PENGARUH KEPEMIMPINAN VISIONER DAN PEMBERDAYAAN PEGAWAI TERHADAP KINERJA PEGAWAI DI DINAS TATA RUANG DAN PERMUKIMAN KABUPATEN CIANJUR :Studi terhadap Persepsi Pegawai di Lingkungan Distarkim Kab. Cianjur - Warsidi, - (2011)
Dinas Tata Ruang dan Permukiman merupakan unsur pelaksana otonomi daerah di bidang tata ruang, bangunan, perumahan dan permukiman, air bersih dan teknik penyehatan lingkungan, dipimpin oleh seorang Kepala Dinas yang berada di bawah dan bertanggungjawab kepada Bupati melalui Sekretaris Daerah. Dinas Tata Ruang dan Permukiman mempunyai tugas melaksanakan sebagai urusan pemerintah daerah di bidang penataan ruang, bangunan, perumahan dan permukiman, air bersih dan teknik penyehatan lingkungan pemukiman berdasarkan azaz otonomi dan tugas pembantuan. Tujuan penelitian ini ialah untuk mendeskripsikan kepemimpinan visioner, pemberdayaan pegawai, dan kinerja pegawai, serta bagaimana hubungan dan pengaruh diantara variabel kepemimpinan visioner, pemberdayaan pegawai, dan kinerja pegawai Dinas Tata Ruang dan Permukiman Kabupaten Cianjur. Metode penelitian yang digunakan adalah deskriptif dan eksplanatori survei. Teknik sampel yang digunakan berupa simple random sampling (SRS). Teknik pengumpulan data antara lain dengan cara penyebaran angket (kuesioner), wawancara terbatas, dan observasi. Alat pengumpulan data berupa angket. Teknik analisis data menggunakan analisis regresi. Berdasarkan hasil penelitian, dapat disimpulkan bahwa hubungan kepemimpinan visioner dan pemberdayaan pegawai dengan kinerja pegawai bersifat positif. Makna hubungan positif disini adalah jika kepemimpinan visioner dan pemberdayaan pegawai meningkat, maka kinerja pegawai di Distarkim Kab. Cianjur juga akan meningkat. Kepemimpinan visioner berpengaruh positif dan signifikan terhadap kinerja pegawai di Distarkim Kab. Cianjur. Pemberdayaan pegawai berpengaruh positif dan signifikan terhadap kinerja pegawai di Distarkim Kab. Cianjur. Kepemimpinan visioner dan pemberdayaan pegawai berpengaruh positif dan signifikan terhadap kinerja pegawai di Distarkim Kab. Cianjur. Faktor lain yang diduga turut mempengaruhi penelitian ini misalnya budaya organisasi, kompetensi kerja pegawai, dan pelatihan kerja. Spatial Planning and Housing Department is implementing the element of local autonomy in the field of spatial planning, building, housing and settlements, water and environmental sanitation techniques, led by a Head of Department who is under and responsible to the Regent through the Local Secretary. Spatial Planning and Housing Department has the task of implementing a local government affairs in the field of spatial planning, building, housing and settlements, water and environmental sanitation techniques settlement based on the principle such autonomy and duty of assistance. The purpose of this study was to describe the visionary leadership, employee empowerment, and employee performance, and how the relationship and influence between the variables of visionary leadership, employee empowerment, and employee performance and Settlement Office of Spatial Cianjur Regency. The research method used is descriptive and explanatory survey. Sampling technique used is simple random sampling (SRS). Data collection techniques among other things by distributing a questionnaire (questionnaire), limited interviews, and observation. Data collection tool in the form of questionnaire. Analysis using regression analysis. Based on research results, it can be concluded that the relationship of visionary leadership and empowering employees with employee performance is positive. The meaning of a positive relationship here is that if the visionary leadership and employee empowerment increases, the performance of employees in Spatial Planning and Housing Department will also increase. Visionary leadership have a positive and significant effect on the employees performance. Employee empowerment have a positive and significant effect on the employees performance. Visionary leadership and employee empowerment have a positive and significant effect on the employees performance. Other factors suspected influence beyond this study, such as organizational culture, employee competence, and job training.