Analysis of Employee Performance Through Islamic Work Environment Factors
Abstract
This study aims to determine the conditions of the Islamic work environment and how significant the influence of the Islamic work environment is on the performance of employees at PT Bina Informatika Solusi Cirebon. This research is a type of descriptive research with hypothesis testing. This study's population was all PT Bina Informatika Solusi Cirebon employees, totalling 50. The entire population is taken as a sample, so it is called population research and does not use sampling techniques. The data collection technique uses a questionnaire that has been tested beforehand and tested for validity and reliability. The data analysis technique used is correlation coefficient analysis, determination coefficient test, hypothesis testing, and simple regression testing. The results of this study indicate that there is a significant influence between the work environment system (X) on employee performance (Y) with a regression equation of Y = a + bx or Y = 3.010 + 0.946 x and with a coefficient of determination (r2) of 0.6034 or 60.34%. In comparison, the remaining 39.66% is influenced by other variables not observed in this study and uses the t-test, which yields if t (table) at α 0.05 or 5%, it is obtained at 2.009, then t (count ) is higher than t (table), namely 8.59> 2.009. This means that there is a significant influence of the Islamic work environment variable (X) on employee performance (Y) at PT Bina Informatika Solusi Cirebon.
Downloads
References
[2] Anwaruddin, A. (2006). Pengembangan Model Penilaian Kinerja Pegawai. Jurnal Ilmu Administrasi: Media Pengembangan Ilmu Dan Praktek Administrasi, 3(4).
[3] Arikunto, S. (2006). Prosedur Penelitian Suatu Pendekatan Praktik. Jakarta: Rineka Cipta.
[4] Djajadiningrat, A. (2002). Perkembangan Iptek Dalam Pengelolaan Lingkungan; Strategi Dalam Rangka Transfer Teknologi Lingkungan. Jurnal Teknologi Lingkungan, 3(3).
[5] Gozali, I. (2007). Aplikasi Analisis Multivariate dengan Progam SPSS. Semarang: Universitas Diponegoro.
[6] Hanafi, & Muntaha. (2019). Analisis Pengaruh Ketaatan dan Kompensasi Terhadap Kinerja Pegawai Pada Kantor Sekretariat Daerah Kota Pontianak. Jurnal Ilmiah Aset, 21(1).
[7] Handoko, T. H. (2001). Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta: BPFE Press.
[8] Hasibuan, M. (2002). Organisasi dan Motivasi ; Dasar Peningkatan Produktivitas. Jakarta: Bumi Aksara.
[9] Ikhwan, A. (2021). Metode Penelitian Dasar (Mengenal Model Penelitian dan Sistematikanya). Tulungagung: STAI Muhammadiyah Tulungagung.
[10] Indrawan, R., & Yaniawati, R. P. (2016). Metodologi PenelitianKuantitatif, Kualitatif dan Campuran untuk Manajemen, Pembangunan, dan Pendidikan. Bandung: Refika Aditama.
[11] Jerome, N. (2013). Application Of The Maslow's Hierarchy Of Need Theory; Impacts And Implications On Organizational Culture, Human Resource And Employee Performance. International Journal of Business and Management Invention, 2(3), 39–45.
[12] Koburtay, T., Refai, D., & Haloub, R. (2020). The role of cultural pressures and group favouritism in shaping Syrian refugees’ identity in the Jordanian work environment Author links open overlay panel. International Journal of Intercultural Relations, 79, 24–35. https://doi.org/https://doi.org/10.1016/j.ijintrel.2020.08.002
[13] Lukoschek, C. S., & Stock-Homburg, R. M. (2021). Integrating Home and Work: How the Work Environment Enhances Household-Sector Innovations. Research Policy, 50(1), 104139. https://doi.org/https://doi.org/10.1016/j.respol.2020.104139
[14] Luthans, F. (2011). Perilaku Organisasi. Yogayakarta: Andi Offset.
[15] Mathis, R. L., & Jackson, J. (2006). Human Resource Management (Manajemen Sumber Daya Manusia). Jakarta: Salemba Empat.
[16] Pabundu, M. (2006). Budaya Organisasi dan Peningkatan Kinerja Perusahaan. Jakarta: Bumi Aksara.
[17] Permenkes. Peraturan Menteri Kesehatan Republik Indonesia Nomor 48 Tahun 2016 tentang Standar Keselamatan dan Kesehatan Kerja Perkantoran (2016).
[18] Purba, Y. S. T., & Aswitari, L. P. (2016). Pengaruh Peran Sektor Non-Pertanian, Kualitas Sumber Daya Manusia, dan Kesempatan Kerja terhadap Tingkat Kemiskinan. E-Jurnal Ekonomi Pembangunan Universitas Udayana, 5(7), 729–747.
[19] Rachmawati, I. K. (2008). Manajemen Sumber Daya Manusia. Yogyakarta: Andi Offset.
[20] Ramadhani, N., & Pangestu, R. N. (2022). Faktor-Faktor Yang Mempengaruhi Budaya: Ras, Perkembangan Teknologi Dan Lingkungan Geografis (Literature Review Perilaku Konsumen). Jurnal Ilmu Manajemen Terapan, 3(5).
[21] Samsudin, S. (2010). Manajemen Sumber Daya Manusia. Bandung: Pustaka Setia.
[22] Sedarmayanti. (2009). Tata Kerja dan Produktivitas Kerja. Bandung: Mandar Maju.
[23] Sedarmayanti. (2016). Manajemen Sumber Daya Manusia Reformasi Birokrasi dan Manajemen Pegawasi Negeri Sipil. Bandung: Refika Aditama.
[24] Sugiyono. (2015). Metode Penelitian dan Pengembangan. Bandung: Alfabeta.
[25] Suparyadi. (2015). Manajemen Sumber Daya Manusia – Menciptakan Keunggulan Bersaing Berbasis Kompetensi SDM. Yogyakarta: Andi Offset.
[26] Suwarna, E. (2011). Perkembangan Teknologi Batubara Bersih Berwawasan Lingkungan. Jurnal Teknologi Lingkungan, 12(1), 25–34. https://doi.org/10.29122/jtl.v12i1.1259
[27] Triatmanto, B., Zain, D., Troena, E. A., & Rahayu, M. (2010). Peran Pemberdayaan Sumber Daya Manusia dalam Peningkatan Kinerja Organisasi melalui Perubahan dan Resiliensi Organisasi (Studi pada Industri Perhotelan di Jawa Timur). Jurnal Aplikasi Manajemen, 8(4).
[28] Umar, H. (2005). Metode Penelitian untuk Penelitian dan Tesis Bisnis. Jakarta: PT. Raja Grafindo Persada.
[29] Wiratama, D. G. A., & Ibrahim, R. (2018). Pelaksanaan Pengawasan Terhadap Kinerja Pegawai Perusahaan Daerah Air Minum Kota Denpasar. Kertha Negara : Journal Ilmu Hukum, 6(1).
This work is licensed under a Creative Commons Attribution 4.0 International License.
