Pengaruh keadilan dan komunikasi terhadap kinerja pegawai IAIN Kendari

Tamrin, T (2019) Pengaruh keadilan dan komunikasi terhadap kinerja pegawai IAIN Kendari. Masters thesis, IAN KENDARI.

Preview	Text abstrak.pdf Download (12kB) | Preview
Preview	Text abstrak arab.pdf Download (40kB) | Preview
Preview	Text lembar persetujuan.pdf Download (31kB) | Preview
Preview	Text kata pengantar.pdf Download (15kB) | Preview
Preview	Text daftar isi.pdf Download (12kB) | Preview
Preview	Text bab 1.pdf Download (26kB) | Preview
Preview	Text bab 2.pdf Download (135kB) | Preview
	Text bab 3 dan 4.pdf Restricted to Registered users only Download (284kB)
Preview	Text bab 5.pdf Download (10kB) | Preview
Preview	Text daftar pustaka.pdf Download (17kB) | Preview

Abstract

ABSTRAK Tamrin NIM 14040201009, Pengaruh Keadilan Dan Komunikasi Terhadap Kinerja Pegawai IAIN Kendari (Dibimbing oleh Dr. Ambar Sri Lestari, M.Pd., dan Dr. Samrin, M.Pd.I ). Tujuan penelitian ini adalah untuk mengungkap dan menganalisis tentang (1)pengaruh langsung keadilan terhadap kinerja pegawai IAIN Kendari, (2) pengaruh langsung komunikasi terhadap kinerja pegawai IAIN Kendari, (3) pengaruh langsung keadilan terhadap komunikasi, dan (4)pengaruh tidak langsung keadilan terhadap kinerja melalui komunikasi. Peneliti ini menggunakan pendekatan kuantitatif dengan cara mengumpulkan data melalui instrumen penelitian berupa angket kepada 82 pegawai PNS IAIN Kendari yang hasilnya kemudian diolah melalui program SPSS untuk mengetahui pengaruh antar variabel yang ada. Adapun populasi dalam penelitian ini berjumlah 161 orang dan sampel sebanyak 82 orang. Hasil penelitian menunjukkan bahwa (1) terdapat pengaruh langsung positif keadilan terhadap kinerja pegawai PNS IAIN Kendari sebesar 0,630 atau memiliki pengaruh sebesar 63%; (2) Terdapat pengaruh langsung positif komunikasi terhadap kinerja pegawai PNS IAIN Kendari sebesar 0,580 atau memiliki pengaruh sebesar 58%; (3) terdapat pengaruh langsung positif keadilan terhadap komunikasi sebesar 0,658 atau memiliki pengaruh sebesar 65,8%, dan 4) terdapat pengaruh keadilan terhadap kinerja pegawai PNS IAIN Kendari melalui komunikasi sebesar 0,414 atau sebesar 44,1%. Dari berbagai pengujian hipotesis di atas dapat pula diketahui bahwa variabel yang paling berpengaruh terhadap kinerja pegawai PNS IAIN Kendari adalah keadilan. Artinya, penelitian ini berimplikasi bahwa jika pimpinan IAIN Kendari ingin meningkatkan kinerja pegawai PNS maka pimpinan seharusnya lebih memperhatikan berbagai kebijakan yang bersifat adil bagi pegawai, baik itu keadilan distributif, keadilan prosedural, maupun keadilan interaksional terhadap pegawai IAIN Kendari. ABSTRACT Tamrin NIM 14040201009, The Effect Of Organizational Justice And Communication On Job Performance Of Employees Of Institut Agama Islam Negeri Kendari (Adviced by Dr. Ambar Sri Lestari, M.Pd.,dan Dr. Samrin, M.Pd.I ). The aims of this research are to exam and analysis that, (1)direct effect of organizational justice on job performance of employees of IAIN Kendari, (2) direct effect of communication on job performance, (3 )direct effect organizational justice on communication, (4)indirect effect of organizational justice on job performance trough communication. This researchers used a quantitative approach by means of collecting data through the questionnaires research instrument, and disseminate the questionnaire form to 82 employees civil servants of IAIN Kendari the result is then processed through the program SPSS to learn the influence between the existing variable. As for the population in this research are 161 employees and samples are 82 employees. Based on the results of this study, it is found that (1)there is a direct positive effect of organizational justice on job performance of employees of IAIN Kendari with 0,630 or 63%, (2) there is a direct positive effect of communication on job performance of employees of IAIN Kendari with 0,580 or 58,8%, (3) there is a direct positive effect of organizational justice on communication with 0,658 or 65,8%, (4)organizational justice has a indirect effect on job performance trough communication with 0,414 or 44,1%. From a variety of the above hypothesis testing may also note that the most influential variables on performance of employees of IAIN Kendari was justice. It is mean that the implication of this research is if the leaders of IAIN Kendari wants to improve the performance of the employees, they should pay more attention to the various policies that are fair for employees, be it justice distributif, justice, procedural fairness or interactional against an employee of IAIN Kendari ﺚﺤﺒﻟا ﺪﻳﺮﺠﺗ ﺔﻴﻣﻮﻜﺤﻟا ﺔﻴﻣﻼﺳﻹا ﺔﻌﻣﺎﺠﻠﻟ ﺔﻴﻧﺪﻤﻟا ﺔﻣﺪﺨﻟا ﻰﻔﻇﻮﻤﻟ ﻞﻤﻌﻟا ءادأ ﻰﻠﻋ تﻻﺎﺼﺗﻹاو ﺔﻟاﺪﻌﻟا ﺮﻴﺛﺄﺗ ىراﺪﻨﻴﻛ .ﺪﻓ.إ. ( م ،ﻦﻳﺮﻣﺎﺳ رﻮﺘﻛﺪﻟاو ، .ﺪﻓ. م ،يرﺎﺘﺴﻴﻟ ىﺮﺳ رﺎﺒﻣأ رﻮﺘﻛﺪﻟا فاﺮﺷإ ﺖﺤﺗ ) ءادأ ﻞﻤﻌﻟا ﻰﻠﻋ ﺮﺷﺎﺒﻣ ﻞﻜﺸﺑ ﺔﻟاﺪﻌﻟا ﺮﺛﺆﺗ ﻞﻫ ( )1 ﻦﻋ ﻞﻴﻠﺤﺘﻟاو ﻒﺸﻜﻟا ﻲﻫ ﺎﻬﺼﺤﻓ ﻢﺘﻴﺳ ﱵﻟا ﺔﻠﻜﺸﳌا ﻰﻠﻋ ﺮﺷﺎﺒﻣ ﲑﺛﺄﺗ ﻹا ﺔﻟاﺪﻌﻠﻟ ﻞﻫ ( )3 ﻞﻤﻌﻟا ءادأ ﻰﻠﻋ ﺮﺷﺎﺒﻣ ﻞﻜﺸﺑ لﺎﺼﺗ ﻹا ﺮﺛﺆﻳ ﻞﻫ ( )2 ؟ تﺎﻧﺎﻴﺒﻟا ﻰﻠﻋ لﻮﺼﺤﻠﻟو لﺎﺼﺗ ﻹا لﻼﺧ ﻦﻣ ﻞﻤﻌﻟا ءادأ ﻰﻠﻋ ﲑﺛﺄﺗ ﺔﻟاﺪﻌﻠ ﻟ ﻞﻫ ( )4 و ، لﺎﺼﺗ ﺢﺴﳌا قﺮﻃ لﻼﺧ ﻦﻣ ﺎًﻴﻤﻛ ﺎًﺠﻬﻨﻣ ﺚﺣﺎﺒﻟا مﺪﺨﺘﺳا ،ﺔﺳارﺪﻟا ﻩﺬﻫ ﰲ ﺔﻣزﻼﻟا ﲨ لﻼﺧ ﻦﻣ ﺔﻴﻧﺪﳌا ﺔﻣﺪﳋﺎ ﻠﻟ ﻴﻔﻇﻮﻣ ﻦﻣ 82 ﻰﻠﻋ تﺎﻧﺎﻴﺒﺘﺳﻻا ﻊﻳزﻮﺗو ،ﺚﺤﺒﻟا تاودأ لﻼﺧ ﻦﻣ تﺎﻧﺎﻴﺒﻟا ﻊ ﲑﺛﺄﺗ ﺪﻳﺪﺤﺘﻟ ﺔﻴﻟﺎﳊا تاﲑﻐﺘﳌا SPSS ﺞﻣﺎﻧﺮﺑ لﻼﺧ ﻦﻣ ﻢﻬﺠﺋﺎﺘﻧ ﺔﳉﺎﻌﻣ ﰎ ﻦﻳﺬﻟا ىراﺪﻨﻛ ﺔﻴﻣﻮﻜﳊا ﺔﻴﻣﻼﺳﻹا ﺔﻌﻣﺎﺠ . نأ ﺞﺋﺎﺘﻨﻟا تﺮﻬﻇأو ﺎﺼﺨﺷ 82 ﻦﻣ ﺔﻨﻴﻋو ﺎﺼﺨﺷ 161 ﺔﺳارﺪﻟا ﻩﺬﻫ ﰲ نﺎﻜﺴﻟا دﺪﻋ ﻎﻠﺑ . و ﺔﻌﻣﺎﺠﻠﻟ ﺔﻴﻧﺪﳌا ﺔﻣﺪﳋا ﻲﻔﻇﻮﳌ ﻞﻤﻌﻟا ءادأ ﻰﻠﻋ ﺔﻟاﺪﻌﻠﻟ ﰊﺎﳚإ ﺮﺷﺎﺒﻣ ﲑﺛﺄﺗ كﺎﻨﻫ ﻎﻠﺒﻳ ىراﺪﻨﻛ ﺔﻴﻣﻮﻜﳊا ﺔﻴﻣﻼﺳﻹا ( )1 ﰊﺎﳚإ ﺮﺷﺎﺒﻣ ﲑﺛﺄﺗ كﺎﻨﻫ ﻴﻣﻮﻜﳊا ﺔﻴﻣﻼﺳﻹا ﺔﻌﻣﺎﺠﻠﻟ ﺔﻴﻧﺪﳌا ﺔﻣﺪﳋا ﻲﻔﻇﻮﳌ ﻞﻤﻌﻟا ءادأ ﻰﻠﻋ لﺎﺼﺗﻺﻟ ( )2 .و 63٪ ﲑﺛﺄﺗ ﻪﻟ نﺎﻛ وأ 0،630 وأ 58 0،580 ﻎﻠﺒﻳ ىراﺪﻨﻛ ﺔ ﺔﺒﺴﻨﺑ ﲑﺛﺄﺗ ﺎﳍ نﻮﻜﻳ وأ 65،8 0.658 لﺎﺼﺗﻹا ﺪﻨﻋ ﺔﻟاﺪﻌﻠﻟ ﰊﺎﳚإ ﺮﺷﺎﺒﻣ ﲑﺛﺄﺗ كﺎﻨﻫ نﻮﻜﻳ ( )3 و ؛٪ ﺔﻴﻣﻮﻜﳊا ﺔﻴﻣﻼﺳﻹا ﺔﻌﻣﺎﺠﻠﻟ ﺔﻴﻧﺪﳌا ﺔﻣﺪﳋا ﻲﻔﻇﻮﳌ ﻞﻤﻌﻟا ءادأ ﻰﻠﻋ ﺔﻟاﺪﻌﻠﻟ ﲑﺛﺄﺗ كﺎﻨﻫو ، ٪ ﻦﻣ لﺎﺼﺗﻹا لﻼﺧ ﻦﻣ ىراﺪﻨﻛ ٪. 44,1 وأ 0,414

Actions (login required)

View Item