Increase Employee Satisfaction Research Articles

Pengaruh Hubungan Personal Terhadap Kepuasan Kerja CV Permata Karya Jaya Surabaya

Prawati Ika Lia 1961201047 Sekolah Tinggi Ilmu Ekonomi Pemuda Advisor Anisa Nur Aini S.PD,. M.P.D The Impact of Personal Relationships on Job Satisfaction at CV Permata Jaya. This research was conducted to see the impact of personal relationships on job satisfaction at Cv Permata Karya Jaya. Researchers use quantitative techniques. Quantitative research, the sampling technique in this study is a saturated sample, all employees 64 workers from all departments as a sample. The results of the study show that personal relationships (X) have a significant effect on job satisfaction (Y). In this case it proves that one way to increase employee satisfaction is by providing good interpersonal relationships. With good relationships and interactions, job satisfaction is created.

The Role of Work Satisfaction in Mediating the Influence of Performance Benefits and Organizational Fairness on Employee Performance at Puskesmas Banjarangkan I Klungkung Regency

The Puskesmas Banjarangkan I in Klungkung Regency is one of the health service units contributing to providing healthcare services to the community. However, the minimum performance targets have not yet been achieved. The important idea that emerges is to convey the significance of performance allowances and organizational fairness to increase employee satisfaction and thereby enhance their performance. The purpose of the research is to reveal how work satisfaction mediates the influence of performance allowances and organizational fairness on employee performance at the Puskesmas Banjarangkan I in Klungkung Regency. This study applies a quantitative approach, using surveys and a sample of 78 employees from the Puskesmas Banjarangkan I, Klungkung Regency. The analysis employs the PLS-based SEM method and measures the scale using a quantitative approach similar to that used in earlier studies. The study's results show that performance allowances and organizational fairness have a positive and significant effect on employee satisfaction and performance. Employee satisfaction also has a positive and significant influence on performance, and it can mediate the impact of performance allowances and organizational fairness on employee performance. Additionally, organizational fairness tends to determine employee performance. I would suggest that the management of Puskesmas Banjarangkan I improve the decision-making process that involves employees. This includes exploring the job description and listening to employee problems before creating decisions. It is also important to gather accurate and complete information before making any decision.

Internet Network Analysis with Hierarchy Token Bucket Method at Dhyana Pura University

Bandwidth management is indispensable in computer networks. Not only to manage the needs of each individual, but also to keep the data traffic running smoothly. Dhyana Pura University is a private university that utilizes information technology in achieving optimal performance. Observation results with throughput, delay, packet loss and jitter parameters show that bandwidth management has not been done properly. Implementation of bandwidth management is done on Mikrotik Cloud Core Router and PC Router based on Ubuntu server version 16.04. One way to reduce performance degradation is to manage bandwidth. Good bandwidth management is expected to provide the right Quality of Service (QoS) for each internet service. The Hierarchy Token Bucket (HTB) method as a queuing method that regulates bandwidth usage to be given to each internet user shows more optimal results and is easier to use according to the desired needs. This is because the bandwidth is divided evenly and prevents one user from spending excessive bandwidth, so that it can increase employee satisfaction in using internet services. The results of the analysis of measuring the level of employee satisfaction with the Customer Satisfaction Index (CSI) method show that the HTB method has a total satisfaction index of 66.154% in the very satisfied category, while for troughput variables of 65.32%, delay of 67.14%, packet loss of 66.50% and jitter of 65.40%. Thus the implementation on the internet network at Dhyana Pura University using the Hierarchy Token Bucket (HTB) method is feasible to implement with a satisfied predicate.

Implementation Of Gendhis Canteen Service Standards To Improve Employee Satisfaction In Semarang Hotel

The canteen is one of the most important parts because it is the main support for employee consumption. They play an important role in providing official food to employees in hotels. The importance of the quality and taste provided is very influential for the satisfaction and comfort of all employees. In providing services, the canteen must serve optimally so that the service will be well received without any dissatisfaction. Data collection methods were collected in 4 ways, namely literature study, observation, interviews, and documentation studies in order to obtain accurate data regarding the satisfaction of canteen staff towards employees. The results obtained from this study are that employees are still dissatisfied with the variety of food menus on weekends. Meanwhile, on weekdays, the variation of the food menu is quite satisfying. A company is said to be successful if employee satisfaction can be guaranteed, and the presence of inhibiting and supporting factors is one of the factors that can be a success of a company or not in its application. The results of this study are that increasing employee satisfaction with canteen services in a company greatly influences the welfare and satisfaction of employees in the company, so it is important for the human resources department to prepare all the facilities needed by employees and also provide excellent service to all employees.

The impact of utilizing inclusive leadership among nurses during crises: A multisite comparative study.

Nurses' psychological wellness and satisfaction are threatened by exposure to many stressors. Adopting a promising leadership style has beneficial impacts at different levels, especially during crises. This study aimed to examine the impact of inclusive leadership on nurses' satisfaction and psychological distress during crises, focusing on three Arabic countries. A cross-sectional descriptive design was utilized to meet the study goal. Data were collected electronically in the three countries using the Kessler Psychological Distress Scale (K-10), Minnesota Satisfaction Questionnaire, and Carmel's Inclusive Leadership Scale. Two hundred seventy-four participants fully responded: 90 from Egypt, 82 from Saudi Arabia, and 102 from Jordan. Descriptive statistics, Pearson R, Spearman Rho, Point biserial, and ANOVA tests were used to answer the research questions. There were statistically significant differences between countries in the mean scores of inclusive leadership and psychological distress. In addition, statistically significant relationships between inclusive leadership, psychological distress, and job satisfaction were found. The study focused on the importance of approaching inclusive leadership to increase employee satisfaction, reduce psychological distress, and achieve organizational goals.

What we know about transformational leadership in tourism and hospitality: a systematic review and future agenda

ABSTRACT Leadership is crucial in tourism and hospitality, shaping employee motivation, job satisfaction, and performance. Transformational Leadership (TFL) is essential to promoting innovation and positive culture. However, knowledge of TFL needs to be more cohesive, requiring holistic research. Therefore, the study compares hospitality with the attributes of both TFL and Servant Leadership (SL). The study reviewed 38 articles published between 1970 and 2022, revealing TFL’s significant positive impact on the industry, increasing employee satisfaction, motivation, and performance. The study’s originality lies in its comprehensive systematic review of empirical research on TFL in the tourism and hospitality industry. The study addresses the gap in knowledge surrounding TFL’s impact on the industry and provides valuable insights into its positive effect on employee satisfaction, motivation, and performance. Additionally, the study highlights the common attributes of TFL and SL, suggesting that the two leadership styles may complement each other in this industry. Through this research, practitioners and researchers can gain a more comprehensive understanding of TFL’s effectiveness and develop new theories and avenues of research to enhance leadership practices in the tourism and hospitality industry.

Corporate Volunteering Impacts

Institutions such as the European Commission have committed themselves to promote corporate social responsibility (CSR) in their 2020 Strategy for Europe, being that an increasing number of companies are developing corporate volunteering (CV) as part of their CSR policy. The purpose of this paper is to study the impacts of CV implementation on three stakeholders: the company, the community, and the employees. Through a survey targeting employees with experience in CV, it was possible to conclude, generally, that the main perceived impact is increasing employee satisfaction level; that CV impacts are partially influenced by gender, the respondents' frequency in CV activities, and preferences; and, finally, that CV impacts are mainly explained in the company by self-serving purposes, in the community by the anticipation of benefits, and for employees by the social exchange, attribution, and identification psychological theories.

The Influence of Emotional Intelligence on Employee Engagement and Job Satisfaction through Work-Life Balance

This research aims to examine how emotional intelligence affects employee engagement. This research also reveals the influence of emotional intelligence on job satisfaction. Work-life balance is used as a mediating variable. Purposive sampling was used to choose the 194 respondents that would make up the research sample. Data analysis utilizing SmartPLS 3.0 software was used to test the hypothesis. Findings from this research indicate that employee engagement is influenced by emotional intelligence both directly and indirectly. Additionally, job satisfaction is influenced both directly and indirectly by emotional intelligence. The findings of this research reveal that, despite each person's distinct work-life balance circumstances, emotional intelligence may be utilized to increase employee satisfaction.

Pengaruh Kompensasi dan Stres Kerja terhadap Kepuasan Kerja Pegawai Lembaga Pemasyarakatan Kelas I Cipinang dengan Motivasi Kerja Sebagai Variabel Intervening

The purpose of this study was to determine the impact of compensation and work stress on the employee work satisfaction with work motivation as an intervening variable in Cipinang Class I Jail, Jakarta. This study was conducted using a saturated sample. The analysis tool used is SEM (Structural Equation Modeling). The test result showed that 1) Compensation had a positive and significant impact on work satisfaction meaning that the increasing compensation increased employee satisfaction. 2) Work stress had a positive and significant impact on employee work satisfaction meaning that the increasing work stress would also increase employee work satisfaction. 3) Compensation had a positive and significant impact on employee motivation meaning that the increasing compensation increased employee motivation. 4) Work stress had no positive yet insignificant impact on employee motivation meaning that increased employee stress caused work satisfaction to not necessarily increase. 5) Work motivation had a positive and significant impact on employee work satisfaction meaning that increasing motivation increased employee work satisfaction. 6) Work motivation mediated work compensation had a positive and significant impact on employee satisfaction meaning that the motivation given by the leaders could increase work satisfaction. 7) Work motivation did not mediate work stress and was insignificant for employee work satisfaction meaning that work motivation did not necessarily affect employee work stress.

Innovation in Human Resource Management to Create a Better Work Environment and Contribute to Organizational Success: A Systematic Literature Review

Amidst the digital revolution and industrial transformation, the human resource management paradigm has changed dramatically. Nowadays, innovation in HR is no longer just an option but a necessity for organizations that want to remain relevant and competitive. This change occurred because of the many challenges faced by companies in finding, developing, and retaining quality employees. The literature search process was carried out on various databases (PubMed, Web of Sciences, and Google Scholar) regarding the analysis of innovation in human resources management. This study follows the preferred reporting items for systematic reviews and meta-analysis (PRISMA) recommendations. Innovation in human resource management (HR) has become the main driver for organizational transformation in facing the challenges and demands of the ever-evolving world of work. The use of advanced HRM information technology and software has helped increase efficiency in various aspects of human resource management, such as recruitment, training, development, and performance evaluation. Innovations in creating a work environment that balances work and personal life, as well as promoting equality and inclusion, have increased employee satisfaction and productivity.

Does Transformational Leadership and Flexible Working Arrangements Affect Journalist Performance? The Mediating Role of Job Satisfaction

The purpose of this study was to evaluate the effect of transformational leadership and flexible working arrangements on the performance of journalists through job satisfaction. Data was collected from journalists who are members of the Indonesian Journalists Association of East Java Province (PWI East Java) through a questionnaire survey that was distributed. A total of 100 completed questionnaires were received. The hypothesis was tested using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) approach supported by the Smart-PLS 3 computer software program. The results of the study show that transformational leadership, flexible work arrangements, and job satisfaction have a significant positive correlation with journalist performance. It was also found that job satisfaction mediates the relationship between flexible work arrangements and journalist performance. However, job satisfaction does not mediate the relationship between transformational leadership and journalist performance. This study proposes that companies need to ensure that leaders at all levels have strong transformational leadership qualities and create a work environment that can increase employee satisfaction. Companies must understand the factors that can increase job satisfaction, such as providing constructive feedback, work flexibility, and a healthy work-life balance. By increasing job satisfaction, employees will feel more satisfied with their jobs, which will ultimately have a positive impact on their performance. This kind of research has not been completed or even not discussed in academic research. Therefore, this problem needs to be included in management science.

PENGARUH KOMPENSASI DAN STRES KERJA TERHADAP KEPUASAN KERJA PEGAWAI LEMBAGA PEMASYARAKATAN KELAS I CIPINANG DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING

<em>The purpose of this study was to determine the impact of compensation and work stress on the employee work satisfaction with work motivation as an intervening variable in Cipinang Class I Jail, Jakarta. This study was conducted using a saturated sample. The analysis tool used is SEM (Structural Equation Modeling). The test result showed that 1) Compensation had a positive and significant impact on work satisfaction meaning that the increasing compensation increased employee satisfaction. 2) Work stress had a positive and significant impact on employee work satisfaction meaning that the increasing work stress would also increase employee work satisfaction. 3) Compensation had a positive and significant impact on employee motivation meaning that the increasing compensation increased employee motivation. 4) Work stress had no positive yet insignificant impact on employee motivation meaning that increased employee stress caused work satisfaction to not necessarily increase. 5) Work motivation had a positive and significant impact on employee work satisfaction meaning that increasing motivation increased employee work satisfaction. 6) Work motivation mediated work compensation had a positive and significant impact on employee satisfaction meaning that the motivation given by the leaders could increase work satisfaction. 7) Work motivation did not mediate work stress and was insignificant for employee work satisfaction meaning that work motivation did not necessarily affect employee work stress</em>

The Effect of Work Environment and Skills on Employee Job Satisfaction at PT. Jaya Pratama Motorindo Medan

This study aims to determine the influence of work environment and skills to job satisfaction at PT Jaya Pratama Motorindo Medan. The approach used in the study This is quantitative research. The research was conducted at PT-Jaya Pratama Motorindo, at Jalan Tilak No. 43 D/73 Sei Rengas I Medan Kota. Amount respondents used in the study This that is totaling 70 people. This study uses primary data with a shared questionnaire to whole employees at PT. Jaya Primary Motorindo. Research showed that environment work and skills Are influential positive, and significant to satisfaction work at PT Jaya Pratama Motorindo. Environmentally comfortable work and employees with high skills work will also be constructive in increasing employee satisfaction.

Effect of servant leadership on happiness at work of university teachers: The mediating role of emotional salary

Undeniably, this new normality brought about by COVID-19 represents an extraordinary challenge for universities, from strengthening infrastructure, technology, and quality of services, to achieving happiness in their collaborators. In response, this study aims to examine the effect of servant leadership on happiness at work, with emotional salary as a moderating variable. The paper adopted a quantitative methodological perspective with a non-experimental design whose study sample consisted of 269 collaborators among teachers and support staff of the Peruvian Union University, Peru. An exploratory factor analysis was performed to determine the latent structure of the constructs, presenting an adequate internal consistency (α > 0.7). On the other hand, the confirmatory factor analysis presented an adequate fit. The results showed a significant effect (β = 0.306; p < 0.001) of servant leadership on emotional salary, as well as a significant effect of emotional salary on happiness at work (β = 0.724; p < 0.001). This study provides a valuable perspective for universities seeking to improve the happiness of their employees in the context of the new normal. It emphasizes the importance of servant leadership and emotional salary to achieve this goal. By implementing these strategies, universities can increase employee satisfaction and improve the quality of their services and the student experience.

An assessment of the effect of training and development on employee performance: A review perspective

Training is generally considered as tool which is used to enhance individual skills, knowledge and abilities of a resource, and to enable that person to understand certain aspects of business. Training and Resource Development, when combined together with other practices directly affect the quality of HR outcomes, which eventually results in firm’s higher performance. Need for a training program arises whenever there is a gap between the desired and actual performance of the employees. Usually the senior management of a company tries to fill this skill gap by opting for ‘On-job training’. Training is defined as ‘Planned intervention that is designed to enhance the determinants of individual job performance’ Training sessions help employees in reducing frustration and anxiety which is created by heavy workloads and also enables them to handle this effectively. Modern organizations have realized the importance of Human Resource Development (HRD), and have begun to use on-job training as a tool for increasing employee satisfaction. It is indeed the responsibility of the senior management of any organization to understand not only the apparent but also the ‘hidden’ needs of their employees. Generally are three types of trainings: On-Job training, Off-Job Training, and apprenticeship training. It is against this backdrop that this study intends to explore the essence of training and development on employee performance.

The Performance of Non-pns Islamic Religious Exechers With Work Environment on Work Satisfaction of Employees of the Ministry of Religion Office in Kua Simokerto District, Surabaya City

Everyone must desire to fulfill a sense of pleasure in it by showing that he is happy and satisfied with what he is doing. In the world of work, job satisfaction is very important for an employee; it will affect the attitude and morale of employees while carrying out their work. Job satisfaction is an individual thing and is influenced by various factors. Therefore, the institution must consider what factors make employees look happy. This study aims to determine how important the work environment is in increasing employee satisfaction. The method used in this research is a descriptive qualitative analysis using a case study research type by utilizing primary and secondary data sources. The results of this study indicate that the work environment has a positive influence on job satisfaction. If the quality of the work environment is good, then perceived satisfaction positively affects employee job satisfaction.

Skill, Transformational Leadership, And Competitiveness: Relationships In A Love Triangle

This study aims to see the extent to which transformational leadership plays a role in mediating the relationship between personal skills and the competitiveness of private employees in the Karimun district. The total population used was 75 respondents selected based on random sampling techniques. Data analysis techniques use Smart PLS, and the results of this study are: 1) Skills have a direct and significant effect on competitiveness; skills possessed by employees can help increase the competitiveness of companies in a competitive market. 2) Skills have a significant influence on transformational leadership. Good skills can help a leader to set a good example, provide clear direction, motivate the team, solve problems, and build good relationships with his team members. 3) Transformational leadership has a significant positive impact on the company’s competitiveness. Transformational leadership can help increase productivity, drive innovation, increase employee satisfaction, and improve company reputation and competitiveness. 4) Skills have a direct and significant effect on competitiveness through transformational leadership. Skills can help increase productivity, drive innovation, increase employee satisfaction, improve a company's reputation, and enhance a company's overall competitive ability.

THE RELATIONSHIP BETWEEN LEADERSHIP, COMPENSATION, AND COMPETENCE WITH EMPLOYEE’S PERFORMANCE

Employee performance is one of the important factors in the success of an organization or company. So that to achieve optimal performance, there are several factors that can influence it, including leadership, compensation, and employee competence. This study aims to determine the relationship of leadership, compensation and competence to employee performance. This research is included in the type of quantitative research, while the data collection technique is done by questionnaire and literature study. The research object in this study were employees of PT Benua Integrasi Global. The results showed that leadership, compensation, and employee competence have a relationship with employee performance. Good leadership can provide clear direction and motivate employees to work better. Meanwhile, compensation that is fair and in accordance with employee contributions can increase employee satisfaction and motivation at work. In addition, adequate and continuously developed employee competencies can also affect the performance of PT Benua Integrasi Global employees.

HUMAN RESOURCES MANAGEMENT STRATEGY WITH INDIVIDUAL DEVELOPMENT PLAN APPROACH AND FAIR REMUNERATION TO REALIZE EMPLOYEE SATISFACTION AT PT COSMO TECHNOLOGY

The HR department is required to be active and innovative in taking part in managing company assets in the form of active human resources so that they can make a significant contribution to company profit growth. Today's human resources are seen no longer as merely an obligation but an asset that needs to be developed as a gain or capital. A new challenge for the world of HR because the implementation of the wrong HRM strategy will result in an organization not growing. There is a new paradigm, namely Human Resources has been transformed into Human Capital where the job of an HR is who has to develop strategies in the midst of global competition in the form of Talent Sortage and Talent War. So in this study the strategy used is to increase employee satisfaction through Individual development plans and fair remuneration, so that employees can create Eitengee Dageifako. this research can create a strategy that is relevant to the Individual development plan approach and fair remuneration in the company. From the research conducted, the researcher can compile an individual development plan road map and also find the X, Y, Z generations in the company who want involvement and recognition to achieve job satisfaction through a value proposition that is arranged. Meanwhile, for fair remuneration the researcher makes a job evaluation strategy using the Compasible factor with a composition of 35% Know How, 30% problem solving, and 35% responsibility, so the researchers got 7 grades in the preparation of the wage scale structure, besides that in the salary survey on the labor market the results of the calculation strategy can be said to be competitive so that the remuneration results are fair and attractive so that it is attractive to both internal and external talent.

INFLUENCE OF INTERNAL COMMUNICATION ON THE ORGANIZATIONAL CLIMATE OF A LOCAL EDUCATIONAL MANAGEMENT UNIT IN PERU

The objective of this research is to determine the influence of internal communication on the organizational climate. The method used in this research is the deductive inferential scientific method, for which the type and level of applied and explanatory research were used respectively. The study sample was made up of women (45%) and men (65%), with an age range between 23 years and over, who were the object of study, with a total of 305 workers. The results that were obtained based on the reliability and validity of the measurement scales, where they specify that p < 0.05, that is, that 12 of the 15 hypotheses are accepted in the proposed correlation between internal communication and organizational climate factors, Among them interpersonal relationships, which generates assertiveness among workers, management styles, which implies increasing employee satisfaction, remuneration, which consists of the importance of knowing how to recognize the work of workers. Finally, the collective values, which encourages them to do a proper job and get involved. In conclusion, internal communication is essential to strengthen the organizational climate factors mentioned above. This ensures a good work environment in order to achieve improvements at the hierarchical and organizational level.