Organizational factors that influence job satisfaction in a company from automotive industry

The aim of this paper is to present the most important organizational factors that influence job satisfaction in many companies from automotive industry. Therefore, we have firstly analyzed several theoretical aspects in the specialty literature regarding the factors that influence employee satisfaction. Secondly, we have developed a research based on questionnaire in a branch plant of an international organization in automotive industry. There are many factors that place the automotive industry ahead of other areas of activity in terms of maintaining high work satisfaction among employees. We have found which of these factors have a great impact on job satisfaction in the studied branch plant: the lunch vouchers received by employees, the microclimate at work (light, silence, lack of emissions etc.), the relationship with hierarchical boss, the work schedule (duration and time interval), the organization’s support in solving personal problems, the clarity of the received tasks and others.

The aim to be achieved in this research is to determine the level of influence of motivation and job satisfaction on teacher’s performance and to determine the level of influence of work motivation and job satisfaction on teacher’s performance together with teacher teaching performance. This research was conducted at SMP Negeri 12 Palembang, SMP Negeri 25 Palembang, and SMP Negeri 36 Palembang located in Kertapati District, Palembang. This research uses a correlational (cause-and-effect) quantitative research model with a population of 3 schools totaling 151 people and a sample of 60 people. To obtain the data needed in this research, several techniques were used, namely questionnaires, observation, and documentation. Based on the results of the data analysis, the following can be concluded. There is an influence of work motivation on teacher’s performance. This means that the higher the teacher’s work motivation, the more the teacher’s performance will increase. There is an influence of Job Satisfaction on Teacher’s performance. This means that the higher the job satisfaction, the higher the teacher’s performance will be. There is an influence of work motivation and job satisfaction on teacher’s performance. Thus, work motivation and job satisfaction can influence teacher’s performance. Work motivation and job satisfaction can influence teacher’s performance with a contribution of 80.5% while the remaining 19.5% is explained by factors not examined in this research.

The formulation of the problem in this research is how the influence of dicipline on work motivation. Influence of job satisfaction on work motivation. Influence of dicipline on performance. Influence of job satisfaction on performance. Influence of work motivation on performance.The purpose of this research is for know influence and analize of dicipline on work motivation. For know influence and analize of job satisfaction on work motivation. For know influence and analize of dicipline on performance. For know influence and analize of job satisfaction on performance. For know influence and analize of work motivation on performance. The sample in this research is 88 employees, with data analysis technique used is multiple linear regression analyze. The results of this research explain that dicipline effect has a positive and significant on work motivation. Job satisfaction effect has a positive and significant on work motivation. Dicipline effect has a positive and significant on performance. Job satisfaction effect has a positive and significant on performance. Work motivation effect has a positive and significant on performance

The aim of this research is to explain the influence of job satisfaction and workload on employee performance at Bank Syariah Indonesia Muara Tembesi, Batang Hari - Jambi Regency. The method used is a quantitative method using multiple linear regression analysis tools, testing the significance of the influence of the variables job satisfaction (X1) and workload (X2) as independent variables and employee performance (Y) as the dependent variable using the t test and F test. The test results on the influence of the job satisfaction variable (X1) on employee performance (Y) obtained a calculated T value of 2.286> T table 1.689572. So based on the comparison of T count and T table, this means that job satisfaction has a significant effect on employee performance. The test results on the influence of the workload variable (X2) on employee performance (Y) obtained a calculated T value of 2.286 > T table 1.689572. Based on the comparison of T count and T table, this means that workload has a significant effect on employee performance. The test results on the influence of job satisfaction and workload on employee performance obtained a calculated F value of 11.649 > F table 3.27 with a significance level of 0.05, so it is proven that there is a joint and significant influence of job satisfaction and workload on employee performance. The determination test shows that the combination of job satisfaction and workload variables together contributes 49.4%. on employee performance while the remaining 50.6%) is the contribution of other variables not examined in this research.

This study examined the influence of organizational culture and job satisfaction on organizational commitment and performance of midwives in the Mataram City Public Hospital. Specifically the purpose of this study was to determine the significance of the influence of organizational culture, job satisfaction and organizational commitment on the performance of midwives, to know the significance of organizational culture and job satisfaction on organizational commitment, and to know the mediating role of variable organizational commitment in midwives in Mataram City Hospital. The study population was 72 midwives in charge of the RSUD Kota Mataram. This study uses structural equation model analysis (SEM analysis) with smartPLS applications. The results showed that organizational culture and organizational commitment had a significant positive effect on the performance of midwives, while job satisfaction did not significantly affect performance. Organizational culture and job satisfaction have a significant positive effect on organizational commitment. For the influence of mediation on organizational commitment, there is a full mediating role in the influence of job satisfaction on midwife performance, while the influence of organizational culture on the performance of midwives is found to have a partial mediation effect.Keywords:Organizational Culture, Job Satisfaction, Organizational Commitment, Midwife Performance.

ABSTRACT The formulation of the problem in this thesis is how the influence of organizational culture on the performance of employees of PT. State Savings Bank (Persero) Tbk, how the influence of job satisfaction on the performance of employees of PT. Bank Tabungan Negara (Persero) Tbk, how the influence of organizational culture and job satisfaction on the performance of employees of PT. State Savings Bank (Persero) Tbk. The purpose of this study was to determine and analyze organizational culture on the performance of employees of PT. State Savings Bank (Persero) Tbk, the effect of job satisfaction on the performance of employees of PT. State Savings Bank (Persero) Tbk, the influence of organizational culture and job satisfaction on the performance of employees of PT. State Savings Bank (Persero) Tbk.The population in this study were all employees of PT. State Savings Bank (Persero) Tbk. The Medan Branch Office is 62 employees and the sample is the total population. Data obtained through agency data, library data and literature. The writer used the data collection technique through interviews and document studies. The data analysis technique was done by the writer through descriptive analysis method and multiple linear regression analysis method.The results of this study explain that the performance of the employees of PT. Bank Tabungan Negara (Persero) Tbk Medan Branch can be improved through several factors, including organizational culture and job satisfaction. The more comfortable employees are with the organizational culture, the more their performance will be. The higher the level of job satisfaction, the higher the employee's performance. This of course will have an effect on increasing company profits. Partially, the variables of organizational culture and job satisfaction each have a significant influence on employee performance. Simultaneously, organizational culture and job satisfaction have a significant influence on the performance of employees of PT. State Savings Bank (Persero) Tbk Medan  Keywords: Organizational Culture, Job Satisfaction, Performance.Â

Purpose: The purpose of this research is to determine and analyze talent management, job satisfaction, employee retention and employee performance, the influence of talent management on employee performance, the influence of job satisfaction on employee performance, the influence of talent management on employee retention, the influence of job satisfaction on employee retention, the influence employee retention on employee performance, employee retention can mediate the influence between talent management on employee performance and employee retention can mediate the influence between job satisfaction and employee performance.Design/Methodology/Approarch: The type of research in preparing this thesis is explanatory research with the population, namely, production employees at PT. Polowijo Gosari Gresik, namely 234 employees, with a sample size of 70 respondents. The data analysis technique uses a range of scales and Structural Equation Modeling (SEM) with the partial least squares (PLS) method.Findings: The research results show that talent management is included in the good criteria, job satisfaction is quite satisfactory, employee retention is good, and employee performance is quite high. Talent management does not affect employee performance, job satisfaction has an effect on employee performance, talent management has no effect on employee retention, job satisfaction has no effect on employee retention, employee retention has an effect on employee performance, employee retention is unable to mediate the effect of talent management on employee performance and employee retention is unable to mediate the influence of job satisfaction on employee performance.

This study is aimed to determine the significance of the effect of: (1) the organization's commitment to the productivity of office workers BPMP2T Mataram, (2) job satisfaction on the productivity of office workers BPMP2T Mataram, (3) organizational commitment and job satisfaction on the productivity of office workers BPMP2T City Mataram. The population in this study was all employees of the BPMP2T Mataram City office. Based on the limited population, this study was using census method. Based on the results of research and discussion on the influence of organizational commitment and job satisfaction on employee productivity office of Board of Investment and Integrated Licensing Services (BPMP2T) Mataram, it can be concluded: (a). There was the influence of Organizational Commitment to employee productivity BPMP2T office City Mataram. (B). There was the influence of job satisfaction on employee productivity BPMP2T office City Mataram. (C). There was the influence of Organizational Commitment and Job Satisfaction of the productivity of office workers BPMP2T City Mataram. Keywords: Organizational Commitment, Job Satisfaction, Productivity

This thesis is entitled "The Influence of Service Quality and Job Satisfaction on Employee Performance at the Palembang City Religious Training Center." Relatively good job satisfaction seems to contribute to employee performance to keep working better and to show high performance to provide responsibility in supporting the welfare and success of the company. The object of research is the employees of the Palembang City Religious Education and Training Center totaling 86 employees. The research objective was to determine the effect of service quality on performance, the effect of job satisfaction on performance, and the effect of service quality on employee performance at the Palembang City Religious Education and Training Center. This type of research is quantitative research. Based on the analysis that has been done, the effect of service quality is proven through multiple linear tests, namely the significance value of the X1 variable quality of 0.001 <0.05 means that there is a significant and positive influence between service quality on employee performance. The influence of job satisfaction, namely the regression coefficient value of satisfaction is 0.511, meaning that if the satisfaction variable (X2) and constant (a) is 0 (zero), then employee performance (Y) increases by 0.511. The influence of Service Quality and Job Satisfaction, namely by means of the t test (hypothesis) absolutely proves the results of the acquisition show that the value of tcount is 6,690 > 1,886, it can be concluded that Ha is accepted and Ho is rejected, to see significant results it is known that the value of multiple linear sig = 0.000 <0.05 it is stated significance. So it can be concluded that there is a significant influence on service quality, satisfaction on the performance of Palembang City Education and Training Center employees with a category of 94.3% showing very strong results where the achievement of targets for performance issues and employee satisfaction has reached a maximum value of more than 90%.

: This research aims to determine whether there is an influence of Career Development, Organizational Commitment, Job Satisfaction and Job Stress on the Turnover Intention of PT Hyunki Abhimata Perkasa Palembang employees. The population and sample in this study were 43 people from all employees of PT Hyunki Abhimata Perkasa Palembang. The analysis technique used is multiple linear analysis which is processed using the Statistical Product and Service Solution (SPSS) version 25 computer program. The research results show that there is an influence of Career Development, Organizational Commitment, Job Satisfaction and Job Stress on the Turnover Intention of PT Hyunki Abhimata Perkasa Palembang employees. With a significant F of 0.000<0.05. Multiple linear regression equation 5.109+0.001X1–0.088X2– 0.032X3 + 0.328X4 + e. There is no influence of career development on employee turnover intention at PT Hyunki Abhimata Perkasa Palembang with a significant value of 0.996>0.05. There is no influence of organizational commitment on employee turnover intention at PT Hyunki Abhimata Perkasa Palembang with a significant value of 0.485 > 0.05. There is no influence of job satisfaction on employee turnover intention at PT Hyunki Abhimata Perkasa Palembang with a significant value of 0.781>0.05. There is an influence of work stress on employee turnover intention at PT Hyunki Abhimata Perkasa Palembang with a significant value of 0.002 <0.05. Abstrak : Penelitian ini bertujuan untuk mengetahui apakah ada pengaruh Pengembangan Karir, Komitmen Organisasi, Kepuasan Kerja dan Stres Kerja Terhadap Turnover Intention karyawan PT Hyunki Abhimata Perkasa Palembang. Populasi dan sampel dalam penelitian ini sebanyak 43 orang dari seluruh karyawan PT Hyunki Abhimata Perkasa Palembang. Teknik analisis yang digunakan adalah analisis linier berganda yang diolah dengan menggunakan bantuan program computer Statistical Product and Service Solution (SPSS) versi25. Hasil penelitian menunjukan bahwa ada pengaruh Pengembangan Karir, Komitmen Organisasi, Kepuasan Kerja dan Stres Kerja Terhadap Turnover Intention karyawan PT Hyunki Abhimata Perkasa Palembang. Dengan signifikan F sebesar 0,000<0,05. Persamaan regresi linear berganda 5.109+0,001X1–0,088X2– 0,032X3 + 0,328X4 + e. Tidak terdapat Pengaruh Pengembangan Karir TerhadapTurnover Intention Karyawan PT Hyunki Abhimata Perkasa Palembang dengan nilai signifikan sebesar 0,996>0,05. Tidak Terdapat Pengaruh Komitmen Organisasi Terhadap Turnover Intention Karyawan PT Hyunki Abhimata Perkasa Palembang dengan nilai signifikan sebesar 0,485 > 0,05. Tidak Terdapat PengaruhKepuasan Kerja Terhadap Turnover Intention Karyawan PT Hyunki Abhimata Perkasa Palembang dengan nilai signifikan sebesar 0,781>0,05. Terdapat Pengaruh Stres Kerja Terhadap Turnover Intention Karyawan PT Hyunki Abhimata Perkasa Palembang dengan nilai signifikan sebesar 0,002 <0,05.

Purpose: This study aims to examine and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a production industry. In this study find out what are other factors to influence the employee satisfaction and turnover intention the determinants of employee turnover has been studied extensively. Design/methodology/approach: There are a total of 70 questionnaires collected from 90 questionnaires that had been distributed at the chosen organization. Demographic characteristics were discussed briefly according to the frequency level and percentage. Findings: In addition, both descriptive and inferential statistics were applied to analyze the data obtained. As for inferential statistics, Pearson Correlation Coefficient was used to measure the degree between independent variables with dependent variable in this research. Conclusion: The research findings showed that for the independent variable of job satisfaction with the factors on satisfaction with pay and supervisory support had a low and negative significant relationship on employee turnover intention. However, organizational commitment had no significant relationship towards turnover intention among the employees within the organization. Originality/value: By reviewing the different finding that the Employee satisfaction and Turnover intention. The contribution of this paper is to look at how to finding the effective solution. The influences of job satisfaction and organizational commitment on turnover intention. Study of paper: The study of this paper is exploratory is qualitative study of research.

The global nursing shortage poses significant challenges to healthcare systems. In high-stakes environments such as intensive care units (ICUs), job satisfaction is a key determinant of nurse turnover. This study aimed to identify relational and organisational factors that influence job satisfaction among ICU nurses, as these factors remain underexplored in this context. A cross-sectional, correlational study used survey data collected from ICU nurses across 21 hospitals in Korea. Surveys on situation monitoring, collegial nurse-physician relationships and leader identification were collected as relational factors, and safety climate and workplace safety systems were investigated as organisational factors. Pearson correlations and multiple linear regression analyses were employed to investigate the relationship between the factors and job satisfaction. This study included 200 ICU nurses. Pearson correlation analyses showed that all relational and organisational factors were significantly positively associated with job satisfaction. In multiple regression analyses adjusting for years of experience, leader identification showed the strongest positive association with job satisfaction (β = 0.328, p < 0.001), followed by safety climate (β = 0.160, p = 0.041), workplace safety systems (β = 0.153, p = 0.023) and collegial nurse-physician relationship (β = 0.139, p = 0.033). Situation monitoring was not significantly associated with job satisfaction (β = 0.044, p = 0.554). Job satisfaction among ICU nurses was significantly associated with both relational and organisational factors. In particular, strong identification with nurse leaders, positive collegial relationships with physicians, a favourable safety climate and the presence of systematic workplace safety procedures were all significant factors. These findings highlight the importance of nurses' identification with their leaders, interprofessional collaboration and a supportive safety environment in enhancing job satisfaction in high-acuity care settings. Healthcare organisations should promote interprofessional collaboration between nurses and physicians, as well as relationships with nurse leaders and prioritise cultivating a strong safety culture and system for patients and healthcare staff.

The problem raised in this study was the performance of employees at Solok Citra Nadanusa Radio in Solok Regency, the research variables were discipline, job satisfaction and employee performance. This study aims to reveal (1) the influence of discipline on employee performance, (2) the effect of job satisfaction on employee performance, (3) the effect of discipline and job satisfaction together on employee performance. Based on observations and studies of experience, researchers found that employee performance at Radio Solok Citra Nadanusa in Solok District was still not satisfactory (still low). Researchers suspect that the low performance of employees is caused by many factors, among others, less wise leadership and compensation that is less satisfactory / not in accordance with his job. To answer this problem there are three hypotheses the researcher proposes. Pentama; there is an influence of discipline on employee performance, Second; there is an influence of job satisfaction on employee performance, Third; there is the influence of discipline and concurrent job satisfaction on employee performance. The population of this study were all employees at Solok Citra Nadanusa Radio in Solok Regency. The sample in this study was taken part of the population as many as 30 people. Data was collected using a Likert Scale model questionnaire. Then the data were analyzed using correlation and regression techniques with the help of the SPSS for Windows version 13.00 computer program. The results of the analysis show that there are disciplinary contributions to 87.2% employee performance and contribution to job satisfaction on employee performance 81.5%. While the contribution of discipline and job satisfaction simultaneously on employee performance amounted to 89.3%. When viewed the effect on the regression equation is Y = 19.988 + 0.595 X1 + 0.287 X2 Based on the results of these studies, the researchers concluded that there is a significant effect of discipline and job satisfaction together on employee performance. So the authors suggest to the parties concerned to enforce discipline and pay attention to employee compensation, so that employee performance is better or significantly increased. This does not mean that other factors, such as work motivation, educational opportunities, career system, promotion, work discipline, infrastructure, climate and work culture, security and protection of work that are not examined are ignored.

This study aims to find out about the influence between Organizational Climate, Interpersonal Communication and Job Satisfaction on the performance of NCO / Tamtama in Kodiklatau. Data derived from questionnaires distributed were analyzed data, among others: description of data, testing of research requirements, including: normality test, homogeneity test, and linearity test. To prove the influence of Organizational Climate variable (X1), Interpersonal Communication (X2) and Job Satisfaction (X3) on Performance (Y). In this research, used data analysis technique with path analysis. Based on the results of the research analysis: 1) There is influence Organizational Climate (X1) on Job Satisfaction (X3) of 0.175; 2) There is the influence of Interpersonal Communication (X2) on Job Satisfaction (X3) of 0.35; 3) There is an effect of Organizational Climate (X1) on Performance (Y) of 0.293; 4) There is the influence of Interpersonal Communication (X2) on Performance (Y) of 0.259; 5) There is influence of Job Satisfaction (X3) on Performance (Y) of 0.254. Keywords: Organizational Climate, Interpersonal Communication, Job Satisfaction and Performance

The purpose of this study is to find out the condition of employee performance, to find out the condition of human resource quality, to find out job satisfaction, to find out the condition of the work environment, to find out the influence of human resource quality, job satisfaction and work environment on the performance of employees of the Ministry of Religion of Lebong Regency, Bengkulu Province. In this study, data was obtained by distributing questionnaires to 187 employees as sample respondents. To analyze the influence of Human Resource Quality (X1), Job Satisfaction (X2), Work Environment (X3) on Employee Performance (Y) at the Ministry of Religion office of Lebong Regency, Bengkulu Province, data analysis techniques were used using Structural Equation Modelling (SEM) based on Partial Least Square (PLS)3.0 The results of this study show that: 1. There is a significant and positive influence of the quality of human resources on job satisfaction; 2. There is a significant and positive influence of the work environment with job satisfaction; 3. There is a significant and positive influence of job satisfaction with employee performance; 4. There is a significant and positive influence of the quality of human resources on performance; 5. There is a significant influence of the work environment on performance; 6. There is a significant influence of Job Satisfaction with Performance.