• Tidak ada hasil yang ditemukan

Vol.13 No.4 Oktober 2012

N/A
N/A
Protected

Academic year: 2017

Membagikan "Vol.13 No.4 Oktober 2012"

Copied!
132
0
0

Teks penuh

(1)

FakultaS EkONOmI

universitas malikussaleh

JOuRNal OF

Economic

management

& Business

The Development of Employee at Malikussaleh University, Lhokseumawe

D a h r u m 395

Pengaruh Manfaat Relasional terhadap Keputusan Berbelanja Secara Online pada Mahasiswa Fakultas Ekonomi Universitas Malikussaleh Lhokseumawe

H a m d i a h 411

Analisis Kluster Komoditi Karet di Kabupaten Aceh Utara

Jullimursyida, Mawardati, Mariyudi dan Yulius Dharma 421 Pengaruh Pendapatan Asli Daerah dan Dana Alokasi Umum terhadap

Pendapatan Daerah Kota Lhokseumawe

Khairil Anwar 429

Faktor-Faktor yang Mempengaruhi Prestasi Kerja Pegawai pada Dinas Pasar, Kebersihan dan Pertanaman (DPKP)Kabupaten Aceh Utara

Marbawi Adamy dan Eddy Mulyadi 437

Pengaruh Tingkat Pendapatan Pegawai Negeri Sipil terhadap Permintaan Kredit Konsumtif di Kota Lhokseumawe

M a r z u k i 447

Nilai Perusahaan dan Hubungannya dengan Kepemilikan Manajerial, Set Peluang Investasi, dan Dewan Komisaris

Studi pada Perusahaan Manufaktur yang Terdaftar di Bursa Efek Indonesia

Muhammad Arfan dan Azimah Dianah 463

Teaching Management for The Lecturers of Economics Faculty of Malikussaleh University, Lhokseumawe

Sayni Nasrah 477

Perilaku Konsumen, Keputusan Pembelian, dan Kepuasan Konsumen

Y a n i t a 495

Dampak Dana Bergulir BRR NAD–Nias terhadap Pendapatan Penerima Manfaat pada Lembaga Keuangan Mikro di Provinsi Aceh

(2)

Diterbitkan Oleh :

Fakultas Ekonomi Universitas Malikussaleh

Dewan Penasehat/Advisory Board Rektor Universitas Malikussaleh

Dekan Fakultas Ekonomi Universitas Malikussaleh

Ketua Penyunting/ Chief Editor Wahyuddin (Chief)

Pengelola Penyunting/Managing Editor Khairil Anwar (Chief)

Iswadi, Anwar Puteh, Ichsan, Ghazali Syamni, Damanhur, Naufal Bachri, Husaini, Yulbahri

Penasehat Editorial dan Dewan Redaksi/ Editorial Advisory and Review Board

Prof. A. Hadi Ariin (Unimal), Jullimursyida, Ph.D (Unimal), Adi Aif Zakaria, Ph.D (UI), Zafri Ananto Husodo, Ph.D (UI),

Fachruzzaman (UNIB), Erlina, Ph.D (USU), Muhammad Nasir, Ph.D (USK), Sofyan Syahnur, Ph.D (USK), Tafdil Husni, Ph.D (UNAND),

Jeliteng Pribadi, MA (USK),

Sirkulasi & Secretary :

Kusnandar Zainuddin, Fuadi, Karmila, Ismail

Kantor Penyunting/Editorial Ofice

Kampus Bukit Indah P.O. Box. 141 Lhokseumawe Telp. (0645) 7014461 Fax. (0645) 56941 E-mail : emabis@fe-unimal.org - Hompage: www.fe-unimal.org/jurnal/emabis

Jurnal E-Mabis Fakultas Ekonomi Universitas Malikussaleh diterbitkan sejak tahun 2000 sesuai dengan Surat Keputusan Rektor Universitas Malikussaleh nomor SK. No.34/UM.H/KP/2000

Jurnal E-Mabis diterbitkan oleh Fakultas Ekonomi Universitas Malikussaleh Lhokseumawe, Dekan : Wahyuddin, Pembantu Dekan I : Khairil Anwar, Pembantu Dekan II: Iswadi, Pembantu Dekan III : Anwar Puteh, Pembantu Dekan IV : Ichsan

Jurnal E-Mabis terbit 4 kali setahun pada bulan Januari, April, Juli, dan Oktober.

ISSN : 1412-968X. keputusan terbit 4 kali setahun mulai Edisi Vol.13 Nomor: 1, Januari 2012

E-MABIS

FAKULTAS EKONOMI UNIVERSITAS MALIKUSSALEH

& Business

(3)

The Development of Employee at Malikussaleh University, Lhokseumawe

D a h r u m 395

Pengaruh Manfaat Relasional terhadap Keputusan Berbelanja Secara Online pada Mahasiswa Fakultas Ekonomi Universitas Malikussaleh Lhokseumawe

H a m d i a h 411

Analisis Kluster Komoditi Karet di Kabupaten Aceh Utara

Jullimursyida, Mawardati, Mariyudi dan Yulius Dharma 421

Pengaruh Pendapatan Asli Daerah dan Dana Alokasi Umum terhadap Pendapatan Daerah Kota Lhokseumawe

Khairil Anwar 429

Faktor-Faktor yang Mempengaruhi Prestasi Kerja Pegawai pada Dinas Pasar, Kebersihan dan Pertanaman (DPKP)Kabupaten Aceh Utara

Marbawi Adamy dan Eddy Mulyadi 437

Pengaruh Tingkat Pendapatan Pegawai Negeri Sipil terhadap Permintaan Kredit Konsumtif di Kota Lhokseumawe

M a r z u k i 447

Nilai Perusahaan dan Hubungannya dengan Kepemilikan Manajerial, Set Peluang Investasi, dan Dewan Komisaris

Studi pada Perusahaan Manufaktur yang Terdaftar di Bursa Efek Indonesia

Muhammad Arfan dan Azimah Dianah 463

Teaching Management for The Lecturers of Economics Faculty of Malikussaleh University, Lhokseumawe

Sayni Nasrah 477

Perilaku Konsumen, Keputusan Pembelian, dan Kepuasan Konsumen

Y a n i t a 495

Dampak Dana Bergulir BRR NAD–Nias terhadap Pendapatan Penerima Manfaat pada Lembaga Keuangan Mikro di Provinsi Aceh

(4)
(5)

tHE DEVEloPmEnt of EmPloYEE at

maliKussalEH uniVErsitY of lHoKsEumaWE

D a H r u m

Student Program Graduate Studies Master of Education Administration Syiah Kuala

Employee development is one of factors that inluences organization productivity and can improve the quality of university. This research objective was to igure out employee development program, employee development process, and obstacles faced in employee development. This research used qualitative approach and descriptive approach. Data collection technique used was observation, interview, and documentation study. Subject of the research were rector, vice rector for general and inance affairs, head of general and inance administration bureau, head of personnel division, staff of personnel division, Dean, vice dean II, head of faculty administrative ofice, and administration staff. The result showed that: 1) employee development program was good and service procurement training, laboratory training, computer training, inancial training, archive management training, and leadership training. Malikussaleh University of Lhokseumawe also gave study permit to take undergraduate and post graduate program for the employees who wanted to improve their competence. There was also a training program that is a follow-up of the ministry of national education. 2) The employee development process was through education and training, that is granting permit to the employees to take undergraduate and post graduate program, computer training, was good and service procurement training, inancial training, archive management training, and leadership training, laboratory training, and also prajabatan training (a training for civil servant candidates before appointed as permanent employee). The promotion was based on the length of service, rank, and the performance of employee. Job rotation was not performed in order to make the employees become more professional in their own ield and the discipline should be improved. 3) The obstacles faced in improving the competence of the employee were internal and external factor. Internal factor was the low of work motivation of the employee, the low of coordination with vertical organizations and the ministry of national education, Internal factor was there was government’s regulation that only employee with superintendent rank can take the leadership training, and there was lack of budget due to no cash injection from the vertical organization (Province, Regency, City).

(6)

introDuction

Development of the global world of today has made the need for education as well as a measure of the level and quality of human resources (hR) of a country. along with increased public awareness of the importance of education, the more days the institutions of education providers is growing rapidly of course with different qualities.

Education is an important part of the national development process that will determine a country’s economic growth, as is investment in hR, which is believed to increase the quality of the ability of human endeavor as a contributing factor in living life better. Vision and mission of universities in Indonesia focused on optimizing the contribution to the nation’s quality improvement efforts, development of science, technology, culture and identity of the nation as a whole.

Universities have emerged as a reliable leader in the development and progress of civilization a competitive nation. Besides college has a national mission and the infrastructure to deliver the next generation of graduates or qualiied and virtuous.

Educational institutions organized by the government for the development of educational personnel charged to the government as implementers (both national and local) to facilitate it. This is as set forth in Law Number 20 Year 2003 on National Education System Article 44, namely: 1. Government and local government to

foster and develop the educational staff at the educational unit organized by the Government and local governments. 2. Community education providers obliged

to foster and develop the educational staff at the convocation of the educational unit.

3. Government and local government to help education personnel training and development in formal educational unit organized by the community.

Educational staff/employees in charge

of matters relating to share with the achievement of organizational goals, both short-term goals, medium and long term, by creating an effective and eficient effort in completing every job.

The gap between the capabilities of the employees with the desired organizational causes the need for an agency to bridge the gap, one way is by training and education, so expect the full potential of employees can be improved, which in turn can reduce faulty work.

New employees usually have to have basic skills proiciency in the form of a product system of education and experience acquired from other organizations. however, it is not uncommon that new employees have not received an adequate ability to carry out their work.

Employees who have experience should also learn to adjust to the organization, its people, its policy and procedures. They also require the development to carry out these tasks successfully. Although the development program to drain energy, time and money, but still do because it is part of the hR.

Types, forms and methods of employee development is highly conditional, meaning that should see the relevance and priority in order to accelerate the achievement of the vision, mission and goals of an institution of higher education.

Employee development is very useful, in addition to the institution or organisi of course, also useful for the employees themselves. Increased work and less waste, because employees are more careful in the work and the increased willingness to reach a predetermined target organization. Good morale is expected by any organization that is always trying to improve labor productivity with the competitive quality of service.

(7)

positive impact on employees in carrying out their work.

as noted Siagian (2008:184) regarding the beneits of employee development, that: 1. Help employees make better decisions; 2. Enhance the ability of the workers resolve

various problems.

3. The emergence of internalizing and op-erationalization of motivational factors; 4. The emergence of a boost in the workers

to continue to enhance its capabilities; 5. Increased ability of staff to cope with

stress, frustration and conlict that in turn increase self-conidence.

6. Availability of information about the various programs that can be utilized by the employees in their respective order of growth, both technically and intellectu-ally;

7. Increase job satisfaction;

8. The growing recognition of the ability of a person;

9. The growing determination of workers to be more independent;

10. Reduce the fear of facing new tasks in the future.

From a variety of proposed beneits can be explained that, the implementation of employee development as an organization’s investment will not only reasonable but an absolute necessity to do, so that the administration of education, especially efforts to achieve eficiency and effectiveness of the process of achieving educational goals in college can be done as it should.

Malikussaleh University is one of the few universities in the province that their work in order to educate and enlighten the life of the nation. It certainly requires employees to perform their duties optimally and work better from day to day. intentions of these expectations is highly dependent of the University of effort in this decision-makers (stakeholders) to guide employees to improve work skills and a good morale and sustained continuously.

Repair work activities can be done through

training, coaching, workshops, continuing studies, seminars, and others. However, the phenomenon in the ield showed that not all employees have the opportunity Lhokseumawe Malikussaleh University is an optimal, this is probably due to years of service ranks or are still relatively new, so in doing research under the title: Employee Development at the University Malikussaleh Lhokseumawe.

theological Problem

Based on the background of the issues that have been described, it is the main subject in this study is: How does the development of employees at the University Malikussaleh Lhokseumawe?

methods research

This study uses a qualitative research approach with descriptive methods. The subject of this study are those contained in the agency Malikussaleh University Lhokseumawe, the rector, assistant rector of the ield of public administration and inance, personnel bureau chief, dean, assistant dean of academic affairs, and personnel administration. Techniques of data collection was done by using observation, interviews, and study (analysis) the document.

rEsult

Employee Development Program

(8)

from that held by the Ministry of Education, University Malikussaleh also attempted to carry out the development of employees, but limited, due to lack of funds. But there are at least two trainings per year conducted by the University itself.

Rector also said that the procedure adopted in employee development programs relating to the development model implemented. Program development is mainly in the form of inancial training, including training on procurement of goods and services.

according to the Rector of the form of staff development evaluation conducted by the University Malikussaleh tupoksi (duties and functions) performed by the quality, but because of the existence of quality is still new, so its implementation is not maximized, but we’ve led in that direction. Then we also conduct an annual evaluation to see the performance and so that coupled with the stimulus for an increase in the future and warned that the future does not happen again those things which are not appropriate.

With regard to the evaluation for the task of learning/study permit is usually performed by the Vice Rector I to do their own monitoring and employee shall give his report. Then if it passes rank which we have speciied time, then will we ask for in return, so do not drag on.

Related resources towards the cost of employee development program there that comes from angaran Revenue Expenditure (Budget) and Budget Expenditure (Budget), both the provincial and regency/city as well as from our own form of Non-Tax State Revenue (non-tax revenues).

According to interviews with chief investigator General Bureau and Finance University of Malikussaleh related to employee development program, the program increased employee competence at the University have conducted a workshop Malikussaleh of the Ministry of National Education. as for the inventory speciically no, but the data can be checked in the civil

service.

General and inancial bureau chief explains that: Related to the selection procedures for staff to be trained or developed, are not all made the selection, but rather the basic tasks and functions to offer a workshop of the Ministry of National Education. While the sources of funding and costing process in the development of varied, there are from the Ministry of Education and part of the University. Subsequent to the placement of employees at the University Malikussaleh conducted in accordance with the expertise and ield formations keahian owned.

Interview with the Dean of the Faculty of Social and Political Science that the program’s on University, just lacking in the distribution for Faculty. employee development program to increase the number of employees, and the addition of science education or training of academic and administrative capabilities.

Dean of the Faculty of Agriculture, explained that with regard to inancial resources and employee development costing a result of a limited development program, faculty seek other opportunities to receive from other agencies such as the World Bank. Granting conditional relief from this institution, which must have two majors (the State Administration and electro technique) with accreditation B. most of the grant was also used for the development of faculty and administrative staff to get too cipratannya, more dominant for the honorary staff incentives. While Dean FH, which occurred at the University persolan relating to funding for honorarium is an internal problem, where the source of grant funding from the government amounting to 12 M TK I and TK II was stopped by 8.4 M, due to the circular of the minister of inance to pay the salaries should not be University employees.

(9)

regarding the management of institutions, both domestically and abroad to a special electro Prodi EmhERE project. With regard to the source and costing: the proposal to the Bureau, sources of dIPa funds, grants and projects BNBP (Non-Tax State aid).

The interviews with the Dean of the Faculty of Economics of the model of employee development in the form of permits and no selection is made as long as there own accord and does not interfere with job duties, but is always directed to take the appropriate department. Further evaluation form is in the form of monitoring during the study and requesting permission KHS. To count the number of job evaluation work with hours of work done every month, if there are violations then it will be penalized from a wet to a dry place no funds tau. While the sources of funding and costing in development comes from non-tax revenues.

The interviews with the Dean of the Faculty of Law that there is no planned program, but because there is usually associated with universities and institutes there are circulars from technical relationship with then sent by the faculty, its incidental and dependent funds. While the model development is to permit study of their own initiative and affordable to the workplace. While there are leadership training as well, but that gives the portion of the rectorate.

Dean of the Faculty of law describes the procedure for selection of training: the selection is done and coordinated the university if there are certain conditions depending on their training, training examples prajabatan. While the evaluation form with monitoring during the study and requesting permission KHS. As for the placement to placement of honorary workers with university cooperation. Civil servants from the chief of General and Rector of Finance through mutation.

assistant dean of Faculty of reinement II describes the development of selection procedures for staff selection that there is no study permit provided there are no obstacles

to work. permission from D3 to learning based on their own S1, S2 yet to exist. While the task of learning for education personnel are not required. Training from outside the University by a circular from the organizer/Events Calendar. While the source of funding for training grants from the faculty there sometimes, especially in the form of block grand funds. Grant funds from various sources can be from the budget, etc.. Regarding stafing, division of tasks according to their area of expertise, since the time of admission according to the needs and areas of expertise and qualiications.

The interviews with the Head of the Faculty of Administration related to the level of compliance Fisipol training followed by work mentioned that there is compliance with the training and assist in the work. For the evaluation of the faculty can take a look at the time an employee works.

The interviews with the Head of Civil Service Law School said that it never went in the training and also mentioned that it was compatible with his current job. Work carried out concurrently as well as administrative personnel as well as a technician for the formation of receipt of that time as a power technician graduate. Associated with the development model implemented in the form of computer training.

The interviews with the Head of Administration at the Faculty of Engineering on an inventory of achievement of the program, explained that the development of employees carried out annually, the number of participants is determined by the agency and implemented in the rectorate. Usually there is a circular from the Minister of Higher Education and on the task of learning but there is no one to follow.

(10)

performance of computer training is much needed as it pertains to the preparation of student affairs program.

Interviews with staff of the University personnel malikussaleh loating with respect to program, explaining that the form of training and staff development workshops also never get.

Employee Development Process

The interviews with the Chancellor of the employee development process: Target achieved for the training has been implemented, although not all, the program does not continue. Tercapaipun not caused by a condition, but we replace it with another activity.

To the incentives provided to employees, according to the Rector with the increase in employee education is also increasing class (rank) and its end is certain to increase revenue as well.

Rector also said that the supervision of the work done against an employee based on the results of research that is usually the discipline that a lot of training opportunities that would perform better.

according to interviews with Purek II: division of tasks or delegate any authority to do Malikussaleh University. Meanwhile, for the realization of the achievement levels of employee development programs are not one hundred percent implemented the impact on performance.

Purek II explained that efforts to improve the welfare of employees through incentives in the form of allowance, welfare beneits. however, none of its non-inancial rewards. Level of employee discipline related to the supervision of the work, which reached 90% level of discipline, while others who lack discipline due to the location of residence with the main campus, including the inluence of distant trnsportasi substandard.

Purek II also explains that in order perjenjangan ofice staff then conducted a promotion for an employee who is eligible, the promotion is done in accordance with

ability, length of work and expertise. Job rotation also performed.

According to interviews with purek II that for the provision of incentives, according to the available budget, but for those who have a position in accordance with the duties and functions, are given in the form of allowance. while the supervision over the work of employees can lead to pattern formation to the level of discipline. Employees at the University Malikussaleh not fully discipline.

The interviews with the Dean of the Faculty of Economics of the supervisory staff that work there are no operational standards (SOP) lead to less discipline, because there is no sanction anything that works here and a lot of family relations, so dificult to take action. But absent a little after 8:15 minutes if I take it, someone asked what his actions after being taken out, I say for the moment there is no sanction anything, maybe if there fore it is necessary.

The interviews with the Dean of the Faculty of law regarding the division of tasks or delegate authority employee was not optimal due to insuficient technical personnel administration. Questions pertaining to peberian incentives mentioned that the provision of incentives based on the togetherness, the family’s commitment to set aside allowances from the deans and their colleagues for the common welfare of each month which is applied during the holidays qurban.

The interviews with the Dean of the Faculty of Law Concerning the supervision of civil work is mentioned that the level of employee discipline is still lacking, especially the presence of late because there are no gifts or sanctions. But in terms of responsibility, all are fully responsible for the work. Emphasis here is more exemplary of the dean and his colleagues, although not exactly as well. While the inluence of environmental factors working ore to the atmosphere or working environment.

(11)

Faculty of Agriculture that the provision of incentives to employees or non-tax revenues derived from student tuition is usually given before Eid.

The interviews with the Vice Dean II of the implementation done at the Faculty of Agriculture regarding the provision of incentives for employee beneits such as job title and rank given, whereas for job performance has been no budget. ThR is still tentative and held usually centralized / university. Honorary staff salaries sourced from student tuition. About the level of discipline because it is mentioned that the discipline is constrained further by residence and place of duty, but no picket which we arrange for timely attendance at college, they irst present to deal with urgent matters. A night watchman. For those who the power is still limited, but we encourage employees to take care of their rank. Limited civil servants who staff many honorary.

The interviews with the Head of Administration Fisipol of incentives to the employee mentioned that PIm 4 If it will get allowances from the State amounting to Rp. 550 000 / month and the allowance given to the example put forward by the KTU faculties Rp. 350.000/bulan.

The results of research interviews with staff associated with the welfare of staff personnel that: there is given an allowance, but for other beneits in the form of ThR (holiday allowance), allowances and beneits held no job performance.

Barriers to Employee Development

The interviews with the Chancellor of the University Malikussaleh say many factors affect, among others, regarding the budget and staff limitations at the University Malikussaleh for training, because training is not conducted in accordance with the

formation of our employees to meet the qualiications formation. While the inluence of political factors in the development of employees there is no intervention from the outside, because it more autonomous. Inluence of government regulations in the development of a service personnel employee that for (educational staff) no charges have S2, except for professors. There also are pursuing S2 but of their own accord on the importance of education.

Rector also pointed out that socio-cultural factors, the existence of their own accord to take part in education and training. Their own employees who feel the importance of education and training.

The interviews with the Dean of the Faculty of Social and Political Science that because of funding constraints are centralized at the university, following political and environmental factors work are also slightly affected.

The interviews with the Dean of the Faculty of Engineering that the limiting factor for the development of employees faced due to limited funding coupled with socio-cultural factors as language skills are limited to training outside the country.

The interviews with the Dean of the Faculty of Economics that the limiting factor is also the budget and other inhibitors are not true employees rekruiment process.

The interviews with the Dean of the Faculty of Law that there is a circular from the Ministry of the Interior about not bolehnya vertical organizations (provincial / district / city) to help the university, as a result of honorary workers typically lack the inancial resources of any organization. While the honoree who helped the course faculty and the university.

(12)

Faculty Pertaniaan based on interviews conducted that training time was not suficient.

Discussion of research findings 1. Employee development Program

Employee development programs at the discretion of the Rector of the university malikussaleh. Rector of the policy are provided to aide in charge of Rector II of the Public administration and Finance, including the carrying out personnel management tasks referring to the central government regulations or the Events Calendar. Staff development program has been established by the Chancellor in Starategis Plan (Strategic Plan) of the university. model of employee development undertaken in the form of perjenjangan like leadership training, computer training, inancial training, records management, including training on procurement of goods and services.

Achievement of program evaluation is given authority in the ield of quality of the University, but not maximal because it was still new. With regard to the evaluation of employees who follow the program the task of learning or learner’s permit and monitoring of their own employees are required to submit reports on their learning achievement. While the selection of oficials who will follow the development program is not all done, if the permits who do not disrupt the activities of the employees work is ine for employees to follow and there are no binding obligations of the University to help inance. however, it is directed ield which will be followed by employees.

Dependent development of the Ministry of National Education Program offers based on employee work areas. The source of funds for employee development comes from non-tax revenues or fees, but the numbers are limited. So that the faculty also seek funding from other parties such as the World Bank, EmhERE with a number of requirements that must be met by the Faculty. Placement of employees in accordance with the ield

of expertise. Faculty of the University to coordinate with the placement of honorary workers. As for the civil power is determined by the rector in this case the Head of General Affairs and Finance, including mutations.

Personnel management in an organization is not an easy line of work in addressing issues related to employees, where the man as the object of all backgrounds and abilities of different potentials, such as the needs of employees every day in work, not the same level of emotional control, power is not the standard one another, style and a different lifestyle, individual problems are manifold, so the role of personnel management is to manage the disorder so that the achievement of organizational goals will be done well.

It has been generally known that the competitive ability is through the provision of education and training. According Sastrohadiwiryo (2005:198-199):”Education and training should be organized in addition to workforce management is intended to reduce the problem as mentioned above, is also intended to obtain the added value of labor is concerned, particularly those associated with the increase and development of knowledge, attitudes, and skills of labor are concerned. Thus the goal of workforce management is creating a set of labor eficient and effective manner that the maximum can be terujud “.

Descriptively potential possessed by an employee in an educational institution has qualiied administrative work carried out, but actually have to balance the development of scientiic staff.

(13)

a principal or even the point of development, and in which case, the ield of education and training also contributed”. Education and training is useful for improving the quality of employee work should be one target or focal point in the program’s strategic plan of educational institutions.

The other good effects of the program increased employee competence is the increased productivity of labor organization characterized by decreased or faulty work more closely in carrying out the task, thereby reducing the waste of resources. Decision-making process will also be more quickly and precisely because it involves employees who have suficient ability in the position which carried with a sense of great responsibility. according to Sutrisno (2009:66-67): “human resource development objective to improve the quality of professionalism and skills of its employees in carrying out its duties and functions optimally. By increasing the skills of employees is intended as an attempt to increase the leadership skills of each employee so that in carrying out their tasks more eficient and productive. “

Experience in working to increase the expertise and skills of employees in completing the work, otherwise the limited experience of the level of expertise and skills of employees are also low. Experience is the best teacher. Experience in working capital is the primary staff to engage in certain occupations. Physical and mental health factors also need to be a management concern, particularly for employees who work in the ield of direct service work. Consideration of the physical and mental health is very urgent so as not to create a negative image in the service of the parties interested in the organization.

according Sastrohadirwo (2005:164) “The labor weak physical condition, should be placed on the parts that do not require a powerful force and not on the operation of production machinery. Instead, work hard for the physical labor is really strong. “

The age factor in job placement will

be other considerations that are not less important. Due to employee productivity is also inluenced by factors of age, There is no single human being can predict when he was about to end, which obviously has no provisions regarding the death of Allah or the end of the age, can not be accelerated or slowed sedetikpun. Granting of study or learning tasks to employees on the basis of selection is mainly related to the educational background that will be followed later affect the burden of work that must be accomplished employees. Skills of employees in work inluenced by the education and training appropriate to their ield of work. according to manullang (2006:71): among the followers of good practice there are differences in educational background, experience and desire. To keep the difference is not too large, then the prospective trainee must be selected. Exercise should be given to those who are interested and willing to follow the training successfully.

Educational background of employees will affect their willingness to follow the development process so that the results varied diperolehpun. The selection of this interest is important to avoid ineficiency. Disampaing also, the selection can lead to self-perception of good employees that only competent people who can attend training or education.

Education and training programs should be carried out analysis of the determination of funding needs for the future targets to be achieved both in terms of technical as well as in the form of behavior expected of the organization through a learning technique that is considered appropriate. Terhdap employee development programs should be clear objectives to be achieved, so it was not the origin but no one is developed mapping the development of clear and measurable. As said administrator (2006:147) “developing criteria for the training and to achieve better results, an evaluation is needed so that effective training program is known or not”.

(14)

example associated with the new skills that have not owned by the workers when necessary for the implementation of the tasks can be run well. Implementation of development programs is the fulillment of the two interests, which interests the organization is relected in the organization’s ability to achieve its goal, if it is less precise in determining the possible presence of errors so that the program has implications for overall organizational performance. The next interest is the development of employee participants which if not met will have an impact on their motivation for the lack of training or education following the implementation of tasks assigned to him.

2. Employee development Process

Level of employee discipline is still lacking, in this case the University is always to provide guidance on an ongoing basis. While the rotation position is done so that employees can be more professional in the ield of their respective duties. For promotion in accordance with the performance of a need for management to regulate activities that have been previously programmed. Delegation of authority is vital in an organization, so that employers need to do that task to an employee dbebankan executed.

according murniati (2008:48) “In the context of the organization, empowerment is an authority given to the units or staff so the organization can develop its full potential with its capabilities.”

As the leader of higher education as the reference of local government policy should embrace the principles of delegation in order to become more productive in performing other management functions for the allocation of authority given to subordinates

to make employees more established in the work.

Cooperation is an indication of the division of tasks within an organization and characterized by a clear assignment of each unit of work. murniati say that (2008:55) “a collaboration with the powers possessed by each employee in the organization, identify the occurrence of employee empowerment”.

But surely not all delegated tasks work just like that without calculation, especially work that involves trust and requires specialized knowledge and skills. Delegate tasks and responsibilities can cause employees to assume that the manager is not able to handle the responsibilities of leadership. Therefore, choose carefully and wisely subordinates who deserve to receive the delegation.

Consequences of delegation of authority is an attempt to develop subordinates. These include the demands of subordinates to actually responsible for the authority given to him.

Improving the welfare of employees at the University Malikussaleh expected that employees can focus more in carrying out duties as a public servant. Incentives or compensation provided to employees can also serve as a stimulant morale. Incentives will increase the income of employees and is expected to increase also the competence of their work. Employees will feel valued and diligent in work when their needs met and the bonus of additional revenue this will spur high spirits.

according Sastrohadiwiryo (2005:181) “Compensation is a payment for services or fringe beneits provided by companies to workers, since labor has contributed energy and thoughts for the betterment of the company to achieve its intended purpose”.

(15)

basis, however the emotional factors and sense of humanity to its attention.

Organization requires adherence to the applicable provisions of its members. It takes discipline employees in a work so what the objectives and expectations of the organization. Organizational goals will be unable to be obtained when there is no discipline employees.

Discipline is an employee adherence to the rules agreed upon or determined by the head of the organization in efforts to improve adequate services for the work that is the responsibility of each employee. Hasibuan (2006:70) “The onus (responsibility) is the necessity to perform all duties / tasks assigned to him as a result of the authority received”.

One of the relatively dificult task for leaders is how to properly enforce labor discipline. If the employee violates the rules of order, as is too often late or absent from work, ighting, dishonesty or other act that may damage the smooth working and the image of the institution, employers had to intervene.

Any offenses committed such an employee must have clear rules of sanctions, both administrative sanctions and cutting its number of allowances, any efforts to repeat the work of such behavior does not happen again. Although it is undeniable that the intention to adhere to the rules established organization became an integral part and even tended to give a big hand to the deviant behavior or discipline.

Each employee in an organization have the same opportunity to get a promotion. Promotion is the movement of jobs associated with this position one to position the other as a form of appreciation of the achievements of the labor supplied by the employee to the organization. according to hasibuan (2005:108) “Promotion is the movement of the zoom authorty and responsibility of employees to higher positions in an organization that obligation, the greater the status and income”.

In the work of each employee requires the promotion of transfer of title, which means that one in another position that is higher than the responsibilities and rewards are more appropriate as a form of their career advancement in the work. Besides it is also useful for promoting the growth of a more responsible personality as well as increased social status. However, in carrying out the promotion of course there are conditions that must be traversed to determine who is entitled to get it.

Employee work experience factor was highlighted important leaders of the organization to get qualiied staff in completing work tasks, because with the experience that many expected to contribute a greater effect on the organization of work with minimal error rate. As Manullang (2006:162-163) “That the assessment of skills held within the organization which the employee obtained the information that can be promoted and transferred employees where appropriate”.

The next thing that is deemed necessary is the education level corresponding to the areas of work that will be occupied, loyalty, honesty and most importantly, the fulillment of rank. These issues inluence the employee in order to provide adequate job quality and emotional maturity in dealing with an issue with a better way of thinking.

3. Employee Development Obstacles. Government regulations that for service personnel or the staff’s no need to pass the Graduate different demands by lecturers. But still provided an opportunity for those who want to follow their own volition. Another constraint is related to government regulations require that an employee has a rank III / c to be able to follow the leadership training, if under the III / c is not justiied, except in the form of computerized training.

(16)

follow its own development, they themselves felt it was important to get education and training. While the work environment factors and employee motivation to work still needs to be improved.

Inhibiting factor in the development of a funding of limited staff development program also causing limited, more on what is provided by the Ministry. Budget constraints is one of them due to the circular of the Minister of Home Affairs that the organization should not be vertical (provincial/district/ city) to help the university as previously continuously. While political factors had little effect, but no intervention from the outside as the University more autonomous.

Kendala-kendala dalam upaya pengembangan pegawai tersebut akan menjadi penghambat bagi kelancaran organisasi, karena pegawai mengalami kesulitan dalam mencapai hasil kerja yang maksimal.

In general, the factors that inluence employee development process is divided into two factors, namely internal and external factors. The second factor is exactly what color the employee development process.

1. External factors

External factors are factors that originate from outside the individual but the affect employee performance in work. These factors include technology, government regulations, political, social, cultural, economic conditions, working conditions, etc., thus affecting the growth and development of employees.

Such inluence can be good or otherwise to the employee. By Siagian (2008:49): “is the external challenges are many things that the growth and development are beyond the ability of organizations to control, but must be taken into account for the growth and development is deinitely positive or negative effect on the organization”.

Organizations need to control the negative impact brought about so that the effects can

be generated can be reduced and employees are directed to the good work. If an error occurs the work can be minimized. In efforts to increase the ability of the employee lot ang related part contributed to an adequate, so the necessary arrangements, including: a. Source of funds

Development of employees within an organization to achieve a better work would be supported by suficient funds to inance programs that have been established, to be achieved without the vital issues related obstacles, namely the budget. Sources of inancing for government agencies including universities existing budget items each based on dIPa (Budget Planning Form) is sourced from the state budget, non-tax revenues or fees, including student grants provided by other agencies. However, sometimes the amount of funds given the limited scale so that the need for priority in determining which programs are urged to be accomplished.

b. Governmets regulations

It is common knowledge that the survival of an organization or institution is determined by their adherence to various rules and regulations. Provisions in force concerning employment-related development, it certainly should be a concern for the run. All rules are expected to be implemented, as relected in human resource planning. c. Tehcnology

(17)

optimal utilization., and (c) bridging role of information as a result of the data processed by the user “.

The ability of employees to operate the computer in the form of information technology is critical to manage with a maximum range of data. Proper management of technology resources will impact on the achievement of the processed data to the maximum anyway.

d. Socio-cultural

attention and guidance to organizational climate as a means to uphold the dignity of human personnel. For the improvement of the environment organizations will develop social attitudes, foster a sense of tolerance and respect opinions of others, and able to cooperate in solving various problems .

all behavior is a relection of the way of good works. If this behavior can be maintained in a relatively long time, it will be a tradition or good work habits in an organization. Then creates a conducive organizational climate.

e. Work Environment

Work environment in an organization with a mechanism that has been established to make employees more conducive to work. However, if there are problems that are not in accordance with the plan or desire led to the efforts to improve existing conditions for all employees to carry out the task given.

according mardiana (2005) “The working environment is an environment in which employees perform their daily work”. Conducive working environment to provide security and enable staff to be able to work optimally. performance of employees is also high. The work environment includes the working relationship formed between fellow employees and the working relationship

between subordinates and superiors as well as the physical environment where employees work.

2. Internal factors

Internal factor is the limiting factor in the employee working from within its own employees. These internal factors inluence the work, although each individual has a different problem.

a. Work Productivity

In an effort to increase the quantity and quality of work employees, all components must be able to make improvements on an ongoing basis or continuously against disadvantages faced by employees in completing the work. Improved quality of work needs to be ixed with respect to the formulation of strategy, policy and decision-making process improvements to the quality of work targets.

b. Motivation to work

Employee morale or motivation to work is needed in an organization, both its corporate and government agencies. Motivation to be an important part to increase the volume of work to be accomplished within a time period previously set. According to Siswanto (2006:127) “The process of motivation directed to achieve the goal. Objectives to be realized is seen as a strength (power) interesting people “. Should the process of doing the work of employees motvasi aimed at improving the objectives to be realized so well done.

c. Job Satisfaction

(18)

Employees will feel comfortable and happy in the work if the dimensions of the work can get help to fulill the needs, either material or nonmaterial, so the issue of job dissatisfaction can be minimized. as said by mangkunegara (2005:117) Employees will feel satisied at work when the job aspects and aspects of his support and vice versa if these aspects do not support, employees will be dissatisied. according hariandja (2005:292) To improve job satisfaction, companies must respond to the needs of employees.

conclusion

1. Employee development programs Ma-likussaleh Lhokseumawe University of procurement training, lab training, com-puter training, inancial training, records management and leadership training. University Malikussaleh Lhokseumawe also give permission to learn the form of undergraduate and graduate programs for employees who want to improve their competence. For employee training pro-gram there is a follow-up of the Ministry of National Education program.

2. University staff development process has been implemented Malikussaleh Lhokseumawe through education and training, the provision permits S1 and S2, computer training, training, procure-ment, inancial training, leadership train-ing, records management, laboratory training, and training for civil servants prajabatan. Promotion based on years of service, rank, as well as evaluating the fulillment of employee performance. Job rotation is done so that more professional staff in their respective ields and levels of discipline needs to be improved. 3. Barriers faced to improve the

(19)

rEfErEncEs

arikunto, S. (2006). Prosedur Penelitian (suatu pendekatan praktik). Jakarta: PT Rineka Cipta.

Chatab, Nevizond (2009), Mengawal Rancangan Pilihan Organisasi (Organization Theory, Desiegn & Structured Networks). Bandung: Alfabeta.

Fathoni, abdurrahmat (2006). Organisasi dan MSDM. Jakarta: Rineka cipta

Gomes, Faustino C. (2005). Manajemen Sumber Daya Manusia. Yokyakarta: CV Andi Offset.

hamalik, Oemar. (2005). Pengembangan Sumber Daya Manusia, manajemen Pelatihan Ketenagakerjaan Pendekatan Terpadu. Jakarta: Bumi aksara.

hasibuan, melayu. S.P, (2007). Manajemen Dasar, Pengertian dan Masalah. Jakarta: PT. Bumi Aksara.

………., (2009). Manajemen Sumber Daya Manusia. Edisi Revisi. Jakarta: PT. Bumi Aksara.

harun, Cut Zahri. (2009). Manajemen Sumber Daya Pendidikan. Yogyakarta: Pena Persada.

hariandja, marihot. (2005). Manajemen Sumber Daya Manusia. Jakarta: PT. gramedia Widiasarana indonesia.

Manullang. M. (2006).Dasar-Dasar Manajemen. Yokyakarta: uGm Press.

... (2006).Manajemen Personalia. Yokyakarta: uGm Press.

moenir, h.a.S. (2008). Manajemen Pelayanan Umum. Jakarta: PT. Bumi aksara.

moleong, lexy. J. (2005). Metodelogi Penelitian Kualitatif. Bandung: Remaja Karya

Nazir, muhammad. (2005). Metodelogi Penelitian. Ghalia Indonesia: Jakarta.

mangkunegara, Prabu.(2006). Perencanaan dan Pengembangan Sumber Daya Manusia. Bandung: PT Reika aditama.

Pidarta, made. (2005). Manajemen Pendidikan Indonesia. Jakarta: Rineka cipta.

PP Nomor 14 tahun 1994 tentang: Pendidikan dan pelatihan Pegawai Negeri Sipil.

Permendiknas No.16 Tahun 2009 tentang: Satuan pengawas internal di lingkungan Depdiknas.

Sarong, Syari (2011). Pelaksanaan Manajemen Personalia pada Kantor Pusat Administrasi Universitas Syiah Kuala, Tesis tidak dipublikasikan PPs unsyiah.

Sastrohadiwiryo, Siswanto. (2005). Manajemen Tenaga Kerja Indonesia, pendekatan administrasi dan operasional. Jakarta: PT. Bumi aksara.

Supriadi (2009). Pengembangan Personil Dinas Pendidikan Kabupaten Aceh Besar, Tesis tidak dipublikasikan PPs unsyiah.

Sutrisno, Edi. (2009), Manajemen Sumber Daya Manusia. Jakarta: Kencana.

Siagian. S.P. (2007).Fungsi-fungsi Manejerial. Edisi Revisi.Jakarta: PT.Bumi aksara.

(20)

………., (2005). Sistem Informasi Manajemen. Jakarta: PT. Bumi aksara.

Siswanto (2006). Pengantar Manajemen. Jakarta: Bumi Aksara.

Terry R, George dan leslie w. rue (2005) Dasar-Dasar Manajemen. Jakarta: PT. Bumi aksara. Penerjemah: G.a. Ticoulu.

usman, husaini. (2009). Manajemen, Teori, Praktek dan Riset Pendidikan. Jakarta: Bumi Aksara.

usman, Nasir. (2011). Manajemen Peningkatan Mutu Kinerja Guru. Konsep, Teori dan model. medan: CV. Citapustaka media Perintis.

usman, Nasir, (2007). Manajemen Peningkatan Kinerja Guru. Bandung: Mutiara Ilmu.

undang–undang Republik Indonesia, Nomor 20 Tahun 2003, Tentang Sistem Pendidikan Nasional. Jakarta Restindo mediatama.

Winardi, J (2007). Manajemen Perilaku Organisasi. Edisi Revisi. Jakarta: Kencana Prenada Media Group.

Wibowo. (2006). Managing Change, Pengantar Manajemen Perubahan. Bandung: Alpabeta.

Wijanto, Serian (2009), Pengelolaan Perguruan Tinggi Secara Efesien, Efektif, dan Ekonomis. Jakarta: Salemba Empat.

(21)

PEngaruH manfaat rElasional tErHaDaP

KEPutusan BErBElanJa sEcara

ONLINE

PaDa maHasisWa faKultas EKonomi

uniVErsitas maliKussalEH lHoKsEumaWE

H a m D i a H

Dosen pada Fakultas Ekonomi Universitas Malikussaleh

Information technology development has provided an opportunity for companies to promote their products and services, one of the medium is to use the internet. Online store sites prevent the consumers of traveling to get products and servises they need. Shopping for products and services through online store is also carried out by the students of the Faculty of Economics of Universitas Malikussaleh Lhokseumawe. Lhokseumawe is a small city which is far from the business center with limited facilities such as shopping malls and bookstores thus requiring students to use online sites for their needs, such as clothing, books as well as for other products and services. This study is purposely aimed at the understanding and analyzing the effect of relational beneits to the online shopping decision of the Faculty of Economics students, Universitas Malikussaleh Lhokseumawe. This study is a quantitative descriptive research in descriptive explanatory manner. The population is the students of the Faculty of Economics Universitas Malikussaleh who have conducted more than twice online shoppings. The sampling technique used is accidental sampling. Methods of data gathering are interviews, questionnaires, and document study. The data is analyzed through a simple linear regression. The results of a research of 69 students of the Faculty of Economics, Universitas Malikussaleh that contents a book shop, clothing and airline tickets, show that the beneits of relational signiicantly inluence the decision to shop online.

(22)

PEnDaHuluan

Banyak manfaat yang dapat diperoleh konsumen ketika menggunakan situs-situs toko online karena konsumen dapat berbelanja aneka produk secara praktis, dapat menghemat waktu pencarian informasi produk dan jasa, menghemat usaha-usaha membeli produk dan jasa, dan bebas menjelajahi web untuk mencari harga produk yang paling murah. Di samping itu, konsumen tidak perlu mengeluarkan banyak biaya transportasi dan akomodasi untuk berbelanja di kota besar terdekat, cukup hanya mengeluarkan biaya pengiriman yang jauh lebih murah.

Dengan kehadiran situs-situs toko online membuat para konsumen tidak perlu lagi harus bepergian jauh antar kota hanya untuk membeli produk dan jasa sesuai dengan kebutuhan dan keinginannya, sehingga konsumen akan dapat menghemat waktu dalam usaha mencari informasi produk atau jasa, dan tidak perlu mengeluarkan banyak biaya untuk memperoleh produk dan jasa yang diinginkannya. Hubungan konsumen dengan perusahaan yang menawarkan produk atau jasa dengan menggunakan situs-situs online pada akhirnya akan membangun suatu hubungan jangka panjang yang kuat diantaranya.

Dari studi pendahuluan yang dilakukan pada mahasiswa Fakultas Ekonomi Malikussaleh Lhokseumawe diperoleh informasi bahwa masih banyak mahasiswa yang belum mengetahui dan memanfaatkan informasi-informasi yang tersedia di internet mengenai pembelian produk dan jasa melalui online shopping. Mahasiswa juga belum mau menggunakan situs-situs online shopping karena mahasiswa tidak dapat secara langsung mengetahui kualitas dari produk. Disamping itu, mahasiswa juga masih meragukan keamanan dari transaksi pembayaran dari produk dan jasa yang dibelinya

Dari fenomena tersebut menunjukkan bahwa sebagian besar mahasiswa Fakultas

Ekonomi Malikussaleh Lhokseumawe masih harus bepergian ke Banda aceh atau Medan untuk mendapatkan produk-produk yang dibutuhkannya seperti pakaian dan buku-buku. Padahal dengan menggunakan situs-situs online shopping yang ada di internet akan memudahkan mahasiswa untuk mencari dan memperoleh produk dan jasa sesuai yang dibutuhkannya.

tinJauan PustaKa

Park dan Kim (2006) melakukan penelitian dengan Judul “The Effect of Information Satisfaction and Relational Beneit on Consumers Online Site Commitmennts”. Metode pengumpulan data dengan menggunakan kuesioner, dan jumlah responden sebagai sampel 1.278 orang kunsumen di Korea yang telah menggunakan situs online untuk berbelanja buku dan pemesanan tiket. Metode analisis data yang digunakan adalah analisis regresi linier. Hasil penelitian menunjukkan bahwa relational beneit berpengaruh signiikan terhadap keputusan konsumen yang berbelanja secara online.

manfaat relational (Relational Beneit) Park dan Kim (2006) menyatakan bahwa “Manfaat relasional (relational beneit) sebagai manfaat yang diterima konsumen dari hubungan janga panjang di atas dan di antara kinerja jasa inti”. Sedangkan Thurau et al. (2002) mendeinisikan “Relational beneit sebagai hubungan kedua belah pihak yang harus menguntungkan untuk melanjutkan hubungan jangka panjang”.

(23)

manfaat relasional (relational beneit), adalah conidence beneits, social beneits, special treatment beneit.

Manfaat relasional pada online shopping adalah dalam hal menghemat waktu konsumen untuk membeli produk atau pelayanan yang diinginkan, mengurangi usaha untuk membeli produk atau jasa yang diinginkan, dapat membeli produk yang diinginkan yang sulit dibeli di toko lainnya dan menerima pelayanan service yang kredibel (Park dan Kim, 2006).

Kebutuhan relasional dari konsumen online adalah konsumen menginginkan pengalaman yang memuaskan dalam setiap transaksi. Konsumen cenderung untuk mengerti sehingga konsumen melakukan pembelian ulang dari sumber yang sama, yang dapat menghemat waktu, dan mengurangi risiko. Konsumen mungkin bahkan akan percaya bahwa terjadi konsumen yang loyal dapat menunjukkan timbal balik yang lebih karena loyalitas.

Menurut Gwinner et.al. (2005), “Relational beneit is the beneit customers receive from longterm relationships above and beyond the core service performance”. (Manfaat relasional adalah sebagai manfaat yang diterima konsumen dari hubungan jangka panjang di atas dan di antara kinerja jasa inti).

Manfaat relasional dari hubungan antara konsumen dengan perusahaan yang menawarkan produk atau jasa dengan menggunakan situs-situs online harus dapat terjalin dalam jangka panjang sehingga akan berdampak terhadap keputusan konsumen untuk berbelanja secara online di toko online (Kim dan Park, 2006)

Keputusan Pembelian

Menurut Schiffman dan Kanuk (2004), “Keputusan pembelian menurut adalah pemilihan dari dua atau lebih alternatif pilihan keputusan pembelian, artinya bahwa seseorang dapat membuat keputusan, haruslah tersedia beberapa alternatif pilihan”.

Hipotesis pada penelitian ini adalah manfaat relasional berpengaruh signiikan terhadap keputusan berbelanja secara online pada mahasiswa Fakultas Ekonomi Universitas Malikussaleh Lhokseumawe. Dari hipotesis tersebut, maka variabel bebas (X) adalah manfaat relasional dan variabel terikat (Y) adalah keputusan berbelanja secara online.

Dari uraian tersebut, maka dapat digambarkan kerangka berpikir sebagai berikut :

gambar 1. Kerangka Berpikir

mEtoDologi PEnElitian

Jenis penelitian ini adalah penelitian deskriptif kuantitatif. Menurut arikunto (2006), penelitian deskriptif kuantitatif yaitu penelitian yang bertujuan untuk menguraikan atau menggambarkan tentang sifat-sifat (karakteristik) dari suatu keadaan atau objek penelitian.Sifat penelitian adalah penelitian menjelaskan (deskriptif explanatory). Menurut Sugiono (2009) bahwa “Penelitian deskriptif explanatory adalah penelitian yang bermaksud menjelaskan kedudukan variabel-variabel yang diteliti serta pengaruh antara satu variabel dengan variabel yang lain”.

Penelitian ini mengamati variabel terikat dan variabel bebas yaitu: keputusan berbelanja, manfaat relasional, dan masing-masing variabel indikatornya dituangkan ke dalam pernyataan-pernyataan yang dibuat dalam skala Likert untuk memasukkan kategori dari jawaban responden terhadap pernyataan yang diajukan.

(24)

tabel 1

operasionalisasi Variabel

No. Variabel Deinisi Operasional Indikator

1. Manfaat Relasional (X) Manfaat yang diterima atau yang dirasakan konsumen dalam pembelian produk atau jasa dengan berbelanja secara online.

1. Dapat menghemat waktu dalam membeli produk atau jasa yang diinginkan 2. Dapat mengurangi biaya

dalam membeli produk atau jasa yang diinginkan 3. Memperoleh pelayanan jasa

yang dapat dipercaya 4. Merasa puas dengan

layanan yang diberikan oleh webstore

2. Keputusan Berbelanja (Y) Sikap atau tindakan yang dilakukan oleh konsumen dalam menentukan pilihan dari beberapa alternatif produk yang akan diguna-kannya sesuai dengan kebutuhan dan keinginan.

1. Berbelanja secara online adalah sebuah keputusan yang tepat

2. Merasa puas berbelanja secara online dalam memenuhi kebutuhan dan keinginan

3. Terus berbelanja secara online sebagai altelnatif pilihan terbaik

Sumber: Park dan Kim (2006)

tabel 2

statistik Deskriptif Karakteristik responden

Ukuran Item Frekuensi Persen

Jenis Kelamin Laki-laki 56 81,16

Perempuan 13 18,84

Umur 18 – 21 32 46,37

22 – 26 37 53,63

Waktu penggunaan internet per hari

< 2 jam 5 7,24

2 – 3 jam 18 20,08

> 3 jam 46 41,68

Waktu penggunaan internet per minggu

< 3 kali 5 7,21

3 – 5 kali 17 24,64

> 5 kali 47 68,12

Frekuensi membeli setahun terakhir

3 kali 40 57,98

4 kali 16 23,18

5 kali 13 18,84

Sumber: Hasil pengolahan (2011)

tabel 3

Variabel manfaat relasional (Relational Beneit)

No. Pernyataan CorrectedItem total

Correlation

Sig

(2 – tailed) Keterangan

1.

Dengan adanya situs-situs online shopping, dapat menghemat waktu saya untuk membeli produk atau jasa yang diinginkan

0.923 0.000 Valid

2.

Dengan adanya situs-situs online shopping, dapat mengurangi biaya yang akan dikeluarkan untuk membeli produk atau jasa yang saya inginkan

0.713 0.000 Valid

3.

Dengan adanya situs-situs online shopping, saya memperoleh pelayanan jasa yang dapat dipercaya

0.944 0.000 Valid

4. Saya merasa puas dengan layanan yang

(25)

Populasi dan sampel

Populasi dalam penelitian ini adalah mahasiswa Fakultas Ekonomi Malikussaleh yang telah melakukan pembelian secara online lebih dari dua kali, sehingga didapatkan sebagai sampel sebanyak 69 orang.

Teknik pengambilan sampel yang digunakan adalah metode accidental sampling. Dalam teknik sampling ini yang dijadikan sampel adalah individu/anggota populasi yang mudah di temukan saja (Sigit, 2003). adapun individu yang ditentukan adalah mahasiswa Fakultas Ekonomi Malikussaleh yang telah melakukan pembelian secara online lebih dari dua kali.

Metode pengumpulan data berupa wawancara (interview), daftar pertanyaan (questionaire) dan studi dokumentasi. adapun jenis dan sumber data yang digunakan adalah data primer yang diperoleh dengan melakukan wawancara (interview) dan menyebarkan daftar pertanyaan (questionaire), data sekunder diperoleh dari studi dokumentasi berupa dokumen-dokumen resmi yang diterbitkan Fakultas Ekonomi Malikussaleh Lhokseumawe

Berdasarkan Tabel 2. terlihat bahwa mahasiswi Fakultas Ekonomi Universitas Malikussaleh memiliki minat yang lebih tinggi dalam berbelanja secara online daripada mahasiswa yaitu sebanyak 56 orang dari 69 responden, atau sekitar 81,16%. Responden yang dominan berbelanja secara online di rentang usia antara 22 tahun sampai dengan 26 tahun (53,63%) dan jumlah responden

yang paling banyak menggunakan internet per hari adalah yang lebih dari 3 jam yaitu berjumlah 46 mahasiswa (41,68%), sedangkan jumlah responden dengan penggunaan internet per minggunya adalah yang lebih dari 5 kali berjumlah 47 mahasiswa (68,12%). adapun jumlah responden dengan frekuensi membeli secara online dalam setahun terakhir diketahui bahwa yang dominan adalah dengan pembelian 3 kali sebanyak 40 mahasiswa (57,98%)

uji Validitas dan reliabilitas instrumen Uji validitas dan reliabilitas instrumen dilakukan kepada 30 (tiga puluh) orang mahasiswa Fakultas Ekonomi Malikussaleh Lhokseumawe di luar sampel penelitian.

Validitas data penelitian ditentukan oleh proses pengukuran yang akurat. Suatu instrumen pengukur dikatakan valid jika instrumen tersebut mengukur apa yang seharusnya diukur. Dengan perkataan lain, instrumen tersebut dapat mengukur construct sesuai dengan yang diharapkan peneliti.

Uji validitas instrumen dalam penelitian ini dilakukan dengan membandingkan nilai Correlated Item-Total Correlation pada setiap butir pertanyaan dengan nilai rtabel. Jika nilai Correlated Item-Total Correlation (rhitung) > nilai rtabel dan nilainya positif, maka butir pertanyaan pada setiap variabel penelitian dinyatakan valid (Ghozali, 2005). Untuk melakukan pengujian validitas instrumen dilakukan dengan menggunakan software Statistical Package for Social Science (SPSS).

tabel 4

Variabel Keputusan Berbelanja

No. Pernyataan CorrectedItem total

Correlation

Sig

(2 – tailed) Keterangan

1.

Saya merasa puas berbelanja secara online dalam memenuhi kebutuhan dan keinginan saya akan produk dan jasa

0.914 0.000 Valid

2.

Saya terus berbelanja secara online sebagai altelnatif pilihan terbaik bagi saya untuk memperoleh produk dan jasa

0.665 0.000 Valid

3. Berbelanja secara online adalah sebuah keputusan yang tepat 0.844 0.000 Valid

Gambar

gambar 1. Kerangka Berpikir
tabel 2statistik Deskriptif Karakteristik responden
tabel 4Variabel Keputusan Berbelanja
tabel 5Hasil uji reliabilitas
+7

Referensi

Dokumen terkait

Ini dapat mencakup sistem yang akan dinonaktifkan karena mereka tidak lagi diperlukan oleh bisnis; aplikasi yang akan tidak lagi didukung oleh vendor dan akan

Aktivitas siswa yang dominan pada siklus I pertemuan 1 nilai akhir yang diperoleh adalah baik (76.00%), pada pertemuan 2 nilai akhir yang diperoleh meningkat adalah

PENERAPAN METODE PEMBELAJARAN ROLE PLAYING UNTUK MENINGKATKAN HASIL BELAJAR PADA MATA PELAJARAN IPS2. Universitas Pendidikan Indonesia | repository.upi.edu |

Hasil pengujian secara simultan (uji statistik F) menunjukkan bahwa suku bunga kredit dan dana pihak ketiga tidak berpengaruh terhadap jumlah kredit yang diberikan oleh

Penelitian ini bertujuan untuk mengetahui apakah rasio keuangan berpengaruh terhadap tingkat profitabilitas pada perusahaan perbankan yang terdaftar di Bursa Efek

Tujuan penelitian ini adalah diketahuinya hubungan tingkat pengetahuan tentang keputihan dengan kejadian keputihan pada remaja putri di Desa Kalimanjung, Gamping,

karakteristik spesifik pada uji mikroskopik dan organoleptis, karakteristik non spesifik yang menunjukkan hasil kadar air sebesar 8%, kadar abu 6,51% dan kadar abu

pada ayat (1) dapat bekerja sama dengan Fakultas Kedokteran yang memiliki program studi kedokteran.. dengan kategori akreditasi setingkat lebih rendah dalam menjalankan