HUBUNGAN KEPEMIMPINAN, LINGKUNGAN KERJA DAN MOTIVASI TERHADAP KEPUASAN KERJA KARYAWAN DI KPU KABUPATEN GROBOGAN ( THE RELATIONSHIP LEADERSHIP, WORK ENVIRONMENT, AND MOTIVATION TO WORK SATISFACTION OF THE STAFF AT KPU KABUPATEN GROBOGAN)

Abstract

Tingkat kehadiran kerja beberapa karyawan KPU Kabupaten Grobogan rendah. Di samping itu, ada beberapa karywan yang mengajukan mutasi atau pindah ke instansi lain, beban kerja pegawai pada waktu-waktu tertentu rendah, motivasi kerja pegawai rendah, dan adanya dualisme kepemimpinan di KPU Kabupaten Grobogan. Keadaan ini menunjukkan bahwa kepuasan kerja pegawai rendah. Banyak faktor yang mempengaruhi kepuasan kerja pegawai, tetapi dalam penelitian hanya diarahkan pada faktor kepemimpin, lingkungan kerja dan motivasi. Selanjutnya dalam penelitian ini dirumuskan masalah penelitian: Adakah hubungan antara kepemimpinan, lingkungan kerja dan motivasi terhadap kepuasan kerja karyawan KPU Kabupaten Grobogan. Tujuan penelitian ini antara lain: 1. Untuk mengetahui hubungan kepemimpinan terhadap kepuasan kerja karyawan KPU Kabupaten Grobogan. 2. Untuk mengetahui hubungan lingkungan kerja terhadap kepuasan kerja karyawan KPU Kabupaten Grobogan. 3. Untuk menmgetahui hubungan motivasi terhadap kepuasan kerja karyawan KPU Kabupaten Grobogan. Jenis penelitian yang digunakan adalah penelitian eksplanatori. Populasi dalam penelitian ini adalah seluruh pegawai KPU Kabupaten Grobogan yang berjumlah 21 orang. Pengambilan sampel dilakukan secara sensus. Teknik pengumpulan data menggunakan teknik kuesioner dan dukumenter. Instrumen penelitian menggunakan kuesioner dengan skala pengukuran menggunakan Skala Likert. Data yang terkumpul dianalisis dengan menggunakan korelasi Rank Kendall. Hasil penelitian menunjukkan bahwa: 1. Kepemimpinan, Lingkungan kerja dan Motivasi secara parsial berpengaruh positif terhadap kepuasan kerja pegawai di KPU di Kabupaten Grobogan. 2. Kepemimpinan, Lingkungan kerja dan Motivasi secara bersama sama berpengaruh positif terhadap kepuasan kerja pegawai di KPU Kabupaten Grobogan. 3. Besarnya pengaruh kepemimpinan, lingkungan kerjadan motivasi secara bersamasama terhadap kepuasan kerja pegawai di KPU Kabupaten Grobogan 90 %. Sedang 10 % dipengaruhi oleh variabel lain di luar variabel kepemimpinan, lingkungan kerja dan motivasi. Dengan demikian pimpinan di KPU Kabupaten Grobogan dapat meningkatkan kepuasan kerja karyawan dengan berusaha meningkatkan atau memperbaiki kepemimpinan, lingkungan kerja dan motivasi, baik secara sendiri-sendiri maupun secara bersama-sama Presence rate of several staff at KPU Kabupaten Grobogan is considered in a low level. In addition, there were some staff who proposed mutation to other institution, low work loads, low work motivation, leadership dualism at the office of KPU Kabupaten Grobogan. Such phenomena showed that the office suffered from low satistaction rate. While many factors affect work satisfaction rate of the staff, this study focused on only three of them: leadership, work environment, and motivation. From this standpoint, there came statement of the problem: Was there any relationship of leadership, work environment, and motivation to work satisfaction of the staff at KPU Kabupaten Grobogan? The study had purposes as follows: 1. To find out the relationship between leadership and work satisfaction of the staff at KPU Kabupaten Grobogan. 2. To find out the relationship between work environment and work satisfaction of the staff at KPU Kabupaten Grobogan. 3. To find out the relationship between motivation and work satisfaction of the staff at KPU Kabupaten Grobogan. Method used in the study was an explanatory study using population obtained from KPU Kabupaten Grobogan staff. There were 21 staff subject to a sensus sampling. Technique of data collection used questioner and documentary techniques with instrument of questioner and Likert Scale for measurement. Data collected were analysed by Rank Kendall correlation. The study resulted in as follows: 1. Leadership had a positive relationship with work satisfaction of the staff at KPU Kabupaten Grobogan. 2. Work environment had a positive relationship with work satisfaction of the staff at KPU Kabupaten Grobogan. 3. Motivation had a positive relationship with work satisfaction of the staff at KPU Kabupaten Grobogan. 4. The simultaneous of leadership, work environment and motivation on work satisfaction of the staff at KPU Kabupaten Grobogan was 90%. The other 10% effect was derived from other variables than leadership, work environment, and motivation. In conclusion, superiors of KPU Kabupaten Grobogan could enhance work satisfaction of the staff by means of improving their leadership, work environment, and motivation, either partially or simultaneously.