Analisa Konsep Kenuranian Sebagai Faktor Yang Memengaruhi Motivasi Kerja di Perguruan Tinggi
DOI:
https://doi.org/10.30868/ei.v10i02.1383Keywords:
kenuranian, motivasi kerja, kepribadian, perguruan tinggiAbstract
Tulisan ini adalah bagian dari penelitian tentang beberapa konsep yang mungkin untuk diterapkan untuk meningkatkan kinerja tenaga pengajar di perguruan tinggi, khususnya di UIN Sulthan Thaha Saifuddin Jambi. Tujuan tulisan untuk mendeskripsikan konsep kenuranian, kepribadian dan motivai kerja, menjelaskan beberapa kemajuan pada konsep kepribadian, dan melihat kemungkinan konsep kenuranian sebagai faktor meningkatkan kinerja tenaga pengajar. Penulis berargumen melalui tulisan ini bahwa kinerja pegawai dapat diukur melalui lima indikator kenuranian, yaitu: sifat dapat diandalkan, pekerja keras, teratur dan tertib, tepat waktu, ambisius dan tekun. Penelitian membuktikan bahwa dosen yang cendrung kepada sifat-sifat yang menjadi indikator kenuranian atau conscientiousness tersebut, memiliki motivasi yang lebih tinggi dalam melakukan tugasnya.
References
David Harvey dan Robert B. Bowin, Human Resources Management: An Experimental Approach (New Jersey: Prentice Hall International Inc., 1996).
Debra L. Nelson dan James Campbell Quick, Organizational Behavior, Fondation, Realities & Chalenges-4(USA: Thomson South-Western,2003).
Fred Luthans, Organizational Behavior- 11 (New York: McGraw Hill, 2008).
Gordon W. Allport, Personality: A Psychological Interpretation, (New York: Holt, 1937).
H.J. Arnold, dan D.C. Fieldman, Organiztional Behavior (New York: McGraw-Hill Book Company, 1986).
Howard S. Friedman dan Miriam W.Schustack, Kepribadian Teori Klasik dan Riset Modern, Edisi ketiga, Jjilid 1, Alih Bahasa; Fransiska Dian Ikarini dkk, (Jakarta: Erlangga, 2008).
Jason A. Colquitt, Jefferey A. Lepine dan Michael J. Wesson, Organizational Behavior, Inproving Performance and Commitment in the Workplace, (New York, McGraw-Hill Companies 2009).
Jennifer M.George & Gareth R. Jones, Understanding and Managing Organizational Behavior, Edisi keempat, (New Jersey: Person Prentice Hall, 2005).
Jess Feist dan Gregory J.Feist, Theories of Personality-6 , terjemahanYudi Santoso (Yogyakarta: Pustaka Pelajar, 2008).
Marc J. Rosenberg, Human Performance Technology dalam Robert L. Craig, The ASTD Training & Development Handbook, a Guide to Human Resource Development (New york: McGraw-Hill, 1996).
Michael Amstrong and Angela Baron, Managing Performance: Performance Management in Action (London: Chartered Institute of Personnel and dvelopment, CPID House, 2005).
Richard M.Ryckman, Theories of Personality ( USA: Thomson Wadsworth, 2008).
Robert Bacal, Performance Management (New York: McGraw-Hill, 1999).
Rosset (1992) dalam Willam J. Rotwel, Carolyn K Hohne, Stephen B King, Human Performance Improvement: Building Practioner Competence (Houston: Golf Publishing Company, 2000).
Samuel C. Certo, Modern Management, -7 (New Jersey: Prentice Hall International Inc., 1997).
Stephen P. Robbins, Essentials of Organizational Behavior (New Jersey: Prentice Hall International Inc., 1997).
Steve L. McShane and Mary Ann Von Glinow, Organizational Behavior (Boston: McGraw Hill Irwin, 2008).
Downloads
Published
Issue
Section
Citation Check
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 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 this journal.
- 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).
