Abstract
This study aims to analyze and prove the effect of compensation, work discipline and work environment on work motivation, both partially and jointly, and the effect of compensation, work discipline, work environment and work motivation on organizational commitment, both partially and collectively. The research method used in this research is descriptive survey method and explanatory survey with a population of 1,339 employees and a sample size of 224 respondents, and the data analysis method used is SEM (Structural Equation Modeling). Based on the results of the study, then obtained the findings of structure I, compensation and work environment is partially significant effect on work motivation, while labor discipline no significant effect, but together all exogenous positive and significant effect on work motivation with the value of the contribution (R2) by 50%. Partially, the compensation variable has the most dominant influence on work motivation. In the second structure, compensation, work discipline, work environment and work motivation partially and jointly positive and significant impact on faculty commitment to the value of the contribution (R2)equal to 76%. Partially, the compensation variable has the most dominant influence on lecturer commitment. The work motivation plays a role as partial mediating, where the increase in lecturer commitment is influenced by compensation and the work environment is mediated by work motivation. Meanwhile, work discipline can have a direct effect on lecturer commitment even though they are not motivated.
Highlights
This study aims to analyze and prove the effect of compensation, work discipline and work environment on work motivation, both partially and jointly, and the effect of compensation, work discipline, work environment and work motivation on organizational commitment, both partially and collectively
SCIENTIFIC JOURNAL OF REFLECTION: Economic, Accounting, Management and Business, 1(2), 211-220
Summary
Universitas sebagai salah satu penyelenggara pendidikan dan merupakan jenjang tertinggi, tentunya memiliki tugas yang berat untuk menghantarkan putra putri bangsa yang berdaya saing unggul, berbudaya dan berkarakter. Sejalan dengan paparan di atas, kondisi pendidikan di Provinsi Banten sangat memprihatinkan, tidak hanya rendahnya pelaksanaan Tri Darma Perguruan Tinggi, akan tetapi masih banyak permasalahan lain misalnya, masih rendahnya tingkat pendidikan dosen, meski terdapat PTN dan PTS sejumlah 306 Perguruan Tinggi (forlap.dikti.go.id/ diakses pada 21-04-2017). Melihat permasalahan di atas tidak dapat dipandang sebelah mata, perlu ada tindakan nyata dari berbagai pihak, khususnya lembaga pendidikan tinggi dalam hal ini adalah universitas swasta di wilayah Kopertis IV Prov. Sebagaimana masalah tersebut di atas, Melihat pada data Kemendikbud nampak terlihat cukup banyaknya jumlah universitas di Provinsi Banten, ini berarti menunjukkan cukup banyak populasi pendidikan Banten (11.83 juta) dan SDM Banten memiliki partisipasi yang cukup baik terhadap dunia pendidikan. Data ini menjelaskan mayoritas dosen di Universitas Swasta Wilayah Kopertis IV di Provinsi Banten adalah berpangkat Asisten Ahli sedangkan dosen yang berpangkat Lektor, Lektor Kepala dan Guru Besar sangat minim. Sangat jelas jika komitmen dosen rendah terhadap organisasi, mengingat pribadipribadi dosen yang tidak hanya memiliki satu pekerjaan saja, yang sudah barang tentu konsentrasi dan fokusnya bekerja akan terbagi-bagi dan justru akan cenderung berat sebelah, yakni para dosen akan lebih memprioritaskan pekerjaan yang memberikan jaminan kehidupan yang lebih layak
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