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Work Satisfaction

In: Business and Management

Submitted By putradwipa
Words 1018
Pages 5
BAB I
PENDAHULUAN

1.1 LATAR BELAKANG MASALAH. Persaingan di dalam dunia industri semakin lama semakin ketat. Tidak terkecuali di Negara Indonesia. Persaingan menuntut setiap perusahaan untuk selalu membuat produk atau jasa yang dihasilkan dapat selalu memuaskan konsumen. Semua usaha selalu difokuskan pada produk atau jasa yang mereka buat. Ironisnya mereka justru tidak memperhatikan kepuasan kerja karyawan mereka. Timbulnya fenomena perilaku. kerja karyawan dalam organisasi yang ditandai dengan lemahnya keterikatan karyawan dalam organisasi, kurangnya keterlibatan karyawan terhadap pekerjaannya, tingkat absensi dan pergantian atau perputaran karyawan. yang tinggi, berhenti bekerja, pemogokan, dan mengurangi keluaran (mutu dan kuantitas produk), tidak berfungsinya kompetisi yang sehat baik antar individu maupun antar kelompok, komunikasi yang kurang berjalan baik karena terlalu banyak distorsi dan mis informasi, kebingungan dan ketidakmengertian ke mana arah dan prioritas tujuan yang hendak dicapai, merupakan contoh permasalahan sebagai akibat belum terintegrasikannya dengan baik antara dimensi manusia dengan dimensi pekerjaan dalam suatu organisasi, atau belum terintegrasinya tujuan pribadi dan tujuan organisasi. Semua permasalahan tersebut merupakan indikasi dari menurunnya kepuasan kerja. PT. Rusli Vinilon merupakan industri manufaktur yang bergerak dalam produksi pipa PVC, PE dan fittingnya. Sejak tahun 1979 PT Rusli Vinilon Sakti menerima proyek-proyek pemerintah dan swasta. PT. Rusli Vinilon Sakti selalu memproduksi pipa yang berkualitas tinggi dan terbukti dari sertifikat SNI ( Standar Nasional Indonesia ) dan ISO-9001 yang dimiliki oleh PT. Rusli Vinilon Sakti. Performansi dan Kepuasan kerja karyawan secara tidak langsung menjadi sebuah faktor yang menentukan terhadap keberhasilan PT.Rusli Vinilon Sakti. Perhatian atas modal sumber daya manusia ini mencakup kemampuan yang unggul dan motivasi kerja yang tinggi. Dua aspek ini merupakan perwujudan dan sikap dari perilaku kerja karyawan yang mempengaruhi kinerjanya, dan secara operasional dapat dilihat pada aspek kemangkiran, tingkat perputaran (turnover) yang merupakan ukuran dari kepuasan kerja. Kajian tentang hal ini terus menjadi telaah penting, mengingat adanya perubahan dan perkembangan terus menerus tentang apa yang membuat seseorang berkinerja baik dan puas akan pekerjaannya. Sehingga, menjadi hal yang wajar bila studi mengenai performansi dan kepuasan kerja berkembang terus guna memperoleh penjelasan yang lebih memuaskan terhadap variabel variabel yang mempengaruhi performansi dan kepuasan kerja karyawan. Oleh karena itu, motivasi, kemampuan kerja, performansi kerja dan kepuasan kerja karyawan merupakan permasalahan yang penting dalam pengembangan sumber daya manusia yang ada di PT. Rusli Vinilon Sakti guna meningkatkan kinerja perusahaan. Berbicara mengenai performansi kerja erat hubungannya dengan motivasi dan kemampuan, karena motivasi dan kemampuan berbanding lurus dengan performansi (Heider, 1958). Semakin besar motivasi dan kemampuan maka semakin besar pula performansi yang dihasilkan. Banyak sekali faktor yang mempengaruhi motivasi, diantaranya pengaruh insentif dan lingkungan kerja. Sedangkan kemampuan dipengaruhi kemampuan intelektual dan kemampuan fisik. Dengan demikian, performansi kerja yang dapat menghasilkan kepuasan kerja merupakan salah satu aspek penting yang menunjang perusahaan untuk mencapai keberhasilan. Dengan mengidentifikasi faktor yang ada pada motivasi dan kemampuan yaitu, insentif, lingkungan kerja serta kemampuan fisik dan kemampuan intelektual , maka perlu diketahui faktor apa yang dominan pada performansi kerja operator di PT. Rusli Vinilon Sakti.

1.2 POKOK PERMASALAHAN Pokok permasalahan dalam penelitian ini adalah apakah insentif dan lingkungan kerja yang merupakan bagian dari motivasi serta kemampuan fisik dan kemampuan intelektual yang merupakan bagian dari kemampuan benar mempengaruhi performansi kerja secara langsung dan benar mempengaruhi kepuasan kerja operator secara keseluruhan di PT. RUSLI VINILON SAKTI

1.3 TUJUAN PENELITIAN. Adapun tujuan penelitian adalah : 1. Mengidentifikasi pengaruh motivasi kerja terhadap performansi karyawan. 2. Mengidentifikasi pengaruh kemampuan terhadap performansi karyawan. 3. Mengidentifikasi apakah performansi kerja berpengaruh terhadap kepuasan kerja operator di PT. Rusli Vinilon Sakti. 4. Mengidentifikasi variabel manifes dominan yang membentuk variabel laten tersebut. 5. Mendapatkan model kepuasan kerja.

1.4 HIPOTESIS Dari referensi berupa teori-teori dan penelitian yang telah dilakukan sebelumnya, seperti yang telah dipaparkan di atas , maka hipotesis untuk permasalahan penelitian ini, adalah : 1. Tinggi rendahnya performansi kerja karyawan dipengaruhi secara positif oleh insentif yang merupakan suatu imbalan dan keadilan pada pemberian imbalan tersebut. 2. Tinggi rendahnya performansi kerja karyawan dipengaruhi secara positif oleh lingkungan kerja baik fisik maupun sosial. 3. Tinggi rendahnya performansi kerja karyawan dipengaruhi secara positif oleh kemampuan intelektual seseorang, dalam hal ini kecerdasan numeris, pemahaman (comprehension) verbal, kecepatan perseptual dan ingatan. 4. Tinggi rendahnya performansi kerja karyawan dipengaruhi secara positif oleh kemampuan fisik seseorang, dalam hal ini kekuatan, keluwesan, koordinasi tubuh, keseimbangan dan stamina. 5. Tinggi rendahnya kepuasan kerja karyawan dipengaruhi secara positif oleh performansi kerja, dalam hal ini jumlah output dan jumlah cacat terhadap produk yang dihasilkan. 6. Kepuasan kerja karyawan mempengaruhi kehadiran (absensi) secara positif dan keinginan untuk pindah (turnover) secara negatif.

1.5 PEMBATASAN MASALAH Agar penelitian yang dilakukan dapat lebih terfokus dan lebih terarah dalam mencapai tujuan penelitian, maka penulis memberikan pembatasan masalah sebagai berikut : 1. Responden penelitian adalah para karyawan yang bertugas menjadi operator di bagian produksi, maintenance, gudang dan QC. 2. Jumlah responden yang diteliti sebanyak 100 orang. 3. Metode yang akan digunakan dalam penelitian adalah metode SEM (Structural Equation Modeling), dengan menggunakan software LISREL 8.71 (Linier Structural Relationship). 4. Pengamatan dilakukan dari tanggal 21 November 2005 sampai dengan 21 Februari 2006

1.6 SISTEMATIKA PENULISAN
Adapun sistematika penulisan dari Tugas Akhir ini adalah sebagai berikut : • BAB I PENDAHULUAN Bab ini berisi tentang latar belakang masalah, pokok permasalahan, tujuan penelitian, pembatasan masalah dan sistematika penulisan. • BAB II LANDASAN TEORI Bab ini berisi mengenai konsep, teori-teori, dan prinsip-prinsip yang berhubungan dengan permasalahan dan model yang nantinya akan digunakan sebagai dasardalam pemecahan masalah. BAB III METODOLOGI PENELITIAN Dalam bab ini diuraikan tahapan-tahapan penulisan yang dilakukan dalam pengolahan data, mulai dari identifikasi masalah, pengumpulan data, pengolahan data, analisa masalah, dan juga kesimpulan yang dapat diambil beserta saran untuk pihak perusahaan. • BAB IV PENGUMPULAN DAN PENGOLAHAN DATA Bab ini menyajikan pengumpulan data berupa gambaran umum perusahaan, data kuesioner, dan data – data lain yang dipakai untuk membantu dalam penelitian dan juga menyajikan pengolahan data yang dilakukan peneliti. • BAB V ANALISA MODEL Dalam bab ini akan dikemukakan analisa mengenai hasil yang diperoleh dari pengumpulan dan pengolahan data yaitu berupa model. • BAB VI KESIMPULAN DAN SARAN Dalam bab terakhir ini akan diuraikan mengenai kesimpulan-kesimpulan yang diperoleh berdasarkan hasil analisa untuk menjawab tujuan penelitian dan memberikan saran-saran sebagai bahan pertimbangan yang sekiranya akan berguna bagi pihak perus ahaan.

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