Influence Job Satisfaction Research Articles

Factors Influencing Job Satisfaction of Healthcare Workers at Bhayangkara Level III Hospital in Kendari City

Job satisfaction is a subjective experience influenced by individual values and personal perspectives. The greater the alignment between a job and a person's aspirations, the more happiness they are likely to feel. This research aims to identify the factors influencing job satisfaction among healthcare workers at Bhayangkara Tk. III Hospital in Kendari City in 2024. A cross-sectional survey method will be employed, with the research conducted from January to February 2024. The study population consists of 204 people, with a sample size of 135 healthcare workers selected through purposive sampling. The criteria for participation are active employment and willingness to be respondents. Data will be analyzed using univariate, bivariate, and multivariate methods. The results indicate that salary and incentives significantly affect job satisfaction. The work environment, workload, leadership recognition, and work motivation also have significant impacts on job satisfaction. In conclusion, Bhayangkara Tk. III Hospital must improve its incentive policies and workload management to enhance the motivation and satisfaction of its healthcare workers. Further studies with additional variables and more diverse methodologies are recommended to deepen the understanding of factors affecting job satisfaction in this sector.

The Influence of Workload and Job Satisfaction on Turnover Intention of Lintasarta Central Sumatra Area Employees

This study aims to determine the influence of workload and job satisfaction on employee turnover intention at Lintasarta Central Sumatra Area. The phenomenon in this study is the high turnover rate for Lintasarta Central Sumatera Area employees. This research was carried out by distributing questionnaires, the sample in this study was the entire population using simple random sampling method, where the questionnaires were distributed to 100 employees at Lintasarta Central Sumatera Area. After the questionnaires were returned, the data was then tested for validity and reliability, then followed by descriptive analysis, hypothesis testing and coefficient of determination. Simultaneously testing the hypothesis using the F test and Q-Square to find out how much influence workload and job satisfaction have on turnover intention and partially testing the hypothesis using path coefficients, t-statistics and level of significance (p-value) to find out how much workload has an effect on turnover intention and how much job satisfaction has an effect on turnover intention.

Influence of Job Characteristics and Job Satisfaction on Employee Performance in Plantation Companies

This research, employing a unique quantitative method, seeks to ascertain the influence of job characteristics and job satisfaction on employee performance in plantation companies. The data was collected through a comprehensive questionnaire distribution process. The sampling technique used was saturated sampling, ensuring the inclusion of all population members as samples. The data analysis techniques included reliability test, normality test, multicollinearity test, heteroscedasticity test, multiple linear regression test, coefficient of determination test, hypothesis test (t-test), and simultaneous test (F test). The results of this research underscore the positive and significant effect of job characteristics and job satisfaction on employee job performance

ORGANIZATIONAL CULTURE AND ITS INFLUENCE ON EMPLOYEE JOB SATISFACTION

This research paper examines the impact of organizational culture on employee job satisfaction. The study hypothesizes that elements such as pride in the organization, a positive culture, leadership inspiration, motivation, supervisor support, values alignment, a sense of belonging, values influence, open communication, informed decisions, and comfort in sharing ideas are significant predictors of job satisfaction. Utilizing a survey administered to 500 employees, responses were analyzed using multiple regression and robust regression techniques. The findings reveal that "Leadership Inspires," "Supervisor Support," and "Sense of Belonging" are statistically significant factors positively influencing job satisfaction. Descriptive statistics indicate a generally high level of job satisfaction among the participants, with mean scores close to the maximum possible value on the Likert scale. The regression analysis, while explaining a modest portion of the variance (R-squared = 0.126), underscores the critical role of inspirational leadership, supportive supervisors, and a strong sense of belonging in enhancing job satisfaction. These results suggest that organizations aiming to improve employee satisfaction should focus on fostering inspirational leadership, providing robust support from supervisors, and cultivating an inclusive culture where employees feel a strong sense of belonging. This study contributes to the existing literature by highlighting the specific cultural elements that significantly impact employee job satisfaction, providing actionable insights for organizational development and human resource management.

Pengaruh Komitmen Organisasi, Motivasi Kerja dan Kepuasan Kerja Terhadap Kinerja Sumber Daya Insani (SDI) pada PT. Karya Maju Sejahtera Bersama

The purpose of this research is to determine the influence of organizational commitment, work motivation, and job satisfaction on human resource performance. This research is quantitative using a survey type and data analysis techniques using SPSS 25. The respondents for this research were 67 employees of PT. Karya Maju Sejahtera, Gudang B. The results of this research show that organizational commitment partially has no effect on human resource performance. Meanwhile, simultaneously these variables have no effect on the performance of PT. Karya Maju Sejahtera Bersama.

Pengaruh Kepemimpinan Transformasional terhadap Kinerja Karyawan dengan Kepuasan Kerja dan Organizational Citizenship Behavior sebagai Variabel Mediasi

Correct and good management of human resources (HR) will get employees who have high skills and are reliable, so that the performance of the company's employees will be better and can achieve company goals optimally. This research aims to analyze the influence of transformational leadership, job satisfaction, and organizational citizenship behavior. The number of samples used was 237 respondents in BPD Bali Province. The data analysis technique was carried out using Path Analysis (SEM PLS). The results of the research prove that transformational leadership has a positive and significant influence on employee performance, job satisfaction does not have a significant positive influence on employee performance, job satisfaction does not have a significant positive influence on employee performance, job satisfaction does not have a significant positive influence on employee satisfaction, organizational citizenship behavior has a significant positive influence on employee performance, transformational leadership has a significant positive influence on organizational citizenship behavior, the influence of transformational leadership on employee performance is not mediated by job satisfaction and transformational leadership has a positive and significant influence on employee performance which is mediated by the organizational citizenship behavior variable.

Pengaruh Kerjasama Tim dan Kepuasan Kerja Terhadap Kinerja Karyawan Pada PT. Dana Purna Investama di Samarinda

This study aims to determine and analyze how the influence of Teamwork and Job Satisfaction on employee performance at PT. Dana Purna Investma in Samarinda. This type of research is quantitative. The time of this research is April-June 2024. The population in this study were 51 employees of PT Dana Purna Investama. The sample taken using saturated sampling technique and obtained as many as 51 employees. Data was obtained from respondents using Google Form. This data analysis uses SPSS 30 to test validity, reliability, and multiple linear regression. The results of this study indicate that teamwork has a positive and significant effect on employee performance, job satisfaction has a positive and significant effect on employee performance, and teamwork and job satisfaction simultaneously have a significant effect on employee performance at PT Dana Purna Investama

Pengaruh Budaya Organisasi dan Kepuasan Kerja Terhadap Kinerja Pegawai pada Dinas Pengendalian Penduduk dan Keluarga Berencana Kabupaten Karawang

This research aims to determine the influence of organizational culture and job satisfaction on employee performance at the Karawang Regency Population Control and Family Planning Service. In this particular investigation, a quantitative descriptive approach was used. It is estimated that the total number of employees working at the Karawang Regency DPPKB is 39 people (both population and sample). For the purpose of testing our hypothesis, we used SPSS version 25. Research findings show that organizational culture has an influence on employee performance, as indicated by a t value of 2.028 and a significance value (sig) of 0.002, lower than the acceptable threshold of 0.05. The t-calculated value of the relationship between job satisfaction and employee performance is 2.882, the t-table value is 2.028, and the significance level (sig) of 0.007 is also smaller than 0.05. Apart from that, job satisfaction has a partial influence on employee performance. This shows that organizational culture and satisfaction at work where employees operate have a positive and large influence on employee performance.

Employee Performance at LLDIKTI Region XV: Effect of Work Motivation, Employee Placement and Job Satisfaction

The aim of this research is to determine and analyze the influence of work motivation, employee placement and job satisfaction on employee performance at Region XV Higher Education Service Institutions. The research that will be carried out uses quantitative research. The results of this research indicate that employee placement has a significant effect on employee performance at LLDIKTI Region XV. Work Motivation has a significant effect on Employee Performance at LLDIKTI Region XV. Job Satisfaction has a significant effect on Employee Performance at LLDIKTI Region XV. Work motivation, employee placement and job satisfaction together have a significant effect on Employee Performance at LLDIKTI Region XV.

Factors Influencing Job Satisfaction Among Food Service Employees In Terengganu, Malaysia

In the dynamic and competitive landscape of the food service industry, employee job satisfaction is a pivotal factor influencing organizational success. In Terengganu, Malaysia, where the culinary sector is both a cultural cornerstone and a significant economic contributor, understanding the nuances that affect job satisfaction among food service employees is crucial. This study aims to determine the influence of salary, working hours, and working environment on employee satisfaction towards a job at a food service establishment in Terengganu, Malaysia. The researchers collected 337 completed questionnaires after distributing an online survey to participants. The descriptive statistics, reliability analysis, and Pearson correlation were analyzed to produce pertinent information. It found that all factors, salary (r=.555), working hours (r=.631), and working environment (r=.778), were positively related to employee job satisfaction. The Cronbach's Alpha for the factors influencing job satisfaction among food service employees in Terengganu, Malaysia, was a range of 0.938, which indicates excellent internal consistency reliability. By identifying and analyzing these factors, this research aims to provide actionable insights for foodservice businesses to enhance their human resource strategies, thereby fostering a more motivated and efficient workforce.

Teaching in China's Heartland: A qualitative exploration of rural teacher job satisfaction

Enhancing rural teacher job satisfaction, which is a pivotal aspect in elevating the overall quality of rural education, serves as a crucial means to promote balanced educational development and to foster societal equity and cohesion. The objective of the study was to explore the factors that influence job satisfaction of rural teachers teaching in China's Heartland. 15 rural primary school teachers were meticulously chosen for in-depth interviews, utilizing a qualitative research paradigm and purposive sampling technique, spanning from March 2021 to July 2021. With reference to Hoppock's view of job satisfaction, this study designed an interview outline based on specificities of rural workplaces. Through in-depth interviews, a wealth of first-hand text materials was collected about rural teacher job satisfaction. Then these textual materials were processed with a rigorous tertiary coding based on grounded theory. This study found that rural teacher job satisfaction was influenced by various factors, encompassing both external and internal factors. External factors included national policies, campus culture, and rural environment. Internal factors included growth experience and self-cognition. Further, strong external support was strongly associated with improvement of rural teacher job satisfaction. Intra-individual characteristics of rural teachers were the most implicit influencing factors.

The Influence of Role Conflict, Job Satisfaction, and Organizational Commitment to Turnover Intention on Female Teacher

<span lang="EN-US">Double roles have long been a phenomenon in the world of work, and not a few women participate in the world of work. Women's participation concerns the role of tradition and transition. Traditional or domestic roles include women as wives, mothers, and householders. At the same time, the role of transition includes understanding women as laborers, community members, and human development. The role of women's transition as laborers actively participates in economic activities (earning a living) in various activities following the skills and education they have as well as available job opportunities. No exception is a kindergarten teacher. This study aims to determine the effect of role conflict, job satisfaction, and organizational commitment on the turnover intention of working women, in this case, the kindergarten teacher ABA Full Day in Yogyakarta. The sampling technique uses saturated sampling. The sample was 56 people—data collection using a questionnaire survey method. Test the instrument using a validity test and reliability test. Data analysis using regression test. The result of the research concludes that role conflict and organizational commitment have a significant effect on turnover intention. In contrast, job satisfaction has no significant effect on turnover intention. However, role conflict, job satisfaction, and organizational commitment significantly affect turnover intention.</span>

Employee Retention through Organizational Commitment, Work Engagement, and Job Satisfaction

Commitment can increase organizational ownership, performance, and retention with the ultimate goal of minimizing employees' desire to leave the organization because high turnover costs result in costs that are never considered. This research aims to determine and analyze the influence of work engagement and job satisfaction on the organizational commitment of employees PT. Jakartana Tama Ciawi-Bogor, both partially and simultaneously. This research uses descriptive and verification methods. The sample in this study amounted to 161 people using non-probability sampling with a saturated sampling technique. Data collection techniques through distributing questionnaires. Data processing uses multiple linear regression analysis with SPSS Version 25.00. The research results show that work engagement t and job satisfaction positively and significantly affect organizational commitment, both partially and simultaneously.

Kapabilitas Digital dan Efek Kepuasan Kerja terhadap Peningkatan Kinerja Karyawan Pondok Pesantren di Jepara

Digital transformation is becoming a global challenge for the workforce, where automation with machines and robots has the potential to replace the role of humans in companies. Nonetheless, the success of digital transformation still requires an adaptive workforce with technological skills, which apply in various sectors, including education. The purpose of this study is to determine the influence of digital capability and job satisfaction on the performance of Islamic boarding school employees. This study is a descriptive quantitative research with a population of educators and educational staff of Islamic boarding schools with a total population of 420 employees and which can be used as a sample of 205 employees. Data was obtained through the distribution of questionnaires and then analyzed using WARP PLS 7.0 software. The researchers analyzed that digital skills have an effect on employee performance. Satisfaction has no effect on employee performance and job satisfaction moderates the influence of digital capabilities on employee performance. Recommendations in future studies could include gender differences, a clearer indicator of digital skills.Keyword: digital capability, job satisfaction, job performance, islamic boarding school

The Influence of Job Satisfaction and Organizational Commitment on Employee Turnover Intention Radar Kediri

Business competition means that companies must understand that human resources are assets that must be maintained in which employees have a big role and contribute to the companies operational activities. However, in reality, maintaining a workforce is not easy, turnover is a coomon phenomenon in the business environment. Factors that can influence turnover are job satisfaction and organizational commitment. This problem also occurs in Radar Kediri. The employee turnover rate at this company is quite high, namely 34,4% in 2020. The aim of this research is to examine how the level of job satisfaction and organizational commitment influences employee turnover at Radar Kediri. This research uses quantitative methods which is processed using Smart PLS software version 4. The population in this research is all Radar Kediri employee, totaling 53 and a sample of 53 respondents determined using the saturated sampling method. The analysis techniques are Sem PLS and bootstrapping. The result of this study indicate that job satisfaction and organizational commitment have a negative effect on turnover intention.

The Influence Of Transformational Leadership, Job Satisfaction, And Work Motivation On Organizational Commitment (Study On Bendega Restaurant Employees)

The culinary industry is currently growing rapidly in Indonesia, especially in restaurants that are easily found with a variety of dishes. One of them is Bendega Restaurant, which emerged along with the growth of the culinary business in the city of Denpasar. The existence of Bendega Restaurant stalls continues to survive amid the onslaught of the emergence of many restaurants. This study aims to determine whether work motivation can affect organizational commitment at Bendega Restaurant. The sample in this study was 54 respondents obtained based on the total employees of Bendega restaurant as many as 54 employees. Data was collected through interviews and surveys. The collected data were analyzed by classical assumption test, multiple linear regression analysis, coefficient of determination, simultaneous test, and partial test. The results of this study indicate that transformational leadership has a positive and significant effect on organizational commitment in Bendega Restaurant employees, job satisfaction has a positive and significant effect on organizational commitment in Bendega Restaurant employees, and work motivation has a positive and insignificant effect on organizational commitment in Bendega Restaurant employees. The implications of this research are divided into two, namely theoretical and practical. The theoretical implications of this study support the theory of organizational commitment. Practical implications support that transformational leadership can increase employee organizational commitment.

Pengaruh Pengembangan Karir, Kompetensi dan Kepuasan Kerja Terhadap Kinerja Kantor Badan Pusat Statistik Kota Kediri

This research aims to determine the influence of career development variables (X1), competency (X2) and job satisfaction (X3) on employee performance (Y) at the Central Statistics Agency Office. This type of research is quantitative research. The data collection techniques used are primary data and secondary data. The sample selection used the saturated sampling method, the number of samples in the study was 34 respondents at the Central Statistics Agency Office. This research data was obtained through questionnaires, interviews and literature studies. The analysis techniques used are Validity Test, Reliability Test, Classical Assumption Test, Multiple Linear Regression Analysis, T Test, F Test and Coefficient of Determination Test. The results of the research obtained the multiple linear regression equation Y= -0.915 + 0.472X1 + 0.394X2 + 0.947X3 and the t test results of the variables career development, competence, job satisfaction had a partially significant effect on employee performance. The F test results obtained Fcount results with a significance value of 0.000 < 0.05. From the results of the analysis it can be concluded that career development, competence, job satisfaction have a simultaneous and significant effect on the performance of employees at the Central Bureau of Statistics.

Institutional and personal determinants of nursing educators’ job satisfaction and turnover intention: a cross-sectional study

BackgroundNursing educators play a critical role in training future nurses, and high turnover can disrupt the training quality and process. This study identified the institutional and personal factors influencing Canadian nursing educators’ job satisfaction and turnover intention.MethodsThis cross-sectional study used an online survey to obtain the levels of job satisfaction, turnover intention, role description, and institutional and personal/demographic characteristics of nursing faculty across Canadian institutions. Data were analysed using descriptive statistics, chi-square, bivariate linear regression, and hierarchical linear regression.ResultsA total of 645 participants, with a mean ± SD age of 48.82 ± 10.11 years, returned a completed questionnaire. The average/maximum job satisfaction and turnover intention scores were 12.59/20 ± 3.96 and 6.50/15 ± 3.05, respectively. Higher job satisfaction was significantly associated with lower turnover intention (β=-0.559, p < 0.001). The multivariate analysis showed that having a partner or being married (β = 0.086, p = 0.031), working ≤ 40 h weekly (β=-0.235, p < 0.001), teaching ≤ 4 courses annually (β=-0.115, p = 0.007), and having higher than bachelor’s degree qualification (β=-0.091, p = 0.042) predicted high job satisfaction, while high turnover intention was associated with faculty in the Prairie region (β = 0.135, p = 0.006) and working ≥ 41 h weekly (β = 0.151, p = 0.001).ConclusionHaving a partner, manageable workload, and advanced qualifications positively influenced job satisfaction, while high turnover intention was associated with high workloads. Institutions may benefit from ensuring proportionate faculty workloads, fostering career advancement, and providing robust support systems that can stabilise the workforce and preserve the quality of nursing education.

Why millennials and gen Z are silently leaving their jobs? Unraveling the ‘quiet quitting’ trend

This paper investigates the phenomenon and factors that influence quiet quitting behavior that is happening in millennial and Z generation workers. Quiet quitting is employee behavior that chooses to work moderately according to the tasks that have been given. Several previous research results found that this behavior can be anticipated by increasing job satisfaction which is influenced by empowering leadership, organizational culture, and work overload. This research was designed with a survey method and using a quantitative approach. Data collection in this study used online questionnaires distributed to workers in the age range of millennial and Z generations. The data analysis technique used in this research is Structural Equation Modelling (SEM) with AMOS software. The number of samples in this study was 600 respondents. The respondents are dominated by workers on the islands of Java and Sumatra and the rest are from other regions in Indonesia. The findings of this research highlight the negative effect of job satisfaction towards quiet quitting behavior in millennial and Z workers. Another result of this study is that there is a positive effect of empowering leadership and organizational culture on job satisfaction, while work overload have a negative effect on job satisfaction. The research results are useful information for planning strategies to retain employees and provide their best performance at work. These findings are significant to measure the factors that influence job satisfaction of millennial and generation Z employees so that they do not quiet quitting or leaving the company.

The Influence of Job Satisfaction and Communication on Employee Performance at PT Batam National Electricity Service (B’right PLN Batam)

The Influence of Job Satisfaction and Communication on Employee Performance at PT Batam National Electricity Service (B’right PLN Batam)