PENGARUH MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN TELEMARKETING ASURANSI CIGNA INDONESIA DI PT. MITRA INTI SELARAS

Alif, Abda (2014) PENGARUH MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN TELEMARKETING ASURANSI CIGNA INDONESIA DI PT. MITRA INTI SELARAS. S2 thesis, Universitas Mercu Buana Jakarta-Menteng.

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Abstract

Tesis ini bertujuan untuk menguji pengaruh motivasi kerja, pengembangan karir, lingkungan kerja terhadap organizational citizenship behavior (OCB) dengan kepuasan kerja sebagai variabel intervening pada karyawan PT Bhakti Mingasutama. Desain penelitian yang penulis lakukan adalah explanatory research. Pendekatan penelitian ini adalah pendekatan kuantitatif melalui metode pengumpulan data menggunakan survei atau pengisian kuesioner. Sampel penelitian ini adalah karyawan PT Bhakti Mingasutama berjumlah 158 responden. Penelitian menggunakan analisis Structural Equation Model (SEM) yang dijalankan melalui perangkat lunak AMOS 18.00 dalam melihat pengaruh antara variabel eksogen terhadap variabel endogen. Hasil penelitian menunjukkan bahwa motivasi kerja berpengaruh secara positif dan signifikan terhadap kepuasan kerja, pengembangan karir tidak berpengaruh secara positif dan signifikan terhadap kepuasan kerja, lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, motivasi kerja tidak berpengaruh positif dan signifikan terhadap organizational citizenship behavior, pengembangan karir berpengaruh positif dan signifikan terhadap organizational citizenship behavior, lingkungan kerja tidak berpengaruh positif dan signifikan terhadap organizational citizenship behavior, kepuasan kerja berpengaruh secara positif dan signifikan terhadap organizational citizenship behavior dan lingkungan kerja melalui kepuasan kerja berpengaruh positif terhadap organizational citizenship behavior. Dari hasil penelitian dapat diketahui bahwa dalam upaya meningkatkan kepuasan kerja perlu memperhatikan dorongan motivasi kerja dan suasana lingkungan kerja yang kondusif. Serta, untuk meningkatkan organizational citizenship behavior (OCB) perlu juga untuk membuat pola karir dan jalur karir yang jelas sehingga dapat memperhatikan pengembangan karir karyawan. Temuan lainnya adalah organizational citizenship behavior (OCB) dapat meningkat disebabkan oleh lingkungan kerja yang kondusif tetapi dengan syarat karyawan merasa puas terlebih dahulu. Kata kunci : organizational citizenship behavior (OCB), kepuasan kerja, motivasi kerja, pengembangan karir, lingkungan kerja. This thesis aims to examine the effect of work motivation, career development, work environment on organizational citizenship behavior (OCB) with job satisfaction as intervening variable at PT Bhakti Mingasutama employees. Design research is explanatory research the author did. This research approach is a quantitative approach through the method of data collection using surveys or questionnaires. The sample was an employee of PT Bhakti Mingasutama totally 158 respondents. Research using analysis of Structural Equation Model (SEM) that run through 18.00 AMOS software in seeing the influence of exogenous variables on endogenous variables. The results showed that work motivation in a positive and significant effect on job satisfaction, career development is not a positive and significant effect on job satisfaction, work environment in a positive and significant effect on job satisfaction, work motivation is not positive and significant effect on organizational citizenship behavior, development career is a positive and significant effect on organizational citizenship behavior, work environment is not positive and significant effect on organizational citizenship behavior, job satisfaction is positively and significantly influence the organizational citizenship behavior and work environment through job satisfaction has positive influence on organizational citizenship behavior. With the results of this research is that in an effort to increase job satisfaction need to pay attention to boost motivation and work environment conducive working atmosphere. As well, to improve organizational citizenship behavior (OCB) need also to make clear a career pattern and a career path so as to pay attention to the career development of employees. Other findings are organizational citizenship behavior (OCB) can be increased due to the work environment, but on the condition that the employees are satisfied first. Keywords : Organizational citizenship behavior (OCB), job satisfaction, work motivation, career development, work environment.

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