The Influence of Workload, Work Motivation, and Organizational Citizenship Behavior on Job Satisfaction in PT Pertamina (Persero) Refinery Unit (RU) VI Balongan

The Influence of Work Motivation and Organizational Citizenship Behavior on the Performance of the West Java PDGI Management Board with Job Satisfaction as a Mediating Variable. This study investigates how work motivation and Organizational Citizenship Behavior (OCB) affect the performance of PDGI West Java board members, with job satisfaction as a mediating variable. Using a quantitative explanatory approach, data were collected from 186 board members across 23 branches through simple random sampling. A five-point Likert scale questionnaire was analyzed using SEM-PLS via SmartPLS. Findings show that work motivation (β = 0.573; t = 6.412; p < 0.001) and OCB (β = 0.315; t = 3.391; p = 0.001) significantly influence job satisfaction. However, job satisfaction does not significantly impact performance (β = 0.138; t = 1.594; p = 0.111) and fails to mediate the effect of motivation or OCB on performance. This implies that in a nonprofit professional setting like PDGI, performance is more directly shaped by intrinsic motivation and voluntary behavior than by job satisfaction. Strengthening intrinsic motivators, emphasizing non-material appreciation, and cultivating a culture of volunteerism are recommended to improve board performance

The research examines the influence of work motivation and organizational commitment on employee job satisfaction. Also seen from the organizational citizenship behavior (OCB) factor of employees. The research was conducted at the Emergency Room (IGD) of Tgk. Chik Ditiro Sigli Hospital. The research method used an associative method with a quantitative approach, using path analysis. The sample in this study was 85 employees. The results of the study showed that 1) There is a direct and indirect influence of work motivation on job satisfaction, through the organizational commitment variable, which is 41%. 2) There is a direct and indirect influence of organizational commitment on job satisfaction, through the work motivation variable, which is 37.93%. 3) There is a relationship between work motivation and organizational commitment of 0.498. 4) There is a direct and indirect influence of work motivation on OCB, through the organizational commitment variable, which is 23.55%. 5) There is a direct and indirect influence of organizational commitment on organizational citizenship behavior (OCB), through the work motivation variable, which is 25.67%. 6) Simultaneously, work motivation and organizational commitment influence employee OCB. 7) The magnitude of the total influence of work motivation and organizational commitment on employee OCB, through the job satisfaction variable, is 15.98%.

The purpose of this research is to determine the role of work motivation in influencing organizational citizenship behavior (OCB) with job satisfaction as an intervening variable in PT employees. Torabika Eka Semesta. This research uses an associative method with a quantitative approach. The sample was 103 people using questionnaire techniques. Descriptive statistical analysis and data evaluation with SEM-PLS for hypothesis testing. Data processing was assisted by Microsoft Excel and Warp PLS 7.0 software. Based on the test, the contribution of work motivation (X) to job satisfaction (Z) is 19.9%, while work motivation (X) and job satisfaction (Z) to Organizational Citizenship Behavior (OCB) (Y) is 30.6%. The effect size results of the influence of Work Motivation (X) on Organizational Citizenship Behavior (OCB) (Y) is 0.070 which is classified as weak, Work Motivation (X) on Job Satisfaction (Z) is 0.199 which is classified as medium, Job Satisfaction (Z) on Organizational Citizenship Behavior ( OCB) (Y) of 0.235 is classified as medium. The results of the analysis show that Work Motivation (X) has a positive and significant effect on Organizational Citizenship Behavior (OCB) (Y). Work Motivation (X) has a positive and significant effect on Job Satisfaction (Z). Work Motivation (X) has a positive and significant effect on Organizational Citizenship Behavior (OCB) (Y) through Job Satisfaction (Z). Job Satisfaction (Z) has a positive and significant effect on Organizational Citizenship Behavior (OCB) (Y). Therefore, Job Satisfaction can mediate the Effect of Work Motivation on Organizational Citizenship Behavior (OCB). The VAF calculation results show a value of 52.9412%, which is between 20%-80%, so job satisfaction is categorized as partial mediation.

Purpose: his study aims to analyze the influence of work stress, work motivation, and work environment on the performance of healthcare workers at 24-Hour Non-Inpatient Community Health Centers in Wonocolo District, Surabaya. The study also explores the impact of these three factors on job satisfaction and examines the role of job satisfaction as an intervening variable in the relationship between work stress, work motivation, and work environment on the performance of healthcare workers. This research adopts a quantitative approach using a survey method with 90 healthcare workers as the sample. Data collection was conducted through questionnaires, and data analysis was carried out using Structural Equation Modeling (SEM). The results of the study indicate that out of ten hypotheses tested, three hypotheses were accepted. Work stress has a significant negative effect on healthcare workers' performance (P = 0.000), work motivation has a significant positive effect on job satisfaction (P = 0.001), and the work environment has a significant positive effect on job satisfaction (P = 0.003). Other hypotheses, such as the direct effects of work stress, work motivation, and work environment on performance and job satisfaction, were rejected as they did not meet the significance threshold of P < 0.05. The limitations of the study include the small sample size and the use of questionnaires, which may be influenced by respondents' subjective bias. Future research is expected to involve a larger sample and additional variables. Design/methodology/approach: The technique for collecting data involved using questionnaires that were completed through the Saturated Sampling method. These questionnaires were distributed to a sample of 90 healthcare workers at the Community Health Centers in Wonocolo District, Surabaya, and the data was analyzed using the SEM-PLS application. Findings: The results indicate that work stress negatively affects the performance of healthcare workers. Work motivation does not considerably impact the performance of healthcare workers. Also, the work environment has no major influence on their performance. Work stress does not noticeably affect job satisfaction. On the other hand, work motivation has a positive effect on job satisfaction. What's more, the work environment plays a major role in determining job satisfaction. Job satisfaction, however, does not considerably affect the performance of healthcare workers and does not act as a mediator in the relationship between work stress, work motivation, the work environment, and healthcare worker performance. Originality/value: This study contributes to understanding the factors influencing healthcare worker performance at the Surabaya Regional Health Laboratory. It highlights that while work stress negatively impacts performance, work motivation positively affects job satisfaction, and the work environment significantly influences job satisfaction. However, job satisfaction does not substantially impact performance and does not mediate the relationships between work stress, work motivation, the work environment, and performance. This insight emphasizes the need for targeted strategies to address work stress and motivation to enhance employee outcomes. Paper type: Research paper

The purpose of this study was to analyze the effect of work motivation, work environment and job satisfaction on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. The research respondents were employees at the Bank Indonesia Branch Office of Riau Island Province. Data collection is done by questionnaire. Data analysis using simultaneous multiple regression techniques with two regression equations with SPSS data processor version 20. The results of the analysis show that the variables of work motivation, work environment and job satisfaction have a positive and significant effect on organizational commitment and organizational commitment has a positive and significant effect on OCB. Work motivation, work environment and job satisfaction influence OCB through organizational commitment. The research results on the influence of work motivation on organizational commitment are significant. The influence of Organizational Commitment on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of the Work Environment on Organizational Commitment is significant. The influence of the Work Environment on Organizational Citizenship Behavior (OCB) is significant. The influence of Job Satisfaction on Organizational Commitment is significant.The influence of Job Satisfaction on the Organizational Citizenship Behavior (OCB) variable is significant. The influence of Organizational Commitment on Organizational Citizenship Behavior (OCB) is significant. Organizational Commitment can bridge the influence between Organizational Commitment and Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of the Work Environment on Organizational Citizenship Behavior (OCB). Organizational Commitment can bridge the influence of Job Satisfaction on Organizational Citizenship Behavior (OCB).

The purpose of this study is to describe the influence of transformational leadership on job satisfaction, the effect of compensation on job satisfaction, the influence of work motivation on job satisfaction,the influence of transformational leadership, compensation and work motivation together on job satisfaction This research is a quantitative research. The population in this study are Mathematic teachers. The sample of the study was 75 teachers.Data collection was done by using questionnaire method. Data analysis technique used is regression technique supported by T test, path analysis test and classical assumption test with SPSS 20.00 for windows application. The result of data analysis with significance 0,05 shows that there is no positive and significant influence between transformational leadership to job
 satisfaction. There is no positive and significant influence between compensation on job satisfaction. There is a positive and significant influence between work motivation on job satisfaction. And There is a positive and significant influence of transformational leadership, compensation and work motivation on job satisfaction at mathematics Teachers

This study aims to investigate the influence of work motivation in encouraging organizational citizenship behavior in contract employees at PKU Muhammadiyah Gombong Hospital. This study also investigates the role of job satisfaction in mediating the relationship between work motivation and organizational citizenship behavior. This study was carried out using a survey method of 60 contract employees at the PKU Muhammadiyah Gombong Hospital. The data was tested using the SEM-PLS method. The results of the analysis show that work motivation directly influences job satisfaction in a positive direction; Organizational citizenship behavior is significantly influenced by work motivation and job satisfaction in a positive direction. The results of this study also provide empirical evidence that job satisfaction plays a significant role in mediating the relationship between work motivation and organizational citizenship behavior.

The formulation of the problem in this study is how the influence of work culture on job satisfaction. How does the influence of work motivation on job satisfaction. How does the influence of leadership on job satisfaction. How does the influence of work culture, work motivation and leadership on job satisfaction. The purpose of this study was to determine and analyze the effect of work culture on job satisfaction. To know and analyze the effect of work motivation on job satisfaction. To find out and analyze the influence of leadership on job satisfaction. To know and analyze the effect of work culture, work motivation and leadership on job satisfaction. The sample in this study amounted to 82 employees. The data analysis technique used in this study is multiple linear regression analysis. The results of this study explain that work culture has a positive and significant effect on job satisfaction. Work motivation has a positive and significant effect on job satisfaction. Leadership has a positive and significant effect on job satisfaction. Work culture, work motivation and leadership have a positive and significant effect on job satisfaction.

Purpose of Study: In today's digital era, every individual is claimed must be able to create and innovate in order to be able to thrive in the future so that the resilience of the company will be strengthened. Currently higher education institution is in need of change in order to maintain the survival and development within the competitive world. Organizational citizenship behavior, is a role that exceed the basic obligations undertaken by an employee. This research aims to reveal the influence of transformational leadership, organizational climate, work motivation, and job satisfaction towards Organizational citizenship behavior. Methodology: Data was retrieved via survey method using questionnairesmethod of data collection. The population of the present srudy is thelecturers of Pembangunan Nasional "Veteran" University of East Java. Purposive sampling method has been used, with approximately 187 lecturers already working for more than 5 years. Hypothesis testing are conducted using Partial Least Square analysis (PLS). Main Findings:The results exhibited thattwo hypotheses were accepted and two other hypotheses were rejected. Organizational climate and job satisfaction have an influence on Organizational citizenship behavior, while transformational leadership and work motivation have no effect toward Organizational citizenship behavior. Implications/ Applications: The results provide a guidance for the reasons for success and failure of OCB. The success of OCB is characterized by an organizational climate that is able to improve performance and provide job satisfaction. Whereas the failure of OCB implementation was caused by transformational leadership who were unable to change behavior and motivated lecturers to voluntarily help friends in doing their jobs.Based on the findings, it is suitable to emphasise the need for improving workplace climate as well as job satisfaction. Employers that would like to retain talented academics in their academic institutions should not be concerned about leadership quality and work motivation which has no impact on the citizenship behaviour. The insights are particularly useful in the case of Indonesia trying to develop its national education system to be on par with more developed economies and produce graduates who are employable on a global scale.

The purpose of this research is to examine the relationship and influence between work motivation and work environment on turnover intention, with job satisfaction as a moderating variable. The subjects of this study are Cleaning Service workers at PT Bringin Karya Sejahtera, Denpasar branch. The total number of respondents is 68 individuals. The analysis techniques used are descriptive analysis and SEM-PLS analysis using Smart-PLS 4.0. The results of this study indicate that work motivation has a negative and significant effect on turnover intention, suggesting that the higher the work motivation of employees, the lower their desire to leave their jobs. The work environment does not have a significant effect on turnover intention, indicating that the work environment does not significantly influence employees' intention to quit their jobs. Work motivation has a positive and significant effect on job satisfaction, meaning that the higher the work motivation of employees, the greater their job satisfaction. The work environment also has a positive and significant effect on job satisfaction, indicating that a more comfortable work environment leads to higher employee satisfaction. Job satisfaction has a negative and significant effect on turnover intention, suggesting that the higher the level of job satisfaction among employees, the lower their desire to leave their jobs. Work motivation and the work environment have an indirect influence on turnover intention with job satisfaction as a mediating variable, indicating that low work motivation and a poor work environment indirectly increase employees' desire to quit.

Performance is one of the factors that influences the success of a company.Factors that influence performance achievement are ability factors and motivation factors. This research was conducted based on field phenomena which indicate inadequate employee performance, thought to be caused by weak work motivation, servant leadership and OCB. The research aims to analyze the influence of work motivation, servant leadership on OCB and employee performance. Associative causal research method with a sample of 120 BPR employees in Sukawati District. Data collection was carried out using a questionnaire. The data analysis technique used is SPSS and SmartPLS. The research results show that work motivation has a positive and significant effect on employee performance, servant leadership has a positive and significant effect on employee performance, work motivation has a positive and significant effect on OCB, servant leadership has a positive and significant effect on OCB, OCB has a positive and significant effect on employee performance, OCB can mediate the influence of work motivation on employee performance. OCB can mediate the influence of work motivation on employee performance. The conclusion of this research is that hypotheses 1 to 7 areaccepted. . Inthis research, the factors that have the greatest impact on improving employee performance at BPR in SUkawatiDistict are also known, so that management can optimize these factors to improve employee performance.

Teachers are dissatisfied with their colleagues or work teams at school. Objective research looks at the influence of principal leadership, work teams, and work motivation on the satisfaction of Work Teachers. Method study approaches quantitatively. Results study show There is an influence of direct leadership head school to motivation Work Teachers. There is influence direct leadership head school to satisfaction Work Teacher. There is influence leadership head schools indirectly affect job satisfaction through teacher work motivation. There is an influence team directly on teacher work motivation. There is a direct influence on the work team teacher job satisfaction. There is an indirect influence of work teams on teacher job satisfaction through work motivation. There is an influence of work motivation on teacher job satisfaction. The research conclusion is that there is a direct and indirect relationship between school principal leadership, work teams, and work motivation satisfaction among Work Teachers.

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 purpose of this study was to analyze the Influence Emotional Intelligent and Work Motivation on Organizational Citizenship Behavior (OCB) with Job Satisfaction as a Mediating variable (Study at employees PT. Pos Indonesia Persero Surakarta). This study used 168 employees of PT. Pos Indonesia Persero Surakarta. The sampling technique was done by using probability sampling. In this study a model of analysis was Regression Analysis with path analysis. Hypothesis Test Results show Emotional Intelligence has a significant effect on Job Satisfaction, Work Motivation has a significant effect on Job Satisfaction, Job Satisfaction has a significant effect on Organizational Citizenship Behavior, Emotional Intelligence has a significant effect on OCB, Work Motivation has a significant on OCB, Job Satisfaction mediates Emotional Intelligence towards OCB, Job Satisfaction mediates Work Motivation towards Organizational Citizenship Behavior (OCB). F test results are known the value of F = 125,764 significance of 0.000 <0.05, with the conclusion of the variables Emotional Intelligence, Work Motivation and Job Satisfaction have a significant effect on Organizational Citizenship Behavior (OCB). The total coefficient of determination (R2) of 0.798 can be interpreted as variation in OCB Employees at PT. Pos Indonesia Persero Surakarta explained by the variables Emotional Intelligence, Work Motivation and Job Satisfaction of 79.8% and the remaining 20.2% is explained by other variables outside the variables studied in this study.Keyword: Emotional Intelligent, Work Motivation, Job Satisfaction, and Organizational Citizenship Behavior.

Teacher performance is very important in ensuring the achievement of school goals, it needs to be encouraged for better performance. However, this is not easy because many factors influence it. The purpose of this study was to analyze the direct and indirect effects of work motivation, job satisfaction and Organizational Citizenship Behavior (OCB) on teacher performance at SDN Murung Pudak District, Tabalong Regency. This research is a regression research with a quantitative approach which is formulated into a path analysis model. Based on the results of the study, the variable regression coefficient values were positive numbers such as work motivation (X1) with performance (Y) of 0.275, work motivation (X1) with Organizational Citizenship Behavior (OCB) (Z) of 0.433 , job satisfaction (X2) with performance teachers (Y) of 0.375, job satisfaction (X2) with Orgaizational Citizenship Behavior (OCB) (Z) of 0.435, Orgaizational Citizenship Behavior (OCB) (Z) with teacher performance (Y) of 0.269 , work motivation (X1) through organizational Citizenship Behavior (OCB) (Z) with teacher performance (Y) of 0.116 and job satisfaction (X2) through Organizational Citizenship Behavior (OCB) (Z) with teacher performance (Y) of 0.117. Therefore, this study can be concluded that there is a significant direct and indirect effect between work motivation, job satisfaction and Organizational Citizenship Behavior (OCB) on teacher performance.