Employee Population Research Articles

PENGARUH STRATEGI PROMOSI DAN WORD OF MOUTH TERHADAP KEPUTUSAN PEMBELIAN STUDI KASUS PADA BAJU PRELOVED SECOND WOMEN DI KOTA BENGKULU

This study aims to determine what factors influence purchasing decisions, which include: (1) The influence of promotional strategies on purchasing decisions on preloved second women's clothes in Bengkulu City, (2), the influence of Word of Mouth on purchasing decisions on preloved second clothes. Bengkulu City Women. The sample of this study was the Bengkulu City Preloved Second Women's employees, totaling 50 employees by taking all employee populations. Data collection used a questionnaire while data analysis was carried out using multiple regression analysis. The results of the study found that: (1) The influence of the Promotion Strategy has a significant effect on Purchase Decisions on Preloved Second Women's Shirts in Bengkulu City. (2) Word Of Mouth is significant in Purchase Decisions on Preloved Second Women's Clothing in Bengkulu City. (3) The Variable Influence of Promotion Strategy, and Word of Mouth have a significant effect on Purchase Decisions on Preloved Second Women's Shirts in Bengkulu City. Keywords: Promotion Strategy And Word Of Mouth.

Pengaruh Servant Leadership terhadap Kinerja Individu di Mediasi Psikologi Empowerment

The aim of this research is to determine the influence of servant leadership on individual performance in the psychological mediation of empowerment. This research uses a quantitative approach with the employee population of PT Trikayarasa Jaya Food in Sidoarjo. The sample used was 70 employees of PT Trikayarasa Jaya Food. Data collection was carried out through questionnaires. The analysis in this research uses Partial Least Square (PLS) with SmartPLS 4.0 software. There are two model specifications used in PLS, namely: outer and inner models. The results of this research found that servant leadership influences individual performance, servant leadership influences the psychology of empowerment, individual performance influences the psychology of empowerment, psychology of empowerment mediates servant leadership on individual performance.

The Influence of Corporate Culture, Work Environment, Leadership Skill on Employee Performance Mediated by Employee Motivation on Fast Food Restaurant in Batam

Everything in life has changed as a result of globalization, including business. In the era of economic globalization, firms are now more competitive than ever. This suggests that every business needs to adapt in order to anticipate economic uncertainty. For businesses to maximize the performance of their human resources and prepare them for competitiveness, they require effective and efficient management. As a result, businesses must understand the factors that influence employee performance. The article aims to analyze company culture, work environment and leadership skills which are mediated by motivation so that they can influence employee performance. This research uses a population of fast-food restaurant employees in the city of Batam with 3 (four) fast food restaurant samples to represent them, including McDonald's, KFC, J.CO, Chatime, Marugame Udon. The number of questionnaire samples analyzed were 373 respondents. Data processing in this study uses the Partial Least Square (PLS) program using the path analysis method. The results of the research show that: First, company culture, work environment, leadership skills have a significant effect on motivation. Second, motivation is proven to have a significant positive effect on employee performance. Finally, the role of the motivation mediator variable in mediating the influence of the independent variables corporate culture, work environment, leadership skills on the dependent variable employee performance was proven to be significant

Investigating the influence of internal corporate social responsibility (ICSR) on work commitment and performance of employees of automobile companies in Chennai

As the automobile sector continues to evolve, the dynamics of employee engagement, commitment, and performance become crucial considerations for sustained success. Understanding how internal CSR practices influence employee behaviours and outcomes is essential in navigating the unique challenges and opportunities within this dynamic sector. This research seeks to explore these dimensions, aiming to bridge the existing knowledge gap and provide valuable insights for both academia and industry practitioners. This study employs an exploratory and descriptive approach, utilizing a mixed research methodology that integrates both qualitative and quantitative methods. The population of employees working in Chennai's automobile companies is the focus of the study. A Convenience Sampling method was employed to select a sample of 150 Employees belong to Automobile Sector from various parts of Chennai district. A Structured Questionnaire was used to gather primary data. The researcher employed a combination of descriptive and inferential statistical techniques to analyse the collected data. The study found that Internal CSR Practices have strong, positive and high relationship with Work Commitment and Performance of employees working in Select Automobile Companies. Male Employees have perceived more regarding the different Internal CSR Practices, have more positive Work Commitment and Performance of employees than their counter-part. ‘Labour Practices’ has stronger influence and ‘Recognition and Rewards Programs’ practice has weaker influence and ‘Diversity and Inclusion Initiatives’ Practice has no discernible impact on employees' performance in Select Automobile Companies. The study contributes to the ongoing discourse on the strategic internal CSR practice implementation in the automobile industry, offering actionable recommendations for companies to enhance employee commitment, and performance

The Effect of Training on an Ageing Workforce’s Attitude to Digital Transformation of a Communications Company

The rapid pace of technological change has significant implications for the modern workforce, particularly for organizations with an aging employee population. This study sought to explore the notion that a workforce nearing retirement are not interested in technology intensive training. The study employed a qualitative approach using semi-structured interviews with 13 purposively selected participants who were employees aged 55 or older in a large communications company in South Africa company. In terms of its findings, participants aged 55 and above with extensive tenure in communications companies, emphasized that aging goes beyond chronological age, reflecting a mind-set towards learning and adaptation. Contrary to stereotypes, older employees expressed a desire for technology training, but organizational barriers hindered access to such opportunities. Limited exposure to emerging technologies and discontinuation of training impedes digital transformation efforts. The study challenges misconceptions that older employees do not want to learn, revealing organizational barriers to technology training. Recommendations include providing technology training for older employees and ensuring continuous exposure to emerging technologies. The study underscores the importance of addressing age-related barriers to foster digital innovation and organizational growth in communications companies.

Pengaruh Leader-Member Exchange dan Motivasi pada Organizational Citizenship Behavior dengan Kepuasan Kerja sebagai Pemediasi

The study aims to determine the effect of leader-member exchange (LMX) and work motivation on organizational citizenship behavior (OCB) with mediation of job satisfaction at PT Adi Satria Abadi Yogyakarta. By using a population of PT Adi Satria Abadi employees with a sample size of 80 respondents. The sampling technique used accidental sampling. Data obtained through questionnaires and processed by classical assumption tests and multiple linear regression analysis, as well as the sobel test. So the conclusion is that LMX and work motivation have a significant positive effect on job satisfaction. LMX variables and job satisfaction are not significant on OCB. Work motivation variables have a significant positive effect on OCB. Job satisfaction does not mediate the LMX and work motivation on OCB. The object in this study only covers one branch of PT Adi Satria Abadi Yogyakarta.

Employee psychological ownership and work attitudes

PurposeThis study aims to explain the link between employee psychological ownership (EPO) and work engagement (WE). The authors conceptualize EPO as a combination of various personal resources, i.e. self-efficacy, self-identity, accountability, belongingness and territoriality, and expected it to positively contribute to WE.Design/methodology/approachThe authors analyze survey data from employees of a public service organization in Greece and verify key findings using a two-wave cross-sectional survey design targeting a heterogeneous population of employees in the United States of America.FindingsThe findings indicate that EPO is positively related to WE and job satisfaction mediates the relationship between EPO and WE. Furthermore, the authors' results support the discriminant validity between promotive EPO, preventative EPO (territoriality), WE and job satisfaction.Originality/valueThe present study provides a deeper understanding of EPO, as it is explained in the theoretical foundations of the job demands-resources model (JD-R) model and helps us understand how EPO can affect WE.

Development of a Management Framework for Energy Efficiency for Sustainability of Hotels in Jeddah, Saudi Arabia Using Structural Equation Modelling

The paper examined the utilized critical factors that affect hotel building sustainability in Jeddah, Saudi Arabia and developed a framework to identify the suitable operational and technical for improving the energy performance of hotel constructions. The mixed methods for collecting energy used data from twenty-four established hotel buildings have been adopted in Jeddah, Saudi Arabia. The survey method was applied in the forms of questionnaires to collect data for the research. The surveying work was carried out on a population of hotel buildings employees with various academic qualification levels and age including engineers, developers, and managers. Structural equation modeling, analysis based on the validation survey, was used to examine the dependencies and interdependencies of the critical factors. The IBM, SPSS 22 and AMOS 23 were used on the basis of maximum likelihood estimates for exploratory factor analysis and confirmatory factor analysis resulting in validated measurement and structural models. This study utilized seventeen critical factors influencing building energy performance in Jeddah, Saudi Arabia. The model identified energy performance building indicators; and established causality as standard metrics for building energy efficiency evaluation and benchmark between building energy performance, management policy, operations, and strategic driver. This recognized strong interdependent relations in the template between the four constructs. The stronger results were: strategic drivers on the energy performance model and management policy on strategic drivers highlighting the importance of energy-saving constructs.

The psychological contract and staff retention among South African higher education employees: The influence of socio-demographics

Orientation: The global skills crisis, ‘the great resignation’, and technological advancements have impacted the higher education (HE) sector in South Africa. Staff retention is at risk because of the specialised skills sought by institutions, making employment relationships and skill retention top priorities.Research purpose: The aim of this study was to explore the influence of socio-demographic differences on the relationship between psychological contract preferences and staff retention among South African HE employees.Motivation for the study: High staff turnover in South African HE sector and inability to retain crucial skilled employees pose challenges for HE institutions (HEIs) in a complex and diverse environment.Research approach/design and method: A cross-sectional quantitative survey was conducted on a purposively selected population of full-time employees, both academic and administrative, with a final random sample of participants (N = 493) employed in an open-distance HEI in South Africa. Inferential statistics, specifically tests for significant mean differences, were performed.Main findings: Higher education employees from different race, gender, age, job level and tenure groups differ considerably in terms of their psychological contract preferences and their satisfaction with organisational retention practices.Practical/managerial implications: Interventions for HE staff retention should prioritise strengthening diverse employees’ psychological contracts, meeting their needs, and ensuring fulfilment of promises and commitments in the employment relationship.Contribution/value-add: This paper’s unique contribution lies in the new insight it provides into the psychological contract and retention-related preferences of diverse employees in the South African HE context.

Pengaruh Manajemen Perubahan, Budaya Organisasi, dan Manajemen SDM terhadap Kinerja Perusahaan pada PT Recapital Asset Management

All organizations face a dynamic and changing environment. The demands of being a competitive organization mean that companies must respond more quickly to customer needs, and this can change over time. It can be said that the external environment of an organization tends to be the force that drives change. On the other hand, organizations internally feel the need for change, thus every organization will face the choice between changing or dying, suppressed by the forces of change. This research aims to determine the effect of change management on company performance, determine the effect of organizational culture on performance, to determine the effect of human resource management on company performance, and together to determine the effect of change management, organizational culture and resource management. Human Resources on Company Performance. This research uses quantitative methods and uses several theories as indicators. This research took data from the population of all PT Recapital Asset Management employees who were the object of the research, by distributing questionnaires. The results of this research show that there is an effect between management changes on company performance which can be determined by management change indicators at 18.4%, while company performance is still determined by other factors at 81.6%. Meanwhile, the strength of the relationship between the two is positive but at a low or weak level. There is an effect between organizational culture on company performance which can be determined by organizational culture indicators at 43.2%, while company performance is still determined by other factors at 56.8%, meanwhile the strength of the relationship between the two is positive but at a moderate level. There is an effect between HR management on company performance which can be determined by HR management indicators at 20.9%, while company performance is still determined by other factors at 79.1%, while the strength of the relationship between the two is positive but at a low or weak level. There is an effect between management changes, organizational culture, HR management together on company performance of 44.3%, while company performance is still determined by other factors at 55.7%. The strength of the relationship between the two is positive but at a moderate level.

Abstract C108: Employer-based implementation of Galleri multi-cancer early detection testing to address socioeconomic disparities in receipt of screening

Abstract Background: Multi-cancer early detection (MCED) tests are designed to complement USPSTF-recommended screening to detect many cancers for which no established screening methods exist. Implementing an MCED test as an employee benefit offers an approach to detect cancers for which there is no screening method and to address socioeconomic disparities in receipt of screening. Methods: Galleri, a blood-based MCED test, was implemented in companies with employees in industrial/manufacturing spaces. We approximated educational attainment (≤12 years vs >12 years) as a dichotomous measurement of socioeconomic status (SES). The industrial locations with employees of lower SES were selected based on data from individual companies and focused on diverse employees, low rates of preventive screenings, high healthcare costs, and low health literacy. Enrollment was accomplished through on-site events where consent and blood draws were available, as well as telehealth visits with subsequent blood draws. Results: From October 2021 to May 2023, 812 Galleri MCED tests were administered in a population of industrial employees. Of the participants, 317 (39%) were female and 495 (61%) were male, and the median age was 54 years. A total of 217 (27%) participants were aged 35-49, 531 (65%) were aged 50-64, and 62 (8%) were aged 65-79. Four tests returned a cancer signal detected result with a predicted cancer signal origin of colorectal (n=2), anus (n=1), and breast (n=1). Of the four participants with a cancer signal detected result, three were in the 50-64 age group and one was in the 65-79 age group. The breast cancer diagnosis was confirmed, and follow-up is ongoing in the participants with a cancer sign origin of colorectal and anus. A total of 676 (83%) tests were administered during 9 on-site events and 136 (17%) were obtained by telehealth visits. Factors that were important for taking the Galleri test were onsite events, trusted long-time employees onsite that spoke their language and helped translate the request form, explanation of the test in their native language, and the ability to administer the test without a computer or other digital requirements. Conclusion: MCED testing may be implemented more widely among individuals of lower SES when it is included as an employee benefit with in-person communication by trusted employee messengers and by limiting digital requirements. Supporting the unique needs of individuals before administering an MCED test and those with a cancer signal detected result are important steps for improving access and achieving diagnostic resolution. Citation Format: Ahmedin Jamal, Robert Winn, William Cance, Tim Johnson, Wayne Lilyestrom. Employer-based implementation of Galleri multi-cancer early detection testing to address socioeconomic disparities in receipt of screening [abstract]. In: Proceedings of the 16th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2023 Sep 29-Oct 2;Orlando, FL. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2023;32(12 Suppl):Abstract nr C108.

THE INFLUENCE OF WORK EXPERIENCE, KAIZEN CULTURE, AND COMPETENCE ON EMPLOYEE PERFORMANCE MUSHROOM MSMES IN KEDIRI

This research seeks to explores the influence of work experience, kaizen culture, and competence on the performance of employees in Mushroom Micro, Small, and Medium-Sized Enterprises (MSMEs) in Kediri. The study encompassed the entire population of MSME Mushroom employees in Kediri, totaling 45 individuals, employing a saturated sampling technique where all respondents were considered as samples. Data collection methods involved observation, interviews, questionnaires, and literature studies, with data measurement conducted through the Likert scale. Analysis of the collected data employed validity tests, reliability tests, multiple linear regression tests, t tests, F tests, and the coefficient of determination, facilitated by SPSS 16.0. The results of the multiple linear regression analysis indicated that all independent variables significantly influenced the dependent variable, which is employee performance. The coefficient of determination revealed a percentage of 70.9%, signifying that work experience, kaizen culture, and competence collectively account for this portion of the variance in the performance variable. The remaining 29.1% is attributed to other variables not scrutinized in this research. These findings highlight the substantial influence of the specified factors on employee performance within the context of Mushroom MSMEs in Kediri.

Cardiovascular risk factors among Polish employees of uniformed services.

Employees of uniformed services (EoUS) were screened for cardiovascular risk factors. A total of 1138 EoUS (age M±SD 49.9±6.0 years) and 263 controls (age M±SD 54.4±9.7 years) under the care of the cardiology clinic in Gdańsk, Poland, were included in the study. Medical history and blood samples were collected, and a physical examination was performed. Ten-year cardiovascular risk of death was calculated using the systematic coronary risk evaluation (SCORE) risk algorithm for high-risk countries. Significantly higher values of mean systolic and mean diastolic blood pressure, mean total cholesterol level and mean BMI were recorded among the EoUS compared to controls (M±SD 141.7±11.6 mm Hg vs. 135.5±11.0 mm Hg, p < 0.001; 90.1±5.9 mm Hg vs. 84.5±6.8 mm Hg, p < 0.001; 6.01±0.76 mmol vs. 5.44±0.87 mmol, p < 0.001; 29.3±4.7 vs. 29.0±4.1, p < 0.001, respectively). Smoking cigarettes was most frequently reported by the youngest group (20-39 years old) - 47.7% and it was significantly higher in the entire EoUS group compared to control group (35.5% vs. 16.7%, p = 0.001). The occurrence of observed risk factors (blood pressure ≥140/90 mm Hg, total cholesterol concentration >5 mmol, smoking,) was significantly higher among EoUS compared to controls (92.1% vs. 57.8%, p < 0.001; 89.0% vs. 66.9%, p < 0.001; 35.5% vs. 16.7%, p < 0.001, respectively). In the male group, the mean calculated ten-year risk of fatal cardiovascular events, the percentage of high calculated risk, and very high risk were higher in the EoUS group compared to controls (M±SD 4.44±3.49 vs. 4.23±3.86, p = 0.001; 23.7% vs. 20.2%, p = 0.007; 7.4% vs. 6.5%, p = 0.03, respectively). The prevalence of all identified risk factors was found to be higher among employees of uniformed services when compared to the control group. The presence of these risk factors within the population of uniformed service employees results in a greater risk of mortality from cardiovascular diseases. Int J Occup Med Environ Health. 2023;36(5):656-71.

Extreme work, professionalism, and the construction of mental health in correctional work

Abstract As an employee population, correctional officers (COs) perform a stressful, dangerous, and extreme job that has significant consequences for their health and well-being. Yet, COs are often reluctant to focus on their own mental health concerns. In this study, we explore how US COs communicatively engage and avoid discussing mental health in relation to their work. Using a phronetic iterative approach, we analyze how a discourse of professionalism promotes COs (1) practicing emotion suppression and impersonalization to protect themselves from inmates and mental health challenges and (2) constructing mental health as an inmate problem in ways that may limit COs’ abilities to address their own mental health concerns. We assess how professional ideals thus serve as both a protective resource and a constraint, with dehumanizing consequences for COs and those they serve. We then consider theoretical implications for studying professionalism in working class occupations and stigma management communication. We also outline possibilities for disrupting and reconstructing mental health in correctional work.

Turnover Intention: is it Influenced by Quality of Work Life and Job Satisfaction as a Mediator?

The research aims are to determine the influence of quality of work life on turnover intention, the impact of quality of work life on job satisfaction, the influence of job satisfaction on turnover intention, and the indirect effect of quality of work life on turnover intention through job satisfaction among employees. This study is quantitative research with a population size of 107 employees, and the sample was drawn from the entire employee population. The analytical method used is simple linear regression. The research results indicate a negative and significant partial effect of quality of work life on turnover intention. There is also a positive and significant partial effect of quality of work life on job satisfaction. Furthermore, there is a negative and significant partial effect of job satisfaction on turnover intention. Lastly, there is an indirect effect of quality of work life on turnover intention through job satisfaction. This means that as the level of quality of work life increases, job satisfaction will improve, and either directly or indirectly, turnover intention will decrease.

Potential Risks of Cloud Computing in Financial Institutions in Tanzania: Perspectives from CRDB Bank Plc

The adoption of cloud computing introduces a range of potential risks that financial institutions must navigate with prudence. Cloud service providers are entrusted with valuable customer information, and any compromise could have severe consequences, including financial losses and reputational damage. The main objective of this research was to assess the potential risks of cloud computing in financial institutions in Tanzania. This is done in the context of CRDB bank. The research employed a mixed methods approach, incorporating both quantitative and qualitative data collection methods. The data was acquired through questionnaires, specifically targeting the employee population of CRB bank. The data underwent quantitative analysis. The research sampled population is 201 respondents from ICT, legal and procurement departments at the financial institution. Cloud computing poses hazards that financial organizations must carefully manage. Security of sensitive financial data comes first. Any compromise of cloud service providers' client data could result in financial losses and reputational damage. Data privacy risks occur as legislative contexts change. Cross-border cloud services can challenge data sovereignty and local legislation. Another crucial factor is operational continuity. Financial institutions depend on uninterrupted service, putting them exposed to cloud service provider outages and technical issues. Maintaining financial services and client satisfaction are crucial. The regulatory compliance challenge is unique. Cloud computing requires vigilance in local and international legal systems. To retain financial ecosystem confidence, financial institutions must ensure their cloud-based solutions meet industry standards and laws. The study stressed the importance of a holistic strategy to cloud computing in financial institutions like CRDB Bank PLC. Cloud technology has many benefits, but stakeholders must be cautious and implement risk management and mitigation strategies. The conclusions of this study can help CRDB Bank PLC and other Tanzanian financial institutions make educated cloud technology implementation decisions. These decisions must prioritize financial system security, privacy, and resilience. The results also highlight the need for financial industry-regulatory cooperation to keep the regulatory framework up to date with technology.

The Knowledge Sharing Anomaly to Improve Organizational Citizenship Behavior

Companies need skilled and qualified human resources in the competitive business world because human resources need to be well organized and developed to complete their work optimally so that human resources provide maximum contribution to produce high performance for progress. The purpose of this research is to determine the influence of self-efficacy and knowledge sharing on Organizational Citizenship Behavior (OCB) in mediating job satisfaction. This research uses a quantitative descriptive approach with a permanent employee population of 50 people. This research uses the Smart-PLS 3.3.9 analysis method. The data collection technique was carried out using a questionnaire. The research results show that self-efficacy has no effect on OCB, knowledge sharing has a positive and significant effect on OCB, self-efficacy has a positive and significant effect on job satisfaction and knowledge-sharing affects job satisfaction. Job satisfaction influences OCB, and job satisfaction can partially mediate the influence of knowledge sharing on OCB, and job satisfaction can mediate the influence of self-efficacy on OCB. An interesting finding, where self-efficacy is not significant to OCB, Negative self-efficacy is not able to improve relationships between employees in forming OCB behavior, so it cannot improve employee performance as a group or individually. In this case it can be seen from the behavior of employees collectively, they are unable to develop or are not moving towards development ideal behavior both individually and in groups of employees to produce performance the organization is not getting any better either.

Predictive analysis of waste generation at the Babussalam Islamic Boarding School, Pekanbaru City

Babussalam Islamic Boarding School is an Islamic educational institution that has education levels ranging from kindergarten, elementary school, junior high school, and high school with a population of students, teachers, and employees in the Islamic Boarding School of Babussalam which is 2248 people. A large population with an area available produces waste generation (organic, paper, and plastic). Research has been conducted related to the generation of waste generated in the Babussalam Islamic Boarding School and the predictions for the next five years. Measurement methods and data calculations use SNI 19-3964-1994. Total solid waste generation in Pesantren Babussalam is 0.3746 kg/person with an average of 0.042 kg/person. The total volume of solid waste generation in Pesantren Babussalam is 98.338 liter/person with an average of 1.37 liter/person. The average composition of organic waste is 0.1392 kg/person with a percentage of 37%. The average composition of waste paper is 0.1374 kg/person with a percentage of 36%. The average composition of plastic waste is 0.1042 kg/person with a percentage of 27%. Waste generation in 2024 is predicted to increase by 35.33371 kg/year, with a total generation in 2024 of 176.668 tons.

The Influence of Job Satisfaction and Employee Retention on Employee Performance Mediated by Perceptions of Leadership Style

The discussion concerning the role of human resources in company management is closely linked to the effective management of the existing human resources, enabling them to play a significant role in achieving the company's goals. To ensure the company's stability, it is essential for human resource management to make efforts in maintaining employee performance. Furthermore, companies must work diligently to develop strategies for retaining employees with high potential and the ability to positively contribute to the overall performance of the company. The objective of this study is to analyze the impact of job satisfaction and employee retention on employee performance, with the mediation of leadership style perception among employees at PT XYZ. The sample for this research comprises the entire population of employees at PT XYZ who have been with the company for a minimum of six months, totaling 150 individuals. This study employs a quantitative correlational method using Structural Equation Models (SEM). Data collection was conducted through a questionnaire distributed via Google Forms among PT XYZ employees. Data analysis for this study was performed using the SmartPLS version 4.0 software. The findings of this study reveal that, at PT XYZ, job satisfaction and employee retention do not directly impact employee performance. However, they do significantly influence employees' perceptions of leadership style, with leadership style perception being identified as the key factor influencing employee performance.

Peran Kepemimpinan Komunikasi Internal dan Pengembangan Karir Terhadap Kepuasan Kerja Karyawan Pada Perusahaan Telekomunikasi

This research is an empirical study which aims to analyze the impact of leadership, internal communication, and career development on employee job satisfaction at Plasa Telkom East Java and Central Java Province. The research was conducted at the Plaza offices of East Java and Central Java Province involving the employee population (93 respondents) and using questionnaires and documentation as data collection tools. The research results show that partially, leadership and internal communication have a significant impact on employee job satisfaction, while career development does not show a significant impact. Overall, these three variables have a significant impact on the job satisfaction of Plasa Telkom employees in East Java and Central Java Province, with leadership as the most dominant factor, indicated by a regression coefficient value that is greater than the smallest probability value. The relationship between leadership, internal communication, career development and employee job satisfaction show a positive and significant correlation. However, the role of these three variables in supporting employee job satisfaction is still relatively less dominant, which may indicate that there are other factors outside the research framework that have a greater contribution to employee job satisfaction.