Job Satisfaction Level Of Employees Research Articles

Analisis Kepuasan Kerja Karyawan Dengan Metode IPA (Importance Performance Analysis) Pada Hotel Familie 2 Kota Metro

This study aims to determine the level of employee job satisfaction with the IPA (Importance Performance Analysis) method at Hotel Familie 2 Metro City. The type of research used by the author is descriptive quantitative research. The data were obtained from the results of observations, documentation and questionnaire results to 31 respondents from Hotel Familie 2 employees. Data analysis was carried out using Importance Performance Analysis (IPA) techniques. The essence of this concept is the level of importance (expectation) is measured in relation to what the company should do in order to produce products and services that meet expectations. The results showed that the value of employee job satisfaction on the employee satisfaction index was 0.7625 in the range of 51% - 80%. So it can be said that in general the employee satisfaction index at Hotel Familie 2 for the attributes tested is quite satisfied. The aspect that has the greatest contribution in shaping employee job satisfaction at Hotel Familie 2 is Leadership which has an index value of 0.9058 or 90.58 % .

PENGARUH KEPEMIMPINAN DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA DENGAN STRES KERJA SEBAGAI VARIABEL INTERVENING PADA PT WASTEFORCHANGE ALAM INDONESIA

Human resources is one of the keys to the success of an organization, this is because human resources makes company work properly. Good employee performance will support the achievement of organizational goals and one of the triggers is the level of employee job satisfaction. Many factors can affect job satisfaction, some of them are leadership, work environment, and job stress. This research aims to find out and analyze the effect of leadership and work environment on job satisfaction with job stress as an intervening variable. The sample used in this research is all employees at PT Wasteforchange Alam Indonesia. The method used in this research is Path Analysis with SPSS 2.4 software as a tool for data processing. The results showed that leadership had a significant positive effect on employee job satisfaction, work environment has significant positive effect on employee job satisfaction, and job stress has significant negative effect on job satisfaction. Leadership has significant negative effect on work stress and work environment has significant negative effect on work stress. Leadership has a direct effect on employee job satisfaction without going through work stress, and work environment has a direct effect on employee job satisfaction without going through work stress.

Antecedents and Consequences of Employee Job Satisfaction in Indonesia

Factors that encourage job satisfaction include the application of transformational leadership from a leader in the company. The existence of cultural diversity also contributes to the level of employee job satisfaction. Then the implementation of organizational commitment is also essential to increase employee satisfaction at work. This study deals with the antecedents and consequences of employee work satisfaction, including transformational leadership, culture diversity, and organizational commitment as antecedents and organizational citizenship behavior (OCB) and employee performance as a consequence. The research instrument used a questionnaire distributed to 280 employees who worked in cigarette factories and tapioca flour factories in Pematangsiantar City. For data analysis, this research uses the Smart PLS application with the PLS-SEM approach oriented. This research concludes that transformational leadership and culture diversity has a significant impact on work satisfaction. On the other hand, the results of this research also conclude that organizational commitment does not significantly impact work satisfaction. Furthermore, this research also confirms that work satisfaction significantly affects organizational citizenship behavior (OCB) and employee performance. Then this study was only carried out in one city so that no specific data comparison could be obtained and only focused on the use of transformational leadership variables, culture diversity, work satisfaction, organizational citizenship behavior, and employee performance. The novelty presented from this research explains that although most employees have different cultural backgrounds if supported by a fair and wise application of transformational leadership, it will encourage job satisfaction.

The Role of Mediation on Work Practices and Employee Involvement

Organizations face many challenges regarding employee engagement and employee job satisfaction. To increase the level of employee job satisfaction, HIWP must be implemented in order to have an impact on employee performance satisfaction. The purpose of this study was to examine the relationship between high-involvement work practices (HIWP) and job satisfaction with the mediating effect of employee engagement; HIWPs consist of four main attributes: (a) power (b) information (c) reward (d) knowledge. This study investigates the relationship between the three variables. Here, convenience sampling was used and data were collected through questionnaires from 185 organizational respondents in the banking sector. Regression analysis was used to test the hypothesis and Andrew F. Hayes model 4 was used to examine the mediating effect. The results showed that there was a significant relationship between the mediating variables and the effect of employee engagement. This study expands on HIWP employment and job satisfaction. The practical implication of this research is to measure the level of job satisfaction of employees by using HIWP can be implemented for managers and employees.

THE EFFECT OF WORK ENVIRONMENT AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE AT THE DEPARTMENT OF POPULATION CONTROL AND FAMILY PLANNING SAROLANGUN REGENCY

The purpose of this research is to analyze the effect of work environment and job satisfaction on employee performance at the Department of Control and Family Planning, Sarolangun Regency, either directly or indirectly through organizational commitment. The population in this study were employees of the Department of Control and Family Planning, amounting to 94 people. The sampling technique in this study used a saturated sample. This study uses a quantitative approach with survey methods, and uses Partial Least Square (PLS) as a data analysis technique. From the hypothesis testing conducted, it can be concluded that the work environment and job satisfaction affect the performance of the employees of the Sarolangun Regency Family Planning and Control Agency, either directly or indirectly through organizational commitment. These results indicate that if the Sarolangun Regency Family Planning and Control Agency can provide a conducive work environment for its employees, and is also supported by a high level of employee job satisfaction, then this will also be followed by the increasing commitment of employees to be able to work optimally in the organization.

Employee Job Satisfaction and Organizational Performance on the National Shipping Company

This study aims to determine and analyze the contribution of transformational leadership styles and organization policy on employee job satisfaction which has implications for organizational performance in the Athamara Group. Some of the problems on Athamara Group as one of the national shipping company in Indonesia, namely, the level of employee job satisfaction and organizational performance is still low. The research sampling technique used a saturated sample of 102 people. Descriptive statistical analysis and path analysis were used as the analysis method. The results of this study are from seven proposed hypotheses, six of which are accepted and one of the hypotheses have no significant effect on organizational performance. The indirect contribution of transformational leadership style to organizational performance is through employee job satisfaction, although employee job satisfaction has no significant contribution on organizational performance. Finally, organizational policy has an indirect contribution on organizational performance through employee job satisfaction. The indirect contribution of organizational policy to organizational performance is through employee job satisfaction, although employee job satisfaction has no significant contribution on organizational performance. The key funding, that transformational leaders will convey organizational policy properly and appropriately, so that they are easily understood and implemented by employees. Keywords: Employee Job Satisfaction; Organization Performance, Organizational Policy; Transformational Leadership Style; National Shipping Company.

A Comprehensive Study on Private Universities in Bangladesh: Service Rules and Job Satisfaction

Service rules make it easier for an institution to pursue higher education. In order to ensure quality education, it is essential that educational institutions have service rules. The service rules of university employment are considered to be conducive to the higher education system. On this article discusses the importance of service rules. Each step of the service rules is shown with the help of diagrams and each of the steps is discussed separately. To certify higher education has played a noteworthy part in Bangladesh. The rules clearly specify the rights and duties of workers and employers where every institution must have its own service rules regulating any employment but cannot be contradictory to any establishment of the labor laws. Job satisfaction is considered as a vital determinant of job activities. Some of the universities are providing quality education but rests of them are not quality concerned, most of them are depending on Daily basis teachers, poor infrastructures, without service rules etc. The trial was taken on a random basis from four private universities in Bangladesh. The sample size is forty-five. The result of this study shows that about job satisfaction level of employees in the selected universities. In the end, based on results, researchers have offered some suggestions that can be taken into thought in strategy level.

Strategic Human Resource Management, Regulatory Violation and Job Satisfaction in Indonesia

This study aims to investigate the level of employee job satisfaction, employee compliance with work regulations and strategic human resource management by conducting online interviews with 349 government and private employees in Indonesia by random sampling using the LinkedIn application then quantifying them for regression using the autoregression moving average model. We find that the level of employee satisfaction is positively related to employee compliance with job regulations and the level of quality management of strategic resources in companies or government institutions.

Strategic Human Resource Management, Regulatory Violation and Job Satisfaction in Malaysia

This study aims to determine the level of employee job satisfaction, employee compliance with work regulations and human resource management strategies by conducting online interviews with 512 government and private employees in Malaysia by random sampling, then quantifying for regression using the autoregression moving average model. We find that the level of employee satisfaction is positively related to employee compliance with job regulations and the level of quality of strategic resource management in companies or government agencies.

Challenges and Opportunities for Human Resource Management in Indonesian Dairy Farms

This study aims to examine the development of dairy farming in Indonesia by using the online interview method as a method of data collection, which is then quantified based on the results of the interview. We conducted online interviews with 120 cattle breeders in Indonesia by random sampling and then quantified them for analysis using the narrative quantitative method with the ordinary least square model to perform data regression. This research focuses on looking at the growth of the dairy business which is reflected in the monthly average farmer income calculated from 2000 to 2019, the number of cows, the number of employees and the welfare of employees. We find that the development of the dairy business is influenced by the number of dairy cows, the number of employees and the welfare of the employees which is a reflection of the level of employee job satisfaction.

An investigation into the influence of Corporate Social Responsibility disclosures on the satisfaction level of employees during COVID-19 times: Evidences from Multinational Corporations in UAE

The purpose of this research is to present empirical findings related to the impact of CSR on the job satisfaction level of employees during the Pandemic times, especially in reference to the case of multinational corporations operating within the boundaries of United Arab Emirates. In this context, the factor of CSR was further categorised into three essential constructs of philanthropic responsibilities, environmental responsibilities, and welfare of general public. In reference to the methodological choices, the study has undertaken quantitative research design, which has been supported through the use of positivist philosophy and deductive approach. In addition, the study has collected primary data from a total of 250 employees through questionnaire, which had a total of 5 sections including; demographics, philanthropic responsibility, environmental responsibility, welfare of general public, and employee satisfaction. The study found that employee satisfaction had strongly positive (uphill) linear relationship with the variables of philanthropic responsibilities and environmental responsibilities. The study further elaborated that the organizational philanthropy in the era of Covid-19 has significantly positive impact on the satisfaction levels of employees.

Impact of Organizational Communication on Organizational Citizenship Behavior and Job Satisfaction: Research Findings

Communication play a vital role at all levels of organization. It affects employee commitment level, Citizenship behavior and job satisfaction levels of employees. The purpose of this study is to understand and assess how organizational communication effects organizational citizenship behavior and Job satisfaction levels. Data was collected from 85 software employees working at different levels by using close ended questionnaire. It was concluded that organizational communication has direct and positive relationship with employee Job satisfaction among software employees. The analysis further proven that organizational citizenship behavior as a mediator further weakens the relationship between organizational communication and job satisfaction. Although much previous research is existed in association of organizational communication, Organizational citizenship behavior and job satisfaction, but this is of first known attempt to assess mediating effect of OCB in relation with other variables.

Employee welfare and job satisfaction in the Sri Lankan hotel industry

The study investigated the impact of welfare facilities provided by the Sri Lankan hotels, on employee job satisfaction. Mixed methods research approach consisting of a questionnaire survey and a series of interviews were used in the study. The questionnaire was distributed among 120 non-executive employees working in six five-star hotels located in Colombo City. The response rate was 66%. The collected quantitative data were analysed using Relative Importance Index, Correlation Coefficient, and t-test, while the collected qualitative data were analysed using content analysis. The study findings are an eye-opener to the Sri Lankan hotel industry because they reveal that only 47.5% of the non-executive employees of the industry were satisfied with the welfare facilities provided to them. The study proposed several strategies to uplift the standard of the employee welfare facilities provided in the hotel industry. The study contributes to policy, theory and practice by presenting the current level of employee job satisfaction and the strategies that will uplift the satisfaction level.

Analysis of a comprehensive wellness program's impact on job satisfaction in the workplace

PurposeThis research study included an examination into the extent that a comprehensive wellness program affects employees' job satisfaction levels. As the leaders of more hospitality organizations implement wellness programs in the workplace, they will want to understand what factors, besides the employees' health, the wellness programs can impact. Survey participants were self-identified employees of the hospitality organization who did or did not participate in the wellness program. Research findings indicated there was a significant difference in extrinsic and intrinsic job satisfaction levels between employees who participated and employees who were nonparticipating in the wellness program.Design/methodology/approachThe population for this study was from a contract foodservice organization that provides facility services to higher education organizations, from their northeast regional location that consisted of approximately 200 employees. The employees of the organization ranged from entry-level positions, up to and including senior-level management. The researcher solicited employees in all departments in the organization to participate in the survey. The company offers a comprehensive wellness program, and all employees in the organization had a choice to participate in the wellness program.FindingsThe intent of the study was to determine if participating in a wellness program affected the employee's job satisfaction levels. Securing a hospitality organization to survey was a challenge, possibly because the survey included questions about job satisfaction. The purpose of the study was to identify whether participation in the wellness program affected employees' extrinsic and intrinsic job satisfaction levels. Hospitality organizations continue to allocate resources to implement and improve existing wellness programs in the workplace. Researchers had not specifically focused on the potential impact a wellness program might have on employee job satisfaction levels. Cyboran and Goldsmith (2012) concluded organization leaders should take steps to create an effective workplace. The study showed that even though hospitality organization leaders are dedicating resources to the development and implementation of wellness programs, participating in the wellness program has an effect on increasing or maintaining current employees' extrinsic and intrinsic job satisfaction levels throughout the organization.Originality/valueThis is the author’s research that was conducted for a dissertation that has been turned into a research article for publication.

Relationship between Socio-Demographic Characteristics and Job Satisfaction: Evidence from Private Bank Employees

In this competitive business world satisfied employee is the prime asset of any business organization as an employee’s satisfaction can ensure continuous growth. The purpose of this study was to find out, is there any significant relationship between socio-demographic characteristics and job satisfaction of private bank employees in Bangladesh? By using Yamane's (1967) formula the study consisted of 56 (male 89.3% and female 10.7%) respondents and it used semi-structured questionnaires containing pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. As all the variables used in this study (both dependent and independent) were categorical, the Chi-square test was used to assess the relationship. In this study, significant relations were found between some demographic characteristics, such as, sex, age, salary, and family income with job satisfaction indicators which were participation in decision making, training facilities, and increase knowledge and capacity. Education and geographic location did not show any significant relationship with job satisfaction indicators. Around 92.5% of male employees reported that the current organization helped to increase their knowledge and working capacity (p<0.028). More than half of the employees (55.3 %) of the 30-35 age group could not take part in decision making (p<0.013). In addition, family income and salary also exerted significant associations with participation in decision-making and proper training facilities respectively. Several stakeholders and concern authorities should give top priority in these demographic areas while developing strategies to improve the job satisfaction level of employees.

Effect of Dimensions of Workplace Spiritualism: Meaningful Work, Sense of Community, Organizational Values and Compassion with Reference to Job Satisfaction

Workplace spiritualism (WS), although a newer concept, is seen to have gained tremendous importance in the recent years and is expected to furthermore expand in scope and applicability in future The objective of this research paper is to understand the impact of workplace spiritualism on the degree of job satisfaction of employees with special reference to IT industry. Through this research impact of Workplace Spiritualism on enhancing employee performance was studied. The methodology used was articulating the problem, formulating the hypothesis and collection of facts from survey. An empirical study was carried out to get the results for this research study. A total of 110 completed questionnaires were received. Descriptive Statistics, casual research and correlations were carried out. Four main dimensions used for measuring the spiritualism at the workplace are identified which include meaningful work; sense of community; organizational values as well as compassion. The results of this study showed that all the four dimensions of WS have a significantly strong as well as positive relationship with the level of employee job satisfaction. Sense of community as well as organizational values are the two most important dimensions influencing job satisfaction. The paper recommends that WS should be enhanced in the IT sector since it influences job satisfaction and employee performance. The study would be useful for the policy makers, researchers and HR professionals to understand the importance of WS in IT sector.

PENGARUH KUALITAS DAN HARGA PERUMAHAN KOTA CITRA GRAHA TERHADAP MINAT BELI MASYARAKAT

Abstract, 
 The main objective in this study is to examine and analyze (1) the effect of quality and price on people's buying interest in Citra Graha City housing. (2) the effect of quality on people's buying interest in Citra Graha City housing. (3) the effect of prices on people's buying interest in Citra Graha City housing. (4) To see which variable has greater influence on people's buying interest in Citra Graha City housing. 
 The targets in this study include (1) To be able to see how much influence the two variables in this study are quality and price in influencing public buying interest in Citra Graha City housing. (2) Being a reference material for consumers to be able to determine the purchasing policy after knowing about the quality and price set by the City of Citra Graha. (3) From the results of this study, it can be used as a reference as a policy making in product pricing strategies. (4) Making the results of this research as textbook reference material, especially in the field of marketing management. 
 This research was conducted with a quantitative method and using the analysis method with SPSS Windows For Data as a data analysis tool. To facilitate the justification, a 5-point Likert scale is used. Likert scale is a scale used in questionnaires to facilitate respondents in answering questions, then respondents answer questions in accordance with the code in the questionnaire. Before testing with regression analysis, the research data were tested with a classic assumption test consisting of: normality test, heterokedasticity test, and multicollinearity test. Then for simultaneous hypothesis testing using the F test, and for partial hypothesis testing using the t test. Meanwhile, to determine the most dominant variable affecting the level of employee job satisfaction using the standardized coefficient beta. 
 Based on the results of the study it can be found that the variable of quality and price is very significant in influencing the buying interest of consumers or prospective consumers to be able to purchase housing units in the City of Citra Graha, this can be proven with a probability level of more than 0.05 or less than 5%. In addition to the level of probability can also be proven by table 5.8 it turns out that F count is greater (33,108) than F table (2.3092), so the decision is to reject H0 and accept Ha, which means the variables X1, X2 together affect the consumer's buying interest will the purchase of housing units in the City of Citra Graha. Job Characteristics Variable has a significant and positive effect on the level of employee job satisfaction with a significance level of 0.473 or 47.3%. This means that if the characteristics of this work are considered it will increase employee job satisfaction by 47.3%.

Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management

In light of future work challenges, actual human resource management (HRM) needs to be redesigned, including long-term development, regeneration, and renewal of human resources, passing from consuming to developing human resources by incorporating the concept of sustainability. Thus, sustainable HRM is seen as an extension of strategic human resources, presenting a new approach to human resource management. The labor market is constantly changing, atypical work acquiring a significant relevance, especially in these current times of coronavirus crisis restrictions. In Romania, promoting the law of teleworking transformed labor flexibility into a topic of interest, and became an increasingly vital requirement for employment and a motivating factor for Romanian employees. In such a context, this paper aims to investigate the link between employee development and worktime and workspace flexibility as relevant characteristics of sustainable HRM, job satisfaction and job performance among Romanian employees in order to identify how to redesign HRM in the face of “future work” challenges. Additionally, the paper aims to examine the impact of different types of flexibility—contractual, functional, working time, and workspace flexibility—in order to highlight the relevance of employee development and employee flexibility as important aspects of sustainable HRM in increasing the overall level of employee job satisfaction. In order to make this possible, an “employee flexibility composite indicator,” which takes into account different types of flexibility, has been developed using feedback from Romanian employees, which was gathered by a national representative survey using multiple correspondence analysis. Furthermore, the impact of both individual and employee flexibility on overall level of job satisfaction has been quantified using binary logistic regression models. Within the research, there is a particular focus on the impact of new types of workspaces (flex office, co-working, total home office, partial home office—FO, CW, HOT, HOP) on job performance, job satisfaction, organizational performance, professional growth and development, social and professional relationships, and personal professional performance as well as on the overall level of work motivation. The empirical results revealed that these new types of workspaces are highly appreciated by employees, generating a growing interest among them. Partial home working, the mix between working from home and working in a company’s office, has been considered an optimal solution in increasing organizational performance, social and professional relationships, learning and personal development, and the overall level of work motivation. The results of the multiple correspondence analysis highlighted a medium level of flexibility among those Romanian employees interviewed, with only one third of them exhibiting high levels of flexibility. The empirical analysis of logistic regression analysis pointed out the role of functional flexibility, working time, and workspace flexibility along with the flexibility composite indicator in increasing the level of job satisfaction in employees. Therefore, if the challenge is to redesign the actual human resource management in order to include the concept of sustainability, attention needs to be on a combination of employee development-flexible time and flexible places, leading to an increase in both employee job satisfaction and organizational performance as important outcomes of sustainable HRM.

Dimensions of Job Satisfaction among Employees of Banking Industry in Nepal

Objective: 
 The purpose of the study was to find out the impact of employee empowerment, team work, bank facilities, training; performance appraisal and quality performance upon job satisfaction of employees that how would these factors affect employees’ job satisfaction in banking sector of Nepal.
 Methodology: 
 Data was collected through questionnaire and the questionnaire was distributed among 200 employees of twenty eight commercial banks. Random sampling technique was applied in this procedure. Correlation coefficient and regression were used to analyze and interpret the data.
 Results and Conclusion: 
 Regression analysis showed that employee empowerment, team work, and bank facilities affect positively whereas training, performance appraisal and quality performance affect adversely on the job satisfaction level of employees. There exists a positive relation overall and boost job satisfaction, which would in turn enhance the productivity of the organization.

Analisis dan Identifikasi Hygiene Factors dan Pengaruhnya terhadap Kepuasan Kerja pada Mitra Kerja PT. PLN UIP Nusa Tenggara

This study aims to identify hygiene factors and analyze their effects on job satisfaction. The data collection method in this study is a survey method, using a questionnaire as a data collection tool. The population in this study were all employees at the staff level and executors/non-staff of PT. PLN UIP Nusra consists of PT. PP Wartsila, PT. Hydro Techno Utama, and PT. Purnama Indonesia. Employees at the staff and executive/non-staff level are 75 people. At the same time, the determination of the sample is done by using accidental sampling method with a total sample of 50 people. The research variables consist of independent variables in the form of dimensions of hygiene factors and the dependent variable in the form of job satisfaction. Data analysis procedures in this study were divided into three stages, namely: 1) Conducting an importance-performance; 2) analysis (IPA) on the dimensions of hygiene factorsConducting analysis Crosstabs (cross table); 3) Conducting multiple regression analyzes. The results of data analysis showed that overall the quality performance of the dimension hygiene factors was in a proper category. Then, an analysis of the level of employee job satisfaction shows that the employees of PT. PLN UIP Nusra shows job satisfaction. Meanwhile, the results of multiple linear regression analysis showed that the variable hygiene factors and motivating factors had a positive and significant effect on the level of employee job satisfaction at PT. PLN UIP Nusra