Abstract
This study aims to determine the effect of career development and job training on work motivation of the employees of the Langsa City Cut Nyak Dhien Hospital. The population in this study were all employees totaling 34 people. The sampling technique was non-probability sampling with saturated sampling, so that all populations were sampled in this study. The results showed that the resulting liner regression model was Y = 5.597 - 0.192X1 - 0.054X2. Career development variables have a negative effect on employee work motivation by -0.192 and job training variables have a negative effect on employee motivation by -0.054, so that career development and job training do not need to be given at this time because of 5.597 values which have very good meanings the work motivation of the employees of the Langsa City Cut Nyak Dhien Hospital at this time. Partially career development and job training have an insignificant effect on employee motivation. And simultaneously career development and job training have an insignificant effect on employee motivation. Based on the value of the coefficient of determination, only 4% of career development and job training variables can explain the variables of work motivation for the employees of the Langsa City Cut Nyak Dhien Hospital.
Highlights
This study aims to determine the effect of career development and job training on work motivation of the employees of the Langsa City Cut Nyak Dhien Hospital
The results showed that the resulting liner regression model was Y = 5.597 - 0.192X1 - 0.054X2
(2016), Pengaruh Pelatihan Dan Pengembangan Sumber Daya Manusia Dalam Rangka Meningkatkan Semangat Kerja Dan Kinerja Karyawan
Summary
Siregar (2018), merupakan kekuatan potensial yang ada dalam diri seorang dan dapat dikembangkan karena adanya tekanan dari luar yang memiliki imbalan baik moneter dan non moneter yang dapat mempengaruhi hasil kinerjanya. Sedangkan motivasi kerja yang bisa diberikan manajer pada suatu perusahaan antara lain memberikan inspirasi, semangat dan dorongan kepada orang lain, dalam hal ini karyawannya, untuk mengambil tindakan-tindakan tertentu. Pinder (2013), menyatakan bahwa motivasi kerja adalah seperangkat kekuatan baik yang berasal dari dalam diri maupun dari luar diri seseorang yang mendorong untuk memulai berperilaku kerja, sesuai dengan format, arah, intensitas dan jangka waktu tertentu. Alat motivasi yang diberikan itu berupa uang atau barang yang memiliki nilai pasar, jadi memberikan kebutuhan ekonomis. Alat motivasi yang diberikan berupa barang/benda yang tidak ternilai, jadi hanya memberikan kepuasan/kebanggaan rohani saja, Misalnya: medali, piagam, bintang jasa dan lain-lainnya. Alat motivasi yang diberikan itu berupa materiil (uang atau barang) dan non materiil /medali dan piagam) jadi memenuhi kebutuhan ekonomis dan kepuasan/kebanggaan rohani
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