Saran Hasil Uji Hipotesis 2

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2. Keterbatasan

Penelitian ini memiliki S-Square yang kecil. Hal ini menunjukkan banyak faktor lain yang menyebabkan peningkatan motivasi karyawan dan kinerja karyawan selain faktor reward based performance

3. Saran

Riset selanjutnya perlu mencari faktor-faktor lain yang menjadi elemen dalam sistem pengendalian manajemen yang dapat meningkatkan motivasi kerja karyawan. RE F E RE NSI Ashford S.J., Cummings 1983. Assessing the feedback environment in work organization: Development of the job performance survey. Journal of A pplied Psycology. Argyris, C. 1998. E mpowerment: The emperor’s new clothes. Harvard Business Review May June: 98–105. Bandura, A. 1989. Human agency in social cognitive theory. A merican Psychologist . September: 1175-84. Conger, J. A., and R. N. Kanungo. 1988. The empowerment process: Integrating theory and practice. A cademy of Management Review 13 3: 471–482. E ngko, Cecilia., 2006. Pengaruh kepuasan kerja terhadap kinerja individual dengan self esteem dan self efficacy Sebagai variabel intervening. Simposium Nasional A k untansi SNA k e-9. Drake A.R., Wong J. Salter S.B., 2007. E mpowerment, Motivatio, and Performance: E xamining the Impact of Feedback and Incentive on Nonmananement E mployee. Behavioral Research in A ccounting . Vol 19:71-89. Field, L., 2001. “Self E steem for Women: A Practical Guide To Love, Intimacy and Success. London Vermilion. Ghazali, Imam., 2008.”Structual E quation Modeling Metoda Alternatif dengan Partial Least Square, edisi kedua, Badan Penerbit Universitas Diponegoro. Kreitner R., Kinicki A., 2001. “Organizational Behavior, fifth edition, McGraw Hill. Spreitzer, Gretchen M. 1995. Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 385: 1442-1465. 59 Kaplan, R. S., and D. P. Norton. 1992. The balanced scorecard: Measures that drive performance. Harvard Business Review 70: 92–100. ———. 1996. The Balanced Scorecard: Translating Strategy into A ction. Boston, MA: Harvard Business School Press. Jumaili, Salman. 2005. “Kepercayaan terhadap Teknologi Sistem Informasi Baru dalam Evaluasi Kinerja Individual.” SNA V III, September Lawler, E . E . 1992. The Ultimate A dvantage: Creating the High Involvement Organization. San Francisco, CA: Jossey-Bass. Rotter, J. B. 1966. Generalized expectancies for internal versus external control of reinforcement. Psychological Monographs 80: 1–28. Seibert, S. E ., S. R. Silver, and W. A. Randolph. 2004. Taking empowerment to the next level: A multiple-level model of empowerment, performance, and satisfaction. Academy of Management Journal 47 3: 332–349. Sekaran, Uma 1992, Research Method for Business: A Sk ill-Building A pproach. Second Edition. John Wiley Son, Inc., New York. Thomas, K. W., and B. A. Velthouse. 1990. Cognitive elements of empowerment: Management Review 15: 666–681. Inadiya, Ghea Narani 2010.Pemberdayaan, Motivasi, Dan Kinerja:Penilaian Dampak Umpan Balik Dan Insentif Pada Karyawan Nonmanajerial, Sk ripsi Undi p. Mitchell T.R, “Matching Motivational Strategies with Organizational Context,” in Research in Organizational Behavior vol 19 eds LL Cumming B M Staw Greenwich, CT: JAI Press, 1997 hal 63. Muljani, Ninuk, 2002. Kompensasi Sebagai Motivator Untuk Meningkatkan Kinerja Karyawan. Jurnal Manajemen Kewirausahaan V ol. 4, No. 2, : 108 – 122. 60 LAMPIRAN Tabel 1: Jenis kelamin Sex Jumlah Persentase Laki-laki 77 70 Perempuan 33 30 Total 110 100 Tabel 2. Pengalaman kerja responden Jumlah responden Persentase dibawah 1 th 10 9 1-2 th 6 5 2-5 th 35 32 5-10 th 32 29 diatas 10 th 27 25 Total 90 100,0 Tabel 3: Jabatan responden Staff 47 43 Supervisor 28 25 Manajer 35 32 Tabel 4. Outer Loading Kinerja Motivasi Reward K1 0,702137 K10 0,68924 K3 0,750132 K4 0,728886 K6 0,767036 K7 0,708716 K9 0,660317 M1 0,816764 M2 0,878603 M3 0,795241 M4 0,577848 M6 0,708499 RS1 0,865489 RS2 0,865119 RS3 0,786745 61 Tabel 4. Tabel reabilitas dengan cronbach alpha cronbach alpha reward based performance 0,842 motivasi kerja 0,819 kinerja job performance 0,799 Tabel 5. Inner Model T-Statistik Kinerja Motivasi Reward Kinerja Motivasi 4,251089 Reward 1,063204 2,830762 Tabel 6. R-Square model penelitian R Square Kinerja 0,165645 Motivasi 0,07239 Reward Tabel 7. Q-Square untuk predictive relevance redundancy Kinerja 0,075116 Motivasi 0,041323 Reward 62 PE NGARUH KINE RJA KE UANGAN TE RH ADAP PE RTUMBUHAN E KONOMI, PE NGANGGURAN DAN KE MISKINAN PADA KABUPATE N KOTA DI PULAU SUMATRA Sudrajat Dewi Sukmasari † ABST RAK This study attempts to examine empirically the effect of financial performance on economic growth, unemployment and poverty at the district city in the island of Sumatra. The samples in this study are the county city in the island of Sumatra. Because of the development of the regional divisions then the samples will experience growth. Therefore the samples in this study will be grouped into districts cities which experienced division and districts cities which did not. Testing the hypothesis will be using path analysis by linear regression. The results of the testing show the probabilities value of 0.537 which means larger than α 0.05. This indicates that economic growth does not significantly influence poverty. Thus the third hypothesis is not proven. The results of statistical tests showed that economic growth is not a dominant factor affecting the level of poverty as indicated by the condition. It means that although the government can raise economic growth, but poverty levels still remain high. A nother factor that is predicted to affect the level of poverty is unemployment, level of education and employment. Key words: financial performance, economic growth, unemployment, poverty

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