DISERTASI dan TESIS Program Pascasarjana UM, 2010

Ukuran Huruf:  Kecil  Sedang  Besar

Pengaruh Pengalaman Kerja, Motivasi, Pengambangan Karier, Kepuasan Kerja Terhadap Kinerja Dosen Enonomi di Lingkungan Universitas Negeri Sekota Malang. (Tesis)

Auliana Farrabbanie

Abstrak


Kinerja dosen adalah kuantitas dan kualitas pekerjaan yang diselesaikan sesuai dengan tata aturan yang mengikat di perguruan tinggi maupunperundang-undangan yang berlaku. Persepsi dosen tentang kinerjanya sangat diperlukan untuk meningkatkan kinerjanya.

            Penelitian ini bertujuan untuk mengetahui: (1) pengaruh pengalaman kerja terhadap kinerja dosen, (2) pengaruh motivasi terhadap kinerja dosen, (3) penga-ruh pengembangan karier terhadap kinerja dosen, (4) pengaruh kepuasan kerja terhadap kinerja dosen, (5) pengaruh pengalaman kerja terhadap kinerja dosen melalui pengembangan karier, (6) pengaruh motivasi terhadap kinerja melalui pengembangan karier, (7) pengaruh motivasi terhadap kinerja melalui kepuasan kerja dosen ekonomi di lingkungan universitas negeri sekota Malang. Rancangan penelitian termasuk penelitian eksplanatori dengan subyek penelitian 91 dosen. Instrumen data interval diukur dengan skala likert. Analisis penelitian ini dengan menggunakan path analisis.

            Hasil penelitian menunjukkan bahwa (1) Ada pengaruh pengalaman kerja terhadap kinerja dosen (2) Ada pengaruh motivasi terhadap kinerja, (3) Ada pengaruh pengembangan karierterhadap kinerja (4) Ada pengeruh kepuasan kerja terhadap kinerja ,(5) Ada pengaruh pengalaman kerja terhadap kinerja melalui pengembangan karier , (7) Ada pengaruh motivasi kerja terhadap kinerja melalui kepuasan kerja. Dengan membandingkan taraf signifikansi hipotesis (1) ada pengaruh pengalaman kerja terhadap kinerja dosen, (2) ada pengaruh pengemba-ngan karier terhadap kinerja dosen, (3) ada pengaruh motivasi kerja terhadap kinerja dosen, (4) ada pengaruh kepuasan kerja terhadap kinerja dosen, (5) ada pengaruh pengalaman kerja terhadap kinerja melalui pengembangan karier dosen, (6) ada pengaruh motivasi terhadap kinerja melalui pengembangan karier dosen,dan (7) ada pengaruh motivasi terhadap kinerja melalui kepuasan kerja dosen diterima.

            Berdasarkan hasil penelitian ini, saran yang diberikan adalah (1) Penelitian di masa datang diharapkan dapat menjangkau populasi dengan lingkup yang lebih luas, tujuan agar penelitian serupa dapat memberikan hasil yang lebih general mengenai keberadaan kinerja dosen beserta jumlah prediktornya. (2) Diharapkan pihak universitas meningkatkan tingkat kepuasan kerja dosen.

 

Abstract:

Key words: Working Experience, Motivation, Career Development, Working Satisfaction, Lecturers' Performance.

Lecturers' performance is the quality and quantity of works which are done based on both rules in universities and constitution. Lecturers' perception on their own performance is needed to improve the performance itself.

This research is aimed to find out: (1) the effect of working experience toward the performance of lecturers, (2) the effect of motivation toward the performance of lecturers, (3) the effect of career development toward the performance of lecturers, (4) the effect of working satisfaction toward the performance of lecturers, (5) the effect of working experience toward the performance of lecturers through career development, (6) the effect of motivation toward the performance of lecturers through career development, (7) the effect of motivation toward the performance of lecturers through working satisfaction of Economics lecturers in the area of state universities in Malang. The framework of the research is explanatory research with 91 lecturers as the subjects. The interval data instrument is measured by Likert scale. Path analysis is also used in this research.

The results of this research show that: (1) the effect of working experience toward the performance of lecturers, (2) effect of motivation toward the performance of lecturers, (3) effect of career development toward the performance of lecturers, (4) the effect of working satisfaction toward the performance of lecturers, (5) the effect of working experience toward the performance of lecturers through career development ,(7) the effect of motivation toward the performance of lecturers through working satisfaction .By comparing significant degree > 0,05, the accepted hypotheses are       (1) working experience affects the performance of lecturers, (2) career development affects the performance of lecturers, (3) motivation affects the performance of lecturers, (4) working satisfaction affects the performance of lecturers, (5) working experience, through career development, affects the performance of lecturers, (6) motivation, through career development, affects the performance of lecturers, and (7) motivation, through working satisfaction affects the performance of lecturers. Based on the results, the writer suggests that (1) the same research in the future is hoped to reach wider population so that the results will be more general concerning the performance of lecturers and the predictors, and (2) University practitioners should improve the quality of the lecturers' working satisfaction.