Affect Employee Loyalty Research Articles

The Impact of Transformational Leadership, Employee Satisfaction, and Employee Engagement on Employee Loyalty

Employee loyalty is an important part of managing a hotel business. So antecedents of loyalty are needed, suchas transformational leadership, employee engagement, and employee satisfaction. This research examines theinfluence of transformational leadership, employee engagement, and employee satisfaction on employeeloyalty. This research involved employees at four-star hotels with a total of 261 respondents. The data collectedwas analyzed using multiple linear regression analysis with the IBM SPSS 27 program. Research findings showthat transformational leadership does not affect employee loyalty. Meanwhile, employee engagement andemployee satisfaction significantly increase employee loyalty. Some of the limitations of this research are thatthere is no separation between back office employees and frontliners so it is difficult to determine the level ofaccuracy of the perceptions given. Apart from that, the data collection method uses self-assessment so data biasis very high.Keywords: Transformational Leadership, Employee Engagement, Employee Satisfaction and EmployeeLoyalty

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH KOMPENSASI TERHADAP LOYALITAS KARYAWAN

Employee loyalty is a form of positive achievement or success of a company in managing employees. This study aims to analyze the role of job satisfaction in mediating the effect of compensation on employee loyalty. This research was conducted at PT Federal International Finance Group Denpasar, Buluh Indah Branch. The population used is all employees at PT FIF Group Denpasar, Buluh Indah Branch, which is 58 people, all of whom will be sampled using the saturated sample method. The data analysis technique used is path analysis and sobel test. The results of the analysis show that compensation has a positive and significant effect on employee loyalty, compensation has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on employee loyalty, job satisfaction plays a positive and significant role in mediating compensation on employee loyalty. PT FIF Group Denpasar Buluh Indah Branch is expected to monitor, evaluate the compensation system and provide compensation in accordance with employee responsibilities. The results show that the research is in line with social exchange theory and the research framework which implies that one of the factors affecting employee loyalty is compensation and job satisfaction.

Pengaruh Servant Leadership, Motivasi dan Kepuasan terhadap Loyalitas Kerja Karyawan pada Plataran Canggu Bali Resort & Spa

In a hotel accommodation, there are employees who work to serve and provide information to guests, able to achieve success and determine the development of the company. Each employee has their own Job Loyalty and to increase Work Loyalty. The aim of this study was to determine the effect of Servant Leadership on motivation, and Job Satisfaction on Job Loyalty at Plataran Canggu Bali Resort & Spa with a population of 60 employees. Data analysis was performed by using the regression test. The research results showed 1) servant leadership has a significant positive effect on employee loyalty, with a t-count value of 24.248 > t-table value of 1.67 and a significance of 0.000 <0.05. 2) motivation has a significant positive effect on customer satisfaction, with a t-count value of 12.758 > t-table value of 1.67 and a significance of 0.000 <0.05. 3) satisfaction has a significant positive effect on work loyalty, with a t-count value of 13.114 > t-table value of 1.67 and a significance of 0.000 <0.05. 4) simultaneously servant leadership, motivation and satisfaction have a significant effect on employee loyalty at Plataran Canggu Bali Resort & Spa, with an f-count value of 349.770 > f-table value of 2.77 and a significance of 0.000 <0.05. Based on these results it can be concluded that servant leadership, motivation and satisfaction partially and simultaneously affect employee loyalty at Plataran Canggu Bali Resort & Spa with a contribution of 94.7%.

An investigation of the role of Wasta social capital in enhancing employee loyalty and innovation in organizations

Considering the pressures of fluctuating external environments, organizations are constantly seeking ways to be responsive and able to improve their performance with lower costs. Employer–employee relationships have changed rapidly in recent years, and there is growing interest in considering human resources as a form of capital, and a strategic factor for business excellence. A focal point for HR professionals is employee loyalty, recognized as pivotal in realizing long-term organizational goals. This paper delves into the concept of Wasta social capital and its pivotal role in fostering employee loyalty and innovation within the unique cultural context of the Arab world. It is argued here that Wasta social capital is the fundamental dynamic that stimulates employee loyalty in the workplace. This conceptual paper provides new insights through understanding the significant role Wasta social capital plays in affecting employee loyalty in a collectivist culture, differing from the conventional business-context factors of loyalty. Obtaining a deeper understanding of employee loyalty and how it is developed in Arab-world business contexts can promote innovation.

Analysis Of The Influence Of Compensation And Working Environment On Loyalty In American Fast Food Restaurants Employees

Determining and analyzing how pay and work environment affect employee loyalty is the goal of this study. In this investigation, a saturation sampling strategy was employed. There were one hundred employees in the sample for this study. This study employed both primary and secondary data collection methods. Armature or questionnaire procedures were utilized to collect primary data for this study. Documentation and literature reviews are the data sources for this study. This study employed a quantitative descriptive analytical approach that involved doing tests for data quality, classical assumptions, and hypotheses. Various findings can be derived from the research conducted, including the following: characteristics related to the work environment have a partial impact on employee loyalty. The relationship between employee loyalty and salary is not entirely linear. Compensation and aspects of the work environment have a simultaneous impact on employee loyalty.

Factors affecting employee loyalty among teachers in private vocational colleges in Guangzhou, China

Factors affecting employee loyalty among teachers in private vocational colleges in Guangzhou, China

Examining the Effect of Leadership, Communication and Compensation on Employee Loyalty: A Case Study of Indonesia Civil Servant

The contemporary business environment has become increasingly sophisticated, partly driven by advancements in science and technology. These developments foster innovation, leading to discoveries and solutions that streamline and enhance business operations. Integrating cutting-edge technologies and scientific knowledge enables companies to improve efficiency, optimise processes, and respond more effectively to dynamic market demands. Thus, this study examines the effect of leadership, communication and compensation on employee loyalty among Indonesian civil servants. This cross-sectional study is carried out using questionnaires. A total of 389 Indonesian civil servants participated in this study, and the data analyses were done using multiple linear regression by assisting SPSS-23. This study found that leadership and compensation do not significantly affect employee loyalty, while communication significantly affects employee loyalty. This study concludes that communication is critical and has important policy implications for organisations that foster loyalty and retain talent.

PENGARUH KARAKTERISTIK PEKERJAAN TERHADAP LOYALITAS KARYAWAN DIMEDIASI VERTICAL TRUST DAN PERCEIVED SUPERVISORY SUPPORT

Every company will try to get quality human resources in order to support the effectiveness of the company's work in achieving the expected goals. The purpose of this study was to explain the effect of job characteristics on employee loyalty mediated by vertical trust and perceived supervisory support at the Tritunggal Tuka Credit Cooperative. This research was conducted at the Tritunggal Tuka Credit Cooperative. The sample size used in this study was 80 people with the method of determining the sample, namely saturated sampling. Collecting data using a questionnaire. Data were analyzed using PLS-based SEM analysis techniques. The results show that job characteristics have a significant positive effect on employee loyalty, job characteristics have a positive effect on vertical trust, job characteristics have a positive effect on perceived supervisory support, vertical trust mediates the effect of job characteristics on employee loyalty, and perceived supervisory support mediates the effect of job characteristics on loyalty. employee. Based on the results of this study, it is expected that the Tritunggal Tuka Credit Cooperative understands job characteristics, vertical trust, and perceived supervisory support that can affect employee loyalty.

The Influence of Leadership Style and Compensation on Teacher Work Loyalty at Northern Green School

SD Northern Green School in Medan City is an alternative primary school in the city. The location of this school is at JL. Old Babura District No. 13. Medan Baru City of Medan Prov. North Sumatra, based on more detailed information. This study aims to determine the effect of leadership style and compensation on the work loyalty of teachers at Northen Green School Medan. The research method will involve the use of a questionnaire that is assessed using a Likert scale which provides choices of strongly agree, agree, disagree, neutral, agree, and strongly agree. Data analysis methods used include multiple linear regression analysis, coefficient of determination test, partial test, and simultaneous. The results of the study show that leadership style and compensation both simultaneously and partially affect employee loyalty.

PENGARUH KOMPENSASI DAN PENGEMBANGAN KARIR TERHADAP LOYALITAS KARYAWAN PADA PT TOR GANDA PERKEBUNAN KARYA PERDANA

Keeping employees in a company that keeps to working in the company. The study purposed to know how compensatition and career development affect employee loyalty partial and simultaneously in PT Tor Ganda Perkebunan Karya Perdana. The study used as many as 105 employees who worked there. The instrument used in this study is a questionnaire. Hypothetical testing was done using linear regression analysis with SPSS 26. The study explains that there is an effect between compensation and career development simultaneous on employee loyalty. Partial, compensation affects employee loyalty, whereas career development does not not affect employee loyalty.

Pengaruh Kompensasi dan Lingkungan Kerja Terhadap Loyalitas Karyawan PT. BSI KC Medan S Parman dengan Kepuasan Kerja Sebagai Variabel Intervening

To increase employee loyalty and job satisfaction, companies need to pay attention to aspects of compensation and the work environment of employees to achieve company goals; if these aspects are fulfilled, it is effortless for companies to achieve company targets. This study aims to determine the effect of compensation and work environment on employee loyalty through job satisfaction as an intervening variable. The type of research used is quantitative research with an associative approach. Data collection techniques using questionnaires as the primary data collection tool. The population in this study is as many as 31 respondents who are employees of PT. Bank Syariah Indonesia S Parman Branch Office using a saturated sampling technique. Data were analyzed using the Path Analysis method, processing using SPSS 26.0. The results showed that partial compensation does not affect employee loyalty and job satisfaction because other variables also control compensation variables. Still, correlational payment has a significant influence on employee loyalty. Meanwhile, the work environment substantially affects employee loyalty and job satisfaction. And when the variables of compensation and work environment are through the variables of job satisfaction, these two variables do not affect employee loyalty. In contrast, job satisfaction has a significant influence on employee loyalty..

Analisis Insentif Finansial dan Insentif Non Finansial Terhadap Loyalitas Kerja Karyawan (Studi Pada PT. Anta Utama Kediri)

PT Anta Utama is a ticket sales service company with experience in the fields of: Transportation, ticketing, travel documents, haj/umroh, and tourism tours. The purpose of this study is to explain whether incentives can increase employee loyalty, organizations are required to pay more attention to financial factors that affect them such as incentives and non-employee incentives. This research method is to use quantitative research and conducted at PT Anta Utama Kediri. The population in this study are all employees at PT. Anta Utama has 50 employees. The results in this study are that giving incentives is one of the company's ways or efforts to increase employee loyalty. The results of the study show that incentives and non-financial incentives simultaneously affect employee loyalty at PT Anta Utama Kediri Financial. Thus, the provision of incentives to employees shows that partially financial incentives affect employee loyalty at PT Anta Utama Kediri.

Exploring factors affecting Employee Loyalty through the relationship between Service Quality and Management Commitment a case study analysis in the iron and steel industry Al Ezz Dekheila Steel Company in Egypt

Exploring factors affecting Employee Loyalty through the relationship between Service Quality and Management Commitment a case study analysis in the iron and steel industry Al Ezz Dekheila Steel Company in Egypt

Pengaruh Gaya Kepemimpinan, Budaya Organisasi, Dan Motivasi Kerja terhadap Loyalitas Karyawan CV. Logam Jaya Abadi

This study aims to analyze whether leadership style, organizational culture and work motivation can affect employee loyalty carried out at CV. Logam Jaya Abadi, Bitung City, North Sulawesi. This research is a survey research using the technique of distributing questionnaires to employees of CV. Metal Jaya Abadi which is the sample in the study. The determination of the sample is based on the Cohen Manion and Marriso table, with a confidence level of 90 per count by taking the least sample, which is close to 50. The hypothesis testing uses the t test and f test. The data testing technique in this study consisted of validity test, reliability test, normality test, multicollinearity test, heteroscedasticity test, multiple linear regression analysis, t test, f test and coefficient of determination test. This study provides results that leadership style and organizational culture have a positive and significant effect on employee loyalty. However, work motivation gives negative results or does not affect employee loyalty, in research conducted in the field, researchers conclude that there are several factors such as salaries that are deemed inappropriate and inadequate health and old age benefits, which is why the work motivation variable is negative.

Ethical leadership in relation to employee commitment in a South African manufacturing company

Orientation: Ethically questionable practices have given rise to a tremendous interest in studying leaders’ ethical behaviours, which have become a subject of interest for scholars and practitioners alike, and how they could affect employee loyalty positively.Research purpose: The aim of this study was to explore the relationship between ethical leadership and organisational commitment in a South African steel industry.Motivation for the study: Previous research on the influence of ethical leadership on employee commitment suggests that ethical leaders are those who inspire, motivate and foster an ethical culture that enhances the psychological connection and well-being of workers.Research design, approach, and method: This research was quantitative and employed a cross-sectional approach. The measuring instruments were the Ethical Leaders Behaviour Questionnaire and the Organisational Commitment Scale. A convenience sample (N = 200) was drawn from among permanent employees at South African steel manufacturing company. Correlation and multiple regression analyses were conducted.Main findings: The results indicate that the participants’ perceptions of ethical leadership related positively to the level that ethical leadership predicted organisational commitment.Practical and managerial implications: The results of this study have interesting implications for management and human resource professionals, as they can use the information during leadership development training to promote and encourage ethical behaviour and psychological attachment among employees. The data might also be utilised to establish a culture of responsibility, which could increase employee dedication. Ethical leadership appeared as a crucial component of organisational commitment, which may result in reduced inclination to leave and absenteeism. The data might be used by management to enforce and encourage ethical behaviour, which could increase employee commitment.Contribution or value-addition: The findings of this research will add to the body of knowledge about the relationship between ethical leadership and organisational commitment in the context of South African steel industry, while emphasising the practical implications for line managers and behavioural practitioners.

Pengaruh Keselamatan Tempat Kerja dan Budaya Aman terhadap Retensi Karyawan dan Loyalitas Karyawan

This study examines and analyzes the influence of workplace security and safety culture on employee retention and loyalty. The population in this study were all employees working at manufacturing companies in Gresik. Sampling using a simple random sampling technique, and the sample used in this study was 60 samples. This research aims to understand entrepreneurs, especially those engaged in manufacturing because the worker safety factor is significant. Employers can retain the best employees and increase employee loyalty to the organization. Methods This research takes a quantitative approach by using a cross-sectional design. Research sources come from primary sources obtained through questionnaires and secondary sources from articles related to the research topic. Research data collection through questionnaires using a five Likert scale with five alternative answers—analysis of research data using multiple linear regression tests that had previously been through the classical assumption test using SPSS version 24. The test results show that all the hypotheses proposed have a significant effect. Employee loyalty, workplace security, and safety culture significantly impact retention and work safety and security culture positively affect employee loyalty. The implication for practitioners based on this research is that workplace safety is a basic need for employees that employers must meet. Organizations must also implement a good workplace safety culture to increase loyalty and retain employees.

Pengaruh Lingkungan Kerja Dan Kompensasi Terhadap Loyalitas Karyawan Pada PT. Mahakam Kencana Intan Padi Surabaya

According to the researchers' observations, there are problems related to employee loyalty, therefore the purpose of this study is to determine whether the work environment and compensation affect employee loyalty at PT. Mahakam Kencana Intan Padi Surabaya. The research method used is quantitative. The population in this study were all permanent employees at PT. Mahakam Kencana Intan Padi Surabaya as many as 38 employees. The sampling technique used was the saturated sampling method. The data used in this study is primary data, primary data is obtained from distributing questionnaires, while the data analysis technique uses Partial Least Square (PLS) with SmartPLS software. The results of this study indicate that the work environment and compensation have a positive and significant effect on employee loyalty at PT. Mahakam Kencana Diamond Rice Surabaya. This shows that the existence of a good work environment and compensation will create strong employee loyalty to each employee.
 Keywords : Work Environment, Compensation, Employee Loyalty

THE INFLUENCE OF WORK CHARACTERISTICS, ORGANIZATIONAL CULTURE, AND LEADERSHIP ETHICS ON THE LOYALTY OF EMPLOYEES IN INDO FURNITURE

Every company considers human resources the most important asset in developing a business or company itself. This study aims to determine whether the characteristics of the work affect the Loyalty of Indo Furniture Employees. To find out whether Organizational Culture affects Indo Furniture's Employee Loyalty. To find out whether Leadership Ethics affect the Loyalty of Indo Furniture Employees. To determine whether work characteristics, organizational culture, and leadership ethics affect employee loyalty. The research approach used by the author is to use a quantitative approach. Results: the effect of job characteristics obtained t value 16.992 with a value of t sig = 0, 000 < 0.05). Thus, it can be stated that the Job Characteristics partially affect Indo Furniture Employees' Loyalty. The influence of organizational culture obtained t value of 2.436 with a value of sig = 0.001 > 0.05). Organizational Culture Affects Indo Furniture's Employee Loyalty. The influence of Leadership Ethics obtained t-value of 3.612 with a value of sig = 0.001 > 0.05. Leadership Ethics Affects Indo Furniture's Employee Loyalty.

The Effect of Working Environment, Trust in Management, and Job Satisfaction

ABSTRACT Objective – This study was conducted to identify the relationship between working environment, trust in management, and job satisfaction toward employee loyalty among millennial employees. Methodology – Quantitative method was applied for this data analysis research. The study objective is accepted with the use of SPSS 25.0 in processing the data. Findings – The empirical result showed that working environment and trust in management directly and significantly affect employee loyalty among millennials. In contrast, job satisfaction is shown to have no significant effect on employee loyalty. Novelty – This is one of the first studies to examine trust in management concerning employee loyalty context in Indonesia, and in particular, the joint influence of working environment and job satisfaction. Keywords: employee loyalty, trust in management, working environment, job satisfaction JEL Classification: J28, M1, M10, M12, Article Info: Received 21 January 2022. Accepted 21 July 2022 Article Correspondence: rahmat.jeyhan@my.sampoernauniversity.ac.id Recommended Citation: Jeyhan, Rahmat B. (2022), The Effect of Working Environment, Trust in Management, and Job Satisfaction. Journal of Multidisciplinary Issues 2(1) 1-9 (2022)

Pengaruh Lingkungan Kerja, Kompensasi dan Stress Kerja terhadap Loyalitas Karyawan


 This study aims to examine the effect of work environment, compensation and work stress on employee loyalt. This type of research used is quantitative research. This study uses the census method, which takes all the population as research respondents. The number of respondents is 55 people and the results of the analysis using SPSS Version 23. Based on the results of the analysis on the data, it can be concluded that the work environment has a positive and insignificant effect on the employee loyalty variable, the work environment plays an important role in the quality of employee loyalty (1) Compensation has a positive and significant effect on employee loyalty, the importance of compensation is as follows: one indicator of job satisfaction (2) Work stress has no significant effect on employee loyalty, work stress is something that often happens in a workplace and stress is a process of one's thoughts, emotions and physical condition. (3) Work environment, compensation and work stress simultaneously affect employee loyalty (4). 
 Keywords: Work environment, compensation, work streses and employee loyalty