BAB VI : PENUTUP
2.7 Penelitian Terdahulu
Tabel. 2.1 Penelitian terdahulu No Penelitian
Dan Tahun
Judul Variabel
Penelitian
Hasil Penelitian 1 Etty
Siswati (2017)
Pengaruh Budaya Organisasi, Dan Disiplin Kerja Terhadap Kinerja Pegawai Negeri Sipil Pada Kantor Camat
Kecamatan Maro Sebo Ilir.
(Jurnal Ilmiah Universitas Batanghari Jambi, Volume 17, Nomor 3, Tahun 2017)
Budaya Organisasi (X1),Disiplin Kerja (X2), Kinerja (Y).
Terdapat pengaruh positifsignifikan budaya organisasi (X1), disiplin kerja (X2), terhadap kinerja pegawai (Y) Pada
Kantor Camat
Kecamatan Maro Sebo Ilir.
2 Nike Ningsih Purnama Sari (2017)
Jurnal Pengaruh Budaya
Organisasi Dan Disiplin Kerja Terhadap Kinerja Karyawan
Bagian Kantor Pada PTPLN (persero) Area Pekanbaru Rayon Kota Timur (Jurnal Jom Fisip
Volume 4,
Nomor 2,
Oktober 2017)
Budaya Organisasi (X1) Disiplin Kerja (X2), Kinerja (Y)
Tanggapan responden mengenai nilai-nilai budaya organisasi dan disiplin kerja sudah dilaksanakan dengan baik dan sudat tepat untuk dilaksanakan berdasarkan uji t dan uji f
3 Ika
Muniarti &
Teguh Karya Pamungka S (2021)
Pengaruh Budaya Organisasi
Terhadap Kinerja Aparatur Kantor Desa.
(Jurnal Paragdigma Madani, Volume 8, Nomor 1, Bulan Juni, Tahun 2021.
Budaya Organisasi (X1) Kinerja (Y)
Nilai Chi Kuadrat (X2) tabel sebesar 3.841 sedangkan nilai Chi Kuadrat (X2) hitung sebesar 5,055.
Hal ini menunjukkan bahwa Chi Kuadrat (X2) hitung/observasi lebih besar dari Chi Kuadrat (X2) tabel (5,055>3,84) maka dapat dinyatakan bahwa Ho ditolak dan Ha diterima karena harga X2 hitung > X2 tabel.
4 Edward Arif Hakim &
Sari Wulandari (2017)
Pengaruh Budaya Organisasi Dan Disiplin Kerja Terhadap Kinerja Pegawai Pada Universitas Muslim
Nusantara Al-Washliyah (Jurnal Pendidikan Sosial Humaniora,
Volume 2,
Nomor 1, Mei 2017.)
Budaya Organisasi (X1), Disiplin Kerja (X2) Kinerja(Y)
Pada tabel 4.4 menunjukkan bahwa perhitungan diperoleh nilai konstanta (a) 0,858 (b1) sebesar 0,607 dan (b2) sebesar 0,369. Sehingga diperoleh persamaan regresi linear berganda Y=0,858 + 0,607 X1 +0,369 x2 +e, dimana budaya organisasi dan disiplin kerja mempunyai pengaruh yang signifikan terhadap variabel kinerja pegawai.
5 Chyntia Hanny dan I Gede Adiputra (2019)
Pengaruh budaya organisasi dan disiplin kerja terhadap kinerja karyawan
PT.Multikarya Saranapaksa Jakarta.
(Jurnal
Manajerial dan Kewirausahaan, volume II, Nomor 1, Tahun 2020. Halaman : 215-221)
Budaya Organisasi (X1), Disiplin Kerja(X2) Kinerja (Y )
Membuktikan bahwa budaya organisasi memberikan pengaruh positif dan signifikan terhadap kinerja
karyawan di
PT.Multikarya
Saranapaksa Jakarta.
Hal ini berarti bahwa dengan adanya budaya organisasi yang semakin baik akan berdampak terhadap kinerja yaitu dengan adanya agresifitas
kerja dalam
mejalankan tugas.
6 Robin Petrus Simanjunta k,
Handoyo DW dan Widiartant o
Jurnal pengaruh budaya
organisasi dan disiplin kerja terhadap kinerja karyawan PT.
Kereta Api Indonesia
(PERSERO)
Daop IV
Semarang.
Budaya Organisasi (X1), Disiplin Kerja (X2) Kinerja (Y )
Hasil penelitian ini diketahui bahwa terdapat pengaruh positif dan signifikan antara budaya organisasi dan disiplin kerja melalui uji t
dengan hasil
perhitungan t-hitung (4,011) > t-tabel (2,003) dan uji t dengan perhitungan hitung (3,533) > t-tabel (2,003).
7 Monalisa Ibrahim dan Eviyanti (2020)
Pengaruh budaya organisasi dan disiplin kerja terhadap kinerja pegawai di Kantor Desa Timoreng Papua Kecamatan Panca Rijang
Kabupaten Sidenreng Rappang
(Jurnal Praja,
Volume 8,
Nomor 1, Edisi Februari 2020)
Budaya Organisasi (X1), Disiplin Kerja (X2) Kinerja (Y )
Ada pengaruh
signifikan budaya organisasi dan disiplin kerja terhadap kinerja pegawai di Kantor Desa Timoreng Papua Kecamatan Panca Rijang Kabupaten Sidenreng Rappang
8 Reka Setiawati dan Suwarto (2021)
Jurnal Pengaruh Motivasi Kerja, Budaya
Organisasi, Semangat Kerja Dan Kemampuan Kerja Terhadap Kinerja Pada Perangkat Desa Sukacari
Kecamatan Batanghari Nuban Lampung Timur
(Jurnal Manajemen Diversifikasi,
Volume 1,
Nomor 4, Tahun 2021)
Motivasi kerja (X1), Budaya Organisasi (X2), Semangat Kerja (X3), Kemampuan Kerja (X4)
Hasil penelitian terhadap motivasi kerja dengan kinerja pegawai
menggunakan angket menunjukan bahwat- hitung(3,949)>t-tabel(2,05),
Budaya organisasi (2,714)>(2,05),
Semangat kerja (2,503)>(2.05),
Kemampuan kerja (2,539)>(2,05).
9 Wiwik Sudarmaya nti
(2015)
Pengaruh Budaya Organisasi
Terhadap Kinerja Pegawai Kantor Camat Loa Kolu Kabupaten Kutai Kartanegara (Jurnal Administrasi Negara, Volume 4, Nomor 1, 2015)
Budaya Organisasi (X1) Kinerja (Y)
Berdasarkan analisis regresi linear, diperoleh persamaan regresi sederhana yaitu
Y=19,064+0,438X.
Hasil tersebut menunjukkan bahwa variabel budaya organisasi
berpengaruh positif terhadap kinerja pegawai dapat diterima atau terbukti kebenarannya
10. Ilham Khaliq &
Marnis (2015)
Pengaruh Budaya Organisasi, Disiplin Kerja dan
Kepemimpinan Terhadap Kinerja Pegawai Pada Sekretariat
Daerah Kabupaten Indragiri Hulu.
(Jurnal Tepak Manajemen Bisnis. Volume VII, Nomor 1, Januari 2015)
Budaya Organisasi (XI), Disiplin Kerja (X2), Kepemimpin an (X3), Kinerja (Y)
Terdapat pengaruh yang signifikan dan positif antara variabel bebas yang terdiri dari budaya organisasi, disipin kerja, dan kepemimpinan
terhadap kinerja Secretariat Daerah Kabupaten Indragiri Hulu. Artinya semakin kuat ketiga variabel x tersebut maka, akan dapat meningkatkan kinerja
pegawai yang
berkelanjutan sesuai kebutuhan organisasi.
11 Silvia Ersa Rahmadani a & Anik Hermining sih (2021)
The Influence of Organizational Culture, Work Motivation and Discipline on Employee
Performence.
(Dinasti Internasional Journal of Education
Management and Social Science,
Volume 3,
Halaman 1, ocktober 2021)
Organization al Culture (X1), Work Motivation (X2), Discioline (X3), Employee Performance (Y).
Hypothesis in this study is organizational culture has a positive and significant effect
on employee
perfomance. Based on table 4.13 it is found that the value of Tstatistik is greater than Ttable (4,205 lebih besar dari 1,96), work motivation (2,474 greater than 1,96) and work discipline (2,532 is greater than 1,96) and hypothesis is accepted 12 Deden
Andris Hidayat (2017).
The effect of Work Discipline and Corporate Culture on Employee
Performance : Study at Bank BJB Branch Ciamis.
(Journal of Management, Volume 1, Nomor 2, Page 51-56, Tahun 2017).
Work Discipline (X1), Corporate Culture (X2), Employee Performance.
Based on the results of research on work discipline tends to be very hight, with the highest indicator value is the level of obedience. Employee performance tends to be high. Thus the work discipline ha a positive effect on employee
performance.
13 Ign. A.
Wirawan Nugroho Hadi, Nurmining sih &
Pujiwati (2019)
The Effect of Work Discipline and
Organizational Culture on Employee
Performance in Type D General Hospitals in DKI Jakarta (study at Type D General Hospital in East Jakarta)
(Jurnal Internasional Respati Health Conference/IRH C, Juli 2019 Halaman: 865-877)
Work Discipline (X1),
Organization al Culture (X2),
Employee Performance (Y)
Then it can be concluded thet work discipline and organization culture has a positive and significant influence
on employee
performance of the Type D Hospital in DKI Jakarta.
14 Yohanes Yance, Boge Triatmanto
& Harsono (2020)
The Effect of Organizational Culture and Working
Discipline on Teacher
Performance with Motivation as Intervening in Senior High School (Santo Albertus Malang) (Journal of Business and Management, Volume 22, Issue 4.Ser II. April 2020, PP 22-26)
Organization al Culture (X1),
Working Discipline (X2),
Performance (Y1),
Motivation (Y2)
Good organizational culture and work discipline wiil be followed by improved performance thought work motivation. This means thet the value of good culture and discipline of employees toward improved
performance must also be followed thought good work motivation that can be demonstrated by maintaining good work performance and walking on the results capebilities.
15 Afanti Side Uloli, Maruf Akbar, &
Kadir
The influence organizational culture, and work motivation on work discipline employees in secretariat
general of the national
resilience council.
(journal of international conference proceedings/JIC P
Halaman 1-4)
Organization al culture (X1), Work motivation (X2), Work discipline (Y)
Oganizational culture has a greather influence on work motivation compared to the influence exerted by work discipline. It is expacted that the managerial staff at the nasional resilience council general secretariat can make the result of this research as input so that they can take culture and work discipline.
16 Suwandi (2019)
The Influence of Work Discipline, Organizational Culture and Supervision on the Performance of Tanjung Sari Village Official.
(Journal of Research in Business,
Economics, and Education.
Volume 1, Issue 1, Halaman 97-108, Tanggal 25 December 2019)
Work Discipline (X1),
Organization al Culture (X2),
Supervision (X3),
Performance (Y)
H1,H2,H3 show thet there is an influence
between work
discipline, organizational
culture, supervision have a positive and significant effect on official performance because Fcount >
Ftable or 12.071 >
2,755.
17 Ainun Thifal Rizani, &
Shinta Oktafian (2020)
The Influence of Organizational Culture and Work Discipline on Employee Performance of PT. BFI Finance Indonesia Tbk.
(Technium Social Sciences Journal, Volume 14, 483-502, December 2020)
Organization al Culture (X1), Work Discipline (X2), Employee Performance (Y)
Regarding the organizational culture variabel, work discipline variable on employee
performance based on the result of the respondent responses the overall value is in the category. The higtest rating is found in the statement :Variable (X1) that I have an interest in individual work result, Variable (X2) that I have responsibility for the company, Variable (Y) the overall value is in the quite good category.
18 Andi Amirul Mukminin, Baharuddi n
semmaila,
&
Ramlawati (2020).
Effect of
Education and Training, Work Discipline and Organizational Culture on Employee
Performance.
(Journal Point of View Research Management, Volume 1, Nomor 3, Halaman 19-28, Agustus 2020)
Education (X1), Training (X2), Work Discipline (X3),
Organization al Culture (X4),
Employee performance (Y).
The result of this study found a positive and significant effect of the variabel education and training, work discipline and organizational culture
on Employee
Performance at the Department of Public Work and Public Housing Maros Regency.
19 Ultafakoh Paranitha Dimulyo, Raden Andi Sularso &
Handryono (2018)
The Influence of Organizational Culture and Work Discipline on Motivation and Performance of Banking Employees (Internasional Journal of Economics and Business, Volume 1, Issue 1, Page 29-38, 2018)
Organization al Culture (X1), Work Discipline (X2), Motivation (Y1),
Performance (Y2)
Organizational
culture has a significant effect on the work motivasion of employees of Bank Jatim Banyuwangi Branch.
Organizational
culture that has become a positive behavior of employees in working will increase work motivation.
Work discipline has a significant effect on the motivation of employees of Bank Jatim Banyungi Branch.
Organizational culture has a significant effect on the performance of employees of Bnak Jatim Banyuwangi Branch.
Work discipline has a has a significant effect on the performance of employees of Bnak Jatim Banyuwangi Branch.
Work motivation has a significant effect on the performance of employees of Bnak Jatim Banyuwangi Branch
20 Deden Andris Hidayat (2017).
The effect of Work Discipline and Corporate Culture on Employee
Performance : Study at Bank BJB Branch Ciamis.
(Journal of Management, Volume 1, Nomor 2, Page 51-56, Tahun 2017).
Work Discipline (X1), Corporate Culture (X2), Employee Performance.
Based on the results of research on work discipline tends to be very hight, with the highest indicator value is the level of obedience. Employee performance tends to be high. Thus the work discipline ha a positive effect on employee
performance.
Dari beberapa penelitian yang dilakukan dengan penelitian terdahulu, Peneliti mengangkat masalah pada Kantor Desa Sencalang Kecamatan Keritang Kabupaten Indragiri Hilir Provinsi Riau. Perbedaan yang terdapat yang dilakukan penelitian dengan yang telah dilakukan sebelumnya yaitu terletak pada lokasi tempat penelitian dan variabel yang peneliti angkat pada penelitian ini. Adapun fokus masalah yang dibahas oleh penulis adalah tentang Kinerja Pegawai Pada Kantor Desa Sencalang Kecamatan Keritang Kabupaten Indragiri Hilir Provinsi Riau.