PENGARUH DISIPLIN DAN MOTIVASI TERHADAP KINERJA PEGAWAI PADA BPJS KETENAGAKERJAAN KOTA JAMBI

Elvira Hendriyani, Elvira Hendriyani (2022) PENGARUH DISIPLIN DAN MOTIVASI TERHADAP KINERJA PEGAWAI PADA BPJS KETENAGAKERJAAN KOTA JAMBI. skripsi thesis, Universitas batanghri.

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Abstract

ABSTRACT Elvira Hendriyani / 1800861201059/ Faculty of Economics University Batanghari Jambi/ The Effect of Discipline and Motivation on Performance on BPJS Ketenagakerjaan Kota Jambi / 1 st Advisor Dr. Sudirman, SE, M.E.I /2 nd Advisor Ubaidillah, SE, MM The purpose of this study is to describe the discipline, motivation and performance of employees at BPJS Ketenagakerjaan Kota Jambi and find out the influence of discipline and motivation on performance at BPJS Ketenagakerjaan Kota Jambi. This research includes the type of correlational research, using the research methods used is the survey method. The data retrieval technique with poll, the score obtained from the poll is then analyzed with a descriptive analysis that is poured in the form of percentages. Quantitative research is a study that works with numbers, whose data is tangible number (score or value, rank or frequency) analyzed using statistics to answer questions or hypotheses Research that is specific in nature and to make predictions that certain three affects other variables. BPJS Ketenagakerjaan Kota Jambi as a government institution is responsible for providing services to the community in its work area. The provision of services at the Jambi City Employment BPJS is based on an awareness of duties, responsibilities and high feelings to carry out services properly so that the community is satisfied. An average score of 153 means that discipline is at a high criteria. The highest statement relating to the sanctions given has the aim of providing a deterrent effect to employees with a score of 170. The lowest statement relates to fairness in sanctioning any employee who commits disciplinary action with a score of 141. An average score of 154 means that motivation is at a high criteria. The highest statement relates to the need to innovate and think creatively in completing tasks with a score of 179. The lowest statement relates to the interest in having a social status in the environment of BPJS Ketenagakerjaa Jambi City with a score of 141. An average score of 141 means that performance is at a high criteria. The highest statement relates to prioritizing quality work results and in accordance with existing regulations with a score of 170. The lowest statement relates to carefully adjusting the work before being handed over to the superior with a score of 141. Based on the discussion in the previous chapters, the conclusion of this study is that the motivation in BPJS Ketenagakerjaan is on high criteria, then the performance of employees in BPJS Ketenagakerjaan is very high. Motivation can affect the performance of bpjs employment by 39.1%. There is a significant influence between discipline on employee performance at BPJS Ketenagakerjaan by 54.71%

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