Suwarto, Sri Retnaning Rahayu (2016) Effect Of Work Motivation, Organizational Culture, And The Spirit Of Work On Employee Productivity At The Muhammadiyah University Of Metro

Lembaga Penelitian Um Metro

File Pdf Download


In carrying out the activities of the University of Muhammadiyah Metro requires employees who have high motivation, culture and morale were comfortable that the employee's productivity can be successful as expected by the Organization or university that, because of the increasing competition between universities engaged in academic good it State Universities colleges nor are qualified students, of course, offset by serving both in academic and financial. Employees of the University of Muhammadiyah Metro though not yet be said to have high productivity, less earnest, there are still some of them not good on doing their job. No task is not optimal, but the willingness of emplo yees to collaborate between employees of one with the other employees who support each other. Every employee working donate labor and mind voluntarily and willing to help each other to achieve a common goal. The employee's productivity is also reflected in the disciplines addressed by the seriousness of the employee to comply with work rules that apply and the willingness of employees to work in accordance with methods prescribed by the Organization. The purpose of this study was to determine the variable X 1 terhadp X2, X2 to X3, X1 to X4, X2 to X4, X3 to X4 on the employees of the University of Muhammadiyah Metro, problem in this research is Does Work Motivation effect on Morale, Do Cultural Organization effect on morale, Do Work Motivation effect on Work P roductivity, Does organizational culture influence on Work Productivity and Do morale influence on Work Productivity "., the analysis used is qualitative and quantitative analysis, hypothesis is a significant difference between the variables X1 terhadp X2, X2 to X3, X1 to X4, X2 to X4, X3 to X4 at the University of Muhammadiyah Metro employees. The test used is the validity, reliability, normality and linearity by using analysis to examine the effect of intervening variable analysis method path (Path Analys is) regression analysis to estimate the causal relationships between variables (model casual) who assessed the causal relationship and also can not be used as a substitute for researchers to look at the relationship between variabel. Causality relation bet ween variables has been set up with a model based on a theoretical foundation .

Keywords : influence of Work Motivation, Organizational Culture, and Morale Work Productivity.


[1] Aigner, 1993. Human Resource Management. Jakarta: Kencana Prenada Media Group. [2] Arikunto, Suharsimi. 2010. The reliability Insrumen. [on line]. Available: http://shahibul16 28.wordpress.com/2012/04/09/reliabilitas - instrumen.com [11 November 2014]. [3] Azwar. 2000. Motivation. [on line]. Available: http://edu.dzihni.com/2013/01/pengertian - motivasi - menurut - para - ahli.html [February 18, 2015]. [4] Burhanuddin. 1994. Morale. [on line]. Av ailable: http://tugasakhiramik.blogspot.com/2013/03/pengertian - semangat - kerja.html [February 18, 2015]. [5] Cascio, F. 2003. Work Productivity. [on line]. Available: http://liveintranet.blogspot.com/2014/03/pengertian - produktivitas - kerja - karyawan.html [Februa ry 18 2015]. [6] Dessler. 1997. Human Resource Management. Jakarta: Kencana Prenada Media Group. [7] Hamalik. 1992. Motivation. [on line]. Available: http://isma - ismi.com/pengertian - motivasi.html [February 18 2015]. [8] Hasibuan, Malay S.P. 1999. Human Resource Manage ment. Jakarta: Kencana Prenada Media Group. [9] Husein Umar. 2011. Research Methods For Thesis and Thesis Business. Jakarta: Rajawali Pers. [10] Irianto, Jusup. 2008. Understanding morale. [on line]. Available: https://www.scribd.com/doc/89752755/5/A.Pengertian+Sem angat+Kerja.com [October 30th 2014]. [11] Kinicki and Kreitner. 2001. Management Digest. Bandung: PT. Refika Aditama. [12] Lodge and Cushway. 2000. Organizational Culture. [on line]. Available: http://dhino.blogspot.com/2013/05/pengertian - budaya - organisasi.html [Feb ruary 18, 2015]. [13] Manullang, M. 2004. Human Resource Management. [on line]. Available: http://mbegedut.blogspot.com/2012/06/pengertian - manajemen - sumber - daya.html [February 18 2015]. [14] Moekijat.1993. Understanding morale. [on line]. Available: https://id.wikip edia.org/wiki/semangatkerja. [October 30th 2014]. [15] Nitisemito, Ales S. 2009. Understanding morale. [on line]. Available: https://www.scribd.com/doc/39752755/5/A - Pengertian - Semangat - Kerja.com [October 30th 2014]. Osborn. Et al. 2001. Organizational Culture. [on line]. Available: http://zabidin1993.blogspot.com/2013/06/budaya - organisasi.html [February 18, 2015]. [16] Ravianto.1991. Human Resource Management. Jakarta: Kencana Prenada Media Group. Riadi, Slamet. 2001. Understanding morale. [on line]. Available: https ://www.scribd.com/pengertian - pemangat - kerja.html [October 30th 2014]. [17] Ridwan, M. 1994. Understanding morale. [on line]. Available: https://www.google.com/search?biw=pengertian+semangat+kerja.com [October 30th 2014].