CD Skripsi

Pengaruh pelatihan dan lingkungan kerja terhadap kinerja karyawan yang dimediasi motivasi pada PT. Telkom Witel Ridar

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This research aims to analyze the influence of training and work environment on employee performance through motivation at PT. Telkom Witel Ridar. It is believed that improving employee performance can bring progress to the company. In order for a company to be able to survive in an unstable competitive business environment, efforts need to be made to improve employee performance, this is a challenge for management. Telkom Witel Ridar needs to focus on improving employee performance and encouraging innovation to develop and maintain superior resources. Employees are expected to not only improve performance, but also focus on optimal processes and results. The higher the quality of the employees, the better the task will be carried out, thereby increasing the efficiency and effectiveness of the output produced. It is important for Telkom Witel Ridar management to overcome these problems by providing effective training, increasing management support, and collaboration in the work environment to improve employee performance.
The sample for this research is all organic employees at PT. Telkom Witel Ridar, totaling 55 people. The data collection technique was carried out through distributing questionnaires. The data processing method uses an ordinal scale. The results of this research questionnaire were tested using Partial Least Square with Structural Equation Models. The research results prove that (1) The parameter coefficient between the training variable and employee performance is -0.082, meaning that an increase in one training will reduce employee performance by 8.2%. The resulting P-value was 0.762 (P-value > 0.05) so the hypothesis was rejected. (2) The parameter coefficient between the training variable and motivation is 0.143, meaning that an increase in one training will increase motivation by 14.3%. (3) The parameter coefficient between the work environment variable and employee performance is -0.079, meaning that an increase in one work environment will reduce employee performance by 7.9%. The resulting P-value is 0.732 (P-value > 0.05) so the hypothesis is rejected. (4) The parameter coefficient between work environment variables and motivation has a value of 0.665, meaning that an increase in work environment units will increase motivation by 66.5%. The resulting P-value is 0.000 (P-value < 0.05) so the hypothesis is accepted. (5) the coefficient parameter between the motivation variable and employee performance is 0.573, meaning that an increase in motivation units will increase employee performance by 57.3%. The resulting P-value is 0.013 (P-value < 0.05) so the hypothesis is accepted. (6) The parameter coefficient between the training variable and employee performance through motivation is 0.082. The resulting P-value is 0.335 (P-value > 0.05) so the hypothesis is rejected. (7) The parameter coefficient (regression coefficient) between work environment variables on employee performance through motivation has a value of 0.381, meaning that an improvement in the work environment will increase employee performance through motivation by 38.1%. The resulting P-value is 0.040 (P-value < 0.05) so the hypothesis is accepted.


Key Word : Training, Work Environment, Employee Performance and Motivation.

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Ketersediaan

Informasi Detail

Judul Seri

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No. Panggil

2110247802

Penerbit

Pekanbaru : Universitas Riau – Pascasarjana – Tesis Ilmu Komunikasi., 2024

Deskripsi Fisik

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Bahasa

Indonesia

ISBN/ISSN

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Klasifikasi

2110247802

Tipe Isi

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Tipe Media

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Tipe Pembawa

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Edisi

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Subjek

ILMU KOMUNIKASI

Info Detail Spesifik

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Pernyataan Tanggungjawab

Jaka

Versi lain/terkait

Lampiran Berkas

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