BAMBANG DWI HARIJADI, 090110191 (2009) Pengaruh Motivasi Kerja, Komitmen Organisasional, Upaya, Kinerja dan Kepuasan Kerja: Studi Pada Karyawan Pelaksana Kantor Pelayanan Tipe A Khusus Bea dan Cukai Tanjung Perak. Thesis thesis, UNIVERSITAS AIRLANGGA.

Preview	Text (ABSTRAK) gdlhub-gdl-s2-2009-harijadiba-10090-te2608-k.pdf Download (71kB) | Preview
	Text (FULLTEXT) gdlhub-gdl-s2-2009-harijadiba-9313-copyof-8.pdf Restricted to Registered users only Download (2MB) | Request a copy

Abstract

A Study of organization provided a clear explanation on how individuals and groups behave in organizations. The motivation accounted for a theme that is interesting to study. This is closely also consistent with a common view that employees haN ing high motivation would be able to undertake their tasks and responbilities in better manner. A range of studies and theories on motivation have been developed by many experts; however, the reality in the field shower that those teories were not always be able to answer a phenomenon that a person who felt he or she didnt obtain anything he expected from the organization, he would leave this organization. Some theories regarding the organizational commitment tried to elucidate the phenomena. It might be truly that people who worked at in the organizatior. did not always heve a desire to attain financial rewards. On the contrary, people often d°cided to stay working; in the organization because of immaterial reasons, such as identity closeness, social status, opportunities to make career, s,°nse of being indebted to organizations and many others. In Addition, the organizational learning perspective indicated that the motivation exerted a considerable effect on the employeesefforts. Another theory explicated that there was a r(;lationship between the employees commitment and efforts. Given these facts, then an assumption emerged that the motivation and commitment generated a significant impact on the employeeseforts. Futhermore, since the effort refered to an activity, then a level of the employees success could be determined by the effort in implementing the tasks and respobilities that the organization granted to him. Finally, the success centainty would make people feel satisfied. The Customs and Excise Service Office of Tipe A at Tanjung Perak possessing The Task of executing a technical policy of Directorate General Of Customs and Excise should increase its human resource in therms of some aspeccts such as the employees motivation, commitment, effort, performance and satisfaction. The result suggested that the emplyees motivation and commitm.-nt were significantly cokrelated with emplyees efforts, emplyees commitment produced a dominant effect on emplyees efforts, where the emplyees efforts were significantly to the employees performance. In the same way, the satisfaction had a significant effect on the pereformance.

Actions (login required)

View Item