Pengaruh Kepuasan Kerja dalam Meningkatkan Kinerja Pemasaran di Era Digitalisasi

Exploring financial performance and green logistics management practices: Examining the mediating influences of market, environmental and social performances

The aim of this research is to analyze the relationship between Innovation Projects and work productivity and work environment and work productivity, analyze the relationship between job satisfaction and work productivity and analyze the relationship between organizational culture and work productivity. This study employed a quantitative approach with an explanatory research design, aiming to examine the effect of integrity, organizational commitment, and motivation on sustainable employee performance with job satisfaction as a mediating variable. The population consists of all employees of the manufacturing organization, totaling 470 employees. The sampling technique applied is simple random sampling. The research instrument was a questionnaire using a 5-point Likert scale. The study variables were: Digital Work Environment (X1), Job Satisfaction (X2), Organizational Culture (X3), Innovation Projects (X4) and Employee Work Productivity (Y). Data were analyzed using Partial Least Square – Structural Equation Modeling (PLS-SEM) with SmartPLS 4.0. The analysis consisted of two stages: Outer Model (Measurement Model): Convergent validity, discriminant validity, and reliability testing. Inner Model (Structural Model): Path coefficient testing, R² values, and both direct and indirect effects among variables. The results show that the digital work environment has a positive relationship with work productivity. Job satisfaction has a positive relationship with work productivity. Organizational culture has a positive relationship with work productivity. Innovation Projects have a positive relationship with work productivity.

In this research, examine the role of some job satisfaction factors in marketing performance, from a sample view of the commercial banks in Erbil city. Where the extent of the effect of workers identified by a set of factors that cause their satisfaction, which in turn affect their marketing performance. As well as examine the effect of some causal factors of job satisfaction. As an independent variable, which consists of five dimensions as: (relationship with colleagues, the relationship between leaders and subordinates, justice, the desire to keep working, nature of work), in marketing performance as dependent variable which consists of four dimensions (sales growth, market share, profitability, customer satisfaction). Also, to determine the effect of workers in some commercial banks in Erbil city, a set of factors that cause their satisfaction according to their characteristics. However, the descriptive, analytical method used to reach the results of the research. The researchers also prepared a questionnaire for a random sample of some commercial banks that involved (250) staffs. Moreover, the research reached to some results, the most important of which are: the existence of high levels of the two variables, some factors that cause job satisfaction and marketing performance, as well as the existence of relationships and influence between some factors that cause job satisfaction in marketing performance. The researchers recommended maintaining reasonable levels of the variable of some factors causing job satisfaction and marketing performance and the need to invest the strong relationship between some factors that cause job satisfaction and marketing performance at the macro and micro level and guide this relationship towards the success and continuity of banking business. Keywords: job satisfaction, relationship with colleagues, the relationship between leaders and subordinates, justice, desire to continue work, nature of work, marketing performance, sales growth, market share, profitability, customer satisfaction.

Abstract. Work productivity can be interpreted as an attitude of employee performance to produce something better / better productive, as evidenced by the high motivation and ability. Increased productivity can be achieved if employees who work feel their job satisfaction. Job satisfaction will help companies generate, maintain, and always hire employees to remain productive. In the absence of job satisfaction, employees tend to be unproductive and will even stop working. This study aims to determine the effect of job satisfaction on employee productivity at PT Astra International Daihatsu-DSO Malalayang. This study uses a simple correlation and regression analysis. Results of simple correlation analysis is R = 0.69, it indicates that if the job satisfaction increases, the labor productivity will go up anyway. The degree of this correlation is categorized as, and after the test turned out to be very significant significance. With a coefficient of determination can be seen that 47.3% productivity factor is determined by factors of job satisfaction and the rest is determined by other factors. by using simple regression analysis research shows that job satisfaction have an effect on employee productivity. Keywords: Job Satisfaction, Work Productivity.

The purpose of this study are to examine and analyze the influence of Leadership, Work Environment, Competence And Organizational Culture To Job Satisfaction That Impact Lecturer Performance At Polytechnic ATMI Surakarta.This study is a survey research. The data used are primary data by sampling of lecturer at Polytechnic ATMI Surakarta as many as 57 respondents. The data analysis method was tested by validity, reliability test, t-test, F, coefficient of determination (R2) and path analysis test.T test results as follows: leadership not significant effect on job satisfaction, work environment significant effect on job satisfaction, competence significant effect on job satisfaction, organizational culture not significant effect on job satisfaction, leadership not significant effect on performance, the working environment have a significant effect on performance, competence significantly influence the performance, organizational culture not significant effect on the performance, satisfaction significant effect on the performance of work. F test results showed simultaneous variables of leadership, work environment, competence, organizational culture and job satisfaction have a significant effect on the performance of lecturers. Results Analysis The coefficient of determination (R2) shows that 77.7% of faculty performance variation can be explained by the leadership, work environment, competence, organizational culture and job satisfaction while the remaining 22.3% is explained by other factors outside the model. The result of path analysis showed a direct influence on the performance of greater competence than the indirect effect on performance competence through job satisfaction. The direct effect on the performance of the work environment is greater than the indirect effect on the performance of the work environment through job satisfaction. The direct effect on the performance leadership is smaller than the indirect effect of leadership on performance through job satisfaction. The direct effect on the performance organizational culture is smaller than the indirect effect of organizational culture on performance through job satisfaction. Based on the results of total leverage to improve performance would be more effective if through increased competence.

Performance is an organizational achievement that can be a benchmark for whether work is carried out as planned or even exceeds what has been determined. This research aims to provide empirical evidence about how Work Discipline mediates between Ethical Leadership and the Digital Work Environment on Employee Performance. The respondents of this research were employees at state-owned companies in Cilacap, Indonesia using a sampling technique, namely purposive sampling. Using a quantitative approach, primary data was obtained from the results of a closed questionnaire distribution with seven Likert scales. Hypothesis testing uses the SEM-AMOS software analysis tool. This research provides different results from previous studies in that Ethical Leadership does not affect Employee Performance. One of the seven hypotheses was found to be false. Hence, employee performance is positively impacted by the Digital Work Environment, as demonstrated empirically by this study. This study additionally presents evidence that Work Discipline can act as a mediator for the impact of Ethical Leadership and Digital Work Environment on Employee Performance. This study presents empirical results that enhance the understanding of the relationship between the variables under consideration.

One of the problems facing the organization is the low quality of human resources. Number of human resources greater if properly empowered and effectively will give an advantage in achieving organizational goals. Organizational goals will be achieved when employees merndapat satisfaction in work. In creating human resources capable of competing on the rapid changes in the human resources needs to be fostered by the Quality of Work Life. Quality. Components of the Quality of Life work consists of participation of employees, career development, conflict resolution, communication, health, safety, health, work environment, adequate compensation and a sense of pride. Job satisfaction is the general attitude of workers who assess the difference between the amount that should he get by the number obtained. Formulation of the problem in this research are: 1) is there any influence of Quality of Work Life on job satisfaction Lecturer at the Faculty of Sharia and Islamic Economics IAIN Sheikh Nurjati Cirebon.2) What Factors Quality of Work Life the dominant influence on job satisfaction Lecturer at the Faculty of Sharia Economic and Islam IAIN Sheikh Nurjati Cirebon. The data used is data Quantitative and methods of research using descriptive method. Data collection techniques in this study using a standard scale questionnaire using Likert scale. Test Multiple Linear Regression Y = 35.654 + 0.751 X2 + 0,926X6 variables that most affect job satisfaction lecturers are working environment with a coefficient of 0.926, the second variable that affects job satisfaction is career development with a coefficient of 0.751 Adjusted R Square figures or coefficient of determination of 0.421 means a variation of job satisfaction can be explained by the variable QWL From ANOVA or F test, obtained F count was 16.295 with a significance level of 0.000 for 0.000 probability less than 0.05, the regression model can be used to predict job satisfaction or work environment and development career together Lecturer effect on job satisfaction. Keywords: Quality of Work Life, Job Satisfaction

Factors Affecting the Job Satisfaction of U.S. Adult Endocrinologists: A Nationwide Survey

PurposeAt present, for any product, smooth marketing has become a major challenge due to the novel market challenges as well as sudden and extended changes. Thus, the concerns for the marketers are essential to consider the choice of buyers and also to satisfy them. The purpose of this empirical research is to focus on the role of three organizational attributes (OA): job satisfaction (JS), organizational commitment (OC) and extrinsic motivation (EM) on the marketing performance (MP) mediated by the Chief Marketing Officers' (CMOs') political skill (CPS) in the telecommunication industries of China, Singapore, Vietnam, Malaysia, Indonesia, India, Pakistan, Bangladesh, United Arab Emirates (UAE) and Sri Lanka.Design/methodology/approachIn this paper, based on 132 survey responses collected from CMOs, the authors conducted descriptive statistics using Statistical Package for Social Science (SPSS-25) and tested the assumed hypotheses through covariance-based structural equation modeling (CB-SEM) using AMOS software (version 25).FindingsThe authors found that JS has an insignificant role on MP while OC and EM have significant positive roles over the dependent variable. CPS has also a significant positive influence over MP. Further, the authors identified that CPS can fully mediate the relationship between JS and MP while it can partially mediate the relationship between OC and MP. On the other hand, CPS cannot mediate the relationship between EM and MP at all.Originality/valueAccording to authors’ knowledge, this is one of the very limited initial attempts that have investigated the role of three important OA on the MP testing the mediating effect of CPS. The authors expect that the study outcomes will have an enormous impact on marketing academia as a torch-bearing research as well as for CMOs for formulating an effective marketing policy.

This study aims to analyze the effect of the digital work environment on online driver employee engagement in Indonesia. The rapid digital transformation has shifted work patterns toward application-based systems, requiring effective online communication, flexible scheduling, and stable technological support. This research employed a quantitative approach with an explanatory design. The sample consisted of 150 online drivers selected through purposive sampling. Data were collected using a Likert-scale questionnaire and analyzed using simple linear regression with SPSS software. The results show that the digital work environment has a positive and significant effect on online driver engagement (B = 0.452; p < 0.001; R² = 0.285). This indicates that the better the quality of the digital work environment reflected in application stability, transparency of incentive systems, effective digital communication, and flexible working hours the higher the level of engagement among online drivers. A well-managed digital work environment can enhance motivation, loyalty, and a sense of belonging toward the platform. This study reinforces the Job Demands Resources (JD-R) and Self-Determination Theory (SDT) frameworks, suggesting that digital work resources can improve engagement when supported by organizational commitment and digital well-being. The findings provide practical implications for application-based companies to strengthen their digital infrastructure and implement flexible work policies to improve both engagement and the digital well-being of their driver partners.

Purpose Drawing on the dynamic capabilities view and the practice-based view, this study develops a conceptual model to empirically test the interrelationships between green supply chain management (GSCM), blockchain technology (BCT), and their impact on green marketing and environmental performance. Special attention is given to the mediating role of green technology innovation (GTI) in these relationships. Design/methodology/approach Data were collected from 281 respondents, comprising managers and executives from diverse functional areas, across 93 firms in Türkiye, a key emerging market. The mediating effects of GTI were tested using Hayes' PROCESS macro (Model 4), providing robust insights into the dynamics of GSCM and BCT in driving sustainability. Findings The results confirm that BCT positively influences GSCM, reinforcing the role of digital technologies in enhancing sustainability. The study further reveals that GTI significantly mediates the relationship between GSCM and environmental performance, suggesting that firms can enhance their environmental outcomes by adopting innovative, eco-friendly technologies. Additionally, the mediating role of GTI is evident in the relationship between BCT and both environmental and green marketing performance, highlighting the importance of technological integration in sustainability efforts. Research limitations/implications While the study provides valuable insights, its focus on firms in Türkiye may limit the generalizability of the findings to other regions. Future research could explore these relationships in other emerging economies and examine additional mediating or moderating variables, such as organizational culture or regulatory pressures, to provide a more detailed understanding of the dynamics between BCT, GSCM, and firm performance. Practical implications The findings provide actionable insights for managers, particularly in emerging markets. By adopting BCT, firms can improve supply chain transparency and efficiency, while enhancing both environmental sustainability and marketing performance. Integrating GTI into GSCM practices helps firms meet regulatory demands and gain a competitive advantage in eco-conscious markets. Originality/value This paper contributes to the limited literature on the intersection of BCT, GSCM, and firm performance, particularly within the underexplored context of Türkiye. It provides a unique perspective on how emerging technologies and green innovations can be harnessed to achieve both environmental and marketing outcomes.

This research was conducted at the East Aceh Fire Department with 70 employees as samples. The results of distributing the questionnaires to the sample are used as primary data, then the results of the questionnaire are tabulated, then analyzed using simple linear regression equipment, and testing is carried out by testing the hypothesis t test, testing the correlation coefficient and testing the coefficient of determination. Incentives are additional remuneration received for certain employees whose achievements are above the standard performance. While Job Satisfaction job satisfaction is a feeling that supports or does not support the employee himself related to his work or with his condition. Based on the results of simple linear regression, Y = 5.979 + 0.747X. A constant of 5.979 is the value of the Incentive variable when the Job Satisfaction variable is zero, or if the Incentive variable value is increased by 1 then the Job Satisfaction variable value increases by 5.979. While the value of the correlation coefficient (R) is 0.784 which means the relationship between variables is strong, and the value of the coefficient of determination (R2) is 0.615 indicating that the Incentive variable can affect the Job Satisfaction variable by 0.615 or 61.5% and the remaining 38.5% is influenced by the variable others that were not examined in this study. Then the results of hypothesis testing (t test) obtained tcount > ttable or 10.419 > 1.994 and tsig <5% or 0.00 <0.05 which can be stated that incentives affect job satisfaction of East Aceh Fire Department employees.
 Keywords: Incentives, Job Satisfaction

Purpose: This study aims to analyze the influence of market orientation and competitive advantage on marketing performance in the retail industry in the digital transformation era, with trust as a mediating variable. This study's novelty lies in exploring trust as an intervening variable, providing a deeper understanding of its role in improving marketing performance. Method: This study uses a quantitative approach with Structural Equation Modeling analysis using SmartPLS 4 software. Primary data were collected from management and employees in the retail sector, with a conceptual framework linking market orientation, competitive advantage, trust, and marketing performance. The sample involved employees involved in retail operations, thus providing relevant insights into the industry dynamics. Result: The results of the study indicate that market orientation and competitive advantage have a significant effect on marketing performance. In addition, both variables also have a significant effect on trust. Trust, in turn, has a significant positive effect on marketing performance. Trust also mediates the relationship between market orientation and marketing performance and between competitive advantage and marketing performance. This finding confirms the important role of trust as a mediating variable in strengthening the influence of market orientation and competitive advantage on marketing performance. Further research is recommended to explore other moderating or mediating variables, such as digital literacy or organizational culture. Expanding the study to different industries can also provide a broader perspective on market orientation, competitive advantage, and trust dynamics.

This study aims to analyze the effect of transformational leadership style, digital work environment, and employee competence on employee performance, with work motivation as a mediating variable. This research is motivated by the increasing demands of the digital era, which require organizations to adopt adaptive leadership, develop technology-based work environments, and enhance employee competence in order to improve performance sustainably.This study employs a quantitative approach using a survey method. The population of this research consists of employees at the selected company, with a saturated sampling technique applied. Data were collected through questionnaires developed based on indicators of each research variable. The collected data were analyzed using statistical techniques through SPSS, including validity and reliability tests, classical assumption tests, multiple linear regression analysis, coefficient of determination (R²), and mediation testing using the Sobel method.The results indicate that transformational leadership style, digital work environment, and employee competence have a positive and significant effect on employee performance. Furthermore, work motivation also has a positive and significant effect on employee performance. The mediation test results reveal that work motivation significantly mediates the relationship between transformational leadership style, digital work environment, and employee competence on employee performance. The coefficient of determination indicates that a substantial proportion of the variation in employee performance can be explained by the variables examined in this study, while the remaining variation is influenced by other factors outside the research model.This study is expected to provide both theoretical and practical contributions by offering insights for organizations to enhance employee performance through strengthening transformational leadership, improving digital work environments, developing employee competence, and managing work motivation effectively.

Women business leaders are generating a tremendous impact in their markets, industries and communities through innovation, job creation and economic growth. However, their contributions are often lost in the prevailing narrative that women are over-represented among the poorest and most vulnerable entrepreneurs globally. A review of the extant literature has postulated challenges that women entrepreneurs faced several challenges in the ecosystem in which it operates. Women entrepreneurs have access to limited capital as compared to its men counterparts, fewer opportunities to network and build relationships with other entrepreneurs, investors, and mentors, which affects their access to resources and knowledge. Due to the issue of gender-based stereotypes and biases that women entrepreneurs constantly face, they are unable to meet mentors who can provide them with guidance and support to grow their business. These women-specific challenges have become barriers limiting the growth of women entrepreneurs, however insufficient reports highlight how these hindering factors can create opportunities for the growth of women entrepreneurs. Dwelling on the Process theory, the study explored the impact of Ghana’s entrepreneurial ecosystem on women’s entrepreneurial performance with the moderating role of entrepreneurial identity. The study was a cross-sectional quantitative research design with data collected from 413 women entrepreneurs in the Greater Accra Region using structured questionnaire collected using the survey monkey online tool. The data was analyzed using IBM SPSS v.25 and the PLS-SEM v.4.0. The first objective was examined through 12 hypotheses, while the second was analyzed using 2.The study finds that access to finance has positive and insignificant effect on the entrepreneurial performance of women in Ghana. Likewise, education and training have a negative and insignificant effect on the market and operational performance of women entrepreneurs in Ghana. The results of the study postulated that the availability of infrastructure and resources has a negative but significant effect on both the market and operational performance of Ghanaian women entrepreneurs. The results of the study further reported a positive but insignificant impact of network and social capital on the market performance and operational performance of women entrepreneurs in Ghana. The results of the study in relations to the regulatory environment and women entrepreneurial performance indicates an insignificant relationship between regulatory environment and market performance and regulatory performance whilst cultural and social factors within the Ghanaian ecosystem negatively but significantly influence the entrepreneurial performance of women in Ghana but innovation and knowledge spillover have a positive and significant impact on both the market performance and operational performance. Furthermore, the findings of the study suggest that Ghana's entrepreneurial ecosystem may not have a substantial direct impact on women's entrepreneurial performance in Ghana. Further practical and theoretical implications of the study are discussed in the thesis.