The moderating role of affective commitment on the influence of job satisfaction on intent to stay: Variations across categorical variables

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.

Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someone out of the company is very difficult. Before the employee decides to leave the organization, it first appears the intention of the employee to leave the organization (turnover intention). Job satisfaction, affective commitment, continuance commitment, and normative commitment are the four factors that influence employee turnover intention. This study aims to (1) to describe descriptive job satisfaction, affective commitment, continuance commitment, normative commitment and turnover intention of Grand Palace Hotel employees (2) to find out whether job satisfaction, affective commitment, continuance commitment and normative commitment have negative and significant influence against employee turnover intention Grand Palace Hotel.This type of research uses a quantitative approach with multiple linear regression analysis. The population in this study are all employees of Grand Palace Hotel with contract status of 45 respondents. Sampling technique using total sampling technique. Methods of data collection using open and closed questionnaires.From the data analysis, the results obtained that, employee job satisfaction in the high category or satisfied; affective commitment of employees into high or good category; continuance commitment of employee into category enough or good enough; employee normative commitment is high or good category; and employee turnover intention included in the category enough. The result of analysis using SPSS shows that: (1) Job satisfaction has negative and significant effect to employee intention turnover, meaning H1 is accepted; (2) Affective commitment has a negative but insignificant effect on employee turnover intention, meaning H2 is rejected; (3) Continuance commitment has a negative and significant effect on employee intention turnover, meaning that H3 is accepted; (4) Normative commitment negatively and significantly affect employee intention turnover, meaning H4 accepted.The suggestion given by the researcher to the Grand Palace Hotel is as follows: (1) pay attention to employee's job satisfaction level, especially on the attitude that is not satisfied with salary, promotion, and coworkers relationship (2) emotional employees by providing motivation, understanding of the hotel's mission vision, ownership and sense of love towards the organization, increasing employees' self-confidence that they are right to lose if leaving the hotel because other organizations are no better, maintaining an already high normative commitment employee response to items that indicate a lack of sense of debt to the organization (3) and then for employee intent turnover, it is necessary to consider the direction and provision of self-confidence in employees is a business that can dampen the intentions of employees to find another job. In subsequent research to retest or re-examine whether it is true that affective commitment has an insignificant negative effect on the turnover intention of other hotel employees.

This study examined the effect of two job attitudes – perceived psychological contract breach and job satisfaction on affective commitment as well as whether job satisfaction mediates the relationship between psychological contract breach and affective commitment. A cross-sectional explanatory research design was used involving a sample of 223 academicians drawn from five public universities in Tanzania. Multiple regression analysis techniques were used to examine the effect of psychological contract breach and job satisfaction on academicians’ affective commitment to their respective universities. The mediation role of job satisfaction was tested using Andrew Hayes’ Process Macro 4.0. The results show that the two predictors explained about 62 percent of the variance in affective commitment where psychological contract breach and jobs satisfaction have, respectively, statistically significant negative and positive effects. Job satisfaction, in addition to being the most influential predictor, mediates significantly, but partially, the relationship between psychological contract breach and affective commitment. The study concludes that while psychological contract breach negatively affects the academicians’ affective commitment, part of this effect is indirect through job satisfaction. It, therefore, recommends that honoring psychological contracts is important for cultivating affection and identification of academicians with their universities, and that these outcomes would be enhanced if job satisfaction-enhancing measures are also stepped up.

The purpose of this research is to analyze empirically effect of organizational culture, job satisfaction, and servant leadership on service quality through the affective commitment of employee from freight forwarding companies in Jakarta. e research method used in this research is descriptive quantitative. Determination of the number of samples in this study using purposive sampling technique as many as 262 respondents as research objects who are employees of freight forwarding companies in the Jakarta. The data used are primary data collected by distributing online questionnaires through Google forms. The collected data were analyzed by SEM method using Smart PLS 3.0 and SPSS Ver 25 software. The results of the study show that the indirect effect of affective commitment provides full mediating between job satisfaction and service quality improvement; and partial mediating occurs on the effect on affective commitment between organizational culture and service quality, as well as servant leadership and service quality. There is a direct effect between organizational culture on service quality; servant leadership on service quality; organizational culture on affective commitment; job satisfaction on affective commitment; and servant leadership on affective commitment; as well as an affective commitment to service quality. There is no direct effect between job satisfaction on service quality. Managerial implications contribute to managers in freight forwarding service industry should pay attention to job satisfaction by opening opportunities for promotions, giving bonuses, and sufficient salaries to foster the emotional attachment of employees and improve service quality. Novelty from the results of this study is affective commitment acts as a mediating variable in building service quality and becomes a full mediating between job satisfaction and service quality.

Objective – Employees’ perception of HR practice is crucial because it can affect individual and organizational outcomes. HR practices may influence the perception employees have of the support that is available to them from the organization, the work-life balance, and the organization’s commitment to their employees. The purpose of this study is to investigate the impact of perceived HR practices on affective commitment. This study also explores the role of perceived organizational support in mediating work-life balance. Methodology/Technique – This survey was conducted between February – May 2019 using 178 employees ranked as officer (with no managerial position) from various organizations. The mediation analysis using SPSS and Macro Process was used to identify the relationship between the variables. Findings – The results indicate that employee perception of effective HR practice influences employee affective commitment. Further, perceived organizational support and work-life balance can mediate the relationship between those variables. However, the mediation only works if the mediator stands as a separate variable. When both mediators are put together, they do not mediate the relationship. Novelty – Studies concerning human resource (HR) practice and employee work behaviour remains scarce in Indonesia. The practical benefit from this study is to contribute to the knowledge of organizations concerning the implementation of effective HR practice in order to build a sense of supportive and balance in both work and private life. Additionally, both mediators may contribute to the development of affective commitment. Type of Paper: Empirical. Keywords: Affective Commitment; HR Practices; Perceived Organizational Support; Work-Life Balance. Reference to this paper should be made as follows: Luturlean; B.S. Prasetio; A.P. Saragih; R. 2019. The Effect of Human Resource Practice, Perceived Organizational Support and Work-Life Balance in Enhancing Employee’s Affective Commitment, J. Mgt. Mkt. Review 4(4) 242 – 253. https://doi.org/10.35609/jmmr.2019.4.4(3) JEL Classification: M12, M13. M19.

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

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.

Objective: The purpose of this paper is to examine the influence of job involvement, job satisfaction, and affective commitment on job-hopping behavior, as well as the moderating effect of alternative employment opportunities on millennial employees. Design/Methods/Approach: With a quantitative approach, this paper involved 175 millennial employees in Indonesia who were determined using purposive sampling techniques and analyzed through structural equation modeling (SEM) technique. Findings: The results reveal that job involvement and affective commitment have a positive effect on employee job-hopping behavior so that millennial employees who are fully involved in work and emotionally committed are still doing job hop. Nevertheless, work satisfaction has a detrimental effect on job-hopping activity. The moderating effect of perceived alternative employment opportunities shows insignificant results between affective commitment and job-hopping behavior, meaning that employees' perceptions of getting another job are not affecting their decision to do job-hopping. Originality/Value: This study contributes to existing literature on job hopping behavior by examining the correlation of job involvement, job satisfaction, and affective commitment, using the theory of planned behavior (TPB). Unlike many other studies, this research specifically focuses on millennials, providing a fresh perspective on this well-explored demographic's working behavior. This becomes critical as millennials have become major players in job markets, globally. Practical/Policy implication: Given the results, it is recommended that the organization design practical training and development programs and provide benefits to improve employee welfare. Emotional support from supervisors as well as co-workers is also considered effective in retaining millennial employees in the workplace.

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

Healthcare technical workers are responsible for service delivery and are indispensable to the organisation. However, being in a client facing role, they perform under client pressures thereby experiencing stress. The enormity of the healthcare industry ensures the existence of multiple competing organisations. Therefore, attrition is a cause of concern for these industries. Not only do organisations suffer as a consequence of such actions, the end users of such services may also be affected by attrition. The purpose of this study is to examine whether the intent to stay of healthcare workers is influenced by their job satisfaction and affective commitment. It also attempts to understand if affective commitment moderates the influence of job satisfaction on the intent to stay. The study has adopted a quantitative survey-based and primary data-based approach. The sample consists of technical healthcare staff such as medical imaging technicians, pathology laboratory technicians and medical equipment technicians. Two stage sampling has been adopted, with convenience sampling being used to approach private sector hospitals, and random sampling being used to select the respondents. Standard and established scales have been used in the study. The results indicate a significant correlation among job satisfaction, affective commitment and intent to stay. Further, the findings of analysis indicate that job satisfaction significantly influences the intent to stay. Affective commitment also significantly impacts the intent to stay. Moreover, affective commitment moderates the influence of job satisfaction on the intent to stay. Healthcare organisations need to focus not only on enhancing the job satisfaction of healthcare staff but also pay attention effective commitment. They therefore need to focus not only on enhancing job skills and competencies but also provide a congenial organisation climate conducive to growth and development.

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.

<span lang="EN-US">Affective commitment is ultimately carried out by a leader in an organization, including in high schools. This study mainly aims to examine the influence of personality and job satisfaction on the affective commitment of high school principals mediated by motivation. A quantitative survey was employed in this study. The sample studied was 90 public high school principals in Jakarta, Indonesia. The data were collected through a questionnaire, which has been tested for validity and reliability. The data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM) using SmartPLS 3.0 software. The results showed a significant relationship between the public school principals’ personality and job satisfaction on their affective commitment which is mediated by motivation. In more detail, the results indicated: i) a positive direct effect of personality on affective commitment, personality on motivation, and job satisfaction on the motivation of public school principals; ii) no significant direct effect of job satisfaction on affective commitment; and iii) a mediating role of motivation, that directs to a positive and significant influence on personality, job satisfaction, and principals’ affective commitment. The study’s implications for related authorities are presented.</span>

Product stewardship has developed progressively into a social license to operate expectation from consumers and businesses alike in today's chemical industry. This trend has been reinforced by governing authorities with the introduction of increasing number and complexity of chemical regulations which shifts added responsibility to industry to manage product supply chains in a more sustainable fashion. This has no exemptions to the oil and gas industry which calls for the embedment of product safety, product regulatory compliance and the overarching product stewardship agenda into the core of a product's value chain at every life cycle stage. This paper gives a brief overview of major emerging regulations in the Asia Pacific region relevant to industry and examines the impact of these regulations towards a product's supply and value chain. This paper also highlights the prospects for early adopters to transform the perceived burden of compliance into strategic opportunities to enhance product stewardship performance as well as secure long term access to markets by adapting key areas in the product's supply chain as well as leveraging supply chain intelligence. This is with the goal of implementing structured data driven approach or "data to decision" frameworks in securing existing product market access and bringing new products into target markets thereby reducing "time to market" from a product regulatory compliance stand point as well as adequately managing product HSE risks systematically.