Artikel Ilmiah : C2C023001 a.n. MOHAMAD ARIEF NOFIANDRI
| NIM | C2C023001 |
|---|---|
| Namamhs | MOHAMAD ARIEF NOFIANDRI |
| Judul Artikel | Pengaruh kesesuaian tugas dan motivasi terhadap kinerja pegawai dengan budaya organisasi sebagai variabel moderasi (studi di Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas II Cilacap) |
| Abstrak (Bhs. Indonesia) | Pelabuhan Tanjung Intan Cilacap yang dikelola KSOP Kelas II menghadapi penurunan disiplin pegawai, penempatan kerja yang tidak sesuai kompetensi, beban piket berlebih, dan rating layanan publik hanya 3,5; karenanya penelitian ini menelaah pengaruh kesesuaian tugas, motivasi intrinsik, dan motivasi ekstrinsik terhadap kinerja pegawai serta peran budaya organisasi sebagai moderator. Melalui survei kuantitatif terhadap 69 pegawai (Maret–Mei 2025) dan analisis regresi moderasi menggunakan SPSS 25, ditemukan bahwa kesesuaian tugas dan motivasi intrinsik paling kuat meningkatkan kinerja, motivasi ekstrinsik berpengaruh namun lebih lemah, sementara budaya organisasi memperkuat dampak kesesuaian tugas dan motivasi intrinsik tetapi tidak signifikan terhadap motivasi ekstrinsik. Rekomendasi mencakup penempatan berbasis kompetensi, pengembangan SDM terukur, penguatan motivasi intrinsik lewat otonomi dan jalur karier, insentif kinerja objektif, penyelarasan budaya kerja, serta sistem penghargaan yang adil dan independen. |
| Abtrak (Bhs. Inggris) | Tanjung Intan Cilacap Port managed by KSOP Class II is facing a decline in employee discipline, inappropriate job placement, excessive duty load, and a public service rating of only 3.5; therefore, this study examines the effect of job suitability, intrinsic motivation, and extrinsic motivation on employee performance and the role of organizational culture as a moderator. Through a quantitative survey of 69 employees (March–May 2025) and moderation regression analysis using SPSS25, it was found that job suitability and intrinsic motivation were the strongest in improving performance, extrinsic motivation had an effect but was weaker, while organizational culture strengthened the impact of job suitability and intrinsic motivation but was not significant on extrinsic motivation. Recommendations include competency-based placement, measurable HR development, strengthening intrinsic motivation through autonomy and career paths, objective performance incentives, alignment of work culture, and a fair and independent reward system. |
| Kata kunci | Kinerja pegawai; kesesuaian tugas; motivasi kerja; budaya organisasi; KSOP Kelas II Cilacap |
| Pembimbing 1 | Dr. DEVANI LAKSMI INDYASTUTI, S.E.M.Si. |
| Pembimbing 2 | |
| Pembimbing 3 | |
| Tahun | 2025 |
| Jumlah Halaman | 20 |
| Tgl. Entri | 2025-06-30 15:36:14.301436 |