Affect Employee Job Satisfaction Research Articles

THE INFLUENCE OF WORK MOTIVATION AND SELF MANAGEMENT PRACTICES ON EMPLOYEE JOB SATISFACTION (CASE STUDY OF PT. BIO FARMA IN BANDUNG)

This research aims to determine how the description of work motivation, self-management practices, and employee job satisfaction, as well as to determine how the influence of work motivation and self-management practices on employee job satisfaction PT. Bio Farma. The factors tested in the study were work motivation and self-management practices as independent variables, while job satisfaction was dependent variables. The research methods used in this research are descriptive and verification methods. The population in this study were employees at PT. Bio Farma. The sampling technique used in this study was Purposive Sampling and the size of the sample in this study was calculated with the formula Slovin, so the total number was 200 respondents. The analytical methods used in this study are some linear regression analyses using SPSS25 for Windows. The results of this study show that work motivation and self-management practices affect employee job satisfaction at PT. Bio Farma. The effect of work motivation and self-management practices on employee job satisfaction was 59.3%.

The Influence of Innovation Culture, Work Ability and Work Commitment on Productive Behavior with Job Satisfaction as Intervening Variable

This study aims to determine the Influence of Innovation Culture, Work Ability and Work Commitment on Productive Behavior with Job Satisfaction as an Intervening Variable in Trenggalek Banana Chips IKM. The population used was all 100 employees of Trenggalek Banana Chips IKM, and in this study 100 people were used as samples. The sampling technique used in this study was a saturated sample. Data was collected through the distribution of questionnaires. To test the hypothesis used multiple correlation coefficient (R), determinant coefficient (R2), classical assumption test, F test and t test with the help of SPSS (Statistical Program for Social Science) version 18.0. The primary data in this study were obtained from a questionnaire whose measurement was using a Likert scale which was tested for validity and reliability. The results of this study prove that the culture of innovation (X1), work ability (X2), work commitment (X3) affect the productive behavior of employees (Y). Culture of innovation (X1), work ability (X2), work commitment (X3) affect employee job satisfaction (Z). In addition, innovation culture (X1), work ability (X2), work commitment (X3) and job satisfaction (Z) have direct and indirect effects on employee productive behavior (Y).

EFFECT OF COMPENSATION WORK ENVIRONMENT AND LEADERSHIP STYLE ON EMPLOYEE SATISFACTION AT DIGIBANK BY DBS INDONESIA (STUDY ON DIGIBANK EMPLOYEES BY DBS)

This study aims to partially analyze the influence of the work environment on the job satisfaction of Digibank by DBS Indonesia employees, to partially analyze the effect of compensation on employee satisfaction of Digibank by DBS Indonesia, to partially analyze the influence of leadership styles on the job satisfaction of Digibank by DBS Indonesia employees, to analyze the simultaneous influence between the work environment, compensation and leadership style on the job satisfaction of Digibank employees by DBS Indonesia. The method used in this study uses multiple linear regression analysis, the sample in this study is employees in the digibank section of DBS Bank Indonesia as many as 50 employees who will be used as respondents to fill out questionnaires. The results stated that the work environment has a partially positive and significant effect on employee job satisfaction. Compensation has a partially positive and significant effect on employee job satisfaction. The leadership style partially positively and significantly affects employee job satisfaction. Work environment, compensation and leadership style simultaneously affect employee job satisfaction.

Mismatched, but Not Aware of It? How Subjective and Objective Skill Mismatch Affects Employee Job Satisfaction

Several studies suggest that skill mismatch reduces job satisfaction. To date, research has primarily investigated the impact of subjective skill mismatch; the impact of objective skill mismatch has less commonly been analysed and has generally only focused on mismatches in single skills. The present study addresses the question of whether both subjective and objective skill mismatch reduces employee job satisfaction. This article contributes to previous research by disentangling the effects of objective and subjective skill mismatch on job satisfaction based on a multidimensional measure of objective skill mismatch among employees in Germany. Based on the 2018 wave of the German National Educational Panel Study (NEPS) Adult Cohort, multiple linear regression models are herein estimated in order to investigate how subjective and objective skill mismatches affect people’s job satisfaction. The findings indicate that subjectively skill mismatched employees are less satisfied with their job than matched employees to a statistically significant degree, even when controlling for the objective mismatch. However, objectively skill mismatched employees do not show statistically significant lower job satisfaction compared to matched employees. Although there is considerable dissonance between objective mismatches and the subjective perception of being mismatched, the findings suggest that skill mismatch only reduces job satisfaction when employees perceive themselves to be mismatched.

EFFECTS OF REWARD PRACTICES ON EMPLOYEE JOB SATISFACTION OF KENYA AIRWAYS, NAIROBI CITY COUNTY, KENYA

The human resource department plays a vital role in assuring that the employees are satisfied with the job that they do every day. Research has shown that satisfied workers are more productive and committed to their teams. Recently, Kenya Airways have faced numerous challenges resulting from a reduced rate of productivity for their workers and high turnover for its technical staff as a result of an increased level of dissatisfaction ensuing from poor pay, slow career progression, and hiring of expatriates. The main objective of this study was to investigate the effects of reward practices on employee job satisfaction at Kenya Airways in Nairobi County, Kenya. This study was anchored on two theories that include Abraham Maslow’s hierarchy of needs theory, and Expectancy theory. The study used descriptive research design to gather data on different subjects based on the research problem. Kenya Airways has 1501 staff; hence the study focused on a sample size of 150 employees from flight operations, HR, finance, operations, and commercial departments representing 10% of the workers’ population. The research collected both primary and secondary data to ensure that adequate data were gathered for analysis. A pilot study was carried on the instruments for collecting data to ensure the vital components of the main study are feasible. The testing of the instrument was carried out to guarantee reliability and validity. Additionally, the study adopted Cronbach’s Alpha to measure reliability and validity. Statistical Package for Social Sciences (SPSS) V22 was utilized for the interpretation and analysis of data. Multiple regression analysis was achieved using SPSS to determine the association of the variables used in the study. The findings showed the correlation study to determine the relationship between reward practices was positively correlated with job satisfaction (r = 0.751, ρ<0.05) Showing that reward practices had a positive correlation with job satisfaction. Based on the findings of this study, Reward was the most significant variable that affect job satisfaction with a beta value of (β2 = 0.847). Looking at the p values of all the variables, it had (p < 0.0). The research study concluded reward practices significantly and positively affects employee job satisfaction of Kenya airways. The study recommended that the management should focus to offer pay and benefits equal to competitors to motivate workers to remain dedicated to the company and reduce the high turnover rate among the technocrats. 
 
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PENGARUH SISTEM REKRUTMEN, PELATIHAN DAN PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA PADA PT SINAR JERNIH SUKSESINDO

Work performance and productivity are manifestations of many factors, including satisfaction. Satisfaction is an indirect factor, but its impact is very significant on performance achievement. Even under certain circumstances, job satisfaction becomes the dominant factor in effectiveness, efficiency, and productivity. This study aims to examine the work factors that affect employee job satisfaction. The research method uses quantitative and multiple linear regression analysis. Simultaneous test results show that satisfaction is a factor that is sensitive to company policies, including recruitment, training, and career development. The most interesting thing from this finding is that recruitment is an indirect factor that influences the sense of satisfaction. That is, a good recruitment system can bring a sense of justice to employees, especially at the stage of promotion, clarity in the acceptance of employees in certain positions, is a guarantee of a sense of justice. So there is no more feeling unappreciated or so

MOTIVASI, KOMPENSASI DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI BADAN PERENCANAAN PEMBANGUNAN DAERAH KABUPATEN TULUNGAGUNG DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVERNING

An organization is a group of cooperation between people which is held to achieve common goals. The organization is a form of association or an alliance made by two or more people to collaborate with each other in a formal bond. This study aims: (1) Analyze the influence of motivation on employee job satisfaction, (2) To analyze the effect of compensation on employee job satisfaction, (3) To analyze the effect of work environment on employee job satisfaction, (4) to analyze the influence of motivation on performance, (5) Analyze the effect of compensation on performance. (6) Analyzing the influence of the work environment on performance, (7) Analyzing the effect of job satisfaction on employee performance. (8) Analyzing the influence of motivation through job satisfaction on employee performance, (9) Analyzing the effect of compensation through job satisfaction on employee performance, (10) Analyzing the influence of the work environment through job satisfaction on employee performance. The results showed that: (1) motivation affects job satisfaction, (2) compensation affects employee job satisfaction, (3) work environment affects employee job satisfaction, (4) motivation affects employee performance, (5) compensation affects employee job satisfaction. Performance of the employees of the Regional Development Planning Agency of Tulungagung Regency. (6) The work environment affects employee performance, (7) Job satisfaction affects employee performance, (8) Job satisfaction is an interverning variable related to the influence of motivation on employee performance, (9) Job satisfaction is an interrelated variable related to the effect of compensation on employee performance. , (10) Job satisfaction is an interrelated variable related to the influence of the work environment on employee performance.

Pengaruh Quality Of Work Life (Qwl) dan Beban Kerja Terhadap Kepuasan Kerja Pegawai Pada Kantor Kesyahbandaran dan Otoritas Pelabuhan Kelas di Kijang

This study aims to determine and analyze whether there is influence of, quality of work life and workload to against employee job satisfaciton at Office X. This research is categorized as quantitative research with questionnaire instrument. Population in this research is all employees of Office X counted 41 people. Sampling technique by means of saturated sampling technique or census. The sample in this study is to take the population or as many as 41 samples. The data used in this study is the primary data obtained through Questionnaire. Instrument validity test using Correclation Bivariate formula, while reliability test using Cronbach Alpha. Measurers proved to be valid and reliable for research instruments. Multiple regression analysis is used to test the hypothesis of this research.Based on the results of this study it is known that the results of multiple linear regression test is Y = 2,826 + 0,16 X1 + 1,082 X2 where, quality of work life (X1), workload (X2 and job satisfaction (Y). Then T test results of variable quality of work life does not significantly affect employee job satisfaction (1,488 < 1,68288). Workload has a significant effect that is (22,009 > 1,6828. Test F together there is a significant influence on employee job satisfaction ( 247,626 > 2,85. R square test results give a value of 0,925 which mean 92,5% employee satisfaction variable can be explained through two independent variables, while the rest of 7,5% influenced or explained by other factors not included in this study.

Pengaruh Lingkungan Kerja Dan Stres Kerja Terhadap Kepuasan Kerja Karyawan Pabrik Gula Pesantren Baru Kediri

Sugar factory Pesantren Baru Kediri is a company engaged in the sugar industry engaged in sugar cane milling (sugar manufacture) which is the locomotive of the regional and national economy. This study aims to determine the effect of work environment and work stress on employee job satisfaction at PG Pesantren Baru Kediri. This research method is a quantitative method with a causal approach. Data collection techniques using questionnaires that have been tested using data quality tests, classical assumption tests and multiple linear regression analysis. The population in this study were all permanent employees at PG. Pesantren Baru Kediri, amounting to 195 employees.The sample in this study amounted to 13 employees who were determined using simple random sampling technique using the sample size formula Sugiyono (2017) The results showed that (1) The work environment has a partial effect on employee job satisfaction (2) Job stress has a partial effect on satisfaction Employee work (3) Work environment and work stress simultaneously affect employee job satisfaction at PG Pesantren Baru Kediri. Keywords: Working Environment; Job Stress; Job Satisfaction

“One Size Fits All”: A Fallacy in Measuring Staff Job Satisfaction—Monetary Recompenses Examined in the Ugandan-Based Chartered Private Universities

While looking at the senior academic staff in chartered private universities in Uganda, the study intended to establish if the homogeneous motivation model of using money as a sole predictor of job satisfaction fits the unique characteristics of the employees for whom it is intended. Using a mixed-method explanatory sequential approach, both numerical and interview responses were obtained from a statistically representative sample of 136 and 12 key informants, respectively, from six chartered private universities. At the univariate, bivariate, and multivariate levels, data were analyzed using SPSS16.0 software. Results indicated that monetary recompenses such as salary and allowances did not significantly and positively affect employee job satisfaction since the p values were higher than the calculated probability of 0.05, which was the minimum level of significance required in this study to declare a significant effect. The interview responses on the effect of salary and allowances were equally corroborated with the numerical data. However, bonuses were found to have a positive influence with corresponding positive remarks from the interviews. Although there are noticeable flashes of scholarly rigor in the existing body of literature that is skillfully threaded and cogently argued to support monetary incentives, contextual realities on the ground suggested otherwise. Senior academics have continued to quit work despite reasonable pay. Regrettably, at the time of this study, the human resource officers were confident that the ultimate drive for work is money. Little did they know that monetary recompenses have limitations in influencing senior academics. It is thus recommended that the idea of lumping employees into a homogeneous entity with no regard to their uniqueness and the existing individual differences among them is long outdated and deserves no space in modern human resource practices.

Exploring the Relationship between Despotic Leadership and Job Satisfaction: The Role of Self Efficacy and Leader–Member Exchange

This study explores the effects of despotic leadership (DL) on employee job satisfaction (JS) using self-efficacy (SE) as a mediating variable and leader–member exchange (LMX) as a moderated variable. Building on the social learning and social exchange theory, our research proposes a research model. In this model, despotic leadership affects employee job satisfaction both directly and indirectly through self-efficacy and leader–member exchange. We used a questionnaire survey analysis approach to collect data. Data were collected from the employees of small- and medium-sized enterprises (SMEs) located in Guangdong Province, P.R. China. A pilot test of 20 participants with similar demographics as the final sample was performed to test the usability of the questionnaire. We distributed 500 questionnaires among the target population. In total, 230 usable questionnaires were returned, resulting in a response rate of 53%. To estimate the proposed relationships in the theoretical framework, we used SPSS and AMOS. The results of this study confirmed that despotic leadership has a negative impact on employee job satisfaction. Moreover, the outcomes of this study indicate that self-efficacy has a mediating effect between despotic leadership and employee job satisfaction. Similarly, the results also confirm that LMX has a moderating effect between despotic leadership and employee self-efficacy. Therefore, we conclude that the community is understanding of the mechanism of despotic leadership, identify the mechanism to effectively deal with its negative effects, broaden the relevant research on the antecedent variable of self-efficacy, and provide practical enlightenment enterprises to retain and employ people.

Peran Mediasi Emotional Exhaustion pada Pengaruh Work Life Balance terhadap Kepuasan Kerja Karyawan Wanita di Universitas Negeri Surabaya

The factors that influence employee job satisfaction are work-life balance and emotional exhaustion. Factors that can affect job satisfaction will affect employee job satisfaction. This study aimed to determine the influence of work-life balance on job satisfaction through emotional exhaustion. This research was conducted at Surabaya State University, with a total sample of 60 employees and used convenience sample techniques. Data collection uses surveys, interviews, and questionnaires. Data analysis techniques using PLS (Partial Least Square). The results of the study show that work-life balance has a positive effect on job satisfaction, while emotional exhaustion harms job satisfaction.

Factors Affecting Employee Job Satisfaction in Nepalese Hospitality Industry: A Study of Hotels in Bhaktapur


 The objective of the study is to analyse the factors affecting employee job satisfaction in hotels of Bhaktapur, Nepal. Compensation and reward, working environment, career development, job security and co-workers are taken as independent variables and employee job satisfaction as a dependent variable. Using the purposive sampling, 153 employees were selected, and a questionnaire survey was carried out to collect data. Using regression analysis, the study found that compensation and reward, working environment, career development, and job security have significant impact on employee job satisfaction but the relationship with co-workers has negative significant impact on employee job satisfaction in hotels of Bhaktapur. Likewise, the study also revealed that job security has the highest positive significance on employee job satisfaction in hotels of Bhaktapur followed by compensation and reward, working environment and career development opportunities.

Faktor-Faktor Yang Mempengaruhi Kepuasan Kerja Karyawan PT. Trimegah Cipta Mandiri

Job satisfaction reflects a person's feelings about his job. The purpose of this study was to determine the factors that affect employee job satisfaction at PT. Trimegah Cipta Mandiri Farm 2 Talang Taling Village, Gelumbang District. The factors in question are the variables of leadership and motivation. This type of research is a survey research with a descriptive quantitative approach. The population is all employees of PT. Trimegah Cipta Mandiri Farm 2 Talang Taling Village, Gelumbang District, the sample was taken 56 people, with a random sampling technique with a saturated sample method. This study uses primary data obtained from respondents' answers in the form of filling out questionnaires, namely data obtained directly from the research object. Data analysis techniques include: instrument testing consisting of validity and reliability tests, classical assumption tests consisting of normality, multicollinearity, and heteroscedasticity tests, multiple linear regression tests and hypothesis testing consisting of the F test, the coefficient of determination test and the t test. The results of the research for the determination test showed an R Square of 0.803. This shows that the leadership and motivation variables simultaneously have an influence of 0.803 or 82.4% on job satisfaction, while the remaining 19.7% is the influence of (aspects) or other factors not included in the study, for example training variables, performance etc. While the correlation value (R) = 0.789. This shows that the variables of leadership and motivation have a very strong correlation to Job Satisfaction.
 Keywords: Leadership, Motivation and Job Satisfaction

PENGARUH KOMPENSASI FINANSIAL DAN STRES KERJA TERHADAP KEPUASAN KERJA KARYAWAN (Studi pada Karyawan bagian Produksi PT Daya Anugrah Mandiri).”

Human resources are the key to achieving company goals, therefore human resource management must be carried out appropriately so that company activities are not hampered, one of the things that companies must pay attention to is employee job satisfaction because high job satisfaction will make employees enthusiastic at work and capable. give the best for the company. While job dissatisfaction can make employee morale low, and make discipline and turnover relatively large, this in turn will prevent company activities from running effectively and efficiently. Job satisfaction is inseparable from the factors that can affect employee job satisfaction, some of which are financial compensation and job stress. Among the ways to determine employee job satisfaction is to know the state of financial compensation and work stress at the Head Office of PT Daya Anugrah Mandiri The purpose of this study was to determine whether there is an effect of financial compensation and job stress on employee job satisfaction either partially or simultaneously. The population in this study were 29 employees at the Head Office of PT Daya Anugrah Mandiri where the entire population was used as the object of research using saturated sampling. The variables studied in this study were job satisfaction, financial compensation, job stress. The method used in this research is a quantitative method with descriptive and verification approaches, and for data collection using survey methods, namely, questionnaires and interviews. The data collected is then analyzed using frequency distribution tables, classical assumption tests, simple linear regression analysis, multiple linear regression analysis, correlation coefficient analysis and determination coefficient analysis, with the help of a computerized system (SPSS version 16.0).
 The results of the research and discussion show: (1) Job satisfaction is in the low category with a total score of 1117, financial compensation is in the poor category with a total score of 741, and job stress is in the high enough category with a total score of 901. (2) Partially, the effect of financial compensation on job satisfaction is very strong with the contribution of the influence of 78.7% and the remaining 21.3% is influenced by other factors. The effect of job stress is very strong on job satisfaction with the contribution of the influence of 78.5% and the remaining 21.5% is influenced by other factors. (3) Simultaneously, the influence of financial compensation and job stress is very strong with the contribution of the influence of 87.5% and the remaining 12.5% ​​is influenced by other factors.

Walking the Walk: Does Perceptual Congruence Between Managers and Employees Promote Employee Job Satisfaction?

Public managers and employees should be on the same page for successful performance. Managers’ self-evaluations of their own management, however, often do not match employees’ evaluations. Despite the consistent findings of a discrepancy between managers’ and employees’ perceptions of management, little research has examined how this perceptual incongruence affects employee job satisfaction. The present study addresses this question using parallel surveys from both managers and employees in the context of public education. The findings suggest managers overestimate their management effectiveness in general. As the perceptual gap between managers and employees increases, employees are less likely to be satisfied with their organization and their profession. We also find that this relationship is nonlinear, and the negative effects of incongruence could be accelerated when employees have considerable consensus about management. This study highlights the role of perceptual congruence in creating a better work environment and promoting job satisfaction for public employees.

Pengaruh Lingkungan Kerja dan Beban Kerja terhadap Kepuasan Kerja Karyawan Wisma Sehati BSD Tangerang Selatan

Abstract: Purpose: This research is a research using a quantitative approach which aims to find out and prove the effect of the work environment and workload on the job satisfaction of the employees of Wisma Sehati BSD Tangerang Selatan branch. Research methodology: The population in this research were 30 employees and the sample used in this research was the same number of 30 people using the saturated sample technique. In collecting data, the data was distributed using an online questionnaire via Google Form. The analytical tool used in this research is SmartPLS 3.3.3 with the analysis technique used is path analysis. Limitations: (1) Limitations in the use of this measurement variable may not fully indicate the causes that also affect employee job satisfaction. (2) In addition, this research is only distributed to employees in one company. (3) And this research took place during the covid-19 pandemic so that it experienced limitations in distributing questionnaires Contribution: (1) This research is expected Wisma Sehati BSD to maintain and improve employee satisfaction by continuously maintaining and improving the quality of a good and comfortable work environment and improving a balanced workload. (2) Expected to be able to explore and implement the insights and knowledge that has been obtained during lectures regarding Human Resource Management that has been obtained while studying at the Management Study Program S1. (3) And also add insight which can then be applied in the management of human resources in the future Keywords: 1. Work Environment 2. Workload 3. Job Satisfaction

Effect of Remuneration on Employee Job Satisfaction at the Public Service Commission in Kenya

Over the years, job satisfaction is considered to be one such factor that has attracted the attention of not only government agencies, organizations, businesses, banks, and independent institutions but it has also proven to be an important aspect in academic institutions. In light of the above scenario the Kenya public service is not an exception. Although the mandate of the commission is to provide competent human resource in the public service, low morale and lack of staff motivation has remained a major challenge that Public Service Commission has to endure over the years. The objective of the study was to evaluate the effect of remuneration on job satisfaction at the Public Service Commission in Kenya. The study adopted a descriptive research design. The population for this study was 200 Public Service Commission employees. A stratified random sampling technique was employed to select a sample of 132 respondents. A five likert scale questionnaire was used to collect data which was analyzed through descriptive and inferential statistical analysis. The study found out that that Remuneration has a statistical significantly effect on employee job satisfaction at the Public Service Commission in Kenya at 95% confidence level. The study concluded that remuneration is an important factor affecting employee job satisfaction at the Public Service Commission in Kenya. The study recommended that the Public Service Commission in Kenya should improve on financial and non-financial compensation and increase employee wages in order to boost employee e satisfaction and enhance performance of public servants. Key Words: Remuneration, Job Satisfaction, Public Service Commission DOI: 10.7176/DCS/10-10-07 Publication date: October 31 st 2020

DETERMINANTS OF EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE UNIVERSITY OF KARACHI, PAKISTAN

The study identified factors affecting employee job satisfaction in the University of Karachi. The research collected data using survey questionnaire consisting of twenty-nine questions. The study found that a generous rewards and compensation packages lead to job satisfaction and are affected by promotion and job security. Good working relationship with co-workers also contributes to employee job satisfaction. Also, it is found that good working environment also contributes to employee motivation, and is influenced by better facilities, and training and development. Finally, good supervision provides motivation that enhances the quality of output and employee performance. The findings are important, because it is well-established in the literature that job satisfaction and employee motivation play a major role in increasing productivity of employees and profitability of the organization.

Does outsourcing reduce employee job satisfaction? A test of new public management orthodoxy

Recent public administration research has emphasised that governments’ growing use of market-like arrangements has massive consequences for public employees. This study explores the impact of service outsourcing on the work attitudes of public employees who still remain in their workplace using the case of the Internal Revenue Service (IRS) which outsourced the collection of delinquent tax debts. Relying on quasi-experimental analyses along with six years of data from the Federal Employee Viewpoint Survey from 2013 to 2018, this study offers evidence that outsourcing services negatively affect employee job satisfaction. This study also found that both supervisors and line employees present similar levels of job satisfaction after the outsourcing practice while theoretical arguments anticipate differing levels of reactions between the two groups of employees.