EFFECT OF LEADERSHIP ON EMPLOYEES PERFORMANCE IN BUKIT ASAM (PERSERO) TBK, STATE OR HUMAN RESOURCES DIVISION, SOUTHERN SUMATRA Tanjung Enim
ABSTRACT
Indra Hidayatullah, Influence Leadership Against Employee Performance HR at Bukit Asam (Persero) Tbk, Tanjung Enim, guided by Wiwin Agustian and Andrian Noviardy. This study aims to find out how much Influence Of Leadership On Employee Performance PT Bukit Asam (Persero) Tbk, Tanjung Enim In HR Section. The data analysis technique used is a technical analysis of qualitative and quantitative technical analysis. Sampling technique using samples saturated. The conclusion of this study is, 1). Simple linear regression equation Y = 1.543 + 0.669 X which means that leadership has an influence on employee performance 2). Koefisisen correlation value of 0.789 means that the value of the correlation coefficient (r) indicates that the relationship between the two variables is strong and positive role in improving employee performance. 3) The results of t-test analysis on the can of 8.978 while the t-table 1.676 for t-count is greater than t-table means that Ho is rejected and Ha accepted. This means there is a significant effect between leadership influence on employee performance. 4) The results of the analysis of the coefficient of determination of r2 = 0.789. This means that there are contributions of leadership on employee performance by 62.2% while the remaining 37, .8% is influenced by other factors such as motivation, compensation and education and training. From the results of the questionnaire, the average amount of leadership and employee performance by 3.92 by 4.17. So, for the leadership can say is good and the performance of employees can be said either.
Keywords: Fsiologi, Security, Social, Respect, Self-Actualization and Work Productivity
CHAPTER I
INTRODUCTION
1.1 Reason Later
The times in the era of globalization makes competition increasingly fierce in entering the world of work both in the production and services, one coal miner acid hill. As one source of energy, coal is used more widely in the world, especially as a source of alternative energy, in addition to depleting oil reserves in the world. The increasing use of coal as a substitute for petroleum is believed to be caused by several things including increasing oil revenues and expensive step, the large and the number of coal reserves, coal prices getting cheaper as more and more production and coal producers.
According Hasibuan (2007: 169) “A leader is a person who uses the authority and leadership, directing subordinates to do most of his work in achieving organizational goals.”
According Hasibuan (2007: 195) states the following performance: “Performance or performance is the result of work produced by the employee or the actual behavior displayed in accordance with its role in the organization”.
From the description above, the influence of leadership is one aspect of the problem which is very important for the company to improve employee morale. The authors are interested in doing research entitled: “The Effect of Leadership Against HR Employee Performance Parts PT. Bukit Asam (Persero) Tbk, Tanjung Enim “.
1.2 Problem Formulation
Based on this background, then that becomes the central issue in this study is How to Influence Employee Performance Parts Leadership Against HR PT. Bukit Asam (Persero) Tbk, Tanjung Enim.
1.3 Objectives and Benefits Research
The purpose of this study is to investigate and analyze the effect of leadership on How Employee Performance HR section on PT. Bukit Asam (Persero) Tbk, Tajung Enim. Selection of language topics about the effect of leadership on employee performance in theory will give an overview of concrete in the development of Human Resource Management and can be used as a reference and research materials next.
1.4 Limitation Problem
Because the scope is too wide at PT. Bukit Asam (Persero) Tbk, Tanjung Enim, and many types of labor then, the only research done on the human resources in the PT. Bukit Asam (Persero) Tbk, Tanjung Enim
1.5 Systematics Writing
Systematics proposal writing is intended to give an overview outlines are clear about the content of the writing of this thesis.
CHAPTER II
THEORETICAL
2.1.1 Definition of Leadership
According Hasibuan (2007:170) leadership is a process of influencing others to understand and agree on what to do and how to do the job effectively, and the process of facilitating individual and group efforts to achieve a common goal.
2.1.2 Indicators – Indicators of Leadership
The indicators of leadership by Handoko (2008:56)
1. Direct
2. Train
3. Support
4. Empower
2.2.1 Definition of Performance
Hasibuan (2007: 67) defines performance as follows: “The performance is the result of the quality and quantity of work accomplished by an employee in carrying out their duties in accordance with the responsibilities assigned to him”.
2.2.2 Indicators – Performance Indicators
1. Cooperation
Appraisers assess the willingness of employees to participate and cooperate with other employees vertically and horizontally on the inside and outside of work so that work will get better results.
2. Responsibilities and skills
Appraisers assess the willingness of employees to take responsibility for policy, and the results of his work, he used the facilities and infrastructure, as well as his behavior.
3. Discipline
Appraisers assess the discipline of employees to comply with existing regulations and perform work in accordance with the instructions given to him.
4. Attitude
Appraisers assess the behavior of the employees of the attitude, courtesy, cheerful preferred, giving the impression of fun, watching a good attitude, and look sympathetic and reasonable.
5. Creativity
Appraisers assess the ability of employees to develop their creativity to menyelesaukan work, so it works more efficient and effective.
6. Honesty
Appraisers assess the fairness in carrying out its duties meet good agreement for himself or for others as his subordinates.
7. Initiatives
Appraisers assess the thinking skills orsinal and based on their own initiative to analyze, justify, get conclusions, and make decisions settlement problems.
8. Reliability
Appraisers assess the results of both the quality and quantity of work that can be produced from the employee’s job description.
9. Loyalty
Appraisers measure employee loyalty to your job, position, and organization. This loyalty is reflected by the willingness of employees to maintain and defend the organization as well as outside the work of undermining those who are not responsible.
10. Leadership
Appraisers assess the ability to lead, influence, has a strong personal, respected, authoritative, and can motivate other people or subordinates to work effectively.
2.3 Framework for Thinking
The authors develop a framework that there is a positive relationship between achievement motivation to work as in the picture below
2.4 Hypothesis
The hypothesis is temporary answer to a problem encountered in the study, which will be tested again while the answer is correct. The hypothesis means that kebenaranya low opinion or kebenaranya levels are still not convinced (Sugiyono 2007: 93).
The hypothesis of this study are as follows:
1. Ho: p = 0 no relationship between leadership and employee performance at PT. Bukit Asam (Persero) Tbk, Tanjung Enim.
2. Ha: p ≠ 0 is no relationship between the leadership on employee performance at PT. Bukit Asam (Persero) Tbk, Tanjung Enim.
CHAPTER III
RESEARCH METEDOLOGI
3.1 Research Sites
Location of research by the author is the PT Bukit Asam (Persero) Tbk Tanjung Enim located at No.01 Jalan Tanjung Enim Parigi 31716 ZIP code in Indonesia.
3.2 Sample Collection Methods
According Sugiyono (2007: 89) population is a region consisting of generalized object or subject that has qualities and characteristics tertemtu defined by this study were all employees of Human Resources at PT Bukit Asam (Persero) Tbk, Tanjung Enim.
According Sugiyono (2007: 90) sample is part of the number and characteristics possessed by the population. Sampling technique in this study using cluster random sampling method. According Sugiyono (2007) Cluster random sampling technique was used to determine if the object sample under study or data source is very wide. Based on research by the author objects to take the Human Resources section on PT Bukit Asam (Persero) Tbk, Tanjung Enim, with employees 103 people.
3.3 Analysis Tools
1. Simple Linear Regression Formula
In this thesis writing analysis tool used is:
Simple linear regression formula:
Regression analysis tool is used to determine how the effects of independent variables on the dependent variable. Is the rise and fall of the dependent variable can be done through raising and lowering the state of the independent variables. In this regard leadership as an independent variable that affects the employee’s performance as the dependent variable.
2. Correlation Coefficient (r)
This analysis is intended to determine the closeness of the relationship between the effect of leadership on employee performance generated.
Description:
• If r = 0 or close to 0, meaning there is no relationship between the variables of leadership and employee performance variables.
• If r = 1 or close to 1, there is a positive relationship (perfect) between the variables of leadership and employee performance variables.
• If r = -1 or close to -1, meaning the relationship of leadership and program variable variable variable employee performance opposite (perfect negative).
3. Coefficient Deteminasi
Menuurut Priyanto (2010: 66) the coefficient of determination is used to describe how big the contribution of independent variables (leadership) to the dependent variable (employee performance). In this study, using SPSS version 20.
3.4 Test T-Test
According usman (2007: 16) t test aims to test the regression coefficients, including the intercept individually.
1. Determining the hypothesis
2. Menbandingkan probilitas t – statistic with alpha = 0.05
3. Criteria for acceptance and rejection of the hypothesis
Ho: b1 = 0, meaning no significant effect among the leadership on employee performance
Ha: b1 ≠ 0, there is a significant effect between leadership and employee performance.
T – test is done by comparing the probilitas t – statistic with α = 0.05:
• If p ≥ α = 0.05 then Ho is rejected and Ha fail fail acceptable
• If p ≤ α = 0.05 then the Ho is rejected and Ha accepted Ho rejected fail means no significant effect of the independent variable on the dependent variable, while revenue Ha has meant there is a significant effect of the independent variable on the dependent variable.
CHAPTER IV
COMPANY OVERVIEW
4.1 A BRIEF HISTORY OF THE COMPANY
The coal industry was originally just a second energy source after oil. The idea to make coal as an alternative energy source began during the economic embargo against the United States and Europe by Arab countries that catapulted the world oil price. Anticipating this condition, in 1976 the government of the Republic of Indonesia issued Presidential Instruction (Instruction) on the development of coal as an alternative energy source. Instruction is followed up by the issuance of Government Regulation (PP) No.. 42 in 1980, and the implementation of the established coal mining company PT. Bukit Asam Coal Mines (Limited) located in Tanjung Enim, Muara Enim South Sumatra, on March 2, 1981. PT.Tambang Bukit Asam Coal (Limited), hereinafter referred PTBA Tbk, has coal reserves of 7.3 billion tons, or as much as 17 percent of the source dayabatubara Indonesia and is the fifth largest coal producer in Indonesia. Additionally PTBA is the second largest supplier of coal to domistik market, and distribute about 20 percent of its products to markets outside of the State such as Japan, Taiwan, Malaysia, Pakistan, Spain, France and Germany.
4.2 Leadership Questionnaire
overall average of the statement of Leadership is 3.92. Based on the interpretation, this implies that the leadership at PT Bukit Asam (Persero) Tbk, Tanjung Enim can be good.
4.3 Performance Questionnaire
overall average of the statement of the employee’s performance is 4.17. Based on the interpretation, this shows that the performance of the employee in the HR PT Bukit Asam (Persero) Tbk, Tanjung Enim can be good.
4.4 Analysis Tools
4.4.1 Simple Linear Regression Formula
From the results of simple linear regression, in Table 4.5 can be written in equation form as follows:
Y = a + bX
Performance Leadership employee = 1543 +0669
The results of this analysis are formed in a simple regression equation and interpreted as follows:
1. Constant value of 1.543, meaning if the leadership is 0, then the employee’s performance will be worth 1.543.
2. X = 0.669 means that if the leadership rise 0, then the performance of employees will increase by 0.669.
4.4.2 Correlation Coefficient
Model Summary
Model R R Square Adjusted R Square Std. Error of the Estimate
1 .789 .622 .614 .21812 a
a. Predictors: (Constant), Leadership
Source: Data are processed
Based on the results of multiple regression correlation (R) was 0.789 for the interval of the correlation coefficient or R value is between .60 to .799, it can be concluded that there is a strong relationship between the effect of leadership on employee performance HR PT Bukit Asam (Persero) Tbk, Tanjung Enim.
4.4.3 Coefficient of Determination
Based on the analysis of determination in table 4.6 above, then the figure R2 (R Square) of 0.622 or 62.2%, this shows that the percentage contribution of Leadership (X) of the Employee Performance (Y) equal to 62.2% while the remaining 37.8 % influenced by other variables.
4.5 Test T-Test
The influence of leadership on employee performance is indicated by the t value of 8.978 with a significance value of 0.00 <0.05. While the sum of the value of 8.978 and 1.676 so that the value is greater than (8.978> 1.676) then Ho is rejected and thus accept Ha accepted. it can be said there is a significant effect between the effect of leadership on employee performance in PT Bukit Asam (Persero) Tbk, Tanjung Enim.
CHAPTER V
CONCLUSIONS AND RECOMMENDATIONS
5.1 Conclusions
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. The results showed that leadership had a significant influence on the performance of employees at PT Bukit Asam (Persero) Tbk, Tanjung Enim. It is seen from the value of coefficient of 8.978 is greater than t-table 1.676 with significance level 0.00 level <0.05. Increasing the capable leadership encourages employees of PT Bukit Asam (Persero) Tbk, to improve performance in carrying out the duties and responsibilities of the agency. From the correlation coefficient was found that the relationship between leadership influence on the performance of employees of PT 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 performance of employees is determined by the leadership. While the remaining 37.8% is explained by other factors of motivation (Hasibuan, 2007), compensation (Hasibuan, 2007), and Education and training (Hasibuan, 2007).
5.2 Suggestions
Based on the calculations that have been done, it is known that the effect of leadership on employee performance is significant, it should be PT Bukit Asam (Persero) Tbk, can apply and use appropriate leadership to the conditions anatara units of the company, so that coordination can be run with better.
2. Performance of employees at PT Bukit Asam (Persero) Tbk, Tanjung Enim, today is pretty good but there are some indicators of employee performance should be further enhanced as the ability of the initiative, the ability in which an employee was able to take a decision or to perform any act required in executing main task without waiting for orders from a superior.
5.3 Managerial Implications
For companies, the leadership can provide input that leadership is one way to optimize the capacity and performance skills to get good employees, so that organizational goals can be achieved in accordance expected goals.
2. For PT Bukit Asam (Persero) Tbk, Tanjung Enim which will improve the performance of its employees, then the variable leadership and employee performance can be used as indicators to measure the performance of employees of PT Bukit Asam (Persero) Tbk, Tanjung Enim and determine what factors are necessary to get special attention and more so that the performance of employees of PT Bukit Asam (Persero) Tbk, Tanjung Enim not decreasing.
