BUKU SKALA PENGUKURAN VARIABEL-VARIABEL PENELITIAN RIDUWAN PDF

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ISBN Buku ini merupakan pelajaran dasar bagi mahasiswa S1 Skala Pengukuran Variabel-Variabel Penelitian Penulis: bartlocawinlo.mln,M.B.A. SMPLB YKAB Surakarta school the braille reading book and listening teacher .. Riduwan. (). Skala Pengukuran Variabel-Variabel Penelitian. Cetakan. (Sugiyono, studying and understanding the literature of the book the ). work . Riduwan. Skala Pengukuran Variabel-Variabel Penelitian. Bandung.


Buku Skala Pengukuran Variabel-variabel Penelitian Riduwan Pdf

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To support implementation, the Curriculum and Book Center has established a .. Riduwan. (). Skala pengukuran variabel-variabel penelitian. Bandung. 78%. 22% a. Source: Score book of BEMC intake year / . , [9] M. Riduwan, "Skala pengukuran variabel-variabel penelitian," Alfabeta. BUKU. Alma, Buchari. Manajemen Pemasaran dan Pemasaran Jasa. Riduwan dan Kuncoro. Skala Pengukuran VAriabel-variabel Penelitian.

Meanwhile, the initialing structure dimension is a dimension of leader behavior having orientation to tasks or achievement of subordinate task purpose. Motivation Concept: Riduwan expressed that in assessing employee work motivation, location approach can be done in each activity, since one habit tends to be permanent in daily works.

Sedarmayanti.2009. Sumber Daya Manusia dan Produktivitas Kerja. Bandung: CV

If an employee has work motive, then it can be proven from the employee habits in doing his or her work both in the office and in the field. In doing his work, an employee is always faced to: This is well-adjusted to what expressed by Sedarmayanti in Riduwan It is also stated in the same book by Terry Specifically, it is expressed by Hasibuan Therefore, subordinate work spirit will be improved because in general humans are happy to accept good things.

Riduwan expressed that provision of work motivation can be observed from dimensions: Career Development Concept Government Regulation number 15 of the year has confirmed that the Civil Servant career pattern is supervision pattern of Civil Servant describing career development path and indicating relatedness and harmony among positions, levels, education and structural training as well as position of a Civil Servant since the first appointment in certain position until the pension period.

In the definition of career pattern, it is clear that the Civil Servant career develops through position and rank paths as well as skills and expertise developed and improved through education and training during a period being the employee. Through this career pattern, then each Civil Servant will know clearly the devotion path, its career path and highest position which may be achieved. Therefore, each Civil Servant will be able to improve his education and devotion as well as improve his ability to achieve his highest position Sudiman, Similarly to the opinion, Simamora Indicators of career development include needs for training, promotion intensity and mutation intensity.

The needs for training is the needs to join any training for career development, this can be seen in awareness to work chances, work interest and career satisfaction.

Promotion intensity is a frequency to obtain promotion to get higher position reflected in promotion by achievement, promotion by seniority as well as promotion by position.

Meanwhile, mutation intensity is a frequency of mutation reflected in career performance, work interest and career satisfaction. Because of small population, so the research uses saturation sampling. Data collection techniques are using questionnaires and Likert measurement scales with categories as follow: Data analysis methods used in this research are descriptive statistic analysis and partial least square PLS analysis. The descriptive statistic analysis is used to describe situational leadership style variable X , motivation Y1 and career development Y2 y calculating the mean of each research variable meanwhile the quantitative analysis is analyzed by Partial Least Square PLS To describe real object conditions, then the variables are defined in an operational manner as follow: The situational leadership style is the response by the respondents on the behaviors by the Leader Head of Assembly Section in running the functions of task direction and creation of communication relation between superior-subordinate as well as among fellow subordinate as well as behavior of change orientation that is observed through indicators of leader behavior having orientation to subordinate tasks and leader behavior having orientation on the creation of communication relation in the organization as well as having orientation to the changes.

Motivation is a stimulation given to the respondents to work as well as possible that is observed through indicators of incentive provision, attention to employee self-price, placement of employee in proper position, attention to employee work environment and chances for promotion.

Career development is response by the respondents on career improvement of emplpyee in the Assembly sector of the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province that is observed through indicators of needs of training, promotion intensity and mutation intensity.

Results of testing in Scheme 4. Results of testing analysis of direct impact among the variables can be seen from the path coefficient values, critical values t-statistics presented in the path diagram in the figure 4. Figure 4. Table 5. Results of hypothesis testing can be described as follows: Impacts of Situational Leadership Style on Employee Motivation Testing results of situational leadership style on the motivation can be proven by the estimate value of path coefficient by 0, with positive direction.

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The path coefficient with positive value means that the relation between the situational leadership style and motivation is in the same direction. Results of hypothesis testing H1 proves that the situational leadership style influences significantly on the motivation.

It means that better situational leadership style will lead to improved employee motivation in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province. Therefore, the first hypothesis namely the situational leadership style influences on the employee motivation in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province can be accepted.

Based on the analysis results, it can be known that the situational leadership style influences significantly on the employee motivation in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province. This is implemented in the forms of incentive provision, attention to employee self-price, placement of employee in proper position, attention to employee work environment as well as chances for promotion.

Empirical facts indicate that the change orientation behavior has been properly perceived by the respondents. It means that the leader always translates events to describe urgent needs to changes; the leader always encourages the employee to view problems in different ways and the leader always provides authority to the employees to apply new strategy. Descriptively, it shows that description of tasks given by the leader is very clear for the employees.

There is also very clear description about each task responsibility given by the leader to the employees. Each task given by the leader is always completed with clear implementation procedure.

The leader has also provided clear direction on structure and hierarchy of employee task reporting. Each tasks given by the leader is always completed with clear time completion limit. There is also very adequate leader guidance or direction in DOI: The standard of leader assessment on subordinate work results is also very clear and supervision style by the leader to the subordinate can be fairly accepted by the entire subordinates. Implication of the situational leadership style can improve the employee motivation; this is implemented in the forms of incentive provision, attention to employee self-price, placement of employee in proper position, attention to employee work environment as well as chances for promotion.

It means that the leader can at any time give bonuses because of subordinate efforts and work achievement; the leader has behavior to always encourage work spirit; and an employee should obtain rewards on his work results.

Indicator of providing chances to be advanced has been perceived correctly by the respondents. It means that there are maximum leader efforts to develop the knowledge, ability and skills; there is provision of course chances to improve the skills and knowledge for the subordinates based on their task needs and also the proposal of training is conducted based on the job and promotion for position promotion.

These research results are in line with an opinion by Hasan Rahman, stating that the situational leadership style is one of the styles used in doing tasks and creating relations with subordinates in an empirical and theoretical manner; it serves as an essential determinant for the motivation.

These research results also strengthen the empirical research conducted by Amirullah Afif Nur Huda and Misbahuddin Azzuhri as well as Yaser Mansour Almansour expressing that the stituational leadership style influences the motivation. The Situational Leadership Style Influences Significantly on the Career Development Testing results of situational leadership style on the career development can be proven by the estimate value of path coefficient by 0, with positive direction.

The path coefficient with positive value means that the relation between the situational leadership style and career development is in the same direction.

Results of hypothesis testing H2 proves that the situational leadership style influences significantly on the career development.

It means that better situational leadership style will lead to improved employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province. Therefore, the second hypothesis namely the situational leadership style influences on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province can be accepted.

Based on the analysis results, it can be known that the situational leadership style influences significantly on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province. It means that proper situational leadership style that is observed from the indicators of task orientation behavior, behavior of relation orientation and change orientation behavior can improve the employee career in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province; this is implemented in needs of training, promotion intensity and mutation intensity.

There is also very adequate leader guidance or direction in employee task implementation. Implication of the situational leadership style can improve the employee career; this is implemented in the forms of the needs of training, promotion intensity and mutation intensity.

It means that the employees always obtain chances for promotion because of their achievement; the employees are always promoted to obtain higher position because of seniority; and the employees are promoted to obtain higher position since current position is no longer appropriate to the achieved achievement.

These research results are in line with an opinion by Simamora stating that the in the career development, it is not merely the issue of human resource department, but leaders and employees should also be involved in the career development. Nevertheless, employee individual often has no adequate skills and information to design his or her career plan systematically using useful ways for himself or herself as well as for the organization.

In the activity of employee career planning, a leader has a very important responsibility. These research results strengthen the empirical research conducted by Nurul Hidayat, et. Testing results of motivation on the career development can be proven by the estimate value of path coefficient by 0, with positive direction.

The path coefficient with positive value means that the relation between the motivation and career development is in the same direction.

Results of hypothesis testing H3 proves that the motivation influences significantly on the career development. It means that better employee motivation will lead to improved employee career development. Therefore, the third hypothesis namely the motivation influences on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province can be accepted.

Based on the analysis results, it can be known that the motivation influences significantly on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province.

It means that proper employee motivation that is observed from the indicators of incentive provision, attention to employee self-price, placement of employee in proper position, attention to employee work environment as well as chances for promotion can improve the employee career; this is implemented in needs of training, promotion intensity and mutation intensity. Empirical facts indicate that the incentive provision has been properly perceived by the respondents.

It means that there are maximum leader efforts to develop the knowledge, ability and skills; there is provision of course chances to improve the skills and knowledge for the subordinates based on their task needs and also the proposal of training is Empirical facts indicate that the incentive provision has been perceived correctly by the respondents. These research results are in line with an opinion by Simamora Now, organization must know how to empower its employees.

Competent employees in the sense of having high motivation must be ready to place new works with greater and more responsibility. In many aspects, key to win the employee motivation development is offering a chance to posses and fill a successful career. These research results strengthen empirical studies by Heru Triharyanto stating that there is significant impact of the motivation on the employee career development.

Based on the short description, it can be known that the motivation influences significantly on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province. It means that better employee motivation that is perceived by the indicators of incentive provision, attention to employee self-price, placement of employee in proper position, attention to employee work environment as well as chances for promotion can improve the employee career; this is implemented in needs of training, promotion intensity and mutation intensity.

So that it can be developed for broader scope, and it is necessary to conduct reciprocal analysis on the relation of career development and motivation, so that it may be developed in further research in the future.

The situational leadership style influences significantly on the employee motivation in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province. It means that proper situational leadership style that is observed from the indicators of task orientation behavior, relation orientation behavior and change orientation behavior can improve the employee motivation in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province.

The situational leadership style influences significantly on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province.

It means that DOI: This is implemented in the forms of needs of training, promotion intensity and mutation intensity. The motivation influences significantly on the employee career development in the Secretariat of Regional House of People's Representative of Southeast Sulawesi Province.

It means that better employee motivation that is perceived from the indicators of incentive provision, attention to employee self-price, placement of employee in proper position, attention to employee work environment as well as chances for promotion can improve the employee career; this is implemented in the needs of training, mutation intensity and promotion intensity.

Agus Dwi Nugroho dan Kunartinah. Jurnal Bisnis dan Ekonomi, online , Vol. Akmal Umar. International Journal of Management Sciences, online , Vol. Ariwibowo Prijaksono. Kepmimpinan Sejati. Sinar harapan go. Arisal Sam. Tesis tidak diterbitkan. Program Pascasarjana Universitas Halu Oleo.

Iii, Issue 7, July [8]. Ferdinand, Agusty.

Structural Equation Modeling dalam Penelitian Management. Badan Penerbit Undip. Gary Yukl. Kepemimpinan dalam Organisasi. Gibson, DH. Andy Offset. Greenhaus, Jeffry H. Career Management.

The Dry Press. Handoko, Hani T. UGM Press. Hasan Rahman. Hersey, Paul,.

New Jersey: Prentice-Hall, Upper Saddle River. Heru Triharyanto. Jurnal Manajemen Perikanan dan Kelautan, online , Vol. Peningkatan Produktivitas Tenaga Kerja. For the questionnaire which the question was positive, if the answer was always Sl , the score was 4, the answer was often S , the score was 3, the answer was sometimes Kd , the score was 2 and if the answer was never Tp , the score was 1 and for the question which was negative, if the answer was always Sl , the score was 1, the answer was often S , the score was 2, the answer was sometimes Kd , the score was 3 and if the answer was never Tp , the score was 4.

Well-prepared teachers need to know a lot about the job to do before starting make successful plans. There are six major areas of necessary knowledge. Without these areas of knowledge a teacher is in a poor position to make decisions about lesson planning. The teachers need to know in so far as it is involved with their teaching.

The following five areas of knowledge are crucial time, length, frequency, physical conditions, syllabus, exams, and restrictions. Teachers need to know a considerable amount about their students and who the students are, what the students bring to the class and what the students need.

Interest categorized into three categories based on the nature, Dewi Suhartini, 25 , as follows: a. Personal interest is interest that is permanent and relatively stable which leads to specific subjects of special interest.

Personal interest is a form both pleasure and unpleasure. This interest usually grows by itself without the great influence of external stimuli. Situational interest is an interest that is not permanent and relatively changing, depending on external stimuli. The stimulation can be the teacher teaching methods, used of learning resources and interest media, classroom atmosphere and encouragement of the family.

Psychological interest is interest that is closely related to the interaction between personal interests with the interests of situational continuous and sustainable. If the student has enough knowledge about a subject, and have the opportunity to dive in a structured activity in the classroom or private outside the classroom and have a high valuation on these subjects, it can be stated that young people have a psychological interest.

Attention Keller attention can be gained in two ways: a Perceptual arousal — uses surprise or uncertainly to gain interest. Uses novel, surprising, and uncertain events.

To do this, use concrete language and examples with which the learners are familiar. When learners appreciate the results, they will be motivated to learn. Interest in learning a person is not always stable, but always changing.

Therefore, it should be directed and developed to something that has been determined through the selection of the factors that affect the interest.

According to Ali, M. Without teacher, students will face some barriers in their learning. The role of the teacher will depend on a large extent on the function of theirs performs in different classroom activities.

According to Harmer , there are eight roles which must be applied by teacher: as controller, assessor, organizer, prompter, participant, resource, tutor, and investigator. Sujanto argues: that the business can be done to foster the interests of children to be more productive and effective are as follows: a. Enriching the idea or ideas. Giving a gift that stimulates. Making friends with people who are creative. Adventuring to the surrounding natural healthy manner.

Developing a fantasy. Exercising a positive attitude. Bahri substantial that interest influence on learning activities. Students who are interested in a lesson will study in earnest, because there is appeal to him. The learning process will run smoothly when accompanied interests. Therefore, teachers need to generate interest in students so that lessons were easy to understand. There are several ways that teachers can do to arouse the interest of students, as follows: a. Generating the existence of a necessity b.

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Connecting with the issue of past experience of yesteryear c. Providing an opportunity to get a good result d. Using various forms of teaching. For that the teachers should be able to take advantage of student interest by providing the conditions that support it.

Motivate students to learn the strength that comes from students. This interest is related to the student needs to know something of the object studied. This is where teachers hold an important roles of author and creator of learning conditions by using appropriate teaching methods and interactive.

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For example: students' views on teaching mathematics as difficult subjects, or social studies is a boring lesson will cause students to be lazy to learn these lessons. Physical and Psychic Students Physical or psychic students while attending learning influence the interests and learning activities. Body health factors, such as good health or not, in a state of pain or fatigue, will greatly assist in focusing attention to the lesson.

Not only physical health, but also psychological. The amount of the burden of thinking and problems faced by the students will greatly interfere with concentration and attention of students while attending the learning. Moreover, on some subjects that required the high mental activity and demanded a lot of attention with a clear mind. A positive relationship between students and teachers will determine the smoothness of communication between them.

When students do dislike a particular of teacher, indirectly, students also will dislike the lessons delivered by the teacher. Conversely when the students liked a particular of the teacher, will also make students interested in what is presented by the teacher while studying in class. Monotony and boring will make students not eager to follow the learning, otherwise the interesting atmosphere, fun and passionate will increase the activity and attention of students in the learning process.

A sense of excitement will lead to a positive attitude and will foster the interest, otherwise the resentment will cause a negative attitude and does not generate interest. Let every teacher is able to bring the lessons taught close to daily life by using real life examples. Teachers can also use the phenomenon of life is, and then discuss it from the standpoint of the lessons to be learned.

Reinforcement Everyone is always in need of encouragement and reinforcement to continue to excel. Interest and motivation may be decreased in certain conditions. The ability of the teacher to provide reinforcement when the students' motivation decreases will affect the "stamina" of students is to continue to try and achieve.

Conversely, any small achievement should be given a positive appreciation as a form of appreciation for the efforts made by learners. Each student has a learning speeds vary between each other, thus the students' progress will vary. The appreciation of the learning progress of each student despite progress, it will increase the energy of motivation in students further improve their academic achievement.

As a condition of inferential testing, a test is conducted prior to deployment data on each of the variables researched, with the steps as follow; Data normality test is used the Kolmogorov-Smirnov test KS and testing linearity F-test. This shown that independent variable that used in Kolmogorov-Smirnov test has a normal data. This shown that dependent variable that used in Kolmogorov- Smirnov test has a normal data.

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Further the next test can be implemented because of the result of normality test fulfilled. To find out the result of data analysis by using Linear Regression. That significant score is 0.

In essence, this discussion is in an effort to provide the conclusion of the research as the answer of the research questions as mentioned in chapter one before by using SPSS Version The result indicated that: 1.

Its become in good category generally, 18 In support of this view, a study carried out in Nigeria by Joshua et al. Psikologi Belajar. Jakarta: Rineka Cipta Ali, M. Guru dalam proses belajar mengajar. Prosedur penelitian : Suatu Pendekatan Praktik. Jakarta : Rineka Cipta Arlina. Discussion-based approaches to developing understanding: Classroom instruction and student performance in middle and high school English. American Educational Research Journal, 40 3 , Azahar, M.

Ahmadi, Abu, 1999. Psikologi Sosial. PT Rineka Cipta, Jakarta.

Teacher motivation strategies, student perceptions, student motivation, and English achievement. The Modern Language Journal, 92 3 , Bahri, S. Djamarah Jakarta: PT. Rineka Cipta Carlo, M. Reading Research Quarterly, 39 2 , Language learning, 44 3 , Teaching and Teacher Education, 21 3 , Practical values are collected through questionnaires and interviews, and effectiveness values are collected through knowledge tests.

Bandung:Alfabeta Reese, L. This research is a quantitative descriptive research, that the research conducted by collecting statistical data in the form of numbers or certain values that can be measured. Next, based on the prototyping phase, is the development of reading materials.

According to Wilhelm that another aspect of the role as a teacher was to give feedback so that the students would better understand the expectations of the group and class members. Table 7 Results The practicalities by Teachers No.

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