil demotion; influence organizational conditions for the implementation of civil demotion and analyze the effect of the implementation of their own desires demotion civil servants in the city of Pekanbaru . And analyze the effect of job performance, dysfunctional behavior, and organizational conditions willingly together against demotion of civil servants in the city of Pekanbaru. Survey method used in this study, as the data source is a civil servant who didemosikan is numbered 59 people and set the entire population were sampled using the census. Data collection techniques using research questionnaires and data were analyzed using quantitative techniques. Based on the survey results revealed that the performance of the variable does not have a significant influence on the implementation of civil demotion in the city of Pekanbaru (Sig. 0.425), then the employee dysfunctional behavioral variables have a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (0.033 sign. ); Variable membeirkan organizational conditions are not a significant influence on the implementation of the demotion of civil servants in the city of Pekanbaru (sign. 0.424) and desire itself is very influential variable on the implementation of civil demotion in the city of Pekanbaru (sign 0.000), and proved that the co- same work performance, dysfunctional behavior, organizational conditions and his own desire to have a significant influence on the civil demotion Pekanbaru (Sig. 0.000) Keywords: Demotion Implementation, Performance Works, Dys

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No. Panggil

10 02.112 (0004)

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Pekanbaru : Universitas Riau- Pasca Sarjana - Ilmu Adminitrasi., 2012

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ix,99 hlm.;ill,;29cm

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10 02.112 (0004)

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