EFFECT OF LEADERSHIP ON JOB SATISFACTION
EMPLOYEES PART HUMAN RESOURCES IN. PT. BUKIT ASAM (PERSERO)
Tbk, Tanjung Enim, SOUTH SUMATRA.
Novensyah (08151049) “The Influence of Employee Satisfaction Leadership Against Human Resources section at PT. Mine Bukit Asam (Persero) Tbk, Tanjung Enim, South Sumatra “. Guided by Wiwin Agustian and Irwan septayuda. Research is to determine whether there is a significant correlation between job satisfaction leadership to the human resources department at PT. Bukit Asam (Persero) Tbk, Tanjung Enim. Data analysis techniques used are qualitative and quantitative analysis techniques. Sampling technique using formula SolVin. The conclusion of this study is 1). Simple linear regression equation Y = 1543 + 0.669 X, which means that the leadership effect on job satisfaction. 2). Value of the correlation coefficient of 0.789 means that the value of the correlation coefficient (r) indicates that the relationship between the two variables is strong and positive in improving employee satisfaction. 3). The results of the analysis of the coefficient of determination of r ² = 0.622, this means the average value of 62.2% job satisfaction is determined by the leadership felt by the employees of the company. The remaining 37.8% is determined by other factors. 4). Significance of t-test analysis results obtained in the t-count equal to 8.978 while the t-table 1.675 for t-count is greater than t-table means that Ho is rejected and Ha accepted. This means there is a significant effect of leadership on job satisfactionamongemployees. From the results of the questionnaire, the average number of variables at 39.25 leadership and employee job satisfaction variables at 41.70 so, the influence can be said to be good leadership and employee job satisfaction can also be said to be good.
Keywords: Leadership, job satisfaction
INTRODUCTION
I.1. Background
Each company will always try to make employee productivity can be improved. It is only fitting companies will always try to make their employees have high morale. Based on observation and discussion with the employee about the effect of leadership exercised by the company to its employees can not be said to be causing the most job satisfaction has not reached the maximum. For that job satisfaction should be given to employees should be improved in order to increase the employee morale high achievers, with good leadership is expected to maximize employee productivity is good.
1.2. The foundation of the theory
Leadership:
Understanding Leadership by Rival (2007:2) is the process of influencing thev
determining the organization’s goals, motivate behavior followers to achieve goals and influence groups and cultures.
v Leadership by Hasibuan (2007:170) is one way leaders influence the behavior of subordinates, in order to cooperate and work productivity to achieve organizational goals.
Indicators of Leadership
1. Decision-making
2. The relationship between superiors and subordinates
3. Goal setting
4. Troubleshooting
Understanding Job Satisfaction:
• Job satisfaction by Rival (2007:249) is working on an assessment of how much work needs are overall satisfactory.
• Job satisfaction is a person’s general attitude toward work that shows the difference between the amount of rewards workers receive and the amount they believe they should receive (Robbins, 2003:78).
Job satisfaction indicators:
1. Job
2. Wage
3. Promotion
4. Supervisor
5. Coworkers
Leadership Influence Of Job Satisfaction:
That affect the level of the leadership and job satisfaction within an enterprise organization can work well, if leaders act decisively and leaders also have to take action weeks to any employee who violated the sanction penalties set.
1.3. RESEARCH METHODOLOGY:
Subject Research:
Subjects of this study conducted at PT. Mine Bukit Asam (Persero) Tbk, Tanjung Enim a street address Parigi NO. 01 Tanjung Enim, ZIP code 31716 Indonesia.
Primary Data:
Primary data is “data obtained directly from the subject of research by using data retrieval tool directly on the subject as the source of the information sought.”
As for how this data collection is as follows:
1. Questionnaires
2. Research literature
Secondary Data:
Secondary data is “data obtained from the other party, not directly obtained from the research subjects research. Secondary data usually form of data documentation or report data that has been provided “. Among other books, reports relating to the company’s problems.
1.4. COMPANY OVERVIEW
A Brief History of the Company:
• Coal mining activities are carried out first by the Dutch East Indies government in 1918, then taken over by the Japanese Government in 1942. Subsequent management were transferred to the Republic of Indonesia after independence in 1945.
Vision and Mission:
• Vision: Making HR PT. Mine Bukit Asam (Persero) Tbk, a competitive advantage for the Company.
• Mission: To provide HR and HR Management System for
Tabulation Leadership:
overall average of statements about leadership is 39.25.v
v average every statement, obtained the highest value of 4.16 in the first statement of the head of any decision-making involving brothers.
lowest value obtained in the second statement, namely, Leadership in decision-making self-interest, amounted to 3.76.v
Tabulation of job satisfaction:
overall average of statements about job satisfaction was 41.70.v
average every statement, obtained the highest value of 4.33 at the fourth statement.v
lowest value obtained in the second statement, namely, is the perfect job for you at 4.00.v
Quantitative Analysis: The way to describe or depict the data that has been collected.
Sex Employees:
• Male 45 (88.2%)
• Women 6 (11.7%)
Education Employees:
• D1 (2) 3.9%
• D3 (8) 15.6%
• S1 (36) 70.5%
• S2 (5) 9.8%
Characteristics of age:
• – 21-30 yr 8 (15.68)
• – 31-40 yr 17 (33.33)
• -> 50 yr 26 (50.98)
Simple Regression Results:
Y = a + bX
Job satisfaction = 1543 +0669 Kemimpinan
The results of this analysis are formed in a simple regression equation and interpreted as
the following:
• 1543 constant value, meaning if the leadership is 0, then job satisfaction will be worth 1543.
• X = 0669 means that if the leadership remains 0%, then job satisfaction is not significantly increased by 0669.
Results Correlation Coefficient:
obtained a correlation coefficient of 0.789 which lies between -1 ≤ 0789 ≤ +1. That is, the value
correlation coefficient (r) indicates that the relationship between the two variables is strong and positive
between the independent variables with the dependent.
• concluded that the relationship between leadership posed against complacency
employee at PT. Mine Bukit Asam (Persero) Tbk, human resources,
Tanjung Enim was strong and positive in the amount of 0789 which is the interval coefficient
(0.60 to 0.799).
Results Keofisien Determination:
• The coefficient of determination is r = 0.789 = 0.622 This means the value of the average job satisfaction
62.2% is determined by the leadership felt by employees and
kepemimpinanyang provided by the company. The remaining 37.8% is determined by factors
other factors.
The results of the t test (Significance).
§ The effect of leadership on employee job satisfaction indicated by the sum of 8.978 t value of 0.00 with a significance value <0.05. While the calculated value of 8.978 and a t-table much as 1.675 so that the value is greater than (8.978> 1.675) then Ho is rejected and thus accept Ha received, it can be said there is a significant effect between the effect of leadership on employee job satisfaction.
Discussion.
simple regression analysis X (Leadership) to Y (Job satisfaction) that systematically expressed with statistics.§ While the results of the analysis can be known correlation r = 0.789, then the relationship between the leadership on job satisfaction, a strong influence because there are elements of the object and filling questionnaires by different employees.
The results of testing the hypothesis that a significant positive effect on satisfaction leadership.§
t hypothesis test results also indicate that the variable X (Leadership) has amounted to 8.978 because of greater than 1.675.
The value of the variable leadership is 8.978> 1.675 at the level of t-statistics probalibilitas smaller at 0.00 <a = 0.05, it can be concluded that Ho is rejected.
1.5. CONCLUSIONS AND RECOMMENDATIONS
Conclusion:
Based on the description above has been stated in previous chapters, the writing in this chapter will draw conclusions and will give you advice that would be helpful in solving the problems faced.
1. From the correlation coefficient was found that the relationship between leadership influence on job satisfaction of employees of PT. Mine Bukit Asam (Persero) Tbk, Tanjung Enim 0.789 is positive and strong.
2. The coefficient of determination obtained 62.2% can be explained that the variable employee job satisfaction is determined by the leadership. While the remaining 37.8% is explained by other factors.
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