THE MODEL OF EMPLOYEE SATISFACTION : A HUMAN RESOURCES MANAGEMENT PERSPECTIVE

Lukman Hadi,Siti Hafnidar,Eddy Irsan Siregar

doi:10.38035/jafm.v1i2.19

Abstract

This study aims to examine and analyze the influence of jobinvolvement, career development, and compensation on job satisfaction. The sampling method uses Proportionate Random Sampling. Data were taken directly using questionnaire with 58 respondents of permanent employees of M2M Solutions Ltd. The method of analysis used in this study is multiple linear regression. The result of the research shows that job involvement has a positive and significant effect on job satisfaction, career development has a significant and positive effect on job satisfaction, compensation has significant and positive effect on job satisfaction. Job involvement, career development, and compensation together have a significant and positive impact on job satisfaction. This means that job satisfaction can be explained by the three independent variables of jobinvolvement (X1), career development (X2), and compensation (X3). From the result of multiple regression test, compensation is the most dominant variable in affecting job satisfaction.

Highlights

Human resources are the company's most important asset because of its role as the subject of the company's policy and operational activities
There is a positive or unidirectional relationship between job involvement variable (X1) and Job satisfaction variable (Y), which is indicated by a positive correlation coefficient (r) of 0.592, the level of influence is at a moderate level
The influence of job involvement on the job satisfaction with M2M Solutions Ltd Jakarta is significant. This is indicated by t count (5,742)> t table (2,001), with regression equation Y = 14,397 + 0.407 X1, so it can be concluded that there is influence between job involvement with job satisfaction at M2M Solutions Ltd Jakarta

Summary

Introduction

Human resources are the company's most important asset because of its role as the subject of the company's policy and operational activities. Human resource management assumes that employees are the main assets of the organization that must be managed properly, so MSDM is more strategic for the organization to achieve its stated goals (Yuniarsih and Suwatno, 2011). An organization would expect the productivity of its employees. Productivity is seen as the ability of employees to achieve the desired results, in achieving the desired results would require a positive work attitude of Available Online: https://dinastires.org/JAFM employees. For it is expected for the organization must be aware and create a management system that considers the factors that affect the employee's attitude to achieve the goals of the organization itself. Employees who feel satisfied with working in general do not want to quit the organization where they work (Sapila, 2013)

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Conclusion