Abstract
Along with the bank's growth in Indonesia, one of the problems faced by the world is handling domestic banks that are now on the quality of human resources. Because human resources are the backbone of the operating activities of wheels and the survival of a company. In this case oriented to customer satisfaction and service organization of Bank Syariah Mandiri Surabaya CFBC Division there are also aspects of cultural values and compensation to improve morale and satisfy the desires of employees. The approach in this study is a quantitative approach, which used the data type is the kind of quantitative data. Data collection techniques performed by researchers are using questionnaires. The population in this study are employees on Shariah Bank Mandiri as many as 30 people. Teknik data analysts use Structural Equation Model-Partial Lest Square (SEM-PLS). The results showed that 1) organizational culture influence on job satisfaction. (2) Organizational culture influence on performance (3) Job satisfaction terhaap affect performance (4) Compensation effect on job satisfaction (5) Compensation effect on performance.
Highlights
Along with the growth of the banking world in Indonesia, one of the problems faced by the banking world today is the handling of human resources quality
The human resources handling in the banking world is necessary to improve the quality of human resources through education and training and the provision of various facilities and infrastructure and social facilities, because human resources is the backbone in running wheel operations and the survival of a company
The results showed that 1) Organizational culture affect the job satisfaction
Summary
Dari tabel 1 dapat di lihat bahwa terjadi penurunan kinerja pegawai yaitu hanya 4 orang pegawai (8,52%) yang mendapat nilai baik dibandingkan tahun 2011 sebanyak 8 orang (15,04%). Penilaian kinerja cukup menurun dari 18 orang (76,26%) menjadi 16 orang (72,91%). Penilaian kinerja karyawan dengan nilai kurang baik bertambah 4 orang (8,7%) ditahun 2011 menjadi 10 orang (18,57%) ditahun 2012. Jadi pencapaian kinerja karyawan Bank Syari’ah Mandiri Divisi CFBC Surabaya masih belum optimal dan cenderung menurun. Salah satu indikator yang menimbulkan turunnya kualitas kinerja pegawai selain faktor kompensasi yaitu adanya beberapa kebijakan di divisi CFBC PT. Mandiri yang masih belum bisa diterima sebagian pegawai diantaranya adalah kebijakan perpindahan tempat kerja diluar kota atau luar pulau. Kedua adalah tidak diperbolehkan menikah sebelum masa kerja mencapai dua tahun. Ketiga adalah ditahannya ijasah terakhir yang dimiliki oleh pegawai selama masa kontrak kerja. Tujuan Penelitian ini adalah mengetahui (1) pengaruh budaya organisasi terhadap kepuasan kerja, (2) kompensasi mempengaruhi kepuasan kerja, (3) pengaruh budaya organisasi terhadap kinerja pegawai, (4) kompensasi mempengaruhi kinerja, (5) Pengaruh budaya organisasi terhaap kinerja pegawai
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