PENGARUH KOMPETENSI KEJELASAN TUGAS DAN KEPUASAN KERJA TERHADAP PERILAKU KERJA KARYAWAN DI PLTA GIRINGAN

Abstract

Employees work through job analysis and job descriptions. They are selected based on competency specifications. Job analysis functions to find out what the duties and functions of a position are, while the job description provides information on the name of the position, job organization, responsibilities and main duties and functions. Meanwhile, job competency specifications describe knowledge, skills, educational qualifications, training and experience. With the clarity of tasks that must be carried out by each employee and the competencies that must be possessed to be able to carry out these tasks as their responsibility for performance.

This study aims to provide empirical evidence of the influence of job clarity and job satisfaction competencies partially on work behavior in PLTA Giringan employees. This research is quantitative research. Collecting data in this study using a questionnaire managed using SPSS 17 with multiple regression data analysis.

Based on the research that has been done, it shows the first hypothesis that there is no positive and significant influence between the influence of job clarity competence (X1) on employee performance (Y). The results of the research conducted show that employee performance is not determined by the clarity of the task. The second hypothesis shows that there is no positive and significant influence between job satisfaction (X2) simultaneously on employee performance (Y)). From the answers to the questionnaires filled in by respondents, they have other reasons for improving their performance. The third hypothesis shows positive and insignificant influence, there is a simultaneous effect of job clarity (X1) and job satisfaction (X2) on employee performance (Y). From the answers to the questionnaires filled in by the respondents, it was found that the simultaneous influence of job clarity (X1) and job satisfaction (X2) competencies on employee performance (Y) was only 0.6%.

Keywords: Clarity of Duty Competence, Job Satisfaction, Work Behavior