PENGARUH HUMAN RELATION, STRES KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI KANTOR DINAS SOSIAL KABUPATEN KERINCI

Taufiqurrahman, Ikbal (2026) PENGARUH HUMAN RELATION, STRES KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI KANTOR DINAS SOSIAL KABUPATEN KERINCI. PENGARUH HUMAN RELATION, STRES KERJA DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI KANTOR DINAS SOSIAL KABUPATEN KERINCI. (Unpublished)

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Abstract

This research aims to determine the influence of Human Relations, work standards and career development on the performance of employees of the Kerinci Regency social service. The data used is primary data obtained from respondents who filled out the questionnaire. The population and sample consisted of 30 employees of the Kerinci regency. social service. Data analysis uses multiple linear regression analysis. With the following research results. (1). Human Relation has on partial effect on performance, as evidenced by the significance value of ( 0,283 > 0,05) while tcount< ttabel (1,095 < 2,056). So from this conclusion Ho is accepted and H1 is rejected, meaning that human relations does not have a significant effect on employee perfprmance. (2). Work stress has a partially positive and significant effect on performance value of (0,623 < 0,05) while tcount> ttabel (0,497 > 2.056). so from this conclusion Ho isrejected and H2 is accepted, meaning that work stress has a significant influence on employee performent. (3). Career development has a partially effect on employee performance value of (0,375 < 0,05) while tcount> ttabel (0,903 > 2,056). So from this conclusion Ho is rejected and H3 is accepted, meaning that career development has a significant influence on employee performance. (4). Human Relations (X1),Work Stres (X2) and Career Development (X3) simultaneously influence employee performance (Y). This can be seen from the results a significant value of (0,278 < 0,05) while Fcount> Ftabel (1.358 > 3.35). this means that the variables Human Relations , Work Stres, and Career Development simultaneously have a significant influence on employee performance. (5). The R-squarevalue of (0,135) indicates that the influence of the independent variable (X) simultaneously on the dependent variable (Y) is 13,5%, while the remaining 86,5% is influenced by other factors not explained in this research.

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