Analisis Faktor Motivasi dan Kepuasan Kerja Berdasarkan Metode JDS (Job Diagnostic Survey) dan MSQ (Minnesota Satisfaction Questionaire) Studi Kasus : Balai Besar Pengembangan Penjaminan Mutu Pendidikan Vokasi Bidang Bangunan Listrik

Abstract

BBPPMPV BBL Medan, yaitu Balai Besar Pengembangan Penjaminan Mutu Pendidikan Vokasi Bidang Bangunan Listrik yang merupakan salah satu Unit Pelaksana Teknis (UPT) Kementerian Pendidikan dan Kebudayaan, yang secara struktur organisasi bertanggung jawab langsung ke Direktorat Jenderal Guru dan Tenaga Kependidikan (Ditjen GTK), sebab itu penting untuk mengetahui motivasi dan kepuasan kerja pegawainya secara menyeluruh, supaya dapat diketahui tingkat motivasi dan kepuasan kerja mereka dan pihak Dinas dapat langsung melakukan pembenahan motivasi dan kepuasan kerja, sehingga sumber daya manusia dapat dioptimalkan. Motivasi dan kepuasan kerja pegawai dinas dapat diukur berdasarkan faktor internal dan eksternal dengan menggunakan metode Job Diagnostic Survey (JDS) dan Minnesota Satisfaction Questionnaire (MSQ). Kedua metode ini merupakan hasil pengembangan teori motivasi isi (content theory) yang mempunyai perbedaan dalam cara pengukurannya. JDS mengukur tingkat motivasi berdasarkan lima variable motivasi sedangkan MSQ mengukur tingkat kepuasan kerja berdasarkan delapan belas variabel kepuasan kerja. Penelitian ini merupakan kualitatif yang meliputi tahap pengukuran motivasi dan kepuasan kerja, tahap penentuan variabel-variabel yang berpengaruh signifikan terhadap motivasi dan kepuasan kerja. Motivasi dihitung dengan MPS (Motivational Potential Score) metode JDS. Kepuasan kerja dihitung dengan persentase tingkat kepuasan kerja mertode MSQ dan uji signifikasi variabel-variabel yang berpengaruh signifikan terhadap motivasi dan kepuasan kerja dihitung dengan analisis regresi. Dari hasil perhitungan tingkat motivasi kerja pegawai BBPPMPVBBL Medan adalah Rendah karena terletak pada skor potensi motivasi (0 – 119). Adapun perincian untuk masing-masing posisi dalam organisasi yaitu Sub. Bagian Rencana dan Pelaporan sebesar 40, Sub. Bagian Kepegawaian 96, Sub. Bagian Umum 88,33. Dari hasil perhitungan tingkat kepuasan kerja pegawai BBPPMPVBBL Medan adalah Sedang menengah tinggi karena terletak pada skor kepuasan kerja (40 - 60) dan (60 – 100). Adapun perincian untuk masing-masing posisi organisasi yaitu Sub. Bagian Rencana dan Pelaporan sebesar 53,3 , Sub. Bagian Kepegawaian 49,8 , Sub. Bagian Umum 68,4 . Selain itu hasil uji signifikasi menunjukan dari seluruh variabel JDS berpengaruh signifikan terhadap motivasi kerja, Keterampilan 0.737, Signifikansi Tugas 0.701, Umpan Balik 0.696, Identitas Tugas 0.671, Otonomi 0.671. Sedangkan pada metode MSQ dari 18 variabel kepuasan kerja terdapat 13 variabel penggunaan kemampuan yang berpengaruh signifikan terhadap kepuasan kerja yaitu Recognition 0.528, Variety 0.506, Co-workers 0.501, Activity 0.419, Moral Values 0.473, Responsibility 0.473, Social Status 0.447, Security 0.389, Supervisian – Technical 0.387, Supervision-Human Relations 0.377, Company Policies 0.364, Creativity 0.352, Working Conditions 0.318. BBPMPPV BBL Medan is the Center for Development of Quality Assurance for Vocational Education in the Electrical Building Sector which is one of the Technical Implementation Units of the Ministry of Education and Culture, which is structurally responsible directly to the Directorate General of Teachers and Education Personnel. Therefore, it was important to know the motivation and job satisfaction of its employees as a whole so that the level of motivation and job satisfaction could be known and the Authorities could immediately make improvements to motivation and job satisfaction so that human resources could be optimized. Employee motivation and job satisfaction could be measured based on internal and external factors using the Job Diagnostic Survey (JDS) and Minnesota Satisfaction Questionnaire (MSQ) methods. Both methods were the result of content motivation theory development which had differences in measuring. JDS measured the level of motivation based on five motivational variables, while the MSQ measured the level of job satisfaction based on eighteen variables of job satisfaction. This research was a qualitative one that included the stage of measuring motivation and job satisfaction, the stage of determining the variables that had a significant effect on motivation and job satisfaction. The motivation was calculated by the MPS (Motivational Potential Score) of the JDS method. Job satisfaction was calculated by the percentage level of job satisfaction using the MSQ method and the significance test of the variables that had a significant effect on motivation and the job satisfaction was calculated by regression analysis. From the calculation results of the work motivation level of BBPPMPV BBL Medan employees, it was Low because it lied in the motivation potential score (0 - 119). The details for each position in the organization were Planning and Reporting Subsection of 40, Personnel Subsection of 96, General Subsection of 88.33. From the calculation results of the job satisfaction level of BBPPMPVBBL Medan employees, it was Medium to High because it lied in the job satisfaction score (40-60) and (60-100). The details for each organizational position were Planning and Reporting Subsection of 53.3, Personnel Subsection of 49.8, General Plan Subsection of 68.4. In addition, the results of the significance test showed that all JDS variables had a significant effect on work motivation, Skills of 0.737, Task Significance of 0.701, Feedback of 0.696, Task Identity of 0.671, and Autonomy of 0.671, while in the MSQ method of 18 variables of job satisfaction, 13 variables had a significant effect on job satisfaction, namely Recognition of 0.528, Variety of 0.506, Co-workers of 0.501, Activity of 0.419, Moral Values of 0.473, Responsibility of 0.473, Social Status of 0.447, Security of 0.389, Supervision - Technical of 0.387, Supervision-Human Relations of 0.377, Company Policies of 0.364, Creativity of 0.352, Working Conditions of 0.318.