Pengaruh Pengembangan Karir, Lingkungan Kerja, dan Motivasi terhadap Loyalitas Pegawai Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kota Yogyakarta
DOI:
https://doi.org/10.30588/jmp.v14i1.1851Keywords:
Career Development, Work Environment, Motivation, Employee LoyaltyAbstract
The first inspection revealed several significant problems related to working conditions, according to the Yogyakarta City Investment and One-Stop Integrated Services Service. Employee comfort and productivity are negatively affected by inadequate lighting and poor air circulation in the workplace. Apart from that, limited facilities such as limited workspaces are also an inhibiting factor in improving employee abilities and skills, as well as opportunities to achieve desired career goals. Another problem was employee loyalty which needed to be increased, which was reflected in employee absenteeism during working hours. This research involved 60 employees as a population with sampling using the census method. Career advancement opportunities, a pleasant work environment, and intrinsic motivation together have a good and substantial influence on employee loyalty, according to research using multiple linear regression. Career development, work environment, and motivation simultaneously have a positive effect on employee loyalty. Employees tend to be more loyal to the company as a whole if these areas are improved.
References
Afandi, P. (2018). Manajemen sumber daya manusia: Teori, konsep dan indikator. Zanafa Publishing.
Ardana, I. K., Mujiarti, N. W., & Utama, I. W. M. (2012). Manajemen Sumber Daya Manusia. Graha Ilmu.
Citra, L. M., & Fahmi, M. (2019). Pengaruh Kepemimpinan, Kepuasan Kerja dan Motivasi Kerja terhadap Loyalitas Karyawan. Jurnal Ilmiah Magister Manajemen, 2(2), 214–225.
Dede, Y. E., & Sazkaya, M. (2018). The Mediating Role of Employee Loyalty between Employee Empowerment and Employee Innovative Behavior: A Study from Teknopark Istanbul. Journal of the Faculty of Economics Fakültesi Dergisi and Administrative Sciences, 8(1), 55–82.
Elizar, E., & Tanjung, H. (2018). Pengaruh Pelatihan, Kompetensi, Lingkungan Kerja terhadap Kinerja Pegawai. Maneggio: Jurnal Ilmiah Magister Manajemen, 1(1), 46–58. https://doi.org/10.30596/maneggio.v1i1.2239
Fani, A. B. P., Sunaryo, H., & Athia, I. (2022). Pengaruh Kompensasi, Motivasi Kerja dan Lingkungan Kerja terhadap Loyalitas Kerja Karyawan Dinas Lingkungan Hidup Kota Malang. 74–82.
Giovanni, V. F., & Ie, M. (2022). Pengaruh Lingkungan Kerja dan Kepuasan Kerja terhadap Loyalitas Karyawan di Industri Kreatif. Jurnal Manajerial dan Kewirausahaan, 4(1), 232–242.
Hariandja, M. T. E. (2002). Manajemen Sumber Daya Manusia. PT. Grasindo.
Hasibuan, S. M., & Bahri, S. (2018). Pengaruh Kepemimpinan, Lingkungan Kerja dan Motivasi Kerja terhadap Kinerja. Maneggio: Jurnal Ilmiah Magister Manajemen, 1(1), 71–80. https://doi.org/10.30596/maneggio.v1i1.2243
Jufrizen, J., & Ramadhani, K. N. (2020). Pengaruh Budaya Organisasi Terhadap Kinerja Pegawai Dengan Lingkungan Kerja Sebagai Variabel Moderasi. JMD: Jurnal Manajemen dan Bisnis Dewantara, 3(1).
Lestary, L., & Harmon, D. (2017). Pengaruh Lingkungan Kerja Terhadap Kinerja Karyawan. Jurnal Riset Bisnis & Investasi, 3(2).
Marianus, A. S. (2021). Pengaruh Sistem Upah dan Lingkungan Kerja terhadap Loyalitas Karyawan pada Industri Roti Maros Kabupaten Maros. Jurnal Ilmiah Pena: Sains dan Ilmu Pendidikan, 12(2), 43–44.
Marwansyah, M. (2019). Manajemen Sumber Daya Manusia. Edisi Kedua. Alfabeta.
Priansa, D. J. (2018). Perencanaan & Pengembangan SDM. Alfabeta.
Pulawan, I. M. (2020). Pengaruh Gender, Kompensasi dan Lingkungan Kerja Terhadap Loyalitas Karyawan pada CV Shade Collection Denpasar. Wacana Ekonomi (Jurnal Ekonomi, Bisnis dan Akuntansi), 19(2), 143–153.
Putra, I. W. S., & Sriathi, A. A. A. (2019). Pengaruh Lingkungan Kerja, Stres Kerja dan Kompensai Terhadap Loyalitas Karyawan. E-Jurnal Manajemen, 8(2), 7746–7774.
Putra, R. A., & Candana, D. M. (2020). Pengaruh Motivasi Organisasi dan Komitmen Terhadap Kinerja Karyawan Dengan Organizational Citizenship Behavior (OCB) Sebagai Variabel Intervening pada Karyawan Rumah Sakit Umum Daerah (RSUD) Dr. Muhammad Zein Painan. Jurnal Ekonomi Manajemen Sistem Informasi, 2(1). https://doi.org/10.31933/JEMSI
Robbins, S. P., & Judge, T. A. (2016). Manajemen Penilaian Kinerja Karyawan. Gaya Media.
Sugiyono, S. (2019). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabeta.
Suhendi, H. (2016). Pengaruh Lingkungan Kerja, Motivasi dan Perilaku Kepemimpinan Terhadap Loyalitas Karyawan Yayasan Samudera Ilmu Semarang. Jurnal UNPAND.
Susita, D., Saptono, A., Susono, J., & Rahim, A. (2020). The Effect of Career Development and Work Environment on Employee Loyalty with Work Satisfaction as Intervening Variables. The International Journal of Social Sciences World, 2(2), 20–31. https://doi.org/10.5281/zenodo.3999430
Utami, V. A. V. W. R., & Dwiatmadja, C. (2020). Pengaruh Pengembangan Karir, Motivasi Kerja, dan Pemberian Kompensasi terhadap Loyalitas Kerja Karyawan. International Journal of Social Science and Business, 4(2), 267–275.
Witari, B., & Heryenzus, H. (2020). Pengaruh Kompensasi dan Motivasi Terhadap Loyalitas Karyawan di KTM Resort. Jurnal Ilmiah Core IT, 8(1).
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Syamsul Hadi, Tri Ratna Purnamarini, Fitri Maharani
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish with Jurnal Maksipreneur agree to the following terms:
Authors retain copyright and grant the Jurnal Maksipreneur right of first publication with the work simultaneously licensed under a Creative Commons Attribution 4.0 International License that allows others to share (copy and redistribute the material in any medium or format) and adapt (remix, transform, and build upon the material) the work for any purpose, even commercially with an acknowledgment of the work's authorship and initial publication in Jurnal Maksipreneur.
Authors are able to 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), with an acknowledgment of its initial publication in Jurnal Maksipreneur. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).
