The Impact of Leadership, Motivation, Discipline, and Wages on The Performance of Sharia Bank Employees
DOI:
https://doi.org/10.21580/economica.2021.12.1.7285Keywords:
Leadership, Motivation, Working Discipline, Wages, PerformanceAbstract
Abstract: The development of Islamic Banks increased rapidly. Based on assets, profitability, market share, and others. They were followed by internal management, such as an expansion of the facilities and services. On the other hand, considering Islamic Banks’ human resources is very important in realizing the vision and mission. As a result, they must be improving the worker's performance on the goals. This research used a quantitative approach with the independent variable are leadership, working discipline, motivation, and wages. The dependent variable used in this research is employee performance. The result showed that leadership, working discipline, motivation, and wages significantly affect the employee enterprise. It can be seen from the magnitude of t count of 45.804 > t table of 2.51 with a significance (sig) of 0.000 < 0.05. Simultaneously critical in the leadership thorough giving higher wage and the reward encouraged workers’ motivation, discipline to increase workers’ performance. As a result, those variables can improve employee performance to achieve a manner together in Bank BRI Syariah Tugumulyo Branch, Bandar Lampung, South Sumatra. The conclusion stated that the independent variables affected the workers' enterprise. Therefore, as a result, these models are very suitable for improving banks’ workers to achieve their goals.
Abstrak: Perkembangan Bank Syariah meningkat pesat. Berdasarkan aset, profitabilitas, pangsa pasar, dan lain-lain. Disusul dengan manajemen internal, seperti perluasan fasilitas dan layanan. Di sisi lain, mengingat sumber daya manusia Bank Syariah sangat penting dalam mewujudkan visi dan misi. Akibatnya, mereka harus meningkatkan kinerja pekerja pada tujuan. Penelitian ini menggunakan pendekatan kuantitatif dengan variabel bebas yaitu kepemimpinan, disiplin kerja, motivasi, dan upah. Variabel terikat yang digunakan dalam penelitian ini adalah kinerja karyawan. Hasil penelitian menunjukkan bahwa kepemimpinan, disiplin kerja, motivasi, dan upah berpengaruh signifikan terhadap karyawan perusahaan. Hal ini terlihat dari besarnya t hitung sebesar 45,804 > t tabel sebesar 2,51 dengan signifikansi (sig) sebesar 0,000 < 0,05. Sekaligus kritis dalam kepemimpinan menyeluruh memberikan upah yang lebih tinggi dan penghargaan mendorong motivasi pekerja, disiplin untuk meningkatkan kinerja pekerja. Sehingga variabel-variabel tersebut dapat meningkatkan kinerja pegawai untuk berprestasi secara bersama-sama di Bank BRI Syariah Cabang Tugumulyo, Bandar Lampung, Sumatera Selatan. Kesimpulannya menyatakan bahwa variabel independen berpengaruh terhadap perusahaan pekerja. Oleh karena itu, sebagai hasilnya, model ini sangat cocok untuk meningkatkan pekerja bank untuk mencapai tujuan mereka.
Downloads
References
Amirullah. 2015. Pengantar Manajemen : Fungsi-Proses-Pengendalian. Jakarta: Mitra Wacana Media.
Ariana, I Wayan Tresna, and I Gede Riana. 2013. “Pengaruh Kepemimpinan, Kompensasi Dan Displin Kerja Terhadap Kinerja Karyawan Pada Hotel Cendana Resort & Spa Ubud, Gianyar.” E-Jurnal Manajemen 2 (1): 121–36. https://ojs.unud.ac.id/index.php/Manajemen/article/view/4220.
Bernanthos, Bambang. 2018. “Employees’ Performance in Islamic Banking.” European Research Studies Journal XXI (Issue 1): 31–42. https://doi.org/10.35808/ersj/927.
Davis, Keith, and John W. Newstrom. 1995. Perilaku Dalam Organisasi. Edited by Agus Dharma. Jakarta: Erlangga.
Dubrin, Andrew J, Carol Dalglish, and Peter Miller. 2006. Leadership, 2nd Asia-Pacific Ed. Leadership, 2nd Asia-Pacific Ed. Milton, QLD, Australia: John Wiley & Sons Australia.
Fauzi, Imam. 2011. “Pengaruh Kepemimpinan Dan Motivasi Terhadap Kinerja Karyawan Pada Unit SKT Brak BL 53 PT. Djarum Kudus.” Universitas Negeri Semarang.
Ferina, Ika Sasti, and Rina Tjandrakirana DP. 2015. “Pengaruh Kebijakan Dividen, Kebijakan Hutang, Dan Profitabilitas Terhadap Nilai Perusahaan.” Jurnal Akuntanika 2 (1): 52–66.
Hartono, Nono. 2018. “Analisis Ekonomi Islam Terhadap Pemenuhan Upah Layak Tenaga Kerja Industri Batik (Studi Kasus: Sentra Batik Kecamatan Plered Kabupaten Cirebon).” Economica: Jurnal Ekonomi Islam 9 (2): 233–62. https://doi.org/10.21580/economica.2018.9.2.2835.
Herzberg, Frederick. 1976. The Managerial Choice, To Be Efficient and to Be Human. Homewood: Dow Jones-Irwin.
HM, Muhdar. 2018. “The Effects of Spiritual Intelligence and Organizational Citizenship Behavior to Employees Performance: Study at Sharia Banks in Gorontalo Province.” Economica: Jurnal Ekonomi Islam 9 (2): 179–205. https://doi.org/10.21580/economica.2018.9.2.2806.
Hofstede, Geert, Gert Van Hofstede, and Michael Minkov. 2010. Cultures and Organizations: Software of the Mind. New York: McGraw-Hill Education.
Huda, Choirul. 2016. “Etos Kerja Pengusaha Muslim (Studi Kasus Pada Pengusaha Muslim Alumni Uin Walisongo Semarang).” Economica: Jurnal Ekonomi Islam 7 (2): 79–107. https://doi.org/10.21580/economica.2016.7.2.1156.
Hudriati, Andi, Rusdiah Rusdiah, Muli Umiaty Noer, and Muhammad Arham. 2019. “EFL Students’ Attitude on Mendeley-Based Instruction for Scientific Writing in Indonesian Higher Education.” Asian EFL Journal Research Articles 25 (5.2): 79–95. https://www.asian-efl-journal.com/wp-content/uploads/AEJ-VOL.25-ISSUE-5.2-OCTOBER-2019.pdf.
Jati, Dionysius Dendy Wibowo. 2014. “Pengaruh Gaya Kepemimpinan Dan Pelatihan Kerja Terhadap Kinerja Karyawan : Studi Kasus Pada PT. Sarihusada Generasi Mahardhika.” Universitas Sanata Dharma.
Johnson, Eric W, and David C McClelland. 1984. Learning to Achieve. Glenview: Scott Foresman and Company.
Kartika, N. 2014. “Definition of Types of Leadership Style and Theory Underlying Leadership. (Location and Name of Publisher).”
Kiecolt-Glaser, Janice K., Timothy J. Loving, Jeffrey R. Stowell, William B. Malarkey, Stanley Lemeshow, Stephanie L. Dickinson, and Ronald Glaser. 2005. “Hostile Marital Interactions, Proinflammatory Cytokine Production, and Wound Healing.” Archives of General Psychiatry 62 (12): 1377. https://doi.org/10.1001/archpsyc.62.12.1377.
Kolb, D A, I M Rubin, and J M McIntyre. 1974. Organizational Psychology: A Book of Readings. Behavioral Sciences in Business Series. New York: Prentice-Hall. https://books.google.co.id/books?id=b2APAQAAMAAJ.
Mangkunegara, AP. 2005. “Human Resources Performance Evaluation, Jakarta: Refika Aditama.”
Maslow, Abraham H. 1954. Motivation and Personality. New York: Harper and Bros.
McGregor, Douglas. 1960. The Piman Side of Enterprise. New York: McGraw-Hill.
Nasution, Laili Syafitri, Beby Karina Fawzeea Sembiring, and R Hamdani Harahap. 2021. “Analysis of the Influence of Work Motivation, Locus of Control, and Organizational Commitment to Employee Performance with Islamic Work Ethics as a Moderating Variable (Case Study at Universitas Muhammadiyah Sumatera Utara).” International Journal of Research and Review 8 (1): 615–23. https://www.ijrrjournal.com/IJRR_Vol.8_Issue.1_Jan2021/IJRR-Abstract066.html.
Noviarita, Heni. 2017. Pengaruh Motivasi Dan Disiplin Kerja Terhadap Produktivitas Tenaga Kependidikan Di Universitas Islam Negeri Raden Intan Lampung. Lampung: LP2M UIN Raden Intan Lampung.
Organ, Dennis W. 1988. Organizational Citizenship Behavior: The Good Soldier Syndrome. Organizational Citizenship Behavior: The Good Soldier Syndrome. Issues in Organization and Management Series. Lexington, MA, England: Lexington Books/D. C. Heath and Com.
Parlinda, Vera, and M. Wahyuddin. 2009. “Pengaruh Kepemimpinan, Motivasi, Pelatihan, Dan Lingkungan Kerja Terhadap Kinerja Karyawan Pada Perusahaan Daerah Air Minum Kota Surakarta.” Pascasarjana Universitas Muhammadiyah Surakarta.
Rivaldo, Yandra, and Sri Langgeng Ratnasari. 2020. “Pengaruh Kepemimpinan Dan Motivasi Terhadap Kepuasan Kerja Serta Dampaknya Terhadap Kinerja Karyawan.” Jurnal Dimensi 9 (3): 505–15. https://doi.org/10.33373/dms.v9i3.2727.
Rizki, Mita Kurnia, Ratno Agriyanto, and Dessy Noor Farida. 2019. “The Effect of Sustainability Report and Profitability on Company Value: Evidence from Indonesian Sharia Shares.” Economica: Jurnal Ekonomi Islam 10 (1): 117. https://doi.org/10.21580/economica.2019.10.1.3747.
Robbins, Stephen P. 2003. Perilaku Organisasi. Jakarta: PT. Indeks Kelompok Gramedia.
Robbins, Stephen P., and Timothy A. Judge. 2015. Organizational Behavior. New Jersey: Pearson Education, Inc.
Sedarmayanti, Sedarmayanti. 2004. Bagian Kedua Membangun Sistem Manejemen Kinerja Guna Meningkatkan Produktivitas Menuju Good Governance (Kepemerintahan Yang Baik). Bandung: Mandar Maju.
Siagian, Sondang P. 2002. Manajemen Sumber Daya Manusia. Jakarta: Bumi Aksara.
Sija, Andrew. 2021. “The Influence Of Job Satisfaction And Its Effect On Employee Turnover Intention In Financial Service Industry Of Malaysia.” European Journal of Economic and Financial Research 5 (1). https://doi.org/10.46827/ejefr.v5i1.1066.
Simamora, Henry. 2004. Manajemen Sumber Daya Manusia. Yogyakarta: Bagian Penerbitan STIE YPKN.
Suherman, Usep Deden. 2018. “Pengaruh Penerapan Nilai-Nilai Islami Dan Komitmen Organisasional Terhadap Kinerja Karyawan Pemasaran Bank Umum Syariah Di Jawa Barat.” Economica: Jurnal Ekonomi Islam 9 (1): 51–81. https://doi.org/10.21580/economica.2018.9.1.2413.
Sumaryo, Partono, Mansyur Ramly, Ahmad Gani, and Roslina Alam. 2015. “Effects of Job Stress, Leadership on Motivation and Members of Parliament of the Regional House of Representatives Performance.” International Journal of Humanities and Social Science Invention 4 (6): 49–54. https://www.ijhssi.org/papers/v4(6)/Version-2/I0462049054.pdf.
Sutrisno, Edy. 2016. Manajemen Sumber Daya Manusia. Jakarta: Kencana Prenada Media Group.
Wexley, Kenneth N, and Gary A Yukl. 1984. Organizational Behavior and Personnel Psychology. Homewood: R.D. Irwin.
Downloads
Published
Issue
Section
License
Authors who publish with this journal agree to the following terms:
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
Authors can enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), acknowledging its initial publication in this journal.
Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) before and during the submission process, as it can lead to productive exchanges and earlier and greater citation of published work (See The Effect of Open Access).
