Influence Employee Job Satisfaction Research Articles

The Influence of Leadership and Work Environment on Employee Performance Mediated by Job Satisfaction and Work Motivation in Pegunungan Bintang Regency's Regional Apparatus Organizations

Aims: Understanding the links between leadership, job satisfaction, work motivation, and employee performance is vital. Effective leadership shapes culture, direction, and employee engagement. Analyzing how leadership influences these factors helps identify areas for improvement, fostering stronger leadership practices and enhancing organizational outcomes. This study aims to comprehensively examine the intricate interplay between leadership, job satisfaction, work motivation, and employee performance within the context of the workplace environment. By investigating the direct and indirect effects of leadership, job satisfaction, and work motivation on employee performance, the research seeks to shed light on the underlying mechanisms that shape organizational outcomes. Furthermore, this study intends to explore how the work environment influences job satisfaction, work motivation, and ultimately, employee performance, offering valuable insights for enhancing workplace dynamics and fostering employee well-being and productivity. Study Design: Mention the design of the study here. Place and Duration of Study: Location to research eight Regional Apparatus Organizations of Pegunungan Bintang Regency whose office address is Jl. Kutdol, Oksibil, Kotdol, Oksibil, Pegunungan Bintang Regency, Papua. the object studied is an employee / ASN who works in the work environment of the Regional Equipment Organization of Pegunungan Bintang Regency. This research will be conducted in 2023 at the Regional Apparatus Organization of Pegunungan Bintang District. Methodology: The data analysis method used in explaining is obtained from field research, based on the proposed hypothesis there are two analytical methods to be used, namely descriptive statistical analysis methods and inferential statistical analysis through the use of Structural Equation Modeling (SEM). Results: The study conducted in regional apparatus organizations in Pegunungan Bintang Regency revealed significant findings. Firstly, it demonstrated that effective leadership positively influences employee job satisfaction. This influence extends to job motivation, wherein leadership plays a pivotal role in fostering a conducive work environment. Moreover, the research emphasized the crucial link between the work environment and employee job satisfaction. A clean and comfortable workspace not only enhances job satisfaction but also stimulates work motivation, thereby improving overall employee performance. Conclusion: Furthermore, job satisfaction was identified as a key determinant of employee motivation within the organizational context. This motivation, in turn, catalyzes enhanced performance. The study underscores the intricate interplay between job satisfaction, work motivation, and employee performance, highlighting the importance of a supportive work environment and effective leadership in driving organizational success in Pegunungan Bintang Regency's regional apparatus organizations.

Insights into Job Satisfaction in the Sugar Industry

This study investigates the impact of organizational commitment, job characteristics, and career development on employee job satisfaction in PT. PG Candi Baru, a sugar company in Sidoarjo, Indonesia. Using quantitative research with 130 permanent employees, data was collected via Likert scale questionnaires and analyzed using path analysis techniques with SmartPLS software. The results confirm that organizational commitment, job characteristics, and career development positively influence employee job satisfaction. These findings underscore the importance of fostering organizational commitment, improving job characteristics, and providing career development opportunities to enhance overall employee satisfaction and organizational performance in the sugar industry. Highlight: Quantitative Analysis: Path analysis with SmartPLS software for robust statistical insights. Positive Relationships: Organizational commitment, job characteristics, career development enhance satisfaction. Industry Relevance: Vital implications for enhancing satisfaction in the sugar industry. Keywoard: Organizational Commitment, Job Characteristics, Career Development, Employee Job Satisfaction, Sugar Industry

Influence Of Work Life Balance And Job Stress On Job Satisfaction Of Employees At PT. Rukun Mitra Sejati South Jakarta

This research aims to analyze the influence of work life balance and work stress levels on employee job satisfaction. The research method uses a quantitative approach involving PT Rukun Mitra Sejati respondents. Data was collected through a questionnaire that measured the variables work life balance, work stress, and job satisfaction. The results of the analysis show that there is a positive and significant influence between work life balance and employee satisfaction. This shows that the more balanced the balance between work life and personal life (work life balance), the higher the level of job satisfaction felt by employees. On the other hand, there is a negative and significant influence between the level of work stress and employee satisfaction. This means that the higher the level of work stress experienced by employees, the lower the level of job satisfaction they feel. This research also produces an R Square value of 0.580, which shows that the work life balance variable (X1) and the work stress variable (X2) together contribute 58% to the job satisfaction variable (Y). Thus, this research makes an important contribution in understanding the factors that influence employee job satisfaction, especially through aspects of work life balance and work stress levels. The practical implications of these findings can be used as a basis for companies to increase employee job satisfaction through improvements in work life balance management and employee work stress management.

Quality of Work Life at Airport Management Unit (UPBU) Merauke

The aim of this study is to investigate the indicators of work life quality among employees at the Airport Management Unit (UPBU) Class 1 Mopah Merauke. A qualitative approach was adopted by collecting data from semi-structured indepth interviews with 12 civil servants representing the administration subsection, the technical operations section, the flight security section, as well as the service and cooperation section. The research findings indicate that the first determinant of work life quality is the opportunity to use and develop expertise. Skill development is an essential factor to ensure the safety and efficiency of employee work. Without the proper skills, operations could be hindered. The second indicator is the condition of a safe and comfortable work environment. Safety and health are the top priorities at the airport. The third indicator is constitutionalism within the work organization. Legal protection and employees' rights are crucial, especially in a highly structured and high-risk environment like the airport. The other four indicators, although not primary, can influence employee job satisfaction at the airport, especially if the other factors are already satisfied. The results of this study provide valuable insights into the challenges faced by employees at UPBU and offer recommendations for further improvement.

A CONCEPTUAL EXPLORATION OF DEMOGRAPHIC VARIABLES AND TEACHERS’ JOB SATISFACTION IN EDUCATION PERSPECTIVES

This concept review paper delves into the complex dynamics between job satisfaction, demographic diversity among employees, and job performance within educational sector organizations. Despite a wealth of empirical studies and theoretical literature suggesting correlations between demographic factors as moderators and job satisfaction, the evidence remains fragmented and inconclusive. This concept paper aims to bridge this gap by explore the moderating role of demographic factors in shaping the relationship between job satisfaction, considering the significant variability in correlation strength across studies. The findings reveal that the nature and strength of these associations vary considerably based on the organizational context, particularly regarding how demographic diversity in management influences employee job satisfaction within educational settings. Through analysis of data gathered from various public sector environments, we demonstrate that gender, age, length of service, marital status, work experience, level of education and school location attributes significantly impact employee job satisfaction, particularly within educational contexts. This study highlights the necessity of integrating demographic factors into future research on job satisfaction, as it builds upon a robust empirical and theoretical foundation supporting these relationships. As organizations endeavour to enhance employee well-being and performance, understanding the intricate interplay between demographic diversity and job satisfaction becomes imperative for effective management and policy formulation.

New standard standards for issuing personal protective equipment

This article examines corporate culture as a system of values, manifestations and interactions that characterize a company, which can influence employee job satisfaction. In the context of corporate culture, job satisfaction can be defined as the emotional and cognitive state of an employee, reflecting his assessment and experience of the conditions and characteristics of work. It reflects the employee's satisfaction with his job, company, colleagues and career development opportunities. Understanding the factors that influence job satisfaction is key to creating a positive work environment and improving overall employee productivity.

The Effect of Competence and Job Characteristics on Employee Performance through Job Satisfaction: A Study at PG. Kebon Agung Malang

This study aims to describe Competencies, job characteristics, job satisfaction and employee performance, analyze the influence of Competencies and Job Characteristics on job satisfaction, analyze the influence of Competencies and Job Characteristics on employee performance, analyze the influence of Competencies and Job Characteristics on employee performance through job satisfaction and influence of job satisfaction on employee performance at PG. Kebon Agung Malang. The sample in this study were employees at PG. Kebon Agung Malang, totaling 65 employees. The data analysis technique used is path analysis. The results of the analysis show that Competency and Job Characteristics influence employee job satisfaction. Competencies and Job Characteristics influence employee performance. Job satisfaction influences employee performance. Job Competencies and Characteristics influence employee performance through job satisfaction.

Influence of Workload, Physical Work Environment, and Communication on Job Satisfaction in Cimahi City Education Service Employees

The main aim of this research is to examine the influence of workload, physical work environment, and communication on the job satisfaction of Cimahi City Education Office employees. A sample of 45 employees was used for quantitative research. Used to test normality, multicollinearity, multiple regression, t-test, and F-test. Data was collected through questionnaires and observations. The research results show that workload does not significantly influence employee job satisfaction. For example, communication and the physical work environment positively affect employee job satisfaction. Based on hypothesis testing, H4 is considered acceptable, which means there is a significant relationship between Workload, Physical Work Environment, and Communication (at a significance level of 0.002 < 0.05). The results show that several suggestions can be made to increase employee satisfaction at the Cimahi City Education Office. First, to avoid stress and fatigue, the workload must be divided equally or by adding workers according to needs. Second, improving the physical work environment by having a separate building specifically for the Cimahi City Education Department is important. The space is narrow, and there is no special place for consultations. It is also hoped that there will be a special warehouse because employees can only be placed around the work desk, so the files are not organized. Neatly. Finally, it is important to improve communication between superiors, subordinates, and co-workers through communication training and regular discussion forums. Due to frequent miscommunication between colleagues, work is often hampered.

Impact of Work Motivation, Physical Work Environment, and Compensation on Job Satisfaction on Employees of PT. Kiandra Alam Semesta

Job satisfaction for employees in a company is very important because it will directly or indirectly affect the continuity of employees' work. If employees are dissatisfied with their work, negative attitudes towards work will emerge, such as a lack of employee motivation, the employee's desire to look for another more unbalanced job or a new one, and other complaints. The impetus for conducting this research was to know how work motivation, physical work environment, and encouragement influence employee job satisfaction. Participants in this research survey were employees of PT. Kiandra Alam Semesta, numbering 30 people. Sampling in this study used a saturated sampling technique. Questionnaires were sent to research participants as part of the quantitation methodology. Data analysis procedures include validity and reliability tests. Statistical studies using various regression formulas, partial tests, simultaneous tests, and coefficients of determination are used for descriptive and verification purposes. Based on findings at PT. Kiandra Alam Semesta, together Work Motivation (X1), Physical Work Environment (X2), and Compensation (X3) have a significant influence on the Level of Job Satisfaction (Y)

Is compensation and work environment a trigger for job satisfaction? Empirical Study on CV Saba Footwear Tangerang

Job satisfaction is the feeling that every employee has about pleasure in their job, which is obtained from job evaluations—effective management thinking about the importance of human resources. Employee job satisfaction is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee job satisfaction and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with 30 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee job satisfaction cannot be affected by compensation because compensation has been in line with employee expectations. The second hypothesis states that the work environment influences employee job satisfaction. The third hypothesis is that employee performance is influenced by employee compensation and work environment, which can simultaneously increase employee job satisfaction. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

MODELLING THE LINK BETWEEN CONFLICT MANAGEMENT STYLES, ORGANISATIONAL TRUST AND EMPLOYEE JOB SATISFACTION

While past studies have established a significant and positive relationship between conflict management styles and employee job satisfaction. However, the fundamental interaction behind this link remain unclear. To address this gap, calls for further research has been suggested, particularly on the interactive process through which conflict management styles, specifically, collaborating, accommodating, compromising, avoiding and dominating styles were cast as the key dimensions of conflict management styles that are likely to influence employee job satisfaction. Hence, in the present study a structured questionnaire was used to collect data from Academic and Non-academic staff of some selected public tertiary institutions located in North-Central and North-Western parts of Nigeria. Partial least square structural equation modelling (PLS-SEM) was adopted to test the hypothesized research model. The quantitative results indicated that collaborating, dominating, avoiding and compromising conflict management styles were significantly and positively related to employee job satisfaction. On the contrary, accommodating style demonstrated no significant effect on employee job satisfaction. The results further showed that organisational trust moderated the relationship between collaborating, avoiding, and compromising styles and employee job satisfaction. But, no significant interaction effect was found between organisational trust and both dominating and accommodating styles. Implications of the results for future research and practice, as well as the limitations of the study are highlighted. KEYWORDS: Employee Job Satisfaction, Conflict Management Styles, Organizational Trust PLS-SEM

The Influence of Motivation, Work Environment, and Competency on Employee Job Satisfaction at PT PLN (Persero) Bali Transmission Implementing Unit

Increasing employee job satisfaction has a positive impact on company productivity and performance. PT PLN (Persero) Transmission, a leading company in the energy sector, pays special attention to the factors that influence employee job satisfaction, especially motivation, work environment and competence. This research aims to analyze the influence of motivation, work environment, and competence on employee job satisfaction at PT PLN (Persero) Bali Transmission implementation unit. The population the researchers used was all permanent PT PLN (Persero) Bali Transmission Implementation Unit employees. The population in this study was 142 people who met the criteria as permanent employees of the Company, and by using the census method in selecting the sample, the research sample also numbered 142 people. Multiple linear regression analysis is applied to describe the influence of the independent variable on the dependent variable with the help of SPSS. The results of this research show that motivation, work environment, and work competence positively affect employee job satisfaction at PT PLN (Persero) Bali Transmission Implementation Unit. This means that the better the motivation, work environment and work competence simultaneously, the more job satisfaction at PT PLN Transmisi Bali will increase. This research provides implications for companies regarding employee job satisfaction and things that must be paid attention to and improved to maximize employee job satisfaction.

Analysis Of Factors That Influence Employee Job Satisfaction At PT. Rodateknindo purajaya Bengkulu

The purpose of this research is to determine the factors that influence employee job satisfaction at PT. Rodateknindo Purajaya Bengkulu. This type of research is a type of quantitative exlanatory.. The data collection method in this research used observation techniques and questionnaires, with a sample of 130 respondents. The results showed that multiple linear regression Y = 17.462 + 0.212 X1 + 0.071 X2 + 0.098 X3 + 0.068 Where the coefficient is positive, meaning that there is a positive or unidirectional relationship between the variables fulfilling needs (XI), differences (X2), achieving values ​​(X3), justice (X4b), organizational culture (X5) and job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the needs fulfillment test (XI) show tcount 4.647> ttable 1.656 and significance 0.008 <0.05, meaning that fulfillment of needs (XI) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu The results of the difference test (X2) show tcount 2.694> ttable 1.656 and significance 0.005 <0.05, meaning that the difference (X2) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the value achievement test (X3) show tcount 2.870> ttable 1.656 and significance 0.000 <0.05, meaning that value achievement (X3) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the justice test (X4) show that tcount is 3.657> ttable 1.656 and the significance is 0.000 <0.05, meaning that justice (X4) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the organizational culture test (X5) show tcount 3,800> ttable 1,656 and significance 0.000 <0.05, meaning that organizational culture (X5) has a positive and significant effect on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu. The results of the Ftable value, namely 22.106 > 2.67, then it is concluded that accepting the hypothesis, meaning that there is a simultaneous influence between meeting needs (XI), differences (X2), achieving values ​​(X3), justice (X4b), organizational culture (X5) on job satisfaction (Y) at PT. Rodateknindo Purajaya Bengkulu.

THE INFLUENCE OF WORK DISCIPLINE AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE THROUGH JOB SATISFACTION AT KUALA CENAKU COMMUNITY HEALTH CENTER OF INDRAGIRI HULU REGENCY

This research was conducted on employees of Kuala Cenaku Community Health Center. In research, whether work discipline influences employee performance at Kuala Cenaku Community Health Center. Does the work environment influence the performance of Kuala Cenaku Community Health Center employees? Does work discipline influence employee job satisfaction at the Kuala Cenaku Health Center? Does the work environment influence employee job satisfaction at Kuala Cenaku Community Health Center. The aim of the research is to determine the influence of work discipline and work environment variables through job satisfaction on employee performance at Kuala Cenaku Community Health Center. Tha Sampling was carried out using the questionnaire distribution method with 62 samples as respondents. The analysis method used was quantitative, data analysis was carried out using path analysis. The research results show that work discipline influences employee performance at Kuala Cenaku Community Health Center. The work environment influences employee performance at Kuala Cenaku Community Health Center. Work discipline influences job satisfaction at Kuala Cenaku Community Health Center. The work environment influences job satisfaction at Kuala Cenaku Community Health Center.

How the job characteristics and organizational culture influence employee job satisfaction

The study aims to measure the impact of some variables, i.e, characteristics of work on employee performance, organizational culture on employee performance, quality of interaction between supervisor and subordinates on performance, job satisfaction with employee performance, characteristics of work on job satisfaction, organizational culture on job satisfaction, and quality of interaction between superiors and subordinates on job satisfaction at the Mandailing Natal Transportation Office. In fact, from the perspective of management theory, organizational culture can affect worker job satisfaction directly (Tsang & Nguyen, 2023). The point of view used in this study is the associations’ point of view. In total, 31 civil servants participated in the research, and the Government Employees with Employment Agreements (Pegawai Pemerintah dengan Perjanjian Kerja — P3K) had 42 people who worked for more than five years at the Mandailing Natal Transportation Office. Meanwhile, 73 people took criteria to remove the notes and used samples. In this study, the data collection technique used questionnaire techniques. The data analysis techniques in this study use trajectory analysis, partial least squares (PLS), and hypotheses testing. The results of the first and second hypotheses recognized the characteristics and organizational culture of the Mandailing Natal Transportation Office. Third, the Mandailing Natal Transportation Office recognized the quality of interaction between leader and subordinates in terms of activity and satisfaction.

Analysis Of Employee Job Satisfaction With Work Stress, Work Environment And Work Life Balance As Predictors At CV Imexindo Nusantara

Employees must be effectively managed as a valuable asset for a firm in order to maximize their contribution. Psychological factors relating to employee psychology, social factors relating to social interactions between employees and their superiors and coworkers, financial factors relating to employee salaries, and physical factors relating to timing, rest time, and conditions of the work environment are factors which influence employee job satisfaction. This study was conducted at CV IMEXINDO NUSANTARA, and a sample of up to 112 employees out of 155 was used. The analysis's findings indicate that factors including stress at work, the workplace environment, and work-life balance have an impact on job satisfaction variables in CV IMEXINDO NUSANTARA both alone and jointly

Pengaruh Pengembangan Karir dan Kompensasi Terhadap Kepuasan Kerja Karyawan

Job satisfaction is a crucial factor to be considered in the management and empowerment of human resources within a company. This research aims to achieve the following objectives: (1) Determine the impact of career development on employee job satisfaction at PT Putmasari Perkasa Semarang. (2) Assess the influence of compensation on employee job satisfaction at PT Putmasari Perkasa Semarang. (3) Examine the combined impact of career development and compensation on employee job satisfaction at PT Putmasari Perkasa Semarang. Descriptive analysis is employed in this research, utilizing the multiple linear analysis method. The SPSS program is utilized for data processing and analysis. A quantitative descriptive research method is applied, where variables are measured using a Likert scale. Data collection involves the distribution of questionnaires to respondents, who are employees of PT Putmasari Perkasa Semarang. The findings of this research indicate that: (1) Career development significantly and positively influences employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05. (2) Compensation also has a positive and significant impact on employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05. (3) The combined influence of career development and compensation significantly affects employee job satisfaction at PT Putmasari Perkasa Semarang, with a significance level of 0.000 < 0.05.

PENGARUH KOMPENSASI, LINGKUNGAN KERJA DAN PELATIHAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. AGRI ANDALAS KECAMATAN AIR PERIUKAN KABUPATEN SELUMA

The population used in this research is all employees who work at PT Angri Andalas, Air Periukan District, Seluma Regency. 150 respondents. The sampling technique used total sampling based on predetermined criteria of 150 respondents. Data collection techniques are observation, documentation and questionnaires. The processed data was analyzed using the SPSS 24 formula. Based on the results of research and analysis of the influence of the Compensation, Work Environment and Training variables on Employee Job Satisfaction. The following conclusions can be drawn: Compensation has a positive effect on Employee Job Satisfaction of employees, this is proven by hypothesis testing with the t-test, obtained tcount > ttable (6,229 > 1,980) The work environment has a positive effect on Employee Job Satisfaction of employees, this is proven by hypothesis testing with the t-test, obtained tcount > ttable (2,240>1,980) Training has a positive effect on Employee Job Satisfaction of employees, this is proven by hypothesis testing with the t-test, obtained tcount > ttable (3,084>1,980) Compensation, Work Environment, and Training (X3) influence employee Job Satisfaction. This can be seen from joint hypothesis testing (Simultaneous) Ftable > Fcount (68,710 > 3,940). This is proven by the correlation analysis R = 0.765 (76.5%) and is almost close to 1. And the coefficient of determination is R2 = 0.585 or around 58.5% while 41.5% is the contribution of other variables not studied. Keyword: Kompensasi, lingkungan dan Kepuasan

Pengaruh Kepemimpinan, Iklim Organisasi dan Lingkungan Kerja terhadap Kinerja Pegawai Dinas Sosial Kabupaten Tapanuli Tengah

This research aims to determine and analyze the influence of leadership, organizational climate and work environment on employee job satisfaction at the Central Tapanuli Regency Social Service. The population in this study were employees at the Central Tapanuli Regency Social Service, namely 43 people, so the total sample was 43 people. The research results show the value of Fcount (30.021) > Ftable (2.84) and sig p (0.000) < 0.05. So, together leadership, organizational climate and work environment have a significant effect on employee job satisfaction at the Central Tapanuli Regency Social Service. This is indicated by the coefficient of determination (Adjusted RSquare) value of 0.675. This value can be interpreted as leadership variables, organizational climate and work environment being able to influence employee job satisfaction at the Central Tapanuli Regency Social Service by 67.5%, the remaining 48.4% is explained by other variables or factors.

The Influence of Compensation, Workload and Work Stress, on Employee Job Satisfaction, Case Study At PT Langganan Kita Bersama

The purpose of this research is to determine the effect of compensation, workload and stress on employee job satisfaction, case study at PT Langgana Kita Bersama, both partially and simultaneously. This research is quantitative descriptive. The population of this research is employees of PT Langgana Kita Bersama. The sample for this research consisted of 31 respondents using interview data collection techniques. Data analysis methods include descriptive statistical analysis methods, validity and reliability tests, classical assumptions, statistical model tests, multiple linear regression analysis, T test, F test, coefficient of determination and slope in SPSS version 25. The research results show that the compensation variable has an effect on satisfaction employee work with a tcount score of 9.120 is greater than ttable 1.701, the workload variable has no effect on the job satisfaction of employees with a lower score. tcount value is -1.28 from ttable 1.701, the work stress variable has no effect on employee job satisfaction with a tcount value of 0.376 which is smaller than ttable 1.701, compensation, workload and work stress variables simultaneously influence employee job satisfaction with a fcount value of 30.394 , greater than ttable 2.96.